“ JOB SATISFACTION OF TEACHERS IN CALICUT”

PROJECT REPORT
Submitted to the University of Calicut in partial fulfilment of the
requirement for the award of the degree of
BACHELOR OF COMMERCE
UNIVERSITY OF CALICUT
(2021-2024)
Submitted by:
VISHNU. K
REG.NO:

Under guidance and supervision of

Dr. SUNEERA A
ASSISTANT PROFESSOR

DEPARTMENT OF COMMERCE
THE ZAMORIN’S GURUVAYURAPPAN COLLEGE
CALICUT-673014
 CERTIFICATE

This is to certify that the Project Report entitled “ JOB SATISFACTION OF TEACHERS IN
CALICUT” submitted to the partial fulfilment of requirement for the award of degree in
Bachelor of Commerce, University of Calicut. This is the record of original project work done by
VISHNU K during the period of his study in the department of commerce, Zamorin’s
Guruvayurappan College Calicut under my supervision and guidance.

This project has not been previously formed the basis for the award to the candidate
of any degree, diploma or other similar title. He is allowed to submit this project.

Dr. MAYA DEVI THAMPATTY P C Dr. SUNEERA A

Head of department Assistant professor

Department of Commerce Department of Commerce

Zamorin’s Guruvayurappan College Zamorin’s Guruvayurappan College

Calicut 673014 Calicut 673014

EXTERNAL EXAMINER :
 DECLARATION

I , VISHNU K hereby declare that this project report entitled, “JOB SATISFACTION OF
TEACHERS IN CALICUT” has been prepared by me in partial Fulfilment of the requirements of
bachelor of commerce degree 2021-2024 of university of Calicut.

I also declare that this report has not been submitted by me fully or partially for the award
of any degree, diploma and of recognition earlier.

Place : Calicut VISHNU K

Date :
 ACKNOWLEDGEMENT

I would like to express my sincere gratitude towards my guide Assistant Prof.Dr Suneera
A for her active support, guidance and motivation during the course of my project.

I would like to express my sincere gratitude to Dr. Maya Devi Thampatty P.C , head of the
commerce department, Zamorin’s Guruvayurappan C. Whose immense support helped me to make
this project a successful one.

I would be a failure if, I don’t mention the moral support and motivation provided my
parents, who stood by me all my friends who helped me in making my project a successful one.

Place : Calicut VISHNU K

Date :
 CONTENTS

SL TITLE PAGE NO
NO
1 INTRODUCTION

1.1 INTRODUCTION
1.2 STATEMENT OF THE PROBLEM
1.3 OBJECTIVE OF THE STUDY
1.4 SIGNIFICANCE OF THE STUDY
1.5 SCOPE OF THE STUDY
1.6 DEFINITION OF THE CONCEPT
1.7 RESEARCH METHODOLOGY
1.8 TOOL USED FOR DATA COLLECTION
1.9 TOOLS USED FOR DATA ANALYSIS
1.10 LIMITATIONS OF THE STUDY
1.11 CHAPTER SCHEME
2 LITERATURE REVIEW

2.1 INTRODUCTION
2.2 REVIEW OF LITERATURE
2.3 RESEARCH GAP

3 JOB SATISFACTION OF TEACHERS: A

THEORETICAL BACKGROUND

3.1 INTRODUCTION
3.2 CONCEPT AND MEANING OF JOB
SATISFACTION
3.3 DEFINITIONS OF JOB SATISFACTION
3.4 FEATURES OF JOB SATISFACTION
 3.5 ADVANTAGES OF JOB SATISFACTION OF
TEACHERS
3.6 PROBLEMS ARISING DUE TO LOW
SATISFACTION LEVEL IN TEACHERS
3.7 FACTORS INFLUENCING JOB SATISFACTION
OF TEACHERS
3.8 CONCLUSION

4 JOB SATISFACTION OF TEACHERS IN

CALICUT

4.1 INTRODUCTION
4.2 JOB SATISFACTION:ANALYSIS OF DATA
4.3 CONCLUSION

5 SUMMARY, FINDINGS, SUGGESTIONS AND

CONCLUSION

5.1 SUMMARY
5.2 FINDINGS
5.3 SUGGESTIONS
5.4 CONCLUSION
5 BIBLIOGRAPHY
6 APPENDIX
 LIST OF TABLES

TABLE TITLE PAGE

NO NO
4.2.1 Gender
4.2.2 Satisfaction regarding workload
4.2.3 Support from the administration
4.2.4 Motivation to excel in role as teacher
4.2.5 Satisfaction of overall work environment
4.2.6 Access to resources
4.2.7 Work-life balance
4.2.8 Professional development opportunities
4.2.9 Impact of social interaction
4.2.10 Relevance of development sessions
4.2.11 Inclusion in decision making
4.2.12 Satisfaction in compensation
4.2.13 Fairness of compensation
4.2.14 Additional benefits
4.2.15 Impact of compensation in job satisfaction
 LIST OF FIGURES

Fig No TITLE PAGE NO

4.2.1 Gender
4.2.2 Satisfaction regarding workload
4.2.3 Support from the administration
4.2.4 Motivation to excel in role as teacher
4.2.5 Satisfaction of overall work environment
4.2.6 Access to resources
4.2.7 Work-life balance
4.2.8 Professional development opportunities
4.2.9 Impact of social interaction
4.2.10 Relevance of development sessions
4.2.11 Inclusion in decision making
4.2.12 Satisfaction in compensation
4.2.13 Fairness of compensation
4.2.14 Additional benefits
4.2.15 Impact of compensation in job satisfaction
 Chapter -1
INTRODUCTION
1.1 INTRODUCTION

In the realm of education, the role of teachers is pivotal, shaping the future through their
dedication and expertise. However, the effectiveness of teachers is intricately linked to their job
satisfaction, a multifaceted concept influenced by various factors. Understanding the dynamics of
teacher job satisfaction is essential not only for enhancing the quality of education but also for
fostering a supportive and conducive work environment.

Teachers play a crucial role in the development of students, serving as mentors, facilitators, and
guides. Their job satisfaction not only affects their own well-being but also has implications for
student outcomes and the overall educational landscape. Despite its significance, job satisfaction
among teachers remains a complex and often understudied phenomenon.

Teachers are the most important group of professionals in our country’s future. It is indeed
crucial to prioritize the job satisfaction of college teachers, given their significant impact on
shaping the future generation. Satisfied teachers are more likely to excel in their roles, positively
influencing productivity and classroom performance. Investing in their well-being ultimately
benefits both individuals and society as a whole. Absolutely, job satisfaction is indeed a complex
concept influenced by various factors including personal expectations, work environment, and
individual values. It is essential for individuals to find fulfilment in their work to maintain
enthusiasm and productivity.

This paper aims to provide a comprehensive overview of job satisfaction among teachers,
exploring its determinants, manifestations, and implications. By examining the factors that
contribute to or detract from teacher satisfaction, we can gain insights into how to cultivate a more
fulfilling and sustainable teaching profession.

1.2 STATEMENT OF THE PROBLEM

As compared to other levels of educational system in the society, higher education has a much
bigger role to play. Being at higher level of the educational pyramid and thus able to influence.
Other levels of education, and having wider access to all available knowledge, it can undoubtedly
operate as a powerful instrument to help the process of social change in Indian society. It nurtures
the competency of future leadership in the students who hold the potential to develop the society.
It prepares them to successfully carry out different responsibilities for social, economic and
political development. Higher education is ‘higher’ also because it is at the frontier of knowledge
trying to further expand these frontiers.

It is true that satisfied teachers are crucial for maintaining high-quality education. Creating an
environment that supports teacher satisfaction can indeed contribute significantly to achieving the
objectives of providing quality education.

