IMPACT OF JOB SATISFACTION ON THE JOB PRODUCTIVITY IN AN ORGANIZATION ETHIOPE EAST LGA
ABSTRACT
This paper theoretically examined the impact of job satisfaction on organizational performance. It notes that job satisfaction is vital for improved organizational performances. The paper posits that an employee with a high level of job satisfaction holds positive attitudes towards his job. On the contrary, an employee who is dissatisfied with his job holds negative attitudes about the job. It also noted that improved organizational performances result from committed workforces who are satisfied with their work facets in the organizations. The paper concluded that job satisfaction has a negative relation with increase in absenteeism, turnover and low work drive, but creates positive high staff morale among employees, increases employee commitment to an organization, and enhances their level of motivation, and directly impact on the productivity level of employees. The paper recommends among others that, management should be interested in their employee's attitudes as attitudes gives warnings of potential problems and is capable of influencing employee's behavior. Managers should also raise employee satisfaction by focusing on the intrinsic and extrinsic parts of the job to keep the employees motivated and committed to drive organizations vision and goals domain, as well as strongly induce positive subsequent employee positive outcomes. Managers must however realize that creating a satisfied workforce is neither a bag of solution to every organizational problem nor a guarantee of successful organizational performance. Therefore, efforts should be made to strategically position the organization to take advantage of opportunities that abound in the environment through effective environmental scanning, and effective corporate management and putting in place structures that enhances employees' job satisfaction. Introduction every organization seeks to attain a high level of performance, productivity and efficiency in their day to day operations and activities. To achieve these, organizations always set several goals and objectives, and always seek to attract and retain highly qualifiedand motivated workforce in order to effectively achieve these objectives. Organizations also try to create a pool of satisfied workforce to ensure that obstructions are not place on the way of employees to generously commit themselves in the purse of stated and or emergent organizational goals. However, the total organizational performance depends on efficient and effective performance of individual employees who work in the organization. An organization therefore, look up to their individual employee performance to gain high performance.
TABLE OF CONTENTS
TITLE PAGE - ii
DECLARATION - iii
CERTIFICATION -
DEDICATION - v
ACKNOWLEDGEMENTS - vi
CHAPTER ONE: INTRODUCTION
1.1 Background to the Study - - 1
1.2 Statement of Problem - - 8
1.3 Objective of the Study - 10
1.4 Research Questions- - - - 11
1.5 Statement of the Hypothesis 12
1.6 Significance of Study - 13
1.7 Scope of the Study - - 14
1.8 Definition of Key Terms - 15
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction - - - - 18
2.2 Conceptual Framework - - 33
2.3 Theoretical Framework - - 45
2.4 Empirical Review - - - 50
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Research Design -- 56
3.2 Population of the Study - 57
3.3 Sample Size - -- 57
3.4Sampling Technique - 58
3.5 Method of Data Collection - 58
3.6 Technique for Data Analysis - 59
3.7 Model Specification and Variable Definition -59
3.8 Measurement of Variables - - 59
CHAPTER FOUR: PRESENTATION AND ANALYSIS OF DATA
4.1 Presentation of Data - -- 60
4.2 Discussion of Findings - - 79
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary - - 80
5.2 Conclusion - -- 80
5.3 Recommendations - 93
References - - 95
Appendix - - 98
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Although there is a general agreement among psychological that man experiences a variety of needs there is considerable disagreement as to what these needs are and their relative importance.
There have been a number of attempts to present models of job satisfaction which list a specific number of job satisfaction needs with the implication that these list all inclusive and represent the total picture of needs. Unfortunately, each of these models has weakness and gaps, and we are still without a general theory of job satisfaction.
All organization are concerned with what should be done to achieve sustained high level of productivity through people constantly the subject of adequate job satisfaction of staff as derived from the so many attempts made by management practitioner is to look for the way to many so as to occupation an objective or mission with the last inputs of material and human resources available. At lot of theoretical concept principles and techniques of management have evolved in response to these challenges. In general management authors have tended to view job satisfaction as a key component of the management function of leading or directing. However, leading or leadership style, although on important factor in determining the attitude of workers towards assigned job responsibilities is not the only determinant, other managerial function such as planning, controlling, staffing and organizer also play a role.
