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 .
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 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.
‘Teachers are the Architects of the Future.’ Job satisfaction describes how content an individual will do his or her job. Teacher’s satisfaction and retention have always been important issues. After all, high levels of staff turnover can affect teacher's bottom line, as temporary recruitment and retaining take their toll. Job design aims to enhance job satisfaction and performance, methods, include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is a very important attribute which is frequently measured by organisation. The most common way of measurement is the uses of rating scales where teachers report their reactions to their jobs.
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.
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.
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.
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
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 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.
This book probes into leadership effectiveness of secondary school principals in both rural and urban settings in Kenya and assess if it is different across gender and rural/urban divides. It posits that culture is important in the way leaders are viewed and attempts to explain who an effective educational leader is in the Kenyan setup. It explores whether leadership effectiveness relates to school organizational climate and job satisfaction of teachers and also what portion of leadership effectiveness explains each of school climate and job satisfaction of teachers. The book shows that indeed leadership effectiveness perception of teachers is explained differently from the usual western way and that it is the primary mover of school climate. The book is highly recommended for lecturers, students and researchers of management of organisations.
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.
Acquisition and dissemination of knowledge have been an integral part of human life. This is an era of knowledge which is acquired through education. Learning takes place under certain conditions which can be created by competent and imaginative teachers. One step in developing high quality and commitment–driven faculty is, understanding the factors associated with teaching quality. One of these factors is Job Satisfaction.Research relating to Job Satisfaction of teachers is of primary importance because faculties are the main asset of an educational institution system.This research focuses on job characteristics model in predicting job satisfaction levels by measuring job dimensions, critical psychological state, work outcome measures and individual growth–need strength of college teachers in Madurai District. The study also attempts to evaluate the causes and consequences of work-family balance and its impact.This research will enable the management, educational institutions and policy makers to predict in advance the relevant facets of job satisfaction, dissatisfaction, stress and the causes of stress.
In Human Resources Development, Job satisfaction levels one of the key areas of assessment of employees. It is difficult to analyze the level of job satisfaction. Job satisfaction refers to one feeling towards ones job. This book brings out some perception of job satisfaction methods in Human Resources Development. It uses to analyze the employee’s satisfaction scale and implement precise policies to Human Resources Development
Satisfaction in work and the work environment is the basic constituent of employee job satisfaction. Job satisfaction is the favourableness or unfavourableness with which employees view their work. The happier people are within their job, the more satisfied they are said to be. Influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous workgroups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. This book discusses the job satisfaction of the employees in selected spinning mill. The job satisfaction is measured in terms of General Working Conditions, Pay Benefits, Work Relationships, Skills & Abilities and Facilities provided by the mill. Recommendations are forwarded to increase pay benefits and facilities to improve job satisfaction for better results.