The Impact of Job Satisfaction and Workers’ Performance in the Health Sector (A Study of Federal Medical Centre, Asaba)
Chapter One
OBJECTIVE OF THE STUDY
The objectives of this study in addition to fulfilling a company’s requirement which includes the following:
- To investigate whether or not employees in statutory establishment are being motivated with working condition conducive to job satisfaction.
- To ascertain whether workers are allowed to participate in decision making in mimy sectoria ebonyi state and to see if the absence or presence of workers participation in decision faction.
- The research is also carried out to investigate if the availability of incentives such as promotion, training and of the year bonus job security etc. put workers into higher performance thereby bringing about higher productivity.
- To offer suggestions on measures that can enhance job satisfaction in organization both private and public satisfaction so as to minimize administrative problem arising from complete lack of or poorly applied incentives to worker.
CHAPTER TWO
REVIEW OF RELEVANT LITERATURE
Job Satisfaction
Locke and Lathan (2006) give a comprehensive definition of job satisfaction as pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience. Job satisfaction as a result of employee’s perception of how well their job provides those things that are viewed as important. According to (Mitchell and Lasan, 2007), it is generally recognized in the organizational behavior field that job satisfaction is the most important and frequently studied attitude. While Luthan (2008) posited that there are three important dimensions to job satisfaction: Job satisfaction is an emotional response to a job situation. As such it cannot be seen, it can only be inferred. Job satisfaction is often determined by how well outcome meet or exceed expectations. For instance, if organization participants feel that they are working much harder than others in the department but are receiving fewer rewards they will probably have a negative attitudes towards the work, the boss and or coworkers. On the other hand, if they feel they are being treated very well and are being paid equitably, they are likely to have positive attitudes towards the job. Job satisfaction represents several related attitudes which are most important characteristics of a job about which people have effective response. These to Luthans are: the work itself, pay, promotion opportunities, and supervision And coworkers. Job satisfaction of the librarian naturally depends on the economically, social and cultural conditions in a given country (Ebru, 2005). Alibrarian who cannot get a sufficient wage will be faced with the problem of maintaining his or her family’s life. This problem puts the librarian far from being satisfied. Especially the social facilities (transportation services, and consumer cooperatives –cash boxes) are sufficient because of the economic conditions. Low wages and lack of status and social security affect motivation. Job satisfaction cannot be talk of where there is absence of motivation. Job satisfaction of the librarian who has an important place in the information society will affect the quality of the service he renders. In this respect, the question of how the material and moral element affect the job satisfaction of the librarians gains importance (Ebru, 1995). Job satisfaction is so important in that its absence often leads to lethargy and reduced organizational commitment (Levinson, 2007, Moser, 2007). Lack of job satisfaction is a predictor of quitting a job (Alexander, Litchtenstein and Hellmann, 2007; Jamal, 2007). Sometimes workers may quit from public to the private sector and vice versa. At the other times the movement is from one profession to another that is considered a greener pasture. This later is common in countries grappling with dwindling economy and its concomitant such as poor conditions of service and late payment of salaries (Nwagwu, 2007). In such countries, people tend to migrate to better and consistently paying jobs (Fafunwa, 2001). Explaining its nature some researcher (e.g. Armentor, Forsyth, 2005, Flanegan, Johnson and Berret, 2006; Kadushin, and Kulys, 2005) tend to agree that job satisfaction is essentially controlled by factors described in Adeyemo’s (2000) perspectives as external to the worker. From this viewpoint satisfaction on a job might be motivated by the nature of the job, its pervasive social climate and extent to which workers peculiar needs are met. Working conditions that are similar to local and international standard
(Osagbemi, 2000), and extent to which they resemble work conditions of otherprofessions in the locality. Other inclusions are the availability of power and status, pay satisfaction, promotion opportunities, and task clarity (Bolarin, 2003; Gemenxhenandez, Max, Kosier, Paradiso and Robinson, 2007). Other researchers (e.g. MacDonald, 2006; O’Toole, 2000) argue in favour of the control of job satisfaction by factors intrinsic to the workers. Their arguments are based on the idea that workers deliberately decide to find satisfaction in their jobs and perceive them as worthwhile. Studies of job satisfaction and librarianship seem to consistently show there is a relationship between professional status and the job satisfaction. High levels of job satisfaction are observed in those professions that are of good standing in society. Age is one of the factors affecting job satisfaction. Different studies conducted show that older workers are more satisfied (Davis, 2008:100). Kose (2005) found a meaningful relationship between the age and job satisfaction; Hamshari (1983), age and professional experience (Delia 2009; Hamshari (2008), educational level (Well-Maker, 2005; Hamshari, 1986); level of wages (Vaugan and Dunn in Adeyemo, 2007);
CHAPTER THREE
METHODOLOGY
Research Design
The survey method is used for this descriptive study, using the questionnaires as data collection instrument. Questionnaires allow time to the respondents to think about the research questions which produce more meaningful answers (Peil et al., 1982). The scale was developed to measure the extent of Job satisfaction al activities in the bank’s using five point liker scale, there were four items in the scale and reliability score of the scale was 0.801 using Cranach’s alpha. The employee motivation scale was based on previous research on the topic (Armstrong, 2006; DeCenzo and Robbins, 1996; Robbins and Coulter, 2006; Berman et al., 2012; Kamery, 2004; Nelson, 2006) and had six items. While the 15 item scale was adopted from Mowday and Steers (2009) for employee commitment and a 23 item job involvement scale was adopted from Uygur and Kilic (2009). A demographics section was also included in the questionnaire containing questions regarding gender, age; work experience of the respondent and about the type and nature of the bank respondent is working in.
