Republic of the Philippines

Department of Education
Region IV-A-CALABARZON
Schools Division of Bacoor 1
Senior High School – Dulong Bayan
Capt. Sarino Street, Dulong Bayan, 4102 Bacoor, Philippines

Factors Affecting Motivation of Sales Employees in Bacoor, Cavite During the

COVID-19 Pandemic in the Year 2020-2021

A Thesis Presented to Accountancy, Business, and Management Strand

Of Senior High School – Dulong Bayan

In Fulfillment of the Subject Requirements for the Practical Research 2 of Grade 12

Accountancy, Business, and Management (ABM)

Co, James Andrei C.

Cordero, Angela Mae D.

Lim, Anthony Dominique P.

Quinto, Joana Rose N.

Ramento, Tracy Margarette R.

Salgatar, Danah S.

Talas, Julyanna Elise R.

April 19, 2022

 TABLE OF CONTENTS

Preliminaries Page Page

Title Page i
Table of Contents ii
CHAPTER
I. INTRODUCTION
Background of the Study 1
Statement of the Problem 4
Hypothesis 5
Significance of the Study 7
Scope and Limitation of the Study 9
Definitions of Terms 10
Conceptual Framework 11
II. REVIEW OF RELATED LITERATURE AND THEORETICAL FRAMEWORK
Review of Related Literature 13
Synthesis 18
Theoretical Framework 20
III. RESEARCH METHODOLOGY
Research Design 23
Research Locale 24
Population and Sampling Procedure 24
Research Instrument 25
Data Gathering Procedure 27
Statistical Data Analysis and Techniques 28
References 33
Appendix I: Questionnaire iii

ii
 Chapter I

INTRODUCTION

Background of the Study

Motivation is a key and is an essential component for people to be positively

reinforced to complete their obligations and achieve their goals efficiently and

successfully, whether they are employees, students, parents, or professionals.

According to Cherry (2020), motivation is defined as, “the process that initiates,

guides, and maintains goal-oriented behaviors.” Merriam Webster further defined it

as, “the act or process of giving someone a reason for doing something.” Motivation

is crucial as it inspires a person to move ahead from past events and do their best

to make positive changes. It also assists a person in achieving their needs, such as

family needs, career and organizational needs, and self-needs, particularly during a

pandemic when most people are lost in their journey for a goal because they have

lost a reason to fight and survive. The current event experiencing by the entire

world has brought about too many challenges that tests an individual’s every

aspect, particularly those of sales employees. As a result, they may feel hopeless

as they go on with their lives. This is because in addition to the health risks this

pandemic had placed everyone on, it also affected a sales employees’ work, which

resulted in employee turnover and a complex work environment, leaving them

uninspired and unmotivated to work hard. With that in mind, motivation aids sales

employees in realizing another reason to put forth their best effort in their jobs.

Without factors and the inability to use them to drive a sales employee, they won’t

be able to give their best in persuading customers to purchase their

products, which is a loss of their organization or firm.

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 Similarly, a study conducted by Aquino, et al (2021) at Groz-beckert Vietnam

Co. Ltd aims to determine the effects of several factors towards their employees’

motivation. The study's findings demonstrated that income and benefit, superior,

work result, colleague, work condition, training and promotion, and work nature are

the seven given factors which have good and substantial effect on their employees’

motivation. The findings also revealed that the motivation of the workers to do their

responsibilities effectively is favorably contributed by the given factors. This study

proved motivational factors have a significant impact on employees' willingness and

eagerness to do their tasks, with the result that when employees are highly

motivated, they tend to do their work to a certain extent, whereas when they are

less motivated, they have an unproductive day, resulting in a drop in company

sales.

Cherry (2020) & Sands (2021) claimed that there are various motivation

theories which relates to the study of understanding what motivates a person to

work towards a specific goal or objective. The foundations and most frequent

categories of motivation are extrinsic factors, which refers to the external stimuli or

variables that occurs outside of the individual, which also entails performing a task

or interacting in a behavior for external reasons where one expect to receive

something in return or prevent unnecessary event, and intrinsic factors, on the other

hand, which occur inside the individual and entails performing the tasks or involving

in a behavior for personal reasons that you perceived as useful and ease. For

instance, a study by Sarker (2016) which was conducted to investigate the impact

of motivation on staff performance at Ramchandrapur High School suggests that

intrinsic and extrinsic factors such as job security, career growth, strong coworker

