DETERMINANTS OF JOB SATISFACTION AMONG

ELEMENTARY TEACHERS IN IBAAN DISTRICT

Emiliana M. Roxas
emiliana.roxas001@deped.gov.ph

Abstract

This study was conducted to determine the relationship of job satisfaction of elementary teachers
in terms of pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-
workers, nature of work and communication when grouped according to age and sex. The present study
made use of the Standard Job Satisfaction Survey Questionnaire composed of 36 questions which were
distributed to the 29 teacher respondents who were randomly selected. Results of the study revealed that
majority of the respondents were female who were aged 36-55 years old. Fringe benefits and operating
procedures were significantly related job satisfaction in terms of age and sex since they are factors out of
control of the respondents. Curriculum planners, principals, teacher-leaders and future researchers may
use the results of the study as basis of proposed capability building activities to enhance job satisfaction
among elementary school teachers.

Keywords: Job Satisfaction, operating procedures, contingent rewards, fringe benefits, Standard Job
Satisfaction Survey (SJSS)

Introduction issues; hygiene issues and motivations. Once the

Job satisfaction of teachers is very
crucial and sensitive matter that should be given
focus by school administrators and public
schools district supervisor in a school district.
Hence, regular meeting is done with established
Professional Learning Community (PLC) of
teachers through the conduct of Monthly
Cluster-Based In-service trainings. This is
monitored by a public schools district supervisor
in a school district to provide feedback on
school issues that entail dissatisfaction among
teachers.
It is very important to understand factors
that contribute to job satisfaction in order to
achieve the objectives of the organization. Every
organization particularly the schools in the
district should be able to inspire and motivate
teachers in terms of the healthy working
conditions, clearly defined operating procedures,
rewards and recognition for accomplishments
and other motivating factors for life-long healthy
working relationships.
Frederick Herzberg theorized that
employee satisfaction depends on two sets of
hygiene been addressed the motivations create
satisfaction among employees. To mention, the
hygiene issues are salary and supervision, these
decrease employees’ dissatisfaction with the
work environment. The motivations are
recognition and achievement which make
workers more inspired, productive and
committed (Herzberg, 2005).
As observed there are many ways and
measures done by the Department of Education
(DepEd) through the Regional Calabarzon
Office to achieve job satisfaction among
teachers. Regional Director Diosdado San
Antonio initiated the TEA (Transparency,
Ethical, and Accountability) Governance to all
schools in CALABARZON, for transparency,
ethical and accountability of school
administrators to satisfy not only our teachers
but also stakeholders in the community.
This study was conceptualized to find out
the relationship of job satisfaction of the
elementary school teachers in Ibaan District in
terms of pay, promotion, supervision, fringe
benefits, contingent rewards, operating

