A

Project Report
On

“A STUDY OF JOB SATISFACTION AMONG

TEACHERS OF PRIVATE AND GOVERNMENT
SCHOOL: A COMPARATIVE ANALYSIS”

Submitted in partial fulfillment for the

Award of degree of
Master of Business Administration

Submitted By: - Submitted To:-

Anjali Sharma Dr. Manoj Kumar
MBA Part II Head of Department
2017-18
 ACKNOWLEDGEMENT

It is indeed a great pleasure and privilege to present this Research report. I am extremely grateful
to my Head of Department Dr. Manoj Kumar for his invaluable suggestions, motivation,
guidance and support throughout the research. His guidance has played a major roll in the
completion of this project. I am also thankful to all the respondents and persons who have
provided me the required information regarding my project and favor me in every step. I am very
thankful to friends, colleagues and all other persons who rendered their assistance directly or
indirectly to complete this research work successfully.

Dated- Anjali Sharma

 Table of Contents

CHAPTER NO. TITLES PAGE NO.

1 INTRODUCTION 1

2 TITLE OF THE STUDY 3

3 RESEARCH
METHODOLOGY 9

4 ANALYSIS AND
INTERRETATION 12

5 Conclusion 16

6 Appendix 18

7 Bibliography 19
 Chapter – I
INTRODUCTION

1.1 Introduction
Education is an important indicator of social development. Education is a continuous process. It
may be formal, informal or non formal. In formal education teacher has a very important place in
improvement of education.

Teachers’ role in society, in general and in education has been changing with time but the
importance of this position is same. The teacher is the pre-requisite of the success of educational
programmes. The main quality of teacher is the positive attitude towards education. He/She must
have the ability to get satisfied from their respective jobs so educational program should
inculcate the qualities in teacher, so that he/she may be in his best position to impart education to
students. The attitude of teachers towards education influences the nature and extent of their
participation in the education and related educational programme.

By developing teachers’ with desirable attitude or by shaping their attitudes in desired, effective
and productive learning on the part of pupils can achieved. Teaching is regarding as the noblest
profession. It is therefore important that those individuals who join the teaching profession
should be dedicated and competent in their work. A teacher can perform to the maximum of his
capacity; if he/she is satisfied with his/her job. Every profession has certain aspects responsible
for job satisfaction along with attitude and teaching is not an exception unless and until a teacher
derives satisfaction on job performance and develops a positive attitude towards education, he
cannot initiate desirable outcomes to cater to the needs of the society. Only satisfied and well-
adjusted teacher can think of the well-being of the pupils.

In the light of this background, the aim of this study is to analyze the job satisfaction level
among the Primary School teachers in Beawar (A city situated in Ajmer District of Rajasthan
state). This paper is an endeavor towards to analyze the attitude of the male and female teachers
of Primary schools towards education. Although the services of teachers are now respected
everywhere, their adjustment with their vocation, pupil’s life and environment is still at stake.
Teachers have to develop habits to meet with challenges in the desired manner and i.e. what may
be called an adjustment. The quality of competent teachers depends on certain factors where the
degree of level of adjustment presents in the school environment. A well adjusted teacher work
with dedication if he works with a free mind, his sense of responsibility will increase.

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1.2 Overview
In India Education is just like a highway to achieve its long cherished goals, a remedy to
overcome its problems and as a crucial input in its development, since it is realized that the
strength of the country lies in transforming its people into a productive and useful resource,
rather than leaving them to continue to be a liability. The National Policy on Education (1986,
p.2 & 3) rightly considers human being as a positive asset and a precious national resource which
needs to be cherished nurtured and developed with tenderness and care coupled with dynamism.
Further the policy asserts education to be a unique investment.

