International Journal of Business

Management & Research (IJBMR)

ISSN(P): 2249-6920; ISSN(E): 2249-8036
Vol. 4, Issue 6, De c 2014, 1-4
TJPRC Pvt. Ltd.

SYNOPSIS ON JOB SATISFACTION OF TEACHERS WORKING

IN MBA COLLEGES IN GUNTUR DISTRICT
T. PRIYANKA
Ph. D, Depart ment of Business Administration, Guntur Engineering College, Andhra Pradesh, India

ABSTRACT
Teaching is a noble and extraord inary comp lex activ ity involving a range of skills, perceptions, attitudes,
knowledge and sensitivity. The effective performance of an organization depends not just on the available resources, but its
quality and competence as required by the organization fro m time to time. The Factors controlled by the management
include the job security, Salaries, duration of wo rk and scene of responsibilit ies, nature of a supervision etc. All these
factors greatly influences the teachers, and their presence in the organization motivates the teachers and provides a sense of
job satisfaction. Thus, teachers must be more than mere technical or subject experts. A teachers growth is reflected in his
or her attitude, philosophy, values, belief, interests and job satisfaction. Teachers development improves the utilizat ion
value of an organization. The difference in the level of performance of two organizations depends on the quality of
teachers working in the organizat ion.

KEYWORDS: Job Satisfaction, Teachers Development, Management

INTRODUCTION
Job satisfaction describes how happy an individual is with his/her job. The happier people are within their job,
the more satisfied they are said to be. Logic would dictate that the mo st satisfied (happy). Worker should be the best
performers and vice versa. This is called the happy worker hypothesis. However, this hypothesis is not well supported,
as job satisfaction is not the same as motivation or aptitude, although they may be clearly linked.
Job satisfaction is the extent to which one feels good about the job. It is in regard to ones feelings or state of mind
regarding to the nature of their work. In other words, job satisfaction imp lies doing a job one enjoys, doing it well,
enthusiasm and happiness with one's work. Everyone define job satisfaction as fulfillment of ones expectation.
It differs fro m person to person and institution to institution and even in the context of male and female. In simp le term
when someone is satisfied with his job that is job satisfaction. Job satisfaction as a pleasurable positive emot ion state,
resulting fro m the appraisal o f ones job or job experiences.
A primary influence on job satisfaction is the application of design, which aims to enhance job satisfaction and
performance using methods such as job rotation, job enlargement, job enrich ment and job re -engineering. Other influences
on satisfaction include management styles and culture, employee involvement, empowerment , and autonomous work
position. Job satisfaction is very important attribute and is frequently measured by organizations.
The most common technique for measurement is the use of rating scales where emp loyees report their thoughts
and reactions to their job. Questions can relate to rates of pay, work responsibilities, variety of task promotional
opportunities, they work it, and co-wo rkers.

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T. Priyanka

Therefore, job satisfaction is such phenomenon which comes not only from the job, but also from ones personal,
social, academic, ad min istrative and economical condition.

METHODS
The investigator basically depended on primary and secondary data for data collection. Primary data will be
collected fro m the teachers employed in M BA colleges, in Guntur District through a pre -designed questionnaire.
The Secondary data will be collected from the official records city planning office, HRD index,
Daily Newspapers, Periodicals, Un iversity Library, and Magazines etc.

SAMPLING DESIGN
The investigator for selecting the sample depended on stratified random sampling technique. At the first stage the
data is collected from coeducation colleges and womens colleges. Again in the second stage PG colleges data is also
collected like -wise. In all three revenue divisions of Guntur District i.e. Guntur revenue division, Tenali revenue division
and Narasaraopeta Revenue division, again 10 colleges were selected fro m each division of management studies by
studying 10 teachers in each college. Hence the total samp ling will be 400 respondents.

STATISTICAL TOOLS
The investigator depended to analyze the questionnaire through SPSS package. Correlat ion, Variance, f -test and
t-test will be used wherever necessary.

SIGNIFICANCE
College Teachers are the most important group of professionals for our nations future. Therefore, it is astonishing
to know that even today many of the college teachers are dissatisfied with their jobs. Job satisfaction among college
teachers is good not only for themselves but Society as a whole. It increases productivity and classroom performance in the
college. Wellbeing of any society depends upon the role played by the teacher. Teachers are the source of guidance in all
the crucial steps in the academic life o f the students. When teachers are satisfied with their job they can perform their
responsibilit ies with more concentration and devotion. Students are one of the important assets of any society.
Well-being of society depends upon its students because these are the peo ple who will take the responsibility of the success
of the society in future and in achieving this goal teachers role is ext remely important. Teachers are the source of guidanc e
in all the crucial steps in academic life of the students. In this global world, job satisfaction has been an important issue.
It is very crucial to the long term growth of any educational system around the world. Job satisfaction in this context is th e
ability of the teaching job to meet teachers needs and improve their job/teaching performance. Therefore, satisfaction is
needed in the behavior of a college teacher if he/she has to perform productive activities in the college.