1
procedures, co-workers, nature of work and
communication between their age and sex.
Objectives
This study aimed to assess the job
satisfaction of elementary teachers in Ibaan
District. Specifically, the following were
answered.
1. To determine the profile of the teacher
respondents in terms of:
a. age; and
b. sex.
2. To determine the relationship of the
respondents’ job satisfaction when group
according to :
a. age; and
b. sex.
3. To propose activities to enhance job
satisfaction of elementary teachers
Scope and Limitation
This study covered the assessments of
elementary teachers on their job satisfaction in
terms of pay, promotion, supervision, fringe
benefits, contingent rewards, operating
procedures, co-workers, nature of work and
communication. The profiles of the teacher-
respondents included only those of their age and
sex.
Significance of the Study
This study is deemed beneficial to
teacher-leaders, principals, curriculum planners
and future researchers.
Top Management of DepEd Division of
Batangas. This will provide transparent set of
directions and clear lines of communications
that will be delivered to the field or schools.
Principals. The output of this study will provide
additional information on the importance of
assessment of job satisfaction to improve
performance of elementary teachers.
Teacher- leaders. They are most benefitted by
the study. The output will facilitate
improvement on their activities with the
knowledge gained by teacher-leaders who
directly leads team of teachers in school.
2
Future Researchers. This study will serve as a
reference for them in the conduct of another
study much related to the present study
Related Literature
This study used the Motivation Theory
by Frederick Herzberg as theoretical framework.
Employee satisfaction depends on two sets of
issues; hygiene issues and motivations. Once the
hygiene been addressed the motivations create
satisfactions among employees, To mention, the
hygiene issues are salary and supervision, these
decrease employees’ dissatisfaction with the
work environment. Motivations are recognition
and achievement which make workers more
inspired, productive and committed.
Teachers’ satisfaction on their jobs has
been studied for quite some time already. A
dearth of literature related to this topic produced
similar findings. Teachers in the public school
system have fixed pay system while those in the
private sector have variable pay system.
Teachers’ salary does not link with their
productivity while teachers agreed that the
attraction and retention of employee depend on
the compensation. When teachers feel
opportunities for recognition; decision power
about their work; planning of task; their
contribution to productivity; and especially
when teachers receive helpful suggestion and
guidance from their supervisor then they will be
more satisfied. Similarly, the compensation
practices and job satisfaction are highly
correlated with each other but compensation
practice in itself has no significant impact on the
job satisfaction. Male and female teacher have
no significant difference as well as there is no
significant difference between public and private
teachers who have different qualification and
age groups while teachers who have different
teaching experiences have significant difference
towards job satisfaction (Fatima and Sabir,
2016). Accordingly, promotion has a modest and
positive effect on job satisfaction of teachers
(Naveed, et al. (2011). In addition, junior
teachers in Ghana who were satisfied with the
level of supervision of the school management
were less likely to be dissatisfied with their work
(Duoma and Gyasi, 2015).
Moreover, fringe benefits stand as an
important part of compensation but confirming
their role in determining job satisfaction has
been mixed at best. Fringe benefits represent a
desirable form of compensation but might result
in decreased earnings and reduced job mobility.
Fringe benefits are established as significant
positive determinants of job satisfaction, even
after controlling for individual fixed effects and
testing for the endogeneity of fringe benefits
(Artz, 2015). Different dimensions of work
motivation and satisfaction are significantly
correlated and reward and recognition have great
impact on motivation of the employees (Danish
and Usman, 2010).
Job satisfaction takes place when the
perception of an employee on his relationship
with co-workers is acceptable which will
positively influence success on the job,
acceptances and appraisal leading to overall job
satisfaction. Gender can also influence job
satisfaction. Women are equally or more
satisfied with their job than men even though
hygiene factors such as promotion and salary are
significantly lower for females than they are for
males. This higher satisfaction of women is
related to lower expectations towards jobs and
things they find important in a job. In contrast to
men women find their relationship with
colleagues and job security important. This
gives them self-realization and self-worth which
over a longer period of time increases their
overall job satisfaction (Buljubasic, 2008).
Satisfiers of teaching career
overwhelmingly were phenomena intrinsic to
teaching tasks. These include career
achievement, work itself, advancement,
responsibility, job security, and support from
3
students’ parents. Dissatisfiers, on the other
hand, were those extrinsic to the teaching core
and beyond the ability of teachers including
promotion, pay, supervision, students’ behavior,
job pressure, teacher status, teacher training,
working condition, recognition, school policies,
relationship with co-workers, school reputation,
and career support from school (Ngoc Tien,
2018).
Furthermore, there should be a
harmonious working relationship between
school heads and teachers to be positively
manifested. The teachers' communication
satisfaction was significantly related to school
head-teachers working relationship. When
knowledge of vital school information and
school plans is thoroughly disseminated to
teachers, such knowledge, consequently, will
build commitment among them and will further
elicit their cooperation in accomplishing school
tasks (Tuazon and Padiernos, 2016).
Methodology
The following were the methods used in
the completion of the study.
Research Design
The study utilized the descriptive and
quantitative research method through the use of
questionnaire as data gathering technique.
Descriptive research focuses on the careful
mapping out of circumstance, situation or set of
events to describe what is happening or what has
happened and that it answers the significant
differences and relationships that exist or do not
exist (McNabb, 2008). With these concepts in
mind, the researcher decided that something
significant about finding out the assessment of
job satisfaction of the elementary teachers could
be determined by this method of research. In
effect, the researcher decided to use the
descriptive method of research to explain fully
the findings and outcomes of this study.
 significant relationship of the profile age and sex
of the respondents to job satisfaction.
Respondents of the Study Results and Discussion

