1
Chapter-1
Introduction
1.1 Background of Study
Job satisfaction is the attitude of employees toward their job. Job satisfaction
is a positive emotional state like joy, happiness or love resulting from the evaluation
of one’s job life. Job satisfaction is a dependent variable. The term ‘job satisfaction’ is
used by Hoppock in 1935 in his book “Job Satisfaction.” According to Hoppock job
satisfaction is any combination of psychological, physiological and environmental
circumstances that cause a person truthfully to say “I am satisfied with my job”. So
job satisfaction itself is the expression or feeling that results from the employees’
evaluation about their job life.
The variable that is important to this study is job satisfaction. In general
satisfaction is defined as fulfillment or gratification of desires, feelings, contentment,
happiness and optimism. So, job satisfaction refers to inner contentment of happiness
for and employee engaged in any job. It can be described as a positive emotional state
resulting from evaluating one’s job experiences and job dissatisfaction occurs when
these expectations are not met. Mathis et al(2000). It is a source of satisfaction of
physiological, psychological and sociological needs of an individual in his work. Job
satisfaction is overall a feeling about one’s job or carrier (compensation, autonomy,
co-wrokers) which can be related to specific outcomes such as productivity.
Robbin(1998) described job satisfaction as an individual’s general attitude towards
the job. A person with a high level of job satisfaction holds positive attitude towards
the job. Locke(1976) defined the job satisfaction as employee’s affective response to
various aspects of the job or job situations. According to Cranny et al(1992), job
2
satisfaction is an effective reaction that results from the incumbents’ comparison of
actual outcomes with those that are desired. Stanbury and Zimmerman(2000)
concluded from their studies that job satisfaction is related to working conditions and
level of professionalism is the key to success.
Despite wide usage of job satisfaction in scientific research, as well as in
everyday life, there is still no general agreement regarding what job satisfaction is
Aziri (2011). Aziri further added that there is no final definition on what job
represents. Therefore, before a definition on job satisfaction can be given, the nature
and importance of work as universal human activity must be considered. Moreover,
Aziri insisted that job satisfaction represents one of the most complex areas facing
today’s managers when it comes to managing their employees. He also believed that
many studies have demonstrated an unusually large impact on the job satisfaction on
the motivation of workers, while the level of motivation has an impact on
productivity, and hence also on performance of business organizations. Likewise he
also said that there is considerable impact of the employees’ perceptions for the nature
of his/her work and the level of overall job satisfaction. He further said financial
compensation has a great impact on the overall job satisfaction of employees.
There is a another concept in the psychological literature known as locus of
control that is unfamiliar to most people, even though, once defined, is commonly
understood. Locus of control concept, cited in (Akkaya & Akyol, 2016), which was
first put forward with the experimental study of E. Phares (1957) and was later
enhanced by Rotter (1966), has been the field of study for plenty of researchers and
has been analyzed with many personality variables since its first appearance.
3
Locus of control is the measure of where the control of life is located. High
scorer is internal and poor scorer is external. Internal belief that what happens to them
is controlled by themselves. Likewise, external belief that what happens to them is
controlled by others like luck of chance. (Mishra, 2074).
Similarly, Richard B. (2017) mentioned that locus of control as an individual’s
belief system regarding the causes of his or her experiences and the factors to which
that person attributes success or failure. Richard added that this concept is usually
divided into two categories: internal and external. If a person has an internal locus of
control, that person attributes success to his or her own efforts and abilities. A person
who expects to succeed will be more motivated and more likely to learn. A person
with an external locus of control, who attributes his or her success to luck or fate, will
be less likely to make the effort needed to learn. Furthermore, he mentioned that
people with external locus of control are also more likely to experience anxiety since
they believe that they are not in control of their lives. This is not of say, however, that
an internal locus of control is “good” and an external locus of control is “bad.”
Moreover, Richard also added that there are other variables to be considered,
however, psychological research has found that people with more internal locus of
control seem to be better off, e.g. they tend to be more achievement oriented and get
