Journal articles: 'Job satisfaction – Nigeria – Rivers State'

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Kadiri-Eneh, NP, BS Uzochukwu, C. Tobin-West, and EC Azuike. "An assessment of job satisfaction among primary health care workers in Rivers State, Nigeria." Nigerian Journal of Medicine 27, no. 3 (2018): 282. http://dx.doi.org/10.4103/1115-2613.278792.

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Dolly C, Kalu, and Okpokwasili Nonyelum P. "IMPACT OF DEMOCRATIC LEADERSHIP STYLE ON JOB PERFORMANCE OF SUBORDINATES IN ACADEMIC LIBRARIES IN PORT HARCOURT, RIVERS STATE, NIGERIA." International Journal of Research -GRANTHAALAYAH 6, no. 10 (October 31, 2018): 232–39. http://dx.doi.org/10.29121/granthaalayah.v6.i10.2018.1190.

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The study focused on the influence of democratic leadership style on job performance of subordinates in academic libraries in Port Harcourt, Rivers State, Nigeria. The research design adopted for the study was a survey, while the 74 professional and para-professional staff working in the libraries studied were the respondents. Data collection was through questionnaire instrument titled “Democratic Leadership Style on Job Performance of Subordinates in Academic Libraries (DLSJPSAL)” made up of of five (5) item statements. Research question was answered using frequency counts, total score and means. Findings of the study revealed that democratic leadership style in academic libraries studied has positive influence on subordinates’ job performance because it results in high employees’ productivity. This style of leadership tends to have work groups that were very productive and subordinates showed a high degree of satisfaction on the job. Among others, the researchers recommended that heads of academic libraries should be encouraged to adopt democratic leadership style since it yields higher result in job performance of subordinates and consequently to users’ satisfaction with library services.

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Patience Edoho, Samson-Akpan. "Job Satisfaction among Nurses in Public Hospitals in Calabar, Cross River State Nigeria." American Journal of Nursing Science 4, no. 4 (2015): 231. http://dx.doi.org/10.11648/j.ajns.20150404.22.

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ABIONA, B. G., and O. A. ORAGWU. "ORGANIZATIONAL COMMITMENT OF AGRICULTURAL EMPLOYEE’S JOB SATISFACTION IN OGUN-OSHUN RIVER BASIN(OORBDA), OGUN STATE, NIGERIA." Journal of Agricultural Science and Environment 18, no. 1 (November 7, 2019): 59–68. http://dx.doi.org/10.51406/jagse.v18i1.1913.

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This study determined the effect organizational commitment on employee's job satisfaction in Ogun-Oshun River Basin, Ogun State, Nigeria. Data were collected through a structured questionnaire on one hundred and ten (110) respondents using simple random sampling techniques. Data were analysed using descriptive and inferential statistical tools such as Chi-square and Person Product Moment Correlation. Results revealed the mean age of respondents in the study area was 42 years and majority (63.6%) were males. Also, Majority (92.7%) of the respondents perceived that organizational commitment is high in the study area. Reasons adduced for this was punctuality at work (=4.40) and co-operation with colleagues to facilitate completion of tasks within the organization (=4.39). More so, major satisfaction indicators were advancement for promotion ( = 4.20) and right to enjoy leave (=4.01). The results also show that significant relationship existed between income(r= 0.035, p< 0.05), sex (χ2= 55.12, p < 0.05), marital status (χ2= 241.40, p<0.05), organizational commitment (r= 0.417, P < 0.05), constraints faced (r=0.528, p< 0.05) by respondents and their job satisfaction. The study concluded that employees enjoy cooperation from the organisation and factors that will enhance employee’s commitment in attainment of organisational sustainability is highly recommended.

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Akase N., Bassey, and Okpechi Philip A. "Work Hazards and Job Satisfaction Among Public Servants in Cross River State Nigeria and Counselling Interventions." Business, Management and Economics Research, no. 10 (October 7, 2018): 130–34. http://dx.doi.org/10.32861/bmer.4.10.130.134.

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Michael, Anosike, Omole David, Aderomu Peter, Babalola Olufemi, and Mosaku Olusoji. "APPRAISAL OF THE STATE OF HEALTH OF RESIDENTIAL BUILDING FACILITIES IN A PRIVATE UNIVERSITY IN NIGERIA." International Journal of Engineering Technologies and Management Research 5, no. 4 (February 26, 2020): 153–67. http://dx.doi.org/10.29121/ijetmr.v5.i4.2018.219.

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The study assessed the state of health of residential building facilities for students and faculty in a private university in Nigeria. The study utilized 490 maintenance job request forms (MJRFs) in addition to 120 questionnaire on user’s satisfaction about their home buildings to generate data from respondents drawn from students and faculty. The results obtained revealed that electrical works, carpentry & joinery and ceiling tiles defects recorded 1st, 2nd & 3rd highest respectively on frequencies of occurrence. Whereas, roof works and external works on 11th & 12th positions respectively trailed last on frequency of occurrences. In the same light, results obtained on user’s satisfaction about their buildings indicated that out of the selected key performance indicators (KPIs) utilized on a 7-point Likert scale, users expressed satisfaction on supply of electricity & water, quality of floor & wall tiles, among others with mean scores of 6.94, 6.91 & 6.12 respectively. However users expressed dissatisfaction on, response rate to job requests and quality of wardrobe units, among others. It concludes that the provisioning of maintainable building facilities, design and application of standard maintenance management policy, plan and practices by private universities will stand them out to succeed over their rivals. It recommends that, better attention be accorded to those areas that failed on user’ satisfaction in order to, not only prolong the life of these buildings but to increase its economic value and satisfy purpose.

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Bassey, Peter Unoh, and Anne Emmanuel Omori. "Values Orientation, Needs Satisfaction and Job Performance of Public Servants in the Cross River State of Nigeria." Organizational Cultures: An International Journal 14, no. 3-4 (2015): 21–32. http://dx.doi.org/10.18848/2327-8013/cgp/v14i3-4/50955.

