Factors influencing job satisfaction and work motivation among high school teachers in hai phong city

FACTORS INFLUENCING JOB SATISFACTION AND WORK MOTIVATION AMONG HIGH SCHOOL TEACHERS IN HAI PHONG CITY A DISSERTATION PAPER Presented to School of Graduate Program Central Philippine University, Philippines In Collaboration with Thai Nguyen University, Vietnam In Partial Fulfillment Of the Requirements for the Degree DOCTOR OF MANAGEMENT HOANG VAN DUC DECEMBER 2020 i DECLARATION OF ORIGINAL WORK I, Hoang Van Duc, hereby declare that the work entitled Actors Influencing Job Satisfaction and Work Motivation Among High School Teachers in Hai Phong City is my original work I have not copied from any other postgraduates' work or from any other sources except where due references or acknowledgment is made explicitly in the text, nor has any part been written for me by another person Ph.D candidate's signature ii LỜI CAM ĐOAN Tơi, Hồng Văn Đức, cam đoan số liệu kết nghiên cứu luận án trung thực chưa sử dụng để công bố cho cơng trình nghiên cứu Tơi cam đoan tất việc trợ giúp cho việc thực luận án cảm ơn thơng tin trích dẫn luận án rõ nguồn gốc Thái Nguyên, tháng 12 năm 2020 TÁC GIẢ LUẬN ÁN Hoàng Văn Đức iii ACKNOWLEDGEMENT This dissertation has been completed with the help and support of numerous people and organizations I would like to express my sincere thanks to the following people for their understanding and indispensable on my dissertation: Associate Professor Nguyen Thi Gam, who has been giving me a great support and guidance me during my study as well as the thesis accomplishing process Professors of the CPU and TUEBA for their instruction and great support during study at the Ph.D program Thank you for extending your support during this learning experience, for which I am eternally grateful My colleagues at the Hai Phong Department of Education and Training without whose interest and co-operation I could not have produced this study I wish to thank them for supporting this initiative and affording me their time and sharing their experiences Teachers at eight schools selected for survey for their valuable information for me to complete this dissertation Fellow educators at the seven high schools, who collaborated with me during the data collection, please accept my gratitude A special thank is giving for parents, my wife and my children who have stayed behind me, encouraged and supported me to complete the Ph.D programs Their invaluable supports and patience throughout this journey have been unreal and is appreciated from the bottom of my heart This dissertation is dedicated for them Thai Nguyen, December 2020 Hoang Van Duc iv LỜI CẢM ƠN Luận án hoàn thành giúp hỗ trợ cá nhân tổ chức Tôi xin chân thành cảm ơn ý kiến, góp ý - điều khơng thể thiếu để hồn thiện luận án Tơi xin bày tỏ lịng kính trọng biết ơn sâu sắc tới PGS.TS Nguyễn Thị Gấm, người tận tình giúp đỡ hướng dẫn tơi suốt q trình học tập hồn thành luận án Xin chân thành cảm ơn giáo sư CPU TUEBA bảo, hỗ trợ mang lại cho tơi nhiều trải nghiệm q trình theo học chương trình đào tạo tiến sĩ Tơi xin chân thành cảm ơn Sở Giáo dục Đào tạo Hải Phòng tạo điều kiện thuận lợi thời gian, đồng nghiệp động viên, giúp đỡ, chia sẻ để tơi có thời gian tập trung nghiên cứu, thực luận án Xin gửi lời cảm ơn đến giáo viên trường lựa chọn khảo sát cung cấp thông tin quý giá, đồng nghiệp quản lý cộng tác thu thập liệu để tơi hồn luận án Đặc biệt tơi xin bày tỏ lòng biết ơn sâu sắc tới Cha, Mẹ, Vợ, Con anh, chị em gia đình, người ln dành cho tơi tình cảm nồng ấm sẻ chia lúc khó khăn sống, động viên giúp đỡ trình nghiên cứu Luận án q tinh thần mà trân trọng gửi tặng đến thành viên Gia đình Thái Nguyên, tháng 12 năm 2020 Hoàng Văn Đức v TABLE OF CONTENTS ACKNOWLEDGEMENT iii TABLE OF CONTENTS v LIST OF TABLES viii LIST OF FIGURES xi LIST OF ABBREVIATIONS xii ABSTRACT xiii CHAPTER 1: INTRODUCTION 1 Background and Rationale of the Study .1 1.2 Objectives of the study 1.2.1 General Objectives 1.2.2 Specific Objectives 1.3 Theoretical Framework 1.3.1 Maslow's Hierarchy of Needs theory 1.3.2 Herzberg's Two-Factor theory 1.4 Conceptual Framework 1.4.1 Conceptual Framework .6 1.4.2 Hypotheses of the Study 1.5 The Operational Definitions 1.6 Significance of the Study 13 1.6.1 Significance to Theory .13 1.6.2 Significance to Practice 13 1.7 Scope and Delimitation 14 CHAPTER 2: REVIEW OF RELATED LITERATURE AND STUDIES .16 2.1 Related literature 16 2.1.1 Work motivation 16 2.1.2 Job satisfaction 18 2.2 Factors influencing job satisfaction 21 2.3 Empirical related studies 25 vi 2.3.1 Job satisfaction and work motivation in teaching profession 25 2.3.2 Empirical related studies on factors influencing job satisfaction 27 2.3.3 Empirical related studies on factors influencing work motivation 29 2.3.4 Factors affecting job satisfaction and work motivation of teachers .31 CHAPTER 3: METHODOLOGY 33 3.1 Research Design 33 3.2 