Job Satisfaction Level for Proactive Management: A Case Study at Jovay Mine Ghana Limited

James Obiri-Yeboah

doi:doi:10.11648/j.jhrm.201200802.15

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Job Satisfaction Level for Proactive Management: A Case Study at Jovay Mine Ghana Limited

James Obiri-Yeboah

Published in Journal of Human Resource Management (Volume 8, Issue 2)

Received: 24 February 2020 Accepted: 9 March 2020 Published: 1 April 2020

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Abstract

This study review the important of job satisfaction facets in production arena of Jovay Gold Company limited, Process Plant. It aims at rectifying the various shortfalls of using worst case scenario to enhance improvement. Clearly, the paper developed a model or steps for prioritizing the various job satisfaction parameters to enhance the focus of management control on the critical overall employee job satisfaction dependency factor that will maximize profit. The lack of systemic priority model for job satisfaction parameters in the company is a gap which needed to be eradicated to overcome the dilemma situation of predicting which job satisfaction parameters (factor) to handle at a given time. The paper provides rout for evaluating given data to form priority ranking for job satisfaction parameters. The priority model staircase of step 1, 2, 3, 4, 5 and 6 provided by this research corresponds to data collation, data analysis into job satisfaction score, summarizing of scores into overall percentage scores, trendline options analysis of data, selection of best fit trendline option by comparing the of respective R2 values and ranking R2 of best fit trendline according to their relationship strength option. Additionally, equation for the best fit trendline options are developed to provide the arena or model for predicting the probable level for future job satisfaction focus for managerial key performance indications. The total samples of 60 were subjected to statistical evaluation, a standard of 8.71% and error of ±2.21% (±0.0221) were obtained for the given data.

Published in	Journal of Human Resource Management (Volume 8, Issue 2) This article belongs to the Special Issue Job Satisfaction Level for Proactive Management
DOI	10.11648/j.jhrm.201200802.15
Page(s)	76-84
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2024. Published by Science Publishing Group

Keywords

Job Satisfaction, Facet, Dilemma, Priority, Ambivalence and Ranking

References

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[5]	Thiagaraj D. and Thangaswamy A. (2017). Theoretical Concept of Job Satisfaction -A Study. International Journal Of Research –Granthaalayah, Vol. 5 (Iss. 6), June, 2017 464 pp. Retrieve from http://granthaalayah.com/Articles/Vol5Iss6/56_IJRG17_A06_436.pdf.
[6]	Saari, L. M, and Judge, T. A. (2004). Employee attitudes and job satisfaction. Human Resource Management, Winter 2004, Vol. 43, No. 4, Pp. 398. Retrieved from https://www.utm.edu/staff/mikem/documents/jobsatisfaction.pdf.
[7]	Human Resource Report, (2018). Yearly Human Resource Report. Human Resource department of the Jovay Mine Ghana limited. 5pp.
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[9]	McGregor J. (2017). Job satisfaction is up, but still well below one-time highs. Retrieved from https://www.washingtonpost.com/news/on-leadership/wp/2017/09/01/job-satisfaction-is-up-but-still-well-below-one-time-highs/?noredirect=on&utm_term=.cf0a7fb5f5a2.
[10]	Böckerman, P. and Ilmakunnas, P. (2010). The job satisfaction-productivity nexus: A study using matched survey and register data Retrieved from https://helda.helsinki.fi/bitstream/handle/10138/17378/thejobsa.pdf?sequence=1.
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James Obiri-Yeboah. (2020). Job Satisfaction Level for Proactive Management: A Case Study at Jovay Mine Ghana Limited. Journal of Human Resource Management, 8(2), 76-84. https://doi.org/10.11648/j.jhrm.201200802.15

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ACS Style

James Obiri-Yeboah. Job Satisfaction Level for Proactive Management: A Case Study at Jovay Mine Ghana Limited. J. Hum. Resour. Manag. 2020, 8(2), 76-84. doi: 10.11648/j.jhrm.201200802.15

