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ABSTRACT Title : JOB SATISFACTION OF SOCIAL SECURITY SYSTEM (SSS) EMPLOYEES AT CUBAO BRANCH: IMPLICATIONS AND COST TO MANAGEMENT

HERNANDEZ, CAZTINA A. MARCAIDA, ARKHE JOSEPH G. SANTOS, JOYCE ANNE H. 2013 Polytechnic University of the Philippines Victoria B. Baduria, DBA, CPA Bachelor of Science in Accountancy

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This research aimed to evaluate the level of job satisfaction of the employees of Social Security System (SSS) Cubao Branch and its significant difference across selected variables, according to the profile of the respondents. The respondents of the study were eighty eight (88) respondents. The survey was conducted during the first semester of the school year 2013-2014. The descriptive method was used because it conformed to the objective of collecting information about the present existing conditions needed in the chosen field of study. The survey questionnaires and unstructured interviews were the instruments used in collecting reliable data. To ensure impartiality on presentation, analysis and interpretation of data, the researchers used the following statistical tools: Frequency, Percentage, Ranking, Weighted Mean, Likert scale, and the Analysis of Variance (ANOVA).
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3 2. Years of Existence. Moreover. Present Position.2 1.4 1.1 2. Highest Educational Attainment.7 2. factored in are the profiles of the respondents. and. and any significant differences among the variables. Specifically.4 Type of Organization. vi . the level of job satisfaction. the organizational perspective. Sex. Civil Status. this research sought to answer the following questions: 1.1 1. Monthly Salary? What is the organizational perspective of Social Security System (SSS) Cubao Branch in terms of: 2. Number of Employees. Business Hours.5 1. and.Statement of the Problem This study entitled “Job Satisfaction of Social Security System (SSS) Employees at Cubao Branch: Implications and Cost to Management” aimed to determine the levels of job satisfaction and performance of the organization and its cost to the management. What is the profile of the employees of the Social Security System Cubao Branch in terms of the following: 1.6 1.3 1. Age. Length of Service.2 2. the cost of benefits given to employees.

32 respondents or 36. highest educational attainment. majority of the workforce has an age bracket of 25-45 years old. On the second spot. Days Open? How would the level of job satisfaction of the respondents be describe terms of: 3. gender. with 26 respondents or has 29.2 3. Motivation and Promotion? 4. and years of service? 5. How much does it cost the company to make their employees satisfied with their current job? Summary of Findings Based on the results of the study. Is there a difference in the level of job satisfaction between genders.4 Nature of Work.55% that belongs to the bracket of 25-35 years old.1 3. the following findings are presented: 1. which included age. among positions or age. Profile of Respondents Seven variables were used in the research to determine the profile of the respondents. vii .5 3. Findings showed that out of the 88 people surveyed. and.36% belong to the bracket of 36-45 years old which ranked first.2. civil status. and monthly salary. current position. Environment and Co-worker Relationship.3 3. Salary and Other Benefits. length of service.

female dominate over male with 49 female respondents or 56. The 88 respondents in terms of their monthly salary were composed mostly of respondents with a total of 54 respondents or 61.68% compared to 39 male respondents or 44. Majority of the workforce is single.000 bracket of salary. findings revealed that the respondents were composed mostly of bachelors with a total of 74 respondents or 84.36%. 2. viii .09%. out of the 88 respondents. 10 up to 20 years.36% that has a Php 10.23% of the total number of respondents. With regards to educational attainment.14% of the total respondents were single which ranked first. For years of existence.Out of the 88 respondents. A total of 53 out of the 88 respondents stayed in their current position from 1 up to 5 years. years of existence. rank and file position ranked first with 76 respondents or 86. and made them ranked first. 45 or 51. which was 60. Organizational Perspective Five variables were used in the research to determine the organizational perspective which included type of organization. for the number of employees there were 81 to 100 employees. The type of organization was a public organization.000 up to Php 20. In terms of position in the company. The organization operates from 9:00am to 6:00 pm. Mondays to Fridays. number of employees. And.32%. business hours. and days open.

071. environment and co-workers relationship.811. Difference between the profile of respondents and the lead variables. Level of Job Satisfaction The employees’ level of job satisfaction were divided into four aspects.159 and 0.3. respectively. respectively. the computed F-ratios are 0. the respondents agreed with regards to the motivation and promotion with an average weighted mean of 4. The computed F-ratios for nature of work. The study discloses the perception of respondents when they were grouped according to gender. and environment and co-workers relationship are 0. salary and other benefits. salary and other benefits are 1. Findings showed that the average weighted mean of 4. the null hypothesis is rejected.58 indicates that the respondents strongly agreed with regards to the environment and co-workers relationship. namely nature of work. While on environment and co-workers relationship and motivation and promotion. 4. As shown in the study. ix .41 indicates that the respondents agreed with regards to the nature of work. the respondents agreed as to salary and other benefits with an average weighted mean 4. the study discloses the perception of the respondents when they were grouped according to age.48. which makes the null hypothesis accepted.499 and 0.41. and motivation and promotion. Overall. salary and other benefits. Thus.261. The computed F-ratio with regards to nature of work. The average weighted mean of 4. Based on the data gathered and tabulated.

