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The Impact Of Job Satisfaction On Employee’s Performance In The Public Sector
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Salawu (2008) defined job satisfaction" as the extent or degree a person is satisfied with the job he or she is doing, in terms of the salary, self actualization, prestige of the job, autonomy, control and condition of the job". Locke (1976), defined job satisfaction " as the appraisal one's job as attaining or allowing the attainment of one's important job values providing these values are congruent with or help fulfill one's basic needs". For Davis (1977) job satisfaction is "the favourableness or unfavourableness with which employees view their work, public servant like any other worker has a bundle of needs. They need food, shelter, self esteem and self actualization to mention but few. It is the urge to satisfy some of these needs that motivate people to accept these jobs. The attempt to take a job therefore, may have a variety of motives which may essentially be complex and conflicting but the ultimate goal is satisfaction. Although, a great deal of Nigeria workers consider their jobs as a means of providing them with the necessary money to cater for their needs, cloth them and perhaps save part of it or invest for their family members. Job condition and employer, employee relationships are very important since they affect the performance of workers. Every organization, whether in private or public sector strives to effectively elicit the best from the professionals, unfortunately, it seems the desired goal has remained elusive. An in-depth study of job satisfaction has shown that there are people who do have job satisfaction in spite of their organization's provisions of those conditions that are satisfactory. Studies have also shown that workers achieve different levels of job satisfaction at different period in their careers and at different occupational levels. Closely related to this is the fact that despite the growing sophistication in technology a great percentage of Nigerian work-force seen dissatisfaction with their jobs, lack of commitment and are always willing to leave their' jobs for more promising and satisfaction ones. Incessant conflicts, disagreement, protest, tension, distrust, trade disputes, strikes etc. also characterized the actions of the worker in different unions in Nigeria. This implies that the various organizations are far from solving the workers problem. It also signifies frustrating, unchallenging, unsatisfying and bring job conditions.
CHAPTER ONE -- [Total Page(s) 3]
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