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joyces pdf
INTRODUCTION
1.1 Background of the Study
element and the organization are synonymous. Generally, managers all over the world are
confronted with the problems of how best to make workers produce efficiently and
effectively at the best possible level. As a result, managers in organization find new ways
through which employees productivity may be improved well managed organization see
an average worker as the root sources of quality and productivity. Such organization do
not have in the capital investment, but to employees as the fundamental sources of
improvement. Organization are effective to the degree to which they achieve their goals.
significant role in shaping the future of the nation. Business studies are an essential
aspect of secondary school education, and teachers in this sector play a crucial role in
imparting knowledge and skills. The level of commitment and job performance exhibited
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by teachers is often influenced by their job satisfaction and motivation. Teachers' job
satisfaction is a critical factor that affects their job commitment and performance.
Teachers are professional educators with the main task of educating, teaching,
guiding, directing, training Setiawan, Junaedi, and Chandra (2021) to assess and evaluate
students. Teachers are often used as role models and even become figures of self-
identification. Job satisfaction and motivation are very important to continuing growth of
educational system in Nigeria and around the world. Motivation plays an important role
in the schools because it increases the productivity and goals can be achieved in an
efficient way and also motivation takes part in the vital role for teachers because it helps
to achieve target goals in an efficient way. Teacher motivation is very important since it
improves the skills and knowledge of teachers seeing as it directly influences the students
achievement Mustafa and Othman, (2010). Teachers with high levels of satisfaction can
improve their performance. Werang (2014), Yusuf (2016) and Widayati et al (2020)
proved that there was a positive and significant effect between job satisfactions on
performance because if in schools, the teachers do not have sufficient motivation then
there is less performance which directly affects the students knowledge and also the
education system.
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The relevance of job satisfaction and motivation are very crucial to the long-term
growth of any educational system around the world. They probably rank alongside
Professional knowledge, skills and center competencies occur when one feels effective in
one’s behavior. In other words, professional knowledge, skills and competencies can be
seen when one is taking on and mastering challenging tasks directed at educational
success and performance Filak and Sheldon (2003). The above factors are closely similar
to efficacy, and of course it is well known that many teachers lose or fail to develop self-
efficacy within educational settings Dweck (1999). In addition, needs satisfaction and
motivation to work are very essential in the lives of teachers because they form the
fundamental reason for working in life. While almost every teacher works in order to
satisfy his or her needs in life, he or she constantly agitates for need satisfaction.
Job satisfaction in this context is the ability of the teaching job to meet teachers’
needs and improve their job/teaching performance. However, it is assumed that teachers’
agitations and demands are beyond the resources of the Ministry of Education or the
government. As a result, the government in Nigeria and the Nigerian Union of Teachers
(NUT) are in a constant stand-off over the increase in salaries, benefits, and
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improvements in working conditions of teachers. The federal and state governments have
argued that the present economic realities in the country cannot sustain the demanded
argue that teachers’ demands are beyond the government resources. However, the
teachers need motivation to work efficiently and also to enhance their ability and
to achieve, its mission. Outputs and their effects are the most observable aspects of an
examine the “influence of motivation and job satisfaction on commitment and job
Kaduna State”.
The level of job satisfaction and motivation has a direct impact on teachers'
teachers in many schools in Sabon Gari local government of Kaduna State are low.
Whether motivation and job satisfaction have something to do with, this is worth
investigating.
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The researcher interaction with secondary school teachers revealed that most of
the business teachers engaged in private business and leave students unattended to during
school activities. However, it was common to encounter many secondary school business
teachers absent in their school during school hours. Educational secretary of Sabon Gari
local government of Kaduna state, explained some teachers formed the habit of not
reporting to the schools, weeks after resumption Punch Nigeria limited (2022). He said
“last term I visited some schools two weeks after the school resumed, 15% of teachers
The researcher also observed that business teachers are devoting less time to core-
test. Poorly prepared professional records, lesson plan, lesson note, teaching material and
lack of student’s continuous assessment test had been observed. Kaduna state Economic
reform agency (2022) stated that as from 1999 further impetus and priority was given to
education sector by increasing the total fund allocated in addition to other supports
disheartening to note that some of the business teachers transfer and leave teaching in
State.
