Administrators Socialization Behavior and Teachers Job Commitment in Secondary Schools in Buikwe District Lugazi Town Council

ABSTRACT 

This study investigated on administrators’ socialization behavior and teacher’s job commitment in secondary schools in Buikwe district, lugazi town council. It was based on the following research objectives: i) to determine the level of administrator’s socialization behavior in Buikwe DistrIct, Lugazi Town Council, ii) to determine the level of teacher’s job commitment In Buikwe District, Lugazi Town Council and lii) to determine if there is a significant relationship between the level of administrator’s socialization behavior and the level of teacher’s job commitment In Bulkwe District, Lugazi Town Council. Methodology: the study employed descriptive correlational design; data was collected using researcher devised questionnaires. Pearson correlation (r) was used to establish the relationship between administrators’ socialization behavior and teacher’s job commitment The finding in regard to the level of administrators’ socialization behavior revealed an average mean of (mean=3.35) and was interpreted as very satisfactory. In regard to the level of teachers’ job commitment the study established a general average mean of (mean=3.02) which was also interpreted as satisfactory. The results in the study suggested a positive but weak correlation between the administrators’ socialization behavior and teacher’s job commitment (r=O.198, Sig=O.518). Conclusion: the researcher concluded that much as the teachers have a good relationship with their administrators and are committed to their teaching job, their earnings do not support their economic needs and a majority of them are not satisfied with their salary earnings. Recommendation: the researcher therefore recommended that employers must change their administrative policies, put in place strategies that would ensure teacher job satisfaction, for example, better pay, conditions of work, ensure professional development try to meet teachers’ expectations, value them and must also control external influence.

TABLE OF CONTENTS

DECLARATION A ii

DECLARATION B iii

DEDICATION iv

ACKNOWLEDGEMENT v

TABLE OF CONTENTS vi

LIST OF TABLES ix

ABSTRACT x

CHAPTER ONE 1

INTRODUCTION

1.1 Background of the Study 1

1.1.1 Historical Perspective 1

1.1.2 Theoretical Perspective 2

1.1.3 Conceptual Perspective 3

1.1.4 Conceptual Perspective 4

1.2 Statement of the Problem 4

1.3 Purpose of the Study 5

1.5 Research Questions 5

1.6 Hypotheses 6

1.7 Scope 6

1.8 Significance of the Study 6

CHAPTER TWO 8

REVIEW OF RELATED LITERATURE 8

2.0 Introduction 8

2.1 Theoretical Review and Conceptual framework 8

2.1.1 Theoretical Review 8

2.1.2 Conceptual Framework 9

2.2 Related Literature Review 10

2.2.1 Administrator’s Socialization Behavior 10

2.2.2 Teacher’s Job Commitment 12

2.4 Summary of Gaps Identified from the Related Studies 19

CHAPTER THREE 21

METHODOLOGY 21

3.0 Introduction 21

3.1 Research Design 21

3.2 Research Population 21

3.3 Sample Size 22

3.4 Sampling Procedure 22

3.5 Research Instrument 23

3.6 Validity and Reliability of the instrument 24

3.7 Data Gathering Procedures 25

3.8 Data Analysis 26

3.9 Ethical Considerations 26

3.10 Limitations of the Study 27

CHAPTER FOUR 29

DATA PRESENTATON, ANALYSIS AND INTREPRETATION 29

4.0 Introduction 29

4.1 Description of the respondents’ background 29

4.2 Administrator’s Socialization Behavior 32

4.3 Teacher’s Job Commitment 34

4.4 Relationship between administrator’s socialization behavior and teacher’s job commitment 39

CHAPTER FIVE 42

DISCUSSION, CONCLUSION AND RECOMMENDATIONS 42

5.0 Introduction 42

5.1 Discussion 42

5.2 Conclusions 46

5.3 Recommendations 47

5.4 Areas of future research 48

References 49

APPENDIX IA: TRANSMITTAL LETTER FOR THE RESPONDENTS 62

APPENDIX II: CLEARANCE FROM ETHICS COMMITTEE 63

APPENDIX III: INFORMED CONSENT 64

APPENDIX IV A: RESEARCH INSTRUMENT 65

APPENDIX IV B: QUESTIONNAIRE TO DETERMINE THE LEVEL OF ADMINISTRATOR’S SOCIALIZATION BEHAVIOR 66

APPENDIX IV C: QUESTIONNAIRE TO DETERMINE THE LEVEL OF TEACHER JOB COMMITMENT 68

APPENDIX V: PROPOSED BUDGET 71

APPENDIX VI: TIME FRAME 72

RESEARCHER’S CURRICULUM VITAE 73