Investigating the impact of hybrid work models on job satisfaction in United Bank for Africa, Kano State
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Background of the Study
The hybrid work model, which combines remote and in-office work, has gained significant attention in the wake of the COVID-19 pandemic. Many organizations, including United Bank for Africa (UBA), have adopted hybrid models as a means of maintaining employee productivity while offering flexibility. This model allows employees to work from home for part of the week while coming into the office for the remainder, offering a blend of autonomy and structure.
The impact of hybrid work models on job satisfaction has been a subject of growing research, with studies suggesting that flexible work arrangements can lead to higher job satisfaction due to improved work-life balance (Jones & Lee, 2023). However, the effectiveness of hybrid work models in promoting job satisfaction may vary depending on factors such as the nature of the work, managerial support, and employee preferences. At UBA, the implementation of the hybrid work model in Kano State has created opportunities for increased flexibility but also challenges in maintaining team cohesion, communication, and organizational culture. This study aims to investigate the impact of hybrid work models on job satisfaction at UBA in Kano State.
Statement of the Problem
Despite the growing adoption of hybrid work models at UBA, Kano State, there is limited research on how this model affects employee job satisfaction. Some employees report feeling disconnected from their teams or find it challenging to separate work from personal life when working remotely. Others feel that they miss out on the social and professional benefits of working in the office. This study seeks to examine the impact of hybrid work models on job satisfaction and explore the factors that contribute to or hinder the success of these models at UBA.
Objectives of the Study
1. To investigate the impact of hybrid work models on job satisfaction at United Bank for Africa, Kano State.
2. To identify the factors that influence job satisfaction in a hybrid work model at UBA, Kano State.
3. To recommend strategies for improving job satisfaction among employees working in a hybrid model at UBA, Kano State.
Research Questions
1. What is the impact of hybrid work models on job satisfaction at United Bank for Africa, Kano State?
2. What factors influence job satisfaction among employees working in a hybrid model at UBA, Kano State?
3. What strategies can be implemented to improve job satisfaction in the hybrid work model at UBA, Kano State?
Research Hypotheses
Ho1: Hybrid work models do not significantly affect job satisfaction at United Bank for Africa, Kano State.
Ho2: There is no significant relationship between employee perceptions of hybrid work models and their job satisfaction at UBA, Kano State.
Ho3: Hybrid work models do not significantly improve work-life balance or job satisfaction among UBA employees in Kano State.
Scope and Limitations of the Study
The study focuses on examining the impact of hybrid work models on job satisfaction at UBA in Kano State. Limitations include the difficulty in measuring subjective perceptions of job satisfaction and the potential for biases in employee responses.
Definitions of Terms
• Hybrid Work Model: A flexible working arrangement that combines both remote and in-office work.
• Job Satisfaction: The level of contentment employees feel regarding their job, which affects their performance and well-being.
• Work-Life Balance: The ability of employees to effectively manage the demands of work and personal life.
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