St.

Paul College of Bocaue

Bocaue, Bulacan

A Correlational Study: Job Satisfaction and Employees Productivity

at Metro Pacific Prime Development Corporation.

Research Paper
12- ABM

Submitted by:

Leia Amidala N. Santos

Deanna Mae T. Gicale
Marika Jeanne S.J. Perez
Gea Kaila S. Santos
Aliya Pauline D.C. Dela Torre

Submitted to:

Dra. Marilou L. Galman

Chapter One:

The Problem and Its Background

Introduction

Job satisfaction is the psychological state of what the individual feels towards work. For others, it
simply means whether you are satisfied, happy or contented with the work that you do. Job
satisfaction is very important and it is connected to the employees productivity so the researchers
decided to conduct a correlational research that can benefit all not just employees but the aspiring
workers as well. The researchers aim to give the possible factors that affects their perspective towards
their line of work.

Being contented and happy with your job is very important because tendencies are if the employee is
not happy with what they do, their performance may be affected that can cause them to fail and for
them be kicked out in their work. An employee should consider his/her strengths and weaknesses
before entering a Job to determine what he/she is capable to do so that the employee may be able to
exert all of his/her effort into what he/she really wants. Sometimes, the shortcomings come from the
work environment. The researchers decided to focus on three factors that affects job satisfaction
which are pay, recognition & meaningfulness of the work.

Background of the Study

According to Simatwa (2011) Job satisfaction means a function which is positively related to the
degree to which ones personal needs are fulfilled in the job situation. Kuria (2011) argues that
employees are the most satisfied and highly productive when their job offers them security from
economic strain, recognition of their effort clean policy of grievances, opportunity to contribute ideas
and suggestions, participation in decision making and managing the affairs, clean definitions of duties
and responsibilities and opportunities for promotion, fringe benefits, sound payment structure,
incentive plans and profit sharing activities, health and safety measures, social security,
compensation, communication, communication system and finally, atmosphere of mutual trust
respect. Job satisfaction means pleasurable emotional state of feeling that results from performance
of work (Simatwa, 2011).

The researcher searched for Theories connected to the topic and found out Job satisfaction theories
have a strong overlap with theories explaining human motivation. The most common and prominent
theories in this area include: Herzbergs Two Factor Theory, Maslows Need Hierarchy Theory &
Job Characteristics Model.
Theoretical Framework

Herzberg Two-Factor Theory

Herzberg classified these job factors into two categories:

a. Hygiene factors- Hygiene factors are those job factors which are essential for existence of
motivation at workplace. These do not lead to positive satisfaction for long-term. But if these factors
are absent / if these factors are non-existant at workplace, then they lead to dissatisfaction. In other
words, hygiene factors are those factors which when adequate/reasonable in a job, pacify the
employees and do not make them dissatisfied.

These factors are extrinsic to work. Hygiene factors are also called as dissatisfiers or maintenance
factors as they are required to avoid dissatisfaction. These factors describe the job
environment/scenario. The hygiene factors symbolized the physiological needs which the individuals
wanted and expected to be fulfilled. Hygiene factors include:

Pay - The pay or salary structure should be appropriate and reasonable. It must be equal and
competitive to those in the same industry in the same domain.
Company Policies and administrative policies - The company policies should not be too rigid.
They should be fair and clear. It should include flexible working hours, dress code, breaks,
vacation, etc.
Fringe benefits - The employees should be offered health care plans (mediclaim), benefits for
the family members, employee help programmes, etc.
Physical Working conditions - The working conditions should be safe, clean and hygienic.
The work equipments should be updated and well-maintained.
Status - The employees status within the organization should be familiar and retained.
Interpersonal relations - The relationship of the employees with his peers, superiors and
subordinates should be appropriate and acceptable. There should be no conflict or humiliation
element present.
Job Security - The organization must provide job security to the employees.

b. Motivational factors- According to Herzberg, the hygiene factors cannot be regarded as

motivators. The motivational factors yield positive satisfaction. These factors are inherent to
work. These factors motivate the employees for a superior performance. These factors are
called satisfiers. These are factors involved in performing the job. Employees find these
factors intrinsically rewarding. The motivators symbolized the psychological needs that were
perceived as an additional benefit. Motivational factors include:

