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RESEARCH MBA

FINAL EXAM

Name: JODELYN E. BORJA Date: March 09, 2019


Year & Section: MBA S.Y. 2018-2019

Part I.
Determine the sample.
A.
1. 678, e = 2 4. 4901, e = 4
n = N/(1+Ne²) n = N/(1+Ne²)
n= 678 / (1+678 x .022) n= 4901 / (1+ 4901 x .042)
n=678 / (1+678 x .0004) n= 4901 / (1+ 4901 x .0016)
n=678 / (1+0.2712) n= 4901 / (1+7.8416)
n=678 / 1.2712 n= 4901 / 8.8416
n=533 n= 554

2. 1092, e=5 5. 968, e = 3.5


n = N/(1+Ne²) n = N/(1+Ne²)
n=1092 / (1+1092 x .052) n = 968 / (1+968 x .0352)
n=1092 / (1+1092 x .0025) n = 968 / (1+968 x .001225)
n=1092 / (1+2.73) n = 968 / (1+1.1858)
n=1092 / 3.73 n = 968 / 2.1858
n= 293 n = 443

3. 3462, e=3
n = N/(1+Ne²)
n= 3462 / (1+3462 x .032)
n= 3462 / (1+3462 x .0009)
n= 3462 / (1+3.1158)
n = 3462 / 4.1158
n = 841

B.
ZONE POPULATION SAMPLE PERCENTAGE
1 14,962 103 21%
2 12,608 83 17%
3 10,501 69 14%
4 13,605 93 19%
5 11,386 78 16%
6 9,205 64 13%
TOTAL 72,267 490 100%
PART II.
1.1 FRAMEWORK OF THE STUDY

LITERATURE REVIEW

Job satisfaction is a complex function of a number of variables and related theories. A


person may be satisfied with one or more aspects of his/her job but at the same time may be
unhappy with other things related to the job. Job satisfaction is not the same as motivation,
although it is clearly linked. One of the biggest preludes to the study of job satisfaction was the
Hawthorne studies. Hawthorne studies started 1924 till 1933, sought to find the effects of various
conditions on workers’ productivity. The studies reflected that novel changes in work conditions
temporarily increase productivity referred to as Hawthorne Effect. It was later found that this
increase resulted was not from the new conditions, but from the knowledge of being observed.
This finding deduced that people work for purposes other than pay, which paved the way for
researchers to investigate other factors in job satisfaction.
Maslow’s hierarchy of needs is one of the prominent motivation theory that laid the
foundation for job satisfaction theory. This theory explains that people seek to satisfy five
specific needs in life – physiological needs, safety needs, social needs, self-esteem needs, and
self-actualization. In this theory it states that the lower needs must be met before the others can
be achieved (Robbins and Coulter, 2007) . This model served as a good basis from which early
researchers could develop job satisfaction theories.
Herzberg developed one of the earliest theories relating to job satisfaction in the 1950s.
The Two-Factor Theory, also known as Motivator–Hygiene Theory, emphasizes that there are
factors in the workplace that create satisfaction referred as motivators and those which lead to
dissatisfaction if they are not present or hygiene factors (Hackman, Oldham, 1976). There are
four motivators in the theory: achievement, recognition, responsibility, and advancement. There
are five hygiene factors: monetary rewards, competent supervision, policy and administration,
working conditions and peer relationship. The implication of the theory is that satisfaction and
dissatisfaction are not opposite ends of the same scale and that job satisfaction may merely be an
absence of job dissatisfaction (Robbins and Judge, 2007). Herzberg argues that it is necessary to
have hygiene factors at an acceptable level simply to reach a neutral feeling about the job. The
theory is simple and supports the argument that manager should take effort on improving
hygiene factor from the workplace and also emphasize on motivation factor to develop the right
people on the job.
Adam theory is concerned on social comparison in which, people will gauge the fairness
of their work outcomes as compare to others. Perceived inequity occurs when one compares their
rewards received for their work contribution which may appear less than the rewards that other
people are getting for their work. The theory states when inequity exists, people will be
motivated to function less at their work place to balance up the sense of reward that they
received.

