Work Commitment, Human Resources Management Practices, and School Climate: A Causal Model on Job Satisfaction of Teachers

This study investigates the relationship between work commitment, human resources management practices, and school climate to job satisfaction among teachers. This research employs a quantitative, non-experimental, descriptive-causal design, utilizing the structural equation modeling (SEM) technique to create the best-fit model. Data was collected from a survey using an adapted and standardized questionnaire from 400 teachers selected randomly from religious higher education institutions in the Davao Region, Philippines. To determine the significance of the relationship between the exogenous and the endogenous variable, statistical tools were used for data analysis, including mean, standard deviation, Pearson product-moment correlation, linear regression, and SEM. Based on the findings, the levels of work commitment, school climate, and job satisfaction among teachers are very high, while the level of human resources management practices is high, with a significant relationship among these variables, confirming that all exogenous variables significantly influence job satisfaction of teachers thus, the null hypotheses were rejected. Additionally, the three exogenous variables significantly influence job satisfaction, with school climate having the most significant influence. Model 3 was identified as the best fit among the three generated models. Finally, based on the result, it can be assumed that the job satisfaction of teachers in religious HEIs in the Davao Region was best anchored in commitment to students and commitment to school career growth opportunities, performance appraisal, training and development, and recruitment and selection and structural organization, environmental adequacy, professional development, teaching and learning, leadership, socio-emotional safety, and physical safety. Finally, the study provides valuable insights for formulating well-informed policies, programs, and practices to enhance teachers job satisfaction.