Generic Job Satisfaction Scale Research Articles

Relationship Between Interpersonal Communication and Job Satisfaction

Job satisfaction refers to the extent to which employees feel content, fulfilled, and positively evaluate various aspects of their work and work environment. Interpersonal communication involves the exchange of messages, ideas, and information between individuals. The aim of the study is to explore the relationship between interpersonal communication and job satisfaction among working adults of age 25-40. To measure the variables interpersonal communication and job satisfaction, standardized tests, namely Interpersonal Communication Skills Inventory and Generic Job Satisfaction Scale were used. Inferential statistics was used (Pearson correlation and linear regression) to test the hypothesis. Another objective of the present study was to see if interpersonal communication acts as a predictor of job satisfaction. The correlation between interpersonal communication and job satisfaction was studied using Pearson’s correlation. The results showed that there was a significantly positive relationship between the two variables (0.283, p = 0.001). This recommends that as interpersonal communication is upgraded, working grown-ups will quite often encounter an expanded job satisfaction, underlining the compelling job relational correspondence can play with regards to work fulfillment.

Self-efficacy, organizational commitment, workload as predictors of life satisfaction in elementary school teachers: the mediating role of job satisfaction.

Life satisfaction as well as job satisfaction of teachers has a significant impact on educational outcomes. To evaluate a model of factors predicting life satisfaction through the mediating role of job satisfaction. This was a cross-sectional study, with a sample of 300 primary school teachers of both sexes (68% female, 32% male) and with a mean age of 42.52 years (SD = 10.04). They were administered the General Self-Efficacy Scale, the Satisfaction with Life Scale (SWLS), the Workload Scale (ECT), the Generic Job Satisfaction Scale, and the Organizational Commitment Questionnaire (OCQ). Structural equation modeling (SEM) was used for data analysis. The SEM analysis found significant goodness-of-fit indices: (χ2 = 13.739; df = 5; p = <0.001; CFI = 0.99, TLI = 0.98, RMSEA = 0.05, SRMR = 0.04). Specifically, self-efficacy and organizational commitment were positive predictors of job satisfaction, while workload was a negative predictor of job satisfaction. The mediating effect of job satisfaction between self-efficacy, life satisfaction, workload, and overall life satisfaction was confirmed. The results confirm the importance of self-efficacy, organizational commitment, and workload in job satisfaction and overall life satisfaction of elementary education teachers. Job satisfaction acts as a mediator in this relationship. It is important to reduce workload and promote self-efficacy and organizational commitment to improve the well-being and satisfaction of teachers.

PSYCHOLOGICAL WELLBEING AND JOB SATISFACTION IN MIDDLE-AGED ADULTS

This study was an attempt to investigate the predictive relationship between psychological wellbeing, its 6 dimensions and job satisfaction in a purposive sample of 250 (125 male, 125 female) adults of ages between 35-45 years. The sample belonged to a number of professions (like doctors, teachers, bankers etc.). Psychological wellbeing scale (Ryff et al., 1995) and generic job satisfaction scale (Mcdonald et al., 1997) were administered on the sample. Pearson product moment correlation scores indicate that correlation between job satisfaction and psychological wellbeing was not significant. Also the correlations between various dimensions of psychological wellbeing and job satisfaction were not significant, except for environmental mastery that has a significant positive predictive relationship with psychological wellbeing. Keywords: Job satisfaction; Psychological wellbeing; Environmental Mastery.

Job Satisfaction and Work and social Adjustment between Retired Army Employees and Civil Employees Working at Civilian Setting

The study explores the relationship of job satisfaction and work and social adjustment between retired army and civil employees working in civilian setting. 150 employees were selected in the study in which 75 were retired army persons and 75 were civilian which was working at civil settings. Cross sectional research design and convenient sampling was used to collect data. Generic Job Satisfaction Scale and Work and Social Adjustment Scale were used to collect data. Independent Samples t-Test, Pearson Correlation analysis and Linear Regression analysis was applied to find out results. The findings showed that the difference was significant, as retired army employees were more satisfied than civilians. Work adjustment and job satisfaction had a significant relationship and work adjustment was significantly predicting job satisfaction. This study will help authorities figure out for organization to how to improve working environment and increase productivity and standardized work settings.