better paying jobs.
All in all, job satisfaction is the individuals’ affective reaction those they give
to the differences between what they expect from their work and what they get.
Having high level of job satisfaction is a positive feature and individuals with high
level of job satisfaction serve in a more qualified way compared to the ones having
low level of job satisfaction. Similarly, locus of control expresses the beliefs related to
the individual’s attribution of the responsibilities of the event they come across during
4
their lives to themselves, to other more powerful people and to factors such as luck
and faith. This study aims to study the job satisfaction levels among school teachers
according to age and gender. Likewise, it is also noticed that teachers with internal
locus of control have higher level of job satisfaction compared to teachers with
external locus of control. For this reason, this study is expected to reveal the
relationship between teacher’s locus of control and job satisfaction as well.
1.2 Statement of Problem
Job Satisfaction varies from individual to individual. As job satisfaction have
key role to determine individual’s behavior and performance, this research will
attempt to observe the job satisfaction level of school teachers of Janapremi School. It
is very common that some employee have high job involvement as well as high job
satisfaction where as some other don’t. Those who are dissatisfied and have low job
involvement are seemed to be frustrated. Thus, it is very necessary to understand how
job satisfaction and employee’s characteristics impact on work. Similarly, most
research had shown that internal locus of control is strongly correlated with high job
satisfaction. So, researcher as well attempts to do this research on teachers to
understand the impact of locus of control on job satisfaction.
1.3 Objective
The board objective of this study is to identify job satisfaction level among
school teachers of Janapremi School.
1.3.1 Specific Objective
a) To find out the level of Job Satisfaction.
b) To find out the Locus of Control.
5
c) To find out the level of job satisfaction among school teachers of Janapremi
School according to gender.
d) To find out the level of job satisfaction among school teachers of Janapremi
School according to age.
e) To find out level of job satisfaction among teachers of Janapremi School
according to their locus of control.
1.4 Hypothesis
a) Female teachers are more satisfied than male teacher.
b) Job satisfaction increases with age.
c) Teachers who have high internal locus of control are highly satisfied.
1.5 Significance of Study
The study focused on identifying the phenomena related to age, gender, and
locus of control and how it impacts on job satisfaction among school teachers. If the
teachers are satisfied with their jobs they will be more creative and will deliver
knowledge in more professional way which give the positive impact on the students.
The study may help the school to know the level of job satisfaction and performance
of the teachers. Similarly, locus of control can be considered as a good tool in
screening process of recruiting the teachers. For instance, if the teachers tend to have
an internal locus of control than it helps to develop the skills and performance of the
teacher which will have a direct impact in the way of delivering knowledge to the
students. On the other hand if teachers tend to have external locus of control than the
teachers will not stay longer in the school. The study may also help the school to
initiate some change management strategy to increase the level of job satisfaction and
performance.
6
1.6 Limitation of the Study
The study was conducted at Janapremi School. The study of job satisfaction
level was limited only for the teachers of Janapremi College on the basis of age,
gender, and locus of control. Similarly, researcher only accessed level of job
satisfaction and locus of control on the basis of score. Another expected limitation of
the study is that the respondents might not accurately respondent to the questionnaire.
Furthermore, the study was limited by time as the researcher has to complete the
study on specific time.
1.7 Organization of the Study
This study comprises five chapters. Detail explanation or introduction of the
research topic is included in chapter one. Similarly, second chapter includes review of
literature from various secondary sources. Likewise, explanation of methodology used
in the research is presented in chapter three. Furthermore, chapter four consists of
analysis and interpretation of the data collected from the sample. Lastly, fifth chapter
incorporates summary, major findings, and conclusion.
1.8 Operational Definition
a) Job Satisfaction: Job satisfaction is the attitude of employees toward their job.
Job satisfaction is a positive emotional state like joy, happiness, or love resulting
from the evaluation of one’s job life. It is a dependent variable.
b) Locus of Control: Locus of control is the measure of where the control of life is
