0% found this document useful (0 votes)
36 views33 pages

Thesis Johaira A. Alimudin

Uploaded by

johairaalimudin
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
0% found this document useful (0 votes)
36 views33 pages

Thesis Johaira A. Alimudin

Uploaded by

johairaalimudin
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 33

Formerly: Central Maguindanao Institute

GANI L. ABPI COLLEGE INC.


GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

JOB SATISFACTION AND TEACHING PRACTICES OF ISLAMIC AND


ARABIC LANGUAGE TEACHERS IN DATU PIANG,
MAGUINDANAO DEL SUR
______________________________________

A Master’s Thesis
Presented to
The Faculty of the Graduate Studies
GANI L. ABPI COLLEGE, INCORPORATED
Buayan, Datu Piang, Maguindanao Del Sur

_________________________________________________________

In Partial Fulfillment
Of the Requirements for the Degree
Master of Arts in Education
Major in Educational Management

by

JOHAIRA ABDULLAH ALIMUDIN


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

Chapter I

INTRODUCTION

Background of the Study

In the human society, the most basic job is education, and

the person who carries out this mission is a teacher. The work of a

teacher refers to any efforts that is made to guide, develop and educate a

person. It is according to this definition that prophets are called human

teacher. Parents and others family members also have a teacher role

compared to the younger ones. But in naming the different classes that

have taken on the task of education, only one group is called a teacher;

that is, those who undertake the mission of educating our children from

childhood and primary education to youth and higher educations.

Job satisfaction plays an essential role in the overall

commitment and productivity of the school organization. The teachers’

job satisfaction significantly influenced their commitment to the

organization. Teachers who are satisfied with the job are also committed

to work in the organization. The more the employers are satisfied in the

job; the better is their participation and commitment to the organization.


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

The satisfied and happy feeling of the teachers towards the organization

affects the overall process in carrying their job, thus, contributes to the

school success as a whole. Recent studies (Frederick Herzberg) theorized

that employee satisfaction has two dimensions: “hygiene” and

motivation. Hygiene issues, such as salary and supervision, decrease

employees’ dissatisfaction with the work environment. Motivators, such

as recognition and achievement, make workers more productive, creative

and committed.

Any achievement of perform of an individual stems always from

motivation. Thus an administrator first of all should stress to keep on

top of what is happening with his or her subordinates. Performance, in

turn, is seen as heading to intrinsic and extrinsic rewards, as tempered

by what the individual sees as equitable, lead to satisfaction but

performance also influence equitable rewards.

Different authors theorized that human nature are based on

needs, whether consciously or subconsciously felt. An Administrator gets

thing done with and though people. To be an effective administrator, he

must have understanding of needs and motivation. Motivation is the

feeling or factor that drive a person toward achieving a particular

objective. Stated differently, motivation is what causes people to act, to


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

perform, and to want to do something but before a need will motivate,

however it must be recognized as a need. Kassen (1977) has said that

recognized needs results in tension and action designed to accomplish

relief.

In the same vein contention, Vroom (1964) has another approach

in explaining motivation. He holds that people will be motivated to do

things to reach a goal if they believed in the worth of that goal and if they

can see that what they do will help them in achieving it.

Porter and Lamlu (1968) support such idea by stating that the

amount of effort the strength of motivation and energy excerted depend

on the value of a reward plus the amount of energy a person believe is

required and the probability of receiving the reward. The perceived effort

and probability of actually getting a reward are in turn, also influenced

by the record of actual performance.

Statement of the Problem

Generally, this study aims to determine the job satisfaction and

teaching practices of Islamic Arabic Language teachers public and

elementary school in Datu Piang, Division of Maguindanao Del Sur.


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

Specifically, this research study was designed to answer the

following questions:

1. What is the demographic profiles of the ISAL teachers as

respondents of this study, in terms of:

1.1 age;

1.2 sex;

1.3 civil status; and,

1.4 highest educational attainment?

2. What is the level of job satisfaction of the respondents in terms of:

2.1?

2.2

2.3

2.4?

3. What are the challenges encountered by the respondents as ISAL

teachers?