ИССЛЕДОВАНИЕ ПРИЧИН ДЕФИЦИТА И ТЕКУЧЕСТИ КАДРОВ СРЕДИ МЕДСЕСТЕР В МОНГОЛИИ

Today in Mongolia, maintaining and improving the quality of nursing care is one of the most important tasks of the healthcare system, however, the issue of shortage of specialists in medical institutions is no less pressing. This study aims to examine the relationship between workload, job satisfaction and motivation to leave work among nurses working in the healthcare sector in Mongolia. The study used a scale developed by Ivziku D. et al (2022) to measure workload. The Generic Job Satisfaction Scale developed by McDonald and McIntyre (1997) was used to measure job satisfaction, and motivation to leave a job was measured by Liu H.L. et al (2018, 2019) with using the intention to leave scale. The study randomly selected 185 nurses from 279 pediatric nurses working in Ulaanbaatar. Subsequently, the reliability and correlation analysis of the metric variables was conducted and the results were obtained using structural equation modeling (SEM). The results of this study showed that nurses’ workload has a strong negative effect on job satisfaction and a moderate effect on turnover, meaning that as job satisfaction decreases, employee motivation to quit increases.

Relationship Between Organizational Commitment and Employee Satisfaction of PT X

This research aims to examine the relationship between job satisfaction and organizational commitment in employees of PT X. This study used quantitative research with a correlational research design. The research population were all the employees of PT X, 34 employees in total The sampling technique used is saturated sampling. The data collection method used is the adaptation of the Organizational Commitment Scale (OCS) and the generic job satisfaction scale with the validity used in this study is a validity construct. The data analysis technique used in this research is product-moment correlation. The results of the hypothesis test show that the organizational commitment of most of the employees of PT X is in very high classification, the job satisfaction of most of the employees of PT X is included in the high classification, and the positive relationship of employees of PT X between organizational commitment and job satisfaction. The author hopes that further researchers will make this research a valid reference for future research. And the authors suggest to develop this research.&#x0D; Keywords: organizational commitment, employee, statisfaction

Shift work and job satisfaction among Palestinian nurses: a cross-sectional study

BackgroundRotating shift work is associated with job dissatisfaction, sleeping disturbances, and health problems compared with working only in the daytime. Whether the relationship between rotating shift work and job satisfaction differs between the sexes among nurses in occupied Palestinian territory is unclear. We investigated this relationship and compared it with that among regular day workers. MethodsWe did a cross-sectional study in Hebron district in August to October, 2008, involving all registered nurses with at least 1 year of practice. Those who worked fixed evening or night shifts or who were on leave were excluded. Job satisfaction was assessed with the Generic Job Satisfaction scale, containing ten items with scores from 1 to 5; a higher score indicated a higher (better) job satisfaction. Associations were assessed with β coefficients and 95% CIs and χ2 tests in linear regression analyses. Statistical analyses were done with Stata (version 10). The threshold for significance was set at p=0·05. The study was approved by the Palestinian Ministry of Health. Written informed consent was obtained from all participants. FindingsOf 472 eligible nurses, 426 (90%) were included in the study: 259 women and 167 men, among whom 217 worked shifts and 209 who worked only during the daytime. The mean job satisfaction score among female nurses was 32·6 (SD 6·4) and among male nurses was 31·7 (SD 7·0). Crude analyses showed that male and female shift workers reported lower job satisfaction than those working day shifts (mean score 30·8 [SD 6·5] vs 33·8 [6·4]). After adjustment for age, number of children, years of education, and job title, this effect remained statistically significant only among male nurses, as the men with rotating shift-work reported job scores 3·5 points lower than those working only during the daytime (β coefficient –3·5, 95% CI –5·9 to –1·1; p=0·005) whereas for women the β coefficient value was 0·10 (95% CI –1·8 to 2·1, p=0·90). InterpretationMale nurses working rotating shift patterns reported lower job satisfaction than men working only during the daytime, whereas no difference was found for female nurses. Because both exposure and outcome were measured using self-reported information and the study design was cross-sectional, interpretation of the results should be made with caution. However, further studies should investigate whether shift work affects the quality of patients’ care. FundingNorwegian Programme for Development, Research and Education.