In any serious and competitive society workers are one of the tools for economic progress, there welfare is taken into serious considerate because without a dedicated workforce an organization crumble. The nations (Nigerian) reward system is probably the poorest in the entire globe were on average take home of the workers pat at a very minute income per monthly. In minimum wage workers are used and abused, harassed, treated, offended and discarded without any application for their contribution to their organization and to the society at large. It is therefore apparent that the issue of adequate job satisfaction of staff has received in managerial function and activities that are aimed at directing the productive effort of the workforce towards achieving organizational objective. Loyal employees provide many benefits for organizations. They put forth extra efforts in their work, serve as positive public relations representatives outside the organization, and go above and beyond the norm in doing the little things that help the organization function impactively. Although such loyalty is often desired, the trend of downsizing in the 2000s has placed loyalty in a very precarious position. For example, Downsizing is perceived to be an impactive strategy for company renewal and growth, but some researchers question its long-term success. Instead of making organizations more healthy and efficient, Pfeffer (1998) noted that “the evidence indicates that downsizing is guaranteed to accomplish only one thing—it makes organizations smaller. Downsizing is perceived as a violation of the psychological contracts held by the surviving employee. Perceived violations of psychological contracts have been shown to prompt a number of attitudinal and behavioral responses that may reduce survivor motivation and performance (Rousseau, 1995). Surviving employees perceive that the organization is not loyal to its own employees, reducing the survivors’ motivation to remain loyal to the organization and dealing a crushing blow to employee citizenship and other support behaviors (Robinson & Morrison, 1995). As employees’ loyalty diminishes, other responses may emerge including increased voicing of complaints, neglecting important duties, or opting to leave the organization. Given that the employer has invested considerable time and money into hiring and training employees, management should be interested in developing strategies for safeguarding their investment (Pfeffer, 1998). Given that downsizing will continue in the new decade, are there ways for management to curtail the loss of loyalty among surviving employees?
Research has shown that when criteria or procedures applied in laying off employees are perceived as fair, employee commitment and work performance are less likely to show decreases. Although the benefits of procedural fairness before and during the downsizing have been clearly established, less work has focused on strategies that facilitate survivors’ ability to cope with their new workload. Theorists and practitioners have suggested that empowerment and job enrichment are such means, but little research has been conducted to test these ideas. When employees have the power to make task decisions, they become self-directing and self-regulating and take ownership of the products of their work. Whereas research has shown positive impacts for empowered teams and participative management practices, relatively few studies have examined the use of such practices in a downsizing environment.
Knots et al (2000) holds that management strives to create and maintain an environment that is conducive to the productivity of individuals who are working together in groups towards the accomplishment of pre-selected objective. Staff in an organization work in groups and group dynamic often results in the conflict of the goals between individual and their group.
For example, in the Organization there are relatively, numerous methods of job satisfaction their staffing ranging from pay to promotion. In this regards, it is the responsibility of this research work to impact of job satisfaction on the job productivity of staff.
1.2 Statement of the Problem
Banking system in Nigeria has various method of motivating their staff towards the attainment of organizational goals, thereby making the staff to be productive and committed to their duty. Adequate job satisfaction factors have little or no place in a rationalistic account of conduct because man’s reason is the overriding factor in the determination of what he does. His free to choose whatever course of action his reason dictates, if his choices are unwise, unethical or immoral he takes responsibility for them.
The impact of job satisfaction on the operation of banking system cannot be denied and as well, cannot be taking with levity – managers, spending millions of money for job satisfaction packages inspite of these, its impact have not been fully felt.
This could be as a result of:
· The complexity of individual needs and it’s varying nature of different point in time.
· Inability of most manager to known what exactly that will motivate their staffs at a particular point in time.
· Their inability to understand why staff parts on different behaviour.
These and other related problems are what this research wants to address and also to provide solution to the following research questions.
1.3 Research Questions
1. Is there any relationship between job satisfaction factors and higher productivity of staff in the Organization?
2. What is the relationship between job satisfaction of staffs and customer services in an organization?
3. To what extends has job satisfaction change the work behaviour of staff at place of work in terms of high moral and commitment.
