EFFECT OF JOB ENRICHMENT ON EMPLOYEE MOTIVATION IN SELECTED PRIVATE UNIVERSITIES IN SOUTH-WEST NIGERIA
Keywords:
Job Enrichment, Motivation, Skill Variety, task identity, task significanceAbstract
The study is an assessment of the effect of job enrichment on non-academic staff motivation in private universities in Nigeria; a survey of selected private universities in South-western Nigeria. The main objective of the study was to investigate the relationship between job enrichment and employees’ motivation. This study employed a cross-sectional survey design. Data was collected from 547 non-academic staff and was analyzed using Descriptive Statistics (mean, standard deviation) and Regression Analysis to assess the job enrichment and motivation-rating in line with the objectives of the study. The finding revealed that there is strong positive relationship between job enrichment and employee motivation. Results showed that job enrichment account for employee motivation at 66% relationship and 44% variation at a significance level of 0.05. This shows that non- academic staff in the sampled universities are highly motivated by the practice of job enrichment design. The study recommended that human resources directors of the seven selected private universities surveyed and other organizations alike should take account of individual differences, attributes and people orientation to work. The management should not generalize the motivation strategies, rather individual should be motivated accordingly.
Downloads
References
Armstrong, M. (2006). A handbaook of human resource management practice. 10th.ed. London and Philadelphia. Kogan Page
Bartol, K.M & Martin D.C. (1998). Selected material from Management, 3rd ed. New York. Mc Graw Hill
Berman, E.M. Bowman, J.S., West J.P.& Wart, M.R. (2010). Motivation: Possible,Probable or Impossible?Human Resource Management in public Service Paradoxes and Problems, California: SAGE publication, Inc.
Brown, R. (2004). Design Jobs that motivate and develop people. Retrieved February 14, 2013, from http://www.media-associates.co.nz/fjobdesign.html.
Cappelli, P., and Rogovsky, N. (1994). New work systems and skill requirements. International Labour Review, 133 (2), 204-210.
Chaudhary.N & Sharma. B. (2012).”Impact employee performance (productivity) in private university organization”, International journal of business. Trends and Technology.
Chung, K., and Ross, M.F.(1977). Differences in motivational properties between job enrichment and job enlargement. The academy of management and review 2(1) 113- 122.
Davoudi, M.,and Mehdi, S.(2013). Impact of job enrichment in organizational citizenship behavior. SCMS journal of Indian Management, 10(2), 106-112.
Dost, M.K.B. and Khan H.J. (2012). Job enrichment causes high level of employee commitment during the performance of their duties: Behavioural study. Arabian Journal of Business Management Review (OMAN Chapter) ,1(9), 95-104.
Fourman, L. S., and Jones, J. (1997).Job enrichment in extension. Available at http:// www.joe.org/joe/1997october/iw1.php, Accessed on 18th March 2011.
Garg, P & Rastogi, R. (2006).New model of job design: motivation employees’ performance. Journal of Management Development, 25, 572-587.
Glick,W.H. Jenkins,G.D.Jr & Gupta, N. (1986). Methods versus substance: How strong are Relationship between job characteristics and attitudinal outcomes? The academy of management journal 29(3),441-464
Grant, A. M., & Parker, S. K. (2011). Redesigning work design theories: The rise of relational and proactive perspectives. Academy of Management Annals, 3, 317-375.
Grant, A. M., & Shin, F. (2011).A little thanks goes a long way: Explaining why Gratitude expressions motivate prosocial behaviour. Journal of Personality and Social Psychology, 98.
Hackman, J. R. & Oldham, G. R. (2005). How job characteristics theory happened. The Oxford handbook of management theory: The process of theory development, 151-170.
Hackman, J. R. and Oldham, G. R. (1980).Work redesign. Reading: Addison-Wesley.
Hackman, J. R. and Oldham, R. G. (1976). Motivation through the design of work: Test of a theory. Organisational Behaviour and Human Performance, 16, 250-279.
