The objectives were set to understand the factors that motivate job satisfaction, the influence of motivation and the overall level of job satisfaction, and to determine the factors that influence job dissatisfaction. The results from the questions addressed revealed that only growth and advancement was a factor that did not motivate job satisfaction.
Introduction
Motivation for the Study
According to Thompson and Lane (2014), employers must ensure that they maintain high levels of job satisfaction among their employees. Thompson and Lane (2014) state that the most important element for employee turnover in an organization is job satisfaction.
Focus of the Study
By establishing these factors of motivation and the impact it has on job satisfaction, management can use the findings of the study when implementing policies and procedures to increase the level of employee motivation and job satisfaction.
Problem Statement
Objectives
Research Questions
Limitations of this Study
It is extremely vital for the organization to determine the factors that motivate their staff and determine whether the employees are satisfied or dissatisfied at work. Web links to the online questionnaire proved to be limiting as not all staff had open access to the internet at work.
Outline of the study
This chapter presents the presentation of the results from the questionnaire in the form of descriptive statistics consisting of graphs and tables, measures of central tendency and dispersion. The data analysis conducted in chapter four formed the basis for the discussion in this chapter.
Summary
Inferential statistics were used to conduct a reliability analysis, a multiple regression analysis and a correlation analysis between factors such as motivation and job satisfaction. In addition to the results obtained from the questionnaire, the theory discussed in Chapter Two and the findings from previous research on motivation and job satisfaction were used to support the findings of the current study.
Introduction
Concept of “Motivation”
Types of Motivation
- Intrinsic Motivation
- Extrinsic Motivation
The concept of motivation has been treated by theorists as a one-dimensional concept consisting of three types, intrinsic, extrinsic and amotivational, of which intrinsic and extrinsic motivation are the primary concepts of motivation that have been studied by academics. Individuals can be motivated by methods such as remuneration, promotion and praise, which are termed extrinsic motivation, as these are seen as external motivational factors (Nyarko, 2014).
Content and Process Theory of Motivation
Content Theory
Process Theory
Motivational Theories
- Maslow’s Hierarchy of Needs Theory
- Herzberg’s Two Factor Theory
- McClelland’s Theory of Needs
- Alderfer’s ERG Theory
- Theory X and Theory Y of Motivation
- Theory X
- Theory Y
- Vroom's Expectancy Theory
- Self-Efficacy Theory
- Adam’s Equity Theory
Belonging and love needs - These are the third level needs that an individual has to be accepted, to have a sense of belonging, to give and receive affection. A high level of affiliation can be used as a tool to motivate an individual to be kind and helpful to others.
Definition of Job Satisfaction
Factors of Job Satisfaction
- Renumeration
- Promotion
- Inter-Personal Relationships
- Work Environment
- Work Itself
Noor (2010) states that supervisor behavior affects employee attitude, morale, and satisfaction. Atambo, Otundo and Nyamwamu (2013) argue that there is a positive correlation between job satisfaction and working conditions.
Job Characteristic Model
- Skills Variety
- Task Identity
- Task Significance
- Autonomy
- Job feedback
- Motivational Potential Score
Task importance refers to the extent to which the job affects the lives of other people (Onimole and Mni, 2015). Job feedback refers to the extent to which the performance of the activities required by the job provides direct and clear feedback (information) to the individuals regarding the effectiveness of how they perform their work (Na-Nan and Pukkeeree, 2013). .
Outcomes of Job Satisfaction
- Employee Turnover
- Absenteeism
- Performance
The relationship between job satisfaction and performance has been a topic of interest for many researchers over the years and has been essential to understand how the employee's levels of job satisfaction play an important role in the productivity of an employee (Giacopelli, Simpsonm Dakak , Randolph and Holland, 2013 ). Shaikh ,2012).The discussion on outcomes provides a realistic view of the impact that job satisfaction has on turnover, absenteeism and performance.
Summary
Factors that we describe as motivational and hygienic are classified as factors that contribute to satisfaction and dissatisfaction at work. From these theories, it is clear that there is a connection between employee motivation and job satisfaction.
Introduction
Aim
Objectives
Focus and Location
Research Methodology
Target Population
Sample Size
Sample Methods
Cluster Sampling – This sampling method is used when the target population is spread over a geographic area. Quota sampling – This type of sampling is similar to stratified sampling where the total sample of the population is represented in terms of different strata to get a proportional representation of the population.
Classification of Data
Data Collection
Questionnaire
The question about the respondent's relationship with their subordinates was removed from the data analysis, due to respondents' misunderstanding of the question. The questionnaire return rate was successful as 117 questionnaires were returned by the respondents, this exceeded the sample size of 115.
Likert Scale
Section C: Question 11 to 16. This section relates to hygiene factors that lead to job dissatisfaction; and. According to Subedi (2016), the Likert scale can be either of the Likert type data which is non-parametric data or of the Likert scale data which is parametric data.
Pilot Study
Data Analysis
Descriptive Statistics
Frequency Distribution
Both bar and pie charts were used in the research, as both are suitable for presenting results in research reports.
Measures of central tendency
Measure of Dispersion
The value of the standard deviation is obtained by taking the square root of the variance value. The standard deviation is considered the most important dispersion index and describes the variability of the sample distribution values relative to the mean.