1.3 OBJECTIVE OF THE STUDY

The study intends:

1. To know the factors that affect the job satisfaction level of college teachers.
2. To find whether there is difference between job satisfaction level of male teachers and
female teachers.
1.4 SIGNIFICANCE OF THE STUDY

The purpose of the study is to know the factors impacting job satisfaction among the college
teachers because it may have a direct effect on student learning of the colleges. The quality of
instruction received by students may be impacted by the level of job satisfaction a teacher
experiences. Considering the possible correlation between teacher job satisfaction and the quality
of student instruction/teaching, it is important to understand the factors that may affect job
satisfaction By conducting this study, you are aiming to fill that gap and contribute valuable
insights that can help enhance the quality of education provided to students at the college level. It
is a commendable effort towards improving both teaching quality and student learning
experiences.

1.5 SCOPE OF THE STUDY

The scope of studying job satisfaction among teachers encompasses various dimensions that
influence their well-being and effectiveness in the educational setting.

1.6 DEFINITION OF THE CONCEPTS

1 Work Environment: Exploring aspects of the work environment such as school culture,
leadership styles, organizational support, workload, classroom resources, and facilities, and
their impact on teacher satisfaction
2 Interpersonal Relationships: Analysing the quality of relationships with colleagues,
administrators, students, and parents, and how these interactions influence teacher
satisfaction.
3 Job Satisfaction: Job satisfaction refers to the subjective feelings of pleasure and
contentment that individuals experience regarding their work. It encompasses various
 aspects, including satisfaction with the job itself, the work environment, colleagues,
supervisors, and opportunities for growth and advancement.
4 Intrinsic Motivation: Intrinsic motivation refers to the internal drive and passion that
individuals have for their work, stemming from a sense of purpose, enjoyment and personal
fulfilment.
5 Professional Development: Professional development encompasses activities and
opportunities aimed at enhancing teachers’ knowledge, skills, and effectiveness in the
classroom. Access to meaningful professional development initiatives is essential for
promoting job satisfaction and continuous improvement among teachers.
6 Policy Environment: The policy environment encompasses the broader institutional and
governmental policies that affect the teaching profession, including educational standards,
funding, accountability measures, and teacher evaluation systems. Supportive policies can
enhance teacher job satisfaction by providing resources, recognition, and professional
autonomy.
7 Organizational Support: Organizational support refers to the resources, policies, and
practices provided by educational institutions to facilitate teachers’ work and well-being.

1.7 RESEARCH METHODOLOGY

The study is descriptive in nature

1.7.1 SOURCES OF DATA

The two main sources of data was primary and secondary data.

1.7.2 SAMPLING TECHNIQUE

Conveyance sampling was adopted for selecting respondents.

1.7.3 SAMPLE SIZE

50 school teachers from Calicut were selected for this study.
1.8 TOOLS USED FOR DATA COLLECTION
The tools for the study was a structured questionnaire. The questionnaire had two portions, first
portion was to collect the details about the respondents and the second portion was to collect the
data needed for the study.

TOOLS USED FOR ANALYSIS AND PRESENTATION

To make analysis, the data collected were converted into, simple percentage.The study used
graphs for presentation which was done with the help of Microsoft Excel and Microsoft Word.

1.9 LIMITATIONS OF THE STUDY

• The sample size of the study is limited to 50.

• The study is limited to teacher working in different schools in Calicut city.

1.10 CHAPTER SCHEME

The first chapter provides an introduction of the study which contains statement of the problem,
significance, scope, objectives, hypothesis, research methodology, tools used for the study of the
study and limitations of the study.

The second chapter provides a brief description about the studies conducted in the similar area
of the present study and the year in which the studies conducted.

The third chapter highlights some theoretical background for this study. It contains the theory
about job satisfaction of teachers.

The fourth chapter is the analysis of the data collected from the respondents and the presentation
of the data. This chapter focuses on interpretation of the data collected.
 The last and fifth chapter in this report is used for providing conclusion to this study. It contains
summary, findings, suggestions and conclusion.

Chapter -2
LITERATURE REVIEW
2.1 INTRODUCTION
Job satisfaction refers to the level of contentment an individual feels about their job and the
various aspects associated with it, such as work environment, tasks, colleagues, compensation, and
opportunities for advancement. A literature review on job satisfaction would encompass a
comprehensive analysis of research findings, theories, and methodologies related to this topic.

2.2 REVIEW OF LITERATURE13.

• Susan A McBride, Robert G Munday, James Tunnell ( 1992)

The study investigates the impact of gender on the job satisfaction of
university teachers in the United States. The study provides practical
implications for institutional leaders and human resources professionals to
enhance job satisfaction among female faculty.

• Bala Pronah (2011)

The study was designed to assess job satisfaction of randomly selected non
government college teachers in Bangladesh. The findings show that teachers
were not satisfied with their job without work place and training. Based on
the findings from this study, it was recommended that some existing policies
 should be changed and suggested that it is required to replace some old
policies in case of promotion, equity of justice maintained in promotion and
pay determination system.

• Pirzada Sami Ullah Sabri, Muhammad Ilyas, Zahra Amjad (2011)

The study aims to investigate the impact of organizational culture on the job
satisfaction of teachers in public and private higher education institutes and
universities in Lahore, Pakistan. Data from 347 teachers were collected
through a structured questionnaire. The analysis revealed two components of
organizational culture: one related to managers and leaders (OCM) and the
other related to employees (OCE). Both types of organizational culture were
found to have a positive and significant effect on job satisfaction, with OCE
having a greater impact than OCM.

• Om Raj Katoch (2012)

This study aims in finding the job satisfaction level of college teachers. For the same reason
a study was undertaken to identify the factors which impact the level of satisfaction of
college teachers in Jammu & Kashmir. Data collected from 98 college teachers through
personal interviews using questionnaires is analysed using percentage and chi-square
analysis. The findings suggest that female college teachers exhibit higher job satisfaction
compared to male teachers, and income per annum significantly impacts job satisfaction
levels.

• Sarita Maharjan (2012)

This paper examines the association between work motivation and job satisfaction of
teachers. With convenient sampling technique, only 112 responses are usable out of 150
questionnaires distribution to the teachers of university constituent, affiliated and plus two
campuses/colleges in Kathmandu valley. Using descriptive statistics and correlation
analysis, the study analyses the work motivation and job satisfaction of the teachers. The
study concludes that there was a positive association between work motivation and job
satisfaction of teachers.
• Sujith Bordhan (2012)
The study aims to explore job satisfaction and attitudes towards education among male
and female teachers in degree colleges, recognizing the importance of satisfied and
dedicated teachers in achieving positive educational outcomes. This paper is an
endeavour towards to analyse the attitude of the male and female teachers of Degree
Colleges towards education.

• Shaikh Moksadur Rahman (2012)

The purpose of this study is to measure and analyse the job satisfaction among teachers
working in Government colleges in Bangladesh. The primary data was collected from one
hundred and thirty two teachers from different government colleges in Comilla district,
Bangladesh. Job satisfaction is the result of various attitudes an employee holds toward
his/her or her job, towards related factors, and towards life in general. It increases
productivity on the one hand, and reduces absenteeism and turn-over on the other.

• T Nisamudheen (2013)
The aim of the study was to Identify the factors influencing the job satisfaction of college
teachers in government colleges in Kerala. Teachers are the source of guidance in all the
crucial steps in the academic life of the students. The study on job satisfaction among
college teachers in Kerala seems crucial for understanding the factors impacting their
satisfaction levels. It is noted that there is gender disparity in job satisfaction among
teachers.