Hellriegel, D., & Slocum,J.W(2011).Organizational behavior, 13th ed. Mason,OH:South- Western Cengage Learning.
Herzberg, F. (1968,). One more time: how do you motivate employees? Harvard Business Review, 46, 53-62.
Herzberg, F. (1987). One more time: how do you motivate employees? Harvard Business Review, 5-16
Herzberg, F., Mausner, B. & Snyderman, B. (1959). The motivation to work Wiley New York.
Herzberg, F., Mausner, B., Patterson, R.O., & Capwell, D.F.(1957). Job attitude: Review of research and Opinion. Pittsburgh: Psychological Services of Pittsburgh
http://www.emeraldinsight.com/journals.htm?articleid=1664977
Kinicki, A., and Williams B.K. (2009). Management-A practical Introduction (4thed.). Boston: McGraw- Hill Irwin.
Koontz, H., O’Donnell, C., and Weihrich, H. (1980).Management (7thed.). New York: mcgraw-HillBook Campany.
Kovach, K. A. (1987). Organisation size, job satisfaction, absenteeism and turnover. Washington, D.C.: University Press of America.
Latham, G. P., and G. A. Yukl (1975). "Assigned Versus Partici-pative Goal Setting with Educated and Uneducated Wood Workers," Journal of Applied Psychology, (60), 299-302.
Latham, G.P., and Baldes, J.J. (1975). The practical significance of Locke’s theory of goal Setting, Journal of Applied Psychology, 60, 122-124.
Lawler, E.E. (2003). Reward practices and performance management system effectiveness. Centre for effective organisations, (213), 740-9814
Lawler, E.E.&Ledford (1992). Pay and organizational effectiveness. A psychological review. New York: McGraw hill. New York: McGraw Hill.
Likert, R. (1967). New patterns of management .New York: McGraw-Hill.
Locke .E.A., Latham, G.P.(2002). Building a practically useful theory of goal setting and task motivation; A 35years Odyssey. American psychologist 57(9), 705-717
Lunenburg, F. C. (2011). Motivating by Enriching Jobs to Make Them More Interesting and Challenging. International Journal of management, Business and Administration 5, (20-42
Luthan, F. (2005). Organisational behaviour (10th Ed.). New York: McGraw-Hill.
Magaji, N. (2014). Job enrichment and work related attitudes of non-academic staff in selected private university in South-West Nigeria. Unpublished PhD thesis of Babcock University, Ilishan-Remo, Ogun State.
Maier, N.R.F. (1963). Problem solving discussions and conferences: Leadership methods and skills New York: McGraw-Hill.
Minner, J.B., Ebrahimi, B. & Watchel, J.M. (1995). How deficiency in management contributes to the United States’competiveness problem and what can be done about it? Human Resource Management. Fall.
Mohr, R. D., and Zoghi, C. (2006). Is job enrichment really enriching? BLS Working papers, U.S Department of Labour; U.S.Bureau of Labour; Statistics Office of Productivity andTechnology.BLS working paper 389. www.bls.gov/ore/pdf/ec0600.pdf. accessed 26/04/13
Mohsan, F,Nawaz,M.M., Khan,M.S., Shaukat, Z., & Aslam,N.(2011). Impact of Customer Satisfaction on Customer Loyalty and Intentions to Switch: Evidence from Banking Sector of Pakistan. International Journal of Business and Social Science, 2 (16)
Mondy, R.W. and Noe, R.M.& Premeaux, S.R (1999). Human resource management (7th edition). New Jessy, Prentice Hall, Inc.
Morrison, E. W. (1994). Role definitions and organisational citizenship behaviour: The importance of the employee's perspective. Academy of Management Journal 37, 1543-1567.
Newstrom, J. W. (2011). Organizational behaviour: Human behaviour at work (13th Ed.). New York: McGraw-Hill.
