Factors Influencing the Current Teacher

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FACTORS INFLUENCING THE CURRENT TEACHER

JOB DISSATISFACTION IN PUBLIC SECONDARY SCHOOLS

IN MAGU DISTRICT TANZANIA

JORAM MASAGA SAYI

A DISSERTATION SUBMITTED IN PARTIAL FULFILLMENT OF THE

REQUIREMENTS FOR THE DEGREE OF MASTER OF EDUCATION IN

ADMINISTRATION, PLANNING, AND POLICY STUDIES OF

THE OPEN UNIVERSITY OF TANZANIA

2016

CERTIFICATION

I the undersigned certify that I have read and hereby recommend for acceptance by the Open University of Tanzania a dissertation entitled “Factors Influencing the Current Teacher Job Dissatisfaction in Public Secondary Schools in Magu District Tanzania” in partial fulfillment of the requirements for the Degree of Master of Education in Administration, Planning and Policy Studies.

…………………………………………

Prof. Cornelia K. Muganda

(Supervisor)

…………………………………………

Date

COPYRIGHT

All rights reserved. “No part of this dissertation may be reproduced, stored in any retrieval system, or transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise without prior written permission of the author or the Open University of Tanzania in that behalf”.

DECLARATION

I, Joram Masaga Sayi do hereby declare that, this dissertation is my own original work, and that it has not been presented and will not be presented to any other University for a similar or any other degree award.

…………………………………

Signature

…………………………………

Date.

DEDICATION

This work is dedicated to the Almighty God, my Mother and friend Hon. Elizabeth Mamba, and my friend Hon. Andrew John Chenge.

ACKNOWLEDGEMENT

First of all the researcher want to recognize and appreciate the guidance and protection of creator, our Almighty Living God. With great pleasure of the researcher expresses his sincere appreciation and gratitude to the following individuals for contributing in so many ways during his studies and to the success of this research. His supervisor Prof. Cornelia K. Muganda for her tireless effort to guide, instruct in both research skills and research methods. Her critical, constructive advice, moral support and consistence in guidance has highly contributed to the expected quality outcomes.

To his beloved friend and mother Hon. Elizabeth Mamba the researcher owes you special thanks and appreciation for the role played as mother. Thanks for prayers support and advice to the researcher all the time about finishing his study.

Hon Andrew J. Chenge the Parliamentarian presents Bariadi constituency deserves special thanks for his financial support, moral support and encouragements which were of great value during his studies.

The headmaster of Kitumba Secondary School Mulwani Segesa for the support as he granted permission during numerous occasions the researcher desired to go away for school as well as for data collection. May the Almighty God reward all the acknowledged persons abundantly.

ABSTRACT

The purpose of this study was to identify factors influencing the current teacher job dissatisfaction in public secondary schools in Magu District. The objectives were to identify the relationships between demographic factors and teacher job dissatisfaction; to identify factors influencing secondary schools teachers’ job dissatisfaction; to measure teachers’ levels of job dissatisfaction based on factors related to work; and to identify significant changes which can influence higher level of teacher job satisfaction The targeted population was teachers, heads of schools, WECs and education officers in the DSEO’s office in Magu district. Data for this cross-sectional study was collected using questionnaires, semi-structured interview, and observation schedule developed by the researcher and from documentary sources. Data was then analyzed using statistical software SPSS. Results from this study indicated that there is a significant correlation between teacher job dissatisfaction and gender, marital status, teaching subjects, level of education and position of a teacher in the community secondary schools. This study revealed that majority (71.5%) of were not satisfied with their job. The study showed that individual characteristics, extrinsic conditions and intrinsic job characteristics significantly influence teachers’ level of job satisfaction in Magu district. The research provided clear views regarding the changes required by teachers for their job satisfaction. The study recommends interventions which needs to be implemented in order to improve the level of job satisfaction among teachers. It emphasizes the need to conduct similar research in all districts in Tanzania fill gaps that may have not been solved in the current study.

