JOB SATISFACTION: ITS IMPACT ON THE WORK PRODUCTIVITY OF EMPLOYEES
FROM POBLACION UBOS AND IBABAO
A Thesis
Presented to the Faculty of the
HOLY TRINITY ACADEMY OF LOAY
Poblacion Ubos, Loay, Bohol
In Partial Fulfillment
of the Requirements for the Senior High School
Accountancy, Business and Management
Alcala, Joseph Neil E.
Apit, Van Madeline J.
Bantugan, Alvie James M.
Modonedo, Rolando Jr. D.
Regis, Sweet Kyla Jules A.
September 2021
TABLE OF CONTENTS
TITLE PAGE…….……………………………………………………………………………… i
APPROVAL SHEET…………………………………………………………………………… ii
ACKNOWLEDGEMENTS…………………………...………………………………………. iii
DEDICATIONS……………………………………..…………………………………………. iv
ABSTRACT…………….……………………………………………………………………….. v
CHAPTER I
I.
PAGE
THE PROBLEM AND ITS SCOPE
INTRODUCTION
II.
Rationale……..…………………………………………………..
1
Review of Related Literature…..…………………………………
4
Conceptual Framework………….……………………………….
13
Statement of the Problem…………………………………………
14
Statement of the Hypothesis……………………………………...
15
Significance of the Study…………………………………………
15
Scope and Limitation…………………………………………….
16
Research Methodology……………………………………………
16
Statistical Treatment……………………………………………….
19
Definition of Terms….……………………………………………
23
PRESENTATION, ANALYSIS, AND INTERPRETATION OF DATA ...
24
III.
SUMMARY, FINDINGS, CONCLUSIONS, AND RECOMMENDATIONS
Summary…………………………………………………………………
42
Findings………………………………………………………………….
45
Conclusions………………………………………………………………
48
Recommendations……………………………………………………….
50
APPENDICES……………………………………………………………………
53
Curriculum Vitae………………………………………………………………...
66
Bibliography…………………………………………………………………….
72
LIST OF TABLES AND FIGURES
Table 1.0 The Likert Scale……………………………………....…………..….....
18
Table 2.1 Mean Score of the Work Environment of the Employees…..………….
29
Table 2.2 Mean Score of the Work Position of the Employees…..……………….
31
Table 2.3 Mean Score of the Salary of the Employees………………….…………
32
Table 3.0 Overall Mean Score of the Employee’s Job Satisfaction……………….
33
Table 4.0 Mean Score of the Work Productivity of Employee……..……………..
34
Table 5.0 Overall Mean Score of Job Satisfaction and Work Productivity……….
37
Table 6.1 Result of the Pearson-R Test (Part 1)………………….……………….
38
Table 6.2 Result of the Pearson-R Test (Part 2)……………..……..……………..
39
Figure 1.0 Demographic Profile of Respondents in Terms of Age….…………......
24
Figure 2.0 Demographic Profile of Respondents in Terms of Gender……………...
25
Figure 3.0 Demographic Profile of Respondents in Terms of Occupation………….
26
ACKNOWLEDGEMENT
The completion of this undertaking would not have been possible without the participation
and assistance of so many people whose names may not all be enumerated. Their contributions are
sincerely appreciated and gratefully acknowledged. The researchers would like to extend their
profound gratitude to the following:
Mrs. Angelica L. Gonzales. Our thesis master, for judiciously checking our research, as
well as providing insightful comments and suggestions us in making this successful study.
Ms. Leah Grace Puti-an. Our thesis adviser, who provided us the guidance we needed
that led to the completion of our research.
Ms. Mishel Ayop. Our statistician, for her patience in helping us until we learn and for
dictating our mistakes to make them right. Her knowledge, expertise, and efforts help us to finish
this study.
The Employees. Our respondents, who patiently answered our survey questionnaires with
sincerity and honesty that led us to acquire the data we needed.
The Researchers’ Parents and Friends, for their words of encouragement and support
during the throughout the research journey.
Above all, we would like to express our heartfelt gratitude to our Almighty God. With His
guidance, we were able to create a wonderful research paper despite having limited resources. We
successfully surmounted the struggles and difficulties that we have encountered throughout the
research journey. Because of Him, our minds have been enlightened and it enabled us to draw an
appropriate conclusion in this research.
-THE RESEARCHERS
DEDICATION
ABSTRACT
The primary purpose of conducting this study is to determine whether there is a
significant relationship between the job satisfaction of the employees and their work
productivity and thus, in order to acquire an answer to this query, the researchers aimed to
determine whether the job satisfaction of the employees residing in the two central barangays
of the town of Loay: Poblacion Ubos and Ibabao have an impact on their work productivity.
Hence, the study was conducted within the two aforementioned central barangays and the
respondents consist of employees that come from various workplaces but are residing within
these two barangays, with a total of 100 employees who responded to the queries. The research
design utilized by the study is the correlational design with the application of the survey
method in order to acquire the requisite data from the respondents and the modified
questionnaires, a mix of standardized questions and researcher-made questions, were used to
collect the data from the respondents. A total of 100 survey questionnaires were developed and
distributed among 100 employees who come from various workplaces but are currently
residing in our research environment, which includes the two central barangays of Loay:
Poblacion Ubos and Ibabao and the survey was done at a span of seven days. After gathering
the data given by each respondents, it was tabulated and subjected to various statistical methods
and treatments, such as the frequency, percentage, weighted mean, T-test, and Pearson-R test
to validate the data gathered. Based on the data analysis, the researchers found out that when
the work environment is correlated with the work productivity of the employees using the
Pearson-R test, it was concluded that the relationship between them is insignificant and the
null hypothesis is accepted, thereby, indicating that the work environment does not directly
impact the work productivity of the employees as most of the employees possess the flexibility
to adapt to any type of work environment. When the work position is correlated with the work
productivity of the employees using the Pearson-R test, it was concluded that the relationship
between them is significant and the null hypothesis is rejected, thereby, indicating that the
employees may be more motivated to work with the goal of acquiring a promotion towards
another position, thus, they tend to be more productive at work so that their efforts will be
acknowledged by their superiors. When the salary of the employees is correlated with their
work productivity using the Pearson-R test, it was concluded that the relationship between
them is insignificant and the null hypothesis is accepted, thereby, indicating that the employees
knew in the first place how much salary they’ll receive before entering such job and this
implies that the salary of the job they picked somehow meets their current needs and thus,
having a huge salary or small salary does not directly affect the employees performance as it
is already given that they always need to perform at their best with their work. Upon drawing
the conclusion, when the overall job satisfaction is correlated with the work productivity of the
employees using the Pearson-R test, a conclusion was drawn wherein the relationship between
the two is insignificant, and thereby, the null hypothesis was accepted. This signifies that the
work productivity of the employees residing in Poblacion Ubos and Ibabao are not directly
impacted with their job satisfaction.
CHAPTER 1
THE PROBLEM AND ITS SCOPE
INTRODUCTION
Rationale of the Study
People often think of a job as a source of income for workers. But jobs represent much
more for the society and the individuals. Countries grow, for instance, when more people work,
when each job in the economy becomes more productive, and when people move from low to
higher productivity jobs. A good portion of the reduction in poverty that we have seen
worldwide can be explained by an increase in the labor income of the poor, their main source
of income. Jobs also contribute to the accumulation of human capital and promote social
stability. A young person who is employed learns on the job, gains experience, makes other
workers in the economy more productive and is less likely to engage in risky or criminal
activity. Women who work also tend to invest more in the human capital of their children.
Ultimately, jobs give the individuals a sense of identity, affect their level of well-being and
determine whether they feel self-fulfilled or alienated, whether they are likely to start or join a
revolution, and whether or not they vote and for whom.
Job satisfaction is defined as a feeling or state of mind of an employee towards his work
and organization. Job satisfaction is influenced by various factors like the nature of work,
quality of work, relationship with the immediate supervisor, compensation, benefits, job
security, working culture and environment. Job satisfaction represents an individual’s
willingness to perform his task with a positive attitude resulting in a positive outcome. In
today’s scenario, managing the employees is a key concern with the management. Studies and
researches have demonstrated a large impact of job satisfaction on the motivation of workers,
while the level of motivation has a positive impact on productivity, performance of any
business organizations.
2
Job satisfaction is a major factor in any organization to drive its employees in order to
confer efficient results. Motivation is the key factor resulting in job satisfaction. Motivation theory
of an organization is the best way to satisfy the employees which results in better performance and
an outstanding yield which in turn leads to increased productivity in the organization. Job
satisfaction plays a critical role when it comes to effectiveness and efficiency of any business. It
is the employees within an organization who are considered as the best asset and the ladder to
success. When the organization regards its employees considerably and keeps them satisfied then
involuntarily it stays in the market for long without any conflicts/problems.
The employee is an essential element in the process of implementing the enterprise's
mission and vision, especially in the production sphere. Employees should meet the performance
criteria set by the organization to ensure the quantity and quality of their work. To meet
organizational standards, employees need a work environment that allows them to work freely
without problems that can stop them from reaching their full potential. They also need appropriate
superior that will provide them with this environment, but above all, he will motivate them to work
in the right way, make them feel satisfied with their work. Each person has different criteria for
measuring own job satisfaction. The factor that influences it, is the style of management, but also
payments, working hours, schedule, benefits, stress level and flexibility. Job satisfaction is related
to productivity, motivation, work performance and life satisfaction, which means that this also
applies to the private lives of employees. It should be remembered that job satisfaction affects the
employee's feeling of security in the enterprise. A satisfied employee feels better in the company,
perform better his work, but above all feels safe when it comes to his future and work in the
enterprise. That is why job satisfaction is such an important element of the work safety.
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Job satisfaction hence increases the morale and loyalty of employees in an organization
which will lead to increase in the overall organizational effectiveness. This research focuses on
job satisfaction and how it can lead to the increase in the productivity of the employees within a
certain workplace. The researchers firmly believe that there is no direct correlational relationship
between job satisfaction and work productivity. Hence, through this study, the researchers are
aiming to determine whether the employees residing within the two barangays in the town of Loay;
Poblacion Ubos and Poblacion Ibabao, who come from various workplaces, are satisfied with the
environment where they work, their current role and position within the workplace, and the amount
of compensation they gain for the work and services they rendered in order to determine how these
three components of job satisfaction affect their work productivity and in the process, the
researchers will be able to identify the aspects of the employee’s work that increase and lessen
their productivity and satisfaction.
4
Review of Related Literature
Job satisfaction can be defined as a sense of employee achievements and success. It is
generally believed that it is directly related to productivity and work performance, as well as to
personal well-being. Job satisfaction means doing the work one likes, doing it well and being
rewarded for own efforts (Kaliski, 2007; Aziri, 2011). People can also have different approach to
various aspects of their work, such as the type of work they are doing, colleagues, superiors or
subordinates and their salary (George and Jones, 2008). Different motivation style and leadership
style can work in different way on every employee, resulting in increased work performance and
job satisfaction. Therefore, job satisfaction is an essential element motivating employees and
encouraging them to achieve better results (Raziq and Maulabakhsh, 2015). Job satisfaction can
be defined as the extent to which an employee is content with the rewards his job, particularly in
terms of intrinsic motivation. Job satisfaction is linked to that individual’s behavior in the work
place (Statt, 2004). The term job satisfaction refers to the attitude and feeling people have about
their work. Positive and favorable attitude towards the job indicate job satisfaction likely, negative
and unfavorable attitude towards the job indicate job dissatisfaction.
According to Aziri (2011), job satisfaction is considered as one of the main factors of the
effectiveness and efficiency of business organizations. In fact, the new managerial paradigm,
which insists that employees should be treated primarily as someone who has their own needs and
personal desires, is a very good indicator of the importance of job satisfaction in modern
enterprises. Analyzing job satisfaction, it can be concluded that a satisfied employee is a happy
employee and a happy employee is successful employee. Job satisfaction is the collection of
feeling and belief that people have about their job. People’s degrees of job satisfaction can range
from extreme satisfaction to extreme dissatisfaction. In addition to have attitude about their job,
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people also have attitude towards various aspects such as nature of work, coworkers, supervisors
or subordinates and their pay (George et al., 2008).