This study aims to investigate the Influence of Motivation and Job Satisfaction on
The general objectives of this study is to find out the Influence of Motivation and
Teachers in Sabon Gari Local Government Kaduna State. The specific objectives are:
school owners, and business teachers. The theoretical significance of this study is that, it
contributes to the existing body of research on the relationship between motivation, job
satisfaction, commitment, and job performance. Furthermore, the study can help to fill
the existing gaps in literature on the effect of motivation and job satisfaction on teacher's
On a practical level, the results of this study can be beneficial for policymakers,
school administrators, and business education teachers. Firstly, policymakers and school
administrators can use the findings to formulate, design, and implement policies that can
improve teacher motivation and job satisfaction. Additionally, the results can influence
Business teachers can also benefit from the study as it can help them understand
the importance of job satisfaction and motivation in their daily activities. It can
encourage them to incorporate measures to enhance their motivation and job satisfaction,
which may increase their commitment and performance, resulting in better educational
outcomes.
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In conclusion, this study's significance provides a potential framework for
understanding the effect of motivation and job satisfaction on commitment and job
Government. The outcomes of this research may help to develop strategies and policies
for enhancing motivation, job satisfaction, and overall educational outcomes in the
region.
The scope of this study is to secondary school business teachers in Sabon Gari
Local Government, Kaduna State. The research focuses on the influence of motivation
and job satisfaction on commitment and job performance of secondary school business
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CHAPTER TWO
LITERATURE REVIEW
This chapter reviewed literatures related to the study, the review was done under
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2.4 Relationship between Motivation and Job Satisfaction
behave in a certain way. The need-based theories explained these desires; they explained
We can widely recognize one need-based theorist and his theory: Herzberg's Two-Factor.
Theory, which suggests that job satisfaction and job dissatisfaction are two independent
factors that affect motivation and job performance. The hygiene factors (salary, working
conditions, job security, and relationships with colleagues) lead to job dissatisfaction,
while the motivators (achievement, recognition, work itself, and personal growth) lead to
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In the section, we defined some of the concept for easy understanding of the work
condition or energy that drives employees who are directed or directed to achieve the
directing employees and organizations to want to work successfully, so that the wishes of
employees and organizational goals are simultaneously achieved. Hamzah (2018) the
term motivation comes from the word motive which can be interpreted as a strength
within the individual, which causes the individual to act or act. Motives cannot be
observed directly, but can be interpreted in their behavior, in the form of stimulation,
Based on the definitions according to the experts above, it can be concluded that
employee motivation is encouragement from within and from outside a person to take an
Robbins and Judge (2008), motivational indicators are: physiology, security, social,
Types of Motivation
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According to Smythe (2000) motivation involves the basic psychological reasons
for a person’s actions and behavior. There are the forces of factors that cause a person to
act in a certain way or to behave in the manner they do. There are various types of
need for self-preservation. This includes needs such as hunger and thirst, warmth,
sex, avoidance of pain and other primary motives which influence a person’s
type of “derives” differs from one person to another. In many ways they involve a
Many of the behavior derived from secondary motivation are conscious ones.
That is, a person consciously desires a particular goal or result, and behaves in a way that
brings them close to that particular goal. What drives them to do something or to act in
particular way is the longing for something which they currently do not have or possess.
The kind of motivation generally falls into 2 basic types: intrinsic and extrinsic
motivation.
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I. Extrinsic Motivation: These like to involve the concept of rewarded behavior.
result. For instance, you are motivated to save money for a vacation. Hence, you
resist the urge to make impulsive purchases and and in general become more
discriminating in how you spend your money. After a time you find that you have
a steadily growing paramount of savings which you set aside. When you find that
you saved enough for that trip, you utilize your savings for the intended purpose
and go on vacation. The external motivation is the vacation, which is also the
II. Intrinsic Motivation: On the other hand, there are other less visible types of
motivation. It would be a mistake to say that such behavior does not come
without its own rewards. To be more precise, the end goal is not a visible or
external thing, but more internal psychological. The achievement of these goals,
by itself also correctly seen as a reward. In general not visible to other persons.
