an assessment of teacher’s job satisfaction and job performance in three

7/29/2019 AN ASSESSMENT OF TEACHERS JOB SATISFACTION AND JOB PERFORMANCE IN THREE

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Continental J. Education Research 4 (1): 28 - 34, 2011 ISSN: 2141 - 4181

Wilolud Journals, 2011 http://www.wiloludjournal.com

` Printed in Nigeria

AN ASSESSMENT OF TEACHERS JOB SATISFACTION AND JOB PERFORMANCE IN THREE

SELECTED SECONDARY SCHOOLS OF BORNO STATE, NIGERIA.

Alimi Baba Gana, Adda Gana Bukar and Yabawa Mohammed Kadai.

Department of Social Services, Ramat Polytechnic Maiduguri

ABSTRACT

This study examines the relationship between teachers, job satisfaction and performance in selected

Borno State Secondary Schools. The study used a total of 180 as respondents of the three secondary

schools. The research study was set to determine the relationship between promotion and teachers job

performance, pay and teachers job performance, teachers job satisfaction and job performance in

Borno State secondary schools. A questionnaire on teacher job satisfaction was developed in theresearch while postgraduate teaching practice assessment form from University of Maiduguri and

Kashim Ibrahim College of Education was adopted and used in assessing and scoring live lecturing

exercise of the samples as performance indicator. Descriptive statistic was used in analyzing the data

using simple frequency distribution and percentages. It was therefore, recommended that based on the

above result, teachers should be promoted and pay with high lucrative salary by Borno State

government in order to maintain the tempo, and to build up on the present performance so as to live to

the expectation of the government and public which has fall short of expectation.

KEYWORDS: Effects; Relationship; Teachers; Job satisfaction; performance; Assessment.

INTRODUCTION

The teacher is a worker whose job satisfaction study is inevitable due to his enormous role in Nation building,

so as to make him comfortable and stay on the job. The study of teachers job satisfaction and job performance

in teaching and learning has become imperative to Administrators Academicians school head and government

so as to motivate teachers to be productive or perform effectively.

The principal concern of this study is to scrutinize the amicability between teachers job satisfaction and job

performance in Borno State secondary Schools. Borno State has taken education as a matter of priority in its

yearly budgetary statement in spite the said government priority measures researchers and teaching service

Board have identified among other problems bedeviling education and teachers in the state, includes,

fluctuation in cross net pay of staff salaries; teachers were not promptly promoted; salaries were not adjusted

even after acquiring additional qualification; inability of government to pay the agreed 25% federal government

increment, teachers condition of service was going from bad to worse, teachers salaries were not paid on time

for reason only known to government the schools remained with insufficient teachers and recently said (1000)

one thousands teachers recruited were not permitted to assume duty since January 2010 to the time of compiling

this report, influx of ungratified teachers into the system and partially recruited part time teachers were alsocompliant of not paying as agreed (BSTSB; Handbook, 2010). The study revealed that there has been a high

turnover of teachers in most secondary school in Borno State that resulted to poor performance of students in the

recent year examinations. The situations suggest that teachers might not be satisfied with their jobs thus

affecting their performance. Besides, studies on the relationship between job satisfaction and workers

performance have not been conclusive. Against this backdrop, this study examined the level of teachers job

satisfaction in Borno State and determines the relationship between teachers job satisfaction and performance.

Therefore, the indices of job satisfaction like pay and promotion will be related with the indices under job

performance like quality of teachers instructions, uses of teaching techniques in teaching and punctuality etc.

OBJECTIVES OF THE STUDY

(1) To determine the relationship between promotion, pay, and teachers job performance.(2) To determine the relation between teachers job satisfaction and job performance.


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Alimi Baba Gana et al.,: Continental J. Education Research 4 (1): 28 - 34, 2011

HYPOTHESIS

(i) There exists a significant relationship between promotion and teachers job performance, pay andteachers job performance as well as teachers job satisfaction and job performance.

METHODOLOGY

RESEARCH DESIGN:

The survey research design method was used in this study. It involves using a self-designed questionnaire and

open-ended option in collecting data from the respondents. This method was chosen in order to make reference

to phenomena as they exist in real life and it is relatively economical in terms of time and resources.

INSTRUMENTS OF DATA COLLECTION

Both primary and secondary sources of data collection were used to obtain information. These involved series of

consultation of related documents and records. Other devices used in this study were questionnaire of various

form. The questionnaire used comprises of two (2) sections: A and B. section A seeking for demographic

data of the respondents and section B sought to elicit information on relationship between promotion and

workers or teachers performance, pay and teachers performance. Job satisfaction and teachers performance in

the three Borno state selected secondary schools such as GCM, GGCM and GSS Gubio respectively.