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Iwara, Eja Eja, Grace M. Inah, Mike A. Ushie, and Prince-Charles O. Itu. "Communication management: strategy for measuring hotel performance in Port Harcourt, Nigeria." European Journal of Tourism, Hospitality and Recreation 10, no. 2 (December 1, 2020): 134–45. http://dx.doi.org/10.2478/ejthr-2020-0011.

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AbstractCommunication plays a very critical role in ensuring that hotel staffs render better and efficient service through a mutual sense for job satisfaction, career growth and service performance. This study, therefore, aims at evaluating the relationship between the strategies of communication and performance of hotels in Port Harcourt, Rivers State, Nigeria. Both primary and secondary data were sourced. Further, quasi-experimental research design was used for this study, while 180 questionnaires were distributed to sampled hotel staffs within the study area. This was achieved using a random sampling technique for questionnaire administration. It was hypothesised that there is no significant relationship between communication strategy and hotel performance in Port Harcourt. Meanwhile, Spearman rank order correlation coefficient with the aid of Statistical Package for Social Sciences (SPSS) was used to test and analyse the data collected. The output of the analysis reveals a positive correlation between communication strategy and hotel performance. Therefore, the alternate hypothesis was accepted and the null discarded. It was, therefore, fit to conclude that effective communication strategy will enhance the level of competitiveness and performance of the hotels in a general perspective.

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Nafiu, Akeem Tunde, Unekwu Cynthia Alogwuja, and Dare Joseph Enimola. "EXPLORING THE DIVERSITY WITHIN THE WORKPLACE OF SMALL FIRMS IN KOGI STATE, NIGERIA." Facta Universitatis, Series: Economics and Organization, no. 1 (January 16, 2021): 329. http://dx.doi.org/10.22190/fueo200729024n.

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This study aimed at exploring diversity within the workplace of Small Firms in Kogi State, Nigeria. The study used survey research design. Descriptive statistics, mean score from Likert scale, ANOVA and multiple Regressions were used for data analysis. The study found that age has significant effect on job satisfaction of employees; and that religion, educational background and job experience have strong significant effect on small firms’ organizational outcomes in Kogi State. The finding further indicated that gender difference affects organizational performance, job satisfaction, productivity, competitive advantage and customers’ satisfaction. The study concluded that age has significant positive effect on job satisfaction; and other factors such as religion, educational background and job experience of employees only affect the performance of small firms in Kogi State positively. This study therefore recommended that owner-managers of small firms should take cognizance of age as it affects job satisfaction of employees; and should strategically manage factors such as religion, educational background and job experience of employees as they affect performance

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ADEOSUN, Ayodele Olayinka, Ayuba Olabode ADEYEMO, and Gbenga Edward ADELOWO. "Job Satisfaction of Secondary School Vocational Teachers in Oyo State, Nigeria." Greener Journal of Education and Training Studies 4, no. 1 (June 20, 2018): 001–9. http://dx.doi.org/10.15580/gjets.2018.1.041118057.

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Obiunu, Jude J., and Jennifer O. Yalaju. "Influence of Emotional Intelligence, Interpersonal Communication and Job Satisfaction on the Job Performance of Staff in Chevron Nigeria Limited, Warri, Delta State Nigeria." Academic Journal of Interdisciplinary Studies 9, no. 4 (July 10, 2020): 160. http://dx.doi.org/10.36941/ajis-2020-0070.

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This study investigated the influence of emotional intelligence, interpersonal communication and job satisfaction on the job performance of staff in Chevron Nigeria Limited, Warri. Four null hypotheses guided the study. The correlation research design was adopted in the study. A sample of 400 was selected by the researchers using simple random sampling technique. The instrument used for data collection was a validated and reliable questionnaire. Regression statistics was used to test the stated null hypotheses, at 0.05 level of significance. The findings in the study showed that the four null hypotheses were rejected which is an indication that there is a significant relationship between emotional intelligence, interpersonal communication, job satisfaction and job performance of staff in Chevron Nigeria Limited.

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Oravee, Aule, Solomon Zayum, and Bulus Kokona. "Job satisfaction and employee performance in Nasarawa State Water Board, Lafia, Nigeria." Revista Cimexus 13, no. 2 (December 20, 2018): 59–70. http://dx.doi.org/10.33110/cimexus130204.

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Akinwale, Olusegun Emmanuel, and Olusoji James George. "Work environment and job satisfaction among nurses in government tertiary hospitals in Nigeria." Rajagiri Management Journal 14, no. 1 (April 30, 2020): 71–92. http://dx.doi.org/10.1108/ramj-01-2020-0002.

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Purpose Job satisfaction is indispensable in the daily life of the workforce, and the mechanism that drives job satisfaction requires the attention of the management of corporate organisations. The purpose of this paper is to investigate the predictors of work environment on job satisfaction among nurses in both federal and state tertiary hospitals in Lagos State. Design/methodology/approach The study used the longitudinal research design to elicit information from the respondents. The research instrument used is a nursing work index scale by Aiken and Patrician which has been established to have a high internal reliability coefficient. The simple random sampling strategy was used to administer the research instrument to 364 nurses. The study used hierarchical multiple regression to analyse the data obtained. Findings This study discovered that all the variables collectively determined nurses job satisfaction; however, the salary was the most fundamental essential predictor that drive nurses’ job satisfaction followed by advancement and promotion. All seven predictors, namely, socio-political climate; administrative and managerial support, autonomy and responsibility, salary, supervision and working condition, recognition and achievement, advancement and promotion, collectively exert positive relationship with nurses’ job satisfaction. The study concluded that to retain and prevent turnover intention among nurses, and other health-care workers, the management of hospitals must pay due attention to issues relating to job satisfaction, as this is likely to increase health-care system effectiveness, boost mental and social health of the nurses. Originality/value This study shows that job satisfaction in the workplace comes from diverse techniques, as other factors have been proven effective other than salary in international cultures and regions, but in Nigeria, salary and career promotion take pre-eminence above other factors. This is because of Nigerian socio-cultural realities and that is another paradigm shift.

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Itasanmi, Sunday, Morakinyo Akintolu, and Mathew T. Oni. "Adult Literacy Facilitators’ Job Satisfaction in Nigeria and South Africa." African Journal of Teacher Education 10, no. 1 (July 28, 2021): 325–45. http://dx.doi.org/10.21083/ajote.v10i1.6145.