Thus, for instance, a student is motivated to get good grade (external motivation)
Getting good grades is the reward visible to others. For the student, the fact that he has
reward for his intrinsic desire to learn; successful motivated behavior good and effective
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motivation. If one is driven by both intrinsic and extrinsic motivations, then inner conflict
is reduced and a person is more likely to devote uninterrupted and harmonious actions
Theories of motivation
Lander and Becker (1983) have sorted the many modern approaches or
motivation theory and reinforcement theory, equity theory, expectancy and goal setting
theory.
Needs theory
important personal need that people have acquired overtime. Each theory also
emphasized that people decide on their needs. Finally, each theory leaves a room for
considerable variation from person to person, and with individual person overtime. Needs
theory has a long standing tradition in motivational research and practice. As the term
suggest, need theory focuses on what people require to live a fulfilling life. In practice,
According to needs theory, a person is motivated when he/she has not attained certain
level in his/her life. A satisfied need is not a motivator. Abraham Masclow’s motivation
theory is based on the human needs. These needs are classified into a sequential
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hierarchy from the lower to higher order to higher order as five need clusters as shown in
the following.
1. Physiological Needs: these needs are of the lowest-order and most basic needs of
human beings. These involve satisfying fundamental biological drives, such as the
need for food, air, water, cloth, and shelter generally expressed in the names of roti,
kapada aur makan. These needs exert tremendous influence on human behavior.
Entrepreneur also being a human being has to meet his physiological needs for
2. Safety and Security Needs: the second level of need is Masclow’s hierarchy is
emerged once physiological needs are met. Safety needs involve the need for a
secure environment, free from threats of physical and psychological harm. These
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needs find expression in such desires as economic security and protection from
physical dangers. Meeting these needs requires more money and hence, the
physical needs, these become inactive once they are also satisfied.
4. Esteem needs: these needs refers to self-respect. These include such needs that
5. Self-Actualization: the final step under the need hierarchy model is the need for
potentially good. And the third need does not dominate until the first two needs
have been reasonably satisfied. This process goes on till the last need.
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This is because man is never satisfied. If one need is satisfied, it ceases to be a
motivating factor.
Hertzberg’s classified the needs into two broad categories; namely, hygiene
Poor hygiene factors may destroy motivation but improving them under most
Hygiene factors only are not sufficient to motivate people, but motivator factors are
also required.
satisfaction
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5. Personal growth
McClelland affirms that we all have three motivating drivers, which do not
depend on our gender or age. One of these drives will be dominant in our behavior. The
high need for achievement prefer tasks that provide for personal responsibility and
results based on their own efforts. They also prefer quick acknowledgment of their
progress.
2. Affiliation: a need for love, belonging and social acceptance. People with a high need
for affiliation are motivated by being liked and accepted by others. They tend to
3. Power: a need for controlling own work or the work of others. People with a high
need for power desire situations in which they exercise power and influence over
others. They aspire for positions with status and authority and tend to be more
concerned about their level of influence than about effective work performance.
affected by their expectations about the future. In his view, an individual’s motivation is
affected by –
1. Expectancy: Here the belief is that increased effort will lead to increased
performance i.e., if I work harder then it will be better. This is affected by things such
as:
c) Having the required support to get the job done (e.g., supervisor support, or
2. Instrumentality: Here the belief is that if you perform well, then the outcome will be
a valuable one for me. i.e., if I do a good job, there is something in it for me. This is
b) Trust in the people who will take the decisions on who gets what outcome
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3. Valence: is how much importance the individual places upon the expected outcome.