Population, Sample Size and Sampling Technique 34 3.3 Research Instrument 35 3.3.1 Survey questionnaires .35 3.3.2 Test of reliability .38 3.3.3 Test of validity 81 3.3.4 Factor analysis 83 3.3.5 Regression models 83 3.4 Data gathering procedure 83 3.5 Data Processing and Data Analysis 83 CHAPTER 4: DATA PRESENTATION, ANALYSIS AND INTERPRETATION 85 4.1 Introduction about Hai Phong City 85 4.1.1 Brief introduction about Hai Phong city and its education 85 4.1.2 Demographics of the high school teachers in Hai Phong City .86 4.2 Description of the respondents’ profile 87 4.3 Description of the respondent evaluation 90 4.3.1 Descriptive analysis of “salary and benefits” 90 4.3.2 Descriptive analysis of “training and development” .92 4.3.3 Descriptive analysis of “relationship with school leaders” 93 4.3.4 Descriptive analysis of “relationship with colleagues” 95 4.3.5 Descriptive analysis of “working conditions” 96 4.3.6 Descriptive analysis of “recognition” 97 4.3.7 Descriptive analysis of job characteristics 99 4.3.8 Descriptive analysis of “job satisfaction” 100 vii 4.3.9 Descriptive analysis of “work motivation” 102 4.4 Hypotheses testing 104 4.4.1 Factors influencing job satisfaction 104 4.4.2 Factors influencing work motivation 108 4.4.3 Test of relationship between job satisfaction and work motivation 111 4.5 Test of Differences 113 4.5.1 Comparative analysis of differences in job satisfaction .113 4.5.2 Comparative analysis of differences in work motivation 130 CHAPTER 5: SUMMARY, CONCLUSION AND POLICY RECOMMENDATIONS 149 5.1 Summary 149 5.2 Conclusions 150 5.3 Recommendations 151 5.3.1 Salary and benefits 151 5.3.2 Training and development 152 5.3.3 Improve communication 152 5.3.4 Improve working condition 153 5.3.5 Improve recognition and rewards 154 5.3.6 Improve job characteristics 154 REFERENCES 156 APPENDIX: 160 viii LIST OF TABLES Table 3.1: Scale of factors affecting Job satisfaction and work motivation 35 of High school teachers 35 Table 3.2: Values of Cronbach’s Alpha 38 Table 3.3: Reliability statistics of “salary and benefits” 39 Table 3.4: Reliability test of training and development 41 Table 3.5: Reliability test for “relationship with school leaders” 42 Table 3.6: Reliability test of “relationship with colleagues” 43 Table 3.7: Reliability test for “working conditions” 43 Table 3.8: Reliability test for “recognition” 44 Table 3.9: Reliability test of job characteristics 45 Table 3.10: Reliability test for “job satisfaction” 46 Table 3.11: Reliability test of work motivation 47 Table 3.12: Correlations 81 Table 3.13: Total Variance Explained for “salary and benefits” 83 Table 3.14: Total Variance Explained for “training and development” 84 Table 3.15: Total Variance Explained for “relationship with leaders” 85 Table 3.16: Total Variance Explained for “relationship with colleagues” 86 Table 3.17: Total Variance Explained for “working conditions” 87 Table 3.18: Total Variance Explained for recognition 88 Table 3.19: Total Variance Explained for “job characteristics” 89 Table 3.20: Total Variance Explained for “job satisfaction” 90 Table 3.21: Total Variance Explained for “work motivation” 91 Table 4.1 The demographics of the high school teachers in Hai Phong City 86 Table 4.2: Work place 88 Table 4.3: Types of schools 88 Table 4.4: Respondent profile 89 Table 4.5 Descriptive statistics of salary and benefits 91 Table 4.6: Descriptive statistics of “training and development” 92 Table 4.7: Descriptive statistics of relationship with “school leaders” 94 Table 4.8: Descriptive statistics of “relationship with colleagues” 95 Table 4.9: Descriptive statistics of “working conditions” 96 ix Table 4.10: Descriptive statistics of “recognition” 98 Table 4.11: Descriptive statistics of “job characteristics” 99 Table 4.12: Descriptive statistics of “job satisfaction” 101 Table 4.13: Descriptive statistics of “work motivation” 102 Table 4.14: Model Summary…………………………………………………………… 105 Table 4.15: ANOVAb 105 Table 4.16: Coefficientsb 105 Table 4.17: Strength of influences on job satisfaction 107 Table 4.18: Model Summary…………………………………………………………… 108 Table 4.19: ANOVAb 109 Table 4.20: Coefficientsa 109 Table 4.21: Strength of influences on job satisfaction 111 Table 4.22: Model Summaryb and ANOVA……………………… ……………… …111 Table 4.23: Coefficientsa 112 Table 4.24: Summary of hypothesis testing 112 Table 4.25: Group Statistics of job satisfaction by gender 113 Table 4.26: Comparative analysis of differences in job satisfaction by type of schools Independent Samples Test… 114 Table 4.27: Group Statistics of job satisfaction by gender Group Statistics………… 116 Table 28: Comparative analysis of differences in job satisfaction by gender 117 Table 4.29: Descriptive analysis of job satisfaction by ages 118 Table 4.31: Descriptive analysis of job satisfaction by ages 120 Table 32: Comparative analysis of differences in job satisfaction by academic background 