Browsing by Author "Joel, Opeyem"

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    Strengthening financial motivation and job performance of the Nigerian bankers: The mediating role of workplace mi.ndfuh1ess and employ ees' happiness
    (Humanities and Social Sciences Letters 2025 VoL 13, No, 2025) Igbinoba, Ebeguki; Falola, Hezekiah O.; Joel, Opeyem; Onayemi, Oluwakemi
    This study explored the relationships between financial motiYation, worli:place happiness, mindfulness, and job performance in the Nigerian banking industry. Data was collected fi·om 420 employees using self-administered questionnaires and analysed vvith Smart PLS 4.0. T he results showed that financial motivation was positively related to job performance. At the same time, workplace happiness and mindfulness were also positiYely associated with job performance and mediated the relationship between financial motivation and job performance. The result emphasizes workplace mindfulness and employees' happiness as crucial mediators of financial motiYation and hence influences job performance. These findings support the importance of intrinsic motiYation factor s, such as workplace happiness and mindfulness in enhancing job performance. The study concludes that employee happiness is not solely a product of financial motiYation. Employers should talie \·arious factors, including social support and a conducive working environment into account when developing strategies to promote workplace happiness. The findings suggest that increasing financial motiYation through targeted incentives can significantly improYe job performance among Nigerian bankers, especially when complemented with other forms of work mindfulness practice and promoting employees' happiness.
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    Tripartite relationships between frontline managers’ competencies, wellbeing initiatives, and perceived job engagement in a developing economy
    (International Journal of Innovative Research and Scientific Studies, 7(3), 2024) Falola, Hezekiah O.; Joel, Opeyem; Efe-Imafidon, Emmanuel; Onyia, Valerie
    The main objective of this study is to investigate the tripartite relationships between frontline managers' competencies, wellbeing initiatives, and perceived job engagement in some selected manufacturing firms in Nigeria. Based on a sample size of four hundred and ninety-nine (499) frontline managers drawn from selected manufacturing firms, smart partial least squares (SMART PLS) 3.0 was adopted to show the relationships among frontline managers' competencies, wellbeing initiatives, and perceived job engagement in the world of work. The statistical results show that the dimensions of front-line managers' competencies, significant change-management skills, employee relations, business savvy, and problem-solving skills, greatly influenced job engagement, while components of talent wellbeing initiatives mediate the relationship between front-line managers' competencies and job engagement. The study recommends that frontline managers adopt a continuous competency evaluation approach, focusing on frequent evaluations to identify areas of improvement and potential for development. As a means of developing a resilient and competent managerial workforce, it emphasises the significance of specifically designed wellbeing programmes that address the difficulties associated with their jobs. Organisations may foster a good work environment that improves wellbeing in general and supports long-term, productive engagement. Existing literature that focused on the frontline managers' competency theme in the manufacturing industry scarcely examined the processes critical to wellbeing initiatives and perceived job engagement in the manufacturing industry. As a result, the present study uses a moderating variable of employee wellbeing initiatives to explain how frontline managers’ competencies foster job engagement.