THEORETICAL FRAMEWORK
The term job satisfaction was brought to limelight by Hoppock (1935). According to him
job satisfaction is a combination of psychological, physiological and environmental factors that
makes a person to admit, “I am happy at my job”. It has also been defined as the ‘end state of
feeling’. It is an important dimension of morale and not morale itself. TYPES OF HUMAN
RESOURCES
The human resources of an organization can be broadly classified into two types. They are:
1. External Human Resources
These types of human resources stay outside the structure of the organization
and they are of prime strength to the development activities including expansion of the
operations of the undertaking. The examples for such human resources are customers,
shareholders etc.
2. Internal Human resources
These types of human resources stay inside the structure of the organization,
i.e, the human beings at the disposal of the undertaking or otherwise it is the
productive capacity of the human organization of the firm.
The human resources at the disposal of the organisation, i.e., the internal human
resources can be broadly divided into three categories. They are:
(a) Lower Level Workers
(b) Middle Management
(c) Top Management

1. Motivation – Hygiene theory.


2. Need-Fulfilment theory
3. Equity theory
4. Discrepancy theory
5. Equity - Discrepancy theory
DIMENSIONS TO JOB SATISFACTION
1. Job satisfaction is an emotional response to a job situation. As such, it cannot be seen, it can
only be inferred. It relates to one’s feeling towards one’s job.
2. Job satisfaction is often determined by how will outcomes meet the expectations or exceed
the expectations.
3. Job satisfaction and job attitudes are typically used interchangeably.

A. Organizational Factors
1. Salaries and wages
2. Promotion chances
3. Company Policies
B. Work Environmental Factors
1. Supervision.
2. Work Group.
3. Working Conditions.
C. Work Itself
1. Job Scope
2. Variety
3. Lack of autonomy and freedom
4. Role ambiguity and role conflict

5. Interesting Work
D. Personal Factors
1. Age and seniority
2. Tenure
3. Personality
4. Level of Education
CONCEPTUAL FRAMEWORK

S SALARY

WORK ENVIRONMENT

JOB
LEADERSHIP
SATISFACTION

MOTIVATION

WORKLOAD

In this conceptual framework, five (5) major factor variables and twenty-three (23) first

level indicators are identified. The relationship between the five variables and first level

indicators is tabulated above. The questionnaire will be based on those first level indicators in

relation to each factor. Each indicator contains two, three, or more questions. According to this

conceptual framework, job satisfaction is the dependent variable here, and other factors are

independent variables.

1.2 SAMPLE OF THE STUDY

The survey was conducted in three branches. The total number of employees in three

branches are twenty thousand twenty-eight (20,028).

BRANCH POPULATION
BRANCH A 9,512
BRANCH B 8,406
BRANCH C 2,110
TOTAL 20,028
Sampling Technique

The actual number of respondents was chosen through a stratified random sampling

technique. To determine the size of the sample, the researcher used the Slovin’s formula (Pagoso,

et al)

n = N/(1+Ne²)

where

n = the size of the sample

N = the size of the population

e = margin of error

e = 3%

N = 20,028

Based on the result of the computation using the 3% margin of error, the sample size was

1,053.

Respondents of the Study

The respondents of this research are the employees of the said organization in its three
branches.
Table 1 shows the distribution of respondents of the study.

Table 1

BRANCH FREQUENCY (Sampling PERCENTAGE


Technique)
A 495 47%
B 442 42%
C 116 11%
Total 1,053 100%

The researcher will consider a total of 1,053 respondents comprising the branches A, B

and C to obtain the parametric reliability and validity of the data gather through the

questionnaire.
1.3 RESEARCH DESIGN

The objective of this research is to examine the effect of salary, work environment,
leadership, motivation as well as work load on employee job satisfaction in an organization. The
research design is based on the theoretical framework with proposing the key variables,
formulating the hypotheses and testing the relationships between independent, moderating and
dependent variables. In this research, quantitative method is used to test accuracy of the theories
and hypotheses stated previously. The research method used is a survey questionnaire where it is
a bridge between empirical observation and the quantitative statistical relationship.

