ABSTRACT
This research project is on Fringe Benefits and Employees Job Satisfaction in Nigerian Port Authority. This research work is generally about the Benefits and Employees Job Satisfaction Public Sector. 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. Structured questionnaire was used for the collection of data and other important information for this study. The questionnaire was structured into three (3) sections. Section A is meant to obtain information on the socio demographic profile of respondents. 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). 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. Satisfaction might be found in “sacrificial labour,” otherwise referred to as labour of love. Uppermost in our minds should be the quest for self-actualization described by Maslow. In reference to the research study on fringe benefits and employees job satisfaction in the public sector, there is need for further review of different types of fringe benefits as practiced in both private and public sector, the management should also review the welfare package of the members of staffs, to increase their level of motivation and job satisfaction.The result of the study reveals that Nigerian Port Authority has performed fairly well, but it can improve on its achievements making the sky its limits if these recommendations are viewed with rapt attention. The management of Nigeria Port Authority should provide buses to convey workers from the company premises to their various homes. This will definitely reduce the degree of lateness to work, at the same time, increase their morale.
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. Interest in organizational commitment has therefore been stimulated largely because evidence in the research literature has it that commitment reduces turnover and increases performance. A reduction in turnover could be an indication of a high level of commitment and performance. An increase in turnover on the other hand could amount to a low level of organizational commitment and performance. This is because a high level of organizational performance can be achieved only when an organization has a committed labour force.
With the introduction of monetization and fringe benefits policy in 2005, civil servants have been paid certain percentage of their basic salary as fringe benefits which are added to the basic salary, meaning an increment in salary of workers. Although, there is much academic debate on the extent to which additional income is a direct motivator (Nwagwu, 2007).