Assessment of Employment

Satisfaction : Inputs to a
Employee Development
Program

Introduction
Luxent Hotel is a four-star hotel that boasts
reasonable rates for its luxurious accommodation
towering 14 stories over the business, shopping
and entertainment centers in Quezon City, the
place where leisure and business
converge.Luxent hotel renders class and excellent
service to guests that make them one of the best
hotels in Quezon City. They can't be able to give
this kind of service to their customers without the
help of their hospitable and friendly employees.

But nowadays, many employees are not satisfied with their working fields because of low wages,
no benefits, underpay and some of them doesnt like the working environment.
Employee satisfaction is a valuable factor to the success of any business. One way to determine
whether employees are happy and contented in fulfilling their work is through employee job
satisfaction measurement. If the performance matches the expectations and the employee is
contented to what he/she receives, he/she is satisfied, and if there is no intrinsic motivation,
the employee is dissatisfied. A high satisfaction implies improvement in effectiveness and
performance in doing work or service. However, this action is more complicated than it appears.
The major priority for every employer is to keep its employees satisfied with their careers
throughout the time they spent at the company (VhonaNanette 2015)
According to Maslow (1943), the basic need of an individual arises based from the Hierarchy of
Needs that tends to move upward when the lower needs met. Each level becomes motivation
for every employee. The need or a strong feeling of having something is what keeps an
individual motivated. According to Griffin and Moorhead (2012), motivation is a set of forces
that causes people to engage in ones behavior rather than some alternative behavior. The
objective of each company is to motivate its employees to perform in different ways that will
lead to the companys productivity

In relation to this, the researchers are interested to know the assessment of employment
satisfaction of luxent hotel in Quezon City because many hotels are not giving satisfaction with
their employees.

Statement of the problem

The Study aimed to assess the employment satisfaction of Luxent Hotel in QuezonCity.
Specifically, it sought to answer the following question.
1. What is the demographic profile of the respondents in terms of the following:
1.1 age,
1.2 gender,
1.3 civil status,
1.4 educational attainment,
2. What is the assessment of the hotel administrator and employees on employment satisfaction in terms of
the following variables:
2.1. security,
2.2. salaries, incentives and other benefits,
2.3. professional development
2.4. human relation,
3. Is there a significant difference between the assessment of the hotel administrator and hotel employees?
4. What are the comments and suggestions to improve employment satisfaction?
5. What employee development program could be developed based on the result of the study?

Significance of the Study

This

study is of great significance because of the

benefits that it could offer to the following groups:
Local Community:
Future Researchers:
Hotel Administrator:

Scope and Delimitations

This

study is limited to the Assessment of Employment

Satisfaction of Luxent Hotel in Quezon City: Inputs to
a Propose Employee Development Program
The 106 respondents were the hotel administrators
and employee from Luxent Hotel.
The main instrument used in gathering data was the
questionnaire-checklist adapted from the Employee
Satisfaction Survey by Zarza which was improved by
the researchers and its adviser.

Operational Definition of terms

Assessment
Benefits
Employment
Human Relations
Job Satisfaction
Job Security
Professional Development
Salary

Assumption of the Study

It

is assumed that employment satisfaction is a

measurable construct, and that the instrument chosen
to measure employment satisfaction. The assessment
of employment satisfaction in luxent hotel
questionnaire short from is valid and reliable
additionally. It is assumed that the person who
completed the questionnaire did so in honest, candid
manner and they are true representative of the of the
sample population.

Chapter II
Review of Related Literature and Studies
Foreign

Literature
According to Kaliski, (2007) Job satisfaction is a workers
sense of achievement and success on the job. It is generally
perceived to be directly linked to productivity as well as to
personal well-being. Job satisfaction implies doing a job one
enjoys, doing it well and being rewarded for ones efforts. Job
satisfaction further implies enthusiasm and happiness with ones
work. Job satisfaction is the key ingredient that leads to
recognition, income, promotion, and the achievement of other
goals that lead to a feeling of fulfillment.