TABLE OF CONTENTS

CERTIFICATION ………………………………………………...………………..ii

COPYRIGHT ……………………………………………………...……………….iii

DECLARATION ……………………………………..……………………………iv

DEDICATION ………………………………………..……………………………..v

ACKNOWLEDGEMENT …………………………………………………………vi

ABSTRACT ………………………………………………………………………..vii

TABLE OF CONTENTS ……….………………………………………………..viii

LIST OF TABLES ………………………………………………………………...xv

LIST OF FIGURES ……………………………………………………………...xvii

LIST OF APPENDICES ………………………………………………………....xix

LIST OF ABBREVIATIONS AND ACRONYMS ………………………..…….xx

CHAPTER ONE …………………………….……………………………………...1

INTRODUCTION ………………….……………………………………………….1

1.1  Background of the Problem ………………………………………………...1

1.2  Statement of the Problem …………………………………………………...6

1.3  General Objective of the Study ……………………………………………..7

1.4  Specific Objectives of the Study ……………………………………………7

1.5  Research Questions …………………………………………………………8

1.6  Significance of the Study …………………………………………………...8

1.7  Limitations of the Study ……………………………………………………9

1.8  Delimitations of the Study ………………………………………………….9

1.9  Conceptual Frame Work …………………………………………………..10

1.9.1  Summary of Conceptual Framework ……………………………………...12

1.10  Definition of the Key Term ……………………………………………….12

CHAPTER TWO ………………………………………………………………….14

REVIEW OF LITERATURE ……………………………………………………14

2.1  Introduction …………………………………………………………...…...14

2.2  Overview of Key Terms …………………………………………………..14

2.2.1  Job Satisfaction ………………………………………………..…………..14

2.2.2  Teacher Job Satisfaction ………………………………………………..…15

2.2.3  Job Dissatisfaction ……………………………………………………..….16

2.2.4  Teacher Job Dissatisfaction …………………………………………….....17

2.3  Theoretical Framework …………………………………………………....18

2.3.1  Situational Theories …………………………………………..…………...18

2.3.1.1  Maslow’s Hierarchy of Needs Theory ………………………………..…...19

2.3.1.2  Herzberg’s Two-Factor Theory ……………………………..…………….23

2.3.1.3  The social Information Processing Theory ………………………..………26

2.3.1.4  The Job Characteristics Model ………………………………….………...28

2.3.2  Dispositional Approaches …………………………………..……………..30

2.3.3  Interactive Theories ………………………………..……………………...32

2.3.3.1  Adam Equity Theory …………………………………….………………..32

2.3.3.2  Organizational Justice Theory …………………...... 34

2.3.3.3  Locke’s Value-Percept Theory ………………………………..…………..36

2.3.3.4  The Cornell Model ………………………………...... 37

2.4  Factors Influencing Job Dissatisfaction in Relation to Reviewed Theories

about Job Satisfaction …………………………………...... 38

2.4.1  Individual Characteristics ………………………………………………....38

2.4.1.1  Gender ..………………………………………………………………....…38

2.4.1.2  Age ………………………………………………...... 39

2.4.1.3  Marital Status ……………………………………...... 39

2.4.1.4  Family Size .………………………………………………………..……...39

2.4.1.5  Level of Education ………………………………...... 39

2.4.1.6  Experience ………………………...………………………………….…...40

2.4.1.7  Position ………………………………………………………………..…..40

2.4.2  Extrinsic Job Conditions …………………………………………..………41

2.4.2.1  Salary ……………………………………………………………..……….41

2.4.2.2  Allowances and Overtime Pay ………………………………………….....42

2.4.2.3  Supervision ……………………………………...... 42

2.4.2.4  Workload ……………………………………………………….…………42

2.4.2.5  Work Conditions ………………………………...... 43

2.4.2.6  Opportunity for Advancement ………………...... 43

2.4.2.7  Promotion ………………………………………………….……………...44

2.4.2.8  Government/Company Policy and Administration………………………..44

2.4.2.9  Interpersonal Relationship ………………………………………………...45

2.4.2.10  Public Opinion …………………………………………………………….45

2.4.2.11  Status …………………………………………………………………...... 45

2.4.2.12  Work Schedule ………………………………...... 46

2.4.3  Intrinsic Job Characteristics ……………………………………………….46

2.4.3.1  Achievement ………………………………………………………………46

2.4.3.2  Job Security ……………………………………………………………….47

2.4.3.3  Work Value ………………………………………………………………..47