The study involved a total of 29 The following are the results of the data
elementary teachers who were asked to answer gathered.
the questionnaire. Four big elementary schools
in Ibaan District were considered as the research 1. Profile of the Respondents
locale. Random sampling was used in
identifying the respondents. Seven respondents The following tables are the results of the
were asked to answer the questionnaire from the data gathered on the profile of the respondents.
three (3) schools and in the fourth school, eight
(8) answered the questionnaire. 1.1 Age. Table 1 shows the distribution of
respondents according to age.
Table 1
Data Gathering Instrument Distribution of Respondents in terms of age
Age bracket Frequency Percentage
The Job Satisfaction Survey Standard 21-35 7 24.13
(JSSS) instrument was adapted to this study. It 36-55 14 48.27
was divided into two parts, the profile age and 56 and above 8 27.58
sex of the respondents, and the questionnaire
proper. The profile of the respondents included Total 29 100
the age, and sex. The questionnaire proper
consisted of the assessment of the job Seven or 24.13 percent of respondents
satisfactions of teacher respondents. It included were in the range of 21-35 followed closely by
36 questions which were divided into nine equal eight or 27.58 percent who were in the 56 and
parts, namely; pay, promotion, supervision, above age bracket and the lowest group were 14
fringe benefits, contingent rewards, operating or 48.27 percent who were in the 36-55 age
procedures, co-workers, nature of work, and bracket.
communication to assess job satisfaction.
1.2 Sex. Table 2 shows the distribution of
Data Gathering Procedure respondents according to sex.

Data were gathered by informing the Table 2

school heads of the four selected research locale Distribution of Respondents in terms of Sex
such as the Central school, and the elementary Sex Frequency Percentage
schools in Palindan, Lucsuhin, and Tulay Ibaan Male 26 89.66
Batangas. By random, seven teachers were Female 3 10.34
chosen to answer the questionnaires from each Total 29 100
of the three barangay elementary schools while
eight teachers answered it from the central Most or 26 teachers or 89.66 percent of
school.
respondents were female and three or 10.34
Statistical Treatment percent of the respondents were male.

To obtain the results, frequency count 2. Relationship of the Respondents’ Job

percentage, and Chi-Square test were used.
Furthermore, Chi-Square Test was used for
testing the hypothesis on significant relationship
between the assessments on the job satisfactions
of the teacher respondents as well as the
Satisfaction when Grouped According
to Age and Sex
The following are the data gathered on the
relationship of the respondents’ job

4
 satisfaction when grouped according to
profile variables.
2.1 Pay and the Respondents’ Age and Sex
Table 3 presents the job satisfaction of the
respondents according to pay when grouped
according to age and sex.
Table 3
Relationship of the Respondents’ Job
Satisfaction in terms of Pay and Profile
Variables
Profile Chi-Square p-value Verbal
Variables value Interpretation
Age 6.650 .156 Not
Significant
Sex .122 .941 Not
Significant
It could be gleaned from the table
presented that there is no significant relationship
between pay and job satisfaction of the teachers
in terms of their age and sex. This means that
the respondents’ job satisfaction on their
teaching career is not related to their monthly
pay received. It also goes to say that respondents
of either 25 years old or 56 years old and above
and whether male or female do not have
relationship to their job satisfaction. This
implies that the job satisfaction of the public
elementary teachers does not depend on their
pay, however age they are and whatever sex they
have. This finding is supported by Fatima and
Sabir (2016), who also found out that
compensation practice in itself has no significant
impact on the job satisfaction.
In terms of the relationship of the
respondents’ job satisfaction and promotion, it
could be gleaned from the table presented that
there is no significant relationship found when
grouped according to age and sex. This implies
that whether 25 years old to 56 years old and
above and whether male or female does not
affect the job satisfaction of the respondents in
terms of promotion. This means, too, that
promotion as one of the job satisfiers for
teachers does not relate whether young or old, or
male or female.
In contrast, the study conducted by
Naveed et al. (2011) found out that promotion
has a modest and positive effect on job
satisfaction of teachers. However, the said study
did not get the relationship of promotion and job
satisfaction of teachers in terms of age and sex.
2.3 Supervision and the Respondents’ Age
and Sex
Table 5 presents the job satisfaction of the
respondents according to supervision when
grouped according to age and sex.
Table 5
Relationship of the Respondents’ Job
Satisfaction in terms of Supervision and Profile
Variables
Profile Chi-Square p-value Verbal
Variables value Interpretation
Age .842 .657 Not
Significant
Sex .697 .404 Not
Significant

