International Journal of Education, Learning and Development (IJELD)

EA Journals

Job Satisfaction

The Effect of Job Satisfaction On Teachers’ Performance: A Survey with Elementary School Teachers in Kendari City, Indonesia (Published)

The research objective was to examine the effect of job satisfaction on the performance of elementary school teachers in Kendari City, Indonesia. There were 125 elementary school teachers who participated in this study. Data were collected using five-choice Likert scale model questionnaires, namely: the teacher job satisfaction scale r=0.91 and the teacher performance scale r=0.94. The data was analyzed using structural equation modeling (SEM) through analysis of moment structures (AMOS) software. The results showed that there was a significant positive effect of job satisfaction on the performance of elementary school teachers. The study’s findings suggest that it is critical for elementary school administrators and education administrators in local governments to ensure teacher job satisfaction in order to improve their performance.

Citation: Ahiri J., Dunifa L., Ramly,  Ilham M., Ahiri Y. (2023) The Effect of Job Satisfaction On Teachers’ Performance: A Survey with Elementary School Teachers in Kendari City, Indonesia,   International Journal of Education, Learning and Development, Vol. 11, No.1, pp.71-81

Keywords: Job Satisfaction, Structural Equation Modeling, Teacher Performance, and confirmatory factor analysis

Work Stress And Job Satisfaction Among Efl Teachers Working In Kuwait Public Schools (Published)

The focus of the study is to measure the stress and job satisfaction among EFL Teachers working in public schools in Kuwait. Several research questions were introduced to examine the relationships of the research variables. These questions and the hypotheses were as follow: (a) What is the average level of job satisfaction expressed by EFL teachers working in public schools in Kuwait? (b) Is there a gender difference in the average satisfaction among expressed EFL teachers working in public schools in Kuwait? and (c) What are the most predictable factors to job satisfaction among expressed EFL teachers working in public schools in Kuwait? Teachers were administered the modified Minnesota Satisfaction Questionnaire (MSQ). This study indicates that Kuwait EFL teachers were either dissatisfied with their job due to their work stress environment or exposure to their job and supervision requirements. Areas such as leadership and peers, school infrastructure, the school’s relationship with its local community, workload, staff supervision, class size, school communication networks, and ability utilization were the most satisfying areas reported. Meanwhile, compensation, school policies, and supervision-human relations were least satisfied in this study. A replication study involving a larger sample of males would be useful to add to our empirical database in this area.

Keywords: EFL, Job Satisfaction, Kuwait, School, Stress, Teachers

The Effect of Learning Organization, Organizational Climate, and Work Motivation on Work Satisfaction And Teacher’s Performance of Teachers of the State High Schools in Kendari City, Indonesia (Published)

This study aims to analyze the effect of: 1) learning organizations on job satisfaction; 2) organizational climate on job satisfaction; 3) work motivation on job satisfaction; 4) learning organization on teacher’s performance; 5) work motivation on teacher’s performance; 6) organizational climate on teacher’s performance; and 7) job satisfaction on teacher’s performance. This research is a survey on 115 teachers with a proportional stratified random sampling. Probability sampling technique and structural equation modeling was used to test the hypothesis. The results of the research shows that learning organizations has a positive and significant effect on job satisfaction; learning organization has a positive and significant effect on teacher’s performance; organizational climate has a positive and significant effect on job satisfaction; organizational climate has a positive and significant effect on teacher’s performance; work motivation has a positive and significant effect on job satisfaction; work motivation has a positive and significant effect on teacher’s performance; and job satisfaction has a positive and significant effect on teacher’s performance. It is recommended to examine other variables that influence teacher’s performance improvement such as organizational culture and leadership style.

Keywords: Job Satisfaction, Learning Organization, Organizational Climate, and Teacher’s Performance, work motivation

Job Satisfaction to Enhance a Commitment of Employees’ Organization at Dream Tour and Travel Company (Published)

A commitment of employees in an organization plays a very important role to bring the company successfull. Therefore, this research aims to analyze a job satisfaction to increase employee’s organization commitment at the Dream Tour and Travel Company. Variables are job satisfaction and organization commitment. Data was collected from 70 employees using organization commitment and job satisfaction scale, then analyzed by multiple regression analysis technique. The result of multiple regression analysis shows the value of significancy (p-value) was 0,000 at significant level p<0,05 means that job satisfaction can increase organization commitment. The categorization found out that job satisfaction and organization commitment were on medium level. The analysis reveals that job satisfaction can increase commitment organization. This paper may benefit staff of the company by encouraging more their jobs and may help them in their personal growth and development.