According to Sunyoto (2012), the work environment is everything that is around the
employee and that can affect him in carrying out the responsibilities and duties assigned
to him. While job satisfaction, according to Robbins and Judge (2011), is a positive feeling
of employees towards the work they do and is the result of an assessment of the
characteristics of their work. In doing work, an employee needs to be in touch or need to interact
with superiors and coworkers, employees must also follow the policies and rules that have been
set, reach existing performance standards, work in conditions of work that are felt to be less
suitable and other such things. Another opinion was conveyed by Colquitt, LePine and
Wesson (2017), in which they stated that job satisfaction is the level of satisfaction or pleasure
that an employee gets as a result of his assessment of the work he does or the work experience he
has ever experienced.
Employees in the banking, telecommunications sector and universities in the City of
Quetta, Pakistan, being the object of research conducted by Raziq and Maulabakhsh (2015),
which explains that the work environment has a positive and significant effect on job satisfaction.
The findings were confirmed by the results of investigations from Wibowo, Musadieq, and
Nutjahjono (2014) who explained that the work environment at PT. Telekomunikasi Indonesia
Kandatel Malang has a positive and significant effect on job satisfaction of its employees. Sitinjak
(2018) also confirms that the physical and non-physical work environment of PT. Partners, have a
significant effect both partially and simultaneously.
The work environment greatly influences employees in terms of the degree of work
error, the level of innovation, collaboration with other employees, the level of attendance
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and how long they stay in their jobs (Al-Anzi 2009). There are also a number of related factors
that make the work environment affect employee performance such as the extent to which the
tasks that become work can be interesting and enjoyed by employees, opportunities for
employees to develop special abilities and maximize their capacity, information and authority
given by the company is adequate or not assistance and equipment used in working properly,
colleagues who are friendly and always willing to help, the opportunity to be able to observe
the work, competent supervision, and given clear responsibilities (Chandrasekar, 2011).
Even the physical layout of the workplace such as furniture, noise, lighting, temperature,
overall comfort, physical security, air quality at work, informal and formal meeting areas,
availability of quiet areas, privacy, private storage areas, work areas, etc., impact on employee
performance, because a good and comfortable work environment usually improves employee
performance, and vice versa if the environment is not good it will risk reducing employee
performance (Nguyen, Dang & Nguyen, 2014). Therefore, improving the work environment can
reduce complaints and absenteeism while increasing employee performance. Leblebici (2012)
believes that the quality of the physical environment can greatly influence the ability to recruit and
retain talented people from an organization. According to his research, people who work in
uncomfortable conditions can experience low performance and cause high absenteeism and
turnover. In addition, Leblebici (2012) also explains that behavioral factors in the work
environment can affect employee performance which can include engagement, productivity,
morale, and comfort level. A better work environment motivates employees and results in better
performance. Working in a harmonious environment where employees are friendly and ready
to help each other and interact, and where employers support and treat everyone equally,
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can result in improved employee performance and the performance of the entire organization
(Nguyen, Dang & Nguyen, 2014; Mariam & Ramli, 2017).
The opinion of Haynes (2007) also found that the behavioral component of the
office environment had the greatest impact on office productivity. This opinion is widely
accepted that both physical and behavioral factors have a large impact on employee performance.
According to Ramli and Maniagasi (2018) and Ramli and Yudhistira (2018), that if employee
performance can be optimized, the company will be able to win the rivalry of business
competition. Rosita (2016) also encountered a situation where the employee's performance
was increased, the organization's progress would be achieved so that the company could
maintain its performance.
Colquitt, LePine and Wesson (2017) describe that the relationship of job satisfaction on
employee performance is very close so that the effects of both must be considered by the
organization. Wibowo (2013) also narrated about job satisfaction as a performance predictor,
because employee performance along with job satisfaction has a moderate effect between one
another. Employees who are satisfied will increase their performance, so that the positive
effects for the company will increase (Ramli, 2018), while the negative effects such as employee
turnover will decrease (Ramli, 2019). The results of investigations made by Indrawati (2013) and
Barlian (2016) explain their findings that job satisfaction has a positive and significant effect
on employee performance.
Since high levels of absenteeism and employee turnover can affect a company’s ability to
achieve its goals, it’s essential that job satisfaction and retention are prioritized. When employees
are satisfied, they are more effective, creative, productive, and motivated. One theory of employee
satisfaction is Frederick Herzberg’s Motivation-Hygiene Theory, or most commonly known as the
8
Two-Factor Theory (1959). The incorporation of this theory is said to motivate employees,
improve company culture, encourage recognition, and boost achievements. Incorporating this
theory is a way of updating and upgrading your company policies so everyone feels happy and
satisfied at work. In research on motivation, Frederick Herzberg is said to be somewhat of a
pioneer. In the 1950s, he interviewed a group of employees to identify and explore what really
made them feel satisfied at work and what made them feel highly dissatisfied. As a result of this
study, Herzberg identified two major dimensions to job satisfaction: (1) hygiene and (2)
motivation.
According to the Frederick Herzberg’s Motivation-Hygiene Theory (1959), hygiene issues
can’t necessarily motivate employees but can minimize an employee’s dissatisfaction. Elements
of hygiene all have to do with the employee’s working environment. Components included in
hygiene are organizational policies, salary allocation, working conditions and environment, and
interpersonal relationships. After organizations have placed some attention on any issues relating
to hygiene, they can then move on to focus on motivators. Motivators actually create and drive
satisfaction at work. This is done by paying attention to and fueling personal growth and
identifying what is most fulfilling to employees. Components of motivators include recognition,
feedback, achievement, daily tasks and responsibilities, and career development. These motivators
will make employees want to be more productive at work and feel more committed to the
organization.
One of the benefits of applying Herzberg’s Motivation-Hygiene Theory is that the
application of the theory gives employees more autonomy. Autonomy acts as a strong motivator
because when you give more responsibility to employees, it encourages them to take ownership of
their work. This theory also pushes organizations to take a closer look at the work environment
9
and improve working conditions so everyone can feel comfortable, safe, and happy. Implementing
this theory at work encourages more reciprocal feedback and also highlights any components of
work that need to be improved for everyone’s well-being.
Another theory that pertains to job satisfaction is the theory postulated by Abraham
Maslow in the year 1943. Maslow’s Hierarchy of Needs is “the most widely-mentioned theory
of motivation and satisfaction. Capitalizing mainly on humanistic psychology and the clinical
experiences, Abraham Maslow postulated that an individual’s motivational needs could be
arranged in a hierarchy. Once a given level of needs is satisfied, it no longer helps to motivate.
Thus, next higher level of need has to be activated in order to motivate and thereby satisfy the
individual. It presents the needs of a person as a pyramid of 5 levels. Each of them should be
fulfilled before the next one. They are: Physiological (food, shelter, nourishment), Safety (health,
security, wellbeing) and Love/belonging (build close relationships). The last two levels are Esteem
(the need of confidence and respect), and Self-actualization (the need to overachieve and develop).
According to the Maslow’s theory, an individual can be productive and motivated to
achieve the most they can if they are healthy, safe, secure and in an environment of meaningful
people. Therefore, team productivity can increase only when employees of a company are in good
health and feel safe and secure. If fear, control, disrespect, and stress about reaching the monthly
targets and deadlines are imposed, it is expected that the team won’t be motivated to push
themselves to work harder. In this day and age, the remote work model is at its prime. Therefore,
employers need to give their teams extra boosts to motivate and inspire them, as well as to make
sure that the workspace, virtual or not, is a secure space where people are not afraid to express
their concerns and ask for support.
10
Furthermore, the Reinforcement Theory of Motivation that was first introduced by B.F.
Skinner in the year 1957, indicates that positive consequences dictate productive behavior.
According to this team productivity theory, employees who get a reward after doing something
positive would have enough encouragement to push themselves more. This is so they keep
receiving positive feedback. On the other hand, if employers do not positively react to an
employee’s good performance, it’s unlikely for them to have the drive to do well again.
Employers often apply the reinforcement theory in four ways: positive/ negative
reinforcement, punishment and extinction. However, it may be difficult for managers to determine
the types of behaviour that deserve an award. Nevertheless, employers find that it’s important to
be vocal about what behavior is desirable and what is not from the onboarding process if possible.
For example, an employee does their work before the deadline. As a result, employers can
positively reinforce them by praising them in a meeting, giving them a bonus or by simply thanking
them about their responsibility. This employee would likely continue planning his tasks ahead of
time to stay on point. However, if a team member always fails to meet their targets, employers
may request daily reports which they will for sure not like. This would be an example of negative
reinforcement. The employee will try their best to demonstrate their ability to manage their time
so the need for daily reports disappears.
The Presidential Decree No. 442: Labor Code of the Philippines serves as the primary law
that governs all of the labor and employment-related matters here in the Philippines, and thereby,
emphasizing the rights of the employers, as well as the rights of the employees, which promotes
an advocacy that leads to a fair and just workplace that helps retain employee satisfaction and
productivity. It was enacted on Labor Day of 1974 by President Ferdinand Marcos, in the exercise
of his then extant legislative powers. It prescribes the rules for hiring and termination of private
11
employees; the conditions of work including maximum work hours and overtime; employee
benefits such as holiday pay, thirteenth month pay and retirement pay; and the guidelines in the
organization and membership in labor unions as well as in collective bargaining.
The Labor Code of the Philippines is comprised of seven books which ensures that every
employee’s health, safety, and social welfare is prioritized, thereby, enabling them to work at their
most efficient and effective capability, which helps stimulate positivity within the work
environment, as well as increasing the satisfaction level with their work and position with the
accompaniment of the exclusive government-given benefits. Moreover, according to the Labor
Code of the Philippines (1974), several provisions are made which are beneficial to labor. It
prohibits termination from employment of private employees for just or authorized causes as
prescribed in Article 282 to 284 of the Code. The right to trade union is expressly recognized, as
is the right of a union to insist on a closed shop. Strikes are also authorized for as long as they
comply with the strict requirements under the Code, and workers who organize or participate in
illegal strikes may be subject to dismissal. Moreover, Philippine jurisprudence has long applied a
rule that any doubts in the interpretation of law, especially the Labor Code, will be resolved in
favor of labor and against management.
Another Philippine law that has the priority to establish a sense of connection between the
employers and the employees is the Republic Act No. 6971 or the Philippine Incentives Act of
1990. Republic Act No. 6971 or the Productivity Incentives Act of 1990 was enacted to provide
incentives to both labor and capital for undertaking voluntary programs to ensure greater sharing
by the workers in the fruits of their labor. This law aims to ensure that the employees will be
rewarded for all of the work and services they rendered towards a certain company, thereby,
providing an incentive or a boost on an employee’s work productivity and job satisfaction.
12
According to the said act, productivity incentives program refers to a formal agreement
established by the labor-management committee containing a process that will promote gain.ful
employment, improve working conditions and result in increased productivity, including cost
savings, whereby the employees are granted salary, bonuses proportionate to increases in current
productivity over the average for the preceding three (3) consecutive years. A business enterprise
which adopts a productivity incentives program shall be granted a special deduction from gross
income equivalent to fifty percent (50%) of the total productivity bonuses given to employees
under the program over and above the total allowable ordinary and necessary.
Moreover, it is declared in the policy to encourage higher levels of productivity in order
for the Phillipine Product Services to meet global competition, maintain industrial peace and
harmony and promote the principle of shared responsibility in the relations between workers and
employers so as to strengthen the cooperation between labor and capital, recognizing the right of
labor to be just in the fruits of production and the right of business enterprises to have reasonable
returns on investments and to help in the expansion and growth accordingly to provide
corresponding incentives to both labor and capital for undertaking voluntarily programs to ensure
just share by the workers in the fruits of their labor in relation to the profit yielded to the employer,
as a result of increased productivity and thus, enhancing the quality of the life of the employees
through a greater sharing by the workers in the fruits of their labor.
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Conceptual Framework
THEORIES
LEGAL BASIS
TWO-FACTOR THEORY
PRESIDENTIAL DECREE NO.
