Job Satisfaction and Intention to Continue in Work among Syrian Pre-University Teachers

This study explores the dynamics of teacher job satisfaction among Syrian pre- university teachers and its impact on their intention to continue working (ICW). Grounded in psychological contract theory and leader–member exchange (LMX) theory, the study conceptualises job satisfaction as a function of reciprocal expectations and relational quality within school environments. Data were collected through questionnaire surveys administered to pre-university school teachers in Syria, yielding 1023 valid responses. Descriptive statistics and regression analysis were employed. The findings indicate that teacher retention is significantly shaped by both relational and structural factors, rather than presenting a simple list of correlates. Specifically, positive relationships with school leadership, adequate school infrastructure, fair compensation, meaningful job roles, and alignment with institutional vision are associated with higher retention intentions, whereas excessive workload negatively affects retention. Demographic variables including age, gender, marital status, and teaching stage also influence job satisfaction and retention patterns, with younger teachers exhibiting lower engagement with infrastructure and female teachers placing greater emphasis on job security. Importantly, the study contributes novel empirical evidence from the Syrian pre-university context, which is characterised by prolonged socio-economic pressures and institutional disruption. By situating teacher retention within this underexplored and high-strain environment, the study extends existing theoretical frameworks to a non- Western, crisis-affected educational system. The findings underscore the importance of fostering supportive organisational relationships and managing workload demands to enhance teacher retention. Moreover, the integration of demographic insights provides a more nuanced basis for designing targeted, context-sensitive policy interventions that address workload, leadership development, and infrastructure investment.