Primary And Secondary School Teachers' Job Satisfaction And Organizational Commitment Of Its Turnover Intention

This study shows investigation on teachers of junior and senior middleschool and elementary school in Guangdong Province with a quantitativeresearch. According to the research purpose, this paper begins with ananalysis of job satisfaction and organizational commitment and turnoverintention of teachers based on the investigation. And then, it followswith a discussion on the relationship among these three variables and theeffects of teachers' job satisfaction as well as organizationalcommitment on teachers' turnover intention. At the end of this study,some teachers' administrative strategies are proposed.It is indicated by the research result that significant diversity incolleague satisfaction and continuum commitment only stands between maleand female teacher groups. At the same time, there is no remarkablediversity between the two aspects of turnover, organizational commitmentand job satisfaction as well as job satisfaction and organizationalcommitment. Concerning the age and teaching experience, the diversity ofjob satisfaction, organizational commitment and turnover intention is notmarked among teachers of different ages but is notable in organizationalcommitment.Taking the teaching experience into account, there is no significantdifference on job satisfaction and organizational commitment and turnoverintention among the groups of teachers. And the diversity mainly lies onthe three variables among teachers of different disciplines. Meanwhile,the results of study have supported the hypothesis of this paper, namelythe minus correlation is significant between teachers' job satisfactionand organizational commitment and their turnover intention. Thecorrelation is outstanding between teachers' job satisfaction andorganizational commitment. The result of linear regression analysisindicates that teachers' job satisfaction and organizational commitmentcan forecast their turnover intention effectively.According to the research result, some teachers' administrativestrategies are proposed in the end of this study. Firstly, schools needto try to improve teacher groups' satisfaction degree, especially inreward. Secondly, raise the level of organizational commitment and debaseteachers' turnover intention. Thirdly, integrating various tasks,facilitate the mutual effects between teachers' job satisfaction andorganizational commitment. Lastly, distinguishingly treat individualteachers and implement different countermeasures.