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Employee
Employee involvement and involvement
organizational effectiveness
Edwinah Amah
Department of Management Sciences, Rivers State College of Arts and Science,
Port Harcourt, Nigeria, and
661
Augustine Ahiauzu Received September 2010
Department of Management, Faculty of Management Sciences, Revised February 2011
May 2011
Rivers State University of Science and Technology, Port Harcourt, Nigeria
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Abstract
Purpose – The purpose of this paper is to examine the extent to which employee involvement influences
organizational effectiveness and to examine the extent to which employee involvement influences
profitability, productivity, and market share.
Design/methodology/approach – The correlational study was conducted as a cross-sectional
survey. Research questionnaires were administered and interviews were held with managers in the
organizations studied. A total of 388 managers were randomly drawn from a population of 13,339
managers of all the 24 banks in Nigeria. The independent variable, “employee involvement” was
measured by empowerment, team orientation, and capacity development. The dependent variable,
“organizational effectiveness” was measured by profitability, productivity, and market share. The
measures all used a five-point Likert scale (ranging from 1 ¼ strongly disagree to 5 ¼ strongly agree)
and Spearman’s rank correlation statistical tool was used to test the hypotheses.
Findings – The descriptive statistics of the study variables indicate that employee involvement
positively influences organizational effectiveness. The result (Rho ¼ 0.515, po0.05) shows a positive
significant relationship between employee involvement and profitability. The result (Rho ¼ 0.126,
po0.05) shows a positive relationship between employee involvement and productivity. The result
(Rho ¼ 0.256, po0.05) shows a positive relationship between employee involvement and market share.
Research limitations/implications – The result cannot be generalized because the study was
carried out only in the banking industry. Not all the questionnaires given out were retrieved. Some
respondents were reluctant to give out information about their organizations because of fear that such
information will get to their competitors. Relevant literature on the topic of African origin were scarce,
thus most of the literature reviewed was from Europe and America.
Practical implications – The results imply that increase in the level of employee involvement in
organizations will enhance profitability, productivity, and market share. This means that employee
involvement is associated with organizational effectiveness.
Originality/value – The study provides increased understanding, prediction, and appreciation of
human behaviour. It enables us analyze the relationship that exist between employee involvement and
organizational effectiveness. The study significantly enhances the body of knowledge in this area of
management, as it provides reliable empirical results that can be used by scholars and practitioners. It will
also help to alert managers to the implications of cultivating a culture of employee involvement that can
serve as a competitive advantage. The study will be a challenge to further research because of its findings.
Keywords Nigeria, Banks, Managers, Employees involvement, Organizational effectiveness,
Productivity, Profitability, Market share
Paper type Research paper
Introduction
There is an increasing demand for committed employees who need little or no Journal of Management Development
Vol. 32 No. 7, 2013
supervision to carry out their jobs efficiently for the good of the organization. It has pp. 661-674
r Emerald Group Publishing Limited
also been argued that strategic group membership and associated collective 0262-1711
behaviours are the primary sources of durable differences in firm profitability and DOI 10.1108/JMD-09-2010-0064
JMD organization effectiveness (Caves and Porter, 1977; Porter, 1979). Organizational cultures
32,7 characterized as “highly involved” tend to strongly encourage employee participation and
create a sense of ownership and responsibility. Consequently, out of this sense of
ownership grows a greater commitment to the organization and an increased capacity for
autonomy. Denison (1990) stated that receiving input from organization members
increases the quality of the decisions and improves their implementation.
662 Involvement entails building human capacity, ownership and responsibility. It is
very necessary as it leads to united vision, values and purpose. Employees reduce cost
through recommendations to senior executives (Rossler and Koelling, 1993; Gowen,
1990; Lesieur, 1958). Based on the foregoing, employee involvement means employee
participation in decision making and implementation in the organizations. It is
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measured by how well employees have sense of ownership and responsibility towards
the organization. It reflects on the level of employee commitment.
The problem of modern organizations stem from the way their employees are managed
(Luthans, 1985). Managers tend to focus more on the technical, to the neglect of the
conceptual and human dimensions, of management for several reasons. The situation only
changed with the emergence of organizational behaviour that focuses on human behaviour
in organizations. Managers in Nigerian banks do not focus properly on people management
issues as they manage through rules, systems and procedures. Consequently, unrealistic
targets are set and the effect on the staff feelings and moral climate is often ignored. This
results in increased resignations, poor customer services, unethical practices that lead to
poor assets quality and loan losses, faulty recruitment and placement processes.
