UNIVERSITY OF CALOOCAN CITY

College of Business and Accountancy

CHAPTER II
This chapter presents the literature reviewed on factors influencing Job
Satisfaction among employees in Zero-In Concept and Production that bear significance
to the study. It focused on safety at the workplace, opportunity of growth, remuneration
and benefits, and others that can affect their job performance.
Job Satisfaction has a variety of definitions and related concepts, which has
been studied in different disciplines for many years up to now. Many theories and articles
have been developed and gave interest to managers, and even researchers (Perfecto S.
Sison, 1991). Job satisfaction is the extent to which one is happy with their job hence an
employee’s willingness to perform at an maximum level (Payos, 2010). Salvador 2017,
states that there is no agreed upon definition of what job satisfaction is or what it
represents; but there is need to consider the nature and importance of the work. The
article presents some definitions from different authors describing job satisfaction as
“Positive and favorable attitudes towards the job indicate job satisfaction (Sanchez,
2006)”; “…collection of feeling and beliefs that people have about their current job
(George, 2008)”, while Sison 1991 look at job satisfaction as a multi-dimensional
concept. Generally, the comparison of all the authors above points towards employees’
positive or negative attitudes towards their jobs.
Nowadays most of the firms pay attention in employees need. They try to
provide positive working environment so the employees will be happy and satisfied. They
believe that happier the employees, the more delightful the customer will be. Employees
would feel satisfied in their jobs if they are working in a clear and safe workplace with
sufficient tools and equipment (Ramos ,2017). Safety at the workplace will provide a
sense of security as well as job satisfaction to employees. Accidents could be avoided for
the employees in an organization to be satisfied with the security and safety in their
workplace (Mathis & Jackson 2003). In addition, preventing the occurrence of accidents
in the workplace, health and safety also increase the employee job satisfaction.
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College of Business and Accountancy

The poor health and safety practices in the workplace greatly contribute for the
leaving of employees in the workforce similar to the low level of job satisfaction
(Omusulah 2013). When there is safety at the workplace at a satisfactory level, it
increases the job satisfaction level of the employees. A good health and safety program
fosters a sense of security and comfort and increase job satisfaction. Workers would
rather desire working conditions that will result in greater physical comfort and
convenience.
In the study in 2013, it has been proved that health among employees’ will
strongly influence on their job satisfaction (Tobi et al.). According to the research
conducted by the National Institute for Occupational Safety and Health (NIOSH) (2006),
40% of employees believe that they can work at the satisfactory level, “very” or
“extremely” stressfully and 26% of employees feel “burned out” at work. Other studies,
have found that greater involvement of safety and health may lead to the positive attitude.
If an organization has introduced proper safety and health practices and give better
perception, that organization cares about employees, and then, it will contribute partially
to the satisfaction of employee.
Opportunities to learn new skills, take on new responsibilities, achieve higher
compensation and gain new positions can increase employee motivation and job
satisfaction and help workers more effectively manage job stress and allow employees to
set and work towards goals. This can translate into positive gains for the organization by
enhancing organizational effectiveness and improving work quality, as well as by helping
the organization attract and can keep your employees. By providing opportunities for
growth and development, organizations can improve the quality of their employees’ work
experience and realize the benefits of developing workers to their full potential.
Opportunity of growth is also an important aspect of employee’s career and life. Firms
can use promotions as a reward for highly productive workers, creating an incentive for
workers to exert greater effort. Workers may value promotions because they enjoy the
acknowledgement of work well done.
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College of Business and Accountancy