• Sumbul Tahir, SM Sajid (2014)

 This paper aims to investigate the job satisfaction levels of college teachers of a private
management institution in Delhi and a college of Delhi University. A total of 40 college
teachers, ranging in teaching experience from 2 to 43 years, were selected for the study.
The purpose of this research was to determine the overall levels of job satisfaction of
college teachers, compare them according to institution and gender, and examine the
individual job dimensions affecting job satisfaction. The study found the job satisfaction
levels to be average with a significant difference between job satisfaction of male and
female college teachers, though no such difference was found between institutions.

• Nitin Nayak, Madhumita Nayak (2014)

The purpose of this study Is to determine the job satisfaction among university teachers in
the area of Delhi working in a management institute and to investigate effect of various
demographic factor like gender, marital status on employees’ job satisfaction. The results
of the study showed that the important factors that have an impact on job satisfaction
were supervision, relationship with co-workers, present pay, nature of work, and
opportunities for promotion. The findings suggest that married teachers are more satisfied
than unmarried ones. Gender was not found to be have any effect on job satisfaction.
Teachers working in government universities are found to be most satisfied.

• S Parthiban, S Krishnakumar(2014)
Higher education in India has recorded impressive growth since Independence. Hence
India has to compete with global economy where we need qualified faculties. Here the
faculties have played a major role in our educational system. A teacher is a backbone of a
nation and its progress depends upon the education system The role of teacher is very
significant in the development of a country. He acts as a coach, mentor, trainer, and
 guide. Job satisfaction of the faculty members plays a vital role among students’
education.

• Fareena Nazim (2016)

The objective of the study was to find out the relationship between leadership styles of
principals and job satisfaction of college teachers. In this connection, survey research
method was used. The population for this study comprised all teachers of public degree
colleges of Punjab (One of the provinces of Pakistan). This study distinguishes between
transformational and transactional leadership and investigates their impact using survey
research methods. The findings shed light on how leadership behaviours affect the
satisfaction levels of college educators in Punjab, Pakistan.

• Savita Gahlawat (2017)

This study was designed to assess the occupational stress and job satisfaction among the
college teachers of government and private colleges. The results of the study indicate that
Government college teachers have better job satisfaction and less occupational stress than
the teachers working in private colleges. The study also gives insight to private authorities
to identify the causes behind stress and dissatisfaction to boost up the sense of security and
satisfaction among private college teachers.

• Avinash Rana, Vishal Soodan (2019)

The aim of this study was to find the effect of stress on job satisfaction, burnout and health
that prevails among faculty members of select public and private colleges in Punjab, India.
The data collected were analysed using the IBM Statistical Package for the Social Sciences
(SPSS) Statistics software, revealed that college teachers are facing the consequences of
both occupational and personal stress.1
 • Pramath Chandra Sarker (2021)
The present study was conducted to examine the status of job satisfaction of the
government and non-government college teachers in Bangladesh. The key objectives of
this study were intended to investigate the factors influencing the job satisfaction of the
teachers. The findings of this study revealed that the job satisfaction significantly differed
in terms of the type of the colleges and that there is no significant difference in terms of
gender and residence.

2.3 RESEARCH GAP

From the above literature it is concluded that there is importance in job satisfaction of teachers.
Job satisfaction of teachers have been influenced by many factors and more research should be
done in order to find all the factors that may influence in future.

2.4 REFERENCES

• Katoch, O. R. (2012). Job satisfaction among college teachers: A study on government

colleges in Jammu (J&K). Asian Journal of Research in Social Sciences and Humanities,
2(4), 164-180.
• Maharjan, S. (2012). Association between work motivation and job satisfaction of college
teachers. Administration and Management Review, 24(2), 45-55.
• Nazim, F. (2016). Principals’ Transformational and Transactional Leadership Style and Job
Satisfaction of College Teachers. Journal of Education and Practice, 7(34), 18-22.
• Tahir, S., & Sajid, S. M. (2014). Job Satisfaction Among College Teachers: A Comparative
Analysis. IUP Journal of Organizational Behavior, 13(1).
• Pronay, B. (2011). Job satisfaction of non-government college teachers in Bangladesh.
Journal of Education and Practice, 2(4), 87-91.
• Gahlawat, S. (2017). Occupational stress and job satisfaction among college teachers of
government and private colleges. International Journal of Advanced Research and
Development, 2(4), 101-104.
• Sarker, P. C. (2021). Factors Influencing the Job Satisfaction of the Government and Non-
Government College Teachers: A Study of Rajshahi District in Bangladesh. Journal of
Social Science, 1711, 1.
• Rahman, S. M. (2012). An Analysis of Job Satisfaction Among Teachers Working in
Government Colleges in Bangladesh. Prabandhan: Indian Journal of Management, 5(12),
15-25.
• Rana, A., & Soodan, V. (2019). Effect of occupational and personal stress on job
satisfaction, burnout, and health: A cross-sectional analysis of college teachers in Punjab,
India. Indian journal of occupational and environmental medicine, 23(3), 133.
• Nayak, N., & Nayak, M. (2014). A study of job satisfaction among university teachers in
India. ZENITH International Journal of Multidisciplinary Research, 4(4), 30-36.
• Nisamudheen, T. (2013). Job satisfaction among college teachers: A study on government
colleges in Kerala. TRANS Asian Journal of Marketing & Management Research
(TAJMMR), 2(6), 33-41.
• Bordhan, S. (2012). A comparative study of job satisfaction and attitude towards education
among male and female teachers of degree colleges. International Journal of Marketing,
Financial Services and Management Research, 1.
• McBride, S. A., Munday, R. G., & Tunnell, J. (1992). Community college faculty job
satisfaction and propensity to leave. Community/Junior College Quarterly of Research and
Practice, 16(2), 157-165.
• Sabri, P. S. U., Ilyas, M., & Amjad, Z. (2011). Organizational culture and its impact on the
job satisfaction of the University teachers of Lahore. International Journal of Business and
Social Science, 2(24), 121-128.
• Parthiban, S., & Krishnakumar, S. JOB SATISFACTION IN COLLEGE TEACHERS: A
SURVEY BASED STUDY OF COLLEGES OF COIMBATORE.
Chapter -3
JOB SATISFACTION OF TEACHERS: A THEORETICAL
BACKGROUND

3.1 INTRODUCTION

Throughout history, teachers have been recognized as key figures in society, entrusted with the
responsibility of shaping the next generation. Their impact extends far beyond the classroom,
influencing students academic achievements, personal development, and future prospects.
However, the teaching profession is characterized by a unique set of challenges, including heavy
workloads, limited resources, and societal pressures. These challenges can impact teacher well-
being and job satisfaction, ultimately affecting the quality of education provided to students.
The job satisfaction of teachers is a critical component of educational systems worldwide.
Teachers play a fundamental role in shaping the future by imparting knowledge, nurturing young
minds, and fostering intellectual growth. However, the teaching profession is not without its
challenges, and understanding the factors that influence teacher job satisfaction is essential for
maintaining high levels of motivation, engagement, and retention among educators.
This chapter includes the theories about job satisfaction the concept and meaning of job
satisfaction, features of job satisfaction, advantages of job satisfaction in teachers , problems
arising due to low level of job satisfaction in teachers, factors influencing job satisfaction in
teachers etc..

3.2 CONCEPT AND MEANING OF JOB SATISFACTION

The concept of job satisfaction refers to the extent to which individuals feel content, fulfilled,
and happy with their work. It encompasses various aspects of the job experience, including the
tasks performed, working conditions, relationships with colleagues and supervisors,
compensation, opportunities for advancement, and alignment with personal values and goals. Job
satisfaction is a subjective and multidimensional construct, influenced by a combination of
individual factors (such as personality traits, values, and expectations) and organizational factors
(such as leadership, organizational culture, and job design). While some individuals may derive
satisfaction from intrinsic aspects of their work, such as the opportunity to make a meaningful
contribution or the sense of accomplishment from completing tasks, others may prioritize extrinsic
rewards, such as salary, benefits, and recognition.
Overall, job satisfaction is essential not only for individual well-being and morale but also for
organizational success. Satisfied employees are more likely to be motivated, engaged, and
committed to their work, leading to higher levels of productivity, creativity, and retention.
Conversely, low job satisfaction can result in decreased performance, absenteeism, turnover, and
ultimately, negative impacts on organizational performance and reputation. Therefore,
understanding and addressing the factors that contribute to job satisfaction is critical for creating
fulfilling and productive work environments.

