شبكة المعلومات العربية التربوية

This study aimed to determine the education supervisors' assessment of work stress they have, decide their job satisfaction. The study also aimed to identify the link between the supervisors' work stress and their job satisfaction. The researcher used the descriptive analytical method. The study included a sample of 189 male and female supervisors of the Ministry of Education and Higher Education and UNRWA. To achieve the pre-mentioned aims, the researcher prepared a two-part questionnaire: work stress (9 parts) and job satisfaction (6 parts). The total number of questions and statements is 125. The researcher used the SPSS program for analysis of the sample results. The researcher got these results: 1) Supervisors are under work stress of 63.34% - according to the tool used. 2) There are no statistic differences due to gender, school type, work years, or region in (α≤0.05) level in the averages of the sample's assessment of work stress. 3) There are statistic differences due to the education degree for the masters' or higher in (α≤0.05) level in the averages of the sample's assessment of work stress. Also there are statistic differences due to the variable of supervised school number for (more than 15 schools). 4) The degree of Job satisfaction among supervisors in the Gaza Strip is (63.67%) which is considered medium according to the tool used. 5) There are no statistic differences due to study variables like gender, education degree, school type, number of schools supervised, work years, and region in the averages of the assessment of the supervisor's job satisfaction. According the previous results, the study recommends the Ministry of Education and Higher Education and the UNRWA: 1) To carefully consider the issue of work stress for it has negative influence on the supervision of the education supervisors. 2) To adopt a reformative education policy and to add some amenities to the supervision work and its requirements, specially by increasing the number of education supervisors to decrease the work load, and support the supervisors seeking for higher education degrees to help lessening the level of their work stress. 3) To intentionally add improvements to the supervision system like considering providing incentives for the supervisors and backing their career and professional growth. This demands the adoption of a flexible policy of promotions and remunerations, granting the supervisors extra bonuses, easing their having scholarships and/or loans for higher education and achieving their professional growth, and specifying an adequate budget for extra expenses they complain about. This would hopefully satisfy the education supervisors and support maintaining their psychological stability, leading to decreasing their work stress. (Author's abstract)