Impact Of Job Satisfaction On Worker Performance In Public Service In Enugu State (A Case Study Of Ministry Of Education, Enugu)

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Impact Of Job Satisfaction On Worker Performance In Public Service In Enugu State (A Case Study Of Ministry Of Education, Enugu)


Abstract


This project/research work deals with Impact of Job satisfaction on Workers Performance In Public Service in Nigeria. A case Study of Ministry of Education, Enugu.

We have probably all wondered at some time about the problems and poor performance among workers in public service in the County, Nigeria. Some times there is continuous striking of workers to pass across their feeling to the government which has never brought solutions to such problems. Specifically, the research intends to point out the important asset to any establishment – which is the people working for it. To ensure that the workers are productive, there is need for job satisfaction into the works. If an employee is satisfy with his or her job, this may increase productivity and with increase in productivity, the establishment or agency would be able to meet up with its goal/objectives. This research is an insight into some managerial principles to guide an establishment or agency for effective operation using Ministry of Education, Enugu.


Chapter One


Introduction

1.1 Background of the Study

According to Shilt (1990: 120) “the most important asset to an establishment is not the amount of money it has in hand, building or other equipment, rather an establishment most prized assets are the people working for it “Ministry of Education, Enugu is set out to promote education, provide enabling environment for learning, reduce illiteracy, etc. in Enugu State. To achieve these objectives the Ministry employed a good number of workforces. To ensure that the workers are productive, the Ministry ensures that the workers have job satisfaction. (Nnaukwu, 1999: 16).Indeed employees are what makes an establishment successful or unsuccessful, for this reason, government agency like Ministry of Education, Enugu would find it worthwhile to devote a great deal of attention and resources in ensuring job satisfaction among its employee. Utazi (1985: 40).

According to Enemadu, (1980: 16) in trying to improve the quality of Education in the State some key areas are given adequate attention when trying to encourage employees’ job satisfaction. He maintained, if employee was satisfied with his or her job this may increase productivity and with increase in productivity, the agency (Ministry of Education, Enugu) would be able to meet its set objectives. On the other hand, productivity would be affected by how much as employee is satisfied with his or her job because job satisfaction then becomes an important single factor that affects productivity, Udom (1985:28). In the literature of organizational behavior and organizational psychology, job satisfaction is considered the most extensively researched area (Keung-Fai, 1996; George and Jones, 2008). The different ways of satisfying the employees were found by the scholars and facilitated to the human resource managers to attract, motivate and retained the most committed workforce. Job satisfaction has direct impact on level of absenteeism, commitment, performance and productivity. Furthermore, job satisfaction improves the retention level of employees and reduces the cost of hiring new employees (Murray, 1999). Alternatively, the outcome of job dissatisfaction is increase in the cost of recruitment, selection and training, discouragement of current employees and reduction in the growth of organization (Padilla-Velez, 1993). The dissatisfaction of the employees has adverse effect on the efficiency of the organization. So studying job satisfaction is one of the most important topics of organizations setup


1.2 Statement of the Problem

One of the problems affecting job satisfaction is the will to work. According to Stoney (1978: 55 – 56), a proper “people management” stimulates more and better work. He further said that managers must know why employee act as they do and what social psychological factor motivate them. On this background the researcher wants to investigate impact of job satisfaction on worker performance in public service


1.3 Objective of the Study

The objectives of the study are;

  1. To ascertain the impact of job satisfaction on worker performance in public service
  2. To ascertain the important of job satisfaction in organization
  3. To ascertain the relationship between job satisfaction and work performance in public service
  4. To determine if area of specialization and actual work doing have an effect on level of job satisfaction

1.4 Research Hypotheses

For the successful completion of the study, the following research hypotheses were formulated by the researcher;

  1. H0: there is no impact of job satisfaction on worker performance in public service
    H1: there is impact of job satisfaction on worker performance in public service
  2. H02: there is no important of job satisfaction in organization
    H2: there is important of job satisfaction in organization

1.5 Significance of the Study

The findings of this study will shed more light on the aspect of labour relations, workers characteristics as well as satisfaction of workers within the framework of the organisation and to highlight some of the factors that brings about dissatisfaction. As would be realized lack of progressive atmosphere for the use of initiative in the workplace may result in low level of performance. Thus, this work on completion could be used to explain the performance of workers when allowed to take part in decision making process of the organization. It could be useful to general management, employers of labour and other researchers in designing job incentive plans for worker in order to increase their level of job satisfaction.


1.6 Scope and Limitation of the Study

The scope of the study covers impact of job satisfaction on worker performance in public service. The researcher encounters some constrain which limited the scope of the study;

a) Availability of Research Material:

The research material available to the researcher is insufficient, thereby limiting the study

b) Time:

The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.

c) Organizational Privacy:

Limited Access to the selected auditing firm makes it difficult to get all the necessary and required information concerning the activities.


1.7 Definition of Terms

Job Satisfaction:

Job satisfaction or employee satisfaction is a measure of workers’ contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision

Job Performance:

Job performance assesses whether a person performs a job well. Job performance, studied academically as part of industrial and organizational psychology, also forms a part of human resources management. Performance is an important criterion for organizational outcomes and success.

Public Service:

Public service is a service which is provided by government to people living within its jurisdiction, either directly (through the public sector) or by financing provision of services.


1.8 Organization of the Study

This research work is organized in five chapters, for easy understanding, as follows

  1. 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.
  2. Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature.
  3. Chapter three deals on the research design and methodology adopted in the study.
  4. Chapter four concentrate on the data collection and analysis and presentation of finding.
  5. Chapter five gives summary, conclusion, and recommendations made of the study

Chapter Five


Summary, Conclusion and Recommendation

5.1 Introduction

It is important to ascertain that the objective of this study was to ascertain impact of job satisfaction on worker performance in public service. 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 impact of job satisfaction on worker performance in public service


5.2 Summary

This study was on impact of job satisfaction on worker performance in public service. Four objectives were raised which included: To ascertain the impact of job satisfaction on worker performance in public service, to ascertain the important of job satisfaction in organization, to ascertain the relationship between job satisfaction and work performance in public service, to determine if area of specialization and actual work doing have an effect on level of job satisfaction. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of ministry of education, Enugu state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made front human resource technical instructors,educational officers, senior technical officersand junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies


5.3 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

5.4 Recommendation

The government 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 government should focus on all facets of job satisfaction and not only on any one of these factors.


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