Predictors Of Teachers Job Performance In Selected Public Secondary Schools

Project and Seminar Material for Education

Predictors Of Teachers Job Performance In Selected Public Secondary Schools


Abstract


This study was carried out to examine the predictors of teachers job performance in selected public secondary schools using in Lagos State Educational District five (v) as a case study. Specifically the study was carried out to determine whether there is any significant relationship between staff training and teachers job performance in secondary school in Lagos State Educational District five (v), determine whether there is any significant relationship between staff welfare packages and teacher job performance in secondary school in Lagos State Educational District five (v), determine whether there is any significant relationship between facilities and teachers job performance in secondary school in Lagos State Educational District five (v), and determine whether there is any significant relationship between principals leadership style and teachers job performance in Lagos State Educational District five (v). The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprise of teachers of some public secondary schools in Lagos State Educational District five (v). 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 Chi-square statistical tool. The result of the findings reveals that there is a significant relationship between staff training and teachers job performance in secondary school in Lagos State Educational District five (v). Furthermore, the result of the findings reveals that there is a significant relationship between principals leadership style and teachers job performance in Lagos State Educational District five (v). Therefore, it is recommended that in the factors that affect teachers‟ job performance as analyzed in the study area, the school teachers needs to perform the effect of teachers‟ attitude on their teachers‟ job performance and towards their profession that are expected from them, so that teachers need to improve their attention toward the students‟ needs to improve for better profession. 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 of the Study

The relevance of job satisfaction is very crucial to the long-term growth of any educational system around the world. Job satisfaction rank alongside professional knowledge and skills, educational resources and strategies which are determinants of educational success and performance. According to Filak and Sheldom, (2003) professional knowledge, skills and competencies can be seen when one is taking and mastering challenging tasks directed at educational success and performance. Satisfaction to work is essential in the lives of teachers because they form the fundamental reason for working in life. While almost every teacher works in order to satisfy his or her needs in life, the teacher constantly agitates, for need satisfaction. Job satisfaction in this context is the ability of the teaching job to meet teachers’ needs and improve their job/teaching performance.

However, it has been observed that over the years the quality and caliber of secondary school graduates have depreciated tremendously. Among the factors responsible for its sharp declines include the quality and attitude of teachers towards work.

Dele O.E (2004) stresses that “teachers do no more put in their best in teaching the students for academic and moral excellence: These are serious distraction on teacher’s performance.

Also, the government position concerning the job performance of the teachers: they accuse the teachers of negligence, laziness, purposeful lethargy, and lack of dedication and zeal to work. They further argue that teaches level of efficiency and effectiveness does not necessitate the constant request for salary increase, incentives and better working condition. While teachers on their part argue than the existing salary structure, benefits and working conditions do not satisfy their basic needs in as much as other sectors of the economy have bigger salary structure, better, motivation and enhanced working conditions. They feel Nigeria’s economy is not properly balanced, hence, their demands.

The teachers’ argument is in line with Adams’ equity theory of motivation which calls for a fair balance to be struck between employee’s input (handwork, skill levels tolerance and enthusiasm and employees’ outputs salary, benefits and recognition. Because a fair balance serves to ensure a strong and productive relationship with the employees, with the overall result being satisfied. The theory is built on the belief that employees become de-motivated, both in relation  to their job and their employer, if they feel as though their inputs (teaching) is greater than outputs (which is on the outcome of student performance in external examination).

In the light of above, it is assumed so to say that teacher’s agitations and demand are beyond the resources of the ministry of Education or the government.  As a result, the government in Nigeria and the Nigeria union of Teachers (NUT) are in a constant stand-off over the increase in salaries, benefits and empowerment in working condition of teachers. The federal and state government have, argued that the present economic realities in the country cannot sustain the demanded increase in salaries, benefits and improvements in working conditions. Specifically, they argue that teacher’s demand are beyond the government resources. It is noteworthy to point out that previous and  present governments assisted in the improvement of the teaching service in the country but the implementation process is usually associated with lethargy in execution. A lot  is required to improve the implementation of policies meant for  the socio-economic well-being of school teachers.

The secondary school teachers are not the only employees in the labour market but because of their involvement in character moulding and building of future leaders for the structural  transformation of the nation coupled with moral regeneration, high degree of accountability, this conditions of service of education should be made more attractive to prevent brain drain in order to  maintain high level of academic standard at all levels of education in the country.

Finally teachers are expected to render a selfless service in their job performance, and the ministry of Education is always curious regarding the job performance of its teachers. Also, the Ministry of Education demand a very high measure of loyalty, patriotism, dedication, hard-work and commitment from its teacher’s Ubom and Joshua, (2004). Similarly, the roles and contexts  of educations motivational methods and tools cannot be under-emphasizes because high motivation enhances productivities, which is naturally in the interests of all educational systems  Ololube 2004, 2005.

The researcher tends to predict those factors that serve as catalyst in propelling, enhancing, encouraging and stimulating teachers as character moulders of students who are Nigeria future leaders.


1.2 Statement of the Problem

The indispensable position of teachers in the classroom cannot be over-emphasized. Teachers welfare and job satisfaction are major ingredient to teacher job performance. Teacher job satisfaction has been frequently investigated variable in organizational behaviour. Job satisfactions simply put is the love one has for what one doing. In, any case, job satisfaction is as individual as one’s feelings or state of mind. Job satisfaction can be influenced by a variety of factors, for example, the quality of one’s relationship with their supervisor, the quality of the physical environment in which they work, the degree of fulfillment in their work. Job satisfaction produces improved job performance.

