THE RELATIONSHIP BETWEEN JOB SATISFACTION AND PERFORMANCE AMONG SEC SCHOOL TEACHERS IN ISOKO NORTH LOCAL GOVT AREA OF DELTA STATE
CHAPTER ONE
INTRODUCTION
1.1 Background of the studyÂ
Job satisfaction describes the feelings attitudes or preference of individuals regarding work. It indicates how content an individual is towards his or her work. (Armstrong, 2006) defines job satisfaction as the attitudes and feelings people have about their work. Positive and favorable attitude towards the job indicate job satisfaction, Negative and unfavorable attitude indicate dissatisfaction. This study sought to determine factors influencing job satisfaction among teachers in public Secondary schools in Isoko North Sub County.
The indicators of dissatisfaction among teachers investigated included teacher commitment to work output inferred from NSCE results of the various schools, teacher population based on curriculum establishment (CBE) which show the shortage of teachers arising from poor transport network ,poor housing inadequate supply of teaching learning materials among others as noted by Orikodi,(2007), level of work place conflict and preferences for the profession. This research attempted to link the above indicators and the main factors under study which included the influence of student discipline on teacher job satisfaction, the influence of work environment on teacher job satisfaction, the influence of carrier choice and training on job satisfaction and finally the influence of students school attendance on job satisfaction among teachers in Isoko North Sub County.
The study focused on the feelings, attitudes and preferences of teachers in public secondary school in the determination of the factors. A total of two hundred and ten teachers were targeted with a sample population of 138 teachers drawn from 16 schools in the Sub County. Proportionate sampling was used in getting the samples and sample size determined using the formula by Yamane,(1967) on scientific sample size determination. Descriptive survey method was used to collect data. This study is based on Maslow’s hierarchy of needs theory and supported by other theories as will be mentioned. Employee reward another component of job satisfaction is about how people are given appreciation as a return for doing something good or valuable to the organization (Armstrong, 2000). Motivation deals with ‘why’ people behave think and feel the way they do. This means motivated behaviour is usually energized, directed and sustained through rewards. The explanation for motivation integrates biological, cognitive and social influences; job satisfaction on the other hand is a set of favorable or unfavorable feelings and emotions with which employees view their work. It is an affective attitude, a feeling of relative like or dislike toward something, which consist of feelings, thoughts and intentions to act. Emotions are made up of, physiological arousal and behavioral expression and involve social contexts as well as relationships. Gender differences are more likely to occur in such contexts that emphasize social roles and relationship in the workplace.
Job satisfaction is defined as the effective orientation that an employee has towards his or her work(Saari,&Judge.2004).It describes the feelings or preference of individuals regarding work. Job satisfaction is a very important component to employees in any organization (Frank & Vecera, 2008) Many researchers and administrators have noticed the importance of job satisfaction on a variety of organizational variables (Kreisman, 2002). Dissatisfied employees are likely to leave their jobs, thus understanding of employee job satisfaction and its contributing variable are important for any organization to exist and prosper (Majidi,2010). Similarly Oplatka & Mimon, (2008) noted that the principal reason as to why job satisfaction is to extensively researched is that it relates to significant association with life satisfaction (Buitendach & Dewitte, 2005), organizational commitment (Cullinah, 2005) and job performance (Buitendanch & Dewitte, 2005)
