AN INVESTIGATION OF THE IMPACT OF JOB DESIGN ON LECTURERS' JOB SATISFACTION IN UNIVERSITY OF BAMENDA, CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

 Clearly defining job roles improves employee engagement and satisfaction, making the job more interesting and achieving for the individual. However, if a job fails to appear intriguing or fascinating and leads to employee dissatisfaction it signifies the job has to be redesigned based on the opinion from the employees. Conceptually, job design aims to establish roles that are in line with the objectives of the organization, while also taking into account the competencies, capabilities, and personal preferences of individual employees. Knapp and Mujtaba (2020) described job design as the modification of a job's content and processes in order to enhance an employee's satisfaction, motivation, and productivity. Likewise, Buddhananda (2019) defined job design as the systematic process of determining the content and procedures of a job in a way that effectively fulfils the diverse needs of the employee. Furthermore, the design of a job significantly influences employee motivation, job satisfaction, organizational commitment, absenteeism, and turnover (Ugboro, 2018). In the same vein, it  includes a range of employment elements, including internal and external organizational considerations, as well as the arrangement of activities, which impact the nature of work and its efficiency (Campion, Mumford, Morgeson & Nahrgang, 2019). In addition, job design focuses on the specific tasks and responsibilities that individuals or groups have in their work, as well as the approaches they employ to accomplish these jobs (Holman, Clegg, & Waterson, 2022; Birnbaum & Somers, 2019). Thus, the design or structure of job significantly impact workers' motivation and job satisfaction. On the other hand, job satisfaction refers to the level of contentment that employee experiences in relation to their employment. According to Parvin and Nurul Kabir (2021), job satisfaction and motivation are closely related, but they are not the same thing. It is believed that those who are satisfied with their jobs tend to be more fulfilled. Nevertheless, the objectives of job design are to augment job satisfaction, promote productivity, elevate quality, and mitigate staff issues such as grievances and absenteeism. Job satisfaction is a crucial characteristic that organizations often assess. However, rating scales are the predominant approach for measuring employee responses to their occupations. The inquiries pertain to the remuneration, job duties, range of assignments, prospects for advancement, nature of the work, and colleagues. Therefore, a survey will be conducted in order to investigate the impact of job design on lecturers' job satisfaction in University of Bamenda, Cameroon

1.2 Statement of the Problem

Job design fosters engagement with tasks and is believed to have a beneficial effect. It often result in a significant increase in employee job satisfaction, leading to greater commitment to their work, increased motivation to perform at a high level, and a greater propensity to achieve high levels of productivity. However, job design research have generally concentrated on enhancing employee satisfaction and well-being. According to Parker, Wall & Cordery (2021), research has often found more support for the links between attitudes, such as satisfaction and motivation, compared to behavioural outcomes, such as work performance, turnover, and absence. Perhaps this is due to the inherent challenge of quantifying performance and productivity, with most available statistics relying on self-assessment questionnaires. Historically, the primary factor considered in work design was efficiency. The premise was that implementing efficient job design would result in reduced labour expenses, thereby enhancing the overall efficiency of the organization. However, this strategy erroneously presumed that one's response to their work could be manipulated. Furthermore, research has revealed that employees experience dissatisfaction in their employment when they lack autonomy over the tasks and responsibilities associated with it (Yusuf & Aliyu, 2018). Also, it has been discovered that tasks without diversity and difficulty lack inherent significance. Thus, this type of job has a detrimental impact on motivation and leads to issues such as frustration, absenteeism, and higher employee turnover. All of these symptoms have an impact on output. Nevertheless, an ideal work design incorporates both efficiency and individual pleasure. The optimal design ensures that individuals not only experience satisfaction but also perform efficiently in order to achieve the organization's goals.  To fully comprehend the relationship between job design and productivity outcomes such as learning and development, absenteeism, turnover, and job performance on lecturers job satisfaction, it is necessary to have a deeper understanding of the psychological connections between these factors. Thus, it is in the light of this, the study seeks to investigate the impact of job design on lecturers' job satisfaction in University of Bamenda, Cameroon

1.3  Objectives of the Study

The main purpose of this study is to investigate the impact of job design on lecturers' job satisfaction in University of Bamenda, Cameroon. Specifically, the study will;

Identify the factors influencing lecturers' perceptions of job design in the University of Bamenda, Cameroon

Assess the level of  job satisfaction among lecturers in the University of Bamenda, Cameroon.

Investigate the relationship between job design and lecturers’ job satisfaction in the  University of Bamenda, Cameroon.

Investigate the impact of job design on lecturers’ job satisfaction in the  University of Bamenda, Cameroon.

1.4 Research Questions 

The following questions have been prepared for the study:

What are the factors influencing lecturers' perceptions of job design in the University of Bamenda, Cameroon?

What is the level of job satisfaction among lecturers in the University of Bamenda, Cameroon?

Is there a relationship between job design and lecturers’ job satisfaction in the University of Bamenda, Cameroon?

What is the impact of job design on lecturers’ job satisfaction in the University of Bamenda, Cameroon?

1.5 Research Hypotheses

H0: There is no significant impact of job design on lecturers' job satisfaction in University of Bamenda, Cameroon

Ha: There is a significant impact of job design on lecturers' job satisfaction in University of Bamenda, Cameroon

1.6 Significance of the Study

The study's results will contribute to a stable and motivated faculty workforce, which in turn will positively impact teaching quality, research output, and overall institutional reputation. Furthermore, it will help improve the quality of work life for lecturers at the University of Bamenda. As it will lead to tangible changes in organizational policies, procedures, and support systems that prioritize lecturers' well-being and contribute to a positive work environment. Additionally, subsequent researchers will use it as a literature review. This means that other students who may decide to conduct studies in this area will have the opportunity to use this study as available literature that can be subjected to critical review. Invariably, the result of the study contributes immensely to the body of academic knowledge with regard to the impact of job design on lecturers' job satisfaction in University of Bamenda, Cameroon

1.7 Scope of the study

The scope of this study is boarded on investigate the impact of job design on lecturers' job satisfaction in University of Bamenda, Cameroon. Empirically, this study will identify the factors influencing lecturers' perceptions of job design, assess the level of  job satisfaction among lecturers and investigate the relationship between job design and lecturers’ job satisfaction.

Geographically, the study will be delimited to lecturers in University of Bamenda, Cameroon

1.8 Limitation of the study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, language barriers, and the attitude of the respondents. In addition, there was the element of researcher bias. Here, the researcher possessed some biases that may have been reflected in the way the data was collected, the type of people interviewed or sampled, and how the data gathered was interpreted thereafter. The potential for all this to influence the findings and conclusions could not be downplayed. 

More so, the findings of this study are limited to the sample population in the study area, hence they may not be suitable for use in comparison to other schools, local governments, states, and other countries in the world.

1.9 Definition of Terms

Job design: the process of structuring and organizing tasks, responsibilities, and roles in banking jobs to optimize efficiency, productivity, and employee satisfaction

Motivation: the internal drive, energy, and commitment that employees exhibit in performing their job duties and achieving organizational goals.

Job satisfaction: refers to the level of contentment, fulfillment, and positive feelings experienced by lecturers in relation to their work roles and environment in the university.