PERIODICO di MINERALOGIA Volume 91, No.

4, 2022
ISSN: 0369-8963

Exploring the Effect of Job Satisfaction on Commitment of School

Teachers
J.R. AUSLIEN NANCI 1,* AND V.P. VELMURUGAN 2
1
Research Scholar, Department of Management Studies, Noorul Islam Centre for Higher Education,
Kumaracoil.
2
Associate Professor, Faculty of Management Studies, Noorul Islam Centre for Higher Education, Kumaracoil.
*
Corresponding author: J.R. AUSLIEN NANCI

Abstract
An organization’s one of the concern mainly rely on the performance of the employees. They explore
the factors that aid to upgrade the efficiency of the employees in the firm. The Commitment and Job
satisfaction of the employees are the factors that have a high contribution in increasing the performance
of the employees. This research paper explores the association among school teachers’ Job satisfaction
and Commitment. For this study, the schools from Northern region of Tamil Nadu is chosen and the
samples are taken from the teachers who teaches for grade 11 and grade 12 and the size is 150. The
outline of the study indicates that a positive and significant association among Teachers’ Job
Satisfaction and Commitment.

Key Words: Commitment, Fair Pay, Recognition, Job Satisfaction, Job Security.

Introduction curriculum with contemporary approach of

teaching.
In this competitive world, employees are On 2005, NCF highlighted that a teachers major
considered as one of the prime factor and major challenges in school education is to transform
determinant that directs the victory of any every individual child in to a student. Job
organization and it is also an advantage for the Satisfaction and Commitment of teachers are
organization in a distant future. The continued necessary conditions to confront the challenges.
existence of the organization is decided by the Job satisfaction portrays how well solitary is
valuable assets i.e.) employees. Job Satisfaction of content with teachers’ profession. If a teacher has
the workers can be a significant measure of passion towards their job it means teachers has a
workers emotion about their work. Instead, when great level of satisfaction towards their job where
the workers level of Job satisfaction decreases as dissension emotions are measure of
which directs to turnover and low commitment of dissatisfaction towards their profession. When a
the organization. In consequence, when the teacher has a positive attitude towards work it is
satisfaction level of the worker decreases that not observed that they are fully committed which leads
only lead to the worker to leave the organization towards positive impact on their performance that
but also lower the performance of the worker to the directs to the job satisfaction.
organization.
Teachers are considered as our future designers. Review of literature
A teacher requires to be equipping with pertinent
skills, intelligence, individual characteristics, Job Satisfaction
motivation and professional prospects if they have The level of satisfaction of work experience in
to encounter the belief emplaced upon them. The their profession which can influence the
teachers’ quality of teaching goes a distant way in performance is described as Job Satisfaction. It
deciding the standard of school education. entails individuals’ mental state concerning to the
Teachers can develop better standard of education nature of their job. It is expressed as an emotional
among the students by enacting pertinent state that links to the favorable or unfavorable

