Professional Documents
Culture Documents
By:
Jasmine, Cherie Ann M.
Caramba, Julivie C.
S.Y 2014-2015
ACKNOWLEDGEMENT
ABSTRACT
TABLE OF CONTENTS
Title
Acknowledgement
Abstract
Table of Contents
List of Tables
List of Figures
Chapter 1. INTRODUCTION
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Statement of the Hypothesis
1.4 Scope and Limitation of the Study
1.5 Theoretical Framework
1.6 Conceptual Framework
1.7 Significance of the Study
1.8 Definition of Terms
Chapter 2. REVIEW OF RELATED LITERATURE
2.1 Related Study
2.2 Synthesis
Chapter 3. Methodology
3.1 Research Design
3.2 Sampling Technique
3.3 Instruments
3.4 Procedures
3.5 Statistical Analysis
Chapter 4 RESULTS, ANALYSIS AND INTERPRETATION OF DATA
Chapter 5 SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary
5.2 Conclusion
5.3 Recommendation
References
Appendix
Curriculum Vitae
LIST OF TABLES
Job
LIST OF FIGURES
Figure
1.
Conceptual
Study..
Framework
of
the
Chapter 1
INTRODUCTION
Statement of Hypothesis
Ho: There is no significant difference on the satisfaction level of the
employees towards retention.
Theoretical Framework
Conceptual Framework
The concept of this study only focused on the perception of the
employees on expected and perceived performance towards retention in MCC
Hotel, Tubod, Lanao del Norte for the year 2014. It also shows the level of
satisfaction of the employees to the level of employees loyalty towards the
job. The figure below shows the conceptual framework of the study.
Figure 1. Conceptual Framework of the Study
Employees' expected
performance towards
and perceived
retention
Employee's Perception
Definition of Terms
To further understand the terms used in the study, the following terms
were defined for the purpose of clarity of understanding the problem and
avoid confusing meaning, otherwise, to be interpreted in different ways:
Retention- the level of employees loyalty towards the job
Satisfaction- the difference between expected and perceived performance
level
Chapter 2
REVIEW OF RELATED LITERATURE
Chapter 3
METHODOLOGY
Research Design
This study only focused on the perception of the employees to their
satisfaction towards retention in MCC Hotel, Tubod, Lanao del Norte for the
year 2014. The research design used in this study was survey research
design. It does not primarily concern on the cause and effect relationships of
the phenomenon. The study investigates the difference between the
expected and perceived performance level of job satisfaction and how it
affects the level of employees loyalty towards the job.
Sampling Technique
Simple Random Sampling was used in this study. The employees were
chosen by chance and with equal, non-zero chance of being selected from the
population.
Instruments
An informed consent was used to ask an approval from the concerned
respondents
in
order
to
conduct
survey
in
the
target
company.
Questionnaires were used as data sheets for data gathering in which were
made easier and would not consume a longer time to answer. Verbal
communication was used as pre-test to set the objectives of the study before
giving the questionnaires to the respondents.
Procedures
Preparation of Surveys Site. An informed consent was given to the
concern respondents in MCC Hotel to conduct a survey. After the approval of
the said consent, the researchers would visit the site to have a place
background check for the survey interview.
Data Gathering. Questionnaires would serve as the data sheets for this
study. The researchers used a verbal communication to set the objectives as
the pre-test of the survey. The questionnaires were given to the respondents
to answer all the data needed. A day after, the data sheets were gathered for
the interpretation of data.
Statistical Analysis
The following statistical tools were used to interpret the data:
A. Arithmetic mean. This statistical tool was used to answer the number
one and two of the statement of the problem. This is to get the mean
of the expected and perceived performances level of job satisfaction
towards retention.
B. Percentage. After analyzing the data on job satisfaction level towards
retention, this statistical tool was used to get the percentage of the
perception of the employees on how job satisfaction affects the level of
employees loyalty towards their job.
