Effect of Job Satisfaction on Employee Performance
CHAPTER ONE
Objective of the study
The study is to assess the job satisfaction and employee performance in coca-cola company. The specifically objectives are;
- To ascertain the relationship between job satisfaction and employee performance in coca-cola company in portharcourt
- To ascertain the influence of job satisfaction dimensions on employee job performance in coca-cola company, Portharcourt
- To ascertain level of job satisfaction and job performance among employee in coca-cola company
CHAPTER TWO
REVIEW OF RELATED LITERATURE
CONCEPTUAL FRME WORK
JOB SATISFACTION
Job satisfaction is how content an individual is with his or her job. Affective job satisfaction is the extent of pleasurable emotional feelings individuals have about their jobs overall, and is different to cognitive job satisfaction which is the extent of individuals’ satisfaction with particular facets of their jobs. According ilham (2009), employee satisfaction refers to the positive or negative aspects of employee attitude towards their job. Employee satisfaction is the terminology used to describe whether employees are happy and needs at work. Job satisfaction plays vital role in life of man because it effects positively on the personal and social adjustment of the individual. The researcher found that work environment is an important determinant of job satisfaction of employees (Herzberg, 1968; Spector, 2008). The work environment in the new research, was found to be better determinant of job satisfactions by the scholars (Reiner and Zhao,1999; Carlan, 2007; Ellickson and Logsdon, 2001; Forsyth and Copes, 1994). Moreover, variation exists in terms of pay packages, working conditions, incentives, recognition and fringe benefits for the employees (Lavy, 2007). It was found that job satisfaction is adversely affected by the factors such as lack of promotion, working conditions, low job security and low level of autonomy. Guest (2004), Silla et al. (2005) and Ceylan,( 1998) concluded that the working conditions have affect on the satisfaction of employees. These include comfortable proper work and office spaces, temperature, lighting, ventilation. Schermerhorn (2005) emphasized that it is essential to recognize to the significance of these factors to boost the satisfaction level in the workforce. The researchers found the factors like pay, promotion and satisfaction with co-workers that influence the employee feeling towards job satisfaction. The investigation about relationship among job satisfaction and pay was conducted and it was also found that job satisfaction is affected by the pay (Nguyen et al.,2003). The scholars previous found that environmental factors are important determinant of job satisfaction. The job, fellow worker, supervision, pay, and promotion and advancement are the vital factors. (Lambert et al., 2001). Opkara (2002) stated that job satisfaction is an outcome of different factors like pay, promotion, the work itself, supervision, relationships with co-workers and opportunities for promotions . Out of these factors, pay is a very important factor. Okpara also founded that, conducted the study of IT managers, found that job satisfaction among managers can be increased with the help of supervision. Other than that, Brunetto and Farr-Wharton (2002) concluded that supervision of the immediate manager increases the level of job satisfaction in the public sector employees. Furthermore, the compensation has significant impact on the level of job satisfaction of employees. It was also found that flexible compensation has no effect on the level of job satisfaction (Igalens and Roussel, 1999). The study regarding the job satisfaction level of public sector mangers was conducted and it was concluded that the income is the major determinants of job satisfaction (Sokoya, 2000).
CHAPTER THREE
RESEARCH METHODOLOGY
Research is the process of arriving at a dependable solution to problems through planned and systematic collection, analyzing and interpretation of data (Osuala, 1993).
Green and Full (1975) defines research methodology as the specification of procedures for collecting and analyzing the data necessary to solve the problem at hand such that the differences between the cost of obtaining various levels of accuracy and the expected value of the information associated with each level of accuracy is optimized.
Thus, in this chapter the method and techniques of data collection and analysis for this study are discussed in details, research design, population of study, sample and sampling technique, sources of data collection, research instrument, validity of the instrument, reliability of the instrument, procedure for administration of research instrument, as well as the limitation of the research methodology. This will be important in order to assess performance appraisal and staff motivation in the financial sector.
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND DISCUSSION
This chapter is about the analysis and presentation of data collected from the field through questionnaire. The analysis of the data with particular question immediately followed by the presentation of findings.
As mentioned in chapter three, 50 questionnaires were administered and 50 were retrieved and necessary analysis was carried out on them and presented as follows:
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was on job satisfaction and employee performance in coca-cola company. 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 job satisfaction and employee performance in coca-cola company
Summary
This study was on job satisfaction and employee performance in manufacturing firm. Three objectives were raised which included: To ascertain the relationship between job satisfaction and employee performance in coca-cola company in portharcourt, to ascertain the influence of job satisfaction dimensions on employee job performance in coca-cola company, Portharcourt and to ascertain level of job satisfaction and job performance among employee in coca-cola company. In line with these objectives, three research questions and hypotheses were formulated and answered. The total population for the study is 75 staff of coca-cola company in portharcourt, Rivers state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study.
Conclusion
Job satisfaction represents one of the most complex areas when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations. There is a considerable impact of the employee’s perceptions for the nature of his work and the level of overall job satisfaction. Financial compensation also has a great impact on the overall job satisfaction of employees. There is a general dissatisfaction regarding the transportation facility as it was not provided to the employees who were working at night. Most of the employees are dissatisfied with the parking facility due to the shortage of space to park the vehicles which in turn leads to the damage of vehicle. There are no refreshments provided especially for those who stay back often because of work. Job satisfaction is very important to promote well-being of the organization, positive attitude and behaviour of employees towards work. Moreover, improving job satisfaction results in better quality of care, less physical and mental problems to coca-cola staff.
The different types of individual behaviour have a direct influence on the level of total performance in a company. Goal directed behaviours and organizational citizenship behaviours influence performance in a positive way, while counterproductive behaviours, intention to quit and absence from work can lower the level of performance in the company.
Recommendation
- Compensation – The Company should avoid imbalanced or unequal pay systems, although it was seen from the literature that money is not a motivator nor does it increase job satisfaction. The company should rather focus on how fairly the employees are treated with regard to compensation. ·Advancement – The advancement and promotion procedures should match the capabilities of individuals, and how they had accomplished their tasks. The company could put programmes into place to supply extensive training programmes for their employees in order to develop their skills, which may lead to advancement opportunities in the future.
- Social status – Social status was the factor which had the second highest influence on job satisfaction and the highest correlation with job performance. This is clearly an important aspect of the relationship between satisfaction and performance. The company could introduce more team building events. This way, employees could build better relationships with co-workers, which may in turn increase the level of motivation of employees in the company.
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