THE RELATIONSHIP BETWEEN OPTIMAL JOB SATISFACTION AND EFFECTIVE EMPLOYEE PERFORMANCE
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FIRST PART
INTRODUCTION
1.1 Background of the Research
Job satisfaction is often understood to be an attitude toward one’s job, or an affective or emotional response to various aspects of one’s job. A person with high job satisfaction has good attitudes toward his or her employment, whereas a person with low job satisfaction has negative attitudes toward his or her job. Job satisfaction is a product of employees’ perceptions of the degree to which their jobs supply perceived essentials. Job satisfaction is also defined as the combination of effects created by an individual’s impression of his requirements being met in regard to his work and his environment. Moreover, job satisfaction is a complicated combination of knowledge, emotion, and dispositions. There is no definitive method for assessing job satisfaction, although there are numerous methods for determining whether an employee is content or unsatisfied with his or her position. A questionnaire can be used to measure job satisfaction. In this method, the questionnaire measures the employee’s contentment with the many characteristics or facets of the job, and the sum of all satisfaction scores is considered the overall job satisfaction (JS). Almost any job-related element can affect a person’s level of job satisfaction or discontent, and a variety of factors impact job satisfaction. Pay, the nature of the work, promotions, supervision, the work group, and working environment are the most significant factors of job satisfaction (Theresa et al, 2016).
Furthermore, employee performance is heavily influenced by perception, values, and attitudes, and there appear to be so many variables affecting job performance that it is nearly impossible to make sense of them. Performance is a function of an individual’s aptitude, skill, and effort in a specific circumstance. In the short term, the skills and talents of employees are rather stable (Theresa et al, 2016). This study defines employee performance in terms of effort expended on the job. Effort is an internal force that motivates a person to work willingly. When employees are satisfied with their job and their needs are met, they develop an attachment to their work, or they make an effort to perform better. However, increased effort does not necessarily result in improved performance. The achievement of a high level of performance through productivity and efficiency has always been a top priority for any firm. In order to accomplish this, a highly satisfied work force is essential. However, when employees are dissatisfied with the nature of the work they perform, their level of commitment may be intentionally lowered. Furthermore, since employees are the engine room of an organization, their dissatisfaction with the nature of the work they perform may threaten the organization’s overall performance. A disgruntled employee likely to have low job morale, and when employees’ job morale is low, their performance may be impacted.
1.2 Description of the Problem
Job satisfaction is a significant factor in people’s performance at work, and it influences employees’ contributions to an organization’s effectiveness and efficiency; consequently, employees’ perceptions of their employer’s general working environment are crucial to the achievement of an organization’s goals. The greater a person’s satisfaction with his or her work, the more likely he or she is to find coping mechanisms. However, it has been observed that many employees in Nigeria do not experience any sense of fulfilment or enjoyment from their jobs. This is primarily due to their workload, their boss, or their lack of interest in the job. It has been documented so many times that employers maltreat their employees and threaten to fire them, but due to the problem of unemployment, the employee has no choice but to endure the torture. Therefore, the purpose of this study is to determine the effect of job satisfaction on employee performance in the De-United Foods Industry (manufacturers of Indomie).
1.3 Objective of the Research
This study’s primary purpose is to determine the relationship between optimal job satisfaction and successful employee performance in De-United Food Industries.
1. Determine and assess the relationship between optimal job satisfaction and employee job satisfaction
2. Determine the factors that influence an employee’s work satisfaction
3. Analyze the relationship between employee job satisfaction and organization productivity
1.4 Investigative Question
Does optimal job satisfaction have any effect on employee job satisfaction?
What are the aspects that influence an employee’s job satisfaction?
What influence does employee job satisfaction have on the productivity of an organization?
1.5 Scientific Hypothesis
False: optimum job satisfaction has no effect on employee job satisfaction
Hello: optimum job satisfaction has no effect on employee job satisfaction
1.6 Importance of the Research
This research is important because it will contribute to the existing body of knowledge in this field. It is also significant since it would provide information on the management trend and journey of Government Owned Enterprises and private companies to date. The study’s findings will be insightful since they will demonstrate how much job satisfaction is available in firms and how this has affected employee productivity.
This study will also be beneficial to economists, management professionals, students, and the general public because it will offer guidance for the future. The proposals will be important because they will provide guidance to the CEOs and management of various organizations regarding the proper connection between the government and enterprises.
1.7 Scope of the Research
This research will be undertaken at De-United Food Industry Limited (DUFIL), the producers of Indomie in Ado-Odo Otta, LGA. Consequently, this research will examine the notions of job satisfaction and how they influence employee happiness at DUFIL.
1.8 Limitations of the Research
During the course of study, obtaining funding for general research will be a struggle. In addition, respondents may not be able to or want to submit the questionnaires provided to them.
However, it is anticipated that these limitations will be overcome by maximizing the use of available resources and devoting additional time to research. Therefore, it is strongly expected that despite these constraints, their impact on this research report will be small, allowing the study to achieve its purpose and significance.
1.9 Explanation of Terms
A feeling of fulfillment or delight that an employee derives from his or her employment.
The job-related duties expected of an employee and the degree to which those duties were carried out.
THE RELATIONSHIP BETWEEN OPTIMAL JOB SATISFACTION AND EFFECTIVE EMPLOYEE PERFORMANCE
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