JOB SATISFACTION, DISSATISFACTION AND AFFECTIVE COMMITMENT AMONG WORKERS IN KADUNA METROPOLIS
JOB SATISFACTION, DISSATISFACTION AND AFFECTIVE COMMITMENT AMONG WORKERS IN KADUNA METROPOLIS
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Date
2000
Authors
MOHAMMED, HALILU BAKORI
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Abstract
Preliminary studies have shown that the job satisfaction of workers is not
only a factor to be considered by any employer for the optimal productivity of his
workers, but must also be improved in the general interest of his organisation.
This study was carried out to examine the relationship between job satisfaction,
dissatisfaction and affective commitment of workers to their jobs in Kaduna
Metropolis . The target population of the study comprised all workers in Kaduna
Metropolis . The approximate total population was 25,226 made up of Public and
Private Sector Workers of Senior and Junior Occupational Status. A total of 411
workers were used as representative sample. Descriptive survey method was used
in the study.
The instrument used in the study was developed by the researcher and pilot
tested in similar offices in Zaria. Six null hypotheses were formulated and tested
at 0.05 significance level. Statistical tools used include percentages, averages,
t-test, correlation and chi-square. Hypotheses 4(a), 4(b), 5(a), 5(b), and 6(b) were
retained, while hypothesis 1,2,3(a), 3(b) and 6(a) were rejected. The major findings
of the study showed that:
1. There was a statistically significant difference between the satisfied and
dissatisfied workers. Workers in Kaduna metropolis have shown more
satisfaction than dissatisfaction.
2. Frequencies of the three major causes of job satisfaction significantly
differed from the frequencies of the three major causes of job dissatisfaction.
3. There was a direct relationship between the Job Satisfaction of workers and
their affective commitment, while an inverse relationship existed between the
job dissatisfaction of workers and their affective commitment.
4. There was no statistically significant difference between the Job Satisfaction
and Dissatisfaction of Junior and Senior Workers in Kaduna metropolis.
5. There was no significant difference between the Job Satisfaction and
Dissatisfaction of workers with less than six years working experience and
the workers with six years and above. Each of the two categories has shown
its satisfaction with its work.
6. Job Satisfaction and Dissatisfaction did not significantly differ from public
and private workers.
It was recommended in the study that:
1. Counselling centres be established by employers in Kaduna metropolis.
From these centres, employers can gather information on how to improve
their employees' satisfaction. The state government on the other hand
should establish at least one centre with the Civil Service Commission or
Establishment Department and allow other employers to make use of the
centre.
2. Employers in Kaduna metropolies should be ready to make use of living
salaries for payment of their employees.
3. The orientation of new staff should include a visit to counselling centres, at
least to reduce the gap between the expectations of the new staff and
realities of the job.
4. Seminars and workshops should be organized for workers annually.
5. Employers in Kaduna metropolis should encourage the formation of social
groups within the workforce.
Description
A THESIS SUBMITTED TO THE POSTGRADUATE SCHOOL,
AHMADU BELLO UNIVERSITY ZARIA,
IN PARTIAL FULFILLMENT OF THE REQUIREMENTS
FOR THE AWARD OF M.ED IN GUIDANCE AND COUNSELLING
DEPARTMENT OF EDUCATION
AHMADU BELLO UNIVERSITY, ZARIA.
2000
Keywords
JOB SATISFACTION,, DISSATISFACTION,, AFFECTIVE,, COMMITMENT, WORKERS, KADUNA METROPOLIS,, Implications,, Counselling