2.4.3.4  Feedback …………………………………………………………………..48

2.4.3.5  Responsibility and Autonomy …………………………………………….48

2.4.3.6  Recognition ………………………………………………………………..48

2.4.3.7  Work-Self …………………………………………………………………49

2.4.3.8  Personal Growth …………………………………………………………..49

2.4.3.9  Fairness ……………………………………………………………………50

2.5  Summary of Empirical Literature Review ………………………...... 50

2.6  Summary of Knowledge Gap ……………………………………………..52

CHAPTER THREE ……………………………………………………………….54

RESEARCH METHODOLOGY ………………………………………………...54

3.1  Introduction ………………………………………………………………..54

3.2  Study Design ………………………………………………………………54

3.3  Study Area ………………………………………………………………...54

3.4  Study Population …………………………………………………………..55

3.5  Sample Size and Sampling Techniques …………………………...... 55

3.5.1  Sample …………………………………………………………………….55

3.5.2  Sampling Procedures ……………………………………………………...56

3.5.2.1  Purposive Sampling ……………………………………………………….56

3.5.2.2  Random Sampling Technique ……………………………………………..57

3.6  Data Collection Techniques/Methods ……………………………………..58

3.6.1  Documentary Review ……………………………………………………..58

3.6.2  Questionnaires ……………………………...... 59

3.6.3  Interview …………………………………………………...... 59

3.6.4  Observation ………………………………………………...... 59

3.7  Validation of the Research Instruments …………………………………...60

3.8  Data Processing and Analysis Plan ………………………………………..61

3.9  Ethic Consideration Issues ………………………………………………...62

CHAPTER FOUR …………………………………………………………………63

DATA PRESENTATION, ANALYSIS AND DISCUSSION ………………….63

4.1  Introduction ………………………………………………………………..63

4.2  The Relationship between the Level of Teacher Job Dissatisfaction and

their Demographic Variables ……………………………………………...64

4.2.1  Age and Teacher Job Dissatisfaction ……………………………………...64

4.2.2  Gender and Teacher Job Dissatisfaction ……………..……………………66

4.2.3  Marital Status ……………………………………………………………...67

4.2.4  Level of Education and Teacher Job Dissatisfaction ……………………...68

4.2.5  Teaching Subjects and Teachers Job Dissatisfaction ……………………..70

4.2.6  Work Experience and Teachers Job Dissatisfaction ………………………71

4.3  The Level of Job Dissatisfaction Base on Factors Related to Work ……...72

4.3.1  Level of Teacher Job Dissatisfaction and their Intention to Leave

Teaching Profession ………………………………...... 72

4.3.2  Signs of Job Dissatisfaction among Teachers ……………...... 76

4.3.3  WECs and DSEOs Perception Regarding the Level of Teachers’ Job

Dissatisfaction and their Intention to Leave Teaching Profession ………..78

4.3.4  Level of Job Satisfaction with Factors Related to Teaching Profession ….81

4.3.5  Level of Job Satisfaction with Human Needs ……………...... 83

4.3.6  Level of Job Satisfaction of Teachers Base on Job Factors ……………….84

4.3.6.1  General Working Conditions ……………………………………………...84

4.3.6.2  Pay and Promotion Potential ……………………………………………...88

4.3.6.3  Work Relationship ………………………………………………………...93

4.3.6.4  Use of Skills and Abilities ………………………………………………...94

4.3.6.5  Work Activities ……………………………………………………………95

4.4  Factors Influencing Job Dissatisfaction Among Teachers in Public

Schools in Magu District …………………………………………...... 96

4.4.1  Individual Characteristics …………………………………………………96

4.4.1.1  Gender …………..…………………………………………………………97

4.4.1.2  Marital Status ……………………………………………………………...97

4.4.1.3  Level of Education ………………………………………………………...97

4.4.1.4  Teaching Subjects …………………………………………………………97

4.4.1.5  Position ……………………………………………………………………98

4.4.2  Extrinsic Condition ………………………………………………………..98

4.4.2.1  Low Salary ………………………………………………………………...98

4.4.2.2  Absence of Incentives Compare to other Profession ……………………...98

4.4.2.3  Absence of Corruption in Teaching Profession …………………………...99

4.4.2.4  Poor Working Conditions/Environment …………………………………100