PROCEDURE OF DATA COLLECTION

The respondents were given the questionnaire at their respective schools. Instruction on how to fill the

questionnaire was also thoroughly shown. And confidential treatment of their information was assured.

With regard to the scoring of responses, the first section of the questionnaire needs no scoring, since theinformation required only bio-data of the respondents. The second section was done using simple pattern of

scoring opinion but technically equal as yes and no package. The first cell of the tables represent Yes while the

second cell represents No opinion.

SAMPLES AND SAMPLING STRATEGIES

The study is undertaken at three (3) selected secondary schools in Borno State. These are Government College

Maiduguri, Government Girls College Maiduguri and government Secondary School Gubio respectively. Thepopulation of this study comprises only academic staffs including senior and junior drawn from the three

secondary schools under study. A purposive sampling was employed to this study in order to make adequate

representation of the study population.

The study population is one hundred and eighty (180) and the same figure used in the study without

discrimination with regards to sex and age.

METHODS OF DATA ANALYSIS

The data collected from the field were analyzed based upon the research hypothesis and objectives of the study

adopted.

A statistical technique of simple frequency distribution and percentages was used to comprehend and analyze

the data to differentiate respondent responses and tactically test the hypothesis of the study.

RESULTS AND HYPOTHESIS TESTING:

This section deals extensively with the statistical testing of the hypothesis formulated for this study with three

(3) strong consistent and related question advances to support the hypothesis and interpreting the outcome orresults using the said statistical package adopted.

HYPOTHESIS: The hypothesis states that there exists a significant relationship between promotions and

teachers job performance, pay and teachers performance as well as teachers job satisfaction and job

performance. In order to test the hypothesis, three (3) strong related questions were advanced to represent the

hypothesis with the aid of tables.


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Table1: Do you agree that prompt teachers promotion enhances job performance.

S/N Variables Sources of

information

Govt. College

Maiduguri

Govt. Girl College

Maiduguri

Govt. Secondary

School Gubio

Freq- Per% Freq- Per% Freq- Per%1.

2.

Promotion

Job Performance

Total

52

18

70

74.29

25.71

100

38

22

60

63.33

36.67

100

40

10

50

80

20

100

Source: Field Work, 2010

Table one indicates that majority from both schools made up of 74.29% from Government College Maiduguriand 63.33% also from Government Girl College Maiduguri Vis--vis government secondary school Gubio with

80% respectfully were of similar or equal view prompt and timely teachers promotion establish high job

performance. Therefore, three of the school teachers support the hypothesis of the study.

Table 2: Do you agree that prompt and lucrative pay enhances job performance.

S/N Variables Sources of

information

Govt. College

Maiduguri

Govt. Girl College

Maiduguri

Govt. Secondary

School GubioFreq- Per% Freq- Per% Freq- Per%

1.

2.

Pay

Job performance

Total

62 88.57

08 11.43

70 100

54 90

06 10

60 100

41 82

09 18

50 100

Source: Field Work, 2010.

The table two drawn a conclusion with vast majority opinion ranging from 88.57, to 90% down to 82%

respectively were of the believe that prompt and lucrative payment could lead to teachers job performance inthree of the secondary school understudy. Therefore the teachers, from either school vehemently upheld the

position of the study hypothesis without much debate hence the majority option proof.

Table 3: Do you agree that teachers job satisfaction enhances job performance.

S/N Variables Source

of information

Govt. College

Maiduguri

Govt. Girl College

Maiduguri

Govt. Secondary

School Gubio

Freq- Per% Freq- Per% Freq- Per%

1.

2.

Teachers job

Job Performance

Total

58 82.86

18 25.71

70 100

38 63.33

22 36.67

60 100

40 80

10 20

50 100

Source: Field Work, 2010

The result of the table three shows that the teachers of Government College Maiduguri who are 58 in number

with 82.86% and teachers of Government Girls College Maiduguri who are 49 in number with 81.67% via-a-vis the teacher of the Government Secondary School Gubio were all agreed that teachers job satisfaction lead to

job high performance. Therefore, the three of the Borno State Secondary Schools upheld the study hypothesisand believe that there is inherent relationship.

