Effect of Job Enrichment on Employee Motivation in Selected Private Universities in South-West Nigeria

Magaji, Nanle

doi:10.18843/rwjasc/v6i4/09

Cited by 6 publications

(9 citation statements)

References 11 publications

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“…For example, Yang and Lee (2009) studied job enrichment and job satisfaction in the USA and found a significant relationship. Malherbe and Pearse (2003), Sanda et al (2015) and Lestari et al (2021) found similar results in studies in different countries. Hence, based on the existing literature and industrial settings, the following hypothesis was formulated:…”

Section: Job Enrichment and Job Satisfactionsupporting

confidence: 59%

Transformational leadership, job enrichment and recognition as predictors of job satisfaction in non-profit organizations

Zin

Ibrahim

Aman‐Ullah

et al. 2022

NBRI

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Purpose This study aims to examine the influences of transformational leadership, job enrichment and recognition on employee job satisfaction in non-profit organizations. Design/methodology/approach An empirical study was conducted on employees working in United Malays National Organization (UMNO). Data was collected from 226 employees via self-administered questionnaires. The convenience sampling method was applied for participant selection, and data was analysed using Pearson’s correlation and multiple regression analysis via statistical package for the social sciences. Findings Job enrichment, transformational leadership and recognition were all found to have significant and positive relationships with job satisfaction. Practical implications The findings imply that job satisfaction will improve if managers are motivated to promote job enrichment, transformational leadership and employee recognition programs. These steps will augment the organization’s effort to design and implement the best strategies for enhancing employees’ job satisfaction. Originality/value This study elaborates on transformational leadership, job enrichment and recognition in relation to job satisfaction. The insights it provides are novel due to the lack of research on the combination of these attributes. The study’s model was tested on UMNO, a non-profit organization in Malaysia that plays a significant role in Malaysian politics. Hence, this study provides a valuable addition to the literature on Malaysia. The study’s model was supported by transformational leadership theory and social exchange theory, making it another significant contribution to the body of literature.

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Section: Job Enrichment and Job Satisfactionsupporting

confidence: 59%

Transformational leadership, job enrichment and recognition as predictors of job satisfaction in non-profit organizations

Zin

Ibrahim

Aman‐Ullah

et al. 2022

NBRI

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“…According to studies, some employers of labour still hold the view that there is no need to enrich their employees' work as long as it can be used to generate revenue (Sanda et al, 2015). This is despite growing pressure from organizations and/or employers of labour to reevaluate traditional views as they relate to employer-employee relationships, organizational citizenship behavior, and job satisfaction, as well as practices and policies for managing, acquiring, and developing human resources.…”

Section: Statement Of Problemmentioning

confidence: 99%

“…According to Sanda, Asikhia, and Magaji (2015), a severe human relations issue is being caused by the growing alienation of employees from their workplaces. By rotating jobs on a regular basis to offer variety, a small number of firms have attempted to address the issue of excessive job specialization.…”

Section: Introductionmentioning

confidence: 99%

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Job Satisfaction and Organizational Citizenship Behaviour of Academic Staff in Federal Polytechnic, Oko, Anambra State, Nigeria

U.J.,

S.A.,

M.I.

et al. 2024

British Journal of Management and Marketing Studies

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The pattern in which work is structured plays a significant role in deciding how motivated, satisfied and committed an employee will be. The workers at the polytechnic are not left out of this continuous and repetitive approach in carrying out their daily routines. The study was centred on examining the relationship between job satisfaction and organizational citizenship behaviour, with a view to proffering strategies to Nigerian polytechnics on the acceptability and adoptability of job satisfaction initiative. The specific objectives are to examine the relationships between employees’ skill variety and employees’ altruism, and employees’ commitment and employees’ conscientiousness. The study was anchored on Job Characteristics Theory. The study adopted the descriptive survey research design. The population comprises 120 academic staff of the School of Business Studies in Federal Polytechnic, Oko. Data were collected through the use of a five-point likert style questionnaire. With the aid of IBM SPSS version 25, Spearman correlation was employed to test the hypotheses, while One sample test model was applied to determine the level of significance between the independent and dependent variables. From the test of hypotheses, the first finding of the study revealed that skill variety had a significant positive relationship with employees’ altruism (t-value of 66.715 and p-value = 0.000** at 0.05 level of significance and low positive value of r = 0.338), and the second test revealed that employee commitment had a significant positive relationship with employees’ conscientiousness (t-value of 65.591 and p-value of 0.000** at 0.05 level of significance and a moderate positive correlation value of r = 0.638) of the polytechnic. The study recommended that the management of the polytechnic should invest in training programmes for their employees to improve their skill variety on their job for sustainable organizational citizenship behavior, and reward employees who possess the act of conscientiousness in the workplace so as to increase their commitment to the organizations.

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“…Globalization has created many challenges for multinational and local organizations such as cost of production that is on the increase day-by-day due to universal factors such as world recession, resource limitation, information technology and trends that have affected the way work is done and also changed the face of competition among organizations. The problem of job design stemmed from the fact that in today's competitive environment, organizations globally want to maximize the potential of their human resources to stay ahead of the aggressive competition in the middle of the quest [Nanle, 2015]. The problems of boredom and job dissatisfaction which consequently result in employee's low productivity, absenteeism and lateness, work stress, delay in administrative performance, psychological breakdown and eventually withdrawal of services are common decimal in most organizations.…”

Section: Statement Of the Problemmentioning

confidence: 99%

Job Design and Employee Performance in Nigeria Bottling Company Plc, Benin City

Adagbabiri

Okolie²

2019

ASHU- ES

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Job design and employee performance are two concepts that are of significance to all modern corporate entities. A robust appreciation and application of these concepts will contribute in measurable respects to the growth and sustainability of various organizations. This study is an assessment of the impact of job design on employee performance in Nigerian bottling company plc, Benin City. A descriptive method was adopted and data was collected via a survey of 237 respondents. The study found that job design which comprises of job rotation, job enlargement and job enrichment has a positive correlation with employee performance. Requisite conclusion and recommendations were provided in the light of empirical and theoretical findings.

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Effect of Job Enrichment on Employee Motivation in Selected Private Universities in South-West Nigeria

Cited by 6 publications

References 11 publications

Transformational leadership, job enrichment and recognition as predictors of job satisfaction in non-profit organizations

Transformational leadership, job enrichment and recognition as predictors of job satisfaction in non-profit organizations

Job Satisfaction and Organizational Citizenship Behaviour of Academic Staff in Federal Polytechnic, Oko, Anambra State, Nigeria

Job Design and Employee Performance in Nigeria Bottling Company Plc, Benin City

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