Involvement has been identified as an important dimension of corporate culture that
influences its effectiveness (Denison, 1990; Denison and Mishra, 1995). Over the past
decade, a great deal has been written about employee involvement and the important role
it plays in successful performance of organizations (Likert, 1961; Kanugo, 1988; Stewart,
1989; Denison, 1990; Shipper and Manz, 1992; Bowen and Lawler, 1995; McCafferey et al.,
1995; Denison and Mishra, 1995; Daft, 1998; McShane and Von Glinow, 2003; Amah,
2006). Despite this growth of scholarly publications on employee involvement and
organizational effectiveness, little empirical evidence exists in developing countries,
especially Nigeria. To bridge this gap in literature, this study examines the relationship
between employee involvement and organizational effectiveness in the Nigerian banking
industry. In this paper we shall examine the relationship between employee involvement
and organizational effectiveness.
Literature review
Involvement refers to the level of participation by members in an organization’s
decision-making process. It also refers to the sense of responsibility and commitment
thereby engendered (Denison, 2007). Involvement entails building human capacity,
ownership and responsibility. It is very necessary as it leads to united vision, values
and purpose. Employee involvement is also called participative management and it
refers to the degree to which employees share information, knowledge, rewards and
power throughout the organization (Randolph, 2000; Vroom and Jago, 1988). McShane
and Von Glinow (2003) argue that when there is involvement, employees have some
level of authority in making decisions that were not previously within their mandate.
They stated that employee involvement extends beyond controlling resources for one’s
own job; it includes the power to influence decisions in the work unit and organization.
The higher the level of involvement, the more power people tend to have over the
decision, process and outcomes. Along with sharing power, employee involvement
requires sharing information and knowledge, because employees require more Employee
knowledge to make a meaningful contribution to the decision process (McShane and involvement
Von Glinow, 2003). Employee participation has become an important part of corporate
decision making because it is an integral component of knowledge management
(McShane and Von Glinow, 2003). This implies that corporate leaders are realizing that
employee knowledge is a critical resource for competitive advantage and as such, they
are encouraging employees to share this knowledge. 663
Different forms of employee involvement exist in organizations. Formal participation
occurs in organizations that have established structures and formal expectations that
support this form of participation. Informal participation occurs where casual or
undocumented activities take place at management discretion. Employee involvement can
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to consider are the operative goals and not the official goals. The official goals tend to be
abstract and difficult to measure while the operative goals reflect the activities the
organization is actually performing. The goal approach is used in business organizations
because output goals can be readily measured (Daft, 1998). Top managers can report on
actual goals of the organization since such goals reflect their values (Pennings and
Goodman, 1979). Once goals are identified, subjective perceptions of goal achievement
can be obtained if quantitative indicators are not available.
Profit has been defined as the money a business earns above and beyond what it
spends for salaries expenses, and other costs (Nickels et al., 1997). Profit is one of the
major reasons for venturing into business. Profitability therefore, means a state of
producing a profit or the degree to which a business is profitable. Profitability is the
primary goal of all for-profit business ventures (Amah, 2006). Without profitability the
business will not survive in the long run. Conversely a business that is highly
profitable has the ability to reward its owners with a large return on their investment.
According to Thompson and Strickland (2001, pp. 9, 42):
Achieving acceptable financial result is crucial [y] Achieving acceptable financial performance
is a must, otherwise the organization’s financial standing can alarm creditors and shareholders,
impair its ability to fund needed initiatives and perhaps even put its very survival at risk.
This makes measuring current and past profitability and projecting future profitability
a very important issue. Profitability has been identified among the criteria for
organizational effectiveness by many authors (Friedlander and Pickle, 1968; Child,
1974, 1975; Maheshwari, 1980).
Profitability reflects the overall performance of for-profit organizations (Daft, 1998).
It is therefore an important parameter for business managers as it can show how well
they are performing. Managers tend to look for ways to change their business to
improve profitability. Profitability seems to be one of the most important tasks
of business managers (Amah, 2006). Companies are evaluated by their level of
profitability. It is measured with income and expenses. It may be expressed in terms
of net income and earnings per share or return on investment (ROI) (Daft, 1998).
A variety of profitability ratios can be used to assess the financial health of a business.
These ratios, created from the income statement can be compared with industry
benchmarks. Also income statement trends can be tracked over a period of years
to identify emerging problems. Profitability ratio indicates management’s ability to
generate a financial return on sales or investment (Bateman and Snell, 1999).