(Frederick Herzberg, 1959)
442: LABOR CODE OF THE
PHILIPPINES
HIERARCHY OF NEEDS
(enacted by Pres. Ferdinand
THEORY
Marcos on 1974)
(Abraham Maslow, 1943)
REPUBLIC ACT NO. 6971
REINFORCEMENT THEORY
or the
OF MOTIVATION
PRODUCTIVITY INCENTIVES
(B.F. Skinner, 1957)
ACT OF 1990
(enacted by Loren Legarda on
1990)
IMPACT OF JOB SATISFACTION
WORK ENVIRONMENT
WORK POSITION
WORK PRODUCTIVITY
PROPOSED RECOMMENDATIONS
EMPLOYEE’S SALARY
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Statement of the Problem
The researchers will conduct this study in order to distinguish the correlation between job
satisfaction and work productivity by determining how job satisfaction affects the work
productivity of the employees residing in the town of Loay.
Overall, the researchers aim to find answers on the corresponding questions below:
1. What is the profile of the employees?
1a. Age
1b. Gender
1c. Occupation
2. How does job satisfaction affect the work productivity of employees?
2a. In terms of Work Position
2b. In terms of Work Environment
2c. In terms of Salary
3. What are the common issues and problems encountered by the employees in their work
place?
4. What are some proposed ways to increase the employees’ work productivity?
5. Is there a significant relationship between job satisfaction and work productivity?
15
Statement of Hypothesis
There is no significant relationship between job satisfaction and the work productivity of
the employees residing in Poblacion Ubos and Ibabao.
Significance of the Study
The outcome of the conducted study will benefit the following community groups:
Employers. It will help the employers to be aware on the status of his workers as well as
the areas and aspects of his workplace that need improvements, which will benefit the employees.
Employees or Workers. The outcome of the study will help widen the comprehension of
the workers of their chosen job and it will help them realize whether they are truly productive on
their current jobs and this study will also help in giving focus on the concerns of the employees
regarding their workplaces.
Students. The proposed recommendations at the end of this study will serve as a guidance
and reminder for the students to be very meticulous on choosing their desired career.
Future Researchers. The outcome of this research will serve as a point of reference for
the future researchers if they desire to delve even deeper on this issue or if they will conduct a
study that is somehow related to this one and the proposed recommendations will provide an
insight for them in order to produce improvised ideas in the future.
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Scope and Limitation
The focus of this research is to determine whether if there is a significant relationship
between job satisfaction and work productivity. This is why the researchers came up to a study to
find out how job satisfaction affect the work productivity of the respondents, which are the
employees that come from various workplaces but are residing in the two central barangays of the
town of Loay, namely, the Poblacion Ubos and the Poblacion Ibabao, in terms of work position,
work environment, and salary in order to distinguish whether if the results of the data analysis
would be the same as the previous studies of other researchers. The researchers aim to reach a total
of 100 employees and in order to assess the impact of job satisfaction to the work productivity of
the employees, the researchers adapted the survey method, wherein survey questionnaires are
disseminated among the respondents. The respondents’ truthfulness and sincerity in answering our
queries will significantly determine the validity of their responses.
RESEARCH METHODOLOGY
This study aims to determine how job satisfaction affects the work productivity of the
employees residing in the town of Loay.
Research Design
The research design used in this study was the correlational design with application of the
survey method. This research design is applicable since it distinguishes the relationship between
the variable “job satisfaction” and the other variable, which is the “work productivity of
employees”. A correlational study is carefully designed to ensure an accurate study about the
relationships between the two variables without the researchers controlling or manipulating any of
them.
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Research Environment
The researchers conducted the study within the two central barangays in the town of Loay
in the province of Bohol, namely, the Poblacion Ubos and the Poblacion Ibabao. The respondents
come from various workplaces but they are currently residing within the two aforementioned
barangays. A total of 50 respondents is taken from Poblacion Ubos and 50 respondents are taken
from Poblacion Ibabao.
Research Respondents
The researchers used the random sampling method, specifically the convenience-purposive
sampling in selecting their respondents. The specific respondents of this study were the employees
who come from different workplaces but are residing within the two barangays of Loay; the
Poblacion Ubos and the Poblacion Ibabao. The researchers aimed to reach a total of 100
employees, wherein 50 employees were taken from Poblacion Ubos and 50 employees were taken
from Poblacion Ibabao.
Research Instrument
The researchers applied the survey method wherein they prepared a set of modified survey
questionnaires, which contains a mix of a standardized questions and a researcher-made questions.
The survey questionnaires are comprised of three sections— the employee profile, job satisfaction,
and work productivity. The first section contains the profile of the employees, which includes the
name, age, gender, and current occupation. The second sections pertains to job satisfaction wherein
it is divided into three categories: work environment, work position, and salary. The work
environment category contain a set of twenty-four statements, the work position contain a set of
eleven statements, and the salary category contain a set of six statements. The third section pertains
18
to work productivity, wherein there is a set of twenty statements. In the second and third section,
the respondents are provided with a table that contains a scale of 1-5, wherein they are instructed
to put a check on the column that pertain to their level of agreement on each statement and so, the
researchers adapted the Likert Scale as a basis, wherein there is a corresponding rating scale, an
index of limits, and an adjective description, such as Strongly Agree (5)- 4.50-5.00, Agree (4)3.50-4.49, Neither Agree nor Disagree (3)- 2.50-3.49, Disagree (2)- 1.50-2.49, and Strongly
Disagree (1)- 1.00-1.49. This rating scale was utilized to determine how job satisfaction affected
the work productivity of the respondents, in terms of work position, work environment, and salary.
The research instrument faced validation and content validation done by the researcher’s thesis
adviser.
Likert Scale
Degree of the Respondent’s Agreement
Adjective Description
Strongly Agree
Scale
5
Index of Limits
4.50 – 5.00
Agree
4
3.50 – 4.49
Neither Agree Nor Disagree
3
2.50 – 3.49
Disagree
2
1.50 – 2.49
Strongly Disagree
1
1.00 – 1.49
Table 1.0
Research Procedure and Data Collection
The researchers secured permission from the thesis adviser and the school principal to
conduct the study outside the campus through a letter. When the school principal granted the
researchers with the permission to conduct the study outside the campus, the researchers proceed
in securing permission from the barangay captains through a letter. When permission was given,
the researchers were given by the barangay secretaries a list of fifty randomly-chosen employed
19
individuals who reside in Poblacion Ubos and fifty randomly-chosen employed individuals who
reside in Poblacion Ibabao. The researchers utilized this list as a basis of which the modified
questionnaires are disseminated. The researchers took their time in visiting the residence of each
employee who are enlisted as our respondent. Upon the distribution of the questionnaires, the
researchers ensured that the respondents were properly informed and guided with regards to the
knowledge or background of the various questions. Furthermore, the researchers explained to the
respondents what the corresponding study was all about and what the objective of the research was
and it was ensured that the respondents was given sufficient time to answer the queries of the
questionnaires. The survey was done at a span of seven days, which started on March 9, 2023 and
ended on March 17, 2023. After all of the survey questionnaires were answered and collected, the
researchers tabulated its data using the Microsoft Excel. Once the tabulation was done, the gathered
data was subjected to analysis and interpretation using the various statistical tools and treatments,
such as frequency and percentage method, weighted mean method, T-test, and Pearson-R test to
find the significant relationship of job satisfaction and work productivity.
Statistical Treatment of Data
In order to analyze, interpret, and draw a conclusion on the data collected, the data gathered
were coded, tallied, tabulated, and subjected to the various statistical methods and treatment such
as:
1. Frequency and Percentage
The frequency and percentage distributions were utilized to categorize the respondents
according to their personal background variables, such as age, gender, and current occupation in
the first section of the survey questionnaire. Through this, the majority and the minority of the age
range was determined, as well as which gender is dominant, and what is the most common and
20
least common type of occupation among the employees. The researchers used the formula below
to determine the proportion of the employees who answered the first part of the questionnaire:
𝐅
𝐏 = 𝐍 𝐱𝟏𝟎𝟎
Where:
P= Percentage
F= Frequency
N= No. of Respondents
2. Weighted Mean
Another method utilized by the researchers in the study was the weighted mean. This method
was used to determine weight and value of the responses of the employees on every statement in
the second and third section and the average weight of every category, as well as their level of
agreement on every statement and category in general. The researchers utilized the formula below
in order to acquire the value of the employees’ responses:
Formula:
𝐖𝐌 =
∑ 𝐟𝐱
𝐧
Where:
WM= weighted mean
∑ 𝑓𝑥= the sum of all products of f and x, f being the frequency of each weight and
x as the weight of each operation.
n= total number of respondents
21
3. T-Test and Pearson-R Test
The T-test, followed by the Pearson-R test, is utilized to determine whether there is a
correlation between the job satisfaction of the employees and their work productivity or not. The
T-test is widely used to determine if there is a significant difference between the means of two
groups, hence, the job satisfaction of the employees and their work productivity, and how they are
related. The t-test produces two values as its output: t-value and degrees of freedom. The t-value,
or t-score, is a ratio of the difference between the mean of the two sample sets and the variation
that exists within the sample sets. Whereas, the Pearson-R test is widely used to measure the
strength between the different variables and their relationships. Therefore, whenever any statistical
test is conducted between the two variables, it is always a good idea for the person analyzing to
calculate the value of the correlation coefficient to know how strong the relationship between the
two variables is. The result of the tests are interpreted through acceptance and rejection of the null
hypothesis. The researchers used the formulas below:
Formula for the T-test:
22
Formula for the Pearson-R test:
Where:
23
Definition of Terms
Job Satisfaction. It is a measure of workers' contentedness with their job, whether they like the
job or individual aspects or facets of jobs, such as nature of work or supervision. This goes beyond
their daily duties to cover satisfaction with team members/managers, satisfaction with
organizational policies, and the impact of their job on employees' personal lives.
Work Productivity. It is a measure of how efficiently a person completes their tasks or given
work. It is the amount of work an individual or group accomplishes within a certain amount of
time. Greater productivity means you complete more with less time or effort. You can measure
accomplishments by the quality of the work, the number of tasks finished or the amount of product
created.
Work Environment. It is the setting, social aspects and physical conditions in which an individual
performs their job. It can have a significant effect on morale, workplace relationships,
performance, job satisfaction, and employee health.
Work Position. It is a description of your day-to-day responsibilities and specific tasks in a
company. It is a function you serve at a company. It includes the daily tasks and projects you
complete. Every employee has a job position that includes specific duties and responsibilities that
help the company reach its goals.
Salary. It is a fixed amount of money or compensation paid to an employee by an employer in
return for work performed. Salary is commonly paid in fixed intervals, for example, monthly
payments of one-twelfth of the annual salary.
CHAPTER 2
PRESENTATION, ANALYSIS, AND INTERPRETATION OF DATA
This chapter presents, analyzes, and interprets the data collected through the survey
questionnaires answered by the respondents of the data. The data of the study were taken from the
results on the inquiries that were made to determine how job satisfaction impacts the work
productivity of the respondents. One hundred questionnaires were distributed to the respondents
in the two central barangays of Loay; Poblacion Ubos and Ibabao.
Figure 1.0
N= 100
Figure 1.0 shows the range and the percentage distribution of the respondents in terms of
age, with number of 100 respondents. As depicted through the graph, the majority of our
respondents come from the range of ages 25-29, with a frequency of 23 and a percentage of
23.00%. Whereas, the minority of our respondents come from the range of ages 15-19, with a
25
frequency of 1 and a percentage of 1.00%. According to OECD (2023), people aged 15 to 24 are
referred to as those who are just entering the labor market following education; people aged 25-54
are referred to as those who are in their prime working lives; and people aged 55-70 are referred
to as those who are passing the peak of their career and approaching retirement.
Figure 2.0
N= 100
Figure 2.0 shows the percentage distribution of the respondents in terms of gender, with a
total number of 100 respondents. As depicted on the graph, the majority of the respondents were
females, with a corresponding frequency of 57 and a percentage of 57.00%. Whereas, the minority
of the respondents were males, with a corresponding frequency of 43 and a percentage of 43.00%.
