LITERATURE REVIEW

JOB SATISFACTION IN RELATION TO THE MOTIVATION AMONG THE  TEACHERS OF PUBLIC EDUCATIONAL INSTITUTIONS AT SEKOLAH MENENGAH KEBANGSAAN SYED HASSAN, KANGAR PERLIS

Introduction

This chapter provide a review of the literature on job satisfaction and motivation of teachers of public educational institutions. Section 2.1 explains on job satisfaction and how this job satisfaction correlates with the teachers’ motivation. Section 2.2 is determining the reward and the recognition. On the other hand, Section 2.3 discusses the satisfaction with supervision. Whereas section 2.4 explains on the work itself while Section 2.5 discuss on the intrinsic motivation and Section 2.6 provide theoretical framework of the research. Finally section 2.7 is identifies the hypothesis of the study.

The job satisfaction and its determinants and the intrinsic motivation are reviewed as under:

2.1 Job Satisfaction

Job satisfaction as when the individual are able to achieved something through the matching and satisfying their personal needs in relation to their potential occupation. (Judge & Klinger, Job Satisfaction Subjective Well-Being at Work, 2009). In the other view, there was an establish research has been carried out to measure and forecast about the job satisfaction. ( Shoman, 2009)

Whereas, others researcher had carried out the study that focus on the current perspective of job satisfaction. Meanwhile, the other definition defined the job satisfaction is where the employee had affective orientation toward his or her work. (Evans, 2010)

More than that, stated that the significant areas of interest for many researchers, was on various researches on the organizational commitment where the research’s focus on the factor that may impact the job satisfaction. ( ISMAIL, 2012)

In the current situation, it has been observed where it was found that there is a discrepancy between pay structures of the beginner to be compared with the expert employees. In this concern there is a research that revealed where utmost numbers of beginner are pleased with the remuneration. This was different when to compare with situation of an expert employee. ( Summers, 2010). Their remuneration package was not paid accordingly so these states of affairs have need of further consideration.

This inequality brings bad outcomes for the organizations. Strength of job satisfaction is subject to on the divergence of outlooks of person, what he or she desire to have or what he or she want to gains. Job satisfaction is about feeling of the employees themselves. There are situation where employees feels confidently and sometimes depressingly about various aspect of job. For example, job situations, scheduling, arrangement, reward, chores, and rapport with colleagues and responsibilities. The satisfaction of the employees soon will be reflecting to the satisfying atmosphere in society. ( Tella, Ayeni, & Popoola, Work Motivation, Job Satisfaction, and Organisational Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria, 2007)

In addition, the significant element that contributes to the job satisfaction is remuneration. But advancement, appreciation, job participation and commitment also a key features that contributes to the job satisfaction. Referring back, the administration ought to provide priority to its human resources who play a vibrant role to contribute an economical superiority to the organization. ( Nazir , Hussain Shah, & Zaman, 2013)

The other literature also mentioned clearly about the vital elements that contribute toward satisfaction such as job attachment, enthusiasm and willingness. If the employees or the teachers themselves were not satisfied with their chores they have a tendency to remain absent and resistance to the job of teaching. ( Markos & Sridevi , 2010)

 The utmost number of teachers’ felt satisfied functioning in the society which are less distant and having better monetary and social proprietorship. In addition to this elaboration, there was various other factors that may contributes to the job satisfaction such as quality of supervision, working environment at school, good remuneration and wide opportunity of personal development. Nothing is so special about the job. (Sargent & Hannum, 2005)

Several studies has highlighted that it was important for the organization to better able understand nature of the educational work setting and the characteristics of teachers themselves in order to understand teacher job satisfaction. With concern to the teaching profession, each of the teachers’ engages and leaves their profession with their own reasons. This situation stressed that satisfaction of teacher a very crucial as it become determinant of the career decision of teachers’ in delivering the teaching process. (Seniwoliba , 2013) As shortened, job satisfaction is one of the elements that contribute to the motivation of teachers’ whether they satisfy with their job or they dissatisfies with their job.

