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JobSatisfactionandTeachersPerformanceinAbraStateInstituteofSciencesandTechnology
© 2015. Mae Amalia B. Pilarta. This is a research/review paper, distributed under the terms of the Creative Commons
Attribution-Noncommercial 3.0 Unported License http://creativecommons.org/licenses/by-nc/3.0/), permitting all non-commercial
use, distribution, and reproduction in any medium, provided the original work is properly cited.
Job Satisfaction and Teachers Performance in
Abra State Institute of Sciences and Technology
Mae Amalia B. Pilarta
Abstract- The success and downfall of man’s existence is full potential within the carefully tended wealth of our
based on how he works effectively. If he appreciates what he traditions and our own culture, which, unless we are
does, with all the knowledge and proficiency he has, there will careful, can be endangered by contemporary
not be even a single reason for him not to succeed. developments.
The study aimed to determine the job satisfaction of
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The contemporary world is truly in a swift
teachers and its relationship to their students’ achievement
and teachers’ performance. Specifically, it attempted to modification of conditions and innovations to make a
Year
determine the extent of job satisfaction as experienced by the change, and these changes are becoming more and
teachers in terms of educational qualification, technical more complicated and unpredictable. Teaching
preparedness, supervision, interpersonal relationship, salary, students to what you think they should acquire is not 81
job status, physical resources ; and financial resources as well enough. It is impossible to provide them with everything
W
e cannot ignore the promises of globalization anything to chance. From the policy making to the
nor its risks, including the tendency to forget implementation, everything should be braced from the
the unique character of each human being. Yet results of the accurately conducted empirical research.
we are summoned to choose our future and achieve our Here lie our flaws.
According to the last known survey entitled “A
Author : Abra State Institute of Sciences and Technology. Bangued
Campus, Abra, Philippines.
Review of the State-of-the-art of Educational Research:
e-mail: maeamaliab.pilarta@yahoo.com the Philippines experience conducted by Rosas (1983),
then the Assistant Director of the Bureau of Higher The Theory proposes that employees are
Education, there is definitely a dearth of educational motivated primarily by growth and esteem needs, such
researches in the Philippines. He categorically stated as recognition, responsibility, advancement and
that there was a lack of research skills and personal growth which are motivators to make
competencies on the part of the students and that there employees experience job satisfaction when needs are
is an adequate guidance and advising in the process. addressed. In contrast, factors extrinsic to the work
Such survey was never followed. called hygienes, affect the extent to which employees
To fill in the gaps of the Philippine educational feel job satisfaction. Hygienes include job security,
research this study focused on providing facts derived working conditions, company policy, co-worker
from empirical research on the issue of job satisfaction relations, and superior relations. Improving hygienes, will
in the teaching profession. reduce job satisfaction, but hygienes will have no direct
Thus, this research is conducted based on the effect on job satisfaction or employee motivation.
Two-factor Theory by Frederick Herzberg. Herzberg is a A unique characteristic of motivator-hygiene
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Harvard professor who interviewed 203 accountants and theory is that it does not view job satisfaction as
engineers from 11 different firms in the Pittsburgh, opposites. Improving motivators increase job
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Pennsylvania area in the 1960s. satisfaction, but it does not decrease job dissatisfaction.
The Two-factor theory was considered as one of Improving hygienes reduces job dissatisfaction, but it
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the four content theories of motivation vis a visthe does not increase job satisfaction. Job satisfaction is
Maslow’s Needs Theory, Alderfer’s ERG Theory and produced by growth fulfillment and other work content
Global Journal of Management and Business Research ( A ) Volume XV Issue IV Version I
McClelland’s Theory of Learned Needs. In the past outcomes, whereas job dissatisfaction is produced by
centuries the Two-factor Theory has been constantly the work context. Thus, Herzberg theory differs from
tested on different work groups to prove its reliability. Maslow’s and alderfer’s Hierarchy models suggesting
The research focused on the applicability of the that growth needs represent the source of motivation
Theory in the teaching profession that identifies the (McShane, 2003)
factors that motivate teachers to work and be productive As to the relationship of the Two-Factor Theory
in their chosen profession. to work success, this research made use of the model
of Turner(1975). He mentioned in his model that if
a) Theoretical Framework of the Study
research in teaching and education is to be of any value,
This research is largely braced on the two-
“it must be able to show relationships between particular
Factor Theory of Frederick Herzberg which is
treatments in particular education programs and
considered today as one of the four content theories of
subsequent teachers performance.” In order to see a
motivation. The other three are the Maslow’s Needs
relationship between job satisfaction and work
Theory, Alderfer’s ERG theory, and McClellands Theory
performances of teachers, the researcher included
of Learned Needs.
students’ performance and teacher’s performance as
Motivation is a psychological drive or force that
measures of work success of the teachers.
directs someone to an objective (Hodgette, 1980).