Remuneration is an important feature in Human Resource Management. After

all, it is the main reason why people work and considered one of the key factors in
encouraging people to work. Remuneration plays a significant role in influencing job
satisfaction However, its significance and its effect on job satisfaction remains unclear.
Moreover, the effect of remuneration on job satisfaction might depend on the employees’
subjective assessment of the amount of remuneration. Compensation is a powerful
communicator of organizational goals.
According to the survey report conducted by the Society for Human Resource
Management (2012), it was found that compensation and benefits are regularly in the top
three factors affecting employee job satisfaction. Although money is not a motivator,
employees crave for it because financial independence equates with personal freedom.
Hence it is what one does with the money that motivates one to work better. From here, it
would seem that compensation and job satisfaction have a positive relationship.
According to several researchers, compensation and job satisfaction are
positively related with each other. Employee benefits are used by the organizations to
recruit and retain talented employees. In times of economic crisis, when organizations
might not be able to offer their employees pay raises and bonuses, benefits become one of
the many tools employers use to increase loyalty, productivity and job satisfaction. Based
on the survey report conducted by Society for Human Resource Management (SHRM),
benefits have remained among the top two most important factors of job satisfaction to
employees.
Synthesis
Most of the people spend their life for work, and I believe understanding the
factors that can increase job satisfaction is important to improve the well-being of
individuals and their implication are important to measure. Job satisfaction is an
important variable to consider to improve job and evaluate an organization’s success. In
order for an organization to be productive, the employees’ concerns should be met.
Employee satisfaction is a valuable factor to the success of any business.
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College of Business and Accountancy

One might think that pay is considered to be the most important component in
job satisfaction while the others do not agree. Values, perceptions and ideas constitute job
satisfaction. These variables are important because they all influence the way a person
feels about his/her job. Employees are more concerned with working in an environment
they enjoy and the desires that they want to obtain.

Theoretical Framework
This study is anchored on the premise that job satisfaction and performance
level of the employees is affected favorably by different factors. Job satisfaction
represents the emotional feelings and thinking regarding the job of the employees. Job
performance helps employees understand the expected scope, key responsibilities,
required knowledge and skills and duties of the job. From this, the company and
organizations will get the quality service that they want and need.
Job satisfaction is one of the most widely used variables in organizational
behavior. The concept of job satisfaction and its meaning have frequently developed,
expanded and spread out through the past decades. Currently, job satisfaction is described
as favorable state of mind resulting from the evaluation of one’s job.

Conceptual Framework
Conceptual framework is a diagrammatic representation of variables and how
they relate to each other.
The below diagram shows what factors may affect job satisfaction and how job
satisfaction influences the job performance which can bring success to the company.
 UNIVERSITY OF CALOOCAN CITY
College of Business and Accountancy

Safety at the
Workplace

Opportunity JOB Job

of Growth SATISFACTION Performance

Remuneration
and Benefits

Figure 3.1 Conceptual Framework of effect Job Satisfaction on Job performance

Definition of Terms
For better understanding to the readers, the following terms were defined operationally.
1. Career Development. Is the process that forms a person's work identity. It is a
significant part of human development and spans over the individual's entire
lifetime, beginning when the individual first becomes aware of how people
make a living.
2. Compensation. Is paid to the employee in case of death of employee, physical
injury, or mentally suffered during the course of employment.
3. Health and Safety. Multidisciplinary field concerned with the safety, health,
and welfare of people at work.
4. Job Dissatisfaction. It is an employee’s response to their job that can range
from feelings of apathy, to depression and despair, to anger, frustration and
resentment. It all means a desire to quit and move on to something better
and many employees are there right now.
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College of Business and Accountancy

5. Job Performance. The work related activities expected of an employee and

how well those activities were executed.
6. Job Satisfaction. Employee satisfaction is a measure of workers' contentedness
with their job, whether or not they like the job or individual aspects or facets of
jobs, such as nature of work or supervision.
7. Performance Appraisal. Also referred to as a performance review,
performance evaluation, development discussion, or employee appraisal is a
method by which the job performance of an employee is documented and
evaluated.
8. Promotion. Moves an employee's job up one level on an organizational chart.
9. Remuneration. The sum of compensation package that an employee earns for a
specific job. It includes salary, bonuses, commissions, health insurance etc
10. Work Condition. The conditions in which an individual or staff works,
including but not limited to such things as amenities, physical environment.

CHAPTER III
This chapter provided the methodology of the study. It gave the specific
procedure that was followed in undertaking the study. The research design, population,
sampling design, data collection methods and data analysis were described in this chapter.

