Teachers Job Satisfaction

ORGANIZATIONAL BEHAVIOR
• Presented to:
• Ms. wajeeha
• Presented by:
• Jamshaid Haider
TEACHERS JOB SATISFACTION
T E A C H E R S J O B S AT I S FA C T I O N
• Teacher is the most vital single factor of influence in the

system of education. It is the teacher who matters most as
far as the quality of education is concerned. The
educational process is governed by the extent of his/her
receptivity and initiative. The well-equipped and satisfied
teacher is supreme in education. At all times the teacher is
the pivot in the system of education.
• Job satisfaction is considered now as an independent
variable for various work-related behaviour such as
productivity, absenteeism, turnover and organizational
citizenship behaviour. Job satisfaction is tied to the
development of teachers as persons and to their dignity,
because it is related to quality of living in general and
finally because a highly satisfied teacher will present more
pro-organization behaviours than a less satisfied one.
J O B S AT I S FA C T I O N I N T E A C H I N G P R O F E S S I O N
• The factors that affect employee job satisfaction in other fields can
apply in the field of education too. Employee job satisfaction is one
of the most extensively researched areas in organizational literature
because of its correlation to performance and productivity.
Employee satisfaction depends on the type of leadership in an
organization, working conditions, co-workers, organizational policy,
independence and the work itself.
• Teacher job satisfaction is an outcome of the various organizational
factors previously mentioned and it is very critical in terms of
making teaching and learning processes more productive thereby
paving the way for creating effective schools.
• It is widely acknowledged that teachers have a pivotal role
in the development of an inclusive education system. The
status that a teacher enjoyed in the yesteryears is not true
now.
FACTORS AFFECTING JOB SATISFACTION
• Job satisfaction depends on several different factors such as

satisfaction with pay, promotion opportunities, fringe benefits,
job security, relationship with co-workers and supervisors and
communication within the organization. (Nguyen, Taylor, &
Bradley, 2003). Job satisfaction may lead to cost reduction by
reducing absences, task errors, conflicts at work and turnover. As
work is an important aspect of people’s lives and most people
spend a large part of their working lives at work, understanding
the factors involved in job satisfaction is crucial to improving
employees’ performance and productivity.
• Age
Age is one of the factors affecting job satisfaction. Various studies
carried out in this field have shown that job satisfaction tends to
increase with age. That is older employees tend to report higher
satisfaction and younger employees report the lowest job
satisfaction rates (Warr, 1992). However, the study carried out by
Oshagbemi (2003) in United Kingdom (UK), found that the
relationship between job satisfaction and age was insignificant for
employees of the UK universities.
• Gender
Several researchers have examined the relationship between job
satisfaction and gender (Mason, 1995). However, most studies
have shown contractions in the relationship between job
satisfaction and gender of the employees.
On one hand, some studies have found women to be more satisfied than men (Ward and
Sloane, 1998), whereas other studies have found men to be more satisfied than women
(Forgionne and Peters, 1982).
• Working environment
It is essential to provide employees with a work environment which is
conducive to their overall development. They need an environment
which is healthy and safe and which caters for both personal comfort and
facilitates doing a good job. As mentioned earlier, people spend a high
percentage of their lifetime at work. So we can say that employees
expect more than money for the work they do. Hence, it can be said that
having a friendly and supportive environment can lead to increased job
satisfaction. Syptak, Marshland and Ulmer (1999) advise organisations to
do everything they can to keep the company’s equipment and facilities
up to date. In their article, they also recommend organizations to “avoid
overcrowding and allow each employee his or her own personal space,
whether it is a desk, a locker or even just a drawer” (p. 1).
• Fair policies and practices
“Individuals who perceive that promotion decisions are made in a fair
and just manner are likely to experience satisfaction from their jobs”
(Witt and Nye, 1992). Very often employees are demotivated and
dissatisfied with their jobs because unfair policies and practices prevail
at their place of work. It is therefore of utmost importance for
organization to have a fair and equal system in terms of practices and
policies so that there is no discrimination and frustration.
. It is a fact that organization which follows the right procedures to
promote employees creates a culture of trust, loyalty and beliefs in the
whole organization. When an employee gets fair promotion, which is
generally based on his true assessment, he gets a type of recognition,
and hence, increases his job satisfaction. In other words, we can say
that promotion provides opportunities for personal growth, more
responsibilities, and increased social status.
• Caring organization
Taylor (2000) suggested that job satisfaction is directly related to a
company’s investment in its employees’ well- being. Arthur (2001)
pointed out that employees want to believe their company really
cares about them. Care can be shown in various ways, but
generally it takes into consideration career development, adult
treatment, being taken seriously and being appreciated for a job
well done. (p. 221). When people feel that the organization for
which they are working cares for them and takes actions in order to
improve their work and lives, they are happy and this creates
higher satisfaction. These employees furthermore become loyal
and committed.
M O T I VATI O N LE A D S TO J O B S ATI S FA C TI O N
• Academic staff motivation promotes a positive and healthy

university climate. Motivation leads to job satisfaction and
provides energy for success. It is a significant and crucial factor
among the factors or indicators of success and performance of
teachers and institutes like professional competencies,
educational possessions and strategies etc.
• At higher education level in Pakistan, teachers are expected to
deliver a very high job performance that leads to the quality
education.
• Motivation is mostly elaborated as a behavior that develops
intrinsically or within an individual by need-based approach.
• According to Maslow, need satisfaction at lower level causes to
motivate employees’ behavior and they are motivated by the
need at the next level up the hierarchy.
• Herzberg's theory of motivators and hygiene factors further
explained people's attitudes about work. Herzberg, Mausner and
Snyderman identified motivating factors as those factors that
make workers work harder.

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ORGANIZATIONAL BEHAVIOR

• Teacher is the most vital single factor of influence in the

• Job satisfaction depends on several different factors such as

• Academic staff motivation promotes a positive and healthy

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