Ergonomics and Employees’ Engagement of Excellence Community Education Welfare Scheme (ECEWS), Akwa Ibom State, Nigeria

Abstract

Employees’ engagement is increasingly recognized as a crucial factor contributing to organizational performance. However, the underlying ergonomic factors that enhance employee engagement remain a subject of debate. This study, "Ergonomics and Employees’ Engagement in Excellence Community Education Welfare Scheme (ECEWS), Akwa Ibom State, Nigeria" investigates the relationship between ergonomics and employees’ engagement considering two dimensions of ergonomics: role clarity and workforce training as the independent variable, and employees’ engagement as the dependent variable. The study utilizes a descriptive survey research design to determine the relationship that exist between the indices of the two variables. Also, the study population comprised 227 staff members of Excellence Community Education Welfare Scheme (ECEWS) across all branches in Akwa Ibom State, Nigeria. A sample size of 124 staff was determined using the Taro Yamane formula, ensuring equal participation and minimizing bias in the selection process. Primary data were collected using a closed-ended questionnaire, enabling quantitative statistical analysis. Pearson Product Moment Correlation (PPMC) was employed to test two hypotheses using the Statistical Package for the Social Sciences (SPSS). role clarity and employees’ engagement at Excellence Community Education Welfare Scheme (ECEWS), Akwa Ibom State with a correlation coefficient of Rx₂ = 0.651 and there is significant relationship between workforce-training and employees’ engagement at Excellence Community Education Welfare Scheme (ECEWS), Akwa Ibom State with a correlation coefficient of Rx₆ = 0.769. It was recommended that clear roles help ensure efficiency, accountability, and overall success and when each team member understands their responsibilities, tasks are completed faster and with fewer errors, allowing the organization to maximize its impact. Similarly, it was recommended that organisations make comprehensive workforce training programs a strategic priority. This implies they should set aside enough financial and human resources to create, execute, and evaluate training across all departments and levels.