CHAPTER I

THE PROBLEM AND ITS BACKGROUND

Introduction

The Local Government Unit Employees are the backbone of the

government. In the work ambient, work satisfaction is a very important

attribute that presently existed. Work satisfaction defines as the positive

attitude towards work that could help in boosting commitment of the

employees in order to gain rewards from work, whether it could be

monetary, job security, recognition, and promotion.

Employees spend a major part at the workplace hence the factors

related to job satisfaction, employees’ behavior and their implication are

important to measure. Job satisfaction is an important variable to consider

to improve job design and evaluate an organization’s success (Tun, 2015).

According to Miller (2018), dealing the aspects of local government

work includes job satisfaction among the employees have the strongest

influence for better opportunities for development. When working in the

local government unit, employees are most likely to express the greatest

job satisfaction and motivation when organizational unit have sense of

organizational morale.
 2

Moreover, work satisfaction enables the employees in government

organization to be more productive and deliver excellence. Job satisfaction

is associated with employees' attitudes in the workplace towards a certain

position. Hence, the satisfaction of work could impact on employees’

motivation to continue to work which leads to high allegiance in the

government (Riyanto, 2020).

Thus, the researcher seeks to find out the level of work satisfaction

among Local Government Unit employees of Digos City. The researcher is

also determined to know the differences on level of work satisfaction of

LGU employees when grouped according to profile.

Objectives of the Study

Local Government Employees are important in building good

governance in local and regional aspect. Thus, there’s a need to

understand the level of work satisfaction and motivation among the LGU

employees in Digos City, Davao del Sur. This study aims to determine the

factors that influence level of work satisfaction and motivation towards the

LGU employees.

Specifically, it aims to:

1. Determine their socio -demographic profile in terms of:

1.1 Gender
 3

1.2 Age

1.3 Educational Attainment

1.4 Years in service

1.5 Rank/ Position

2. To analyze the level of work satisfaction among LGU employees in

terms of:

2.1 Leadership

2.2 Motivation

2.3 Wages

2.4 Benefits

2.5 Work Environment

3. To determine the differences on level of work satisfaction of LGU

employees when grouped according to profile.

 4

Significance of the Study

The research will be carried out to give a complete analysis on the

factors that influence level of work satisfaction towards the LGU

employees in Digos City, Davao del Sur. The study will also help on how

to address the factors affecting the employees.

Furthermore, the study could be essential to help employees get

equips with the understanding about different aspects in the government

workplace.

Lastly, for further researcher, it can be used as reference material

to conduct further studies of human resources with the same study.

Scope and Limitations of the Study

The study will focus on the overall analysis of the factors that

influence level of work satisfaction of the employees of LGU of Digos City,

Davao del Sur. The researcher will conduct a data gathering using a

survey questionnaires among employees in Digos City, Davao del Sur

adapted from the study of Salanova and Kirmanen (2010), entitled

“Employee Satisfaction and Work Motivation”.

 5

Definition of Terms

Terms below were defined using theoretical and operational

definition.

Age - the length of time that a person has

lived

Employees - defines as the person who gets paid

from working

Gender -  refers to the characteristics of

women, men, girls and boys that

are socially constructed

Local Government Unit - refers to any city, municipalities,

(LGU)
and barangay that is responsible for

the welfare of people and

governance

Level - the position on the scale of

quantity, quality, and extent

- defines as the positive attitude

towards work that could help in

Work Satisfaction
boasting commitment of the

employees
 6

CHAPTER II

REVIEW OF RELATED LITERATURE

Local Government Unit

The role of local government in reassuring the effectiveness and

public amenities to the population is significant. These public services

include infrastructure, administrative services, public safety, social

services, waste management, and leisure facility. It appears to enhance

and institutionalize standards in delivering quality service to the people

(Tran et al., 2022). The capacity of local governments to provide public

services depends to the range of resources, personnel knowledge,

financial, and technical support (Distor et al., 2022).

Orbista (2012) stated that under the Local Government code of

1991, the general rule in the creation of LGU or the conversion from one

level to another is based on three indicators which includes the income,

population, and area of the land. The democratization at the local level

that mainly gives the citizen a voice in decision-making based on local

needs and goals is what makes the law vital for the good of the people.
 7

In addition, the LGU facilitates the direct participation of people on

the road to development. Also, it’s expected to plan, implement, and

deliver services efficiently (Pem, 2020). It delivers wide span of services to

the communities, building control, public health services, and

environmental protection (Armstrong & Li, 2022). Hence, it has a

prominent role in the government in making key investment decisions

about education, infrastructure and many other areas that aids in how the

whole economy runs (Nunn et.al, 2019).

