ABSTRACT
Organizations
effectiveness is enhanced due to their willingness to promote a sense of
commitment and satisfaction among its employees. Employees commitment leads to
desirable outcomes for organization in terms of increased productivity,
reduction in absenteeism and turnover. Committed employees will work harder and
be more likely to go the extra mile to achieve organizational objectives. Motivated
employees are more productive. The motivational factors include: job security,
regular promotion and opportunities for development, interesting work,
environment and satisfaction towards salary. The population of this study was
drawn from members of staff of educational and banking institutions within
Akoka, Yaba, and Surulere Local Government Areas of Lagos State. The
population consist of 95 employees who
are under the employment of the mentioned institutions. The Questionnaire form
contained questions in three sections that displayed the biographic data,
socio-economic data and research questions relating to the respondents. Four
points like scale as, (1) very much satisfied (2) much satisfied (3) somehow
satisfied (4) not at all satisfied was utilized to evaluate job satisfaction
and employees commitment to work. The presentation of findings commences with
description statistics. The presentation of demographic findings followed the
descriptive statistics. Presentation and discussion of data analysis then
follows. The Pearson’s coefficient of correlation method was used to show the
relationship between job satisfaction
and employee’s commitment to work. The reliability of the instrument was
determined by the use of test-retest method and correlation test was used to
test for significance of differences between the first round and second round
when it was administered. A calculated value of 0.80 shows that the
questionnaire was reliable. The hypotheses of this study were tested at alpha
0.05 level of significance.
TABLE OF CONTENT
Title
page page
Certification ii
Approval
page iii
Dedication iv
Acknowledgement v
Abstract vi
Table
of content vii
CHAPTER ONE: INTRODUCTION
Background
of study 1
Statement
of the problem 3
Purpose
of study 4
Objectives
of study 4
Research
questions 6
Research
hypotheses 6
Significance
of study 7
Scope
of study 8
Definition
of terms 8
CHAPTER TWO: LITERATURE REVIEW
Introduction 10
Theory
of motivation and concept of division of labour 11
Theory
of needs and concept satisfiers and dis-satisfiers 19
Theory
of interpersonal relationship 26
Theory
of skill development 33
Conclusion 38
Review
of related literature 39
CHAPTER THREE: RESEARCH METHODOLOGY
Introduction 43
Research
Design 43
Population 44
Sample
and sampling procedure 44
Instruments/questionnaire 45
Validity
and rehabilitee 46
CHAPTER FOUR: DATA ANALYSIS AND
PRESENTATION OF FINDINGS
Introduction 49
Data
Analysis findings 49
Test
of hypothesis 61
Testing
for Significance 63
Discussion
of findings 67
CHAPTER FIVE: SUMMARY, CONCLUSION AND
RECOMMENDATIONS
Introduction
70
Summary 70
Conclusion 71
Recommendations 72
Areas
of further studies 74
References 75
Appendices
81
CHAPTER ONE
INTRODUCTION
Background of
Study
Employee
commitment to work and job satisfaction are of major interest in the field of
organizational behaviour and the practice of human resource management.
Organizations usually see the average worker as the root source of quality and
productivity gains. Such organizations do not look to capital investment, but
to employees as the fundamental source of improvement. An organization is
effective to the degree to which it achieves its goals.
An
effective organization will make sure that there is a spirit of cooperation and
sense of commitment and satisfaction within its sphere of influence. In order
to make employees satisfied and committed to their jobs there is the need for
strong and effective motivation at the various levels, departments and sections
of these organizations.
Luthans
(1998) asserts that motivation is the process that arouses, energises, directs
and sustains behaviour and performance. That is, it is the process of stimulating
people to achieve a desired task. The concept of job satisfaction has been
vital for organizations which aim to achieve organizational excellence.
