Influence Of Job Satisfaction On Productivity Of Secretaries In An Organization

Project and Seminar Material for Secretarial Administration

Influence Of Job Satisfaction On Productivity Of Secretaries In An Organization

Abstract

This study was carried out to examine the influence of job satisfaction on productivity of secretaries in an organization using Delta state Secretariat as a case study. The study was specifically carried out to determine whether there is a significant relationship between job satisfaction and secretaries productivity, ascertain the factors which promotes secretary’s job satisfaction and productivity in an organization, and ascertain the impact of job satisfaction on secretaries in productivity in an organization. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprise of secretaries of Delta state Secretariat. In determining the sample size, the researcher conveniently selected 57 respondents and 50 were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables, and mean scores. While the hypotheses were tested using Pearson correlation statistical tool, SPSS v23. The result of the findings reveals that there is a significant relationship between job satisfaction and secretaries productivity. The study also revealed that the factors which promotes secretary’s job satisfaction and productivity in an organization includes; good work environment, finge benefits, career development programme, effective leadership, and good inter-personal relationship in the workplace. Therefore, it is recommended that the key administrators/HRM should lay more emphasis on workers welfare such as designing training programmes, provision of social amenities like staff quarters, and other fringe benefits in the organization so as to enhance employees job satisfaction. To mention but a few.

Table of Content

  • Title Page
  • Certification
  • Dedication
  • Acknowledgement
  • Table of Content
  • List of Tables
  • Abstract

Chapter One:

Introduction

  • 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

Chapter Two:

Review of Literature

  • 2.1 Conceptual Framework
  • 2.2 Theoretical Framework
  • 2.3 Empirical Review

Chapter Three:

Research Methodology

  • 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

Chapter Four:

Data Presentation and Analysis

  • 4.1 Data Presentation
  • 4.2 Analysis of Data
  • 4.3 Answering Research Questions
  • 4.4 Test of Hypotheses

Chapter Five:

Summary, Conclusion and Recommendation

  • 5.1 Summary
  • 5.2 Conclusion
  • 5.3 Recommendation
  • References
  • APPENDIX
  • QUESTIONNAIRE

Chapter One

Introduction

1.1 Background of the Study

The relationship between job satisfaction and secretaries’ performance is very imperative to the well being of any organization. The problem of job satisfaction has been a great concern to employers of labor and employees alike. In regard to this, Pamela, Stephen and Patricia, (2013), see job satisfaction as the degree to which individuals feel positively of negatively about their job. Secretaries hold important positions in an organization; as a result, they are viewed as the medium by which organizational goals are realized. Without them, an organization cannot function effectively and successfully. The effective performance of the secretary is dependent on the level of his satisfaction on the job. Hence, there is the need for job satisfaction among secretaries.

The role employers of labor have to play in any organization in order to ensure, maintain and improve job satisfaction is very important. Many employers of labor ignore the positive relationship between job satisfaction and the performance of their secretaries in the office. Some organizations or employers of labor ignore the positive relationship between job satisfaction and the performance of their secretaries in the office. Some organization or employers of labor are doing this intentionally because they feel that resources require to put in place job satisfaction are too expensive an detrimental to the well being of the organization. They therefore, claim that there is no resources to acquire such facilities that can improve job satisfaction and to afford the payment of some bonuses, allowances or fringe benefits which are believed will give job satisfaction to the secretary.

However, the important role the secretary plays in any organization necessitates the need for job satisfaction. In fact, employers or organizations are under obligation to make sure that their secretaries are satisfies. Cole, (2012), sees the need for job satisfaction and comments that people report of their satisfaction with their jobs are directly related to the extent to which their jobs provides them with such things as rewards, outcome as pay, variety in stimulation, consideration from supervisor, a high rate of promotion, close interaction with co-workers, an opportunity to influence decisions and control their pace of work. This assertion explains the common saying, “a happy man, is a productive man”. When secretaries are satisfied and their morale is high, the organization benefits in many ways. For one thing, satisfied secretaries are committed and loyal; they are more likely to work harder to make useful contributions to the organization. They are more likely to come to work everyday and remain with the organization.

1.2 Statement of the Problem

The vital roles which secretaries usually play in an organizations call for employers of labor to understand the relationship between job satisfaction and secretaries’ performance because this will make the organization or employer of labor to know how paramount it is to achieve job satisfaction. It is job satisfaction that makes secretaries fell they are part of the organization.

However, there are some problems that are believed militating against job satisfaction of secretaries in many organizations. The inability of employers to understand the relationship between job satisfaction and secretaries’ performance, employers’ insensitivity to job satisfaction, are some of the assumed problems affecting secretaries’ job satisfaction in organizations.

1.3 Objective of the Study

The primary objective of the study is to examine the influence of job satisfaction on productivity of secretaries in an organization.

