Impact of Job Satisfaction on Worker’s Performance (Case of Guinness Nigeria Plc)
CHAPTER ONE
OBJECTIVES OF THE STUDY
The main objective of this study is to determine the effect of job satisfaction on workers performance in Guinness Nigeria plc. The specific objectives are therefore listed below;
- To find out the relationship that exists between job satisfaction and worker performance in Guinness Nigeria plc
- To identify factors that determines job satisfaction of workers and their consequential effects worker performance.
- To determine whether there is a difference in the way senior staffs and junior staffs perceive the job satisfaction.
CHAPTER TWO
LITERATURE REVIEW
INTRODUCTION
Our focus in this chapter is to critically examine relevant literature that would assist in explaining the research problem and furthermore recognize the efforts of scholars who had previously contributed immensely to similar research. The chapter intends to deepen the understanding of the study and close the perceived gaps.
CONCEPTUAL FRAMEWORK
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 ajob fulfils 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 who are motivated to serve the public interest are more satisfied with their job (Naff and Crum 1999; Pandey and Stazyk 2008). There have also been studies that link job and organizational factorsto job satisfaction. Using alarge survey of US municipal employees, Ellickson (2002) found significant effects for various environmental factors, such as 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 job 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 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.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitute of individuals or elements that are homogeneous in description.
This study was carried to examine Impact of job satisfaction on workers performance using case of Guinness Nigeria plc in Lagos state as case study form the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
TEST OF HYPOTHESIS
HO1: There is no significant relationship between job satisfaction and worker performance.
H1: There is significant relationship between job satisfaction and worker performance
HO2: There are no factors that determines job satisfaction of workers and their consequential effects worker performance.
H1: There are factors that determines job satisfaction of workers and their consequential effects worker performance.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain Impact of job satisfaction on workers performance ( case of Guinness Nigeria plc)
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 on workers performance
Summary
This study was on Impact of job satisfaction on workers performance ( case of Guinness Nigeria plc). three objectives were raised which included: To find out the relationship that exists between job satisfaction and worker performance in Guinness Nigeria plc, to identify factors that determines job satisfaction of workers and their consequential effects worker performance and to determine whether there is a difference in the way senior staffs and junior staffs perceive the job satisfaction. The study adopted a survey research design and conveniently enrolled 80 participants in the study. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from Guinness Nigeria plc, Lagos state. Hypothesis was tested using Chi-Square statistical tool (SPSS).
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 company 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 company should focus on all facets of job satisfaction and not only on any one of these factors.
REFERENCES
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- Coursey, D. H. & S.K. Pandey (2007). “Public Service Motivation Measurement: Testing an Abridged Version of Perrys Proposed Scale”, Administration & Society, 39, pp. 547-68.
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