located. High scorer is internal and poor scorer is external.
c) Teachers: Female and Male teachers teaching 7th to 12th students in Janapremi
School are teachers in this research.
7
Chapter-2
Literature Review
Job satisfaction is a general attitude which is the result of many specific
attitudes in three areas, namely (i) specific job factors; (ii) individual characteristics,
and (iii) group relationship outside the job. These factors can never be isolated from
each other for analysis. This approaches which since to be adopted is that job
satisfaction is favorableness of unfavorableness with which employees view their
works. It results when job requirements suit to the wants and expectation of the
employees.(Mishra, 2013)
Job satisfaction is derived from many interrelated factors. Every factor has its
own importance and which cannot be neglected. All these factors are subject to
change from time to time and therefore study of these factors is important. Factors
specially focused in this study are: (Mishra, 2013)
a)
Gender: In most of the investigations on the subject, it is reveled that
generally women are satisfied with their job than man. This may be
because of multiple role of women when they take position outside home.
It was found that, women prefer to work with friendly people, good social
position in spite of less pay.
b)
Age: Studies have found different results in different groups on the
relationships of age with job satisfaction. Some feel that age has little
relationship with job satisfaction but this relationship has importance in
some job situations. In some groups job satisfaction is higher with
increasing age in other groups it is lower.
8
Locus of control is also a very important parameter for understanding the job
satisfaction of a teacher. It may be understood as bipolar construct hanging from
external to internal locus of control. Those who make choices primarily on their own
and believe that control of future outcomes resides primarily in oneself are said to
have internal loci or internal control while those who make decisions based more on
what others desire and believe in the expectancy that control of events is outside
oneself, either in the hands of decisions of their life are said to have external loci or
external control. Generally stated, person with a strong belief in internal control are
more confident and assertive and are active searchers for information that help them
to achieve their own objectives and are attracted to situations that offer opportunities
of achievement. (Mahajan & Kaur, 2012)
Teachers with internal locus of control struggle so as to be able to change the
factors which cause their job satisfaction to be low. If they cannot make any change
and this situation affects their lives in a negative way, these teachers tend to leave
their jobs and transfer to the other jobs by which they will be happier.(Czubaj,2000).
Similarly, Joo, Lim and Kim (2013) declares that internal locus of control has an
effect of increasing the satisfaction taken from the profession.
A study by Mahajan and Kaur (2012) found that, the relationship between
locus of control of college teachers and their job satisfaction. A sample of 150
teachers was selected from the different colleges of Amritsar city in Punjab, India.
The study reveals a significant relationship between locus of control and job
satisfaction of college teachers. Among male and female teachers, male teachers with
high job satisfaction possess a better locus of control as compared to female college
teachers with high job satisfaction.
9
In an international study by Hans et al (2014) affirmed that the Locus of
Control and level of job Satisfaction among private international school teachers in
Sultanate of Oman. The descriptive research design was adopted and simple random
sampling was chosen for study. The population comprised of eight private
international schools in Muscat. The study indentified the phenomena related to Locus
of Control and Job Satisfaction among teachers in Sultanate of Oman. Demographic
factors such as gender, age and experience were influenced on Locus of Control and
Job Satisfaction. The result indicated that the teachers of private international school
were primarily driven by internal locus of control and their level of job satisfaction is
high. Male teachers were found to have slightly more internal locus of control
compared to the female as the score for male teachers. The teachers of private
international school were highly satisfied with their jobs as the percentages of
satisfaction in all the age groups are high. The teachers with different years of their
experience in private international school were found satisfied with their jobs as the
percentage of satisfaction was more than dissatisfaction level.
Individuals with and internal locus of control should be more job satisfied
because they were less likely to stay in a dissatisfying job and were more likely to be
successful in organization. (Spector, 1988). Similarly, the individual who have
internal loci are likely to be more committed to their organization than those who
