CHAPTER 1
1.1
BACKGROUND OF THE STUDY
Job satisfaction is the level of
contentment a person feels regarding his or her job. This feeling is mainly
based on an individual’s perception of satisfaction. Job satisfaction can be
influenced by a person’s ability to complete required tasks, the level of
communication in an organization, and the way management treats employees.Job
satisfaction falls into two levels: affective job satisfaction and cognitive
job satisfaction. Affective job satisfaction is a person’s emotional feeling
about the job as a whole. Cognitive job satisfaction is how satisfied employees
feel concerning some aspect of their job, such as pay, hours, or benefits.Many
organizations face challenges in accurately measuring job satisfaction, as the
definition of satisfaction can differ among various people within an
organization. However, most organizations realize that workers’ level of job
satisfaction can impacttheir job performance, and thus determining metrics is
crucial to creating strongefficiency.
Despite widespread belief to the
contrary, studies have shown that high-performing employees do not feel
satisfied with their job simply as a result of to high-level titles or
increased pay. This lack of correlation is an significant concern for
organizations, since studies also reveal that the implementation of positive HR
practices results in financial gain for the organizations. The cost of
employees is quite high, and creating satisfaction relevant to the return on
this investment is paramount. Simply put: positive work environments and
increased shareholder value are directly related.
Some factors of job satisfaction may
rank as more important than others, depending on each worker’s needs and
personal and professional goals. To create a benchmark for measuring and
ultimately creating job satisfaction, managers in an organization can employ
proven test methods such as the Job Descriptive Index (JDI) or the Minnesota
Satisfaction Questionnaire (MSQ). These assessments help management define job
satisfaction objectively.
Typically, five factors can be used
to measure and influence job satisfaction: Pay or total compensation The work
itself (i.e., job specifics such as projects, responsibilities) Promotion opportunities (i.e., expanded
responsibilities, more prestigious title)Relationship with supervisor Interaction and work relationship with
coworkers.In addition to these five factors, one of the most important aspects
of an individual’s work in a modern organization concerns communication demands
that the employee encounters on the job. Demands can be characterized as a
communication load: “the rate and complexity of communication inputs an
individual must process in a particular time frame.” If an individual receives
too many messages simultaneously, does not receive enough input on the job, or
is unsuccessful in processing these inputs, the individual is more likely to
become dissatisfied, aggravated, and unhappy with work, leading to a low level
of job satisfaction.UAC PLC
Superior–subordinate communication,
or the relationship between supervisors and their direct report(s), is another
important influence on job satisfaction in the workplace. The way in which
subordinates perceive a supervisor’s behavior can positively or negatively
influence job satisfaction. Communication behavior—such as facial expression,
eye contact, vocal expression, and body movement—is crucial to the
superior–subordinate relationship
The research therefore seek to
provide an appraisal of the concept and scope of job satisfaction with a case
study of UAC PLC
1.2
STATEMENT OF THE PROBLEM
The complexity and inability of many
firm to measure and determine the job satisfaction level of their employee
compounds the ability of the firm to
motivate their employees effectively to achieve employee job satisfaction.when
employees are satisfied on their jobs they are highly motivated to perform
maximally. Many organizations face challenges in accurately measuring job
satisfaction, as the definition of satisfaction can differ among various people
within an organization. However, most organizations realize that workers’ level
of job satisfaction can impact their job performance, and thus determining
metrics is crucial to creating strong efficiency.UAC PLC
Despite widespread belief to the
contrary, studies have shown that high-performing employees do not feel
satisfied with their job simply as a result of to high-level titles or
increased pay. This lack of correlation is an significant concern for
organizations, since studies also reveal that the implementation of positive HR
practices results in financial gain for the organizations. The cost of
employees is quite high, and creating satisfaction relevant to the return on
this investment is paramount. Simply put: positive work environments and
increased shareholder value are directly related.