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This study reported a survey conducted to assess the job satisfaction level among adult literacy facilitators in Nigeria and South Africa. The study adopted a quantitative approach and data was collected from eighty-six (86) adult literacy facilitators (Nigeria-50 and South Africa-36) randomly selected from Oyo State, Nigeria and King Cetshwayo District, KwaZulu-Natal province, South Africa. A structured questionnaire validated by experts and pilot-tested among primary School teachers serves as the research instrument. Data collected from the study were analysed using frequency count, simple percentages, mean, multiple regression analysis and T-test. Results revealed that adult literacy facilitators' job satisfaction level in the two countries is on average. Provision of a positive working environment in terms of improvement in the infrastructural facilities in the literacy centre was ranked first amongst others as ways to improve the job satisfaction of literacy facilitators. There was, however, no statistical difference in job satisfaction among literacy facilitators in Nigeria and South Africa. Therefore, it was concluded that conscious effort must be made at mapping out strategies to improve literacy facilitators’ job satisfaction to enhance adult literacy delivery in the two countries.

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Ikolo, Violet E. "Influence of job satisfaction on job performance: a study of teacher librarians in Delta State Nigeria." Information Impact: Journal of Information and Knowledge Management 8, no. 4 (February 21, 2018): 43. http://dx.doi.org/10.4314/iijikm.v8i4.4.

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Salisu, Abba Yangaiya. "Examining the Relationship between Post Primary School Teachers Job Satisfaction and Empowerment on Turnover Intention in Katsina State Nigeria." Journal of Islamic Economics and Social Science (JIESS) 1, no. 2 (December 1, 2020): 79. http://dx.doi.org/10.22441/jiess.2020.v1i2.004.

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The study focuses on the influence of post primary schools teacher’s Job Satisfaction and Empowerment on turnover intention in Katsina state Nigeria. Job Satisfaction Questionnaire (JSQ), Empowerment Questionnaire (EQ) and Turnover Intention Questionnaire (TIQ) were used to get the data used in this study. All the questionnaires were adopted and adapted. The data was analyzed using multiple regression analysis via SPSS version 20.0. The results indicate that the independent variables influences turnover intention of post primary school teachers (R2 .51). In addition, among the independent variables, Job satisfaction best influences turnover intention of post primary school teachers. The results would be useful to the stakeholders as before now few studies were conducted in the area in Nigeria in general and Katsina state in particular.

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Oyovwe Tinuoye, Gloria O., Saturday U. Omeluzor, and Lucky Oji Akpojotor. "Factors influencing job satisfaction of academic librarians in university libraries in Edo and Delta states, Nigeria." Electronic Library 34, no. 6 (November 7, 2016): 985–96. http://dx.doi.org/10.1108/el-07-2015-0128.

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Purpose This study aimed to investigate the factors that influence job satisfaction of academic librarians in university libraries in Edo and Delta states in Nigeria. Design/methodology/approach The study adopted a descriptive survey design using 88 academic librarians in the university libraries in the two states. Total enumeration sampling technique was used for this study. All 88 librarians in the federal, state and private university libraries in Édo and Delta states of Nigeria were considered appropriate for this study. The instrument used for data collection was self-structured questionnaire, and all 88 respondents in this study responded to the questionnaire. Findings Five factors capable of influencing job satisfaction of employees – work environment, remuneration, fairness, promotion and training – were expatiated upon to ascertain their influence on librarians’ job satisfaction. The result revealed that all the variables significantly influence librarians’ job satisfaction which serves as stimulus for employee’s productivity and delivery of quality services to clientele. Originality/value This research is the first to ascertain the factors that influences job satisfaction of academic librarians in university libraries in Edo and Delta states of Nigeria.

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Ayegbusi, Emmanuel Taiwo, and Akin Ogunlade Lucas. "Teachers decisional participation and job satisfaction in secondary schools in Ekiti State, Nigeria." International Journal of Educational Administration and Policy Studies 12, no. 1 (February 29, 2020): 1–11. http://dx.doi.org/10.5897/ijeaps2015.0423.

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Gyang, MarkD, Musa Dankyau, Sanusi Gidado, BwatyumA Gyang, and AboiJ K. Madaki. "Job satisfaction among healthcare workers at a district hospital in Plateau State, Nigeria." Journal of Medicine in the Tropics 20, no. 2 (2018): 111. http://dx.doi.org/10.4103/jomt.jomt_11_18.

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Oyovwe-Tinuoye, Gloria. "Interpersonal relations and job satisfaction among librarians in universities in Southern Nigeria." Tropical Journal of Education 2, no. 1/2 (February 28, 2021): 12–21. http://dx.doi.org/10.47524/tje.v2i1.4.

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The study explored the relationship between interpersonal relations and job satisfaction of librarians in the university libraries in Southern Nigeria. The study employed the ex-post-facto survey design with a population of 841 respondents consisting of all the librarians in federal, state and private university libraries that are located in Southern part of Nigeria. The study employed total enumeration (purposive) sampling technique to select eight hundred and forty-one (841) respondents for the study. The questionnaire was the instrument used for data collection. Data were collected and analysed with descriptive statistics such as Mean and Standard Deviation (SD). The demographic data of the respondents were, however, analysed with frequency counts. One research question was answered and one research hypothesis tested in this study. Research questions 1 and hypothesis 1 were answered and tested using Pearson‟s Product Moment Correlation. The study found that, significant relationship existed between interpersonal relations and job satisfaction of librarians in the university libraries in Southern Nigeria. It was also found that interpersonal relations influenced job satisfaction among librarians. The study recommended that in order to boost job satisfaction of librarians in the university libraries, administrators of university libraries should create enabling environment that will motivate job satisfaction. Library administrators should ensure that they facilitate the sponsorship of librarians. In addition, management of university libraries in Southern Nigeria should endeavour to send staff on courses on interpersonal relations and workshops order to emhance their job satisfaction.