But the maintenance of quality of education at school level without the support of good teachers
is impossible and that is the reason that in the history of its traditions in India, teachers have
always been respected by one and all. The Education Commission (1964-66, p.84) reposed a
great deal of the confidence in teachers when it said that, “Of the different factors with influence
the quality of education and its contribution to national development the quality, competence and
characters of teachers are undoubtedly the most significant” (NCERT, 1970). Changing world
needs changing schools. To keep pace with these changing trends, there is a need for a teacher
possessing sound mental health high, a high level of education qualification, job motivation and
should be well adjusted in his environment as well as he must be satisfied with his profession.
The report entitled, “Learning without Burden” (1993,p.5) observed that a majority of teachers in
the country neither know nor have the necessary skills to realize the goals of education”
(Ministry of Human Resource Development,1993).

The Secondary Education Commission pointed out “Every teacher and educationist of
experience knows that even the best curriculum and the most perfect syllabus remains dead
unless quickened in life by the right method of teaching and right kind of teachers”. Therefore, a
person qualify for the teaching post, no doubt should be academically competent, but he/she
should also have attributes such as good character and conduct, sound teaching aptitude,
accountability, empathy, love for children, liking for jobs and high level of jobs satisfaction,
creatively, mental health and free from occupational stress.

According to Paul spectres (1985) “Job satisfaction is about liking your jobs and finding
fulfillment in what you do, it combines an individual feelings and emotions about his profession
and how his job affects his personal life”. Job satisfaction can lead to behaviors that can have
either a positive or negative effect on organizational functioning. Job satisfaction is the function
of a set of variables such as intelligence, socio-economic status, personality characteristics,
social acceptance occupational commitment organizational climate etc but it seems that
educational qualification, mental health and occupational stress are also important affecting
variables for the job satisfaction of the teachers. Mental health generally implies optimal
development of human abilities, optimal growth towards emotional maturity with freedom from
neurotic tensions and inhabitations. It also indicates optimal ability to maintain relationship with
individuals and group, in accordance with existing cultural pattern.

2
 Chapter – II
TITLE OF THE STUDY
Job satisfaction in regards to one’s feeling or state of mind regarding nature of their work. Job
can be influenced by variety of factors like quality of one’s relationship with their supervisor,
quality of physical environment in which they work, degree of fulfillment in their work, etc.
Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards
job has been defined variously from time to time. In short job satisfaction is a person’s attitude
towards job. Job satisfaction is an attitude which results from balancing & summation of many
specific likes and dislikes experienced in connection with the job- their evaluation may rest
largely upon one’s success or failure in the achievement of personal objective and upon
perceived combination of the job and combination towards these ends. According to pestonejee,
Job satisfaction can be taken as a summation of employee’s feelings in four important areas.
These are:

1. Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities
on the job for promotion and advancement (prospects), overtime regulations, interest in work,
physical environment, and machines and tools.

2. Management- supervisory treatment, participation, rewards and punishments, praises and

blames, leaves policy and favoritism.

3. Social relations- friends and associates, neighbors, attitudes towards people in community,
participation in social activity socialibility and caste barrier.

4. Personal adjustment-health and emotionality.

Job satisfaction is an important indicator of how employees feel about their job and a predictor of
work behavior such as organizational citizenship, Absenteeism, Turnover. Job satisfaction
benefits the organization includes reduction in complaints and grievances, absenteeism, turnover,
and termination; as well as improved punctuality and worker morale. Job satisfaction is also
linked with a healthier work force and has been found to be a good indicator of longevity. Job
satisfaction is not synonyms with organizational morale, which the possessions of feeling have
being accepted by and belonging to a group of employees through adherence to common goals
and confidence in desirability of these goals. Morale is the by-product of the group, while job
satisfaction is more an individual state of mind.

3
DEFINITIONS OF JOB SATISFACTION
Different authors give various definitions of job satisfaction. Some of them are taken from the
book of D.M. Pestonjee “Motivation and Job Satisfaction” which are given below:

Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of one’s job.
An effective reaction to one’s job.

Weiss “Job satisfaction is general attitude, which is the result of many specific attitudes in three
areas namely: Specific job factors Individual characteristics Group relationship outside the job”

Blum and Naylor “Job satisfaction is defined, as it is result of various attitudes the person hold
towards the job, towards the related factors and towards the life in general.”