1.4 Research Hypothesis
It is believed that work can be meaningful and satisfying to a given job incumbent only when it elicits and stimulates his inner job satisfaction.
These views raise some research questions which from the basis of the hypothesis of the study. To put this in proper perspective, the following hypotheses were formulated for testing.
1. H0: There is no significant relationship between impactive job satisfaction factors and higher productivity of staff.
Hi: There is a significant relationship between impactive job satisfaction factors and higher productivity of staff.
2. H0: There is no significant relationship between impactive job satisfaction of staff and the quality of customers’ services in an organization.
3. H0: There is no significant relationship between impactive job satisfaction of staff and increase in employment productivity.
Hi: There is a significant relationship between impactive job satisfaction of staff and increase in employee productivity.
1.5 Purpose of the Study
This research will attempt to provider answers to the question agitating mind of management the organization as to what to do to adequately motivate her staff to contribute their quota to the organization productivity and growth. And it is conducted mainly to evaluate the impact of job satisfaction on productivity of staffs in an organization and as well as to unveil or throw more light on the following under listed points.
i. These researches will pin-point what exactly in job satisfaction, so as to avert its misconception.
ii. To determined the content of job productivity.
iii. To find out whether there is any relationship between adequate job satisfaction factors and productivity to workers among managers, markets, cashiers, securities etc. respectively of the organization under study.
iv. To identify the implication of job satisfaction to managers.
v. This project will examine the various theories postulated by authorities on the issue of job satisfaction.
vi. To identify how staff of the organization rate the various job satisfaction factors and productivity and its implications.
vii. And to enumerate the various productivity evaluation method and actions involved in productivity appraisal.
1.6 Significance of the Study
The findings this great study is to help highlighted those areas where there are problems among staffs and this will be of great benefit to the client executive official of the organization and the policy makers.
The study would help to further highlight the problems and how job satisfaction can be used to either reduce or eliminate those problems amongst staff of the organization. And at the completion of this great study of this nature, the r work will be prominent not only in the banking sector, but across any social entity in the following respects.
· It will furnish authorities on the diverse and varying nature of individual/needs in a particular part in time and as well as how they can motivate them through formal approach.
· To serve and also contribute to the field of academics by providing a reference document to the researchers and interested parties in the future.
· It will bring to height why different behaviour are put up by staff in an organization.
· It will create the awareness of the importance of institution in an organization.
· Furthermore the study write be of immense benefit to policy makers in the human resources functions of the organization. Also labour union officials and representatives at the negotiation meeting will find it useful when putting together their “basket of needs”.
1.7 Scope of the Study
The scope of this study is primarily limited to The Organization in Ethiope East Local Government Area of Delta State. The interest of this study is to determine the impact of job satisfaction on the job productivity in an organization.
1.8 Limitations of the study
In the course of carrying out this research many constraints were encountered by the researchers;
1. Lack of adequate fund: Insufficient made it possible for the researcher to work on a specific geographical area thus limiting in scope only to The Organization in Agbor.
2. Low/poor response: Some of the respondents were reluctant to disclosure the much needed information and this was to limitation, they were afraid that given such information might be unethical. Finally, it is pertinent to note that academic activities in school.
3. Like attending lectures, writing of test and examinations, jeopardizes the researchers to some extent during the period.
1.9 Definition of Terms
In some circumstances words may carry different meaning. However, according to psychologist if out thoughts are to be clearly communicated to other people then we must have a method of fixing the meaning of words we use. For purpose of clarity, therefore, some of the important terms used in this study are defines as follows:
1. Job satisfaction: This is define as a psychological force that determine the direction of a person’s behaviour in an organization a person’s level of persistence in tackling obstacles.
2. Organization: This is a consciously coordinate social entity with relatively continuous basis to achieve a common goal or objectives.
3. Staff: This refers to those who work in whatever capacity in an organization for a fixed compensation and which also are subordinated to the authority of their employer.
4. Needs: This means that deficiencies that an individual experiences at a particular point.
5. Job productivity: This is the interaction job satisfaction and ability and which includes other outcomes such as objectives outcomes, personal behaviour outcomes, intrinsic and extrinsic outcome and job simplification outcome.
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