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Olorunsola, E. O. "Job Satisfaction And Gender Factor Of Administrative Staff In South West Nigeria Universities." Contemporary Issues in Education Research (CIER) 3, no. 10 (November 9, 2010): 51. http://dx.doi.org/10.19030/cier.v3i10.239.

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The study investigated the level of job satisfaction of male and female administrative staff in South West Nigeria Universities. The research design used was a descriptive survey type. The population consisted of all the senior administrative staff in the universities, out of which a sample of 400 respondents made up of 100 respondents from each of the state and federal universities. Two research questions were raised while one hypothesis was generated and tested at 0.05 level of significance, using t-test statistical method. The result of the analysis showed that the level of job satisfaction of administrative staff in both federal and state universities was high. It was also revealed that there was no significant difference in the job satisfaction of administrative staff in the universities. It was revealed that there was significant difference in the job satisfaction of male and female administrative staff in the universities. Based on this findings, it was recommended that the university management should provide more motivational factors that would sustain the tempo of the workers. Also, the university management should design a programme that would make the female workers satisfied value and their work like their male counterparts. So that educational goals would be achieved.

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Kenku, Adekunle A., Dare Azeez Fagbenro, and Abolade M. Opatola. "Gender Difference and The Predictive Role of Job Tension on Job Satisfaction Among Academic Staff in A Public University." Psychocentrum Review 3, no. 1 (March 25, 2021): 1–9. http://dx.doi.org/10.26539/pcr.31491.

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Studies have investigated antecedents of job satisfaction, however, little is known about the predictive role of job tension on job satisfaction as well as gender difference on job satisfaction among academic staff in Nigeria. Using job demands–resources model as a theoretical framework, this study examined job tension on job satisfaction among selected academic staff of Nasarawa State University, Keffi. Participants were 75 (48 males and 27 females) academic staff with a mean age of 42.11 (SD of 4.12) recruited from six faculties in the university. Data were analyzed using simple linear regression and t-test for independent sample analysis. Results showed that job tension predict job satisfaction among academic staff. Also, female academic staff has higher level of job satisfaction than the male academic staff. The findings suggest that industrial and organisational psychologists should redesign academic job roles in such a way that it will devoid of stressful and tension socked pressure which will have positive implication for better job satisfaction among academic staff.

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Olonade, Zaccheaus Olufunminiyi, Kolawole Sunday Ajibola, Omotoye Oluwatobi Oyewumi, Lateef Damilare Olusesi, and Damola Esther Bamidele. "Link between Employees’ Locus of Control, Job Satisfaction, and Job Stress among Teachers: A Survey Analysis in Osun State of Nigeria." Quest Journal of Management and Social Sciences 2, no. 1 (May 19, 2020): 13–26. http://dx.doi.org/10.3126/qjmss.v2i1.29015.

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Background: Locus of control relates to generalized expectations of an individual about the location of command over subsequent occurrences. Generally, there are two types of locus o control: internal and external. Locus of control impacts to the job satisfaction and motivation of employees towards the work. Objective: The study aims to examine the link between employees’ locus of control, job satisfaction and job stress. Methods: Simple random sampling technique was used to select four-hundred respondents from different cadres of teachers from primary and secondary schools in Osun State of Nigeria. Data were collected through a structured questionnaire having three scales including personal data. Findings: The results shows that two hypotheses were tested and the results showed that there was a significant relationship between locus of control and employee’s job satisfaction at 0.05 level of significance. Also, it was found out that locus of control significantly predicted employee’s job stress. The study revealed that locus of control has an impact on employee’s job performance and job stress among teachers of Osun State of Nigeria. Conclusion and Recommendations: The study, therefore, recommended that the ministry of education in Osun State has to organize special training on the locus of control for her workforce. Human resource managers should include locus of control as one of the factors that should be measured during recruitment and selection exercise. Furthermore, workers need to be exposed to the outside world which in turn will have an impact on their view of the world and thereafter enhance their locus of control. Implications: The paper will be useful to concerned authority in order to plan the motivation schemes for teachers in Nigeria which would lead to improve situation of job satisfaction among teachers.

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Isaiah Omemam, Ikpoku, Dr Obinna Victor Chika, Emeruem Jane, and Dr Weje Ikezam Innocent. "User Satisfaction of Selected Public Outdoor Recreational Facilities in Port Harcourt Metropolis, Rivers State, Nigeria." International Journal of Scientific and Research Publications (IJSRP) 11, no. 1 (December 12, 2020): 316–25. http://dx.doi.org/10.29322/ijsrp.11.01.2021.p10933.

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AD, Adefulu. "COMPENSATION MANAGEMENT AND EMPLOYEE JOB SATISFACTION OF SELECTED INSURANCE COMPANIES IN LAGOS STATE, NIGERIA." International Journal of Advanced Research 7, no. 8 (August 31, 2019): 955–65. http://dx.doi.org/10.21474/ijar01/9584.

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Osifila, Gboyega Israel, and Aladetan Titilayo Abimbola. "Workload and lecturers’ job satisfaction in Adekunle Ajasin University, Akungba-Akoko, Ondo State, Nigeria." Journal of Education and Learning (EduLearn) 14, no. 3 (August 1, 2020): 416. http://dx.doi.org/10.11591/edulearn.v14i3.16140.

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Onukwube, Henry Ndubuisi. "Correlates of job satisfaction amongst quantity surveyors in consulting firms in Lagos, Nigeria." Construction Economics and Building 12, no. 2 (May 30, 2012): 54. http://dx.doi.org/10.5130/ajceb.v12i2.2460.

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Job satisfaction is the sense of well- being, good feeling and positive mental state that emerge in an incumbent worker when his obtained reward consequent upon his performance is congruent with his equitable reward.The aim of this study is to ascertain the levels of job satisfaction amongst quantity surveyors in consulting firms in Lagos, Nigeria. Biographical and job descriptive index questionnaires (JDI) were administered to gather the data. The JDI measures job satisfaction on five facets, namely, pay, promotions, supervision, co-workers and the work itself. A total of 100 questionnaires were collected and used for the study. The survey covered quantity surveyors in consulting firms in Lagos and the respondents were selected using stratified random sampling technique. Data collected were analysed using descriptive statistics, correlation matrix, t-test and one way anova. Findings of the study revealed that the respondents were satisfied with the relationship with co-workers, nature of work and the supervision they receive. Major sources of dissatisfaction are promotion and salaries of the respondents. This finding is a bold step and necessary benchmark for resolving major sources of dissatisfaction among quantity surveyors in consulting firms. The roles of other contextual factors on job satisfaction need to be contemplated for future research.

