Motivators- Hygiene factors and job satisfaction of the employees in the National Statistics Office Albay Branch
Guapo, Mengie D.
- Pages 1-114
ABSTRACT
GUAPO, MENGIE D., “ MOTIVATORS-HYGIENE FACTORS AND JOB SATISFACTION OF THE EMPLOYEES IN THE NATIONAL STATISTICS OFFICE ALBAY BRANCH” ( Unpublished Master’s Thesis, Aquinas University of Legazpi, Professional Schools, Legazpi City, April 2007)
This is a descriptive type of research using questionnaire checklist and documentary analysis as mean to gather data in answer to the problems set forth in this study. Generally, this study assessed the motivator-hygiene factors and job satisfaction of the employees in the National Statistic Offices Albay Branch. Specifically, this study sought to answer the following sub-problems: 1) What are the perceptions of the employees in National Statistics Office Albay branch in terms of: a) motivators; and b) hygiene factors; 2) What is the extent of the conditions that influence the level of the job satisfaction of the employees in the National Statistic Office Albay Branch along hygiene factors?; 3) what are the strengths and weaknesses of the work environment in NSO Albay Branch?; 4) What management intervention can be offered to enhance the job satisfaction of the employees in NSO Albay Branch?
This study is limited to the national Statistics Office Albay Branch. Other branches of NSO were excluded from the study. Respondents of the study were the employees of the national Statistic Office Albay branch. There are sixteen (16) employees of national Statistic Office Albay Branch who served ad respondents of the study.
The questionnaire-checklist served as the primary source of data where written responses were given by the respondents. These were backed up by the interview using an unstructured interview guide for the documentary analysis of some data needed.
Findings of the study under each of the items follow:
1.1 ) The perception of the employees in national Statistic Office Albay Branch Along Motivators:
a.) Working Conditions
Respondents assesses under the area of working conditions as moderately motivated.
b.) Job Achievement
All indicators under the area of Job Achievement were rated as highly motivated by job achievement. This excludes the “Employee is given enough decision-making to do the job” had an adjectival rating of moderately motivated.
c.) Professional growth and advancement
Respondents assesses the area of professional growth and advancement as moderately motivated by the indicators of this area.
1.2) The perception of the employees in the National Statistic Office Albay Branch along hygiene factors:
a) Personnel Policies
An average adjectival rating of moderate indicators under the area of personnel policies. Respondents assessed it as moderately non-dissatisfaction.
b) Technical Supervision
All indicators under the area of technical supervision were rated as highly non-dissatisfaction.
c) Interpersonal Relations
All indicators under the area of interpersonal relations were rated as low dissatisfies. This excludes the “Co-employees regard” and “respect the employee well” which an adjectival rating of highly non-dissatisfaction.
2) The extent of the condition that influence the level of job satisfaction of the employees in National
Statistic Office Albay Branch along hygiene factors:
a) Personnel policies
An average adjectival rating of moderate registered for the indicators under the area of personnel policies. Respondents assesses it as moderate satisfies.
b) Technical Supervision
All indicators under the area of technical supervision were rated as high satisfiers.
c) Interpersonal relations
All indicators under the area of interpersonal relations were rated as high satisfiers.
3) Strengths and weaknesses of the motivators-hygiene factors were likewise looked into. The highest
weighted mean were registered as strengths such as:
a) Job provides opportunities to acquire new challenges
b) Employee takes full credit for doing a job
c) Employee is being seen by people as valuable and essential
d) Employee is given an opportunity to advance professionally to do the job.
e) Employee is encourage and supported to advance professionally to do the job
f) Employee is well informed of the activities of the organization
g) Immediate supervisor treats employer as member of the organization
h) Co-employees regard and respect the employee well
The lowest weighted mean were registered as weakness as follows:
a) Job is prestigious and honorable
b) Employee is given enough decision-making to do the job
c) Staff development seminar is frequently conducted
d) Employee is offered financial assistance and non-financial assistance
Based on the findings, weakness of the motivators-hygiene factors were developed to enhance the job satisfaction of the employees in NSO Albay Branch.
Conclusion
The following conclusions drawn:
1. The perception of the employees in NSO Albay Branch on the motivators-hygiene factors are
“High”. This implies that employees are highly motivated to do their task/job.
2. The extent of the conditions that influence the level of job satisfaction of the employees in NSO Albay Branch along hygiene factors “ High” which means that employees are satisfied with their present jobs.
3. There are strengths among motivators-hygiene factors on the area of job achievement, technical supervision and interpersonal relations. However there are also weaknesses among the area of working conditions, professional growth and advancement and personnel policies which need further enhancement.
4. There are management intervention offered to further enhance the job satisfaction of the employees.
Recommendations
1. The national Statistics Office Human Resource Development department should adopt a continuing HRD program that will address motivation-hygiene factors of the employees.
2. A continuing Human Resources Development (HRD) program that would make provisions for job satisfaction of employees should be adopted.
3. A continuing awareness on the strengths and weakness in the work environment of the higher authorities of organizations to maximize work effectiveness, efficiency and productivity.
4. Management interventions should be implemented to sustain employee job satisfaction
5. Areas for further study include:
a) A replication of the study with their line agencies of the government;
b) Factors affecting employees’ effectiveness;
c) A similar study may be conducted using other variables
d) Satisfiers-Dissatisfies in a Particular Organizations; and
e) Public and private sectors Job Satisfaction.