Government Employees

In public management, employees are the most important of all the

assets in a government organization and unit. The performance of

workers is extremely crucial for any government organization and unit as

it ultimately leads to success (Shaughnessy, 2017). To depict effective

service delivery on good governance, one must know that public sector

organizations is necessary in fulfilling the expectation of the civil society

(Mohamad, 2014). Accountability, transparency, efficiency, and trust is

apprehended in upholding good governance (Uddin et al., 2021).

There are various needs of the community so that means, there are

a lot of opportunities to work in a variety of capacities. These

 8

opportunities give local government workers the chance to level up which

will lead to the rise of status and income (Eisenstein, 2019).

Moreover, government employees see the essence of public service

as a strategy to engage and bring people closer to the government. The

engagement among employees is helpful to build stronger connection to

the work. Symmank (2022) also added that engaged employees has the

will to do the work with purpose that is driven by recognition and value in

the organization or atmosphere of work. With the number of units

operating across local boundaries, it is expected that engagement brings

strong relationship and level of involvement (Jackson, 2010).

Employee engagement has been conceptualized by the positive

attitude of the employees toward the organization and its values

(Selvarasau & Sastry, 2014). This positive state which includes

enthusiasm, energy, vigor, and dedication are described as the element

for the performance of employees (Men, 2015).

Influence of Demographic Characteristics on Job Satisfaction

1. Gender

Gender often emerges to be a potentially crucial factor in employee

job satisfaction and a common variable to identify satisfaction. Studies on

gender and job satisfaction often focus on the social role theory of sex
 9

differences, which emphasizes the casual influence of gender roles on

employees’ attitudes about the behavior considered suitable for each sex,

can be matched with job satisfaction. In other words, there are no clear

pattern of difference between gender on job satisfaction because both

men and women frequently act in ways that are only consistent with their

assigned societal roles at work (Huang & Gamble, 2015).

However, the study of Rahman et al., (2017) found out that female

employees were more satisfied than males. In addition, LGBTQ employees

reported lower job satisfaction levels compared to men and women with

the highest level of work satisfaction. This was argued by Hossain (2014)

as it revealed that working conditions, pay, fairness, and promotion

significantly influenced employee job satisfaction but factors like gender

and age did not. Thus, there has no significant difference on job

satisfaction with regard to gender.

2. Age

Age is another attribute that influence job satisfaction of the

employees. Older employees performed better compared to the young

ones. A study by The Associated Press-NORC Center for Public Affairs

Research figured out that 9 in 10 employees who are age 50 or older say

that they are very or somewhat satisfied with their job. At this level,
 10

employees have already reached the ladder of career and reached

positions as work satisfaction makes more sense (Sedensky, 2013).

Moreover, in a study of engagement of mature age employees, it

was found out that aged workers were negatively impacted by

conventional threats and their engagement reduced. Due to the

situational age related factors such as burnout, age discrimination, and

generational differences job satisfaction would decrease (Kulik et al.,

2016).

Along with this, aging implies central changes and goals that

employee pursue. Younger and older employees descend satisfaction from

different aspects of work. This established that age in job types control

the length of satisfaction in the workplace. Older employees seemed

happier but it will still depend on the kind of job. Hence, age does act as a

major determinant to drive engagement levels of employees.

3. Educational Attainment

High level of educational attainment were more likely to have

greater job resources such as income, job autonomy, and job variety

which resulted to higher levels of job satisfaction. Additionally, the

researchers found out that the association between higher levels of

 11

education and lower job satisfaction was more pronounced for females

than males.

This same phenomenon was less marked for self-employed people

compared to those who were not self-employed. Employees were also

more likely to have greater job demands like longer work hours, as well as

increased pressure, intensity, and urgency these in turn were associated

with higher job stress and lower job satisfaction (Solomon et al., 2022).

However, formal educational attainment doesn't necessarily relate in

job satisfaction. It may rely on individuals’ performance whether the

effort that have put upon performance matches up to the goal which

results in job satisfaction. Hence, education is considered as one of the

most vital and capital investment. It is significantly related to job

satisfaction but the direction of the effect cannot be easily determined. It

may depend on having or not a tough job or whether it is well interesting

(Rossi, 2010).

