JOB SATISFACTION AMONG WORKERS IN THE CONSTRUCTION INDUSTRY IN NIGERIA
Need help with a related project topic or New topic? Send Us Your Topic
DOWNLOAD THE COMPLETE PROJECT MATERIAL
JOB SATISFACTION AMONG WORKERS IN THE CONSTRUCTION INDUSTRY IN NIGERIA
Chapter one
INTRODUCTION
1.1 Background for the Study
Any organization’s performance is primarily dependent on managers’ ability to create an inspiring environment for its staff. Most managers nowadays face the issue of keeping their employees motivated so that they can perform successfully at work.
Managers can utilise rewards to inspire and keep staff satisfied if they understand their demands, especially in the construction supply chain. Job satisfaction research is important in the construction sector since it can help with employee retention and performance (Schermerhorn et al., 2005; Krietner, 2003; Arnold et al., 1983).
Job happiness has been identified as one of the most important elements influencing productivity (Mustapha, 2013). According to Schermerhorn (2005), job satisfaction is the quantity of pleasant feelings that an individual has about their employment.
Job satisfaction can be increased by addressing concerns such as self-esteem, respect, appreciation or acknowledgment, and the employee’s safety and security (Wright, 2001). Employee happiness can influence a variety of factors, including motivation.
The study of job satisfaction among construction workers is important because understanding the elements that influence job satisfaction is critical to enhancing productivity (Okpara, Squillance, and Rondu, 2005, quoted Mustapha, 2013).
Again, being aware of specific factors that influence satisfaction, particularly in the construction sector, may provide insights to organisational management in terms of reducing workplace alienation, ensuring employee loyalty, and attracting potential employees in order to increase productivity (Mustapha, 2013).
In Nigeria’s construction business, for example, corporations are actively implementing a variety of non-financial incentive systems aimed at increasing employee satisfaction and productivity.
This has greatly increased bricklayers’ productive time and resulted in a 6% to 26% increase in output from block laying and concreting activities (Olabosipo, 2004).
According to Argyle (1972), employees who are satisfied with their jobs will return to work on a consistent and permanent basis. His proposal is based on the Human Relations School’s oversimplicity prescription.
Hill and Trist’s (1955) withdrawal hypothesis explains patterns in absence, turnover, accidents, associations, and employee duration of service. However, a few writers, such as Tiffin McCormick (1996), have reviewed relevant material and do not share the same viewpoint as the other authors.
They argue that the relationship between job satisfaction and absenteeism should not be generalised. In this regard, it is critical to understand the elements that influence job satisfaction, even if they are not the exact opposite of those that contribute to job satisfaction.
Satisfaction and dissatisfaction arise from a variety of causes. Smith, Rand Roth, and D. (1991) look into the following aspects as key contributors of workplace satisfaction: salary, work, advancement, supervision, and coworkers, including safety.
Maloney and McFellen (1998) stated that contentment with the intrinsic component contributes to job satisfaction. They went on to state that job results that are directly tied to accomplishing a task can be referred to as “intrinsic outcomes” and those that are assigned to (by) others as “extrinsic outcomes.”
Performing a task requires the utilisation of one’s talents and abilities, which results in intrinsic outcomes. On the other hand, contentment is determined by both desired and expected job outcomes. As a result, employees who fulfil their goals are more likely to be satisfied with their work.
1.2 Statement of Problem
Many researchers have conducted studies on job satisfaction. The majority of these research studies on worker job satisfaction were conducted in numerous industries, with only a handful focusing on the construction industry. Simons and Enz (1995) found that there are considerable disparities in what employees seek from their jobs across industries.
These prior research on job satisfaction in various industries cannot be applied to the construction business. Industrial strikes are common on the Nigerian labour front in response to calls for better working conditions.
If construction workers lay down their tools, it is likely to result in decreased productivity and time overruns, which will increase construction costs because most construction projects have deadlines to fulfil with cost penalties for late completion. Again, delays caused by labour strikes may result in increased material and labour costs.
Borcherding and Oglesby (1974) discovered that workers in the construction business have expectations that must be met in order for them to feel satisfied. Nonetheless, Cotton et al. (2005) discovered that increased worker satisfaction is critical to long-term productivity in the business. There is therefore a need to study job satisfaction among construction workers.
1.3 Object of the Study
The primary goal of this study is to assess the level of job satisfaction among construction workers. Specifically, the study wants to
1. Determine the level of job satisfaction among construction workers.
2. Assess the impact of job satisfaction on construction workers.
3. Identify the characteristics that influence job satisfaction among construction workers.
1.4 Research question
1. What is the degree of satisfaction among construction workers?
2. Is there any effect of job satisfaction on workers in construction?
3. What factors affect job satisfaction among construction workers?
1.5 Research Hypothesis.
Ho: Job satisfaction has no effect on workers in the construction business.
Hello, there is huge effect of job satisfaction on workers in the construction business.
1.6 Significance of the Study
The study would add to the body of knowledge on the factors that influence job satisfaction among construction workers. It will once again 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 help contribute their best efforts to performing certain activities in a manner that will motivate workers in the industry and create a certain level of satisfaction in them.
This study will also act as a guide and reference point for future research on the same issues.
1.7 Delimitation of the Study
Obtaining funding for general research projects will be difficult during the course of studies. Correspondents may also be unable or unwilling to complete and submit the questionnaires provided to them.
However, it is hoped that these limits will be addressed by making the best use of existing materials and devoting more time to study. As a result, it is strongly thought that despite these constraints, their impact on this research report will be small, allowing the study’s purpose and significance to be achieved.
Need help with a related project topic or New topic? Send Us Your Topic