CHAPTER ONE

INTRODUCTION

Background of the Study

Secondary education is a very important level of education in Nigeria wheresolid foundation for higher education and useful living is laid. According toFederal Republic of Nigeria (FRN) (2004), secondary education is the form ofeducation children receive after primary education and before tertiary stage. Shealso stated that the broad aim of secondary education within the national objectivesis the preparation of children for useful living within the society and for highereducation. Teachers are required at this level of education to help in theachievement of the objectives and there is a need to motivate them, if the aims ofsecondary education are to be achieved. On the other hand it appears that teachersare not reckoned with nor appreciated in Nigeria. Emenike (2003) affirmed thatthe Nigerian society still rate teaching as the lowest civil service job. Furthermore,while other teachers work in order to satisfy their needs in life, those in BenueState, Nigeria constantly agitate to a need for one thing or the other, which is a signof lack of job satisfaction

Job satisfaction is one of the most frequently investigated variable in studiesin organizational behaviour. This is probably due to its positive impact onorganizational effectiveness and efficiency (Obi, 1992). Obi (1997), also stressedthat teachers’ effectiveness lead to opportunities to produce and effect changes in14 the school among teacher in secondary schools. Despite teachers’ efforts in schooleffectiveness and efficiency, they neither get a commensurate remuneration nor theprestige and social status, which they deserve. This implies that teachers who worktirelessly for the development of the school through grooming of the students arenot accorded the necessary recognition and respect which these teachers deserve.This also influences their job satisfaction and in the long run goes a long way toaffect teaching and learning. In search of job satisfaction, workers are usuallyinclined to leave the job at hand for better ones. Okonkwo (1997) stated thatteachers who are not satisfied with their jobs, withdraw to other jobs which theybelieve might satisfy their needs. This is the situation in Benue State whereteachers indulge in other activities during and after school teachers that aredetrimental to their professional calling. Since job satisfaction from the basis forworker’ decisions about their work- whether they remain or quit, the parameter, formeasuring teachers’ job satisfaction in the teaching profession could be in theirlength of service. Maintaining a high level of worker’s job satisfaction is vital inincreasing organizational productivity.

Job satisfaction is an acceptable and happy work condition. Emenike (2003),defined it as a pleasurable, emotional state resulting from the appraisal of one’sjob, an affective to ones job and an attitude towards one’s job.