Impact Of Supervisory Function On Employees Job Satisfaction

This study was carried out to examine the impact of supervisory function on employees job satisfaction using Nigeria Bottling Company Aba, Abia State as a case study. The study was specifically carried out to determine whether there is a significant relationship between supervision and employees job satisfaction, appraise the extent supervisors" task-related and personal support enhances employees job satisfaction, ascertain the impact of supervisors demonstrating support on the employees job satisfaction, and find out the influence of supervisory function on the job satisfaction of employees. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprise of staff of Nigeria Bottling Company Aba, Abia State. In determining the sample size, the researcher conveniently selected 57 respondents and 50 were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables, and mean scores. While the hypotheses were tested using Chi-square statistical tool. The result of the findings reveals that there is a significant relationship between supervision and employees job satisfaction. The study also revealed that supervisory function has a significant influence on the job satisfaction of employees as it aids employees growth and development, improves employee"s attitude towards, accelerates and facilitates task completion efficiency, and improves employees job retention. Therefore, it is recommended that the company should state clear objectives when using supervision, supervision must be more of ideas sharing and participatory than conventional or control oriented in order to improve on performance. In order to gather a wide range of knowledge as well as technical and inter personal skills, as indicated that when employee are given the opportunity to use their abilities and skills, they utilized their talents and perform wonderfully. To mention but a few.

Introduction

1.1 Background to the Study

Job satisfaction is a concept that authors have been dealing with for many years and many definitions for job satisfaction were used (Locke, 1976; Cook et al., 1981; Robbins, 2005; Gupta et al., 2014; Lu et al., 2012; Qureshi & Hamid, 2017; Roberts & Meredith, 2020).
Job satisfaction is defined as an attitude that individuals have about their work. That is the extent to which people feel positive or negative about the intrinsic aspects and/or extrinsic job. King and Williamson (2005) stated that job satisfaction is the difference between expectations implied by someone who has the job of contributions do with the fact that they expect. Of some opinion above it can be concluded that job satisfaction is a response someone on what they expect when working with what they get after they do the job. Where it is relating to the employment situation, cooperation between employees, benefits and factors other. If there is a small difference between what is expected to what we get then that person will feel satisfied as well vice versa (Millán, Hessels, Thurik, and Aguado, 2013). Cost (2001) portrays job satisfaction as a compelling introduction that representatives have towards their work environment. Job satisfaction is characterized as a degree to which representative likes their life history. It highlights the particular occupation environment where a representative performs his obligations and mirrors the most substantial parts of the work. Mowday et al. (1982) state job satisfaction is primarily an effective response of individuals toward their workplace. Job attitude is as well set as the position of workers toward the organization, the job, their fellow workers, and other psychological objects in the workplace environment. A confident position toward these aspects shows attitude and vice versa, (Beer, 1964). Lu, Barriball, Zhang, and While (2012) in the field of empirical testing of job attributes from the private and public sector managers suggest that job satisfaction is a mishmash of psychological, physiological, environmental circumstances which realizes the soul to express the individual to express the satisfaction with job.

The job satisfaction concept expresses how much a given person is satisfied with her work. Job satisfaction is then related to performance, motivation, leadership, moral approach, life satisfaction, etc. (Abuhashesh et al., 2019; Parvin & Kabir, 2011). It has a significant place in the efficiency of business organizations because the satisfied employee (usually motivated to work) = happy employee = successful employee (with increased work performance) (Aziri, 2011; Raziq & Maulabakhsh, 2015). It was also found that "firms with higher employee satisfaction have a lower cost of equity" (Fu et al., 2023). Job satisfaction is affected by several factors, in more recent literature e.g., Spector (1997) described extrinsic factors as working conditions (physical and social), job security and remuneration, and intrinsic factors as the relationship with colleagues, recognition, and advancement (Spector, 1997). A few years later other authors mentioned five aspects of job satisfaction (Tentama, 2020).

Although different authors talk about different aspects of job satisfaction, Spector"s (1985) nine aspects of job satisfaction are often used - Pay, Promotion, Supervision, Benefits, Co-workers, Nature of work, and Communication (Spector, 1985). Each aspect can be specified and if we focused on supervision, it "covers employees" perception, reaction, and emotion towards the supervision quality and leadership style of their leader" (Tentama, 2020). Supervision also includes a leader´s attention to employees or participation in the decision-making process (Tentama, 2020).

Supervision is an activity that involves getting the job done with an established plan and a desired result (Lubis, 2015). The supervisor needs to ensure that duties and responsibilities are assigned to an employee who has attained minimum qualifications and the roles are clearly understood. Performance supervision is intended to improve learning from experience and learning through doing, guided by the policies and procedures governing the institution. Improvement in efficiency to achieve competitive advantage is among the many ways in which organizations make use of their employees, (Ataullah & Sahota, 2014). In the management of employees" performance by increasing and sustaining high output continuously, flexibility has proven to be a vital intervention tool for leaders and human resources. This not only supports the development of good work but aims to concretize supervision management in an organised harmonious work environment, (Kelly, Rofcanin, Heras, Ogbonnaya Marescaux & Bosch,2020).