Profitability can be defined as either accounting profits or economic profits
(Hofstrand, 2007). Accounting profits provide an immediate view of the viability of the
business. Consecutive years of losses (or net income insufficient to cover living
expenditures) may jeopardize the viability of a business. In addition to deducting Employee
business expenses, opportunity costs are also deducted when computing economic involvement
profit. Economic profit provides long-term perspective of business. It enables business
owners to know if they can consistently generate a higher level of income by using
their money and labour in the business than elsewhere. This study’s organizational
effectiveness measures, emphasizing the organization’s ability to generate income, are in
keeping with a definition of effectiveness that focuses on an organization’s capacity to 665
acquire resources from its environment. This measure of success generally reflects the
interest of all stakeholders, even though the strategies for acquiring resources often
involve clear trade-offs among stakeholders. It takes a productive firm to be profitable;
this brings us to our next measure of organizational effectiveness, which is productivity.
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organization is still holding, gaining or losing share of its target market (Kotler, 1999).
According to Kotler and Armstrong (2001), organizations need to protect their current
business against market attacks while trying to expand by first, fixing weaknesses
that can provide opportunities for their competitors, second, keeping costs down and
its prices in line with the value the customers see in the brand, third, by continuous
innovation and finally by increasing its competitive effectiveness and value to
customers. A strong and adaptive culture is necessary for organizations to maintain
and expand their market share (McShane and Von Glinow, 2003). From the foregoing
the following hypotheses were derived:
Research methodology
This correlational study was conducted as a cross-sectional survey. The study units for
data generation were managers in the banks and the micro-level of analysis was adopted.
The population of the study was 13,339 managers of all the 24 banks in Nigeria and the
sample size of 388 managers was determined using the Yaro Yamen’s formula (Baridam,
2001, p. 93). After cleaning, 320 copies of the instrument were used for the analysis.
In selecting the respondents the simple random sampling technique was adopted.
The independent variable, employee involvement has the following dimensions,
empowerment, team orientation and capacity development (Denison, 2007). Employee
involvement was measured by a seven-item involvement scale based on the Survey of
Organizations questionnaire used by Denison (1990). The dependent variable,
organizational effectiveness was measured by profitability, productivity and market
share. A five-item profitability scale was developed for this study. A two-item
productivity scale and a seven-item market share scales were also developed for the
study. The measures all used a five-point Likert scale (ranging from 1, strongly
disagree to 5, strongly agree). For test of reliability of the scale, the following
Cronbach’s a coefficients were obtained: employee involvement (0.73), profitability
(0.72), productivity (0.76) and market share (0.73). In accordance with Nunnally (1978)
model, which recommends a bench mark of 0.70, the reliability levels of the study scale Employee
are acceptable. Spearman’s rank-correlation statistical tool was used to test the involvement
hypothesis. The results as presented were obtained.
we had the following distribution: 60.3 per cent HND/BSc, 39.7 per cent Masters. In
total, 23.1 per cent were single while 76.9 per cent were married.
The result of the univariate analysis is shown in Table I. The mean scores (x)
obtained for employee involvement in Nigerian banks is weighty (x ¼ 4.35). This
means that employees in the banks have a good level of participation, sense of
ownership and responsibility. They are therefore committed to their banks.
The mean score of profitability (x ¼ 4.40) also shows that the high level of
participation of employees in the banks have led to a high level of profitability. In other
words, the high level of the sense belonging and responsibility on the part of the
employees have led to a high level of profitability in the banks in Nigeria. The mean
score of productivity (x ¼ 4.24) also shows that the high level of employee involvement
in the banks have positively impacted on the banks level of productivity. Similarly, the
banks market share is high (x ¼ 3.9) as a result of employees’ level of involvement
which may have enhanced customer satisfaction. Satisfied customers help to advertise
their respective banks leading to increase in market share:
Statistics
n Mean SD Skewness SE
Level of participation by
668 Spearman’s organization’s members
r in decision making Correlation coefficient 1.000 0.515**
Significant (2-tailed) 0.000 0.000
n 320 320
Degree to which a business
is profitable Correlation coefficient 0.515** 1.000
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Table II.
Significant (2-tailed) 0.000 0.000
Spearman’s rank
n 320 320
correlation between
employee involvement Note: **Correlation is significant at the 0.01 level (two-tailed)
and profitability Source: SPSS output on the analysis of research data
Level of participation by
organization’s members Correlation
Spearman’s r in decision making coefficient 1.000 0.126*
Significant (2-tailed) 0.000 0.024
n 320 320
Total output over total Correlation
input at a given time coefficient 0.126* 1.000
Table III. Significant (2-tailed) 0.024 0.000
Spearman’s rank n 320 320
correlation between
employee involvement Note: *Correlation is significant at the 0.05 level (two-tailed)
and productivity Source: SPSS output on the analysis of research data
(see Table IV) shows that there is significant positive relationship between employee Employee
involvement and market share in the banks. This means that increase in employee involvement
involvement is associated with increase in market share in the Nigerian banks studied.
