International Journal of Sub-Saharan African Research (IJSSAR)

Background: Job satisfaction is critical for organisational performance in public sector institutions. The Nigeria Immigration Service faces performance challenges despite technological upgrades. This is more so at the Niger State Command, where despite the introduction of policy reforms, technological upgrades, and capacity-building initiatives. This suggests that underlying factors affecting employee productivity and service delivery have not been adequately addressed, leading to persistent inefficiencies in operations such as passport processing and border management. There have been studies on employee performance across sectors, but limited attention has been given to the Nigeria Immigration Service. This study therefore provides empirical evidence on the factors responsible for the persistent productivity challenges, addressing existing practical, empirical, and policy gaps. Objectives: To investigate the effect of job satisfaction (job design, compensation, working conditions, interpersonal relationships) on employee performance in the Niger State Command. Methods: A descriptive quantitative survey was conducted with 248 personnel selected using Krejcie and Morgan (1970) sample size table from the total population, Data were collected using a structured 5-point Likert scale questionnaire and analysed using SPSS, the questionnaire data were coded and analyzed using the IBM SPSS Statistics, applying descriptive statistics such as frequencies, percentages, mean, and standard deviation to summarize respondents’ demographics and research questions. while inferential statistics, specifically the Chi-square (?²) test, were used to examine the relationship between job satisfaction variables and employee performance at a 0.05 level of significance. Results: Job design showed significant influence on employee performance (?Z = 17.53, p = 0.041). However, compensation (?Z = 5.15, p = 0.821), working conditions (?Z = 5.29, p = 0.808), and interpersonal relationships (?Z = 5.92, p = 0.748) showed no significant effects. Satisfied employees demonstrated 30% increased productivity, 25% improved efficiency, and 40% enhanced commitment. Conclusions: Job design is the most critical factor affecting performance in the Niger State Command, suggesting need for holistic motivational strategies. Unique Contributions: This study is significant as it offers insights into how job satisfaction affects employee performance in the Nigeria Immigration Service (NIS), Niger State Command. It guides policymakers in improving job design, compensation, working conditions, and interpersonal relationships, enhancing organizational efficiency and service delivery, contributes empirical evidence to knowledge on public sector performance, provides a framework for future research, and offers practical benefits for employees’ well-being and productivity. Key Recommendations: To enhance employee performance, clearly define roles aligned with competencies, offer growth opportunities, and provide fair, transparent compensation with recognition. Additionally, improve workplace conditions, promote work-life balance, and foster collaboration, trust, and effective communication through team-building and leadership development.