THE RELATIONSHIP BETWEEN WORKPLACE BULLYING AND JOB SATISFACTION IN OMAN’S HOTEL SECTOR: THE MEDIATING ROLE OF OCCUPATIONAL SELF-EFFICACY

An inclusive workplace helps in achieving effective performance at all organisational levels. Workplace bullying is recognised as a global phenomenon tremendously influencing self-efficacy and employees’ job satisfaction. The current study aimed to examine the relationship between workplace bullying and job satisfaction with the mediating role of occupational self-efficacy in the hotel sector in Oman. The cross-sectional research was carried out in three hotels in Oman. The data were collected from 400 employees working in middle and low management in hotels in Oman. Additionally, data were gathered using the Negative Acts Questionnaire-Revised, the Occupational Self-Efficacy Scale, and the Generic Job Satisfaction Scale. Preliminary data analysis and regression analysis were performed using Statistical Package for Social Science (SPSS). Meditational analysis was conducted with PROCESS macro written by Hayes. The findings highlighted that workplace bullying correlates with job satisfaction positively and negatively with occupational self-efficacy. Occupational self-efficacy was negatively correlated with job satisfaction. Regression analysis showed that workplace bullying was a significant predictor of job satisfaction. However, occupational self-efficacy did not significantly mediate the relationship between workplace bullying and job satisfaction. The mediational analysis confirmed that occupational self-efficacy did not mediate the relationship between workplace bullying and job satisfaction. Management must develop and concentrate on building an inclusive work environment to reduce workplace bullying and harness occupational self-efficacy. Practical steps must be taken to deliver the interventions that can empower the employee to tackle workplace bullying and improves self-efficacy. This study also identified limitations and future research options.

FACTORIAL INVARIANCE OF THE GENERIC JOB SATISFACTION SCALE IN ARGENTINA AND BRAZIL

The aim of the present study was to analyse the factorial invariance of the Mac Donald and Mac Intyre´s Generic Job Satisfaction Scale in Argentina and Brazil. An instrumental cross-sectional study on a non-probabilistic sample of workers (nArgentina = 663, nBrazil = 672) was developed. The data were analysed through a multi-group factor analysis using a progressive evaluation strategy. The results indicate that the scale is invariant configural (SBχ2/gl = 2.06, GFI = .96, CFI = .97, RMSEA = .03), metric (ΔGFI = .009, ΔCFI = .008, ΔRMSEA = .006) and scalarly (ΔGFI = .007, ΔCFI = .009, ΔRMSEA = .004); whereas, partially invariant at a strict level, after releasing the restrictions on the residual variances of three items. In turn, the comparison of latent and observed means shows that Brazilian participants are more satisfied with their jobs (MBrazil = 3.86, SDBrazil = .91, MArgentina = 3.52, SDArgentina = .90, t = 8.54, p &lt; .000; CR = 11.062, p &lt;.000), although it is small effects (d = .37; r = .18). The results obtained indicate that the scale is adjusted to the model of strict factorial invariance, except for three of its items that only reach strong invariance.

PARANOIA AND JOB SATISFACTION

The present study investigated the relationship between paranoia and job satisfaction. Paranoia is defined as suspiciousness and the feeling of being threatened even if there is no proof of real threat. Paranoia is a concept that is often ignored in researches in Pakistan and rarely explored in context of any concept related to occupational life. After a detailed literature review, it was hypothesized that paranoia would be negatively correlated to job satisfaction. The sample of the present research consisted of 154 professionals (77 male, 77 female) from different work settings. Paranoia was measured with the Feingstein Paranoia Scale Urdu version (FPSU) and job satisfaction was measured by the Generic Job Satisfaction Scale (GJSS). Statistical analysis though Pearson Product Moment Correlation indicates that there is a strong negative correlation between paranoia and job satisfaction. Recommendations for employers and policy makers, avenues of future researches are discussed.

Utrecht work engagement scale in Chile: measurement, reliability and validity

Work engagement se describe por dedicación, vigor y absorción. La medida de work engagement más utilizada es la escala de Utrecht (UWES). Esta investigación tiene como objetivo estudiar las propiedades psicométricas de la versión abreviada de dicha escala (UWES-9) en el contexto laboral chileno. Se usó un diseño de encuesta transversal, a una muestra por conveniencia (n = 255). La encuesta usó la escala UWES-9 (Schaufeli &amp; Bakker, 2003), la escala de empoderamiento psicológico de Spreitzer (1995) y la escala de satisfacción laboral genérica (Macdonald &amp; MacIntyre, 1997). Se calculó el índice de confiabilidad (alpha), dando una buena consistencia interna. Las tres dimensiones de la escala se correlacionaron en gran medida por lo que no fue necesario eliminar ítems. Con respecto a la validez de constructo, work engagement se correlacionó en la dirección esperada (positiva) con empoderamiento psicológico y satisfacción laboral. Se discuten implicaciones gerenciales y desafíos para la investigación futura.