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AMA Style

James Obiri-Yeboah. Job Satisfaction Level for Proactive Management: A Case Study at Jovay Mine Ghana Limited. J Hum Resour Manag. 2020;8(2):76-84. doi: 10.11648/j.jhrm.201200802.15

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@article{10.11648/j.jhrm.201200802.15,
  author = {James Obiri-Yeboah},
  title = {Job Satisfaction Level for Proactive Management: A Case Study at Jovay Mine Ghana Limited},
  journal = {Journal of Human Resource Management},
  volume = {8},
  number = {2},
  pages = {76-84},
  doi = {10.11648/j.jhrm.201200802.15},
  url = {https://doi.org/10.11648/j.jhrm.201200802.15},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.201200802.15},
  abstract = {This study review the important of job satisfaction facets in production arena of Jovay Gold Company limited, Process Plant. It aims at rectifying the various shortfalls of using worst case scenario to enhance improvement. Clearly, the paper developed a model or steps for prioritizing the various job satisfaction parameters to enhance the focus of management control on the critical overall employee job satisfaction dependency factor that will maximize profit. The lack of systemic priority model for job satisfaction parameters in the company is a gap which needed to be eradicated to overcome the dilemma situation of predicting which job satisfaction parameters (factor) to handle at a given time. The paper provides rout for evaluating given data to form priority ranking for job satisfaction parameters. The priority model staircase of step 1, 2, 3, 4, 5 and 6 provided by this research corresponds to data collation, data analysis into job satisfaction score, summarizing of scores into overall percentage scores, trendline options analysis of data, selection of best fit trendline option by comparing the of respective R2 values and ranking R2 of best fit trendline according to their relationship strength option. Additionally, equation for the best fit trendline options are developed to provide the arena or model for predicting the probable level for future job satisfaction focus for managerial key performance indications. The total samples of 60 were subjected to statistical evaluation, a standard of 8.71% and error of ±2.21% (±0.0221) were obtained for the given data.},
 year = {2020}
}

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TY  - JOUR
T1  - Job Satisfaction Level for Proactive Management: A Case Study at Jovay Mine Ghana Limited
AU  - James Obiri-Yeboah
Y1  - 2020/04/01
PY  - 2020
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DO  - 10.11648/j.jhrm.201200802.15
T2  - Journal of Human Resource Management
JF  - Journal of Human Resource Management
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AB  - This study review the important of job satisfaction facets in production arena of Jovay Gold Company limited, Process Plant. It aims at rectifying the various shortfalls of using worst case scenario to enhance improvement. Clearly, the paper developed a model or steps for prioritizing the various job satisfaction parameters to enhance the focus of management control on the critical overall employee job satisfaction dependency factor that will maximize profit. The lack of systemic priority model for job satisfaction parameters in the company is a gap which needed to be eradicated to overcome the dilemma situation of predicting which job satisfaction parameters (factor) to handle at a given time. The paper provides rout for evaluating given data to form priority ranking for job satisfaction parameters. The priority model staircase of step 1, 2, 3, 4, 5 and 6 provided by this research corresponds to data collation, data analysis into job satisfaction score, summarizing of scores into overall percentage scores, trendline options analysis of data, selection of best fit trendline option by comparing the of respective R2 values and ranking R2 of best fit trendline according to their relationship strength option. Additionally, equation for the best fit trendline options are developed to provide the arena or model for predicting the probable level for future job satisfaction focus for managerial key performance indications. The total samples of 60 were subjected to statistical evaluation, a standard of 8.71% and error of ±2.21% (±0.0221) were obtained for the given data.
VL  - 8
IS  - 2
ER  -

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Author Information

James Obiri-Yeboah

Metallurgy Department, Akroma Gold Company Limited, Nkawkaw, Ghana

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APA Style

James Obiri-Yeboah. (2020). Job Satisfaction Level for Proactive Management: A Case Study at Jovay Mine Ghana Limited. Journal of Human Resource Management, 8(2), 76-84. https://doi.org/10.11648/j.jhrm.201200802.15