relationships, achievement feel, training and development, and sense of

2
recognition, inspire people. However, the researchers discovered that extrinsic

factors inspire more the employees of the said institution, with income being the

most important motivator rather than the intrinsic factors. Furthermore, the study

shows that employees’ level of motivation is low when compared to their

expectations. In contrary to this, a study by Singh (2016) found that intrinsic

motivations are more significant in employees' motivation than extrinsic motivations

in a study that looked into the impact of intrinsic and extrinsic motivation on

employee engagement in information firms. These intrinsic motives place a greater

emphasis on cultivating a culture of respect, recognition, trust, and autonomy. The

two studies imposed that intrinsic and extrinsic motivations have a great effect to

driven people to do their job, however, it inflicts that the two categories of motivation

work effectively depending on the employee’s situation and job.

Therefore, this study is to be conducted to determine the factors that affect

the motivation of sales employees in Bacoor, Cavite during the COVID-19

pandemic. The researchers will include sales employees in Bacoor, Cavite as

respondents of the study for the reason that they are one of the employees who are

experiencing the challenges brought by the current pandemic and are adjusting to

the new work conditions of their employer. Another reason is that the researchers

observed that sales employees are one of the employees who badly need

motivation in this current time as they are encountering personal and work

problems inflicted by the pandemic, which really affects their work. With that, there

is an increased possibility that they are undergoing enormous stress and are less

motivated, and the implementation of motivational factors of the companies or

employers would really be necessary since in this kind of job, employees are

required to be highly motivated in order to deliver good performances and increase

3
the sales of the business, increasing also chances for them to obtain incentives. A

less motivated salesperson is equivalent to a drop-down sale of a business. Without

motivation, salesperson would not be eager and willing to do its job to its extent and

would rather be lazy due to lack of determination. This study is also to be

conducted because previous studies were lacking in terms of assessing sales

employees’ motivational factors, and that most of the related literatures did not

focus on the aspect of extrinsic and intrinsic motivation of the sales employees.

There is also an insufficient data when it comes to determining and investigating

factors that affect a sales employee in the current crisis time. In line with that, the

researchers will discover and study the factors that affect the motivation of sales

employees in terms of extrinsic and intrinsic motivations, the level of influence of

each factor to the motivation of sales employees, as well as the effects of extrinsic

and intrinsic factors to the motivation of sales employees.

Statement of the Problem

This study aims to determine the factors affecting the motivation of sales

employees in Bacoor, Cavite during the COVID-19 pandemic in the year 2020-

2021.

Specifically, it seeks to answer the following research questions:

(1) What are the factors that affect the motivation of sales employees in terms of

the following aspects:

a) Extrinsic Factors

b) Intrinsic Factors

(2) What is the level of influence of each factor to the motivation of sales

employees?

4
 (3) What are the effects of extrinsic and intrinsic factors to the motivation of sales

employees?

Hypotheses

Null Hypotheses:

Extrinsic Factors

Hn: Monetary compensation has no significant effect on the motivation of the sales

employees in Bacoor, Cavite.

Hn: Leadership style has no significant effect on the motivation of the sales

employees in Bacoor, Cavite.

Hn: Working environment has no significant effect on the motivation of the sales

employees in Bacoor, Cavite.

Hn: Promotion has no significant effect on the motivation of the sales employees in

Bacoor, Cavite.

Hn: Nature of work has no significant effect on the motivation of the sales

employees in Bacoor, Cavite.

Intrinsic Factors

Hn: Recognition of work has no significant effect on the motivation of the sales

employees in Bacoor, Cavite.

5
Hn: Skill variety has no significant effect on the motivation of the sales employees in

Bacoor, Cavite.

Hn: Responsibility has no significant effect on the motivation of the sales

employees in Bacoor, Cavite.

Hn: Training and development has no significant effect on the motivation of the

sales employees in Bacoor, Cavite.

Hn: Job significance has no significant effect on the motivation of the sales

employees in Bacoor, Cavite.

Alternative Hypotheses:

Extrinsic Factors

Ha: Monetary compensation has a significant effect on the motivation of the sales

employees in Bacoor, Cavite.

Ha: Leadership style has a significant effect on the motivation of the sales

employees in Bacoor, Cavite.

