Generally, I think the subject of education is the student and the teacher. It is true that the role of education administration jobs is underestimated in many ways. However, unless educational space for teachers and students and educational materials as a means to deliver knowledge are full established and well managed, the expectation of education accomplishment would be low. Thus, this research is to reconsider the role of education administration and to find out the way of improving the function of educational administration by enhancing the level of job satisfaction.
First of all, I analyzed the basic theories and previous studies on job satisfaction and determined the factors that have impact on it on the basis of them. The factors that influence job satisfaction involve the aspect of job itself, the aspect of institution, and the aspect of operation. Here, the aspect of institution is categorized into personnel system, compensation system, and education training. The aspect of operation is composed of job condition, interpersonal relationship and communication, possibility of development and acknowledgment.
As the first result of the research, the satisfaction of the job itself was 3.14 which indicated the overall satisfaction of it. In view of an individual feature, with respect to the level of job satisfaction, women's level is higher than men, local school staff than those who work in the institution of education administration. In terms of work post, the level of 7th and 8th grade civil officers' satisfaction was lower. As a way of improving it, communication and full discussion are needed in developing a work system and an instruction and a guideline from higher institutions are required to separate teachers' jobs from the jobs of education administration. There should be no discrimination against men and women in terms of working places.
As the second result, the level of satisfaction on the personnel factor was 2.73 that was very low. Particularly, it indicated so low a level with respect to fairness and equality of transfer that it is desirable to establish an objective standard for fair personnel management and to open the consequence of it. With regard to the compensation factor, in deciding the initial salary, the salary class should acknowledge the graduation of university and a system of extra benefit regarding individual jobs should be set up. When it comes to education training, perfunctory training programs that are not helpful should be terminated and the programs should be developed to contribute to practical help.
With respect to the job condition of operational factor, the level of satisfaction was 3.36 that indicated an overall satisfaction. Regarding interpersonal relationship and communication, it was 3.45 that indicated the high satisfaction and simultaneously indicated a low satisfaction with regard to discretionary authority in performing a job out of other five items. Therefore, instead of a chief officer's detailed instruction who is in charge, a leadership to trust officers is required. Finally, with respect to the possibility of development and acknowledgement, the level of satisfaction was 2.88 that indicated a low point relatively. Its solution would be that civil servants should understand the feature of individual job and work on it with fruitfulness and confidence.
As the factors that influence job satisfaction, the institutional factor, the factor of the job itself and then operational factor indicated its high level of satisfaction in that order. Among respondents, the dissatisfaction of the institutional factor was most high. And appropriate compensation and transparent policy on personnel are essentially required since there were negative responses particularly in the areas of compensation and personnel.
Furthermore, an improvement needs to be sought by comparing the level of job satisfaction of private corporation's worker with the one of civil servants confined to education administration.