AN INVESTIGATION INTO SOME FACTORS RESPONSIBLE FOR JOB DISSATISFACTION AMONG WORKERS IN EDO STATE (A CASE STUDY OF EDO STATE CIVIL SERVICE)

AN INVESTIGATION INTO SOME FACTORS RESPONSIBLE FOR JOB DISSATISFACTION AMONG WORKERS IN EDO STATE (A CASE STUDY OF EDO STATE CIVIL SERVICE)

ABSTRACT

The study examined the causes of job dissatisfaction among workers, with a special reference/study of civil servant in Edo State the researcher used both primary and secondary data drawn through random sampling technique from establishment in Edo State Ministry of Education, Health, Justice and transport using a developed questionnaire title “factors responsible for job dissatisfaction”. The study established that civil servant in Edo State are dissatisfied with their job it identified some factors responsible, its consequences and suggested possible solutions. Some of the factors discover to be responsible for job dissatisfaction are irregular payment of salary, lack of career growth opportunity, underpay, poor working condition/environment, delayed promotion, lack of reward for loyalty poor labour and employers relationship, non-payment of salary arrears, selective punishment, non-implementation of health insurance scheme, stoppage of motorbike as means of transportation fear of retirement experience, monotony, ineffective supervision, poor internal communication, rising cost of living, shrinking benefits and lack of proper channel for employee to present their grievances, the Edo State Civil Service lack motivational strategies, like sponsorship for training and development programme for employee granting of housing and car loans are poorly implemented. The researcher posit that the moral and initiatives of the worker is dampened the improper implementation of these motivational strategies which may not at all times be disconnected from politics of favoritism and nepotism. The resultant effect of the subject matter are continued strike by workers called by labour unions tiredness, low morale, exit absenteeism increased complaints, psychological disengagement, low levels of involvement and organizational commitment, poor performance and illness. The researcher therefore suggested that government and other employer of labour should be able to help employees see that the organization can help them satisfy their need and utilized their potentials to contribute to the achievement of the civil service by providing workers with the enabling working condition/environment prompt payment of salary, promotion guarantee retirement benefit and programme, also to endeavour to integrate goals of the civil service with those of its employees and continue to adopt the supportive management technique.

CHAPTER ONE

1.1    Introduction

The discussion of job dissatisfaction is largely generated from the theories proposed by Maslow which is known as “the needs theory” and Herzberg’s “two factor theory or hygiene theory”.

Job dissatisfaction has received considerable attention from human resources professionals organizational psychologist and sociologist, they argue that this concept related to productivity, organizational commitment, attendance at work participation and turnover.

This concept are assumed critical for the organizations to manage since they also likely affect the productivity as well as effectiveness of either the employee are the transition performance, since employee are individuals who are unique, they are different from one another, their job satisfaction is affected differently by among others, their age, sex, education and their personal differences.

This is proved by Herzberg, Mausner and Snyderman (1959) who argue that in order to boost the productivity of employee in particular and organization in general, it is important to increase the effectiveness of employee at work, so then the employee will have positive attitude towards their job.

Furthermore, in support of the opinion of Herzberg et al. Stone (1998) he viewed that the attitudes of employee towards their job and life have a relationship on the grade of job satisfaction they have.

Thus a clear picture of what job dissatisfaction is will be essentially lead us to identical comprehension of the subject matter. Job dissatisfaction is largely related to the workers feelings that is why Stone (1998) posit “job satisfaction or dissatisfaction reflects an employee’s feelings about various aspect of the job.

AN INVESTIGATION INTO SOME FACTORS RESPONSIBLE FOR JOB DISSATISFACTION AMONG WORKERS IN EDO STATE (A CASE STUDY OF EDO STATE CIVIL SERVICE)