Professional Documents
Culture Documents
0 - Action R Proposal 22
0 - Action R Proposal 22
of Malibcong District
Submitted by:
November 2022
Table of Contents
Page
Title Page i
Table of Contents ii
LITERATURE REVIEW 5
RESEARCH QUESTIONS 11
RESEARCH METHODOLOGY
a. Research Design 12
c. Data Collection 13
e. Ethical Issues 14
COST ESTIMATES 17
REFERENCES 19
APPENDICES
20
21
c. Questionnaire
22
d. Validation Sheet
24
1
Job is one of the important elements of people’s lives. Their living style and their
social lives depend on their jobs. Therefore, it is necessary for every organization to
have satisfied workforce. Nowadays, private sector plays significant role in uplifting the
economy of Pakistan. They are not only providing good services but are also providing
job opportunities to a large group of people. Keeping in view the contribution of private
sector in the society and the significant role of job satisfaction to improve the
employees’ performance, the aim of the present study is to know the job satisfaction of
organization depends on the effective and efficient performance of employees and that
better performance depends on the employees’ job satisfaction. For that purpose,
researchers have identified various aspects of job satisfaction, its relative importance,
Job satisfaction is defined as the level of contentment employees feel with their
job. This goes beyond their daily duties to cover satisfaction with team
members/managers, satisfaction with organizational policies, and the impact of their job
positive emotional response you experience when doing your job or when you are
present at work. Leading organizations are now trying to measure this feeling, with job
the same conditions, the factors that help one employee feel good about their job may
Job satisfaction continues to be one of the most studied job attitudes in Industrial
and Organizational Psychology (Judge et al., 2017). Academics and practitioners alike
have recognized the worth of job satisfaction, given its usefulness in predicting vital
There are really two bases upon which to argue that job satisfaction is important.
Interestingly, both are different from the original reason for studying job satisfaction, that
is, the assumed ability of satisfaction to influence performance. The first, and
undoubtedly the most straightforward reason, rests on the fact that strong correlations
While the role of teachers’ work for student outcomes is widely recognised, the
question whether teachers are content with their working environment is often
overlooked (Bascia & Rottmann, 2011; Liang & Akiba, 2017). Meanwhile, teacher job
teacher well-being as satisfied teachers are less susceptible to stress and burnout
(Kyriacou & Sutcliffe, 1977; Skaalvik & Skaalvik, 2011). In addition, there is evidence
that students of teachers who are content with their job also feel better (Collie, Shapka,
& Perry, 2012; Spilt, Koomen, & Thijs, 2011). Furthermore, satisfied teachers offer
higher instructional quality and better learning support for their students (Klusmann,
Kunter, Trautwein, Lüdtke, & Baumert, 2008; Kunter et al., 2013). Finally, content
teachers demonstrate stronger job commitment and are less prone to leave the
profession (Blömeke, Houang, Hsieh, & Wang, 2017; Klassen & Chiu, 2011), which is
attrition, where migration describes teachers moving to other schools, while attrition
pertains to teachers leaving the profession altogether (Ingersoll, 2001; Rinke, 2008).
However, regardless the type of turnover, there are always negative consequences for a
particular school from which a teacher is departing. Ronfeldt, Loeb, and Wyckoff (2013)
motivation, teacher turnover negatively affects faculty collegiality and trust and leads to
a loss of institutional knowledge, which is critical for supporting student learning. In the
end, overall school performance is affected (Ingersoll, 2001; Ingersoll & Smith, 2004).
possible without improving these two factors. It leads towards school improvement,
quality education, and student satisfaction, which is the ultimate goal of any
performance, and styles. It is critical in one’s work. Adaptability, job motivation, and job
success may influence each other. Satisfaction, health security creditability, and
The district of Malibcong is situated far from the capital town of Bangued. The
rainy season, teachers find difficulty in reaching the schools. It is noted that teachers in
the schools are not locals in the area, thus making them take the risk of traveling from
their homes to their stations. This situation deprives the teachers to seek for
professional growth and most of them are not motivated to implement innovations, best
practices and even pursue their studies. Since they lack motivation in doing so, job
satisfaction at this point is in question. It is also noted from the consolidation of the
teachers’ Individual Professional Development Plan for School Year 2022-2023, that
there are 43 teachers both from Secondary and Elementary has identified Stress
Evaluation, as one of the potential areas to develop under the Core Behavioral
This study mainly focuses on how satisfied the teachers of Malibcong District on
their job. It will measure the relationship of their job satisfaction and their personal
profile and working condition. The results will be a basis on the underlying reasons of
why these teachers are more focused in seeking transfer to a nearer school from their
station rather than establish professional growth that foster job satisfaction.