Individuals within organizations have motives and needs b) Objectives of the study
that are the mainsprings of motivation. As stated in the The objectives of the study was to determine
preamble of the corporate objectives of Hewlett- the job satisfaction among teachers and its relationship
Packard, “The achievements of an organization are the to their work performances.
results of the combined efforts of each individual in the
organization working towards common objectives.” Specifically, it aimed to answer the following:
Therefore, if an organization does not satisfy these • What is the extent of job satisfaction as
motives or needs, its people will see no logical reason to experienced by the teachers in terms of;
stay. People need to feel important and self-esteem and educational qualification, technical preparedness,
self-respect are vital in the teaching profession. supervision, interpersonal relationship, salary, job
On the basis of research with engineers and status, physical and financial resources of the
accountant, Frederick Herzberg, in the 1950s, school;
developed a about their jobs and a time when they felt achievement, recognition, promotion, task or work
especially bad about their jobs. He also asked them to output, professional growth and responsibility ?
describe the conditions that led to those feelings.
• What is the level of work performance of the
Herzberg found that employees named different types of
teachers in terms of;
conditions for good and bad feelings. That is, if a feeling
of achievement led to a good feeling, the lack of Students' performance
achievement was rarely given as cause of bad feelings. Teachers’ performance?
Instead, some other factor, such as company policy, • Is there a significant relationship between job
was given as a cause of bad feelings (Newstrom, 1997). satisfaction and the teachers’ work performances?
© 2015
1 Global Journals Inc. (US)
Job Satisfaction and Teachers Performance in Abra State Institute of Sciences and Technology
• Is there a significant relationship between the job A significant relationship existed on job
satisfaction and the teachers’ work performance in satisfaction and teacher performance in terms of
terms of their pupils’ performance and teachers’ predictors. It was revealed that most of the teachers are
performance? satisfied with their job status as permanent employee
with security of tenure.
c) Methodology On the physical condition of the school, the
The descriptive-correlation method was used. study did not show any effect on the work performances
The descriptive survey method is the technique of of teachers in terms of students’ performances.
qualitative as well as quantitative description of the This only shows that Hygiene factors though
general characteristics of the groups. rated satisfied by the teachers are not in any way related
A two part questionnaire was used to determine to the performance of the pupils. This result then
the job satisfaction of the 80 teacher-respondents. The supports the assumption of the Herzberg two-factor
Performance Appraisal for Teachers (PAST) were used Theory. According to Herzberg, even if the hygiene
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to gather data of the teaching performance of the factors will be increased deliberately, it will not in any
teachers for school year 2013-2014. The academic way satisfy the workers and eventually create a tangible
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performance of the 1500 students was taken from the effect on their productivity. It is true in the case of
report on Promotion of SY 2013-14 representing teachers. Although the data revealed earlier that
Bangued Campus of the Abra State Institute of Sciences teachers were satisfied with the hygiene factors still did
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and technology. not have any effect to the performance of students.
was refuted by the assumptions of the Herzberg two- job status and interpersonal relationship do not
factor Theory. According to Herzberg salary is determine the job satisfaction of the teachers and
considered as a hygiene factor and these hygiene factor eventually their work success.
will not determine the satisfaction of the workers in the Finally, this research established two salient
job. Because of this, Herzberg gained many critics. points in the Theory of Herzberg. First is that salary did
The research supports the idea of Herzberg for not have any significant relationship with the work
it was revealed that salary did not even serve as a success of the teachers in terms of their students’ and
predictor of the teachers’ work success. This means that teachers’ performance.
although many teachers think that their salary is not
enough they still are being productive. This further III. Conclusions
means that something, a factor or factors other than the Based on the findings, the following conclusions were
salary, pushes the teachers to work even with a meager drawn:
salary. • In job satisfaction of the teachers, the teachers are
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With this, the null hypothesis stating that there is satisfied in terms of the hygiene factors of their job.
no significant relationship between the hygiene factors
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© 2015
1 Global Journals Inc. (US)
Job Satisfaction and Teachers Performance in Abra State Institute of Sciences and Technology
2015
References Références Referencias
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1. Books Apodaca, Ernesto. Human Relations for
Supervisors, 2nd ed. 1996. Academic Publishing 85
Corporation, Pasig City, Philippines.
www.GlobalJournals.org