Job Satisfaction And Employee Performance A Study Of Globalcom Limited Nigeria

CHAPTER ONE/ INTRODUCTION 

1.1 Background to the Study 

Job satisfaction describes how happy an individual is with his or her job. The happier people are with their jobs, the more satisfied they are said to be. Job satisfaction can be considered as one of the deciding factors when it comes to effectiveness and efficiency of workers. The logic is that a satisfied employee makes a happy employer, and a happy employee is a successful employee. In line with this, Statt (2004) defines job satisfaction as the extent to which a worker is contented with the rewards he or she gets out of his or her job, particularly in terms of intrinsic motivation. According to Armstrong (2006) job satisfaction refers to the attitude and feelings people have about their work. Positive and favourable attitude towards a job indicate job satisfaction, negative and unfavourable attitudes towards the job indicate job dissatisfaction.
Job satisfaction is generally seen as the effective orientation of individuals towards work roles that they are currently occupying in other word a person could be said to be satisfied to the extent that his job fulfils his dominant needs and is consistent with his expectations and values. Job satisfaction can also be seen as a worker’s sense of achievement and success on the job. Kaliski (2007) ascribes to this, stressing that job satisfaction is generally perceived to be directly linked to productivity as well as to personal well- being. By implication Job satisfaction implies doing a job one enjoys doing well and being rewarded for one’s efforts. Job satisfaction further implies enthusiasm and happiness with one’s work.
On the other hand job involves the interaction between an individual and his work environment. The working environment sets basic requirements for the individual, just these requirements can bring about satisfaction or dissatisfaction for him.
Job performance is the way employees perform their work. It is an individual output in terms of quality and quantity expected from every employee in a particular job. In line with this Abdullahi (2011) job performance is the effectiveness or ineffectiveness of employee as regard to discharging their responsibilities in the organization..

1.2 Statement of the Problem 

Generally, managers all over the world are continually confronted with the problem of how best to make workers perform efficiently and effectively and at the best possible level. It is also the desire of every employer that the employees in his organization be happy and satisfied with their work in order to achieve organizational goals. Thus, the idea of getting employees satisfied so that they can perform their duty diligently could be seen as of great importance to the society.

1.3 Research Questions 

In line with the specific objectives, the following research questions were answered:

1. What is the influence of salary on job performance of employee in Globalcom Limited, Nigeria?
2. What is the influence of fringe benefits on job performance of employee in Globalcom Limited Nigeria?
3. What is the influence of in-service training on job performance of employee in Globalcom Limited, Nigeria?
4. What is the influence of promotion on job performance of employee Globalcom Limited Nigeria?
5. What is the influence of working relationship with employer on job performance of employee in Globalcom Limited Nigeria?

1.4 Objectives of the Study

The main objectives of this study is on the Job satisfaction and Employee performance  a study of Global telecommunication of Nigeria, Lagos

The specific objectives were to:

6. assess how salary influences job performance of employee Globalcom Limited Nigeria.
7. investigate how fringe benefits influence job performance of employee in Globalcom Limited Nigeria
8. determine how in-service training influences job performance of employee in Globalcom Limited Nigeria
9. assess how promotion influences job performance of employee in Globalcom Limited Nigeria.
10. investigate how working relationship with employer influences job performance of employee in Globalcom Limited Nigeria

1.5 Research Hypotheses 

In line with the specific objectives, the following hypotheses were formulated and tested in the course of the study.

1. Salary has no significant influence on the job performance of employee in Globalcom Limited Nigeria
2. Fringe benefits have no significant influence on the job performance of employee in Globalcom Limited Nigeria
3. In-service training has no significant influence on the job performance of employee in Globalcom Limited Nigeria
4. Promotion has no significant influence on the job performance of employee in Globalcom Limited Nigeria
5. Working relationship with employer has no significant influence on the job performance of employee in Globalcom Limited Nigeria

1.6 Significance of the Study 

The result of this study will benefit the management of Globalcom Limited, Nigeria and the society in the following areas:
Firstly, the findings will be valuable tools to organization for improving the general working conditions of the employee.
Finally, the study will serve as am embodiment of knowledge to future researchers and students embarking on similar study.
1.7 Scope of the Study 
Although there are many factors that influence job satisfaction of employees, the researcher considered the following factors; condition of service (salary, fringe benefits, in-service training and promotion) working relationship with employers, physical working environment and societal attitude towards teaching to assess the job satisfaction of employee and how they influences their job performance .Condition of service comprises of different factors from which the researcher delimited it to salary, fringe benefits, in-service training, and promotion. This is because the researcher feels that they are among the most important factors of motivation in job satisfaction as well as in job performance.