4. What are the teaching practices of the ISAL teachers in terms of:

4.1 ?

4.2 ?

4.3 ?

4.4 ?

4.5 ?
Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

5. Is there a correlation between the job satisfaction and teaching

practices?

6. Is there a significant relationship between the job satisfaction and

teaching practices?

THEORETICAL FRAMEWORK

This research was based on the theories by Herzberg, Maslow and.

Herzberg Motivation-Hygiene Theory explains the concept of the job

enrichment describing employees’ role in planning performing and

evaluating their work, thus providing employees the opportunity to

enhance their knowledge and skills (Schulz & Schulz 2010).According to

Maslow’s theory on job characteristics, employees’ strive to satisfy their

needs in a hierarchical order. An employee is motivated to work in order

to satisfy basic physiological needs for survival such as gaining enough

money to purchase food (Jex & Britt 2008).


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

CONCEPTUAL FRAMEWORK OF THE STUDY

Independent Variable Dependent Variable

JOB SATISFACTION TEACHING PRACTICES

 Nature of Work  Instructional Technical and


 Supervision Procedures
 Co-worker  Intra-personal Relationship
 Communication
 Salary
 Designated Position

SOCIO – DEMOGRAPHIC PROFILE

 Age
 Sex
 Civil Status
 Highest Educational
Attainment

Figure 1. The Conceptual Framework Showing the Relationship of


Variables of the Study

(Ilagay mo itong mga variables mo sa SOP mam)


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

Significance of the Study

The results of the study are significant in providing insights

into some aspects of the job satisfaction and teaching practices of Isal

Teacher of Datu Piang Devision I of Maguindanao Del Sur. Result of this

study may be used by the school administrators in reviewing policies and

practices to motivate Isal Teacher and promote job satisfaction and

teaching practices. This will be the basis to plan programs for teacher

development that will lead to teacher professional growth. Finally, this

study is very important for the teachers to assess their own job

satisfaction and teaching practices that can become the instrument for

the attainment of quality education.

Scope and Limitation of the Study

This study will be focused on finding out the job satisfaction

and teaching practices of Islamic Studies and Arabic Language Teachers

of public elementary school of Datu Piang , Masguindanao Del sur. The


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

job satisfaction and teaching practices is gather through Teacher job

satisfaction questionnaire (TJSQ) for the School Year (2023-2024)

This study involved thirty eight (38) ISAL Teacher of public

elementary schools in Datu Piang, Maguindanao Del Sur 1. These School

are Datu Gumbay Piang Central Elementary School, Masigay Elementary

School, Dado Elementary School, Duamenanga Elementary School,

Montay Elementary School, Balanaken Primary School, Kalipapa Primary

School, Ambadao Primary School, Kanguan E. Uy central elementary

school, rena regiente elementary school, Lintukan Elementary School,

Damabalas elementary School.


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

Definition of Terms

For a clearer understanding of the study, the following terms are

defined as they are operationally and objectively used in this study:

Age refers to the number of years of existence of the public elementary

school teachers who were chosen as respondent of this study.

Assessment refers to the identification of the researcher defined the

following terms as used in this study.

Civil Status refers to the distinct option that describe the teachers of

Datu Piang District I in relationship with a significant other. It means

being single or married.

Datu Piang District I refers a place in Maguindanao Del Sur Division of

the Ministry of Basic, Higher and Technical Education (MBHTE) in

Bangsamoro Autonomous Region in Muslim Mindanao (BARMM) which

is located in Datu Piang Municipality.

Highest Educational Attainment refers to the highest educational

program successfully completed by the teachers as respondents of the

study. This can be a Bachelor’s Degree or Master Degree.


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

Job Satisfaction refers to the motivation of the teachers to exert their

effort in their teaching because of the salary wages and benefits they

received.

Profile refers to the personal characteristics of the respondents.

Respondent refers to the teacher of Datu Piang Maguindanao Del sur

who are the sources of the data of this study.

CHAPTER II

REVIEW OF RELATED LITERATURE

Studies and literature relevant to the present study are herein

presented in this section. These studies and literature give light in the

preparation of this investigation.