Chapter 4
Free
Personal
Work
es Rewards
Training
Implicatio
Environme
nt
Expected
Performance
3.73
3.6
4.2
4.4
3.8
4.07
4.07
4.4
Perceived
Performance
Likert Scale:
5- Highly Satisfied
4- Satisfied
3- Neither Satisfied Nor Dissatisfied
2- Dissatisfied
1- Highly Dissatisfied
The table above shows the mean on the perception of the respondents
on expected and perceived performance level of job satisfaction towards
retention in MCC Hotel. The results show that the mean on performance
rewards was 3.73, free training of 3.6, personal implication of 4.2 and work
environment of 4.4 on expected performance level of job satisfaction towards
retention. The mean on perceived performance shows that the performances
rewards were 3.8, free training of 4.07, and work environment of 4.4. As
observed, the results of all the means were very close to each other. Thus,
the interpretation of data using the listed likert scale shows that the
employees of the MCC Hotel were
Rate
Respondents
2
8
3
2
7
8
9
10
Total Mean
Percentage =(mean/10)100%
8.33
83.33%
mean were divided to 10 to get the real ratio and multiplied to 100% to get
the percentage of the level of employees loyalty. The data shows that were
83.33% level of employees loyalty towards the job. Thus, the equivalent
proposition shows that the job satisfaction level has 83.33% towards the level
of employees loyalty towards the job.
Chapter 5
Summary
This study aimed to get the difference between employees expected
and perceived performances level of job satisfaction towards retention. It
investigates the satisfaction level of the employees towards the level of the
employees loyalty. Particularly, it seeks to answer the following questions:
What is the perception of the employees on expected and perceived
performance level of
performances
rewards,
job satisfaction
free
training,
implication,
and
work
environment? And, how does level of job satisfaction of the employees affects
the level of employees loyalty?
To answer the problem of this study, the researchers conducted a study
in MCC Hotel where the respondents were selected by chance. The
questionnaires were distributed to the respondents that would serve as the
data sheets of this study. After gathering all the data, the researchers used
the following statistical tools namely: arithmetic mean and percentage. The
results of the data gathered were analyze and interpreted using these
statistical tools. The mean of expected performance level of job satisfaction
in terms of performance rewards, free training, personal implication and work
environment were 3.73, 3.6, 4.2 and 4.4. The mean of the perceived
performance level of job satisfaction in terms of performances rewards, free
training, personal implication and work environment were 3.8, 4.07, 4.07 and
4.4. As observed, the results were too close for each other. Thus, there were
Conclusion
The findings of the survey resulted to the formulation of the following
conclusions:
1.1
free
training,
personal
implication
and
work
1.3
Recommendation
Appendix
A. Informed Consent
1.
2.
3.
4.
Perceived
Expected Performance
Performance
Performances Rewards
Free Training
Personal Implication
Work Environment
Rating
Likert Scale:
5- Extremely Satisfied
4-Satisfied
3-Neither Satisfied Nor Dissatisfied
2- Dissatisfied
B. Questionnaire
1-Extremely Dissatisfied
Extremel
likely
o
y likely
o
o
2
o
3
o
4
o
5
o
6
o
7
o
8
o
9
10
CRRICULUM VITAE
NAME:
HOME ADDRESS:
BIRTHDATE:
BIRTHPLACE:
AGE:
MOTHERS NAME:
MOTHERS OCCUPATION:
FATHERS NAME:
FATHERS OCCUPATION:
SCHOOL ATTAINMENT:
Primary:
Intermediate:
High School:
College
CURRICULUM VITAE
NAME:
HOME ADDRESS:
BIRTHDATE:
BIRTHPLACE:
AGE:
MOTHERS NAME:
MOTHERS OCCUPATION:
FATHERS NAME:
FATHERS OCCUPATION:
SCHOOL ATTAINMENT:
Primary:
Intermediate:
High School:
College