Ha: Working environment has a significant effect on the motivation of the sales

employees in Bacoor, Cavite.

Ha: Promotion has a significant effect on the motivation of the sales employees in

Bacoor, Cavite.

Ha: Nature of work has a significant effect on the motivation of the sales employees

in Bacoor, Cavite.

6
Intrinsic Factors

Ha: Recognition of work has a significant effect on the motivation of the sales

employees in Bacoor, Cavite.

Ha: Skill variety has a significant effect on the motivation of the sales employees in

Bacoor, Cavite.

Ha: Responsibility has a significant effect on the motivation of the sales employees

in Bacoor, Cavite.

Ha: Training and development has a significant effect on the motivation of the sales

employees in Bacoor, Cavite.

Ha: Job significance has a significant effect on the motivation of the sales

employees in Bacoor, Cavite.

Significance of the Study

This study aimed to be beneficial to the following person and group of people:

For the Sales Employees – The sales employees serve as a crucial and vital

component of getting a good sale of a company or business. The findings of

the study will be a source of awareness which will make the salespersons to

know the nature and cause of factors affecting their motivation. With that, they

would also be able to evaluate themselves on what factors truly affects them

favorably and negatively to improve their motivation to reduce and/or avoid

having low-productive day. The findings could further allow them to determine

7
other factors that could motivate them. Being able to have a high motivation in

self will allow these salespersons to have a better competitiveness, which

would give them the capacity to provide good sales talk to their clients.

For the Employers or Human Resources Management – The employers

are involved in regulating and motivating the salespersons of a company or

business. The findings of the study will help the employers to be aware of

different factors that affect salespersons to be motivated, how high the

influence of factors to the salespersons’ motivation, and what could be the

effect of these factors to them. With that, they would be able to assess and

evaluate their way of motivating their salespersons and report to the higher-

ups for possible resolutions or improvements to have a high motivated

salesperson which will improve the salesperson’s performance resulting to a

good sale. The findings could further serve as a guide to them to evaluate

their salespersons and avoid having low-productivity rate.

For the Higher-ups of Company/Business – The higher-ups are the one

responsible for overall management different employees of the company or

business. They are the one who will approve and sign the proposal and/or

report of the human resources management regarding the employee-benefits

and motivational factors. The findings of the study could help them be aware

and understand the different factors that contribute to the motivation of their

salespersons which they could use as a base line to make decisions to

enhance the motivation of the salespersons.

For the Future Researchers – The future researchers who will have interest

in this issue, the study will help to provide pieces of information regarding the

8
 subject of the study which will assess them to create an outline. The study

could also use as a reference which may further support their study.

Scope and Limitations

This study focuses on the factors affecting the motivation of sales employees

in Bacoor, Cavite during the COVID-19 pandemic. Specially, the researchers will

determine the factors that affect the motivation of the sales employees in terms of

intrinsic and extrinsic motivation and evaluate the level of influence of each factor to

the motivation of sales employees. Motivational factors that will determine and

evaluate by the respondents were only limited on the list of factors on the

questionnaires. In addition to that, questions will further provide to identify the

effects of these factors to the motivation of the sales employees.

The data collection will be done through the utilization of questionnaire via

google form send through Facebook Messenger, as well as printed questionnaire to

the selected one hundred (100) sales employees. The researchers planned to give

printed questionnaire to some respondent as the study includes sales employees in

different ages which some may not be known how google form works where could

be an imitation to the study. The researchers planned to have more respondents;

however, due to the current crisis faced by each and every one, the number were

reduced to 100. They also make sure that the government and health protocols

were practiced during the data gathering to avoid unnecessary events. The

respondents of the study are only limited to the one working in Bacoor, Cavite. The

other employees who do not fall as sales employees and not working in Bacoor,

Cavite are not within the scope of this research. This study will not cover any other

problems that are not considered as factors affecting the employee’s motivation. By

9
 their responses, the researcher will be able to know the factors affecting the

motivation of employees during COVID-19 in year of 2020-2021.

Definitions of Terms

The following terminology are defined in the context of this study for a better

understanding of it.

Motivation- It refers to the act of stimulating someone or oneself to get

a desired course of action.

Sales employees– Sales Employees are the people who deals with

customers and prospective customers with the intention of producing sales.

Extrinsic factors – This refers to the external stimuli or variables that

occurs outside of the individual, which also entails performing a task or

interacting in a behavior for external reasons where one expect to receive

something in return or prevent unnecessary event.