Job Satisfaction

Job satisfaction is describe as the feelings of employees resulting

from the assessment of their job. It can be positive, moderate or negative.

Edwards, et al.(2008, p 442) defines job satisfaction as “an evaluative


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

judgment about the degree of pleasure an employee derives from his or

her job that consist of both the affective and cognitive components”. Job

satisfaction is “the attitude an employee has toward his job”. (Aamodt,

2009) Moser and Galias (2007) highlighted that employee’s ability and

opportunities aid to improve their satisfaction of the job level. Herzberg,

et al. (1959) formulated two-factor theory of job satisfaction and

postulated that satisfaction and dissatisfaction were two separate and

sometimes even unrelated phenomena. Intrinsic factors named

motivators’ (that is, factor intrinsic to the nature and experience of doing

work) were found to be job satisfiers’ and included achievement,

recognition, work itself and responsibility. Extrinsic factors which they

named hygiene factors were found to be job dissatisfies and included

company policy, administration, supervision, salary, interpersonal

relations and working condition. Herzberg and Mausner’s Motivation-

Hygiene theory has dominated the study of the nature of job satisfaction,

and formed a basis for the development of job satisfaction assessment.

Job satisfaction is the positive and negative feelings of an

employee towards his job or it is the amount of happiness connected

with the job. Therefore, jobs satisfaction is one of the most widely spread

researched topics in the field of organizational psychology. According to


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

Locked, job satisfaction is the positive and enjoyable feeling that result

from evaluation of one’s job or job experience.

When an employee satisfied, he will perform at his level best to achieve

the organization objectives. Employee who are highly satisfied are

usually regular and punctual, more productive, more committed, and

more satisfied in their lives.

According to Newstrom (2007), “job satisfaction is a set of favorable

or unfavorable feeling and emotions with which employee view their work

and the supervisors need to be alert about employee job satisfaction

level”. Job satisfaction refers to the feeling and emotions of employees in

an organization. It includes the behavior pattern of people that can be

favorable or unfavorable. The progress of work is directly related to job

satisfaction. If employees are not satisfied with their job, the overall

progress of system is affected. The administrators should periodically

study the job satisfaction of the employees and try to improve it by

promoting human values and dignity. The importance of job satisfaction

in an education system is very vital than in other organization.

Education is not merely the transfer of information but overall

development of human personality. This can only be possible if teachers

are satisfied with their jobs. Quality education and human development
Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

is only possible if the people involved in the system are satisfied with

their work.

There are two types of factors affecting the job satisfaction

Situational characteristics and situational occurrence: these are

considered as major factors of job satisfaction. Situational characteristics

are salary, supervisory practices, working environment, promotion,

Whereas situational occurrences are either positive like extra vacation

time, rewards etc or negative like faulty equipment (Quarstein, McAfee &

Glassman, 1992). Another view is that job satisfaction is a behavior that

shows the satisfaction level of an individual at their work place (Grffin,

2000).

Teaching Practices

Effective, nurturing, and responsive teaching practices and

interaction are key for all learning in early childhood setting. They foster

trust and emotional security; are communication and language rich; and

promote critical thinking and problem-solving. They also support social,

emotional, behavioral, and language development; provide supportive

feedback for learning; and motivate continued effort. Teaching practices

and interaction are is responsive to and build on each child’s pattern of

development and learning. They can be measured by the classroom


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

Assessment Scoring System (CLASS) and other-child interaction tools.

These observation may then be used to support professional

development. Teaching practices also include how schedules are routines

are carried out, how setting are managed, and how children’s challenging

behaviors are addressed.

ISAL

Islamic Studies and Arabic Language (ISAL) refers to subject such

as: Qur’an, aqeedah, Fiqh, Hadith, Seerah, Islamic Values, and Lughatul

Arabiyyah. Revvised Basic Education Curriculum (RBEC) refers to

subject such as: English, Math, Science, Filipino, and Makabayan.

