Assessing the Impact of Organizational Structure Changes on Employee Performance in Selected Public Universities in North West Nigeria

This study examines the impact of organizational structure changes on employee performance in selected public universities in North West Nigeria. The study explores how structural modifications influence key performance indicators such as work quality.

The study adopted both stratified and simple random sampling techniques to select the 764 staff. A descriptive survey research design was employed, targeting academic and non-academic staff from selected public universities in North West Nigeria. A structured questionnaire was used to collect primary data. The study utilized statistical techniques, including multiple regression analysis, to assess the relationship between organizational structure changes and employee performance.

Findings reveal that while structural changes can improve institutional efficiency, their success largely depends on proper planning, effective communication, and employee involvement. Employees who perceive restructuring as beneficial demonstrate higher levels of job satisfaction, collaboration, and productivity. Conversely, poorly managed changes lead to job insecurity, resistance, and decreased morale, ultimately affecting institutional effectiveness. Additionally, the study highlights that decentralized decision-making and digital integration positively impact employee performance when properly implemented.

Based on these findings, the study recommends strategic planning and transparent communication in restructuring efforts. Employee involvement should be prioritized to mitigate resistance and ensure a smooth transition. Training programs should be introduced to help staff adapt to new structures, while workload distribution and job security policies should be reinforced. Finally, universities should establish mechanisms for continuous performance evaluation to assess and improve the impact of organizational structure changes on employee outcomes.