Glimmer “Job satisfaction is defined as “any contribution, psychological, physical, and

environmental circumstances that cause a person truthfully say, ‘I am satisfied with my job.”

Mr. Smith “Job satisfaction is defined as a pleasurable or positive state of mind resulting from
appraisal of one’s job or job experiences.”

HISTORY OF JOB SATISFACTION

The term job satisfaction was brought to lime light by hoppock (1935). He revived 35 studies on
job satisfaction conducted prior to 1933 and observes that Job satisfaction is combination of
psychological, physiological and environmental circumstances. That causes a person to say. “I m
satisfied with my job”. Such a description indicate the variety of variables that influence the
satisfaction of the individual but tell us nothing about the nature of Job satisfaction.

Job satisfaction has been most aptly defined by pestonjee (1973) as a job, management, personal
adjustment & social requirement. Morse (1953) considers Job satisfaction as dependent upon job
content, identification with the co., financial & job status & priding group cohesiveness.

One of the biggest preludes to the study of job satisfaction was the Hawthorne study. These
studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to
find the effects of various conditions (most notably illumination) on workers’ productivity.

These studies ultimately showed that novel changes in work conditions temporarily increase
productivity (called the Hawthorne Effect). It was later found that this increase resulted, not from
the new conditions, but from the knowledge of being observed.

This finding provided strong evidence that people work for purposes other than pay, which
paved the way for researchers to investigate other factors in job satisfaction. Scientific
management (aka Taylorism) also had a significant impact on the study of job satisfaction.

4
Frederick Winslow Taylor’s 1911 book, Principles of Scientific Management, argued that there
was a single best way to perform any given work task. This book contributed to a change in
industrial production philosophies, causing a shift from skilled labor and piecework towards the
more modern approach of assembly lines and hourly wages. The initial use of scientific
management by industries greatly increased productivity because workers were forced to work at
a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers
with new questions to answer regarding job satisfaction. It should also be noted that the work of
W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for Taylor’s work. Some
argue that Maslow’s hierarchy of needs theory, a motivation theory, laid the foundation for job
satisfaction theory.

This theory explains that people seek to satisfy five specific needs in life – physiological needs,
safety needs, social needs, self-esteem needs, and self-actualization

IMPORTANCE OF JOB SATISFACTION

Job satisfaction is an important indicator of how employees feel about their job and a predictor of
work behavior such as organizational, citizenship, Absenteeism, Turnover. Job satisfaction can
partially mediate the relationship of personality variables and deviant work behavior. Common
research finding is that job satisfaction is correlated with life style

This correlation is reciprocal meaning the people who are satisfied with the life tends to be
satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their
life. This is vital piece of information that is job satisfaction and job performance is directly
related to one another. Thus it can be said that, “A happy worker is a productive worker.” It
gives clear evidence that dissatisfied employees skip work more often and more like to resign
and satisfied worker likely to work longer with the organization.

IMPORTANCE TO WORKER AND ORGANIZATION

Job satisfaction and occupational success are major factors in personal satisfaction, self-respect,
self-esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional
state that can often leads to a positive work attitude. A satisfied worker is more likely to be
creative, flexible, innovative, and loyal. For the organization, job satisfaction of its workers
means a work force that is motivated and committed to high quality performance.

Increased productivity- the quantity and quality of output per hour worked- seems to be a
byproduct of improved quality of working life. It is important to note that the literature on the
relationship between job satisfaction and productivity is neither conclusive nor consistent.

5
However, studies dating back to Herzberg’s (1957) have shown at least low correlation between
high morale and high productivity and it does seem logical that more satisfied workers will tend
to add more value to an organization. Unhappy employees, who are motivated by fear of loss of
job, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it
is also a temporary one, and also as soon as the threat is lifted performance will decline. Job
satisfaction benefits the organization includes reduction in complaints and grievances,
absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job
satisfaction is also linked with a healthier work force and has been found to be a good indicator
of longevity.

