Department of Multidisciplinary Master of Business Administration (MBA)

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Browsing Department of Multidisciplinary Master of Business Administration (MBA) by Subject "Employee Engagement"

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    Human Capital Development Practices and Employee Engagement in Oluyole Local Government Area, Ibadan, Oyo State
    (Lead City University, 2023-12) Anthonia Odufa AJELETI
    The objective of the study is to examine how training and development affects employee engagement, while the specific objectives include to explore the effect of Manpower Planning practices on employee engagement, examine how training and development affects employee Loyalty, Investigate how Organizational learning affects employee’s Intention to stay in Oluyole Local Government. Descriptive survey research design was used to get detailed and factual information that describes an existing phenomenon. Data were collected based on the stated research objectives. A sample size of 100 respondents was chosen from a survey of personnel at the Oluyole Local Government administration in Ibadan for the study. The sample size was chosen through systematic random sampling, 91 respondents out of the targeted 100 respondents. An analysis of the available research revealed a positive relationship between workplace mentoring and worker productivity. The findings reveals that workplace mentoring boosts employee performance through improved self-esteem and deeper commitment it fosters between mentor and mentee to organizational goals supports this. The result of this study shows that the adjusted R Square value was 0.345 which indicates that 34.5% of variation in Organizational learning and employee engagement is explained by responsiveness attribute of Intention to stay, which also demonstrates that individuals who get mentorship are better prepared to negotiate company culture, resolve issues, and progress their careers. It also showed that, depending on how it was carried out, the link between succession planning and worker productivity might be either favorable or negative. The emphasis on the research's key conclusion demonstrates that when succession planning is approached from a career and talent management perspective, employee engagement and staff retention follow. It was finally recommended that in order to meet staff demands, Oluyole Local Government administration must enhance quality services via the development of health care, quality education, quality employment and skills. Keywords: Development, Employee Engagement, Human Capital, Practices, Quality Employment, Self-Esteem, and Staff Retention Word Count: 300
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    Organizational Eustress and Employee Engagement in Selected Manufacturing Firms in Ibadan, Oyo State, Nigeria
    (Lead City University, 2023-12) Olufisayo Juliana ADEKUNLE
    In the last decades, the negative response to stress, so-called distress, became a well-known topic in management and behavioural sciences, but less often deliberated is the positive response to stress, named eustress. While past studies have already suggested promising effects of eustress on the health and well-being of employees, the subjective effect of eustress on employee engagement is relatively unexplored. Therefore, this study examined the effect of organizational eustress on employee engagement in selected Manufacturing firms in Ibadan, Oyo State Nigeria. A descriptive research design was adopted, and the study hinged on two (2) theories which include the social exchange theory and Herzberg’s Theory of Stress Factors. To accomplish the objectives of the study, a total of 318 copies of the questionnaire were administered to the respondents with the use of a Five-point Likert scale questionnaire for data collection. Data collected were analysed using descriptive and inferential statistics. The study adopted SPSS version 25 for the descriptive and inferential statistics. Simple linear regression analysis was used. Findings revealed that employee performance has a weak but significant relationship with the creativity of employees in selected manufacturing firms (R =0.436a). Also, employee satisfaction was found to have a weak and significant relationship with employee work commitment (R = 0.303). The findings also revealed that employee wellbeing has a weak and significant relationship with employee role competence (R = 0.417). Furthermore, findings revealed that organizational eustress has a moderately strong and significant relationship with employee engagement (R = 0.529). It therefore concluded that there is a statistically significant effect of organizational eustress on employee engagement in selected manufacturing firms in Ibadan, Oyo State, Nigeria. Therefore, it was recommended that the management of the manufacturing companies should intensify efforts towards the reinforcement of organizational eustress, which will assist superior employee engagement. Keywords: Organizational Eustress, Employee Engagement, Role Demands, Level of Creativity, Work Commitment Word Count: 300