Factors Affecting the Job Performance of Teachers at the Small Schools under the Office of Primary Educational Service Area, Kamphaeng Phet Province, District 2

Abstract

          The objectives of this research article were: 1) to study the level of job performance efficiency of teachers at the small schools under the Office of Primary Educational Service Area, Kamphaeng Phet Province, District 2; 2) to examine the factors influencing the improvement of job performance efficiency among teacher; and 3) to propose guidelines for improving the work efficiency of government teachers. A mixed-methods research design was used, combining both quantitative and qualitative approaches. A questionnaire was employed as the main instrument, with a reliability coefficient of 0.875. The quantitative sample consisted of 254 government teachers working at the small schools. Data analysis included percentage, mean, and standard deviation. For the qualitative part, the sample consisted of 20 participants, including school directors, government teachers, and school administrative staff from small schools. The management at the small schools is conducted under conditions of limited budget and personnel. Nevertheless, their school faculty and staff can deliver high-quality teaching and learning. These civil servant teachers have knowledge, and capabilities equivalent to those at the larger schools; however, the key difference lies in the budget allocation for the instructional development and the improvement of the school buildings and facilities.

          The findings revealed that

          1. The overall level of work efficiency among government teachers was high.

          2. The factors affecting the improvement of the job performance efficiency among teachers included: 1)quality of work 2)timeliness and promptness in task execution 3) achievement of goals, and 4) resource efficiency.

          3. The approaches for improving teachers' job performance efficiency included: 1)encouraging teachers to develop their job performance skill, 2)providing motivation and morale support in their work. 3) reducing non-teaching workloads. 4)enhancing effective communication. 5)establishing clear policies and operational directions. and 6) implementing continuous monitoring and evaluation of job performance.