Satisfaction in the employees is the result of the employees’ show when they discovered their job satisfying and themselves are be reward accordingly. More than that, employees’ satisfaction is crucial element to be taking into account because it leads to the organizational success. ( Caprara, Barbaranelli, Steca, & Malone, 2006)

There are precise theories that shows that there is a significant different between intrinsic and extrinsic reward. It was found in the research that has been carried out that extrinsic rewards are more crucial in order to motivate the teachers’. This theories are been introduced by Hertzberg Two-Factor theories. In the research that has been carried out to investigate on the teacher job satisfaction, the researcher only focuses on three significant elements which comprises of whole job satisfaction, scopes of job satisfaction, and the influencing aspects. The workers attitude comprises both the work itself and the work environments are the aspects of the overall job satisfaction. ( Kara, Kaynak, & DeShields Jr, 2005)

In order to enhance the job satisfaction among academicians, there must be equilibrium between both work and family life. As the result, satisfaction does bring several advantages to the organization such as it helps the organization to generate confidence, faithfulness and upgraded quality in the productivity of the employee. This situation will lead to the success of the organization. ( Hackman & Oldham, 1976)

2.2 Reward and Recognition

Performance of the teachers and the commitment of the teachers themself need to be at equilibrium, teachers need to balance their performance and the commitment in delivering the work. This phenomenon is common in most of other organization and same goes to the educational institution. ( Biggs, 2006)

There are several factors that may bring impact toward the job satisfaction and the motivation of teachers. Reward and recognition has been highlighted as the most significant element that may bring impact toward the job satisfaction and motivation of teachers’. Reward and recognition has proven that it creates a connection between motivation and satisfaction. Shortened both reward and recognition contributes toward the relationship between motivation and satisfaction. (Wanda & Rene, 2008)

Giving the monetary advantage to employee without any prominent show also misplaces its importance. When worker get a financial incentive with exceptional enjoyment and pleasure, that experience becomes more tremendous for receiver Deviations in rewards and recognition affect in work motivation and job satisfaction. Different features’ of reward and recognition may bring different impact toward the motivation and satisfaction of the employees’. ( Khalid, Mat Salim, & Siew Phaik Loke, 2011)

 Different people will define reward and recognition in different ways. The ways they perceived toward the reward and recognition have directly contributed to different level of motivation and satisfaction.  The strong positive relationship between rewards and recognition in relation to job satisfaction and motivation has been proved right. There will have the directly contribution of the improvement in the employees job satisfaction and motivation if the management are paying more attention on the reward and recognition to be given to their employees. (Kellett, 1982)

 The job satisfaction and the motivation of the employees’ will increase when there is a better treatment of the reward and recognition from the organization. Satisfying behaviour, assisting co-workers or punctuality are example of the good actions. Good actions are subjective in nature which meant that, there are no specific and particular guidelines that can evaluate them. ( Abbah, 2014)

There are several of the crucial perspectives of human resource management result. The management result may be in term of satisfaction, holding and participation, motivation, knowledge, collaboration with partners and colleagues, and dedications. One of the important factors that may bring affect toward employees’ motivation is recognition. ( Alexander Clark & Drain, 2008).

 The organization must consider the recognition of the employees. Recognition of the employee can be well-defined as communication that occurs between management and employees. The employee’s recognition was given because the organization wanted to rewards the employees for attainment of particular objectives or generating high quality results in the workplace. Through the recognition that has been given to the employees, it was meant to inspire repeated actions, through strengthening the behaviour that the organization would like to see in repetition. Recognition also maybe in term of monetary. But the recognition in the term of monetary award does not bring any significance. ( Kosfeld & Neckermann, 2010)

All teachers have their own professional competence. Every teacher has their own definition of the competence. The professional competency of teacher are been judge accordingly. In the concern of the teaching profession of teachers’, their position offer them acknowledgement for their competencies and accomplishments. (American Federation Of Teachers, 1990)

Recognition has been notified as one of the factor that helps to initiate and boost up the employee in the society. This shows that, recognition have their own valuable strength. In addition, the recognition cannot be evaluated alone. It needs to be paying something in return.

