International Journal of Science and Management Studies (IJSMS) E-ISSN: 2581-5946 Volume: 2 Issue: 5 September to October 2019 www.ijsmsjournal.org © 2019, IJSMS Page 35 Significance of Employee Engagement and Individual Well-Being on Organisational Performance in Nigeria Olatunji David Adekoya 1 , Ibrahim Jimoh 2 , Gideon Okorie 3 , Monisola Olajide 4 1 Faculty of Business and Management, University of Wales Trinity Saint David, United Kingdom 2 Department of Business and Entrepreneurship, Kwara State University, Nigeria 3 Department of Economics, University of Nigeria, Nsukka 4 Department of Accounting, Kwara State University, Nigeria Abstract: This study measures the significance of employee engagement and individual well-being on organisational performance. The collected data was done through the administration of semi-structured questionnaires and interview. The researchers gathered data from one of Nigeria’s top manufacturer of plastics. A total number of 48 questionnaires were administered to the staff of the selected organisation. Correlation analysis was used to test the hypotheses to measure the specified variables. The result shows that employee engagement and individual well-being has a significant effect on efficiency and effectiveness which has strong ability to enhance the organisation performance. It was recommended that the top management of organizations should keep in mind employee engagement various drivers such as empowering the employees, providing full information, support from the top management, aligning efforts with strategy while planning to engage their employees to ensure efficiency and improved performance in their organisation. Secondly, communication within the organisations should focus more on engaging employee, individual well-being, empowering employees, rewards and recognition and building a bond between leaders and employees as strategic objectives. Finally, organisation leaders should adopt a periodic survey with employees to develop a better understanding of the employees' expectation trends over time. Monitoring and tracking employee engagement strategies of an organisation and its competitors can be useful when planning to implement effective employee engagement strategies. Keywords: Employee engagement, individual well-being, competitive advantage, profitability, efficiency, effectiveness. 1.0 INTRODUCTION The survival of organisations in today’s highly competitive business environment is dependent on maximising profits from its current capabilities while recognising and adjusting to the fact that organisation and business environment of today is dynamic (McCann, 2015). To enhance or maintain competitive advantage, profitability, efficiency, effectiveness organisation must work hard to create a conducive work environment through employee engagement and their well-being (Sofian, 2016). Employee engagement and well-being have become a crucial concept with the utmost attention to management in today's organisation. In this current and challenging globalised economy, business leaders need a high-performing workforce for growth and survival. Effective management of employee engagement, employee well-being effectively, and the organisation's objective is crucial to ensuring a sustainable and viable future for their organisation (Hill &Birkinshaw, 2012).They recognise that a highly engaged workforce can increase innovation, productivity, and bottom-line performance and thus enable employees to be committed to the organisation. More so, empowered employees are said to be in the position to make quick decisions and respond to any changes in the environment. Thus, the process of transferring power, authority with responsibility and accountability to the employees enables organisations to be more flexible and responsive to lead improvements in both individual and organisational performance. This paper explores the concept of employee empowerment and engagement and its relationship to organisational commitment. Thus, this study investigates understanding the link between employee engagement and employee empowerment on organisational commitment.