Factors Influencing Job Performance And Satisfaction Of Teachers In Nigeria

Project and Seminar Material for Education

Abstract

This study was carried out to examine the factors influencing job performance and satisfaction of teachers in Nigeria using Owerri North L.G.A, Imo State as a case study. Specifically the study was carried out to determine whether there is a significant relationship between teachers job satisfaction and job performance, ascertain the factors which influences teachers job satisfaction and job performance, and and determine the extent improved job satisfaction can boost teachers job performance. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprise of teachers of some selected secondary school in Owerri North L.G.A, Imo State. In determining the sample size, the researcher conveniently selected 59 respondents and 50 were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables. While the hypotheses were tested using Pearson Correlation statistical tool, SPSS v23. The result of the findings reveals that there is a significant relationship between teachers job satisfaction and job performance. Furthermore, the result of the findings reveals that the factors which influences teachers job satisfaction and job performance includes: working environment, poor remuneration, delay in salary payment, and inadequate availability of teaching aids. Therefore, it is recommended that government through the Ministry of Education should ensure quality job delivery by enhancing the job satisfaction among secondary school teachers through salary increment, work-life balance, recognition, growth in career and incentive, this will increase their level of job satisfaction. To mention but a few.

Table of Content

Title Page
Certification
Dedication
Acknowledgement
Table of Content
List of Tables
Abstract

Chapter One:

Introduction

1.1 Background of the Study
1.2 Statement of the Problem
1.3 Objective of the Study
1.4 Research Questions
1.5 Research Hypothesis
1.6 Significance of the Study
1.7 Scope of the Study
1.8 Limitation of the Study
1.9 Definition of Terms
1.10 Organisations of the Study

Chapter Two:

Review of Literature

2.1 Conceptual Framework
2.2 Theoretical Framework
2.3 Empirical Review

Chapter Three:

Research Methodology

3.1 Research Design
3.2 Population of the Study
3.3 Sample Size Determination
3.4 Sample Size Selection Technique and Procedure
3.5 Research Instrument and Administration
3.6 Method of Data Collection
3.7 Method of Data Analysis
3.8 Validity of the Study
3.9 Reliability of the Study
3.10 Ethical Consideration

Chapter Four:

Data Presentation and Analysis

4.1 Data Presentation
4.2 Analysis of Data
4.3 Answering Research Questions
4.4 Test of Hypotheses

Chapter Five:

Summary, Conclusion and Recommendation

5.1 Summary
5.2 Conclusion
5.3 Recommendation
References
APPENDIX
QUESTIONNAIRE

Chapter One

Introduction

1.1 Background to the Study

Over the years, education has been recognized all over the world as a vital tool for development and the bed-rock of any nation’s defence. Egunyomi, Ekom, Okoro & Ewa (2008) noted that education remains the only principal vehicle to achieve national development. To this end, federal and state governments, private individuals and organizations have established educational institutions at all levels in order to satisfy the educational needs and aspiration of the people. The Federal Republic of Nigeria in her National Policy on Education (NPE, 2013) revealed that education is the instrument for national development and social change, a vital instrument for the promotion of a progressive and united Nigeria. The NPE upheld the existence of three levels of formal education of primary, secondary and tertiary education.

Okoye (2011) viewed that job satisfaction as how contented an individual is with his or her job. Obineli (2010) opined that job satisfaction as an affective or emotional response towards various facets of one‘s job. From the second definition, an individual can be satisfied with one aspect of his/her job arid be dissatisfied with other aspects. The Harvard Professional Group (1998) defined job satisfaction as the keying radiant that leads to recognition, income, promotion and the achievement of other goals that give rise to a general feeling of fulfilment. Job satisfaction can positively enhance an employee‘s work attitude because he is likely to be more motivated and committed to achieving organizational goals or realizing the goals of secondary school education as spelt out in the National Policy on Education. In organizations where people are experiencing a high level of job satisfaction, complaints, grievances, absenteeism, turnover and termination are likely to be reduced to the barest minimum and there will be improvement in punctuality, a boost in workers‘ morale, and increase in the quality of output.