Although only little correlation has been found between job satisfaction and productivity, Brown
(1996) notes that some employers have found that satisfying or delighting employees is a
prerequisite to satisfying or delighting customers, thus protecting the “bottom line”.

FACTORS OF JOB SATISFACTION

Hoppock, the earliest investigator in this field, in 1935 suggested that there are six major
components of job satisfaction. These are as under: The way the individual reacts to unpleasant
situations, The facility with which he adjusted himself with other person The relative status in
the social and economic group with which he identifies himself The nature of work in relation to
abilities, interest and preparation of worker Security Loyalty.

Herberg, mausaer, Peterson and capwell in 1957 reviewed more than 150 studies and listed
various job factors of job satisfaction. These are briefly defined one by one as follows:

1. Intrinsic aspect of job: It includes all of the many aspects of the work, which would tend to
be constant for the work regardless of where the work was performed.

2. Supervision: This aspect of job satisfaction pertains to relationship of worker with his
immediate superiors. Supervision, as a factor, generally influences job satisfaction.

3. Working conditions: This includes those physical aspects of environment which are not
necessary a part of the work. Hours are included this factor because it is primarily a function
of organization, affecting the individuals comfort and convenience in much the same way as
other physical working conditions.

4. Wage and salaries: This factor includes all aspect of job involving present monitory
remuneration for work done.

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5. Opportunities for advancement: It includes all aspect of job which individual sees as
potential sources of betterment of economic position, organizational status or professional
experience.

6. Security: It is defined to include that feature of job situation, which leads to assurance for
continued employment, either within the same company or within same type of work
profession.

7. Company & management: It includes the aspect of worker’s immediate situation, which is
a function of organizational administration and policy. It also involves the relationship of
employee with all company superiors above level of immediate supervision.

8. Social aspect of job: It includes relationship of worker with the employees specially those
employees at same or nearly same level within the organization.

9. Communication: It includes job situation, which involves spreading the information in any
direction within the organization. Terms such as information of employee’s status,
information on new developments, information on company line of authority, suggestion
system, etc, are used in literature to represent this factor.

10. Benefits: It includes those special phases of company policy, which attempts to prepare the
worker for emergencies, illness, old age, also. Company allowances for holidays, leaves and
vacations are included within this factor.

Like many other countries of the world in India also, there is a general feeling that the teachers
do not have satisfaction in their jobs. There seems to be a growing discontentment towards their
job as a result of which standards of education are falling. Teachers are dissatisfied in spite of
different plans and programs which have been implemented to improve their job.

Job satisfaction consists of the total body of feelings-about the nature of the job promotion,
nature of supervision etc. that an individual has about his job. If the sum total of influence of
these factors gives rise to feelings of satisfaction, the individual has job satisfaction, the teacher’s
job satisfaction, Teacher’s job satisfaction which is ‘linked to teachers’ work performance,
includes teachers’ involvement, commitment, and motivation in the job. It is not only important
for teachers, but empirically influential on students and schools in general. Teachers’ satisfaction
with their career may have strong implications for student learning.

Specifically, a teacher’s satisfaction with his or her career may influence the quality and stability
of instruction given to students. Satisfaction is almost important in teaching profession where he
is to deal with another human being, the student and the satisfaction and dissatisfaction of the

7
teachers is likely to be transferred. Teacher’s key role is to teach or help students and it depends
on the ability and motivation of the teachers to teach as it does on the ability and motivation of
the students to learn.

The level of job satisfaction is affected by intrinsic and extrinsic motivating factors, the quality
of supervision, social relationships with the work group and the degree to which individuals
succeed or fail in their work. As is the case with all white collar positions, both intrinsic and
extrinsic factors affect teacher’s satisfaction. Intrinsic satisfaction can come from classroom
activities. Extrinsic factors have been associated with teacher’s satisfaction, including salary,
perceived support from administrators, school safety, and availability of school resources, among
others. When teachers perceive a lack of support for their work, they are not motivated to do
their best in the classroom, and that when teachers are not satisfied with their working
conditions; they are more likely to change schools or to leave the profession together. Some
other variables have significant interactions with teacher’s job satisfaction, namely; gender, age,
experience and position.