As
Amstrong (1999) says, job satisfaction refers to the attitudes and feelings
people have about their work. Positive
and favourable attitudes towards the job indicate job satisfaction while
negative and unfavourable attitudes indicate job dissatisfaction. Amstrong
argues that commitment to work that helps organizations to be more successful,
is most likely to happen when employees
are motivated, feel committed to the organization and when their jobs give them
high level of satisfaction. It involves employees going an extra mile in the
conduct of their duties which is imperative to the achievement of
organizational goals.
Management
must understand that people work for reward of some sort, that the organization
has a common duty to pay wages and that there exists a wage/effort bargain
(employees work for certain standards in return for certain rewards). They need
to balance the fixed and variable movement through the salary structure to
provide incentives and reward performance.
Management
needs to balance the requirement of attracting and retaining suitable skilled
staff with the need to keep labour cost under control. The employment package
to achieve these objectives normally consists of a number of elements which may
exist together or in different combinations. These elements can be split into
financial rewards such as salary, allowances, bonuses and productivity
payments, and fringe benefits such as pension, subsidized loan and medical
insurance scheme.
According to Higgs (1991), factors which
are mostly important to employees in ensuring their commitment and are mostly
integrated in organizations are as follows:
1) degree
of security of employment; possible existence of non-redundancy agreement;
2) the
variety and challenge offered in the job or career, the opportunities to
develop leadership skills, introduction of job enrichment, job enlargement and job
rotation schemes;
3) degree
of status given within the firm or job; and
4) degree
of individual job satisfaction. Various motivational schemes are is existence.
Human attitude to work is more or less
determined by the satisfaction derived by workers in and out of the work
environment, which as well has an impact on the production output. Human wants
and need are unlimited and the
satisfaction of these wants is the sole aim of people engaging in a particular
task and it depends on the extent to which these jobs can satisfy their needs
which determine their level of commitment.
Higgs
(1991) asserts that the way employees perceive motivation within organizations
influences their level of satisfaction and commitment to work. Good incentives
within organizations produces better output once there is a willingness to
perform better by employees.
Statement of Problem
This
study is focused on the problems affecting the job satisfaction of employees in
the education and banking institutions and their commitment to work in such
environment. The employee’s grievances and complains are diverse to their
peculiar environment. However, some of the most pressing are briefly explained
in the following paragraphs.
Interpersonal
relationship between the employee’s and management top the list of grievances
of employees in the education and banking institutions. The usual complain is
about master servant relationship, which is not based on professional
relationship.
Work
conditions is a very serious matter because most conditions given to the
employee’s in this sector is seen as not meeting up to international standard.
The employee’s in the banking sector complain about the mandate given to them
in the marketing department, that they should make sure they have clients with
a portfolio of not less than 10 million every month, or they will be sacked.
Lack of job security in the education and banking sectors also create a
negative impact on the employee’s.
The
work itself creates grievances between the employee’s and management. The
workers in the educational sectors usual complain is that they are not given
adequate training materials to teach the learners, in order to enhance the
quality of education dissemination. The employee’s in the banking sector
usually complain about the banking hours, with closing time mostly in the night
Quality
of supervision also brings about grievances in both sectors. The level of supervision and its subsequent
result/report are expected to be used for the appraisal of each employees
contribution to the goals of their organisation. If such supervision and its
outcome are not properly handled to the expectation of the employees, it
usually leads to conflict.
The
feeling of achievement creates negative impact on the employee’s attitude if
all their effort and commitment to the institutions is not shown to them by
management. In the banking sector whose employee’s expectation is to get to the
top hierarchy in each of their department and the management feels otherwise
about such employee’s aims, grievances arise.
Purpose of Study
The
purpose of establishing any form of organisation is to achieve a specific goal
and objective in the economy. The effective and efficient use of both material
and human resources which are combined in the production process are essential
for organisations to achieve their aims. In order for the organisation to
satisfy its needs (goal) through increased productivity and maximum profit, its
workers as well as those who put in their human efforts need to be satisfied
with their position in the organisation. In that sense job satisfaction is
likely to foster commitment to work on the employees. The purpose of this study
is to investigate, analyse, and make recommendations to get employees to
identify with and care about their jobs. The greater the success at this, the
more the jobs become important to each employees self image and work identity.