Very Satisfactory

According to DepEd (2013), this rating refers to the teaching

performance of the teacher exceeding targets by 15% to 29% of the

planned targets. This means the performance of the teacher exceeds

expectation. All goals and the performance of the teacher exceeds

expectation. All goals and targets were achieved above establishment

standaed.

Satisfactory
Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

This levels shows that the performance of the teacher reached to

10% to 14% above of the planned targets. Teacher’s performance met

expectations in terms of quality of work, efficiency, and timeliness. The

most critical annual goals were met (DepEd, 2013).

Unsatisfactory

Teacher performance is at 51% to 99% of the planned targets.

However, the teaching performance failed to meet expectations, and/ or

one or more of the most critical goals were not met (DepEd, 2013).

Poor

Teacher performance failing to meet planned tragets by 50% or

below. Performance was consistently below expectation, and or

reasonable toward critical goals was not made. ( DepEd, 2013)

Constructivism implies the notion that learners. The resources of

master teachers used should be focused in encouraging, aiding and

allowing the teachers and students to uncover the main principles on

their own. Communication between them, the students and teachers is

the key concept. This concept of instructional competence and leadership

skills of master teachers’ primarily work with delivering effective

classroom instruction, analyzing student data obtained through their


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

performance, conducting an action research, give technical assistance,

mentoring fellow teachers through INSETs and helping the

implementation of the curriculum in their respective schools are the

main and duties which is stipulated in their Individual Performance and

Commitment Review form (IPCRF) (Bruner 1966)

These tools are practical to use, give preference to quality over

quantity, ensure teacher effectiveness, and motivate professional growth

and development. This set of RPMS tools were made by and for the

teachers, resolving the issues of teachers having difficulty coming up

with their IPCRF and compiling irrelevant and voluminous MOVs, and

ensuring that their performance and practice of teaching are measured

through standardized and objective manner. It is important to note that

with the development to note that with the development of these tools,

teachers shall no longer craft/ develop their own Individual Performance

and Commitment Review Form (IPCRF) in view of the developed RPMS

tools in the Manual allowing them to focus on teaching.

It is basically existing to check and monitor as well to balance the

duty of the teacher, to see if the work is diligently and efficiently done. So

that it. In conclusion, the IPCRF is the notifying factor for the teacher to
Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

exert more effort in teaching and in compling with the standard and

guidelines (DepEd, 20180).

Age

Abdulgane (2008), as cited by Saguira (2011), disclosed that age is

a period of human life, measured by years , usually marked by a certain

stage of degree of mental or physical development and involving legal

responsibility and capacity length of life or existence to the time spoken

of or referred to.

Gwenith Fisher et, al (2017) made a study on how age affect

performance. Using a within subjects 2 x 3 x 2 experimental vignette

methodology across tree samplesa, the study examined the influence of

successful aging at work (successful and not successful), the age type of

the job (young type of job, age neutral, and old), and performance pattern

Performance pattern (younger or older) on performance ratings,

promotion and layoff decision, recommendations for upgrade training,

bonus money administration, and organizational resource investment.

Results showed significant main effects for successful aging at work on

performance-based outcomes. Less consistent relationship were found

with job type and performance pattern. These results are discussed in

relation to previous research on age-performance research relationships,


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

theoretical support, as well as implication for future research people live

longer, obtain higher levels of education, remain in the workforce longer

and retire later. In addition, multiple generations work together. As the

demographic composition of the workforce population continues to

become more diverse, it is important to have greater understanding or

the challenges that age diversity may bring to psychosocial variables at

work and human resource practices in the workplace. One such

challenges is how alternative conceptualizations and perceptions of age

may influence assessments of work performance and performance based

organizational decisions.

According to Landy (1983), age can influence perceptions involved

with huiman resource decisions. Additionally, it is important to

acknowledge that age biases may be mitigated by specific contextual

factors. One such context factor are the job or occupation that a person

holds. Similar to how people hold stereotypes pertaining to the ages of

people, there are stereotypes associated with the type of job a person

works. The age- type of a job is the perception that people hold regarding

whether the job typically is comprised of older individuals, and so on.