The researcher selected this topic to investigate the satisfaction of’ public school teachers and
also find out the attitude of teachers towards their job. The study also provided guideline to
teachers to increase and maintain their sense of satisfaction in job to achieve desired results.

The study was descriptive in nature and survey in type. The researcher used convenient
sampling technique to collect the data. The sample of the study consisted of 100 male and female
teachers of public & private schools of city Beawar. Data was collected through questionnaire.
The questionnaire was developed in five point rating scale. One hundred (100) questionnaires
were distributed and explained to the teachers.

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 CHAPTER III
RESEARCH METHODOLOGY
Research methodology is a methodology for collecting all sort of information and data pertaining
to the subject in question. The objective is to examine all the issues involved and conduct
situational analysis. The methodology includes the overall research design, sampling, procedure
and fieldwork done. The methodology used in the study consistent of sample survey using both
primary and secondary data. The primary data has been collected with the questionnaire as well
as personal observation book, magazine; journals have been referred for secondary data. The
questionnaire has been drafted and presented by the researcher himself.

3.1 Definition of Research Methodology

“The process used to collect information and data for making business decisions. The
methodology may include publication research, interview, survey and other research techniques,
and could include both present and historical information.”
In simple terms methodology, can be defined as, it is used to give a clear-cut idea on what the
researcher is carrying out his or her research. To plan in a right point of time and to advance the
research work methodology makes the right platform to the researcher to mapping out the
research work in relevance to make solid plans.

More over methodology guides the researcher to involve and to be active in his or her field of
enquiry. Most of the situations the aim of the research and the research topic won’t be same at all
time it varies from its objectives and flow of the research but by adopting a suitable methodology
this can be achieved.

On the other hand, from the methodology the internal environment constitutes by understanding
and identifying the right type of research, strategy, philosophy, time horizon, approaches,
followed by right procedures and techniques based on his or her research work. In other hand the
research methodology acts as the nerve center because the entire research is bounded by it and to
perform a good research work, the internal and external environment must follow the right
methodology process.

3.2 Objective of the study

1. To analyze the job satisfaction level among the male and female teachers of schools.

2. To undertake a comparative study between male and female teachers regarding job
satisfaction.

3. To find out the impact of job satisfaction and attitude of Teachers on Education

9
4. To undertake a comparative study between govt. and private school teachers regarding job
satisfaction.

3.3 Method of Data Collection

Data can be of two type’s primary and secondary data. Primary data are those which are
collected afresh and for the first time, and it is in original form. Primary data can be collected
either through experiment or through survey. In case of survey, data can be collected by any one
or more of the following ways:

• Observation
• Questionnaire
• Personal or Group Interview
• Telephone survey
• Communication with respondents
• Analysis of documents and historical records
• Case study
• Small group study of random behavior

I have chosen the questionnaire methods of data collection. While designing data-collection
procedure, adequate safeguards against bias and unreliability have ensured.

I have also gathered secondary data from journals, historical documents, magazines and reports
prepared by the other researchers.

3.4 Sample of the Study

SAMPLING

Sampling may be defined as the selection of some part of an aggregate or totality on the basis of
which a judgment or inference about an entire population by examining only a part of it.
The items so selected constitute what is technically called a sample, their selection process or
technique is called sample design and the survey conducted in the basis of sample is described as
sample survey.

10
A sample design is a definite plan for obtaining a sample from the sampling frame. It refers to
the technique or the procedure the researcher would adopt in selecting some sampling units from
which inferences about the population is drawn. Sampling design is determined before any data
are actually collected for obtaining a sample from a given population. The researchers must
decide the way of selecting a sample.

