Job Satisfaction, Organizational Stress and Employee Performance: A Study of NAPIMS

By Mofoluwake, Ajayi P.; Oluremi, Abimbola H. | Ife Psychologia, September 2013 | Go to article overview

Job Satisfaction, Organizational Stress and Employee Performance: A Study of NAPIMS


Mofoluwake, Ajayi P., Oluremi, Abimbola H., Ife Psychologia


This study focused on examining job satisfaction, organizational stress, and its effect on employee performance. The study attempts to examine the problems of the employer - employee relationship, the issue of feedback to the employees about their performances, promotions, conducive working environments, pay commensurate to their work and going on training programmes when necessary. The main aim was to examine the effect of job satisfaction and organizational stress on employees' performance. This study adopted the survey sampling method carried out in the National Petroleum Investment Management Services (NAPIMS), Ikoyi, Lagos State using 225 employees which were randomly selected from total a staff of 511. The findings revealed that there is a relationship between job satisfaction and employee performance; also there was a negative relationship which states that as organizational stress increases employee performance decreases; furthermore from the findings, as organizational stress increases job satisfaction decreases. Based on these findings recommendations were made that organizations should find ways of improving the level of job satisfaction of employees by giving them training, promotion; and also giving the employees' time to relax like going on vacation so as to be refreshed and highly productive.

If people were about their jobs, one would likely would find that they have strong opinions about how they feel (e.g., "I really dislike what I do"), what they believe (e.g., "we provide important services to the community"), and how they intend to behave (e.g., "I am going to look for a new job"). When one consider that people spend roughly one-third of their lives at work, and that what we do to earn a living represents a central aspect of how we think of ourselves as individuals, such strong feelings should not be surprising. The various attitudes people hold towards their job is referred to as job satisfaction; which is formally defined as individuals' positive or negative attitude towards their job (Greenberg and Baron, 2003).

Job satisfaction consists of the feelings and attitudes one has about one's job. All aspects of a particular job, good and bad, positive and negative, is likely to contribute to the development of feelings of satisfaction (or dissatisfaction) (Riggio, 2003).

Job can be defined as group of positions that are identical with respect to their major or significant tasks and responsibilities and sufficiently alike to justify their being covered by a single analysis; one or many persons may be employed on the same job.

Job satisfaction is an employee's general attitude towards the job. There are five major components of job satisfaction (Byars and Rue, 2004): attitude towards the work group, general working conditions, attitude towards the company, monetaiy benefits and attitude towards management. Other components include the employee's state of mind about the work itself and life in general. An employee's attitude towards the job may be positive or negative. Health, age, level of aspiration, social status, political and social activities can also influence job satisfaction (Byars and Rue, 2004).

Employees attitude to his job will at the long run determine performance which is the degree of accomplishment of the tasks that make up an employee's job. It reflects how well an employee is fulfilling the requirements of a job (Byars and Rue, 2004). Therefore, employee performance is simply, the accomplishment of a task by an individual in an organization. Employees who are satisfied with their jobs tend to be committed to the organization by being loyal and dependable; also they perform well no matter how stressful the job is.

Dimensions of Job Satisfaction

Job satisfaction in itself is a complex concept and difficult to measure objectively. The level of job satisfaction is affected by a wide range of variables relating to individual, social, cultural, organizational and environment factors (Mullins, 1999). …

The rest of this article is only available to active members of Questia

Already a member? Log in now.

Notes for this article

Add a new note
If you are trying to select text to create highlights or citations, remember that you must now click or tap on the first word, and then click or tap on the last word.
One moment ...
Default project is now your active project.
Project items
Notes
Cite this article

Cited article

Style
Citations are available only to our active members.
Buy instant access to cite pages or passages in MLA 8, MLA 7, APA and Chicago citation styles.

(Einhorn, 1992, p. 25)

(Einhorn 25)

(Einhorn 25)

1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

Note: primary sources have slightly different requirements for citation. Please see these guidelines for more information.

Cited article

Job Satisfaction, Organizational Stress and Employee Performance: A Study of NAPIMS
Settings

Settings

Typeface
Text size Smaller Larger Reset View mode
Search within

Search within this article

Look up

Look up a word

  • Dictionary
  • Thesaurus
Please submit a word or phrase above.
Print this page

Print this page

Why can't I print more than one page at a time?

Help
Full screen
Items saved from this article
  • Highlights & Notes
  • Citations
Some of your highlights are legacy items.

Highlights saved before July 30, 2012 will not be displayed on their respective source pages.

You can easily re-create the highlights by opening the book page or article, selecting the text, and clicking “Highlight.”

matching results for page

    Questia reader help

    How to highlight and cite specific passages

    1. Click or tap the first word you want to select.
    2. Click or tap the last word you want to select, and you’ll see everything in between get selected.
    3. You’ll then get a menu of options like creating a highlight or a citation from that passage of text.

    OK, got it!

    Cited passage

    Style
    Citations are available only to our active members.
    Buy instant access to cite pages or passages in MLA 8, MLA 7, APA and Chicago citation styles.

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn, 1992, p. 25).

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn 25)

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn 25)

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences."1

    1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

    Cited passage

    Thanks for trying Questia!

    Please continue trying out our research tools, but please note, full functionality is available only to our active members.

    Your work will be lost once you leave this Web page.

    Buy instant access to save your work.

    Already a member? Log in now.

    Search by... Author
    Show... All Results Primary Sources Peer-reviewed

    Oops!

    An unknown error has occurred. Please click the button below to reload the page. If the problem persists, please try again in a little while.