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Impact of
Job Satisfaction on Workers’ Productivity
ABSTRACT
The
objective of this research is to investigate the impact of job satisfaction on
workers’ productivity. Job satisfaction describes how content an individual is
with his or her job. It is a relatively recent term since in previous centuries
the jobs available to a particular person were often predetermined by the
occupation of that person’s parent. There are a variety of factors that can
influence a person’s level of job satisfaction. Some of these factors include
the level of pay and benefits, the perceived fairness of the promotion system
within a company, the quality of the working conditions, leadership and social
relationships, the job itself (the variety of tasks involved, the interest and
challenge the job generates, and the clarity of the job
description/requirements).The happier people are within their job, the more
satisfied they are said to be. Job satisfaction is not the same as motivation,
although it is clearly linked. Job design aims to enhance job satisfaction and
performance methods include job rotation, job enlargement and job enrichment.
Other influences on satisfaction include the management style and culture,
employee involvement, empowerment and autonomous workgroups. Job satisfaction
is a very important attributes which is frequently measured by organizations.
The research recommends that the best way of measurement should be the use of
rating scales where employees report their reactions to their jobs. Questions
relating to pay, work responsibilities, variety of tasks, promotional
opportunities, work itself, relationship between workers organization were
asked.
TABLE OF
CONTENTS
Cover Page i
Title Page
ii
Certification
iii
Dedication
iv
Acknowledgments
v
Abstract vii
Table of
contents viii
CHAPTER ONE
INTRODUCTION
1.1
Background of the Study 1
1.2
Statement of the problem 4
1.3
Objectives of the Study 4
1.4 Research
Questions 5
1.5
Statement of Hypothesis 6
1.6
Significance of the study 6
1.7 The
scope of the study 6
1.8
Limitations of the Study 7
1.9
Definition of Terms 7
CHAPTER TWO
LITERATURE
REVIEW
2.1
Introduction 8
2.2 Concept
of job satisfaction 8
2.3 Job
environment and job satisfaction 9
2.4 Job
commitment and job satisfaction 10
2.5 Models
of job satisfaction 11
2.6 The
impact of dissatisfaction of workers in an organization 15
2.7 Steps to
improve employee satisfaction 16
2.8
Motivation theories and their implications for managers 18
2.9 Vroom
expectancy theory 19
2.10 Abraham
Maslow theory of human motivation 21
2.11 Models
of a job satisfaction affect theory 22
CHAPTER
THREE
RESEARCH
METHODOLOGY
3.1
Introduction 24
3.2 Area of
the Study 24
3.3
Population of the Study 24
3.4 Sampling
Size and Techniques 25
3.5 Source
of Data Collection 26
3.6 Tools
for Data Collection 27
3.7 Validity
and Reliability of the Study 27
CHAPTER FOUR
DATA
PRESENTATION, ANALYSIS AND INTERPRETATION
4.1
Introduction 28
4.2 Data
Presentation and Analysis 28
4.3 Research
Questions 29
4.4 Testing
of Hypotheses 31
CHAPTER FIVE
SUMMARY OF
FINDINGS, RECOMMENDATIONS AND CONCLUSION
5.1 Summary
of Findings 35
5.2
Conclusion 36
5.3
Recommendation 37
Reference 38
Appendix 40
Questionnaire
41
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
Job
dissatisfaction among workers has been a bone of contention and most researched
variable among management and human resource researchers (Dhammika, Ahmad,
& Sam, 2001). The world is a global village, job seekers expect to be
engaged in an organization that provide adequate work environment, free of
environmental hazards, well ventilated, and secured thereby leading to job
satisfaction. Essentially, researchers in the fields of organizational
behaviour and management opined that the conceptual framework of the phenomena
(satisfaction) is complex, indescribable and mythical (Malik, 2011). It has
been argued that organizations cannot be at their best until workers are
committed to the organizational goals and objectives (Dixit and Bhati, 2012).
However, the degree to which workers are satisfied with their jobs vary and
subject to factors such as job environment, work hours and schedules, reward
system, (Osibanjo, Abiodun, and Fadugba, 2012). In other words, workers’
commitment can be described as a function of job satisfaction, which implies
that workers could be committed in delivering their services when they are
satisfied with their jobs and this may be influenced by job environment. Job
environment include workers’ immediate vicinity where they carry out their
assignments (Chapins, 1995); achieve management perceived and expected results
(Shikdar, 2002, Mike, 2010). Job environment entails some basic features that
tend to make workers satisfy on their job amongst which include; easy
accessibility, ventilation, ergonomic furniture, cooling system, (Humphries,
2005; Veitch, Charles, Newsham, Marquardt & Geerts, 2004); and these have
positive impact on workers’ health (Dilani, 2004; Milton, Glencross &
Walters, 2000). With the understanding that job formed an integral part of
workers’ life, it is therefore essential for workers to seek its satisfaction
in order to be able to render their services without reservation, which tends
to increase productivity at both employee and organizational levels. Job satisfaction
as an independent variable can be influenced by other variables such as wages,
benefits, job security, work type, family and so on.
Workers
plight in the country today has left many well meaning Nigeria with many
question some of these questions are how to satisfy our workers in their
various establishments.
Job
satisfaction describes how content an individual is with his or her job.
The happier
people are within their job, the more satisfied they are said to be. Job
satisfaction is not the same as motivation, although it is clearly linked. Job
design aims to enhance job satisfaction and performance; methods include job
rotation, job enlargement and job enrichment. Other influences on satisfaction
include the management style and culture, employee involvement, empowerment and
autonomous work groups. Job satisfaction is a very important attribute which is
frequently measured by organizations. The most common way of measurement is the
use of rating scaled where employees report their reactions to their jobs.
