EFFECT OF JOB SATISFACTION ON THE PERFORMANCE OF NON ACADEMIC STAFF IN MICHAEL OKPARA UNIVERSITY OF AGRICULTURE UMUDIKE
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EFFECT OF JOB SATISFACTION ON THE PERFORMANCE OF NON ACADEMIC STAFF IN MICHAEL OKPARA UNIVERSITY OF AGRICULTURE UMUDIKE
Chapter One: Introduction 1.1 Background of the Study
In today’s organisations, employees’ most pressing concern is their need for pleasure. Need and environment play a critical role in determining human behaviour (Ujo, 2004), and Maslow (1943) identified seven important human needs, ranked in order of priority: physiological, safety, love and affection, achievement, self-esteem, aesthetic, and self-actualization.
involves needs, wants, and satisfaction. Motivation specifically refers to “the drive and effort to satisfy an identified want or goal,” whereas satisfaction refers to “a state of contentment experienced when a specific want is satisfied.”
The question of job happiness has received a lot of attention throughout the years. This is because the significance of such an idea cannot be overstated. When huge formal organisations emerged, making management more difficult and causing a shift in dependent variables, little attention was paid to their impact on job performance.
The door was opened to consider the role of motivation in relation to performance and production morale, group dynamics, democratic supervision, and personal relationships, all of which are important and have been linked to job satisfaction and increased productivity in recent studies. Ujo (2004), paraphrasing Davis (1977), claims that when employees join an organisation, they form an unwritten psychological contract with it.
This contract is In addition to the economic contract governing salary and working conditions. Employees agree to provide a specific level of work and devotion,
but in exchange, they expect more than just financial incentives from the system. They seek stability, humane treatment, rewarding relationships with others, and assistance in meeting their aspirations.
If the organisation just fulfils the economic contract, employees will lose interest in their jobs. Following this tendency, it is widely agreed that job satisfaction is defined as the amount to which a job assists an individual in achieving his or her main employment values. This accord might be regarded as “unity in diversity” because the many definitions of job satisfaction all pointed to the same conclusion.
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 “satisfaction with employment” “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 fulfil one’s basic needs” .
Davis (1977) defines job satisfaction as “the favourableness or unfavourableness with which employees view their work.” A public servant, like any other worker, has a set of needs. They require food, housing, self-esteem, and self-actualization, to name just a few.
The need to meet some of these demands drives people to take these occupations. As a result, the attempt to find work may be motivated by a range of factors, some of which may be complex and contradicting, but the ultimate goal is satisfaction.
Although many Nigerian workers see their professions as a way to provide them with the money they need to meet their basic necessities, clothe themselves, and possibly save some of it or invest in their families.
Job conditions and employer-employee interactions are extremely essential because they influence worker performance. Every organisation, whether in the private or public sector, attempts to effectively elicit the best from its personnel; nonetheless, it appears that the desired goal remains elusive.
An in-depth examination of job satisfaction revealed that there are persons who are satisfied with their jobs despite their organization’s facilities for excellent working circumstances. According to studies, people experience varying levels of job satisfaction at different stages of their careers and occupational levels.
Closely related to this is the fact that, despite the increasing sophistication of technology, a large portion of the Nigerian workforce is dissatisfied with their positions, lacks commitment, and is always eager to quit for more promising and satisfying jobs.
Constant confrontations, disagreements, protests, tension, distrust, trade disputes, strikes, and so on characterised the actions of workers in various unions across Nigeria. This implies that the various organisations are far from resolving the workers’ situation.
It also means frustrating, unchallenging, disappointing, and bringing employment conditions.
1.2 Statement of the Problem
Despite the government’s restriction on private practice, public servants continue to engage in serious private business and, on occasion, use official time for personal business.
They sell, market, and even compete for contracts and supplies while they are supposed to be in their offices. Individuals whose ambitions and aspirations are blocked by the organisation grow disappointed, develop low self-esteem, become indifferent,
disinterested, and withdraw their self-commitment to their work. Personal business outside of the organisation becomes increasingly essential.
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