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Influence Of Work Schedule And Occupational Stress On Job Satisfaction
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CHAPTER ONE
INTRODUCTION
1.1. Background of the study
Job
satisfaction is the most widely researched job attitude and among the
most extensively researched subjects in Industrial/Organizational (I/O)
Psychology (Judge & Church, 2000). It has been linked to
productivity, motivation, absenteeism/tardiness, accidents,
mental/physical health, and general life satisfaction (Landy, 1978,
Wegge, Schmidt, Parkes & Van Dick, 2007). Job satisfaction is
considered as one of the most important construct in I/O Psychology
because of its role to understanding of many activities that takes place
in the work environment. It is an extent to which an individual or
worker performs his/her work effectively. Other factors that affect job
satisfaction are work schedule and occupational stress, which form the
basis for this study.
According to Kerber & Campbell (1987),
measurement of job satisfaction helps identify specific aspects of a job
that require improvement. Employee job satisfaction is a central
attention in the researches and discussions in work and organizational
psychology. It is opined that a happy employee is productive and vice
versa (Syptak, Marsland & Ulmer, 1999). In reality, employees are
more satisfied when they enjoy the environment in which they work. The
extent to which an employee is satisfied with his/her work determines
the growth or collapse of the organization where he/she works (Thompson
& Phua, 2012).
However, organizations tend to focus more on
predicting employees’ job performance rather than its satisfaction. In
recent times, research has been conducted on employees’ job satisfaction
unlike its initial state where it was being ignored. Locke (1976)
described job satisfaction as a pleasurable or positive emotional state
resulting from the appraisal of one’s job or job experiences. Most
organizations in African countries (Nigeria especially) seems to ignore
the important of their employees’ job satisfaction but focuses more on
the organizations’ productivity and sales increase.
Appreciation,
recognition and appraisal works hand in hand in enhancing employees’ job
satisfaction. In any organization where these essential tools are
lacking, the organization suffers and this might lead to collapse or
relapse of the organization (Latham & Budwoth 2007). Also leadership
style of managers and/or supervisors in charge goes a long way to
determine if the success and growth of the organization is guaranteed or
threatened (Teven, 2007). Organizations rely greatly on its employees’
talents to achieve organizational success, and when job satisfaction is
lacking, these valued employees’ are tempted to quit; negatively
affecting the organizational effectiveness. An appropriate style of
leadership and employees’ job satisfaction with their jobs are factors
that are essential and fundamental to organizational success (Lok &
Crawford, 2001).
Another major factor on this is that an organization
is an open system which involves inter-relatedness of sub-systems
(Morgan, 1986). Job satisfaction must be directed towards the
organizational goals that are relevant and impactful to the job (Staw
& Cohen-Charash, 2005). There are certain factors that must be taken
into consideration when determining how satisfied an employee is with
his/her job, and it is determined based on employee’s work situation or
importance.
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ABSRACT - [ Total Page(s): 1 ]The study investigated influence of work schedule and occupational stress on job satisfaction among hospital workers in University of Uyo Teaching Hospital, Uyo, Akwa Ibom State. Two hundred and sixty-four (264) participants were used for the study; their ages ranged from 18 to 62 years with a mean age of 33.74 years. An ex-post facto design was adopted of the study. Valid questionnaires were used for data collection which were Occupational Stress Scale developed by American Institute of Stress ... Continue reading---
