1.1 Introduction
Staff disengagement refers to a state in which employees withdraw emotionally, cognitively, or behaviorally from their work, resulting in a decline in commitment, motivation, and productivity (Kahn, 1990). It is a situation where workers perform their duties without genuine enthusiasm or a sense of connection to the organization's goals. According to Bakker et al. (2017), the phenomenon of staff disengagement is a growing concern in modern workplaces due to its direct impact on overall organizational performance. Factors such as poor leadership, inadequate recognition, lack of growth opportunities, and perceived unfairness in organizational practices have been identified as critical contributors to employee disengagement (Bakker et al. 2017). When employees feel undervalued or excluded from decision-making, their morale suffers, and their willingness to contribute meaningfully declines.
As a prelude to other parts of this study, this chapter will discuss the background upon which this study was initiated, the statement of problems that led to this study, the Aim and Objectives of the study. Others are Significance of the study, Scope of work, Research hypothesis and questions, Limitation of the study and Definition of terms.
1.2 Background of Study
Historically, the study of employee morale predates the term "disengagement," with early research conducted during and after World War II emphasizing the importance of morale for organizational efficiency. Gomez-Mejia et al. (2016) noted that high morale was linked to increased job satisfaction, loyalty, and reduced turnover, while low morale was associated with absenteeism, low productivity, and workplace conflict. Over time, researchers began to identify a clear relationship between disengagement and morale, with the understanding that one could significantly influence the other (Schaufeli & Bakker, 2004). In the Nigerian context, the study of employee engagement and morale became more prominent in the late 20th and early 21st centuries as organizations both public and private faced challenges related to economic instability, poor infrastructure, and limited career development opportunities. Akinyemi (2014) reported that in public sector institutions, including media organizations, bureaucratic bottlenecks, inadequate resources, and political interference were recurring issues that eroded employee engagement (Akinyemi, 2014).
Staff disengagement has increasingly become a subject of concern among scholars and practitioners in organizational behavior and human resource management. According to Kahn (1990), disengagement occurs when employees withdraw their physical, cognitive, or emotional investment in their work, resulting in reduced enthusiasm and performance. Bakker and Demerouti (2017) reported that disengaged employees tend to contribute minimally to organizational objectives, which in turn affects productivity and morale. They further asserted that disengagement is not merely an individual problem but a systemic issue influenced by workplace culture, leadership style, and resource availability (Bakker and Demerouti, 2017).
In the Nigerian context, organizational challenges in the public sector have amplified the issue of disengagement. Akinyemi (2014) stated that factors such as inadequate compensation, limited opportunities for professional growth, and bureaucratic constraints contribute significantly to low employee engagement levels in government-owned institutions. Similarly, Ugochukwu and Chinyere (2018) affirmed that in media organizations, where creativity and promptness are essential, staff disengagement can severely disrupt content delivery and audience trust.
Employee morale is closely linked to engagement levels. According to Gomez-Mejia et al. (2016), morale represents the collective mood, satisfaction, and sense of purpose among employees. Low morale often manifests in absenteeism, poor teamwork, and high turnover intentions. Schaufeli and Bakker (2004) contend that disengagement and low morale reinforce each other in a cyclical manner, creating a persistent challenge for organizational leaders (Schaufeli and Bakker, 2004). The Federal Radio Corporation of Nigeria, Enugu, as a government-owned broadcasting institution, operates in a competitive media landscape that requires dedication, creativity, and efficiency from its workforce. However, reports of declining employee engagement and morale within the organization point to systemic issues that may undermine its operational effectiveness. Challenges such as insufficient resources, political interference, and limited recognition for staff contributions have been highlighted as possible contributors to these problems (Okonkwo, 2019). If left unaddressed, these issues may not only affect internal productivity but also the station's ability to meet its mandate of accurate and timely information dissemination to the public. This study is set against the backdrop of understanding the interplay between staff disengagement and morale in the Federal Radio Corporation of Nigeria, Enugu, with the aim of identifying the root causes and proposing strategies for improvement.