The circular relationship between job satisfaction and job performance mediated by psychological capital

The present study aims, on the one hand, to verify whether PsyCap as a second-order construct has a higher mediation effect than each of its four components taken as separate mediators (efficacy, hope, resilience, optimism) in the relationship between job satisfaction and job performance. The second objective was to compare two mediation models. In the first model PsyCap mediates the relationship between job satisfaction and job performance and in the second model PsyCap mediates the relationship between job performance and job satisfaction. The participants were 280 employees in Romanian organizations aged between 18 and 68, M = 32.96, AS = 10.10. Three questionnaires were used: Psychological Capital Questionnaire (PCQ), Goodman and Svyantek Performance Scale, and The Generic Job Satisfaction Scale. The results showed that indeed the mediation estimates for PsyCap were higher than the estimates for its four components, regardless of the direction of the satiation-performance relationship. At the same time, through psychological capital, job satisfaction determines an increase in job performance, and job performance determines an increase in job satisfaction.

The circular relationship between job satisfaction and job performance mediated by psychological capital

The present study aims, on the one hand, to verify whether PsyCap as a second-order construct has a higher mediation effect than each of its four components taken as separate mediators (efficacy, hope, resilience, optimism) in the relationship between job satisfaction and job performance. The second objective was to compare two mediation models. In the first model PsyCap mediates the relationship between job satisfaction and job performance and in the second model PsyCap mediates the relationship between job performance and job satisfaction. The participants were 280 employees in Romanian organizations aged between 18 and 68, M = 32.96, AS = 10.10. Three questionnaires were used: Psychological Capital Questionnaire (PCQ), Goodman and Svyantek Performance Scale, and The Generic Job Satisfaction Scale. The results showed that indeed the mediation estimates for PsyCap were higher than the estimates for its four components, regardless of the direction of the satiation-performance relationship. At the same time, through psychological capital, job satisfaction determines an increase in job performance, and job performance determines an increase in job satisfaction.

Organisation climate mediation of the relationship between hardiness, self-efficacy, and job satisfaction among military followers

This study examined influences of organisational climate on hardiness, self-efficacy, and job satisfaction in a military setting. Data were collected from 120 South African National Defence Force (SANDF) military personnel (female = 36%; officers = 90%; age range = 24–64 years). The defence force members completed a military hardiness scale, general self-efficacy scale, workplace climate questionnaire, and the generic job satisfaction scale. Regression analyses were computed to predict job satisfaction from hardiness and self-efficacy. This was followed by moderated multiple regression analysis to examine the influence of organisational climate on the relationship between job satisfaction from hardiness and self-efficacy. The results suggest high levels of hardiness (commitment) and organisational climate to predict 71% of the variance in job satisfaction. Personal hardiness (commitment) and organisational climate strongly influence job satisfaction among military followers.

Mental distress and job satisfaction in Palestinian nurses exposed to workplace aggression: a cross-sectional study

