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 – – – – – – – –
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