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Chigozie, Ndu, and Debora Tawiah. "High-Performance Work Systems, Perceived Organizational Support and Employee Job Satisfaction of Food Manufacturing Firms in Port Harcourt." International Journal of Advanced Research in Public Policy, Social Development and Enterprise Studies 4, no. 1 (March 25, 2021): 67–95. http://dx.doi.org/10.48028/iiprds/ijarppsdes.v4.i1.07.

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This study scrutinized the moderating effect of perceived organizational support on the nexus between high performance work systems and employee job satisfaction of food manufacturing firms in Port Harcourt, Rivers State. Cross-sectional survey design was adopted using an accessible population of 7,790 employees of sixteen (16) food manufacturing firms in Port Harcourt. A sample size of367 was drawn using the Krejcie and Morgan’s table of sample size determination. To enhance the study’s generalizability and non-response bias, a mark-up of 1% of the population was made and giving a sample size of 445 which was proportionately allocated and distributed using the simple random sampling technique. Data were analyzed using Perason’s product moment correlation technique and multiple regression analysis. The hypotheses were tested using probability value (p-value) of 0.05 level of significance. All these were aided by Statistical Package for Social Sciences (SPSS) version 23.The findings show that POS alongside HPWS predict job satisfaction to a large extent. Thus, the study concluded that HPWS is strategic to employee job satisfaction in food manufacturing companies in Port Harcourt, Rivers State. The study consequently endorses that managers and owners of organisations desiring to incite positive attitudes should endeavour to create a benign atmosphere to produce an environment that allows for a high degree of initiative and nurtures healthy interactions among peers, supervisors and subordinates. This ultimately will produce happier workers.

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Adams Ogirima, Onivehu, Sulaimon Jamiu Temitope, and James Joy Tolulope. "Assessment of Cyberloafing, Job Satisfaction and Job Productivity of National Youth Service Corps Members in Bayelsa State, Nigeria." Open Journal for Psychological Research 4, no. 1 (July 28, 2020): 53–62. http://dx.doi.org/10.32591/coas.ojpr.0401.05053o.

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Lambert, Eric G., O. Oko Elechi, and Smart Otu. "Living the Good Life: The Effects of Job Variables on Nigerian Prison Staff Life Satisfaction." International Criminal Justice Review 29, no. 4 (March 21, 2018): 361–77. http://dx.doi.org/10.1177/1057567718763252.

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Life satisfaction is an important concept for both workers and employing organizations. Past research on the spillover theory has found that higher life satisfaction results in lower absenteeism and turnover/turnover intent, higher job performance, and better mental and physical health. The current study examined how job variables (i.e., job stress, job involvement, and job satisfaction) were associated with life satisfaction among Nigerian prison staff in an attempt to determine whether the aforementioned workplace variables have similar or different effects across nations. Data for this study came from a survey of 120 responding staff at a prison located in the Ebonyi state in Southeast Nigeria. In a multivariate ordinary least squares regression analysis, job stress had significant negative effects on life satisfaction, and job involvement and job satisfaction had significant positive effects. The findings for job stress and job involvement are consistent with that found among U.S. correctional staff. The finding that job involvement had a significant positive effect differs from that reported for U.S. staff. The results suggest that prison administrators should attempt to lower job stress and increase job involvement and job satisfaction.

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Dolly C, Kalu, and Okpokwasili Nonyelum P. "IMPACT OF AUTOCRATIC LEADERSHIP STYLE ON JOB PERFORMANCE OF SUBORDINATES IN ACADEMIC LIBRARIES IN PORT HARCOURT, RIVERS STATE, NIGERIA." International Journal of Research -GRANTHAALAYAH 6, no. 10 (October 31, 2018): 212–20. http://dx.doi.org/10.29121/granthaalayah.v6.i10.2018.1187.

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The study focused on the impact of autocratic leadership style on job performance of subordinates in academic libraries in Port Harcourt, Rivers State, Nigeria. The research design was a survey. The respondents were the 74 professional and para-professional staff working in the libraries studied. Data collection was through questionnaire. instrument titled “Autocratic Leadership Style on Job Performance of Subordinates in Academic Libraries (ALSJPSAL)” consisting of five (5) item statements. Analysis was done using frequency and mean for the research question. Findings of the study revealed that autocratic leadership style tends to develop dependent and uncreative subordinates who are afraid to take up responsibility. Autocratic leadership style, however, shows a significant negative impact on employee performance. This style of leadership tended to have work groups that were less productive and subordinates showed a high degree of dissatisfaction on the job. Therefore, autocratic leaders tend to limit the performance of subordinates. It is recommended that autocratic leadership style may be very valuable in situations where decisions need to be made as quickly and decisively as possible. Since autocratic leadership style leads to job dissatisfaction of subordinates, library heads should be closely monitored by the parent institution to check their excesses.

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Olonade, Zachheaus O., Oluwatobi O. Omotoye, and Akinyemi M. Oluwoye. "Leadership Style and Organizational Culture as Correlate of Job Satisfaction Among Agricultural Training Institute’s Workers in Kwara State, Nigeria." Quest Journal of Management and Social Sciences 3, no. 1 (June 10, 2021): 14–22. http://dx.doi.org/10.3126/qjmss.v3i1.37584.

