ABSTRACT

The study investigated the effects of employees’ engagement on organisational performance (A Study of International Glass Industry and Glassforce Plc in Abia State, Nigeria from 2015 to 2017). The study specifically was guided by the following objectives to; ascertain the effects of employee engagement on the performance of international Glass Industry and Glassforce Plc, ascertain the effect of  organizational structure of international Glass Industry and Glassforce Plc, establish the relationship between work condition and job security and organizational performance of International Glass Industry and Glassforce Plc and determine the relationship between employees development and organizational performance of International Glass Industry and Glassforce Plc. Survey research design was used for the study and data were gathered through primary and secondary sources. Data were obtained (214) staff from International Glass Industry and (237) staff from Glassforce Plc that gave a population of (451) staff. Taro Yamane formula was adopted to determine the sample size of (101) for International Glass Industry and (111) for Glassforce Plc respondents. Cronbach Apha reliability test was use to test the reliability of the questionnaire distributed to the selected glass manufacturing firms. The data collected were analyzed using both descriptive and inferential statistics.  The hypotheses tested in the study were done at 5% significance level and the result showed that; employees’ engagement affects organisational performance; organisational structure affects employees’ engagement Opportunity for Personal Growth. Also Job Security and Employability are organisational commitment variables of International Glass Industry and Glass Force Plc that are positive and significantly related to engagement of the employees in the organisation. The researcher concluded that for organisations to remain productive and competitive among the industry, with sound financial projection, they must secure and sustain the engagement of their employees and this can be accomplish through appropriate recognition and reward, a supportive work community, fairness and justice in the organisation system. Thus, recommends that to ensure that International Glass Industry and Glass Force Plc, continue to maintain a good performance, there is need for the personnel department of the organisation to review the welfare packages of the employees, to ensure that the employees derives job and career satisfaction which will fuel loyalty, focused and keen to take up challenge, and foster productivity.