CHAPTER ONE

INTRODUCTION

1. BACKGROUND OF THE STUDY

Human resource is assumed as one of the basic parts in every organization supported by internal and external factors at an organization. One of the main items that improves human resource is job satisfaction (Maharjan, 2012; Noordin, 2009).

Job satisfaction has an effective role on successful staff and their performance at public educational organization (Al-zu’bi, 2010; Ismail, 2012; Tella, Ayeni & Popoola, 2007). Therefore, it can develop the amount of creativity, work experience; organization outcomes among staff (Khera & Gulati, 2012; Mohammad, Habib & Alias, 2011; Sohail & Delin, 2013).

The presence of job satisfaction can increase personal efforts, communications, staff abilities, the amount of personnel tendency toward their job and totally helps to growth of an organization (Aziri, 2011). There are many issues around effective factors that encourage satisfaction and change in to dissatisfaction such as inappropriate leadership styles at a public educational organization.

Furthermore, it seems that the educational organizations confront with some unknowledgeable managers at public educational organization (Beckmann, Binz & Schauenberg,.2007; Čiarnienė, Kumpikaitė & Vienažindienė, 2010; Tazekand, Nafar & Keramati, 2013).

In reality, lack of attention to this inner feeling leads to some abnormal reactions such as turnover, absenteeism, dissatisfaction, insufficient behavior with other personnel at the organization (Ahmad, Ahmad & Ali Shah, 2010). According to previous studies, external factors have a direct association with job satisfaction that drives from environmental items.

Therefore, satisfaction is linked to a lot of external factors such as leadership styles which effect on staff’s feeling and change their attitudes about job (Ahmad et al., 2010; Azizi, Ghytasivand & Fakharmanesh, 2012; Bahadori, 2012; Bahrami et al., 2012; Khera & Gulati, 2012; Nasir, Fatimah, Mohammadi, Shahrazad & Khairudin, 2011; Olorunsola, 2012; Tiwari & Saxena, 2012; Yeop Yunus & Ishak, 2012).

Leadership styles are as an essential predictor and have a central role at public educational organizations. In other word, leadership is a management subordinate which is mostly directed towards persons and social communication (Wu, 2004). This external factor assumed as motivator that can change basic human needs by its styles (Tella et al., 2007; Voon, Lo, Ngui & Ayob, 2011).

There are numerous investigates carried out in different countries and showed that there is a close relation between leadership styles and the job satisfaction. As a matter of fact, this external motivation can change the amount of satisfaction (Berson & Linton, 2005; Chiok Foong Loke, 2001; DunhamTaylor, 2000; Rad & Yarmohammadian, 2006; Seo, Ko & Price, 2004; Stordeur, D'hoore & Vandenberghe, 2001; Vance & Larson, 2002).

Leadership has a stronger effect on the attitude of employees towards their jobs. The role of leaders in today’s organizations has changed and the success of any organization relies on the leadership styles practiced by the leaders. According to Mintzberg (2010) true leaders engage others with their consideration and modesty because they involve themselves in what they are actually doing not for individual gains.

Although there are various theoretical approaches to study the leadership styles but transformational and transactional leadership framework has received considerable research support (Bass & Avolio, 1993).

1. STATEMENT OF THE PROBLEM

Improper leadership style is a problem for each public organization. The most important abnormal response is the dissatisfaction that appear among staff at different organizations which considerably reduces the amount of their performance. Managers’ sometimes ignore their role to recognize the right style of leadership based on various condition and relation for applying it in the organization.

Effective leaders who possess good leadership styles have the ability to moderate or minimize the organizational politics perceptions hence increasing job satisfaction. Therefore leadership style and organizational politics both are important factors that may affect employee’s satisfaction regarding their job.

Finally, several researches has been carried out on the role of leadership styles on staff´s job satisfaction in public organizations but not even a single research has been carried out on the leadership style and job satisfaction among employees of Ikenna local government area, Ogun state.

1. AIM AND OBJECTIVES OF THE STUDY

The main aim and objectives of the study is to examine leadership style and job satisfaction among employees. Other specific aims and objectives include;

1. to determine the effect of leadership style and job satisfaction on employees.
2. to determine the factors responsible for employee job satisfaction.
3. to determine the extent to which leadership style affects employee job satisfaction.
4. to proffer possible solutions to the problems.
   1. RESEARCH QUESTIONS

1.     What is the effect of leadership style and job satisfaction on employees?

2.     What are the factors responsible for employee job satisfaction?

3.     What is the extent to which leadership style affects employee job satisfaction?

4.     What are the possible solutions to the problems?

1. RESEARCH HYPOTHESIS

Ho:  Leadership style has no significant effect on job satisfaction among employees.

Hi:   Leadership style has a significant effect on job satisfaction among employees.

1. SIGNIFICANCE OF THE STUDY

The study on the leadership style and job satisfaction among employees will be of immense benefit to the entire Ikenna local government area of Ogun state in the sense that it will help the management of the company to provide good working conditions for its employees, so as to boost their morale.

It will also enable the management of the company to make employees morale a priority, since an employee with a high morale will be more committed to the job.

More so, it will encourage the management of the company to review its reward system so as to favour employees who are hardworking and committed to their jobs.

Finally, the study will contribute to the body of existing literature and knowledge to this field of study and basis for further research.

1. SCOPE OF THE STUDY

The study on the leadership style and job satisfaction among employees is limited to Ikenna local government area of Ogun state, Nigeria.

1. LIMITATION OF THE STUDY

Time Constraints: One of the challenges experienced by the researcher is the issue of time; the research will simultaneously engage in departmental activities like seminars and attendance to lectures. But the researcher was able to meet up with the deadline for the submission of the project.

Financial Constraints: Every research work needs funding; however lack of adequate funds might affect the speed of the researcher in getting materials for completion of the project.

1.9   DEFINITION OF TERMS

Leadership:     The action of leading a group of people or an organization.

Style:       A particular procedure by which something is done; a manner or way.

Job Satisfaction:    A feeling of fulfillment or enjoyment that a person derives from their job.

Employee:       A person employed for wages or salary, especially at non-executive level.