There are two types of reward that currently been applied in the today organization. The two types of the recognition are intrinsic motivation and extrinsic motivation.( Bénabou & Tirole, 2003). Both types of the motivation are interdependent between each other’s.  In concern of this relation, the employees would not be motivates if they are not been well paid by the organization. As for the conclusion, the intrinsic rewards like acknowledgements, respects and authorizations will not bring any benefits if it not to be relates together with the extrinsic rewards.

Hypothesis (H1): Reward and recognition has positive relationship with job satisfaction.

 2.3 Satisfaction with Supervision

Effective supervision is one of the factors that may contribute to job satisfaction. There are a number of researches that claim that supervisor play very important roles in determining whether the subordinates are to be reward or punish. The competence of the leader and supervisor plays important roles toward the working surrounding, especially in school environment. ( Mahamuda Parvin, FACTORS AFFECTING EMPLOYEE JOB SATISFACTION OF PHARMACEUTICAL SECTOR, 2011)

Competence of teacher and supervisor bring an impact on the school environment. Communication by the leaders or by the supervisor particularly will reflect the quality of supervision that the supervisor possessed. It focused on the excellence and amount of the communication carried out by the supervisor or the leaders which bring influence toward job satisfaction and turnover rate. Culture is something that is too subjective. It was found crucial to develop a culture of engagement, and this can be done through the incorporation of the training on intrinsic motivation and employee’s assignation into management development programs. ( Voon, Lo, Ngui, & Ayob, 2011)

 More than that, when the manager a better able to comprehend and be able to accomplish their own intrinsic rewards, it will soon further create the type of manager which are reliable and effective in promoting the significance of engagement. In the different view, there are several types of the intrinsic rewards which help in development of the effective and efficient outline for executive coaching. Manager need to better understand with their verily own intrinsic rewards while training. Then only the manager can enhance to learn how to support the intrinsic rewards of their direct reports.

There are quite a few explanations of job satisfaction. The explanations maybe related to the several factors and numerous effects of employees job satisfaction. Both factors of work-related characteristic and demographic variables are related to the job satisfaction.  The example of the of the element that was found related to the employees’ job satisfaction in few working environment comprises of supervision quality, orientation and training, job characteristics, and demographic variables are factors that have been shown. There has been proved that both work-related characteristics and demographic variables contribute to the job satisfaction. Work- related characteristic comprises of supervision quality, orientation and training, and feedback. (Goleman, 2012)

The study has shown that supervisor play an important roles toward the development and enhancement of the organization. The success of the organization whether it is a private or public organization has been hinder and this development had been impeding due to the supervisory behaviour. In addition to this point, satisfaction of persons can be influenced by both by an element of nature and level of supervision. Assuming both the nature and level of supervision is an element that can bring effect toward satisfaction of person in relation to their work. ( Karel & Lamoen, 2012)

Hypothesis (H2): Satisfaction of supervision is correlated with the overall job satisfaction

2.4 Work Itself

With regard to the philosophy created by Frederick Herzberg's he has mention his perspective on how to motivate the employees. He came out with the theory of Herzberg's Two-Factor Theory. This theory discusses the elements that may contribute to the job satisfaction and job dissatisfaction. There are two factors that made up the Herzberg's Two-Factor Theory which are intrinsic and extrinsic motivators. ( DeShields Jr & Kaynak, 2005). Two separate factors that cause the job satisfaction and job dissatisfaction have been identified in this theory. There are no linear relationship between both factors that contributes to the job satisfaction and job dissatisfaction.

 It was not always seemed that the factors that cause satisfaction can be in relation with the cause that causes dissatisfaction. Extrinsic motivator is more toward the tangible asset. (House & Wigdor, 2006). It defines the motivator in term of tangible thing such as, status, job security, remuneration, and fringe benefits. If the organizations are not rewarding their employees accordingly with the extrinsic reward this situation will leads to the dissatisfaction and unmotivated habit among the individual. Shortened, extrinsic motivation can be well define as the basic need of the individuals. (Ryan, M. Deci, & L., 68-78)

 In contrast intrinsic motivator can be defining as something that relates more toward the emotional need. It defines what the inner need of the individual. Shortened it was less tangible as compared to the extrinsic motivator. To become a successful organization, the organization needs to ensure that their employees receive the intrinsic reward accordingly in order to develop a strong individual and team performance. ( Bartol & Srivastava, 2002)

