Job satisfaction among public secondary school headteachers in Kirinyaga District

Abstract

The purpose of this study was to determine job satisfaction among public secondary school head teachers in Kirinyaga District. Specifically the study aimed at: first, to establish the job factors that are satisfying or dissatisfying to secondary school headteachers. Secondly, to find out whether there is any significant difference between job satisfaction among secondary school headteachers and selected independent variables namely sex; age; academic qualifications; administrative experience; school size; and schools' geographical location. To gather primary data a questionnaire was employed. The target population for the study was 60 respondents. The data collected was analysed using the two tailed t-test and one way analysis of variance with a significance level of 0.05. At this significance level the calculated t-values and F-ratios were compared with the critical values to acceptance or rejection of the null hypotheses. After data analysis, the following were the research findings: Headteachers in Kirinyaga District were slightly satisfied with the job factors of work content, recognition, working conditions, interpersonal relations and school administration. They were dissatisfied with the job factors of remuneration, promotion and job security. Overall job satisfaction among headteachers was very low. It was also established that there was no significant difference between job satisfaction among public secondary school headteachers and their gender. Research results further indicated that there was no significant difference between job satisfaction among public secondary school headteachers and the school's geographical location. It was also established that there was no significant difference between job satisfaction among public secondary school headteachers and the school's geographical location. It was also established that there was no significant difference between job satisfaction among public secondary school headteachers and their administrative experience in all the job factors examined. Research results further indicate that there was no significant difference between job satisfaction among public secondary school headteachers and location of the school. Several conclusions were drawn from the findings of this study. On the basis of research findings it was concluded that most of the headteachers in the study area did not have long administrative experience. It was also established that most schools in the study area are boarding schools and they are either one stream or two streamed They are also located in the rural areas. From the research finding it was apparent that to improve job satisfaction in the study area, headteachers' remuneration' should be improved. Furthermore, promotions should be given when they are due without delay. Assurances of security of tenure of head teachers would also go a long way in improving job satisfaction. The other job factors, namely: work content; recognition; working conditions; interpersonal relations and schools administration needed to be improved so as to ensure full job satisfaction among head teachers. Several recommendations have been made. It is recommended that the Ministry of Education should consider reviewing the remuneration as well as the scheme of service of headteachers with a view to improving it. It is also recommended that the Ministry of Education reviews the policies governing promotions of headteachers in public secondary schools. For instance promotion should be carried out transparently and the criteria used should be clearly defined. There is also need to create more promotional opportunities for headteachers. It-is also important that the security of tenure of office for headteachers should be enhanced for the headteachers to satisfactorily perform their duties. To further improve overall job satisfaction among head teachers, it is recommended that resources are mobilized (through for instance Parents Teachers Associations (PTA) to provide adequate physical facilities, books and other necessary facilities to. promote the provision of quality education. It is further recommended that the Ministry of Education through the Teachers Service Commission (TSC) centrally controls teachers transfers.