Researcher have shown that job security induces

organizational commitment of workers. Davy, Kinicki
and Scheck, (1997) discovered that job security
significantly related to employee commitment. Job
satisfaction levels decrease when an employee feels
threatened by a lack of job security. A worker is filled
with feelings of discontent and uncertainty when his
future at the company is uncertain, which leads to
resentment. However, an employee with job security is
able to envision his future at the organization, making
him feel valued and satisfied with his current position.

Heery

and Noon, (2001) defined pay as

payment, in which include many components
like basic salary, benefits, bonuses, pay for
doing extra work and incentives. In order to
satisfy the need of employees, good
compensation and benefits should be
provided by the company. If those needs are
provided for the employees there will be
efficiency and productivity in their works

Human Relations, according to Mayo

(1933), the idea that feelings of friendship
(or "human relations") affect performance in
the workplace is an old one, dating back at
least to. The company should establish good
relationship between employees and the
company itself because if the employees felt
comfortable with their superiors they can
help the company achieve its goal and
objectives.

In

the view of Aziri B. (2011) Job satisfaction is important

because job satisfaction can be considered as one of the main
factors when it comes to efficiency and effectiveness of
business organizations. In fact the new managerial paradigm
which insists that employees should be treated and considered
primarily as human beans that have their own wants, needs,
personal desires is a very good indicator for the importance of
job satisfaction in contemporary companies. When analyzing
job satisfaction the logic that a satisfied employee is a happy
employee and a happy employee is a successful employee. The
importance of job satisfaction specially emerges to surface if
had in mind the many negative consequences of job
dissatisfaction such a lack of loyalty, increased absenteeism,
increase number of accidents.etc.

Local

According to Mison and Bernabe, (2004) there are personal

characteristics that affects employees performance such as age,
sex, marital status, and tenure. The relationship between age and
work performance may be an issue of increasing importance during
the next decade. There is a widespread belief that work
performance declines with increasing age. With age and experience
come a variety of benefits including, for many, enhanced selfesteem. Reviewing a range of studies on the subject, Tim Khlai
(2006) reports, All studies show positive shifts occurring in the
middle years, particularly between ages 40 and 50. Coupled with
that, teachers usually find themselves with increased
responsibilities and just as much, if not more, to do. One of the
more consistent findings has been that there is a positive
relationship between job satisfaction and age.

Cynthia

A. Zarate (2006) stated that there are simple structural changes in the
organization or replacements of people in particular location that may have
consequences that others promote or hinder changes in attitude and
performance change can alter cultural values, personal values, attitudes and
feelings of individuals within the work environment. Work changes operate
through each employees attitudes and feelings towards change. What is
important in adjusting to change in the bringing about of specific changes
through the development of new attitudes value and/or behavior, either
through identification or internalization, Roethlisberger inhis clinical
experiments showed that each changed situation is interpreted by an individual
according to his attitudes The way he feels about the change then determines
how he will respond to it. Attitudes in turn, are not the result of change, they
are learned, they are caused these could be traceable to personal history, his
background and all his social experiences away from work. He brings these to
the workplace. Another cause is the work environment itself. This reflects the
fact that he is a member of several reference groups and is influenced by the
group codes, values, aspirations and attitudes.

Carmel

Tongo-Mosura et.al (2001) explained that most people go to

work day after day because it is necessary if they want to get what
they consider to be necessities of life and a few luxuries that they
desire in order for them to be satisfied with their work. What they do
to earn is not a matter of choice but is determined by a lot of factors
such as education, experience, personal characteristics, inborn
abilities, social background and some say, by change. Therefore, we
must not see human behavior as either a product of social structures
enveloping persons or matter of individual will and choice. There is
also interplay between the society expectations for individuals and
their own responses in situations. As a consequence, many people
engage in work that after sometime become monotonous, tedious and
boring. This circumstances result in a certain kind of environment in
most organizations that is not conducive to productivity.

