EFFECT OF WORKFORCE FLEXIBILITY ON EMPLOYEE ENGAGEMENT CASE STUDY OF COVENANT UNIVERSITY
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CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
The notion of workforce flexibility has garnered considerable attention in recent years, propelled by technological improvements and shifting labour demographics. workforce flexibility encompasses the capacity of employees to exercise authority over their work location, schedule, and methods, enabling them to achieve a harmonious equilibrium between their professional and personal obligations (Kossek & Thompson, 2016). This adaptability can be demonstrated in different ways, such as remote work, flexible schedules, job sharing, and condensed workweeks. The increasing fascination in workforce flexibility is mostly ascribed to its potential advantages for both employees and companies. Flexible work arrangements have the potential to alleviate stress, enhance job satisfaction, and optimise work-life balance for employees. Employers can expect improved employee engagement, heightened productivity, and decreased turnover as a result (Allen et al., 2015).
Employee engagement is a vital component of achieving organisational success. Employee engagement is the level of emotional and cognitive dedication that employees have towards their organisation and its objectives (Bakker & Demerouti, 2017). Employees who are engaged are more inclined to be motivated, exhibit superior performance, and make beneficial contributions to the organisational culture. Studies have demonstrated a positive correlation between elevated levels of employee engagement and improved job performance, increased job satisfaction, and reduced turnover rates (Saks, 2019).
The correlation between workforce flexibility and employee engagement has been the focus of substantial research. Research indicates that implementing flexible work arrangements can have a positive effect on employee engagement by granting employees more autonomy and control over their work schedules (Leslie et al., 2019). Granting employees autonomy can increase their feelings of empowerment and job satisfaction, resulting in greater levels of engagement. The impact of workforce flexibility on employee engagement can be influenced by several factors, including organisational culture, managerial support, and individual preferences (Kelly et al., 2020).
This study centres on covenant university , a higher education school in Nigeria. covenant university , like other educational institutions, encounters difficulties in sustaining a high level of employee engagement. The conventional work framework in educational institutions frequently entails inflexible timetables and restricted adaptability, which can result in employee discontent and exhaustion. This study intends to examine the influence of workforce flexibility on employee engagement within a particular setting. The objective is to gain valuable insights that can be utilised to enhance organisational practices and policies.
The significance of this study is emphasised by the growing acknowledgment of the impact of human resources in attaining organisational success. In the current highly competitive landscape, organisations must devise strategies to allure, keep, and incentivize skilled personnel. The potential efficacy of workforce flexibility as a technique to attain these objectives has to be empirically substantiated in various organisational situations (Peters et al., 2016). This study aims to address this knowledge gap by investigating the correlation between workforce flexibility and employee engagement at covenant university .
1.2 Statement of the Problem
Despite the acknowledged advantages of workforce flexibility, numerous organisations, especially educational institutions, have been sluggish in implementing flexible work arrangements. covenant university faces considerable issues in employee engagement because to the traditional work structure, which is characterised by set schedules and restricted flexibility. The inflexible work environment might result in heightened stress levels, diminished job satisfaction, and elevated employee turnover rates. Although the positive effects of workforce flexibility on employee engagement have been demonstrated in other organisational settings, its influence on educational institutions, specifically in the Nigerian context, has not been thoroughly investigated.
The issue is exacerbated by the absence of empirical data regarding the precise effects of various types of workforce flexibility, such as telecommuting and flexible working hours, on employee engagement at covenant university . Furthermore, there is a lack of comprehensive knowledge regarding the variables that can impact the efficacy of workforce flexibility in this particular setting, including organisational culture, managerial endorsement, and individual employee inclinations.
It is essential for the institution to address this lack of knowledge in order to enhance staff engagement and improve overall organisational effectiveness. Developing and implementing effective policies and practices is tough without a comprehensive grasp of how workforce flexibility impacts employee engagement. This study is to examine the influence of workforce flexibility on employee engagement at covenant university . The objective is to gain insights that can be used to design strategies for improving employee engagement and organisational performance.
1.3 Research Objectives
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To examine the relationship between workforce flexibility and employee engagement at covenant university .
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To identify the forms of workforce flexibility that have the most significant impact on employee engagement.
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To explore the moderating factors that influence the effectiveness of workforce flexibility in enhancing employee engagement.
1.4 Research Questions
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What is the relationship between workforce flexibility and employee engagement at covenant university ?
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Which forms of workforce flexibility have the most significant impact on employee engagement?
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What are the moderating factors that influence the effectiveness of workforce flexibility in enhancing employee engagement?
1.5 Significance of the Study
This study is significant for several reasons. Firstly, it addresses a critical gap in the existing literature by providing empirical evidence on the relationship between workforce flexibility and employee engagement in an educational institution in Nigeria. While numerous studies have explored this relationship in various organizational contexts, there is limited research focused on educational institutions, particularly in the Nigerian context. The findings of this study will contribute to the broader body of knowledge on workforce flexibility and employee engagement, offering insights that can be applied in similar contexts.
Secondly, the study has practical implications for covenant university and other educational institutions facing similar challenges. By identifying the forms of workforce flexibility that have the most significant impact on employee engagement, the study can inform the development and implementation of policies and practices that enhance employee satisfaction and performance. This can lead to a more motivated and engaged workforce, ultimately improving organizational performance and student outcomes.
Thirdly, the study highlights the importance of considering moderating factors such as organizational culture, managerial support, and individual preferences when implementing flexible work arrangements. Understanding these factors can help organizations tailor their workforce flexibility initiatives to better meet the needs of their employees, increasing the likelihood of successful implementation and positive outcomes.
Lastly, the study's findings can serve as a basis for future research. By providing a detailed analysis of the relationship between workforce flexibility and employee engagement in an educational setting, the study can inspire further investigations into this topic, leading to a deeper understanding of how flexible work arrangements can be effectively leveraged to enhance employee engagement across different sectors and contexts.
1.6 Scope of the Study
This study focuses on the impact of workforce flexibility on employee engagement at covenant university . It examines various forms of workforce flexibility, including telecommuting, flexible working hours, and job sharing, and their relationship with employee engagement. The study also explores moderating factors such as organizational culture, managerial support, and individual preferences. The scope is limited to academic and administrative staff at covenant university , providing a specific context for the investigation.
1.8 Limitations of the Study
This study has several limitations. Firstly, it is limited to a single institution, which may affect the generalizability of the findings to other educational institutions or organizational contexts. Secondly, the study relies on self-reported data from employees, which may be subject to response biases such as social desirability bias. Thirdly, the cross-sectional design of the study limits the ability to establish causal relationships between workforce flexibility and employee engagement. Future research could address these limitations by including multiple institutions, using longitudinal designs, and incorporating objective measures of employee engagement.
1.9 Definition of Key Terms
workforce Flexibility: The ability of employees to have control over where, when, and how they work, including options such as telecommuting, flexible working hours, and job sharing (Kossek & Thompson, 2016).
Employee Engagement: The emotional and cognitive commitment that employees have towards their organization and its goals, characterized by motivation, job satisfaction, and positive organizational behavior (Bakker & Demerouti, 2017).
Telecommuting: A form of workforce flexibility that allows employees to work from a location other than the central workforce, typically their home, using technology to stay connected (Allen et al., 2015).
Flexible Working Hours: Work arrangements that allow employees to have variable start and end times for their workday, as long as they complete the required number of hours (Leslie et al., 2019).
Job Sharing: A flexible work arrangement where two or more employees share the responsibilities of a single full-time position, allowing them to work part-time hours (Peters et al., 2016).
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