The Impact of Employee Job Dissatisfaction on Organizational Performance
CHAPTER ONE
ย 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;
- Find out the factors that cause job dissatisfaction among employees
- Analyze the impact of employee job dissatisfaction on organizational performance
- Investigates the factors that lead to job satisfaction among employees
CHAPTERย TWO
LITERATUREย REVIEW
Conceptual Definitions
Definition of Job Satisfaction/Dissatisfaction
Job satisfaction/dissatisfaction has been defined in different perspectives by numerousย authors and numbers of theories. (Hornby, 2000) satisfaction means the good feeling thatย somebody has when he has achieved something or when something that somebody wantedย to happen does happen or something that gives somebody this feeling. This implies thatย contrary to this is dissatisfaction. Job satisfaction is sense of inner fulfillment and prideย achievedย whenย performingย aย particularย job.ย Jobย satisfactionย occursย whenย anย employeeย feelsย he has accomplished something having importance and value worthy of recognition; senseย ofย joy.
Job satisfaction is defined as the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs (Spector, 1997). This definition suggests job satisfaction/dissatisfaction is a general or global affective reaction that individuals hold about their job. While researchers and practitioners most often measure global job satisfaction/dissatisfaction, there is also interest in measuring different “facets” or “dimensions” of satisfaction/dissatisfaction. Examination of these facet conditions is often useful for a more careful examination of employee satisfaction/dissatisfaction workers, pay, job conditions, supervision, nature of the work and benefits” (Williams, 2004).
Smith (1969) perceived job satisfaction as the “extent to which an employee expresses aย positive orientation towards job” Wikipedia (2007) notes that job satisfaction describesย how content an individual is with his or her job. Job satisfaction has also been defined as aย pleasurable emotional state resulting from the appraisal of one’s job, an effective reactionย to one’s job and an attitude towards one’s job (Brief, 1998). Weiss (2002) argued that it isย an attitude but pointed out that researchers should differentiate between the objects ofย cognitive evaluation which affect (emotion), beliefs and behaviors. Other authors argueย thatย jobย satisfaction/dissatisfactionย mayย includeย factorsย suchย asย workload,ย physicalย conditions, and carrier aspirations of individuals. Job satisfaction is often described as theย quality of life at work as experienced by the employee, and the condition that could beย promotedย byย social responsibilityย programsย executedย byย theย employer.
The profounder argues that job satisfaction is reinforced by the state that employees have individual sets of expectations which are met. When those expectations are unmet, it results into dissatisfaction that leads to high turnover, absenteeism, increased complaints, psychological disengagement, low levels of involvement and organizational commitment, poor performance, low productivity and illness.
Theoreticalย Framework
There are theories which try to explain satisfaction/dissatisfaction and factors affecting it. Such theories are Maslow Theory, Hertzberg Motivation โ Hygiene Theory (Two Factor Theory), McClelland’s Theory of Needs, Theory X and Social Action Theory. Some of these theories are Maslow Theory. The theory tries to explain the five hierarchies of needs and that the lower order needs must be met before higher order needs could be met. Contrary to the hierarchy is job dissatisfaction. Hertzberg Motivation โ Hygiene Theory explains factors leading to satisfaction and dissatisfaction. That the factor leading to satisfaction are achievement, recognition, work itself, responsibility, advancement and growth and the factors leading dissatisfaction are company policy, supervision, relationship with boss, work conditions, salary and relationship with peers. McClelland’s Theory of Needs proposed that an individual’s specific needs are acquired over time and are shaped by one’s life experiences and these needs can be classed as achievement, affiliation and /or power. Douglas McGregor proposed Theory X which assumes that the average person dislikes work. Social Action Theory which explains that employees would regard what other employees get from other similar organizations.
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CHAPTERย THREE
METHODOLOGY
Researchย Designย
This defines research design as โthe scheme, outline, or plan that is used to generateย answers to research problems.โ It constitutes the ways data has been collected, measuredย and analyzed. The research design used in this study is Case Study Design. The studyย aimed at assessing the employeesโ job dissatisfaction and organizational performance inย theย Nigeriaย Policeย Force.
Studyย Populationย
Populationย isย aย groupย ofย individualsย whoย haveย oneย orย moreย commonย characteristicsย thatย areย of interest to the researcher (Best and Khan, 1998). The population for this study includedย policeย employeesย underย NPF Ogun stateย whoseย sum isย approximatelyย 718
CHAPTERย FOUR
PRESENTATIONย ANDย ANALYSISย OFย FINDINGS
Characteristicsย ofย Respondents
Sex ofย theย Respondents
One of the characteristics of respondents that was considered by the researcher, was the sex of the respondents. This is about the distribution of respondents by sex as shown in table 4.1 below.
CHAPTER FIVE
SUMMARY CONCLUSIONย ANDย RECOMMENDATION
Summaryย of theย Studyย
Theย studyย wasย aboutย theย effectsย ofย employeesโย jobย dissatisfactionย onย organizationalย performance in Nigeria Police Force. The objectives of this study were to identify theย domainย ofย employeesโย jobย dissatisfactionย inย Nigeriaย Policeย Force.ย Theย studyย alsoย explored the actual reasons for job dissatisfaction and effects of job dissatisfaction inย Nigeria Police Force. Finally, this study identified ways to reduce job dissatisfaction inย Nigeriaย Policeย Force.
This study used a mixed method approach done randomly to data collection. The targetย audience was police officers in Nigeria Police Force, Headquarters. Interviews wereย conducted to amplify findings from the literature as the first part of the study. A surveyย was developed based on both interview and questionnaire findings and research to gainย knowledge from a larger audience. Questionnaires were distributed to police officers inย Headquartersย (N=125).ย Theย surveyย usedย aย five-pointย Likertย scaleย toย determineย theย degreeย in which agents agreed with the statement or disagreed with the statement. The dataย collectedย wereย analyzed usingย simpleย mathematics.
Recommendations
Policy implications that can be drawn from this study are those that can make the jobย satisfiers offered to police employees attractive and competitive to be able to reduceย employee turnover and absenteeism among the police officers. The application of jobย satisfaction in the workplace is a tough concept to grasp due to its individualistic andย circumstantial nature. What one employee desires from their work, another may not. Forย instance, one employee may put their salary in high regard, while another may findย autonomy most important. Unfortunately, one aspect alone will most likely not affect anย employee’s jobย satisfaction.ย There are numerous aspectsย of a jobย thatย anย organizationย canย manageย to reduceย job dissatisfactionย in theย workplace,ย such as:
- Company Policies – Policies that are clear, fair and applied equally to allemployees will decrease dissatisfaction.ย Therefore, fairness and clarity areย important andย canย goย aย longย wayย inย improvingย employee
- Salary/Benefits- Making sure employee salaries and benefits are comparable to other organization salaries and benefits will help raiseย ย If a company wishes to produce a competitive product they must also offer competitive wages. In addition, this can help reduce turnover, as employees are more satisfied when paid competitive wages than if they are being underpaid.
- Interpersonal/Social Relations – Allowing employees to develop a social aspect to their job may increase satisfaction as well as develop a sense of teamwork. Co-worker relationships may also benefit the organization as a whole; given that, teamwork is a very important aspect of organization productivity and success. Moreover, when people are allowed to develop work relationships they care more about pulling their own weight and not letting co-workers down.
- Working Conditions – Keeping up to date facilities and equipment andmaking sure employees have adequate personal workspace may decreaseย ย A cramped employee is a frustrated employee plus faultyย equipmentย providesย frustration inย tryingย to get work done.
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