4. Years in Service

The extent of service in a job could be used to assess the levels of

job satisfaction of workers. Employees who have worked for long years in

service have the chance to stay in work because the level of interest

increases. Between one or two years in job, employees are less happy,
 12

less interested in work, and more stressed. After three or more years, it is

indicated that employees are likely to serve with absolute devotion rather

than quit despite low salaries and slow promotions. Satisfied employees

hold on longer as satisfaction level have emerged and shown the highest

interest to continue to work (Morse, 2018).

Employees may have categorized into short service, average

service, and long length of work. For a more complete analysis, job

satisfaction in years or position should be surveyed and analyzed over in

order to discover an apparent picture of connection between the two.

Thus, the satisfied feeling is based on great extent of work length as it

mostly important in the workplace. The key for employees is to learn

something new, to benefit from progress and to make an effort to bear up

with developments everyday. When changes happen quickly and

continuously, the way is to create an atmosphere where you can develop

and learn frequently in a period of time (Vestman, 2016).

5. Rank and Position

Rank and position have significantly gain satisfaction among the

employees. It is determined by the job that the individual holds and move

to better jobs either by reclassification or promotion in order to achieve

higher status or substantial salary increase. This is common within the

 13

government organization system. If there's an available path to move up

with ranks, employees are more satisfied that will lead to the chance of

promotion. Hill (2019) examined the connection between rank/position

and overall job satisfaction differences in productivity and satisfaction

have increased progressively with rank. The higher the rank, the more

satisfied the employees were with the work perspective.

Moreover, staying longer in work made the employees grow in

skills through training in workplace or more engaging work as a challenge

to do the things that enhance their abilities. As the economy moves, rank

of employees serves as the biggest contributor to the overall work

satisfaction and moderates the communication-job satisfaction

relationship. It also indicates an employee's status in an organization and

job level in a particular occupational classification. This makes stronger for

the employees in holding higher organizational position (Giardina, 2014).

Level of Work Satisfaction of LGU Employees

Job satisfaction is defined as an individual positive emotional state

with regards to the work environment. The level of it differs from every

individual that is closely connected to changes in career and productivity

(Filiz, 2014). When employees feel associated, there’s an urge to feel

satisfied and productive to handle the daily work (Coleman, 2021). The
 14

individuals’ social well-being depends on positive interpersonal

connections. The level of work satisfaction also differs in terms of

leadership, motivation, wages, benefits, job organization, and work

environment to accomplish individual and organizational work goals

(Hennicks et al., 2022).

a. Leadership

Leadership is another important factor in strengthening an

organizational performance. Any organizational leaders are expected to

carry out tasks with limited resources to the maximum level in order to

maintain the competitive edge and to sustain profitability position. Various

studies have shown that positive relationships between leaders and

subordinates contribute to higher levels of job satisfaction. Government

employees who enjoyed a supportive connection from manager has a

higher level of job satisfaction than those who did not. The most effective

form of control in such a demanding operation setting is adequate

supervision by appointed leader who actively monitor and observe

subordinates accomplish work function. The factors that helps employee

motivation and job satisfaction are supportive supervisors who

demonstrates high levels of competence, trustworthiness and fairness

(Long & Thean, 2011).

 15

b. Motivation

Motivation is the psychological process of an individual that

influences the outcome of work and job satisfaction. It leads to high levels

of satisfaction and performance level. In the work domain, work

motivation is the set of energetic forces that is affected by personality

traits, needs, attitudes, and satisfaction (Tziner et al., 2012). Furthermore,

motivation helps in increasing determination, willingness to work, and

ambitions as employees perform at a higher level. This is what drives the

employees to work in order to gain rewards from work, whether it could

be monetary, job security, recognition, and promotion.

c. Wages

In line with job satisfaction, the study found out that it was

positively influenced how wage increases. Adapting to the wage level over

time for a higher salary becomes the new point for the future. When wage

increases, it can be a tool to motivate employees but only under carefully

designed conditions. For instance, when employees implemented regularly

and accompanied by promotions as the most effective way to motivate

employees in the long run (University of Basel, 2018). In addition, the

feeling of not being paid fairly affects work satisfaction. Employees are

more satisfied with fair wages, find more meaning in work and are less
 16

likely to consider quitting. An employee that anticipates salary and

benefits as fair and satisfactory is more likely to experience positively,

arising in better health and a work balance that translates into better

productivity.

d. Benefits

Employees in the public sector will be satisfied in a job if the

economic and social needs are met well to continue to work well to

support the organization's goals. The government must strive to continue

to always know the satisfaction level of human resources organizations

with the goal to maintain stability of the employees (Giauque, 2012).

