The Impact Of Employee Job Dissatisfaction On Organizational Performance

Project and Seminar Material for Business Administration and Management BAM

The Impact Of Employee Job Dissatisfaction On Organizational Performance


Chapter One


Introduction

1.1 Background to the Study

Job dissatisfaction among workers seems to be a problem for many workplaces to some degree over the world. The factors explaining job dissatisfaction seem instead more similar across the various private and public sectors worldwide. It may be difficult to explain job dissatisfaction without using the measures of satisfaction like earnings, job security, type of work, hours of work, working timing, working conditions and environment, and distance and commuting. In this study therefore, dissatisfaction will be explained with respect to satisfaction.

According to Locke (1993), job dissatisfaction is a negative emotional state resulting from not appraising ones job or experience. It is the extent to which people dislike their jobs (Spector, 1997). In any organization, both employers and employees have expectations. The employer employee conflict happens when the expectations are not mutual. It will end up with the employers complaining that their workers are not performing and employees grumbling that their bosses are selfish. This may be attributable to a variety of factors including the economy, increased pressures at work and home or generational differences between workers and supervisors. Actually, people do not work just for the sake of money alone though that is the main motivation. They want to advance in their careers. They want their employers to give them responsibilities and trust that they can perform. They want to feel appreciated. They want to build great working relationships with their employers and colleagues. They want to learn. When humans do not experience any kind of progress, they feel bored and uninspired. They rebel by either giving less than their best, bicker around or walk off. The result of which are increased complaints, low performance and productivity. Job dissatisfaction matters to organizations, to managers, to customers and perhaps most of all to employees. Job dissatisfaction is by definition unpleasant, and most individuals are conditioned, probably even biologically-driven, to respond to unpleasant conditions by searching for mechanisms to reduce the dissatisfaction. Studies show the same dissatisfactions have plagued generations of workers: job stress, unpleasant working conditions, long hours, monotony, ineffective supervision, insufficient training, poor internal communication, lack of recognition, rising costs, low pay and shrinking benefits.

Moreover, employee performance very much depends on perception, values and attitudes, there appear to be so many variables influencing the job performance that is almost impossible to make sense of them. Performance is defined as a function of individual ability and skill and effort in a given situation. In the short run, employee’s skills and abilities are relatively stable. Therefore, for the purpose of the study, the researcher defines the performance in terms of effort extended to the job of an employee. Effort is an internal force of a person which makes him or her to work willingly when employees are satisfied with their job and their needs are met, they develop an attachment to work or we say that they make an effort to perform better but increased effort results in better performances (Theresa and Henry 2016).


1.2 Statement of the Problem

The problem of most organization in the private sector in Nigeria how to satisfy their workers to enhance productivity and maximize profit, over the years, organizations are suffering from low productivity, ineffectiveness, inefficiency, and lack of growth. This is as a result of low job satisfaction of the employees. Insufficient pay, lack of status and other related factors.

Also in the public sector this days there are incessant rate of strike, workers demand for increment in salaries and allowances are denied. Thus resulting to poor dedication to duty. Lateness to work is always a dominant factors to contend with in the public sector organization. This can be as a result of lack of job satisfaction. Higher absenteeism is becoming a normal routine in the organization as no one takes up the duty of checkmating. Everyone is his own boss, no restriction of movement, no specific time of coming to work and time of leaving.

The above mentioned factors are all dissatisfaction on the job, because if individual feels that he is been treated fairly from the outcome he receives, or the process used, he will be satisfied and put all his effort to move the organization forward, therefore this research aim is to investigates the relationship between job satisfaction and employee productivity.


1.3 Objective of the Study

The main objective of this study is to find out the impact of employee job dissatisfaction on organizational performance, specifically the study intends to;

  1. Find out the factors that cause job dissatisfaction among employees
  2. Analyze the impact of employee job dissatisfaction on organizational performance
  3. Investigates the factors that lead to job satisfaction among employees

1.4 Research Question

  1. What are the factors that cause job dissatisfaction among employees?
  2. Is there any impact of employee job dissatisfaction on organizational performance?
  3. What are the factors that lead to job satisfaction among employees?

