dc.description.abstract | The study aimed at investigating the determinants of deputy principals’ job
satisfaction in Limuru District, Kenya. The study specifically looked at the extent
to which: recognition by stakeholders influenced deputy principals’ job
satisfaction, work load influenced deputy principals’ job satisfaction, promotion
prospects influence deputy principals’ job satisfaction and interpersonal relations
with stake holders influenced deputy principals’ job satisfaction. The study was
guided by Herzberg’s theory of motivation. The target population consisted of all
the deputy principals and principals of public secondary schools of Limuru public
secondary schools and the two DQASOs. The study used descriptive survey
design and questionnaire for principals and deputy principals and interview
schedule for DQASOs were used to collect data. Frequency tables, percentages,
pie charts were used to inform on phenomena. A pilot study was conducted in
four secondary schools to determine validity while reliability was ascertained
through test-retest technique. Data obtained was subjected to descriptive statistic
analysis using the Statistical Package for Social Sciences (SPSS). From the study
findings it was concluded that job related factors like recognition, workload,
promotion prospects has significant influence on the deputy principals’ job
satisfaction. On recognition by stakeholders the study revealed that deputy
principals were satisfied with recognition given by principals, fellow teachers,
parents and BoM, but not satisfied with recognition given by the employer
(TSC).On work load majority of deputy principals were not satisfied with their
workload. On promotion prospects, deputy principals were not satisfied with the
current trend of promotions in the education sector (47.6 percent) were not
satisfied with fairness in promotion. On interpersonal relations with stakeholders
the research findings revealed that deputy principals were satisfied with people
around them, 85.7 percent of the respondents were satisfied with their
interpersonal relations with parents and teaching staff. Research findings also
indicated that the deputy principals were not satisfied with the job factor of
promotion. From the findings of the study, deputy principals were highly satisfied
with recognition by stakeholders followed by interpersonal relations, workload
and lastly promotion prospects. It is recommended that; pay package can be
introduced for deputy principals in recognition of many duties they perform;
policies governing promotions of deputy principals should be reviewed by the
TSC. The researcher also recommends that promotions be effected automatically
after working for a number of years such as three years. There is also need to
create more promotional opportunities for deputy principals. The TSC should also
embark on employment of more teachers to reduce workload of deputy principals. | en_US |