There are several factors that may affect the level of job satisfaction and these are salary, promotion, work environment and in-service training. All over the world, people engage in work in order to receive pay with which to acquire necessities and luxuries needed to better their lives. In addition, workers (and in this case, teachers) also need money to enable them to care for members of the extended family. Supporting this, Arubayi (1991) asserted that money is an economic reward and a means of enchaining job satisfaction among the Nigerian worker. Adequate salary (paid as at when due) boosts workers‘ morale and make them happy and be more dedicated to their duties. Corroborating this fact, Demaki (2012) pointed out that money does not only meet material needs of workers but also gives them psychological satisfaction.

About four decades ago in Nigeria, specifically in the 70‘s, teachers‘ salaries were very meagre and consequently, they lived from hand to mouth. This state of affairs made them to be very unhappy and dissatisfied with the teaching profession. This also explains why many people did not want to take up teaching job because of the deplorable working condition. The Udoji award of 1975 launched teachers into the limelight because they were able to meet their varied needs with a great ease but the joy was short-lived because of the inflationary trend in the country. The frequent strike actions embarked upon by teachers is a pointer to the fact that better pay is necessary for their overall wellbeing and for the enhancement of satisfaction in their job. Buttressing this fact, Ajayi (1998) stated that the frequent strike action of Nigerian teachers is an indication that the government has failed to meet their demands for bigger packets.

1.2 Statement of Problem

The purpose of any educational system is the preparation of skillful citizens that help in political, social and economic development of the country (Green, 2000). These are accomplished when the components of the educational systems are in good conditions. Among several components of the educational system viable, functional and productive maintenance of satisfied, committed and motivated teaching force in the system is crucial. If the teachers are not satisfied in their job, their moral would be poor and a lot of damage will be caused to the skilled man power supply. When an employee enjoys the work environment and the various tasks that characterized his/her job situation, it is expected that such a worker would have a strong desire to come to work and perform assigned duties diligently. However, secondary school teachers have a lot of negative work behaviour such as lateness, absenteeism, lack of zeal in carrying out assigned tasks, sneaking out of school to run private businesses, trading in the school premises as exhibited by them on a daily basis. This unwholesome attitude to work seems to suggest that these teachers are greatly dissatisfied with their job. This study therefore sets out to investigate the factors influencing job performance and satisfaction of teachers in Nigeria.

1.3 Objectives of the Study

The main objectives of this study is to examine the factors influencing job performance and satisfaction of teachers in Nigeria, specifically the study intends to:

Determine whether there is a significant relationship between teachers job satisfaction and job performance.
Ascertain the factors which influences teachers job satisfaction and job performance.
Determine the extent improved job satisfaction can boost teachers job performance

1.4 Research Question

This study will answer the following research questions:

Is there a significant relationship between teachers job satisfaction and job performance?
What are the factors which influences teachers job satisfaction and job performance?
What is the extent improved job satisfaction can boost teachers job performance?

1.5 Research Hypothesis

Ho: There is no significant relationship between teachers job satisfaction and job performance.
Ha: There is a significant relationship between teachers job satisfaction and job performance.

1.6 Significance of the Study

This research will enable those in concerned know how to develop teaching profession in Nigeria and how to ensure greater satisfaction in them.
It will provide for opportunity for enhancing job performance by understanding motivation, determinant and actions involved in hem so as to improve extensive performance. As a useful lesson to all that extensive controls is not the best means of obtaining effects and cooperation at work.
It will help to ascertain what really motivate teachers apart from monetary rewards such information will go a long way to suggest how best to improve the performance and productivity of teachers Nigeria.

1.7 Scope of the Study

The scope of this study borders on the factors influencing job performance and satisfaction of teachers in Nigeria. However this study will be delimited to some selected secondary schools in Owerri North L.G.A, Imo State.

