1.0 INTODUCTION

1.1 BACKGROUND OF STUDY

Every organisation have a goal and the goal is to meet their specific projection for a particular time period; this can only be achieved when the employee are satisfied and happy in their various departments.

Job satisfaction of employees plays a very crucial role on the performance of an organization. It is essential to know as to how employees can be retained through making them satisfied and motivated to achieve extraordinary results. Target and achievement depends on employee satisfaction and in turn contribute for organizational success and growth, enhances the productivity, and increases the quality of work. It is indispensable for an organization to exactly feel as to what employees feel, think, and wish and to discover and make strategies that how the staff dedication and commitment can be improved. Through this initiative business outcomes can be improved, productivity can be enhanced, commitment can get strengthened. Increasing staff satisfaction is very vital and important factor for the success of an organization. Considering the civil service commission of plateau state Nigeria as a case study; the level of organisational performance is dependent on the level of job satisifaction of the employees in the civil service commission is mainly dependent on the motivational factors from the federal government of Nigeria since their dutie covers many areas of human resource management.

The civil service commision, generally need efficient management of their available resources to achieve their objectives. As it is often said, the job of a manager entails getting result through people. These results are achieved through guidance, leadership, encouragement and motivation of the people that perform the job. As the performance of any one on his job is affected by a combination of both ability and motivation, this is done through the formulation of good personnel policies as stated by Sanusi (1998) “to achieve efficiency and effectiveness in any organization, required that we develop a long range of motivational (personnel) policies to enhance the capacity of workers and to anticipate and influence changes in performance in the organization” .These personnel policies are written statement of an organizations goal, and intentions concerning matters that affected the people in the organization (normally contained in the memoranda and Article of association of the said organization).

The Local Government system is not left out of the task of managing its workers especially through personnel policies on motivation. Indeed by the very nature and functions assigned to the third tier of government.

These tiers of government should be at the forefront of service delivery, but it can not play an effective role in service delivery without adequate motivation of staff for effective performance and satisfaction. Effective motivation therefore, is an indispensable tool or resource for achieving productivity and thus essential for organizational survival, growth and development. It is drives that escort performance in any organization, above all, motivation is the key to the organizations survival, prosperity and future economic and social development.

1.2 STATEMENT OF PROBLEM

In view of the prevalence of problems with job satisfaction in the civil service commision of plateau state, the level of knowledge regarding job satisfaction of workers in the civil service commission is in its infancy. There is growing concern about having an ageing workforce due to the increasing retirement age (Roelen et al. 2014). In this context, Järvholm et al. (2014) suggest that a deep appreciation of the interplay between job and agerelated attributes would facilitate uncovering the most effective measures to prolong the valuable participation of workers within most of the activities in the civil service commission. Nonetheless, research on job satisfaction has been, for the most part, focused on investigating the situational factors affecting job satisfaction of workers and has overlooked the individual-based features (Templer 2012), particularly age-related factors as pointed out by Kooij et al. (2008).

1.3 RESEARCH QUESTION

1. Is there any significant relationship between job satisfaction and the level of organisational performance?

2. What are the most satisfying event of an employee in the job and staff turnover?

3. Does employees derive job satisfaction from extrinsic job rewards or from intrinsic job rewards?

4. Are factors like staff experience, age and sex on job satisfaction of employees and organizational policies affecting on staff satisfaction?

1.4 RESEARCH HYPOTHESIS

H0: there is no significant relationship between employee satisfaction and organisational performance

H1: there is significant relationship between employee satisfaction and organisational performance.

H0: Job satisfaction has no significant effect on the level of employee productivity

H1: Job satisfaction has significant effect on the level of employee productivity

1.5 AIMS AND OBJECTIVES OF STUDY

The aims  of this research study is to observe the relationship between employee’s job satisfaction and organizational performance. It will be based on different theories of human resources. These theories will indicate the extent to which the employee will be satisfied. There is a cause and effect relationship between the employee’s job satisfaction and organizational performance. Employee’s satisfaction is a cause and the effect will be “how the organizational performance fosters”. As this study is designed to assess the rationality of this relationship, therefore, the specific objectives of this study are;

1. To determine whether there is a positive relationship between the job satisfaction and organization performance.

2. To find out whether the employees derive job satisfaction from extrinsic job rewards or from intrinsic job rewards.

 3. To find out the most satisfying event of an employee in the job and staff turnover.

 4. To identify the influence of different factors like staff experience, age and sex on job satisfaction of employees and organizational policies affecting on staff satisfaction.

5. To identify that how organizational performance enhanced due to employee satisfaction

1.6 SIGNIFICANCE OF STUDY

The research work will reveal the effect of job satisfaction on the employee productivity, it will discuss the how organisational policies is affecting staff satisfaction, the research work will discuss the various factors like staff experience, age, sex and job satisfication of employees and organisational performance.

1.7 SCOPE OF STUDY

The research work is focus on the job satisfaction and organisational productivity in plateau state civil service commission Nigeria.

1.8 LIMITATION OF STUDY

FINANCIAL CONSTRAINTS: The researcher was with limited funds and could not get all the materials needed for the study but was able to gain a meaingful understanding of the topic from the materials the researcher got with the funds available.

TIME CONSTRAINTS: the researcher being a students is left with limited time as he or she is engaged in other departmental activities like seminar presentation and submission of assignment but he or she was able to meet with the time allocated for the completion of the research work.

1.9 DEFINITION OF TERMS

SATISFACTION: the total body of feeling that an individual has about his or her job.

Get this material NGN 5,000

Message Us on WhatsApp  »