Research Papers Fringe Benefits

Research Papers Fringe Benefits-1
TABLE OF CONTENTS Pages TITLE PAGE I ABSTRACT II TABLE OF CONTENTS III CHAPTER ONE: INTRODUCTION 1.1 BACKGROUND OF THE STUDY 5 1.2 STATEMENT OF THE PROBLEM 6 1.3 OBJECTIVES OF THE STUDY 8 1.4 RESEARCH QUESTIONS 9 1.5 RESEARCH HYPOTHESES 9 1.6 SCOPE OF STUDY` 10 1.7 SIGNIFICANCE OF THE STUDY 11 1.8 DEFINITIONS OF TERMS 11 1.9 ORGANIZATION OF STUDY 12 CHAPTER TWO: LITERATURE REVIEW 2.1 INTRODUCTION 13 2.2 CONCEPTUAL FRAMEWORK 16 2.3 THEORETICAL FRAMEWORK ON MOTIVATION 20 2.4 STRATEGIES OF MOTIVATING EMPLOYEES 28 2.5 TRENDS IN FRINGE BENEFITS 30 2.6 MOTIVATION AS A TOOL FOR EFFECTIVE JOB SATISFACTION 33 CHAPTER THREE: RESEARCH METHOD 3.0 INTRODUCTION 36 3.1 RESTATEMENT OF RESEARCH QUESTIONS AND HYPOTHESIS 36 3.2 RESEARCH DESIGN 37 3.3 POPULATION OF STUDY 38 3.4 SAMPLE SIZE AND SAMPLING PROCEDURE 39 3.5 DATA COLLECTION INSTRUMENT 39 3.6 ADMINISTRATION OF DATA COLLECTION INSTRUMENT 39 3.7 PROCEDURE FOR DATA ANALYSIS 39 3.8 LIMITATION OF THE METHOD 40 CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND INTERPRETATION 4.0 INTRODUCTION 42 4.1 RESPONDENTS’ CHARACTERISTICS AND CLASSIFICATION 42 4.2 PRESENTATION AND ANALYSIS OF DATA ACCORDING TO RESEARCH QUESTIONS 47 4.3 PRESENTATION AND ANALYSIS OF DATA ACCORDING TO TEST OF HYPOTHESES 62 4.4 DISCUSSION OF FINDINGS 66 CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS 5.0 INTRODUCTION 68 5.1 SUMMARY OF FINDINGS 68 5.2 CONCLUSION 69 5.3 RECOMMENDATIONS 70 5.4 SUGGESTION FOR FURTHER STUDY 71 REFERENCES 73 QUESTIONNAIRE 75 CHAPTER ONE INTRODUCTION 1.1 Background of the study The concept of employees’ commitment has received increased attention in the recent times.According to Becker (2000) research literatures are paying increasing attention to the concept of commitment as managers and organizational analysts are continually seeking ways of increasing employee retention and performance.The questionnaire was structured into three (3) sections.

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The findings of this study reveal that a correlation exists between perceived fringe benefits, motivation, job satisfaction, and commitment.

The correlation that exists in this study among perceived workers motivation, job satisfaction, and organizational commitment corresponds.

Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position.

Job satisfaction is a very important attribute which is frequently measured by organizations.

The project has undertook the general introduction into the research work led to the review of various literature that relates to the major variables involved in the research work especially employees Job Satisfaction.

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Structured questionnaire was used for the collection of data and other important information for this study.This explains why developing an effective and efficient compensation system becomes an important part of the human resource management process in advanced countries.The attitude of Nigerian workers in terms of output compared to the more developed countries in recent times is becoming alarming.Job satisfaction describes how satisfied an individual is with his or her job.The happier people are within their job, the more satisfied they are said to be.Job satisfaction is not the same as motivation or aptitude, although it is clearly linked.Job design aims to enhance job satisfaction include job rotation, job enlargement, job enrichment and job re-engineering.Section B is centered on obtaining data related to the subject of the study.The information gathered through the administration of questionnaire were analyzed, Analysis in this study was carried out with the help of Statistical Package for Social Sciences (SPSS 17.0).Despite the implementation of monetization policy in Nigeria, little has been done to clearly show the effect of the policy on the level of the performance of workers.However, their purchasing power is hardly enhanced due to the biting effects of inflation and high cost of living in the country.

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