According to a research by Hive (2020), women work 10 percent harder than men in today’s
offices and have a slightly equal or more completion rate than men. This explains why companies
26
with higher representation of women in their workplace outperform those with the lowest
presentation of female employees in terms of revenue turnover and strategic employee deliveries,
hence, the reason why most companies have more women than men (Gamonde, 2019).
Figure 3.0
N= 100
Figure 3.0 shows the percentage distribution of the respondents in terms of occupation, with
a total number of 100 respondents. The majority of the respondents consist of government workers
with a frequency of 50 and a percentage of 50.00%. On the other hand, the minority of the
respondents consist of a physician, a seafarer, a nurse, a medical social worker, and a senior
bookkeeper with a frequency of 1 and a percentage of 1.00% for each aforementioned occupations.
According to an editorial paper by the Indeed Editorial Team (2023), one of the primary reasons
why most employees nowadays prefer to work under the local, state, or federal government is due
27
to the a variety of benefits they acquire while working under the government, such as pensions,
insurance, stability, fair pay, work-life balance, broad job range, professional development, and
etc.
I.
Job Satisfaction
Mean Score of the Work Environment of Employees Residing in Poblacion Ubos and Ibabao
N= 100
Weighted
Mean
Description
Rank
Indicators
I feel that the environment that I am working at is in lined with
my expectations.
4.27
Agree
16
4.29
Agree
15
4.47
Agree
7
4.36
Agree
13
4.40
Agree
11
4.41
Agree
10
4.60
Strongly
Agree
3
My workplace contain the necessary materials and equipment
for work (e.g. Wi-Fi, computers, printers, etc.).
4.53
Strongly
Agree
6
The things found within my workplace are well-maintained and
organized.
4.80
Strongly
Agree
1
4.32
Agree
14
4.76
2
2.45
Strongly
Agree
Disagree
23
4.45
4.38
3.53
Agree
Agree
Agree
8
12
22
I feel like the entirety of my workplace is conducive for
working.
My workplace contain air-refreshing appliances (e.g. electric
fans, AC, etc.).
The entire room of my workplace is well-ventilated.
My workplace is well-sanitized and has a clean surrounding.
There is a frequent clean-up, maintenance, and disinfection
within my workplace.
My workplace follow health safety protocols and regulations.
My workplace have enough space for every employee.
My workplace has a set of rules and regulations that the
employees need to abide.
My workplace does not follow a very tight rules and regulations.
I have a good relationship with my superiors.
My superiors treat each one of the employees equally.
My superiors does not give us a lot of tasks to do.
28
My superiors give us enough time to finish our tasks.
4.14
Agree
19
3.68
Agree
21
4.15
Agree
18
4.43
Agree
9
4.55
Strongly
Agree
4
4.54
Strongly
Agree
5
4.22
Agree
17
My superiors does not often give us work overtime.
My superiors allow us to have time for ourselves and for
recreational activities.
My superiors often encourage and give feedbacks on everyone
in the workplace.
I have a good relationship with my co-workers.
My co-workers often communicate and interact with me and
treat me with respect.
My co-workers assist me if I have concerns regarding a task.
My workplace often have team-building activities.
4.05
Agree
20
I feel a sense of unity and teamwork among all of the employees
within my workplace.
4.41
Agree
10
General Weighted Mean
4.26
Agree
Table 2.1
Table 2.1 shows the mean value of every statement that pertains to the work environment,
which is derived from the truthful responses given by the respondents. Statement number nine,
which states that “The things found within my workplace are well-maintained and organized”, has
the highest mean value of 4.80, which pertains to the adjective description of strongly agree, since
it falls under the categorical range of 4.50-5.00 based on the index of limits in the Likert Scale.
This indicates that the employees residing in Poblacion Ubos and Ibabao are highly satisfied with
the part of their work environment wherein the things within the workplace has a frequent
maintenance and are properly organized.
On the other hand, statement number twelve, which states that “My workplace does not
follow a very tight rules and regulations”, has the lowest mean value of 2.45 and it pertains to the
disagree adjective description, since it falls under the categorical range of 1.50-2.49 based on the
index of limits in the Likert Scale. This implies that employees residing in the Poblacion Ubos and
29
Ibabao are bound to follow strict and tight workplace regulations that may hinder them to fully
express themselves, resulting in a lower satisfaction level.
Another statement that has low mean score compared to the other statements is statement
number fifteen, which states that “My superiors does not give us a lot of tasks to do”, has a low
mean value of 3.53 and it pertains to the agree adjective description, since it falls under the
categorical range of 3.50-4.49 based on the index of limits in the Likert Scale. This indicates that
the employees of Poblacion Ubos and Ibabao are not strongly satisfied on the part that their
superiors often give them a lot of tasks to comply.
Overall, the work environment of the employees residing in Poblacion Ubos and Ibabao
has a favorable mean score of 4.26, which pertains to the agree adjective description, since it falls
under the categorical range of 3.50-4.49 based on the index of limits in the Likert Scale. This
signifies that the employees residing in Poblacion Ubos and Ibabao are generally satisfied with the
work environment that they are in to.
Mean Score of the Work Position of Employees Residing in Poblacion Ubos and Ibabao
N= 100
Weighted
Mean
Description
Rank
3.79
Agree
7
4.52
Strongly
Agree
1
I find my part of the work less challenging than my co-workers’
work.
3.31
11
I don’t often get stressed on my current work position compared to
my co-workers who have a different position at work.
3.40
Neither
Agree Nor
Disagree
Neither
Agree Nor
Disagree
Indicators
I am happy and satisfied with my current position in my job.
I fully understand the role and function of my current position.
10
30
I don’t feel a lot of pressure from the responsibilities of my current
position.
I received the supposed benefits that I should have in my current
position and as an employee.
My superiors often guide and give feedbacks about my work.
3.62
Agree
8
3.84
Agree
6
4.08
Agree
4
4.38
2
3
I finish my given tasks on or before the deadline.
If I am given a work overtime, my superiors ensure that it is
compensated.
My workplace contain the necessary resources in order to do and
finish my work.
4.01
Agree
Neither
Agree Nor
Disagree
Agree
4.32
Agree
General Weighted Mean
3.88
My superiors does not often give me work overtime.
3.44
9
5
Agree
Table 2.2
Table 2.2 shows the mean value of every statement that pertains to the work position,
which is derived from the truthful responses given by the respondents. Statement number two,
which states “I fully understand the role and function of my current position”, has the highest mean
score of 4.52 and it pertains to the strongly agree description, since it falls under the categorical
range of 4.50-5.00 based on the index of limits in the Likert Scale. This indicates that the
employees residing in Poblacion Ubos and Ibabao are highly satisfied on the part of their work
position wherein they have a full comprehension of their role and function on their respective
position at work.
On the other hand, statement number three, which states “I find my part of the work less
challenging than my co-workers’ work”, has the lowest mean score of 3.31 and it pertains to the
neutral description, since it falls under the categorical range of 2.50-3.49 based on the index of
limits in the Likert Scale. This indicates that the work positions of the employees residing in
Poblacion Ubos and Ibabao differ in the difficulty level, which implies it varies on different aspects
and factors and the level of satisfaction will depend on this.
31
Another statement with a low mean score is statement number four, which states “I don’t often
get stressed on my current work position compared to my co-workers who have a different position
at work” and has a low mean score of 3.40 and it pertains to the neutral description since it falls
under the categorical range of 2.50-3.49 based on the index of limits in the Likert Scale. This
indicates that the employees residing in Poblacion Ubos and Ibabao are often exposed to stress due
to the heaviness of their work, thus, resulting in a decrease on the satisfaction level.
Statement number eight, which states “My superiors does not often give a work overtime”,
has a low mean score of 3.44 and it pertains to the neutral description since it falls under the
categorical range of 2.50-3.49 based on the index of limits in the Likert Scale. This implies that
the employees residing in Poblacion Ubos and Ibabao are often given work overtime and a lot of
them are uncompensated based on our survey.
In general, the work position of the employees residing in Poblacion Ubos and Ibabao has a
favorable mean score of 3.88, which pertains to the agree description since it falls under the
categorical range of 3.50-4.49 based on the index of limits in the Likert Scale. This concludes that
the employees residing in Poblacion Ubos and Ibabao are satisfied with their work position overall.
Mean Score of the Salary of Employees Residing in Poblacion Ubos and Ibabao
N= 100
Indicators
I am satisfied with the amount of salary I receive at my work.
Weighted
Mean
3.32
My salary is enough to provide for my family.
3.19
My salary is enough to pay for the expenses at home.
3.27
My salary satisfies my basic needs.
3.49
Description
Rank
Neither Agree
Nor Disagree
Neither Agree
Nor Disagree
Neither Agree
Nor Disagree
Neither Agree
Nor Disagree
3
5
4
1
32
My salary satisfies my wants.
3.34
The amount of my salary is big enough for me to set aside money
for savings.
2.95
3.26
General Weighted Mean
Neither Agree
2
Nor Disagree
Neither Agree
6
Nor Disagree
Neither Agree Nor
Disagree
Table 2.3
Table 2.3 shows the mean value of every statement that pertains to the salary of the
employees, which is derived from the truthful responses provided by the respondents. All of the
statements in this section pertain to the neither agree nor disagree adjective description and
statement number four, which states “My salary satisfies my basic needs”, has a mean score of
3.49 and it falls under the categorical range of 2.50-3.49 based on the index of limits in the Likert
Scale. This indicates that somehow, the employees were able to provide for their basic needs
despite not having such high salaries.
On the other hand, statement number six, which states “The amount of my salary is big
enough for me to set aside money for savings”, has the lowest mean value of 2.95, and it falls
under the categorical range of 2.50-3.49 based on the index of limits in the Likert Scale. This
implies that majority of the employees do not have such high salaries that enable them to save
money for savings.
Overall, the salary of the employees residing in Poblacion Ubos and Ibabao has a reluctant
mean value of 3.26, which pertains to the Neither Agree nor Disagree description, falling under
the categorical range of 2.50-3.49 based on the index of limits in the Likert Scale. This concludes
that the employees residing in Poblacion Ubos and Ibabao are not completely satisfied with the
amount of compensation or salary they received, in which are mostly low, thereby, causing the
reluctance, whether they would agree or not.
33
Overall Mean Score of the Components of the Job Satisfaction of the employees Residing in
Poblacion Ubos and Ibabao
Job Satisfaction Sections
General Weighted Mean
Description
Work Environment
4.26
Agree
Work Position
3.88
Agree
Employees’ Salary
3.26
Neither Agree nor Disagree
Overall Weighted Mean
3.80
Agree
Table 3.0
Table 3.0 shows the general weighted value of every section that pertains to job
satisfaction. Among the three components of job satisfaction, work environment has the highest
general weighted mean, which has an average of 4.26, falling under the categorical range of 3.504.49 based on the index of limits in the Likert Scale, with an adjective description of Agree. This
indicates that the employees residing in Poblacion Ubos and Ibabao agree that they are satisfied
with the environment that they are working in.
Work position comes in second, which accumulated a general weighted mean of 3.80, falling
under the categorical range of 3.50-4.49 as well, based on the index of limits in the Likert Scale
with an adjective description of Agree. This implies that the employees residing in Poblacion Ubos
and Ibabao somewhat agree that they satisfied with their current work positions but not entirely.
The employees’ salary comes in last with a general weighted mean of 3.26, falling under the
categorical range of 2.50-3.49 based on the index of limits in the Likert Scale, with an adjective
description of Neither Agree nor Disagree. This signifies that the employees residing in
Poblacion Ubos and Ibabao tend to remain neutral when it comes to salary as they are reluctant
34
whether they should agree or disagree if their salary can suffice their basic commodities and wants,
and this indicates that they have concerns regarding the amount of their salaries.
Overall, the three components of job satisfaction make up a mean average of 3.80, thereby,
falling under the range of 3.50-4.49, with an adjective description of Agree. This concludes that
the employees of Poblacion Ubos and Ibabao somewhat agree that they have a favorable
satisfaction with their job.
II.
Work Productivity
Mean Score of the Work Productivity of Employees Residing in Poblacion Ubos and Ibabao
N= 100
Indicators
Weighted Description
Mean
Rank
I manage to create a plan ahead of the deadline of my work.