DISCUSSION AND EMPIRICAL STUDIES

The hypothesis, which states that there exists a relationship between promotion and teachers job performance,pay and teachers job performance as well as job satisfaction and teachers job performance in Borno state

selected secondary school were accepted. This shows that prompt promotion and lucrative salaries given for

teachers couple with ability by management to satisfy its teachers has a significant influence on teachers

performance and it seems to be general assumption that employees who are happy with their job should also be

more productive at work. (Alimi 2002)

Nathan (2008), reported that from thousands of employees in a cross section of jobs-blue collar and white collar,

prove that although job satisfaction and job performance do correlate, one does not cause the other. Even

researchers according to him get confused of how the two things connect. To him, satisfaction and performanceare related because each is the result of employee personality. By personality, Bowling pointed to such

characteristic as self-esteem, emotional stability, extroversion and conscientiousness. Studies showed that


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employees who have an overall negative attitude to all things in life likely wont find job satisfaction, regardless

of performance, because of their personality traits. Emotional stability matters a lot. He said people who tend to

be anxious depressed typically wont find satisfaction no matter how many jobs they try. The same goes for

those with low self esteem, he added. Studies showed that employees with high esteem tend to be more satisfiedwith their jobs than those who do not have that level of confidence. He contended that in his words simply put,

workplace interventions designed to improved performance by exclusively targeting employee satisfaction are

unlikely to be effective. So how can you have both according to him? There are ways select employees who

will be successful. Bowling said studies showed that intelligence is one of the things that derives the

performance. And solid performing employees also exhibit a high level of conscientiousness those who are

detail-oriented and hard workers and who set goals (Seattle Post Intelligence).

Porter and Lawler (1968) have made tremendous effort in analyzing this proposition (performance causes

satisfaction), when they said that satisfaction, rather than being a cause, is an effect of performance: that

performance causes satisfaction. They buttressed further differential performance determines rewards which

give rise to variation in employees expressions of job satisfaction. Here, they are envisaging that reward is key

that regulates or moderates between satisfaction and performance. Locke (1976) argues that the conditions under

which high productivity would lead to high satisfaction is (1) under which high productivity lead to theattainment of the individuals important job values such as promotion, recognition, high earnings, success and

achievement (2) when such productivity was not attained at such a high cost as to undermine the pleasure of its

attainment e.g. fatigue or to negate other values.

In another study conducted on correlation between job satisfaction and productivity, Brayfield and Crockett

(1955) astounded the world of occupational psychology by finding an average correlation of only +0.15 fromthe 26 studies published. Eight of these studies produced correlations of +0.00 or above; these were all

supervisory or professional workers, using self, peer or supervisory ratings of performance.

Petty et al (1984) in Usman (2004) found an overall correlation of +0.23, +0.31 for supervisors and above,

+0.15 for those at lower levels. And the most fascinating thing about the findings was that the correlation is

greater for those in supervisory or professional jobs. In these jobs, performance depends less on external

pressures like wage incentives or assembly or assembly-line speeds and more on motivation, creativity andhelpfulness.

In another study conducted on the topic job satisfaction in tertiary institution; a case study of Atiku Abubakar

College of Legal and Islamic Studies (AACOLIS), Nguru Yobe State, Ibrahim (2001) has studies the

relationship between salary and staff motivation to increase productivity in AACOLIS. The study was a surveyresearch design and as the researcher put it. The data collected were presented in a table form and uses not too

much sophisticated statistics, but rather descriptive statistical methods of analysis such as percentages were

used. The qualitative data extracted from interviews conducted were used to facilitate analysis and

understanding of how salary administration, fringe benefits and employees consultation contributes to staff

motivation and higher productivity in discharging their duties. The findings of the research have shown thatthere is high level of satisfaction by the staff of Atiku Abubakar College of Legal and Islamic Studies, Nguru in

particular and visa-vis applicable to Borno State tertiary institutions that a result of the implementation of the

said controversial CONTISS (46 salary structure). The satisfaction stems from the value workers place on theirtake away home. The research found that there was partially less complaint about their purchasing power

occasioned by the new salary structure even in the face of the current galloping inflation in the Nigerian

economy; and the last finding which perhaps is the major findings in the research and relevant to our presentstudy is that increased salary serves as the major and strongest motivational aspect which leads to workers

putting in their best in their various unit of work within the academicals circle and the school in general. It is the

contention of the research study that increases in salary has a strong correlation with workers productivity.

