Human resource management varies across different countries on the basis of cultural, political, economic and social settings, and these results in diverse firms of practice. The disparity in human resource management modes of operations in organizations ensure that initiatives produced by their management teams are geared towards developing and retaining employees because they have been recognized as the most vital and competitive factor in the business environment of today. As such, the topic “Job satisfaction” has attracted a huge attention as well as argument in recent times. While most of its attributes have been studied, analyzed and validated mostly in developed countries, much less is understood about job satisfaction in developing economies such as Nigeria.
Right from the beginning of history, women have always been seen as subordinates to men. Due to this reason, men and women differ in personalities and also tend to differ in various areas in n organizations such as in their job mentation and the way they are treated. These areas such as the issues of pay, supervision, working conditions and many more are being considered in this research. However, not everyone wants the same act of a work situation.
Studies previously carried out in some western economies offer basic understanding in the topic area – Job Satisfaction and Gender Difference. Despite huge amount of literature on job satisfaction, the relationship between job satisfaction and gender has not fully been understood. Questions are still asked; questions such as:
- Does gender indeed affect job satisfaction? How and why?
- Is there really a gender gap in job satisfaction?
- Are men indeed more satisfied than women in organizations?
These are, but a few of the questions which could be asked relating to gender issues and job satisfaction. However, it can be assumed that different variables could be responsible for the level of job satisfaction among employees of which the presence of these variables would lead to a degree of satisfaction. This satisfaction also tends to cause an improvement in organizations’ efficiency.
Job satisfaction of both genders need to be understood in organizations. In addition, it is of importance to investigate the approaches to be adopted in order to lessen these differences. Hence, aside this dissertation being a modest attempt to fill this gap by examining gender difference, on job satisfactions of employees in Fidelity Bank Plc, Nigeria, it will contribute to literature by examining various reasons for gender differences.
This study followed up the research topic submitted and approved on March 23, 2010. This chapter will be outline as follows: the background of the study, its aims and objectives, statement of research problem, study rationale, definition of key terms, methodology, and scope of study, limitations, and finally, the dissertation structure
1.1 STUDY BACKGROUND