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Effect of Workplace Wellbeing Education on Workplace Wellbeing Practices among Bank Employees in Nigeria

Abstract

Workplace wellbeing is an important occupational health and public health concern among bank employees in Nigeria, who may experience demanding workloads, long working hours, performance targets, customer-related pressures, financial responsibilities, technological changes, job insecurity, and work-related stress. Prolonged exposure to these challenges may negatively affect employees' physical, psychological, social, and occupational wellbeing and may contribute to reduced job satisfaction, absenteeism, poor productivity, and intention to leave the workplace. Workplace wellbeing education provides an opportunity to equip bank employees with knowledge and practical skills for managing work-related stress, maintaining healthy lifestyles, achieving work–life balance, developing positive workplace relationships, recognizing early signs of psychological distress, and utilizing available employee support services. Against this background, this study investigates the effect of workplace wellbeing education on workplace wellbeing practices among bank employees in Nigeria. The study will be anchored on the Job Demands–Resources Model, Social Cognitive Theory, and the Health Belief Model. The Job Demands–Resources Model explains how excessive job demands, including workload, time pressure, emotional demands, and performance expectations, may affect employee wellbeing, while workplace resources such as social support, autonomy, recognition, and organizational assistance may promote wellbeing. Social Cognitive Theory emphasizes the roles of knowledge, self-efficacy, behavioural skills, observational learning, and the workplace environment in developing and maintaining healthy wellbeing practices. The Health Belief Model explains how employees' perceptions of the effects of poor wellbeing, perceived benefits of wellbeing practices, perceived barriers, and cues to action may influence their adoption of healthy workplace behaviours. Collectively, these theoretical perspectives provide a suitable framework for explaining how workplace wellbeing education may influence workplace wellbeing practices among bank employees in Nigeria. The study will adopt a quantitative quasi-experimental or analytical cross-sectional research design. The study population will comprise employees working in selected commercial banks and other deposit money banks across Nigeria. A multistage sampling technique will be used to select states, banking institutions, branches, departments, and eligible employees. Workplace wellbeing education will be measured using indicators such as exposure to structured wellbeing education sessions, training frequency and duration, stress management, healthy lifestyle education, physical activity, nutrition, sleep health, work–life balance, emotional wellbeing, financial wellbeing, workplace communication, conflict management, social support, resilience, mindfulness or relaxation techniques, ergonomic awareness, recognition of psychological distress, and awareness of employee assistance and occupational health services. Workplace wellbeing practices will be assessed using indicators such as regular physical activity, healthy eating, adequate sleep, effective stress management, relaxation practices, appropriate work–life boundaries, use of social support, constructive workplace communication, participation in workplace wellness activities, appropriate use of employee assistance services, healthy coping strategies, effective workload management, and utilization of available occupational health resources. Data will be collected using structured questionnaires and appropriately validated workplace wellbeing knowledge and practice instruments administered before and after the educational intervention where a quasi-experimental design is used. Descriptive statistics will be used to summarize employees' demographic and occupational characteristics, exposure to workplace wellbeing education, and wellbeing practices. Inferential statistical techniques, including paired or independent sample tests, chi-square tests, correlation analysis, and logistic or multiple regression analysis where appropriate, will be used to determine the effect of workplace wellbeing education on workplace wellbeing practices. Diagnostic tests will also be conducted to assess the reliability, validity, and robustness of the findings. The study is expected to find that workplace wellbeing education has a significant positive effect on workplace wellbeing practices among bank employees in Nigeria. Employees exposed to structured workplace wellbeing education are expected to demonstrate greater adoption of healthy wellbeing practices than employees without similar educational exposure or compared with their baseline practices. Education may improve employees' ability to manage occupational stress, maintain healthy sleep and physical activity patterns, adopt healthier eating habits, establish appropriate work–life boundaries, develop constructive workplace relationships, utilize social support, and access available employee assistance or occupational health services. Practical and workplace-specific educational approaches may be particularly effective in translating wellbeing knowledge into everyday practices. However, demanding performance targets, long working hours, workload pressures, limited opportunities for breaks, inadequate organizational support, job insecurity, and restricted access to workplace wellness resources may limit employees' ability to consistently adopt recommended practices. The study therefore expects accessible, practical, workplace-oriented, and sustained wellbeing education, supported by organizational policies and resources, to contribute significantly to improved workplace wellbeing practices among bank employees in Nigeria. The study is expected to contribute to the literature on workplace wellbeing education, workplace wellbeing practices, occupational health, employee wellbeing, workplace mental health, stress management, health promotion, organizational health, and public health in Nigeria. The findings will provide useful information to the Central Bank of Nigeria, bank management, human resource departments, occupational health units, employee assistance programmes, professional banking organizations, labour organizations, public health practitioners, occupational health professionals, development partners, and policymakers regarding strategies for improving the wellbeing of bank employees. The study will also provide evidence-based recommendations for integrating workplace wellbeing education into employee orientation and continuing professional development, strengthening workplace wellness programmes, improving access to employee assistance and occupational health services, promoting healthy work–life balance, encouraging regular physical activity and healthy lifestyles, strengthening organizational support, and establishing sustainable workplace wellbeing initiatives across banks in Nigeria.

Keywords: Workplace wellbeing education, workplace wellbeing practices, bank employees, occupational health, employee wellbeing, workplace mental health, stress management, work–life balance, health promotion, employee wellness, Nigeria, public health.