The age type of job has been shown to influence performance evaluation,

where older workers are rated lower than younger workers when they

occupy young-type jobs Age in indicating that a person is performing or


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

behaving highly on aspects of performance that typically associated with

a younger or an older worker. Cleveland (1983) notably manipulated

performance patterns (i.e., typifying the performance of what usually is

expected from an older worker or young worker) and found an interaction

between that and job type. When the performance pattern was

inconsistent with the age-type of the job, employees received lower

ratings than when it was consistent. In addition, participants with young

performance patterns working in 15 young jobs were more likely to

receive more bonus money over those behaving with older patterns of

performance.

Sex

Wikipedia (2021) defines sex as a trait that determines an

individual reproductive function, male or female, in animals and plants

that propagate their species through sexual reproduction involves the

recombination of genes by meiosis followed by the formation of

specialized haploid cells known as gametes. According to Fosson (2000),

the influence of sex on performance has been investigated in a number of

studies with widely differing conclusion. Most of the difference in

reported findings are due to varying context such as subject of study and

gender interaction.
Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

The source of sex differences has long been topic of heated debate.

Linda (2008) stressed that though tests of general intelligence suggest on

overall differences between men and women, there are large sex

differences between men and women, there are large sex differences in

scores of cognitive tasks.

CHAPTER III

RESEARCH METHODOLOGY

This chapter presents the research design and the method used

in the study. It describe the source of data, locale, sampling methods,

research procedure undertaken, and instrumental used, validation

process, and statistical treatment employed.


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

Research Design

This study will use a descriptive correlation design. Part of the

study such as the level of satisfaction and the teaching practices of

Islamic and Arabic Language (ISAL) are presented in descriptive manner.

The correlation used to find out the relationship of teaching practices to

job satisfaction. Further correlational analyses are also employed to

determine the predictors of the teaching practices among the factors in

the independent variable.

Locale of the Study

This research will be conducted in public schools of Datu Piang,

Maguindanao Del Sur Division.


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

Figure 2. The map of Datu Piang, Maguindanao Del Sur Division


Showing the Locale of the Study

Respondents of the Study

The respondents of this will be the teachers of Islamic and

Arabic Language (ISAL) in elementary public schools of Datu Piang,

Maguindanao Del Sur.


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

Name of School Number of


Respondents
Datu Gumbay Piang Central Elementary 4
School
Masigay Elementary School 2

Dado Elementary School 6

Duaminanga Elementary School 4

Montay Elementary School 1

Balanaken Primary School 2

Kalipapa Primary School 1

Ambadao Primary School 2

Kanguan E. Uy Central Elemtary School 7

Reigna Regente Elementary School 3

Lintukan Elementary School 3

Damabalas Elementary School 3

Total 38

As can be seen on the table, there is a total number of thirty Eight

(38) Islamic Studies and Arabic Language (ISAL) teacher of public

elementary schools in Datu Piang, Maguindanao Del Sur.

Sampling Technique
Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

The researcher is used a purposive sampling in thirty eight (38)

Islamic Studies and Arabic Language (ISAL) in public elementary school

of Datu Piang, Maguindanao as respondent.

Data Gathering Instrument

This study is use of the job satisfaction survey questionnaire

with its six facets namely, nature of work, supervision, co-worker,

communication, salary, designated position. Teacher job satisfaction

survey questionnaire (TJSQ). It is a sixty two (62) with nine construct,

adopted and modified from (Lester, 1987), designed to measure the level

of job satisfaction of teachers. Responses are solicited using a five-point

scale ranging from 5 (always) to never (1).

Data Gathering Procedure

Before the survey is conduct, consent from the Dean of

Graduates Studies, Gani L. Abpi Colleges, Incorpiorated is obtain.

Permission is likewise secure from the Maguindanao Del Sur school

Division Superintendent, District Supervisor, and School

Heads/Principal to allow the Islamic Studies and Arabic Language

teachers participate in this study. Permission is also sought to allow


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

access to the record of the teachers’ TJSQ which are store in the office of

the school Head of each school.

Upon approval, the researcher personally administer the conduct

of the survey questionnaire and the gathering of data from the TJQS. The

purpose of the study and the mechanics of the survey are properly

explain to the respondents as well as to their school heads.