4.4.2.5  Absence of Respect ………………………………………………………100

4.4.2.6  Workload ………………………………………………………………...101

4.4.2.7  Poor Opportunities for Advancement ……………………………………102

4.4.2.8  Poor Promotion …………………………………………………………..102

4.4.2.9  Bad Interpersonal Relationship …………………………………………..102

4.4.2.10  Poor Government Policy in Education …………...... 103

4.4.2.11  Ideologization of Poverty in Teaching Profession

(Role of Public Opinion) ………………………………………………...104

4.4.2.12  Poverty-stricken within Education Sector ………………………………104

4.4.2.13  Dissatisfied Status ………………………………………………….……106

4.4.3  Intrinsic Job Characteristics ……………………………………………...106

4.4.3.1  Statutory Unfairness in Teaching Profession ……………………………106

4.4.3.2  Poor Job Security ………………………………………………………...107

4.4.3.3  Work Itself ………………………………………...... 107

4.4.3.4  Absence of Opportunity for Achievements ……………………………...107

4.4.3.5  Feedback from Employer ………………………………………………..107

4.4.3.6  Responsibility and Autonomy …………………………………………...108

4.4.3.7  Recognition ………………………………………………………………108

4.5  Desired Changes Required by Teachers …………………………………108

4.5.1  Changes Proposed by Teachers ………………………………………….109

4.5.2  Changes Proposed by Heads of Schools …………………………………109

4.5.3  Changes Proposed by WEC ……………………………………………...110

4.5.4  Changes Proposed by DSEOs ……………………………...... 111

CHAPTER FIVE ………………………………………………………………...112

SUMMARY, CONCLUSION AND RECOMMENDATIONS ………………112

5.1  Introduction ………………………………………………………………112

5.2  Summary of the Research Findings ……………………………………...112

5.3  Conclusion ……………………………………………………………….114

5.4  Recommendations ………………………………………………………..115

REFERENCES …………………………………………………………………..119

APPENDICES ……………………………………………………...... 139

LIST OF TABLES

Table 1.1: Trends of the continued poor performance of public secondary

schools for the past three years 2010 – 2013 in Form Four National

Examinations in all secondary schools in Magu District ……………5

Table 3.1: Selected Sample ………………………………………………...... 56

Table 4.1: The Level of Teachers’ Satisfaction with their Job as Teachers ...... 73

Table 4.2: Respondents Perception regarding retention state in teaching

profession …………………………………………………………...73

Table 4.3: Level of satisfaction of Teachers with their teaching profession …..74

Table 4.4: Level of satisfaction of Heads of Schools with their teaching

profession …………………………………………………………...75

Table 4.5: Descriptive statistics of respondents (Teachers and Heads of

Schools) views on level of satisfaction base on factors related

to their work ……………………………………...... 82

Table 4.6: Descriptive statistics of respondents views regarding their level of satisfaction with human needs ………………………………...... 83

Table 4.7: The mean rating on Teachers views on the level of satisfaction

of Work Relationship ………………………………………………93

Table 4.8: The mean rating on Heads of Schools’ views on the satisfaction

of Work Relationship ………………………………………………94

Table 4.9: The mean ranting on Teachers’ views on the level of satisfaction of

Use of Skills and Abilities …………………………………………94

Table 4.10: The mean rating on Heads of Schools’ views on the level of

satisfaction of Use of Skills and Abilities …………………………95

Table 4.11: The mean ranting on Teachers’ views on the level of satisfaction

of Work Activities …………………………………………………95

Table 4.12: The mean rating on Heads of Schools’ views on the level of

satisfaction of Work Activities ……………………………………..96

Table 4.13: Respondents perception regarding General School working

environment ………………………………………..………...... 100

Table 4.14: Respondents perception regarding the level of Teachers’

Interpersonal Relationship ………………………………………...103

LIST OF FIGURES

Figure 1.1: Conceptual frame work on main factors influencing Level of job satisfaction ……………………………………………………………11

