INVESTIGATING THE RELATIONSHIP BETWEEN JOB DESIGN AND EMPLOYEE JOB SATISFACTION IN LARGE ORGANIZATIONS IN CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Human capital, which means the skills and abilities of people, is really important in every organization, even more important than things like fancy technology or land. Nowadays, it's smart for bosses to organize jobs to fit their employees' skills because it leads to big rewards. Some research shows that leaders and employees in organization faced problems at work because their jobs weren't set up right. Managing people at work isn't finished until the jobs are designed well.

In today's world, how jobs are designed is super important, and every employer, no matter the sector, is paying attention. Similarly, job design entails the structuring of tasks to compose comprehensive roles, as defined by Robbins and Stuart-Kotze (2019). These roles should be crafted to enhance employee satisfaction, thereby fostering a sense of belonging and loyalty among employees (Bahram, 2022). The phrase "job satisfaction" describes employee's overall perspective about their employment. A person who is highly satisfied with their work has a good attitude toward it, whereas an employee who is not satisfied has a negative attitude about it. Because maintaining an employee's satisfaction and retaining their loyalty to the company is essential. When measuring satisfaction with work in an organization, a variety of factors are taken into account. Still, the focus of this research is on the relationship between job design and employee job satisfaction. 

Additionally, Ali and Aroosiya (2022) define job design as the arrangement of tasks, responsibilities, and duties within an organizational framework. Olamilola (2019) asserts that job design begins with an analysis of task requirements, focusing on what needs to be accomplished, followed by consideration of key motivational factors such as responsibility, autonomy, self-control, and discretion. Also, Love and Edwards (2019) assert that job design includes the perceived demands of work, the level of control over tasks, and the social support available, all of which contribute to enhanced productivity. Furthermore, human resources professionals emphasize the significant relationship between job design, motivation, productivity, and employee satisfaction within an organization. Effective job design is crucial for employee performance, as it directly impacts their job satisfaction and productivity. The job characteristics model further elucidates the elements of job design, highlighting five key dimensions: skill variety, task identity, task significance, feedback, and autonomy. Various techniques are employed in job design, including job enlargement, job rotation, job simplification, and job enrichment, all aimed at optimizing employee performance and satisfaction. Therefore, a survey will be conducted in order to investigate the relationship between job design and employee job satisfaction in large organizations in Cameroon.

1.2 Statement of the Problem

These days, as societal changes to keep up with the pace at which employees' employment change, there are workplace shifts that cause employees to feel displeased, which leads to specific organizational behaviors. It is frequently linked to a decline in motivation at work (Javadin, 2018). It is imperative for managers and employees to exhibit flexibility in their job duties and recognize that individuals have distinct goals and desires that may be interfered with by their jobs in order to effectively foster and optimize motivation within the organization (Pourhady et al., 2019). When dealing with an inexperienced workforce, an organization should discover ways to compromise and motivate staff to fulfill organizational goals. If necessary, they should also develop effective strategies to shift the organization's schedules and direction.

Hence, it is in the light of these that the study seeks to investigate the relationship between job design and employee job satisfaction in large organizations in Cameroon.

1.3 Objectives of the Study

The main purpose of this study is to investigate the relationship between job design and employee job satisfaction in large organizations in Cameroon. Specifically, the study will;

1.Assess the levels of job satisfaction among employees in large organizations in Cameroon

2.Identify the impact of job design on employee motivation, engagement, and performance.

3.Investigate potential strategies for optimizing job design to enhance employee job satisfaction and overall organizational effectiveness in large organizations in Cameroon.

1.4 Research Questions

The following questions have been prepared for the study:

What are the current levels of job satisfaction among employees in large organizations in Cameroon?

How does job design affect employee motivation, engagement, and performance?

What are some potential strategies for optimizing job design to improve employee job satisfaction and overall organizational effectiveness in large organizations in Cameroon?

1.5 Research Hypotheses

Ho: There is no significant relationship between job design and employee job satisfaction in large organizations in Cameroon.

Ha: There is a significant relationship between job design and employee job satisfaction in large organizations in Cameroon.

1.6 Significance of the Study

The findings of this study will help organization take preventative action before the issue of employee job dissatisfaction arose. Also, this study applied to all industries to help organizations provide insights into designing roles that align with employee preferences and strengths, thus aiding in talent retention and recruitment efforts.

 Furthermore, 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 relationship between job design and employee job satisfaction in large organizations in Cameroon.

1.6 Scope of the study

The scope of this study is boarded on the relationship between job design and employee job satisfaction in large organizations in Cameroon. Empirically, this study will assess the levels of job satisfaction among employees in large organizations in Cameroon, identify the impact of job design on employee motivation, engagement, and performance and investigate potential strategies for optimizing job design to enhance employee job satisfaction and overall organizational effectiveness in large organizations in Cameroon.

Geographically, the study will be delimited to employees of Buea, Cameroon

1.7 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.

1.8 Definition of Terms

Job design: refers to the specification of the jobs methods, relationships and contents so as to satisfy organizational as well as technological requirements and the job holders’ personal and social requirements (Armstrong, 2018)

Job satisfaction: the level of contentment or fulfillment an employee experiences in relation to their job or work environment.

Employee: is an individual who works for an organization or company in exchange for compensation, such as a salary or wages.

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