Relationship Among Teachers’ Occupational Interests, Job Satisfaction and Performance in Government Secondary Schools in North Central Nigeria (Published)
This study investigated the relationship among teachers’ occupational interests, job satisfaction and performance in government secondary schools in North-Central Nigeria. The study adopted descriptive survey design using teachers in government secondary schools in the North-Central Geopolitical zone of Nigeria. A sample size of 384 teachers comprising 153 males and 231 females participated in the study through stratified random sampling procedure. Three instruments were used for the study – Vocational Interests Inventory (VII) Job Satisfaction Inventory for Teachers (JOSIT) and Teachers Job Performance Inventory (TEJOPI). The reliability of the instruments was determined through test re-test method using Pearson Product Moment Correlation Coefficient which yielded reliability indices of 0.92, 0.84 and 0.81 for VII, JOSIT and TEJOPI respectively. One research question and three hypotheses guided the conduct of the study. Data generated was analyzed using mean scores and standard deviation for the research question. Analysis of variance (ANOVA) was used for hypotheses one and two while Pearson Product Moment Correlation Coefficient was used to test hypothesis three. The findings revealed that teachers in government secondary schools in North-Central Nigeria were dissatisfied with their jobs as reflected in the sectional mean of 2.712. The findings further revealed that a significant relationship existed between occupational interests and job satisfaction but not with job performance. The findings further indicated that there was no significant relationship between jobs satisfaction and Job performance. The researcher recommended among other measures, that government as the major employer of labour should ensure periodic improvements in the working conditions of teachers to enhance their job satisfaction and boost productivity.
Gender Factor in Public Secondary School Teacher’s Job Satisfaction in Nakuru County, Kenya (Published)
The teaching profession in Kenya has witnessed various manifestations of teacher dissatisfaction more specifically in the last ten years. These include industrial disharmony, teacher turnover and disciplinary cases relating to teacher absenteeism and desertion of duty. Teachers’ job satisfaction has a direct impact on students’ achievement and their future careers. This implies that, while a satisfied teacher is less likely to desert his/her teaching responsibilities, a dissatisfied one has higher chances of being less committed to his/her students thereby minimizing their chances of making positive learning gains among learners. In view of the importance of teacher job satisfaction, this study investigated the influence of gender on job satisfaction among public secondary school teachers in Nakuru County, Kenya. Using ex-post facto research design, data was collected from 341 teachers through a self-delivered questionnaire. Validity of the research instrument was ascertained through a pilot study carried out in the neighbouring Nyandarua County. The internal and external reliability coefficients for the teachers’ questionnaire as estimated through Cronbach’s alpha coefficient and split-half technique stood at r= .945 and r= .905 respectively. Data was analyzed using t-test. The study found that gender had a statistically significant influence (p<.05) on teacher satisfaction, with the male teachers recording a higher satisfaction than their female counterparts. The study offers useful insights to the teacher managers in Kenya, specifically the Teacher Service Commission (TSC) and Boards of Management (BoMs) in secondary schools on how to address the needs of female teachers. This will go a long way in enhancing their level of job satisfaction.
Locus of Control and Marital Status as Predictor of Counsellors’ Job Satisfaction in Delta and Edo States (Published)
This study investigated locus of control and marital status as predictor of counsellors’ job satisfaction in Delta and Edo States. The study was guided by nine research questions and nine hypotheses were tested at 0.05 level of significance. The research design was predictive correlational survey. The population of the study is 359 practising guidance counsellors in all public secondary schools in Edo and Delta states. Delta state has 217 counsellors and Edo state 142 counsellors. The sample of the study was being made up of all practising counsellors in public secondary schools in Secondary schools in Edo and Delta States. Since the population of 359 is small and manageable, the entire population was studied. Two instruments were used to collect data for this study. These are Locus of Control (LOC) and Job Satisfaction Questionnaire (JSQ). The research adopted the three instruments for the study. The researcher and other research assistances administered the instruments through direct delivery method. The researcher with the help of 11 well-trained research assistants, distributed the questionnaire to the respondents and collected completed copies from them. Out of the 359 copies of the questionnaires distributed only 343 (95.5 %) copies were retrieved from the respondents. For data analyses, research question 1-9 was answered using a simple regression analysis. The null hypothesis were tested using simple and multiple analyses. Findings from the study revealed that, self-efficacy is a significant predictor of job satisfaction of secondary school counsellors in Delta and Edo States. It was recommended that since marital status and locus of control are jointly predictors of job satisfaction among secondary school counsellors. Hence, earnest efforts should be made by governments and counselling psychologists to enhance locus of control of counsellors for the purpose of transforming education in Nigeria. Counsellors with internal locus of control are more likely to create and promote conditions and interpersonal networks that nourish and sustain work satisfaction.
