A STUDY OF JOB SATISFACTION AMONG TEACHERS OF POST PRIMARY INSTITUTIONS

A STUDY OF JOB SATISFACTION AMONG TEACHERS OF POST PRIMARY INSTITUTIONS
 
ABSTRACT
The study was undertaken to discover if there is any relationship between some personal variables of teachers, some factors that bear on the job satisfaction or dissatisfaction of post-primary school teachers in Zaria Metropolitan area of Kaduna State and their job satisfaction. Eleven schools were used for the study. In all, two hundred and sixteen teachers were involved for the study. A set of questionnaire was constructed for collection of data. The data collected were analysed using Analysis of variance , Mann-Whitney U test, and correlation coefficient statistical tools. Out of the seven hypotheses stated three were accepted and four rejected. The study revealed that there is no significant relationship between age, sex, years of teaching experience of teachers in post-primary schools in Zaria Metropolitan area and their job satisfaction, where as there is a significant relationship between qualification of teachers, provision of school facilities, leadership of school heads, the salaries teachers receive and their job satisfaction. Recommendations were made for the improvement of job satisfaction among teachers.
 
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The satisfaction a worker derives from his job determines the mobility witness therein and consequent commitment. This is so because job satisfaction has been confirmed to be significantly related to organisational commitment (Freund, 2005). Unhappy workers are not committed to the organization hence the frequency of their quitting such jobs. This makes sense, in that one who is satisfied with the job will be more committed to the organization than one who is dissatisfied. (Ahuja, Chudoha, George, Kacmar & McKnight, 2002).
Floyd and Wooldrige (1994) sees management as seeking to encourage employees to work and remain committed to such organization so as to achieve organizational goals and objectives.  Therefore, organizational commitment refers to the relative strength of an individual’s identification with