The Impact of Job Satisfaction and Workers Performance in the Health Sector
Chapter One
OBJECTIVES OF THE STUDY
The main objective of this study is to examine the impact of job satisfaction on employee’s performance in the public sector. The specific objectives are:
- To examine how good incentive scheme brings about job satisfaction and encourages the employees to perform more.
- To obtain the extent to which favorable working environment can result to increase in performance.
- To assess how recognition and rewards makes employees to feel satisfied and improve their performance.
- To identify the factors that can lead to dissatisfaction and affect employee’s performance.
- To discuss strategies by which workers can get most satisfaction from the job itself.
CHAPTER TWO
LITERATURE REVIEW
INTRODUCTION
This chapter will review the concept of job satisfaction, job satisfaction theories factors that influence job satisfaction and job satisfaction and employees performance. The theoretical framework will be presented.
The Concept Of Job Satisfaction
Job satisfaction as a subject is not a new thing to humans. In what ever a person does he wants to derive some kind of satisfaction from it, so it is with the job one does. Many scholars have written on job satisfaction, but some of these definitions by the scholars will be considered in this study.
According to Locke (1969), job satisfaction is an emotional concept, a feeling not behaviour or activity. Research has shown that this feeling is related to behavioural outcomes that are counter – productive when they are negative (i.e. job satisfaction).
According to Nnoli (2000), “Job satisfaction is the total satisfaction one derives from his job in terms of condition of service”. By his own definition, job satisfaction is all about how an individual or employee perceives his job as being attractive enough and rewarding. This has to do with the wages, benefits and environment, which put together causes joy in the heart of the employee and makes him to feel a part of his organization.
From the above, it shows that the concept of job satisfaction revolves around the pleasurable emotional state resulting from the appraisal of ones job as achieving one’s job values. Most importantly, a negative feeling towards one’s job is a symptom, a cue that something is wrong. It may simply be disendientment with one’s own lot in life, or it may be psychological frustrations resulting from a feeling of uselessness because one’s job offers no challenge.
Job Satisfaction Theories
A number of important theories of motivation have been developed to help management understand the complexities involved in motivating people to accomplish organizational goals willingly and effectively. These theories emanate from the views of classical and traditional philosophy and modern philosophy of management. The traditional management focused attention on the tasks, structure and authority, while the modern management, emphasized on human dimension in an enterprise and importance of psychological and social factors in shaping employees behaviour.
The Two Factor Theory
This theory was proposed by Fedrick Herzberg based on findings from a study in to the cause of job. Satisfaction and dissatisfaction among engineers and accountants working in Pittsburg Steel Industry (Miskel, 2001).
The result of thee study showed that five factors are determiners of job satisfaction which are: Achievement recognition, work itself, responsibility and advancement. These factors are called ‘satisfiers’. It was also known that the factors that contribute to job satisfaction and distinct and separate from those that contribute to job satisfaction. These other factors are called dissatisfiers, or hygiene factors and include: supervision, salary, work condition, interpersonal relations and organizational policy and administration. These satisfiers are therefore termed non-motivators since their presence do not imply job satisfaction. But the absence of the dissatisfiers results in dissatisfaction since they are meant to maintain healthy working environment. The dissatisfiers or non – motivators make workers want to stay on their job but not necessarily to work harder and improve productivity why Dale (2003) noted “improving hygiene factors will not make for motivation just as good medical hygiene may prevent disease but not cure it.
On the other hand, the satisfiers are termed motivators. This is because these factors are the job content and have potentials of yielding a sense of satisfaction among workers.
The implementation of these finding to UDUTH employees is that if these factors are present in the system, it would be stimulated to increase productivity.
Social Man Model
The social man model resulted from the Hathronies Studies (1927 – 1932) in which it was found that personal attention to a work influence work activity positively and that the individual was much concerned about his own well being as he was influenced by the expectations and social pressures of his colleagues.
The social men model is concerned with the satisfaction or happiness the individual could derive from an activity. These social aspects of man include such factors as social approval, prestige, friendly relationships and belonging to informal group.
The model maintained that job satisfaction arises largely from the individuals interpersonal relationships. The implication of this theory is that the employees in UDUTH should be satisfied as an evidence of job satisfaction. The employees should desire to establish friendly relationship with fellow workers, members of the society and sick people on sick bed. This could lead to much job satisfaction.
However Herbert (1980) has criticized the social man model by saying that: “If it is carried too far, it reaches a stage in which a work is done but individuals continue to have a good time”.
Money As A Motivator
In expressing classical views Hicks and Gullet (2001) stressed that:
“Money is the prime motivator of any worker and not intrinsic reward that an individual can get from work, that money could be used to help satisfy and all the level of needs in Maslow hierarchy.
For instance, money serves as a means of providing us with needed goods and services and as a symbol of power and status. It stimulates job efforts resulting in job satisfaction.
Among various organizations money has been used to settle workers strike include health workers Sapiro (2000) stated that “millions of Americans believe that money has the ability to satisfy practically all needs of life.
Ejiogu (2005) observed that 90% of health workers are not interested in being involved in decision making, but maintained that as log as they are well paid and regularly too, they would go on with their job happily.