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ACS Style

James Obiri-Yeboah. Job Satisfaction Level for Proactive Management: A Case Study at Jovay Mine Ghana Limited. J. Hum. Resour. Manag. 2020, 8(2), 76-84. doi: 10.11648/j.jhrm.201200802.15

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AMA Style

James Obiri-Yeboah. Job Satisfaction Level for Proactive Management: A Case Study at Jovay Mine Ghana Limited. J Hum Resour Manag. 2020;8(2):76-84. doi: 10.11648/j.jhrm.201200802.15

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@article{10.11648/j.jhrm.201200802.15,
  author = {James Obiri-Yeboah},
  title = {Job Satisfaction Level for Proactive Management: A Case Study at Jovay Mine Ghana Limited},
  journal = {Journal of Human Resource Management},
  volume = {8},
  number = {2},
  pages = {76-84},
  doi = {10.11648/j.jhrm.201200802.15},
  url = {https://doi.org/10.11648/j.jhrm.201200802.15},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.201200802.15},
  abstract = {This study review the important of job satisfaction facets in production arena of Jovay Gold Company limited, Process Plant. It aims at rectifying the various shortfalls of using worst case scenario to enhance improvement. Clearly, the paper developed a model or steps for prioritizing the various job satisfaction parameters to enhance the focus of management control on the critical overall employee job satisfaction dependency factor that will maximize profit. The lack of systemic priority model for job satisfaction parameters in the company is a gap which needed to be eradicated to overcome the dilemma situation of predicting which job satisfaction parameters (factor) to handle at a given time. The paper provides rout for evaluating given data to form priority ranking for job satisfaction parameters. The priority model staircase of step 1, 2, 3, 4, 5 and 6 provided by this research corresponds to data collation, data analysis into job satisfaction score, summarizing of scores into overall percentage scores, trendline options analysis of data, selection of best fit trendline option by comparing the of respective R2 values and ranking R2 of best fit trendline according to their relationship strength option. Additionally, equation for the best fit trendline options are developed to provide the arena or model for predicting the probable level for future job satisfaction focus for managerial key performance indications. The total samples of 60 were subjected to statistical evaluation, a standard of 8.71% and error of ±2.21% (±0.0221) were obtained for the given data.},
 year = {2020}
}

Copy | Download

TY  - JOUR
T1  - Job Satisfaction Level for Proactive Management: A Case Study at Jovay Mine Ghana Limited
AU  - James Obiri-Yeboah
Y1  - 2020/04/01
PY  - 2020
N1  - https://doi.org/10.11648/j.jhrm.201200802.15
DO  - 10.11648/j.jhrm.201200802.15
T2  - Journal of Human Resource Management
JF  - Journal of Human Resource Management
JO  - Journal of Human Resource Management
SP  - 76
EP  - 84
PB  - Science Publishing Group
SN  - 2331-0715
UR  - https://doi.org/10.11648/j.jhrm.201200802.15
AB  - This study review the important of job satisfaction facets in production arena of Jovay Gold Company limited, Process Plant. It aims at rectifying the various shortfalls of using worst case scenario to enhance improvement. Clearly, the paper developed a model or steps for prioritizing the various job satisfaction parameters to enhance the focus of management control on the critical overall employee job satisfaction dependency factor that will maximize profit. The lack of systemic priority model for job satisfaction parameters in the company is a gap which needed to be eradicated to overcome the dilemma situation of predicting which job satisfaction parameters (factor) to handle at a given time. The paper provides rout for evaluating given data to form priority ranking for job satisfaction parameters. The priority model staircase of step 1, 2, 3, 4, 5 and 6 provided by this research corresponds to data collation, data analysis into job satisfaction score, summarizing of scores into overall percentage scores, trendline options analysis of data, selection of best fit trendline option by comparing the of respective R2 values and ranking R2 of best fit trendline according to their relationship strength option. Additionally, equation for the best fit trendline options are developed to provide the arena or model for predicting the probable level for future job satisfaction focus for managerial key performance indications. The total samples of 60 were subjected to statistical evaluation, a standard of 8.71% and error of ±2.21% (±0.0221) were obtained for the given data.
VL  - 8
IS  - 2
ER  -

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