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| Format: Ms Word | 1-5 Chapters | Table of Content|


Study Level: BTech, BSc, BEng, BA, HND, ND or NCE

Amount: ₦3,000.00

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  • Background to the study

No nation can achieve the much desired self reliance without an overwhelming literate population. This is because the wealth of any nation lies not only on the abundant material resources but also on the quality of its human resources. In order to have overwhelming literate population that could develop other resources, education becomes an indispensable social service which every nation must provide for its citizens. Having recognized education as the foundation of which national development is built on, developing African nations attempt to allocate a large proportion of their meager resources to it in order to be able to tap and develop the human and material resources of this great continent. Motivation is inherent in human beings, what is necessary is to direct effort towards improving workers attitude to work and fostering job satisfaction and removing the frustration.

The effectiveness of any organization depends on the people working in that organization. Similarly, the successful achievement of educational goals in the educational sector depends on the human resources in the school. In recent times, there have been claims and counter claims as to whether educational institutions in Nigeria are meeting their standard or not. The answers to these questions are still hanging. Unfortunately, the success or failure of the educational sector has been attributed to teachers. This is so because of the role teachers play in the educational sectors.

In order to motivate teachers to put in their maximum efforts, it is the human resources that determine the success of any purposeful organization. This is so because it is through human being that other resources are organized and utilized. This means that the school administrators have important role to play in motivating their subordinates. Their actions can either motivate or demoralize them. School administrators should be people oriented and not task oriented as the later will lead to job satisfaction. Motivation is concerned with the cause of behavior, why people act, speak or think in a particular way. School administrators need to know how to motivate their subordinates. They need to get result through people and get the best out of them. This will be mostly achieved if the school heads help teachers and their staff get job satisfaction (Edem & Okon, 2008).

The motivation of teachers is crucial in attaining the goals of the educational sector, this is so because only satisfied teachers can work wholeheartedly towards educational goal attainment. This is why Nwadian (2002) submits that motivation is a driving force that pushes an individual to action. Motivation should be practiced as a culture in educational sector because when teachers are motivated, it makes them satisfied with their job thereby putting their best contribute optimally toward the success of their schools.

  • Statement of the problem

The level of discipline which permeates the fabrics of Nigerian society today brings one common problem. This becomes a matter of concern to everyone. This is the attitude of workers to work especially in government establishments. Workers tend to show a non-challant attitude to work and advance that “it is not my father’s job” as a result, the behavior at work and relationship with members of the public, their productivity and efficiency keep falling short of expectation. It is said that the much needed technological advancement and other national developmental targets lie in educational system. The essential social service is provided by teachers. Yet teaching is often looked down upon as a very mean profession. It is because of the low status rating accorded teachers in the society that has led their moral prestige to continue to decline.

Over the years, government has adopted measures to improve teachers’ attitude to work. Like prompt payment of salaries and improving the physical condition of workers but this menace has remained unabated. This is due to the fact that government has failed to identify what went on in the mind of the workers and the measures put in place by a particular government is almost always not consolidated by the successive government.

Frequent industrial actions, protest and demonstrations embarked upon by teachers all point to job dissatisfaction, because of the odds and hazards noticeable in teaching profession. Many people undertaking a course in education do so as the last option and vow to opt out as soon as they are equipped with the potentials to do so.

Nigerian societies are becoming more and more materialistic and some teachers may tend to believe that to enter into the teaching profession is to sign one’s poverty warrant as well as to throw one’s dignity to the dogs. Giving this state of affairs, the problem of this study posed as a question is: what influence does job satisfaction have on teachers’ attitude to work?

  • Objective of the study

The overall objective of the study is to determine the influence of job satisfaction on teachers’ attitude to work.

Specifically, the study seeks to:

  1. Find out how teachers’ involvement in school decision making can influence their attitude to work.
  2. Determine the extent to which staff development influenced teachers ‘attitude to work.
  3. Find out how teachers recognition/reward influence attitude to work.
  4. Examine the influence of head-teachers’ interpersonal relationship with teachers on their attitude to work.


