EMPLOYEE ENGAGEMENT AND ORGANISATIONAL PERFORMANCE: EVIDENCE FROM NESTLÉ NIGERIA PLC

Abstract

This study examined the effect of employee engagement on organisational performance at Nestlé Nigeria Plc., with particular emphasis on cognitive and physical engagement as dimensions of employee engagement. A descriptive survey research design was adopted. The population comprised 547 employees of Nestlé Nigeria Plc., Ilupeju, Lagos State. Using Yamane's (1967) sampling formula, a sample size of 232 was obtained, while an additional 10% was provided for possible attrition, and 256 questionnaires were distributed. Of the 256 questionnaires distributed, 241 usable responses were analysed, representing a response rate of 94.1%. Data were collected through a structured questionnaire and analysed using descriptive statistics, Pearson Product Moment Correlation, and multiple regression analysis with the aid of Statistical Package for the Social Sciences (SPSS) version 28. The results revealed that cognitive engagement had a positive and statistically significant effect on organisational performance (β = 0.524, t = 10.447, p <.001). Physical engagement also had a positive and statistically significant effect on organisational performance (β = 0.428, t = 8.546, p <.001). The regression model explained 83.2% of the variation in organisational performance (R² =.832), while the overall model was statistically significant (F(2, 238) = 595.384, p <.001). Cognitive engagement made the larger contribution to organisational performance in the sample based on its standardised regression coefficient. The study concludes that both cognitive and physical engagement are significant dimensions of employee engagement in explaining organisational performance at Nestlé Nigeria Plc. The study recommends continuous professional development, participative decision-making, job enrichment, knowledge sharing, supportive work environments, employee wellness programmes, and adequate work resources to strengthen employee engagement and performance.