1.1 Background to the Study

There have been some remarkable changes that have occurred within the contemporary global workplace as a result of digital innovations, changes in organizational structure, and changes in the demands from employees. Remote working has become increasingly common within the contemporary global workplace whereby workers carry out their tasks outside the usual office setting through digital modes of communication. The rise in prominence of remote working was catalyzed by global disruptions like the current COVID-19 pandemic (International Labour Organization, 2026).

In Nigeria, both public and private institutions have started embracing the culture of remote and hybrid working environments. This is due to the availability of the internet, widespread use of mobile devices, and the need to cut down on costs. Today, there are many organizations in Nigeria using collaboration tools including video conference, cloud storage, and project management systems.

The productivity of the workforce is another factor that influences the performance of an organization. It involves the efficiency and effectiveness with which individuals perform their duties in contributing to the organizational objectives. Although working from home provides many benefits to employees such as convenience and freedom, it poses certain difficulties like communication problems, lack of supervision, cybersecurity threats, and distractions.

Remote working has produced conflicting results in Nigeria, especially among industries like banking, education, information technology, and consultancy. While some companies have benefited from improved productivity owing to decreased commuting hours and greater flexibility, others have recorded productivity decline resulting from poor infrastructure, electricity problem, and inadequate equipment for the task (Eze & Bello, 2026).

Remote working has produced conflicting results in Nigeria, especially among industries like banking, education, information technology, and consultancy. While some companies have benefited from improved productivity owing to decreased commuting hours and greater flexibility, others have recorded productivity decline resulting from poor infrastructure, electricity problem, and inadequate equipment for the task (Eze & Bello, 2026).

1.2 Statement of the Problem

Although remote working has been embraced by Nigerian organizations in many instances, there is still a level of doubt on the effect of remote working on the efficiency of workers. While some companies have experienced efficiency gains and increased worker satisfaction, others have faced problems like poor coordination..

Nigerian firms encounter a number of infrastructural limitations that include unreliable electricity, expensive internet data, and the unavailability of proper technological tools. Such problems tend to affect the efficiency of the telework systems, and might consequently have a negative impact on workers' productivity (Akinwale & Oduwole, 2025). Furthermore, some employees lack self-discipline and ability to manage their time when working from home, hence reducing their productivity. Some concerns raised by the employers include issues regarding security of information, accountability of the employees and organizational culture.

Thus, the problem area of this research involves the determination of the influence of remote work on productivity of workers in Nigeria and factors that may affect its success.

.

1.3 Objectives of the Study

The primary aim of this study is to establish the connection between remote working practice and productivity in organizations in Nigeria.

The specific aims are to:

1.       evaluate the degree of remote working practice adopted by organizations in Nigeria;

2.       explore the effect of remote working on employees' productivity;

3.       establish the factors affecting productivity among remote workers; and

4.       identify the challenges of implementing remote working.

1.4 Research Questions

The research for this paper will be based on the following research questions:

1. How widespread is the practice of remote work in Nigeria?

2. How does remote work impact worker productivity?

3. What drives worker productivity in a remote work context?

4. What difficulties do firms encounter when adopting remote work?

1.5 Significance of the Study

There are various reasons why this paper is significant. First, this paper adds to the existing research concerning the topic of transformation of organizations in developing countries including Nigeria.

Second, this study will provide information useful to organizational managers and human resource personnel in terms of enhancing the effectiveness of work from home schemes.

Third, this study may be used by policymakers and labor regulators to create guidelines that promote flexibility at work without compromising productivity and the welfare of employees.

Lastly, the current study is also important to researchers in the areas of organizational behavior and human resource management.

1.6 Scope of the Study

The study concentrates on productivity in the workplace and the use of remote working in Nigeria. Organizations involved include selected organizations from the private and public sectors using remote or hybrid working methods. The study analyzes the level of productivity, digitalization in the workplace, and policies on remote working in organizations, excluding purely manual industries.

1.7 Conceptual Clarification

Concepts in Remote Working

Remote working: This refers to employees performing their duties away from the physical office through technology.

Workforce productivity: This measures efficiency at which employees carry out activities in organizations aimed at fulfilling organizational objectives in a particular period of time.

Hybrid working: This is flexible working that entails both remote and onsite work.

Digital collaboration tools: These are software used to facilitate communication and collaboration within organizations.

Organizational performance: This is an organization’s effectiveness at meeting its objectives.

1.8 Theoretical Framework

The present study will utilize the Technology Acceptance Model (TAM), which outlines individual acceptance of technology as being dependent on the perceived usefulness and ease of use of the technology (Davis, 1989). In terms of remote work, individuals will be able to accept the adoption of such technological devices for working purposes if they see benefits in terms of productivity and ease of use.

The present research will also draw on the Job Demands-Resources (JD-R) model, which proposes that individual productivity depends on both job demands (such as stress and workload) and job resources. Remote working will contribute positively to productivity if sufficient resources are provided but negatively if not.