UNLOCKING ORGANIZATIONAL VITALITY THROUGH EMPLOYEE FLEXIBILITY: AN EMPIRICAL EVIDENCE FROM MOBILE TELECOMMUNICATION COMPANIES IN SOUTH SOUTH, NIGERIA

Abstract

This study examined the relationship between employee flexibility and organisational vitality of mobile telecommunication companies in South-South, Nigeria. Employee flexibility was used as a one-dimensional construct. Organisational vitality was measured in terms of growth, resilience and responsiveness. The study adopted the cross-sectional research survey design. Primary data was sourced using the structured questionnaire. The population for the study was the four major telecommunication companies in Nigeria. Since the population of major telecommunication companies in South-South, Nigeria was relatively small, the entire population was studied as a census and in line with the unit of analysis which is at the macro level. However, copies of the questionnaire were distributed to forty top managers and supervisors of the major telecommunication companies in South-South, Nigeria. The descriptive output on the univariate analysis of the study were conducted with the aid of Statistical Package for the Social Sciences version 26. Furthermore, the next stages of analysis involved the use of Partial Least Squares-Structural Equation Modeling for the assessment of the measurement model and structural model with the aid of SmartPLS 3.0. Findings from the data analysis showed that there was a strong and positive relationship between learning orientation and the measures of organisational vitality of mobile telecommunication companies in Nigeria. Therefore, the study therefore concludes that Mobile telecommunication companies in South-South Nigeria that promote and support flexibility among their employees tend to experience greater organizational vitality. This means that telecommunication companies in South-South Nigeria that have flexible employees (able to adapt to changes and challenges) tend to adjust to new tasks and responsibilities, work effectively in different situations and teams, adapt to changes in the market and industry and meet customer needs and expectations in a unique and effective way. The study therefore recommends that telecommunications companies should implement flexible work arrangements, such as remote working, flexible hours, and job rotation, can help employees manage their work-life balance and adapt to changing work demands