For example, if someone is motivated by money, he or she might not value offers of
Theory X and Theory Y were first explained by McGregor in his book, "The
Human Side of Enterprise," and they refer to two styles of management – authoritarian
Theory X: Managers who accept this theory believe that if you feel that your team
members dislike their work, have little motivation, need to be watched every minute, and
are incapable of being accountable for their work, avoid responsibility and avoid work
whenever possible, then you are likely to use an authoritarian style of management.
Theory Y: Managers who accept this theory believe that if people are willing to work
without supervision, take pride in their work, see it as a challenge, and want to achieve
more, they can direct their own efforts, take ownership of their work and do it effectively
theory of his own. His theory suggests that there are three groups of core needs:
These groups are aligned with Maslow’s levels of physiological needs, social
1. Existence needs concern our basic material requirements for living, which
include what Maslow categorized as physiological needs such as air, sleep, food,
water, clothing, sex and shelter and safety-related needs such as health, secure
relationships. These needs are based on social interactions with others and are
family, and sexual intimacy and esteem-related needs such as gaining the respect
of others.
3. Growth needs describe our intrinsic desire for personal development. These
needs are aligned with the other part of Maslow’s esteem-related needs such as
that when a certain category of needs is not being met, people will redouble their
Maslow’s theory is very rigid and it assumes that the needs follow a specific and
orderly hierarchy and unless a lower-level need is satisfied, an individual cannot proceed
to the higher-level need i.e., an individual remains at a particular need level until that
This is called the frustration-regression aspect of ERG theory. ERG theory is very
hierarchy i.e., an individual can work on growth needs even if his existence or
relatedness needs remain unsatisfied. For e.g., when growth needs aggravate, then an
individual might be motivated to accomplish the relatedness need and if there are issues
need. Another example could be, if someone’s self-esteem is suffering, he or she will
satisfied at the same time. According to the ERG theory, if the manager focuses solely on
one need at a time, then this will not effectively motivate the employee. The frustration-
regression aspect of ERG Theory has an added effect on workplace motivation. For e.g.,
organization, then he or she might revert to related needs such as socializing needs. To
meet those socializing needs, if the environment or circumstances do not permit it, he
might revert to the need for money to fulfill those socializing needs. By the time the
manager realizes and discovers this, they will take more immediate steps to fulfill those
needs which are frustrated until such time that the employee can again pursue growth.
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Conclusively, motivation is the state of mind which pushes all human beings to
perform to their highest potential, with good spirits and a positive attitude. The various
motivation theories outlined above help us to understand what the factors that drive
motivation are. It is a leader’s job to ensure that every individual in the team and the
organization is motivated, and inspired to perform better than their best. This is neither
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quick nor easy, but in the long-term, the gains that are derived from happy employees far
employees to commit with their job requirement Vroom (1964). In human resources
perspectives, job satisfaction refers to a person’s feeling of satisfaction on the job, which
acts as a motivation to work. It is not the self- satisfaction, happiness or self- contentment
but the satisfaction on the job. The term job satisfaction was brought to limelight by
Hoppock (1935). Hoppock (1935) describes job satisfaction as, any combination of
truthfully to say “I am satisfied with my job”. Job satisfaction means employee’s emotion
to the extent of like and dislikes of his or her job Spector (1977). Brief (1998), argued job
satisfaction is one’s feelings and thoughts towards jobs that expressed affectively or
represents emotional, feeling and thought, and perception of employees towards their
workplace in many perspectives. It is about the employees’ perceive and feel about the
work environment, such as pay Shaw et. al. (1998); career promotions Labov (1997);
Job satisfaction is the level of pleasure a person feels for his role or work in an
organization. The level of individual satisfaction that they get rewarded fairly from
various aspects of the work situation of the organization where they work. So job
subjective assessment of aspects of work which include satisfaction with the work itself,
salary received, and opportunity for promotion and career development, quality of
There are 5 indicators of job satisfaction according to Robbins and Judge (2013),
namely:
2. rewards (pay),
3. promotion (promotion),
5. co-workers (coworkers).