1.3 Statement of Problems
Investigation revealed that staff disengagement fueled by leadership styles fosters inclusivity, leaving employees feeling undervalued and powerless in decision-making processes. In many cases, disengagement is not only about employees leaving their jobs but also about a gradual withdrawal of interest, commitment, and enthusiasm toward work responsibilities. Within a media organization like the Federal Radio Corporation of Nigeria, Enugu, where creativity, timely delivery, and teamwork are essential, disengagement is capable of disrupting workflow, reducing productivity, and affecting the overall quality of service delivery. In addition, employees who feel disconnected from their work are more likely to exhibit absenteeism, low motivation, and poor interpersonal relations with colleagues, which directly impacts organizational performance (Bakker & Demerouti, 2017).
Furthermore, the effect of staff disengagement on morale is profound. Workers with low morale often experience reduced job satisfaction, diminished creativity, and a higher tendency to consider leaving the organization. The consequences are not limited to the individuals involved but extend to the organization's reputation, and ability to attract and retain competent personnel (Schaufeli & Bakker, 2004). In a broadcasting institution, where timely information dissemination is crucial, such challenges undermine both the internal operational culture and the external audience trust. It is against this backdrop that this study seeks to examine staff disengagement and its effect on the morale of workers in the Federal Radio Corporation of Nigeria, Enugu.
1.4 Purpose of Study
The purpose of this study is to examine the causes and effects of staff disengagement on the morale of workers in the Federal Radio Corporation of Nigeria, Enugu, and to identify strategies that can enhance employee engagement and improve workplace satisfaction.
1.5 Aim and Objectives of Study
The aim of this study is to investigate staff disengagement and its effect on the morale of workers in the Federal Radio Corporation of Nigeria, Enugu. The specific objectives of this study are:
- To identify the major causes of staff disengagement in the Federal Radio Corporation of Nigeria, Enugu.
- To examine the effect of staff disengagement on the morale of workers in the organization.
- To assess the relationship between employee morale and organizational productivity.
- To suggest strategies that will enhance employee engagement and improve morale.
1.6 Research Questions
The study came up with research questions so as to be able to ascertain the above stated objectives. The specific research questions for the study are stated below as follows:
- What are the major causes of staff disengagement in the Federal Radio Corporation of Nigeria, Enugu?
- What is the effect of staff disengagement on the morale of workers in the organization?
- How does employee morale influence organizational productivity?
- What strategies will enhance employee engagement and improve morale?
1.7 Research Hypotheses
In order to pursue the objective of this study, the following generalized statements have been designed to guide and aids in obtaining the result for the experiment to be conducted. For this work, the null hypothesis will be represented with H0 while the alternative hypothesis will be represented with hypothesis H1.
Hypothesis One
- H0: There is no significant relationship between staff disengagement and the morale of workers in the Federal Radio Corporation of Nigeria, Enugu.
- H1: There is a significant relationship between staff disengagement and the morale of workers in the Federal Radio Corporation of Nigeria, Enugu.
1.8 Significance of Study
It is believed that at the completion of the study, the findings will help management identify the root causes of disengagement and develop strategies to enhance engagement, improve morale, and boost productivity. In addition, the results will provide evidence for developing better labor policies in the media sector.
Furthermore, the findings will guide decision-making on leadership style, communication, and reward systems to improve engagement. Moreover, the research study will create awareness of the importance of active participation and morale in personal and organizational success.
Lastly, this research study will also add to existing academic literature on organizational behavior, workplace psychology, and human resource management in Nigeria. Also, it will serve as a useful guide for policymakers in formulating supportive work policies in the broadcasting sector.
1.9 Scope and Limitations of the Study
The scope of this study covers staff disengagement and its effect on the morale of workers in the Federal Radio Corporation of Nigeria, Enugu. It will concentrate on staff within the Enugu branch, exploring causes, effects, and solutions to disengagement.
The limitations of the study will include the inability to cover all FRCN stations nationwide, time constraints, financial limitations, and restricted access to certain official records due to confidentiality.
1.10 Definition of Terms
Employee Morale :
The overall attitude, confidence, and satisfaction employees have towards their work and workplace, which influences performance and teamwork (Gomez-Mejia et al., 2016).
Public Sector Broadcasting:
Media services owned and operated by the government to provide information, education, and entertainment to the public (Okonkwo, 2019).
Bureaucratic Bottlenecks:
Administrative delays and rigid procedures that slow down decision-making and reduce operational efficiency (Akinyemi, 2014).
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