1.8 Limitations of the Study

The researcher encountered minor obstacles when conducting the study, as with any human endeavor. The significant constraint was the scarcity of literature on the subject due to the nature of the discourse, so the researcher incurred more financial expenses and spent more time sourcing for relevant materials, literature, or information and in the data collection process, which is why the researcher resorted to a limited choice of sample size. Furthermore, the researcher did this investigation alongside other academic activities. Furthermore, the sample size was limited because only a few respondents were chosen to answer the research instrument, therefore the results cannot be generalized to other secondary schools outside the state. Despite the constraints encountered during the research, all elements were minimized in order to provide the best results and make the research effective.

1.9 Definitionof Terms

Performance:

Is the way in which some things react under certain condition or fulfills the purpose for which it was intended.

Satisfaction:

This is a feeling of happiness of pleasure because you have achieved something or get what you wanted.

Motivation:

The processes of indicating or causing someone to behave in the most desired way in the aid of certain incentives.

Remuneration:

This is the monetary compensation on employee receives of work done. Condition of service this is both the monetary and non-monetary compensation given to an employee.

1.10 Organization of the Studies

The study is categorized into five chapters. The first chapter presents the background of the study, statement of the problem, objective of the study, research questions and hypothesis, the significance of the study, scope/limitations of the study, and definition of terms. The chapter two covers the review of literature with emphasis on conceptual framework, theoretical framework, and empirical review. Likewise, the chapter three which is the research methodology, specifically covers the research design, population of the study, sample size determination, sample size, and selection technique and procedure, research instrument and administration, method of data collection, method of data analysis, validity and reliability of the study, and ethical consideration. The second to last chapter being the chapter four presents the data presentation and analysis, while the last chapter(chapter five) contains the summary, conclusion and recommendation.

Chapter Five

Summary, Conclusions and Recommendations:

5.1 Introduction

This chapter summarizes the findings on the factors influencing job performance and satisfaction of teachers in Nigeria using Owerri North L.G.A, Imo State as a case study. The chapter consists of summary of the study, conclusions, and recommendations.

5.2 Summary of the Study

In this study, our focus was to examine the factors influencing job performance and satisfaction of teachers in Nigeria using Owerri North L.G.A, Imo State as a case study. The study was specifically set to determine whether there is a significant relationship between teachers job satisfaction and job performance, ascertain the factors which influences teachers job satisfaction and job performance, and and determine the extent improved job satisfaction can boost teachers job performance.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 50 responses were teachers of some selected secondary school in Owerri North L.G.A, Imo State.

5.3 Conclusions

In the light of the analysis carried out, the following conclusions were drawn.

There is a significant relationship between teachers job satisfaction and job performance.
The factors which influences teachers job satisfaction and job performance includes: working environment, poor remuneration, delay in salary payment, and inadequate availability of teaching aids.
The extent improved job satisfaction can boost teachers job performance is high.

5.4 Recommendation

Based on the findings the researcher recommends;

Government through the Ministry of Education should ensure quality job delivery by enhancing the job satisfaction among secondary school teachers through salary increment, work-life balance, recognition, growth in career and incentive, this will increase their level of job satisfaction.
Teachers should be recognized in their services to humanity at large this will boost their effort in comparison to others in different job career.
Government through the Ministry of Education should put the school in good working condition in order to enable good services delivery in the education system.
Government should enable prompt payment of salary/wages and other allowance as at when due just like others in other organizations. This action will motivate the secondary school teachers toward achieving job satisfaction.
Increment of salary should be implemented as at when due by the government, this also will give satisfaction in their job.
Work-life balance should be enforced for the growth of the teachers and their profession, mistake should not over ride their years of services, this will enhance their profession.
Growth in career is one necessary aspect of life so the secondary school teachers should be giving opportunities for growth academically which they will return and implement it in the school academic system.
Incentive and other motivation government should come up with secondary school teachers work-shop training in support concerning their health, love life, on front salary payment, job security etc, in respective of the gender this will rapidly increase their level of job satisfaction.