Intrinsic factors – which occur inside the individual and entails

performing the tasks or involving in a behavior for personal reasons that one

perceived as useful and ease.

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Conceptual Framework

INPUT PROCESS OUTPUT

 Motivational Factors
 Extrinsic Factors  Data collection  Factors affecting
 Monetary
Compensation
 Administering the motivation of
 Leadership questionnaires
style (Online & sales employees
 Working Offline) in Bacoor, Cavite
environment  Organization
 Promotion of sales during the
 Nature of work employees’
 Intrinsic Factors
COVID-19
responses
 Recognition of  Statistical pandemic in the
work
analysis of year 2020-2021.
 Skill Variety
 Responsibility data
 Training and
 Enhance sales
development employees’
 Job
significance motivation
 Motivation of sales
employees in
Bacoor, Cavite

Figure 1. Conceptual Framework

The figure shows the variables and concepts to be dealt with in the study. The

input, which is the independent variable, include the motivational factors in terms of

extrinsic and intrinsic factors, according to the Edward Deci and Richard Ryan’s

intrinsic and extrinsic motivation theory, as well as the motivation of sales

employees. The study's output will be influenced by the independent variable. The

researchers will proceed in data collection where since some of the sales employees

involved in the study are not familiar with utilizing questionnaires online, the

researchers will administer questionnaires face-to-face, aside from online, for their

convenience while strictly following government and health protocols in order to

arrive at the study's output. Once the responses of the sales employees have been

11
collected; the data will be organized so that the researchers may simply analyze it.

Following the organization, the data will be statistically analyzed in order to further

evaluate the findings and make a conclusion. The researchers expect to determine

the factors affecting the motivation of sales employees in Bacoor, Cavite during the

COVID-19 pandemic in the year 2020-2021.

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 Chapter 2

This chapter included the review of related literature, synthesis, and

theoretical framework of the current study.

Review of Related Literature

This section of the second chapter featured related literature and studies from

both domestic and international sources, such as journals, papers, books, and

internet sources. The synthesis, which connects the study’s related literature, was

also included in this section of the study.

Redondo and Ontolan (2015) conducted a study with the goal of determining

the job motivation elements of chosen bank employees in Cavite Province in order

to achieve organizational goals. In gathering the data, the respondents were asked

to answer a structured survey questionnaire used by the researchers which the

statements are classified according to Herzberg’s motivational and hygiene factors.

Position empowerment, recognition, career advancement, accomplishment awards,

personal growth, and intriguing and challenging work all have a favorable impact on

employee motivation, according to the study. It also demonstrates that proper

remuneration and benefits, good working conditions, job security, a positive

relationship with their immediate supervisor, a positive relationship with their

coworkers, and good organizational values and policies imposed as hygiene factors

all contributed to their motivation to do their jobs. As a result, employees’

organizational goals and hygiene motivating variables were found to have a

favorable and significant impact on their job performance.

Another study by Al Hossain, et al. (2017) which is to determine the impact of

13
motivation on employee performance, it is also found that motivational elements

had a significant impact on employee performance. The results were obtained by

gathering primary data using a self-administered descriptive questionnaire, which

was subsequently analyzed by the researchers. The 130 respondents come from

Karmosansthan Bank Limited’s five branches and represent a variety of job titles

and levels of expertise. Extrinsic factors (considering factors such as salary,

monetary incentives, and compensation packages), job enrichment and

performance appraisal (considering factors such as work environment,

responsibility, promotion and recognition, and appreciation for work done),

relationships and job security (considering factors such as relationship with

superiors, peers, and job security), authority in decision-making, and growth were

discovered to be important as it positively impact the employees’ performance.

Furthermore, the findings revealed that the motivational variables that influence an

employee’s performance are natural, if it is not obvious.

In addition, with that, Ahmed, et al. (2017) did a study to evaluate the

elements affecting employee motivation toward employee performance in the

banking industry in Pakistan, including benefits, work enrichment, empowerment,

and recognition as the factors. In order to collect data for the study, the researchers

used a structured closed-ended questionnaire. It was given to respondents who

were chosen from four Pakistani banks. The findings revealed that the variables

examined in the study are important and have a favorable impact on employee

motivation. Furthermore, the study found that satisfied and motivated employees

will work more carefully and serve the organization and customers since the factors

influence not only their motivation but also their moral and social behavior, resulting

in increased work performance.