Statistical Treatment

After the researcher gather the needed data, the statistical tools

use are:

1. Frequency and percentage are used to determine the profile of the

teachers as respondents and TJQS rating.

Formula:

P=(f/N)*100

Where: P = Percentage

f = frequency

N = Total number of respondent

100= constant
2. Weighted mean is used to determine the common experiences of

teachers of Datu Piang Maguindanao Del Sur related to The job


Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

satisfaction in teaching practices of Islamic Studies and Arabic

Language (ISAL) teacher.

WM=TP/N

Where:

WM= weighted mean

TP= total weighted points

N= the total number of the respondents

3. Likert Scale

Weighted Adjectival Meaning

4.51-5.00 Outstanding

3.51-4.50 Very Satisfactory

2.51-4.50 Satisfactory

1.51-2.50 Unsatisfactory

1.00-1.50 Poor
Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

QUESTIONNAIRE FOR TEACHERS

Dear Respondent,

My name is Johaira A. A limudin, a student at Gani L. Abpi College,


Incorporated, pursuing a Master Degree in Master of Education (MAED). I am
carrying out research on The Job Satisfaction of Teaching practices of Islamic
Studies and Arabic Language Teacher Of Datu Piang Maguindanao Del Sur. I
kindly request you to provide me with information. It will be treated as
confidential and used for academic purposes only. (Pakigaya mo yung kay
mam Kabagani mam)

SECTION A: BACKGROUND INFORMATION ABOUT TEACHERS


Please provide the following demographic information for analysis
purpose. (Place thick on the squares to give your answer)

Name of School: _____________________________________________________


A1. Position of respondent :__________________________________________
A2. What is your age range? (Please tick under only one of them).
20-25 yrs 26-30 yrs 31-35 yrs 36-40 yrs Above 41
Age yrs

A3. Marital Status


1. Single 2. Married 3. Widow/Orphan
A4. Gender
1. Male 2. Female

A5. Highest educational level attained (Please tick under only one of

them).
Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur
1. Ordinary 2. Advanced 3.Diploma 4. Degree 5.Post 6. Other

level level Graduate (Please


Qualification
specify)

A6. How long have you been employed in this school?.


1. Less than a year 2. 1-2 years 3. 3-4 years
2. 4.5-6 years 5. Above 6 years

A7. Type of the school


(a) Government (b) Private school (c)Community

A8. Highway Experience:


(a) Less than 1yr (b)1-3yrs (c)4-6yrs
A9. Native Language:

(a) English (b) Filipino (c) Maguindanaon

Section B. TEACHER JOB SATISFACTION QUESTIONNAIRE (TJSQ)

Directions: The following statements refer to factors that may influence the way a teacher
feels about his/her job. These factors are related to teaching and to the individual’s
perception of the ob situation. When answering the following statements, circle the
numeral which represents the degree to which you agree or disagree with the statements.
Please set aside 10-15 uninterrupted minutes to provide thoughtful responses. Please do
not identify yourself on this instrument.

Key: 1 2 3 4 5
1 Strongly Disagree
2 Neutral
3 Agree
Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