BackgroundNurses who are exposed to workplace aggression from patients, patient relatives, or colleagues are at risk for mental health disorders and job dissatisfaction. The aim of this study was to assess the prevalence of exposure to workplace aggression and the association between mental distress and job satisfaction in nurses working in the Hebron district of the occupied Palestinian territory. MethodsIn this cross-sectional study, nurses were recruited to answer a questionnaire covering sociodemography and workplace aggression (WHO questionnaire), including exposure to physical and verbal aggression and bullying. We assessed mental distress with the General Health Questionnaire (GHQ-30) and job satisfaction with the Generic Job Satisfaction scale. Associations between workplace aggression and mental distress and satisfaction were estimated from χ2 tests and linear regression analyses using Stata/IC10. The study was approved by the ministry of health. Written informed consent was provided by all participants. FindingsIn 2012, we recruited 372 registered nurses from the Hebron governorate. 28 (8%) nurses were excluded, and the final sample (n=344) included 213 (62%) women and 131 (38%) men. The prevalence of aggression of any kind was 27%. 17 (5%) nurses had been exposed to physical aggression, 83 (24%) had been exposed to verbal aggression, and 25 (7%) had been exposed to bullying. Men reported a higher prevalence of bullying than women (12% of men vs 5% of women). The prevalence of exposure to physical aggression, verbal aggression, and bullying was highest in young nurses. After adjusting for covariates, nurses exposed to verbal aggression reported 2·9 units (95% CI 0·02 to 5·6; p=0·04) more mental distress than non-exposed nurses. Bullying was associated with a 2·6 unit (95% CI −5·1 to −0·14) reduction in job satisfaction score. InterpretationNearly a third of nurses in this study reported exposure to some sort of aggression. Nurses exposed to verbal aggression reported more distress than nurses who had never been exposed to verbal aggression. Bullying was associated with reduced job satisfaction. Because the study had a cross-sectional design and both exposure and outcomes were measured using self-report, the results should be interpreted with caution. FundingThe Norwegian Programme for Development, Research and Education (NUFU pro x1 50/2002 and NUFUSM-2008/10232) and The National Norwegian State Education Loan Funds.

Job satisfaction and mental health of Palestinian nurses with shift work: a cross-sectional study

BackgroundShift work is associated with sleep disturbances, mental health problems, and job dissatisfaction. Disparities between male and female nurses in the effect of shift work on mental distress and job satisfaction have been scarcely studied. We aimed to examine differences between female and male nurses in the associations between shift work and job satisfaction and mental health. MethodsIn this cross-sectional study, male and female nurses were recruited to rate their job satisfaction on the Generic Job Satisfaction Scale and to complete the General Health Questionnaire (GHQ-30). Associations between shift work, mental distress, and satisfaction were estimated from χ2 tests and linear regression analyses using Stata/IC10. The study was approved by the ministry of health. Written informed consent was provided by all participants. FindingsIn 2012, we recruited 372 registered nurses from the Hebron governorate in the occupied Palestinian territory. 28 (8%) nurses were excluded, and the final sample (n=344) included 213 (62%) women and 131 (38%) men. 338 nurses rated their job satisfaction, and 309 nurses completed the GHQ-30. After adjusting for covariates, men with shift work reported significantly lower job satisfaction (β-coefficient −3·3, 95% CI −6·2 to −0·5) than men with day schedules. Women with shift work reported significantly higher levels of mental distress (3·6, 95% CI 0·3 to 7·0) than women with day schedules. Distress was reported by more women than men, but this difference concerned only nurses working day shifts. No differences in job satisfaction associated with shift work was seen between men and women. We found no demonstrable interaction between sex and shift work for job satisfaction (β-coefficient −1·6, 95% CI −4·4 to 1·2) or distress (−0·03, 95% CI −5·3 to 5·3). InterpretationShift work was associated with low job satisfaction in male nurses and high distress in female nurses. Because the study had a cross-sectional design and both exposure and outcomes were measured using self-report, the results should be interpreted with caution. Further studies should investigate whether shift work affects the quality of patient care. FundingThe Norwegian Programme for Development, Research and Education (NUFU; NUFU pro x1 50/2002 and NUFUSM-2008/10232) and The National Norwegian State Education Loan Funds.

A Study of Job Satisfaction, Job Stress and Quality of Life in Auxiliary Health Care Workers of a Public Tertiary General Hospital

Stress is a contributing factor to job stress, lack of satisfaction at work and poor quality of life. Job stress and job satisfaction are interlinked in most organizational settings. The present study aimed to assess the quality of life, level of job stress and level of job satisfaction amongst hospital staff in a public tertiary general hospital. The sample consisted of 110 workers from the hospital across various departments and classes of work. The sample was administered the WHO Quality of Life questionnaire brief version, the Workplace Stress Scale and the Generic Job Satisfaction Scale. The sample was divided as per the department in which they worked and the type of work involved. The scores on various scales were statistically analyzed. It was observed that quality of life was highest amongst those working in psychiatry and the ICU settings. Job stress (p < 0.0001) and job satisfaction (p = 0.0469) was significantly greater amongst psychiatry and medicine department staff. Amongst various groups student nurses had higher QOL scores (p = 0.013) as well as lower job stress (p = 0.04) scores. Job stress (r = −0.4457) and job satisfaction (0.3797) were correlated negatively and positively to the scores on the QOL scales. It is essential that job stress be addressed in hospital staff as well as measures adopted to enhance job satisfaction which may in turn improve quality of life in this group.