From the foregoing results, the findings are: employees in Nigerian banks have a
good level of involvement (i.e. participation, good sense of ownership and
responsibility); employee involvement is associated with the bank’s profitability;
employee involvement is associated with the bank’s productivity; and employees 669
involvement is associated with increase in the bank’s market share.
Level of
participation by
organization’s Company’s sales as
members in percentage of sales
decision making in its target market
Level of participation by
Spearman’s organization’s members in Correlation
r decision making coefficient 1.000 0.256**
Significant (2-tailed) 0.000 0.000
n 320 320
Company’s sales as
percentage of sales in its Correlation
target market coefficient 0.256** 1.000
Significant (2-tailed) 0.000 0.000 Table IV.
n 320 320 Spearman’s rank
correlation between
Note: **Correlation is significant at the 0.01 level (two-tailed) employee involvement
Source: SPSS output on the analysis of research data and market share
JMD organization (Randolph, 2000; Vroom and Jago, 1988). Organizations where employees
32,7 share information, rewards and power tend to increase in profits than those that do not
(Denison and Mishra, 1995). The banks where information, rewards and power are
shared more, tend to profit more than others.
Banks that have participative corporate cultures and well-organized work places
have better performance records than those that do not have. This is in line with the
670 report of (Denison, 1984). His results, presented in terms of ROI and other financial
indicators, indicated that companies with a participative culture reap a ROI that
averages nearly twice as high as those in firms with less efficient cultures. This earlier
study supports our present finding that employee involvement in banks is positively
and significantly related to profitability.
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Corporate leaders are realizing that employee knowledge is a critical resource for
competitive advantage and as such are encouraging employees to share this
knowledge. Employees reduce cost through recommendations to senior executives
(Rossler and Koelling, 1993; Gowen, 1990; Lesieur, 1958). This of course leads to
profitability. Thus employee involvement can lead to profitability as found by the
study. However, only employees with the relevant skills can make recommendations
that can reduce cost. In Nigeria there is the additional problem of having the required
number of people with managerial and other relevant skills (Nwachukwu, 2002). This
makes the continuous training of employees in Nigerian banks a necessity.
There are several reasons why employee involvement is related to profitability.
Receiving input from organization members tend to increase the quality of decision and
improve their implementation (Denison, 2007). Profitability goals set by banks are easily
achieved when employees are involved in decision making. Involvement empowers, and
empowerment increases motivation. Superior performance capabilities are created by
employee empowerment. We therefore reject the hypothesis that says that there is no
significant relationship between employee involvement and profitability. Banks in which
employees are involved in decision making tend to achieve their goals better than those
that do not involve employees in decision making. Our finding implies that there is a
positive relationship between employee involvement and organizational productivity:
The third hypothesis states that there is no significant relationship between employee
involvement and market share. We found that there is significant positive relationship
between employee involvement and market share in the banks studied. This finding
supports and earlier report by Denison and Mishra (1995) that involvement is significantly
correlated with sales growth. Supporting this finding Likert (1961) states “an organization
will function best when its employees performs as members of a cohesive and effective
work group”. Organization culture that supports the use of teams gains competitive
advantage (Amah, 2006). This implies that team-oriented organizations tend to
performance better. Most banks in Nigeria work as teams to enhance their
performance. Employees are more likely to be committed to a decision or course of
action when they are closely involved in the decision making process (McCaffrey
et al., 1995). This implies that involving employees in tasks concerning increase in
market share will make them to be committed to the achievement of such goals.
Employee tends to be interested in taking part in decision making, deriving solution
to urgent problems and receiving assignments that are challenging and involving.
Banks, where employees are given rewards and incentives for effort towards increase
in market share tend to have more customers as the employees are committed to the
goals because of what they stand to gain. In Nigeria money motivates a lot, and
employees in the banks are not an exception. Thus increase in employee involvement
is associated with increase in market share. A respondent also revealed that their
bank consults with employees on matters affecting their well-being. That formal and
informal channel is employed in keeping staff abreast of various factors affecting the
JMD performance of the organization. This tends to increase the commitment of the
32,7 employees to the organization. The result implies that there is a positive relationship
between employee involvement and increase in market share in the banks studied.
Conclusion and recommendations
The study on employee involvement and organizational effectiveness in the Nigerian
banking industry reveal that first, employee involvement is an important tool a
672 manager needs to obtain commitment from employees as it creates a sense of
ownership and responsibility towards the organization. Second, involved and
committed employees work hard to ensure the achievement of organizational goals
(i.e. increased profitability, productivity and market share). Third, the positive association
between employee involvement and profitability as established by the study is
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