In this in-depth survey of factors affecting job satisfaction of secondary school teachers in Uganda, taking Bushenyi District as a case study.The study looks at the effect of gender,age, tenure and level of qualification as well as job related factors on secondary school teachers' job satisfaction.The author comes up with a number of recommendations to improve teachers' job satisfaction so as to improve the standard of education in the District and the country at large.
Teachers are the builders of the Nation. They are the agents of social change. Whther they are satisfied with their job or not acts as a main determinant of qualitative education. When the teachers are satisfied with their jobs, we will automatically get good results in the field of education. The good results achieved in the field of education automatically affects a nation's every aspect whether that will be social, economic, political or technological field. So it is necessary to know their satisfaction with the teaching profession.
"Teachers are Nation Builders" Job satisfaction of teachers is very essential for sustained growth of educational system.Teachers from an important force in the development of society. The book entitled as job satisfaction of school teachers that eminates from the research work of R.Renuka has very vividly brought out the hidden factors that explain job satisfaction of school teachers.Decidedly,job satisfaction of teachers and their aspiration become contingent for effective teacher behavior in classroom by accommodating to various challenges of planning and designing the classroom situation. The sequencing of ideas , lucidity in the communication and meticulous presentation imbibing lot of skill and insight have made the book bearing value education planners, managers, teacher educators and researchers.
The term Job-satisfaction has been explained by different psychologists in different ways. But it may be concluded that Job-satisfaction is pleasant and positive attitude possessed by an employee toward his job-life. The status or level of job is one important aspects inherent in the job determine job satisfaction. Job -Satisfaction is a function of congruency between work performance and worker's self-concept". Study was conducted on 64 pre - school teachers from the both Private & Government schools from temple city Tirupati by using multi- stage random sampling .Job -Satisfaction scale was used to collect the information developed by R.S.Mishra in 1993. The correlation co-efficient revealed Age, Education, Income ,Length of service Family Size & Type exists an insignificant relationship in Job-Satisfaction of pre-school teachers .
A teacher is considered to be an architect of a nation. The role played by teachers has paramount importance in building up an educated society, and eventually an enlightened nation. They actively contribute to dispelling the darkness of ignorance from a society and a nation. One of the reasons for one to be a teacher is that teaching is recognized as a highly respectable, decent, and magnanimous profession in the society, even though in Bangladesh it is regarded as a less attractive and less dignified profession hardly chosen by many a lot qualified people due to low pay scale, poor job security, less job satisfaction and many others. This book is a little effort from the authors'' side on measuring the level of job satisfaction of teachers in schools, colleges and universities in Bangladesh. The study reveals that for the success of educational institutes, it is very important to ensure quality teaching and employees'' job satisfaction. Only if they are satisfied, will they work more passionately with dedication and project a positive image of the institutes they belong to.
This book highlights the comparison of job satisfaction among Sc and non sc teachers . Work occupies an important place in the life of an individual and nobody is ever fully satisfied with the work he does. Though satisfaction or dissatisfaction with the work in hand is a personal matter, to a great extent, yet it exerts a strong influence upon the efficiency of the worker and with persistent dissatisfaction with his job, the worker loses faith in himself as well as in the job. The future of a nation depends upon the quality of its citizens, which further depends upon the quality of its education. Among all the participants of the drama of education, the role of the teacher is the most significant and full of responsibility. Teachers are the builders of the nation and only those who are well satisfied with their job can play an effective role in the proper functioning of educational system and, thus, lead the nation to progress and prosperity
In Uganda, management related-problems for head teachers in secondary schools have been both turbulent and rapid. Of recent, Government funded secondary schools in some districts have suffered from poor academic performances and strikes which lowered teachers’ job satisfaction. This has put head teachers’ leadership styles in the spot light (Mathiu, 2008). As a result, teachers were reluctant to do their work and absenteeism has been rampant UNATU (2007-2010). Unfortunately, all this has been going on without any attempt to understand the leadership styles head teachers are applying in these schools. This book, therefore, provides a new metric of success for head teachers in Education Administration and leadership in secondary schools. Two separate, clearly different types of leadership styles are carefully analyzed among other ideas.The analysis should help lean to new and exciting leadership styles of head teachers that would create teachers’ job satisfaction and should be especially useful to teachers, policy makers, researchers, or any other administrators who may be considering utilizing leadership styles and job satisfaction in organizational Administration and Management.
Undoubtedly, teacher occupies an important place in the development of the nation. The social well-being and growth of pupils depends to a great extent on the enthusiasm, efficiency and professional skills of the teachers. The future of education, its quality and ideals depend upon how and by whom young persons are educated. True enough, a large number of teachers of the present day have no interest in their profession. They continue in the profession only as mechanical wage earners. Lack of recognition of the teachers in our country is a very sore point. The significance of the role of the teacher is hardly recognized, though it has become a fashion to observe the Teachers Day. We always expect a lot from teachers who have little power and alarmingly meager facilities and resources to avail. The net result is a widespread dissatisfaction in the teaching profession as a whole. Many seem to repent over their wrong choice and would be, too, willing to change their job.Therefore, the job satisfaction of teachers is of much value to administrators and educationists, who frame policies, take decisions and create conditions in which teachers try to maximize their potential.
