Employee Voice and Worker Well-being in the Nigerian oil and Gas sector: Empirical Evidence from Selected Companies in Rivers State

It is commonly argued that organizations that suppress employee voice will generally witness increased job dissatisfaction, burnout, and workplace conflicts, which ultimately affect employee retention and overall well-being. Empirical evidence abounds to the effect that when employees feel heard and valued in decision-making processes, they are more likely to experience reduced stress, increased motivation, and better workplace relationships, ultimately contributing to higher productivity and organizational performance. However, despite the growing body of literature on the putative link between the workplace wellbeing of workers and the latitude of expression accorded them therein, research in this regard within Nigeria’s oil and gas sector remains limited. 

This study set out to empirically investigate the relationship between employee voice (our predictor variable) and worker well-being (our criterion variable) in selected oil and gas companies in Rivers State, Nigeria. Adopting a cross-sectional survey research design, relevant data were collected from 245 employees using structured questionnaire. The study variables were assessed for validity and reliability, with Cronbach’s Alpha coefficients ranging from 0.779 to 0.876. The results, analyzed using Spearman’s Rank Order Correlation and hypotheses testing via SPSS 26, revealed that Direct Voice had the strongest positive correlation with worker well-being (r = 0.718 to 0.750), emphasizing the importance of open communication channels. Indirect Voice also showed a significant but slightly weaker correlation (r = 0.617 to 0.647), suggesting that while representation through unions is beneficial, it is perceived as less immediate. Leadership style demonstrated a strong influence on psychological well-being (r = 0.775), reinforcing the role of transformational leadership in fostering a supportive work environment. The study recommends that organizations implement policies promoting direct employee participation, strengthen the effectiveness of indirect representation, and enhance leadership development programmes to improve overall worker well-being.