Quezon City Polytechnic University

673 Quirino Hiway, San Bartolome, Novaliches

Quezon City
San Bartolome Campus

EMPLOYEES SATISFACTION TOWARDS THE EMPLOYEES DEVELOPMENT

PROGRAM AND SUPPORT OF SELECTED FAST FOOD CHAIN IN NOVALICHES
QUEZON CITY, 2018

A Statistical Research Paper

Presented to the Class of
Prof. Randel de Leon Estacio, M.Sc., M.A.T

In partial fulfilment
of the Requirements for the Subject
Probability and Statistics (LQR3)

Presented by

GUASIN, XHYVER T.
MANTILLA, CARLO
2ND YEAR / SBGE 201
OCTOBER 30, 2018

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 TABLE OF CONTENTS

Page

I. Statement of the Problem ............................03

II. Statement of the Hypothesis .........................04

III. Scope and Limitations of the Study ..................05

IV. Data Gathering Procedure ............................05

V. Statistical Treatment of Data .......................07

VI. Results and Discussion ..............................09

VII. Summary and Conclusion ..............................16

References ..................................................19

Appendices ..................................................20

Appendix A Informed Consent Letter .......20

Appendix B Survey Questionnaire ..........20

Appendix C Documentation/Pictures ........23

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I. Statement of the Problem

This study primarily focuses on the Perception of the

Employees Satisfaction towards the Employees Development

Program and Support of selected Fast Food Chain in Novaliches

Q.C. 2018.

Specifically, this study aims to find the Perception of

the Employees Satisfaction towards the Employees Development

Program and Support according to the following research

problems:

1. 1. What is the profile of the respondents in terms of

following:

1.1 Gender;

1.2 Age;

1.3 Civil Status;

1.4 Educational Attainment;

1.5 Job Position; and

1.6 Status of Appointment?

2. 2. How do respondents assess the Perception of the

Employees Satisfaction towards the Employees Development

Program and Support of Selected Fast Food Chain in

Novaliches, 2018 in terms of the following aspects:

1.1 Incentives and Rewards;

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 1.2 Benefits and Salary;

1.3 Job Schedule; and

1.4 Educational and Personal Growth?

II. Statement of the Hypothesis

a. If satisfaction factors have effects on the employees of

fast food chain.
b. If satisfaction factors can affects once employee’s job
performance.
c. If satisfaction factors can lead an employee to be
motivated or unmotivated.

III. Scope and Limitations of the Study

The study was conducted in Novaliches, Quezon City during

the Academic Year 2018 - 2019.

The main respondents of the study were the store managers,

and staffs, of selected fast food chain store such as:

Jollibee, Mc Donald’s, and KFC located within Novaliches,

Quezon City.

The study is limited in Perception of the Employees

Satisfaction towards the Employees Development Program and
Support along the locality of Novaliches. This study is limited
to 100 respondents.

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IV. Data Gathering Procedure

Since the intention of this study was to describe the

existing situation without any attempt to influence it and

obtained necessary data that can be used to draw sound and

acceptable conclusions, the researcher used a researcher-made

survey questionnaire to gather the needed data for the

research.

Survey Questionnaire (see Appendix A). The survey

questionnaire used in this research was developed by the

researcher and validated by experts to satisfy sub-problem 1,

and 2 presented in this study. Part one, was the respondent’s

profile that consist of socio-demographic characteristic of

respondents such as gender, age, civil status, educational

attainment, job position and status of appointment, and part

two, was focused on the respondents’ assessment on the aspects

on the Perception of the Employees Satisfaction towards the

Employees Development Program and Support in selected fast food

chain.It made use of structured questionnaire the Likert

format. In this survey type, five choices were provided for

every question or statement. The choices represented the degree

of agreement, each respondent had on the given question.

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 The sites in which the questionnaires would be implemented

were determined and the survey questionnaires, inform consent

form and letter were sent to the respondents by the researcher.

To obtain necessary data and information the following

procedures were followed:

1. Development of the survey questionnaire with the help

of surveyed related literature and studies.

2. Face and content validation of the survey questionnaire

through the help of the experts.

3. The researcher was use the time allotted for vacant to

avoid distractions of class discussions.

