International Journal of Current Science Research and Review ISSN: 2581-8341 Volume 05 Issue 12 December 2022 DOI: 10.47191/ijcsrr/V5-i12-21, Impact Factor: 5.995 IJCSRR @ 2022 www.ijcsrr.org 4594 * Corresponding Author: Paul Tirop Arusei Volume 05 Issue 12 December 2022 Available at: ijcsrr.org Page No.-4594-4606 Career Advancement and Participatory Decision Making of Teachers: Predictor on Job Satisfaction in Public Primary Schools in Nandi County, Kenya Paul Tirop Arusei 1 , Ursulla Achieng Okoth 2 1,2 Department of Educational Management policy and Curriculum Studies, University of Nairobi ABSTRACT: The purpose of this study is to investigate career advancement and Participatory decision making of the teachers by head teachers as a predictor of job satisfaction in public primary schools in Nandi County, Kenya .This study was guided by the following objectives: To determine the extent to which head teachers encourage Career advancement influence teachers’ job satisfaction .To determine the extent to which participatory decision making by head teachers influence teachers job satisfaction. A descriptive research design was used. The study was anchored on two factor theory Herzberg-hygiene theory developed by Fredrick Herzberg (1968) and job characteristics Model by Hack man and Oldham (1980). The target population for the study was 691head teachers and 5470 teachers in 691 primary schools. The total sample was 548 teachers. Multi- stage random technique and Simple random sampling were used. The data collection instruments were questionnaires. Validity was done through pilot study and content validity was used to check the representation of the research questions in the questionnaires. The reliability was tested using Pearson‘s Moment Co-efficient approach. The results from questionnaires were interpreted and analyzed using frequencies’ percentages ‘and means. Data was analyzed using descriptive and inferential statistics. Qualitative data was analyzed using Analysis of Variance(ANOVA).The results shows that the null hypothesis H01 was rejected which implies that there was a relationship between head teachers ’involvement in career advancementof teachers and teachers’ job satisfaction. This implies that when head teachers ’involve teachers in career advancementthe teachers feel encouraged and satisfied.Career advancement had an influence on teachers’ job satisfaction. This shows participatory decision making by head teachers had some influence on teachers’ job satisfaction. From the findings, results from testing of the null hypothesis Ho2. The null hypothesis H02 was rejected which implies that there was a relationship between head teachers involving teachers in decision making and teachers’ job satisfaction. Thi s implies that when head teachers involve teachers in critical decision making in schools they feel part and parcel of well being of the school hence feel satisfied. They head teachers should recommend teachers for promotion and mobilize parents by involving Board of Management so as to get resources.The government through the ministry of education should: provide policies on Career advancement are effective and that it does not interfere with the teachers schedule in school. The Quality Assurance Service should ensure they act as key monitors’ especially in supervision and encourage job satisfying practices through collaborative decis ion making. The government through the ministry of education should: Consider teachers are involved in decision making in school on matters education to ensure participation of all teachers is paramount in order to ensure that teachers are satisfied with their jobs. KEYWORDS: Career advancement, Participatory decision making and job satisfaction. 1. BACKGROUND TO THE STUDY According to James & Hannah (2013), Job satisfaction is an important element in work situation and has been associated with increased a committed to the organization. Employee satisfaction has been an important issue for academicians and scholars. High levels of absenteeism and staff turnover has affected various organizations, very few organizations has made job satisfaction a top priority, because of failure to understand the significant opportunity that lies in front of them. Organization that create work environment that attract, motivate and retain hard-working individuals was better position to succeed in a competitive environment that demands quality and cost- efficiency. Kumari (2011), job Satisfaction is a set of favorable or unfavorable feelings and emotions with which employees view their work. A person with high level of job satisfaction holds positive feelings about the job, while a person who is dissatisfied with job holds negative feelings about the job. Job satisfaction is an important concern for both the employee as well as the employer as it has an impact on much organizational behavior