3.3 DEFINITIONS OF JOB SATISFACTION

 • Edwin A. Locke (1976), defined job satisfaction as “a pleasurable or positive emotional
state resulting from the appraisal of one’s job or job experiences”.
• Hoppock defined job satisfaction as “ any combination of psychological, physiological and
environmental circumstances that cause a person truthfully to say I am satisfied with my
job”.
• 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.

3.4 FEATURES OF JOB SATISFACTION

• Intrinsic Motivation

Job satisfaction often arises from intrinsic factors, such as the meaningfulness of the work, the
sense of accomplishment derived from completing tasks, and the opportunity for personal growth
and development.

• Extrinsic Rewards

Employees may experience satisfaction from extrinsic rewards, such as competitive salary and
benefits, job security, recognition, and opportunities for advancement.

• Work Environment

The physical workspace, organizational culture, and work-life balance significantly influence job
satisfaction. A positive work environment characterized by supportive colleagues, effective
communication, and a healthy work-life balance enhances satisfaction.
 • Job Design

The design of job roles and responsibilities can impact satisfaction. Jobs that provide autonomy,
variety, challenge, and opportunities for skill utilization tend to result in higher levels of
satisfaction.

• Social Relationships

Positive relationships with colleagues, supervisors, and clients/customers contribute to job

satisfaction. Supportive work relationships, effective teamwork, and a sense of camaraderie foster
a positive work environment.

• Feedback and Recognition

Regular feedback on performance and recognition for achievements are important features of job
satisfaction. Employees who feel valued and appreciated for their contributions are more likely to
experience satisfaction.

• Opportunities for Growth:

The availability of opportunities for career advancement, training, and professional development
is crucial for job satisfaction. Employees who perceive prospects for growth and advancement are
more likely to feel satisfied with their jobs.

• Workload and Stress Management

Managing workload and stress levels is essential for job satisfaction. Employees who feel
overwhelmed or unsupported in managing their workload may experience decreased satisfaction.
 • Autonomy and Decision-Making Authority

Employees who have the autonomy to make decisions and control their work processes tend to
experience higher levels of job satisfaction. Feeling empowered to make meaningful contributions
and influence outcomes contributes to overall satisfaction.

• Alignment with Personal Values

Job satisfaction often stems from alignment between an individual’s personal values and the values
espoused by the organization. When employees feel that their work aligns with their beliefs and
principles, they are more likely to experience satisfaction and fulfilment.

• Job Security

Perceived job security is an important feature of job satisfaction. Employees who feel secure in
their positions and confident about their future prospects within the organization are more likely
to experience satisfaction.

• Ethical Practices

Organizations that prioritize ethical behaviour and integrity in their operations contribute to
employee satisfaction. Employees are more satisfied when they perceive their organization as
ethical and socially responsible.

• Workplace Diversity and Inclusion

Inclusive workplaces that value diversity and promote a sense of belonging among employees
contribute to job satisfaction. Employees who feel respected, valued, and included regardless of
their background or identity are more likely to experience satisfaction.
 • Flexible Work Arrangements

Providing flexible work arrangements, such as remote work options, flexible scheduling, and
alternative work arrangements, can enhance job satisfaction by accommodating employees’
individual preferences and needs.

• Health and Safety

Ensuring a safe and healthy work environment is essential for job satisfaction. Employees who
feel physically and psychologically safe at work are more likely to experience satisfaction and
well-being.

• Organizational Communication

Open and transparent communication within the organization fosters trust, reduces uncertainty,
and enhances job satisfaction. Employees who feel informed and involved in decision-making
processes are more satisfied with their jobs.

• Job Stability

Stability in job roles, assignments, and organizational structures contributes to job satisfaction.
Employees who experience frequent changes or uncertainty in their roles may experience
decreased satisfaction.

3.5 ADVANTAGES OF JOB SATISFACTION OF TEACHERS

Job satisfaction among teachers offers numerous advantages, which ultimately benefit both
educators and students alike. Here are some of the key advantages:
 • Increased Motivation and Engagement

When teachers are satisfied with their jobs, they are more motivated and engaged in their work.
They are enthusiastic about teaching, more likely to go above and beyond in their efforts, and
actively seek out opportunities for professional development.

• Higher Job Performance

Satisfied teachers tend to exhibit higher levels of job performance. They are more committed to
their roles, deliver better-quality instruction, and are more effective in facilitating student learning
and development.

• Improved Student Outcomes

Research has consistently shown a positive correlation between teacher job satisfaction and
student outcomes. Satisfied teachers create positive learning environments, foster stronger teacher-
student relationships, and are better able to meet the diverse needs of their students, ultimately
leading to improved academic achievement, attendance, and behaviour.

• Reduced Turnover

Job satisfaction is a key factor in retaining talented teachers within the profession. Satisfied
teachers are less likely to leave their positions or the teaching profession altogether, reducing
turnover rates and promoting stability within schools and districts.

• Enhanced Collegial Relationships

Teachers who are satisfied with their jobs are more likely to collaborate effectively with their
colleagues. They contribute positively to a supportive and collaborative school culture, share best
practices, and engage in professional learning communities, leading to improved instructional
practices and student outcomes.

• Positive Organizational Climate

Teacher job satisfaction contributes to a positive organizational climate within schools and
districts. Satisfied teachers are more likely to contribute positively to the school community,
support school initiatives, and participate in decision-making processes, creating a culture of trust,
respect, and collaboration.

• Teacher Well-being:

Job satisfaction is closely linked to teacher well-being and mental health. Satisfied teachers
experience lower levels of stress, burnout, and job-related anxiety, leading to improved overall
well-being and job satisfaction.

• Teacher Retention

High levels of job satisfaction contribute to teacher retention, which is crucial for maintaining a
stable and experienced teaching workforce. Retaining talented teachers reduces recruitment and
training costs, ensures continuity in instruction, and promotes school improvement efforts over
time.

3.6 PROBLEMS ARISING DUE TO LOW SATISFACTION LEVEL IN

TEACHERS
Low levels of job satisfaction among teachers can lead to various problems within educational
institutions, impacting both educators and students. Here are some of the key problems that can
arise:

• Decreased Motivation and Engagement

Teachers who are dissatisfied with their jobs may experience decreased motivation and
engagement in their work. They may become disinterested in teaching, leading to uninspired
instruction and reduced effort in lesson planning and delivery.

• Poor Job Performance

Low job satisfaction can negatively impact teacher performance. Dissatisfied teachers may be less
effective in managing classrooms, delivering instruction, and assessing student learning. This can
result in lower academic achievement, decreased student engagement, and a decline in overall
instructional quality.

• Increased Turnover

Low job satisfaction often leads to high turnover rates among teachers. Dissatisfied educators may
seek employment opportunities elsewhere or leave the teaching profession altogether, resulting in
instability within schools and districts. High turnover disrupts continuity in instruction, increases
recruitment and training costs, and negatively impacts school culture.

• Teacher Burnout
Teachers experiencing low job satisfaction are at risk of burnout, a state of emotional, physical,
and mental exhaustion resulting from chronic job stress. Burnout can lead to feelings of cynicism,
depersonalization, and reduced efficacy, ultimately impairing teacher well-being and performance.