1.5 Research Hypothesis

Ho: there is no significant impact of employee job dissatisfaction on organizational performance

Hi: there is significant impact of employee job dissatisfaction on organizational performance


1.6 Significance of the Study

This research work will help managers in different organization, how he must properly articulate the needed components for employees so as to enhance effective job satisfaction. This research work will also help policy makers and regulators in the public sector; it will present a scheme, through its analysis that could assist them in enunciating policies that will have a positive impact on the workers.

And lastly this research work will serve as a guide and reference point for other research work.


1.7 Scope of the Study

This research work will be conducted in Ado-Odo LGA in Ogun state since the local government area is a home to many organizations, also this research will examine the concept of job dissatisfaction and organization performance and the relationship between them.


1.8 Delimitation of the Study

Finance for the general research work will be a challenge during the course of study. Correspondents also might not be able to complete or willing to submit the questionnaires given to them.

However, it is believed that these constraints will be worked on by making the best use of the available materials and spending more than the necessary time in the research work. Therefore, it is strongly believed that despite these constraint, its effect on this research report will be minimal, thus, making the objective and significance of the study achievable.


1.9 Definition of Terms

Job Dissatisfaction:

Is a negative emotional state resulting from not appraising ones job or experience

Organization Performance:

Organizational performance comprises the actual output or results of an organization as measured against its intended outputs


How To Get The Complete Material For The Impact Of Employee Job Dissatisfaction On Organizational Performance


Project Material Download

3,000 Naira


The Complete Material will be Sent to You in Just 2 Steps

Quick & Simple…


Step One Purchase

Make a Mobile Transfer or POS Payment of ₦3,000 to any of the Account Below

Access Bank PlcAccount No.: 0811003731
Name: Samphina Academy
Account Type: Current
Zenith BankAccount No.: 1225513212
Name: Samphina Academy
Account Type: Current

Or CLICK HERE To Pay With Debit Card

FOR CLIENTS OUTSIDE NIGERIA
CLICK HERE To Pay With Debit Card ($15)
GHANA – Make Payment of 80 GHS to MTN MoMo, 0553978005, Douglas Osabutey 

Step Two Purchase

Send the Following Details on WhatsApp ( 08143831497) After Payment

  • Payment Details
  • Email Address 
  • The Impact Of Employee Job Dissatisfaction On Organizational Performance

The Complete Material Will Be Sent To Your Email Address After Receiving Your Details
T & C Apply


  Contact Our Help Desk


⚠️ Need a different topic? Perform a quick search



Get A Complete Business Plan For Any Business In Nigeria

Business Plan for Businesses in Nigeria

  Business Plans in Nigeria


Disclaimer


This research material “The Impact Of Employee Job Dissatisfaction On Organizational Performance” is for research purposes and should be used as a guide in developing your research project / seminar work. For no reason should you copy word for word (verbatim) as samphina.com.ng will not be liable for any who copied the material.

The aim of providing this material is to reduce the stress of moving from one school library to another all in the name of searching for research materials. This service is legal because, all institutions permit their students to read previous projects, books, articles or papers while developing their own works. According to Austin Kleon “All creative work builds on what came before”.

samphina.com.ng is only providing this material “The Impact Of Employee Job Dissatisfaction On Organizational Performance” as a reference for your research. The paper should be used as a guide or framework for your own paper. The contents of this paper should be able to help you in generating new ideas and thoughts for your own research. Use it as a guidance purpose only.


Frequently Asked Questions


How does job satisfaction affect organizational performance?

This paper theoretically examined the impact of job satisfaction on organizational performance. It notes that job satisfaction is vital for improved organizational performances. The paper posits that an employee with a high level of job satisfaction holds positive attitudes towards his job.