4.04
Agree
1
3.67
Agree
9
3.75
Agree
7
3.69
Agree
8
3.88
Agree
2
3.67
Agree
9
3.66
Agree
10
3.69
Agree
8
3.67
Agree
9
3.75
Agree
7
3.66
Agree
10
I have an optimal way of planning.
I always kept in mind the results that I have to achieve with my
work.
I am able to separate main issues from side issues at my work.
I know how to set the correct priorities.
I am able to perform my work well with minimal time and effort.
I can collaborate with others productively.
I take on extra responsibilities at work.
I start new tasks myself when I am done with my old ones.
I take on challenging work tasks when I am available.
I work at keeping my job knowledge up-to-date.
35
I work at keeping my job skills up-to-date.
3.86
Agree
3
3.60
Agree
12
3.56
Agree
13
3.69
Agree
8
3.82
Agree
5
3.81
Agree
6
3.75
Agree
7
3.63
Agree
11
3.84
3.73
Agree
Agree
4
I come up with judicious solutions to new problems.
I am open in encountering new challenges in my job.
I do more than what was expected of me.
I actively participate in work meetings.
I constantly seek for ways to improve my performance at work.
I immediately grasp opportunities that are presented to me.
I know how to solve difficult situations and setbacks
encountered at work.
I am always motivated to go to work every day and do my work.
General Weighted Mean
Table 4.0
Table 4.0 shows the mean value of every statement that pertains to the work productivity,
which is derived from the truthful responses given by the respondents. As depicted on the table
above, all of the statements pertain to adjective description of Agree. Statement number one, which
states “I manage to create a plan ahead of the deadline of my work”, has the highest mean value
of 4.04, falling under the categorical range of 3.50-4.49 based on the index of limits in the Likert
Scale, with an adjective description of Agree. This indicates that it is agreeable that most of the
employees residing in Poblacion Ubos and Ibabao are productive in terms of making an optimal
plan ahead of the work deadline.
It is then followed by the fifth statement, stating “I know how to set the correct priorities”,
which has a high mean score of 3.88, falling under the categorical range of 3.50-4.49 based on the
index of limits in the Likert Scale and pertaining to the adjective description of Agree. This implies
that it is agreeable that the employees residing in Poblacion Ubos and Ibabao are productive in
terms of setting the right priorities with regards to their work.
36
The twentieth statement, which states “I am always motivated to go to work every day and
do my work”, has the third highest mean value of 3.84, thus, falling under the range of 3.50-4.49
based on the index of limits in the Likert Scale with an adjective description of Agree. This
indicates that the employees residing in Poblacion Ubos and Ibabao are motivated to do their work
which enable them to create productive work outputs. The reason behind this may include being
satisfied with the aspects of their work environment, being satisfied with their current work
position or being motivated to pursue a certain position, or being satisfied with the amount of their
salary.
Whereas, statement number fourteen, which states “I am open in encountering new
challenges in my job”, has the lowest mean value of 3.56, hence, falling under the range of 3.504.49 based on the index of limits in the Likert Scale with an adjective description of Agree. This
implies that it is agreeable that the employees residing in Poblacion Ubos and Ibabao are not prone
to risk-taking, which means they avoid encountering new challenges as much as possible even if
it will eventually help hone their work skills.
The statement that has the second lowest mean score is statement number thirteen, which
states “I come up with judicious solutions to new problems”, having a mean score of 3.60 and
falling under the range of 3.50-4.49 based on the index of limits in the Likert Scale with an
adjective description of Agree. This indicates that it is agreeable that the employees residing in
Poblacion Ubos and Ibabao are somewhat capable of generating rational solutions to the problems
they encounter within the workplace, showing their sense of professionalism but still needs some
room for improvements.
The statement that has the third lowest mean score is statement number nineteen, which
states “I know how to solve difficult situations and setbacks encountered at work”, has a mean
37
value of 3.63, falling under the range of 3.50-4.49 based on the index of limits in the Likert Scale
with an adjective description of Agree. This serves as a direct follow up on the statement with the
second lowest mean score and this implies that majority of the employees residing in Poblacion
Ubos and Ibabao somewhat possess the capability to handle stressful situations and unforeseen
setbacks but are not entirely confident that they can deal with these instances at an accurate way.
Overall, the work productivity of the employees residing in Poblacion Ubos and Ibabao
garnered a somewhat favorable mean value of 3.73, falling under the range of 3.50-4.49 based on
the index of limits in the Likert Scale with an adjective description of Agree. This conclusion
signifies that it is agreeable that the employees residing in Poblacion Ubos and Ibabao are
somewhat productive at their work throughout the past three months, supposing that they have
responded with honesty.
Overall Mean Scores of the Job Satisfaction and the Work Productivity of the Employees
Residing in Poblacion Ubos and Ibabao
Variables
General Weighted Mean
Description
Job Satisfaction
3.80
Agree
Work Productivity
3.73
Agree
Overall Weighted Mean
3.76
Agree
Table 5.0
Table 5.0 shows the garnered general mean value of the two variables of the study. Job
satisfaction has a general weighted mean score of 3.80, falling under the range of 3.50-4.49 based
on the index of limits in the Likert Scale with an adjective description of Agree. This indicates
38
that it is agreeable that the employees residing in Poblacion Ubos and Ibabao are somewhat
satisfied with their current job, supposing that they provided truthful answers.
On the other hand, work productivity has a general weighted mean value of 3.73, also
falling under the range of 3.50-4.49 with an adjective description of Agree. This implies that the
employees residing in Poblaciom Ubos and Ibabao exhibits productivity within their workplace,
supposing that they did provide honest and sincere responses.
To sum it up, both categories accumulated an overall mean score of 3.76, thereby, falling
under the range of 3.50-4.49 with an adjective Agree. This concludes that the employees residing
in Poblacion Ubos and Ibabao are agreeably satisfied with their current jobs, therefore, indicating
that they are also expressing productivity within their workplace, supposing that they are satisfied
with the work environment, work position, and salary that they have according to their respective
responses to our queries.
The Relationship between the Three Components of Job Satisfaction (Work Environment,
Work Position, and Salary) towards the Work Productivity of Employees
SOURCES COMPUTED COMPUTED
DECISION
INTERPRETATION
OF
r
P-VALUE
VARIATION
Work
0.626
1.929
Accepted
Insignificant
Environment
Ho
and Work
Productivity
Work
0.665
0.002
Rejected
Significant
Position and
Ho
Work
Productivity
Employee
0.590
7.88
Accepted
Insignificant
Salary and
Ho
Work
Productivity
Table 6.1
39
The Relationship between the Job Satisfaction of the Employees towards their Work
SOURCES
OF
VARIATION
Job
Satisfaction
and Work
Productivity
Productivity
COMPUTED COMPUTED
DECISION
r
P-VALUE
0.749
0.671
Accepted
Ho
INTERPRETATION
Insignificant
Table 6.2
Table 6.1 shows the three components of job satisfaction namely, work environment, work
position, and salary and its relationship with work productivity. As shown in the table above, each
component is correlated to the other variable in our study, which is the work productivity, thereby,
depicting the relationship between the three components of job satisfaction and the employees’
work productivity. In computing the relationship of the following factors, the T-Test and the
Pearson-R statistical treatments are utilized to determine whether there is a significant relationship
or not, in order to prove or disprove the hypothesis.
Using the T-test and Pearson-R test, it is clearly revealed above that there is no significant
relationship between the work environment of the employees and their work productivity.
Therefore, it can be deduced that there is no significant relationship between the work environment
of the empoyees residing in Poblacion Ibabao and Ubos and their work productivity based on the
analysis above. According to the correlational test analysis above, the computed p-value exceeded
the standard value of 0.05, which has a value of 1.929, thus, it is deduced as insignificant and the
null hypothesis is accepted. This indicates that the work environment does not directly impact the
work productivity of the employees as most of the employees possess the flexibility to adapt to
any type of work environment.
40
Next, using the T-test and Pearson-R test, it is clearly revealed that there is a significant
relationship between the work position and work productivity of the employees. Hence, it can be
surmised that there is a significant relationship between the work position of the employees
residing in Poblacion Ubos and Ibabao and their work productivity based from the analysis above.
According to the correlational test analysis above, the computed p-value failed to exceed the
standard p-value of 0.05 as it only has a value of 0.02, therefore, it is labeled as significant and the
null hypothesis is rejected. This indicates that employees may be more motivated to work with the
goal of acquiring a promotion towards another position, thus, they tend to be more productive at
work so that their efforts will be acknowledged by their superiors.
Lastly, using the T-test and Pearson-R test, it is clearly shown that there is no significant
relationship between the salary of the employees and their work productivity. Thus, it can be
deduced that there is no significant relationship between the salary of the employees residing in
Poblacion Ubos and Ibabao and their work productivity based on the given analysis above.
According to the correlational test analysis above, the computed p-value exceeded the standard
value of 0.05 with a p-value of 7.88, therefore, it is pertained as insignificant and the null
hypothesis is accepted. This indicates that the employees knew in the first place how much salary
they’ll receive before entering such job and they were provided with other job options but still they
picked their current job among their options and this implies that the salary of the job they picked
somehow meets their current needs and thus, having a huge salary or small salary does not directly
affect the employees performance as it is already given that they need to always perform at their
best in their work.
On the other hand, in Table 6.2, it shows the overall job satisfaction and its relationship
with work productivity. As shown above, the correlational relationship between the job satisfaction
41
of the employees and their work productivity is revealed. As depicted above, using the T-test and
Pearson-R test, it is shown that there is no significant relationship between the job satisfaction of
the employees and their work productivity. Therefore, it can be deduced that there is no
correlational relationship between the job satisfaction of the employees residing in Poblacion Ubos
and Ibabao and their work productivity based on the given analysis above. According to the
correlational analysis above, the computed p-value exceeded the standard value of 0.05, as it
garnered a p-value of 0.671, hence, it is labeled as insignificant, and thereby, accepting the null
hypothesis. This signifies that the work productivity of the employees residing in Poblacion Ubos
and Ibabao are not directly impacted with their job satisfaction due to the fact that they are always
required to always be productive within the workplace as a means of showing their professionalism
and as a responsible employee, they are required to meet the deadlines of the tasks given to them
by their superiors, thus, regardless of being satisfied with their job or not, their work productivity
is required to be at its peak.
CHAPTER 3
SUMMARY, FINDINGS, CONCLUSIONS, AND RECOMMENDATIONS
This chapter presents the summary of the entirety of the study, the findings of the study
based on the accumulated data from the previous chapter, the conclusion that is derived from the
findings, and the recommendations that can be proposed based on the findings and conclusion.
Summary
The primary purpose of conducting this study is to determine whether there is a significant
relationship between the job satisfaction of the employees and their work productivity and thus, in
order to acquire an answer to this query, the researchers aimed to determine whether the job
satisfaction of the employees residing in the two central barangays of the town of Loay: Poblacion
Ubos and Ibabao have an impact on their work productivity. Hence, the study was conducted
within the two aforementioned central barangays and the respondents consist of employees that
come from various workplaces but are residing within these two barangays, with a total of 100
employees who responded to the queries.
The research design utilized by the study is the correlational design with the application of
the survey method in order to acquire the requisite data from the respondents and the modified
questionnaires, a mix of standardized questions and researcher-made questions, were used to
collect the data from the respondents. A total of 100 survey questionnaires were developed and
distributed among 100 employees who come from various workplaces but are currently residing
in our research environment, which includes the two central barangays of Loay: Poblacion Ubos
and Ibabao and the survey was done at a span of seven days. After gathering the data given by
each respondents, it was tabulated and subjected to various statistical methods and treatments, such
43
as the frequency, percentage, weighted mean, T-test, and Pearson-R test to validate the data
gathered.
The survey questionnaire is comprised of three sections: the employee profile, job
satisfaction, and work productivity. In the employee profile section, the frequency and percentage
method were utilized to determine where the respondents came from and it shows that the majority
of the respondents come from the range of ages 25-29, with a frequency of 23 and a percentage of
23.00% and the minority of the respondents come from the range of ages 15-19, with a frequency
of 1 and a percentage of 1.00%. In terms of gender, majority of the respondents come from the
females, with a frequency of 57 and a percentage of 57.00%, and the minority comes from the
males, with a frequency of 43 and a percentage of 43.00%. In terms of occupation, the majority of
the respondents has an occupation of being a government worker, with a frequency of 23 and a
percentage of 23.00% and the minority comes from the occupation of being a nurse, seafarer,
medical social worker, physician, and a senior bookkeeper, with each having a frequency of 1 and
a percentage of 1.00%.