The stronger satisfaction comes from recognition and a sense of

responsibility to create high-performance government organizations and

to develop the organizational culture (Sudiardhita et.al, 2018). If better

performance can increase employee benefits in a fair and balanced manner,

then job satisfaction will increase; in other words, employee satisfaction is the

feedback that affects self-image and motivation to improve performance.

Satisfaction creates confidence, loyalty and ultimately improved quality in

the output of the employee (Pancasila, 2020).

 17

e. Work Environment

In the workplace, satisfaction enhances work engagement,

commitment, and improves employee satisfaction. Employees do not work

by force but because of satisfaction (Dell, 2017). When satisfaction

dominates the organization, the more satisfied the employees are and the

organization use its capacity to grow faster (Panait, 2020). It is significant

to take care the well-being of employees as this factor is of great

importance for the quality of life at work (Leite et al., 2022).

However, it is also probable that employees enjoy all the

designated tasks but still has low level of satisfaction (Ha et al., 2020).

Often, the environment in which government employees works are

actually challenging and hard (Whitford & Elkind, 2012). Employees may

work with unsatisfied feeling with the actions for desired outcomes. This

may lead to possible negative outcomes that possess a high propensity to

quit work (Chen & Bozeman, 2013). The negative perceptions toward

government was due to being forced to do a work that’s already against

values and beliefs (Chen et al., 2018).

Therefore, job satisfaction at work has been one of the widely

researched areas in the field of management in relation to different

professions. Organizations in all industries are experiencing rapid change,

 18

which is accelerating at an enormous speed. Human factor is becoming

much more important for organizational survival, and that business

excellence will only be achieved when employees are motivated and

satisfied.

Conceptual Framework

Independent Variable Dependent Variable

Socio Demographic Profile Level of Work Satisfaction

- Leadership
- Motivation
- Wages
- Benefits
- Work Environment

Figure 1. A Diagram Showing the Relationship between the

independent and dependent variables in the Study
entitled “LEVEL OF WORK SATISFACTION AND
MOTIVATION AMONG THE LGU EMPLOYEES OF DIGOS
CITY”.

Hypothesis
 19

Ho1. There is no significant difference on level of work satisfaction of LGU

Employees when grouped according to profile.

CHAPTER III

METHODOLOGY

Research Locale

This study will be conducted in Digos City, province of Davao del

Sur that serves as the provincial capital. The cities closest to Digos are

Cotabato, Sarangani, Davao del Norte, Compostela Valley, and Davao

Oriental. The nearest municipalities are Padada, Hagonoy, Sulop, and

Bansalan. It is situated around 6º45’ North, 125º 21’ East as part of the

island of Mindanao, Region XI. The elevation at these coordinates is

determined at 19.2 meters or 63.0 feet above mean sea level. The

distance from the national capital is 615.80 miles or 991.04 kilometers.

 20

Research Design

The study will use Quantitative Descriptive research design.

Descriptive method will use to determine the socio-demographic profile of

the respondents in terms of gender, age, educational attainment, years in

service, rank/position, and level of work satisfaction between LGU

Employees.
 21

Figure 2. Map of the Research Locale.

 22

Respondents of the Study

The respondents of the study will be the LGU employees of Digos

City in the province of Davao del Sur regardless of age, gender, rank/

position and employee status were considered as respondents of the

study.

Sample Selection

The data in the study will be collected from employees working in

the LGU Digos. Purposive sampling will be done to determine their socio-

demographic profile and analyze the influence of satisfaction on employee

performance simultaneously. Sample size will be determined upon the

availability of list of LGU employees in the research locale.

Survey Instrument

The researcher will use a survey questionnaire containing two

parts. The first part is on the socio-demographic profile of the

respondents. The second part is on the various conceptions about work

like leadership, motivation, wages, benefits, and work environment. This

 23

two-part questionnaire was adapted from the study of Salanova and

Kirmanen (2010), entitled “Employee Satisfaction and Work Motivation”.

Data to be Gathered

Data to be gathered will be the Socio - Demographic Profile of the

LGU Digos employees as well as their level of work satisfaction in terms of

Leadership, Motivation, Wages, Benefits, and Work Environment.

Method of Data Collection

The gathered data of this study will be collected through the

following guides:

1. Identification of employees in the research locale who are part

of LGU Digos.

2. A letter of permission to conduct the study was first secured.

After that, the researcher informed the respondents, and then

research was conducted through distribution of questionnaires.

