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JOB SATISFACTION Among Construction Industry Employees in Nigeria

JOB SATISFACTION Among Construction Industry Employees in Nigeria




1.1 Background of the Research

The success of any firm is heavily dependent on the managers’ ability to create an inspiring atmosphere for its personnel. The issue for the majority of managers today is to keep their employees engaged so that they can perform successfully at work. By knowing employees’ demands, particularly in the construction supply chain, managers may determine which incentives to utilize to encourage and retain personnel. The study of job satisfaction in the construction sector is highly pertinent since it can improve staff retention and productivity (Schermerhorn, et al., 2005; Krietner, 2003 and Arnold, et al., 1983). It has been demonstrated that job satisfaction is one of the primary contributors to productivity (Mustapha, 2013). Schermerhorn (2005) defines job satisfaction as the quantity of pleasant emotions a person feels toward his or her employment. Enhancing factors such as self-esteem, respect, admiration, or acknowledgment, and the employee’s safety and security can increase job happiness (Wright, 2001). Several aspects, such as motivation, can also be affected by an employee’s level of satisfaction. Understanding the elements that influence construction worker job happiness is critical for boosting productivity, making the study of construction worker job satisfaction essential (Okpara, Squillance and rondu, 2005, cited Mustapha, 2013). Again, being aware of specific elements that influence happiness, particularly in the construction industry, could give management with information into reducing alienation at the workplace, securing employee loyalty, and attracting potential employees in order to boost productivity (Mustapha, 2013). In Nigeria’s construction business, for example, corporations are actively implementing a variety of non-financial incentive programs designed to increase operators’ job happiness and productivity. This has greatly increased bricklayers’ productivity, resulting in a 6 to 26% rise in block laying and concrete work (Olabosipo, 2004).

According to Argyle (1972), employees who are satisfied with their jobs will attend work consistently and permanently. His idea is based on the oversimplification prescription of the Human Relations School. Through their withdrawal theory, Hill and Trist (1955) explain trends in absenteeism, turnover, accident, association, and employees’ duration of service. Nonetheless, there are a few authors, such as Tiffin McCormick (1996), who have researched relevant literatures and disagree with the majority of authors. They emphasize that the correlation between job satisfaction and absenteeism cannot be generalized. In this regard, it is crucial to comprehend the elements that determine job satisfaction, even though they are not the exact opposite of those that contribute to job satisfaction. Satisfaction and dissatisfaction have diverse origins. Smith, Rand, and D. Rand Roth (1991) analyze the following factors as significant causes of employment satisfaction: salary, work, advancement, supervision, coworkers, and safety. According to Maloney and McFellen (1998), intrinsic factor satisfaction adds to job satisfaction. They went on to state that job outcomes that are directly tied to the performance of a task are known as “intrinsic outcomes,” while those that are assigned by others are known as “extrinsic outcomes.” Performing a task necessitates the application of one’s talents and abilities, resulting in these intrinsic results. On the other hand, satisfaction is a function of desired and anticipated job outcomes. Therefore, workers who obtain their desired goals are typically satisfied with their work.

1.2 Description of the Problem

Numerous researchers have investigated the topic of job happiness. The majority of these diverse studies on employee job satisfaction were conducted in industries other than the construction industry. However, a research by Simons and Enz (1995) demonstrates that there are considerable disparities amongst industries in terms of what individuals seek from their jobs. Therefore, these prior research on job satisfaction in other industries cannot be applied to the construction business. Nigeria’s labor front is frequently marked by industrial strikes demanding better working conditions. If workers in the construction sector lay down their tools, it will likely lead to a decrease in productivity and time overruns, resulting in an increase in construction costs, as most construction projects have deadlines with associated cost penalties for late completion. Similarly, material and labor costs may increase when labor strikes cause delays. Borcherding and Oglesby (1974) discovered that workers in the construction business have expectations and are satisfied when these expectations are met. Nevertheless, Cotton et al. (2005) discovered that increased worker satisfaction is essential for the industry’s long-term production. Therefore, it is necessary to analyze job satisfaction among construction industry employees.

1.3 Objective of the Research

This study’s primary objective is to examine the level of job satisfaction among construction workers. Specifically, the study aims to:

1. Determine the level of job fulfillment among construction employees

2. Analyze the impact of job satisfaction on construction industry employees

Determine the elements that influence the job satisfaction of construction workers.

1.4 Investigative Question

1. What is the job satisfaction level of construction workers?

2. Does job happiness have any effect on construction sector employees?

What factors impact the level of job satisfaction among construction workers?

1.5 Scientific Hypothesis

There is no influence of job satisfaction on construction industry employees.

There is a considerable effect of job satisfaction on construction sector employees.

1.6 Importance of the Research

The study would contribute to the body of knowledge regarding the factors that influence construction worker job satisfaction. It will once more serve as a foundation for all stakeholders in the construction industry, including the Ministry of Works and Housing, the Association of Building and Civil Engineering Contractors in Nigeria, Directors of construction companies, project managers, and site supervisors, to contribute their best efforts towards performing certain activities in a way that will motivate workers in the industry so as to create a certain level of satisfaction among the workers.

This research will also act as a guide and point of reference for future studies on the same subjects.

1.7 Limitations of the Research

During the course of study, obtaining funding for general research will be a struggle. In addition, respondents may not be able to or want to submit the questionnaires provided to them.

However, it is anticipated that these limitations will be overcome by maximizing the use of available resources and devoting additional time to research. Therefore, it is strongly expected that despite these constraints, their impact on this research report will be small, allowing the study to achieve its purpose and significance.

JOB SATISFACTION Among Construction Industry Employees in Nigeria



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