Evaluation of competency and job satisfaction by positive human psychology among physical education teachers at the university level: A systematic review

Abstract

The study aimed to determine how a teacher’s competency at the university level related to professional commitment and job satisfaction. This systematic review intends to determine physical education teachers’ competency and job satisfaction. One of the main objectives of physical education programs is to increase various activities of the student, especially physical activities and participation in it. Students who participate in physical activities feel a variety of emotions, and these may enhance their mental and physical well-being. The study concerns the teachers’ satisfaction in effectively influencing and teaching the students. Job satisfaction refers to teachers’ feelings and positive attitudes toward their work. The five components of job satisfaction are pay, promotion, supervision, co-workers, and work itself. Job satisfaction is broken down into these five components. Work as a teacher is one of the most important components of a teacher’s or teacher’s success at work and one of the key criteria for the school’s achievement. Electronic libraries were explored, including Google Scholar, PubMed, Embase, Bing Academic, and Cochrane. Appropriate keywords were used for searching the literature. By applying certain inclusion and exclusion criteria, the final studies were selected for evaluation. The study’s findings showed that physical education instructors had high levels of teaching competence and moderate levels of job satisfaction. The findings demonstrated that job satisfaction and competency rise when degree levels rise, and relatedness, skill, and autonomy self-motivation ensue. Students’ motivation for physical education was greatly influenced by the teachers’ support, motivation, and mastery climate. The self-determination theory positively enhances physical education from the teacher’s perspective on PE, increasing instruction effectiveness.

A study on the relationship between teacher competency and job performance under human resource management in higher education

“…Chen and Schaubroeck (2002) concluded that job performance reflects whether a person is effective at what they do or whether they demonstrate good competency. Other studies on the relationship between teacher competency and job performance have confirmed that teacher competency is positively related to job performance (Demir, 2015;Runhaar et al, 2013); that is, the teacher competency level determines individual performance and is a good predictor of individual performance (Yan et al, 2022). Moreover, Rahmatullah (2016) found that increasing teacher competency effectively improved teacher performance among 150 teachers in Indonesia and that continuous learning and competency improvement resulted in higher teacher performance.…”

“…Human resources refers to the sum of physical and mental resources that people have to contribute to the creation of value and can be utilized by the organization (Armstrong and Taylor, 2009). As universities' most important and core human resources, teachers' overall quality, teaching performance, research performance, and social service ability profoundly impact universities' education level and the quality of talent cultivation (Taylor and Ttyler, 2012;Yan et al, 2022). Competency assessment is the theoretical foundation of and an important tool for HRM (Rajpal, 2016;Katz and Raths, 1985).…”

Motivation Systems Evolution and Their Impact on Employee Satisfaction in a Modern Workplace on the Example of IT Industry

“…Another domain that was reviewed is motivation in education, where Yan et al (2022) found that teacher competency at the university level is related to professional commitment and job satisfaction, emphasizing the need for qualified teachers.…”

Level of Job Satisfaction Among Vocational College Lecturers

“…Maka, kepuasan kerja pensyarah Kolej Vokasional adalah penting diberi perhatian untuk meningkatkan kualiti pendidikan dan mempromosikan pertumbuhan ekonomi. Antara faktorfaktor yang menyumbang kepada kepuasan kerja seperti keadaan kerja, kedudukan gaji, penyeliaan pengarah, rakan sekerja, dan peluang kenaikan pangkat (Fareza & Tentama, 2020;Setyaningsih & Sunaryo, 2021;Yan et al, 2022).…”