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Format: MS WORD
| Chapters: 1-5
| Pages: 76
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
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
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