ABSTRACT
The study investigated the relationship between job
satisfaction and organizational commitment among officers of the Nigeria
Immigration service in Anambra state. The population of the study was made up
of one hundred (100) questionnaires measuring job satisfaction and
organizational commitments were randomly distributed to the participants. The
instruments were validated by smith, P. C. (1969) and Cook & Wall (1980). A
reliability coefficient of 0.68 and a table value of 0.164 were obtained. Data
collected were analyzed using mean, standard deviation and Pearson Product
Moment Correlation.
The results of the study showed that: there is a positive
relationship between job satisfaction and organizational commitment among the
immigration workers. The nature of the work organization and the design of jobs
can have a significant effect on the job satisfaction of workers. It is the
willingness of employees to accept organizational values and goals and to work
towards achieving these. Job satisfaction is affected by intrinsic and
extrinsic motivating factors, the quality of supervision, social relationships
with the work group and the degree to which individuals succeed or fail in
their work. The following recommendations were made based on the findings:
workers should be accepted by management as key stakeholders in the
organization.
There should be a proper communication channel between the
workers and the organization. Management should be encouraged to ensure a
policy of employment security, and ensure that steps are taken to avoid
involuntary redundancies. All workers entitlement and allowances should be
given them as and when due. Limitations and suggestions for further studies
were made and conclusions drawn.
CHAPTER ONE
INTRODUCTION AND BACKGROUND TO
THE RESEARCH PROBLEM.
To make the best use of people as a
valuable resource of the organization, attention must be given to the
relationship between staff, and the nature and content of their jobs. The
nature of the work organization and the design of jobs can have a significant
effect on the job satisfaction of the staff. Job satisfaction is defined as an
individual’s reaction to the job experience. Berry (1997). However, my interest
was aroused in carrying out this research in view of certain attitudes,
feelings and abilities being exhibited by the officers of the Nigeria
immigration service, Anambra state command in respect to their job. Hence, the
need for the study; in order to determine how variables such as pay, promotion,
benefits, supervisor, co-works, work conditions, safety, communication,
productivity and the work itself influence the way the officers feel about the
job. Each of these factors figures into an individual’s job satisfaction
differently. Also, this paper highlights the importance of organizational
commitment for effective research. Herscovich and Meyer defined organizational
commitment as the degree to which an employee identifies with the goals and
values of the organization and is willing to exert effort to make it succeed.
My interest was also aroused to carry out this study in order to establish the
degree of commitment towards the goals and values of the Nigeria Immigration
service by its officers. It has been suggested by Cyert and March (1963),
Mangham (1979) and Mintzerg (1983) that an organization is really a coalition
of interest groups, where political processes are inevitable part of everyday
life. Coopey and Hartley (1991) argue that if employees are expected and
encouraged to commit themselves tightly to a single set of values and goals
they will not be able to cope with the ambiguities and uncertainties that are
endemic in organizational life in terms of change. Values can be defined in
ways that allow for freedom of choice within broad guidelines.
STATEMENT OF RESEARCH PROBLEM
1. Is there a relationship between job
satisfaction and organisational commitment among the Nigeria immigration
officers in Anambra State?
2. Are variables such as pay,
promotions, supervisor, co-workers, security of job and the job itself
influence the overall performance of the Nigeria immigration officers in
Anambra State?
3. To what degree is the officers of
the Nigeria immigration service in Anambra State committed to the goals and
values of the service?
4. To what extent are the officers of
the Nigeria Immigration service, Anambra State Command satisfied with their
job?
5. What is the general assessment of
the job by the officers of the Nigeria Immigration service in Anambra State?
AIM OF THE RESEARCH
Goals such as the good of the
organization or effective performance at work may provide a degree of
motivation for some employees, who could be regarded as committed in so far as
they feel they own the relationship between job satisfaction and organisational
commitment among the Nigeria Immigration workers.
SIGNIFICANCE OF THE STUDY
This is to relate the achievement
of excellence to getting the whole hearted commitment of the work force of the
Nigeria Immigration service, Anambra state command. The study can provide
feedback that recognizes the contribution of officers and can spell out the
significance of the work they do.
OPERATIONAL DEFINITION OF KEY
CONCEPTS.
Job satisfaction:- This can be
defined as a pleasurable emotional state resulting from the appraisal of one’s
job; an effective reaction to one’s job, and an attitude towards one’s job
Weiss (2002).
Job satisfaction describes how
content an individual is with his or her job. The happier people are within
their job, the more satisfied they are said to be.
Workers:- This comprises of the
whole male and female officers of the immigration service, Anambra state
command; that participated in the study.
Organisational Commitment:- Is the
relative strength of an individual’s identification with an involvement in , a
particular organization. Porter et al (1974).
Organisational commitment develop
mutuality, a state that exists when management and employees are independent
and both benefit from this independency. Walton (1985).
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Item Type: Project Material | Size: 33 pages | Chapters: 1-5
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