job satisfaction and organizational commitment among secondary school teachers in enugu state

123 Pages·2017·0.89 MB·English

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JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT
AMONG SECONDARY SCHOOL TEACHERS IN ENUGU STATE

OZURUMBA KEYNA C.
PG/MSC/011/60200

A DISSERTATION SUBMITTED TO THE
DEPARTMENT OF MANAGEMENT
UNIVERSITY OF NIGERIA
ENUGU CAMPUS

IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE
AWARD OF MASTERS DEGREE (MSC)

DECEMBER 2016
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APPROVAL
This dissertation carried out by Ozurumba Keyna Chioma with Reg. No PG/M.Sc
11/60200 has been approved for the Department of management, Faculty of Business
Administration, University of Nigeria Enugu Campus.

…………………………… …………………………..
Dr V.A, Onodugo Date
(Supervisor)

…………………………….. ……………………………..
Dr E.K. Agbaeze Date
(Head of Department)
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DECLARATION
I, Ozurumba Keyna Chioma with registration number PG/M.Sc/11/60200 hereby declare
that this dissertation was carried out by me. The work embodied in this project is original
and has not been submitted in part or full for any other diploma or degree of this
university or any other institution.

……………………. ……………………..
Ozurumba Keyna Chioma Date
Researcher
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DEDICATION
To God the Father, Son,

And the

Holy Spirit,
Ocean Divider, My Helper
who made this work to be a success.
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ACKNOWLEDGEMENTS
I am grateful to God Almighty for the gift of life, wisdom and for leading me to the
successful completion of this programme.
I express my gratitude to my project supervisor Dr V.A Onodugo, who despite his tight
schedule corrected, directed and devoted all his time to proof-read this project and gave
useful advice that guided me through the process of this project. My appreciations to the
Head of Department, Dr E.K Agbaeze, and all the lecturers in the department of
management; Prof U.J.F Ewuram, Prof Jonny Eluka, Dr O.C Ugbam, Dr Ann Ogbo, Dr B.I
Chukwu, Rev. Fr Dr A. A Igwe, Dr Mba Nnia Ike, Dr C. Ezenwakwelu, Mr Ilo Sylvester, Dr
C.N Okafor, Dr Rubby Ike, Mrs Odera Ogbogu Asogwa, Dr Obianike Happiness, Mrs C.M
Okonkwo, Mr J. Atama, for the knowledge they imparted in me and their contributions to the
success of this work.
I also appreciate the non- academic staff of the department and the research institutues
consulted and also my colleagues and friends especially Mr Nonso Ewurum for their support
and assistance. Finally, I extend my heartfelt gratitude to the members the entire members of
my family, for their love, care and support during my academic pursuit. May God bless you
all.
All I say, to God be the glory for the great things He has done in my life.
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LIST OF TABLES
Table 3.1 Distribution of the population 60
Table 3.2 Allocation of sample size 61
Table 4.1 Analysis of respondent's sex, age and level of education 65
Table 4.2 Category of secondary school 66
Table 4.3 Years of teaching experience of respondents 66
Table 4.4 Percentage analysis of respondents response rate 67
Table 4.5 Determining the effect of employee job perception on turnover intentions 68
Table 4.6 Relationship between pay and job attitudes in secondary schools in Enugu 69
Table 4.7 Applicability of equity theory of job satisfaction to job satisfaction reality of
public and private secondary schools in Enugu 70
Table 4.8 Relationship between job security and employees motivation in secondary
schools in Enugu 71
Table 4.9 Extent to which work environment affects job responsibility 72
Table 4.10 Descriptive statistics of job perception and turnover intentions 73
Table 4.11 Correlation matrix on the effect of job perception on turnover intentions 73
Table 4.12 Correlation descriptive statistics 74
Table 4.13 Correlation matrix of compensation and job attitude 75
Table 4.14 Description statistics of equity theory of job satisfaction 76
Table 4.15 One- sample kolmogorov- smirnov test 76
Table 4.16 Description statistics of job security and employees motivation 78
Table 4.17 Calculation of correlation 78
Table 4.18 Correlation statistics for hypothesis five 79
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TABLES OF CONTENTS
Title page i
Approval ii
Declaration iii
Dedication iv
Acknowledgements v
Abstract vi
List of Tables vii
Table of contents viii

CHAPTER ONE: INTRODUCTION
Background of the Study 1
Statement of the Problem 3
Objectives of the Study 5
Research Questions 5
Research Hypotheses 6
Significance of the Study 6
Scope of the Study 7

Definitions of Key Terms 7
References 8

CHAPTER TWO: REVIEW OF RELATED LITERATURE
2.1 Conceptual Framework 10
2.1.1 Job Satisfaction Variables 12
2.1.2 Causes of Job Satisfaction/Dissatisfaction 18
2.1.3 Managing Job Satisfaction 21
2.1.4 Measures of Job Satisfaction 23
2.1.5 Dimensions of Organizational Commitment 27
2.1.6 The Benefits of a Committed Workforce 30
2.1.7 Antecedents of Commitment 31
2.2 Theoretical Framework 34
2.2.1 Equity Theory 35
2.2.2 Opponent Process Theory 37
2.2.3 Two-Factor Theory 37
2.2.4 Affect Theory 38
2.2.5 Maslow's Theory 39
2.2.6 Alderfer's Erg Theory 40
2.2.7 Dispositional Approach to Job Satisfaction 40
2.3 Empirical Review 41
2.3.1 Job Satisfaction and Labour Turnover Intentions 41
2.3.2 Relationship between Satisfaction with Pay and Attitudes 42
2.3.3 Equity Theory and Job Satisfaction 44
2.3.4 Job Security and Motivation 44
2.3.5 Work Environment and Job Responsibility 48
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2.4 Summary of Reviewed Related Literature 51
References 51

