Table of Contents
Title page – – – – – – – – – i
Approval page – – – – – – – – ii
Certification – – – – – – – – iii
Dedication – – – – – – – – – iv
Acknowledgement – – – – – – – v
Table of Content – – – – – – – – vi
List of Tables – – – – – – – – viii
List of Figures – – – – – – – – x
Abstract – – – – – – – – – xi
CHAPTER ONE: Introduction – – – – – 1
Background of the study – – – – – – 1
Statement of the problem – – – – – – 8
Purpose of the study – – – – – – – 9
Research questions – – – – – – – 10
Hypotheses – – – – – – – – – 11
Significance of the study – – – – – – 12
Scope of the study – – – – – – – 14
CHAPTER TWO: Review of Related Literature – – 15
Conceptual Frame work – – – – – – 15
Theoretical Frame work – – – – – – – 20
Socio-Demographic Variable of job satisfaction – – – 21
Measurement of job satisfaction – – – – – 24
Empirical studies on correlate of job satisfaction – – 25
Summary of Review of related literature – – – – 38
CHAPTER THREE: Methods – – – – – – 39
Research design – – – – – – – – 39
Population for the study – – – – – – 39
Sample and sampling techniques – – – – – 40
Instrument for data collection – – – – – 40
Validity of instrument – – – – – – 40
Reliability of instrument – – – – – 41
Method of data collection – – – – – – 41
Method of data analysis – – – – – – 42
CHAPTER FOUR: Results and Discussion of Findings – 43
Summary of major findings – – – – – – 71
Discussion of findings – – – – – – – 73
Implication of the study – – – – – – 79
CHAPTER FIVE: Summary, Conclusion and Recommendation – 81
Summary – – – – – – – – – 81
Conclusions – – – – – – – – 83
Recommendations – – – – – – – 84
Suggestions for further study – – – – – 85
Limitation of the study – – – – – – – 85
References – – – – – – – – – 86
Appendices – – – – – – – – – 94
List of Tables
1. Relationship between payment and job satisfaction of Sports
Administrators – – – – – – – 43
2. Relationship between promotion opportunities and job satisfaction of sports administrators – – – 44
3. Relationship between supervision and job satisfaction of sports
administrators – – – – – – – 45
4. Relationship between the “relation with co-workers” and job
satisfaction of sports administrators – – – 46
5. Relationship between nature of work itself and job satisfaction
of sports administrators – – – – – 47
6. Relationship between age and job satisfaction of sports
administrators – – – – – – – 48
7. Relationship between marital status and job satisfaction
of sports administrators – – – – – 50
8. Relationship between level of Education and job satisfaction
of sports administrators – – – – – 52
9. Relationship between Gender and job satisfaction of sports
administrators – – – – – – – 54
10. Relationship between years of working experience and job
satisfaction of sports administrators – – – 56
11. Relationship between location and job satisfaction of sports
administrators – – – – – – – 58
12. Simple Regression of the significant relationship between sports
administrators’ age and job satisfaction – – – 60
13. Simple Regression of no significant relationship between
sports administrators’ Marital Status and job satisfaction – 62
14. Simple Regression of no significant relationship between sports
administrators’ level of education and job satisfaction – 64
15. Simple Regression of no significant relationship between sports
administrators’ gender and job satisfaction – – 66
16. Simple Regression of no significant relationship between
sports administrators years of working experience and job
Satisfaction – – – – – – – – 68
17. Simple Regression of no significant relationship between sports
administrators’ location and job satisfaction – – 70
List of Figures
1. Conceptual frame work of socio-Demographic correlates of job satisfaction among sports administrators – – – 19
2. Theoretical frame work of correlates of job satisfaction – 21
Abstract
The purpose of this study was to ascertain the socio- demographic correlates of job satisfaction among secondary school
sports administrators in Awka Education Zone of Anambra State. The study was guided by eleven specific purposes and eleven corresponding research questions. Six null hypotheses were also postulated and verified at .05 level of significance. A cross-sectional survey design was employed to generate data for the study. The population for the study comprised the sixty two secondary school sports administrators in the zone. The entire population was utilized for the study as there was no need for sampling given the number of respondents within the population. A validated structured four point Likert type questionnaire adopted from the Minnesota satisfaction questionnaire (1977) was utilized for data collection. The generated data were analysed using mean and simple regression statistics. The study revealed that: The secondary school sports administrators in Awka Education Zone of Anambra State were not satisfied with payment, promotion, and nature of work itself and this led to their low job satisfaction. It also revealed that the sports administrators were, however, satisfied with supervision and ‘relation with co-workers’ which revealed that they were not part of the factors that laid to low job satisfaction of the sports administrators. It was further revealed that age, marital status, level of education, gender, years of working experience and location had no statistically significant relationship with job satisfaction among secondary school sports administrators. Following from these findings and the conclusions there from, relevant recommendations were made.
CHAPTER ONE
Introduction
Background to the Study
The happier people are with their jobs, the more satisfied they are said to be (Weiss, 2002). Job, according to Hornby (2001) refers to work in which one receives regular payment. This implies that job must involve work and if the person does not receive a regular pay at the end of the work, it is no longer a job. An important feature of work is expectation of future reward which could be by way of payment. The effectiveness of an employee depends substantially on his or her level of job satisfaction.
Arches (1991) defined job satisfaction as the positive and pleasurable feelings and attitudes determined by the extent to which an individual perceives his or her job as fulfilling his or her needs. Spector (1997) considered job satisfaction to be a global feeling about the job or as a related constellation of attitudes about various aspects or facets of the job. In the same vein, Brief (1998) defined job satisfaction as an internal plot that is expressed by affectively and or cognitively evaluating an experienced job with some degree of favour or disfavour. Keshtkaran (2005) viewed job satisfaction as a product of harmony of one’s positive individual attitudes towards his or her work and capability of the individual within his or her duties and with the working conditions governing the job. In the present study, job satisfaction is the overall view and feeling of sports administrators towards their job or specific aspects of their job.
Warr, Cook and Wall (1979) viewed job satisfaction as a bi-dimensional construct consisting of intrinsic and extrinsic satisfaction dimensions. Supporting this, D’Addio, Eriksson and Frijters (2008) observed that one’s job satisfaction can be determined after the assessment of the intrinsic and extrinsic job characteristics. They further explained that the intrinsic characteristics are concerned with job content, work intensity, risk of ill-health or injury, and relationship with co-workers and managers. According to them, the extrinsic job characteristics are concerned with financial rewards, working time, work or life balance, job security, and opportunities for promotion. This implies that job satisfaction of sports administrators can be determined by assessing the intrinsic and extrinsic job characteristics.
Roznowski and Hulin (1995) pointed out that the most important information to have regarding an employee is a validated measure of his or her level of job satisfaction. This is in line with the views of Luddy (2005) who noted that organizations are interested in assessing the current state of their employees’ job satisfaction. Hence the need to establish the socio-demographic correlates of job satisfactions among Sports Administrators.