  • Research Questions
  1. To what extent does teachers’ involvement in school decision making influence their attitude to work?
  2. To what extent does provision of staff development opportunities influence teachers’ attitude to work?
  3. To what extent does teachers’ recognition/reward system influence teachers’ attitude to work?
  4. To what extent does head teachers’ interpersonal relationship influences teachers’ attitude to work?


  • Statement of Hypotheses
  1. There is no significant influence of teachers’ involvement in school decision making on teachers’ attitude to work.
  2. There is no significant influence in the provision of staff development opportunities on teachers’ attitude to work.
  3. There is no significant influence of teachers’ recognition/reward system on their attitude to work.
  4. There is no significant influence of head teachers’ interpersonal relationship on teachers’ attitude to work.


  • Significance of the study

This study may help in solving administrative problems in schools. The study will reveal the influence of job satisfaction on teachers’ attitude to work. Through this research, the administrators will appreciate the influence of motivation on students’ academic performance. The research will be enlightenment to school boards, teachers and general public as the real factor that affects workers’ productivity is what went on in their mind.

The importance of this study to the various stakeholders can never be over emphasized. It will contribute to the knowledge bank of education and also be of benefit to the following stakeholders- The government, policy makers teachers etc.

The government contributes over 0% of the funds for managing education. This study will bring awareness to the government that teachers’ attitude to work is a function of what went on in their minds, hence the need to motivate teachers in order to ensure their satisfaction.

The significance of this study to policy makers is that it will serve as a guide to them when planning for education and aid them to design feasible plans that would attract and retain teachers in the profession.

School administrators will find the study quite useful. It will provide them with the insight about what it takes to recruit, develop and retain good and highly committed teachers for optimum productivity.

Also, teachers themselves may benefit from this study. They may be better equipped with adequate information about issues that concerns their expectations of benefits from the government and from their head teachers. With this information, teachers will definitely discharge their responsibilities with a positive working attitude.

The research may also be of immense benefit to those researching on related field by adding to the pool of information that already exist in this area and a source of knowledge and initiative to researchers who will be curious to investigate more in this field of study.

  • Assumptions of the study

The assumptions underlying the study are:

  1. Motivational forces are basic determinants of efficient attitude to work.
  2. Sampling procedure is unbiased.
  3. The instrument used for data collection is valid and reliable.
  4. The response obtained from respondents is a true reflection of their views on the phenomena under study.
    • Limitation of the study

Limitations are circumstances that limit one’s effort in performing a given task. In the cause of this research, the following limitations were encountered by the researcher.

  • Material Constraints: due to the fact that the study demands an indebt study of the concept, the materials and other important information relevant to this study were also limiting factors.
  • Financial Constraints: the cardinal part of this research work was finance. The frequent visit to the library, resource rooms, cyber café, and computer business centers to browse, photocopy or print materials all demands money.
  • Time Constraint: The time given to the research work was very limited, coupled with daily lectures, practicum and seminar, the research work require social time to reduce the stress on the researcher.



  • Scope of the Study

This study is limited to the investigation of job satisfaction and teachers attitude to work. The limited to the following sub-variables: teachers’ involvement in decision making, provision of staff development opportunities, staff recognition/reward system and head teachers’ interpersonal relationship.

  • Definition of terms

Head teacher: A person that oversees the affairs of a primary school. An administrator that is saddled with the responsibility of the day-to-day running of the school.

Motivation: this is an act of inducing people to action. Motivation is the course of behavior, an event that spurs people’s action and effective delivery. Motivation is a driving force that enables someone to work willingly.

Job Satisfaction: According to Oxford Advanced Learner’s Dictionary, satisfaction is defined as the good feeling that you have when you have achieved something or when something that you wanted to happen does happen. It also views it as an act of fulfilling a need or desire. Here, job satisfaction is seen as the feeling of fulfillment one get from his/her job.

Attitude to work: this is the way and manner in which a task is performed. It is the measure of efficiency of a person through which resources are utilized. Hence, it refers to the effort put in by teachers in discharging their duties. It is the individual’s prevailing tendency to respond favourably or unfavourably to their work in the school system. Attitude can be positive or negative.

Interpersonal Relationship: it is the nature of interaction that occurs between two or more people.





Account Number: 0709546102

Access Bank: Savings                
Account Name: Emmanuel Idorenyin Samuel.