One of the many challenges that the public sector of education is facing is job dissatisfaction of non-instructional office staff members. Job satisfaction in a workplace is a feeling of contentment that an employee derives from his role and responsibilities in the workplace and hinges upon a number of factors, pertaining to personal, organizational and environmental factors. (Jawabri, 2017). There is an increased demand to recognizing knowledge and expertise of non-instructional support staff that bridge the gap between organizational tasks of students, administrators, and leaders. When considering the significant work required and demand of parents and students, support staff plays a crucial role. The support staff is often the first point of contact with an organization. Support staff are the face and voice of a company. However, a number of studies have found that discontent support staff attitudes such as job satisfaction were concurrently related to work performance, as measured by attrition rates, absenteeism, commitment etc.Job satisfaction is an important component to any organization, profit or non-for profit. It plays an important role contributing to positive or negative outcomes to the quality of the educational institution and work performance of non-instructional staff. To a higher degree job evaluates crevice between what an employee desires from a job and what the job reciprocate back to the employee. Considering the job description and profile of support staff and demanding for quality and efficient work among education, the job satisfaction of support staff in education is affected. There are 5 facets in the job satisfaction that are relate to job satisfaction. These facets are not off the possible causes for job dissatisfaction, but, provide the most common relevant to the study of job satisfaction/dissatisfaction on public education. Having learned in research correlation does not imply causation. However, more and more district staff members are feeling disconnected from the district for a number of facets which is the premises underlying this study. When leaders and administrators fails to address job dissatisfaction this problem negatively affect the support staff motivation and increase the risk of lower quality of work (low performance) and errors.
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