5
LITERATURE REVIEW
reason for teacher turnover, with salaries being only a minor source of dissatisfaction
(Borman & Dowling, 2008; Ingersoll & Smith, 2004; TemaNord, 2010). Moreover,
inadequate working conditions of a school undermine the status of the profession and
make it difficult to recruit new teachers (Ingersoll, 2001). Yet, even recruiting more
teachers may not solve the turnover problem as long as large numbers of the new
teachers will be leaving schools, discontent with their professional status and working
addition, as brought forward by Ronfeldt et al. (2013) the recruiting, hiring, and training
of new teachers requires significant financial costs. These costs drain resources that
crucial step towards retaining qualified teachers (Borman & Dowling, 2008). Therefore,
policy measures to tackle the teacher crisis are increasingly shifting towards teacher
retention efforts (Ingersoll, 2017; Sibieta, 2018; Sutcher et al., 2016; Worth & De
Lazzari, 2017). Such efforts are especially crucial for teachers of mathematics and
sciences, which are at a higher risk of attrition compared to other groups of teachers
moderately high to high levels of job satisfaction. Teacher job satisfaction has a direct
increased student achievement. Another study was conducted from six government
secondary schools in the district of Penampang, Sabah, Malaysia. The teachers found
to be reasonably satisfied with their job, with the responsibility factor as the most
significant contributor to job satisfaction. Based on the years of service in their current
school, a statically significant difference in the level of job satisfaction among the
teachers was noted. Secondary schools in Sabah have a positive and open climate, with
the professional teachers’ behavior factor as the most significant contributor. The results
accomplishment and job satisfaction. As class size and weekly course hour increase,
elementary science teachers tend to experience more emotional exhaustion but less job
satisfaction, and these also have interactive influences. The association between
teacher collaboration and job satisfaction, as well as that between control over
classroom policy and job satisfaction, is most pronounced in schools with weaker
professional communities.
City, the job satisfaction of the teaching and non-teaching staff was conducted. Results
relationship between hygiene and motivation factors based on the level of job
Another study in the Philippines revealed that teachers who are satisfied with
their teaching assignments or jobs were predominantly female, equipped with a Masters’
degree, and with an average teaching experience of nine years. The employees
expressed strong agreement with university practices such as setting clear goals,
experience are the most important factors for predicting success as an administrator in
higher education. Job enrichment has to include not only the knowledge, experience,
and skills of administrators but the context and working conditions of employees.
performance and extra-role behavior through the mediation of the quality of working life.
positively affected their work engagement and job performance, and the relationship
between work engagement and job performance was statistically significant. Also
identified were the mediating roles of self-efficacy and work engagement on the
teachers teaching in different schools and those teachers teaching in the same school.
The basis for promotion and professional development was only the students’ tests
scores, without considering the increased teaching loads that they have. Teachers’
teaching. However, independence and work-life balance were related significantly to the
teachers’ job performance, but workload did not contribute to the job performance
afraid that they did not have the skills necessary for teaching children. Creating a
teaching.
