The paper “ Main Factors of Teachers’ Job Satisfaction” is a well-turned example of a literature review on human resources. One of the most significant feelings of an employee in the workplace is that they are satisfied with their work. Job satisfaction is important for every employee regardless of their field. Job Satisfaction may be defined as the feeling of contentment an employee ahs while he/she is at work. . in simpler words it can be said that when an employee is satisfied with his job it may be called job satisfaction. The main factors of job satisfaction are mostly occupational achievement and personal satisfaction, self-assurance, sense of importance, and personal growth.
The most apparent results of job satisfaction are a pleasant emotional state this result in a good performance by the employee. Recently professions like teaching have to face a lot of job dissatisfaction. Considering the above-given definition, job satisfaction in teachers will be analyzed. The paper shall analyze all the possible factors which have caused teachers to feel unsatisfied with their work. Jobs' satisfaction is something important in every felid of work.
However, for teachers, it holds a lot of importance because they have the important job of imparting education to youth. But nowadays teachers do not seem to be satisfied with their jobs. There are many factors which have cause hem to feel so unsatisfied. Even Teachers will become an unsatisfied class of professionals; they too will start to look for better opportunities. Whilst job satisfaction is a feeling that may be shaped as time passes, hence it results in turnover; current arguments imply that there are rash events, which are known as shock events.
They may be able to be anything that they feel is demoralizing them like a decision of a principal who was apparently unfair to a serious conflict with a colleague. Wherever such events take place continuously they produce emotions which in turn may cause an employee to think about leaving the current employer (Mitchell, Holtom, and Lee, 2001) A positive process intended to raise the quality of education in schools by providing teachers with enhanced job satisfaction, more appropriate in-service training, and improved career development A continued and systematic process intended to help teachers with their own professional development and career planning, and a means of ensuring the in-service training and development of teachers match the complementary needs of individual teachers and schools. Teachers like other professionals need satisfiers to motive them.
These are either intrinsic or extrinsic. Hazberg’ s (1968) two – factor theory states that intrinsic may include achievement, acknowledgment, tasks, promotion, etc. , and extrinsic satisfiers may include the policies of the organization, management, pay, position, job security, and so on. The majority of research proposes that teachers give more importance to intrinsic satisfiers, however other researches propose that teachers pay attention to a combination of both intrinsic and extrinsic satisfiers thus both may be reasonable for teacher’ s satisfaction with her work (Dvorak and Phillips, 2001).
The meaning of job satisfaction varies (Fritzsche and Parrish, 2005), from simply the feelings a worker has about his/her job (Smith et al. , 1969) to the following definition: “ an affective reaction to a job, that results from the incumbent’ s comparison of actual outcomes with those that are desired” (Cranny et al. , 1992, p. 1).