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THE RELATIONSHIP BETWEEN EMPLOYEE JOB SATISFACTION AND EMPLOYEE COMMITTMENT AMONG EMPLOYEES OF UNILEVER NIGERIA PLC

CHAPTER ONE

INTRODUCTION

1.1    Background of the Study

This study examines the relationship among job satisfaction, organizational commitment and employee turnover intentions at Unilever Corporation in Nigeria. This study would be presented in five chapters. Chapter one presents the introductory part mainly comprising of the problem statement, research questions, research objectives, scope and significance of the study. Chapter two focused on the review of literature of the main constructs of the study, the relationships to be examined, conceptual framework and the theoretical support. Chapter three focused on the methodology (i.e., the sampling, instruments, data collection procedure and method od data analysis. Chapter four was utilised to present the findings of the study while Chapter five, which is the final chapter was devoted to the conclusion and recommendations of this study.

Employee retention rate has become a key performance indicator for many companies across all sectors of business (Moussa, 2013). Many organizations struggle to retain talented employees for more than five years (Bagga, 2013). According to Ballinger et al, (2011) nearly 50% of employees leave their organizations within the first five years of their employment contract. This high turnover rate has a high financial costs to organizations (Maertz and Boyar, 2012). Job satisfaction and organizational commitment has been an important topic over the years (Akfopure, 2006). The relationship between man and work has always attracted the attention of researchers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. According to Mullins (2002) argued that job satisfaction is a complex and multi-dimensional notion, which can mean different things to different people. The study of job satisfaction and organizational commitment should be seen as one of the essential knowledge required by Nigerian industries. Reseachers have expressed that the biggest challenge in the organization today is the ability of manager or organization itself to support their employees to be satisfied with their job and be committed to the organization. When organization are committed to the affairs of the employee, the employee will be job satisfied then develop the organization.

Job satisfaction is a variable that concerns how people feel about their work (Spector, 2000). Job satisfaction can also be portrayed as a feeling of pleasure that stems from an employee’s impression of his or her job. According to Gibson et al. (2000) job satisfaction is an individual expression of personal wellbeing associated with doing the job required. According to Yanchus et al (2015) job satisfaction is closely related to their feeling and attitude to work, the researcher also stated that it is will reflect the extent of the individual's needs and desires met and how the other employees perceived. In addition, Mullins (2002) agrees that job satisfaction is an attitude and an internal state that can be associated with personal feelings of achievement, either quantitative or qualitative.According to Baron and Greenberg (2003) concurs that job satisfaction is an attitude towards ones job and its cognitive, affective and evaluative reactions towards his or her job. For some people they may feel consistently satisfied with their jobs whilst others may be feeling quite dissatisfied. The definitions of job satisfaction can therefore be summed as a collection of attitudes, feelings, beliefs and behaviour one has towards his or her job. Job satisfaction may be view as attitudes and behaviours adopted not because of shared beliefs but simply to gain specific rewards.

The concept of organizational commitment refers to the employee’s emotional attachment to, identification with, and involvement in the organization. It is generally considered as three dimensional construct comprising of affective commitment, continuance commitment and normative commitment Boehman et al (2006) suggested that affectively committed employees continue working with great devotion, continuance commitment ensures that employees retain their organizational membership, however those who are 

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