Figure 2.1: Maslow’s hierarchy of needs …………………………………………19

Figure 2.2: Herzberg’s two-factor theory …………………………………………24

Figure 2.3: Social Information Processing Model ………………………………...27

Figure 2.4: Hackman and Oldham’s job characteristics model …………………...29

Figure 2.6: The Adam’s Equity theory ……………………………………………33

Figure 2.7: Cornell Model of job satisfaction …………………………………….38

Figure 4.1: Age and community secondary schools teachers job dissatisfaction …65

Figure 4.2: Gender and community secondary school teachers

job dissatisfaction ……………………………………………………..67

Figure 4.3: Marital status and community secondary school teachers

job dissatisfaction ……………………………………………………..68

Figure 4.4: Level of education community and secondary school teachers

job dissatisfaction ……………………………………………………..69

Figure 4.5: Teaching subjects and community secondary school teachers

job dissatisfaction ……………………………………………………..70

Figure 4.6: Tenure of a teacher and community secondary school teachers

job dissatisfaction ……………………………………………………..71

Figure 4.7: Secondary schools teachers’ willingness to leave the

teaching profession if they find another job ………………………….75

Figure 4.8: Heads of schools’ willingness to leave the teaching profession

if they find another job ………………………………………………..76

Figure 4.9: WECs’ retention state in teaching profession ………………………...80

Figure 4.10: District secondary education officials’ retention state in

teaching profession …………………………………………………...81

Figure 4.11: Rate of teachers views on the level of job satisfaction with

General Working Conditions …………………………………………85

Figure 4.12: Rate of Heads of schools’ views on the level of job satisfaction

with General Working Conditions ……………………………………86

Figure 4.13: Secondary school teachers’ views on the level of satisfaction of Pay

and Promotion Potential …………………………………...... 89

Figure 4.14: Heads of schools views on the level of satisfaction of Pay

and Promotion Potential ………………………………………………90

Figure 4.15: Perception of teachers on the quantity of work allotted to an

individual (workload) ………………………………………………..101

LIST OF APPENDICES

Appendix 1 – A: Questionnaire for Teachers ……………………………...... 139

Appendix 1 – B: Questionnaires for Heads of schools …………………...... 145

Appendix 2 – A: Semi-structured interviews for WEC …………………...... 152

Appendix 2 – B: Semi-structured interviews for District Education

Officials ……………………………………………………159

Appendix 3 – A: Observation Schedule for teachers’ Behaviour/Performance

and Social Services Available …………………………....166

Appendix 4A – 1: The Relationship Between Demographic Variables and

the Level of Teacher Job Dissatisfaction ………………….169

Appendix 4A – 1: General Observation on Expressed Behaviors/Performance

by Teachers and Social services available in the

Sampled Schools …………………………………………..171

Appendix 4 – B: General Level of Teachers Job Dissatisfaction and

Retention …………………………………………………..172

Appendix 4 – C: Factors influencing Job dissatisfaction among teachers

in public schools in Magu District ...... 174

Appendix 4 – D: Recommended Sample of Salary Scales for Primary

Schools Teachers and Secondary Schools Teachers in

the United Republic of Tanzania ...... 178

Appendix 5 – A: Correspondences...... 181

LIST OF ABBREVIATIONS

BOT
CSD
DSEO
HSSE
ILO
JC
M
MDNS
MESTVT
MRALGCSGG
NA
NCES
NECTA
NSTT
PA
SA
SADC
SD
SIP
TICD
TOD
UNESCO
UNICEF
UNDP
URT
USA
WEC / Bank of Tanzania
Civil Service Department
District Secondary Education Officer
Health Systems Strengthening for Equity
International Labour Organization
Job Characteristics
Mean
Ministry of Defense and National Service
Ministry of Education, Science, Technology and Vocational Training
Ministry of Regional Administration, Local Government, Civil Service and Good Governance
Negative Affect
National Center For Education Statistics
National Examination Council of Tanzania
National Service Training for Teachers
Positive Affective
Support from Administrators
Southern African Development Community
Standard Deviation
Social Information Processing
Tanzania Institute of Curriculum Development
Teacher on Duty
United Nations Educational, Scientific and Cultural Organization
United Nations International Children’s Emergency Fund
United Nations Development Programme
United Republic of Tanzania
United Republic of America
Ward Education Coordinator

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