4. After the approval, the researcher will distribute the

questionnaire to the selected respondents. The survey was

conducted on the preferred time and availability of the

respondents.

5. After the survey, the gathered data were evaluated and

interpreted through statistical formulations and interpreted by

the researcher.

6. On the other hand, answers on the open-ended questions

were group based on the similarities of response, and then

analyze and interpret by the researcher.

7. The results were analyzed and interpreted by the

researcher.

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V. Statistical Treatment of Data

1. The frequency distribution and percentage (P) were used

to show the distribution of the respondents according

to certain variables like incentives and rewards,

benefits and salary, job schedule, and educational and

personal growth. Percentage (P) was used as a

descriptive measure to determine the frequency of the

respondents against the total number of the

respondents.

This shows the magnitude or the relationship of a part

to its population.

𝐹 𝑥 100
𝑃=
𝑁

Where:

P = the computed percentage

F = the frequency

N = the total number of respondents

2. Weighted Mean (X). In determining the most common

response of the group of respondents towards Employees

Satisfaction, the formula for the weighted mean was also used

in this study.

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 ∑𝑓 𝑥
𝑋=
∑𝑛

Where:

X = computed mean

ƩFx = the sum of the product of the frequency and assigned

point.

Σn = the total number of respondents.

3. Likert Scale. The Likert scales were used to

determine the Perception of the Employees Satisfaction towards

the Employees Development Program and Support of Selected Fast

Food Chain in Novaliches, Quezon City.

Likert Scale in level of Satisfaction

Option Range Interpretation

5 4.20 – 5.00 Strongly Satisfy
4 3.40 – 4.19 Moderate Satisfy
3 2.60 – 3.39 Somewhat Satisfy
2 1.80 – 2.59 Less Satisfy
1 1.00 – 1.79 Unsatisfied
3. Ranking. This was used to determine the order of

increasing or decreasing magnitude of variations. The

criteria with the highest mean value is ranked 1, 2 and

so on down to the last rank and number.

VI. Results and Discussions

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 This chapter indicates presentation and analysis of data,
findings, conclusions and recommendations. The recommendations
basis is the conclusions that the researchers prepared.

Presentation and Analysis of Data

Part I. Profile of Respondents
1.1. Age
Table 1
Frequency and Percentage of the
Respondents in terms of Age
Age Frequency Percentage
18 – 23 years old 64 64%
24 – 29 years old 26 26%
30 – 35 years old 8 8%
36 – 40 years old 1 1%
41 years old – 1 1%
above
Total 100 100%

Table 1 shows the distribution of respondents by age.

Based on the data in the table, the percentage of 18-23 is 64%,
24-29 is 26%, 30-35 is 8%, 36-40 is 1% and 41 above is 1%.
The result shows that the highest number of employee
respondents range from 18 – 23 years old of age.

1.2 Sex
Table 2
Frequency and Percentage of the
Respondents in terms of Sex

Sex Frequency Percentage

Male 58 58%
Female 42 42%
Total 100 100%

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 Table 2 shows the distribution of respondents by sex.
Based on the data in the table, the majority of respondents are
male with the frequency of 58 or 58% and only 42 or 42% are
female.

1.3 Civil Status

Table 3
Frequency and Percentage of the
Respondents in terms of
Civil Status
Civil Status Frequency Percentage
Single 77 77%
Married 14 14%
Separated 5 5%
Widowed 4 4%
Total 100 100%
Table 3 shows the distribution of respondents by civil
status. Based on the data in the table, the percentage of 77 or
77% is single, 14 or 14% is married, 5 or 5% is separated and
widowed is 4 or 4%.
The result shows that the highest numbers of employee
respondents are single.

1.4 Educational Attainment

Table 4
Frequency and Percentage of
the Respondents in terms of
Educational Attainment
Educational Frequency Percentage
Attainments

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 High School 10 10%
Graduate
College Student 15 15%
Working Student 40 40%
Undergraduate 16 16%
Post – Graduate 12 12%
Post – 7 7%
Undergraduate
Total 100 100

Table 4 shows the distribution of respondents by

Educational Attainment. Based on the data in the table, the
percentage of 10 or 10% is High School Graduate, 15 or 15% is
College Students. 40 or 40% is Working Student, 16 or 16% is
Undergraduate, 12 or 12% is Post- Graduate, and 7 or 7% is
Post-Undergraduate.
The result shows that the highest numbers of employee
respondents are working students.

