Are Ghanaian Workers Satisfied with Their Job
CHAPTER ONE
1.0 BACKGROUND OF THE STUDY
With the rate of globalization and industrialization witnessed all over the world, there seems to have been an observable increase in the number of different organizations that are springing up to meet different needs. Some of these organizations are in the financial sector, telecommunications, oil and gas and a host of others. One of the many factors that have enhanced the functionality of these organizations has been the individual(s) who work in such organizations (i.e. the employees). Even in organizations where there are more operating machines than human beings, the fact still remains that human beings are needed to operate the machines and direct the affairs of such organizations. Because of the importance of the employees in organizations, their effectiveness may go a long way in determining how well organizations achieve their set goals and objectives. Therefore, it will be pertinent for organizations to pay attention to the well being and satisfaction of their employees in order to increase their (employees’) organizational commitment. It follows therefore, that an effective organization will ensure that its employees are highly committed to their jobs by providing an enabling environment that will enhance employees’ organizational commitment (Adeyinka, Ayeni & Popoola, 2007).
Job satisfaction is an important criterion for the success of an organization. It is closely associated with job turn over and life satisfaction. According to Locke (1976), job satisfaction is an emotional reaction that "results from the perception that one's job fulfills or allows the fulfillment of one's important job values, providing and to the degree that those values are congruent with one's needs". Human needs are subjected to constant change but the job values are relatively more stable. Someone who is satisfied with his/her job may not experience the same emotion if there is a change in his/her needs.
The relevance of job
1.0 BACKGROUND OF THE STUDY
With the rate of globalization and industrialization witnessed all over the world, there seems to have been an observable increase in the number of different organizations that are springing up to meet different needs. Some of these organizations are in the financial sector, telecommunications, oil and gas and a host of others. One of the many factors that have enhanced the functionality of these organizations has been the individual(s) who work in such organizations (i.e. the employees). Even in organizations where there are more operating machines than human beings, the fact still remains that human beings are needed to operate the machines and direct the affairs of such organizations. Because of the importance of the employees in organizations, their effectiveness may go a long way in determining how well organizations achieve their set goals and objectives. Therefore, it will be pertinent for organizations to pay attention to the well being and satisfaction of their employees in order to increase their (employees’) organizational commitment. It follows therefore, that an effective organization will ensure that its employees are highly committed to their jobs by providing an enabling environment that will enhance employees’ organizational commitment (Adeyinka, Ayeni & Popoola, 2007).
Job satisfaction is an important criterion for the success of an organization. It is closely associated with job turn over and life satisfaction. According to Locke (1976), job satisfaction is an emotional reaction that "results from the perception that one's job fulfills or allows the fulfillment of one's important job values, providing and to the degree that those values are congruent with one's needs". Human needs are subjected to constant change but the job values are relatively more stable. Someone who is satisfied with his/her job may not experience the same emotion if there is a change in his/her needs.
The relevance of job