encourage others to join the profession. Job demands were the most significant
predictor in the model, while extrinsic motivations were the only negative predictor in
each model. Teachers were less willing to encourage their family members, including
their children, while being more willing to promote either students or student teachers, to
join the profession. Spirituality and general job satisfaction were moderately and
However, it is not related to the general job satisfaction scale. Job satisfaction is
strongly associated with psychological aspects. Those who are satisfied with the job are
also emotionally adaptive and satisfactorily enjoyed. Teachers from six universities in
Shenyang, China had a moderate level of job satisfaction. Demographic and working
that excellent teachers had low satisfaction in terms of “personal growth” and
sharing, work engagement, and knowledge creation activities among high school
teachers in Korea were examined. The results indicated that a creative school climate
positively influences teachers’ knowledge sharing and work engagement; and affects
The strong and significant relationship among the work-life balance and work-
family conflict, family-work conflict, work environment, and feelings about work was
found. Feeling about work is the most influencing factor of work-life balance. Attitudes
about work, conducive work environment, reduced work-family conflict, and reduced
family-work conflict resulted in stable work-life balance and ultimately on job satisfaction
for the employees. Teachers generally having a negative attitude towards pay-for-
performance were seen. Teachers felt that morale and teacher collaboration would be
negative result.
In their review of the school working environment, Bascia and Rottmann (2011)
reinstate the importance of working conditions in schools not only for teacher
motivation, effectiveness and job satisfaction but also for student opportunities to learn.
Previous research has recognized some of the most crucial factors, which ensure
countries worldwide from Teaching and Learning International Survey (TALIS) 2013 –
Johnson, Kraft, and Papay (2012) investigated the effects of school working
conditions on teacher job satisfaction and career intentions in the US context. The study
10
revealed that among the employed categories of teacher working conditions, the ones of
social nature were the most important. Thus, the effects of collegial support, principal’s
leadership, and school culture of trust and respect were almost double the effect of
RESEARCH QUESTIONS
As a school leader, it is necessary to look into the influences and the level of job
satisfaction of teachers. Hence the researcher would like to determine the influences
and level of job satisfaction of teachers of Malibcong district. Specifically, the study will
1. What is the level of job satisfaction of the teachers of Malibcong District in terms
of;
a. Compensation to Employees
c. Benefits
d. Work Environment
e. Training
f. Performance Evaluation
g. Supervision
h. Work Culture
i. Job Security
2. What is the profile of the teachers of Malibcong District in terms of age, gender,
teachers of Malibcong?
school?
12
collegial support, school head’s leadership and school culture on the level of
The scope of this study is limited in determining the level of job satisfaction and
the relationship of the teachers’ profile and working conditions on the job satisfaction of
RESEARCH METHODOLOGY
Research Design
The descriptive design will identify the teacher’s profile in terms of age, gender,
number of years in service and distance of home to school. It will also be used in
support, school head’s leadership and school culture. The correlational method
will be used to explain the interrelationship of the teachers’ profile and working
District.
Population and/or Sampling
Central
13
Data Collection
questionnaire by the researcher that will measure the level of job satisfaction of
Work Culture, Job Security and Flexibility in Job Performance. The questionnaire
validity. The Questionnaire will consist of three parts. Part 1 will contain the
teacher’s profile in terms of age, sex, number of years in service and distance
from home to school, Part 2 will be on the teacher’s working conditions and Part
in Job Performance.
The researcher will personally do the actual data gathering by floating the
gathered. For problems number 1,2,3 and 4, frequency count, percentages and
14
4 – Outstanding
3 – Very Satisfactory
2 – Satisfactory
1 - Poor
Work Culture, Job Security and Flexibility in Job Performance, the following scale
will be followed.
4– Very Satisfied
3– Satisfied
2 – Quite Satisfied
1 – Not Satisfied
respondents will be asked to select the determinant factor that they think
influences their job satisfaction. Their responses will be tallied and the five
determinant factor with the most number will be considered as the most common
number of years in service and distance of home to school, and the working
Ethical Issues
researcher to ensure the integrity of the research process. First, consent of the
participants and respondents will be obtained before involving them in the study.