Related Studies

Foreign
According to the study of Luthans, (1998) Job satisfaction causes a series of
influences on various aspects of organizational life. Some of them such as the
influence of job satisfaction on employee productivity, loyalty and absenteeism are
analyzed as part of this text. The preponderance of research evidence indicates that
there is no strong linkage between satisfaction and productivity. For example a
comprehensive meta-analysis of the research literature finds only estimate
correlation between job satisfaction and productivity. Satisfied workers will not
necessarily be the highest producers. There are many possible moderating
variables, the most important of which seems to be rewards. If people receive
rewards they feel are equitable, they will be satisfies and this is likely to result in
greater performance effort. Also, recent research evidence indicates that satisfaction
may not necessarily lead to individual performance improvement but does lead to
departmental and organizational level improvements. Finally there are still
considerable debate weather satisfaction leads to performance or performance leads
to satisfaction. Employee loyalty is one of the most significant factors that human
resource managers in particular must have in mind. Employee loyalty unusually
measured with the Loyalty Questionnaires and can cause serious negative
consequences when not in a high level. Usually three types of employee loyalty are
considered: affective loyalty, normative loyalty and continuity loyalty. Affective
loyalty has do with the cases when an employee feels an emotional connection to
the company, normative loyalty is a sort of loyalty that appears in cases when the
employee feels like he owes something to the company and continuity loyalty comes
as a result of the fact that the employee does not have an opportunity to find a job
somewhere else. Put a check under the face that expresses how you feel about your
job in general, including the work, the pay, the supervision, the opportunities for
promotion and the people you work with.
The study of Luthans is related to the present study because both of the study

According

to the study of Kaliski ,(2007) Job satisfaction

is a workers sense of achievement and success on the
job. It is generally perceived to be directly linked to
productivity as well as to personal well-being. Job
satisfaction implies doing a job one enjoys, doing it well
and being rewarded for ones efforts. Job satisfaction
further implies enthusiasm and happiness with one\s
work. Job satisfaction is the key ingredient that leads to
recognition, income, promotion, and the achievement of
other goals that lead to a feeling of fulfillment.
The study of Kaliski is related to the present study
because both of the study is dealt with job satisfaction.

Local

According to the study of Antwi (2004), the central problem of his study was to determine the
relationship of work attitude, reward systems and personality of workers to the job performance
and motivation. The study is focused on the following work attitudes: job satisfaction,
organizational commitment, and job involvement. Reward system is composed of extrinsic and
intrinsic rewards, while personality focused only on extroversion and introversion. This study is
quantitative descriptive-correlational in nature. To get the factual information from the
respondents and to determine the relationship of work attitude, reward system and personality
to job performance and motivation, data were gathered using questionnaire. Based on the
hypothesis and the findings of this study, it can be concluded that job satisfaction, organizational
commitment, job involvement, reward systems, and personality correlates with job performance
and motivation. Intrinsic rewards tend to influence job performance and motivation greater than
extrinsic reward. This is because workers were found not to be so dependent on the rewards
offered by the institution, but on their ability to reward themselves. Age, gender, marital status
and work category makes a significant difference in job performance. Those who tend to perform
better are older, male, married and faculty respondents. The male faculty is the ones who are
motivated. Those who are likely to perform well in the job are the ones who are satisfied,
involved, faculty, male, and have the ability to reward themselves, by having a sense an
accomplishment, fulfillment and security etc. Job satisfaction, intrinsic reward, being faculty and
personality predicts motivation.

The

study of Antwi is related with the

present study because his study is
determine the relationship of work
attitude, reward systems and personality
of workers to the job performance and
motivation while the present study want
to know if the workers or employee are
satisfied with their reward system.

