📄 Abstract
The emergence of hybrid work models has transformed organizational practices worldwide, offering a blend of remote and on-site work arrangements. In Nigeria, banks and technology firms have increasingly adopted hybrid systems to balance employee well-being with organizational productivity. However, the effectiveness of these models in developing economies remains underexplored. This study investigates the impact of hybrid work on employee well-being and organizational productivity in Nigerian banks and tech firms, drawing on theoretical frameworks such as the Job Demands-Resources (JD-R) model, Work-Life Balance theories, and the Resource-Based View (RBV). A mixed-methods research design was employed, combining quantitative surveys with qualitative interviews. Out of 200 distributed questionnaires, 189 were returned, representing a 94.5% response rate. The sample included employees from both banks and tech firms, ensuring sectoral representation. Quantitative data were analyzed using statistical tools, while qualitative insights were examined through thematic analysis. The findings reveal that hybrid work positively influences employee well-being, particularly in tech firms, where flexibility, autonomy, and digital infrastructure support job satisfaction, stress reduction, and work-life balance. Banks, while maintaining customer satisfaction, reported moderate improvements in well-being but struggled with stress management and innovation due to regulatory demands and rigid structures. Productivity outcomes also varied: tech firms demonstrated higher task completion rates, output quality, and innovation capacity, while banks excelled in customer service but lagged in efficiency and adaptability. These results underscore that hybrid work is not a one-size-fits-all model. Sectoral differences shape outcomes, with tech firms thriving on digital autonomy and banks requiring structured oversight. The study highlights the importance of infrastructural support, organizational culture, and tailored policies in maximizing the benefits of hybrid work. The implications are significant for managers, policymakers, and regulators. Organizations must invest in digital infrastructure, wellness programs, and sector-specific strategies to balance employee well-being with productivity. Policymakers should address systemic challenges such as unreliable electricity and internet connectivity, while regulators should provide tailored guidelines for industries with unique demands.
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📚 How to Cite:
Garba Blessed, Abubakar Idris, Muhammed Kabir Mu’azu , HYBRID WORK MODELS, EMPLOYEE WELL-BEING AND ORGANIZATIONAL PRODUCTIVITY: A STUDY OF BANKS AND TECH FIRMS IN NIGERIA , Volume 13 , Issue 8, August 2026, EPRA International Journal of Environmental Economics, Commerce and Educational Management(ECEM) , Pages: 171 - 176 , DOI: https://doi.org/10.36713/epra31414