FACTORS INFLUENCING JOB SATISFACTION

The following information will be used only for the purpose of analysis and will not be shared
with anyone.

SECTION A: DEMOGRAPHIC

Please choose and circle your answer.

1. What is your age?

1 20 years old and below


2. 21 - 35 years old
3. 36 - 50 years old
4. 51 years old and above

2. What is your gender?

1. Male
2. Female

3. What is your Highest Educational Attainment?

1. High School Graduate


2. College Graduate
3. Master’s Degree
4. Doctorate Degree
5. Other: _____________

4. Position in the Organization: ____________


__________________
SECTION B. FACTORS OF JOB SATISFACTION

Choose and tick your level of agreement for each item, using a scale of l=strongly disagree to 5=strongly
agree.

1= Strongly Disagree, 2= Disagree, 3= Fairly Disagree, 4= Agree, 5= Strongly Agree

Statements 1 2 3 4 5
1. SALARY
a) I am satisfied with the salary I receive.
b) My salary is fair for my responsibilities
c) I am satisfied with the bonuses or incentives available to me
d) Salary increment is based on performance
e) Salary increment based is on upgraded education or specialty
training
2. WORK ENVIRONMENT
a) I am provided with all resources to perform.
b) The working conditions are good and safe.

c) The organization structure facilitates teamwork, which enhances


effective accomplishment of tasks.
d) I get an opportunity to do innovative things at work.
e) Management has created an open and comfortable work
environment.
3. LEADERSHIP
a) My superior clearly defines my job responsibilities.
b) My superior communicates to me the areas of improvement in
my job.
c) My superior is objective, in terms of tasks assigned and
outcomes observed, while evaluating my feedback.
d) My superior, or colleagues at work, seems to care about me as a
person.
e) In this organization the inter departmental communication is
effective and reliable.
4. MOTIVATION
a) I am recognized as an individual.
b) The employee policy of the organization makes me feel that my
job is important.
c) The organization makes efforts to identify my strengths and
weaknesses.
d) The organization views its employees as assets.
e) My views and participation are valued.
5. WORKLOAD
a) The amount of work I am asked to do is always reasonable
b) I feel comfortable that excessive working hours are recognized
and compensated
c) I am given support to manage peaks in workload.
d) Balance between personal & professional life.
e) I feel that workload is equally distributed.
1.5 Statistical Treatment of Data
SPSS Version 17.0 software was used to analyse the data in this research.

Descriptive analysis had been used to transform the raw data in a way to describes the basic

characteristics such as finding the mode, mean, median and plot into frequency table as well as

means standard deviations curves.

In addition, the correlation test had been done to measure how strong the relationship

between variables and the direction of the linear relationship. For this purpose, Pearson

Correlation Coefficient was used to measure the correlation between two variables while

controlling another variable that may affect the relationships. By using this Pearson Correlation

analysis, the strength of the correlation between the dependent and independent variables can be

justified.

Then, some inferential statistic methods were conducted such as multiple regression, t-

test and ANOVA test to analyse the relationships between independent, dependent and

moderating variables. Multiple regression technique was used to measures relationship between

one dependent variable and a number of continuous independent variables. ANOVA test will help

to confirm whether the model used is correct, robust of model fit and whether the dependent and

independent variable chosen are in order. and Finally, rank order of the independent variables

had been calculated by multiplying the frequency by the rank score for each choice resulting a

new scale. These approaches were consistent with the previous study done by previous studies.

2.) Why is research design important? Explain the different research design.
Research design is needed because it facilitates the smooth sailing of the various research
operations, thereby making research as efficient as possible yielding maximal information with
minimal expenditure of effort, time and money. Research design has a significant impact on the
reliability of the results obtained. It thus acts as a firm foundation for the entire research. For
example, economical and attractive construction of house we need a blueprint (or what is
commonly called the map of the house) well thought out and prepared by an expert architect,
similarly we need a research design or a plan in advance of data collection and analysis for our
research project. Research design stands for advance planning of the methods to be adopted for
collecting the relevant data and the techniques to be used in their analysis.

