Study Of The Relationship Between Job Satisfaction And Organisational Commitment

CHAPTER FIVE

Hypothesis 1: There is a relationship between job satisfaction and organisational commitment among the Nigerian Immigration Officers in Anambra state. Pearson Product Moment Correlation was used in analysis. From the analysis of data, table 1 reveals that the calculated value of the coefficient (r) = 0.68 is more than the table value of t = 0.164 at degree of freedom, Df = 100 at 0.05 level of significance . This indicates that there is a strong positive relationship between job satisfaction and organisational commitment. Hence, this agrees with Best, J.W and Kaha, J.V. (1989) on their interpretation of correlation coefficient .

The finding is that organisational commitment is also a result of job satisfaction Purcell; D.E (2003).

Hypothesis 2: There will be a significant difference in job satisfaction and organisational commitment between male and female officers .

Table 2 which employed the t-test statistical technique of analysis show a significance difference in job satisfaction and organisational commitment between male and female Officers, since the calculated value 7.06 for males is higher than the table value 1.67 and the calculated value 5.71 for females is higher than the table value 1.68. Positive employee perception leads to improved employee motivation, which in turn leads to higher organisational commitment, Armenakis, A.C (1999).

CONCLUSIONS

Job satisfaction is an important variable to consider when evaluating an organization’s success. In order for an organisation to be productive, the employee’s concerns should be met. In addition to pay, the employee may feel an affective factor that causes the individual to identify with the organization, their goals, and the people who work there. Evidence clarifies that investments such as regular training, pay, promotions and organization’s policy can have positive financial consequences for organizations such as the Nigerian Immigration Service and its workers which may broaden their narrow view of the world. From the literature review, employee perception is the foundation of commitment and that employee perception forms the antecedent of organisational commitment
The three components of commitments include:

(a) Identification – adopting organisational goals as ones personal goals

(b) Job involvement – being psychologically immersed in work-role activities.
(c) Loyalty- affection and attachment to an organization

IMPLICATIONS.

Job satisfaction can be an important indicator of how employee feels about their jobs and a predictor of work behaviours such as organisational citizenship, absenteeism, and turnover. Job satisfaction can partially mediate the relationship of personality variables and deviant work behaviours. The degree to which job provide variety autonomy, task identity and task significance depends on the way in which job holders are managed and led than any formal process of job design. Managers and Supervisors often have considerable discretion on how they allocate work and the extent to which they delegate. Strategies aimed at increasing motivation affect commitment. It may be true to say that where commitment is present; motivation is likely to be strong, particularly if a long term view is taken of effective performance.

RECOMMENDATIONS

Workers should be accepted by management as key stake holders in the organization by being involved in making decisions and feel that their ideas have to be listened to and that they have contributed to the outcome. There should be a proper communication channel between the workers and the organization. Management should be encouraged to declare a policy of employment security, and ensure that steps are taken to avoid involuntary redundancies. There should be a developed performance management processes that provide for the alignment of organizational and individual objectives. Identification of employees with the job they are doing through job design processes that aim to create higher levels of job satisfaction.

LIMITATIONS OF STUDY

The research was conducted within the confines of the Nigerian Immigration Service where the questionnaires were randomly distributed to the Officers. However, some of them did not properly identify themselves and some did not state their age.

SUGGESTIONS FOR FURTHER STUDIES

The research should be extended to other paramilitary organizations like Nigeria Securities and Civil Defence Corps and Nigeria Prisons service since they are also under the direct supervision of the ministry of interior. This is because the ministry formulate the policies, rules and regulations 29 that guide the affairs and operations of the various security agencies. The study would enable the researcher to identify any difference in relationship between job satisfaction and organisational commitment.

SUMMARY OF THE STUDY

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; in order to enhance their productivity; and consequently lead to job satisfaction of the workers.