The organization can ensure these through the use of several element of the intrinsic motivator such as challenging work, recognition, relationships, and growth potential. Frederick Herzberg’s has comes out with the ideas of the Two-Factor Theory where this theory mainly focus on the idea of expectation. Expectation is the crucial element that differentiates Two-Factor Theory. (Wigfield, 1994). In concern toward the theory that has been develop by Frederick Herzberg’s, the expectation element play a significant influences toward the intrinsic and extrinsic motivators. Both of the motivators have a reverse relationship, which means that intrinsic motivators tend to stimulate motivation when they are present, while extrinsic motivators tend to diminish motivation when they are absent. Salary and benefits are regard as the extrinsic motivators. (Goleman, 2012)

 These motivators will be in steady condition while when the element of the extrinsic motivation is absent it will bring dissatisfaction toward the employees. Intrinsic motivator initiates the inner feeling of the individual. The individual feel satisfy in performing their task because they do the work for their own sake and feel satisfy when they can answer the curiosity. (Judge & Klinger, Job Satisfaction Subjective Well-Being at Work, 2009)

One of the benefits that will be gain through the intrinsic motivation is it will become as the additional motivation. Throughout the philosophy that has been define by Frederick Herzberg’s in his Herzberg's Two-Factor Theory; the organization has to bring more attention on the nature of the work itself. In the other word, the organization needs to develop more intrinsic motivators such as give chances for the intrinsic motivators for the employees to gain status, assuming responsibility, and achieving self-realization. In order to develop an employee’s satisfaction toward producing dynamic workforce, the organization needs to reduce the dissatisfaction by focusing on the job atmosphere. (Evans, 2010)

The job setting such as of policies, procedures, supervision, and working conditions do bring impact toward motivation of the employees’. Two-factor theory that has been developed by Frederick Herzberg’s is closely connected to our argument of the association among work itself, satisfaction and motivation, states that workers satisfaction rest on their need fulfilment . There are deviations from among the factors that contribute to the advancement satisfaction and dissatisfaction toward white-collar workers. This study has been conducted by the Herzberg and the result reflects that, the factors causing satisfaction was different as to be compared to the factors that affect the dissatisfaction. (Evans, 2010)

Dissatisfaction factors are used interchangeably with the term Hygiene factors. These hygiene factors also may be comprises of quality of supervision, company policy and supervision, working conditions, remunerations, incomes and other monetary remuneration. The intrinsic motivation also can be defined as the motivator. This means that the motivator showed the satisfaction of the employees.

Growth, responsibility, achievement, advancement, recognition and work itself are the element that makes up the motivators and lead to the satisfaction of the employees’. In concern toward the research that has been carried out by Herzberg, he has stressed, that the job content do bring impact toward the job satisfaction. The hygiene factors can provide satisfaction, but it was insufficient to provide ultimate satisfaction. (Evans, 2010) 

Shortened, if the organization wants to have effective workplace motivation, the organization needs to pay attention on the element of motivators. Two factors of the Herzberg's Two-Factor Theory has contributes significant effects toward the satisfaction of the employees’. Both intrinsic motivators and extrinsic motivator are crucial for the organization to be puts into consideration and this theory has extensive consequences toward the job satisfaction. (Hersey, Blanchard, & Johnson, 2011).In the education field the priority are been given to the school performance. The school performance is largely depending on the teaching processes. Motivations have built a linkage between teacher motivation and teacher intrinsic abilities. The organization need to satisfy  and motivate their own employees’ in order to have an effective and excellent  school environment in various term such as  good physical, psychological, and social climate in the classroom. ( Caprara, Barbaranelli, Steca, & Malone, 2006).

 Hypothesis (H3): Work itself is positively related with job satisfaction.