There are various methods o sampling like systematic sampling, random sampling, deliberate
sampling, mixed sampling, cluster sampling, etc. Among these methods of sampling I have used
random sampling so that bias can be eliminated and sampling error can be estimated. Designing
samples should be made in such a fashion that the samples may yield accurate information with
minimum amount of research effort.

SAMPLE SIZE

In sampling design the most complicated question is: what should be the size of the sample. If
the sample size is too small, it may not serve to achieve the objectives and if it is too large, we
may incur huge cost and waste resources. So sample must be of an optimum size that is, it should
neither be excessively large nor too small.

Here, I have taken 100 as the sample size.

3.5 Limitation of the Study

1. The study is conducted only in Beawar.
2. Due to the limitation of the time the research could not be made more detailed.
3. Due to confidentiality of some information accurate response was not revealed by some of
the respondents.
4. Some of the replies of the respondents may be biased.

3.6 Hypothesis of the Study

1. There is no significant difference in the job satisfaction of govt. and private school teachers.

2. There is no significant difference in the job satisfaction of male and female teachers.

11
 CHAPTER IV
Analysis and Interpretation

Analysis of Data

Descriptive statistics were used to measure the level of job satisfaction. The Data was
analyzed by calculating percentage and frequency. Mean scores were calculated by allocating
values of 1,2,3,4,5 respectively to the responses Strongly Disagree, Disagree, Neutral, Agree,
Strongly Agree. Hence Mean score greater than 3 on any statement implies positive response
of the respondent. Independent sample t-test was used to study the significant difference
between the mean score of different groups.

Detailed Information of the Respondents (N=100) are as follows

S. No. Parameter Variable Frequency Percent

1 School Govt. 50 50
Private 50 50
2 Gender Male 50 50
Female 50 50
3 Age Below-30 24 24
30-39 55 55
40-49 15 15
Above 50 6 6
4 Marital Status Married 6 6
Unmarried 91 91
5 Qualification Bachelor 9 9
Master 89 89
PhD 2 2

Analytical Results
To ascertain whether there is difference in the satisfaction of male and female teachers and
satisfaction of govt. & private school teachers independent sample t-test was used. T-test value
indicates whether any significant difference between the satisfaction of male & female teachers
and govt. & private school teachers. t-test value greater than 0.05 indicates that there is no
significant difference in the satisfaction of male teachers & female teachers and there is no
difference in the satisfaction of govt. & private school teachers.

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Table 1.1

Overall level of Teacher's Satisfaction:

Dimensions of job N Mean Std. Deviation

Enjoy of work 100 4.5300 .610
Interesting & challenging work 100 4.4700 .702

Satisfied with job 100 4.3300 .876

Working hours of job 100 4.1300 .981
Opportunity for further advancement 100 3.9500 .880
Training 100 3.8100 1.021

Opportunity to improve skills 100 3.8000 1.024

Promotion 100 3.2600 1.330
Good salary 100 3.8300 1.015
Rewarded fairly for experience 100 3.8500 .925
Job responsibilities 100 4.4800 .758
Never think about leaving 100 3.8000 .994
Opinion counts in the organization
100 3.7100 .935
Respect by colleagues 100 4.3700 .705

Job fully uses skills 100 4.0100 .758

Opportunity for career Development 100 3.8100 .825
Satisfied with the success 100 3.9300 .890
Total 100 68.07 15.25

Above given Table indicates that the Mean and Standard Deviation of teachers. Mean score
greater than 3 implies positive responses. Table shows that teachers have highest significant level
regarding the statement they enjoy their work (Mean=4.53, S.D=.876). Result indicates that
overall satisfaction of teachers is high as mean value regarding all factors is greater than 3. The
study finds that mean value for overall job satisfaction of teachers is 68.07 with a standard
deviation of 15.25 which indicates that the satisfaction level of majority of teachers is high.

