本文是一篇教育管理论文，本研究框架（Herzberg，1968年）Herzberg的激励理论及其假设，员工的满意度由两类因素决定：与工作满意度相关的内在因素，如成就和认可，以及可能导致不满的外在因素，如工资和人际关系。访谈数据证实，成就、认可、晋升和工作本身等内在动机因素对小学教师的工作满意度有显著影响。
CHAPTER ONE INTRODUCTION
1.1 Overview
Teacher’s work motivation and job satisfaction have become critical topics in the field of educational research. Work motivation is a group of energetic powers from both within and beyond the active community worker (Pinder, 2008). The work motivation of teachers affects their job satisfaction in many ways. Teacher’s motivation can start both the teachers by themselves and the environment and community where he is working. It happens the feeling of fulfillment or not by affecting many from the job. The teachers who are motivated to work with efficiently and diligently in teaching in compared with those are not motivated can have positive feeling and accomplishment of his/her desire (Sargent & Hannum, 2005). In Myanmar, the teachers are divided into three categories; primary school teachers, middle school teachers, and high school teachers. Primary school teachers’ chances and opportunities, wages, and job advancement are slower than other categories. Although they have a passion and love their teaching profession, they have a moderate level of job satisfaction because of some hindrances such as the clarity of procedures, rules, and regulations of the organization, the opportunities for promotion, and the chances of the policy (Hkawn San Mai, 2016). Most of the teachers keep working in the teaching workforce until the age of retirement in Myanmar. Therefore, it is necessarily important to know what are motivated the teachers to work and how are they affect the job satisfaction of primary school teachers in Myanmar. The purpose of the study is to find out the factors affecting Myanmar’s primary school teachers’ work motivation and how their work motivation affected their job satisfaction in Yangon, Myanmar.
1.2 Background of the Problem
The Latin word “Movere” meaning to move, is the origin of work motivation (Luthans, 1999). It's a mechanism that begins with a physiological or psychological deficit or need and continues with action-driven toward an aim or reward. It is also a driving force behind the people to do. Thus, it is the individual internal and psychological process that energizes, directs, and sustains behavior towards an individual's goals. It can be described as a desire to put forward a considerable ability to achieve organizational goals centered on the need to meet the demands of specific individuals (Nzuve, 1999). In general, dualistic theories grouped motivation can be grouped into extrinsic and intrinsic motivation (Resiss, 2012). Extrinsic motivation is related to the advantages of someone motivated by external forces without internal drive and individuals’ motivational stimuli from outside, which controlled an individual’s ability to perform a task. The organization awards external incentives to a person to cheer and motivate workers to perform tasks. Intrinsic motivation arises when people e