122 Table 4.33: Descriptive analysis of job satisfaction by work position 123 Table 4.34: Comparative analysis of differences in job satisfaction by work position 125 Table 4.35: Descriptive analysis of job satisfaction by length of service 126 Table 4.36: Comparative analysis of differences in job satisfaction by length of service 127 Table 4.37: Descriptive analysis of job satisfaction by income 128 Table 4.38: Comparative analysis of differences in job satisfaction by income ANOVA 130 Table 4.39: Group Statistics of work motivation by gender 130 Table 4.40: Comparative analysis of differences in work motivation by type of schools Independent Samples Test 132 149 Chapter SUMMARY, CONCLUSION AND POLICY RECOMMENDATIONS 5.1 Summary Education plays an important role in the destiny of the country key factor and is a driving force for the development of the economy For decades, Vietnamese Party and State have always considered education to be the top national policy That means that education and education policy are of utmost importance to the authorities and everyone in the country that must take seriously The study used main methods which were qualitative and quantitative methods The qualitative method was conducted through in –depth interviews to explore the main factors affecting job satisfaction and work motivation For quantitative method, in order to collect data for this study, high schools, both private and public, were selected for this study Total population of this selected high school was invested 415 were surveyed The data obtained were entered into the Statistical Package for Social Science (SPSS version 20) The data were tested for reliability through Cronbach’s Alpha coefficients Validity test was used to check to make sure the data were valid for the further analysis The study was conducted to aim at the objectives The findings of the study showed that: Describe the current situation of job satisfaction, work motivation of high school teachers, and factors that effect their job satisfaction and work motivation in Hai Phong City The results revealed that high school teachers in Hai Phong City was satisfied with their salary and benefits ( X = 3.76), training and promotion ( X = 3.92),, relationship with leaders ( X =4.00), relationship with colleagues ( X = 3.99), working condition ( X = 3.92), recognition ( X = 3.91), and job characteristics( X = 3.97), job satisfaction ( X = 3.88) and work motivation ( X = 3.86), All variables in this study were at middle and high range of good level This means that in general, high school teachers in Hai Phong City were satisfied - Determine the factors influencing job satisfaction and work motivation of high school teachers in Hai Phong City A positive relationship exists between a high school teachers’ job satisfaction and the variables such as salary and benefits, training and development, work condition, recognition, and job characteristics, while relationship with leaders and relationship with colleagues could not find any relationship with job satisfaction There is a positive relationship between work motivation and the variables such as 150 salary and benefits, relationship with colleagues training and development, work condition, recognition, and job characteristics, while relationship with leaders could not find any relationship with job satisfaction - Determine the relationship between job satisfaction and work motivation of high school teachers in Hai Phong City - The research finding showed the positive relationship between job satisfaction and work motivation of the high school teachers in Hai Phong City - Compare the level of job satisfaction among different respondent demographics - Regarding to comparative analysis, in general there was not much differences demographic characteristics of the teachers in terms of job satisfaction - Propose some policy recommendations in order to enhance the job satisfaction and work motivation of high school teachers in Hai Phong City in coming years Based on the research findings presented above, the study proposed some policy recommendations presented in part 5.3 5.2 Conclusions Today, we are entering the 21st century - the century of the intellect, of the knowledge economy, the human issue has been raised at a new level, considering human being the most precious capital, considering the development of human beings Human resource development is a revolution in the context of a rapidly changing world, cooperation, competition The trend of educational socialization has been accelerated recently Many domestic and foreign investors have also invested in the development of school projects at different levels and received great attention from the society This is a trend that needs to be further promoted, so that together with the public education and training system, this system will make an important contribution to the renovation and