ABSTRACT
This
research project is on Fringe Benefits
and Employees Job Satisfaction in Nigerian Port Authority. This research work is generally
about the Benefits and Employees
Job Satisfaction Public Sector. The project has undertook the general
introduction into the research work led to the review of various literature
that relates to the major variables involved in the research work especially
employees Job Satisfaction. Structured questionnaire was used for
the collection of data and other important information for this study. The
questionnaire was structured into three (3) sections. Section A is meant to
obtain information on the socio demographic profile of respondents. Section B
is centered on obtaining data related to the subject of the study. The
information gathered through the administration of questionnaire were analyzed,
Analysis in this study was carried out with the help of Statistical Package for
Social Sciences (SPSS 17.0). The
findings of this study reveal that a correlation exists between perceived
fringe benefits, motivation, job satisfaction, and commitment. The correlation
that exists in this study among perceived workers motivation, job satisfaction,
and organizational commitment corresponds. Satisfaction might be found in
"sacrificial labour," otherwise referred to as labour of love.
Uppermost in our minds should be the quest for self-actualization described by
Maslow. In reference to the research study on fringe
benefits and employees job satisfaction in the public sector, there is need for
further review of different types of fringe benefits as practiced in both
private and public sector, the management should also review the welfare
package of the members of staffs, to increase their level of motivation and job
satisfaction. The result of
the study reveals that Nigerian Port Authority has performed fairly well, but
it can improve on its achievements making the sky its limits if these
recommendations are viewed with rapt attention. The management of Nigeria Port
Authority should provide buses to convey workers from the company premises to
their various homes. This will definitely reduce the degree of lateness to
work, at the same time, increase their morale.
TABLE OF CONTENTS
Pages
TITLE
PAGE I
ABSTRACT II
TABLE
OF CONTENTS
III
CHAPTER
ONE: INTRODUCTION
1.1 BACKGROUND OF THE STUDY 5
1.2 STATEMENT OF THE PROBLEM 6
1.3 OBJECTIVES OF THE STUDY 8
1.4 RESEARCH QUESTIONS 9
1.5 RESEARCH HYPOTHESES 9
1.6 SCOPE OF STUDY` 10
1.7 SIGNIFICANCE OF THE STUDY 11
1.8 DEFINITIONS
OF TERMS 11
1.9 ORGANIZATION
OF STUDY 12
CHAPTER TWO: LITERATURE REVIEW
2.1 INTRODUCTION 13
2.2 CONCEPTUAL FRAMEWORK 16
2.3 THEORETICAL FRAMEWORK ON MOTIVATION 20
2.4 STRATEGIES OF MOTIVATING EMPLOYEES 28
2.5 TRENDS
IN FRINGE BENEFITS 30
2.6 MOTIVATION
AS A TOOL FOR EFFECTIVE JOB SATISFACTION 33
CHAPTER
THREE: RESEARCH METHOD
3.0 INTRODUCTION 36
3.1 RESTATEMENT OF RESEARCH QUESTIONS AND HYPOTHESIS 36
3.2 RESEARCH DESIGN 37
3.3 POPULATION OF STUDY 38
3.4 SAMPLE SIZE AND SAMPLING PROCEDURE 39
3.5 DATA COLLECTION INSTRUMENT 39
3.6 ADMINISTRATION OF DATA COLLECTION INSTRUMENT 39
3.7 PROCEDURE FOR DATA ANALYSIS 39
3.8 LIMITATION OF THE METHOD 40
CHAPTER
FOUR: DATA PRESENTATION, ANALYSIS AND INTERPRETATION
4.0 INTRODUCTION 42
4.1 RESPONDENTS’
CHARACTERISTICS AND CLASSIFICATION 42
4.2 PRESENTATION AND ANALYSIS
OF DATA ACCORDING TO
RESEARCH QUESTIONS 47
4.3 PRESENTATION AND ANALYSIS
OF DATA ACCORDING TO
TEST OF HYPOTHESES 62
4.4 DISCUSSION OF FINDINGS 66
CHAPTER
FIVE: SUMMARY OF FINDINGS, CONCLUSIONS AND
RECOMMENDATIONS
5.0 INTRODUCTION
68
5.1 SUMMARY
OF FINDINGS 68
5.2 CONCLUSION
69
5.3 RECOMMENDATIONS 70
5.4 SUGGESTION FOR FURTHER
STUDY 71
REFERENCES 73
QUESTIONNAIRE 75
CHAPTER ONE
INTRODUCTION
1.1 Background
of the study
The
concept of employees’ commitment has received increased attention in the recent
times. According to Becker (2000) research literature are paying increasing
attention to the concept of commitment as managers and organizational analysts
are continually seeking ways of increasing employee retention and performance.
Interest in organizational commitment has therefore been stimulated largely
because evidence in the research literature has it that commitment reduces turnover
and increases performance. A reduction in turnover could be an indication of a
high level of commitment and performance. An increase in turnover on the other
hand could amount to a low level of organizational commitment and performance.
This is because a high level of organizational performance can be achieved only
when an organization has a committed labour force.
With
the introduction of monetization and fringe benefits policy in 2005, civil
servants have been paid certain percentage of their basic salary as fringe
benefits which are added to the basic salary, meaning an increment in salary of
workers. Although, there is much academic debate on the extent to which
additional income is a direct motivator (Nwagwu,
2007).
Job satisfaction describes how satisfied
an individual
is with his or her job. The happier people are within their job, the more
satisfied they are said to be. Job satisfaction is not the same as motivation
or aptitude,
although it is clearly linked. Job design aims to enhance job satisfaction include job rotation,
job enlargement,
job enrichment
and job re-engineering. Other
influences on satisfaction include the management style and culture, employee
involvement, empowerment and autonomous work position. Job satisfaction is a
very important attribute which is frequently measured by organizations.