• Negative Impact on Student Outcomes

Low job satisfaction among teachers can have detrimental effects on student outcomes.
Disengaged and demotivated teachers are less likely to create positive learning environments, build
strong relationships with students, or provide effective instruction. This can lead to lower academic
achievement, increased behavioural issues, and reduced student motivation and engagement.

• Decline in School Climate

Teachers play a critical role in shaping the overall climate and culture of schools. Low job
satisfaction among educators can contribute to a negative school climate characterized by low
morale, poor communication, and a lack of collaboration. A negative school climate can adversely
affect student well-being, academic performance, and overall school effectiveness.

• Difficulty in Recruitment

Schools and districts with reputations for low teacher job satisfaction may struggle to attract
qualified educators. Difficulty in recruiting talented teachers can exacerbate existing staffing
challenges, leading to increased class sizes, reduced program offerings, and decreased support for
students.

• Strained Relationships

Low job satisfaction can strain relationships among colleagues, administrators, and other
stakeholders within the educational community. Tensions and conflicts may arise due to
dissatisfaction with working conditions, policies, or leadership decisions, leading to a breakdown
in communication and collaboration.

Overall, addressing low levels of job satisfaction among teachers is crucial for maintaining a
positive teaching and learning environment, promoting educator well-being, and ensuring the
success of students. Implementing strategies to support teacher satisfaction, such as providing
professional development opportunities, fostering a positive school climate, and addressing
workload concerns, can help mitigate these problems and promote positive outcomes for all
stakeholders.

3.7 FACTORS INFLUENCING JOB SATISFACTION OF TEACHERS

Several factors influence the job satisfaction of teachers, spanning various dimensions of their
work environment, personal experiences, and organizational factors. Here are some of the key
factors:

• Workload

The workload placed on teachers, including the number of classes taught, administrative tasks,
grading, and lesson planning, can significantly impact job satisfaction. Excessive workload can
lead to stress, burnout, and feelings of overwhelm, while manageable workload contributes to
satisfaction.
 • Salary and Benefits

Compensation, including salary, health benefits, retirement plans, and incentives, plays a crucial
role in teacher job satisfaction. Fair and competitive compensation packages contribute to overall
satisfaction, while inadequate pay can lead to dissatisfaction and financial stress.

• Workplace Environment

The physical workspace, facilities, resources, and overall working conditions affect job
satisfaction. A supportive and well-equipped workplace fosters satisfaction, while inadequate
facilities or disruptive environments can detract from it.

• Professional development

Opportunities for ongoing learning, training, and professional growth contribute to teacher job
satisfaction. Access to relevant professional development programs, workshops, conferences, and
mentorship opportunities enhances satisfaction and promotes career advancement.

• Autonomy and Decision-Making

The level of autonomy and decision-making authority afforded to teachers influences job
satisfaction. Teachers who have control over their work processes, curriculum development, and
instructional methods tend to experience higher levels of satisfaction.

• Recognition and Appreciation

Recognition for teachers’ contributions, achievements, and efforts is essential for job satisfaction.
Appreciation from colleagues, administrators, students, and parents reinforces teachers’ sense of
value and commitment to their profession.
 • Work-Life Balance

Balancing professional responsibilities with personal and family obligations is crucial for teacher
job satisfaction. Flexible work arrangements, adequate time for planning and preparation, and
supportive policies that promote work-life balance contribute to satisfaction.

• Collegial Relationships

The quality of relationships with colleagues, administrators, and support staff impacts job
satisfaction. Positive and supportive interactions, effective collaboration, and a sense of
camaraderie foster satisfaction, while conflicts or lack of support detract from it.

• Student Relationships

The quality of relationships with students influences teacher job satisfaction. Positive interactions,
rapport, and engagement with students contribute to satisfaction, while challenging behaviours or
difficulties in connecting with students may decrease satisfaction.

• Leadership and Support

Effective leadership, supportive supervision, and access to resources and assistance contribute to
teacher job satisfaction. Administrators who provide guidance, mentorship, and advocacy for
teachers enhance satisfaction and promote a positive work environment.

• Organizational Culture

The culture and values of the school or educational institution influence teacher job satisfaction. A
positive organizational culture that prioritizes collaboration, respect, innovation, and continuous
improvement fosters satisfaction among teachers.
 • Alignment with Values and Mission

Teachers’ alignment with the values, mission, and goals of the school or educational organization
contributes to job satisfaction. Feeling a sense of purpose, belonging, and commitment to the
mission of educating students enhances satisfaction.

• Job Security

Perceived job security and stability contribute to teacher job satisfaction. Uncertainty about
employment prospects, contract terms, or layoffs can lead to anxiety and decreased satisfaction.

• Career Advancement Opportunities

Opportunities for career advancement, promotion, and professional growth influence job
satisfaction. Clear pathways for advancement, opportunities for leadership roles, and recognition
of expertise contribute to satisfaction.

• Feedback and Evaluation

Constructive feedback, performance evaluation, and recognition of achievements impact teacher

job satisfaction. Regular feedback on performance, opportunities for reflection, and
acknowledgment of accomplishments contribute to satisfaction.

• Job Fit and Role Clarity

The degree of alignment between teachers’ skills, interests, and job roles influences job
satisfaction. Clear role expectations, appropriate job assignments, and opportunities to utilize
strengths enhance satisfaction.
 • Involvement in Decision-Making

Involvement in decision-making processes within the school or district affects teacher job
satisfaction. Opportunities to participate in school governance, policy development, and decision-
making contribute to satisfaction and a sense of ownership.

3.8 CONCLUSION

The job satisfaction of teachers is a multifaceted phenomenon influenced by various factors such
as workload, autonomy, support from colleagues and administrators, opportunities for professional
growth, and intrinsic motivations. Recognizing and addressing these factors can lead to higher
levels of job satisfaction among teachers, ultimately benefiting both educators and students alike.

Furthermore, fostering a positive work environment where teachers feel valued, respected, and
supported can significantly enhance their job satisfaction. By implementing strategies to address
the challenges faced by teachers, such as reducing administrative burdens, providing opportunities
for collaboration and professional development, and ensuring fair compensation, educational
institutions can cultivate a more fulfilling and rewarding experience for educators. Ultimately,
prioritizing the well-being and satisfaction of teachers is essential for promoting overall
educational excellence and student success.
 Chapter- 4

JOB SATISFACTION IN TEACHERS

4.1 INTRODUCTION

In today’s educational landscape, understanding the factors influencing teacher job

satisfaction is crucial for improving teaching quality, retention rates, and overall educational
outcomes. Teacher job satisfaction has a profound impact not only on individual teachers’
well-being but also on students’ academic success and school effectiveness. Consequently,
conducting a thorough analysis of job satisfaction among teachers is imperative for
identifying key determinants and implementing targeted interventions. This study aims to
delve into various aspects of teacher job satisfaction, exploring its multifaceted nature and
examining the factors that contribute to or detract from overall satisfaction levels. By
adopting a comprehensive approach, encompassing both intrinsic and extrinsic factors, this
analysis seeks to provide insights into the complex interplay of variables shaping teacher
satisfaction.

Key areas of focus include:

• Work Environment: Investigating the influence of school climate, administrative

support, colleague relationships, and classroom resources on teacher satisfaction
levels.
• Job Characteristics: Examining the impact of workload, autonomy, professional
development opportunities, and job security on teachers’ perceptions of their roles
and responsibilities.
• Compensation and Benefits: Assessing the role of salary, benefits packages, and
recognition in shaping teachers’ overall job satisfaction and commitment to their
profession.
• Work-Life Balance: Exploring the extent to which work-life balance, including
factors such as workload distribution, scheduling flexibility, and stress management
support, impacts teacher well-being and job satisfaction.
 • Professional Growth: Investigating the significance of career advancement
opportunities, ongoing training, and professional recognition in fostering a sense of
fulfilment and engagement among teachers. By analysing these key dimensions of
teacher job satisfaction, this study aims to provide actionable insights for educational
policymakers, school administrators, and other stakeholders seeking to enhance
teacher satisfaction and, by extension, educational quality.