Inferential Statistics
Correlation
Multiple Linear Regression
Reliability
Internal consistency of measure is an indication of the homogeneity of the items in the measure that tap the construct. The Cronbach's Alpha Measurement was applied in the study to measure the internal consistency of the different factors of motivation and overall job satisfaction.
Validity
Based on the feedback given to the respondent during pre-testing, the researcher concluded that the current study was valid.
Ethics in Research
Summary
Introduction
Descriptive Statistics
Demographical Profile
- Gender
- Age
- Race
- Job Position
- Qualification
Motivational Factors
- Achievement
- Recognition
- Work Itself
- Responsibility
- Growth and Advancement
The respondents' view that the work they do is meaningful, interesting and challenging is illustrated in Figure 4.8. The respondents' view of the responsibility they are given for the work they perform is illustrated in Figure 4.9.
Hygiene factors
- Supervisor Relationship
- Peer Relationship
- Physical Working Conditions
- Salary Structure
- Job Security
- Company Policy
The views of the respondents towards the job security offered by their organization are illustrated in Figure 4.15. The views of the respondents towards the company's policy of being fair and clear are illustrated in Figure 4.16.
Overall Satisfaction
Measure of central tendency and dispersion
Motivational Factors
It shows that the respondents agreed that they are given full responsibility for the task they are doing. The average score (M= 3.31) for recognition as a factor contributing to job satisfaction shows that the respondents agreed that they receive recognition for the work done.
Hygiene Factors
Job security yielded a mean score (M= 4.23) indicating that respondents agreed that the organization provides job security. The average score (M = 3.16) for the company's policy being fair indicates that the respondents agreed that the company's policy is fair and clear.
Overall Satisfaction
Inferential Statistics
Reliability Analysis
A Cronbach's Alpha result of ˃ 0.7 indicates that the internal consistency of the questionnaire is good (Table 3.2).
Regression Analysis
The Anova results of table 4.6 indicate that the regression model is statistically significant at 0.05 level of significance.
Correlation Analysis
Recognition: The result shows that there is a small and positive correlation that is statistically significant between recognition and job satisfaction. Responsibility: The result shows that there is a small and statistically significant positive correlation between responsibility and job satisfaction.
Summary
Job security: The result shows that there is a moderate and positive correlation, which is statistically significant, between job security and job satisfaction. Company policy: The result shows that there is a small and positive correlation, which is statistically significant, between company policy and job satisfaction.
INTRODUCTION
Objective One
- Achievement
- Recognition
- Work Itself
- Responsibility
- Growth and Advancement
Based on the findings of the current study, literature review, and findings from previous studies conducted, it is concluded that recognition was found to be a factor that motivates job satisfaction in the current study. From the findings of the current study, literature review, and findings from previous studies conducted, it is concluded that work itself was a factor that motivates job satisfaction in the current study.
Objective Two
- Supervisor Relationship
- Peer Relationship
- Physical Working Conditions
- Salary Structure
- Job Security
- Company Policy
The findings of the current study, the literature review, and previous studies indicate that peer relationships do not appear to be a factor influencing job dissatisfaction. The findings of the current study, the literature review, and previous studies indicate that job security does not appear to be a factor influencing job dissatisfaction.
Objective Three
Objective Four
A study conducted on selected salespeople concluded that motivation has a positive relationship with job satisfaction. The study found that there was a positive correlation between job satisfaction and motivation among employees at IBM.
Summary
Introduction
Key Findings
- Objective One
- Objective Two
- Objective Three
- Objective Four
This objective was determined to assess the impact that motivation has on job satisfaction among respondents. The present study proved by conducting a correlation and regression analysis that there is a positive relationship between motivation and job satisfaction.
Recommendations
- Achievement
- Responsibility
- Work Itself
- Recognition
- Growth and Advancement
- Peer Relationship
- Supervisor Relationship
- Physical Working Conditions
- Salary Structure
Responsibility is ranked as the second highest motivation factor among respondents, in order to maintain and improve this rating, the organization needs their employees to take on more responsibility in the workplace without being overwhelmed. The organization should establish a system of rewards for employees who are recognized for their outstanding performance.
Future Recommendations
However, offering higher market-related wages will run into problems, as the wage scales are not just for the electricity department, but for the entire municipality. Offer a special allowance for people in key strategic and operational positions that are critical to the organization.
Summary
A study on job satisfaction and the impact of IT on performance in the banking sector of Pakistan. Effect of Work Motivation and Organizational Commitment on Job Satisfaction: (A Case of Education Industry in Pakistan), Vol.14, No.6.
INFORMED CONCENT
The confidentiality and anonymity of the data identifying you as a participant is maintained by the Graduate School of Business and Leadership, UKZN. GRADUATED SCHOOL OF BUSINESS AND LEADERSHIP. full names of participant) hereby confirm that I understand the contents of this document and the nature of the research project, and that I agree to participate in the research project.
QUESTIONNAIRE
ETHICAL CLEARANCE
EDITORS LETTER
Formatting of the text was performed along with the insertion of figure and table captions and the appropriate resizing of figures and tables.
TURNITIN REPORT
