Work engagement factors and their relationships with job performance among personnel of the Nigerian security agencies

Abstract

This study examined work engagement factors (role clarity, personal growth initiative, perceived job fit) and their relationships with job performance among personnel of the Nigeria security agencies in Akwa Ibom State, Nigeria. A total of 314 security officers, comprising personnel of the Nigeria Police Force (NPF), Department of State Services (DSS), and Nigeria Security and Civil Defence Corps (NSCDC), were selected through purposive sampling. The participants' ages ranged from 22 to 50 years, with a mean age of 35.4 years. The instruments used to gather data were the Short Version of the Self-Assessment Scale of Job Performance, the Role Clarity Scale, the Personal Growth Initiative Scale, and the Person-Job Fit Scale. A cross-sectional survey design was employed, and data were analyzed using descriptive statistics and multiple regression analysis. Results revealed that role clarity significantly predicted job performance (β = .42; p < .05), while personal growth initiative also had a significant positive impact on job performance (β = .35; p < .05). Additionally, perceived job fit was found to significantly influence job performance (β = .33; p < .05). The study concluded that role clarity, personal growth initiative, and perceived job fit are significant predictors of job performance among personnel of the Nigerian security agencies. It is recommended that security organizations adopt a comprehensive approach to personnel management which should integrate clear job roles, opportunities for personal growth, and aligning job roles with personnel’s skills and interests.