1.0 Introduction
Stress has become one of the most serious health issues of the twentieth century, a problem not just for individuals in terms of physical and mental disability, but for employers and government who have started to asses the financial damage. The problem of occupational stress is particularly relevant for countries undergoing enormous economic and economic change. Nigeria is one of such society, with transformation of the industrial structure from labor-intensive to technology-intensive, as well as rapid westernization in both work and life styles. In this context, it is important for psychologists, occupational physicians, managerial executives and even government policy-makers to understand the problem of occupations stress, and to produce practical guidelines and interventions to enhance employee, well-being.
Recent efforts to improve organizational performance have begun to emphasize positive organizational behavior concepts and positive emotions (Cameron, Dutton & Quinn, 2003; Leiter & Bakker, 2009; MayGilson & Harter 2004; Bakker & Schaufeli; 2008. This includes concepts such as optimism and engagement, trust.
As a prelude to other parts of this study, this chapter will discuss the background upon which this study was initiated, the statement of problems that led to this study, the Aim and Objectives of the study. Others are Significance of the study, Scope of work, Research hypothesis and questions, Limitation of the study and Definition of technical terms.
1.2 Background to the Study
Psychological well being has been found to be related to both work and personal life outcomes. In other words, although co-relational, the inference from this research would prove that one’s psychological well being levels to desired outcomes at work and in life.
Worrall & Cooper (2006) recently reported that a low level of well-being at work is estimated to cost about 5-10% of gross National Product per annum, yet quality of working life as a theoretical construct remains relatively unexplored and unexplained within the organizational psychology research literature.
Within the behavior sciences in general and occupational health psychology in particular, there has been a specific focus on the importance of well being both physical and mental health, in affecting success in many life situations, including the work place. Indeed Seligman Steen, Park & Peterson (2005) challenged the field by asking “can psychologist take what they have learned about the science and practice of treating mental illnesses and use it to create a practice of making people lastingly happier?".
A recent publication of National Institute of Clinical Excellence (NICE) (2007) emphasizes the core role of assessment and understanding of the way working environments pose risks for psychological well-being through lack of control and excessive demand the emphasis placed by the National Institute of Clinical Excellence on assessment and monitoring well being springs from the fact that these processes are the key first step in identifying views for improving quality of working life and addressing risks at work.
Why do people work hard and does their motivation for working long hours in terms of their satisfaction and well being? Several streams of research based on these questions. First, a growing body of research on workaholism has shown that different types of workaholics exist (Scott, Moore & Miceli. 1997; Spence & Robbins 1992) and that some types of seem to be work satisfied and psychologically health while other types are dissatisfied with their jobs and careers, with their family relationships and in psychological distress (Buelens & Poelmans, 2004; Burke, 2007; Machlowitz, 1980; Kanni, Waskabayash: & Fling, 1996; Robinson, 1998; Spence & Robbins, 1992B).
Second, extensive research on sources of motivation (e.g., the effects of intrinsic versus extrinsic goals) and different processes or motivations for realizing these goals (e.g. internal versus external motivations) — the “what” and “why” of goal pursuits — has shown that individuals motivated by extrinsic goals and external sources of motivation report lower levels of satisfaction and psychological health (Deci & Ryan, 1985; 2000, Deci, Koestner & Ryan, 1999, Ryan & Deci 2000). Burke (2007) has shown that different types of workaholics are motivated by different beliefs and fears about people and their larger social and work environment.
1.3 Statement of Problem
Investigation revealed that job motivation has been more widely studied, while quality of working life and also the psychological well being of employees, remains relatively unexplored and unexplained. Although some authors have emphasized the workplace respects of quality of working life, others have identified the relevance of personality factors, psychological well being, and broader concepts of happiness and life satisfaction.
Another reason for this study is to see if there is a relationship between motivating factors in the workplace and the extent to which an individual or employee feels good or content in themselves, in a way which may be independent of their work situation. It is suggested that general well being of individuals or employee’s both influences, and is influenced by work. Mental health problems, predominantly depression and anxiety disorders are common, and may have a major impact on the general well being of the employees in an organization.
When employees are motivated at work, it make the employees feel they can control their work through the freedom of expressing their opinions and also the opportunity given them to be involved in decisions making at work. Another aim for the study was to understand the relationship between stressful experiences, behavior and health and how motivation comes to play in the experiences.
1.4 Aim and Objectives of Study
The main aim of the study is investigating the relationship between employee motivation and their psychological well being.
Specifically, the following are the objectives of the study which includes:
- To verify if there is evidence for relationships between some job stressors or well being and organizational citizenship behavior.
- To examine the positive and high workplace performance which will yield high productivity for an organization and even spread into the economy of a state or country as a whole.
This can be achieved when employees are well motivated and this motivation in turn affects or influences the psychological well being of the employee in the workplace. The study may provide a good enough basis for effective intervention.
Lastly the study may bring more light on how job motivation influences the quality of work performance which in turn affects quality of life.
1.5 Significance of Study
The significance of the study is to determine the importance of motivation in the workplace and how this in turn will contribute to the progress of the organization through a high level of performance.
The findings will also contribute to knowledge and enlightenment on the important of motivating employees which would in turn flourish high performance culture in organizations.
The study upon completion will help make clear the relationship between job motivation and psychological well being of employees in the workplace and in the home front.
1.6 Scope of Study
The area of coverage of the study is Alagbado area of Lagos State. The study will take place among the employees of organizations in both public and private schools and among staff of Daar Communication Plc.
1.7 Operational Definition of Variables
Motivation:
It is the stimulation that causes the creation of aroused, sustained and directed behavior. This behavior will in turn lead individuals to work and perform better.
Well-Being:
In this study, is general health and happiness: emotional and physical. Psychological well being is multi-faceted.
Job Performance:
The accomplishment of a given task measured against preset known standards of accuracy, completeness, cost and speed.
Workplace:
A place such as an office or factory where people are employed.