have external loci.( Kinich and Vecchio, 1994). The significant influence of locus of
control on the job search process was discussed by (Plumly and Oliver,
1987).Likewise, individuals with an internal locus of control are found to engage in
more systematic exploration and have more information than externals.( Noe &
Steffy, 1987). This suggests that an external orientation may reduce motivation to
demonstrate certain types of exploratory behavior.
10
Karimi & Alipour (2011) investigated theoretically how the locus of control
can reduce occupational stress in the workplaces so as to have an effective
performance improvement. In a similar study conducted by Vijayashree and
Jagdischachandra (2011) stated that internal/external locus of control impacts job
satisfaction. The aim of study was to analyze the type of locus of control and its
relation to job satisfaction. Further, the study has focused on organization to
understand and know what type of locus of control their employees has and how it has
an impact on job satisfaction. The results indicate that there was a positive correlation
between internal locus of control and job satisfaction. The results indicate that there
was a positive correlation between internal locus of control and job satisfaction as
well as between External (other) locus of control and job satisfaction. In case of
External (chance) locus of control and job satisfaction there exists a partial positive
correlation. There is no significant relationship between internality and demographic
factor like gender and education. There is also no significant relationship between
externality (chance) and demographic factors like gender and education.
Hence, literature reviews suggest that variables such as age, gender and locus
of control affect the job satisfaction of teachers. Keeping it in mind, researcher in this
research tried to observe the relation in between age, gender, locus of control and job
satisfaction among the school teachers of Janapremi School. This research would help
know the manager of school about job satisfaction level of the teachers of Janapremi
School. Researcher believes that this research would help to fulfill the research gap
and will provide the rich data and figures to the school management.
11
Chapter-3
Research Methodology
3.1 Study Site
The study was conducted in Janapremi School which was located at
Kaushaltar, Bhaktpaur.
3.2 Universe of Study
The targeted population for the study is the teacher of Janapremi School.
There were altogether 50 teachers in Janapremi School but the researcher focused
only to the 30 teachers who teach grade 7th to 12th students. Teachers from different
geographical location, ethnic, or economic group focusing on the purpose of the study
was covered.
3.3 Sample Design
S.N
Gender
Number
a.
Male
15
b.
Female
15
Total
30
3.4 Sampling Method
As a sampling method, non-probability, convenient sampling method followed
by simple random sampling method was adopted. Convenient sample include the
teachers of Janapremi School who are easiest to approach. This means researcher
picked 15 male and 15 female samples out of total 50 teachers of Janapremi School.
12
3.5 Data Collection Tools and Techniques
a) Minnesota Satisfaction Questionnaire by Vocational Psychological Research,
(2020)
b) Locus of control scale by Rotter ( 1971)
The purpose of both the scales was clearly explained to the subjects. It was
assured that their replies would be kept confidential. The subjects were requested to
read instructions carefully and to ask tester, if there was any difficulty in
understanding the instruction. It was emphasized that no item should be omitted and
there was nothing “right” and “wrong” about these questions. There was no time limit
for the questionnaire. However, it took approximately 10 minutes to complete it.
3.6 Approaches to Study
Descriptive research design was used for this research based on adoption of
survey method. Through survey, quantitative data were collected.
3.7 Data Analysis Method
The data collected from the sample was analyzed by using simple descriptive
statistics from the statistical tools. The demographic factors such as age and gender
were taken to analyze the effect on locus of Control and Job Satisfaction respectively.
There were 10 items in Locus of Control scale and 1 point for each of the
following sections: 1B, 2A, 3A, 4B, 5B, 6A, 7A, 8A, 9B, and 10A are provided.
Scores are interpreted as follows:
8-10 = High internal locus of control
6-7 = Moderate internal locus of control
13
5 = Mixed
3-4 = Moderate external locus of control
1-2 = High external locus of control
Similarly, the indications of the statements of MSQ are weighted in the
following manner:
Response Choice
Scoring
Weight
Very Dissatisfied
1
Dissatisfied
2
Neither
3
Satisfied
4
Very Satisfied
5
Thus, responses are scored 1 through 5 proceeding from left to right in the
answer spaces. Scale scores are determined by summing the weights for the responses
chosen for the items in each scale.
MSQ score can be interpreted in the following ways:
Score
Job Satisfaction
0-25
Low Degree of Job Satisfaction