The function of a research design is to ensure that requisite data in accordance with the
problem at hand is collected accurately and economically. Simply stated, it is the framework, a
blueprint for the research study which guides the collection and analysis of data.

There are different types of research design depend on the nature of the problem and
objectives of the study. The following are the types of research design:

Descriptive Research Design – Descriptive research designs help provide answers to the
questions of who, what, when, where, and how associated with a particular research problem; a
descriptive study cannot conclusively ascertain answers to why. Descriptive research is used to
obtain information concerning the current status of the phenomena and to describe "what exists"
with respect to variables or conditions in a situation.

Experimental Research Design - Experimental research is often used where there is time priority
in a causal relationship (cause precedes effect), there is consistency in a causal relationship (a
cause will always lead to the same effect), and the magnitude of the correlation is great. The
classic experimental design specifies an experimental group and a control group. The
independent variable is administered to the experimental group and not to the control group, and
both groups are measured on the same dependent variable.

Case Study Research Design - A case study is an in-depth study of a particular research problem
rather than a sweeping statistical survey or comprehensive comparative inquiry. It is often used
to narrow down a very broad field of research into one or a few easily researchable examples.
Historical Research Design – The purpose of a historical research design is to collect, verify, and
synthesize evidence from the past to establish facts that defend or refute a hypothesis. It uses
secondary sources and a variety of primary documentary evidence, such as, diaries, official
records, reports, archives, and non-textual information [maps, pictures, audio and visual
recordings].

Exploratory Research Design - is conducted about a research problem when there are few or no
earlier studies to refer to or rely upon to predict an outcome. The focus is on gaining insights and
familiarity for later investigation or undertaken when research problems are in a preliminary
stage of investigation.

Correlational Design - explores the relationship between variables using statistical analyses.
However, it does not look for cause and effect and therefore, is also mostly observational in
terms of data collection.

Phenomenology - is used to identify phenomena and focus on subjective experiences and


understanding the structure of those lived experiences. Phenomenology is used to describe, in
depth, the common characteristics of the phenomena that has occurred. The primary data
collection method is through in-depth interviews.

Ethnographic studies - are qualitative procedures utilized to describe, analyze and interpret a
culture’s characteristics. Ethnography is used when a researcher wants to study a group of people
to gain a larger understanding of their lives or specific aspects of their lives. The primary data
collection method is through observation over an extended period of time. It would also be
appropriate to interview others who have studied the same cultures.

Grounded Theory- The grounded theory method tries to explain why a course of action evolved
the way it did. Grounded theory looks at large subject numbers. Theoretical models are
developed based on existing data in existing modes of genetic, biological or psychological
science.

3.) Why is discussion of the results important and the conclusion?

The purpose of the discussion is to interpret and describe the significance of your
findings in light of what was already known about the research problem being investigated and
to explain any new understanding or insights that emerged as a result of your study of the
problem. The discussion will always connect to the introduction by way of the research questions
or hypotheses you posed and the literature you reviewed, but the discussion does not simply
repeat or rearrange the first parts of your paper; the discussion clearly explain how your study
advanced the reader's understanding of the research.

The conclusion is intended to help the reader understand why your research should
matter to them after they have finished reading the paper. A conclusion is not merely a summary
of the main topics covered or a re-statement of your research problem, but a synthesis of key
points and, if applicable, where you recommend new areas for future research.

The conclusion also provides a place for you to persuasively and succinctly restate your
research problem, given that the reader has now been presented with all the information about
the topic. Depending on the discipline you are writing in, the concluding paragraph may contain
your reflections on the evidence presented, or on the essay's central research problem.

2. How can a research prepare good recommendation?

Recommendations are the added suggestions that researcher want people to follow when
performing future studies. These are based off of what he has found or what he might be
interested in doing at some point in the future. As the researcher write these recommendations,
he will have to look at what he have gotten out of his paper while also thinking about any
possible ideas he might have for later research studies. This can help with producing a strong
paper that will inspire people to think differently about whatever it is he have written and could
especially inspire new research to come about over time.

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