4.2 JOB SATISFACTION : ANALYSIS OF DATA

TABLE NO 4.2.1 GENDER

OPTIONS NO OF RESPONDENTS PERCENTAGE

MALE 25 50%
FEMALE 25 50%
PREFER NOT TO SAY 0 0%
( Source: Primary data)

Fig No 4.2.1 GENDER

GENDER

Male Female Prefer not to say

INTERPRETATION

From the table it is clear that 50% of the respondents were male and the other 50%
were female.

TABLE NO 4.2.2 SATISFACTION REGARDING WORKLOAD

OPTIONS NO OF RESPONDENTS PERCENTAGE

HIGHLY SATISFIED 8 16%
SATISFIED 35 70%
NO OPINION 10 10%
DISSATISFIED 4 4%
HIGHLY DISSATISFIED 0 0%
(Source: Primary data)

Fig No 4.2.2 SATISFACTION REGARDING WORKLOAD

PERCENTAGE OF RESPONDENTS

highly satisfied satisfied no opinion dissatisfied highly dissatisfied

INTERPRETATION

This pie chart clearly shows that the respondents who were highly satisfied were 16%, who were
satisfied were 70%, who had no opinion was 10%, who were dissatisfied were 4% and who were
highly dissatisfied were zero percent. This table indicates that majority of the respondents were
satisfied with the workload.

TABLE NO.4.2.3 SUPPORT FROM THE ADMINISTRATION

OPTIONS NO OF RESPONDENTS PERCENTAGE

STRONGLY AGREE 9 18%
AGREE 26 32%
NEUTRAL 12 24%
DISAGREE 2 4%
STRONGLY DISAGREE 1 2%
(Source: Primary data)

Fig No 4.2.3 SUPPORT FROM THE ADMINISTRATION

NO OF RESPONDENTS

strongly agree agree neutral disagree strongly disagree

INTERPRETATION
From the above table it is shown that a majority of people (32%) agrees that they have support
from the administration and colleagues. 18% of the people strongly agrees that they have support.
24% of the respondents remained neutral and only 4% of respondents disagree and 2% of
respondents strongly disagree that they don’t have any type of support from the administration and
colleagues.

TABLE NO 4.2.4 MOTIVATION TO EXCEL IN ROLE AS A TEACHER

OPTIONS NO OF RESPONDENTS PERCENTAGE

1 14 28%
2 14 28%
3 21 42%
4 1 2%
5 0 0%
(Source: Primary data)

Fig No 4.2.4 MOTIVATION TO EXCEL IN ROLE AS A TEACHER

25

20

15

10

0
1 2 3 4 5

Series1
INTERPRETATION

This table shows the motivation of teachers to excel in their role as teacher. Here it is measured by
scaling in which 1 is the most motivated and 5 being the least motivated. This table shows that
28% of the respondents was chose 1 and another 28% chose 2. The majority of the respondents
42% chose 3 and a 2% of the respondents chose 4. None of the respondents chose 5.

TABLE NO 4.2.5 SATISFACTION OF OVERALL WORK ENVIRONMENT

OPTIONS NO OF RESPONDENTS PERCENTAGE

HIGHLY SATISFIED 10 20%
SATISFIED 21 42%
NEUTRAL 17 34%
DISSATISFIED 2 4%
HIGHLY DISSATISFIED 0 0%
(Source: Primary data)

Fig No 4.2.5 SATISFACTION OF OVERALL WORK ENVIRONMENT

SATISAFACTION IN WORK ENVIRONMENT

Highly dissatisfied

Dissatisfied

Neutral

Satisfied

Highly satisfied

0 5 10 15 20 25

Series1
INTERPRETATION

From the table it is clear that majority of respondents are satisfied (42%) and highly satisfied
respondents were 20%. Almost 34% remained neutral and dissatisfied respondents were 4%. No
one remained highly dissatisfied.

TABLE NO 4.2.6 ACCCESS TO RESOURCES

OPTIONS NO OF RESPONDENTS PERCENTAGE

STRONGLY AGREE 10 20%
AGREE 26 52%
NEUTRAL 12 24%
DISAGREE 2 4%
STRONGLY DISAGREE 0 0%
(Source:Primary data)

ACCESS TO RESOURCES

Strongly agree Agree Neutral Disagree Strongly disagree

Fig No 4.2.6 ACCESS TO RESOURCES

INTERPRETATION

In the table it shows that majority of the teachers agrees (52%) and strongly agrees (20%) that they
have access to resources and materials to teach effectively. 24% remained neutral and 4%
disagreed. None of the respondents strongly disagreed .

TABLE NO 4.2.7 WORK-LIFE BALANCE

OPTIONS NO OF RESPONDENTS PERCENTAGE

1 4 8%
2 18 36%
3 23 46%
4 5 10%
5 0 0%
(Source: Primary data)
Fig No 4.2.7 WORK-LIFE BALANCE

WORK-LIFE BALANCE
25

20

15

10

0
1 2 3 4 5

INTERPRETATION

Here on the scale of 1 to 5 work-life balance of teachers were measured ( 1 being the most and 5
being the least). The majority of teachers chose 3 ( 46%), the rest chose 2 ( 36%), 4 (10%), 1 ( 8%)
and none of the respondents chose 5 (0%).

TABLE NO 4.2.8 PROFESSIONAL DEVELOPMENT OPPORTUNITIES

OPTIONS NO OF RESPONDENTS PERCENTAGE

ALWAYS 9 18%
OFTEN 22 44%
NO OPINION 11 22%
SOMETIMES 5 10%
NEVER 3 6%
(Source: Primary data)
Fig No 4.2.8 PROFESSIONAL DEVELOPMENT OPPORTUNITIES

DEVELOPMENT OPPORTUNITIES

Always Often No opinion Sometimes Never

INTERPRETATION

From the table it is clear that majority of the respondents often have received professional
development opportunities (44%). Also 18% of the respondents always have received development
opportunities. 22% of the respondents did not have an opinion and 10% of respondents stated that
they receive development opportunities sometimes. 6% of respondents never received any type of
development opportunities.

TABLE NO 4.2.9 IMPACT OF SOCIAL INTERACTION

OPTIONS NO OF RESPONDENTS PERCENTAGE

VERY POSITIVE 8 16%
POSITIVE 32 64%
NEUTRAL 10 20%
NEGATIVE 0 0%
VERY NEGATIVE 0 0%
( Source: Primary data)

Fig No 4.2.9 IMPACT OF SOCIAL INTERACTION

IMPACT OF SOCIAL INTERACTION

Very positive Positive Neutral Negative Very negative

INTERPRETATION

The above table shows the impact of social interaction in job satisfaction of teachers. Here it shows
that 16% of respondents are highly positive about having good level of social interaction. Majority
of the respondents (64%) stated that they are positive about social interaction impacting job
satisfaction. 20% of respondents remained neutral . None of the respondents responded negatively.

TABLE NO 4.2.10 RELEVANCE OF DEVELOPMENT SESSIONS

OPTIONS NO OF RESPONDENTS PERCENTAGE

STRONGLY AGREE 6 16%
AGREE 27 54%
NEUTRAL 11 22%
DISAGREE 4 8%
 STRONGLY DISAGREE 0 0%
( Source: Primary data)

Fig No 4.2.10 RELEVANCE OF DEVELOPMENT SESSIONS

RELEVANCE OF DEVELOPMENT SESSIONS

30

25

20

15

10

0
Strongly agree Agree Neutral Disagree Strongly disagree

INTERPRETATION

This table clearly shows that majority of the respondents ( 54%) agreed with having professional
development sessions. 16% of respondents strongly agrees in having development sessions. 22%
stayed neutral and 8% disagreed in having development sessions. None strongly disagreed in
conducting professional development sessions.