Recognition - The employees should be praised and recognized for their accomplishments by
the managers.
Sense of achievement - The employees must have a sense of achievement. This depends on
the job. There must be a fruit of some sort in the job.
Growth and promotional opportunities - There must be growth and advancement opportunities
in an organization to motivate the employees to perform well.
Responsibility - The employees must hold themselves responsible for the work. The managers
should give them ownership of the work. They should minimize control but retain
accountability.
Meaningfulness of the work - The work itself should be meaningful, interesting and
challenging for the employee to perform and to get motivated.
Maslows Need Hierarchy Theory
Maslows needs hierarchy theory was one of the first theories to examine the important contributors
to job satisfaction. The theory suggests that human needs form a five-level hierarchy. Maslows needs
hierarchy was developed to explain human motivation in general. However, its main tenants are
applicable to the work setting, and have been used to explain job satisfaction. Within an organisation,
financial compensation and healthcare are some of the benefits which help an employee meet their
basic physiological needs. Safety needs can manifest itself through employees feeling physically safe
in their work environment, as well as job security and/ or having suitable company structures and
policies. When this is satisfied, the employees can focus on feeling as though they belong to the
workplace. This can come in the form of positive relationships with colleagues and supervisors in the
workplace, and whether or not they feel they are a part of their team/ organisation. Once satisfied, the
employee will seek to feel as though they are valued and appreciated by their colleagues and their
organisation. The final step is where the employee seeks to self-actualise; where they need to grow
and develop in order to become everything they are capable of becoming. Although it could be seen
as separate, the progressions from one step to the next all contribute to the process of self-
actualisation. Therefore, organisations looking to improve employee job satisfaction should attempt
to meet the basic needs of employees before progressing to address higher-order needs. However,
more recently this approach is becoming less popular as it fails to consider the cognitive process of
the employee and, in general, lacks empirical supporting evidence. In addition, others have found
fault with the final stage of self-actualisation. The lack of a clear definition and conceptual
understanding of self-actualisation, paired with a difficulty of measuring it, makes it difficult to
measure what the final goal is or when it has been achieved.

Job Characteristics Model

The Job Characteristics Model (JCM) explains that job satisfaction occurs when the work
environment encourages intrinsically motivating characteristics. Five key job characteristics: skill
variety, task identity, task significance, autonomy and feedback, influence three psychological states.
Subsequently, the three psychosocial states then lead to a number of potential outcomes, including:
job satisfaction. Therefore, from an organizations point of view, it is thought that by improving the
five core job dimensions this will subsequently lead to a better work environment and increased job
satisfaction. Unlike the Maslow or Herzbergs theories, the JCM has received more empirical support.
However, it has also drawn criticism as many studies utilising this model investigate the direct impact
core job dimensions have on personal and work outcomes, completely disregarding the critical
psychological states. Despite this, the JCM and its impact on job satisfaction has been the subject of
three reviews, which further lend support to the model. Further to this, Behson and colleagues meta-
analysis of 13 studies specifically focused on the role of critical psychological states, and found these
psychological states to play a crucial practical and theoretical role within the JCM.
Statement of the Problem

The Employee Satisfaction is important to sustain the growth of a company. There are a lot of factors
which really considered by the employees in order to satisfy and to improve their productivity in
work. However, the level of Job Satisfaction and Employee's Productivity at Metro Pacific Prime
Corp is quite low. There are a lot of issues experienced among the employees of the company which
leads to a job dissatisfaction and low rate of productivity.

The study will be based on the following research questions:

1. How these factors influenced the job satisfaction and employee's productivity at Metro Pacific
Prime Development Corp?
1.1 Pay
1.2 Rewards
1.3 Meaningfullness of the work

2. Is there any relationship between job satisfaction and employee's productivity at Metro Pacific
Prime Development Corp?

Significance of the Study

This research study will benefit the company to have the response of their employee regarding their
productivity through job satisfaction. It will also help them improve their management, service and
operation itself. In addition, the researchers hope that through this study the Metro Pacific Prime
Development Corporation attain good service that can satisfy and fullfill their employee's needs that
can lead to a greater company.

Management. The response will help them to improve their service and performance itself for the
satisfaction of their employee.

Employee. They can improve productivity, develop their skill that allow them to a greater variety of
work and increased their ability.

Company. Employees satisfaction and productivity can lead to a higer profitability, greater
competitiveness and better benefits for their employees

Scope and Limitations of the Study

The main purpose of this study is to examine the relationship between job satisfaction and employees
productivity and to analyze how these affect employees at Metro Pacific Prime Development
Corporation. This study focused on the job satisfaction and employees productivity in metro pacific
prime development corporation in Guiguinto Bulacan regarding on how does job satisfaction affects
the employees productivity. This study considers the personal information of the respondents by
their name which is optional, age, years of service in the company. The researchers limited the study
to the 70% of the total employees of Metro Pacific Prime Development Corporation. The research
findings would also be limited to factors and conditions existing at the company, as at the time of
study. Moreover, the conclusion of this research study would be limited and constrained to unique
factors associated with this company. Consequently, the conclusion may not be the same as other
research.
Definition of Terms

Job Satisfaction. According to Smith et al. (1975), job satisfaction means "the perceived
characteristics of the job in relation to an individual's frames of reference. Alternatives available in
given situations, expectations, and experience play important roles in providing the relevant frame of
reference.

Employees Productivity. According to Jason Gillikins, employees productivity is simply the

amount of units of a product or service that an employee handles in a defined time frame.

Reward. According to Nathaniel et al. (2010), authors defined the rewards as the method of
evaluating and compensating employees based on their performance.

Employee Recognition. According to Kim Harrison, employee recognition is the timely, informal or
formal acknowledgement of a persons or teams behavior, effort or business result that supports the
organizations goals and values, and which has clearly been beyond normal expectations.

Organization. According to Louis Allen, Organization is the process of identifying and grouping
work to be performed, defining and delegating responsibility and authority and establishing
relationships for the purpose of enabling people to work most effectively together in accomplishing
objectives.