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Background: The workplace is a complex and cultured environment that requires intellectual leadership and a different degree of management style due to global economic competitiveness. Objective: The objectives of the study are to examine the relationship between leadership style, organizational culture, and job satisfaction among workers in the Agricultural and Rural Management Training Institute (ARMTI) Ilorin, Kwara State, Nigeria. Method: This research study employed a descriptive survey research method. The total number of employees in ARTMTI in Ilorin was 762. Using a simple random sampling technique, a total of 401 respondents was randomly selected from the population of the study for questionnaire administration. 401 questionnaires were distributed out of which 325 questionnaires were retrieved and analyzed for the study. Data were analyzed using Pearson Moment Correlation on the relationships between leadership style, organizational culture, and job satisfaction. Result: The study found that leadership style and organizational culture were significantly correlated with job satisfaction at a 0.05 level of significance. Conclusion: Based on the findings of the study, the study concluded that there is a relationship between leadership style, organizational culture, and job satisfaction among workers in the Agricultural and Rural Management Training Institute (ARMTI) Ilorin, Kwara State, Nigeria. Recommendation: The study recommended that leaders should realize that influencing the satisfaction of employees leads to higher performance and lower turnover rates among other things. Leadership in organizations should be assessed and managers should become aware of what is needed to obtain positive results from employees to improve performance. Originality: This article is original and there is no potential conflict of interest.

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Okpako, Ernest. "Comparative investigation of job motivation, perceived job stress and job satisfaction on teacher's efficacy among public and private secondary school teachers in Ekiti State, Nigeria." Zbornik radova Pedagoskog fakulteta, Uzice, no. 22 (2020): 25–42. http://dx.doi.org/10.5937/zrpfu2022025o.

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The study examines the comparative investigation of job motivation, perceived job stress and job satisfaction on teacher's efficacy among public and private secondary school teachers in Ekiti State, Nigeria. The study adopted a descriptive design of correlational type. A Sample of two hundred hundred fifty public and private secondary school teachers were selected using a multi-stage sampling technique. Four scales were used to collect information. Eight research questions were raised and answered in the study. Data collected were analyzed using T-test and Multiple regression analysis. Results indicated that there was a significant difference in the teaching efficacy of public and private secondary school teachers; t (248) = -3.206, p < .05, there was also a significant difference in the job motivation of public and private secondary school teachers; t (248) = -2.159, p < .05, a significant difference also was observed in the perceived stress of public and private secondary school teachers; t (248) = -3.648, p < .05 and a significant difference in the job satisfaction of public and private secondary school teachers was also observed; t (248) = -2.742, p > .05. The Regression analysis revealed that there was a joint effect of the independent variables (job motivation, perceived stress and job satisfaction) on public school teachers' efficacy (R = .598, P < .05). 34.3% of the variance was accounted for by the predictor variables when taken together. The significance of the composite contribution was tested at (P < .05). Furthermore, there was also a joint effect of the independent variables (job motivation, perceived stress and job satisfaction) on private school teachers' efficacy (R = .641, P < .05). 39.4% of the variance was accounted for by the predictor variables when taken together. The significance of the composite contribution was tested at (P < .05). It is recommended from the findings of the study that the welfare of teachers who are the engine room of secondary education is very critical to their efficacy most notably in the private secondary school section. Also, Government, employers and stakeholders in the secondary education must ensure the wellness of teachers in order to facilitate the learning process towards good teaching, self-development of teachers, students and nation at large.

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Olatunji, Samuel O., Bolade Mokuolu, and Ola Dare. "Influence of Job Stress and Nurse-Physician Collaboration on Job Satisfaction of Nurses and Doctors in Ekiti State, Nigeria." Advances in Social Sciences Research Journal 1, no. 5 (September 30, 2014): 70–75. http://dx.doi.org/10.14738/assrj.15.247.

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Ogunremi, J. B., and S. O. Olatunji. "Job satisfaction of extension agents towards innovation dissemination to fish farmers in Lagos state, Nigeria." Journal of Agriculture, Forestry and the Social Sciences 14, no. 1 (September 29, 2017): 1. http://dx.doi.org/10.4314/joafss.v14i1.1.

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Ikonne, Chinyere N., and Uloma D. Onuoha. "Factors Influencing Job Satisfaction of Librarian in Federal and State University Libraries in Southern Nigeria." OALib 02, no. 02 (2015): 1–9. http://dx.doi.org/10.4236/oalib.1101337.

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Magaji, Nanle, Victoria Ozioma Akpa, and Jennifer Mandong. "Rewards and Employees’ Job Satisfaction of Selected Outsourced Service Providers in Jos, Plateau State, Nigeria." Caleb Journal of Social and Management Science 04, no. 01 (August 1, 2018): 28–46. http://dx.doi.org/10.26772/cjsms/2018040102.

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F. Akinnola, Ibikunle, and Afolakemi O. Oredein. "School Climate Indices as Predictors of Teacher Job Satisfaction and Performance in Oyo State, Nigeria." Teacher Education and Curriculum Studies 6, no. 2 (2021): 51. http://dx.doi.org/10.11648/j.tecs.20210602.12.

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Utoo, PM, and TV Agishi. "Motivation Factors for Job Satisfaction among Employees of Primary Health Care Centres in Benue State, North Central Nigeria." Journal of Epidemiological Society of Nigeria 1 (February 28, 2017): 19–27. http://dx.doi.org/10.46912/jeson.10.

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Background: Delivery of effective healthcare for the attainment of health sector goals and objectives requires committed human resource. The aim of the study was to assess the level of satisfaction of Primary Health Care workers in Benue State, to determine knowledge and preferences regarding motivational factors and utilisation of such by their employers to enhance job performance. Methods: A descriptive cross sectional study was conducted using a multistage sampling technique. Data were obtained via the use of a semi structured self-administered questionnaire. EpiInfo version 3.3.2 statistical software was used to analyse the data. Results: Over half (63.9%) of the respondents were satisfied with their job due to on the job gain of experiences and prompt payment of salary. Good communication (53.6%) and training opportunities (56.7) were motivating factors in use by their employers. Provision of drugs (59.8%), prompt payment of salaries (55.7%) and promotion of staff (54.6%) were respondent's preferred motivational factors. Conclusion: Over fifty percent of workers were satisfied with their Jobs. The identified factors responsible for workers motivation and preferences if given adequate attention would positively influence the quality of healthcare. Healthcare Managers should therefore pay close attention to allow employees participate in their decision making. Additionally, ensure availability of work equipment and improvement on workers welfare package to achieve job satisfaction and positive patient outcome.