Job satisfaction and the mechanism to develop the effectiveness of the performance of teachers in the schools of the Jordanian Ministry of Education (Published)
The study aimed at finding out the relationship between the factors of job satisfaction and improving the performance of teachers in the schools of the Directorate of Education in Jerash Governorate. The study tool consisted of a questionnaire consisting of five fields. The study sample consisted of (100) teachers. The study reached the following results: The most functional factors that contribute to the development of teachers’ performance effectiveness were: the integrity of the system and school discipline, the needs of professional teachers in the school schedule, the provision of security, safety, freedom and democracy to teachers, the use of diverse and modern methods of educational supervision.
Teachers’ Perception of Job Satisfaction among Different Faculties in Northeast Normal University, China (Published)
Job satisfaction is one of the most critical factors for the performance of employees and ultimately for organizational or institutional performance; for the reason this was considered as the base for conducting this study. The purpose of the study is to describe the perception of the job satisfaction and the association of different factors with the level of job satisfaction among teachers in different faculties of Northeast Normal University. Five Point-Likert Scale Questionnaire is used to collect the data and SPSS is used for data analysis. Hypothesis development and testing is also conducted; to quantify the results. The results of the study are analyzed on the three (gender, age groups and faculties) demographic factors of the teacher to know the differences of job satisfaction among these demographic factors. This study is only limited the to eight faculties in Northeast Normal University; China.
The Perceptions of Distance Education Personnel of the Relationship between Work Conditions and Their Job Satisfaction in Kenya’s Christian Higher Education (Published)
The study originally based on a doctoral exploration, sought to establish the relationships among spirituality, working conditions and job satisfaction of extension studies personnel in Kenya’s Christian higher education. The study employed a mixed method approach to answer the questions raised by the researcher. This paper thus reports the findings on one of the research questions: What are the perceptions of administrators and faculty of extension studies of the impact of work conditions on their job satisfaction? Data was collected using a survey instrument comprised of the Job Satisfaction Survey (JSS) and the Job Descriptive Index (JDI), from 146 administrators and faculty of extension studies from 6 selected Christian universities in Kenya. Statistical tests were carried out using the Statistical Package for the Social Sciences (SPSS), including ANOVA/Kruskall Wallis, and Tukey HSD/Mann-Whiteny U applying a Benferroni adjustment to the p value. In regard to demographic profiles, work conditions, and job satisfaction, the findings of this study indicated significant differences between faculty personnel and administrators’ perceptions of their global job satisfaction, and work itself. Work evaluation mean scores were based on level of education, job rank, level of work involvement, and monthly salary. Moreover, there were significant difference between faculty and administrative responsibilities in regard to satisfaction through work itself and satisfaction through promotion opportunities. Faculty without administrative responsibilities reported higher scores of satisfaction in the two scales.
This paper aimed to investigate the relation between organizational culture and job satisfaction of faculty members. Accordingly, 358 individuals were selected among whole faculty members of Islamic Azad University of Fars province as sample using cluster sampling. The instruments of measuring in this research were organizational culture assessment questionnaire of Cameron and Quinn (2006) and job satisfaction questionnaire which was applied after determining its validity and reliability. The findings showed that among four types of organizational culture, hierarchical organizational culture was not related to job satisfaction significantly and three types of adhocracy, clan and market organizational culture were related to job satisfaction positively. The correlation between adhocracy organizational culture and job satisfaction of faculty members was stronger. Simultaneous regression analysis indicated that two types of adhocracy and market organizational culture could predict job satisfaction. These two cultures together explained 29.6% of criterion variable variance. Adhocracy organizational culture showed a greater share.
JOB SECURITY AND JOB SATISFACTION AS DETERMINANTS OF ORGANIZATIONAL COMMITMENT AMONG UNIVERSITY TEACHERS IN CROSS RIVER STATE, NIGERIA (Published)
The purpose of this study was to find out the extent to which job security and job satisfaction predicted organizational commitment of university teachers in Cross River State, Nigeria. The relative contribution of each of the two independent variables to the prediction was also investigated. A survey design was adopted and the study sample consisted of 290 lecturers selected from 2 universities using purposive sampling technique. Two hypotheses guided the study. Instrument for data collection was a structured questionnaire. Data were analyzed using multiple regression and t-test. The result of the study revealed that both job security and job satisfaction jointly had a significant effect (F = 9.87; P< .05) on organizational commitment of university teachers. There was also a significant correlation between the joint predictor variables and organizational commitment (R = 0.593; P<.05). Job satisfaction was a more potent predictor of organizational commitment (t = 3.38; P < .05) than job security ( t = 2.75; P < .05). The two independent variables made significant relative contributions to the determinacy of organizational commitment of university teachers. Premised on these findings it was recommended that the government and university management should improve upon existing motivational strategies to ensure job satisfaction of academic staff in order to enhance their commitment. Actions of government and university authority that would lead to threats of job security among academic staff should be avoided as this could jeopardize their sense of commitment.