TABLE NO 4.2.11 INCLUSION IN DECISION MAKING

OPTIONS NO OF RESPONDENTS PERCENTAGE

STRONGLY AGREE 11 22%
AGREE 24 48%
 NEUTRAL 8 16%
DISAGREE 7 14%
STRONGLY DISAGREE 4 0%
( Source: Primary data)

Fig No 4.2.11 INCLUSION IN DECISION MAKING

INCLUSION IN DECISION MAKING PROCESS

Strongly agree Agree Neutral Disagree Strongly disagree

INTERPRETATION

The above table indicates the respondents involvement in decision making. Majority of the
respondents (48%) agreed and 22% strongly agreed that they are involved in decision making
process of the administration. 16% remained neutral and 14% disagreed. None had strongly
disagreed.

TABLE NO 4.2.12 SATISAFACTION IN COMPENSATION

 OPTIONS NO OF RESPONDENTS PERCENTAGE
VERY SATISFIED 10 20%
SATISFIED 21 42%
NEUTRAL 14 28%
DISSATISFIED 5 10%
VERY DISSATISFIED 0 0%
( Source: Primary data)

Fig No 4.2.12 SATISFACTION IN COMPENSATION

SATISFACTION IN COMPENSATION PACKAGE

Very dissatisfied

Dissatisfied

Neutral
Series1

Satisfied

Very satisfied

0 5 10 15 20 25

INTERPRETATION

The above table shows the how compensation affects in job satisfaction. Here
majority are satisfied (42%) and highly satisfied (20%). 28% remained neutral and
10% were dissatisfied. No respondents were highly dissatisfied.

TABLE NO 4.2.13 FAIRNESS OF COMPENSATION

 OPTIONS NO OF RESPONDENTS PERCENTAGE
COMPLETELY FAIR 8 16%
SOMEWHAT FAIR 24 48%
FAIR 14 28%
SOMEWHAT UNFAIR 4 8%
COMPLETELY UNFAIR 0 0%
( Source: Primary data)

Fig No 4.2.13 FAIRNESS OF COMPENSATION

FAIRNESS OF COMPENSATION

Completely fair Somewhat fair Fair Somewhat unfair Completely unfair

INTERPRETATION

Here, in this table it shows that 48% of respondents feel somewhat fair in compensation and 16%
feel that it is completely fair for them. 28% of respondents feels compensation is fair and 8 %
thinks it is somewhat unfair. None responded that they feel compensation is completely unfair.
TABLE NO 4.2.14 ADDITIONAL BENEFITS

OPTIONS NO OF RESPONDENTS PERCENTAGE

YES 28 56%
NO OPINION 19 38%
NO 3 6%
( Source: Primary data)

Fig No 4.2.14 ADDITIONAL BENEFITS

ADDITIONAL BENEFITS
30

25

20

15

10

0
Yes No opinion No

Series1

INTERPRETATION

From the table, it is clear that majority of the respondents (56%)feels satisfied in having additional
benefits or perks. Respondents who did not have a opinion was 38%. And respondents who did
not needed these additional benefits were 6%.
TABLE NO 4.2.15 IMPACT OF COMPENSATION IN JOB SATISFACTION

OPTIONS NO OF RESPONDENTS PERCENTAGE

VERY POSITIVELY 11 22%
POSITIVELY 22 44%
NEUTRAL 14 28%
NEGATIVELY 3 6%
VERY NEGATIVELY 0 0%
( Source: Primary data)

Fig No 4.2.15

IMPACT OF COMPENSATION IN OVERALL SATISAFACTION

Very positively Positively Neutral Negatively Very negatively

INTERPRETATION

In the table it shows the impact of compensation in overall satisfaction in teachers. Majority of the
respondents (44%) that compensation has a positive impact in their job satisfaction. 22% of
respondents have very positive impact of compensation in job satisfaction. 28% remained neutral
and 6% responded that compensation has no impact on job satisfaction. None of the respondents
feels very negatively.
4.3 CONCLUSION

Based on the analysis of job satisfaction in teachers, it appears that factors such as salary, work-
life balance, professional development opportunities, and supportive work environments play
significant roles in determining overall satisfaction levels. In addition, it is important to consider
the impact of workload, classroom resources, administrative support, and recognition on teacher
satisfaction. Strategies aimed at improving communication between administrators and teachers,
providing adequate resources, and recognizing teacher efforts can contribute to a more positive
work environment and higher levels of job satisfaction. Furthermore, fostering a sense of
autonomy and empowerment among teachers can also enhance their satisfaction and commitment
to their profession.B
 Chapter-5

SUMMARY,FINDINGS, SUGGESTIONS AND

CONCLUSION
5.1 SUMMARY

The first chapter sets the stage for the research by presenting the problem being addressed, why
it is important (significance), what the study will cover (scope), the goals (objectives), any
hypotheses being tested, the approach/methodology used to conduct the research, the tools utilized,
and any limitations or constraints on the study

The second chapter reviews previous studies conducted in a similar area to the current research.
It provides a summary of relevant literature, including the year of the studies, to give context and
identify gaps in knowledge that the current study aims to fill.

In the third chapter it discusses theoretical concepts relevant to the research topic. Here the study
will delve into theories concerning job satisfaction among teachers, providing background
information and establishing a theoretical foundation for the study.

The fourth chapter involves the analysis and presentation of the data collected from the
respondents. It includes the process of organizing, summarizing, and interpreting the data. The
chapter would also present tables, graphs, or other visual aids to effectively communicate the
findings derived from the data analysis. Additionally, it would offer interpretations of the data,
discussing the meaning and significance of the results in relation to the research objectives and
hypotheses. This chapter serves to provide insights into the research questions and contribute to
the overall understanding of the topic under investigation.

The final and fifth chapter summarizes the entire study, including the key findings, implications,
and recommendations. It typically restates the objectives, recaps the main results, offers
suggestions for future research, and draws overall conclusions based on the findings presented in
the earlier chapters.
5.1 FINDINGS

Based on analysis of job satisfaction of teachers several key findings have emerged:

1. Motivation in teachers: Motivation plays a crucial role in the job satisfaction of teachers.
When teachers feel motivated, whether by intrinsic factors like a passion for teaching or
extrinsic factors like recognition and rewards, their overall job satisfaction tends to
increase. Motivated teachers are more likely to be engaged in their work, which can lead
to greater effectiveness in the classroom and improved student outcomes. In data
interpreted, it is understood that more than half of the feels motivated to excel in their role
as teachers.

2. Work environment: The work environment significantly influences the job satisfaction of
teachers. A positive work environment characterized by supportive colleagues, effective
leadership, and collaborative teamwork can enhance teachers’ satisfaction and morale.
Conversely, a negative work environment marked by poor communication, lack of
resources, and inadequate support can lead to dissatisfaction and burnout among teachers.
In the data collected it is analysed that majority of the teachers feels more satisfied when
given a positive work environment. Creating a positive work environment requires a
concerted effort from school leaders and administrators to prioritize teacher well-being,
foster a culture of respect and collaboration, and provide the necessary resources and
support for teachers to thrive.

3. Organizational policies: Organizational policies play a significant role in shaping the job
satisfaction of teachers. Policies related to salary, benefits, workload, professional
development, and performance evaluation can have a direct impact on how teachers
perceive their jobs and their overall satisfaction levels. In the interpreted data 56% of the
respondents feels more satisfied when given additional benefits. Implementing supportive
 and equitable policies can help create an environment where teachers feel valued,
motivated, and fulfilled in their roles.

