Under a Creative Commons license Abstract In the modern era, organizations are facing several challenges due to the dynamic nature of the environment. One of the many challenges for a business is to satisfy its employees in order to cope up with the ever changing and evolving environment and to achieve success and remain in competition. In order to increase efficiency, effectiveness, productivity and job commitment of employees, the business must satisfy the needs of its employees by providing good working conditions. The objective of this paper is to analyse the impact of working environment on employee job satisfaction.
To arrive at these targets, most managers resort vague to various methods such as rewards, motivation and punishment where necessary.
Originally the ancient was in punishment but in most recent times, the reward system, in form of bonus, profit sharing and merit rating, has been applied Johanson, However, Argyle sees Job satisfaction describes how contented an individual is with his or her job.
According to Davidthe happier people are within the job, the more satisfied they are said to be. Job satisfaction is not the same as motivation. Job design aims at enhancing job satisfaction.
Performance method include job rotation, bob enlargement and job enrichment.
Other influence on satisfaction include the management style and culture employee involvement, empowerment and automous work group. Job satisfaction is a very important attributes which is frequently measured by organization. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs.
Werss has argued that job satisfaction is an attitude but point out that researcher should clearly distinguish the objects of cognitive evaluation which are affect emotion beliefs and behaviours. This definition suggests that we form attitude towards our jobs by taking into account our feeling, our beliefs, and our behaviors.
Johansen and Terry say job satisfaction is the extent to which and employee is pleased with the content and environment of his or her work, or displeased or frustrated by inadequate working condition and tedious content.
Historically in ,s Herzberg confirms these when he said that job satisfaction actually spring from engineers and accountants who were asked to describe times when they felt especially satisfaction or dissatisfied with their job.
In describing incidents their jobs rather than jobs itself. For instance, they mentioned such factors as physical working condition, pay, security, company policies and their social reactions which others, Hertzberg termed as hygiene factors or maintenance factors.
In contrast, when describing incidents in which they felt especially satisfied or happy with their jobs, subjects often mentioned factors relating more directly to work they performed. For example, the nature of their job, achievements in them, promotion opportunities, recognition from management and the enhancement for personal growth.
The above are factors that contributed to job satisfaction. The psychological environment has been described as the perception that employees have about arriving at goats and objective of an organization.
It is therefore the consensus of workers perception how a particular organization is and how is managers deal with its members and the external environment.
Statement of the Problem Employees perform better and are more committed and dedicated to job assigned to them when satisfaction is being driven from the execution of such job.
Job satisfaction increase the productive marginal level of organization and by extension expand the profits margin as well. However, it is a known fact that often than not, organizations have failed to enrich and motivate the work force employees to give in their best performance.
Also, favourable working condition such as employees incentives, staff development, staff welfare, policy structure etc have been undermined by most managers or employees and these problems have incapacitated the employees from delivering the expected performances.
More so, most organization is backward and could not cope with challenges because they are stereotype in style of productive operations in this age of technology. Such organization are generally folding away due to unstandardized methods of production, the use of obsolete equipment or tools, poor quality product and so on, that fail to stand the test of challenges and competition.
It is based on these problems that the researcher intends to carry out this research work in order to find solution and probably make some useful recommendation to the problem under investigation. Purpose of the Study The general purpose of the study is to investigate the effect of job satisfaction on employees performance.
The specific purposes of the study are to: Find out the factors influencing job satisfaction in an organization. Find out the effects of job satisfaction on employee performance in an organization. Investigate the effect of the work condition on employee performance.
Find out the relationship between job security and employee performance. Investigate t he effect of work environment on employee performance. Research Question In order to achieve the aims and objectives of this study as stated above, the following research question have been outlined.
What are the factors influencing job satisfaction in an organization. In what way do job satisfaction affect employees performance in an organization. What are the effects of working condition on the employee performance in an organization.
In what way do job security relate to the performance of employee. What are the effects of work environment on employee performance. Significance of the Study The study when completed will be immense benefit to the students, employers and future researchers.
It is believed that the students will see the challenge of equipment and avail themselves of the knowledge of modern technologies to match the advancement in the business world in order to help realizing satisfaction.In this study, effects of management approach and leadership style on employee job satisfaction, are explicating and representing on the basis of employees who work in the telecommunication sector.
The general purpose of the study is to investigate the effect of job satisfaction on employees performance. The specific purposes of the study are to: 1. Find out the factors influencing job satisfaction in an organization. 2. Find out the effects of job satisfaction on employee performance in .
Low job satisfaction, coupled with low employee morale equals a lack of productivity in the workplace. Again, we have basic human nature at work. Simple random sampling is used for collection of data from heartoftexashop.comults indicates a positive relationship between working environment and employee job heartoftexashop.com study concludes with some brief prospects that the businesses need to realize the importance of good working environment for maximizing the level of job satisfaction.
1. To find out the relationship that exists between job satisfaction and employee performance in Agip Oil Company. 2. To identify factors that determines job satisfaction of employees and their consequential effects employee performance.
The purpose of this study is to explore the link between job satisfaction and organisational performance and to determine if there is an empirically provable relationship between these two variables, and the direction and the intensity of this relationship. Empirical research was conducted on a. Low job satisfaction, coupled with low employee morale equals a lack of productivity in the workplace. Again, we have basic human nature at work. The research question of the paper is “what is the effect of job stress on employee’s job satisfaction and organizational commitment?” Keywords: job stress, job satisfaction and organizational commitment.
3. Job satisfaction has been defined as a positive emotional state resulting from the pleasure a worker derives from the job (Locke, ; Spector, ) and as the affective and cognitive attitudes held by an employee about various aspects of their work (Kalleberg, ; Mercer, ; Wright and Cropanzano, ; Wong et al., ); the later implying that satisfaction is related to the component facets rather .