The

study of Antonio Dela Cruz (1997) aims to determine the job performance and job satisfaction of PNP personnel.
This study also aims to establish some personality factor, the educational background and experience correlates with job
performance and job satisfaction. This study was based on the premise that the factors that contribute to job
performance and job satisfaction are educational attainment, experience, work attitude, emotional maturity, social
maturity and interpersonal relationships. This study focused on the job satisfaction and performance of the police
officers. The scope of the study was the job satisfaction of PNP officers and their correlates. The study was limited to the
police officers of 29 municipalities and 3 cities of Nueva Ecija. The study was limited to the calendar year 1997-1998.
The study was also limited to the descriptive method of research and the instruments used. All the instruments used in
the study were presented to the thesis committee during the thesis proposal defense. The instruments used in the study,
namely emotional maturity scale and interpersonal skills, which were developed by the researcher were subjected to a
dry-run. Fifty police officers who were not part of the sample were used in the dry-run to determine the reliability of the
instrument. The results of this dry-run were used to improve the final draft of the instrument. The other instruments
used which had been adapted from the studies were not subjected to a dry-run anymore since they were already found
to be reliable and valid. Based on the findings at the study, the following conclusions are made: Majority of the police
officers are college graduates, with long years of experience as police officers, and had been in their present rank for a
number of years. Majority of police officers are satisfied with their job. Most of the police officers have a job
performance rating that is very satisfactory. There is a significant correlation between job performance and job
satisfaction. There is a significant correlation between job performance and educational attainment, training, number of
years in present rank, but is not significantly correlated to the number of years as police officers, work attitude,
emotional maturity, social maturity and interpersonal relationships. There is a significant relationship between job
satisfaction and the following variables: educational attainment, training, number of years as police officers, number of
years in present rank, work attitude, emotional maturity, social maturity and interpersonal relationship.
The study of Antonio Dela Cruz is related with the present study because the present study aims to determine the job or
employment satisfaction of luxent hotel while the study of Antonio dela cruz aims to determine the job satisfaction of
PNP personnel.

Theoretical

framework

In this paper, the theories of Edwin A. Locke's Range of Affect Theory

(1976) is arguably the most famous job satisfaction model. The main premise
of this theory is that satisfaction is determined by a discrepancy between
what one wants in a job and what one has in a job. Further, the theory states
that how much one values a given facet of work (e.g. the degree of autonomy
in a position) moderates how satisfied/dissatisfied one becomes when
expectations are/aren't met. When a person values a particular facet of a job,
his satisfaction is more greatly impacted both positively (when expectations
are met) and negatively (when expectations are not met), compared to one
who doesn't value that facet. To illustrate, if Employee A values autonomy in
the workplace and Employee B is indifferent about autonomy, then Employee
A would be more satisfied in a position that offers a high degree of autonomy
and less satisfied in a position with little or no autonomy compared to
Employee B. This theory also states that too much of a particular facet will
produce stronger feelings of dissatisfaction the more a worker values that
facet.

Conceptual Framework

Chapter III
RESEARCH & METHODOLOGY/METHODOLOGY OF
RESEARCH
Research

Design- The research design that was utilized in

this research was descriptive method.
Population & Sample
The 109 respondents in the study were the hotel
administrator and hotel employees of luxent hotel.
Data gathering instrument
The Questionnaire Checklist was the main gathering
instrument elicits the assessment of the employment
satisfaction of Luxent Hotel in Quezon City .It consisted
three parts.

Data gathering procedure

Permission to administer the questionnaire-checklist was first
sought by the researcher to its adviser . After gaining the
approval of the adviser, letter of request addressed to the
Human Resources Division of Luxent Hotel was made to
gather pertinent data needed for the study.
The questionnaire-checklist was personally administered

by the researchers through the help of the assigned staffs

given by Luxent Hotel. Enough time was given to Hotel
Administrators and Employees to answer the
questionnaire-checklist and it was personally given
administered and retrieved by the researchers.

Statistical treatment of data

The

statistical tools rhat was used in treating the data of

the study are the following:
Weighted mean :This was utilized to determine the
assessment of employment satisfaction of Luxent hotel in
Quezon City .
Formula := wx/w
= the sum of (in other wordsadd them up!).
w = the weights.
x = the value.

-test (test of difference between paired observation or groups)

will be used to determine the the difference between the
assessment of hotel administrator and hotel employees.

Formula :
t = _

n-2
df=n-2

r=correlation coefficient
t=computed value
n=number of respondents
df=Degree of freedom