Employer-Employee Relationship And Job Satisfaction In Selected Public Service Organizations
This study was carried out to examine the employer-employee relationship and job satisfaction in selected public service using Ibadan local government authority as a case study. Specifically, the study examine the nature of relationship existing between Ibadan local government authority and its employees.Identify the specific role employer- employee relationship plays towards job performance in Ibadan local government authority. Find out the extent to which job performance influence error rate, absenteeism, collaboration, innovation and labour turn-over in Ibadan local government authority and Highlight the interpersonal skills needed to establish and maintain positive relationship between employers and employees. The study employed the survey descriptive research design. A total of 30 responses were validated from the survey. From the responses obtained and analysed, the findings revealed that the The employee-employer relationship is important for the productivity of the organization employee-employer relationship improves organizational productivity. Also, There is a significant effect of employee-employers office relationship on the productivity of an organization. The study recommend that employers must understand the human aspect of their businesses and act as social architects who can work across functions and levels, continuously improving business processes and fostering a favorable atmosphere for risk-taking, innovation, commitment, quality, self-improvement and self-directed team- work. And also, there must be mutual respect between the employer and the employee in other for the organization to perform better.
Table of Content
- Title Page
- Table of Content
- List of Tables
- 1.1 Background of the Study
- 1.2 Statement of the Problem
- 1.3 Objective of the Study
- 1.4 Research Questions
- 1.5 Research Hypothesis
- 1.6 Significance of the Study
- 1.7 Scope of the Study
- 1.8 Limitation of the Study
- 1.9 Definition of Terms
- 1.10 Organisations of the Study
Review of Literature
- 2.1 Conceptual Framework
- 2.2 Theoretical Framework
- 2.3 Empirical Review
- 3.1 Research Design
- 3.2 Population of the Study
- 3.3 Sample Size Determination
- 3.4 Sample Size Selection Technique and Procedure
- 3.5 Research Instrument and Administration
- 3.6 Method of Data Collection
- 3.7 Method of Data Analysis
- 3.8 Validity of the Study
- 3.9 Reliability of the Study
- 3.10 Ethical Consideration
Data Presentation and Analysis
- 4.1 Data Presentation
- 4.2 Analysis of Data
- 4.3 Answering Research Questions
- 4.4 Test of Hypotheses
Summary, Conclusion and Recommendation
- 5.1 Summary
- 5.2 Conclusion
- 5.3 Recommendation
1.1 Background of the Study
Employers do not only hire workers but also start of a new relationship.Thus managing relationship becomes a salient factor which determines performance and productivity in such working environment. Although the goal of every organization is to make profit and maximize productivity, the type of relations built in the organization can affect organizational goals either positively or negatively. While strong employee-employer relationship drives high performance, employee’s happiness and increase productivity, weak relation leads to poor performance, creates unhealthy tensions and conflicts, leads to inefficiency and unproductivity. Employees are among an organization’s most important resources and coined as most valuable assets. The nature and amount of work performed by them have a direct impact on the productivity of an organization. So maintaining healthy employee relations in an organization is a pre-requisite for any organization in order to achieve growth and success (Abushawish, 2013). Employee-Employer relationship is a broad term that incorporates many issues from collective bargaining, negotiations, employment legislation to more recent considerations such as work-life balance, equal opportunities and managing diversity (Armstrong & Stephens, 2016). It comprises the practice or initiatives for ensuring that Employees are happy and are productive. Employee Relations offers assistance in a variety of ways including employee recognition, policy development and interpretation, and all types of problem solving and dispute resolution. It involves handling the pay–work bargain, dealing with employment practices, terms and conditions of employment, issues arising from employment, providing employees with a voice and communicating with employees (Frank & Jeffrey, 2010). Employee relations is concerned with maintaining employee-employer relation, which contributes to satisfactory productivity, increase in employee morale and motivation (Ahmad & Shahzad, 2011). According to Onyango (2014), employee relations can be seen primarily as a skill-set or a philosophy, rather than as a management function or well-defined area of activity. Employee-Employer relationship skills and competencies are still seen by employers as critical to achieving performance benefits through a focus on employee involvement, commitment and engagement (Tepper, Moss, Lockhart, & Carr, 2017). In order to increase performance, the dynamics of employee-employer relationship must be at the core of management practices. However business owners must understand the human aspect of their businesses so ensure a healthy relationship in the work environment which would in turn enhance productivity.
