Abstract:
Job satisfaction, organizational commitment and turnover intention are essential factors
to the overall success of the educational institution. Thus, the purpose of this study was to
investigate teacher job Satisfaction and organizational commitment as predictors of high
school teacher’s turnover intention in some selected north shoa government schools. The
descriptive correlation research design using quantitative research approach was
employed in this study. A sample of 179 teachers (male, n=142, female, n=37) in some
selected north shoa government schools were selected randomly. The data was analyzed
using frequency, percentage, mean, standard deviation and Pearson’s product moment
correlation coefficient for descriptive statistic and multiple regressions analyze with
stepwise for inferential statistics. The result of the study indicated that the respondents
were unsatisfied with pay and firing benefit followed by promotion, recognition and
reward and supervision but moderately satisfied with job satisfaction facets such as
communication, work itself and co-workers, operating condition. The correlation result
showed all job satisfaction facets and organizational commitments with its three subscales were significantly and negatively related to turnover intention. Multiple regression
result also indicated that job satisfaction and organizational commitment were negative
significant predictors of teacher’s turnover intention. However, demographic variables
such as age, marital status, work experience and level of education did not predict
teacher’s turnover intention in the sampled schools as gender. The conclusion could be
drawn the more committed teachers and more satisfying are less intended to leave the
teaching profession than less committed and less satisfied teachers. The results
recommended that the leaders of educational institution and practionnaries at different
levels should be able to aware problems of different aspects related to job satisfaction
and organizational commitment in order to minimize teachers who vary in turnover
intentions levels.