2.2 Promotion and the Respondents’ Age Table 5 presents that there is no
and Sex significant relationship found between the
Table 4 presents the job satisfaction of the respondents’ job satisfaction in terms of
respondents according to promotion when supervision when grouped according to age and
grouped according to age and sex. sex. This implies that the respondents’
satisfaction of their job when it comes to
Table 4 supervision by their immediate school heads
Relationship of the Respondents’ Job does not relate whether 25 years old or older and
Satisfaction in terms of Promotion and Profile whether male and female. This means, too, that
Variables the job satisfaction of the respondents as to
Profile Chi-Square p-value Verbal supervision to them is not affected by age or sex.
Variables value Interpretation
Age .564 .754 Not As found out by Duoma and Gyasi
Significant (2015), teachers who were satisfied with the
Sex .564 .754 Not level of supervision of the school management
Significant
were less likely to be dissatisfied with their

5
work. With this, the present study found out that Table 7 presents the job satisfaction of the
the respondents are satisfied with the respondents according to fringe benefits when
supervision of their immediate school heads grouped according to age and sex.
since the profile variables were found out to be
no significant relationship with their job Table 7
satisfaction as to supervision. Relationship of the Respondents’ Job
Satisfaction in terms of Contingent Rewards and
2.4 Fringe Benefits and the Respondents’ Profile Variables
Profile Chi-Square p-value Verbal
Age and Sex Variables value Interpretation
Table 6 presents the job satisfaction of the Age 4.159 .385 Not
respondents according to fringe benefits when Significant
Sex 1.065 .587 Not
grouped according to age and sex. Significant

Table 6
Relationship of the Respondents’ Job
Satisfaction in terms of Fringe Benefits and
Profile Variables
Profile Chi-Square p-value Verbal
Variables value Interpretation
Age 11.285 .024 Significant
Sex 1.555 .460 Not
Significant
As gleaned from the table presented,
there is a significant relationship found between
the job satisfaction of the respondents and their
age when it comes to fringe benefits while there
is no significant relationship found when it
comes to sex. It implies that job satisfaction of
the respondents is related to their age. The job
satisfaction of the respondents is affected
whether they are 25 years old or 56 years old
and above. It also means that the effect of fringe
benefits among the respondents vary depending
on their age. But in terms of sex, fringe benefits
do not affect whether the respondents are male
or female.
As found out by Artz (2015), fringe
benefits are established as significant positive
determinants of job satisfaction, even after
controlling for individual fixed effects and
testing for the endogeneity of fringe. Hence, the
age of the respondents affect their job
satisfactions in terms of fringe benefits. It could
be deduced that the younger teachers have
different use for fringe benefits compared to
older teachers. But both of them benefit much
from fringe benefits.
2.5 Contingent Rewards and the
Respondents’ Age and Sex
Job satisfaction in terms of contingent
rewards and profile variables on age and sex of
the respondents were found to be not significant.
This implies that the contingent rewards in the
work of the teachers does not have any
significant relationship or effect on the job
satisfaction whether young or old and male or
female. This means that any contingent reward
given to the teachers does not affect their job
satisfaction. Accordingly, the study conducted
by Danish and Usman (2010), revealed that
different dimensions of work motivation and
satisfaction are significantly correlated and
reward and recognition have great impact on
motivation of the employees. However, the
present study focused on the age and sex as
related to the job satisfaction of the teachers in
terms of contingent rewards. It found out that
contingent rewards may impact the job
satisfaction of the teachers but not differently
when it comes to age and sex.
2.6 Operating Procedure and the
Respondents’ Age and Sex
Table 8 presents the job satisfaction of the
respondents according to operating procedure
when grouped according to age and sex.
Table 8
Relationship of the Respondents’ Job
Satisfaction in terms of Operating Procedure and
Profile Variables
Profile Chi-Square p-value Verbal
Variables value Interpretation
Age 1.909 .385 Not
Significant
Sex 4.740 .029 Significant