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Obineli, AS. "Teachers’ Perception of the Factors Affecting Job Satisfaction in Ekwusigo Local Government of Anambra State, Nigeria." African Research Review 7, no. 4 (November 8, 2013): 225. http://dx.doi.org/10.4314/afrrev.v7i4.13.

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Tumba, Patrick, and Andrew Temboge. "Staff development programmes and job satisfaction among library staff of higher institutions in Adamawa State, Nigeria." Information Impact: Journal of Information and Knowledge Management 9, no. 2 (August 7, 2018): 58. http://dx.doi.org/10.4314/iijikm.v9i2.5.

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OYEYINKA, R. A., O. A. ADEKUNMI, S. O. AYANSINA, and A. O. AWOYEMI. "PERCEIVED EFFECT OF EMPLOYEES PARTICIPATION IN ORGANIZATIONAL DECISION MAKING ON JOB SATISFACTION IN NATIONAL INSTITUTE FOR HORTICULTURAL RESEARCH AND TRAINING, OYO STATE NIGERIA." Journal of Humanities, Social Science and Creative Arts 12, no. 1 (May 17, 2019): 1–12. http://dx.doi.org/10.51406/jhssca.v12i1.1855.

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The study was conducted to investigate the perceived effect of employees’ participation in organisational decision making on the job satisfaction in National Institute for Horticultural Research and Training, Oyo State, Nigeria. Structured questionnaire were used to collect data from 82 employees using simple random sampling technique. Data were analysed using both descriptive and inferential statistics. The results showed that majority of the employees (51.9%) were female and belong to the age range of 30-40years, with a mean age of 38.3years. Thisis a reflection of gender imbalance of the employees in the organisation. Furthermore 49.1% of the respondents’ were married, while 86.4% of them obtained tertiary education. Moreover the monthly average salary of the respondents was about N100, 000.00.The aggregate mean score for level of participation in decision making was 36.21, while the grand mean was 4.02. Satisfaction with co-workers relationship with mean value of (= 3.71), unity of command amongst the employees with mean value of (=3.63), and satisfaction of the structure in the organisation had greater effect on the employees level of job satisfaction as indicated in the perception of employees rating means scores. Result also shows that, lack of motivation (62.2%), domination by some group (76.8%), and poor communication (71.9%) were the most severe constraints responsible for poor participation in decision making in the organisation. Chi square and Pearson product moment correlation analysis shows that age (χ2=0.257, p< 0.05), educational level (χ2=0.258, p<0.05), years of experience (r = 0.239, p< 0.05) and monthly salary (r = 0.247, p< 0.05) had significant association with participation in organizational decision making. Also the result of Pearson Product Moment Correlation reveals that there is significant relationship between the respondents’ participation in decision making and job satisfaction (r = 0.652, p< 0.05).The study concludes that the effect of employees’ participation in organisation decision making on job satisfaction was rated above average. It is therefore recommended that employees’ motivation should be adhere to in the organization by involvement of employees’ and participation in decision making.

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Chinyio, Ezekiel, Subashini Suresh, and Jamilu Bappa Salisu. "The impacts of monetary rewards on public sector employees in construction." Journal of Engineering, Design and Technology 16, no. 1 (February 5, 2018): 125–42. http://dx.doi.org/10.1108/jedt-12-2016-0098.

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Purpose Literature indicates that monetary reward or compensation impacts on the level of attraction, motivation, job satisfaction and retention of employees. The elements of compensation include salary, bonuses (allowances), gratuity and pension. The purpose of this study is to investigate how these four elements of compensation specifically influence the attraction, motivation, job satisfaction and retention of public sector construction employees of Jigawa State of Nigeria to inform how their employer can raise the current levels of satisfaction and retention of employees. Design/methodology/approach The Positivist paradigm guided the empirical research where a questionnaire was developed, pilot-tested and administered to 265 people using stratified random sampling. A total of 260 questionnaires were collected, representing a response rate of 98 per cent. The data obtained were analyzed using both descriptive statistics and structural equation modelling. Findings The results established that construction employees in Jigawa State’s public sector were motivated by allowances and gratuity, attracted to the job by salary, pension and gratuity and remained in their jobs through the influences of gratuity and pension. Gratuity played a major role, as it impacted on all the four variables studied. Practical implications These findings are applicable to Jigawa State of Nigeria but can be extrapolated to other public sector construction employees in the whole country. The findings could also be generalized in other states where the pay scales are different within the ministries. Originality/value The impacts of four elements of monetary rewards on four employees’ variables were studied. The specifics of which elements of compensation influence the employees of Jigawa State’s Ministry of Works and Transport have been identified. The findings from this study showed that gratuity played a primary role, as it impacted highly on all the four variables of job attraction, motivation, satisfaction and retention. Pension also played a high role, as it impacted heavily on job attraction, satisfaction and retention. Comparatively salary and allowances had high impact on one variable each: job attraction and motivation, respectively.

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Ibidunni, Ayodotun Stephen, Tomike Olawande, Maxwell Olokundun, Charles Iruonagbe, and Iyanu Adelekan. "Diversity issues in Nigeria’s healthcare sector: implications on organizational commitment. A cross-sectional study." F1000Research 8 (June 12, 2019): 852. http://dx.doi.org/10.12688/f1000research.19350.1.

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Background: Workplace diversity is increasingly gaining the attention of healthcare organizations, especially in developing countries like Nigeria. However, little is understood from existing literature about how workforce diversity affects employees’ satisfaction and organisational commitment in the workplace. Consequently, this paper showed the direct and mediating relationships between diversity of workforce, job satisfaction and employee commitment to the organization. Methods: Copies of the structured questionnaire have been given to 133 public healthcare employees in Nigeria’s Ministry of Health in Lagos state. Statistical analysis for the study included descriptive measures and multi-variate analysis, using structural equation modelling. Results: Outcomes from statistical analysis supports direct and mediating relationships between the research variables. Gender and ethical diversity had significant influences on job satisfaction at r = 0.35 (p < 0.05) and r = 0.28 (p < 0.05) respectively. The following mediating relationships were also statistically confirmed: job satisfaction related with affective commitment (r = 0.41, p < 0.05) and normative commitment (r = 0.26, p < 0.05). Conclusions: Based on the results of the statistical analysis, the study concludes that there is a relationship between diversity of employees and job satisfaction, diversity of employees and organizational commitment and the influence of work satisfaction on organizational commitment.