On the other hand, there was a study by Hackett and Guion (1985) on the relation between job satisfaction and

absenteeism, and contrary to the most upheld view that satisfied worker is expected to turn up early to receivethe benefits which they enjoy at work place. In fact, the average correlation is quite low: -0.09 in one meta-

analysis. This shows that a satisfied worker is not necessarily a hard worker or a better worker. And same

applied to performance. The study buttressed that the relationship is greatest with satisfaction for pay and

promotion. Similarly, analyses have been made of job satisfaction and labour turnover and the correlation is


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typical -0.20 to -0.30 and rarely greater than -0.40 yet, in a meta-analysis of 47 studies found an overall

correlation.

In another research conducted by Okwute (2004) job satisfaction and job performance among communitydevelopment workers in selected local governments in Borno State, he wanted to find out how community

workers job satisfaction affects their job performance. Hence the researcher set up the following research

objectives as (1) to find out the extent to which community development workers were satisfied with their jobs;

(2) the measurement of the community development workers performance level; (3) the extent to which their

job performance were related. The study was designed to determine the relationship between two variables, job

satisfaction and job performance. The researcher randomly selected twelve (12) local government areas in the

state namely Maiduguri metropolis, Bama, Konduga, Gwoza, Askira Uba, Damboa, Biu, Kwaya Kusar, Hawul,

New Marte, Dikwa and Nganzai. The tool used for data collection was an attitude scale. The scale was divided

into two parts. First part consists of statements on job satisfaction for community development workers while

the second set was on statement relating to performance which was meant for the supervisors of community

development workers. A total of 140 copies of the questionnaire were given out. The data was analyzed using

appropriate statistics of percentage score, chi-square and a cross tabulation. The research design of the study

was an evaluation study. Okwute (2000) in her study reveals the following findings. The first research findingwhich answered first research question i.e. that the community development workers derive high level of

satisfaction from their jobs. Secondly the result of the findings reveals that there is a list of factors that enhanced

the job satisfaction of the community development workers which include among other things, conduction of

work itself, rewards, content of work agents. This findings above has coincided with Nathan (2006) opined that

the overall satisfaction of an individual could be predicted from information concerning only the first two most

important needs of that individual. In other words workers can report overall job satisfaction when a workerstwo most important needs were being satisfied by the job while the third finding reveals that there is no

relationship between workers job satisfaction and job performance.

She concluded that it is safer to say that both satisfaction and performance has a mutual impact on each other.

Furthermore, it is unfair to assume that the positive relationship between satisfaction and performance come

about because satisfaction causes performance. There is need to emphasize that satisfaction is not the same as

motivation though some people believe that increased job satisfaction can bring about higher performance. Therelationship comes because good performance leads to reward, which in turn causes satisfaction.

Porter and Lawler (1965) studies on managerial attitudes and performance have reported an impressive view.

According to them whether money increases performances or not depends to a large extend upon the individual

ability. They summarized high satisfaction and job performance variables under three (3) headings (1) theattractiveness importance of worker attached to the potential outcome (reward), (2) the performance reward

linkage which is the degree of the individual belief that performing at a particular level will lead to the

achievement of desired goal or outcome, (3) the effort performance linkage which is the perception by the

individual that exerting a given amount of energy will produce an effective performance that will also lead to

reward.

In another research study conducted by Akinnigbagbe (2000) in Usman (2004) on the topic Relationship among

Motivation Job Performance and Job Satisfaction in Federal University Libraries in Nigeria, after reviewingmany empirical researches, she concluded in her findings that among others, there is a significant relationship

between motivation and level of job satisfaction. Secondly, there is a corresponding degree of relationship

between level of job performance and level of job satisfaction with minor variations in few cases.

It is pertinent to this discussion to look into differences between job satisfaction and job performance. Studies

on this aspect revealed that job satisfaction reflects the individual attitude or happiness with the situation of his

job performance refers to the ability of a worker to combine skillfully the right behaviour towards the

achievement of organizational goals or objectives. Herzberg (1959) two factor theories reveals that job

satisfaction and job dissatisfaction have different causal variables. Variables such as promotion, recognition andrespect among others increases satisfaction but does not cause dissatisfaction when absent. While variables such

as salary, good working condition and good social interaction among others can cause dissatisfaction and yet

have no effect on satisfaction. Herzberg (1959) called the first variables (i.e. recognition, promotion, respect)

motivators or satisfiers while the later variable like salary, good working condition as hygiene maintenancefactors.


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Steer and Porter (1979) opined that the use of monetary incentives and bonus payment for teaching assigned

tasks is a cornerstone to improving performance.

Teachers in all secondary schools in the state demonstrated a similar satisfaction level on their jobs and this maynot be unconnected with similar gesture accorded to them by state government.