1.5 Job Position

Table 5
Frequency and Percentage of the
Respondents in terms of
Job Position
Job Position Frequency Percentage
Maintenance 8 8%
Crew 56 56%
Crew Chief 14 14%
Assistant 9 9%
Manager
Manager 8 8%
Supervisor 5 5%
Total 100 100%
Table 5 shows the distribution of respondents by Job
Position. Based on the data in the table, the percentage of

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Maintenance is 8 or 8%, Crew is 56 or 56%, Crew Chief is 14 or
14%, Assistant Manager is 9 or 9%, Manager is 8 or 8% and
Supervisor is 5 or 5%.
The result shows that the highest numbers of employee
respondents are Crew.

1.6 Status Appointment

Table 6
Frequency and Percentage of the
Respondents in terms of
Status Appointments
Status Frequency Percentage
Appointment
Part – Time 48 48%
Full – Time 25 25%
Regular 15 15%
Contractual 12 12%
Total 100 100%
Table 6 shows the Status Appointment of the respondents.
Based on the data in the table, the percentage of Part-Time is
48 or 48%, Full-Time is 25 or 25%, Regular is 15 or 15% and
Contractual is 12 or 12%.
The result shows that the highest numbers of employee
respondents are Part-Time.

Part II. Level of Satisfaction in Motivational Factors

2.1 Incentives & Rewards

Table 7
Respondent’s Frequency on Level of Employee
Satisfaction in Selected Fast Food Chain

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 in terms of Incentives & Rewards

Incentives & Rewards Weighted Mean Verbal Rank

Interpretation
2.1.1. Bonus 3.17 Moderately Satisfy 1
2.1.2. Service Charge 2.91 Moderately Satisfy 3
(Allowance)
2.1.3. Free Meal 3.02 Moderately Satisfy 2
2.1.4. Company 2.78 Moderately Satisfy 4.5
Discounts
2.1.5. Extra Vacation 2.77 Moderately Satisfy 6
Days
2.1.6. Grocery 2.78 Moderately Satisfy 4.5
2.1.7. Gift Certificate 2.68 Moderately Satisfy 7
GRAND MEAN 2.87 Moderately Satisfy
Table 7 shows that the respondents are Moderately
Motivated in terms of Bonus that obtained the highest weighted
mean of 3.17, followed by Free Meal with a weighted mean of
3.02 and Service Charge (Allowance) with a weighted mean of
2.91, Followed by Grocery tie with Company Discounts with a
weighted mean of 2.78, followed by Extra Vacation with a
weighted mean of 2.77, followed by Gift Certificates obtained
the lowest weighted mean of 2.68. Overall, respondents are
Moderately Motivated with a grand mean of 2.87 in terms of
Incentives and Rewards.

2.2 Benefits & Salary

Table 8
Respondent’s Frequency on Level of Employee
Satisfaction in Selected Fast Food Chain
in terms of Benefits & Salary

Benefits & Salary Weighted Verbal Interpretation Rank

Mean

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2.2.1 Social Security 3.17 Moderately Satisfy 1.5
System
2.2.2. Philhealth 3.17 Moderately Satisfy 1.5
2.2.3. Pag-ibig 3.14 Moderately Satisfy 3
2.2.4. Retirement 2.82 Moderately Satisfy 4
Benefits
GRAND MEAN 3.08 Moderately Satisfy
Table 8 shows that the respondents are Moderately
Motivated in terms of Social Security System that obtained the
highest weighted mean of 3.17, and Philhealth with a weighted
mean of 3.17, followed by Pag-ibig with a weighted mean of
3.14. Also, the respondents are Moderately Motivated in terms
of Retirement Benefits that obtained the lowest weighted mean
of 2.82. Overall, respondents are Moderately Motivated with a
grand mean of 3.08 in terms of Benefits and Salary.