26-74
Average Degree of Job Satisfaction
75-100
High Degree of Job Satisfaction
14
3.8 Conceptual Framework
Locus of
Control
Independent Variable
Age
Dependent Variable
Gender
Job Satisfaction
15
Chapter-4
Data Presentation and Analysis
The overall purpose of this study is to describe the level of job satisfaction
among the school teachers of Janapremi School. The high score suggest high level of
job satisfaction and low score suggest low level of job satisfaction. Results are shown
in tables and figures and additional textual description are also included.
4.1 Demographic Information
Table No. 1
Variables
Age
Gender
Locus of Control
Category
Number of Responses
20-25
9
26-30
6
31-35
2
36-40
5
41-45
4
46-50
4
Male
15
Female
15
High Internal Locus of
16
Control
Moderate Internal Locus
8
of Control
Mixed
2
16
Moderate External Locus
2
of Control
High External Locus of
2
Control
Level of Job Satisfaction
High Degree
18
Average Degree
12
Low Degree
0
Demographic information on the basis of age, gender and level of job
satisfaction is shown in the above table. The age is categorized onto 6 levels. 30
school teachers teaching in Janapremi School were involved as respondents that
include 15 males and 15 females. Researcher found that, out of 30 respondents 18
respondents have high degree of job satisfaction where as 12 respondents have
average degree of job satisfaction.
17
4.2 Level of Job Satisfaction
Table No.2
Score
Category
Range
75-100
High Degree of Job
Response from
Response (%) from
Number of
Number of
Janapremi
Janapremi School
School Teachers
Teachers
18
60%
12
40%
0
0%
30
100%
Satisfaction
26-74
Average Degree of
Job Satisfaction
0-25
Low Degree of Job
Satisfaction
Total
From the above table, it is observed that 60% of the school teachers of
Janapremi School are highly satisfied toward their job whereas 40% teachers are
averagely satisfied. So, from this observation researcher can analysis that teachers of
Janapremi School are more or less satisfied towards their job.
18
4.3 Level of Locus of Control
Table No.3
Score
Category
Range
8-10
High Internal
Response form
Response (%) form
Number of
Number of
Janapremi
Janapremi School
School Teachers
Teachers
16
53.33%
8
26.67%
Locus of Control
6-7
Moderate Internal
Locus of Control
5
Mixed
2
6.67%
3-4
Moderate External
2
6.67%
2
6.67%
30
100%
Locus of Control
1-2
High External
Locus of Control
Total
From the above table, it is observed that the teachers of Janapremi School are
driven by high and moderate internal locus of control as 53.33% and 26.67% of
school teachers respectively have high and moderate internal locus of control.
Similarly, 6.67% school teachers are found to have mixed locus of control. Likewise,
6.67% school teachers are found to have moderate and external locus of control
respectively.
19
4.4 Job Satisfaction Level according to Gender
Table No.4
Category
Responses
% Responses
Response
% Response
from Females
from Females
from Males
from Male
11
73.33%
7
46.67%
4
26.67%
8
53.33%
0
0%
0
0%
15
100%
15
100%
High Degree
of Job
Satisfaction
Average
Degree of Job
Satisfaction
Low Degree
of Job
Satisfaction
Total
From the above table, it is observed that out of 15 female respondents 11
female teachers (73.33% of female teachers) seem to have high degree of job
satisfaction level whereas 4 female teachers (26.67% of female teachers) seem to have
average degree of job satisfaction level.
Similarly, it is also observed that out of 15 male respondents 7 male teachers
(46.67% of male teachers) seem to have high degree of job satisfaction level where as
20
8 male teachers (53.33% of male teachers) seem to have average degree of job
satisfaction level.
Likewise, there is no any respondent found who have low degree job
satisfaction level.
4.4.1 Job Satisfaction Level of Janapremi School Teachers according to Gender
4.4.1.1 Hypothesis 1: Female teachers are more satisfied than male teacher.
80,00%
70,00%
60,00%
50,00%
40,00%
Male
30,00%
Female
20,00%
10,00%
0,00%
High Degree Job Satisfaction Level
Average Degree Job Satisfaction
Level
Figure 1 Job Satisfaction Level of Janapremi School Teachers according to Gender
From the above bar diagram, it is observed that out of 15 female respondents
11 female teachers (73.33% of female teachers) seem to have high degree of job
satisfaction level whereas, out of 15 male respondents 7 male teachers (46.67% of
male teachers) seem to have high degree of job satisfaction level. Similarly, the
female respondent with average degree job satisfaction level is comparatively less
than that of male respondent .i.e. out of 15 female respondents, 3 female teachers
(26.67% of female teachers) have average degree job satisfaction level whereas, out
21
of 15 male respondents, 8 male teachers (53.33% of male teachers) have average
degree job satisfaction level.
Therefore, with this observation researcher can assume that the job satisfaction
level of female teachers of Janapremi School is higher than that of male teachers.
4.5 Job Satisfaction according to Age
Table No.5
Score
Category
Range
20-25
26-30
31-35
36-40
41-45
45-50