4. Work-life balance: Work-life balance is a critical influencing factor in the job satisfaction
of teachers. Teaching can be a demanding profession, often requiring long hours both inside
and outside the classroom. When teachers feel overwhelmed by their workload and struggle
to maintain a healthy balance between their professional responsibilities and personal life,
it can negatively impact their job satisfaction and overall well-being. More than half of the
respondents feels satisfied when having a balanced work-life. Teachers who experience a
lack of work-life balance may feel stressed, burnt out, and disengaged from their work. On
the other hand, teachers who are able to effectively manage their workload and allocate
time for personal interests, hobbies, and family commitments are more likely to experience
higher job satisfaction.

5. Remuneration: Remuneration, or salary and benefits, is a significant influencing factor in

the job satisfaction of teachers. Adequate compensation not only reflects the value society
places on the teaching profession but also directly impacts teachers’ financial security and
overall well-being. The data collected from the respondents revealed that remuneration has
a big impact on their satisfaction in their job. When teachers feel that they are fairly
compensated for their work, they are more likely to experience higher levels of job
satisfaction. Competitive salaries, along with benefits such as healthcare, retirement plans,
and professional development opportunities, contribute to teachers feeling valued and
motivated in their roles.

6. Development opportunities: Teachers, like professionals in any field, value opportunities

for growth, learning, and advancement in their careers. When teachers have access to
professional development opportunities, such as workshops, conferences, training
programs, and mentoring opportunities, they are more likely to feel engaged, motivated,
and satisfied in their roles. Furthermore, professional development opportunities can lead
to increased job satisfaction by providing teachers with a sense of fulfilment,
 accomplishment, and recognition for their dedication to continuous improvement. Teachers
who feel supported in their professional growth are more likely to remain committed to
their profession and to their students.

5.2 SUGGESTIONS

Based on the findings of this study, here are some practical suggestions to increase the level of job
satisfaction among teachers:

• Addressing motivational factors: Addressing motivational factors involves understanding

the unique needs and preferences of individual teachers and creating an environment that
fosters intrinsic motivation while also providing extrinsic incentives when appropriate.

• Creation of positive work environment: Creating a positive work environment for teachers
involves fostering a culture of respect, collaboration, and support. Schools can create a
positive work environment where teachers feel valued, supported, and motivated to
perform at their best, ultimately leading to improved job satisfaction and better outcomes
for students.

• Prioritizing work-life balance: Prioritizing work-life balance for teachers is essential for
promoting overall well-being, reducing burnout, and enhancing job satisfaction.
By providing manageable workload, supportive policies by doing regular check-ins, etc..
work-life of teachers will get better.
 • Addressing remuneration issues: Addressing remuneration issues is essential for attracting
and retaining talented educators, promoting job satisfaction, and ultimately improving the
quality of education for students. Schools and policymakers should prioritize fair and
competitive compensation packages for teachers to ensure a motivated and satisfied
teaching workforce.

5.3 CONCLUSION

The study of job satisfaction among teachers reveals the importance of various factors in shaping
their overall satisfaction levels. Supportive work environments, recognition for their efforts,
opportunities for professional growth and manageable workloads emerge as key contributors.
Additionally, fostering positive relationships with colleagues, students, and administrators plays a
significant role. Understanding and addressing these factors can lead to improved job satisfaction
among teachers, ultimately enhancing their effectiveness and well-being in the educational setting.

Furthermore, it is evident that addressing job satisfaction among teachers is essential not only for
their individual well-being but also for the overall quality of education. When teachers feel
satisfied in their roles, they are more likely to be motivated, engaged, and effective in their teaching
practices. This, in turn, can lead to better student outcomes and a positive school environment.
Therefore, ongoing efforts to support and enhance teacher job satisfaction are crucial for promoting
a thriving educational system.

The study underscores the importance of ongoing support and resources for teachers to address the
factors influencing their job satisfaction. This includes providing opportunities for professional
development, fostering a collaborative and respectful work environment, and implementing
policies that promote work-life balance. By actively addressing the needs and concerns of teachers,
educational stakeholders can cultivate a positive culture that values and supports the crucial role
teachers play in shaping the lives of students. Ultimately, by prioritizing teacher job satisfaction,
we can create a more resilient and effective education system that benefits both educators and
learners alike.

In addition, research suggests that investing in teacher job satisfaction can have long-term benefits
for educational institutions and society as a whole. Satisfied teachers are more likely to stay in
their profession, reducing turnover rates and the associated costs of recruiting and training new
teachers. Moreover, they are better equipped to provide high-quality instruction and support to
students, leading to improved academic achievement and social-emotional development.
Ultimately, prioritizing teacher job satisfaction is not only a matter of fairness and well-being but
also a strategic investment in the future of education.
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Quarterly of Research and Practice, 16(2), 157-165.
• Sabri, P. S. U., Ilyas, M., & Amjad, Z. (2011). Organizational culture and its
impact on the job satisfaction of the University teachers of Lahore.
International Journal of Business and Social Science, 2(24), 121-128.
• Krishnakumar, M. S. THE STRATEGIES TO ENHANCE
ORGANIZATIONAL COMMITMENT OF TEACHERS WORKING IN
PRIVATE HIGHER SECONDARY SCHOOLS IN COIMBATORE.

BOOKS

• Job Satisfaction From Assessment to Intervention

• A Handbook Of Job Satisfaction
• Career Development And Job Satisfaction
• Job Satisfaction Of Teachers Educators
• Job Satisfaction Of Teachers

WEBSITES

• https://scholar.google.com/
• https://www.academia.edu/login
• https://www.wikipedia.org/
• https://www.google.co.in/
• https://www.ukessays.com/
 APPENDIX

QUESTIONNAIRE

JOB SATISFACTION OF TEACHERS

1. Name
2. Gender
o Male
o Female
o Prefer not to say

3. Age

4. Institution you are teaching

5. Monthly income

6. How satisfied are you with your current workload in terms of balancing teaching,
preparation and administrative tasks?

o Very positive
o Positive
o Neutral
o Negative
o Very negative

7. “I feel supported by my administration and by my colleagues”

o Strongly agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
8. On a scale of 1 to 5 , how motivated are you to excel in your role as a teacher? ( 1 being
the most motivated and 5 being the least motivated)
o 1
o 2
o 3
o 4
o 5

9. How satisfied are you with overall work environment and culture at your institution?
o Highly satisfied
o Satisfied
o Neutral
o Dissatisfied
o Highly dissatisfied

10. “ I have the access to all the resources and materials that I need to teach effectively”
o Strongly agree
o Agree
o Neutral
o Disagree
o Strongly disagree

11. On a scale of 1 to 5 , rate your work-life balance. ( 1 being the most and 5 being the least)
o 1
o 2
o 3
o 4
o 5
12. Have you received sufficient professional development opportunities?
o Always
o Often
o No opinion
o Sometimes
o Never

13. How would you rate the overall impact of social interaction on your job satisfaction?
o Very positive
o Positive
o Neutral
o Negative
o Very negative

14. “I feel that professional development sessions are relevant to my needs as a teacher”
o Strongly agree
o Agree
o Neutral
o Disagree
o Strongly disagree

15. “I feel that my opinions and suggestions are considered when decisions are made within
institution”
o Strongly agree
o Agree
o Neutral
o Disagree
o Strongly Disagree

16. How satisfied are you with compensation and benefits package ?
o Very satisfied
o Satisfied
o Neutral
o Dissatisfied
o Very dissatisfied

17. Do you feel that your compensation is fair compared to your level of experience and
responsibilities?
o Completely fair
o Somewhat fair
o Fair
o Somewhat unfair
o Completely unfair

18. Are there any additional benefits or perks you would like to see added to your
compensation package?
o Yes
o No opinion
o No

19. How much does compensation impact your overall job satisfaction?
o Very positively
o Positively
o Neutral
o Negatively
o Very negatively