Keywords: Commitment, Company Successful, Company., Employees, Job Satisfaction, Organization, Psychology

Influence of Recognition, Rewards, Remuneration, Compensation and Benefits on the Lecturers’ Job Satisfaction in Kenyan Universities (Published)

To have in place quality staff that can make meaningful contribution, certain supportive incentives and measures are necessary. This paper examines the influence of such supportive incentives on the lecturers’ job satisfaction in Kenyan Universities. A study that targeted 2,773 members of university management and lecturers in the chartered public and private universities within Rift Valley Region of Kenya was undertaken. The study used a sample of 605 participants and employed convergent parallel mixed methods design.  Purposive sampling was also used to select information-rich cases. Questionnaires, interview and document analysis guides were used for data collection. Descriptive statistics, Pearson correlation coefficient, independent-samples t-test, One-way ANOVA and regression coefficients, with the use of the Statistical Package for Social Science (SPSS) version 20 were used. The study identified job satisfaction elements like fair promotions, assignment of additional responsibility as a result of outstanding work, among others. However, potential sources of job dissatisfaction included: lack of competitive rates; lack of adequacy of pay commensurate to work done; dissatisfaction with salary, among others. The author recommends that universities should work towards raising the level of job satisfaction through supportive incentives.

Keywords: Benefits and Compensation, Incentives, Job Satisfaction, Recognition, Remuneration, Rewards

The Relationship between Spirituality and Job Satisfaction of Distance Education Personnel in Kenya’s Christian Higher Education Institutions (Published)

This paper is an excerpt of a dissertation research whose purpose was to explore the relation of spirituality, work conditions and the job satisfaction of extensions study personnel in Kenya’s Christian higher education institutions. The paper however focuses on the relationship between spirituality, work conditions and job satisfaction. A mixed method approach to the study was employed. The perceptions of administrators and faculty of extension studies on the impact of spirituality and work conditions on their job satisfaction are sought.  The study used the quantitative paradigm. Data was collected, using a survey instrument, from 146 administrators and faculty of extension studies from six selected Christian universities in Kenya. The causal-comparative design was applied and data were analyzed using the SPSS version 19. Overall, this study found that faculty members reported higher satisfaction with work itself compared to administrators (U = 792.50, z = -3.09, p < .01, r = -.31). Global job satisfaction scores were positively and significantly correlated to awareness of God scores (r = .28).  There were differences in spirituality and job satisfaction related to some demographic factors such as gender, level of education, and years of as a Christian. Women had higher scores in awareness of God (U =1148.50, z = -3.41, p < .05, r = -.21) and integration of spirituality with work (U = 948.50, z = -2.21, p < .01, r = -.32) than men. Those with undergraduate level of education had higher scores in their emotional instability in their relationship with God (t[112] = 2.254, p < .05, r = -21) compared to those with graduate level of education. Those who were Christians for less than 35 years had higher scores in their instability in their relationship with God (scores (U = 1098.00, z = -2.79, p < .01, r = -.26). Moreover, faculty and administrators reported differences in some aspects of spirituality. In relation to level of work involvement, faculty members reported higher grandiosity scores (U = 929.50, z = -2.42, p < .017, r = -.24) than administrators. In relation to job rank, administrators reported higher scores in the disappointment with God subscale (U = 1033.00, z = -2.595, p < .01, r = -.24) than faculty members. Findings of the study are useful to faculty members, administrators and Christian higher education leaders in Kenya for enhancing the spirituality and job satisfaction of distance education personnel.

Keywords: Christian Higher Education Institutions., Distance Education Personnel, Job Satisfaction, Religion., Spirituality


This study determined whether there were significant relationships between the selected psychosocial occupational stressors of career advancement, workloads, interpersonal work relationship, gender difference in family/work interface, and control/decision latitude and job satisfaction among student counsellors practicing in National Open University of Nigeria. This study adopted descriptive survey of Ex-post facto design. The research population included all the sixty-two student counsellors serving in NOUN as at July, 2013. Purposive sampling technique was used. Out of the sixty two Psychosocial Occupational Stress Scale (POSS) distributed, only forty- four were properly filled and used for analysis. The reliability of the instrument was established using test-retest correlation via Pearson Product Moment Correlation (PPMC) which yielded average of r=.77. The alpha level of significant was set at 0 .005.The analyses via SPSS indicated that there were positive low relationships between Job satisfaction and career advancement (r= 0.011; p =0.942), interpersonal relationship (r=. 0.175; p =0.255) and workloads (r=0.102; p =0.511).While there were inverse low relationships between job satisfaction and gender difference in family/work interface (r=.0.-.229; p=0.135 and, control and decision latitude (r=0.-217; p=0.157). All the null hypotheses were accepted, inferring that, there were no significant correlations between psychosocial occupational stressors and job satisfaction of student counsellors in NOUN. These results were therefore attributed to student counsellors’ expert knowledge and skills in the management of stress. Based on the findings, incisive recommendations were also made

Keywords: Counsellors, Job Satisfaction, National Open University, Psychosocial, occupational Stress

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