15
Second, the respondents will not be subjected to coercion in any way. Third, the
information and the result of the study will just serve its purpose of strengthening
the job satisfaction of teachers and elevating awareness of the teachers about
the importance of job satisfaction and lastly, the analysis of data will be filtered
17
COST ESTIMATES
18
Dissemination and utilization will be implemented after the research submission and
approval of the Schools Division Research Committee. The researcher will then submit a
copy of the research to the Division LRMS, School Library, to the School Heads of
participating schools and the office of the School BEIS and School LRMS. This will enable
the teachers of Malibcong District to have access to the study and utilize it as referral for
further study or as a reference for research enthusiasts. The research findings will also be
presented during the Mid-Year Review and Evaluation Program or during the District Inset to
participating schools for afront discussions and analysis. Further, study will also be done to
REFERENCES
Judge & Kammeyer-Mueller, 2012; Society for Human Resource Management, p. 18-26
Paul E. Spector, Job Satisfaction, 1997: Application, Assessment, Causes, and
Consequences, p. 78-94
Genelyn R. Baluyos et. Al., 2019, Teachers’ Job Satisfaction and Performance, SDO
Misamis, Misamis Oriental
Wasaf Inayat and Muhammad Jahanzeb Khan (August 05, 2021), A Study of Job
Satisfaction and Its Effect on the Performance of Employees Working in Private
Sector Organizations, Peshawar
Website: https://www.hindawi.com/journals/edri/2021/1751495/
Ana Toropova et.al., (January 2020), Teacher Job Satisfaction: The Importance of School
Working Conditions and Teacher Characteristics
Website: https://www.tandfonline.com/doi/full/10.1080/00131911.2019.1705247
Edward E. Lawler and Lyman W. Porter, The Effect of Performance on Job Satisfaction
Website:https://d1wqtxts1xzle7.cloudfront.net/51028701/j.1468-
232x.1967.tb01060.x20161223-16396-9sakju-with-cover-page-v2.
20
APPENDICES
_____________________
_______________________
_______________________
_______________________
Madam:
Greetings of Peace, Prosperity, and Good Health.
In this regard, I humbly seek permission to float the questionnaire to your teachers who are
the respondents of this study in your respective school and cluster schools to collect the data
needed.
Rest assured that whatever information gathered from them will be treated with the highest
degree of confidentiality and would be used only for research purposes.
Respectfully Yours,
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_________________________
_________________________
_________________________
_________________________
Sir/Madam:
I would like to ask your cooperation by answering the questionnaire honestly and completely.
Any information that you will provide is highly appreciated and will be treated with the highest
degree of confidentiality and would be used only for research purposes.
Respectfully Yours
22
c. Questionnaire
Name: _________________________________
(optional)
I. Personal Profile
Please put a check corresponding to your response.
A. Age
_______ below 25 years old
_______26 yrs. old– 35 yrs. old
_______36 yrs .old – 45 yrs. old
_______46 yrs. old– 55 yrs. old
_______56 yrs. old – 65 yrs. Old
B. Sex
_______Male
_______Female
C. Number of Years in Service
_______ 5 yrs. and below
_______6 yrs. – 10 yrs.
_______11 yrs. – 15 yrs.
_______16 yrs. – 20 yrs.
_______21 yrs. – 25. yrs.
_______26 yrs. and above
D. Distance of Home to School
_______ 10 kms. and below (very close proximity)
_______ 11 kms. – 25 kms. (close proximity)
_______ 26 kms. – 35 kms. (far proximity)
_______ 36 kms. – 45 kms. (very far proximity)
_______46 kms. And above (extreme far proximity)
23
DETERMINANT FACTORS 1 2 3 4
Compensation to Employees
Opportunity for Advancement
Benefits
Work Environment
Training
Performance Evaluation
Supervision
Work Culture
Job Security
Flexibility in Job Performance
DETERMINANT FACTORS
Compensation to Employees
Opportunity for Advancement
Benefits
Work Environment
Training
Performance Evaluation
Supervision
Work Culture
Job Security
Flexibility in Job Performance
24
Please put a check on the appropriate box that corresponds to your answer. Please
be guided by the scale below.
5 – Excellent
4- Very Satisfactory
3 – Satisfactory
2 - Fair
1 – Poor
Condition 1 2 3 4 5
Relevance
The items are relevant in determining the level of job
satisfaction of teachers.
Organization
The direction and items are well organized.
Applicability
The items/employed to be evaluated are realistic
and are applicable on the context of the
respondents.
Clarity
The questionnaire in evaluating the level of job
satisfaction and influences of job satisfaction of
teachers is clear and precise.
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
Evaluator:
Name/Signature: ____________________________
Position: __________________________________
Date: _____________________________________