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Talabi, Aroge Stephen. "Job Satisfaction and Work Performance of Public Secondary School Teachers In Akoko North West Local Government Area Of Ondo State." Journal of Arts and Humanities 5, no. 8 (August 31, 2016): 39. http://dx.doi.org/10.18533/journal.v5i8.959.

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<p><em>The study examined the relationship between job satisfaction and work performance of secondary school teachers in Akoko North West Local Government Area of Ondo-State, Nigeria. The study population consisted of all secondary school teachers, while two hundred of them were randomly selected for the study. Regular payment of salary, opportunities for promotion, rapport with school authority, in-service training, job security, career prospect and retirement benefits were the variables considered. The questionnaire titled “Workers Opinion Survey Inventory (WOSI)” and the Productivity Rating Scale (PRS) which was in line with Annual Performance Evaluation Report (APPER) was used to obtain information for the study. The data was analyzed using Pearson Product Correlation Moment. One of the recommendations made include the onward review of policies, remuneration and work conditions of teachers in the public secondary schools in Nigeria for optimum productivity.</em></p>

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Mamza, Iliya Yusuf, Idachaba Odekina Innocent, and Elam Wunaki Elkanah. "Impact of Transactional and Transformational Leadership Styles on Employees’ Performance in Nigerian Institute for Trypanosomiasis Research (NITR), Kaduna State." American International Journal of Economics and Finance Research 1, no. 2 (April 23, 2019): 17–27. http://dx.doi.org/10.46545/aijefr.v1i2.67.

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The aim of this study is to determine the impact of transactional and transformational leadership styles on employee performance in Nigeria Institute for Trypanosomiasis Research, Kaduna State. A structured questionnaire was used to sample respondents using simple random sampling technique. Multifactor Leadership Questionnaire (MLQ-5X) was used to measure leadership styles and employee performance was measured using salary, job experience and job satisfaction. A total of 230 questionnaires were distributed to the respondents. Structural equation model was used to analyze data using partial least squares method SmartPLS2. The result showed that transformational and transactional leadership styles has a significant and positive impact on employee performance. Therefore, it saw recommended that Nigeria Institute for Trypanosomiasis Research should practice transformational leadership styles to improve employee performance in the organization in Kaduna State.

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Faremi, Yinusa A., and Loyiso C. Jita. "ASSESSMENT OF SCIENCE TEACHERS’ CAREER SATISFACTION AND SCHOOL ORGANISATIONAL CLIMATE IN ENHANCING JOB PERFORMANCE IN RURAL LEARNING ECOLOGIES." Problems of Education in the 21st Century 77, no. 2 (April 28, 2019): 254–69. http://dx.doi.org/10.33225/pec/19.77.254.

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Science teachers' career satisfaction and organisational climate, which influence their job performances, are very important. This research examined the extent to which science teachers' career satisfaction and organisational climate are related to their job performances in rural learning ecologies. Within a survey and correlational research design of a quantitative type, 250 science teachers were selected in Ondo State, Nigeria using a purposive sampling technique. Data were collected using an adapted questionnaire on science teachers' career satisfaction, school organisational climate and job performance. Descriptive and inferential statistics were used to analyse data. The results showed that 65.2% of the science teachers in rural learning ecologies were satisfied with their careers while 34.8% were dissatisfied with their careers. It was discovered that a combination of career satisfaction and organisational climate significantly influenced their job performances. It was found that the teachers’ career satisfaction had a significant positive effect on their job performances while school organisational climate had a significant negative effect on their job performances. In light of the results, it can be concluded that science teachers' career satisfaction is the most effective significant contribution to their job performances. Further, it can be inferred that the school organisational climate does not significantly predict job performance in rural learning ecologies. To this end, results of the current research have some implications worth considering for the employers of science teachers, principals of schools and other stakeholders in creating a healthy school organisational climate and demonstrate good leadership behaviour in order to achieve improvement in the job performance of science teachers in rural learning ecologies. Keywords: school organisational climate, science education, teachers’ career satisfaction, teachers’ job performance, rural learning ecologies.

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Osunde, Carl. "PRIVATIZATION OF PUBLIC ENTERPRISES IN NIGERIA: IMPACT ON EMPLOYEES’ PERFORMANCE AND MANAGERIAL IMPLICATIONS." International Journal of Research -GRANTHAALAYAH 3, no. 3 (March 31, 2015): 32–38. http://dx.doi.org/10.29121/granthaalayah.v3.i3.2015.3029.

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Privatization is the transfer of assets, ownership and control of state owned enterprises from the public sector to private sector. This research was conducted to examine the impact of privatization on employees’ performance and managerial implications as a result of privatization of public enterprises. This current study reveals that post privatization can lead to massive job cuts, job insecurity especially among junior workers. Privatization increase job satisfaction, training and development opportunities, increase in salary and favourable working conditions which improves employees’ productivity and performance. This present research was conducted using respondents from Dangote Cement PLC, a privatized company previously known as Benue Cement Company in Nigeria and the findings of this research matched with previous researches on the impact of privatization in developed and developing countries such as United Kingdom, Japan, Nigeria, India and Ghana.

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B. Arogundade, B. "Staff Development and Promotion as Correlates of Teachers’ Job Satisfaction in Secondary Schools in Ekiti State, Nigeria." Contemporary Research in Education and English Language Teaching 1, no. 3 (2019): 41–44. http://dx.doi.org/10.33094/26410230.2019.13.41.44.

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Samuel, Toyosi Daniel, Uloma Doris Onuoha, and Adebowale Ifeoluwa Ojo. "Job Satisfaction and Organisational Commitment: A Study of Library Personnel in Private Universities in Ogun State, Nigeria." OALib 01, no. 06 (2014): 1–8. http://dx.doi.org/10.4236/oalib.1100687.

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Journal articles on the topic 'Job satisfaction – Nigeria – Rivers State'

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