Effect Of Employee Engagement On Job Satisfaction

Effect Of Employee Engagement On Job Satisfaction
Abstract
This study was carried out to investigate the effect of employee engagement on job satisfaction in the area of study with a view to finding possible way to improve and encourage employee’s participation in decision making. A structured questionnaire was administered to Academic Staff of Federal University Dutsinma. The objectives of the study are to determine the effect of employee engagement on job satisfaction, to assess the relationship between employee work-life balance and job satisfaction, to determine effect of employee reward on job satisfaction, to examine the impact of employee team work on job satisfaction, to study the effect of employee autonomy on job satisfaction. The data utilized for this study was gathered through primary source. Regression analysis was used to determine the effect of employee engagement on job satisfaction.
The population of (316) from which a sample size of (270) was drawn. Descriptive and inferential statistics were used to explain the demographic aspect of the respondents and determining the effects of the independent variable on dependent variables. Regression analysis was used to examine the effect of employee on job satisfaction. The results of the analysis on the data collected show that the effect of employee engagement on job satisfaction in an organization boost productivity. The result also revealed that the management that fails to influence employee engagement thereby giving rise to low productivity. The study therefore recommends that employee engagement should be taken as a matter of priority by relinquishing tasks to them. We also recommended that employee should be carried along and be involved in decision making process in Federal University Dutsinma. This in a long way will motivate the staff to be more productive on their duties.
Chapter One
Introduction
1.1 Background of the study
People are the core of every organization and as such; their management is an important aspect of organizational processes. This emanated from the recognition that the human resources of an organization and the organization itself are synonymous. People are not to be treated as tools as appealed by the scientific school of thought, rather, as the primary source of productivity gains. organizations that consider employees rather than capital and machineries as the core foundation of the business and contributors to firm’s development are likely to survive (Kabir, 2011). To emphasize the important of employees, organizations have to strive towards achieving a setting goal of ‘employees’ engagement’. Employees’ engagements give a broader view of what to be attained in an organization before it will be successful. It encompasses job satisfaction as one of the elements for employees’ engagements (Markwick, 2009).
Employee engagement is a workplace approach resulting in the right conditions for all members of an organization to give out their best each day, committed to their organization’s goals and values, motivated to contribute to organizational success, with an enhanced sense of their own well-being (Robertson-Smith, 2009). Emotional connection an employee feels towards his or her employment organization, which tends to influence his or her behaviours and level of effort in work related activities. The more engagement an employee has with his or her company, the more effort they put forth. Employee engagement also involves the nature of the job itself – if the employee feels mentally stimulated; the trust and communication between employees and management; ability of an employee to see how their own work contributes to the overall company’s performance; the opportunity of growth within the organization; and the level of pride an employee has about working or being associated with the company (Parvin, 2011).
Job satisfaction or employee satisfaction has been defined in many different ways. Some believed it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction is the level of contentment a person feels regarding his or her job. This feeling is mainly based on an individual’s perception of satisfaction. Job satisfaction can be influenced by a person’s ability to complete required tasks, the level of communication in an organization, and the way management treats employees (Parvin, 2011).
Job satisfaction falls into two levels: affective job satisfaction and cognitive job satisfaction. Affective job satisfaction is a person’s emotional feeling about the job as a whole. Cognitive job satisfaction is how satisfied employees feel concerning some aspects of their job, such as pay, hours, or benefits. Job satisfaction can be deduced to be the utility a particular employee derives from the nature of work he or she is doing at a given period of time for a stipend called salary or wages (Kabir, 2011).
There is a sharp dichotomy between job satisfaction and employees’ engagement, yet one leads to the other depending on the nature of job, scope of the job, location of the job among others. An important distinction is that employee satisfaction centres on how employees feel – how satisfied they are with their employment experience. Although a high level of employee satisfaction can sometimes benefit an employer in terms of staff retention, it is determined primarily from a “what’s in it for me” perspective Markwick, (2009).
In contrast, employee engagement serves both employees and their employers well. Research shows that employees who are fully engaged in their work are likely to have higher morale, exhibit greater loyalty, progress in their careers, and even enjoy a more rewarding personal life. The employer gains significantly through a measurable reduction in turnover and positive employee behaviours that provide a competitive advantage and contribute to organizational success (Trenouth, 2009).
According to Sheffield, (2010). “Organizations with genuinely engaged employees have higher retention, productivity, customer satisfaction, innovation, and quality. They also require less training time, experience less illness, and have fewer accidents.” He further states that “Employee satisfaction is the minimum entry fee that needs to be met in order for an employee to be fully engaged.”
According to Mahamuda, (2011) “A number of job satisfaction contributors are liked to employee engagement. They refer to the employees’ capacity and reasons to engage. Optimal levels of employee engagement can be reached by promoting selected workplaces and aspects that are linked with overall job satisfaction. Providing these ideal circumstances allow employees to commit their undivided attention to their work.”
