ABSTRACT
Job satisfaction is an attitude variable that
reflects how people feel about their jobs overall as well as various aspects of
them. There are basic important dimensions to job satisfaction.
The objective of this study is to understand the
ways in which individuals seek to satisfy their needs or drives, and the
consequences of the satisfactions or dissatisfaction of such individuals needs
in an organization.
Questionnaire and a structured interview was used
for data collection, the respondents were chosen randomly. Two hypotheses were
formulated and analysed based on the data gathered from the questionnaire.
The findings of this research shows that work
environment plays a vital role in an organization and greatly affect work
output of employees.
In conclusion, recommendations and suggestions
were made to know how the management can improve privacy, seat arrangement,
office structure, work environment and supervisory style to make workers more
satisfied with their jobs and perhaps increase their morale for better
performance.
TABLE OF CONTENTS
PAGES
Title Page ……………………………………………………………… i
Certification …………………………………………………………….. ii
Dedication ………………………………………………………………. iii
Acknowledgement …………………………………………………… iv
Abstract ………………………………………………………………….. vi
Table of Content……………………………………………………… vii
CHAPTER ONE: INTRODUCTION
1.1 Background
of the Study……………………………………… 1
1.2 Statement
of the Problems …………………………………. 3
1.3 Aim
and Objectives of the Study…………………………… 3
1.4 Research
Questions……………………………………………… 4
1.5 Statement
of Hypotheses……………………………………… 4
1.6 Significance
of the Study……………………………………… 5
1.7 Scope
of the Study……………………………………………… 6
1.8 Definition
of Terms …………………………………………… 7
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction
……………………………………………………… 9
2.2 Theoretical
Framework …………………………………….. 16
2.3 Conceptual
Classification …………………………………… 22
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Introduction
……………………………………………………… 25
3.2 Research
Instrument design ……………………………… 25
3.3 Sources
of Data ………………………………………………… 27
3.4 Population
of the Study ……………………………………… 28
3.5 Sample
Size and Sampling Techniques………………… 29
3.6 Restatement
of Research hypotheses…………………… 29
3.7 Method
of Data Analysis……………………………………… 30
CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND INTERPRETATION
4.1 Introduction……………………………………………………….. 31
4.2 Data
Presentation ……………………………………………… 32
4.3 Data
Analysis……………………………………………………… 42
4.3.1 Analysis
of Hypothesis One…………………………………. 42
4.3.2 Analysis
of Hypothesis Two………………………………… 43
4.3.3 Correlation
Analysis of Workers desire for Private
Office and Supervisory Style……………………………… 45
CHAPTER FIVE: SUMMARY, CONCLUSION AND
RECOMMENDATIONS
5.1 Summary…………………………………………………………… 47
5.2 Conclusion………………………………………………………….. 48
5.3 Recommendation……………………………..………………... 49
References ……………………………………………………..………… 51
Appendix I ………………………………………………………………… 54
Appendix II ………………………………………………………………… 57
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
It cannot be over-emphasized that human behaviour is influenced by his
environment though which invariably reflects on work performance which have
being observed that job satisfaction influence an individual behaviour
including his environment through which productivity is achieved. Thus
individual’s attitude must be checked concerning means of production as a major
watch word which must be well managed, ascertaining and diagnosing their needs
being pro-active in creating a favourable working conditions within and outside
work place that will positively boost their morale to higher performance
because the social life of an employee constitutes his or her working life.
(Shabi.2002) and not limited to monetary factor alone.
Therefore, the link and clue to job satisfaction towards higher
production is through effective and
harmonious management of human behaviour in an organization. The fact that man
is one of the major factor of production is a product of “nature and nurture”
(Idowu.2002) i.e.
Work environment + SUPERVISION + Job satisfaction + = HIGHER
PRODUCTIVITY.
Work environment implies what constitutes good working condition within
and outside the workplace. Supervision implies continuous implementation and
monitoring of management programme of needs.
Job satisfaction implies effective harmonizing of human behaviour.
The key to job satisfaction is in an individual attitude, for many of
us, the idea of having a job that is truly satisfying i.e. the kind of
environment in which work doesn’t feel like work anymore is pure fantasy.
Professional athletes, ski patrollers and golf pros may have found a way of doing
what they love and getting paid for it. However, job satisfaction describes how
content an individual is with his/her job. Job satisfaction is not the same as
motivation or aptitude. Although it is clearly linked. Job design aims at
enhancing job satisfaction and performance by increasing productivity in a
conducive environment.
