Minimum Wage Increment a Necessity: The Role of Wages and Work-Stress on Employee’s Job Satisfaction among Civil Servants in South Western Nigeria (Published)
Over the year, there is an increasing vehement vociferation on the increment of minimum wage among Civil Servants in South West Nigeria. As a result of this uprising, the purpose of this study was to investigate the role of wages and work stress and employee’s job satisfaction among South Western Nigerians Civil Servants in the South West region of Nigeria.
Survey research design was adopted for the study using cluster sampling technique, 212 (96 females, 116 males) with mean age of 41.82 and SD of 9.57 Civil Servants from three South Western State in Nigeria was considered for the study. The research instruments were Minnesota Satisfaction Questionnaire (MSQ) and National Institute of Occupational Safety (NIOS). Three hypotheses were formulated and tested with Pearson Product Moment Correlation and Multiple regression analysis. The result revealed that wages r(210) = .49, P < .01 had significant positive relationship with job satisfaction. Work stress r(210 = -.82, P < .01 had significant negative relationship with job satisfaction. Finally, the result of multiple regression indicated that R= .83, R2 = .68 f (2,209) = 144.26, P < .01 exerted a significant interaction influence on job satisfaction. It is therefore recommended that government should be orientated on how the increment in minimum wage and reduction in job stress can help foster employee’s job satisfaction which will in turn boost employee’s productivity.
Keywords: Job Satisfaction, Minimum Wage, Motivation, Productivity and Work Stress
The Contribution of Motivation to Job Satisfaction: A Survey of Technological Educational Institute Employees of Western Greece (Published)
The purpose of this paper is to investigate the views of employees and in particular of the administrative staff of the Technological Educational Institute of Western Greece regarding the impact of motivation on their professional satisfaction. The tool used for the survey is the questionnaire, while the analysis of the results of the survey was carried out with the SPSS statistical package. The results of the survey showed that promotion, privileges, benefits and colleagues strongly influence the overall satisfaction of employees, potential rewards and communication have a very strong impact on the overall satisfaction of workers, while the overall satisfaction of those employed by their work appeared to be in neutral contexts.
Keywords: Motivation, Professional Satisfaction, Technological Educational Institute Of Western Greece
Impact of Training & Development on Employees’ Performance in Banks Of Pakistan (Published)
The study is being carried out taking into consideration the significance of both Training & Development (T & D) and Employee Performance for the businesses at all levels and in all sectors. Banking sector is chosen as representative due to its backing up role in the economy of any country. It is most crucial for services businesses to keep their employees’ knowledge and competencies up to the mark because of the global saturation occurring in services. Economies are becoming services’ led so competition is being added up and strengthened by leaps & bounds. In such a situation, it becomes of prime concern for the organizations particularly servicing organizations like banks to capture new knowledge for serving competitively, store & preserve this knowledge, and then deliver it to the employees using some organized & methodical approach. Now what such an approach could be other than designing strategic and well suited T & D programs. Taking an account of all this, a descriptive & quite explanatory approach is being chosen to carry out a study for checking out the impact that T & D has on the performance level of employees working in the banks of Pakistan. Three objectives were designed for the study; assessment of current practices, impact check, and proposition for better investment into T & D. This has been done selecting six representative banks of Bahawalpur (Bank Alfalah Limited, Muslim Commercial Bank, Habib Bank Limited, Allied Bank Limited, National Bank of Pakistan, and Bank of Punjab) as sampling unit. Employees in these banks were given a structured questionnaire that was designed to particularly measure the influence of T & D on respondents’ skills like Job knowledge, work quality & quantity, functional skills, and their motivation & loyalty. Data collection was done taking sample size of 150 employees while receiving 104 valid responses using convenience & referral sampling. Analysis was done through the application of frequency tests & bar charts on the response rates in SPSS. This gives the study a quantitative and empirical direction for results. So, then we checked the influence of T & D on the skills and attitudes mentioned above for associating these to employee performance level in banks of Pakistan as presented in the conceptual model. Major findings were that most of the employees agreed to the item statements by making it clear that T & D had a positive impact on their Job knowledge, work quality & quantity, functional skills, and their motivation & loyalty and these are all linked to their performance either strongly or moderately but in a supporting direction. Hence, the study concluded up with T & D positively impacting the employees’ performance in the banks of Pakistan.
Keywords: Employee Performance, Loyalty, Motivation, Training & Development, functional skills, job knowledge, quality & quantity of work