IMPACT OF JOB SATISFACTION ON WORKER PERFORMANCE IN PUBLIC SERVICE IN ENUGU A CASE STUDY OF MINISTRY OF EDUCATION

ABSTRACT
The topic of this project report on the Impact of Job Satisfaction on worker performance in Public service.  There was a time when it was considered sound economic policy for government to establish and invest in corporation and enterprises.  It was then agreed that public service were better for stimulating and accelerating natural economic development rather than private initiative. This research therefore aimed at investigating, identifying, analysis and presenting research findings on the Impact of Job Satisfaction on employee performance. To achieve the above aims, research hypothesis were formulated to that whether promotion has no impact on job satisfaction, there is no relationship between salary and job satisfaction and conducive environment does not contribute to job satisfaction in public service. The researcher made use of research questionnaire, which were designed and distributed to staff of these public service. The method of analysis is the use of tables, percentage and chi-square.  The major finding of the research is that promotion has a significant relationship with job satisfaction, there is relationship between salary and job satisfaction and conductive environment contribute to job satisfaction among employee in public service. In view of the above findings the study recommended that: 1. Public service should see increase/prompt payment as a motivation factor, that can increase productivity in the organization. 2. Government should use employee inputs as a criteria for promotion of workers, because most of these workers in government are idle. 3. Government should make the working environment conducive, so that the workers, can see their working environment as their second home. 4. Public service should adopt management by objective in which employee should be part in decision making of the organization so that all hands will be on deck. 5. The structure of the organization should be restructure so that there will be cordial relationship between the employees and employer. 6. Working conditions should be improved and sustainable to enhance performance. 7. Management should be sensitive to the difference in needs and values among the employee.  Every individual is unique and will respond differently to attempts to motive him or her. 8. Management should be sensitive to employees, complaints about low pay and unchallenging work.  Too often management delude them into thinking that employees dissatisfaction can be lessened by painting work area piping in music, giving out a few more words of praise, or giving people longer work breaks.