CHAPTER ONE

INTRODUCTION

            1.1 Background to the Study

Job satisfaction describes how happy an individual is with his or her job. The happier people are with their jobs, the more satisfied they are said to be. Job satisfaction can be considered as one of the deciding factors when it comes to effectiveness and efficiency of workers. The logic is that a satisfied employee makes a happy employer, and a happy employee is a successful employee. In line with this, Statt (2004) defines job satisfaction as the extent to which a worker is contented with the rewards he or she gets out of his or her job, particularly in terms of intrinsic motivation. According to Armstrong (2006) job satisfaction refers to the attitude and feelings people have about their work. Positive and favourable attitude towards a job indicate job satisfaction, negative and unfavourable attitudes towards the job indicate job dissatisfaction.

Job satisfaction is generally seen as the effective orientation of individuals towards work roles that they are currently occupying in other word a person could be said to be satisfied to the extent that his job fulfils his dominant needs and is consistent with his expectations and values. Job satisfaction can also be seen as a worker’s sense of achievement and success on the job. Kaliski (2007) ascribes to this, stressing that job satisfaction is generally perceived to be directly linked to productivity as well as to personal well- being. By implication Job satisfaction implies doing a job one enjoys doing well and being rewarded for one’s efforts. Job satisfaction further implies enthusiasm and happiness with one’s work.

On the other hand job involves the interaction between an individual and his work environment. The working environment sets basic requirements for the individual, just these requirements can bring about satisfaction or dissatisfaction for him.

Job performance is the way employees perform their work. It is an individual output in terms of quality and quantity expected from every employee in a particular job. In line with this Abdullahi (2011) job performance is the effectiveness or ineffectiveness of employee as regard to discharging their responsibilities in the organization..

            1.2 Statement of the Problem

Generally, managers all over the world are continually confronted with the problem of how best to make workers perform efficiently and effectively and at the best possible level. It is also the desire of every employer that the employees in his organization be happy and satisfied with their work in order to achieve organizational goals.