6
 2.8 Nature of Work and the Respondents’
Operating procedures refer to the rules Age and Sex
and regulations being implemented in school. Table 10 presents the job satisfaction of the
The respondents job satisfaction when it comes respondents according to nature of work when
to operating procedures revealed significant grouped according to age and sex.
relationship in terms of sex. It implies that Table 10
whether male or female has an effect on job Relationship of the Respondents’ Job
satisfaction as to operating procedures. It means Satisfaction in terms of Nature of Work and
further that male and female have different job Profile Variables
satisfaction in terms of operating procedures or Profile Chi-Square p-value Verbal
Variables value Interpretation
following the rules and regulations of the school. Age Constant Constant Not
True enough, it is observed by the researcher Significant
that female teachers are satisfied with the rules Sex Constant Constant Not
Significant
and regulations of the school as seen with their
observance of them.
The nature of work as variable to
Accordingly, Ngoc Tien (2018) found
respondents’ job satisfaction as to age and sex is
out that one of the dissatisfiers of teachers in
not related. This implies that since the nature of
their job includes that of school policies.
work is a variable out of control of the
respondents then it is not related to their job
2.7 Co-Workers and the Respondents’ Age satisfaction in terms of age and sex.
and Sex
Table 9 presents the job satisfaction of the 2.9 Communication and the Respondents’
respondents according to co-workers when Age and Sex
grouped according to age and sex. Table 11 presents the job satisfaction of
the respondents according to communication
Table 9 when grouped according to age and sex.
Relationship of the Respondents’ Job
Satisfaction in terms of Co-Workers and Profile Table 11
Variables Relationship of the Respondents’ Job
Profile Chi-Square p-value Verbal
Variables value Interpretation Satisfaction in terms of Communication and
Age 2.085 .385 Not Profile Variables
Significant Profile Chi-Square p-value Verbal
Sex 1.065 .302 Not Variables value Interpretation
Significant Age 2.935 .230 Not
Significant
Sex .179 .672 Not
Co-workers as one of the variables for Significant
respondents’ job satisfaction does not relate with
their age and sex. This implies that co-workers Communication with each other in or out of
do not affect the job satisfaction of the
the school is an important aspect of job
respondents whether in age or sex. It means that
the co-worker of the respondents does not relate satisfaction among the respondents. However, it
whether they are satisfied in their work or not. is found out that there is no significant
Since relationship with co-workers is relationship whether age 25 or 56 and above or
one of the variables that are out of the control of whether male or female when it comes to job
the respondents, this is also considered as satisfaction in terms of communication. It
dissatisfiers among the teachers (Ngoc Tien, implies that there is no age barrier between job
2018).
satisfaction as to communication. This is the
same as there is no barrier whether male or
female communicating to each other to be job
satisfied.