The weighted mean method is utilized to determine the value of the responses given by the
respondents on every statement in every category and the Likert Scale served as the basis for its
corresponding value and adjective description, wherein, Strongly Agree (5)- 4.50-5.00, Agree (4)3.50-4.49, Neither Agree nor Disagree (3)- 2.50-3.49, Disagree (2)- 1.50-2.49, and Strongly
Disagree (1)- 1.00-1.49. Graphs and tables were utilized to illustrate the gap and of each responses
in order to have a better comprehension. The job satisfaction section is divided into three
categories, namely, work environment, work position, and salary. In the work environment
category, it was revealed that the work environment of the employees residing in Poblacion Ubos
and Ibabao has a favorable mean score of 4.26, which pertains to the “agree’ adjective description
44
and it signifies that the employees residing in Poblacion Ubos and Ibabao are generally satisfied
with the work environment that they are in to. In the work position category, it was revealed that
the work position of the employees residing in Poblacion Ubos and Ibabao has a favorable mean
score of 3.88, which pertains to the “agree” adjective description and this concludes that the
employees residing in Poblacion Ubos and Ibabao are satisfied with their work position overall. In
the salary category, it was revealed that the salary of the employees residing in Poblacion Ubos
and Ibabao has a reluctant mean of 3.26, which pertains to the “neither agree nor disagree adjective
description and this concludes that the employees residing in Poblacion Ubos and Ibabao are
reluctant, whether they would agree or disagree that they are satisfied with the amount of their
salary. Lastly, in the work productivity section, it was revealed that the work productivity of the
employees residing in Poblacion Ubos and Ibabao garnered a somewhat favorable mean value of
3.73 with an adjective description of “agree”. This conclusion signifies that it is agreeable that the
employees residing in Poblacion Ubos and Ibabao are somewhat productive at their work
throughout the past three months, supposing that they have responded with honesty.
The study makes use of a null hypothesis and has a claim that states “There is no significant
relationship between job satisfaction and the work productivity of the employees.” This statement
is proven to be accepted as it was revealed using the T-test and Pearson-R test that there is no
correlational relationship between the job satisfaction of the employees residing in Poblacion Ubos
and Ibabao and their work productivity based on the data analysis. According to the correlational
analysis, the computed p-value exceeded the standard value of 0.05, as it garnered a p-value of
0.671, hence, it is labeled as insignificant, and thereby, accepting the null hypothesis. This signifies
that the job satisfaction of the employees residing in Poblacion Ubos and Ibabao does not have a
direct correlation and impact on their work productivity.
45
Findings
The results of the data gathering and analysis are summarized in this section:
1. Employee’s Profile
Using the frequency and percentage method, it was determined that the majority of our
respondents come from the range of ages 25-29, with a frequency of 23 and a percentage of
23.00%. Whereas, the minority of our respondents come from the range of ages 15-19, with a
frequency of 1 and a percentage of 1.00%. In terms of gender, majority of our respondents come
from the females, with a frequency of 57 and a percentage of 57.00%, and the minority comes
from the males, with a frequency of 43 and a percentage of 43.00%. Our respondents differ in
occupation and among the thirteen different occupations of our respondents, the majority of them
has an occupation of being a government worker, with a frequency of 23 and a percentage of
23.00% and the minority comes from the occupation of being a nurse, seafarer, medical social
worker, physician, and a senior bookkeeper, with each having a frequency of 1 and a percentage
of 1.00%.
2. Work Environment of the Employees Residing in Poblacion Ubos and Ibabao
This category is comprised with a set of twenty-four statements that pertains to the work
environment. To determine the weight of the responses of the respondents on every statement, the
researchers utilized the weighted mean method and used the Likert Scale as the basis for the
corresponding value and adjective description. Based on the weighted mean of each statement,
statement number nine, which states “The things found within my workplace are well-maintained
and organized”, has the highest mean value of 4.80, which pertains to the adjective description of
strongly agree and this indicates that the employees residing in Poblacion Ubos and Ibabao are
highly satisfied with the part of their work environment wherein the things within the workplace
46
has a frequent maintenance and are properly organized. On the other hand, statement number
twelve and number fifteen, which states “My workplace does not follow a very tight rules and
regulations.” and “My superiors does not give us a lot of tasks to do.”, have the lowest mean value
of 2.45 and 3.53, pertaining to the disagree and agree adjective description. This signifies that the
two statements that have the lowest mean scores indicate the common problems encountered by
the employees residing in Poblacion Ubos and Ibabao in their work environment, and these include
having an extremely tight set of rules and regulations that are required to be abided and being
bombarded with a lot of tasks to do. Although these may serve as a training for the employees, it
still hinder the employees from expressing themselves at their fullest within the work place as well
as being one of the roots of stress and pressure among the employees.
3. Work Position of the Employees Residing in Poblacion Ubos and Ibabao
This category is comprised with a set of eleven statements that pertain to the work position of
the employees. To determine the weight of the responses given by the respondents on every
statement, the researchers utilized the weighted mean method and used the Likert Scale as the basis
for the corresponding value and adjective description. According to the weighted mean of every
statement, statement number two, which states “I fully understand the role and function of my
current position”, has the highest mean score of 4.52 and it pertains to the strongly agree
description, indicating that the employees residing in Poblacion Ubos and Ibabao are highly
satisfied on the part of their work position wherein they have a full comprehension of their role
and function on their respective position at work. On the other hand, statement number three, four
and eight, which states “I find my part of the work less challenging than my co-workers’ work.”,
“I don’t often get stressed on my current work position compared to my co-workers who have a
different position at work.” and “My superiors does not often give a work overtime.” have the
47
lowest mean scores of 3.31, 3.40, and 3.44 and it all pertain to the neither agree nor disagree
adjective description. This implies that the three statements with the lowest mean scores indicate
the common problems encountered by the employees residing in Poblacion Ubos and Ibabao with
their current work positions, and these include having a hard time with their current work positions,
being frequently prone to stress, and having frequent work overtime. These three common
problems often become the root cause of the employees’ decrease in productivity since it disables
them from having time for themselves.
4. The Salary of the Employees Residing in Poblacion Ubos and Ibabao
This category is comprised with a set of six statements that pertain to the salary of the
employees. To determine the weight of the responses given by the respondents on every statement,
the researchers utilized the weighted mean method and used the Likert Scale as the basis for the
corresponding value and adjective description. Every statement pertains to the neither agree nor
disagree adjective description in this category and according to the mean of every statement,
statement number four, which states “My salary satisfies my basic needs”, has a mean score of
3.49 and this indicates that somehow, the employees were able to provide for their basic needs
despite not having such high salaries. Whereas, statement number six, which states “The amount
of my salary is big enough for me to set aside money for savings”, has the lowest mean value of
2.95, and this implies that majority of the employees do not have such high salaries that enable
them to save money for savings. The statement with the lowest mean score indicates the common
problem faced by the employees residing in Poblacion Ubos and Ibabao and that is having such a
small amount of salaries. As stated by most employees, even if they have a different work position
than their co-workers, they still received the same amount of salaries with them, and this indicates
an inappropriateness.
48
5. Work Productivity of the Employees Residing in Poblacion Ubos and Ibabao
This category is comprised with a set of twenty statements that pertain to the work productivity of
the employees. To determine the weight of the responses given by the respondents on every
statement, the researchers utilized the weighted mean method and used the Likert Scale as the basis
for the corresponding value and adjective description. According to the weighted mean of every
statement, statement number one, which states “I manage to create a plan ahead of the deadline of
my work”, has the highest mean value of 4.04 with an adjective description of agree. This indicates
that it is agreeable that most of the employees residing in Poblacion Ubos and Ibabao are
productive in terms of making an optimal plan ahead of the work deadline. On the other hand,
statement number thirteen, fourteen, and nineteen, which states “I am open in encountering new
challenges in my job”, “I come up with judicious solutions to new problems” and “I know how to
solve difficult situations and setbacks encountered at work”, have the lowest means scores of 3.56,
3.60, and 3.63, all pertaining to the adjective description of agree. This implies that the three
statements with the lowest mean scores indicate the common problems encountered by the
employees residing in Poblacion Ubos and Ibabao, and it is having doubt in themselves when new
challenges and problems arise, with regards to their work.
Conclusions
Based on the findings of the study, the following conclusions are drawn by the researchers:
In terms of work environment, the employees residing in Poblacion Ubos and Ibabao were
able to generate a favorable mean score of 4.26, which pertains to the agree adjective description,
thereby, signifying that the employees residing in Poblacion Ubos and Ibabao are generally
satisfied with the work environment that they are in to. When the work environment is correlated
with the work productivity of the employees using the Pearson-R test, it was concluded that the
49
relationship between them is insignificant and the null hypothesis is accepted, thereby, indicating
that the work environment does not directly impact the work productivity of the employees as most
of the employees possess the flexibility to adapt to any type of work environment.
In terms of work position, the employees residing in Poblacion Ubos and Ibabao were able
to generate a favorable mean score of 3.88, which pertains to the agree description and this
concludes that the employees residing in Poblacion Ubos and Ibabao are satisfied with their work
position overall. When the work position is correlated with the work productivity of the employees
using the Pearson-R test, it was concluded that the relationship between them is significant and the
null hypothesis is rejected, thereby, indicating that the employees may be more motivated to work
with the goal of acquiring a promotion towards another position, thus, they tend to be more
productive at work so that their efforts will be acknowledged by their superiors.
In terms of salary, the employees residing in Poblacion Ubos and Ibabao were able to
generate a mean score of a reluctant mean score of 3.26, which pertains to the neither agree nor
disagree description and this concludes that the employees residing in Poblacion Ubos and Ibabao
are not completely satisfied with the amount of compensation or salary they receive, in which are
mostly low, thereby, causing the reluctance of the employees, whether they would agree or not.
When the salary of the employees is correlated with their work productivity using the Pearson-R
test, it was concluded that the relationship between them is insignificant and the null hypothesis is
accepted, thereby, indicating that the employees knew in the first place how much salary they’ll
receive before entering such job and this implies that the salary of the job they picked somehow
meets their current needs and thus, having a huge salary or small salary does not directly affect the
employees performance as it is already given that they always need to perform at their best with
their work.
50
In terms of work productivity, the employees residing in Poblacion Ubos and Ibabao were
able to generate a somewhat favorable mean value of 3.73, with an adjective description of agree
and this conclusion signifies that it is agreeable that the employees residing in Poblacion Ubos and
Ibabao are somewhat productive at their work throughout the past three months, supposing that
they have responded with honesty.
When the overall job satisfaction is correlated with the work productivity of the employees
using the Pearson-R test, a conclusion was drawn wherein the relationship between the two is
insignificant, and thereby, the null hypothesis was accepted. This signifies that the work
productivity of the employees residing in Poblacion Ubos and Ibabao are not directly impacted
with their job satisfaction due to the fact that they are always required to always be productive
within the workplace as a means of showing their professionalism and as a responsible employee,
they are required to meet the deadlines of the tasks given to them by their superiors, thus, regardless
of being satisfied with their job or not, their work productivity is required to be at its peak.
Therefore, there is no significant correlation between job satisfaction and work productivity.
Recommendations
In the light of the analysis of the findings and the conclusions drawn, the following
recommendations are formulated by the researchers:
1. Employers, managers, and supervisors should conduct a monthly or quarterly employee
assessment in order to monitor the well-being of every employee, as well as to hear out
their concerns.
2. Employers, managers, and supervisors should have a daily check-up on every employee to
determine whether the employee is experiencing a difficulty with their given tasks so that
51
they can be supervised. Moreover, employees should not hesitate to reach out to their
colleagues or superiors if a problem unexpectedly emerges.