improvement of the quality of education and training in Vietnam In order to a good education system, improving job satisfaction and work motivation for the teachers is of great importance, especially for high school teachers, who are teaching and preparing students for the next and further steps of their lives The main purposes of this study were to (1) describe the current status of job satisfaction, work motivation and factors affecting them, (2) identify factors that affecting job satisfaction and work motivation, and to identify if there any differences in job satisfaction and work motivation by respondent profile at the selected high schools in Hai Phong City Based on previous studies and theories of job satisfaction and work motivation, the study designed a model which included independent variables that affected job 151 satisfaction and work motivation of the high school teachers They were salary and benefits, training and development, relationship with leaders, relationship with colleagues, working condition, recognition, and job characteristics The study also tried to find the relationship between Job satisfaction and work motivation Finally, the study also compares the differences between type of school, gender, age, and academic background, length of service, income, and job satisfaction The research findings showed that there were a positive relation among variables in the model with job satisfactions and work motivation, and job satisfaction with work motivation, as mentioned above Based on the research findings, some recommendations are recommended: 5.3 Recommendations 5.3.1 Salary and benefits Research findings from empirical study showed that salary benefits influenced on the high school teachers’ job satisfaction and work motivation This means that salary and benefits play an importance role in job satisfaction and work motivation of the teachers According to the assessment of the high school teachers, the current salary of the teachers were quite low as compared to the other fields Salary is mainly based on the length of service, and thus, did not match with their effort and it could not cover their living expenditure Therefore, in order to increase job satisfaction and work motivation of the high school teachers, Hai Phong Department of Education and Training, as well as school leaders should design a flexible salary and payment mechanism, in which in addition to the basic salary paid by the government, high schools needs to pay salary and benefits based on ability and work performance Secondly, the benefits (fringe benefits) should be transparent and fair to all the teachers, and of course in all cases Hai Phong Department of Education and Training, as well as school leaders should call for other additional income for the teachers so that teachers have adequate income for living expenditure, so that teachers feel hap[y with their job and willing to dedicate themselves for their work at high school Salary should be competitive among high schools in the same areas to avoid teachers dissatisfaction And discouragement In addition to financial support from the government, high school needs to develop internal spending rules in which provide allowance for individual training and development, 152 rewards for teachers who have training excellent students for national excellent students contest with high prizes Pay salary in time 5.3.2 Training and development Research findings from empirical study showed that training and development positively influenced on the high school teachers’ job satisfaction and work motivation This means that training and development play an importance role in job satisfaction and work motivation of the teachers Nowadays, progressive human beings aspire towards an objective of socioeconomic development in order to significantly improve the quality of life for human beings in the harmonious combination between physical and spiritual conditions, between high standards of living and a beautiful lifestyle, both safe and sustainable for all people, for today's generation and for generations to come Therefore, high school have faced with a diversified range of students and parents with varying expectation, learning style, new and growing competition, technological advancement, changing government policies, social demand, etc This requires high schools to provide their teachers a regular training to enhance professional knowledge and skills to fulfil higher demands of the learners and society Therefore, high schools in Hai Phong City should: Plan and provide comprehensive on-going professional training programs for the teachers on yearly basis Because ttraining and education motivates people and makes them more productive and innovative Give teachers opportunities to study at higher educational level such as master degree or Ph.D degree This not only meet the requirement of the country’s educational system in