Teachers job satisfaction and attitude to work determines how well a teacher perform in their job which in turn affects students achievement. The problem of promotion, prospects recognition for achievement, supervisory styles, salary, quality of work and knowledge of the job are also determinants of the performance of teachers.


1.3 Objectives of the Study

The main objectives of this study is to examine the predictors of teachers job performance in selected public secondary schools using in Lagos State Educational District five (v) as a case study.

Specifically the study intends to:

  1. Determine whether there is any significant relationship between staff training and teachers job performance in secondary school in Lagos State Educational District five (v)?
  2. Determine whether there is any significant relationship between staff welfare packages and teacher job performance in secondary school in Lagos State Educational District five (v)?
  3. Determine whether there is any significant relationship between facilities and teachers job performance in secondary school in Lagos State Educational District five (v)?
  4. Determine whether there is any significant relationship between principals leadership style and teachers job performance in Lagos State Educational District five (v)?

1.4 Research Question

This study will answer the following research questions:

  1. Is there any significant relationship between staff training and teachers job performance in secondary school in Lagos State Educational District five (v)?
  2. Is there any significant relationship between staff welfare packages and teacher job performance in secondary school in Lagos State Educational District five (v)?
  3. Is there any significant relationship between facilities and teachers job performance in secondary school in Lagos State Educational District five (v)?
  4. Is there any significant relationship between principals leadership style and teachers job performance in Lagos State Educational District five (v)?

1.5 Research Hypothesis

  • Ho: There are no predictors of teachers job performance in selected public secondary schools.
  • Ha: There are predictors of teachers job performance in selected public secondary schools.

1.6 Significance of the Study

The research work is an objective view of staff situation in Lagos state Senior Secondary Schools, and to determine the extent to which job satisfaction affects teachers performance.

Findings from the study is very useful to policy makers, school administrators and other stakeholders in the Nigerian educational system in their bid to re-examined the method towards motivating teachers to perform better on the job.


1.7 Scope of the Study

The scope of this study borders on the predictors of teachers job performance in selected public secondary schools. Hence the study will be delimited to some selected public secondary schools in Lagos State Educational District five (v).


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 Definition of Terms

Job satisfaction:

A feeling of contentment in the job you are doing

Performance:

The incentive received that depends on how effectively job is done

Teacher:

An acknowledged guide in process of learning.


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 predictors of teachers job performance in selected public secondary schools using in Lagos State Educational District five (v) 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 predictors of teachers job performance in selected public secondary schools using in Lagos State Educational District five (v) as a case study. The study was specifically set to determine whether there is any significant relationship between staff training and teachers job performance in secondary school in Lagos State Educational District five (v), determine whether there is any significant relationship between staff welfare packages and teacher job performance in secondary school in Lagos State Educational District five (v), determine whether there is any significant relationship between facilities and teachers job performance in secondary school in Lagos State Educational District five (v), and determine whether there is any significant relationship between principals leadership style and teachers job performance in Lagos State Educational District five (v).

The study adopted the survey research design and randomly enrolled participants in the study. A total of 50 responses were teachers of some public secondary schools in Lagos State Educational District five (v).


5.3 Conclusions

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

  1. There is a significant relationship between staff training and teachers job performance in secondary school in Lagos State Educational District five (v).
  2. There is a significant relationship between staff welfare packages and teacher job performance in secondary school in Lagos State Educational District five (v).
  3. There is a significant relationship between facilities and teachers job performance in secondary school in Lagos State Educational District five (v).
  4. There is a significant relationship between principals leadership style and teachers job performance in Lagos State Educational District five (v).

5.4 Recommendation

On the basis summary and conclusions made above, the following recommendations were made:

  1. In the factors that affect teachers‟ job performance as analyzed in the study area, the school teachers needs to perform the effect of teachers‟ attitude on their teachers‟ job performance and towards their profession that are expected from them, so that teachers need to improve their attention toward the students‟ needs to improve for better profession.
  2. The school teachers needs to perform the knowledge of subject matter that are expected from them and the schools, community and Non-Government Organization should provide adequate and sufficient materials like textbook, library, internet café and laboratory to school. So teachers have continued their attention to enhance knowledge of subject matter and improve their command on the content through self-study and by attending in- service refresher courses.
  3. In the factors that affect teachers job performance of school teachers to improve their teaching methodology with integrating subject content with daily teaching-learning process at classroom was by consulting teaching aids, new informatory literature to bring innovation in their teaching methodology.
  4. To encourage the status of teachers‟ job performance on teachers‟ participation TDP, usage of language instruction on teaching learning process at school environment, a kind of motivate can be allocated. It may help to maximize teachers‟ job performance and teachers should give specific attention toward this performance teacher by improving their personality characteristics such as, use of ordinary language, use of different channels of communication to facilitate the students in the classroom and enhanced their teachers‟ job performance with teachers‟ participation in collaborative research.
  5. The school teachers needs to perform the participation of high performance of teachers has improve at teaching learning process and sufficiently teaching efforts are directed toward motivating their students. So that, teachers need to improve a kind of awarded can be allocated.
  6. In the light of above conclusions, it can be the suggested that if teachers improve their performance on these factors as attitude toward students, subject mastery, teaching methodology. In additionally, the current status of teachers‟ job performance and how to improve teachers‟ job performance, a significant improvement can be made in teachers‟ job performance and government, woreda education office and schools have to improve their attitudes, commitments and responsibilities towards achieving quality education in their respective secondary school of teachers‟ job performance.

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