Supervision significantly affects job satisfaction (Mahlangu & Govender, 2015). The direct and indirect effect of supervision on job satisfaction was found, and it could be stated, that the better the supervision, the higher job satisfaction (job satisfaction can be increased by supervision) (Hidayatullah et al., 2020). The supervisor"s behavior needs to be paid attention to in the company because it affects either work engagement and performance but workplace spirituality too (which has positive effects on burnout, well-being, and job satisfaction) (De Carlo et al., 2020). This study aims to determine whether the answers of non-supervisory and manager/supervisory employees differ in job satisfaction and how individual groups evaluate the sub-questions focused on information about the relationship with the supervisor and communication in the company.

1.2 Statement of Problem

Supervision is an effective tool that could be used to promote good results as far as Employee job satisfaction is concerned. It is also acknowledged that there is always a link between supervision and effective work, but this will be perfectly true only when the needed resources and commitment are available and are put to judicious use (Wiles., 1996). Though Employee job satisfaction may not be the only criterion for measuring effectiveness of supervision, it is important that all stake holders of firms make it relevant to be used here as a proxy for measuring effectiveness of supervision.There is a positive influence of supervision and professionalism on job satisfaction (Cand, 2017).

The supervisor monitors job performance, conveys professional values, knowledge, and skills, and provides emotional support to the supervisee (Harkness, 2002); (; (Tsui, the rooths of social work supervision ;An historical review the clinical supervision, 1997). Most academic literature written in the area of the private company in Nigeria have concerned on the role and the relationships of private company with public company (Desta,2011) and activities, challenges and opportunities of private company in Nigeria (Yasin, 2016).

Despite the efforts by some companies to train employees, organize seminars and increase employee salaries in a bid to improve employee performance and job satisfaction, it has continued to record very low employee performance over the years; yet performance of employees forms the basis of organizational productivity. There have been cases of poor supervision from the superiors which contributes on the poor employee performance (Desta,2011). This, therefore, compelled the researcher to examine the impact of supervisory function on employees job satisfaction.

1.3 Objective of the Study

The overall aim of this study is to critically examine the impact of supervisory function on employees job satisfaction. Hence, the study will be channeled to the following specific objectives;

Determine whether there is a significant relationship between supervision and employees job satisfaction.

Appraise the extent supervisors" task-related and personal support enhances employees job satisfaction.

Ascertain the impact of supervisors demonstrating support on the employees job satisfaction.

Find out the influence of supervisory function on the job satisfaction of employees.

1.4 Research Question

The study will be guided by the following questions;

Is there a significant relationship between supervision and employees job satisfaction?

What is the extent supervisors" task-related and personal support enhances employees job satisfaction?

What is the impact of supervisors demonstrating support on the employees job satisfaction?

What are the influence of supervisory function on the job satisfaction of employees?

1.5 Research Hypothesis

Ho: There is no significant relationship between supervision and employees job satisfaction.

Ha: There is a significant relationship between supervision and employees job satisfaction.

1.6 Significance of the Study

The finding and recommendation of this study would help as an input for Companies to improve its supervisory activities to benefit both employee and the organization as well as to improve employee and supervision (managerial relationships) and to create an enabling work environment. It would also help policy maker to understand problem and possible solution to give research based solutions. Therefore, the main significant of the study are the following.

The finding will help the company to reveal weakness and strength of current supervision system of the company to enable management rectify weakness and to maintain strength; The study will help also to bring attitudinal change in the part of supervision and manager towards the employee performance of the organization The study can also serve as an insight for further research on the topic.

1.7 The Scope of the Study

This study was limited to the impact of supervisory function on employees job satisfaction however the study will be delimited to Nigeria Bottling Company Aba, Abia State.

1.8 Limitation of the Study

Like in every human endeavour, the researcher encountered slight constraints while carrying out the study. Insufficient funds tend to impede the efficiency of the researcher in sourcing for the relevant materials, literature, or information and in the process of data collection, which is why the researcher resorted to a limited choice of sample size. More so, the researcher simultaneously engaged in this study with other academic work. As a result, the amount of time spent on research will be reduced.

Moreover, the case study method utilized in the study posed some challenges to the investigator including the possibility of biases and poor judgment of issues. However, the investigator relied on respect for the general principles of procedures, justice, fairness, objectivity in observation and recording, and weighing of evidence to overcome the challenges.

1.9 Definitions of Terms

Supervision:

Supervision means: determining what has been done, that evaluates the performance and if necessary apply corrective measures so that the work will correspond with plan.

Satisfaction:

This is a feeling of happiness of pleasure because you have achieved something or get what you wanted.

1.10 Organization of the Study

This research work is organized in five chapters, for easy understanding, as follows.

Chapter one is concern with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study.

Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature.

Chapter three deals on the research design and methodology adopted in the study.

Chapter four concentrate on the data collection and analysis and presentation of finding.

Chapter five gives summary, conclusion, and recommendations made of the study.

• Human Resource / Personnel Management Project Topics and Materials