Some factors of job satisfaction may
rank as more important than others, depending on each worker’s needs and
personal and professional goals. To create a benchmark for measuring and
ultimately creating job satisfaction, managers in an organization can employ
proven test methods such as the Job Descriptive Index (JDI) or the Minnesota
Satisfaction Questionnaire (MSQ). These assessments help management define job
satisfaction objectively
Therefore the problem confronting
this research is to appraise the concept and scope of job satisfaction with a
case study of UAC PLC.
1.3
RESEARCH QUESTION
1 What is the nature of the concept and
scope of job satisfaction
2 What is the effect of job satisfaction
on employee performance
3 What is the nature and effect of job
satisfaction on employee performance in UAC PLC
1.4
OBJECTIVE OF THE RESEARCH
1 To determine the nature of the concept
and scope of job satisfaction
2 To determine the effect of job
satisfaction on employee performance
3 To
determine the nature and effect of job satisfaction on employee performance in
UAC PLC
1.5
SIGNIFICANCE OF THE RESEARCH
The research shall appraise the
nature and impact of job satisfaction on employee performance
It shall determine measures for
appraising the job satisfaction level employees and profer useful information to
managers and organisations.
1.6
STATEMENT OF THE HYPOTHESIS
1
Ho Employee performance in UAC
is low
Hi Employee performance in UAC is high
2 Ho
Job satisfaction level in UAC is low
Hi Job
satisfaction level in UAC is high
3 Ho
Impact of job satisfaction on employee performance is low
Hi Impact of job satisfaction on employee
performance is high
1.7
SCOPE OF THE STUDY
The study focuses on the appraisal
of the concept and scope of job satisfaction and profer a case study of
the impact of job satisfaction on
employee performance in UAC PLC
1.8
DEFINTION OF TERMS
JOB SATISFACTION DEFINED
Job satisfaction is the level of
contentment a person feels regarding his or her job. This feeling is mainly
based on an individual’s perception of satisfaction. Job satisfaction can be
influenced by a person’s ability to complete required tasks, the level of
communication in an organization, and the way management treats employees
AFFECTIVE JOB
SATISFACTION
Affective job satisfaction is a
person’s emotional feeling about the job as a whole.
COGNITIVE JOB
SATISFACTION
Cognitive job satisfaction is how
satisfied employees feel concerning some aspect of their job, such as pay,
hours, or benefits.
GENETICS[EDIT]
It has been well documented that
genetics influence a variety of individual differences. Some research suggests
genetics also play a role in the intrinsic, direct experiences of job
satisfaction like challenge or achievement (as opposed to extrinsic,
environmental factors like working conditions). One experiment used sets of
monozygotic twins, reared apart, to test for the existence of genetic influence
on job satisfaction. While the results indicate the majority of the variance in
job satisfaction was due to environmental factors (70%), genetic influence is
still a minor factor. Genetic heritability was also suggested for several of
the job characteristics measured in the experiment, such as complexity level,
motor skill requirements, and physical demands.
PERSONALITY
Some research suggests an
association between personality and job satisfaction. Specifically, this
research describes the role of negative affectivity and positive affectivity.
Negative affectivity is related strongly to the personality trait of
neuroticism. Individuals high in negative affectivity are more prone to
experience less job satisfaction. Positive affectivity is related strongly to
the personality trait of extraversion. Those high in positive affectivity are
more prone to be satisfied in most dimensions of their life, including their
job. Differences in affectivity likely impact how individuals will perceive
objective job circumstances like pay and working conditions, thus affecting
their satisfaction in that job.[48]
There are two personality factors
related to job satisfaction, alienation and locus of control. Employees who
have an internal locus of control and feel less alienated are more likely to
experience job satisfaction, job involvement and organizational commitment. A
meta-analysis of 187 studies of job satisfaction concluded that high
satisfaction was positively associated with internal locus of control. The
study also showed characteristics like high machiavellianism, narcissism, trait
anger, type A personality dimensions of achievement striving and
impatience/irritability, are also related to job satisfaction.[
EMOTION
Mood and emotions at work are
related to job satisfaction. Moods tend to be longer lasting but often weaker
states of uncertain origin, while emotions are often more intense, short-lived
and have a clear object or cause.
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