Questions relate to rate of pay, work responsibilities, variety of tasks,
promotional opportunity the work itself and co-workers.
Employees
have adopted mass retrenchment as only visible solution to solve the problem.
Obviously
the truth is that there is no more job satisfaction among workers and employer.
The reasons being that unsatisfied feelings and measured nature of their job.
In the light of the above circumstance, it will be very difficult. If not
possible for workers facing the delima to dedicate and committed to their job.
It will be
very difficult for such employer to integrate their corporate objective with
the individual workers.
The moment
workers objective collided with organizational objectives this will led to
bifurcation of objective.
This term
bifurcation of objective is very dangerous in both productivity and industrial
harmony. It is simply means that workers personal interest is vigorously
pursed.
How ever
this study is based on the first three human needs theory propounded by Maslow.
These are the physiological needs, safety needs, esteem need, belonging need of
Abraham Maslow.
It is
important to hold a constant factor other than the nature of work in company
device, from hob varying in level of skills and complexing, since job
satisfaction is very greatly in the satisfaction and degree of commitment.
1.2
STATEMENT OF PROBLEM
Poor job
satisfaction coupled with low employee effects productivity in an organization.
Again, we have basic human nature at workplace. When employees are unhappy,
they do not focus well and they do not pay attention to their tasks. They find
hundreds of other things to do that could give them satisfaction. When one
member of a team displays low productivity, it is only natural for other
members of the team to feel dissatisfied as a result, and their productivity
will begin to decline as well. It is a vicious cycle that is common in most
organizations.
Low job
satisfaction also creates high turnover rates with employees. Sooner or later,
the employee is going to quit so that they can find a job that gives them much
satisfaction. Many industries such as banks industry suffer from high turnover
rates and the inability to retain qualified workers. It is up to small business
owners and managers to find a way to increase job satisfaction, particularly in
difficult industries in which the jobs are tough and the pay is low.
1.3
OBJECTIVE OF THE STUDY
This study
is designed to investigate the effect of employees’ job satisfaction on
organizational productivity in the selected business enterprise in with view to
identifying issues and prospect as the affects.
1. To find
out whether job satisfaction affect employees’ productivity
2. To find
out whether employees’ satisfaction depends on adequate compensation.
3. To find
out if there is any relationship between job satisfaction and employees’
morale.
1.4 RESEARCH
QUESTION
It is the
objective of this study to know if:
1. Does job
satisfaction affect employees’ productivity?
2. Does
employees’ satisfaction depend on adequate compensation?
3. Is there
any relationship between job satisfaction and employees’ morale?
1.5 RESEARCH
HYPOTHESIS
HYPOTHESIS I
Ho: Job
satisfaction doe not affect employees’ productivity
Hi: Job
satisfaction affects employees’ productivity
HYPOTHESIS
II
Ho:
Employees’ satisfaction does not depend on adequate compensation.
Hi:
Employees’ satisfaction depends on adequate compensation.
HYPOTHESIS
III
Ho: There is
no relationship between job satisfaction and employees’ morale.
Hi: There is
relationship between job satisfaction and employees’ morale.
1.6
SIGNIFICANCE OF THE STUDY
The findings
from the study serve as a reference for future researchers who may while wish
to explore the subject. This will enable them to get feedback regarding the
effectiveness of the subsequent policy formulation and planning.
The employee
themselves will find this study very useful it will the need arise. The
motivational tendency of workers to feel that their effort and welfare have
been recognized in an organization.
It will also
give the employees the idea of what to expect the management to do for them and
also serve as a guide enabling them set limit to their unnecessary demands.
The employee
will serve the effort of any of the management and restores sanity to
organization productivity. The workers used for the study should not only be useful
at a practical level but all in the theory where it would assist in propagating
knowledge in workers job satisfaction. It would also constitute a useful and
interesting text in library. The study would also provide a data base for
future research work.
1.7 THE
SCOPE OF THE STUDY
This study
was limited to the effect of job satisfaction on organizational productivity
using Union Bank as a case study. The area therefore, is Union Bank Plc,
Akakpava in which useful data where gather for the research study.
1.8
LIMITATION OF THE STUDY
There is no
gain saying that there are no limitations in research work generally. Any
shortcoming that arises in this study is as a result of factors which are
beyond the researcher’s control.
Therefore,
it will be of more importance to highlight certain militating factors that tend
to narrow or limit my scope of study. This project research would have been
easier if not for these limiting factors:
1. Time
factor: time was not on the researchers to consult various sectors of the
economy to review employees or given out questionnaire to various institutions
on the effect of government revenue policies.
As we all
know, time is never our friend. The time scheduled for the completion of this
research thesis was too short. As a result, generating information/data was
strenuous as it coincides with final year examination period, which needed
attention.
2. Finance:
this is another barrier that limited the researcher’s work.
3. Available
resources: was unavailable for the research work.
1.9 THE
DEFINITION OF TERMS
1. Drive –
The motivational to act or carry out an action.
2. Emotion –
The inward feelings for outward observation.
3. Job
satisfaction – The total body of felling that an individual has about his job.
4. Ethic –
The professional rules or code of doing job.
5. Corporate
objective – the company set goal.
6.
Bifurcation of objective – When the corporate objective conflict with the
workers objectives.
7.
Conceptualized – this means the imagination and visualized the presence of
something in presence.
8.
Interesting – The job or satisfaction and desire from doing something he
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