Years of Years of Years of Years of Years of Years of
age
age
age
age
age
age
Degree of
3
4
1
3
4
3
Job
(33%)
(67%)
(50%)
(60%)
(100%)
(75%)
Degree of
6
2
1
2
-
1
Job
(67%)
(33%)
(50%)
(40%)
-
-
-
-
-
-
9
6
2
5
4
4
(100%)
(100%)
(100%)
(100%)
(100%)
(100%)
High
75-100
Satisfaction
Average
26-74
(25%)
Satisfaction
Low
0-25
Degree of
Job
Satisfaction
Total
22
Form the table no 5; it is observed that from the age group (20-25), out of 9
respondents, 3 respondents i.e. 33% respondents are with high degree of job
satisfaction level where as, 6 respondents i.e. 67% respondents are with average
degree level of job satisfaction.
Similarly, from the age group (26-30), out of 6 respondents, 4 respondents i.e.
67 % of respondents are with high degree of job satisfaction whereas, 2 respondents
i.e. 33% of respondents are with average degree level of job satisfaction.
Likewise, from the age group (31-35), out of 2 respondents, 1 respondent i.e.
50% of respondent is with high degree of job satisfaction whereas, 1 respondent i.e.
50% of respondent is with average degree of level of job satisfaction.
Furthermore, it is observed that from the age group (36-40), out of 5
respondents, 3 respondents i.e. 60% of respondents are with high degree of job
satisfaction level where as 2 respondents i.e. 40% of respondents are with average
degree level of job satisfaction.
Similarly, from the age group (41-45), 4 respondents i.e. 100 % of respondents
are with high degree of job satisfaction where as no any respondents have average
degree level of job satisfaction among this age group.
Likewise, from the age group (46-50), out of 4 respondents, 3 respondents i.e.
75% of respondents are with high degree of job satisfaction whereas, 1 respondent i.e.
25% of respondents are with average degree level of job satisfaction.
23
A trend of high degree of job satisfaction was observed form table 5 as the
percentage of high degree of job satisfaction was found more than average degree of
job satisfaction. It was further observed that with the increase of age among school
teachers of Janapremi School satisfaction also increased.
4.5.1 Comparison of Job Satisfaction Level among Early Youth (20-35) Years
and Late Youth (36-50) Years
4.5.1.1 Hypothesis 2: Job Satisfaction Level increases with Age
90,00%
80,00%
70,00%
60,00%
High Degree of Job
Satisfaction Level
50,00%
Average Degree of Job
Satisfaction Level
40,00%
30,00%
20,00%
10,00%
0,00%
Early Youth (20-35)
Late Youth (36-50)
Figure 2 Job Satisfaction Level among Early Youth and Late Youth
From the above bar diagram, out of 17 early youth respondents, 8 respondents
i.e. 47.05% of teachers are with high degree of job satisfaction level whereas, 9
respondents i.e. 52.94% of teachers are with average degree of job satisfaction level.
Similarly, out of 13 late youth respondents, 10 respondent i.e.76.93% of
teachers are with high degree of job satisfaction level whereas, 3 respondents i.e.
23.07% of teachers are with average degree of job satisfaction level.
24
With this observation researcher found that late youth i.e. the teachers in
between (36-50) year age are more satisfied in their job than that of early youth in
between (20-25) year age.
Hence, the above hypothesis is in the line of confirmation with the assumption
of the researcher that the said relation i.e. job satisfaction level increases with age is
clearly observed from the study. Hence, this hypothesis is accepted in the light of
above discussion.
4.6 Table No. 6
Level of Job Satisfaction among Teachers of Janapremi School according to
their Locus of Control
4.6.1 Hypothesis 3: Teachers who have High Internal Locus of Control are
highly satisfied.
Level of
Level Of Internal-External Locus of Control
Job
High Internal
Moderate
Satisfaction
Locus of
Control
Mixed
Total
Moderate
High
Internal
External
External
Locus of
Locus of
Locus of
Control
Control
Control
Satisfaction
13
43.34%
Teacher
Job
Janapremi School
Degree of
Response (%)
High
from Number of
Response (%) from Number of Janapremi School Teachers
3
1
1
0
18
10%
3.33%
3.33%
0%
60%
25
Average
Degree of
3
5
1
1
2
12
Job
10%
16.67%
3.33%
3.33%
6.67%
40%
Degree of
0
0
0
0
0
0
Job
0%
0%
0%
0%
0%
0%
16
8
2
2
2
30
53.34%
26.67%
6.66%
6.66%
6.67%
100%
Satisfaction
Low
Satisfaction
Total
From the above table, it is observed that 16 respondents (53.34% of the
respondents) having high degree of job satisfaction level are also found to have high
internal locus of control whereas, 2 respondents (6.67% of respondents) with average
degree of job satisfaction are found to have high external locus of control. Hence, the
above hypothesis is in the line of confirmation with the assumption of the researcher
i.e. teachers who have High Internal Locus of Control are highly satisfied. So, this
hypothesis is accepted in the light of above discussion.
26
Chapter-5
Conclusion & Recommendation
5.1 Conclusion
The study was approached with the objective to trace out the Job Satisfaction
level among teachers of Janapremi School, where researcher found that the teacher of
Janapremi School have high and average degree of job satisfaction level, researcher