on motivation and promotion. respectively. the null hypothesis is accepted.215. and 0. the respondents were grouped according to highest educational attainment. Based on the data gathered and tabulated.270. and 0.067 for motivation and promotion. making the null hypothesis accepted. rejecting the null hypothesis.278 which makes the null hypothesis accepted. the null hypothesis is rejected. and environment and co-workers relationship. the null hypothesis is rejected. 1. The computed F-ratios with regards to x . The study also discloses the perception of the respondents when they were grouped according to civil status. Thus. Thus. And the computed F-ratios are 0. respectively. and 1. the computed F-ratios when the respondents were grouped according to length of service are: 0. the computed F-ratio is 0. respectively.666.633 for nature of work.0. making the null hypothesis rejected. and 0. the computed F-ratio is 1. The study also discloses the perception of respondents when they were grouped according to current position.029. the computed F-ratios are 1. Then. While on motivation and promotion. The computed F-ratios with regards to nature of work and salary and other benefits are 1.317 for environment and co-workers relationship. Therefore.027.629 and 2. salary and other benefits. the null hypothesis is accepted. On nature of work.609 and 0.242. respectively. While the computed F-ratios for environment and coworkers relationship and motivation and promotion are 0.862.276 for salary and other benefits. As shown in the study. Thus.103.

As shown in the study. Thus. 0. when the respondents were grouped according to monthly salary. Php 28.000. the computed F-ratios for nature of work and salary and other benefits are 0.000.175. While the computed F-ratio for salary and other benefits is 2.88. xi . the null hypothesis is accepted. Php 10.248.157. and 0.215. and 5. And on environment and co-workers relationship and motivation and promotion.602 and 3. respectively. Cost of Benefits Given to Employees The study shows that the respondents strongly agreed that the management gives 13th month pay to the employees every year. respectively. Thus. Php 8. the null hypothesis is rejected.000. respectively. the management provides holiday and rest pay. Thus. and 0. the respondents strongly agreed with regards to the cost of benefits given to the employees by the management with weighted mean of 4.000.164. the management gives incentives for high performance appraisal to the employees.000. the computed F-ratios are 0. which makes the null hypothesis rejected. the management provides midyear bonus and the management provides paid service incentive leave with average amount received of Php 20. Overall. 5.nature of work.427. the null hypothesis is accepted. environment and co-workers relationship and motivation and promotion are 0.042.

The study also indicated that most of the respondents hold rank and file position and have a monthly salary of 10. Organizational Perspective The type of organization was a public organization. It also shows that most of them are female and are still single. salary and other benefits. The respondents strongly agreed with regards to environment and coworkers relationship and motivation and promotion. Approximately. the respondents are bachelor degree holders and many of them have been in service from 1 up to 5 years. 3. Difference between the profile of respondents and the lead variables. for the number of employees there were 81 to 100 employees. For years of existence. and motivation and promotion. Profile of the Respondents Most of the respondents are of the age bracket of 36-45 years old. Mondays to Fridays. And. environment and co-workers relationship. 4. xii .000.Conclusions Based on the findings of the study from the data gathered.000 up to 20. Findings revealed that the respondents agreed with regards to nature of work and salary and other benefits. the researchers with the following conclusions: 1. The organization operates from 9:00am to 6:00 pm. 2. Level of Job Satisfaction The respondents were asked to evaluate their level of job satisfaction as to nature of work. 10 up to 20 years.

000 or 67. 5. Because. Incentive award must be extended to deserving personnel. the following recommendations were forwarded: Management should have a closer look in the areas wherein the level of job satisfaction is lower like salary and other benefits. They should con tinue to xiii . 48.As observed. the study discloses that there has a significant difference between the profile of the respondents and the level of job satisfaction as to nature of work. environment and co-workers relationship. The management must provide comfortable working places for the employees to do their jobs effectively and efficiently. and motivation and promotion. The employees must be encouraged and motivated to participate in the organization’s activities.61% of the cost was attributed to the two factors. The employees must participate in the decision-making especially if it concerns them and their work. The management should control the cost of giving the incentive for outstanding performance by strictly implementing the performance rating for each employee to ensure that incentives are given to deserving employees. salary and other benefits. Cost of Benefits Given to Employees It can be concluded that the major cost that the management incurs in making their employees satisfied aside from their salaries are the Incentives for outstanding performance and 13th month pay.000 of the average cost of 71. Recommendations Based on the findings of the study.

the incentives for outstanding performance which forms a major part of the cost incurred by the company in satisfying their employees. was based on the performance rating or appraisal in the employees. xiv . Management should strictly implement the performance appraisal for each of their employees because. Management and employees should strive more to work together as a team to accomplish their organizational goal which is to render quality and effective service to the members. Similar study should be conducted in other branches of SSS to see if the same results will be obtained.strive hard to improve their performance either through in-service trainings or formal education.