Exploring Factors Influencing Employee Satisfaction and Quality of Work-Life in Benin City, Nigeria’s Manufacturing Sector

This study investigates the factors that influence employee satisfaction and Quality of Work-Life within the manufacturing sector of Benin City, Nigeria, employing Herzberg’s Two-Factor Theory as its theoretical framework. Specifically, it assesses the impact of Quality of Work Life Programs (QWLFP) on employee attitudes, such as job satisfaction and organizational commitment, thereby offering a comprehensive understanding of the work-life challenges prevalent in this developing industrial region. A mixed-methods approach was adopted, combining quantitative data from structured surveys with qualitative insights obtained through in-depth interviews. This methodology facilitated a nuanced analysis of the dynamic relationship between organizational practices and employee well-being. The research focused on two major organizations: the Nigerian Bottling Company Ltd. (NBC) and the Nigerian Petroleum Development Company (NPDC), with a total sample size of 646 employees. The findings reveal that QWLFPs, which encompass initiatives such as occupational health, healthcare, recreation, and training programs, significantly enhance job satisfaction. However, the study also highlights challenges related to accessibility and participation in these programs. It underscores the necessity for a balanced approach to work-life integration, acknowledging that while some employees reap substantial benefits from these initiatives, others encounter barriers that limit their effectiveness. By elucidating these disparities, the study contributes valuable insights to the ongoing discourse surrounding employee satisfaction in the Nigerian manufacturing sector. It presents actionable recommendations for policymakers and organizational leaders aiming to boost workforce engagement and productivity. The paper outlines significant implications for the enhancement of Quality of Work-Life programs in industrial settings, particularly in rapidly evolving regions such as Benin City. To achieve these objectives, organizations are encouraged to optimize their culture, policies, and leadership practices. This includes implementing flexible work schedules, fostering open communication, providing career development opportunities, supporting mental health initiatives, and enhancing workplace safety and infrastructure.