JOB SATISFACTION; ITS DETERMINANT AND RELATIONSHIP WITH EMPLOYEE PRODUCTIVITY
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JOB SATISFACTION; ITS DETERMINANT AND RELATIONSHIP WITH EMPLOYEE PRODUCTIVITY
Chapter one
INTRODUCTION
1.1 Background for the Study
Job satisfaction is an employee’s attitude towards their job; in other words, it is an affective or emotional reaction to many aspects of one’s work. A person with a high level of job satisfaction has good views towards his or her employment, whereas a dissatisfied employee has negative attitudes towards the job.
Job satisfaction is determined by employees’ perceptions of how well their jobs supply the things they value. Job satisfaction is also defined as the combination of effects created by an individual’s impression of fulfilling his needs in relation to his work and the surroundings. (Theresa & Henry 2016)
Furthermore, job satisfaction is a complicated combination of knowledge, emotion, and inclinations. There is no definite method for assessing job satisfaction, although there are several techniques to determine whether an employee is content or unsatisfied with his or her employment.
A questionnaire can be used to measure job satisfaction. In this method, the employee’s satisfaction with the many characteristics or facets of the job is measured, and the sum of all satisfaction scores is used to calculate overall job satisfaction.
Almost any job-related issue can influence a person’s level of job satisfaction or unhappiness, and job satisfaction is influenced by a variety of factors.
The primary ones can be summarised by recalling the elements of job satisfaction: compensation, work itself, promotions, supervision, workgroup, and working environment.
Furthermore, employee performance is heavily influenced by perception, values, and attitudes; there appear to be so many variables influencing job performance that it is nearly hard to keep track of them all. Performance is described as a function of individual talent, skill, and effort in a certain environment.
In the short run, employees’ skills and abilities remain generally consistent. As a result, for the sake of this study, the researcher defines performance as the amount of effort that employee puts into his or her job.
Effort is an internal force that motivates a person to work willingly. When employees are satisfied with their jobs and their needs are met, they develop an attachment to work or make an effort to perform better, but increased effort results in better performances (Theresa and Henry 2016).
According to Pushpakumari (2008), achieving high levels of performance through productivity and efficiency has always been a top focus for organisations. To do this, a highly satisfied workforce is vitally necessary for an organization’s performance advancement. Employees who are satisfied with their jobs are more likely to work harder and better.
As a result, every organisation strives to cultivate a contented workforce in order to run its operations smoothly. However, overall organisational performance is determined by the efficient and effective performance of individual employees.
As a result, every organisation relies heavily on individual employee performance in order to achieve high levels of productivity. Employee effort is a key aspect in determining how a person will succeed. When an employee is satisfied with his or her employment, he or she is inspired to put in more effort to perform well.
Then it tends to improve the overall performance of the organisation. In other words, a contented individual employee, along with his or her efforts and devotion, is critical to the organization’s success.
1.2 Statement of Problem
Most private-sector organisations in Nigeria struggle with how to please their employees in order to increase productivity and maximise profit. Over time, organisations have suffered from low productivity, ineffectiveness, inefficiency, and a lack of growth. This is the effect of employees’ low job satisfaction. Inadequate compensation, lack of status, and other related issues.
Also, in the public sector, there is an ongoing strike, and workers’ demands for salary and allowance increases are being ignored. This leads to a lack of dedication to responsibility. Lateness to work is a major issue in public sector organisations.
This could be due to job dissatisfaction. Higher absenteeism is becoming the norm in the organisation as no one takes on the responsibility of checking attendance. Everyone is their own employer; there are no restrictions on movement, and there is no set schedule for arriving at and leaving work.
The aforementioned factors all contribute to job dissatisfaction, because if an individual believes he has been treated fairly in terms of the outcome he receives or the process used
he will be satisfied and will work tirelessly to move the organisation forward; thus, the purpose of this research is to investigate the relationship between job satisfaction and employee productivity.
1.3 Object of the Study
The primary goal of this study is to determine the relationship between job happiness and employee productivity in Nigeria. Specifically, the study aims to:
1. Determine the relationship between job happiness and employee productivity.
2. Evaluate the impact of job satisfaction on staff productivity.
3. Investigates the aspects that contribute to employee work satisfaction.
4. Determine the variables that restrict job satisfaction among workers
1.4 Research question
1. Is there a relationship between job satisfaction and staff productivity?
2. What is the relationship between job happiness and employee productivity?
3. What variables contribute to work satisfaction among employees?
4. What factors prevent people from feeling satisfied with their jobs?
1.5 Research Hypothesis.
Ho: no association exists between job satisfaction and staff productivity.
Hello: There is a link between job satisfaction and staff productivity.
1.6 Significance of the Study
This research will help managers in various organisations understand how to correctly express the necessary components for employees in order to improve effective job satisfaction.
This research will also benefit policymakers and regulators in the public sector by presenting a scheme that, through its analysis, will assist them in enunciating policies that will benefit workers.
Finally, this research will be used as a guide and reference for future research.
1.7 Scope of Study
This research will be undertaken in Ado-Odo LGA in Ogun state because the local government area is home to many organisations. It will also look at the notion of job happiness and employee productivity, as well as their relationship.
1.8 Delimitation of the Study
Obtaining funding for general research projects will be difficult during the course of studies. Correspondents may also be unable or unwilling to complete and submit the questionnaires provided to them.
However, it is hoped that these limits will be addressed by making the best use of existing materials and devoting more time to study. As a result, it is strongly thought that despite these constraints, their impact on this research report will be small, allowing the study’s purpose and significance to be achieved.
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