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Substitute vs permanent teacher job satisfaction: applying MUSA to delineate differences and highlight evidence-based guidelines for decision makers

Glaveli Niki, Manolitzas Panagiotis, Grigoroudis Evangelos

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URIhttp://purl.tuc.gr/dl/dias/A0FDFB62-C2A2-4DFF-B0D2-110C68B58C7A-
Identifierhttps://doi.org/10.1108/K-08-2022-1076-
Identifierhttps://www.emerald.com/insight/content/doi/10.1108/K-08-2022-1076/full/html-
Languageen-
Extent20 pagesen
TitleSubstitute vs permanent teacher job satisfaction: applying MUSA to delineate differences and highlight evidence-based guidelines for decision makersen
CreatorGlaveli Nikien
CreatorManolitzas Panagiotisen
CreatorΜανωλιτζας Παναγιωτηςel
CreatorGrigoroudis Evangelosen
CreatorΓρηγορουδης Ευαγγελοςel
PublisherEmeralden
Content SummaryPurpose The purpose of this paper is threefold. First, to explore the importance of specific work environment facets for the overall job satisfaction (JS) of primary full-time permanent teachers (PTs) and substitute/temporary teachers (STs). Second, to highlight the similarity or difference in JS patterns among PTs and STs. Third, to provide guidelines for effective evidence-based human resource management (HRM) interventions targeting to boost PTs and STs JS levels by considering: (1) the perceived importance of individual work facets for them and (2) the school's performance in providing a satisfactory work environment. Design/methodology/approach Data on overall and important JS facets (i.e. satisfaction with opportunities for self-fulfillment, work intensity/load, salary/income, leadership and collegial relations) were collected from a sample of 438 PTs and STs in Greece. Moreover, MUSA, a method that combines Multi-Criteria Decision (MCDA) and Importance-Performance Analysis (IPA), was applied to uncover the critical work environment facets of PTs and STs overall JS that call for interventions. Findings The findings suggest that PTs seem to value, more than STs, the transactional and economic aspects of the school environment. More precisely, on the part of PTs, self-fulfillment and salary/income are the main contributors to their JS, whilst leadership is the least important facet of JS. For STs self-fulfillment and collegial relationships are the aspects of work that contribute the most to their overall JS, whilst salary/income is the least important contributor. The study results further indicate that self-fulfillment is the strong attribute of Greek schools' work environment in boosting TJS regardless teachers' status, whilst salary/income and workload are potential threats. Originality/value It is one of the few studies that provide insights into the differing JS patterns of STs and PTs through the application of a MCDA/IPA method. Therefore, it offers evidence-based guidelines that take into consideration both the school's performance (overall and facet JS) and importance of core aspects of the work experience for STs and PTs.en
Type of ItemPeer-Reviewed Journal Publicationen
Type of ItemΔημοσίευση σε Περιοδικό με Κριτέςel
Licensehttp://creativecommons.org/licenses/by/4.0/en
Date of Item2024-02-23-
Date of Publication2024-
SubjectSubstitute teachersen
SubjectPermanent teachersen
SubjectTeacher job satisfactionen
SubjectMCDA/MUSAen
SubjectIPAen
SubjectGreeceen
Bibliographic CitationN. Glaveli, P. Manolitzas and E. Grigoroudis, “Substitute vs permanent teacher job satisfaction: applying MUSA to delineate differences and highlight evidence-based guidelines for decision makers,” Kybernetes, vol. 53, no. 1, pp. 492–511, Jan. 2024, doi: 10.1108/k-08-2022-1076.en

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