Academic journal article Ife Psychologia

Relationship between Organizational Culture, Leadership Style and Job Satisfaction in a Nigerian Manufacturing Organization

Academic journal article Ife Psychologia

Relationship between Organizational Culture, Leadership Style and Job Satisfaction in a Nigerian Manufacturing Organization

Article excerpt


This study investigated the relationship between organizational culture, leadership style and job satisfaction in a Nigerian private manufacturing organization. The study population consisted of employees of International Brewery P1c, Ilesha and the study sample consisted of 80% of the workforce at the Brewery comprising 150 respondents in ratio 5:9:1 of the junior staff cadre, senior staff cadre and management cadre respectively. Three standardized psychological instruments namely: Organizational Culture Scale, Supervisory Behaviour Description Questionnaire and Minnesota Satisfaction Questionnaire were used to collect data from the respondents.

The results showed that the level of employees' job satisfaction in the brewery was high as there were more satisfied employees at the brewery than dissatisfied ones. The dominant culture was competitive, and the prevailing leadership style was democratic. Results showed no significant relationship between organizational culture and job satisfaction (R^sup 2^ = .006; p >.05). It also found no significant relationship between leadership style and job satisfaction (R^sup 2^ = .012; p>.05.)

The study concluded that organizational culture and leadership style had no influence on job satisfaction.


In recent years, the incident of being overworked and burnt is common in Nigerian private organizations (Adeniji 8c Akintayo, 2009; Akintayo 8c Babalola, 2008). This may not be unconnected to the culture of these organizations which among other things are competition and result- driven. This is evident in many Nigerian private organizations compared to the government establishment where laxity is the order of the day (Adeniji 8c Akintayo, 2009). In essence, the primary motive of most Nigerian entrepreneur is 'profit' which invariably emphasizes that all employees must work to their optimum levels. Nigerian breweries are not different as the competition for market and profit is even sterner than in other private organizations. In fact, International Brewery Ilesha almost faded out of the market within the last few years but for its ruggedness. This potents serious implication for employees' job satisfaction in any organizations that pursues work excellence.

Job satisfaction is the degree of happiness which people experience with the totality and various aspects of their work (Ajila 8c Adegoke, 1998). It is a pleasurable emotional state resulting from the appraisal of one's job or experiences. Satisfaction has to do with an individual's perception and evaluation of his job, and this perception is influenced by the person's unique circumstances like needs, values and expectations, and that people will therefore evaluate their jobs on the basis of factors which they regard as being important to them.

Johns (1996) did make a distinction between facet and overall satisfaction. The facet satisfaction is the tendency for an employee to be more satisfied with various aspects of the job. The facet satisfaction is often obvious when we hear someone say something like "I love my work but I hate my boss" or "this work pays lousy but the people I work with are great." Both of these statements represent different attitudes toward separate facet of the speaker's job. The other aspect which is the overall satisfaction can be conceived as an overall, summary, indicator of a person's attitude towards his or her job that cuts across the various facets. In a sense, overall satisfaction is an average or total of the attitudes individuals hold toward various facets of the job.

One reason for the interest in job satisfaction is its potential consequences not just for the workers but for coworkers, managers, groups, teams and the organization as a whole. The potential consequences of job satisfaction includes enhanced performance, reduced absenteeism, reduced turnover rates, enhanced organizational citizenship behaviour, reduced labour militancy, worker well-being and customer satisfaction. …

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