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Table 1.2

Significance of difference between mean score of various dimensions of job satisfaction for
Male vs. Female teachers

Dimensions of Job satisfaction Male (N= 50 ) Female Sig. value

(N=50) of t-test
Mean S.D Mean S.D
Enjoy their work 4.6 .638 4.46 .578 .254
Interesting & challenging work 4.5 .762 4.44 .643 .672
Satisfied with job 4.42 .927 4.24 .822 .307
Working hours of job 4.16 1.07 4.10 .886 .762
Opportunity for further advancement 4.0 .880 3.9 .886 .573
Training 3.8 1.14 3.82 .896 .923
Opportunity to improve skills 3.68 1.18 3.92 .829 .244
Promotion 3.22 1.329 3.3 1.34 .765
Good salary 3.9 .886 3.76 1.13 .493
Rewarded fairly for experience 4.02 .936 3.68 .890 .066
Job responsibilities 4.3 .931 4.66 .478 .017
Never think about leaving school 3.78 1.035 3.82 .962 .842
Opinion counts in the organization 3.8 .989 3.62 .878 .338
Respect by colleagues 4.34 .772 4.4 .638 .673
Job fully uses skills 3.96 .807 4.06 .711 .513
Opportunity for career Development 3.84 .865 3.78 .789 .718
Satisfied with the success 3.92 .986 3.94 .793 .911

Results (Table 1.2) reveals that the level of satisfaction of male teachers is high in comparison
of female teachers regarding the dimensions they enjoy their work, work is interesting &
challenging, satisfied with working hours, opportunity for further advancement, good salary,
rewarded fairly for experience and opportunity for carrier development but there is no
significant difference in the satisfaction of male & female teachers. For the other factors
discussed above satisfaction level of female teachers is greater than male teachers but there is
no significant difference in the satisfaction of male & female teachers as significant value of t-
test is greater than .05 in all cases.

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Table-1.3
Significance of difference between mean score of various dimensions of
job Satisfaction for Govt. vs. Private School teachers

Dimensions of Job satisfaction Private Govt. Sig.

(N= 50 ) (N=50) value of
Mean S.D Mean S.D t-test
Enjoy their work 4.54 .578 4.52 .646 .871
Interesting & challenging work 4.58 .574 4.36 .802 .118
Satisfied with job 4.30 .909 4.36 .851 .734
Working hours of job 4.12 .961 4.14 1.01 .919
Opportunity for further advancement 3.94 .842 3.96 .924 .910
Training 3.70 .931 3.92 1.10 .284
Opportunity to improve skills 3.84 .888 3.76 1.15 .698
Promotion 3.42 1.26 3.10 1.38 .231
Good salary 3.50 1.09 4.16 .817 .001
Rewarded fairly for experience 3.68 .890 4.02 .936 .066
Job responsibilities 4.50 .707 4.46 .813 .794
Never think about leaving school 3.64 .920 3.96 1.04 .108
Opinion counts in the organization 3.62 .901 3.80 .968 .338
Respect by colleagues 4.44 .611 4.30 .788 .324
Job fully uses skills 3.98 .714 4.04 .807 .695
Opportunity for career Development 3.74 .750 3.88 .895 .399
Satisfied with the success 3.78 .887 4.08 .876 .092

Result (Table 1.3) reveals there is significant difference in the satisfaction level of govt. &
private school teachers regarding the dimension „salary‟ and it is concluded that satisfaction
level of govt. School teachers is greater than private school teachers. For the other factors
discussed above there is no significant difference in the satisfcation level of govt. & private
school teachers as significant value of t-test is greater than .05 in all cases.

15
 CHAPTER V
Conclusion

Results show that male respondents were found more satisfied than their female counterparts.
The study also revealed that govt. school teachers are more satisfied than the private school
teachers. This is due to the flexibility, security of job, high wage and independence enjoyed by
govt. school teachers.

Study shows that private school teachers are very sensitive as regards wage payment. The
Private Sector should revise the salary structure. The authorities should include teachers at the
time of restructuring their salary. At the same time, both private and govt. schools teachers are
dissatisfied on fair promotion procedures. Unbiased decisions on promotion can increase the
level of satisfaction among the teachers in this regard.