1.2 STATEMENT
OF THE PROBLEM
Commitment
of worker has been described by Moser (2002) as the most important ingredient
to an effective work output. Aside from completing tasks for the joy of doing
them, it has been discovered that motivation drives people’s behaviour to attain
a specific outcome. This explains why developing an effective and efficient
compensation system becomes an important part of the human resource management
process in advanced countries.
The
attitude of Nigerian workers in terms of output compared to the more developed
countries in recent times is becoming alarming. This could be attributed to
uneven reward system, poor income, and unfavourable social, economic, and
political infrastructure of the country. Rewards are an ever-present and always
controversial feature of organizational life in Nigeria
The
monetization policy, which was formally introduced into the Nigerian Public
Service in 2005 led to monetization of those physical benefits which were added
to the basic salary of workers. Despite the implementation of monetization
policy in Nigeria,
little has been done to clearly show the effect of the policy on the level of
the performance of workers. However, their purchasing power is hardly enhanced
due to the biting effects of inflation and high cost of living in the country.
There is the need to know whether the addition to salary through the
monetization of benefits and prompt payment of these benefits will have any
effect on the workers with their disposition to their workplace.
Government
employees and their immediate families have always enjoyed these benefits at her
expense. Though the running cost may not cater for all the expenditure, but the
expenses incurred in the course of service are refunded, most workers get their
expended money back when these funds are released for offices. Now, it is not
clear whether workers would want to spend their money to buy all these physical
needs under monetization regime since it is now consolidated to the salary to
almost become the basic salary. It is not also clear how monetization policy
will lead to improved welfare condition of the workers through the provision of
all the monetized needs from their new salary scale, judging from the impact of
Structural Adjustment Programme (SAP) on workers.
In
essence, workers commitment to their jobs and their efforts are often not addressed
properly, creating room for false claims, agitations and labour conflicts.
1.3 OBJECTIVES
OF THE STUDY
The
study examines monetization of fringe benefits and commitment of workers. The
specific objectives are:
1.
To examine the effect of fringe benefits on workers’ income.
2. To
find out how the fringe benefits have helped in improving workers’ job
satisfaction.
3. To
investigate the effects of fringe benefits on employees job satisfaction.
4. To
find out the management attitude to the welfare of the workers.
5. To
examine the impact of employees’ participation in decision making in an
organization.
1.4 RESEARCH
QUESTIONS
Three questions
are posed in order to explore the problem:
1.
Is there any
relationship between fringe benefits and employees’ job satisfaction?
2.
Do fringe benefits
and rewards have a strong influence on workers performance?
3.
Does participation
of employees’ in decision making in an organization motivate an employee?
4.
Does fringe
benefits helps achieve or accomplish an organization’s goals or otherwise?
1.5 RESEARCH
HYPOTHESES
1.
Ho: Fringe benefits and reward do not have any
strong influence on employee job performance.
H1: Fringe
benefits and reward have strong influence on employee’s job performance.
2.
Ho: Fringe
benefits and reward does not contribute to increase job satisfaction.
H1: Fringe benefits and reward contribute to
increase job satisfaction.
3.
Ho: The participation of an employee in decision
making in an organization does not motivate the employee to work hard.
H1: The
participation of employee in decision-making in an organization motivates the
employees to work hard.
1.6 SCOPE
OF STUDY
The
study therefore, focuses on the impact of fringe benefits on workers and how
the exercise has increased the morale/performance of workers in their
workplaces.
The scope of this study is restricted to Nigerian
Port Authority. The study will see
workers performance on employee’s job satisfaction: while carrying out this
research, the researcher was constrained by some factors. The time schedule for the study was not
enough to really study the impact of performance management on employee’s
productivity. Also, the available
materials and financial resources were limited to carry out the research. Also, the distribution of questionnaire and
collection, coupled, with the energy it required also served as constrained to
this study.
It is believed that these limitations will not, in
any way, reduce the quality of the study but will, however, provide an impetus
for further research.
1.7 SIGNIFICANCE
OF THE STUDY
The importance of
this study is channeled toward realizing the effects of fringe benefits on
employees’ job satisfaction. Fringe benefits are significant and
positive determinants of job satisfaction. It is equally important in assisting
organizations to examine the various determinants on job satisfaction. Also, it
assists the management to have positive attitude to the welfare of other
workers.
The
study will also help to appreciate employees in Nigerian Port Authority who are
doing better in their work.
1.8 DEFINITIONS
OF TERMS
Job satisfaction describes how content
an individual
is with his or her job. It is a measure of how the conditions of
service of a company meet or surpass employees’ expectation.
Motivation: This is the willingness to extent high levels of effort to reach
organizational goals, conditioned by the efforts ability to satisfy some
individual needs.
Productivity: Productivity represents the output of goods and services, which can be
obtained from a given input of employee. It is the rate at which a
company produces goods or services in relation to the amount of materials and
number of employees available.
Development: This is the process of according learning to an employee in order to
enable him/her acquire more skills on the job.
Employee:
Individuals or persons who are into a paid employment or job. They are the
human factors of production. They are agents of employers engaged by same for
the purpose of attaining employers/organizational goals.
1.9 ORGANIZATION
OF STUDY
Chapter one is the introductory part of this
project work. Chapter two contains Literature
Review. Chapter Three - research methodology deals with data collection,
the type of sampling techniques. Also,
it reveals if data to be collected are primary or secondary or both which are
useful in the study. For the research,
it is both primary and secondary sources of data. Data collected through
questionnaire will be analyzed in chapter four and summary of findings,
recommendations, conclusions and suggestions for further research will be dealt
with in Chapter five.
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