2.3 Job Schedules

Table 9

Respondent’s Frequency on Level of Employee

Satisfaction in Selected Fast Food Chain
in terms of Job Schedules

Job Schedules Weighted Mean Verbal Rank

Interpretation
2.3.1. Night Shift 2.88 Moderately Satisfy 2
2.3.2. Holidays 3.27 Moderately Satisfy 1
2.3.3. Shifting 2.65 Moderately Satisfy 3
GRAND MEAN 2.93 Moderately Satisfy
Table 9 shows that the respondents are Moderately
Motivated in terms of a Holiday that obtained the highest
weighted mean of 3.27, followed by a Night Shift with a

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 weighted mean of 2.88. Also, the respondents are Moderately
Motivated in terms of a Shifting with a weighted mean of 2.65.
Overall, respondents are Moderately Motivated with a grand mean
of 2.93 in terms of Job Schedules.

2.4 Educational and Personal Growth

Table 10
Respondent’s Frequency on Level of Employee
Satisfaction in Selected Fast Food Chain
in terms of Educational and Personal Growth
Educational and Weighted Mean Verbal Interpretation Ran
Personal Growth k
2.4.1. Scholarship 2.67 Moderately Motivated 3

2.4.2. Promotional Exam 2.81 Moderately Motivated 2

2.4.3. Training 2.83 Moderately Motivated 1

GRAND MEAN 2.77 Moderately Motivated
Table 10 shows that the respondents are Moderately
Motivated in terms of a Training that obtained the highest
weighted mean of 2.83, followed by a Promotional Exam with a
weighted mean of 2.81. Also, the respondents are Moderately
Motivated in terms of a Scholarship with a weighted mean of
2.67. Overall, respondents are Moderately Motivated with a
grand mean of 2.77 in terms of Educational and Personal Growth.

VII. Summary and Conclusion

Findings
Based on the data and information gathered and through the
use of scientific methodology the following are the findings of
the research:

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1. Most of the respondents’ ages range from 18 – 23
years old that obtained the highest frequency and
percentage with 64 or 64% out of 100, while the other
respondents ages range are 36 – 40 years old and 41 years
old – above obtained the lowest frequency and percentage
with 1 or 1% out of 100.
As the result showed on table 2, in terms of respondent’s
sex, male obtained the highest frequency and percentage
with 58 or 58% out of 100, while female obtained the
lowest frequency and percentage with 42 or 42% out of 100.
In table 3, it shows that most of the respondents are
single with the highest frequency and percentage with 77
or 77% out of 100, while widowed obtained the lowest
frequency and percentage with 4 or 4% out of 100. Next, on
table 4 results, in terms of educational attainment,
working student obtained the highest frequency and
percentage with 40 or 40% out of 100, while post –
undergraduate obtained the lowest frequency and percentage
7 or 7% out of 100.
Meanwhile, as the result on table 5 in terms of job
position, most of the respondents are Crew with the
percentage of 56 or 56% out of 100, while Supervisor
obtained the lowest frequency and percentage with 5 or 5%
out of 100.
Lastly, as the result on table 6 in terms of status of
appointment, part – time obtained the highest frequency
and percentage with 48 or 48% out of 100, while
Contractual obtained the lowest frequency and percentage
with 12 or 12% out of 100.

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 2. In part two of the presentation and analysis of data,
the respondent’s frequency in terms of Benefits and Salary
obtained the highest grand mean with 3.08 verbally
interpreted as “Moderately Motivated”. Under the Benefits
and Salary, Social Security System and Philhealth obtained
the highest weighted mean of 3.17, while retirement
benefits obtained the lowest weighted mean of 2.82.
In terms of Job Schedules, the respondent’s got a grand
mean of 2.93 verbally interpreted as “Moderately
Motivated”. Under the Job Schedules, Holidays obtained the
highest weighted mean of 3.27, while shifting obtained the
lowest weighted mean of 2.65.
In terms of incentives and Rewards, the respondent’s got a
grand mean of 2.87 verbally interpreted as “Moderately
Motivated”. Under the incentives and Rewards, Bonus
obtained the highest weighted mean of 3.17, while Gift
Certificate obtained the lowest weighted mean of 2.68.
Lastly, the respondent’s frequency in terms of Educational
and Personal Growth got a grand mean of 2.77 verbally
interpreted as “Moderately Motivated”. Under the
Educational and Personal Growth, Training obtained the
highest weighted mean of 2.83, while the Scholarship
obtained the lowest weighted mean of 2.67.

