Abstract
This study examines the relationship between EFL teachers’ quality of work life (QWL) and their job motivation. 126 Iranian EFL teachers currently working in high schools of Tehran were administered two questionnaires that assessed their motivation and quality of work life. Participants’ motivation to teach was assessed using a questionnaire developed by Noe & Bachhuber (1990) which includes three major subscales: career insight (8 items), career identity (5 items), and career resilience (13 items). In addition this study used Walton’s (1973) widely used quality of work life questionnaire. This 29-item questionnaire includes eight subscales: adequate and fair compensation (4 items), safe and healthy working (3 items), continued growth and security (3 items), constitutionalism in the work organization (5 items), the social relevance of work life (3 items), total life space (4 items), social integration in the work organization (4 items), and human progress capabilities (3 items). The results revealed that Iranian EFL teachers experience medium to low levels of motivation and QWL. In addition, a significant relationship was found between QWL categories and job motivation. Further, the best QWL predictors for teacher motivation were identified. The findings of this study are hoped to serve as a reference for principals and educational decision-makers in bringing about higher levels of motivation for language teachers.
Highlights
All of us have probably experienced times in our lives when we no longer can go on.One turns into a wreck
It amounted to saying that participants perceived themselves to have a medium to low level of quality of work life
This study sets out to develop a thorough understanding of the quality of work life and motivation of Iranian high school EFL teachers
Summary
All of us have probably experienced times in our lives when we no longer can go on. One turns into a wreck. Career resilience is the ability to adapt to changing circumstances It includes welcoming job and organizational changes, looking forward to working with new and different people, having self-confidence and being willing to take risks. Noe and Bachhuber (1990) further clarify these terms They define career identity as the direction of motivation, insight as the energizing or arousal component of motivation that encourages involvement in career planning and career decisions, and career resilience as the maintenance or persistence component. A closely-related issue to career motivation is the quality of work life. It refers to conditions and characteristics of work that contribute to motivation, performance and job satisfaction. Today quality of work life is a dynamic multidimensional concept that includes such concepts as job security, rewarding systems, promotion opportunities, and involvement in decisionmaking processes. Akdere (2006) holds that researchers interested in the concept of the quality of work life are looking for new mechanisms to help the employees in order to balance their work and personal lives
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