5 research outputs found
EFFECT OF WORKPLACE FLEXIBILITY ON EMPLOYEES’ ENGAGEMENT IN PIGGYVEST AND OPAY IN LAGOS STATE, NIGERIA
No full textThis research focused on the effect of workplace flexibility on employee engagement: A study of
selected FinTech Companies. Job satisfaction and work-life balance are not achieved because a
non-flexible work environment and less focused employee engagement may stifle creativity and
innovation. Employees may feel constrained within rigid structures, limiting their ability to
experiment with new ideas or approaches. As the main concerns of employee engagement are job
satisfaction and organizational behavior. The purpose of this study is to know how flexible work
environments affects employee engagements. The social exchange theory, work/family theory and
spillover theory provided to the theoretical foundation of the study. A quantitative survey method
was adopted for this study. The population of the study comprised of 762 employees and sample
questionnaire were administered to a sample size of 262 employees using convenience and
stratified sampling techniques. Results showed there is a significant positive relationship between
Compressed workweek, Job sharing, Flextime and employee engagement of selected FinTech
companies and implementing flexible work arrangements at these companies can lead to enhanced
employee engagement, personal development, and a more satisfied workforce. Hence, this study
recommends that Organizations should incorporate workplace flexibility, Compressed workweek,
Job sharing, and part-time work into their recruitment processes to enhance employee engagement
and satisfaction
EFFECT OF WORKPLACE FLEXIBILITY ON EMPLOYEES’ ENGAGEMENT IN PIGGYVEST AND OPAY IN LAGOS STATE, NIGERIA
No full textThis research focused on the effect of workplace flexibility on employee engagement: A study of
selected FinTech Companies. Job satisfaction and work-life balance are not achieved because a
non-flexible work environment and less focused employee engagement may stifle creativity and
innovation. Employees may feel constrained within rigid structures, limiting their ability to
experiment with new ideas or approaches. As the main concerns of employee engagement are job
satisfaction and organizational behavior. The purpose of this study is to know how flexible work
environments affects employee engagements. The social exchange theory, work/family theory and
spillover theory provided to the theoretical foundation of the study. A quantitative survey method
was adopted for this study. The population of the study comprised of 762 employees and sample
questionnaire were administered to a sample size of 262 employees using convenience and
stratified sampling techniques. Results showed there is a significant positive relationship between
Compressed workweek, Job sharing, Flextime and employee engagement of selected FinTech
companies and implementing flexible work arrangements at these companies can lead to enhanced
employee engagement, personal development, and a more satisfied workforce. Hence, this study
recommends that Organizations should incorporate workplace flexibility, Compressed workweek,
Job sharing, and part-time work into their recruitment processes to enhance employee engagement
and satisfaction
Navigating the complexities of marketing decision-making in uncertain supply chains: A quantitative exploration
No full textMaking rational decisions in times of uncertainty is an important capability required of marketing
managers. However, choosing the precise quantitative decision-making technique or a combination
of such tools usually presents managers with a score of challenges. To lessen this challenge,
this single case research demonstrates how the choice of three Bayesian decision models
(Laplace criterion, Savage minimax regret, and Hurwicz coefficient of realization) can reduce
uncertainty in content marketing, search engine optimization (SEO), and referral marketing decision.
We employed the case study approach to enable direct access to the decision-making
process of the case organization, and to collect relevant data relating to the three marketing
decision variables. Results show that, although the Laplace criterion may not have a direct effect
on content marketing decisions, it influences the decision-making process leading to the creation
and promotion of content. The Savage minimax regret had a direct bearing on SEO decisionmaking.
Hurwicz's coefficient of realization yielded no direct impact on referral marketing but
shows the possibility of influencing decision-making processes that led to the development and
implementation of referral marketing campaigns. The implications are discussed
Navigating the complexities of marketing decision-making in uncertain supply chains: A quantitative exploration
No full textMaking rational decisions in times of uncertainty is an important capability required of marketing
managers. However, choosing the precise quantitative decision-making technique or a combination
of such tools usually presents managers with a score of challenges. To lessen this challenge,
this single case research demonstrates how the choice of three Bayesian decision models
(Laplace criterion, Savage minimax regret, and Hurwicz coefficient of realization) can reduce
uncertainty in content marketing, search engine optimization (SEO), and referral marketing decision.
We employed the case study approach to enable direct access to the decision-making
process of the case organization, and to collect relevant data relating to the three marketing
decision variables. Results show that, although the Laplace criterion may not have a direct effect
on content marketing decisions, it influences the decision-making process leading to the creation
and promotion of content. The Savage minimax regret had a direct bearing on SEO decisionmaking.
Hurwicz's coefficient of realization yielded no direct impact on referral marketing but
shows the possibility of influencing decision-making processes that led to the development and
implementation of referral marketing campaigns. The implications are discussed
Cracking the code: How procedural justice drives employee engagement in Nigerian banks
No full textThis study investigates the influence of procedural justice on many aspects of employee engagement including affective,
behavioral, cognitive and physical engagement specifically within the banking business in Nigeria. The sector has
consistently faced difficulties in maintaining employee engagement with major issues such as high rates of absenteeism and
turnover. Implementing an effective employee engagement strategy can help in retaining and developing a team that is
prepared for the future, thereby reducing absenteeism and turnover.
This study employed survey methodology and used stratified sampling techniques to choose participants. We collected the
necessary data from primary sources. The study considered 209 of the 231 distributed questionnaires legitimate and
appropriate.
The results indicate that how employees perceive the fairness of procedures in the chosen bank has a substantial impact on
their high levels of emotional, cognitive, physical and behavioral involvement. This demonstrates that ensuring fair
treatment when creating clear and reliable policies and processes results in increased employee engagement.
Banks should create an environment that promotes fairness by ensuring transparency and reliability in all rules and
procedures to enhance overall satisfaction among workers and performance. It is possible to reduce high rates of absence
and turnover resulting in a more stable and productive workforce by using these measures. This study highlights the
significance of procedural justice in attaining greater employee engagement and offers significant insights for banks
seeking to enhance their staff retention efforts