2.5 Intrinsic Motivation

Satisfaction of teacher are reflected when the teachers are dedicated and engaged to their job. Shortened satisfaction of teacher will bring the greater result toward the development of the organization. (Sargent & Hannum, 2005)

There are several elements that may donate to the demotivation of teachers. Factors such as job stress, unsociability, incapable in handling the classroom and un-conducive working environments are the list of the factors that may contributes to the rising of problems in order to keep teachers motivate in their own profession which is teaching. (Engelking, 1987)

Skill employee can be defined as the employees that possessed a special ability or talent in performing their task. Skilled employee’s means nothing when they are not well motivated by the organization. Skilled employees cannot perform their task effective and efficiently when there is insufficient element of motivation. ( Motowildo, Borman, & Schmit, 1997)

The psychological states of the employees are link with the motivation of the employees. There are several conditions of psychological states which are appropriate and directly improve work motivation and work satisfaction but this condition depends on the characteristics and nature of the job. (Frase, E., Sorenson, & Larry, 1992).

Teachers’ played very important roles as determinant of the successful of their learners’ or students’ performance. Various researches has proved that there is a linkage between teachers’ influences on the learners’  motivation, achievement, negative feelings, and effort. ( Ballard & Bates, 2008)

There is different level of motivation or the inner feeling of teachers’ that might bring impact toward the learners’ or the students’. Several studies have proved that two crucial factors that impact learners’ motivation are enthusiasm and commitment. (Zoltan & Istvan, 1998). In order to raise the motivation toward teaching, reinforce their commitment, and enthusiasm, numerous studies has found designed a set of self-motivating approaches for teachers’.

In addition, teacher motivation also had been influences by the student motivation and achievement. Study has been carried out to investigate the linkage between motivation of teaches’ and learners’ achievement. ( Wolters, Yu, & Pintrich, 1996). There are various factors that contribute to the motivation of teacher in relation to student achievement.

Several factors contribute to the motivation of teacher and how these factors bring influence toward their teaching processes. There are four motivational features that are, being open to some influential harmful effects which are intrinsic component, contextual factors, and temporal axis and being fragile. Intrinsic motivation can be define as the inner feeling of the individual where they feel satisfied and pleasure of doing thing. They do the thing without hoping for any reward. They enjoy doing the particular activity only to meet their own satisfaction. ( Bénabou & Tirole, 2003)

There are two types of motivation, which are intrinsic motivation and extrinsic motivation. ( Deci & Ryan, 2000). Intrinsic motivation can be define as something that are intangible such as the inner feeling of individual where the person feel satisfied and pleasure in doing thing. The individual doing things is for their own sake. In contrast with the extrinsic motivation where it can be defined as something that is tangible such as salary or known as extrinsic reward. This extrinsic reward will boost up the motivation of the individual where they will feel satisfy when doing thing and at the end they will be rewarded for their hard works. (Oudejans, R., 2007)

There a numbered of the research that has been carried out throughout the whole world with regard to this topic on the intrinsic motivation. The finding of the study has established the factors that show why teacher felt demotivating and dissatisfying in performing their task in teaching. (Iyengar & Lepper, 2000)

This factors that contributes to the dissatisfaction and demotivation are outside of their control. Few reasons has been listed out such as remuneration and fringe benefits, job security, promotion opportunities and training opportunities, workload, working atmosphere, the unorganized curriculum, teacher sovereignty, administration, leadership and management, lack of inspiration, attitudes of colleagues, low motivational level, lack of interest toward learning and disruptive behaviour. (Engelking, 1987)

The job satisfaction among academic might also be influence by the demographics related factors such as gender. The differences in gender between male and female also was shows deviation in the result, where female academic has lower levels of the overall job satisfaction as compared to the male academics. In contrast, there was a study that has been conducted and the result from the finding shows that, female lecturers’ are more satisfied with their work as to be compare to the male lecturers’ counterpart was. (Vandenberghe & Huberman, 1999)

The study has shown that the age factors do contributes to the job satisfaction level of the individual. There also a finding of the research that shown the age factors does have weak correlation with the motivation of the employees in the organization. ( Ingersoll, 2001).

The higher the ranking or the status of the individual, the more satisfy the individual was. This has been proved where it shows that, professors were more pleased in relationships of their overall satisfaction compared to their counterparts in other academic ranks. People in the lower rank tend to have lower level of motivation. ( Hofstede, 1980)

Hypothesis (H4): Job satisfaction is associated with intrinsic motivation