Conclusion
On the basis of the findings, several conclusions

concerning the Level of Employee Satisfaction in Selected Fast

Food Chain in Novaliches can be drawn. The findings of this

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study indicated that males and single obtained the highest

frequency and percentage. Statically, working student and part-

timers are 18-23 years of ages working as crew in the fast food

chain in Novaliches.

From this study, it can be concluded that employees are

satisfied in the SSS and Philhealth Benefits given by the

company. Bonus and free meal were indicated as moderately

satisfy of employees in fast food chain.

Recommendations

Based on the conclusions, the following recommendations

are made:

The Company should give their working student employees

the right to choose time schedule to balance their working-

hour. The Company must add incentives and rewards to motivate

in order to make their employee more satisfy in their jobs.

Fast Food Chains in Novaliches must ensure the benefits they

are giving to their employees. The Company should implement

rules about giving the right salary and paying overtime of the

employees.

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 REFERENCES

Books
Dudovskiy, J. (2013). An ultimate guide to writing a dissertation in
business studies:
a step-by-step assistance: A Brief Literature Review on Employee
Motivation.
United Kingdom: Research Methodology, c2015

Online Sources
Dulebohn, J., Molloy, J., Murray, B., & Pichler, S. (2009) Employee
Benefits: Literature
Review and Emerging Issues. Retrieved From
https://www.researchgate.net/publication/229352681_Employee_benefits
_Literature_review_and_emerging_issues

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 APPENDICES

Appendix A

Survey Questionnaire

Employees Satisfaction towards the Employees Development

Program and Support of selected Fast Food Chain in Novaliches
Q.C. 2018.
Dear Respondents,
We, the students of Quezon City Polytechnic University
enrolled in Engineering Research, are conducting a study
entitled “Employees Satisfaction towards the Employees
Development Program and Support of selected Fast Food Chain in
Novaliches Q.C. 2018.” With this, we are humbly asking for
your time to answer the questionnaire as this is one of the
requirements to complete the said study. Rest assured that
this questionnaire, together with your answers, is treated
with great confidentiality.
Thank you.
Sincerely yours,
Researches
Xhyver Guasin
Carlo Mantilla

Appendix B
Survey Questionnaire
Part I. Respondents Profile
Instruction: Check the box according to your personal
information.
1.1 Age  41 yrs. old – above
1.2 Sex
 18-23 yrs. old
 24-29 yrs. old  Male
 30-35 yrs. old  Female
 36-40 yrs. old 1.3 Civil Status

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  Single  Manager
 Married  Supervisor
 Separated 1.6 Status Appointment
 Widowed
 Part-time
1.4 Educational Attainment
 Full-time
 High School Graduate  Regular
 College Student  Contractual
 Working Student
 Undergraduate
 Post-Graduate
 Post-Undergraduate

1.5 Job Position

 Maintenance
 Crew
 Crew Chief
 Assistant Manager
Part II. Level of Employee Satisfaction in Selected Fast Food
Chain in Novaliches, 2018.
2.1. Check the box based on the following motivation
5 – Strongly Satisfy
4 – Moderately Satisfy
3 – Somewhat Satisfy
2 – Less Satisfy
1 – Unsatisfied

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 Level of Motivation

2.1 Incentives & Rewards 5 4 3 2 1

2.1.1Bonus

2.1.2 Service Charge (Allowance)

2.1.3 Free Meal

2.1.4 Company discounts

2.1.5 Extra Vacation

2.1.6 Grocery

2.1.7 Gift Certificate

2.2 Benefits & Salary

2.2.1 Social Security System

2.2.2 Philhealth

2.2.3 Pag-ibig

2.2.4 Retirement Benefits

2.3 Job Schedules

2.3.1 Night Shift

2.3.2 Holidays

2.3.3 Shifting

2.4 Educational and Personal Growth

2.4.1 Scholarship

2.4.2 Promotional Exam

2.4.3 Training

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DOCUMENTATION:

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