found that there is no any teacher with low degree of job satisfaction level.
60% of teachers were found having high degree of job satisfaction level.
Similarly, 40% of teachers were found having average degree of job satisfaction level.
Study was extended to report the effect of following demographic variable on Job
Satisfaction in Janapremi School based on descriptive statistics. Following were the
demographic variables.
1. Gender
2. Age
3. Locus of Control
1. Gender
Among 15 female respondents, 11 female teachers (73.33% of female
teachers) seem to have high degree of job satisfaction level whereas 4 female teachers
(26.67% of female teachers) seem to have average degree of job satisfaction level.
Similarly, among 15 male respondents only 7 male teachers (46.67% of male
teachers) seem to have high degree of job satisfaction level where as 8 male teachers
(53.33% of male teachers) seem to have average degree of job satisfaction level.
There is no any respondent found who have low degree job satisfaction level.
27
Thus, with this observation researcher concluded those female teachers of
Janapremi School are more satisfied than that of male teacher.
2. Age
Among 17 early youth respondents (20-35) year of age, 8 respondents i.e.
47.05% of teachers are with high degree of job satisfaction level whereas, among 13
late youth respondents (36-50) year of age, 10 respondents i.e. 76.93% of teachers are
with high degree of job satisfaction level. In overall all the age group were found
highly and averagely satisfied. Similarly, no any teachers were found having low
degree of job satisfaction level.
Through study, it was also found that as age increased the score on job
satisfaction level also increased among the teachers of Janapremi School. It indicated
that the teachers take more responsibility of their work outcomes as they become
more matured in their work domain.
3. Locus of Control
Teachers of Janpremi School were driven by internal locus of control, since
53.34% of teachers and 26.67% of teachers have high internal and moderate internal
locus of control respectively. Similarly, 6.66% of teachers have mixed locus of
control. Likewise, 6.67% of teachers were driven by high external and moderate
internal locus of control respectively.
Through study it was also found that 53.34% of respondents with high internal
locus of control are found to be highly satisfied. Similarly, 2% of respondents with
high external locus of control are found to have average job satisfaction level. This
28
shows that employees who have an internal locus of control are more likely to be
highly satisfied in the job.
Hence, the result indicated that the teachers of Janapremi School were driven
by internal locus of control and their level of job satisfaction is high. Female teachers
were found to be more job satisfaction compared to the male as the score for female
teachers was high compare to the male. The teachers of Janapremi School were highly
satisfied with their jobs as the percentages of satisfaction in all the age groups are
high.
5.2 Recommendations
a) Further study can be done on a large sample size for better understanding of the
effect of age, gender and locus of control on Job Satisfaction.
b) The research can also be conducted on various schools, colleges, institutions and
organizations of Nepal.
c) Teachers working in the rural areas may also be included in the study.
d) The study of job satisfaction level of school teachers according to locus of control
can also be carried out at different levels i.e. primary, secondary and University
stage.
e) The Study of job satisfaction of school teachers can also be taken with variables
other than age, gender and locus of control such as socio-economic status, social
maturity and health etc.
29
References
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_SIJ_Transactions_o n_Industrial_Fin
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Vocational Psychological Research. (2020). (MSQ) Minnesota Satisfaction Questionnaire.
33
Annex
In partial fulfillment of the requirement for Bachelor Degree of Arts in, I’m
conducting this mini psychology research. I hope you’ll honestly fill the below
mentioned questionnaire and all the important information that you provided will be
kept confidential.
1. Name:
2. Tick one:  Male
 Female
 Others
3. Age:
4. Tick the schooling you completed: Secondary School
Higher Secondary school
Bachelor’s Degree
Master’s Degree
PhD
Access your Job Satisfaction: Minnesota Satisfaction Questionnaire
Instruction
The purpose of this questionnaire is to give you a chance to tell how you feel
about your present job, what things you are satisfied with and what things you are not
satisfied with. Ask yourself: How satisfied am I with this aspect of my job?
34
Very Sat. means I am very satisfied with this aspect of my job.
Sat. means I am satisfied with this aspect of my job.
N means, I can’t decide whether I am satisfied or not with this aspect of my job.
Dissat, means, I am dissatisfied with this aspect of my job.
Statements
1.
Being able to keep busy all the time.





