STAFF DEVELOPMENT, JOB SATISFACTION AND EMPLOYEE PERFORMANCE IN NIGERIAN PUBLIC

    The dynamic nature of organizational activities such as changes in techniques tools, application of roles, duties, policies e.t.c has made it imperative for employee to be trained and retrained to keep abreast a latest innovation that will result in possible high performance on the job.

             Qualifications obtained by an employee will have to go through series of checks and vettings to verify the credibility and standards of the employee.

Training focuses on the acquisition of knowledge and skills for the purpose of improving and upgrading the level of employee's ability

 whereas development is concerned more with changes in attitudes, behaviour and employee potentials. The objectives of staff development is to bring forth employee ability to the standard of the organization and this will not only bring about goal performance but it would enhance job satisfaction because such training and development would bring opportunities for promotion and development.

              According to Collins dictionary definition (2009), job satisfaction is defined as the extent to which a person's desire and expectations about the employment he is engaged in are fulfilled, this implies that when an employee's expectations are met he tend to derive satisfaction in his engagement with the job. Fredrick (2000) defined job satisfaction as the emotional state of employment that an employee gets from doing his/her job well and being suitably rewarded. Job satisfaction in the context refers to the state where an employee feels comfortable and suitably appreciated as a result of the overall results he/she gets from his/her contribution in the organisation. 

Business dictionary (2012) described Job satisfaction as contentment arising out if employee's positive and negative feelings towards his or her work. Employee's reaction towards the job and tasks assigned for him to carry out is a yardstick to determine how satisfied or contented he is in fulfilling those roles in the organisation. Adebayo (2011) defined job satisfaction as how content an individual is with his or her job and also implies doing a job one enjoys, doing it well and being rewarded in accurate proportion to the imputed efforts. This definitely means that when an employee feels satisfied as a result of some factors that may include being underpaid, lack of appreciation from superior officers to subordinates, work overload, multi tasking schedules that exhaust the capabilities of an employee among many other unfavourable conditions that are commonly faced by employees in work place that may in turn affect the comfortability or level of satisfaction of such employee in the roles he/she performs in the organisation. 

              According to Armstrong (2000), Employee performance is normally looked at in terms of outcomes, Armstrong opined that it can be further looked at in terms of behaviour. Kenny Dalhi (1992) stated that employee's performance is measured against the performance standards set by the organisation. There are a number of measures that can be taken into consideration when measuring performance for adequate result t be achieved in such organisation out of which can mention productivity, efficiency, effectiveness, quality, and profitability measures (Ahuja 2002). Employee's performance in organisation serves as a major point to determine the level of output that an organisation can achieve. 

TABLE OF CONTENTS

TITLE PAGE 

CHAPTER ONE

1.1 Background to the study        

1.2 Statement of Problems      

1.3 Objectives of the Study      

1.4 Significance of the Study       

1.5 Scope of the Study        

1.6 Statement of Hypotheses       

1.7 Historical Background of the Organization 

CHAPTER TWO 

2.0 Conceptual Discourse         

2.1.1 Manpower Development 

2.1.2 Job Satisfaction 

2.1.3 Concept of Employees Performance 

2.1.4 Determinants of Job Satisfaction 

2.1.5 Effects of Job Satisfaction or Job Dissatisfaction

2.1.6 Factors Responsible for Employees Job Satisfaction 

2.2 Empirical Review 

2.2.1 Staff Training and Development on Employee Performance 

2.2.2 Organisational Culture and Commitment 

2.2.3 Public Service Motivation, Job Satisfaction and Employee Performance 

2.2.4. Productivity and Employees Performance 

2.3 Theoretical Framework 

2.3.1 Maslow's Hierarchy of Needs Theory 

2.3.2 Motivator-Hygiene Theory 

2.3.3 Job Characteristics Model

2.3.4 The Dispositional Approach 

CHAPTER THREE

3.0 Research Methodology 30

3.1 Research Design 30

3.2 Study Population 30

3.3 Study Techniques/Sample Size 30

3.4 Statistical Tools Applied in Data Analysis 

3.5 Research Instrument 32

CHAPTER FOUR 34

4.1 Data Analysis and Presentation 34

4.2 Hypotheses Testing 47

4.3 Limitation of the study

CHAPTER FIVE 

5.0 Summary, Conclusion and Recommendations 56

5.1 Summary of Findings 56

5.2 Conclusion 58

5.3 Recommendations 59

Bibliography         

Appendix