the level of the job satisfaction of teachers in botswana pedzani ...

European Journal of Educational Studies 4(2), 2012
Herzberg‘s two-factor theory posits that job satisfaction comes from one set of job variables (called motivator needs
or satisfiers) and job dissatisfaction from another set of variables (hygeine factors or dissatisfiers) (De Nobile and
McCormick, 2005). Herzberg‘s two-factor theory, also known as the dual-structure theory illustrated that there is
one dimension ranging from satisfaction to no satisfaction and another ranging from dissatisfaction to no
dissatisfaction (Moorhead & Griffin, 2004:127). Satisfiers include, variables such as recognition, responsibility for
ones work, personal growth, achievement and advancement, while dissatisfiers include many aspects of work
external to the self such as pay, relationships with colleagues and supervisors, work conditions and security
(Herzberg, 1968).
The motivators or satisfiers are intrinsic to the work itself and include factors such as achievement, recognition,
responsibility, advancement, opportunity for independent thought and actions, and the work itself; while the hygiene
factors are extrinsic to the work itself and include supervision, relationships with superiors, relationships with peers,
work conditions, personal life, relationships with subordinates, status, and security (Swanepoel, Erasmus, van Wyk
& Schenk, 2005; Cole, 2004; Moorhead & Griffin, 2004; and Marczely & Marczely, 2002). Herzberg in his study
suggested that it should not be construed that the opposite of satisfaction is dissatisfaction as removing the hygiene
factors does not necessarily results in job satisfaction, but the presence of hygiene factors will not lead to a state of
job satisfaction but simply to a state of no dissatisfaction (Moorhead & Griffin, 2004). Conversely, it has been
established that for motivators to operate as motivators the hygiene factors ought to be present. Marczely and
Marczely (2002) contend that although hygiene factors such as salary, fringe benefits, supervision style, working
conditions, workplace climate, and policies are not in themselves motivators leading to job satisfaction, they are a
prerequisite to motivational factors that lead to job satisfaction and good performance. In other words, hygiene
factors can be regarded as the ingredients of job satisfaction which need to be taken care of in order to avoid
employee dissatisfaction.
RESEARCH QUESTIONS
The study was guided by the following research questions:
1. What is the general satisfaction level among all categories of teachers in Botswana schools
2. What are the general saisfaction levels of all categories of teachers according to the six dimensions of the
JDI
3. What are the general satisfaction levels of all categories of teachers according to the demographic variables
level of operation, gender, age, position, highest qualifications, experience.
4. What is the satisfaction level of all categories of teachers for each of the six demographic dimensions of the
JDI
METHODOLOGY
Research Approach and Instrument
Literature search shows that there are many instruments that have been developed over the years to measure the
levels of the job satisfaction of employees in organizations. Some of the instruments include the Minnesota
Satisfaction Questionnaire (MSQ) which was developed by Weiss, Dawis, English and Lofquist in 1959 to measure
the individual‘s satisfaction with twenty different aspects of the work environment. The Herzberg two-factor theory
was also identified as one of the most reliable instruments that can be used to measure the level of school heads as it
was applied in the United States of America and proved reliable (Newby, 1999).
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