A STRUCTURAL MODEL OF JOB SATISFACTION, WORK ENGAGEMENT, AND BURNOUT ON THE ORGANIZATIONAL CITIZENSHIP BEHAVIOR OF TEACHERS IN REGION XI

Dr. Josephine B. FabianESP II, Lapulapu ES, San Roque

District, DepED Division of Davao CityContact #: 09282951270/Email :

jofabian32@yahoo.com

Background• Considerable decline in the practice of

organizational citizenship behavior (OCB)• In Africa, many teachers exhibit

unprofessional behaviors (Christine, 2011). • In Rhode Island, USA, 88 teachers were fired

because they refused to do reforms to improve their performance (Kaye, 2010).

• HEI’s do not manifest OCB at a high extent if unrewarded economically (Gantalao, 2012).

• In public schools, the alacrity to go the extra mile is waning

Objectives

• To determine the levels of job satisfaction, work engagement, burnout and organizational citizenship behavior of teachers

• To explore the relationship among job satisfaction, work engagement, burnout and organizational citizenship behavior

• To determine predictors of OCB• To establish the best fit model of

organizational citizenship behavior

Conceptual FrameworkHypothesized Model 1.docx

MethodResearch Design

Quantitative, Descriptive – correlation

Respondents 355 elementary teachers in Region XI were

selected using purposive sampling technique

Instruments Job Satisfaction Survey Utrecht Work Engagement Scale Copenhagen Burnout Inventory   Organizational Citizenship Behavior Scale

Statistical Tools Mean

• levels Pearson Product Moment Correlation

• relationships

Multiple Linear Regression Analysis • predictors

Structural Equation Modeling• interrelationships• best fit model

FINDINGS

Level of Job SatisfactionINDICATORS SUB-MEAN DESCRIPTIVE LEVEL

Nature of Work 3.94 High

Supervision 3.93 HighCo-Workers 3.73 High

Communication 3.54 High

Pay 3.46 Moderate

Contingent Rewards 3.26 Moderate

Promotion 3.23 Moderate

Fringe Benefits 3.09 Moderate

Operating Conditions 2.60 Moderate

Overall Mean 3.42 Moderate

Degree of BurnoutBURNOUT MEAN DESCRIPTIVE

LEVEL

PERSONAL 2.76 Moderate WORK 2.44 Low CLIENT 2.45 Low

OVER-ALL 2.55 Moderate

Level of Work Engagement Work Engagement MEAN DESCRIPTIVE

LEVEL

DEDICATION 4.40 High VIGOR 4.09 High ABSORPTION 4.04 High

OVER-ALL 4.18 High

Level of Organizational Citizenship Behavior

ORGANIZATIONAL CITIZENSHIP BEHAVIOR

SUB-MEAN DESCRIPTIVE LEVEL

Self-Development 4.03 High Conscientiousness 4.03 High Sportsmanship 3.98 High Civic Virtue 3.95 High Helping Behavior 3.80 High

OVER-ALL 3.96 High

Relationship of Job Satisfaction, Work Engagement and Burnout with

Organizational Citizenship Behavior

Independent Variables

Organizational Citizenship Behavior

Remarks

r p-value

Job Satisfaction

.140** 0.008 Significant

Work Engagement

.228** 0 Significant

Burnout -.105* 0.048 Significant

Predictors of Organizational Citizenship Behavior

Model

Standardized Coefficients

t Sig.Beta  (Constant)  

7.482 0 JS_tot 0.113 2.119 0.035 WE_tot 0.211 3.894 0 Burn_tot -0.014 -0.258 0.796

Note: R = .255, R2 = .065, p < 0.05, F= 8.165

Best Model Fit of OCBModel Fit Summary

INDEX CRITERION MODEL FIT VALUECMIN/DF <3.0 0.067TLI >.90 1.076CFI >.90 1RMSEA <.08 0PCLOSE >.05 0.867

Direct, Indirect and Total Effect Estimates in Hypothesized Model 4

INDEPENDENTVARIABLES

Direct Effect

P Indirect Effect

P TOTAL EFFECT

P

JS 0.116 0.025 0.009 0.449 0.125 0.017

WE 0.215 0 0   0.215 0.004

Burnout 0   -0.093   -0.093 0.004

Conclusions:

1. There is an imbalance in the intrinsic and extrinsic aspects of job satisfaction.

2. Teachers are highly engaged in their job.

3. The degree of burnout among teachers is moderate.

4. Teachers often practice organizational citizenship behavior.

5. Job satisfaction and work engagement positively correlate with OCB while burnout negatively correlates with it.

6. Only job satisfaction and work engagement predict OCB of teachers.

7. The hypothesized model 4 was the best fit model of OCB.

Recommendations:1. Establish awareness among the

teachers in terms of their JS, WE, and BO

2. Adopt intervention program integrating Hypothesized Model 4 to optimize teachers’ organizational citizenship behavior

3. Further research are encouraged to introduce other variables in exploring OCB