The Problem and Its Background: Centro Escolar Las Piñas

CENTRO ESCOLAR LAS PIÑAS
Chapter 1
The Problem and Its Background
Introduction
To identify the overall job information and job values of security guards is
done through research. The problems present in the workplace can be identified.
Centro Escolar Las Piñas is located at Dr. Faustino Ave. Pilar Village,
Almanza, Las Piñas City. A school whose philosophy is science and virtue and
whose values consist of discipline, integrity, social responsibility, compassion,
excellence, respect, and nationalism.
The study was anchored on two variables; job satisfaction level and work
values. The theory of values is a principle that guide the individual’s life at work.
Furthermore, the theory of job satisfaction where you achieve the three states of
mind in a workplace; emotional, cognitive, and behavioural of Schwartz (1992) in
the article of De Sousa and Porto (2016) and Redmond and Lane (2016).
The research problem is chosen to be researched because there might be
major problems or conflicts that we need to see to be fixed. All problems in the
school should always be fixed by the management.
The main goal of this study is to present the correlation of work values and
job satisfaction, and to identify evidences and explanations why security guards of
CELP are satisfied or not in their job.
The purpose of this research problem is to identify problems and give ways
to improve the asset and security of the jobs of the respondents.

CENTRO ESCOLAR LAS PIÑAS 2
Statement of The Problem
The main goal of this study is to present the correlation of work values and
job satisfaction, and to identify evidences and explanations why security guards in
CELP are satisfied or not in their job.
Specifically, this research aims to answer the following questions;
1. What is the profile of the respondents in terms of:
1.1 Age
1.2 Gender
1.3 Position
2. What is the profile of the respondents in terms of their Work Values?
2.1 Work Ethic
2.2 Dependability/ Responsibility
2.3 Adaptability
3. What is the profile of the respondents in terms of their Job Satisfaction
Level?
3.1 Emotional
3.1.1 Boredom
3.1.2 Anxiety
3.1.3 Acknowledgment
3.2 Cognitive
3.2.1 Respectable
3.2.2 Fulfilling
3.3 Behavioral
3.3.1 Tardiness
3.3.2 Absences
4. Is there a significant relationship between work values and job
satisfaction level?
Hypothesis of The Study
There is no significant relationship between work values and job satisfaction.
Assumptions of The Study
1. Work Values- The security personnel have adapted their work surroundings
with the students.
2. Job Satisfaction- The security personnel have low rate of tardiness.
Scope and Delimitation of The Study
This study focused on two major variables; work values, and job satisfaction
level.
The work values of the respondents, concentrated on work ethic, dependability or
responsibility, and adaptability. The job satisfaction level will focus on determining
the respondents’ three components; emotional, behavioral, and cognitive
component.
The seven security guards in CELP are the respondents in this study. the
following information will be taken from them; age, gender, position, and their time-
shift.
Significance of The Study
This study will be greatly important for the:
Administration. The administration will greatly be benefitted to this study for they
will know positive values and the flaws of their management in which the
respondents are affected. Eventually, the management will somehow do something
in order to fix the flaws.
Security Guards. The respondents itself will be benefitted to this study because
the outcome of this will all be coming from their opinions and how they describe
their work. In that case, the management might do something if they knew what are
the factors affecting the respondent’s satisfaction level.

