Hybrid Work Model and Employee Productivity in Civil Society Organizations in Nigeria

Daniel Bobmanuel PhD; Ekanem Edem Ansa PhD; Japhet Lucky Birifiafe

doi:10.56201/ijebm.vol.12.no9.2026.pg412.430

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Hybrid Work Model and Employee Productivity in Civil Society Organizations in Nigeria

Daniel Bobmanuel PhD, Ekanem Edem Ansa PhD, Japhet Lucky Birifiafe

Abstract

Hybrid work has moved from an emergency response to a deliberate work-design option, but its productivity consequences depend on how flexibility and digital coordination are organized. This study examined the relationship between hybrid work model and employee productivity in civil society organizations in Nigeria. Specifically, it assessed the relationship between work-location flexibility and employee productivity and determined the relationship between digital collaboration effectiveness and employee productivity. A survey research design was adopted. The study covered eight selected civil society organizations, with a population of 267 employees whose roles were compatible with hybrid work. A sample of 160 employees was selected, 155 questionnaires were returned and 152 usable responses were analyzed. Work-location flexibility and digital collaboration effectiveness were used as dimensions of the hybrid work model, while employee productivity was measured through task completion, output quality, timeliness, target attainment and work efficiency. The coded questionnaire data were analysed in EViews 10.0, where descriptive statistics were computed and the multiple regression model was estimated at the 5% significance level. The findings showed that work-location flexibility had a significant positive relationship with employee productivity (Coeff. = 0.3881; p-value = 0.0000), while digital collaboration effectiveness also had a significant positive relationship with employee productivity (Coeff. = 0.4552; p- value = 0.0000). The model explained approximately 58.5% of the variation in employee productivity. The study concluded that hybrid work improves productivity in civil society organizations when location flexibility is accompanied by reliable digital collaboration, clear work routines and outcome-focused accountability. It recommended that civil society organizations formalize role-based hybrid schedules and strengthen the digital collaboration systems through which distributed employees coordinate tasks, share documents, monitor deadlines and maintain team visibility.

Keywords

Hybrid work modelwork-location flexibilitydigital collaboration effectivenessemployee productivitycivil society organisations

References

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Hybrid Work Model and Employee Productivity in Civil Society Organizations in Nigeria

Abstract

Keywords

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