How does the supervisor influence the employee’s satisfaction at work?

The supervisor can make or break an employee. Thus the influence the employee’s satisfaction at work. individual employees. As Cranny et al (1992) note, Job employees. When an employee is dissatisfied, he directly or indirectly spread his dissatisfaction to the rest of the staff.

How can managers increase employee satisfaction?

Managers should also raise employee satisfaction by focusing on the intrinsic and extrinsic parts of the job to keep the employees motivated and committed to drive organizations vision and goals domain, as well as strongly induce positive subsequent employee positive outcomes.

What is job dissatisfaction According to Locke?

According to Locke (1993), job dissatisfaction is a negative emotional state resulting from not appraising ones job or experience. It is the extent to which people dislike their jobs (Spector, 1997). In any organization, both employers and employees have expectations. The employer employee conflict happens when the expectations are not mutual.

How to improve employee satisfaction?

Job satisfaction. Here are strategies for improving your workforce’s job satisfaction: Measure satisfaction. Hold individual meetings with your employees periodically to gauge the motivation they have to work their current position. When you get a response from the employee, you have a better idea what their motivations are and how to build on them.

How does supervisor-employee relationship affect job satisfaction?

In addition, employees` perception regarding the work being just and fair; can further energize their job satisfaction through supervisor support. enhance the relationship. Adams, J. S. (1965).

What is the supervisor’s role in creating a positive work environment?

The Supervisor’s Role in Creating a Positive Work Environment Supervisor’s Influence – The relationship with a manager/supervisor is essential to employee satisfaction, engagement and performance.

What determines job satisfaction?

Hackman, and Oldham argue that job satisfaction is determined by the employee’s job expectations, the things that individuals looks for or need from a job; security, remuneration, status and autonomy. They argue that some employees have heightened expectations for jobs than others.

How can Supervisors reduce job stress and increase productivity?

Lending a helping hand, listening and relating to stress and difficulties and sharing encouragement and personal experience are vital responsibilities supervisors need to incorporate to reduce job stress and increase productivity.

How to promote job satisfaction?

A French woman’s question on Twitter—“Mothers: does anyone ever take *your* picture?”—has prompted a larger conversation about the representation of mothers in family photos.

How to improve employee satisfaction?

Job satisfaction. Here are strategies for improving your workforce’s job satisfaction: Measure satisfaction. Hold individual meetings with your employees periodically to gauge the motivation they have to work their current position. When you get a response from the employee, you have a better idea what their motivations are and how to build on them.

What contributes to job satisfaction?

Understanding what factors or components contribute to the job satisfaction of migrant nurses can help employers, recruiters and policymakers develop more culturally competent health services to help retain them. Many migrant nurses working in the NHS come from the Philippines, but research is lacking on factors affecting their job satisfaction.

How does Locke describe job satisfaction?

E. A. Locke describe job satisfaction as, “the pleasurable emotional state resulting from the appraisal of one’s job as achieving or facilitating the achievement of one’s job values” According to P. E. Spector, “Job satisfaction is the extent to which people like or dislike their jobs”.

What is job satisfaction?

Job satisfaction is how people feel about their jobs and the degree to which employees like or dislike their jobs (Spector, 1997). Locke (1969) defines job satisfaction as an emotional state generated from a person’s experience with his or her job.

What is the relationship between job satisfaction and locus of control?

Locus of control: the tendency toward an internal rather than external locus of control is linked to job satisfaction Neuroticism: with lower levels linked to greater job satisfaction 3. The Job Characteristics Model

Why have we stopped studying job satisfaction and dissatisfaction?

Despite considerable interest in the study of job satisfaction and dissatisfaction, our understanding of these phenomena has not increased substantially in the past 30 years. It is argued that a major reason for this lack of progress is the implicit conception of casuality accepted by most psychologists. 

Samphina Academy

Samphina Academy is an Online Educational Resource Center that is aimed at providing students with quality information and materials to aid them in succeeding in their academic pursuit.