CHAPTER 2
REVIEW OF RELATED LITERATURE AND STUDIES
Introduction
This chapter is discussing about the correlation of work values and job
satisfaction, and determining the positive and negative workplace experiences
among the security guards of CELP.
Definition of Work Values
Before we can talk about work values, we must first discuss what values are
in general. McKay, 2017, in the thebalance.com, 2017, states that values are the
beliefs and ideas that are important to you and which you use to guide your
actions. Examples of these core values include honesty, service, self-respect,
respect for others, peace, and success.
On the other hand, onetonline.org, 2017, states that values are your beliefs about
what is important or desirable. At the point when your values line up with how you
live and function, you tend to feel more fulfilled and certain. This is where work
values are defined. Living or working in ways that repudiate your qualities can
prompt disappointment, perplexity, and debilitation. So, there is justifiable reason,
and motivation to illuminate your qualities, and try to coordinate your work to them.
Factors of Job Satisfaction
Keeping workers connected with and fulfilled takes something other than great
pay (Bisk, 2017, in villanovau.com, 2017). Bisk, 2017, presented factors which
affect job satisfaction. These are;
1. Respect – According to the SHRM report, employees rate respectful
treatment of all employees as the most important factor in job satisfaction.
2. Trust – Perhaps because of workplace uncertainty in the years following the
Great Recession, employees indicated that trust between themselves and
senior management was another highly important satisfaction factor.
3. Security – If you’ve ever had to go to work each day wondering whether your
job is secure, you know it can cause a great deal of anxiety. Organizations
can provide a sense of security through honest communication and
transparency about the company’s health and long-term viability.
4. Healthy Environment – Workplaces that are free from stress, morale issues,
harassment and discriminatory practices can create a positive and healthy
environment for everyone.
5. Career Path – No one wants a dead-end job. Employees are more likely to
excel when they can see an established upward path, with the opportunity to
earn a higher wage and take on greater responsibilities.
6. Pay and Benefits – Good wages aren’t the only reason employees find
satisfaction in their jobs, but they typically rank high on the list. Competitive
pay generally makes employees feel valued, and gives them less reason to
look elsewhere for work.
Similarly, Holland, 2015, in chopra.com, 2016, presented factors of which
affects job satisfaction similarly to Bisk’s, 2017. In which, Holland, 2015, defines
respect as praise and appreciation. Regardless of the job, you want to feel
respected in the workplace as well as appreciated for the work you do. (Holland,
2015, in chopra.com, 2016).
On the other hand, Boundless.com, 2016 added three more factors from Bisk and
Holland’s. These factors can be used to measure and influence job satisfaction:
1. Promotion opportunities (i.e., expanded responsibilities, more prestigious
title)
2. Relationship with supervisor
3. Interaction and work relationship with coworkers
Ways of to Increase the Level of Your Job Satisfaction as an Employee
According to careerkey.org, 2016, only 48% of people are satisfied with their
jobs. As a worker, how can you avoid high level of dissatisfaction? If you are
working and dissatisfied, what actions should you do? Job satisfaction is likewise
impacted by work desires. What do you look for in a job? Security, pay, prestige,
independence? Here are the most popular job expectation/desires;
1. Know yourself.
2. Write down what you like and don't like about working. Write down what are
the important values to you and what do you expect from a job. Then, you will
know what to look for when choosing among jobs or careers.
3. Consult a professional career counselor.
4. Some of the time, you might want to hear advices from professionals. And so
that they will help you decide the right choice.
5. Have realistic job expectations.
6. Like many things in life, overall job satisfaction is a trade-off. People
experience dissatisfaction even in the best jobs
7. Separate dissatisfaction with the kind of work you do from the conditions of
work.
8. In the event that you are disappointed with the states of work, you might have
the capacity to take care of the issue by changing managers or consulting
with your present boss to roll out improvements. Look down the road at your
possible career progress. Present dissatisfactions might be worth bearing if
you see your career progressing.
9. Examine your values.

10. You have to answer this question honestly: How important is your job, your
career to you? Only when this question is answered you can put yourself in a
proper perspective.
Effects of Work Values to Job Satisfaction
The best career choices are the ones that match you values (onetonline.org,
2017). Work values play a role in which it will identify the satisfaction level with your
job. Similarly, values are individuals' conceptual standards, assume a focal part in
singular conviction frameworks, and impact their activities and decisions (Rokeach,
1981, in De Sousa and Porto, 2016 in scielo.br, 2016). Thus, identifying how work
organizations are related to people's values can enable the construction of
healthier working relationships and increase people's well-being. One way to study
this topic is through the fit between the values of the individual and the
organization. Thus, identifying how work organizations are related to people's
values can enable the construction of healthier working relationships and increase
people's well-being. One way to study this topic is through the fit between the
values of the individual and the organization.
On the other hand, Kemanusiaan, 2015, in management.utm.my, 2015,
states that, according to the literature, employees in both public and private sectors
have differences in terms of their work values. Past research in work values has
discovered that the representatives out in the public and private segments have
their own particular recognition, needs, and wishes towards the estimation of their
work (Lyons, Duxbury, & Higgins, 2006). For the most part, private area workers
concentrate more on external factors in work values, such as good payment and
salary (Kumar & Koh, 2011; Lyons, et al., 2006), while public sector employees
focus more on internal factors in work values, such as motivation and job security
(Makhbul, Rahid, & Hasun, 2011, in www.wjmpapers.com, 2014). In education
institutions, both public and private universities also have differences in terms of
their work characteristic. In Public Universities, work characteristic is related to the
work environment that focuses on research because quality research is important
for reputation, ability in using skills, and creativity.). In education institutions, both
public and private universities have contrasts regarding their work trademark. In
Public Universities, work trademark is identified with the work environment that
focuses on research because quality research is important for reputation, ability in
using skills, and creativity.
Working Well with Your Colleagues
Healthsub.sg, 2015, states that, working connections are imperative in
guaranteeing a sincerely solid work environment, employees must contribute to
have a great working environment.
Treat others with respect and dignity (healthsub.sg, 2015). In similar,
McKay in the thebalance.com, 2017, he stated the interaction and relationships to

