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OPTIMAL JOB SATISFACTION: AN ASSESSMENT OF ITS EFFECT ON EMPLOYEE PERFORMANCE IN PRIVATE ORGANIZATIONS IN CAMEROON

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OPTIMAL JOB SATISFACTION: AN ASSESSMENT OF ITS EFFECT ON EMPLOYEE PERFORMANCE IN PRIVATE ORGANIZATIONS IN CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Employees represent a valuable asset for any organization, and it is essential for organizations to maximize the benefits derived from their human resources. However, optimal performance from employees is only achievable when they feel satisfied within the organization, which is achieved through job contentment and a sense of security. Golden (2019) emphasizes that employee job satisfaction is not only crucial for individual well-being but also influences the overall success of the organization. Job satisfaction reflects the extent to which employees enjoy their work, encompassing the variance between their expectations and actual experiences (Adekola, 2021).

Moreover, concepts like morale, motivation, and satisfaction are often used interchangeably, though there are subtle distinctions. "Morale" refers to the collective attitude within a group, while motivation and satisfaction are more individual-oriented (Ringle, 2022). Motivation drives individuals to pursue their goals, resulting in a sense of contentment when achieved (Brown, 2018). Job satisfaction, often regarded as an elusive concept, is continuously evolving and being studied by managers and researchers alike. Understanding and measuring job satisfaction are critical for organizations, as it impacts employee dedication and ultimately business outcomes (Lee & Koh, 2021). Recognizing elements of dissatisfaction among employees is vital for organizations to devise strategies to enhance determination and dedication (Mira et al., 2019), leading to improved business outcomes and performance. 

Schermerhorn [4], employee performance refers to the level of quality and quantity achieved by an individual or a team upon completing a specific task. Achieving high performance, characterized by productivity and efficiency, has consistently been a key priority for organizations. Employee performance includes the combined financial or non-financial contributions made by employees towards fulfilling the organization's objectives, both directly and indirectly (Lawal, 2019). Nonetheless, the overall performance of an organization relies heavily on the effective and efficient performance of its individual employees. However, establishing good relationships between employers and employees is essential for fostering motivation and better performance (Vu, 2020).

Organizational justice and employee job satisfaction significantly impact organizational productivity. Research indicates that job security and fair treatment are crucial for maintaining motivation and commitment among employees (Fabi, 2019). Furthermore, private organizational fairness positively influences employee attitudes and behavior, fostering a conducive work environment (Spector, 2021). Nevertheless, maintaining a positive work environment is beneficial for organizational productivity, as contented employees tend to produce higher quality work, exhibit greater loyalty, and have fewer absences (Robbins et al., 2019). Thus, fostering job satisfaction and positive employee relations are imperative for organizational success. Therefore, a survey will be conducted on optimal job satisfaction: an assessment of its effect on employee performance in private organizations in Cameroon.

1.2 Statement of the Problem

"Employee satisfaction" encompasses a wide range of topics, including work-life balance, diversity management, equal opportunities, and motivations for career advancement, along with more contemporary issues (Saleh, 2020). It involves the policies and initiatives implemented to ensure that employees are content and productive. However, in some private organizations particularly in Cameroon, there appear to be a neglect of employee satisfaction, resulting in not receiving adequate attention and priority. Consequently, these organizations struggle to achieve their goals and objectives due to low employee performance. This disregard has led to unnecessary conflicts within private organizations, thereby reducing overall output (Adekola, 2018). Moreover, many employees within these organizations are assigned tasks unrelated to their field of expertise or interest, leading to dissatisfaction among them. Furthermore, the management has expressed concerns about the low productivity of certain employees, prompting various efforts to enhance their performance. Hence, it is in the light of these that the study seeks to examine the effect of optimal job satisfaction on employee performance in private organizations in Cameroon.

1.3  Objectives of the Study

The main purpose of this study is to examine the effect of optimal job satisfaction on employee performance in private organizations in Cameroon. Specifically, the study will;

1.Identify the determinants of job satisfaction among employees in private organizations in Cameroon.

2.Determine the relationship between job satisfaction and employee engagement levels in private organizations in Cameroon.

3.Assess the impact of job satisfaction on employee performance in private organizations in Cameroon.

1.4 Research Questions

The following questions have been prepared for the study:

What are the determinants of job satisfaction among employees in private organizations within Cameroon?

Is there a relationship between job satisfaction and employee engagement levels in private organizations operating in Cameroon?

How does job satisfaction impact employee performance within private organizations in Cameroon?

1.5  Research Hypothesis

H0: There is no significant effect of optimal job satisfaction on employee performance in private organizations in Cameroon.

Ha: There is a significant effect of optimal job satisfaction on employee performance in private organizations in Cameroon.

1.6  Significance of the Study 

Employees will have the opportunity to provide their personal opinions about their job satisfaction and how it affects performance inside the company. They may also recommend steps the company should take to improve employee motivation. Additionally, management will receive access to the study's findings and participant recommendations, which will shed light on the benefits of promoting productivity among employees and guaranteeing job security. The study will also educate management in various organizations about the repercussions of employee-employer relationship practices.

Further more, subsequent researchers will use it as a literature review. This means that other students who may decide to conduct studies in this area will have the opportunity to use this study as available literature that can be subjected to critical review. Invariably, the result of the study contributes immensely to the body of academic knowledge with regard to the effect of optimal job satisfaction on employee performance in private organizations in Cameroon.

1.7 Scope of the study 

The scope of this study is boarded on the effect of optimal job satisfaction on employee performance in private organizations in Cameroon. Empirically, this study will identify the determinants of job satisfaction among employees in private organizations in Cameroon, determine the relationship between job satisfaction and employee engagement levels in private organizations in Cameroon and assess the impact of job satisfaction on employee performance in private organizations in Cameroon.

Geographically, the study will be delimited to employees of some selected organizations in Buea, Cameroon.

1.8 Limitation of the study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, language barriers, and the attitude of the respondents. In addition, there was the element of researcher bias. Here, the researcher possessed some biases that may have been reflected in the way the data was collected, the type of people interviewed or sampled, and how the data gathered was interpreted thereafter. The potential for all this to influence the findings and conclusions could not be downplayed. 

More so, the findings of this study are limited to the sample population in the study area, hence they may not be suitable for use in comparison to other schools, local governments, states, and other countries in the world.

 1.9 Definition of Terms

Job satisfaction: is the level of contentment or fulfillment an individual experiences in their job role, reflecting their attitude and emotional response towards various aspects of their work environment, tasks, and overall employment conditions.

Employee Performance: is a dimension to measure the success of an organization in which an organization must be able to create high employee performance in order to maintain survival and a sustainable competitive advantage.

Private Organization: is a business entity or institution that is owned and operated by private individuals, groups, or companies rather than being owned by the government or public entities. These organizations are typically established with the primary goal of generating profit or achieving specific objectives within the boundaries of legal regulations and market dynamics.


This material content is developed to serve as a GUIDE for students to conduct academic research



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