EXPLORING THE RELATIONSHIP BETWEEN REWARDING OUTSOURCED EMPLOYEES AND EMPLOYEES' ENGAGEMENT IN THE NIGERIAN COMMERCIAL BANKING SECTOR

ADEGBOYE-AYEGBE, Pauline

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EXPLORING THE RELATIONSHIP BETWEEN REWARDING OUTSOURCED EMPLOYEES AND EMPLOYEES' ENGAGEMENT IN THE NIGERIAN COMMERCIAL BANKING SECTOR

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ADEGBOYE-AYEGBE, Pauline (2025) EXPLORING THE RELATIONSHIP BETWEEN REWARDING OUTSOURCED EMPLOYEES AND EMPLOYEES' ENGAGEMENT IN THE NIGERIAN COMMERCIAL BANKING SECTOR. DBA thesis, University of Gloucestershire. doi:10.46289/ZCEH9751

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15683 ADEGBOYE-AYEGBE, P (2025) EXPLORING THE RELATIONSHIP BETWEEN REWARDING OUTSOURCED EMPLOYEES AND EMPLOYEES' ENGAGEMENT IN THE NIGERIAN COMMERCIAL BANKING SECTOR.pdf - Accepted Version
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Official URL: https://eprints.glos.ac.uk/id/eprint/15683

Abstract

As a concept, outsourcing has become commonplace in the global world where this type of employee is attracted and recruited through outsourcing agents based on the talent or skills required. Based on existing outsourcing studies, the reward packages available to this group of employees still need to be investigated. The premise is based on the quality of the outsourced employees being used and whether there is sufficient understanding of these individuals’ perceptions as to remuneration, rewards and levels of engagement. This study adopted a mixed-method approach using qualitative and quantitative strategies for data collection following an exploratory sequential design. This pragmatic research philosophy, through a qualitative approach, conducted nine focus groups and four one-to-one interviews, before undertaking a quantitative strategy of using two separate questionnaires, involving outsourced bank employees and agents located in Lagos State, Nigeria. The participants’ qualitative findings were analysed using a manual thematic analytical approach, and IBM SPSS Statistics 29 for the quantitative data. The findings from the qualitative data showed that there were differences between outsourced employees and their agents, irrespective of the bank, due to different reward packages being offered. The outsourced employees detailed how the reward packages were accessed, the type of packages offered, and the associated importance of the package, which influenced their level of engagement. The study also found that the government, banks, and outsourced agents did not have a system that supported this type of employee. The quantitative findings supported the qualitative outcomes, including the need for rewards, career development, and inclusion. The issue of the type of reward package offered to outsourced employees arguably influenced the psychological contract offered to this group of bank workers. This study, therefore, contributes to academic understanding related to outsourced employee engagement by revealing the potential negative effects and outcomes of offering different reward packages. From a business context, the study provides recommendations for changing existing Nigerian banking outsourcing policies, which can ultimately benefit these types of employees and the banking sector. This research is limited to the data-collection process through using only focus groups, with a small number of participants, some of whom were unprepared to express their opinions due to time constraints. Future research should focus on outsourcing agencies’ perspectives as to reward packages offered to increase employee engagement and then focus on understanding more of the experiences of these outsourced bank workers.

Item Type:

Thesis (DBA)

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