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ISSN: 0369-8963

discernment of occurrence about work (Dumn & Teacher’s affection to their profession leads them
Harris, 1988). to devote themselves to their school, students and
Job Satisfaction is interpreted as the measure to career. Those teachers have active engagement to
which a teacher experiences happiness with their the job which has positive influence on student’s
victory in attending their expectation and career success. Teacher who shows a general degree of
goals. It is a constructive response to certain commitment to the profession influences
dimensions of work such as inherent interest, engagement from students (Altun, 2017).
challenge and level of difficulty (Heller, 1998). Teachers who are committed are bounded with
Job Satisfaction is a multifarious aspect that is passion in their profession to bring success among
important for commitment of teachers, turnover the students. He pointed commitment is to devote
and school effectiveness. It is accepted by the themselves to the task and to be carried out. The
education leaders, policy makers and researchers effort of the work can be physical or non-physical
that teachers’ job satisfaction is a key element in but it needs the willingness of mind to do the action
influencing the achievement of scholars (Sharma & (Mart, 2013).
Jyoti, 2009). Teaching is positively influenced by
Job Satisfaction and motivation of teachers are Commitment through the way of teaching,
considered as important in educational institutions character, attitude and comprehension of the
where it is considered as a path to reach the goals teachers. The educator who is filled with passion,
which will influence other stake holders of the commitment and eagerness act as a role models for
education. It is observed that Job Satisfaction of their co-workers as well as to their students.
teachers increases their efficiency at work whereas Commitment is considered as a prime factor in
motivation activates and the teacher enhances terms of achievement in education sector (Yunuz
continuity at work (Yildiz & Kihc, 2021). Yldiz & Bunjamin Celik, 2017).
The behavior of an individual influences
satisfaction and engagement which portrays that Job Satisfaction and Commitment
job satisfaction directs to performance of the It is seen as rapture or a pleasure which results
individual influences satisfaction and engagement from the adequate progression of ones’ job
which portrays that job satisfaction directs to experiences is Job Satisfaction. Commitment
performance of the individual in the work place referred as recognition, emotional attachment and
and performance direct the individual to an interference of the professionals in the
satisfaction. The employees who are satisfied in organization. Researchers have shown a strong and
their workplace are highly, creative, productive and positive association among job satisfaction and
they manifest greater degree of professionalism commitment (Patrik & Sonia, 2012).
(Cortez et al, 2021). The Satisfaction of employee has a major impact
on the enriching of commitment through which it
Commitment has a certain impact on the character of
The Commitment of teachers’ towards their organizational citizenship. Therefore, Job
profession is an asset of internal resources that is Satisfaction is regarded as a prime connector in the
related to increase the performance of the teachers. association of commitment and employability
The Commitment of each teacher can be examined (Yousaf & Sanders, 2012).
through observing their teaching practice. In the Job Satisfaction is observed to have a positive
commitment of teachers, the commitment includes relationship and it details the variance in
the firm they work, the scholar they teach, the organizational commitment. The variability in the
career they develop and to teaching profession commitment of teachers has a high association to
(Crosswell, 2003). the degree of Job Satisfaction at work (Aydogdu &
Commitment towards a career is the prime Asikgil, 2011).
endeavor and manifest integrity at work. Each job Younger teachers are observed to be emotionally
has its unique kind of morals and principles which attached towards the organization which makes
supports productiveness and probity. Hence, it’s them to feel the problems which are faced by the
the responsibility of the teachers from their first organization as their own problems and these
day of their job; they must take up the existing teachers have the desire to spend the remaining part
morals and standards followed in their firm. of the carrier in the same organization and their
Ongoing, Normative and Affective are the three measure of job satisfaction is high or low but not
types of professional commitment. In education moderate (Yucel & Bektas, 2012)
sector the teacher looks for recognition for their Commitment and Job Satisfaction are directed by
work, emotional attachment and engagement in the knowledge of organizational support in their
their professionalism (Farooqi et al, 2015). relationship to take part in decision making. It also

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plays a part in lowering the degree of employee 1. To identify the association of teachers’ Job
leaving the organization (Cho and Hung, 2012). Satisfaction and Commitment.
2. To understand the elements that highly impact
Objectives teachers’ Job Satisfaction.

Research Model

Figure 1. Framework of Interrelation among Job Satisfaction and Commitment

Hypothesis it is issued to the respondents. The data which are

collected through questionnaire called primary data
1. There exists no significant association among and the information gathered from websites,
Job Satisfaction and Commitment. journals, books are utilized in the research as
2. There exists no significant association among secondary data. The scales reliability is examined
the elements that highly impact Job through cronbach’s alpha and the questionnaire’s
Satisfaction. internal consistency is α=0.86. When cronbach’s
alpha measures from 0.9>α≥0.8, hence it is noted
Research methodology that internal consistency of the scale is good. The
size of the sample used in the present study is 150.
The type of research used in the study is Purposive sampling technique is applied to gather
descriptive research. The researcher observed and data from the samples. IBM SPSS Statistics 20 is
carried a personal one to one interview with the utilized in the analysis. The tools applied in the
teachers who are taking up classes for grade 11 and analysis are Percentage analysis, Friedman test and
grade 12. The researcher used the data which is Pearson correlation.
collected in the interview to formulate
questionnaire. Researcher draws up, compose and Analysis and interpretation
Table 1. Socio- Demographic Outline