1.2 Statement of the Problem
Many people find themselves asking, what is the difference between these two measures?
One response is that Satisfaction is a “one-way street” (what can you do for me), and Engagement is a “two-way street” (what can we do together, in partnership). Engagement is a two-way contract. Engagement is more of a multi-dimensional construct and has greater validity and linkages to business outcomes such as revenues, profitability, growth, attrition etc. (Mittal, 2011).
In another response to this question, experts define “Employee Satisfaction” as “the extent to which employees are happy and contented, fulfilling their desires and needs at work” (Kabir, 2011). “Employee Engagement” is defined as “the degree to which an employee is: involved in and enthusiastic about his or her work; committed to the values of the organization; and, goes beyond the basic responsibilities to drive the business forward” (Markwick 2009).
Going by the answer to the above question, job satisfaction is only an element to employees’ engagement. Now the question is what is the effect of employees’ engagement on job satisfaction? To provide possible answers to the above question, the researcher is determined to investigate the effect of employees’ engagement on job satisfaction; taking Federal University Dutsinma as a case study.
1.3 Objectives of the Study
The main objective of this study is to examine the effect of employee engagement on job satisfaction; A case study of Federal University Dutsinma as a case study.
The general objectives include:
- To determine effect of employee reward on job satisfaction;
- To examine the impact of employee team work on job satisfaction;
- To study the effect of employee autonomy on job satisfaction and
- To assess the relationship between employee work-life balance and job satisfaction.
1.4 Research Questions
The following research questions are designed to guide and direct the study.
- What is the effect of employee reward on job satisfaction?
- To what extent does employee team work affect job satisfaction?
- How does employee autonomy affect job satisfaction?
- What is the relationship between employee work-life balance and job satisfaction?
1.5 Research Hypotheses
In order to realize the objectives of this study, the following hypotheses are formulated.
- Ho1: There is no relationship between employee reward and job satisfaction.
- Ho2: Employee team work does not affect job satisfaction
- Ho3: There is no relationship between employee autonomy and job satisfaction
- Ho4: Employee work-life balance does not affect job satisfaction
1.6 Scope of the Study
There are three factors to be taken into consideration to determine the scope of this study: the coverage, period and variable. The study coverage focuses on employees of Federal University, Dutsinma. Also the study period covers a year period (2017). As for the variable, employee engagement is measured by employee reward, team work, autonomy and work-life balance.
1.7 Significance of the Study
This research work will investigate the effect of employees’ engagement on job satisfaction; taking Federal University Dutsinma as a case study. The result of the study will assist the management of Federal university Dutsinma to identify the cause of less productivity of employees and implement the possible findings in order to achieve the goal of employees’ engagement. It will enable the Government to release funds that will be used to actualize the goal in the institution. It may also be of help to others that may be concerned as to how to use employees’ engagement factors to gain employees’ satisfaction.
The study will also serve as contribution to knowledge and will be useful to students and other researchers in the field. It will remain purely an academic exercise but relevant to organizational problem solving alternative.
1.8 Definition of Technical Terms
This includes important terms used in the course of this study, the terms are broken down to the understanding of all readers -they are:
Employees Engagement
This refers to workers involvement in decision normally made at lower levels within the organization hierarchy.
Job
Is the task, duty, position occupation or piece of work, unit responsibility assigned by an organization to an individual to perform routinely or respectively on an hourly, weekly, monthly or annual basis.
Satisfaction
It is the contentment experienced when a want is satisfied or outcome already experienced the work-related affection states covering five aspects, namely the supervisors, the jobs, the work colleagues, the compensation and the promotion opportunity
Chapter Five
Summary, Conclusion and Recommendation
5.1 Summary
This research aims at assessing the effect employee engagement on job satisfaction of an organisation. Various factors have been identified to have significant effect on employee engagement on job satisfaction in an organisation. These include: Employee Team Work, Employee Autonomy, Employee Reward and Employee Work Balance. The study further takes a critical look at the view of some scholars erred about the Employee Strategies, Relationship between employee engagement and job satisfaction and factors of job satisfaction.
Data collection used for this research work were questionnaires distributed to various respondents in the organization and the regression method was employed for the testing of the hypotheses. Based on this research work, the research found out that employee engagement in an organization has a great impact on job satisfaction. It was also found that employee who are well motivated and are assessed by their job produce more and work harder.
Furthermore, it was found that employees’ engagement on job satisfaction which is the major motivational practice employed by the organization is very good and acceptable by the employees which do not only boost productivity but also increase the wellbeing individuals.