RESULTS

Moods are related to overall job satisfaction. Positive and negative emotions were als o found to be significantly
related overall job satisfaction.

Emot ion work refers to various types of efforts to manage emotional states and displace. Emotion management
includes all of the conscious and un-conscious efforts to increase, maintain or decrease one or more co mponents
of an emotion. This disturbs the entire classroom structure.

Impact Factor (JCC): 4.9926

Index Copernicus Value (ICV): 3.0

Synopsis on Job Satisfaction of Teachers Working in MBA Colleges in Guntur District

It has been well documented that genetics influence a variety of individual differences. Genetics also plays a role
in the intrinsic, direct experiences of job satisfaction like challenge or achievement. One experiment used in the
sets of monozygotic twins, reared apart, to test for the existence of genetic influence on job satisfaction.
While the results indicate the majority of the variance in job sat isfaction was due to environmental factors (70%),
genetic influence is still a minor factor. Genetic heritability was also suggested for several of the job
characteristics measured in the experiment, such as complexity level, motor skill requirements, and physical
demands.

An association between personality and job satisfaction describes the role of negative and positive affectivity.
Negative affectivity is related strongly to the personality trait of neuroticism. Indiv iduals high in negative
affectivity are more prone to experience less job satisfaction. Positive affectivity is related strongly to the
personality trait o f ext ra version.

SUGGESTIONS

It is identified salary as a fundamental variable in the study of job satisfaction. They can gain more knowled ge by
purchasing books, if they get more salaries.

Within the context of job satisfaction inter-personal relationships are the elements that make up the social and
support network of the employee. These elements include the relat ionship with ones supervisor, the social
interaction with co-workers, and even the interactions with students.

Work is unquestionably an intrinsic part of peoples lives. It is often our source of identity and at times our
reasons for being. Aside from decent pay, economic securit y and other extrinsic and tangible rewards of
emp loyment, the intrinsic aspects of work are also relevant to the study job satisfaction. Intrinsic factors are
emp loyees affective reactions to the job, such as their satisfaction with the freedo m they have to choose their own
methods of working, the recognition that they receive for good work, and the opportunity they have to use their
ability. Intrinsic factors may also include perceived respect and responsibility, task variety and meaningful work.
These personally reward ing intrinsic factors have demonstrated a significant impact on job satisfaction.

CONCLUSIONS
It is concluded that job satisfaction is the extent to which one feels good about the job. It is a pleasurable state
resulting fro m the appraisal of ones job experience. The level of job satisfaction may not be homogeneous. It may differ
fro m person to person, place to place, job to job and institution to institution. In general, salaries, physical environment,
job security, desired position, job matching with academic qualifications, vacations and fringe benefits etc. affect the job
satisfaction among the college teachers.

REFERENCES
1. Kalleberg, A. L. (1977). Work values and job rewardsTheory of job satisfaction. American Sociological Rev iew
2. Judge, T. A, Locke, E. A, & Durham, C. C. (1997). The dispositional causes of job satisfaction: A core evaluations
approach. Research in Organizat ional Behavior,

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editor@tjprc.org

T. Priyanka

3. Spector, P. E. (1997). Job satisfaction: Application, assessment, causes and consequences . Thousand Oaks,
CA: Sage.
4. Brief, Arthur P. (1998). Attitudes in and Around Organizations . Thousand Oaks, CA : Sage.
5. Locke, Edwin A. (1976). The Nature and Causes of Job Satisfaction. In M. D. Dunnette, ed., Handbook of
Industrial and Organizational Psychology. Chicago: Rand McNally.
6. V. S. P. Rao. (2008). Organizational Behavior. Excel Publications. New Delh i.
7. Aswathappa. (2010). Organizational Behavior. Himalaya Publishing House.
8. S. Ramanathan & M. Jaya. (July, 2013): International Journal of Management and development studies Journal,
Vo l-1, No -2.

Impact Factor (JCC): 4.9926

Index Copernicus Value (ICV): 3.0