the new era, but also well-trained teachers are more capable and willing to assume more control over their jobs They need less supervision, which frees management for other tasks Well- trained teachers are more satisfied, and are more motivated All this leads to better management-teacher relationships Take initiative in organizing school – based activities such as coaching, mentoring, sharing experience Hold individual professional development programs as well as the activities for professional development of the teachers Pay more attention to create a clear career development path for teachers, especially, school leaders should guide their teachers to their career direction of career development opportunity waiting for them at the school 5.3.3 Improve communication 153 The research findings showed that both relationship with leaders and relationship with colleagues were not significantly and positively influence job satisfaction In addition, relationship with leaders did not found to have influence on work motivation at high school in Hai Phong City Even though, there’s no such thing as too much communication Also, lack of communication is the source of a lot of frustration in the workplace As mentioned above, in order to increase job satisfaction and work motivation, it is necessary to improve positive communication at the school among school principals, head of department and teachers Make sure they talk to their teachers in person and even on a personal level, if possible Try setting aside some time each day to talk with teachers during monthly meeting, during coffee breaks instead of sitting at your desk or during the break time By doing so, school leaders actually make teachers feel as though they are part of the team; a leader instead of just the boss Work on creating a culture of open and honest communication within your team Foster relationship at work and at school Teachers also want to see the school that they are working for succeed Many have excellent ideas, ranging from money saving to operational improvements School leaders must make an effort to take some time to ask and listen to suggestions of the teachers 5.3.4 Improve working condition The research findings showed that working condition is significantly and positively influence job satisfaction and work motivation at high school in Hai Phong City There is a practice, that not only happened in Ha Phong City, but also in a whole Vietnam, that is an over number of students per class In addition, the facilities in some school were still poor or out of date Sometimes, the teachers lack motivation and satisfaction because their workplace does not have a positive work environment Creating job satisfaction and work motivation begins by first providing a positive work environment A motivating working environment requires going over and beyond the call of duty and providing for the needs of the worker Therefore, the school management should pay attention to create a comfortable working environment for their teachers: Regularly check, repair, and maintain the teaching equipment, projectors, black board, classroom, and library for better performance Invest in learning materials, teaching aids and equipment, Invest in more practical rooms in order to create favorable teaching and learning environment for both teachers and students, Reduce as much as possible administrative tasks and meetings so that teachers can have more time to improve their lectures as well as to improve their qualification 154 Look for funds for procurement of teaching materials for the teaching and scientific research Find creative ways in which to consistently keep their employees motivated as much as possible 5.3.5 Improve recognition and rewards The research findings showed that recognition was significantly and positively influence job satisfaction and work motivation at high school in Hai Phong City As we know that, personal recognition is a powerful tool in building morale and motivation A pat on the back, a personal note from a peer or a supervisor does wonders Small, informal celebrations are many times more effective than a once a quarter or once a year formal event For many people, the important point is pay and money does not necessarily create job satisfaction There has to be something more Recognizing teacher contribution and achievement is one of the easiest and cheapest ways to increase job satisfaction Therefore, the school management should pay attention to improve recognition and rewards at schools, such as: Ensure their teachers on how their individual efforts and contribution plays an important part of the high school’s overall goals and direction This is because teachers will take pride and be engaged in their work if they are aware how their efforts create an impact the school, regardless of how big or small their contributions are Give compliments timely and properly Management does not