Every organization’s ability to retain customers and maintain its market share is based on its productivity. This is so that it serves as a representation of their worth and generates an appropriate demand for organizational service. This study was conducted to investigate the contributions of office workers’ motivation and job satisfaction on organizational productivity. In this study, the survey research methodology was used. The information was gathered from fifty-eight (58) National Social Insurance Trust Fund (NSITF) respondents who participated in the survey. Using the Granuer test, a null hypothesis was examined and rejected. According to the study’s findings, employee motivation, job satisfaction, and organizational productivity are all directly related. This research suggested creating effective workplace mechanisms to make sure that workers are performing at optimum to provide superior service.



1.1 Background of the study

Efficiency is a consistent component for each successful association. Associations gear towards powerful efficiency since it addresses their worth and drives a relating interest for hierarchical help. Hierarchical efficiency is the maintenance force of each and every association as it guarantees the dedication of its portion of the overall industry. Efficiency anyway can be alluded to as the amount of work that is achieved in a unit of time through the variables of creation. These variables incorporate innovation, capital, business venture, land and work. It is the connection among data sources and results and increments when an expansion in yield happens with a lesser than similar expansion in input. It additionally happens when equivalent measure of result is created utilizing less information sources (ILO, 2005). Bhatti (2007) and Qureshi (2007) were of the viewpoint that efficiency should be visible as a proportion of execution that incorporates both productivity and viability. It can likewise be alluded to as the proportion of result or creation limit of the specialists in an association. The relationship exists between the amount of data sources and results from a plainly characterized process. The presentation of a business which decides its proceeded with presence and improvement is generally subject to the level of efficiency of its laborers. As per Yesufu (2000) the flourishing of a country as well as friendly and monetary government assistance of its still up in the air by the degree of viability and effectiveness of its different sub parts.

Efficiency is an all out proportion of the effectiveness or ability to change inputs that is natural substances into completed items or administrations. All the more exactly, efficiency is an action that demonstrates how well fundamental assets are utilized to achieve determined targets as far as amount and quality inside a given time period. It is reasonable while estimating the genuine result created contrasted with the contribution of assets, thinking about time. Subsequently, efficiency proportions demonstrate the degree at which authoritative assets are really and effectively used to create wanted yields. Proficiency takes into account the time and assets expected to execute a given undertaking. Subsequently, it very well may be reasoned that viability and proficiency are critical indicators of productivity.However, efficiency is a component of powerful utilization of the multitude of elements of creation which human asset is the driver of different assets. The ramifications of this is that efficiency is exceptionally subject to the human component of creation. The way and way the human asset is facilitated and applied can decide the outcome joined to efficiency.

Flynn et al. (1995) guaranteed that there is a huge connection between center quality administration rehearses (specialized variables) and quality administration foundation (human elements); they referenced that the human factors emphatically influence the specialized elements. Their review, further, showed that the human variables by implication affect execution through their effect on specialized elements of value the executives. For sure, the human variables act to establish a fitting climate to carry out the specialized viewpoint; this reality alludes to the impact of the human elements on the execution of specialized factors. Then again, the human factors additionally influence hierarchical execution similarly that the customary human asset the executives influence association execution (Ahire et al., 1996).Besides, Ahire idea was like the case of Flynn et al. (1995); Ahire guaranteed that the human factors straightforwardly and in a roundabout way influence association execution. Moreover, Rahman and Bullock (2005) analyzed the connection between the delicate variables (human elements) and the hard factors (specialized factors) and their effect on association execution. They tracked down a positive connection between both delicate and hard factors and association execution, since the delicate factors straightforwardly influence the hard factors and association execution. They additionally tracked down aberrant connection between the delicate elements and association execution; the delicate factors in a roundabout way influence association execution through their immediate effect on the hard factors. Too, Abdullah et al. (2008) recommended that the successful execution of the delicate variables in the association assumes a focal part in the quality improvement, which acting to further develop execution and efficiency. Nonetheless, they analyzed the immediate and aberrant relationship of the delicate variables on association execution. Their outcomes tracked down direct beneficial outcome of delicate elements on association execution, and they likewise found circuitous impact of delicate variables on association execution through their immediate impact on quality improvement that goes about as a middle person factor for the connection between the delicate variables and association execution.

1.2 Statement of the Problem

Frequently a few workers could end up dependent upon more prominent requests and obligations than they are equipped for dealing with. They experience the ill effects of raised feelings of anxiety which can be impeding to a representative’s close to home and actual reactions, subsequently, causing difficulties for both the worker and the association (Leong, Furnham, and Cooper, 1996). Research has connected work precariousness to job uncertainty and job struggle (Chang, 2008) and showed that specific elements, for example, work over-burden and unfortunate working circumstances frequently bring about regrettable mental and actual wellbeing ramifications for representatives (Murphy, Cooper, and Payne, 1988). As per Schabracq and Cooper (2000), stress is a critical element of low inspiration and spirit which lead to low execution, high turnover, low work fulfillment, expanded non-appearance, and bad quality items and administrations. Absence of representative inspiration and occupation fulfillment can straightforwardly influence authoritative efficiency. Nigerian organizations accordingly should recognize the reason for low worker inspiration and foster system for to guarantee satisfactory work satisfaction.It depends on this reason that this study is attempted to inspect the Impacts Of Inspiration And Occupation Fulfillment On Office Faculty Towards Authoritative Efficiency.


Examining the impact of motivation and job satisfaction on office staff in order to increase productivity is the main goal of this study. This study specifically aims to:

Find out how motivation affects organizational productivity.

how work happiness affects the efficiency of a business.

the connection between corporate productivity, job happiness, and employee motivation.


Organization places a strong emphasis on staff output. The quantity of work that employees are asked to do demonstrates this. Organizations, particularly those in the private sector, would benefit from understanding their role in boosting worker productivity as well as the effect that motivation and job satisfaction have on total organizational productivity according to this study. The results of this study would be crucial for decision-makers like the Nigeria Social Insurance Trust Fund (NSITF), which is responsible for structuring the relationship between an employee and an employer.

1.5 Research Question

This study was guided by the following research questions:

What part does employee motivation play in raising productivity within an organization?

What effect does work satisfaction have on the efficiency of an organization?

Are employee motivation, job happiness, and organizational productivity related in any way?

1.6 Research Hypothesis

This study was guided by the following research questions:

H0: Organizational productivity is not influenced by employee motivation or work satisfaction.

Ha! Organizational productivity is a result of employee motivation and work happiness.

1.7 Scope and Limitation of study

This study was guided by the following research questions:

This study examines the relationship between employee motivation and job satisfaction and organizational productivity. The office staff is the study’s primary emphasis. Other elements might also impact organizational productivity. However, the focus of this study is on office staff. The results of this investigation were also restricted to the chosen company. This indicates that not all companies or organizations in the non-service business may be able to apply the results.

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