EXAMINING THE LINK BETWEEN JOB AUTONOMY AND EMPLOYEE JOB SATISFACTION AT THE FEDERAL INLAND REVENUE SERVICE (FIRS)

Abstract

Organizations struggle to balance structure and flexibility, affecting how autonomy influences job satisfaction. Although autonomy can enhance motivation, its impact depends on support and feedback, which are often overlooked in structured, hierarchical settings. This study examined the relationship between job autonomy and employee job satisfaction at the Federal Inland Revenue Service (FIRS) in Lagos, Nigeria. A survey research design was adopted, targeting 180 employees selected through stratified and simple random sampling to ensure fair representation across staff categories. Data were collected through a structured questionnaire, with 150 valid responses analysed using descriptive statistics and Pearson’s correlation. Findings revealed a moderate but statistically significant positive relationship between job autonomy and job satisfaction (r = 0.541, p = 0.006), implying that employees with greater discretion over their work exhibit higher satisfaction levels. Although autonomy does not solely determine satisfaction, it contributes meaningfully to positive job attitudes. It was concluded that increased autonomy enhances employee job satisfaction and motivation. It was further recommended that FIRS and similar organizations review their job structures to safely expand decision-making freedom, provide clear expectations and feedback, and maintain supportive work conditions that allow employees to utilize autonomy effectively for improved organizational outcomes.