1.2 STATEMENT OF THE PROBLEMS
In the past, environmental conditions in the workplace. Illuminations,
ventilation, humility, temperature, sitting arrangement, office structure and a
host of other environmental variables have all been seen from the angle of the
engineering,. Although the technical problem of achieving desired result is
simple aside the psychological problem of what condition suits the employees.
1.3 AIM AND OBJECTIVES OF THE
STUDY
This study would like to look at the contribution of the physical work
environment and supervisory style on job satisfaction. The physical work
environment must be defined as the setting of the workplace. Also, the study
would also look at how supervision and management create a healthy work
environment.
The purpose of the study are in these folds:-
1.
To see the extent to which the physical work
environment especially open-office structure that are now taking over from the
conventional private office ,the amount of privacy offered by this kind of
office structure, noise, amount of social interaction permitted by the
structure and the contribution of these and other factors to job satisfaction.
2.
To examine supervisory style and its impact on
employees job satisfaction and the extent to which freedom of action and job
execution facilitates or influence employee’s job satisfaction.
3.
To analyse the combined effects of these two factors
above on Job satisfaction and recommend ways of improving those factors so as
to make employees more satisfied with their job with their job probably
increasing their job performance.
1.4 RESEARCH QUESTION
The following are the research questions that would be asked during
research process.
1). How can an employee be satisfied with his
job?
2). what are the necessary factors for job
satisfaction?
3). Under what condition will an employee be
satisfied with his job?
4.) Can motivation and productivity enhance the
level at which employees in an organization can attain job satisfaction?
1.5 STATEMENT OF HYPOTHESES
The following hypotheses are tentatively stated and will be tested for
the purpose of this research.
HYPOTHESIS ONE
Ho: Workers in private office do not experience more job
satisfaction than those in open offices
H1: Workers in private office experience more job satisfaction than
those in open offices
HYPOTHESIS TWO
Ho: Private office is not a status symbol
H1: Private office is a status symbol
1.6 SIGNIFICANCE OF STUDY
Organizational behaviour could either bring about job satisfaction or
dissatisfaction. The motivation- hygiene theory offer explanations to what
motivates and satisfies individual as well as what dissatisfies or does not
motivate them Bankole (2003). Some variables are considered to be dependent on
job satisfaction, which are:-
1. Job satisfaction and job performance.
2. Job satisfaction and staff turnover.
3. Job satisfaction and absence.
The relationship between Job satisfaction and performance is the main
aim of the organisation. The predictive nature of these studies gives a
conclusion that dissatisfaction is a factor that leads to employee’s turnover.
For an individual organization, the consequences of job satisfaction are
extremely important by discovering the attitudes of workers on factors that are
job related. An organization can benefit materially if it knows what factors
contribute to satisfaction instead of wasting money on incentives that are not
appreciated by workers. After finding out to what extent the physical work
environment and supervisory style contributes to employees job satisfaction,
this study proceeds to find means of increasing this contributions. Finally,
this study could be useful to other student and managers who are interested in
the study of job satisfaction.
1.7 SCOPE OF STUDY
This study focuses on the managerial operation and marketing staff of
ACCION MICROFINANCE BANK LIMITED LAGOS. This organization was chosen because of
the peculiarity of its office structures. The offices in this organization are
partitioned with plain glass, workers sits side by side with their supervisor
or in offices where the supervisor can see them from his office. The
respondents that were chosen have different jobs, functions and status ranging
from minor to major ones. They also work in varied environment which includes
private offices to non- private offices occupied by an average of three to five
workers.
1.8 DEFINITION OF TERMS
For the purpose of this study, the following terms would be defined as
follows:-
* WORK ENVIROMENT: - This can be defined or identified as the
place where one work. It could be in an office building, at home from the
kitchen, from the car, at a constitution site etc. But here, we are talking
about “ healthy work environment”- which can point to other factors in the work
environment such as co-workers, air quality, ergonomic seating management,
child care, parking and noise.
* SUPERVISION: - This can simply be described as an act or
process by which a superior officer in an organization directs the work of his
subordinates by giving instructions on task to be performed in the work
environment.
* JOB SATISFACTION:- This refers to the contentment experienced
by individual worker when desire is attained on the job. It involves the
outcome already experienced as opposed to motivation which implies a drive
towards an outcome .Bankole( 2003)
* PRIVATE OFFICE:-This is an office occupied by only one person
and is partitioned by walls or any other non-transparent material.
* OPEN OFFICE: - This is an office occupied by one, two or more
persons and has plain glass partitioned.
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