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ABSTRACT
The aim of this study was designed to investigate employee job satisfaction on organizational performance. Different literatures and theoretical issues were examined for the objectives of the study to be actualized. Primary source of data (questionnaires) were used for the purpose of this research. The information from the questionnaire was summarized in tabular form and analysed using mean, frequency and simple percentage. Three hundred and seventy five (375) questionnaires were distributed to respondents using online platform (Google form) and the entire three hundred and seventy five (375) were retrieved for presenting and analysis of responses to the issues raised in the questionnaires. The hypotheses were tested using model summary, anova, and linear regression analysis statistical tool.
The findings from the study revealed that employees’ remuneration has a positive (direct) and significant relationship on organizational performance; employees’ supervision has a negative (inverse) and insignificant relationship on organizational performance; employees’ teamwork has a positive (direct) and significant relationship on organizational performance; and employees’ promotion has a positive (direct) and significant relationship on organizational performance.
The study further recommends amongst others that; institutions should view increased or fast payment as a motivating factor that can boost output within the organization; institutions should use employees inputs as a criteria for promotion of workers, most institutions should consider employee suggestion when deciding which employee to promote; institutions should create a pleasant work place so that employees can consider it their second home while working; working conditions should be improved and sustained to enhance organizational performance; and institution should be considerate to workers ,understand the effect of low pay and challenges of unemployement.
