Job Satisfaction and Organizational Commitment among Secondary School Teachers in Enugu State

Abstract

This research is on job and organizational commitment among secondary school teachers in Enugu State, Nigeria. Specifically, the aimed to pursue the following objectives: determine the effect of employee job perception on turnover intentions among secondary school teachers in Enugu.

Analyze the between pay and job 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 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.

Introduction

1.1 Background of 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 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.

References

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Allens, N.J. and Meyer, J.P. (2004), Commitment in the Workplace. London. Thousand Oaksi sage press.

Ayeni, C. O., & Phopoola, S. O. (2007). ‘Work Motivation, Job Satisfaction, and Organizational Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria’, Library Philosophy and Practice.

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StudentsandScholarship Team.