ABSTRACT
GUAPO, MENGIE D., “ MOTIVATORS-HYGIENE FACTORS AND JOB SATISFACTION OF THE EMPLOYEES IN THE NATIONAL STATISTICS OFFICE ALBAY BRANCH” ( Unpublished Master’s Thesis, Aquinas University of Legazpi, Professional Schools, Legazpi City, April 2007)
This is a descriptive type of research using questionnaire checklist and documentary analysis as mean to gather data in answer to the problems set forth in this study. Generally, this study assessed the motivator-hygiene factors and job satisfaction of the employees in the National Statistic Offices Albay Branch. Specifically, this study sought to answer the following sub-problems: 1) What are the perceptions of the employees in National Statistics Office Albay branch in terms of: a) motivators; and b) hygiene factors; 2) What is the extent of the conditions that influence the level of the job satisfaction of the employees in the National Statistic Office Albay Branch along hygiene factors?; 3) what are the strengths and weaknesses of the work environment in NSO Albay Branch?; 4) What management intervention can be offered to enhance the job satisfaction of the employees in NSO Albay Branch?
This study is limited to the national Statistics Office Albay Branch. Other branches of NSO were excluded from the study. Respondents of the study were the employees of the national Statistic Office Albay branch. There are sixteen (16) employees of national Statistic Office Albay Branch who served ad respondents of the study.
The questionnaire-checklist served as the primary source of data where written responses were given by the respondents. These were backed up by the interview using an unstructured interview guide for the documentary analysis of some data needed.
Findings of the study under each of the items follow:
1.1 ) The perception of the employees in national Statistic Office Albay Branch Along Motivators:
a.) Working Conditions
Respondents assesses under the area of working conditions as moderately motivated.
b.) Job Achievement
All indicators under the area of Job Achievement were rated as highly motivated by job achievement. This excludes the “Employee is given enough decision-making to do the job” had an adjectival rating of moderately motivated.
c.) Professional growth and advancement
Respondents assesses the area of professional growth and advancement as moderately motivated by the indicators of this area.
1.2) The perception of the employees in the National Statistic Office Albay Branch along hygiene factors:
a) Personnel Policies
An average adjectival rating of moderate indicators under the area of personnel policies. Respondents assessed it as moderately non-dissatisfaction.
b) Technical Supervision
All indicators under the area of technical supervision were rated as highly non-dissatisfaction.
c) Interpersonal Relations
All indicators under the area of interpersonal relations were rated as low dissatisfies. This excludes the “Co-employees regard” and “respect the employee well” which an adjectival rating of highly non-dissatisfaction.
2) The extent of the condition that influence the level of job satisfaction of the employees in National
Statistic Office Albay Branch along hygiene factors:
a) Personnel policies
An average adjectival rating of moderate registered for the indicators under the area of personnel policies. Respondents assesses it as moderate satisfies.
b) Technical Supervision
All indicators under the area of technical supervision were rated as high satisfiers.
c) Interpersonal relations
All indicators under the area of interpersonal relations were rated as high satisfiers.
3) Strengths and weaknesses of the motivators-hygiene factors were likewise looked into. The highest
weighted mean were registered as strengths such as:
a) Job provides opportunities to acquire new challenges
b) Employee takes full credit for doing a job
c) Employee is being seen by people as valuable and essential
d) Employee is given an opportunity to advance professionally to do the job.
e) Employee is encourage and supported to advance professionally to do the job
f) Employee is well informed of the activities of the organization
g) Immediate supervisor treats employer as member of the organization
h) Co-employees regard and respect the employee well
The lowest weighted mean were registered as weakness as follows:
a) Job is prestigious and honorable
b) Employee is given enough decision-making to do the job
c) Staff development seminar is frequently conducted
d) Employee is offered financial assistance and non-financial assistance
Based on the findings, weakness of the motivators-hygiene factors were developed to enhance the job satisfaction of the employees in NSO Albay Branch.
Conclusion
The following conclusions drawn:
1. The perception of the employees in NSO Albay Branch on the motivators-hygiene factors are
“High”. This implies that employees are highly motivated to do their task/job.
2. The extent of the conditions that influence the level of job satisfaction of the employees in NSO Albay Branch along hygiene factors “ High” which means that employees are satisfied with their present jobs.
3. There are strengths among motivators-hygiene factors on the area of job achievement, technical supervision and interpersonal relations. However there are also weaknesses among the area of working conditions, professional growth and advancement and personnel policies which need further enhancement.
4. There are management intervention offered to further enhance the job satisfaction of the employees.
Recommendations
1. The national Statistics Office Human Resource Development department should adopt a continuing HRD program that will address motivation-hygiene factors of the employees.
2. A continuing Human Resources Development (HRD) program that would make provisions for job satisfaction of employees should be adopted.
3. A continuing awareness on the strengths and weakness in the work environment of the higher authorities of organizations to maximize work effectiveness, efficiency and productivity.
4. Management interventions should be implemented to sustain employee job satisfaction
5. Areas for further study include:
a) A replication of the study with their line agencies of the government;
b) Factors affecting employees’ effectiveness;
c) A similar study may be conducted using other variables
d) Satisfiers-Dissatisfies in a Particular Organizations; and
e) Public and private sectors Job Satisfaction.