have to reward their employees with gifts every single time they did a good job at a task At times, a simple “Thank you” or “Great job” will suffice These meaningful words acknowledge effort, build loyalty and encourage people to work even harder Pay attention to evaluate and acknowledge the contribution of the teachers in a fair and transparent manner 5.3.6 Improve job characteristics The research findings showed that job characteristics was significantly and positively influence job satisfaction and work motivation at high school in Hai Phong City As we know that teachers are much pressured because of a lot requirements from schools, parents, students and society, so how to make them satisfied and motivated are the hot questions Teacher may show up for work, but are they engaged and productive? Teachers are more satisfied and motivated when there is a process for them to contribute their ideas and employee suggestions This gives them a sense of ownership and pride in their work Therefore, the school management should pay attention to improve job characteristics at schools, such as: 155 Design suitable job description and create conditions for teachers to show their creativity This is because teachers can design jobs using key elements to promote motivation and job satisfaction Providing these key factors will motivate teachers to see a job through from the beginning to the end Reduce number of suddenly checking by the Hai Phong Department of Training and Education This is because teachers felt very pressure of a lot of checking and inspecting from the management organization Allow teachers to have more creativity in the class and lectures, instead to rigidly follow the lesson plans Develop teacher professional skills and occupational skills so that they can better contribute for students and high schools Delegate responsibility to teachers so that they can promote their sense of empowerment and satisfaction Provide teachers a clear guidance for the results of a task Give an teachers the autonomy to set schedules and to determine how to break up the workload to finish the job well done and on time In summary, to understand the fundamentals of how to satisfy and motivate teacher to work better at high schools in Hai Phong City in particular, and in Vietnam general management should know that not all motivating factors are monetary based This study was conducted in Hai Phong City, at selected high schools, from both private and public The research finding showed that all factors in our model found to have significant influence on job satisfaction and work motivation Based on research findings, some recommendations were proposed School leaders and management of the Hai Phong City may look at these findings to have insight picture of the high school teachers’ job In addition, they can look at the recommendations of this study to take an appropriate action to improve teachers’ job satisfaction and work motivation Regarding to limitation, this study tried to cover important factors that may influence job satisfaction and work motivation of the teachers, but they may have another factors that was not included in this study In addition, the study conducted a survey at only selected schools in Hai Phong City only Therefore, the recommendations, maybe, are more appropriate for Hai Phong City For the further study, it is recommended to include more other factors in the model, in a longer time of study and in a larger number of schools and in larger areas of study for more appropriate evaluation of job satisfaction and work motivation of the school teachers 156 REFERENCES Ahmad Adnan Al-Tit and Taghrid Suifan (2015), The Mediating Role of Job Characteristics in the Relationship, International Journal of Business and Management 10(9), pp 215-222 Bruce.W.M., Blackburn.W.J (1992), Balancing Job Satisfaction and Performance: A Guide for Human Resource Professionals, Quorum Books, USA, pp 2-25 Campbell.J.P., Dunnette M.D., Lawler.E.E., Weick.K.E (1970), Managerial Behaviour, Performance, and Effectiveness, McGraw-Hill, New York Daftaur, Chitranjan.N.(1982), Job attitudes in Indian management: a study in need deficiencies and need importance, Concept publishing company New Delhi, pp 14-15 Danica Bakotić and Tomislav Babić (2013), Relationship between working conditions and job satisfaction: the case study of Croation Shipbuilding Company, Croatian Shipbuilding Company, International Journal of Business and Social Science, Vol No 2; 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European Journal of Business and Social Sciences, Vol 3, No.2, pp 94-102 54 Vroom, H (1967), Work and motivation, New York: John Wiley and Sons 55 Your coach, Vroom expectancy motivation http://www.yourcoach.be/en/employee-motivation-theories/vroom-expectancymotivation-theory.php 56 www.learnmanagement2.com theory, 160 APPENDIX: SURVEY QUESTIONNAIRES SECTION 1: BACKGROUND