The Impact of Employee Job Dissatisfaction on Organizational Performance
CHAPTER ONE
Objective of the Study
The main objective of this study is to find out the impact of employee job dissatisfaction on organizational performance, specifically the study intends to;
- Find out the factors that cause job dissatisfaction among employees
- Analyze the impact of employee job dissatisfaction on organizational performance
- Investigates the factors that lead to job satisfaction among employees
CHAPTER TWO
LITERATURE REVIEW
Conceptual Definitions
Definition of Job Satisfaction/Dissatisfaction
Job satisfaction/dissatisfaction has been defined in different perspectives by numerous authors and numbers of theories. (Hornby, 2000) satisfaction means the good feeling that somebody has when he has achieved something or when something that somebody wanted to happen does happen or something that gives somebody this feeling. This implies that contrary to this is dissatisfaction. Job satisfaction is sense of inner fulfillment and pride achieved when performing a particular job. Job satisfaction occurs when an employee feels he has accomplished something having importance and value worthy of recognition; sense of joy.
Job satisfaction is defined as the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs (Spector, 1997). This definition suggests job satisfaction/dissatisfaction is a general or global affective reaction that individuals hold about their job. While researchers and practitioners most often measure global job satisfaction/dissatisfaction, there is also interest in measuring different “facets” or “dimensions” of satisfaction/dissatisfaction. Examination of these facet conditions is often useful for a more careful examination of employee satisfaction/dissatisfaction workers, pay, job conditions, supervision, nature of the work and benefits” (Williams, 2004).
Smith (1969) perceived job satisfaction as the “extent to which an employee expresses a positive orientation towards job” Wikipedia (2007) notes that job satisfaction describes how content an individual is with his or her job. Job satisfaction has also been defined as a pleasurable emotional state resulting from the appraisal of one’s job, an effective reaction to one’s job and an attitude towards one’s job (Brief, 1998). Weiss (2002) argued that it is an attitude but pointed out that researchers should differentiate between the objects of cognitive evaluation which affect (emotion), beliefs and behaviors. Other authors argue that job satisfaction/dissatisfaction may include factors such as workload, physical conditions, and carrier aspirations of individuals. Job satisfaction is often described as the quality of life at work as experienced by the employee, and the condition that could be promoted by social responsibility programs executed by the employer.
The profounder argues that job satisfaction is reinforced by the state that employees have individual sets of expectations which are met. When those expectations are unmet, it results into dissatisfaction that leads to high turnover, absenteeism, increased complaints, psychological disengagement, low levels of involvement and organizational commitment, poor performance, low productivity and illness.
Theoretical Framework
There are theories which try to explain satisfaction/dissatisfaction and factors affecting it. Such theories are Maslow Theory, Hertzberg Motivation – Hygiene Theory (Two Factor Theory), McClelland’s Theory of Needs, Theory X and Social Action Theory. Some of these theories are Maslow Theory. The theory tries to explain the five hierarchies of needs and that the lower order needs must be met before higher order needs could be met. Contrary to the hierarchy is job dissatisfaction. Hertzberg Motivation – Hygiene Theory explains factors leading to satisfaction and dissatisfaction. That the factor leading to satisfaction are achievement, recognition, work itself, responsibility, advancement and growth and the factors leading dissatisfaction are company policy, supervision, relationship with boss, work conditions, salary and relationship with peers. McClelland’s Theory of Needs proposed that an individual’s specific needs are acquired over time and are shaped by one’s life experiences and these needs can be classed as achievement, affiliation and /or power. Douglas McGregor proposed Theory X which assumes that the average person dislikes work. Social Action Theory which explains that employees would regard what other employees get from other similar organizations.
CHAPTER THREE
METHODOLOGY
Research Design
This defines research design as “the scheme, outline, or plan that is used to generate answers to research problems.” It constitutes the ways data has been collected, measured and analyzed. The research design used in this study is Case Study Design. The study aimed at assessing the employees’ job dissatisfaction and organizational performance in the Nigeria Police Force.
Study Population
Population is a group of individuals who have one or more common characteristics that are of interest to the researcher (Best and Khan, 1998). The population for this study included police employees under NPF Ogun state whose sum is approximately 718
CHAPTER FOUR
PRESENTATION AND ANALYSIS OF FINDINGS
Characteristics of Respondents
Sex of the Respondents
One of the characteristics of respondents that was considered by the researcher, was the sex of the respondents. This is about the distribution of respondents by sex as shown in table 4.1 below.
CHAPTER FIVE
SUMMARY CONCLUSION AND RECOMMENDATION
Summary of the Study
The study was about the effects of employees’ job dissatisfaction on organizational performance in Nigeria Police Force. The objectives of this study were to identify the domain of employees’ job dissatisfaction in Nigeria Police Force. The study also explored the actual reasons for job dissatisfaction and effects of job dissatisfaction in Nigeria Police Force. Finally, this study identified ways to reduce job dissatisfaction in Nigeria Police Force.
This study used a mixed method approach done randomly to data collection. The target audience was police officers in Nigeria Police Force, Headquarters. Interviews were conducted to amplify findings from the literature as the first part of the study. A survey was developed based on both interview and questionnaire findings and research to gain knowledge from a larger audience. Questionnaires were distributed to police officers in Headquarters (N=125). The survey used a five-point Likert scale to determine the degree in which agents agreed with the statement or disagreed with the statement. The data collected were analyzed using simple mathematics.
Recommendations
Policy implications that can be drawn from this study are those that can make the job satisfiers offered to police employees attractive and competitive to be able to reduce employee turnover and absenteeism among the police officers. The application of job satisfaction in the workplace is a tough concept to grasp due to its individualistic and circumstantial nature. What one employee desires from their work, another may not. For instance, one employee may put their salary in high regard, while another may find autonomy most important. Unfortunately, one aspect alone will most likely not affect an employee’s job satisfaction. There are numerous aspects of a job that an organization can manage to reduce job dissatisfaction in the workplace, such as:
- Company Policies – Policies that are clear, fair and applied equally to allemployees will decrease dissatisfaction. Therefore, fairness and clarity are important and can go a long way in improving employee
- Salary/Benefits- Making sure employee salaries and benefits are comparable to other organization salaries and benefits will help raise If a company wishes to produce a competitive product they must also offer competitive wages. In addition, this can help reduce turnover, as employees are more satisfied when paid competitive wages than if they are being underpaid.
- Interpersonal/Social Relations – Allowing employees to develop a social aspect to their job may increase satisfaction as well as develop a sense of teamwork. Co-worker relationships may also benefit the organization as a whole; given that, teamwork is a very important aspect of organization productivity and success. Moreover, when people are allowed to develop work relationships they care more about pulling their own weight and not letting co-workers down.
- Working Conditions – Keeping up to date facilities and equipment andmaking sure employees have adequate personal workspace may decrease A cramped employee is a frustrated employee plus faulty equipment provides frustration in trying to get work done.
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