JOB SATISFACTION, DISSATISFACTION AND AFFECTIVE COMMITMENT AMONG WORKERS IN KADUNA METROPOLIS

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dc.contributor.authorMOHAMMED, HALILU BAKORI
dc.date.accessioned2014-03-07T08:05:32Z
dc.date.available2014-03-07T08:05:32Z
dc.date.issued2000
dc.descriptionA 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. 2000en_US
dc.description.abstractPreliminary 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.en_US
dc.identifier.urihttp://hdl.handle.net/123456789/3461
dc.language.isoenen_US
dc.subjectJOB SATISFACTION,en_US
dc.subjectDISSATISFACTION,en_US
dc.subjectAFFECTIVE,en_US
dc.subjectCOMMITMENTen_US
dc.subjectWORKERSen_US
dc.subjectKADUNA METROPOLIS,en_US
dc.subjectImplications,en_US
dc.subjectCounsellingen_US
dc.titleJOB SATISFACTION, DISSATISFACTION AND AFFECTIVE COMMITMENT AMONG WORKERS IN KADUNA METROPOLISen_US
dc.title.alternativeImplications for Counsellingen_US
dc.typeThesisen_US
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