ABSTRACT
The study investigated the relationship between job satisfaction and
organizational commitment among officers of the Nigeria Immigration
service in Anambra state. The population of the study was made up of one
hundred (100) questionnaires measuring job satisfaction and organizational
commitments were randomly distributed to the participants. The
instruments were validated by smith, P. C. (1969) and Cook & Wall
(1980). A reliability coefficient of 0.68 and a table value of 0.164 were
obtained. Data collected were analyzed using mean, standard deviation and
Pearson Product Moment Correlation.
The results of the study showed that: there is a positive relationship
between job satisfaction and organizational commitment among the
immigration workers. The nature of the work organization and the design
of jobs can have a significant effect on the job satisfaction of workers. It is
the willingness of employees to accept organizational values and goals and
to work towards achieving these. Job satisfaction is affected by intrinsic
and extrinsic motivating factors, the quality of supervision, social
relationships with the work group and the degree to which individuals
succeed or fail in their work. The following recommendations were made
based on the findings: workers should be accepted by management as key
stakeholders in the organization.
There should be a proper communication channel between the workers and
the organization. Management should be encouraged to ensure a policy of
employment security, and ensure that steps are taken to avoid involuntary
redundancies. All workers entitlement and allowances should be given
them as and when due. Limitations and suggestions for further studies
were made and conclusions drawn.
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TABLE OF CONTENTS
Title page ………………………………………………………. i
Approval page ………………………………………………… ii
Dedication ……………………………………………………… iii
Acknowledgement …………………………………………….. iv
Abstract ……………………………………………………….. v
Table of contents ……………………………………………… vi
CHAPTER ONE: INTRODUCTION
Background of the study …………………………………….. 1
Aim of the study ……………………………………………… 3
Operational definitions of key concepts …………………….. 3
CHAPTER TWO: REVIEW OF RELATED LITERATURE
The Theoretical background & Empirical Review of job
Satisfaction ………………………………………………. 5
The Theoretical background & Empirical Review of Organisational
Commitment……………………………………………………….. 11
Summary of Literature Review………………………………… 17
Hypotheses …………………………………………………… 17
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CHAPTER THREE: METHODOLOGY
Participants ………………………………………… 18
Instruments ………………………………………… 18
Procedures …………………………………………… 20
Design/statistics ……………………………………… 20
CHAPTER FOUR: RESULTS
Hypothesis one ……………………………………….. 22
Hypothesis two ……………………………………….. 22
CHAPTER FIVE: DISCUSSION OF RESULTS
Hypothesis one ……………………………………… 24
Hypothesis two ……………………………………… 24
Conclusions …………………………………………… 26
Implication …………………………………………… 27
Recommendations …………………………………….. 28
Limitations of the study ………………………………. 28
Suggestions for further studies ……………………….. 28
Summary of the study ………………………………… 29
References……………………………………………….. 30
Appendixes ……………………………………………… 32
1
CHAPTER ONE
INTRODUCTION AND BACKGROUND TO THE RESEARCH
PROBLEM.
To make the best use of people as a valuable resource of the organization,
attention must be given to the relationship between staff, and the nature
and content of their jobs. The nature of the work organization and the
design of jobs can have a significant effect on the job satisfaction of the
staff. Job satisfaction is defined as an individual’s reaction to the job
experience. Berry (1997). However, my interest was aroused in carrying
out this research in view of certain attitudes, feelings and abilities being
exhibited by the officers of the Nigeria immigration service, Anambra state
command in respect to their job. Hence, the need for the study; in order to
determine how variables such as pay, promotion, benefits, supervisor, coworks, work conditions, safety, communication, productivity and the work
itself influence the way the officers feel about the job. Each of these
factors figures into an individual’s job satisfaction differently. Also, this
paper highlights the importance of organizational commitment for
effective research. Herscovich and Meyer defined organizational
commitment as the degree to which an employee identifies with the goals
and values of the organization and is willing to exert effort to make it
succeed. My interest was also aroused to carry out this study in order to
establish the degree of commitment towards the goals and values of the
Nigeria Immigration service by its officers. It has been suggested by Cyert
and March (1963), Mangham (1979) and Mintzerg (1983) that an
2
organization is really a coalition of interest groups, where political
processes are inevitable part of everyday life. Coopey and Hartley (1991)
argue that if employees are expected and encouraged to commit
themselves tightly to a single set of values and goals they will not be able
to cope with the ambiguities and uncertainties that are endemic in
organizational life in terms of change. Values can be defined in ways that
allow for freedom of choice within broad guidelines.
STATEMENT OF RESEARCH PROBLEM
1. Is there a relationship between job satisfaction and organisational
commitment among the Nigeria immigration officers in Anambra
State?
2. Are variables such as pay, promotions, supervisor, co-workers,
security of job and the job itself influence the overall performance of
the Nigeria immigration officers in Anambra State?
3. To what degree is the officers of the Nigeria immigration service in
Anambra State committed to the goals and values of the service?
4. To what extent are the officers of the Nigeria Immigration service,
Anambra State Command satisfied with their job?
5. What is the general assessment of the job by the officers of the
Nigeria Immigration service in Anambra State?
3
AIM OF THE RESEARCH
Goals such as the good of the organization or effective performance at
work may provide a degree of motivation for some employees, who could
be regarded as committed in so far as they feel they own the relationship
between job satisfaction and organisational commitment among the
Nigeria Immigration workers.
SIGNIFICANCE OF THE STUDY
This is to relate the achievement of excellence to getting the whole hearted
commitment of the work force of the Nigeria Immigration service,
Anambra state command. The study can provide feedback that recognizes
the contribution of officers and can spell out the significance of the work
they do.
OPERATIONAL DEFINITION OF KEY CONCEPTS.
Job satisfaction:- This can be defined as a pleasurable emotional state
resulting from the appraisal of one’s job; an effective reaction to one’s
job, and an attitude towards one’s job Weiss (2002).
Job satisfaction describes how content an individual is with his or her job.
The happier people are within their job, the more satisfied they are said to
be.
Workers:- This comprises of the whole male and female officers of the
immigration service, Anambra state command; that participated in the
study.
4
Organisational Commitment:- Is the relative strength of an individual’s
identification with an involvement in , a particular organization. Porter et
al (1974).
Organisational commitment develop mutuality, a state that exists when
management and employees are independent and both benefit from this
independency. Walton (1985).
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