4 Strongly Agree
5 Neither agree nor disagree

1. Teaching provides me with an opportunity to advance professionally. 1 2 3 4 5


2. Teacher income is adequate for normal expenses. 1 2 3 4 5
3. Teaching provides an opportunity to use a variety of skills. 1 2 3 4 5
4. Insufficient income keeps me from living the way I want to live. 1 2 3 4 5
5. My immediate supervisor turns one teacher against another. 1 2 3 4 5
6. No one tells me that I am a good teacher. 1 2 3 4 5
7. The work of a teacher consists of routine activities. 1 2 3 4 5
8. I am not getting ahead in my present teaching position. 1 2 3 4 5
9. Working conditions in my school can be improved. 1 2 3 4 5
10. I receive recognition from my immediate supervisor. 1 2 3 4 5
11. I do not have the freedom to make my own decisions. 1 2 3 4 5
12. My immediate supervisor offers suggestions to improve my teaching. 1 2 3 4 5
13. Teaching provides for a secure future. 1 2 3 4 5
14. I receive full recognition for my successful teaching. 1 2 3 4 5
15. I get along well with my colleagues. 1 2 3 4 5
16. The administration in my school does not clearly define it policies. 1 2 3 4 5
17. My immediate supervisor gives me assistance when I need help. 1 2 3 4 5
18. Working conditions in my school are comfortable. 1 2 3 4 5
19. Teaching provides me the opportunity to help my students learn. 1 2 3 4 5
20. I like the people with whom I work. 1 2 3 4 5
21. Teaching provides limited opportunities for advancement. 1 2 3 4 5
22. My students respect me as a teacher. 1 2 3 4 5
23. I am afraid of losing my teaching job. 1 2 3 4 5
24. My immediate supervisor does not back me up. 1 2 3 4 5
25. Teaching is very interesting work. 1 2 3 4 5
26. Working conditions in my school could not be worse. 1 2 3 4 5
27. Teaching discourages originality. 1 2 3 4 5
28. The administration in my school communicates its policies well. 1 2 3 4 5
29. I never feel secure in my teaching job. 1 2 3 4 5
30. Teaching does not provide me the chance to develop new methods. 1 2 3 4 5
31. My immediate supervisor treats everyone equitably. 1 2 3 4 5
32. My colleagues stimulate me to do better work. 1 2 3 4 5
33. Teaching provides an opportunity for promotion. 1 2 3 4 5
34. I am responsible for planning my daily lessons. 1 2 3 4 5
35. Physical surroundings in my school are unpleasant. 1 2 3 4 5
36. I am well paid in proportion to my ability. 1 2 3 4 5
37. My colleagues are highly critical of one another. 1 2 3 4 5
38. I do have responsibility for my teaching. 1 2 3 4 5
Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

39. My colleagues provide me with suggestions or feedback about my 1 2 3 4 5


teaching.
40. My immediate supervisor provides assistance for improving instruction. 1 2 3 4 5
41. I do not get cooperation from the people I work with. 1 2 3 4 5
Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

42. Teaching encourages me to be creative. 1 2 3 4 5


43. My immediate supervisor is not willing to listen to suggestions. 1 2 3 4 5
44. Teacher income is barely enough to live on. 1 2 3 4 5
46. The work of a teacher is very pleasant. 1 2 3 4 5
47. I receive too many meaningless instructions from my immediate 1 2 3 4 5
supervisor.
48. I dislike the people with whom I work. 1 2 3 4 5
49. I receive too little recognition. 1 2 3 4 5
50. Teaching provides a good opportunity for advancement. 1 2 3 4 5
51. My interests are similar to those of my colleagues. 1 2 3 4 5
52. I am not responsible for my actions. 1 2 3 4 5
53. My immediate supervisor makes available the material I need to 1 2 3 4 5
do my best.
54. I have made lasting friendships among my colleagues. 1 2 3 4 5
55. Working conditions in my school are good. 1 2 3 4 5
56. My immediate supervisor makes me feel uncomfortable. 1 2 3 4 5
57. Teacher income is less than I deserve. 1 2 3 4 5
58. I try to be aware of the policies of my school. 1 2 3 4 5
59. When I teach a good lesson, my immediate supervisor notices. 1 2 3 4 5
60. My immediate supervisor explains what is expected of me. 1 2 3 4 5
61. Teaching provides me with financial security. 1 2 3 4 5
62. My immediate supervisor praises good teaching. 1 2 3 4 5
63. I am not interested in the policies of my school. 1 2 3 4 5
64. I get along well with my student. 1 2 3 4 5
65. Pay compares with similar jobs in other school districts. 1 2 3 4 5
66. My colleagues seem unreasonable to me. 1 2 3 4 5
Formerly: Central Maguindanao Institute
GANI L. ABPI COLLEGE INC.
GRADUATE STUDIES
Email Address: gani_abpi_hs@yahoo.com
Buayan, Datu Piang, Maguindanao Del Sur

45. I am indifferent toward teaching. 1 2 3 4 5

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy