Job Satisfaction Among Workers in Government Establishments: A Study of the Ministry of Works in Birnin Kebbi LGA
Chapter One
OBJECTIVE OF THE STUDY
The main objective of this study is to ascertain how workers are satisfied with their jobs. Specifically, this study will seek among other things, to:
- Find out whether ethnic background affects job satisfaction.
- Examine worker’s perceptions of their relationship with others.
- Ascertain whether worker’s perception of their salary affects their level of satisfaction.
- Verify how workers’ gender affects their satisfaction in the workplace.
- Determine worker’s perception of how their group affects their satisfaction.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
INTRODUCTION
Job satisfaction, which is defined as the ‘pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience’ (Locke 1976: 1300), represents an interaction between workers and their work environment in that the workers gauge the congruence between what they want from their jobs and what they perceive they receive (Wright and Kim 2004). Indeed, job satisfaction is commonly explained using the person-environment fit paradigm or needs-satisfaction model (Davis and Newstrom 1999; Hamermesh 2001). The more a job fulfills the workers’ needs, the higher should be their job satisfaction levels (Kristof-Brown 1996). Empirical evidence of factors affecting job satisfaction in the public sector has pointed to various aspects. One of these is the personal characteristics of employees. For example, Traut et al. (2000)found that older workers in a fire rescue department were less satisfied with their jobs than their younger counterparts. Another factor that is reported to be closely linked to job satisfaction in the public sector is the employee’s PSM. Studies on PSM have shown that public employees motivated to serve the public interest are more satisfied with their jobs (Naff and Crum 1999; Pandey and Stazyk 2008). There have also been studies that link job and organizational factors to job satisfaction. Using a large survey of US municipal employees, Ellickson (2002) found significant effects for various environmental factors, such as the availability of opportunities for promotion and supervisory relationships, but almost none for demographic variables. Similarly, drawing on secondary data covering more than 14,000 Dutch public employees, Steijn (2004) found that the effect of individual characteristics on job satisfaction is at best small, whereas job and organizational characteristics are more important, particularly the intrinsic aspects of the work situation. In their study of Australian police officers, Noblet and Rodwell (2009) found that respondents who were provided with more decision-making latitude or independence in their jobs and support from supervisors and co-workers were more satisfied with their jobs. The relationship between job satisfaction and its determinants should also make allowances for the national work context. This is particularly relevant in cross-country comparisons. In their comparisons of PSM between the UK and Germany, Vandenabeele et al. (2006) found differences in the elements of PSM between the two countries, which led them to suggest that the values, beliefs, and attitudes concerning public service are not the same in both countries. Institutional, cultural, socio-political, and economic differences are some of the reasons that can account for country variances in the relationship between job satisfaction and its antecedents. Institutions are important because government workers ‘are not free-floating and unencumbered but … [they] … operate within an institutional context that at least in part determines their behavior’ (Howlett 2004: 319-320). Vandenabeele et al. (2006: 29) defined institutions as ‘formal or informal, structural, societal or political phenomena that surpass the individual level and are based on more or less common values’. Although individuals, groups, and states can have their distinct interests, they pursue them within the context of existing formal organizations, and rules and norms that shape expectations about appropriate behavior and affect the possibilities of their realization. The rules and norms influence people differently, partly because the social and cultural mechanisms that transmit institutional content, particularly public content, vary across societies (Perry and Vandenabeele 2008). In sum, the job satisfaction of government workers across different countries is likely to be an abstract of a variety of components: PSM, workplace attributes, work relationships, and even the country’s environment. These are elaborated in the subsequent sub-sections.
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study job satisfaction among workers in government establishment
Sources of data collection
Data were collected from two main sources namely:
(i)Primary source and
(ii)Secondary source
Primary source:
These are materials of statistical investigation which were collected by the research for a particular purpose. They can be obtained through a survey, observation questionnaire or as experiment; the researcher has adopted the questionnaire method for this study.
Secondary source:
These are data from textbook Journal handset etc. they arise as byproducts of the same other purposes. Example administration, various other unpublished works and write ups were also used.
Population of the study
Population of a study is a group of persons or aggregate items, things the researcher is interested in getting information job satisfaction among workers in government establishment. 200 staff of Birnin Kebbi, Kebbi state was selected randomly by the researcher as the population of the study.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain job satisfaction among workers in government establishment. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of job satisfaction among workers in government establishment
Summary
This study was on job satisfaction among workers in government establishment. Four objectives were raised which included: Find out whether ethnic background affects job satisfaction. Examine worker’s perception on their relationship with others, ascertain whether worker’s perception of their salary affect their level of satisfaction, Verify how workers’ gender affect their satisfaction in the work place, Determine worker’s perception of how the group they belong to affect their satisfaction. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of birnin kebbi LGA, Kebbi state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made director, administrative staff, senior staffs and junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
From the above presentation, it can be concluded that
(1) the compensation significant effect on the performance of employees, either directly or indirectly through job satisfaction. Variable compensation should be maintained and improved so that the performance of employees in the activities of public services can be more optimally;
(2) the development of employees not exhibited significantly affect the performance of employees, either directly or indirectly through job satisfaction. Development of employees in the public sector should be corrected and improved to make it more meaningful for public service employee performance;
(3) Job satisfaction is an important instrument for variable compensation in predicting employee performance
Recommendation
The government should consider all factors like promotion, working conditions, co-workers and nature of work which have significant impact on the job satisfaction level as proved in this study. In the light of above results it is, therefore, recommended that in order to enhance the employee performance in the autonomous medical institutions, the government should focus on all facets of job satisfaction and not only on any one of these factors.
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