Stepwise random sampling technique was used to locate the respondents and questionnaires were filled by them. In the first step a list of banks was developed which contained all the banks operating in Nigeria that is, 27. Then through lottery method 1/3rd of these banks were selected for the study that is, 9. The branches of these banks were then located and selected randomly which are operating in the larger cities of Punjab providence of Nigeria that is, Lahore, Faisalabad, Multan and Sialkot. The researcher personally visited the selected branches and distributed the questionnaires among the all employees present in the branches. A total of 450 questionnaires were distributed among the employees of the banks, 50 for each selected bank. Minimum two and maximum 5 branches of a bank were visited to get the questionnaire filled.
SOURCE OF DATA
The major sources of data are:
- Primary source
- Secondary source
Primary Source
These are data collected at first hand from original sources for the users express purpose such data are usually obtained from the field through personal or oral interviews, questionnaires etc.
Secondary Source
These are simply data collected on a second hand base. This type of data could be obtained from published or recorded sources and used for a purpose different from that of the agency that initially collected and published the data.
AREA OF THE STUDY
The area or location of this study is Federal Medical Centre Asaba, a public health facility.
POPULATION OF THE STUDY
Research population refers to the whole object from which a sample is drawn. The researchers population of this study is the entire staff of Federal Medical Centre Asaba (i.e. both junior employees and management) the work force comprises of (2112) management staff and (2858) junior staff making a total of (4973) employees.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
Data analysis is an exercise meant to make sense out of the responses of data obtained from the questionnaires.
The sample size from the population was 370 and so 370 questionnaires were distributed to the employees of the organization which comprises of both senior staff and the junior staff. Out of the 370 questionnaires distributed, 318 were returned and the remaining 52 was not returned and reasons were not stated. The senior staff had a total of 57 questions while the junior employees had 261 questions.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
In this chapter, efforts will be made to present the finding of this study, draw some conclusions and finally make some necessary recommendations.
SUMMARY
This study was conducted to highlight the importance of the Job satisfaction as a training method and to access its impact on the employee motivation, commitment and job involvement. The study documented a weak and positive impact of Job satisfaction on employee commitment and job involvement and a weak negative impact of Job satisfaction on employee motivation. Previous research on this topic also provide evidence of a positive impact of the Job satisfaction on the employee commitment and loyalty with the organization (Zigarelli, 2004; Leat, 2007; Ho et al., 2009), same findings are put forward for the variable of job involvement (Pruden, 1973; London, 1983; Near, 1985). But the relationship with the employee motivation do not match with the available literature (Adomi, 2006) but some researchers suggested other consequences of Job satisfaction al activities such like Eriksson and Ortega (2006) who postulated that Job satisfaction used frequently in the organization with low promotion opportunities but the final outcome of a training initiative is promotion and if the expectations of the employee are not satisfied he might become unmotivated. Moreover, Yinhua (2004) also provided that rotational activities might have some negative influence on the employees of the organization because people working on a task do not want to hand over it to others with a fear to lose mastery over it and there is also seen a decrease in the quality of output and productivity of the employee being rotated that might also have some consequences. In the banking sector of Nigeria, the reason for this negative relationship might be the excessive pressure which is inherent in the banking industry and the fact that when some employee get rotated he not only copes up with his new responsibilities but also partially perform his old duties due to managers belief that he is proficient in what he was doing before and the employee replacing him is not that proficient yet. Moreover, a positive but weak interrelation between all three independent variables that is, employee motivation, employee commitment and job involvement was also found. Moreover, the research on the topic is mostly done in the developed countries where human resource (HR) department is very active in Job satisfaction al activities and look after each issue regarding the trainability and pressure handling of employee with regard to his new duties, but we targeted the banking sector of a developing economy that is, Nigeria. This could also be a reason of this negative relationship. The correlation, however, is also weak as indicated by a small correlation coefficient vale. This issue however, needs special attention and in-depth investigation in this particular phenomenon which would be more fact revealing.
CONCLUSION
Findings of this research indicates that employee commitment and job involvement could be slightly increased by boosting up Job satisfaction al activities in Healthh sector of Nigeria while the issue of employee motivation is still debatable and we call for more research in this area to understand the phenomenon in more accurate and appropriate way. This research is important in several ways; first the impact of overall training of employees has widely been studied in management research areas but individual impact of various training methods particularly, on the job training methods are somewhat neglected area of attention from researcher around the word, this study is the first attempt to highlight the importance of the tainting methods as on separate bases. Second, developing countries lack sufficient evidence with regard to different aspects of work life and work related behaviors and Nigeria particularly is deficient in many aspects of understanding regarding the organization related research. So, it is useful to look into the phenomenon to probe into the yet unanswered questions and provide explanations which are relevant particularly in the scope of a particular sector of a particular economy and rechecking the finding on different sectors by applying and researching the phenomenon in detail. Third, the usefulness of this research has practical implications as it provides managers the explanation of the employee behavior in the specific context of Job satisfaction that could be useful or dangerous to their organization apart from the traditional benefits such as a technique for skill building and enhanced exposure and drawbacks.
So, the duty of HR managers in this sense is to incorporate the planned rotational activities in the overall training program of the bankers in order to realign the efforts of the employees in the direction of the shared goals and vision of the organization. It is not only the demand of this competitive era but also a key to equip employees with diverse skills and expertise.
RECOMMENDATION.
I the organization puts more efforts to increase its Job satisfaction package, there would be reduced labour turnover and there would be increase in productivity because the employees would not exhibit a non – chalet attitude in the discharge of their duties. the management of public companys should provide conducive working environment, job security, good leadership style are factors that could increase productivity in the organization and so urge the management who also attested to the above terms to put more efforts in order to increase productivity and reduce labour turnover.
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