Project Materials







1.1 Background of the Research

Employee unhappiness appears to be a problem in a significant number of businesses across the globe. Globally, the factors that cause job discontent appear to be more comparable between the private and public sectors. It may be difficult to explain job unhappiness without employing measures of satisfaction such as earnings, job security, nature of employment, hours of work, working timing, working conditions and environment, distance and commuting, and working conditions and environment. This study will therefore explain discontent in relation to satisfaction.

According to Locke (1993), job discontent is a negative emotional state that results from a lack of job or experience evaluation. The degree to which individuals loathe their work (Spector, 1997). Both employers and employees have expectations in any business. The employer-employee dispute arises when the parties’ expectations differ. It will result in employers complaining that their staff are underperforming and employees saying that their supervisors are self-centered. This could be due to a number of causes, including the economy, greater pressures at work and at home, and generational disparities between employees and managers. Despite being the primary motivator, people do not work solely for financial gain. They desire a promotion in their employment. They want their employers to give them responsibilities and have confidence in their abilities. They desire to be valued. They desire to develop excellent relationships with their bosses and coworkers. They seek knowledge. When humans do not make any progress, they become bored and unmotivated. They rebel by offering less than their best effort, bickering, or leaving. The result is increased complaints, decreased performance and output. Job dissatisfaction is important to organizations, managers, consumers, and most importantly, employees. Job discontent is by definition unpleasant, and the majority of people are conditioned, and perhaps even physiologically driven, to respond to uncomfortable conditions by looking for ways to alleviate the dissatisfaction. According to studies, generations of workers have been plagued by the same dissatisfactions: job stress, unpleasant working conditions, long hours, monotony, ineffective supervision, inadequate training, poor internal communication, lack of recognition, rising costs, low pay, and diminishing benefits.

Furthermore, employee performance is heavily influenced by perception, values, and attitudes, and there appear to be so many variables affecting job performance that it is nearly impossible to make sense of them. Performance is a function of an individual’s aptitude, skill, and effort in a specific circumstance. On the near term, the skills and talents of employees are rather stable. Therefore, for the sake of the study, the researcher defines performance in terms of the amount of effort that person puts into their work. Effort is the internal force that motivates a person to work willingly. When employees are satisfied with their job and their needs are met, they develop an attachment to their work, or they make an effort to perform better. However, increased effort does not necessarily result in improved performance (Theresa and Henry 2016).

1.2 Description of the Problem

Over the years, the majority of firms in Nigeria’s private sector have struggled with low productivity, ineffectiveness, inefficiency, and lack of growth as a result of their inability to please their employees. This is the effect of low employee work satisfaction. Inadequate compensation, lack of status, and other such problems.

In the public sector, there is a persistent strike rate, and workers’ demands for salary and benefit increases are ignored. Thus resulting in a lack of commitment to duty. In a public sector organization, tardiness is always one of the most significant issues to address. This could be due to a lack of job fulfillment. As no one undertakes the responsibility of checkmating, the rate of absenteeism in the organization is rising. Everyone is his own employer, there are no restrictions on movement, and there are no set times for arriving and departing.

The aforementioned factors all contribute to dissatisfaction on the job, because if an individual feels that he has been treated fairly from the outcome he receives or the process used, he will be satisfied and put forth his best effort to move the organization forward; thus, the purpose of this study is to examine the relationship between job satisfaction and employee productivity.

1.3 Objective of the Research

This study’s primary objective is to determine the effect of employee job discontent on organizational performance. Specifically, the study aims to;

1. Determine the causes of employee unhappiness with their jobs.

2. Analyze the influence of employee job discontent on organizational performance

3. Examines the aspects that contribute to employee job satisfaction

1.4 Investigative Question

What variables contribute to employee discontent with their jobs?

Does employee job discontent have any effect on organizational performance?

What are the factors that contribute to employee job satisfaction?

1.5 Scientific Hypothesis

There is no significant relationship between employee job discontent and organizational performance.

There is a substantial relationship between employee job unhappiness and organizational performance.

1.6 Importance of the Research

This research will assist managers in various organizations in articulating the necessary components for employees so as to increase their job happiness. This research will also benefit policymakers and regulators in the public sector; through its analysis, it will present a plan that could aid them in articulating policies that will have a favorable effect on workers.

In addition, this research will act as a guide and reference point for future studies.

1.7 Scope of the Research

This research will be undertaken in the Ado-Odo Local Government Area (LGA) in the state of Ogun, which is home to several firms. Furthermore, this research will investigate the relationship between job discontent and organizational performance.

1.8 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.

1.9 Explanation of Terms

Job Dissatisfaction: a negative emotional condition caused by a failure to evaluate one’s job or experience

Organizational performance is the comparison of an organization’s actual outputs or results to its planned outputs.




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