Motivational Factors and Employees’ Job Satisfaction in Large-Scale Private Farms in Ogun State, Nigeria

Abstract

The study assessed various motivating factors and level of job satisfaction of staff in large-scale private agricultural farms in Ogun State, Nigeria. A total of 90 employees from five purposively selected farms were surveyed using structured questionnaire for data collection. The findings of the study show that high remuneration, promotion, good pension scheme, job security and recognition of staff were rated as very important motivating factors. There was also no significant relationship between socio-economic characteristics and motivational factors. The results further show that high proportions of staff are poorly motivated due to their non-participation in decision-making process and the reward system appears not encouraging. However, employees were satisfied with the rate and basis of promotion. It is therefore suggested that there should be a change in policy among large-scale private farms to improve organizational effectiveness by improving reward system and involving employees in decision-making process.

Organizational antecedents and perceptions of fairness in policy implementation among employees in the banking sector of Ghana

“…However, unlike the findings of Gaziouglu and Tanzal (2002) and Burke (1996), this study found no significant difference in job satisfaction based on positions held by employees in the banking industry. Again, the fact that no difference occurred in employees work motivation across their job position confirms the findings of Oloruntoba and Ajayi (2003) and Nandanwar et al (2010) that designation has no significant impact on employees' motivation. All the same, this finding contradicts the view of Furnham et al (n.d) that job status is a significant positive predictor of job security and conditions, and negative predictor of employees' reward and status.…”

“…However, Furnham et al further opined that age was not a significant predictor of status and rewards and personal development and security factor scores. Their findings corroborate Oloruntoba and Ajayi (2003)'s finding that there is no significant relationship between socioeconomic characteristics (e.g., age) of respondents and motivational factors. In the terms of the relationship between work motivation and job position, Oloruntoba and Ajayi (2003) in their study titled "Motivational factors and employees' job satisfaction in large-scale private farms in Ogun State, Nigeria" concluded that employees' motivation was not influenced by their respective designation.…”

“…Their findings corroborate Oloruntoba and Ajayi (2003)'s finding that there is no significant relationship between socioeconomic characteristics (e.g., age) of respondents and motivational factors. In the terms of the relationship between work motivation and job position, Oloruntoba and Ajayi (2003) in their study titled "Motivational factors and employees' job satisfaction in large-scale private farms in Ogun State, Nigeria" concluded that employees' motivation was not influenced by their respective designation. Oloruntoba and Ajayi (2003)'s finding was later confirmed by Nandanwar et al (2010) in the work "Intervening factors affecting the relationship between incentives and employee motivation: A case study of pharmaceutical manufacturing organisation in Navi Mumbai".…”

“…This result confirms Nandanwar et al (2010)'s findings that age is a significant positive predictor of employees' work motivation in the pharmaceutical industries. The result, however, challenges the findings of Oloruntoba and Ajayi (2003) that no significant relationship exists between socio-economic characteristics (e.g. age) of respondents and motivational factors.…”

“…In the terms of the relationship between work motivation and job position, Oloruntoba and Ajayi (2003) in their study titled "Motivational factors and employees' job satisfaction in large-scale private farms in Ogun State, Nigeria" concluded that employees' motivation was not influenced by their respective designation. Oloruntoba and Ajayi (2003)'s finding was later confirmed by Nandanwar et al (2010) in the work "Intervening factors affecting the relationship between incentives and employee motivation: A case study of pharmaceutical manufacturing organisation in Navi Mumbai". However, Furnham et al (n.d) in their investigation of the impact of individual differences upon motivation/work values found that job status was a significant positive predictor of the results for security and conditions factor, and a significant negative predictor of employees' reward and status factor.…”