Analysis also reveals that both private and govt. school teachers show low satisfaction level
regarding the factor Teachers Training. Therefore, Authorities should organize regular training
programmes to enrich and equip teachers with latest developments.

Study further shows that level of satisfaction among both govt. and private school teachers is low
regarding opinion counts in the organization. Authorities should arrange regular formal meetings
with teachers to consider their suggestions and also try to value it.

Analysis also reveals that both private and govt. school teachers show low satisfaction level
regarding the factor opportunity for career Development. For increasing the satisfaction level of
the teachers in this regard Authorities should try to provide opportunity for career development
to the teachers in this connection.

Suggestion for further research

A study on the relationship between the job satisfaction and commitment among teachers can be
undertaken. A study on the level of satisfaction among teachers of rural and urban area can
further be undertaken. Comparative analysis can be made between school and college teachers.
Similar study can be done in case of college teachers.

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Educational Implications

Satisfaction from the job is necessary for full devotion and commitment of teachers towards
their schools. Even the best educational system is bound to fail with the absence of competent
and satisfied teachers. Unless the teacher is satisfied with his job, he/she cannot deliver the goods
properly. He/she will be a loss not to himself only but also to the country's future. The teachers'
value interpersonal interaction, so the schools can make formal and informal arrangements for
improving the relationships among the staff members. Teachers' participation in decision-
making, proper communication of role expectations and recognition of good work are some
concrete measures which can enhance job satisfaction of teachers. The school authorities can
organize special welfare programs for teachers' well-being and positive changes in their level of
satisfaction. As far as improving the demographic factors related to the job, the management
should provide the opportunity for suitable working space, facilities to achieve one's status and
prestige in job. Therefore, the study of job satisfaction is of much value to administrators and
policy makers, who frame policies, take decisions and create conditions in which teachers try to
maximize their potential and thus derive greater job satisfaction.

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 Appendix

Employee Satisfaction Survey

Please take a few minutes to complete this survey. Read each question carefully
and circle the response that best represents your views and opinions. Your identity
and responses will remain completely confidential and anonymous. This survey is
for the research purpose only.

Please indicate your level of agreement with each of the following statements

Strongly Disagree Neutral Agree Strongly

Dimensions of Job satisfaction Disagree Agree

Enjoy My work
My work is Interesting & challenging
Satisfied with my job
Satisfied with Working hours of job
Opportunity for further advancement

I have the training I need to do my job

I have Opportunity to improve skills
Fair chances of Promotion
Good salary
Rewarded fairly for experience
Job responsibilities
Never think about leaving school
Opinion counts in the organization
Respect by colleagues
Job fully uses skills
Opportunity for career Development
Satisfied with the success

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 References
• Bandhana, B. (2011).‟ Job satisfaction and values among kendriya vidalaya teachers‟. 

Journal of Education and Practice, 2(11 & 12), 17-24. 

• Francis, G., & Jr., G.M. (1982). Job satisfaction. Human Behavior in the Work
Environment A Managerial Perspective (pp. 70-82). Califormia: Goodyear Publishing
Company, Inc. Santa Monica, California. 

• Gupta, C.B. (2009). Human Resource Management. New Delhi: Sultan Chand & Sons.
P30.2 

• Gupta, C.B. (2009). Human Resource Management. New Delhi: Sultan Chand & Sons.
Pp30.6-30.7. 

• Gowri, P. A., & Mariammal, K. (2011). College Teachers „Attitudes towards Teaching
and Job Satisfaction‟. Journal of Community Guidance & Research, 28(1), 99-106. 

• Hackman, J.R., & Oldham, G.R. (1978). Motivation through the design of work: Test of a
Theory. Organizational Behaviour and Human Performance, 16, 250-279. 

• Kumari, S., & Jafri, S. (2011). „Level of Organizational Commitment of Male and 

Female Teachers of Secondary Schools‟. Journal of Community Guidance & Research,
28(1), 37-47. 

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