7
 Orientation for quarter of
Promotion the year
This finding is supported by the study of thru ERF and and
monitoring continuous
Tuazon and Padiernos (2016) that there should career path monitoring/
among counseling
be a harmonious working relationship between teachers of teachers
should be
school heads and teachers to be positively done
manifested.
LCD
Projector/
slide deck

3. Proposed Activities to Enhance Job Supervision Training for

School Heads/
PSDS The
supervisors of
Satisfaction Among Elementary Department School the teachers
Heads/ and Heads will be further
Teachers Master trained to be
Teachers on Department able to coach
Classroom Heads or mentor
Table 12 presents the proposed activities to Observation teachers
Time/ Master effectively
enhance the job satisfaction among Coaching Teachers
elementary teachers in Ibaan District. The First
Quarter
proposed activities are based on the Relationship Training/ Teachers will
variables of job satisfaction questionnaire. In with Co- Seminar on School be able to
Workers/ Interpersonal Heads upgrade their
addition, the proposed activities are Communication/ Relationship interpersonal
Nature of Work Elementary relationship
supposed to be done district-wide. Teachers with
superiors, co-
First workers and
Table 12 quarter of other
Proposed Activities to Enhance Job the year
and
stakeholders
of the school
Satisfaction Among the Elementary continuous
monitoring/
Teachers counseling
Key Result Suggested Person Expected of teachers
Area Activities Involved/ Outcome should be
Duration/ done
Materials
Pay Contextualize PSDS The teachers
d Financial will be able to LCD
Literacy School fully Projector/
Training Heads understand slide deck
Financial financial
literacy Elementary management
orientations Teachers thru the
were given to contextualized
the teachers in First training and
the district, but quarter of continuous Conclusions
there is a need the year monitoring
for a and and
contextualized continuous counseling The following are the conclusions
training on monitoring/
this in order to counseling arrived at.
deepen the of teachers
financial should be
literacy of the done 1. There are more female than male who
teachers and
apply this in
are 36-55 years old participated in the
their own LCD study.
household Projector/
finances slide deck 2. Fringe benefits is found to be
significantly related to job satisfaction in
Promotion Intensified PSDS Teachers will
Professional be aware of terms of age as well as operating
Growth by School the promotion
Pursuing Heads opportunities procedure in terms of sex. They were
Graduate
Studies/ In – Elementary
for them as
well as their
significantly affecting the job
service Teachers career path satisfaction of the respondents’ age and
Trainings/ will be
First established sex. These are factors which are out of

8
 control of the respondents. Their
dissatisfaction on fringe benefits and
operating procedures in school cannot
be addressed that easily since the public
school system in the country is a
bureaucracy. Any recommendations to
this effect must follow set procedures by
the law.
3. The proposed capability building
activities focus on the key result areas
when reviewed, approved and
implemented will improve job
satisfaction of elementary teachers.
Recommendations
The following are the recommendations
given.
1. The age and sex of the teachers be
considered in the implementation of the
proposed activities for capability building.
2. The proposed capability building activities
may be detailed as training proposals to be
presented to the schools division
superintendent for suggestions, refinement
and approval.
3. A similar study maybe conducted to
determine relationship of job satisfaction of
elementary teachers to other profile
variables like length of service, civil status
and highest educational attainment.
References
Artz, B. (2015). Fringe Benefits and Job
Satisfaction. University of Wisonsin.
Retrieved from www.uww.edu.
Buljubasic, E. (2008). Relationship with Co-
workers and Job Satisfaction. Retrieved
from www.anno.unt.ul.
Cronbach, L.J. (1951). Co-effecient Alpha and
the Internal Structure of Tests.
Psychometrika, 16.
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Gate. Retrieved from
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Dwumah, P. and Gyasi-Boadu, N. (2015). Pay
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their Job Satisfaction. Journal of
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York.
Naveed, A., Usman, A. and Bushran, F. (2011).
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Satisfaction. International Journal of
Business and Social Science.
Ngoc Tien, T. (2018). Determinant of Job
Satisfaction among Teachers in
Vietnam. Journal of Education and
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Sahito, Z. and Pertti, V. (2017). Factors
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Prepared by :

EMILIANA M. ROXAS
Public Schools District Supervisor
Ibaan District
Batangas Province

Noted:

RODRIGO CASTILLO, Ed. D

EPS Research

MARIO B. MARAMOT
OIC-CID CHIEF

Recommending Approval:

JOEPI F. FALQUEZA, Ed. D

Asst. Schools Division Superintendent

Approved:

MANUELA S. TOLENTINO, CESO V

Schools Division Superintendent

10