your coworkers and supervisor are also ways to have a better workplace
environment.
There are many ways to contribute to a healthy workplace environment. This
includes:
1. Building a sense of community spirit at work through group lunches,
organizing or participating in events like 'Family Day' and workshops that
emphasize team building
2. abiding by work ethics and maintaining confidentiality
3. treating your colleagues as you would like them to treat you
4. supporting your colleagues in times of need
Importance of Job Satisfaction
Job satisfaction is basic to the success of any business. A high rate of
employees' happiness is specifically identified with a lower turnover rate. In this
manner, keeping employees happy with their professions ought to be a noteworthy
need for each business. While this is a verifiable truth in administration rehearses,
financial downturns like the present one appears to make businesses overlook it
(Koslowsky & Krausz, 2002, In Gregory, 2011, published online at neumann.edu).
However, the bottom-line is It is important that employers care about the happiness
of their employees. Recent statistics show that throughout their careers, American
workers hold an average of eight jobs (Rudman, 2003).

However, Bisk, 2017, in villanovau.com, 2017, states that there are ways to
nurture a company in accordance to the employee satisfaction, including:
1. Lower Turnover – Turnover can be one of the highest costs attributed to the
HR department. Retaining workers helps create a better environment, and
makes it easier to recruit quality talent and save money. The bottom line:
satisfied employees are typically much less likely to leave.
2. Higher Productivity – Irrespective of job title and pay grade, employees who
report high job satisfaction tend to achieve higher productivity.
3. Increased Profits – Keeping employees safe and satisfied can lead to higher
sales, lower costs and a stronger bottom line.
4. Loyalty – When employees feel the company has their best interests at heart,
they often support its mission and work hard to help achieve its objectives.
And, they may be more likely to tell their friends, which helps spread goodwill.
Synthesis
Redmond and Lane, 2016, sates that job satisfaction alludes to the
inspirational mentalities or dispositions people may gain from work or through
aspects of work. Employees’ job satisfaction becomes a central attention in the
researches and discussions in work and organizational psychology because it is
believed to have relationship with the job performance. Similarly, boundless.com,

2017, defined job satisfaction as the level of happiness employees feel about their
work, which can influence job performance.
Furthermore, there are several myths regarding job satisfaction. One such myth is
that a happy employee is a productive employee (Syptak et al., 1999 in Redmond
and Lane, 2016, published online at wikispaces.edu). Research has offered little to
support that a happy employee is productive, on the contrary, some research has
suggested that casualness may creep in, shifting from productivity to satisfaction
(Bassett, 1994 in Redmond and Lane, 2016).
Theoretical Framework
This study is anchored on the Theory of Values of Schwartz (1992) in the
article of De Sousa and Porto (2016), and is also anchored on the theory of Job
Satisfaction of Locke (1976) and Job Satisfaction Components by Bernstein and
Nash (2008) in Redmond and Lane’s article (2016) including the Values that Lead
to Workplace Satisfaction published online on onetonline.org (2017).
The Theory of Values defined work values as principles that guide the
individual’s life at work. Furthermore, the Theory of Job Satisfaction defined job
satisfaction as a pleasurable or positive emotional state resulting from the appraisal
of one’s job experiences. It is also stated in this study, the components of job
satisfaction which consists emotional, cognitive, and behavioral. The emotional
component refers to work related emotions, for example, fatigue, anxiety,