5.2 Conclusion
In conclusion, employees’ engagement on job satisfaction in an organization cannot be over emphasized. It helps to enhance the productivity of the organization or firm Most of the organizations and firms that do not involve employees in the decision making find it difficult to improve in their productivity. Why involvement of employees in decision making is very important is because they are in the grass root and are in the best position of finding the best of possible solution to improve the organization’s productivity than the top management of the organization.
5.3 Limitation of the Study
- There are limitations to this review of the literature. Research was also limited to organizational psychology, and management journals, online journals to identify the state of the employee engagement practices at work and to study the different dimensions of employee engagement with the help of review of literature.
- Certain factors such as Work environment and organisation culture were not considered for this study.
- The survey is subjected to the bias and prejudices of the respondents. Hence 100% accuracy can’t be assured.
- The study could not be generalized due to the fact that researcher adapted questionnaire method.
5.4 Recommendation
This review suggests that employee engagement is a meaningful construct that is clearly worthy of future research. It is advisable for every organization, company, firm, industry etc to involve their employees by relinquishing tasks or duties to them, and that will not make them relent to carry out their job effectively but also makes the employees feel at home whenever they are on their job. The employees are well motivated and have a positive attitude to work.
Furthermore, employees participation in the decision making of the organization goes a long way in improving and increasing the productive capacity of the organization and craves way for efficiency.


The Complete Material Will Be Sent to You in Just 2 Steps
Quick & Simple…
![]()
Make Payment (Through Transfer) of ₦5,000 to the Account Below
![]() | Acc No: 0811003731 |
| Samphina Academy | |
| Current Account |
Or CLICK HERE To Pay With Debit Card
| FOR STUDENTS OUTSIDE NIGERIA | |
| CLICK HERE To Pay With Card ($15) | |
| FOR GHANA STUDENTS (GHS 100) | |
![]() | MTN MoMo |
| 0553978005 | |
| Douglas Osabutey | |
![]()
Send the Following Details on WhatsApp ( 07062590260 ) After Payment
- Payment Details
- TOPIC: Effect Of Employee Engagement On Job Satisfaction
The Complete Material Will Be Sent To You On WhatsApp After Receiving Your Details
T & C Apply
Students Review
List of Related Works
The Influence Of Job Satisfaction And Organizational Commitment On Employees Turnover Intention
The Impact Of Work-Life Balance On The Performance Of Female Employees: A Case Study Of Unilever
Employee Participation And Job Satisfaction In Some Companies
Job Satisfaction And Organisational Productivity In Plateau State Civil Service Commission Nigeria
Influence Of Work Environment On The Job Satisfaction Of Workers In An Oragnization
Modes Of Job Engagement And Employee Commitment In Ekiti State University
The Impact Of Differential Wage Rates On Job Satisfaction
The Impact Of Teachers Welfare Package On Teachers Job Satisfaction
Impact Of Job Satisfaction On Employee Performance
Fringe Benefits And Employees Job Satisfaction In Nigerian Port Authority
The Impact Of Job Satisfaction On The Level Of Performance
Effect Of Conflict Management Strategies On Employee Job Satisfaction And Performance
Job Satisfaction Among Workers In The Construction Industry In Nigeria
Organizational Culture And Employees Job Satisfaction In Money Deposit Bank
Nigerian Workers And Job Satisfaction
The Study Of Job Satisfaction And Employee Turnover In A Company
Effects Of Corporate Social Responsibility (CSR) On Employees’ Job Satisfaction
The Impact Of Job Satisfaction On Sales Team Productivity
Academic Staff Motivation And Job Satisfaction
Employee Transparency And Job Satisfaction In Security Agencies In Rivers State
The Relationship Between Human Motivations And Job Satisfaction
Public Perception Of Teaching Status And Their Job Satisfaction
The Role Of Motivation And Job Satisfaction In Improving The Performance Of Organization
Job Satisfaction And It’s Effect On Teachers’ Job Performance
The Effect Of Leadership Styles On Job Satisfaction And Performance
The Effect Of Training On Employees’ Job Satisfaction In African Petroleum Plc
The Relationship Between Job Satisfaction And Organizational Performance In Nigeria
The Impact Of Job Satisfaction On Employees Performance In The Public Sector
Human Resource Management And Job Satisfaction In Nigeria Civil Service Commission
Effect Of Employee Job Satisfaction On Organizational Productivity
The Concept And Scope Of Job Satisfaction
Executive Compensation Packages And Job Satisfaction
An Appraisal Of The Concept And Scope Of Job Satisfaction
Effects Of Motivation And Job Satisfaction Of Office Personnel Towards Organizational Productivity
Knowledge Management Practices And Employee Resilience Of Deposit Money Banks In Port Harcourt
Rewards And Employees’ Job Satisfaction Of Selected Outsourced Service Providers
Fringe Benefits And Job Satisfaction University Of Wisconsin – Milwaukee


