TABLE OF CONTENTS
Title Page
Abstract
Table of Contents
Appendices
Operational Definition of Terms
Abbreviations
CHAPTER ONE: INTRODUCTION
1.1 Background to the study
1.2 Statement of the Problem
1.3 Objectives of Study
1.4 Research Questions
1.5 Hypotheses
1.6 Basic Assumption
1.7 Significance of the Study
1.8 Scope and delimitation
CHAPTER TWO: REVIEW OF RELATED LITERATURE
2.1 Introduction
2.2 Conceptual framework
2.2.1 The concept of Motivation
2.2.2 Concept of Job Motivation
2.2.3 Concept of Job Satisfaction
2.2.4 Relationship between job satisfaction and job motivation
2.2.5 Relationship on job satisfaction and worker performance
2.2.6 Relationship between job motivation and worker performance
2.3 Theoretical Framework
2.3.1 Herzberg‟s Motivation Maintenance theory
2.3.2 Abraham‟s Maslow Need Theory of motivation
2.3.3 Murray Henry Need for achievement theory
2.3.4 John Stacey Equity theory
2.3.5 Victor H.V. Expectancy theory
2.4 Review of Empirical Studies
2.5 Summary
CHAPTER THREE: METHODOLOGY
3.1 Introduction
3.2 Research design
3.3 Population
3.4 Sample and sampling Techniques
3.5 Instrumentation
3.6 Validity of instrument
3.6.1 Pilot Testing
3.6.2 Reliability of Instruments
3.7 Procedure for Data Collection
3.8 Procedure for Data analysis
CHAPTER FOUR: RESULTS AND DISCUSSION
4.1 Introduction
4.2 Analysis of Demographic Variables
4.3 Answering the Research Questions
4.4 Hypotheses Testing
4.5 Summary of Major Findings
4.6 Discussion of the Findings
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Introduction
5.2 Summary
5.3 Conclusion
5.4 Recommendations
5.5 Suggestions for Further Study
5.6 Implications For Counselling
References
Appendices
ABSTRACT
This study investigated the relationship between job motivation, satisfaction, and performance among staff of Nigerian Defence Academy Kaduna. The study employed ex-post factor design. The population of the study was 2,751 military and civilian personnel. The sample for the study was 275. Seven research questions and seven hypotheses were formulated to guide this study. Three instruments on job motivation, job satisfaction and work performance were adapted from Goodman and Svyantex (1999) and used for this study. Percentages, means and Pearson product Moment Correlation were used to analyse the data. Findings revealed that significant relationship existed between job motivation and work performance among staff of NDA with (p< 0.003; r = 0.875 at df 273, between job satisfaction and work performance among staff of NDA with (p < 0.006, r = 0.666 at df 273, between job motivation and work performance of male staff of NDA with (p < 0.000, r = 0.705 at df 220) and also of their female counterpart (p < 0.000, r = 0.699 at df 51). Based on the findings of the study, it is recommended that: the entire NDA staff should be motivated irrespective of their nature of appointment (military or civilian), rank or gender in order to enhance their job satisfaction and performance.
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Every successful organization, whether a business concern, educational institution, hospital, military formation or even a family, requires some measures of on the job motivation to guarantee job satisfaction among the employees. The issue of job satisfaction and dissatisfaction among employees has become so important that effectiveness of management in an organization
has become a crucial factor in the organization‟s effort to coordinate its
various functions to attain its goals.
Job motivation is the eagerness and the willingness to do a job very well without the need to be told or been forced to do so. The urge is within-intrinsic motivation. Some people work hard to achieve that which they want and need because the urge to do so is a dictate of the anticipated reward-extrinsic motivation. Nevertheless, the terms "job satisfaction" and
"motivation" are often used interchangeably. However, this is incorrect.
Job satisfaction refers to the pleasure or reassurance that a job provides a person. By contrast, motivation refers only to the reasons a person performs a job, regardless of whether the job brings him pleasure. However, the terms are closely related.
Attempting to understand the nature of job satisfaction and its effects on work performance is not easy. For at least 50 years industrial/organizational psychologists have been wrestling with the question of the relationship between job satisfaction and job performance. Researchers have put a.....
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