Eureka! Institutional Repository

The present study investigates the job satisfaction of school principals in public schools. The theoretical part refers to the various theories and forms of management and leadership in organizations in general while special importance is given to leadership in educational units and the specific role of the school leader in particular. Theories of job satisfaction in education in general are analysed with particular emphasis on the satisfaction that school principals derive from their work as well as their collaboration with the various school and non-school stakeholders. School principals have a number of responsibilities and play a key role in the smooth running of schools. They are responsible for carrying out extensive educational and administrative tasks while in critical circumstances they are very often the ones to receive criticism. The study, which is based on a combination of quantitative and qualitative research methods, uses a sample of an overall of 66 principals who serve in primary and secondary schools aiming at examining the extent of their job satisfaction in connection to a variety of aspects in their work environment. In particular, the study used quantitative analysis in the form of a questionnaire on a sample of 62 principals while qualitative research was conducted on a further 4 principals, of which 2 serve in primary schools and 2 in secondary schools. Both the questionnaire and the interviews examine the aspects that school managers derive satisfaction from on the one hand as well as the factors that cause them concerns and problems on the other. The most important findings of the study are based on the fact that that school principals are generally satisfied with their work and their cooperation with other stakeholders turns out to be considerably constructive despite inhibitory factors such as conflicts with colleagues or bureaucratic procedures. It is apparent that the majority of school principals in this study like their job and their function as school leaders in particular, they set off with a vision which they aim to see realised to the greatest extent possible. This very aim is their incentive to continue doing their job.