CHAPTER THREE: RESEARCH METHOLOGY
3.1 Research Design 59
3.2 Nature and Sources of Data 59
3.3 Population of the Study 59
3.4 Sample Size Determination 60
3.5 Sampling Techniques 61
3.6 Method of Data Collection 61
3.7 Description of Research Instrument 61
3.8 Validity of the Instrument 62
3.9 Reliability of the Instrument 62
3.10 Method of Data Presentation and Analysis 62
3.11 Decision Rule 62
References 64

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Introduction 65
4.2 Respondents Bio Data 65
4.3 Data presentation and Analysis 67
4.4 Test of Hypotheses 73
4.4.1 Hypothesis One 73
4.4.2 Hypothesis Two 74
4.4.3 Hypothesis Three 76
4.4.4 Hypothesis Four 77
4.4.5 Hypothesis Five 78
4.5 Discussion of Results 79
References
92

CHAPTER FIVE: SUMMARY RECOMMENDATIONS
5.1 Summary of Findings 98
5.2 Conclusion 98
5.3 Recommendation 99
5.4 Contribution to Knowledge 99
5.5 Suggestions for further Study 100
Bibliography 101
Appendix 1 107
Appendix 2 108
Appendix 3 111
Appendix 4 112
Appendix 5 113
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ABSTRACT
This research is on job satisfaction and organizational commitment among secondary school teachers
in Enugu State, Nigeria. Specifically, the study aimed to pursue the following objectives: determine
the effect of employee job perception on turnover intentions among secondary school teachers in
Enugu, analyze the relationship between pay and job attitudes in secondary schools in Enugu,
ascertain the applicability of the Equity theory of job satisfaction among secondary school teachers in
Enugu, analyze the relationship between job security and employee motivation in secondary schools
in Enugu; and investigate the extent to which the work environment affects job responsibility among
secondary school teachers in Enugu. In this work, the survey research method was adopted, making
use of interview guide and set of questionnaire as instruments of data collection. The source of data
was mainly from primary sources. The study had a population of 3,094 and a sample size of 418
which was obtained using Cochran (1963) sample size determination formula. Data were presented
with tables while the hypotheses were tested with Pearson Product Moment Correlation Coefficient
and Z-test. The findings indicate that employee job perception had a significant effect (p = 0.0001 <
0.05) on turnover intentions among secondary school teachers in Enugu; there was a significant
relationship (r = 0.875; p = 0.0001 < 0.05) between pay and job attitudes in secondary schools in
Enugu; equity theory of job satisfaction was applicable to secondary school teachers in Enugu (p =
0.0000 < 0.05); the relationship between job security and employee motivation in secondary schools
in Enugu was significant (r = 0.889; p = 0.0001 < 0.05); work environment to a low extent (p =
0.0531 > 0.05) affected job responsibility among secondary school teachers in Enugu. The study
therefore concludes that job satisfaction had a significant effect on organizational commitment. In the
light of the forgoing therefore, it was recommended that: job responsibility of secondary school
teachers should be based on qualification and merit instead of favouritism; compensation methods
applied should be fair and relevant to the personal life of the employee; in respect of the equity
theory, work environment should be made attractive to teachers to dissuade them from considering
alternative employment or organizations; training and development should be enhanced to improve
teaching skills which may increase their chances of staying put; and there should be transparency in
management to ensure a climate of mutual trust and cooperation. Employee must be given a sense of
belonging that the organization is fair and reliable.
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CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Organizational commitment and job satisfaction are widely studied factors in management
literature (Bodla and Danish, 2009; Bodla and Naeem, 2009a; Bodla and Naeem, 2009b;
Samad, 2007; Okpara, 2004) which are the precursors of employee’s performance. In
agreement, Robinson (2002) is of the view that organizational commitment and job
satisfaction are job-related attitudes that have received considerable attention from
researchers worldwide. This study is another effort which aimed at investigating the
relationship between job satisfaction and organizational commitment among employees in the
public sector; Nigerian secondary schools to be precise.

Output in terms of performance in any given organization is a function of many variables of
which job satisfaction is one of them. Job satisfaction has been an important topic over the
years (Akpofrre, 2006) in the management field. It is a major area of interest in the study of
industrial relations and organizational psychology because of the linkages between
satisfaction and other mainstream concepts like performance, productivity and reward
system. The assessment of job satisfaction through employee anonymous surveys became
commonplace in the 1930s. According to Latham and Budworth (2007), prior to that time
with the beginning of interest in employee attitudes, there were only a handful of studies
published. Uhrbrock (1934) was one of the first psychologists to use the newly developed
attitude measurement techniques to assess factory worker attitudes. Subsequently Hoppock
(1935) conducted a study that focused explicitly on job satisfaction that is affected by both
the nature of the job and relationships with coworkers and supervisors.

To understand the critical importance of job satisfaction, one must appreciate that the human
element and the organization are synonymous. This symbiotic relationship implies that the
performance of corporate organizations, be it financial, health, business or academic
organizations; which determines its sustainability, depends to a large extent on the
productivity of its workforce. In today’s turbulent environment and intense competition,
firms are forced to seek ways to be more flexible, adaptive and competitive as they are faced
with competition pressures and rapidly changing markets. David (2005) echoes this assertion
with the view that firms are discovering that people really are the most important assets.
People identify themselves by their profession, such as engineering, pharmacy, medicine, law