Shift work, mental distress and job satisfaction among Palestinian nurses.

BackgroundAssociations between shift work (SW) schedules, mental distress and job satisfaction have never been completely described.AimsTo examine gender-specific associations of SW with mental distress and job satisfaction in nurses in Hebron District, Palestine, in 2012.MethodsDetailed information on work schedules (day versus shift), socio-demographic status, mental distress (General Health Questionnaire, GHQ-30) and job satisfaction (Generic Job Satisfaction Scale) in nurses employed in Hebron District, Palestine, was obtained through a questionnaire survey. Associations of SW and outcomes were examined by linear regression analysis.ResultsOf 372 nurses eligible for the study, 309 and 338 completed surveys regarding mental distress and job satisfaction, respectively. The sample comprised 62% women and 38% men. After adjusting for covariates, women working shifts reported significantly higher levels of mean mental distress [β coefficient 3.6; 95% confidence interval (CI) 0.3–7.0] compared with women working regular day shifts. Men working shifts reported significantly lower levels of job satisfaction (–3.3; 95% CI –6.2 to –0.5) than men working regular day shifts. Women reported higher levels of mental distress than men, but this was unrelated to work schedule.ConclusionsIn this study, nurses working shifts reported higher levels of mental distress and lower levels of job satisfaction, although these associations were weaker when adjusted for potential covariates. There was no evidence of a gender differential in the association between SW and mental distress and job satisfaction.

Workplace aggression, psychological distress, and job satisfaction among Palestinian nurses: A cross-sectional study

BackgroundNurses can be exposed to aggressive behavior from patients, patient's relatives, colleagues and visitors. PurposeTo determine the prevalence of workplace aggression among Palestinian nurses in the Hebron district and to examine cross-sectional associations between exposure to workplace aggression and the occurrence of psychological distress and job satisfaction. MethodsOf 372 nurses eligible for the study, 343 were included (response rate of 92.2%). The sample comprised 62% females and 38% males. The participants responded to questions about their socio-demographic status, workplace aggression (WHO questionnaires), psychological distress (General Health Questionnaire, GHQ-30), and job satisfaction (Generic Job Satisfaction Scale). ResultsNinety-three (27.1%) of the respondents reported exposure to workplace aggression of any kind. Seventeen (5%) reported exposure to physical aggression, 83 (24.2%) reported exposure to verbal aggression, and 25 (7.3%) reported exposure to bullying. The patients and the patients' relatives were the main sources of physical and verbal aggression, whereas colleagues were the main source of bullying. Males reported a higher prevalence of bullying than females. Younger nurses reported a higher prevalence of exposure to physical aggression, verbal aggression and bullying. Verbal aggression was associated with more psychological distress. Bullying was associated with lower job satisfaction. ConclusionsMore than a quarter of the nurses reported that they had been subject to some sort of aggression at the workplace. Verbal aggression was associated with higher psychological distress. Workplace bullying was associated with lower job satisfaction. Increased awareness and preventive measures to address this problem among health care workers are warranted.

Burnout, Psychological Distress and Job Satisfaction among Secondary School Teachers in Enugu, South East Nigeria

Teachers in all levels of education are very crucial in the educational development of any society and their satisfaction will basically affect the quality of services they render to the educational sector. However, the teaching profession is associated with a lot of stress arising from work overload and poor remuneration. This can lead to high prevalence of burnout, psychological distress and low level of job satisfaction among teachers. This study assessed the prevalence of burnout, psychological distress and job satisfaction among teachers in secondary schools in Enugu, south east Nigeria. The Maslach burnout inventory, the General health questionnaire (GHQ-12) and the Generic job satisfaction scale were used to assess 432 teachers working in secondary schools in Enugu south east Nigeria for prevalence of burnout, psychological distress and level of job satisfaction. The prevalence of burnout was 40% for emotional exhaustion, 39.4% for depersonalization and 36.8% for reduced personal accomplishment. 32.9% had psychological distress while 39.6% had low level of job satisfaction. There was high prevalence of burnout, psychological distress and low level of job satisfaction among the teachers.