ABSTRACT
The importance of employee job satisfaction in organizations cannot be over emphasized. The aim of this dissertation was to investigate the impact of gender difference on job satisfaction of employees in Fidelity Bank plc, Nigeria. This research carried out an investigation as to whether a gap in gender exists among employees in relationship with job satisfaction. There has been a divergence in opinion as to whether a link exists between gender and job satisfaction as some studies found no co relation between these two variables while others found a relationship between the two variables. This dissertation made a modest attempt to explore the reasons for the differences. Data was collected by the means of job satisfaction questionnaires and interviews which was used to identify the employees’ level of satisfaction. The questionnaires were administered to sixty employees and 40 were returned giving a response rate of 67%. Out of the 40 respondents, 20 were men and 20 women. These employees were grouped into various categories such as gender, age, educational level and tenure. The factors that have an impact on job satisfaction were examined. The data obtained differentiated three aspects of job satisfaction which includes; the work environment, feeling of responsibility (under which the issue of pay and promotion are entailed) and the job itself (opportunity for advancement, job responsibilities). The findings show a significant difference in job satisfaction of both male and female employees in the bank. The overall satisfaction for employees was on average however, men were more satisfied with pay, opportunity for advancement and women more satisfied with team work and relationship with co-workers.
Results also show a relationship exists between two biographical variables, (tenure, educational level) and job satisfaction. The two variables explained reasons for the gap in job satisfaction between male and female employees.
TABLE OF CONTENTS
PAGES
Title Page – – – – – – – – – i
Dedication — – – – – – – – – ii
Acknowledgement – – – – – – – – iii
Abstract – – – – – – – – – iv
Table of Contents – – – – – – – – v
CHAPTER ONE: INTRODUCTION
1.0 Overview – – – – – – – – 1
1.1 Study Background – – – – – – –
1.1.1 Definition of Terms – – – – – – –
1.2 Aims – – – – – – – – –
1.3 Objectives – – – – – – – –
1.4 Statement of the Research Problem – – – – –
1.5 Study Rationale – – – – – – –
1.6 Methodology – – – – – – – –
1.7 Scope of Study – – – – – – –
1.8 Limitations of the Study – – – – – –
1.9 Conclusion – – – – – – – –
1.9.1 Dissertation Structure – – – – – – –
CHAPTER TWO: LITERATURE REVIEW
2.0 Introduction – – – – – – – –
2.1 Job Satisfaction Defined – – – – – –
2.2 Theories of Job Satisfaction – – – – – –
2.2.1 Two-Factor Theory – – – – – – –
2.2.2 Job Characteristics Model – – – – – –
2.2.3 Equity Theory – – – – – – –
2.3 Job Satisfaction and the Job Itself – – – – –
2.4 Job Satisfaction and Gender difference – – –
2.5 Job Satisfaction and Cross-Cultural Differences – –
2.6 Job Satisfaction and Organizational Culture – – –
2.7 Job Satisfaction and Performance – – – – –
2.8 Consequences of Job Satisfaction — – – – –
2.8.1 Absenteeism – – – – – – – –
2.8.2 Turnover – – – – – – – –
2.9 Conclusion – – – – – – – –
CHAPTER THREE: METHODOLOGY
3.0 Introduction – – – – – – – –
3.1 Research Definition – – – – – – –
3.1.1 Research Purpose – – – – – – –
3.2 Research Philosophy – – – – – – –
3.2.1 Positivism – – – – – – – –
3.2.2 Phenomenology – – – – – – –
3.3 Research Approach — – – – – – –
3.3.1 Ethnographic Approach – – – – – –
3.3.2 Grounded Theory – – – – – – –
3.3.3 Survey – – – – – – – –
3.3.4 Case Study – – – – – – – –
3.3.5 Focus Groups – – – – – – – –
3.4 Sources of Data – – — – – – –
3.5 Primary Source – – – – – – –
3.5.1 Interviews – – – – – – – –
3.5.2 Questionnaires – – – – – – –
3.6 Qualitative and Quantitative Data – – – – –
3.7 Methods Adopted for this Study – – – – –
3.7.1 Interviews – – – – – – – –
3.7.2 Questionnaires – – – – – – –
3.8 Secondary Sources – – – – – – –
3.8.1 Sources Adopted – – – – – – –
3.9 Research Limitations – – – – – – –
3.9.1 Conclusion – – – – – – – –
CHAPTER FOUR: DATA ANALYSIS AND INTERPRETATION
4.0 Introduction – – – – – – – –
4.1 Data Presentation and Analysis – – – – –
4.1.1 Biographical Results of Questionnaire – – – –
4.2 Conclusion – – – – – – – –
CHAPTER FIVE: DISCUSSION OF RESEARCH FINDINGS
5.0 Introduction – – – – – – – –
5.1 Questionnaire findings – – – – – –
5.1.1 The Working Environment – – – – – –
5.1.2 Feeling of Responsibility – – – – – –
5.1.3 The Job Itself – – – – – – – –
5.2 Interview Findings – – – – – – –
5.3 Conclusion – – – – – – – –
CHAPTER SIX: CONCLUSIONS, SUMMARY AND RECOMMENDATIONS
6.0 Introduction – – – – – – – –
6.1 Summary of Findings – – – – –
6.2 Possible Recommendation – – – – – –
6.3 Directions for Future Research – – – –
6.4 Summary – – – – – – – –
References
Bibliography
CHAPTER ONE
INTRODUCTION
OVERVIEW
Human resource management varies across different countries on the basis of cultural, political, economic and social settings, and these results in diverse firms of practice. The disparity in human resource management modes of operations in organizations ensure that initiatives produced by their management teams are geared towards developing and retaining employees because they have been recognized as the most vital and competitive factor in the business environment of today. As such, the topic “Job satisfaction” has attracted a huge attention as well as argument in recent times. While most of its attributes have been studied, analyzed and validated mostly in developed countries, much less is understood about job satisfaction in developing economies such as Nigeria.
Right from the beginning of history, women have always been seen as subordinates to men. Due to this reason, men and women differ in personalities and also tend to differ in various areas in n organizations such as in their job mentation and the way they are treated. These areas such as the issues of pay, supervision, working conditions and many more are being considered in this research. However, not everyone wants the same act of a work situation.
Studies previously carried out in some western economies offer basic understanding in the topic area – Job Satisfaction and Gender Difference. Despite huge amount of literature on job satisfaction, the relationship between job satisfaction and gender has not fully been understood. Questions are still asked; questions such as:
- Does gender indeed affect job satisfaction? How and why?
- Is there really a gender gap in job satisfaction?
- Are men indeed more satisfied than women in organizations?
These are, but a few of the questions which could be asked relating to gender issues and job satisfaction. However, it can be assumed that different variables could be responsible for the level of job satisfaction among employees of which the presence of these variables would lead to a degree of satisfaction. This satisfaction also tends to cause an improvement in organizations’ efficiency.
Job satisfaction of both genders need to be understood in organizations. In addition, it is of importance to investigate the approaches to be adopted in order to lessen these differences. Hence, aside this dissertation being a modest attempt to fill this gap by examining gender difference, on job satisfactions of employees in Fidelity Bank Plc, Nigeria, it will contribute to literature by examining various reasons for gender differences.
This study followed up the research topic submitted and approved on March 23, 2010. This chapter will be outline as follows: the background of the study, its aims and objectives, statement of research problem, study rationale, definition of key terms, methodology, and scope of study, limitations, and finally, the dissertation structure
1.1 STUDY BACKGROUND