acknowledgement and excitement. The cognitive part of job satisfaction relates to
convictions with respect to one's occupation whether it is respectable, mentally
demanding or challenging and fulfilling. At long last, the behavioral component
incorporates individuals' activities in connection to their work, for example,
lateness, working late, faking ailment keeping in mind the end goal to dodge work.
Conceptual Framework
The purpose of this research is to give and identify evidences of the reasons
why some workers are satisfied or unsatisfied with their job in accordance to what
are their work values by determining it from their emotional, cognitive, and
behavioral approach to their work.
Paradigm of The Study
Figure 1. Conceptual Paradigm of Work Values and Job Satisfaction Level of
Security Guards in CELP.
Job Satisfaction
Work Values  Emotional
 Strong Work Ethic o Boredom
o Anxiety
 Dependability and
o Acknowledgement
Responsibility  Cognitive- belief one’s job
 Adaptability whether it is:
o Respectable
 Self-Motivated o Mentally Challenging
 Strong Self-Confidence o Fulfilling
 Behavioral
o Tardiness
o Working late
o Faking illness to avoid
work
Definition of Terms
1. Values- concepts or beliefs about desirable states or behaviors, transcend or
specific situations, guide selections or evaluation of behavior and events, and
are ordered by relative importance (Schwartz, 1992). In this study, the values
will be correlated to work values and will serve as the independent variable of
this study, manipulating the effects of it to determine the level of job
satisfaction among security guards in CELP.
2. Satisfaction- a result that deals with a problem or complaint in acceptable
ways (Merriam-Webster Dictionary). In this study, we will use the term
satisfaction to determine the workplace fulfillment as a dependent variable in
this study.
3. Work Ethic- learning the most efficient way to complete tasks and finding
ways to save time while completing daily assignments (Loretto, 2017, in
thebalance.com).
4. Dependability- able to be trusted (Merriam-Webster).
5. Responsibility- a state of being the person who caused something to happen
(Merriam-Webster).
6. Adaptability- shows the ability to learn from experience, and improves the
fitness of the learner as a competitor (businessdictionary.com). Adaptability
also means adapting to the personality and work habits of co-workers and
supervisors (Loretto,2017, in the thebalance.com).
7. Self-Motivated- motivated to do or achieve something because of one's own
enthusiasm or interest, without needing pressure from others (Merriam-
Webster).
8. Self-Confidence- key ingredient between someone who is successful and
someone who is not (Loretto,2017, in the thebalance.com)
CHAPTER 3
Methodology
Research Design
This study used the survey approach of conducting a research. Specifically,
it utilized the correlational procedures. The principal purpose of the researcher was
to determine the job satisfaction level of security guards in Centro Escolar Las
Piñas and to give evidences why they are either satisfied or unsatisfied to their
situation in their job.

Cristobal and De La Cruz- Cristobal (2017) defined the correlation design as a way
of investigating the direction and magnitude of relationships among variables. It
aims to determine the correlational connection between variables.
Research Locale
This study was conducted in Centro Escolar Las Piñas located at Dr.
Faustino Uy Avenue, Pilar Village, Almanza Uno, Las Piñas City, Philippines.
Research Participants
The participants of this study were the security guards of Centro Escolar Las Piñas.
Sampling Method
The researcher chose the security guards in Centro Escolar Las Piñas as
the respondents of this study. This is practical for the researcher since there are
only six in the whole population of the respondents. The researcher used the
purposive sampling method also called judgmental sampling.
Instrumentation
The data that was gathered from this study was done through a survey
questionnaire. This questionnaire consists of the following personal demographics;
age, gender, and position as security guard.
In this present study, data was collected through a self-made questionnaire.
It was validated and checked by the research adviser. The self- made
questionnaire was based on the studies and works of the following major sources;
“Theory of Values” by De Sousa and Porto (2016), “Job Satisfaction Components”
by Redmond and Lane (2016), “Values that Lead to Workplace Satisfaction”, by
OnetOnline.org (2017), and “Importance of Job Satisfaction” by Bisk (2017).
Permission to administer the survey questionnaire was requested from the
principal of Centro Escolar Las Piñas. The researcher personally administered the
survey throughout the six security guards of CELP. The researcher waited patiently
for the respondents to completely fill out the self-made questionnaires before they
were retrieved. A copy of the self-made questionnaire may be found in the index.
CHAPTER 4
Results and Discussions
This chapter discusses the findings of this present study. It seeks to
answer the following questions:
1 What is the profile of the respondents in terms of:

1.1 Age
1.2 Gender
1.3 Position
2 What is the profile of the respondents in terms of their Work Values?
2.1 Work Ethic
2.2 Dependability/ Responsibility
2.3 Adaptability
3 What is the profile of the respondents in terms of their Job Satisfaction
Level?
3.1 Emotional
3.1.1 Boredom
3.1.3 Anxiety
3.1.3 Acknowledgment
3.2 Cognitive
3.2.1 Respectable
3.2.2 Fulfilling
3.3 Behavioral
3.3.1 Tardiness
3.3.2 Absences
4 Is there a significant relationship between work values and job
satisfaction level?
Figure 2. Profile of the Respondents in Terms of their Age.

28 29 and above
17%
83%
Figure 2 shows the age of the respondents. Majority of the respondents (5 or
83%) were 29 and above years of age, while 1 out of 6 respondents (17%) were 28
years old.
Figure 3. Profile of the Respondents in terms of their Gender.

Figure 3 shows the gender of the respondents. Majority of the respondents
(5 or 83%) are male, while the 1 out of 6 respondents (17%) is female.

Head Non-Head
17%
83%
Figure 4 shows the position as security guards of the respondents. There is
only one head security guard position in the respondents (1 or 17%) while the rest
is non-head position (5 or 83%).
Table 1. Profile of Respondents in Terms of Work Ethic.
Statement Mean Interpretation

Finishes work on time. 4.17 Agree
Work as a meaningful 4.17 Agree

job.
Interpretation:
Strongly Agree 4.74-5.00
Agree 4.36-4.36
Somewhat
Agree 3.99-3.99
Disagree 3.62-3.62
Strongly
Disagree 3.24-3.24
Table 1 shows that the respondents strongly agree that they finish their work
on time, and they consider their job as a meaningful work.
Table 2. Profile of Respondents in Terms of Dependability/
Responsibility.

Fulfills every duty all 4.33 Agree
the time.
Motivated to finish 4.17 Agree
tasks.
Interpretation:
Strongly
Agree 4.74-5.00
Agree 4.36-4.36
Somewhat
Agree 3.99-3.99
Disagree 3.62-3.62
Strongly
Disagree 3.24-3.24
Table 2 shows that the respondents strongly agree that they fulfill their duty all
the time, and are motivated to finish their tasks.
Table 3. Profile of the Respondents in Terms of Adaptability.

Easily adapting to 4.17 Agree
work surroundings.
Comfortably working 3.83 Somewhat Agree
with students.
Comfortably working 2.83 Strongly Disagree
with coworkers.
Interpretation:
Strongly
Agree 4.74-5.00
Agree 4.36-4.36
Somewhat
Agree 3.99-3.99
Disagree 3.62-3.62
Strongly
Disagree 3.24-3.24
Table 3 shows that the respondents strongly agree that they easily adapted
their work surroundings. The respondents agree that they are comfortable working
with students but strongly disagree working with coworkers.
Table 4. Profile of the Respondents in Terms of their Emotional
State.

Satisfaction to the 4.17 Agree
management.
Stress frequency. 3.83 Agree
Satisfaction to job 3.50 Disagree
security.
Interpretation:
Strongly
Agree 4.74-5.00
Agree 4.36-4.36
Somewhat
Agree 3.99-3.99
Disagree 3.62-3.62
Strongly
Disagree 3.24-3.24
Table 4 shows that the respondents strongly agree that they are satisfied to
treatment of the management to them. The respondents agree that they are
experiencing stress frequently. The respondents somewhat agree that they are
satisfied to their job security.
Table 5. Profile of the Respondents in Terms of their Cognitive

Qualities.