The specific objectives is as follows:

  1. Determine whether there is a significant relationship between job satisfaction and secretaries productivity.
  2. Ascertain the factors which promotes secretary’s job satisfaction and productivity in an organization.
  3. Ascertain the impact of job satisfaction on secretaries in productivity in an organization.

1.4 Research Question

The study will be guided by the following questions;

  1. Is there a significant relationship between job satisfaction and secretaries productivity?
  2. What are the factors which promotes secretary’s job satisfaction and productivity in an organization?
  3. What is the impact of job satisfaction on secretaries in productivity in an organization?

1.5 Research Hypothesis

  • Ho: There is no significant relationship between job satisfaction and secretaries productivity.
  • Ha: There is a significant relationship between job satisfaction and secretaries productivity.

1.6 Significance of the Study

The research will justify the effect of job satisfaction on the productivity of secretaries, Hopefully, it will have a distinctive feature of having a structure that provides a connection on the gap created in the area of the secretaries in the civil service structurally, it will create an awareness to the productivity of secretaries in the civil service and other business operators on the need of job satisfaction.

The findings on this topic will give the study of materials and source to discover facts to guide on what and where to put in a specified place in a satisfactory condition for improving the quality of service afford.

1.7 Scope of the Study

This study focuses on the influence of job satisfaction on productivity of secretaries in an organization. Geographically, the study will be carried out in Delta state Secretariat.

1.8 Limitations of the Study

The researcher encountered minor obstacles when conducting the study, as with any human endeavor. The significant constraint was the scarcity of literature on the subject due to the nature of the discourse, so the researcher incurred more financial expenses and spent more time sourcing for relevant materials, literature, or information and in the data collection process, which is why the researcher resorted to a limited choice of sample size. Furthermore, the researcher did this investigation alongside other academic activities. Furthermore, the sample size was limited because only a few respondents were chosen to answer the research instrument, therefore the results cannot be generalized to other secondary schools outside the state. Despite the constraints encountered during the research, all elements were minimized in order to provide the best results and make the research effective.

1.9 Definition of Terms

Secretary:

A secretary is a person whose work consists of supporting management, including executives, using a variety of project management, communication, or organizational skills. The role can be in form of an administrative assistant or personal assistant.

Job satisfaction:

A feeling of fulfillment or enjoyment that an employee derives from their job.

Employee Performance:

The job related activities expected of a worker and how well those activities were executed.

1.10 Organization of the Study

The study is categorized into five chapters. The first chapter presents the background of the study, statement of the problem, objective of the study, research questions and hypothesis, the significance of the study, scope/limitations of the study, and definition of terms. The chapter two covers the review of literature with emphasis on conceptual framework, theoretical framework, and empirical review. Likewise, the chapter three which is the research methodology, specifically covers the research design, population of the study, sample size determination, sample size, and selection technique and procedure, research instrument and administration, method of data collection, method of data analysis, validity and reliability of the study, and ethical consideration. The second to last chapter being the chapter four presents the data presentation and analysis, while the last chapter (chapter five) contains the summary, conclusion and recommendation.

Chapter Five

Summary, Conclusions and Recommendations:

5.1 Introduction

This chapter summarizes the findings on the influence of job satisfaction on productivity of secretaries in an organization using Delta state Secretariat as a case study. The chapter consists of summary of the study, conclusions, and recommendations.

5.2 Summary of the Study

In this study, our focus was to examine the influence of job satisfaction on productivity of secretaries in an organization using Delta state Secretariat as a case study. The study was specifically set to determine whether there is a significant relationship between job satisfaction and secretaries productivity, ascertain the factors which promotes secretary’s job satisfaction and productivity in an organization, and ascertain the impact of job satisfaction on secretaries in productivity in an organization.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 50 responses were validated from the enrolled participants where all respondent are secretaries of Delta state Secretariat.

5.3 Conclusions

In the light of the analysis carried out, the following conclusions were drawn.

  1. There is a significant relationship between job satisfaction and secretaries productivity.
  2. The factors which promotes secretary’s job satisfaction and productivity in an organization includes; good work environment, finge benefits, career development programme, effective leadership, and good inter-personal relationship in the workplace.
  3. Job satisfaction has a positive impact on secretaries productivity in an organization as it enhances motivation, improves their commitment, improves their effectiveness, and minimizes secretary’s turn over intentions.

5.4 Recommendation

Based on the findings the researcher recommends;

  1. The key administrators/HRM should lay more emphasis on workers welfare such as designing training programmes, provision of social amenities like staff quarters, and other fringe benefits in the organization so as to enhance employees job satisfaction.
  2. It is also recommended that the management of the organization should make employees morale a priority, since an employee with a high morale will be more committed to the job.
  3. It is also recommended that the management of the organization should review its reward system so as to favour employees who are hardworking and committed to their jobs.

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