An Analysis of Employee Satisfaction of Full-time Teacher in Guizhou Vocational College of Industry and Commerce, China

Zhou Zhang; Winit Pharcharuen; Non Naprathansuk; Pit Jitpakdee

ผู้แต่ง

Zhou Zhang School of Administrative Studies, Maejo University, Thailand
Winit Pharcharuen School of Administrative Studies, Maejo University, Thailand
Non Naprathansuk School of Administrative Studies, Maejo University, Thailand
Pit Jitpakdee School of Administrative Studies, Maejo University, Thailand

คำสำคัญ:

Teacher Satisfaction, Compensation, Performance Evaluation

บทคัดย่อ

The purposes of this research were; 1) To analyze the current of full-time teacher satisfaction in Guizhou Vocational College of Industry and Commerce. 2) To find out what factors affect full-time teacher satisfaction in Guizhou Vocational College Of Industry and Commerce. 3) To improve full-time teacher Satisfactionin in Guizhou Vocational College Of Industry and Commerce. This study used quantitative research methods, and the theoretical framework was based on the two-factor theory, expectancy theory, and equity theory. Secondary data was obtained from the website of Guizhou Vocational College Of Industry and Commerce and the statistics table of the human resources department. Primary data was mainly obtained from the questionnaire survey. According to the Yamane formula, the sample size was calculated to be 200. The questionnaires were distributed to full-time teachers of Guizhou Vocational College Of Industry and Commerce through random sampling. Descriptive statistics were used to analyze the data, and Cronbach's alpha was used to test the reliability of the questionnaire.

The results show that the current level of teacher satisfaction is not high enough, and that the key areas for improvement include salary structure, workload, performance pay, vacation and rest time, and fair assessment standards. The study concludes with recommendations for improving teacher satisfaction, such as optimizing the salary structure, improving the fairness of performance bonuses, reducing the workload, and developing a fair assessment mechanism.

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