3. Gathered questionnaires were treated with the greatest

confidentiality. While the softcopy of the data is kept in a

secured computer.

4. After the respondents finished answering the questions,

questionnaires were gathered immediately. The gathered data

 24

that were tabulated in an excel spreadsheet, analyzed and

interpreted was then be emailed to the statistician by the

researcher.

Statistical Tools

The data will be processed and tabulated using frequencies and the

parameters like percentage, mean, and standard deviation.

The following formula will be used:

1. Percentage

%= f X 100
N

Where:

%= Percentage
f = Frequency
N= Total Population

2. Frequency Counts

F = ∑n

N Where:

∑n = Total number of Cases

F = frequency
N =Total number of
Population

3. Correlation Formula
 25

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 31

Appendix 1. Letter to Conduct

Republic of the Philippines

DAVAO DEL SUR STATE COLLEGE
Barangay Matti, Digos City

HON. JOSEF F. CAGAS, RN, JD

City Mayor
Digos City, Davao del Sur

Dear Mayor Josef F. Cagas

Greetings of Peace and Prosperity!

I am Elvera S. Dinggo, a third year student of Davao del Sur State

College, taking up Bachelor of Public Administration. I am currently writing
my research study entitled “LEVEL OF WORK SATISFACTION
AMONG THE LGU EMPLOYEES OF DIGOS CITY”. This study aims to
determine the differences on level of work satisfaction of LGU employees
when grouped according to profile.

In relation to my study, I am humbly seeking your permission to

allow me to conduct this study in every offices of City Government of
Digos. You can be assured of the scholastic utilization of gathered data
will be kept highly confidential. Your approval will be a huge help for me
to finish my research. Thank you for allotting time on this matter.
Godspeed!

Sincerely,
 32

Elvera S. Dinggo EnP Rhoda M. Hilis,

MABM
Researcher/Student Thesis Adviser

Approved by:

JOSEF F. CAGAS, RN, JD

City Mayor
Appendix 2. Informed Consent Form

Republic of the Philippines

DAVAO DEL SUR STATE COLLEGE
Barangay Matti, Digos City

INFORMED CONSENT FORM

Information and Purpose: I, Elvera S. Dinggo is writing a research

study entitled:” LEVEL OF WORK SATISFACTION AMONG THE LGU
EMPLOYEES OF DIGOS CITY”. The main objective of the study is to
analyze the effects of job satisfaction on employee performance and
determine the factors that influence work satisfaction and motivation on
employee performance simultaneously.

Your Participation: Your participation in this study will consist of a face-

to-face survey interview that will last for approximately thirty (30)
minutes. You will be able to ask questions related to the survey and you
may refuse to answer questions that make you feel uncomfortable. At any
time, you may notify the researcher that you would like to stop the
interview and your participation in the study. There will be no penalty for
discontinuing participation.

Benefits and Risk. The benefit of your participation is your contribution

to the completion of the data needed for the fulfillment for this study. The
risk may involve the disclosure of your profile. However, rest assured that
the researcher will handle the data with outmost confidentiality.
 33

Confidentiality: A face-to-face survey interview will be done in the

gathering data procedure. Your name as well as your response to the
questions, will not be disclosed in the presentation of the results. The only
time that your name will be reflected in the study is in the consent form,
whereby you have to affix your name and signature for us to be able to
push through with the interview.

If you have any question or any concern, please feel free to contact the
researcher:

ELVERA S. DINGGO
09062341544

By affixing my signature below, I acknowledge that I have read and

understood the above information I am aware that I may discontinue my
participation in the study at any time.

____________________ ___________________ ______________

Name Signature Date
 34

Appendix 3. SURVEY QUESTIONNAIRE

Hello. My name is Elvera S. Dinggo. I am a student of Davao del Sur State

College taking up Bachelor of Public Administration. My Undergraduate
Thesis will be the “LEVEL OF WORK SATISFACTION AMONG THE
LGU EMPLOYEES OF DIGOS CITY”. The main objective of the study is
to to determine the differences on level of work satisfaction of LGU
employees when grouped according to profile . The study will be essential
to help employees get equips with the understanding about different
aspects in the government workplace. All the information you give will be
confidential, and will be used to write a paper for academic purposes but
will not include any specific names.
Participation in this study is voluntary, and you can choose not to take
part.
With this, I am hoping for your full cooperation on this matter. Thank you
very much.

