PSYCHOSOCIAL WORK FACTOR AND EMPLOYEE ENGAGEMENT OF ELECTRICITY DISTRIBUTION COMPANIES IN SOUTH-SOUTH, NIGERIA

Ogolo, Esther Nyehor Boma, Ph.D
DEPARTMENT OF MANAGEMENT
FACULTY OF MANAGEMENT SCIENCES
IGNATIUS AJURU UNIVERSITY OF EDUCATION
RUMUOLUMENI, PORT HARCOURT
RIVERS STATE, NIGERIA
esther.ogolo@iaue.edu.ng

ABSTRACT

This study examined the relationship between psychosocial work factor and employee engagement of electricity distribution companies in South-South, Nigeria. The study adopted the cross sectional survey design and a total population of one thousand five hundred and sixty two (1562) employees of electricity distribution companies was covered. The research instrument used is copies of questionnaires which were personally administered to the respondents. The bivariate hypothesis was tested using the Spearman’s Rank Order Correlation Coefficient in order to ascertain the relationship between the dimensions of psychosocial work factor (job demand, reward, work characteristics and work-family conflict) with the measures of employee engagement (affective and cognitive engagement). The Partial Correlation was used to ascertain the moderating influence of leadership style on the relationship between psychosocial work factor and employee engagement. The result revealed that job demand, reward and work characteristics have a significant and positive relationship with affective and cognitive engagement. It was observed that work-family conflict does negatively relate with affective and cognitive engagement. The result of the multivariate analysis revealed that leadership style had a strong significant moderating influence on the relationship between psychosocial work factor and employee engagement. The study concluded that psychosocial work factor is a key factor in organization that influences the engagement level of the employees in the electricity distribution company. It was recommended among others that the management of electricity distribution companies should ensure that the employee roles are void of ambiguity as such will help enhance their affective engagement.

Keywords: Affective Engagement, Cognitive Engagement, Behavioural Engagement, Employee Engagement, Job Demand, Psychosocial Work Factor, Reward, Work Characteristics and Work-Family Conflict.