Higher education has always been considered as a catalyst of overall development by the policymakers from the time India got its independence. Since the early 1950’s, higher education system has been diversified and extended its reach and coverage quite significantly so as to achieve the goals of national importance. But to achieve the objectives, it is the well being of human resources involved in the education system i.e. the Teachers that matters the most. The satisfied lot of Teachers can contribute a lot towards the achievement of goals of national importance. In the state of Punjab, Higher education is provided by both Professional and Non-Professional Institutions. There are glaring differences in the working environment and organizational culture of Professional Institutions and Non-Professional Institutions. These differences are visibly quite strong enough to have impact on the personality and working style of the Teachers working there. Whether it will lead to higher Job Satisfaction or lower Job Satisfaction and consequently its impact on their performance, institutional performance and turnover intentions of college teachers has been explored in the study.
Teachers are leaving the teaching profession in large numbers annually. With this deficit, the student teacher ratio has gone up to 75:1. Individualized attention to slow learners has reduced leading to a decline in the quality of education. Research shows that most teachers in Kenya are dissatisfied with their job yet satisfied employees hardly think of leaving their current jobs. Is job satisfaction linked to teacher turnover intention? This book provides the influence of selected job satisfaction factors on teacher turnover intention. Mann-Whitney U test, Spearmans correlation coefficient and Multinomial logistic regression were used to measure the effect of salary, working conditions and career progression on teacher turnover intention.The analysis should shed some light on the significance of teacher job satisfaction in controlling teacher turnover intention for quality education and commitment. The analysis should be more useful to educational planners, policy makers, head teachers, boards of management and all stakeholders in education who should put measures in place to improve the job satisfaction of teachers in order to retain them in the teaching profession.
Motivation is psychological force that drives and energizes behaviour. It is fundamental to effective performance of work by employees in an organisation. Purpose of this study was to investigate job satisfaction of teachers in public secondary schools in Kiharu District. Study involved 15 secondary schools and 30 teachers, selected by probability-sampling. Data was analyzed through descriptive and inferential statistics. Study established that teachers were dissatisfied work due to inadequate teaching resources and unfriendly policies. It also revealed that gender, age and academic qualifications had significant effect on job satisfaction. Study recommended employers provide adequate incentives, rewards and friendly policies in order to motivate teachers and enhance job satisfaction.
Job satisfaction is not a new phenomenon in organizational science and organizational behaviour. It is one of the topics that has drawn interest among many scholars in the world.The purpose of this book is to look at the level of job satisfaction of teachers teaching in public and private secondary schools and compare the levels of job satisfaction with regard to the personal characteristics, and job facets. The study was guided by motivation theories, which formed the theoretical framework.The main objective of this book is to determine factors which influence job satisfaction among teachers teaching in private and public secondary schools in Nairobi County.A sample of 350 secondary school teachers was obtained through a two-stage stratified random sampling method. Probability Proportional to Size PPS was applied to proportionally allocate the sample for both schools and teachers.In order to collect required data for the study, a questionnaire was used as a tool.The SPSS (version 17.0) was used to analyze the obtained data.The findings revealed that teachers are not satisfied with their jobs and the Government and Managers of private school needs to raise their satisfaction levels
Today many studies highlight psychological factors contributing to one’s job satisfaction. One of these factors is the concept of emotional intelligence. Lately, it is an “emotional knowledge” rather than “academic knowledge” which is highlighted most since it seems that emotional intelligence is much more powerful than academic intelligence in employee’s efficiency and achievement of an organization. This study investigates the relationship between EFL teachers' emotional intelligence and their job satisfaction in private language institutes in Iran/Shiraz. This study also seeks to answer whether there is a significant difference between emotional Intelligence and job satisfaction of Iranian’s EFL teachers in terms of gender.
The term “organizational climate” was coined in 1939 following a study of children’s school clubs by Kurt Lewin and his colleagues.As for schools, climate is a necessary link between organizational structure and teacher attitude and behaviour. climate represents a composite of the meditating variables that intervene between the structure of an organization and the style and other characteristics of leaders and teacher performance and satisfaction (Sergiovanni & Starratt, 1988).The concept of attitude was first introduced by Thomas Znanicchi (1918) in their monumental study of people in transition between two cultures. People’s attitude and values have significant impact on their behaviour. Teacher’s attitude is playing very significant role as far as question of level of job satisfaction of a teacher in teaching profession is concerned. Adjustment is a continuous process that tends to bring out more or less changing attitudes throughout the individual’s life. A satisfactory adjustment is necessary for any teacher.All these variables are important to make a good teacher.Here we are going to see how all these variables affect the level of job satisfaction of teachers.
The present study was conducted to determine the relationship between organizational climate and job satisfaction of government secondary school teachers. Two questionnaires were used to determine the relationship between organizational climate and teachers‘ job satisfaction.The findings were drawn after the descriptive and inferential analysis, There was no significant relationship among organizational climate subscales, which showed that subscales were independent of each other. There was significant relationship between job satisfaction factors, which showed that job satisfaction factors were dependent of each other. Generally teachers were less satisfied with advancement, compensation and working conditions. General conclusion that could be drawn from this study is that principals‘ behavior and teachers‘ behavior both were significantly related to teachers‘ job satisfaction as perceived by government secondary school teachers.