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Job satisfaction and motivation are very important to continuing growth of
educational system in Somalia and around the world. Motivation plays an important role
in the organization because it increases the productivity and goals can be achieved an
efficient way and also motivation takes part in the vital role for teachers because it helps
to achieve target goals in efficiency way. Teacher motivation is very important since it
improves the skills and knowledge of teachers seeing as it directly influences the
student„s achievement (Mustafa & Othman, 2010). Job satisfaction takes an essential part
sufficient motivation then there is less performance which directly influences the
student‟s knowledge and also the education system. However, the teachers need
motivation to work efficiency and also to enhance their ability and knowledge.
its mission. Outputs and their effects are the most observable aspects of an organization's
to the organization. Individuals with high commitment identify very strongly with the
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The teacher's commitment to teaching is the teacher's most important
determination to show sincerity and direct all abilities professionally in carrying out tasks
at school. The aspects seen from this commitment are caring, responsibility, and loyalty
Napitupulu, Sudarno, and Junaedi (2021). Commitment is needed in all aspects of life,
both in organizational life and social life. Teachers who have a good commitment are
expected to be able to provide the best and maximum for their organization/school, so as
to produce optimal performance the school. Teachers with good commitment in carrying
out the rules that have been set and have high responsibility. According to Meyer and
an intention to remain in it; an identification with the values and goals of the
organisation; and a willingness to exert extra effort on its behalf”. Individuals consider
the extent to which their own values and goals relate to that of the organisation as part of
commitment relates to the definition of commitment by Arnold (2005, p 625) namely that
better the organizational commitment leads to the higher the teacher performance and
vice versa, the lower the organizational commitment will have an impact on the decline
organizational commitment can be seen from the high absenteeism and tardiness in an
organization.
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Motivating workers is essential for maintaining productivity, job satisfaction, and
overall success within an organization. Different strategies work for different people and
situations, so it's important to be flexible and adapt your approach based on the specific
needs and preferences of your team. Here are some effective strategies for motivating
workers:
a) Recognize and celebrate individual and team achievements. This can include public
b) Highlight the importance of their contributions and how they've positively impacted
the organization.
a) Set clear and achievable goals that align with both individual and organizational
objectives.
b) Ensure that employees understand their roles and responsibilities, as well as how
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a) Provide constructive feedback on a regular basis, not just during annual
performance reviews.
advancement.
4. Employee Development:
a) Offer flexibility in work hours or remote work options when possible. This can
b) When people have ownership over their work, they tend to be more motivated.
based promotions.
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b) Offer non-monetary rewards like extra time off, preferred parking, or small gifts.
b) Promote a positive and inclusive company culture that values diversity and
inclusion.
a) Offer wellness programs that focus on physical and mental health, such as gym
company.
Every organization needs to know that what motivates one employee may not
work for another, so it's crucial to get to know your team individually and tailor your
Motivation and job satisfaction are closely related concepts in the workplace, and
they often have a reciprocal and interdependent relationship. Here's how they are
connected:
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1. Motivation Leads to Job Satisfaction:
a) Motivation is the internal or external drive that compels individuals to take action
or put effort into their work. When employees are motivated, they are more likely
b) High levels of motivation can lead to increased job satisfaction because motivated
employees tend to find their work more meaningful and rewarding. They are
driven to achieve their goals and perform well, which can enhance their sense of
from their job. When employees are satisfied with their work, they are more
b) Satisfied employees tend to have a positive attitude toward their tasks, colleagues,
and the organization as a whole. This positive attitude can serve as a source of
3. Mutual Reinforcement:
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a) Motivation and job satisfaction often reinforce each other in a continuous loop.
Motivated employees are more likely to seek out challenging tasks and put in
current level of job satisfaction and may actively seek opportunities for
a) Higher levels of job satisfaction and motivation are linked to lower turnover rates.
