THE RELATIONSHIP BETWEEN JOB SATISFACTION AND SECRETARIES’ PERFORMANCE (A CASE STUDY OF UGHELLI SOUTH LOCAL GOVERNMENT COUNCIL, OTU-JEREMI, DELTA STATE)
TABLE OF CONTENTS
Title i
Approval page ii
Certification iii
Dedication iv
Acknowledgement v
Table of contents vi – viii
Abstract ix
CHAPTER ONE
INTRODUCTION
- Background of the Study 1 – 4
- Statement of the Problem 4
- Purpose of the Study 4 – 5
- Research Questions 5
- Significance of the Study 5
- Scope of the Study 6
CHAPTER TWO
REVIEW OF RELATED LITERATURE
- Introduction 7
2.1 Attitude of Employers toward Job Satisfaction 7 – 8
2.2 The Need for Job Satisfaction 8 – 9
2.3 Perceptions of Secretaries about Job Satisfaction 9 – 10
2.4 Effects of Job Satisfaction and Job Dissatisfaction 10 – 12
2.5 Factors enhancing Job Satisfaction 12 – 13
2.6 Summary of the Literature Reviewed 14
CHAPTER THREE
METHODOLOGY
3.0 Introduction 15
3.1 Design of the Study 15
3.2 Area of the Study 15
3.3 Population of the Study 16
3.4 Sample and Sampling Techniques 16
3.5 Method of Data Collection 16
3.6 Questionnaire Administration and Retrieval 16 – 17
3.7 Method of Data Analysis 17
CHAPTER FOUR
PRESENTATION AND ANALYSIS OF DATA
4.0 Introduction 19
4.1 Analysis of Data 20 – 26
4.2 Discussion of Findings 26 – 28
CHAPTER FIVE
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
- Summary 29
- Conclusions 30
5.3 Summary of Findings 30
5.4 Limitation of the Study 31
5.5 Recommendations 31
5.6 Suggestions for further Study 31
References
Appendixes
ABSTRACT
The major purpose of this study was to examine the relationship between job satisfaction and secretaries’ performance. The design of the study was a survey research. The population consisted of 25 secretaries of Ughelli South Local Government council, Otu-Jeremi. Mean score was used to analyze the 29 items questionnaire used for this research work. The major findings of the study were that the secretaries are not given privilege to make contributions and take decisions on matters affecting the organization on behalf of their boss, and they are not appreciated and recognized by their boss and colleague, therefore, lead to job dissatisfaction. The high point of the findings shown that the relationship between job satisfaction and secretaries’ performance is cordial as it revealed that if secretaries are satisfied, they will be committed to their job, and this will improve their productivity. To make this possible, it was recommended, among other things, that employers of labour should endeavour to better the conditions in which their secretaries work.
CHAPTER ONE
INTRODUCTION
- Background of the Study
The relationship between job satisfaction and secretaries’ performance is very imperative to the well being of any organization. The problem of job satisfaction has been a great concern to employers of labor and employees alike. In regard to this, Pamela, Stephen and Patricia, (1995), see job satisfaction as the degree to which individuals feel positively of negatively about their job. Secretaries hold important positions in an organization; as a result, they are viewed as the medium by which organizational goals are realized. Without them, an organization cannot function effectively and successfully. The effective performance of the secretary is dependent on the level of his satisfaction on the job. Hence, there is the need for job satisfaction among secretaries.
The role employers of labor have to play in any organization in order to ensure, maintain and improve job satisfaction is very important. Many employers of labor ignore the positive relationship between job satisfaction and the performance of their secretaries in the office. Some organizations or employers of labor ignore the positive relationship between job satisfaction and the performance of their secretaries in the office. Some organization or employers of labor are doing this intentionally because they feel that resources require to put in place job satisfaction are too expensive an detrimental to the well being of the organization. They therefore, claim that there is no resources to acquire such facilities that can improve job satisfaction and to afford the payment of some bonuses, allowances or fringe benefits which are believed will give job satisfaction to the secretary.
However, the important role the secretary plays in any organization necessitates the need for job satisfaction. In fact, employers or organizations are under obligation to make sure that their secretaries are satisfies. Cole, (1986), sees the need for job satisfaction and comments that people report of their satisfaction with their jobs are directly related to the extent to which their jobs provides them with such things as rewards, outcome as pay, variety in stimulation, consideration from supervisor, a high rate of promotion, close interaction with co-workers, an opportunity to influence decisions and control their pace of work. This assertion explains the common saying, “a happy man, is a productive man”. When secretaries are satisfied and their morale is high, the organization benefits in many ways. For one thing, satisfied secretaries are committed and loyal; they are more likely to work harder to make useful contributions to the organization. They are more likely to come to work everyday and remain with the organization.
Moreover, job dissatisfaction has negative effects in an organization. Just as the rewards of high workers satisfaction are great, so also are the disadvantages of job dissatisfaction. It poses bad effects on the organization if secretaries are not satisfied with their job. That is why secretaries who are not experiencing job satisfaction cannot give their best to the organizations in which they are working. There are certain factors that are assumed to make secretaries dissatisfied with their job. Among them are: unfavorable condition of service, denial of fringe benefits, lack of promotional opportunities, job insecurity, inadequate salary, poor personal relationship with supervisor and colleagues, etc. If these factors are experienced by secretaries, it is believed that they cannot give the organization their best. It will make them to best. It will make them to be unfaithful in their jobs, and they will not be committed. This in turn adversely affects organizational goals and prospects.
However, it is well know that the development of the economy requires a proportionate growth in qualitative human resources as well as a sound educational system. Knowing what to do, and doing it effectively, make workers to be satisfied in their job. As far as it is not very easy to achieve a high productivity level among secretaries because of lack of job satisfaction, Hellriegel, Slocum, and Woodman, (1998), has this to say, “Employers of labor must ensure they put five specific aspects of person’s job into consideration. These are: pay, promotion, supervision, the work itself and the relationship with co-workers”. In addition, a good condition of service, societal recognition, allowances, the rights to contribute in decision making, make them feel their work is meaningful. If these factors are put into practice in an organization, it is strongly believed that is will increase secretaries’ job satisfaction and therefore, enhance their performance.
- Statement of the Problems
The vital roles which secretaries usually play in an organizations call for employers of labor to understand the relationship between job satisfaction and secretaries’ performance because this will make the organization or employer of labor to know how paramount it is to achieve job satisfaction. It is job satisfaction that makes secretaries fell they are part of the organization. However, there are some problems that are believed militating against job satisfaction of secretaries in many organizations. The inability of employers to understand the relationship between job satisfaction and secretaries’ performance, employers’ insensitivity to job satisfaction, are some of the assumed problems affecting secretaries’ job satisfaction in organizations.
