EMPLOYEE PERFORMANCE

Employee engagement and organizational citizenship behaviour (OCB) have emerged as central constructs in organizational psychology and human resource management. Both phenomena significantly influence employee motivation, performance, and organizational effectiveness. This paper provides a comprehensive literature review exploring the conceptual foundations, dimensions, determinants, and interrelationship between employee engagement and OCB, with a particular focus on public-sector employees at the local government level. Drawing on foundational and contemporary scholarship, the review underscores that employee engagement—defined as a positive, fulfilling, work-related psychological state encompassing vigor, dedication, and absorption—serves as a critical antecedent to discretionary behaviours that characterize OCB. The paper further discusses mediating factors such as organizational support and moderating variables like job satisfaction, highlighting their influence on the engagement– OCB nexus. Finally, a conceptual framework is proposed to guide future empirical studies. Keywords: Employee engagement, organizational citizenship behaviour, organizational support, job satisfaction, public sector, Nigeria

This study investigated the effect of total reward on employee performance among academic staff at the University of Benin. Total reward has been recognised as a comprehensive approach that integrates financial and non-financial incentives to enhance employee motivation, satisfaction, and productivity. The specific objectives of the study were:  To examine the effect of compensation on employee performance.  To determine the extent to which benefits affect employee performance.  To assess whether work–life balance has a significant impact on employee performance.  To identify whether recognition influences employee performance.  To evaluate the relationship between development and employee performance. A survey research design was adopted, with structured questionnaires administered to 115 academic staff using a purposive sampling technique. Data were analysed using descriptive statistics, Pearson’s correlation, and multiple regression analysis. The findings revealed that compensation (p = .356) and benefits (p = .921) had positive but statistically insignificant effects on employee performance, while work–life balance (p = .136) also showed a positive but non-significant relationship. Recognition (p = .038) and development (p = .001) exhibited significant positive effects on employee performance. The regression model indicated that total reward components collectively explained 35.5% of the variance in employee performance (R² = .355, F = 11.976, p < .05). The study concludes that recognition and development are the most influential components of total reward in enhancing employee performance, while compensation and benefits primarily serve to sustain satisfaction and retention. It recommends that universities strengthen recognition systems, invest in continuous staff development, and implement integrated reward frameworks that balance both monetary and non-monetary incentives to promote long-term academic excellence and institutional productivity.

Workplace bullying has emerged as a critical issue affecting employee performance in various sectors, including healthcare. This study examines the prevalence of workplace bullying among healthcare professionals in Benin City, Edo State, Nigeria, and its impact on employee performance. The research employs a quantitative approach, utilizing a structured questionnaire distributed to 365 healthcare employees across public and private healthcare institutions. Data analysis was conducted using descriptive and inferential statistical techniques to determine the extent and consequences of workplace bullying on job performance, morale, and employee retention. The findings reveal that workplace bullying is a widespread issue in the healthcare sector, with verbal abuse, unfair criticism, excessive workload, exclusion, and physical intimidation being the most common forms. The study further establishes that workplace bullying significantly affects employees' ability to perform their tasks effectively, lowers morale, and contributes to high turnover intentions. Additionally, the research indicates that despite the existence of management policies, many employees believe that workplace bullying is inadequately addressed in their institutions. Based on these findings, the study recommends the implementation of stronger anti- bullying policies, enhanced management intervention strategies, and increased employee awareness programs to mitigate the negative effects of workplace bullying. By fostering a healthier work environment, healthcare institutions can improve employee performance, job satisfaction, and overall service delivery

This study examined workplace bullying and employee performance in selected agro-industrial firms in Benin City, Edo State. Specifically, it assessed the relationship between verbal abuse, aggressive behavior, social exclusion, gender discrimination, sexual harassment, cyberbullying, and employee performance in the selected agro-industrial firms. A cross-sectional survey design was adopted. The study population comprised 3,184 employees of ten purposively selected agro-industrial firms in Benin City.
Using stratified random sampling and Yamane’s formula, a sample of 426 employees was arrived at and a structured questionnaire was thus administered after which 397 valid responses were retrieved and found usable for the study. Data collected with a structured questionnaire was then analyzed using descriptive statistics, Pearson correlation, and multiple regression (Ordinary Least Squares) via the use of SPSS v24. The study found that verbal abuse, gender discrimination, sexual harassment, and
cyberbullying have significant negative effects on employee performance in selected agro industrial firms in Edo State. Conversely, aggressive behavior and social exclusion, though negatively associated with performance, did not show statistically significant effects on employee performance in selected agro-industrial firms in Edo State. The study recommends that agro-industrial firms implement clear anti-bullying policies, establish effective reporting and grievance redress mechanisms, provide continuous training and sensitization for employees on the dangers of workplace bullying, promote supportive organisational cultures that encourage respect and collaboration, and institute employee assistance programmed to mitigate the adverse effects of bullying. In addition, management should monitor and evaluate bullying related interventions through measurable performance indicators to ensure the creation of safe, inclusive, and productive work environments

Stress occurs in various forms in every workplace. Stress has been defined by many in different ways. Olagunju (2018) defines stress as “a chronic complex emotional state with apprehension and is characteristic of various nervous and mental disorders”. According to Topper (2010) stress is a person‘s psychological and physiological response to the perception of demand and challenge. Hence, Stress is a condition of physical and psychological mental disorder which occurs in a situation of pressure, when resources are unable to fulfill the demand of an individual (Syed, 2013). Work-related stress is increasingly becoming a source of concern among organizations and employees around the globe (Gyllensten& Palmer, 2005; Khurshid, Butt & Malik, 2011) as productivity is basic to organizational effectiveness. Organizational performance refers to those attitudes' that have been assessed or measured as to their contribution to organizational goals (Cook &Hunsaker, 2001). High productivity can stimulate improvement and motivate employees (Prokopenko, 2018).

This study examined the role of emotional intelligence and work-life balance on employees’ performance in the Nigerian health sector. The objectives of this study were to evaluate the impact of workplace support systems on employee performance in the Nigerian health sector; identify the impact of emotional intelligence (self- awareness) on employee performance in the Nigerian health sector; and determine the impact of work life balance on employee performance in the Nigerian health sector. The study employed a cross-sectional survey which used random sampling technique to select 295 respondents as the sample size. The data for the study was analyzed using the Statistical Package for Social Sciences (SPSS 22.0) version, while frequency, simple percentage test and regression test was used for the study test. The findings from the study revealed that there is a significant relationship between work place support systems and employees’ performance in the Nigerian health sector, Benin City; there is a significant relationship between emotional intelligence and employees’ performance in the Nigerian health sector, Benin City, and there is a significant relationship between work-life balance and employees’ performance in the Nigerian health sector, Benin City. It was then recommended that management in the Nigerian health sector should review the organization’s support system, and supervisors should always support their employees, as this will in-turn influence their performance in the work place; management in the Nigerian health sector should grant employees work autonomy when performing their job, as this will significantly influence their performance; there is need to create an enable and conducive work environment in the Nigerian health sector to improve employees’ performance in the health sector; the Nigerian health sector should offer more flexible hours of working arrangements to improve work-life balance of its employees; the Nigerian health sector should do more in creating a healthy work environment and flexibility in tasks to promote a healthy work-life balance among its employees and the Nigerian health sector should provide more trainings, support and other resources to improve the work-life balance of its employees.