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.
LIST
OF TABLE
Table
showing the demographic characteristics of the sample 55
Respondents
opinion about the nature of their job 56
Monthly
salary and allowance in relation to my social economic needs 57
Staff
training programme in their organization 57
Opportunity
to attend training and development programme 58
State
of working environment 58
Retirement
benefits offered by the organization 59
Job
security provided by the organization 59
Distribution
of work load in the organization 60
Annual
vacation given to employee 60
Level
of relation between employee and management 61
Provision
of medical service for employees 61
Other
incentures 62
Hours
of work in the organization 62
Nature
of working equipment and facilities available for job
Performance
63
Management’s
appreciation of the effects which employee’s put in the
Work
place 63
Security
of job tenure 64
Amount
of respect you get from your colleagues 64
Prospects
of career growth and developemtn in the organization 65
Overall
quality of the environment of your work place 65
Questionnaire
item testing each hypothesis 66
Hypothesis
1, 11 & 111 69
TABLE
OF CONTENT
Title
page page
Certification i
Approval
page ii
Dedication iii
Acknowledgement iv
Abstract v
List
of tables vi
Table
of content vii
CHAPTER ONE
INTRODUCTION
Background
of study 1
Statement
of the problem 4
Purpose
of study 5
Objectives
of study 6
Research
questions 7
Research
hypotheses 7
Significance
of study 8
Scope
of study 9
Definition
of terms 10
CHAPTER TWO
REVIEW OF RELATED
LITERATURE
Introduction 11
Theory
of motivation and concept of division of labour 12
Theory
of needs and concept satisfiers and dis-satisfiers 21
Theory
of interpersonal relationship 28
Theory
of skill development 36
Conclusion 43
Review
of related literature 44
CHAPTER THREE
RESEARCH METHODOLOGY
Introduction 47
Research
Design 47
Population 48
Sample
and sampling procedure 48
Instruments/questionnaire 49
Validity
and rehabilitee 51
Instrument
Administration 52
Limitations 53
CHAPTER FOUR
DATA ANALYSIS AND
PRESENTATION OF FINDINGS
Introduction 54
Data
Analysis findings 55
Test
of hypothesis 66
Discussion
of findings 72
CHAPTER FIVE
SUMMARY, CONCLUSION AND
RECOMMENDATIONS
Introduction
76
Summary 76
Conclusion 78
Recommendations 78
Areas
of further studies 80
Appendix
I
Questionnaire 89
Appendix
II
Respondents
response to Test-Re-Test Method 92
Appendix
III
Sample
and their response to each questions 94
References 96
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.
Click “DOWNLOAD NOW” below to get the complete Projects
FOR QUICK HELP CHAT WITH US NOW!
+(234) 0814 780 1594
Login To Comment