Satisfaction to salary. 4.33 Agree
Work as a challenging 4.17 Agree
job.
Students show 4.00 Agree
respect.
Students’ behavior 4.00 Agree
affects job
performance.
Interpretation:
Strongly 4.74-5.00
Agree
Agree 4.36-4.36
Somewhat
Agree 3.99-3.99
Disagree 3.62-3.62
Strongly
Disagree 3.24-3.24
Table 5 shows that the respondents strongly agree that they are satisfied to
their salary. The respondents strongly agree that they describe their work as a
challenging job. Respondents strongly agree that the students whom are part of
their surroundings, show them respect, but they also strongly agree that the
behavior of the students affect their job performance.
Table 6. Profile of the Respondents in Terms of their Behavioral

Attitudes.

Avoids absences and 4.17 Agree
tardiness.
Interpretation:
Strongly
Agree 4.74-5.00
Agree 4.36-4.36
Somewhat
Agree 3.99-3.99
Disagree 3.62-3.62
Strongly
Disagree 3.24-3.24
Table 6 shows that the respondents strongly agree that they avoid absences
and tardiness.
Table 7. Significant Relationship Between Work Values and Job
Satisfaction Level.
5.00
4.50
4.00
3.50
3.00
2.50
2.00
1.50
1.00
0.50
0.00
1 2 3 4 5 6
As shown in the graph, we can see that 4 out of 6 respondents show that
their work values and job satisfaction level have a significant relationship.
Chapter 5
Summary of Findings, Conclusions, And Recommendations

This chapter presents the summary of findings, conclusions, and
recommendations of this present study.
Findings
1. Majority of the respondents are 29 or and above years old.
2. Majority of the respondents are male.
3. There is only one head security guard in the respondents.
4. All of the respondents are security guards.
5. The respondents agree that they view their work as a meaningful job.
6. The respondents agree that they fulfill their duty all the time
7. The respondents agree that they have easily adapted their work surroundings
8. The respondents disagree that they are satisfied with their job security.
9. The respondents agree that they are satisfied with the treatment of the
management.
10. The respondents agree that they avoid tardiness and absences.
Conclusion
This research study resulted to a strong correlation between work values
and job satisfaction level of the security guards. The only thing that the
respondents disagree is about their satisfaction on their job security. This affects
their overall satisfactory to their job, meaning, they are all not satisfied completely.
According to jumpstart-hr.com (2011), there are two factors in a work place; the
motivator factors which includes achievement, recognition, the job itself,
responsibility, promotion, and growth and the other factor is hygiene factors which
includes; pay and benefits (compensation), company policy and administration,
relationship with co-workers, supervision, status, job security, working conditions,
and personal life. Clearly, in this case, the respondents disagree to their
satisfactory to their job security which means that the workplace lacks hygiene
factors. Jumpstart-hr.com quotes Frederick Herzberg (1959) “The things that make
people satisfied and motivated on the job are different in kind from the things that
make them dissatisfied.” employers across the globe who believe that more
pay, job security and work-life balance are some of the key targets to focus on
when trying to make employees happy are missing the mark on what really
matters. The real answer might just surprise you.

Recommendations
The researcher recommends the following:
1. The further researchers may use other employees such as janitors, teachers,
and accounting officers as respondents.
2. The further researchers may include the whole employees of Centro Escolar
Las Piñas.
3. The further researchers may include researching employees in Centro Escolar
main.
4. The further researchers may conduct this research to all branches of Centro
Escolar.
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Centro Escolar Las Piñas

Senior High School Department
September 11, 2017
Dear Respondents,
I am a grade 12 STEM student taking up the subject

Practical Research 2 as part of my requirements. I am undertaking a research
study with the topic:
“Work Values and Job Satisfaction Level of Security Guards in CELP”.
I would like to ask for a few minutes of your time. Please

answer the questionnaire as honestly as possible. Rest assured, all of your
response will be held with outmost confidentiality.
Thank you very much.
Respectfully Yours,
Elbert Andric A. Villamar

Researcher
Noted by:
Gabriel John C. Lazaro

Research Adviser
Directions: Please indicate your response to the following categories questions by

putting check mark on the box that corresponds your answer.
I. Personal Demographics
1. Age: 25 and below
26
27
28
29 and above
2. Gender: Male
Female
3. Position: Head security guard

Non-head
Directions: Use the Likert Scale below as guide to your response
(5) Strongly Agree

(4) Agree
(3) Somewhat Agree
(2) Disagree
(1) Strongly Disagree
II. Work Values 5 4 3 2 1
1. I always finish my tasks on time.
2. I find it easy to adapt to my work surroundings.
3. I find it easy to work with the students.
4. I fulfill my duty all the time.
5. I am always motivated to finish what is/are assigned to me.
6. My work is meaningful.
7. I am comfortable working with my coworkers.
III. Job Satisfaction Level 5 4 3 2 1
1. I am satisfied with my job security.
2. The students show me respect.
3. The students’ behavior is affects my job performance.