Research Design
The descriptive method of research was used for this study. The purpose
of descriptive research is to obtain a precise profile of the people, events or situations.
This study took on the combined quantitative and qualitative approach of research with
the use of the survey questionnaire. Quantitative data collection methods are focused on
the degree of relationships between variables. Measurement, numerical data and statistics
are the major significance of quantitative instruments.
According to Robson (1993), the word ‘survey’ is commonly used to a
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College of Business and Accountancy

research methodology designed to gather data from a particular population, or a

sample from that population. Surveys help to identify employee expectations, measure
satisfaction levels and determine specific areas for improvement. Sample surveys are an
important tool for gathering and analyzing information from selected participants. They
are generally known as a key tool for conducting and applying basic social science
research methodology (Rossi et al, 1983). On the other hand, according to Polgar and
Thomas (1995), qualitative approach generates verbal information rather than numerical
values. Instead of using statistical analysis, the qualitative approach utilizes content or
comprehensive analysis; to explain a comprehend the research findings, inductive and not
deductive reasoning is used. The use of qualitative data gathering method is advantageous
as they are more open to changes and refinement of research ideas as the study
progresses; this implies that qualitative data gathering tools are highly flexible. For these
reasons, the researchers chose a descriptive research methodology and designed a
questionnaire survey tool to know the relationship between job satisfaction and job
performance regarding the employees in the Zero-In Concept and Production.

Population, Sample Size and Sampling Techniques

According to Ngechu (2004), a population is well defined set of people, services
elements and events, group of things or households that are being investigated. The
respondents of the study include 10 employees of Zero-In Concept and Production who
have been working in the company for at least six months, wherein 5 of the respondents
were regular employees and the remaining 5 were non-regular employees. These
respondents were single and married with age ranging from 18 years of age and above.

Research Instrument
The researchers used quantitative and qualitative approach, survey questionnaire
and structured interview were used to collect data and analyze numerical data in
accordance to the result of the survey. The study used combination of book-based and
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College of Business and Accountancy

Internet-based questionnaire to gather data needed for the study the relationship of job
satisfaction to the job performance of the employees of Zero-In Concept and
Production. The draft of the survey was presented to the Research adviser, and to the
company’s manager. The questionnaire was composed of two main sections: profile and
survey proper. The profile contains the respondent’s demographic profile such as age,
gender, civil status, ranges of salary, the number of years they had served the company
as well as their job status and assigned position. The survey questionnaire explored the
job satisfaction rating in terms of safety at the workplace, opportunity of growth, and
remuneration and benefits with present job using a four-point Likert scale in connection
to their responses.

Validation of the Research Instrument

Validity indicates the degree to which the instrument measures the constructs under
investigation (Mugenda & Mugenda 1999). The survey questionnaire was used as the study
tool for data collection from the respondents in Zero-In Concept and Production, which
consists of series of questions and other prompt that can be used in gathering information.
This study used content validity because it measured the degree to which the sample of the
items represented the content that test was designed to measure.
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College of Business and Accountancy

Table 1
Likert Scale and Verbal Interpretation

Likert Scale Verbal Interpretation

4 Strongly Agree

3 Agree

2 Disagree

1 Strongly Disagree

Data Gathering Procedure

The researcher will obtain an request letter from Research Adviser to enable her
for identification by the staff of Zero-In Concept and Production, when approaching
respondents to provide relevant information for achieving the research objectives. The
researcher will personally exhibit the survey after the study and the contents of the survey
will be explained to the respondents.
The data which was collected shall be encode and printed clearly in the
computer. The respondents shall be asked to fill out the forms/questionnaires and return it
to the researcher.
In getting the sample size, Yamane (1967) formulated a sample size formula to
be used scientifically to generate a sample. From a given population of study.
Proportionate sampling technique was used to obtain a sample of 10 respondents as
indicated below:
n= N
1 + Ne2

Where:
n = sample size
N = total number of population
E = error of term (0.05)