CHAPTER THREE
Research Methodology
Introduction
This chapter presents the methodology used for data collection under the following sub heading: Research design, population for the study, sample and sampling technique, instrumentation, method of data collection and method of data analysis.
Research Design
The study adopted the descriptive survey method. A questionnaire will be designed to aid in soliciting responses from the respondents on the subject. The survey design was chosen because it involved collecting data in order to test hypothesis or answer questions concerning the current status of the subject of the study and report the way things are (Gay, 1991). The survey method was chosen for the study because according to Best and Khan (1995), it helps to describe record analyze and interprete the conditions that exist in a study. This method is also less expensive and saves time.
Population for the Study
The targeted population for this study includes all the staff of Federal medical center (FMC) Asaba. FMC has a staff population of 516 persons.
Sample and Sampling Technique
The samples for this study include the employees of Fereral medical center Asaba and other well informed members of the society who the researchers believe can answer the questionnaire. In all a total of 100 questionnaires will be distributed to the respondents on a random basis. There will be no specific number of questionnaire that will be issued to the staff of FMC or to the members of the public. Therefore, the simple random sampling technique will be used for the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
Introduction
This chapter is on data presentation and analysis. Data retrieved from the questionnaires administration to the respondents will be presented and analyzed through the use of frequency distribution table and percentage. Also testing of research hypotheses through the use of the chi-square method will be presented as weal as the summary of findings.
Table one; Questionnaire administered to the respondent.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Summary
The study carried out an investigation on assessment of the impact of job satisfaction on employee’s performance in the public sector.
Chapter one is the introductory part of the study, in the background information it showed that organizations’ employees are yearning for satisfaction. Need and environment play a role in determining man’s behaviour (Ujo, 2004). With the emergence of large formal organizations which made management more complex and the need to adjust the pattern of management. Workers are viewed as responding organisms that would increase their output in direct proportion to the favorableness of the work situation. Every worker is money conscious. UJo (2004) argued that what employees do when joining an organization to make an unwritten psychological contract for wages and working conditions. Employees are willing to give a certain amount of work and loyalty and in return they demand more than economic rewards from the system. Employees demand different things that can give them job satisfaction. Although a greater deal of FMC employees consider the job as means of providing them with the necessary money to carter for their needs. Employees achieved different level of satisfaction at different period.
Chapter two reviewed related literature. The review shows that job satisfaction is the total satisfaction one derived from his job in terms of condition of service different job satisfaction theories such as the two factors theory, social man-model, money as a motivator, job characteristic models, equity theory, Maslow’s Hierarchy of needs all these theories tries to shown productivity. The factors that influence job satisfaction were identified as; financial reward, work environment, educational level. Also it shows that satisfaction causes performance and performance causes satisfaction.
Chapter three presented the methodology used for data collection. The primary source of data collection was adopted and questionnaire was the only instrument used for obtaining data for the study.
In chapter four the analysis of data revealed that FMC employees are satisfied with their condition of service and these results to the high performance in the organization.
Conclusion
From the investigation carriedout it is obvious that job satisfaction of the employees leads to enhanced performance in the organization. Every big organization today want to ensure that their employees put in their best in order to promote the organization. Organizational performance in organization such as FMC which is a security organization can be more effective if the employees are well motivated. Motivating employees is one of the best ways to make them feel satisfied with their work and hence put in their best.
In FMC, the employees feel highly motivated and this gives them a degree of job satisfaction. The performance in the organization is high and this is because the condition of service is good enough. Non motivation will lead to job dissatisfaction and this will have great effect on organizational performance. Therefore, employees need to be given conditions that will be favourable to them and the organization in order to create a sense of belonging in the employees.
Recommendations
Considering some of the findings of the study and the problems identified it becomes imperative to attempt some recommendations that can serves as a panacea to these problems. The recommendations are: –
- Organizations should ensure that the conditions of service given to the employees are favourable to the employees and the organization.
- Employers of labour should ensure that their employees are well paid, as good wages is one of the best ways to ensure employees job satisfaction.
- The number of hours at wok should be reasonable so as to give the employee time for himself.
- Employees should be promoted as and at when due so as to boost their morale and make them feel satisfy.
- Employees should be rewarded for their effort, this will go a long way to give employees a sense of belonging.
- Employees should be encouraged to further their education since education helps to improve and employee’s position and pay which gives job satisfaction.
REFERENCES
- Adeyinka, A.A. (2002), “The Empirical Analysis of the causes and Effects of Job satisfaction in selected organizations in Port Harcourt”. University of Port Harcourt B.Sc Thesis.
- Aldag and Brief (2001), “Employees Attitude and Employees performance”, Prentice, Hall, London.
- Dale, E. (2003), “Management Theory and practice”, McGraw Hill, Huckland
- Davis, K. (1977), “ Human Behaviour at work”, McGraw hill, New York.
- Ejiogu, A.M. (2005), “Theories of Job satisfaction and Job performance; An overview and critigue”, Jola Press, Lagos.
- Adeniyi U.W. (2002), “Correlates of Job satisfaction between U.S and Nigerian Workers”, journal of Social Sciences and Humanities, Vol.2 No. 1 P.17.