4. I avoid absences and tardiness.
5. I am satisfied to how the management treats me.
6. My job is challenging.
7. I often feel stressed at work.
8. I am well paid.
CURRICULUM VITAE
Elbert Villamar
09065733505 Blk. 9 Lot 3 Doña Josefa Village
ea.villamar23@gmail.com Las Piñas City, 1750
Objectives:
To earn money while using and at the same time enhancing my customer
service skills, cooperation skills, and organizational skills.
Educational Background
Senior High School

Centro Escolar Las Piñas 2016 - Present
Secondary (Junior High School)

Las Piñas College 2015-2016
Primary
Pilar Village Elementary School 2010-2011
Honors and Awards
 5th honor Grade 7

 Leadership Award 2013
 Leadership Award 2014
 Sports Award 2014-2016
Skills
 Computer literate
 Critical thinking
 Collaboration and teamwork
 Problem solving
 Creativity and imagination

The Problem and Its Background: Centro Escolar Las Piñas

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The Problem and Its Background: Centro Escolar Las Piñas

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CENTRO ESCOLAR LAS PIÑAS

whose values consist of discipline, integrity, social responsibility, compassion,

excellence, respect, and nationalism.

mind in a workplace; emotional, cognitive, and behavioural of Schwartz (1992) in

The research problem is chosen to be researched because there might be

school should always be fixed by the management.

CELP are satisfied or not in their job.

to improve the asset and security of the jobs of the respondents.

Statement of The Problem

CELP are satisfied or not in their job.

Specifically, this research aims to answer the following questions;

1. What is the profile of the respondents in terms of:

2. What is the profile of the respondents in terms of their Work Values?

2.1 Work Ethic

2.2 Dependability/ Responsibility

3. What is the profile of the respondents in terms of their Job Satisfaction

4. Is there a significant relationship between work values and job

Hypothesis of The Study

There is no significant relationship between work values and job satisfaction.

Assumptions of The Study

with the students.

2. Job Satisfaction- The security personnel have low rate of tardiness.

Scope and Delimitation of The Study

The work values of the respondents, concentrated on work ethic, dependability or

the respondents’ three components; emotional, behavioral, and cognitive

Significance of The Study

This study will be greatly important for the:

respondents are affected. Eventually, the management will somehow do something

in order to fix the flaws.

the factors affecting the respondent’s satisfaction level.

REVIEW OF RELATED LITERATURE AND STUDIES

satisfaction, and determining the positive and negative workplace experiences

among the security guards of CELP.

Definition of Work Values

actions. Examples of these core values include honesty, service, self-respect,

respect for others, peace, and success.

prompt disappointment, perplexity, and debilitation. So, there is justifiable reason,

Factors of Job Satisfaction

affect job satisfaction. These are;

1. Respect – According to the SHRM report, employees rate respectful

treatment of all employees as the most important factor in job satisfaction.

2. Trust – Perhaps because of workplace uncertainty in the years following the

Great Recession, employees indicated that trust between themselves and

senior management was another highly important satisfaction factor.

can provide a sense of security through honest communication and

transparency about the company’s health and long-term viability.

harassment and discriminatory practices can create a positive and healthy

environment for everyone.

earn a higher wage and take on greater responsibilities.

look elsewhere for work.

Similarly, Holland, 2015, in chopra.com, 2016, presented factors of which

2015, in chopra.com, 2016).

1. Promotion opportunities (i.e., expanded responsibilities, more prestigious

2. Relationship with supervisor

3. Interaction and work relationship with coworkers

Ways of to Increase the Level of Your Job Satisfaction as an Employee

independence? Here are the most popular job expectation/desires;

know what to look for when choosing among jobs or careers.

3. Consult a professional career counselor.

that they will help you decide the right choice.

5. Have realistic job expectations.

6. Like many things in life, overall job satisfaction is a trade-off. People