Organizational Fairness, Career Development and Employee Job Satisfaction of Paint Manufacturing Firms in South-East, Nigeria

Abstract

The study examined the relationship between organizational climate and employee job satisfaction of paint manufacturing firms in South-East, Nigeria. The study was motivated by challenges within the paint manufacturing sub-sector, which continue to undermine employee job security and access to promotion. Specifically, the study evaluated the relationship between organizational fairness and job security; and investigated the relationship between career development and promotion opportunities of paint manufacturing firms' employees in South-East, Nigeria. Two research questions and hypotheses were developed in line with the specific objectives. The study was anchored on Herzberg's Two-Factor Theory, Social Exchange Theory, and the Job Characteristics Model. A survey research design was adopted. The population comprised 2,650 employees drawn from 20 paint manufacturing firms across the five states of South-East Nigeria (Abia, Anambra, Ebonyi, Enugu, and Imo), with a sample size of 398 respondents determined using Borg and Gall's (1973) formula and drawn proportionately using a stratified random sampling technique. Data were collected using a structured five-point Likert-scale questionnaire, validated through expert review for content and construct validity, and tested for reliability using Cronbach's Alpha, which yielded a coefficient of 0.78. Out of 398 copies of questionnaire administered, 358 copies representing 89.9% were correctly completed and valid for analysis. Data were analyzed using the Pearson Product Moment Correlation Coefficient at a 0.01 level of significance with the aid of SPSS version 23. The findings revealed a strong positive and significant relationship for both objectives. The study concluded that organizational fairness and career development significantly enhance job security and promotion opportunities among employees of paint manufacturing firms in South-East Nigeria. It was recommended that management should ensure fairness in organizational policies and invest in structured career development programmes to sustain employee job satisfaction.