3. The management should always ensure that the work environment is pleasant and
accommodating, and that the employees feel comfortable and supported within it. This can
be achieved by providing a clean, safe, and well-lit work environment, and by fostering a
culture of respect and collaboration among colleagues through the emphasis of the
company’s mission, vision, goals, and core values.
4. Employers, supervisors, or managers should acknowledge the efforts exerted by every
employee in the workplace by providing them with rewards, which may include bonuses,
promotions, or other forms of recognition that show the employees that their efforts are
appreciated and valued. In this way, each employees will be encouraged and motivated to
give their best at work.
5. The management should ensure that the employees are paid fairly according to the work
and services they rendered, their work position, and their tenure ship. Moreover, it must be
ensured that the employees are provided with the benefits that meet their needs, such as
health insurance, retirement plans, emergency leave and allowance, and paid time off, and
they must acquire some benefits other than the government-given benefits.
6. Tight barriers, such as some unnecessary rules and regulations, should be removed in order
to foster an open communication between the employees and the management. This can
help create a positive work environment, improve productivity, and foster collaboration
and teamwork. Moreover, the management should always remain open towards the
suggestions of the employees in order to create a sense of connectivity among everyone in
the workplace.
52
7. Managers and supervisors should provide opportunities for personal growth and
development by offering a training that will improve the employee’s skills and advance on
their career, such as online courses, mentorship programs, and leadership development
program. Furthermore, managers and supervisors should initiate a monthly or quarterly
team-building activities to promote a sense of unity and interaction among the employees,
in order to remove the tension and stress that circulates within the workplace.
8. Flexible work arrangements should be administered, such as telecommuting or flexible
schedules, to help employees balance their work and their personal commitments.
Unnecessary workloads and frequent work overtime should be avoided so that the
employees can have enough rest and they can be more productive on the next day.
Furthermore, employees should be given at least one day off from work every week in
order to provide the employees a time for leisure as means of taking their mental health
into consideration.
9. Employers, managers, and supervisors can utilize this research as a point of inspiration for
them to identify the aspects of their workplace that requires improvements.
10. The impact of job satisfaction on the work productivity of employees has been a topic of
significant interest among scholars and practitioners alike. While previous research has
established a positive relationship between the two, there is still a need to further
investigate on the specific factors that contribute to this relationship, as well as the extent
of its impact across different industries, job types, and organizational cultures. Thus, future
researchers are granted with the permission by the current researchers to replicate and
utilize this research as a point of reference, if they decide to delve deeper on the underlying
relationship between job satisfaction and work productivity.
53
APPENDICES
54
APPENDIX A
PERMISSION LETTER FOR THE SCHOOL PRINCIPAL
Holy Trinity Academy of Loay
Poblacion Ubos, Loay, Bohol
Mrs. Felicidad L. Enerio:
Greetings!
The undersigned are senior high school Grade 12 students from the Accountancy, Business, and
Management (ABM) academic track of this institution and are currently working on their research that is
entitled “JOB SATISFACTION: ITS IMPACT ON THE WORK PRODUCTIVITY OF
EMPLOYEES FROM POBLACION UBOS AND IBABAO”, aiming to determine whether the
employees have a high or low satisfaction level on their current work which will help emphasize the issues
that they have encountered within their workplace.
In order to gather the requisite data for our research, we would like to ask for your permission to conduct
our research outside the school campus, specifically within the two central barangays of Loay: Poblacion
Ubos and Poblacion Ibabao, Loay, Bohol. If granted with your permission, we will begin conducting our
research on March 6, 2023 and plan to finish it on March 13, 2023, every 3:00 P.M. in the afternoon up
until 6 P.M. in the evening.
We are genuinely hoping for your positive feedback upon this matter.
Respectfully yours,
JOSEPH NEIL E. ALCALA
Group Research Leader
ALVIE JAMES M. BANTUGAN
Group Research Assistant Leader
Endorsed by:
MS. LEAH GRACE D. PUTIAN, LPT
Thesis Adviser
Noted by:
MRS. ANGELICA L. GONZALES, MCDDS
Thesis Instructor
Approved by:
MRS. FELICIDAD L. ENERIO, MAED
School Principal
55
APPENDIX A (II)
PERMISSION LETTER FOR THE BARANGAY
Holy Trinity Academy of Loay
Poblacion Ubos, Loay, Bohol
March 2, 2023
Mr. Primo P. Espiritu
Barangay Captain
Poblacion Ubos, Loay, Bohol
Dear Mr. Espiritu:
Greetings!
The undersigned are Senior High School Grade 12 Students of the Accountancy, Business, and
Management (ABM) academic track from Holy Trinity Academy of Loay and are currently working on
their research that is entitled “JOB SATISFACTION: ITS IMPACT ON THE WORK
PRODUCTIVITY OF EMPLOYEES FROM POBLACION UBOS AND IBABAO”, aiming to
determine whether the employees residing on the designated areas have a high or low satisfaction level on
their current work which will help emphasize the issues that they have encountered within their workplace.
In order to gather the requisite data for our research, we would like to ask for your permission to conduct
our research within your barangay: Poblacion Ubos, Loay, Bohol. If granted with your permission, we will
begin conducting our research on March 6, 2023 and plan to finish it on March 13, 2023, every 1:00 P.M.
in the afternoon up until 6 P.M. in the evening.
We are genuinely hoping for your positive feedback upon this matter.
Respectfully yours,
JOSEPH NEIL E. ALCALA
Group Research Leader
ALVIE JAMES M. BANTUGAN
Group Research Assistant Leader
Endorsed by:
Noted by:
MS. LEAH GRACE D. PUTIAN, LPT
Thesis Adviser
MRS. ANGELICA L. GONZALES, MCDDS
Thesis Instructor
Approved by:
Received by:
MRS. FELICIDAD L. ENERIO, MAED
School Principal
MR. PRIMO P. ESPIRITU
Barangay Captain
56
APPENDIX A (III)
PERMISSION LETTER FOR THE BARANGAY
Holy Trinity Academy of Loay
Poblacion Ubos, Loay, Bohol
March 2, 2023
Mrs. Anania L. Sarong
Barangay Captain
Poblacion Ibabao, Loay, Bohol
Dear Mrs. Sarong:
Greetings!
The undersigned are Senior High School Grade 12 Students of the Accountancy, Business, and
Management (ABM) academic track from Holy Trinity Academy of Loay and are currently working on
their research that is entitled “JOB SATISFACTION: ITS IMPACT ON THE WORK
PRODUCTIVITY OF EMPLOYEES FROM POBLACION UBOS AND IBABAO”, aiming to
determine whether the employees residing on the designated areas have a high or low satisfaction level on
their current work which will help emphasize the issues that they have encountered within their workplace.
In order to gather the requisite data for our research, we would like to ask for your permission to conduct
our research within your barangay: Poblacion Ibabao, Loay, Bohol. If granted with your permission, we
will begin conducting our research on March 6, 2023 and plan to finish it on March 13, 2023, every 1:00
P.M. in the afternoon up until 6 P.M. in the evening.
We are genuinely hoping for your positive feedback upon this matter.
Respectfully yours,
JOSEPH NEIL E. ALCALA
Group Research Leader
ALVIE JAMES M. BANTUGAN
Group Research Assistant Leader
Endorsed by:
Noted by:
MS. LEAH GRACE D. PUTIAN, LPT
Thesis Adviser
Approved by:
MRS. FELICIDAD L. ENERIO, MAED
School Principal
MRS. ANGELICA L. GONZALES, MCDDS
Thesis Instructor
Received by:
MRS. ANANIA L. SARONG
Barangay Captain
57
APPENDIX B
SURVEY QUESTIONNAIRE
HOLY TRINITY ACADEMY OF LOAY
Region VII
Poblacion Ubos, Loay, Bohol
“Job Satisfaction: Its Impact On The Work Productivity Of Employees From Poblacion Ubos and Ibabao”
I.
Employee Profile
Name (optional):
Age:
Gender:
Occupation:
II.
Job Satisfaction
General Instruction: Please put a check (√) on the column that corresponds to your answer, in order to
determine how satisfied are you with your job in terms of work environment, work position, and salary.
A. Work Environment
This section aims to determine whether the employees are satisfied with their work environment.
Neither
Strongly
Disagree
Agree nor
Agree
Questions
Disagree
(2)
Disagree
(4)
(1)
(3)
I feel that the environment that I am
working at is in lined with my
expectations.
I feel like the entirety of my workplace is
conducive for working.
My workplace contain air-refreshing
appliances (e.g. electric fans, AC, etc.).
The entire room of my workplace is
well-ventilated.
My workplace is well-sanitized and has
a clean surrounding.
There is a frequent clean-up,
maintenance, and disinfection within my
workplace.
My workplace follow health safety
protocols and regulations.
My workplace contain the necessary
materials and equipment for work (e.g.
Wi-Fi, computers, printers, etc.).
The things found within my workplace
are well-maintained and organized.
My workplace have enough space for
every employee.
My workplace has a set of rules and
regulations that the employees need to
abide.
Strongly
Agree
(5)
58
My workplace does not follow a very
tight rules and regulations.
I have a good relationship with my
superiors.
My superiors treat each one of the
employees equally.
My superiors does not give us a lot of
tasks to do.
My superiors give us enough time to
finish our tasks.
My superiors does not often give us work
overtime.
My superiors allow us to have time for
ourselves and for recreational activities.
My superiors often encourage and give
feedbacks on everyone in the workplace.
I have a good relationship with my coworkers.
My co-workers often communicate and
interact with me and treat me with
respect.
My co-workers assist me if I have
concerns regarding a task.
My workplace often have team-building
activities.
I feel a sense of unity and teamwork
among all of the employees within my
workplace.
B. Work Position
This section aims to determine whether the employees are satisfied with their current position in their workplace.
Neither
Strongly
Disagree
Agree nor
Agree
Strongly
Questions
Disagree
(2)
Disagree
(4)
Agree
(1)
(3)
(5)
I am happy and satisfied with my
current position in my job.
I fully understand the role and function
of my current position.
I find my part of the work less
challenging than my co-workers’ work.
I don’t often get stressed on my current
work position compared to my coworkers who have a different position
at work.
I don’t feel a lot of pressure from the
responsibilities of my current position.
I received the supposed benefits that I
should have in my current position and
as an employee.
59
My superiors often guide and give
feedbacks about my work.
I finish my given tasks on or before the
deadline.
My superiors does not often give me
work overtime.
If I am given a work overtime, my
superiors ensure that it is compensated.
My workplace contain the necessary
resources in order to do and finish my
work.
C. Employee’s Salary
This section aims to determine whether the salary of the employees satisfies their basic commodities.
Neither
Strongly
Disagree
Agree nor
Agree
Questions
Disagree
(2)
Disagree
(4)
(1)
(3)
Strongly
Agree
(5)
I am satisfied with the amount of salary
I receive at my work.
My salary is enough to provide for my
family.
My salary is enough to pay for the
expenses at home.
My salary satisfies my basic needs.
My salary satisfies my wants.
The amount of my salary is big enough
for me to set aside money for savings.
III.
Work Productivity
General Instruction: Please put a check (√) on the column that corresponds to your answer, in order to
determine how productive you are at your work these past three months.
This section aims to determine whether the employees are productive with their work throughout the past three
months.
Neither
Strongly
Disagree
Agree nor
Agree
Strongly
Questions
Disagree
(2)
Disagree
(4)
Agree
(1)
(3)
(5)
I manage to create a plan ahead of the
deadline of my work.
I have an optimal way of planning.
I always kept in mind the results that I
have to achieve with my work.
I am able to separate main issues from
side issues at my work.
I know how to set the correct priorities.
I am able to perform my work well with
minimal time and effort.
I can collaborate with others
productively.
I take on extra responsibilities at work.
60
I start new tasks myself when I am done
with my old ones.
I take on challenging work tasks when I
am available.
I work at keeping my job knowledge upto-date.
I work at keeping my job skills up-todate.
I come up with creative solutions to new
problems.
I am open in encountering new
challenges in my job.
I do more than what was expected of me.
I actively participate in work meetings.
I constantly seek for ways to improve my
performance at work.
I immediately grasp opportunities that
are presented to me.