The objectives of this study therefore are:-
1)
to determine the factors that could
motivate employees to put extra commitment;
2)
to determine the relationship between
job satisfaction and worker attitude toward organisational goal attainment;
3)
to discover the influence of
co-operation and interpersonal relation among workers on their commitment to
work;
4)
to discover the extent to which
promotion and recognition can affect worker’s commitment; and
5)
to determine the degree of satisfaction
of workers with their condition of service.
Research Questions
1.
is the nature of your job
commensurate with international standard?
2.
Is the monthly salary and allowance
you earn commensurate with your social economic needs?
3.
Is the work load in you
establishment distributed evenly among the employees?
4.
Are the incentives provisions in
your organization enhancing your satisfaction?
5.
Are you satisfied with the work
itself?
6.
Is the annual vacation provision in
your organization satisfactory?
7.
Is the training provision in your
organization encourage employee’s development?
8.
is there prospect of carrier growth
and development in your organization?
9.
What is the level of relationship
between the employee’s and management in your organization?
10. What
is the level of job security in your organization?
Research Hypotheses
In
order to carry out this project, some working hypotheses were developed. These
hypotheses are ideas, or beliefs put forward by the researcher for the purpose
of helping and guiding in arriving at reasonable conclusion.
The research
hypotheses for this project are;
(1)
There is no significant relationship
between workers feeling of job satisfaction and their commitment to work.
(2)
There is no significant difference
between educational employees and those in the banking sectors.
(3)
There is no relationship between
satisfaction of workers economic need and their commitment to work.
(4)
There is no relationship between the
work itself and employee’s commitment to work.
(5)
There is no significant relationship
between employee’s feeling of achievement and commitment to work.
Significance of the Study
This
study will provide the basis for which the employees, employers, trade unions,
government and the entire management of the organisation will understand what
constitute job satisfaction and employees commitment to their jobs on duties.
The following group will benefit from this research work:
The
result of the study will help in improving the commitment of employees to work
because, if they are well satisfied with their jobs, their productivity will be
high. The employers and employees work directly in the organization. It will
help the employers to know the level of the employees commitment to work. If
the level of the employees is low, the employers will through the help of this
research work, know how to motivate the employees so that they will be committed
to the work in order to enhance productivity. This study will help the
board of directors since they control
the activities of the organization, to ensure efficient management in the
organization and also in monitoring the activities of the workers in the
organization. This research work will also help the trade union to have the
knowledge of what constitute the problem of an organization, and as a result,
solve it with a common front. Trade union can use it for collective bargaining.
This study will help the government to plan the economy in time of labour law.
Labour law comes as a result of the trade union’s observation where the
employees are fond of expressing their grievances by embarking on strikes. It
will now create an avenue in solving the problem of non-commitment after
considering the structure that will be put in place, and it will help other
researchers to lay a good foundation for their research work because, it is a
study that is carried out for the benefit of mankind.
Scope of the Study
The
main focus of the study is on the permanent senior and junior staff of
educational and banking institutions within, Akoka, Yaba and Surulere Local
Government areas of Lagos State.
Definition of Terms
The
following critical terms in the study are defined contextually as follows:-
Job This is the daily
activity that an individual engages in order to earn a living to satisfying his
need.
Satisfaction
This refers to the contentment experienced when a need is satisfied. Therefore,
satisfaction involves outcome already experienced.
Job
Satisfaction This is the pleasurable emotional state
resulting from the appraisal of one’s job as facilitating the achievement of
the person’s job value.
Commitment
to Work This is the extent to which the individual
identifies with his/her work, with the objective of the organization in which
he works, and the degree to which work is a central life interest to him or
her.
Incentive
These are compensational reward both financial and non financial that incite or
encourage a person to work hard.
Motivation
This
is the act of creating organizational conditions which will impel employees to
strive and attain organizational goals.
Need Need in this study will therefore mean any
desire or expectation of workers, if present that will make them to identify
with the goals of the organization.
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