JOB SATISFACTION AND THE PERFORMANCE OF SELECTED BANK STAFF IN THE CAPE COAST METROPOLIS

ABSTRACT
The study sought to assess job satisfaction and performance of selected bank staff in the Cape Coast metropolis. This was premised on the grounds that, organizations mostly strive on performances of individual employees in achieving their set objectives and goals. However, the performance of individual employees hinges on the satisfaction on the work. The descriptive study design was employed for the study with the view that, the design facilitates a systematic description of respondent‟s view on how job satisfaction affects job performance. The study used questionnaires with the help of a census sampling technique to collect information from the respondents. Out of the 74 questionnaires administered, 74 were returned representing 100% response rate. Again, the study used frequency tables, mean and standard deviation as well as the multivariate regression to examine the effects job satisfaction has on performance. The study revealed that job satisfaction factors such as compensation and pay, promotion, relationship with co-workers, relationship with manager/supervisors, and safety of the work were crucial for the performance of workers. The study also found that job satisfaction has positive and significant influence on performance at the work place. The study therefore, recommends that employers and management must try to improve on fairness at work place by making sure that employees get well-deserving salaries, promotions, compensations to motivate them.


CHAPTER ONE
INTRODUCTION
The employee plays significant role in every organization‟s success. Employees come with unique qualities that can never be substituted for another. The study sought to research on job satisfaction and the performance of selected bank staff in Cape Coast Metropolis. This is based on preposition that, organisations mostly strive on performances of individual employees to achieve organisational set goals and objectives. Therefore, the performance of individual employee is stuck on job satisfaction.

Background to the study
Employee's state of mind is integral to an organization, which influences productivity and efficiency at the work place. Lack of motivation to work could lead to deficiency at work environment. A spirit of cooperation, commitment and sense of satisfaction within the workplace is crucial to maintain the stability and quality of employees' productivity (Tella, Ayeni & Popoola, 2007). In order to make employees satisfied and committed to their jobs, a robust and effective motivation is crucially needed at the various departments in an organization. There is a common knowledge globally that; organizations strive on performances of individual employees in achieving their set objectives and goals. To this end, Nimalathasan and Brabele (2010) stated that the satisfaction of employees in an organization is paramount to the performance of the organization as far as recent competitive environment for businesses are concerned.

Studies have shown that there is no concrete definition for job satisfaction however, the most commonly used definition is the one by Locke (1976). According to Locke job satisfaction is the positive emotional state resulting from the appraisal of one's job. Notwithstanding, the characteristic of the job, a sense of satisfaction may vary across different types of job. That is to say that the interpretation of job satisfaction should include factors such as working condition, salary, rewards, supervision and attitudes of colleague workers influencing job satisfaction (Brady, 2007; Chahal, Chahal, Chowdhary & Jyoti, 2013). For instance, Simatwa (2011) defined job satisfaction as a function which is positively related to the degree to which individual needs are fulfilled in the job place. Nanjamari (2014) also defined job satisfaction to represent or include emotional soundness or clarity and commitments that employees have towards their work. This study adopt the definition by Nanjamari and thus by the same defines job satisfaction as the emotional or physical soundness or clarity and commitments that employees have towards their work.

Herzberg (2008) defined performance at work as the commitment and attitude to work that makes above par or above average. Nanjamari (2014) on the other hand explained performance as the returns to output or returns to work. Since it is, rather the workers at the work place that usually makes the required performance possible, it is important to always make sure the employees are satisfied (Odunlade, 2012). It is very important for workers to be satisfied in order to perform. Meanwhile work performance on the other hand secures the continuity of growth. It is at this end that Odunlade (2012) stated that the opportunity cost of job satisfaction is retrogression, absenteeism, low productivity, high employee turnover and other organizational difficulties. In this regard, there have been lots of studies in this area to really determine the link between job satisfaction and performance. Though job satisfaction is a construct that is easily defined, the definition cut across the spectrum of factors. Studies in Ghana from different organizations have also shown glimpses of the possibilities of the effect of job satisfaction on an individual‟s ability to perform creditably (Frimpong &Wilson, 2013; PricewaterhouseCoopers, 2015).

Statement of the problem
Performances of employees in an organization are of great concern to employers since their role is essential in the growth and performances of the organization. Employees are the greatest and the unique resources that competitors cannot imitate (Frimpong & Wilson, 2013). Employers use this notion at the backdrop of their mind to make sure that their employees are satisfied so as to soar the performance of their organisations or businesses. Employees behaviours are changing and as such do not longer stay in jobs that do not motivate or satisfy them. Fair salaries are no longer strong enough incentives to keep employees loyal, but job environments (Indermun & SaheedBayat, 2013). This underscores the fact that in contemporary times, organisations must do more to ensure that they retain talent.