I know how to solve difficult situations
and setbacks encountered at work.
I am always motivated to go to work
every day and do my work.
Thank you for your time, honesty, and cooperation. Have a good day and good luck at your work. ☺
-Group 5 Researchers ♥
61
APPENDIX C
TALLY AND TABULATION
Demographic Profile of Respondents According to Age
Age
Frequency
Percentage (%)
15 - 19
1
1.00
20 – 24
20
20.00
25 – 29
23
23.00
30 – 34
11
11.00
35 – 39
11
11.00
40 – 44
13
13.00
45 – 49
10
10.00
50 – 54
3
3.00
55 – 59
5
5.00
60 – 64
0
0.00
65 – 69
3
3.00
Total
100
100.00
Demographic Profile of Respondents According to Gender
Gender
Frequency
Percentage (%)
Female
57
57.00
Male
43
43.00
Total
100
100.00
62
Demographic Profile of Respondents According to Occupation
Occupation
Frequency
Percentage (%)
Government Worker
50
50.00
Private/Company Worker
20
20.00
Teacher
6
6.00
Physician
1
1.00
Senior Bookkeeper
1
1.00
Call Center Agent
7
7.00
Accountant
5
5.00
Tourism Officer
2
2.00
School Staff
5
5.00
Nurse
1
1.00
Seafarer
1
1.00
Medical Social Worker
1
1.00
Total
100
100.00
Exact Number of Responses Accumulated for Each Statement
N= 100 (Total Number of Respondents)
A. Work Environment
This section aims to determine whether the employees are satisfied with their work environment.
Neither
Strongly
Disagree
Agree nor
Agree
Strongly
Questions
Disagree
(2)
Disagree
(4)
Agree
(1)
(3)
(5)
I feel that the environment that I
am working at is in lined with my
3
0
11
39
47
expectations.
I feel like the entirety of my
workplace is conducive for
2
0
13
37
48
working.
My workplace contain airrefreshing
appliances
(e.g.
4
2
3
25
66
electric fans, AC, etc.).
The entire room of my workplace
is well-ventilated.
1
4
7
34
54
Total
100
100
100
100
63
My workplace is well-sanitized
and has a clean surrounding.
There is a frequent clean-up,
maintenance, and disinfection
within my workplace.
My workplace follow health
safety protocols and regulations.
My workplace contain the
necessary
materials
and
equipment for work (e.g. Wi-Fi,
computers, printers, etc.).
The things found within my
workplace are well-maintained
and organized.
My workplace have enough
space for every employee.
My workplace has a set of rules
and
regulations
that
the
employees need to abide.
My workplace does not follow a
very tight rules and regulations.
I have a good relationship with
my superiors.
My superiors treat each one of
the employees equally.
My superiors does not give us a
lot of tasks to do.
My superiors give us enough
time to finish our tasks.
My superiors does not often give
us work overtime.
My superiors allow us to have
time for ourselves and for
recreational activities.
My superiors often encourage
and give feedbacks on everyone
in the workplace.
I have a good relationship with
my co-workers.
My
co-workers
often
communicate and interact with
me and treat me with respect.
My co-workers assist me if I have
concerns regarding a task.
My workplace often have teambuilding activities.
I feel a sense of unity and
teamwork among all of the
employees within my workplace.
1
4
6
32
57
100
3
3
6
26
62
100
0
0
9
22
69
100
4
3
2
18
73
100
3
0
4
38
55
100
2
6
8
26
58
100
0
1
2
17
80
100
37
18
17
19
9
100
2
3
5
28
62
100
1
4
9
28
58
100
12
13
12
36
27
100
4
3
13
35
45
100
9
10
14
38
29
100
3
4
11
39
43
100
1
2
9
29
59
100
1
4
5
19
71
100
1
3
6
21
69
100
6
3
8
29
54
100
5
6
14
29
46
100
5
0
6
27
62
100
64
B. Work Position
This section aims to determine whether the employees are satisfied with their current position in their workplace.
Neither
Strongly
Disagree
Agree nor
Agree
Strongly
Total
Questions
Disagree
(2)
Disagree
(4)
Agree
(1)
(3)
(5)
I am happy and satisfied with my
current position in my job.
I fully understand the role and
function of my current position.
I find my part of the work less
challenging than my co-workers’
work.
I don’t often get stressed on my
current work position compared to
my co-workers who have a
different position at work.
I don’t feel a lot of pressure from
the responsibilities of my current
position.
I received the supposed benefits
that I should have in my current
position and as an employee.
My superiors often guide and give
feedbacks about my work.
I finish my given tasks on or before
the deadline.
My superiors does not often give
me work overtime.
If I am given a work overtime, my
superiors ensure that it is
compensated.
My workplace contain the
necessary resources in order to do
and finish my work.
5
1
12
38
44
100
1
2
5
28
64
100
16
9
22
34
19
100
8
11
33
29
19
100
5
14
21
34
26
100
6
8
16
36
34
100
6
2
8
46
38
100
5
1
1
37
56
100
14
7
20
39
20
100
6
3
13
40
38
100
5
2
4
34
55
100
C. Employee’s Salary
This section aims to determine whether the salary of the employees satisfies their basic commodities.
Neither
Strongly
Disagree
Agree nor
Agree
Strongly
Questions
Disagree
(2)
Disagree
(4)
Agree
(1)
(3)
(5)
I am satisfied with the amount of
salary I receive at my work.
My salary is enough to provide for
my family.
My salary is enough to pay for the
expenses at home.
My salary satisfies my basic needs.
My salary satisfies my wants.
Total
15
11
18
39
17
100
16
12
23
35
14
100
14
13
16
17
8
6
16
18
29
34
39
26
19
22
23
100
100
100
65
The amount of my salary is big
enough for me to set aside money for
savings.
27
9
23
24
17
100
Work Productivity
This section aims to determine whether the employees are productive with their work throughout the past three months.
Neither
Strongly
Agree nor
Agree
Strongly
Total
Questions
Disagree
Disagree
Disagree
(4)
Agree
(1)
(2)
(3)
(5)
I manage to create a plan ahead of
the deadline of my work.
I have an optimal way of planning.
I always kept in mind the results that
I have to achieve with my work.
I am able to separate main issues
from side issues at my work.
I know how to set the correct
priorities.
I am able to perform my work well
with minimal time and effort.
I can collaborate with others
productively.
I take on extra responsibilities at
work.
I start new tasks myself when I am
done with my old ones.
I take on challenging work tasks
when I am available.
I work at keeping my job knowledge
up-to-date.
I work at keeping my job skills upto-date.
I come up with creative solutions to
new problems.
I am open in encountering new
challenges in my job.
I do more than what was expected of
me.
I actively participate in work
meetings.
I constantly seek for ways to
improve my performance at work.
I immediately grasp opportunities
that are presented to me.
I know how to solve difficult
situations and setbacks encountered
at work.
I am always motivated to go to work
every day and do my work.
1
10
12
38
39
100
4
12
19
43
22
100
2
12
16
49
21
100
7
12
16
35
30
100
3
10
14
42
31
100
3
11
26
36
24
100
3
12
19
48
18
100
4
8
31
29
28
100
0
13
27
40
20
100
3
11
19
42
25
100
6
9
18
47
20
100
3
10
20
32
35
100
4
13
20
45
18
100
1
9
44
25
21
100
2
11
23
44
20
100
2
5
25
45
23
100
1
12
23
33
31
100
1
14
20
39
26
100
3
9
31
36
21
100
1
13
16
41
29
100
66
CURRICULUM VITAE
67
RESEARCHER’S DATA
“The best way to predict your future is to create it.”
PERSONAL INFORMATION:
Name: Apit, Van Madeline J.
Date of Birth: March 14, 2005
Place of Birth: Poblacion Ubos, Loay, Bohol
Home Address: Poblacion Ubos, Loay, Bohol
Citizenship: Filipino
Civil Status: Single
Religion: Roman Catholic
Father: Uldarico A. Apit Jr.
Mother: Vangie J. Apit
EDUCATIONAL BACKGROUND:
Secondary: Holy Trinity Academy of Loay
(Senior High School, S.Y. 2022-2023)
Holy Trinity Academy of Loay
(Junior High School, S.Y. 2020-2021)
Location: Poblacion Ubos, Loay, Bohol
Elementary: Senate President Protempore Jose A. Clarin Memorial School (S.Y. 2016-2017)
Location: Poblacion Ubos, Loay, Bohol
68
RESEARCHER’S DATA
“Life is like a book. You’ll never know what’s in store for you in the next chapter unless you turn the page.
Remain optimistic as you turn the next pages.”
PERSONAL INFORMATION:
Name: Alcala, Joseph Neil E.
Date of Birth: March 16, 2005
Place of Birth: Tocdog Dacu, Loay, Bohol
Home Address: Tocdog Dacu, Loay, Bohol
Citizenship: Filipino
Civil Status: Single
Religion: Roman Catholic
Father: Florencio R. Alcala
Mother: Elvie E. Alcala
EDUCATIONAL BACKGROUND:
Secondary: Holy Trinity Academy of Loay
(Senior High School, S.Y. 2022-2023)
Holy Trinity Academy of Loay
(Junior High School, S.Y. 2020-2021)
Location: Poblacion Ubos, Loay, Bohol
Elementary: Tocdog Elementary School (S.Y. 2016-2017)
Location: Tocdog Dacu, Loay, Bohol
69
RESEARCHER’S DATA
“Don’t you ever compare your behind-the-scenes to everyone else’s reels. Grow on your own.”
PERSONAL INFORMATION:
Name: Bantugan, Alvie James M.
Date of Birth: September 30, 2004
Place of Birth: Poblacion Ubos, Loay, Bohol
Home Address: Poblacion Ubos, Loay, Bohol
Citizenship: Filipino
Civil Status: Single
Religion: Roman Catholic
Father: Alexander V. Bantugan Sr.
Mother: Vilma M. Bantugan
EDUCATIONAL BACKGROUND:
Secondary: Holy Trinity Academy of Loay
(Senior High School, S.Y. 2022-2023)
Holy Trinity Academy of Loay
(Junior High School, S.Y. 2020-2021)
Location: Poblacion Ubos, Loay, Bohol
Elementary: Senate President Protempore Jose A. Clarin Memorial School (S.Y. 2016-2017)
Location: Poblacion Ubos, Loay, Bohol
70
RESEARCHER’S DATA
“Do the best that you can until you know better. When you know better, do even better.”
PERSONAL INFORMATION:
Name: Mondonedo, Rolando Jr. D.
Date of Birth: May 29, 2005
Place of Birth: Tagbilaran City
Home Address: Poblacion Ubos, Loay, Bohol
Citizenship: Filipino
Civil Status: Single
Religion: Roman Catholic
Father: Rolando T. Mondonedo Sr.
Mother: Jorgia D. Mondonedo
EDUCATIONAL BACKGROUND:
Secondary: Holy Trinity Academy of Loay
(Senior High School, S.Y. 2022-2023)
Holy Trinity Academy of Loay
(Junior High School, S.Y. 2020-2021)
Location: Poblacion Ubos, Loay, Bohol
Elementary: Senate President Protempore Jose A. Clarin Memorial School (S.Y. 2016-2017)
Location: Poblacion Ubos, Loay, Bohol
71
RESEARCHER’S DATA
“No storm lasts a lifetime, as a rainbow awaits at the edge of the storm.”
PERSONAL INFORMATION:
Name: Regis, Sweet Kyla Jules A.
Date of Birth: July 25, 2005
Place of Birth: Cebu City
Home Address: Calvario, Loay, Bohol
Citizenship: Filipino
Civil Status: Single
Religion: Roman Catholic
Father: Joseph A. Regis
Mother: Therese Carmel A. Regis
EDUCATIONAL BACKGROUND:
Secondary: Holy Trinity Academy of Loay
(Senior High School, S.Y. 2022-2023)
Holy Trinity Academy of Loay
(Junior High School, S.Y. 2020-2021)
Location: Poblacion Ubos, Loay, Bohol
Elementary: Basak Elementary School (S.Y. 2016-2017)
Location: Lapu-Lapu City, Cebu
72
BIBLIOGRAPHY
73
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