Pay and promotion play an important role in a working career of teachers since all teachers reported a similar

positive response on the two variables. And therefore, their performance level that the study considers high may

possible be the answer of fair administration of pay and promotion to teachers in the state by Borno state

government.

THIS TEACHING ASSESSMENT INSTRUMENT USED IN STUDY AS PERFORMANCE INDICATOR

1. Introduction (Relevance motivation, strength and length)2. Subject content (Mastery adequacy and accuracy)

3. Deliverance of lesson (logicality and sound flow)

4. Use of chalk board (Neatness, eligibility and order ness)

5. Teaching methods (Relevance, variety appropriateness of use of good illustrations and psychologicalrein-enforcement.

6. Use of teaching aids (effectiveness, appropriateness, and resourcefulness.

7. Time budgeting (time given to each section of the lesson plan

8. Use of vocabulary (simplicity and accuracy

9. Communication effectiveness (eye contact, deification of points, voice level and speech

10. Conclusion (summary of main points/ideas and main objectives of the lesson).

CONCLUSION

It is paramount clear and sound to conclude that prompt teachers promotion, lucrative payment and job

satisfaction are the principal factor guiding the mind and perception of teachers as a vehicle of transmitting,

generating and enhancing teachers job performance in Borno State Secondary Schools.

Teachers in all the three (3) selected secondary school in this study were demonstrated a similar anger or levelof dissatisfaction in respect of how Borno State Government through the state teachers services board

mishandling the standard implementation of teachers incentives package like promotion, pay and other related

welfares that teachers claim to have significant motives towards their job performance are all abortive.

Therefore, Borno State Government is advice to live up to expectation and initiate a modern standard teachers

remuneration policies that enhance their job performance, hence teachers are the engine block of every society.

RECOMMENDATION

The following recommendations are better given based on the findings of this study:

1. There is need for adequate provision of teaching facilities and school infrastructures to schools inthe state. And government should focus more attention on maintaining the existing schools thanbuilding more schools that can not be catered for.

2. Teachers should be promoted promptly as when due without delay and bias.3. Salaries should be reviewed upward to meet the modern day scale.4. More teachers should be recruited to transmit qualitative education.5. Government should always focus attention to area of teachers satisfaction, so as to be productive

and yield high performance.

REFERENCE

Alimi. B.G (2002) TheEffects of Motivation Worker Performance. Unpublished B.Sc final year dissertation

submitted to the department of Sociology and Anthropology, University of Maiduguri, Borno State, Nigeria.

BSTSB, (2010)A Handbook of Borno State Teaching Sevices Board; Meritorious award; Borno State.

Herzberg, M (1959) The Motivation to workNew York. Meseylted.

Hackett and Guion, (1985)A re-evaluation of theabsentecision, job satisfaction relation, organization behaviorand human decision process USA. PP: 35,340-381.


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Ibrahim, A.D (2001) Salary Administration and Staff Motivation in Yobe State tertiary institution. A case study

of ATiku Abubakar College of Legal and Islamic Studies, Nguru, Unpublished Masters dissertation, University

of Maiduguri

Locke, E.A (1976) The Nature and Causes of Job Satisfaction: New York Mcgraw Hill

Maslow, A.H (1970)Motivation and personality: New York: Harper and Row.

Nathan, M, (2006) In Mohammeed Muazu (2008) Relationship between teachers job satisfaction and job

performance Yobe State Senior Secondary Schools. Unpublished masters Dissertation, University of Maiduguri.

Okwute, O.A (2004) Job Satisfaction and Job performance among Community Development Workers inselected Local Government in Borno State. Unpublished Masters Dissertation; University of Maiduguri.

Porter and Lawler (1965)Behavior in Organization. New York: Mcgraw Hill Books Co.

Seattle Post intelligence job Satisfaction does not guarantee performance.

http://seattlepi.nwourcer.com/business 315506 job Satisfaction 14. html.

Steer and Porter (1979)Motivation and Work behavior. New York, Mcgraw Hill.

Usman, A (2004)Relationship between teachers job satisfaction and job performance in Borno Sate Secondary

Schools. Unpublished Masters Dissertation, University of Maiduguri.

Received for Publication: 07/05/2011

Accepted for Publication: 10/06/2011

Corresponding author

Alimi Baba Gana

Department of Social Services, Ramat Polytechnic Maiduguri.

email: [email protected]

an assessment of teacher’s job satisfaction and job performance in three

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