Satisfied and motivated employees are less likely to leave their jobs, which can
b) Motivated and satisfied employees are also more productive and tend to
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a) Factors such as recognition, opportunities for growth and advancement, work-life
b) Organizations that pay attention to these factors can create an environment where
6. Individual Variability:
It's important to note that motivation and job satisfaction are not one-size-fits-all
motivation. What motivates and satisfies one person may not have the same effect on
another.
Organizations that strive to create an environment that fosters both motivation and job
satisfaction are likely to have more engaged, productive, and loyal employees.
Recognizing and addressing the individual needs and preferences of employees is key to
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Motivation plays a significant role in influencing job satisfaction. When
employees are motivated, it can positively impact their overall satisfaction with their job
Motivated employees are more engaged and enthusiastic about their work. They
approach their tasks with a positive attitude and a sense of purpose, which can lead
2. Sense of Achievement:
Motivated employees are driven to achieve their goals and excel in their roles.
When they accomplish tasks and meet objectives, they experience a sense of
3. Intrinsic Satisfaction:
Intrinsic motivation, which comes from within, often leads to higher levels of job
satisfaction. When employees are motivated by the enjoyment of the work itself,
4. Challenging Work:
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Motivated employees are more likely to seek out challenging tasks and take on new
Motivated employees often display a higher level of autonomy and take ownership
of their work. When individuals have the opportunity to make decisions and
Motivated employees are more likely to actively seek out opportunities for skill
motivated individuals.
Motivation often stems from a sense of meaning and purpose in one's work. When
employees feel that their contributions are valuable and align with their personal
Motivated employees tend to manage stress more effectively and are less likely to
job satisfaction.
Motivated employees are more likely to feel committed to the organization's goals
and values. This sense of commitment is linked to higher job satisfaction, as individuals
feel a sense of belonging and alignment with the organization. Motivation has a profound
opportunities for growth, recognize employee efforts, and promote a positive work
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environment are more likely to see increased levels of job satisfaction among their
employees.
international journals. This report also compares the findings of the articles since these
satisfaction and organizational performance. Questionnaire was employed and data was
analyzed by using SPSS. This study revealed positive relationship between human
Gerhart (1996).
effectiveness. In this study questionnaire was used to collect the data and SPSS was used
to analyze the result. The findings showed positive relationship between employee
motivation and organizational performance. De Dreu and Beersma (2005). Same research
influencing both the main parameters i.e. organizational climate and employee
Satisfaction. The factors which in general can affect any organization, but later this study
focused those parameters according to the employees of Bharti Airtel limited at Shimla
head office. The present study found a positive relationship between organizational
climate and employee satisfaction; as if the climate of any organization is found unable to
create a satisfactory atmosphere for its employees it may lead to decline in the loyalty
and satisfaction of the very important Assets of any organization. Kumar (2014). This
performance. Data was collected by questionnaire and was analyzed by using SPSS. The
applied Herzberg’s two factor theory, selecting the motivational factors which influence
the activity of employees from industrial firms. Considering the aim of the research, the
work performance. The study employed questionnaire and the data was analyzed by
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using SPSS. The findings showed that there is positive relationship between employee
Same study investigated the most satisfying event of an employee in the job, why
employees stay and leave the organization. Job satisfaction is a general attitude towards
ones’ job, the difference between the amount of reward workers receive and the amount
they believe they should receive. In this study survey questionnaire was used to collect
the data and the data was analyzed SPSS. The result indicated significant positive
(2015).
This chapter is concerned with related literature review on the topic ‘Influence of
Teachers in Sabon-Gari Local Government, Kaduna State. The researcher has been able
commitment.
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CHAPTER THREE
RESEARCH METHODOLOGY
This chapter described the methodology used in the study. This chapter has the
following headings:
motivation and job satisfaction on commitment and job performance of secondary school
business teachers in Sabon-gari Local Government. Survey was used in this study due to
43
the population to be covered. According to Akuezuilo and Agu (2002), a survey research
method is one in which a group of people or item is studied by collecting and analyzing
data from only a few people or items considered to be representative of the entire group.
