Factors Affecting Job Satisfaction of Public Secondary School Teachers in the Philippines

Teachers today face a number of challenges that contribute to a lack of job satisfaction, leaving schools for other professions that are more lucrative, low comparative compensation, and poor working conditions:

I have chosen to become a teacher because I believe that education is the center of a country’s development process and prosperity. I want to be an educator to play an effective role in my society’s revival. Besides, I have always dreamed to be a teacher; it is a passion, which I truly have since I was young. The strong teaching motivation, which I have is derived from the deep belief that teachers can make a big difference in their students’ lives. In addition, I believe that teaching is a noble profession, which should be taken seriously. I know that being a teacher is never easy; it comes with high responsibilities and obstacles, but I am sure that I have suitable qualifications, which make me eligible to overcome them. Education as a basic concept in my perspective is all about developing knowledge, skills, values, ethics, physical and spiritual aspects,

Being a teacher is one of the most difficult professions in the world. We are responsible for the education of all the future citizens. As teachers, content will always be a major component of what we do but it should not be what drives us. Kottler, Zehm, and Kottler (2005), authors of “On Being a Teacher: The Human Dimension”, believe that the “goal of education is not to teach subject matter but to promote the development of productive and positive human beings.” In order to accomplish that,

job satisfaction will be examined. This study will take place in nine elementary schools, two

The school should revise the job descriptions with the teachers talking working experience. It is recommended if the school administrations discuss and examines the existing teachers’ personal report to evade the job dissatisfaction. Also, the head of school should not emphasize lot and create stressful environment for teachers.

In this study, job satisfaction will be operationalized using selected items from the 18-item Index of Job Satisfaction (IJS) developed by Brayfield & Rothe (1951). A 5-point Likert scale will be used to measure the outcomes ranging from the lowest indication of job satisfaction as 1 (strongly disagree) to the highest indication of job satisfaction 5 (strongly agree). This will

When a person comes to work each day, they are required to perform their job duties to the best of their ability. However, how a person performs these duties each day depends on how much they like or dislike their occupation. Job satisfaction affects job performance and turnover rates. “Job satisfaction essentially reflects the extent to which an individual likes his or her job. Formally defined, job satisfaction is an effective or emotional response toward various facets on one’s job (Kinicki & Fugate, 2016, pg. 57).” It is possible a person only likes part of his or her job though. Job satisfaction has five predominant models. These models are: was need fulfillment met, are expectations met, values, equity (fairness), and dispositional/ genetic components. Job satisfaction also affects attitudes and

The Value Percept Theory argues that job satisfaction depends on whether a job supplies the things an individual value most. Overall satisfactions derive form combined levels of satisfaction from various elements of an individual’s job, whether it’s: pay, promotion, supervision, coworkers, or the work itself. Job satisfaction is based on cognitive and affective components, which is evaluated by what an individual thinks about the job, and how they feel. Cognition evaluation is based on experiences, weighing different aspects of a job; as affect is a reaction of the job, which can fluctuate based on moods and emotions. Level of dissatisfaction is measured by the difference between what one has and what one wants, and the level of importance of that facet to the individual. Statistics have proven, that supplying individuals with what they value, will increase the chance of better performance, which has a high correlation with an individual’s affective commitment with the organization.

Feeling successful. Compared with the other influencing variables, it may seem at first glance that school leaders would be unable to control a teacher’s feeling of success. Whether a teacher feels successful seems dependent on personal qualities such as teacher resilience or commitment to teaching. Teacher preparation programs would also likely seem to contribute to the likelihood a

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

A few researchers characterized job satisfaction or employment fulfillment as a general state of mind of the specialists constituted by their methodology towards the wages, working environment, organize, advancement relate to

Job satisfaction can be known to some people as an important element in their lives. If an individual is unhappy with their occupation it may affect other parts of their life. Job satisfaction can be seen in what one wants in a job as to what one has in their current job.

Personal characteristics of workers also has an impact on job satisfaction. Job satisfaction increases age. Whites have greater job satisfaction than non-whites. The level of education is slightly negatively related to job satisfaction. If personal skills and abilities are not required by a job, job satisfaction decreases. When a person is more adjusted personally, they will be more satisfied with work. Most of all having a job with decent and fair wage may be the most important variable to job satisfaction. High job satisfaction is associated with low turnover and low absenteeism and with high commitment. Although the evidence is not conclusive, high job satisfaction is associated with high performance and prosocial behaviors.

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

Today’s business environment is highly competitive and rapidly changing. Many organizations are competing to survive in this environment. Motivation and the employee job satisfaction are essential for the long-term success of the organization team. Evaluation of the employees’ job satisfaction is a major problem of the Organization, until it affects the achieving of goals.