1.2 Statement of the Problem
To survive and grow in today’s highly and demanding global market, it is pertinent for business owners to learn the how to motivate the employees in their business cycle. Strong Employee-Employers relationships build s trust, coordination and often leads to job satisfaction which in turn increases productivity. Though relationships are complex in nature but it can be managed. Thus it is imperative for organizations to focus on how to enhance employee-employers relationships as well as relationships with other businesses, to share risk, best practices and resources than can give them an edge. However most business owners do no see the importance of these relationship because they feel they can force employees to work in line with their goals as the boss of the business. Either ways there is no need for relationship as “just get the job done as your are paid for it and bossy” mindset is the only prevalent scenario in most organization, hence against this backdrop, this study is set to assess the effect of employee-employer office relationship on the productivity of an organization.
1.3 Objective of the Study
The study in general seek to assess the effect of employer-employee relationship and job satisfaction in selected public service. Specifically it is geared:
- Examine the nature of relationship existing between Ibadan Local government and its employees.
- Identify the specific role employer- employee relationship plays towards job performance in Ibadan Local government.
- .Find out the extent to which job performance influence error rate, absenteeism, collaboration, innovation and labour turn-over in Ibadan Local government.
- Highlight the interpersonal skills needed to establish and maintain positive relationship between employers and employees.
1.4 Research Questions
- What nature of relationship exists between Ibadan Local government and its employees?
- What role does employer- employee relationship play towards job performance in Ibadan Local government?
- To what extent does job performance influence error rate, absenteeism, collaboration, innovation and labour turn-over in Ibadan Local government?
- What are the interpersonal skills needed to establish and maintain positive relationship between employers and employees in Ibadan Local government?
1.5 Research Hypothesis
- H0: Employee-Employer relationship does not improve organizational productivity
- H0: There is no significant effect of employee-employer office relationship on the productivity of an organization
1.6 Significance of the Study
The intention of this study is to investigate the employee relations and its effect on employee productivity. The study will benefit both employees and employers. It will benefit the employees in the sense that each employee will be given an opportunity to state their individual perceptions toward employee relations and its effect on employee productivity, and make recommendations as to what they feel the firms should do to improve employee relations. The management will benefit from the study too, as the findings will be presented to them with recommendations from the respondents. It will also serve to make them understand the benefits of good employee relations and it influence on employee productivity.It will enlighten management of various organization of the effects of relationship practices between employers and employees. It will also bring out specifically, the employee relations practices which the companies have been able to make available to their employees. It will enable students and academicians to understand the causes, consequences and solution of poor employee relations. The study assists the management of BUA company with their efforts and endeavours toward productivity improvement which are engagement survey, leadership development, workplace health and safety and outplacement. It will also highlight factors related to employee relations and the impact of employee relations on employee productivity.
1.7 Scope of the Study
The scope of the study is to assess the effect of employer-employee relationship and job satisfaction in selected public service using Ibadan local government Authority, Oyo State.
1.8 Limitation of Study
Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work.
1.9 Operational Definitions:
An employer is a person or institution that hires employees. Employers offer wages or a salary to the workers in exchange for the worker’s work or labor.
An employee is an individual who was hired by an employer to do a specific job.
This is relationship between people who interact because of their work ;also it a level of cooperation sufficient to allow work to be done and progress to be made
An organization is an entity – such as a company, an institution, or an association – comprising one or more people and having a particular purpose.
This is commonly defined as a ratio between the output volume and the volume of inputs. In other words, it measures how efficiently production inputs, such as labour and capital, are being used in an economy to produce a given level of output.
1.10 Organization of the Study
This research work is organized in five chapters, for easy understanding, as follows.
- Chapter one is concern with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study.
- Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature.
- Chapter three deals on the research design and methodology adopted in the study.
- Chapter four concentrate on the data collection and analysis and presentation of finding.
- Chapter five gives summary, conclusion, and recommendations made of the study.
Summary, Conclusion and Recommendation
In this study, our focus was to examine assessment on the employer-employee relationship and job satisfaction in selected public service using ibadan local government authority as a case study. The study specifically was aimed at highlighting the importance of employee-employer relationship. extent at which employee-employer relationship improves organizational productivity. significant effect of employee-employers office relationship on the productivity of an organization.
The study adopted the survey research design and randomly enrolled participants in the study. A total of 30 responses were validated from the enrolled participants where all respondent are drawn from active staff of BUA company
Based on the finding of this study, the following conclusions were made:
The study concludes that Ibadan local government authority cannot survive without cordial relationship and since neither of the stakeholders cannot work in isolation, there is a dire need for cultivating good/cordial relationship and other indices of success as found in the study, will manifest from the relationship established and sustained
Based on the responses obtained, the researcher proffers the following recommendations:
- That employers must understand the human aspect of their businesses and act as social architects who can work across functions and levels, continuously improving business processes and fostering a favorable atmosphere for risk-taking, innovation, commitment, quality, self-improvement and self-directed team- work.
- That there must be mutual respect between the employer and the employee in other for the organization to perform better.
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