According to Islam and Islam (2014); and Sims (2002) empirical studies suggest a link between employee satisfaction and work or performance. Theories such as the equity theory; two-factor theory; theory of reasoned action and some attitudinal theories all point to the fact that job satisfaction has something to do with performance at the work place. Research has suggested that understanding job satisfaction, as a management philosophy is essential to managing an organisation and improving it overall performance (Putman, 2002; Zain, Ishak & Ghani. 2009). Understanding job satisfaction components including employees‟ thoughts, feelings, interactions and performance helps a great deal (Zain et al., 2009). Understanding these components and its correlation to job performance can assist organisations to evaluate their current practices in terms of employees (Buchanan, 2006).

Studies by Indermun and SaheedBayat (2013) have maintained that research on employee satisfaction and performance have been inconclusive and elusive. This is attributed to the measurement of both constructs. In the study of Cook (2008); Odunlade (2012) even some studies have tendered to show the likelihood that job satisfaction and performance simultaneously cause each other. For instance, Nanjamari (2014) maintained that factors of job satisfaction such as remuneration and mentorship have a positive effect on performance and productivity. However, some researchers believe that employee satisfaction has little direct influence on business performance and vice versa. It is however, the motivation of this study to empirically test the two constructs (job satisfaction and job performance) and to know how they are actually related.

Another bone of contention in the literature also has to do with the measurement of job satisfaction and job performance. While some researchers use only one factor, other use a combination of variable to represent the satisfaction and performance. Again, it the trust of this study to use one variable case and multiple case variable to shed light on which measurement of performance and satisfaction gives more results that are definitive. It is against this backdrop of rather inconclusive views relating to job satisfaction and performance that the current study seeks to empirically assess the effect job satisfaction has on the performance of staff in some selected banks in Cape Coast Metropolis.

Objectives of the study
The main objective of the study is to assess the effect job satisfaction has on the performance of staff in some selected banks in the Cape Coast Metropolis.

Specifically, the study sought to:

Identify the factors of job satisfaction that improve work performance

Investigate the relationship between job satisfaction and performance among some selected Bank Staff

Assess the challenges of job satisfaction and work performance at the selected banks

Suggest measures to improve job satisfaction.

Research questions
Based on the objectives the following research questions were made:

What are the factors of job satisfaction that improve work performance?

How does job satisfaction relate to performance at the work place?

What are some of the challenges to job satisfaction and performance?

What are the measures to improve work performance through job satisfaction?

Significance of the study
The rationale of the research was to identify factors that cause job satisfaction among employees and how these factors affect organisational performance. In addition, it sought to recommend effective ways of improving employee‟s satisfaction level in these organisations to get their commitment. It is hoped that, the outcomes study adds to literature, and form basis for further research. It is also envisaged that, the study helps policy makers and managers in their decision regarding employee welfare. The study may consequently guide various labour Union executives with fair views of attitude of satisfied and dissatisfied workforce at the workplace and consequently, guide them in their negotiations for better condition of service.

Delimitation
There are several banks in the country but the study was limited to banks in the Cape Coast Metropolis. The time bound nature and limited resources available for academic research necessitated the narrowing of the scope. However, four (4) different banks were studied, the study measures the determinants of job satisfaction on performance of selected banks staff. For the findings, since most of the banks in Cape Coast have similar characteristics and it has almost same effect on the employee, then the need of the four banks to be research on. Rural banks in Cape Coast is rarely sited in the metropolis this accounted for the inclusion of one (1) rural bank.

Scope of the study 
The study contextually delves into the effects of job satisfaction and employee work performance in some selected banks in the Cape Coast Metropolis. These satisfaction and performances are assessed within the context of the banking industry in the Cape Coast Metropolis.

Organisation of the study
The research is organised into five main chapters. The first chapter which is the introduction discusses the back ground to the study, problem statement, objectives, significance and scope of the study and then the organization of the study. The second chapter reviews relevant literature on the study, it shed light on some relating theories and other empirical studies on the subject matter. The methodology employed in eliciting the required answers to the research questions were detailed in chapter three. Chapter four presents the results and discuss the findings. The final chapter contain the summary of findings, conclusion and recommendations.

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Item Type: Ghanaian Project Material  |  Attribute: 79 pages  |  Chapters: 1-5
Format: MS Word  |  Price: GH50  |  Delivery: Within 30Mins.
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