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Pay Dissatisfaction Among Civil Service Workers In Nigeria
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Employees will demonstrate pleasurable positive attitudes when they are
satisfied with the corporate pay system which the job brings. Thus, good
pay system will increase the employees’ job satisfaction which will
invariably affect corporate productivity and performance (Millan et al,
2011). Hence, this study will investigate pay dissatisfaction among
civil service workers in Nigeria with a particular reference to Ekiti
State.
1.2 Statement of the Problem
Generally, research
exploring civil service workers salaries and incentive schemes in
Nigeria shows that, civil servants are poorly paid and motivated and are
dissatisfied with their living and working conditions. The key reasons
for this has to do with lack of career advancement opportunities, low
wages when compared with other professionals, high workloads, poor work
environment, inadequate fringe benefits, and irregular payment of civil
service workers’ salaries. According to Bennell (2004) these conditions
are responsible for low civil service workers’ productivity and the
difficulty in attracting and retaining quality personnel into the civil
service in Nigeria.
Civil servants’ motivation for efficient
performance in the Nigerian public sector has not always received due
attention despite the obvious leading roles they play in the public
sector. This situation has remained a very serious problem. The
International Labour Organization (ILO, 2003) lamented that the
situation of civil service workers in the public sector in Nigeria is so
bad that it had reached “an intolerable low pointâ€. The societal image
of most civil service workers in terms of their purchasing power, social
status, gender bias, etc, has made the civil service unattractive. Its
members had gone through harrowing experiences in the hands of the
political office holders in the current political dispensation. For
instance there is often delay in the payment of salaries to civil
service workers for several months in Ekiti State.
The problem has
become disturbing that civil servants in Ekiti State are being compelled
to seek for alternative means of livelihood to meet their basic needs.
The ill treatment and non-professionalization of civil service job
breeds dissatisfaction and hamper productivity in the public sector. In
the face of frustration, low morale, harassment, condemnation and
job-dissatisfaction, civil servants in Ekiti State had been accused of
being responsible for the poor performance of the public sector (Hayble,
2001).
Furthermore, inconsistence in governmental policies such as
nonpayment of civil servants allowances, embezzlement of pension fund,
and non-inclusion of civil servants in long service award programmes
have been identified as responsible for the otherwise job
dissatisfaction among civil servants in Ekiti State. It is against this
backdrop that this study seeks to investigate pay dissatisfaction among
civil service workers in Nigeria with a particular reference to Ekiti
State.
1.3 Objectives of the Study
The major aim of this
research is to investigate pay dissatisfaction among civil service
workers in Nigeria. While the specific objectives include the following:
i. To evaluate the relationship between pay dissatisfaction and civil servants’ productivity in Ekiti State.
ii. To examine the impact of rewards system on employees’ job commitment.
iii. To investigate the relationship between compensation management and civil servants’ job satisfaction.
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