2.
The chance to work alone on the job.





3.
The chance to do different things from time to










Sat.
Very
N
Very
Dissat.
Dissat.
S.N
time.
4.
The chance to be “somebody” in the
community.
5.
The way my boss handles his/her workers.





6.
The competence of my supervisor in making




















decisions.
7.
Being able to do things that don’t go against my
conscience.
8.
The way my job provides for steady
employment.
9.
The chance to do things for other people.
Sat.
Very dissat, means, I am very dissatisfied with this aspect of my job.
35
10.
The chance to tell people what to do.





11.
The chance to do something that makes use of





my abilities.
12.
The way company policies are put into practice.





13.
My pay and the amount of work I do.





14.
The chances for advancement on this job.





15.
The freedom to use my own judgment.





16.
The chance to try my own methods or doing the





job.
17.
The working condition.





18.
The way my co-workers get along with each





other.
19.
The praise I get for doing a good job.





20.
The feeling of accomplishment I get from the





job.
Access Your Locus of Control: Rotter’s Internal-External Scale
Read the following statements and indicate whether you agree more with
choice A or choice B.
A
1. Making a lot of money is largely a
matter of getting the right breaks.
2. I have noticed that there is a direct
connection between how hard I
study and the grades I get.
B
1. Promotions are earned through hard
work and persistence.
2. Many times, the reaction of teachers
seem haphazard to me.
36
3. The number of divorces indicates
3. Marriage is largely a gamble.
that more and more people are not
trying to make their marriages
work.
4. It us silly to think that one can
really change another person’s
4. When I and right I can convince
others.
basic attitudes.
5. Getting promoted is really a matter
5. In our society, a person’s future
of being a little luckier than the
earning power is dependent upon his
next person.
of her ability.
6. If one knows how to deal with
people, they are really quite easily
6. I have little influence over the way
other people behave.
led.
7. The grades I make are the result of
my own efforts: luck has little of
7. Sometimes I feel that I have little to
do with the grades I get.
nothing to do with it.
8. People like me can change the
8. It is only wishful thinking to believe
course of world affairs if we make
that one can readily influence what
ourselves heard.
happens in our society.
9. A great deal that happens to me is
9. I am the master of my fate.
probably a matter of chance.
10. Getting along with people is a skill
that must be practiced.
10. It is almost impossible to figure out
how to please some people.
37
Manual
Minnesota Satisfaction Questionnaire (MSQ)
Source: Vocational Psychological Research, (2020). Minnesota Satisfaction
Questionnaire is © Copyright 1967 by the Work Adjustment Project Industrial
Relations Center University of Minnesota.
Scale: The short-form MSQ is composed of the twenty items and it consists of three
scales: Intrinsic Satisfaction, Extrinsic Satisfaction, and General Satisfaction.
Scoring: The indications of the statements of MSQ are weighted in the following
manner:
Response Choice
Scoring
Weight
Very Dissatisfied
1
Dissatisfied
2
Neither
3
Satisfied
4
Very Satisfied
5
Thus, responses are scored 1 through 5 proceeding from left to right in the
answer spaces. Scale scores are determined by summing the weights for the responses
chosen for the items in each scale.
MSQ score can be interpreted in the following ways:
38
Score
Job Satisfaction
0-25
Low Degree of Job Satisfaction
26-74
Average Degree of Job Satisfaction
75-100
High Degree of Job Satisfaction
Vocational Psychological Research. (2020). (MSQ) Minnesota Satisfaction Questionnaire.
Rotter’s Internal-External Scale of Locus of Control
Source: Rotter, J.B. (1971). External Control and Internal Control, Psychology
Today, pp. 42, American Psychological Association.
Scoring Key: Give 1 point for each of the following selections: 1B, 2A, 3A, 4B, 5B,
6A, 7A, 8A, 9B, and 10A. Scores can be interpreted as follows:
8-10 = High internal locus of control
6-7 = Moderate internal locus of control
5 = Mixed
3-4 = Moderate external locus of control
1-2 = High external locus of control