However, in survey research, the sample selected is normally large while the variables
the study intends to make inference and draw conclusions. However, in research,
population refers to the total number of the target group, items, elements, events or
investigation, it can also be seen as the group about which the research is interested in
gaining information and drawing conclusion. Thus, the population of this study consists
1 Male 30 60
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2 Female 20 40
Total 50 100
For the purpose of this research work, the researcher decided to use the entire
population as sample because of its small size. Mohammed (2005) recommended that
when a population is small, it can be used as sample. The total population for the study
stood at 50. Thus; the sample size was made of business teachers in Sabon-gari local
1 Male 30 60
2 Female 20 40
Total 50 100
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This study used questionnaire for the data collection. The reason for designing
preferences, opinions and intentions of relatively large numbers of subjects more cheaply
and quickly than other methods. The questionnaire was also administered using a four
likert scale type questionnaire of strongly agreed, agreed, disagreed and strongly
disagreed was used to ease the analysis, all the strongly agreed and agreed were grouped
as agreed as agreed while the disagreed and strongly disagreed were grouped as
disagreed. The instrument for data collection will be scaled as follows; i.e. (4 + 3 + 2 + 1
= 10/4 = 2.5).
Decision Rule:
A mean score of 2.5 and above is considered as agreed while a mean score below
letter collected by the researcher of introduction from the department of vocational and
technical education, Ahmadu Bello University, Zaria. The researcher presented the letter
to both the Head of Section, Business Education Section, A.B.U. Zaria, for permission to
conduct the research. There are several instrument that can be used in obtaining adequate
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and reliable data. Therefore, this study will use secondary and primary sources of data
collection. The secondary data were obtained from journals and publications. While the
define order or a form or set of forms. The questionnaire is mailed to respondents who
are expected to read and understand the questions and write down the reply in the
specimens for the purpose in the questionnaire itself. The respondents have to answer the
questions each one providing a number of alternative answer from which the respondents
can choose.
Closed ended type of questionnaire was used which allows respondent to make a
be respondent which is expected to correctly fill and returned it. Therefore the
questionnaire was drafted out carefully and also designed, presented and edited to ensure
The research question will be answered using mean and standard deviation. A
likert scale of four levels (strongly agree, strongly disagree and disagree). The researcher
set the range value for either agree or disagree of items or research question at 2.5. Item
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or research question that scored 2.5 and above was considered effective for the study
while item or research question that scored below 2.5 was considered ineffective for the
study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
This chapter concern with the data presentation and analysis for this research
study. The data collected was analyzed by Descriptive Statistics (Simple frequency and
percentage) and presented by the use of table. The data presented under the following
sub-headings;
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Table 3: Gender Distribution of the Respondents
1 Male 30 60
2 Female 20 40
Total 50 100
representing 40 % were female. Thus, majority of the respondents were male of business
Research Question One: What are the courses taught in business education section that
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educators perform better than
lowly motivated ones
4 Lack of motivation makes 30 10 5 5 50 3.3 1.82
business education teachers to
perform less
5 Lowly motivated staff 10 10 20 10 50 2.4 1.55
performs better than highly
motivated
2.73 1.65
Table 4 Mean Responses to Research Question One
The table 4, items 1-5 above shows the mean and standard deviation the
government, Kaduna State. The result indicates the cumulative mean of 2.73 with a
performance?
The table 5, items 6-10 above shows the mean and standard deviation was set to
know the influence of motivation on job performance. The result indicates the cumulative
mean of 2.92 with a standard of 1.71 which is above the decision mean of 2.5.
Research Question Three what is the influence of job satisfaction on job performance?
The table 5 shows the mean and standard deviation influence of job satisfaction
on job performance. The result indicates the cumulative mean of 2.36and standard
their work.