Nunnally, J. (1978). Psychometric theory. New York: McGraw-Hill.
Odiorne, G. S. (1970). Management-by-objectives. New York: Pitman.
Oladele, O. I., Subair, S. K., and Sebina, N. V. (2010). Knowledge and utilization of job enrichment techniques among district agricultural officers in Botswana. African Journal of Agricultural Research, 5(21), 2918-2924.
Oldham, G. R., and Hackman, J. R. (2010). Not what it was and not what it will be: The future of job design research. Journal of Organizational Behavior, 31, 463-479.
Orpen, (1979). The effects of job enrichment on employee satisfaction, motivation, involvement, and performance: a field experiment Human Relations, 32, 189-217.
Osuagwu, L. (2006). Business research method principles and practice. Lagos: Grey Resources Limited.
Parker, S. K., Wall, T. D., & Jackson, P. R. (1997). ‘That’s not my job’: Developing flexible employee work orientations. Academy of Management Journal, 40, 899-929.
Parker, S. K.,& Ohly (2008). Future work design research and practice: Towards an elaborated model of work design. Journal of Occupational and Organizational Psychology, 74, 413-440.
Pillai, K. R., Mashood, A., Amoodi, S.S., Husain, K. and Koshy, R.I. (2012). Factors underlying Job Enrichment among Expatriate Employees: A regional perspective. The free library-Business –and Industry-Business. Abhigyan. Accessed in April 2013 at
Pride, W. M. Huhges, R.J.& Kapoor, J .R(2013). Business,10th ed.
Raja, A. P. (1974). Management by objectives. Glenview III, Scott, Foresman.
Ramlall .S.(2004). A review of employee motivation. Theories and implications of employee retention with in organization. Journal of American Academy of business. Cambridge, Mineapolis. 5(1), 52-63
Raza, M.A., and Nawaz, M.M. (2011). Impact of job enrichment on employee’s job satisfaction, motivation and organisational commitment: Evidence from public sector of Pakistan. International Journal of Business and Social Science; 23 (2), 220-226.
Riehl, B. (2000). Job Enrichment: one avenue to retaining strong staff and providing quality service or they really can do more than interpret. Available at http://
Robbins, S.P., and Judge, T.A. (2011).Organisational Behaviour (13th Ed.). New Jersey: Pearson Education, Inc.
Robbins, S.P., Judge, T.A., Millet, B., and Waters-Marsh, T. (2008).Organisational behavior (5th Ed.). Australia: Pearson Education.
Ronan, W.W., Latham, G.P., and Kinne, S.B. (1973). The effects of goal setting and Supervision on worker behaviour in an industrial situation. Journal of Applied Psychology, 57, 302-307.
Shilpa, R., Ali, A.A.,and Sathyanarayana, N, R. (2013). A study on impact of job and Satisfaction practices towards employee satisfaction at HDFC standard life insurance. International journal of advance research in management social science, 2(12), ISSN:2278-6236.
Thomas, A., Buboltz, W., & Winkelspecht, C. (2004). Job characteristics and personality as predictors of satisfaction. International Journal of Organizational Analysis, 12(2), 205-219. Retrieved November 6, 2011, from
Turner, A. N., and Lawrence, P. R. (1965).Industrial jobs and the worker: An investigation of response to task attributes Boston, Harvard University Graduate School of Business Administration.
Usugami, J. & Park, K. (2006). Similarities and differences in employee motivation viewed by Korean and Japanese executives: Empirical study on employee motivation management of Japanese-affiliated companies in Korea. The International Journal of Human Resource Management, 17(2), 280-294.
Vroom, V. H. (1964). Work and motivation. New York: Wiley.
www.Cengage.com/introbusiness-content/0324829558 pride/now/audioreviews/ch1004.doc
www.pepnet.org/confpast/2000/pdf/riehl.pdf, accessed on 12th March 2011
www.the freeli.com/factors+underlying.a031522381.
