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THE IMPACT
OF JOB SATISFACTION ON EMPLOYEE’S PERFORMANCE IN THE PUBLIC SECTOR
CHAPTER ONE
INTRODUCTION
1.1
Background of the Study
In
contemporary organizations the yearning for
satisfaction
is the most important issue on the part of the
employees.
Need and environment playa pivotal role in the
determination
of man's behaviour (Ujo, 2004), and Maslow
(1943)
identified seven important needs of human beings rated
in their
order of priority; these include physiological, safety,
love and
affection, achievement, self esteem aesthetic and self
actualization
needs. Ascending of these needs summed up in
one word,
motivation involves needs, want and satisfaction,
motivation
refers specifically "to the drive and effort to satisfy
an
identified want or goal" satisfaction on the other hand
refers to
"a state of contentment experienced when a particular
want is
satisfied". The issue of job satisfaction has been given
much
attention over the years. This is because the importance
of such a
concept cannot be over emphasized. When there
came the
emergence of large formal organizations which made
management
more complex followed by a shift in dependent
2
variable,
little attention was given to their impact upon job
satisfaction.
The door was let open to consider the place of
motivation
in relation to performance and production morale,
group
dynamics democratic supervision and personal relations
because
factors that are very important and have been shown
in
contemporary studies as being related to job satisfaction
and
increased productivity.
Ujo (2004)
quoting Davis (1977) asserts; what employees
do when
joining an organization is to make an unwritten
psychological
contract with it, this contract is In addition to
the economic
contract for wages and working conditions.
Employees
agree to give a certain amount of work and loyalty,
but in
return they demand more than economic rewards from
the system.
They seek security, treatment as human beings
and
rewarding relationship with people and support in
fulfilling
expectations. If the organization honours only the
economic
contract, employees will tend to loose interest in
their jobs.
Following this trend, there is an agreement that job
satisfaction
is the extent to which a job helps one attain his
3
important
job values. This agreement can be described as
unity in
diversity because the numerous definitions of job
satisfaction
all pointed to the same view.
Salawu
(2008) defined job satisfaction" as the extent or
degree a
person is satisfied with the job he or she is doing, in
terms of the
salary, self actualization, prestige of the job,
autonomy,
control and condition of the job". Locke (1976),
defined job
satisfaction " as the appraisal one's job as
attaining or
allowing the attainment of one's important job
values
providing these values are congruent with or help fulfill
one's basic
needs". For Davis (1977) job satisfaction is "the
favourableness
or unfavourableness with which employees
view their
work, public servant like any other worker has a
bundle of
needs. They need food, shelter, self esteem and self
actualization
to mention but few. It is the urge to satisfy some
of these
needs that motivate people to accept these jobs. The
attempt to
take a job therefore, may have a variety of motives
which may
essentially be complex and conflicting but the
ultimate goal
is satisfaction.
4
Although, a
great deal of Nigeria workers consider their
jobs as a
means of providing them with the necessary money
to cater for
their needs, cloth them and perhaps save part of it
or invest
for their family members.
Job
condition and employer, employee relationships are very
important
since they affect the performance of workers. Every
organization,
whether in private or public sector strives to
effectively
elicit the best from the professionals, unfortunately,
it seems the
desired goal has remained elusive. An in-depth
study of job
satisfaction has shown that there are people who
do have job
satisfaction in spite of their organization's
provisions
of those conditions that are satisfactory. Studies
have also
shown that workers achieve different levels of job
satisfaction
at different period in their careers and at different
occupational
levels. Closely related to this is the fact that
despite the
growing sophistication in technology a great
percentage
of Nigerian work-force seen dissatisfaction with
their jobs,
lack of commitment and are always willing to leave
their' jobs
for more promising and satisfaction ones. Incessant
5
conflicts,
disagreement, protest, tension, distrust, trade
disputes,
strikes etc. also characterized the actions of the
worker in
different unions in Nigeria. This implies that the
various
organizations are far from solving the workers
problem. It
also signifies frustrating, unchallenging,
unsatisfying
and bring job conditions.
1.2
Statement Of The Problem
Despite the
ban on private practice by government, public
servant
still engage in very serious private businesses and
some times
use their official time for their personal business.
They sell,
hawk, and even scramble for contracts and supplies
when they
are supposed to be in their offices. The individuals
whose goals
and aspirations are thwarted by the organization
becomes
frustrated, develop feelings of low self-worth, become
apathetic,
disinterested and tend to withdraw self commitment
in their
work. Personal business outside the organization
becomes more
important.
The
unsatisfied worker may be physically present at their
place of
work, but his mind and thought are off the job. The
6
increased
death rates in our hospitals, poor performance of
students in
school certificate, examination and low
productivity
in the civil service are testimonies of poor
performance
of public servants. There is no doubt that if
public
servants have job satisfaction, they will perform better
in their
job, the research will therefore examine the impacts of
job
satisfaction on employees performance.
1.3 Research
Questions
This study
asks the following questions:
1. Is there
any relationship between job satisfaction
and
employees performance?
2. Can good
incentive scheme bring about employee
job
satisfaction for enhanced performance?
3. Is the
working environment of any relevance in
ensuring
employees job satisfaction?
4. Is
recognition and reward factors that can bring
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