2. The study also revealed that the results presented in table 4, items 1-5, indicate
job performance. The higher cumulative mean compared to the decision mean
3. The comparison between the cumulative mean (2.36) and the decision mean (2.5)
significance of survey results. In this case, the cumulative mean of 2.36 is lower
than the decision mean of 2.5. This implies that, on average, respondents'
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suggest that, on average, respondents do not strongly believe that job satisfaction
The findings of the study provide valuable insights into the relationships between
secondary school teachers. This indicates that teachers, in general, believe that
the education sector. When teachers are motivated, they are more likely to be committed
to their roles, which can have positive implications for student learning outcomes. A
motivated teacher is more likely to put in the effort required to create engaging lessons,
provide support to students, and maintain a high level of dedication to their profession.
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However, it's important to note that the study also revealed variability in
individual responses, as indicated by the standard deviation. This suggests that some
teachers may perceive motivation as a stronger driver of commitment than others. This
variability highlights the need for tailored strategies to motivate and engage different
teachers effectively.
The also revealed indicate that respondents generally perceive motivation to have
a significant influence on job performance. The higher cumulative mean compared to the
decision mean suggests that this influence is statistically significant. This finding
underscores the crucial role of motivation in job performance across various professions,
teachers are more likely to excel in their roles, leading to better educational outcomes for
students.
The study's findings related to job satisfaction and job performance show that, on
average, respondents do not strongly believe that job satisfaction has a significant impact
on job performance, as the cumulative mean of 2.36 falls below the decision mean of 2.5.
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This result suggests that respondents, on average, perceive job satisfaction as having a
satisfaction can contribute to a positive work environment and employee well-being, the
study's findings indicate that it may not be the primary driver of enhanced job
commitment and job performance in the education sector. They suggest that efforts to
enhance teacher motivation may have a positive impact on both commitment and job
performance. However, the study also indicates that job satisfaction may have a more
limited influence on job performance in this particular setting. These insights can inform
strategies and policies aimed at improving the overall quality of education by addressing
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CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary
5.2 Conclusions
5.3 Recommendations
5.1 Summary
57
The study examined the influence of motivation and job satisfaction on
Local governent . . In order to achieve the objective of the study, three research questions
population was 50 and a 4- point likert scale structured questionnaire was used for data
were collection. Pilot study was conducted to test the reliability of the instrument. The
data collected analyzed using mean and standard deviation, the result was presented
using tables. In the analysis, strongly agree and agree were regarded as agreed, while
strongly disagree and disagree were classified as disagree and the range value for either
5.2 Conclusions
Based on the findings, it can be concluded that motivation plays a pivotal role in
excel in their roles, leading to better educational outcomes for students. While job
may not be the primary driver of enhanced job performance in this specific context.
5.3 Recommendations
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Enhance Motivation Strategies: Education authorities and institutions should
implement tailored motivation strategies to boost teacher morale and dedication. This
1. Promote Job Satisfaction: Although job satisfaction may not be the primary driver
opportunities for feedback, and address any concerns or issues raised by teachers.
objectives should be communicated to teachers. This can help align their efforts
factors that have the most significant impact on teacher commitment and job
satisfaction could provide further insights. Moreover, longitudinal studies could track the
59
long-term effects of motivation and job satisfaction on teacher retention and student
outcomes.
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APPENDICE I
Dear Respondents,
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I am a final year student of the department of student of the addressed institution
carrying out a research project on the Influence of Business Education Acquired Skills on
Business Education Students Performance in SIWES, Ahmadu Bello University, Zaria. It
is an academic exercise requisite for the award of bachelor degree in Business Education.
Thanks in anticipation.
Yours Sincerely,
APPENDIX II
SECTION A (BIO-DATA)
1. Sex:
a) Male b) female
2. Marital Status:
a) Single b) Married
c) 20 – 30 d) 31 and above
3. Qualification:
a) NCE/ND b) Degree c) Masters
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4. Rank:
a) Senior staff b) Junior staff
5. Working Experience:
a) 0 – 10 years b) 11 – 20 years c) 21 and above
S/N Research Question One: What is the influence of SA A D SD
motivation on commitment of secondary school
business teacher in Sabon gari local government
Kaduna state?
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9 Low pay discourage job satisfaction among
business educators
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