Sl. No Category Particulars Participants Percentage

below 25 10 6.66
26-30 37 24.66
1 Age 31- 35 72 48
Above 35 31 20.6
Total 150 100

Male 70 46.66
2 Gender Female 80 53.34
Total 150 100

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Below 5yrs 18 12
1yr-5yrs 70 46.66
3 Experience 5yrs-10yrs 52 34.66
10yrs-15yrs 10 6.66
Total 150 100

that 12% of teachers have work experience below 5

The above (Table 1) draws the demographic years, 46.66% of teachers have 5-10yrs of
outline of the school teachers. The age figures of experience, 34.66% of teachers have 10-15yrs of
the teachers shows that 6.66% of the teachers are experience and 66.66 % of teachers have above
below 25years, 24.66% of the teachers are from 26- 15yrs of work experience.
30years, 48% of the teachers are from 31-35years
and 20.6% of teachers are above 35years. It is also Hypothesis Testing I
observed that 53.34% of teachers are females and
46.66% of teachers are males. The figure shows There exists no significant association among Job
Satisfaction and Commitment.
Table 2. Correlation among Job satisfaction and Commitment

Job Satisfaction

Pearson Correlation Better

Fair Work
Job Security Workplac Recognition
pay Involvement
e

Correlation
0.547** 0.632** 0.594** 0.531** 0.611**
Commitment

Sig. (2-tailed) .000 .000 .000 .000 .000

N 150 150 150 150 150

**-
Correlation is significant at the 0.01 level (2-tailed)

The above investigation (Table 2) is carried out are Job security (0.547**), Better Workplace
through Pearson correlation technique and it shows (0.632**), Recognition (0.594**), Fair pay
a significant at 1 percent level of significance. The (0.531**) and Job involvement (0.611**).
analysis depicts that commitment has a significant
and definite association with Job Satisfaction Hypothesis Testing II
factors Job security, Better Workplace,
Recognition, Fair pay and Job Involvement. The There exists no significant association among the
correlation coefficient of Job Satisfaction factors elements that highly impact Job Satisfaction.
Table 3. Friedman Test for Job Satisfaction

Job Satisfaction Mean Rank df Chi-square P-value

Job Security 3.52

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4 18.947 0.001*
Better Work place 2.67

Recognition 2.49

Fair pay 3.07

Job Involvement 2.54

*
denotes significant at 0.05 level The remuneration for the teachers must be given
The above analysis (Table 3) shows that the p without delay. These suggestions may help the
value is less than the significant level so that the teachers to enhance job satisfaction and
null hypothesis is rejected. The Friedman test commitment in their school.
shows a significant difference among the factors
that highly impact Job satisfaction. The table shows Conclusion
the factors that highly impact Job Satisfaction are
noted based on the mean rank Job Security (3.52), The knowledge and skills are contributed by the
Fair pay (3.07), Better workplace (2.67), Job teachers to make the students more efficient and
involvement (2.54) and Recognition (2.49). also teachers’ role in developing the organization is
highly significant. The teachers are the key
Findings resources for every school. The above
recommendation given by the researcher supports
It is understood that most of the teachers are the teachers to achieve both commitment and job
within the age 31-35. Similarly, Female teachers satisfaction. The policies linked to Job satisfaction
are higher than male teachers. Evidently, It is and Commitment must be drafted in every schools.
observed that most of the teachers has 5-10 years The researcher highlights that positive association
of work experience. The study depicts that, Job is seen among the factors of Job Satisfaction and
satisfaction have a definite positive influence with Commitment of school teachers.
commitment of teachers. Also it is seen that a
positive correlation is seen among Commitment Reference
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