INFORMATION Full name (if necessary): Name of high school Types of high school:  Public  Private Gender:  Male  Female Age:  Less than 35 years old  From 35 to 45 years old  Over 45years old Academic background:  Bachelor  Doctor  Master  Other Work positions:  Principal/ Vice principal  Head / Vice Head of Department  Teacher  Other Length of service  under 10 years  from 10 to 20 years  Over 20 years The years of work : ……… Monthly income (VND):  millions and below VND  From 7.1 to million VND  From 5.1 to million VND  Over million VND 161 SECTION 2: EVALUATION Please read the following statements and check (X) in the blank that best indicates the extent of your agreement or disagreement Strongly Disagree Disagree Neutral Agree Strongly Agree Factors affecting to Job satisfaction and work motivation of High school teachers Salary and benefits My salary is fair with other teachers having the same work Benefit policy of the school is clear and accurate The rewards and other benefits I receive from my job Salary, rewards, and other supports are fairly distributed 5 Other financial supports from the school is reasonable I receive other financial support and rewards on the occasion of I was fully trained necessary qualifications and skills I have a chance to be trained and to improve my knowledge 5 The training and promotion policy are fair for everyone 5 The school always gives promotion opportunities for capable 5 5 Leaders are always encouraged, supported me when necessary School's leaders are treated teachers fairly, without performance is fair the new year and teacher's day (20.11) Opportunities for training and promotion during my work at school My school creates favorable conditions for me to study and improve my knowledge and skills people I have opportunity to get promotion in accordance with my capacity Teaching at school gives me a good status Relationship with Leaders I not have any difficulties in discussion and communication with school's leaders School 's leaders give me feedback and work performance for me to my job better discrimination 162 Factors affecting to Job satisfaction and work motivation of High school teachers Leaders are always recognized my contribution to the school My leaders are the qualified person My leaders are friendly and sociable with people I decide how to the job and duty My colleagues always support and advise me when necessary My colleagues are friendly and sociable My colleagues are always willing to help me complete my job My colleagues are reliable 5 The spirit of teamwork at the school is good The current teaching schedule at school is suitable I am provided necessary teaching equipment and aids for my job Workplace is safe and academic I not have a job pressure 5 Working environment at school is clean and comfortable I feel satisfied with my responsibility and role at school I receive spiritual encouragement when I successfully completed I receive financial reward when I successfully completed my job Leaders recognize my achievement and contribution to school 5 Colleagues recognize my achievement and contribution to school My useful contribution (initiative) is widely applied Teaching is appropriate with my forte and capability I have a clear job description and assignment My teaching job is not too stressful Teaching high school students gives me more work motivation 5 Teaching high school students provides me a lot of interest in my I am constantly exploring to improve the quality of the lectures 7.Working environment at the school is professional 5 Relationships with colleagues Working condition Recognition my job Job characteristics work Job satisfaction Generally, I am satisfied with salary and benefits provided by the school 163 Factors affecting to Job satisfaction and work motivation of High school teachers Generally, I am satisfied with training and promotion policy 5 5 Generally, I am satisfied with working conditions at the school Generally, I am satisfied with job characteristics at the school Generally, I am satisfied with my job at school 5 5 5 Generally, the recognition at school motivates me to work harder Generally, job characteristics at school motivates me to work 5 provided by school Generally, I am satisfied the relationship with leaders at the school Generally, I am satisfied the relationship with colleagues at the school Generally, I am satisfied the recognition of achievement at the school Work motivation Generally, salary and welfare from school motivates me to work harder Generally, training and promotion policy at school motivates me to work harder Generally, the relationship with school leaders motivates me to work harder Generally, the relationship with colleagues motivates me to work harder Generally, the working conditions at school motivates me to work harder harder Generally, I feel I am motivated to work harder at the school Thank you so much for your cooperation