Respectfully,

Elvera S. Dinggo
 35

Part I: Socio-Demographic Profile

Name:
Address:
Age:
Gender: [ ] Male [ ] Female [ ] LGBTQ
Educational Attainment:
[ ] Elementary Level [ ] Elementary Graduate
[ ] High School Level [ ] High School Graduate
[ ] College Level [ ] College Graduate

Years in service:
Rank/Position:

Part II. Level of Work Satisfaction

Please put check on the choice that you perceived as the
level of work satisfaction (as adapted from the study of Salanova and
Kirmanen (2010). Answers are based on Likert-scale ranging 5 as the
highest point and 1 is the lowest.
 36

Numerical Value Description

5 Satisfied
4 Somewhat Satisfied
3 Neutral
2 Not Satisfied
1 Highly Dissatisfy

Leadership 5 4 3 2 1

1. How do you find the relationship with your direct manager?

2. How easy it is to communicate with your direct manager?

3. How do you find the amount of appreciation you got from

your boss of the work you do?

4. How do you find the awareness of your direct boss’s towards

the abilities of the employees?

5. How appropriate do you find the style of your boss’s

directions?

6. How satisfied are you with the support of your supervisor to

help you perform your duties efficiently?

Motivation 5 4 3 2 1

1. How much do you enjoy working everyday?

2. Would you say that it is usually nice to come to work?

3. How well do you think you are appreciated at your work

place?

4. How satisfied are you with the feeling of self-fulfillment that

your work gives you?

5. How well do you think you know and understand the direction
 37

and goals of the company?

6. How well do you think the following aspects are run at your
workplace, so that they affect your motivation:

1. Money

2.Promotion

3.Recognition

Wages 5 4 3 2 1

1. How satisfied are you with your current salary?

2. How do you feel about the fairness of the wages system at

your work place?

Benefits 5 4 3 2 1

1. How satisfied are you with your health and insurance

benefits?

2. How well does the company provide you with the necessary
benefits?

3.How satisfied are you with the amount of other benefits such
as flexible working hours and vacation?

Work Environment 5 4 3 2 1

1. How safe do you find your working place?

2. How satisfied are you with the supporting equipment you are
using to help your job?
 38

3. How satisfied are you with the lighting and cleanliness of

your working place?

4. How satisfied are you with the length of your shift?

Dummy Table 1. Socio-demographic profile of LGU employees in

Digos City

Frequency %

Age
Young Age
Middle Age
Old Age
Gender Identity
Male
Female
Prefer not to Say
Others
Educational Attainment
Elementary Level
Elementary Graduate
High School Level
High School Graduate
College Level
College Graduate
 39

Dummy Table 2: Level of Work Satisfaction in Terms of

Leadership
5 4 3 2 1

F % F % F% F % F%

1. How do you find the relationship

with your direct manager?
2. How easy it is to communicate
with your direct manager?
3. How do you find the amount of
appreciation you got from your
boss of the work you do?
4. How do you find the awareness
of your direct boss’s towards the
abilities of the employees?
5. How appropriate do you find the
style of your boss’s directions?
6. How satisfied are you with the
support of your supervisor to
help you perform your duties
efficiently?
 40

Dummy Table 3: Level of Work Satisfaction in Terms of

Motivation
5 4 3 2 1

F % F % F% F % F%

1. How much do you enjoy working

everyday?
2. Would you say that it is usually
nice to come to work?
3. How well do you think you are
appreciated at your work place?
4. How satisfied are you with the
feeling of self-fulfillment that
your work gives you?
5. How well do you think you know
and understand the direction
and goals of the company?
6. How well do you think the
following aspects are run at your
workplace, so that they affect
your motivation:
Money
Promotion
Recognition

Dummy Table 4: Level of Work Satisfaction in Terms of Wages

 41

5 4 3 2 1

F % F % F% F % F%

1. How satisfied are you with your

current salary?
2. How do you feel about the
fairness of the wages system at
your work place?

Dummy Table 5: Level of Work Satisfaction in Terms of Benefits

5 4 3 2 1

F % F % F% F % F%

1. How satisfied are you with your

health and insurance benefits?
2. How well does the company
provide you with the necessary
benefits?
3. How satisfied are you with the
amount of other benefits such as
flexible working hours and
vacation?

Dummy Table 6: Level of Work Satisfaction in Terms of Work

Environment
5 4 3 2 1
 42

F % F % F% F % F%

1. How safe do you find your

working place?
2. How satisfied are you with the
supporting equipment you are
using to help your job?
3. How satisfied are you with the
lighting and cleanliness of your
working place?
4. How satisfied are you with the
length of your shift?