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The level of job satisfaction as correlates to loyalty and productivity : basis for enhanced workforce monitoring program / Jennie Marra C. Gutierrez. 6

By: Gutierrez, Jennie Marra C. 4 0 16, [, ] | [, ] |

Contributor(s): 5 6 [] |

Language: Unknown language code Summary language: Unknown language code Original language: Unknown language code Series: ; 46Edition: Description: 28 cm. xii, 174 pagesContent type: text Media type: unmediated Carrier type: volumeISBN: ISSN: 2Other title: 6 []Uniform titles: | | Related works: 1 40 6 []Subject(s): -- 2 -- 0 -- -- | -- 2 -- 0 -- 6 -- | 2 0 -- | -- -- 20 -- | | -- -- -- -- 20 -- | -- -- -- 20 -- --Genre/Form: -- 2 -- Additional physical formats: DDC classification: | LOC classification: | | 2Other classification:

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Action note: In: Summary: ABSTRACT: The purpose of this study is two-fold: First, to investigate how the demographic variables influence job satisfaction. Secondly, how job satisfaction (in terms of the nine job satisfaction facets, namely: pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, coworkers, nature of work and communication) correlates to loyalty and productivity in three settings-industrial, clinical and educational. Job satisfaction was measured using Paul Spector's Job Satisfaction Survey (JSS); loyalty was measured using Allen and Meyer's Three-Component Model (TCM) Employee Commitment Survey; and, productivity was measured using a Performance Evaluation Form (duly approved by the Panel). Demographic data such as age, gender, job status, job tenure, job level and educational attainment were obtained. Results of the study concluded that: 1. There was no significant difference in the level of job satisfaction when the respondents were grouped according to age, gender, job status, job level and educational attainment. But when grouped according to job tenure, there was significant difference found in job satisfaction in the clinical setting; while no significant differences was found both in the industrial and educational settings. In the clinical setting therefore, job satisfaction was influenced by job tenure. 2. There was no significant difference in the level of job satisfaction when the respondents were grouped according to setting. 3. There was a significant relationship between: (i) Job satisfaction and affective loyalty in all three settings. (ii) Job satisfaction and normative loyalty in all three settings. (iii) Job satisfaction and continuance loyalty-only in the industrial and clinical settings. (iv) There was no significant relationship between job satisfaction and continuance loyalty in the educational setting. 4. There was no significant relationship between productivity and job satisfaction (total and per individual job factor) in the industrial setting and educational settings. In the clinical settings, there appeared no significant relationship between productivity and total job satisfaction but there appeared a significant correlation between productivity and job factors: contingent rewards and nature of work. 5. Results of this study offer significant contributions not just in emphasizing the role of HR in improving job satisfaction in the workforce but also in opening the eyes of the private owners and management about the importance of job satisfaction and how a satisfied, loyal workforce is crucial in any organization. An enhanced workforce monitoring program was designed to ensure long-term satisfaction in the workplace, retention of employee loyalty as well as increase in productivity. Other editions:

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Item type	Current location	Home library	Collection	Call number	Status	Date due	Barcode	Item holds
Book	PLM	PLM Graduate School Library	Graduate School-Thesis/Dissert	BF 121 .G88 2015 (Browse shelf)	Available		G1528

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Thesis (M.A.)-- Pamantasan ng Lungsod ng Maynila, 2015.;A thesis presented to the faculty of the Graduate School of Arts, Sciences and Education in partial fulfillment of the requirements for the degree Master of Arts in Psychology major in Industrial Psychology. 56

ABSTRACT: The purpose of this study is two-fold: First, to investigate how the demographic variables influence job satisfaction. Secondly, how job satisfaction (in terms of the nine job satisfaction facets, namely: pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, coworkers, nature of work and communication) correlates to loyalty and productivity in three settings-industrial, clinical and educational. Job satisfaction was measured using Paul Spector's Job Satisfaction Survey (JSS); loyalty was measured using Allen and Meyer's Three-Component Model (TCM) Employee Commitment Survey; and, productivity was measured using a Performance Evaluation Form (duly approved by the Panel). Demographic data such as age, gender, job status, job tenure, job level and educational attainment were obtained. Results of the study concluded that: 1. There was no significant difference in the level of job satisfaction when the respondents were grouped according to age, gender, job status, job level and educational attainment. But when grouped according to job tenure, there was significant difference found in job satisfaction in the clinical setting; while no significant differences was found both in the industrial and educational settings. In the clinical setting therefore, job satisfaction was influenced by job tenure. 2. There was no significant difference in the level of job satisfaction when the respondents were grouped according to setting. 3. There was a significant relationship between: (i) Job satisfaction and affective loyalty in all three settings. (ii) Job satisfaction and normative loyalty in all three settings. (iii) Job satisfaction and continuance loyalty-only in the industrial and clinical settings. (iv) There was no significant relationship between job satisfaction and continuance loyalty in the educational setting. 4. There was no significant relationship between productivity and job satisfaction (total and per individual job factor) in the industrial setting and educational settings. In the clinical settings, there appeared no significant relationship between productivity and total job satisfaction but there appeared a significant correlation between productivity and job factors: contingent rewards and nature of work. 5. Results of this study offer significant contributions not just in emphasizing the role of HR in improving job satisfaction in the workforce but also in opening the eyes of the private owners and management about the importance of job satisfaction and how a satisfied, loyal workforce is crucial in any organization. An enhanced workforce monitoring program was designed to ensure long-term satisfaction in the workplace, retention of employee loyalty as well as increase in productivity.

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