Effects Of Employee Motivation on Job Satisfaction in Institution of Higher Learning in Kenya

Abstract

The purpose of the study was to find out to what extend employee motivation has an effect on job satisfaction of employees in the private institutions of higher learning. The idea was to find out the factors that cause dissatisfaction in the working environment and vice versa. The objectives of the study were to analyze the influence of remuneration on job satisfaction, to examine the effects of promotion on job satisfaction, to find out the extent to which employee training influences job satisfaction, to assess the effect of employee benefits on job satisfaction and to analyze the effect of recognition on job satisfaction. A descriptive research design was used to target 95 employees. The researcher used census method to obtain a good number of staff from the various departments needed for the research. The data collection instruments that the researcher used will be structured. After the fieldwork, the researcher analyzed the questionnaires and the interview schedules using the regression analysis, content analysis and descriptive statistics. Majority of the employees indicated that remuneration influences job satisfaction. It was pointed out that if the amount is harmonized to be the same among similar posts in the organization, then this would influence job satisfaction leading to employee retention. All the respondents felt that a promoted employee gains status and prestige after promotion. This hence motivates them to work harder in order to be potential employees for promotion. Most of the respondents felt that training highly influences job satisfaction. Once one is trained they improve on skills required to perform particular types of work hence better job performance. It further adds to professionalism and competency on ones area of work. It was also pointed out that employee benefits boosts employee morale leading to greater job satisfaction. There was also an indication that if employees are recognized, they will achieve job satisfaction hence influencing staff retention. Based on the study findings, it was recommended that Tangaza College management should strive to pay its employees on the same level the same salary scale though the scale could be at different levels. A human resource policy handbook should be developed and the contents communicated to the employees so that they are all aware of the procedures of the organization. The benefits offered should be comprehensive enough such that the employees don't feel that they are given half the bread. Finally, financial rewards in terms of recognition should be sandwiched with non financial rewards such as promoting from within the organization, commending ones efforts for a job well done is enough to motivate an employee, recognizing staff on regular basis and all in all, providing capacity building training and promoting team building activities.