14
 There are various motivation theories which relates to the study of

understanding what motivates a person to work toward a specific goal or objective.

Extrinsic factors, which refers to the external stimuli or variables occur outside of

the individual, and also entails performing a task or interacting in a behavior for

external reasons where you expect to receive something in return or prevent

unnecessary event, and intrinsic factors, on the other hand, which occur inside the

individual and entails performing the tasks or involving in a behavior for personal

reasons that you perceived usefulness and ease, are the foundations and most

frequent categories of motivation. Further added that another theory is the Maslow’s

Hierarchy of Needs which regarded as one of the most well-known and important

workplace motivation theories. It is believed that in order for employees to feel

motivated, they must be met on a basic level, which includes: physiological needs;

safety needs; social needs; esteem needs; and self-actualization (Sands, 2021).

Gichure (2014) conducted a study in Amref Health Africa in Kenya with the

goal of discovering the extrinsic and intrinsic elements that influence employee

motivation, as well as the impact of these aspects. The 412 employees were

chosen from various organizational divisions and were asked to complete a custom-

made structured questionnaire produced by the researchers based on their related

literatures with the goal of collecting primary data to be examined later. After

evaluating the data, the study discovered that different elements influence

employee motivation, one of which is extrinsic factors such as work conditions, pay,

fringe benefits, work itself, salary structure, and work environment, which favorably

affect employee achievement, affiliation, and competence motivation. Employee

achievements, recognition, responsibility, advancement, level of appreciation, and

employee impression of their job were discovered to be intrinsic determinants. As a

15
result, it was established that when an employee is highly motivated, it has a

favorable impact on the work environment, resulting in more devoted employees in

the business and increased productivity.

Moreover, Narag (2018) conducted a study at the Cagayan State University

Lallo Campus to evaluate the motivational elements that influence employee job

performance. According to the findings, intrinsic and extrinsic motivation have

always influenced people’s ability to carry out their obligations efficiently and

successfully. According to their demographic profile, the average age of the

mentioned school’s employees was 40.45 years old, implying that excellent job

performance is predicted because they have been working for a long time, implying

that they have obtained sufficient experience, knowledge, and abilities. In terms of

motivational factors, the findings revealed that salary, working conditions, place of

assignment, opportunity for advancement, career development, relationship with

supervisor, relationship with peers, and nature of work are all perceived by

respondents to have a “great extent” as having a significant impact on job

performance; however, benefits and incentives are only provided to a “moderate

extent,” indicating that it may not be sufficient. As a result, the study suggested that

all elements that influence the job performance of people who strive should be

taken into account.

As per Abid and Makki (2017), a study aimed at investigating the influence of

intrinsic and extrinsic motivation on employee task performance with comparisons

based on gender differences revealed that employees who experience intrinsic and

extrinsic motivation are positively performing their jobs to some extent.

Furthermore, it was discovered that, when it comes to demographic gender

16
variables, females are more intrinsically driven than males, but there is no

substantial difference between the two genders when it comes to extrinsic

motivation. In gathering the data, they asked 80 males and 70 females employees

which work at government and private sector, and they have used work preference

inventory by Amabile, Hill, Hennessey, and Tighe (1994) to assess the employee

overall intrinsic and extrinsic motivational compensations toward their work, as well

as job performance scale by Goodman and Svyantek (1999), specifically the task

performance scale, to analyze the level of employee’s task performance. The

answers were then collected through survey questionnaire given by the

researchers.

Based on the findings of a study by Amponsah-Tawiah and Kuranchie-

Mensah (2016), which aimed to compare employee motivation and work

performance in four Chinese mining businesses. They have found out that the two

basic categories of motivation, intrinsic and extrinsic, have positive impact on the

motivation of the four mining companies’ workers, however, the findings discovered

that among the factors of the two categories, pay or remuneration is the top

element in motivating the employees which is a factor of extrinsic motivation. They

also asserted that intrinsic motivation will only be valued by the employees when

they are adequately compensated. It also showed that when the firm reach the

satisfaction of the employees, it will lead to improved and greater performance, this

was known when the researchers used job satisfaction model to measure the

performance of the employees.

Sarker (2016) did a study to investigate the impact of motivation on staff

performance at Ramchandrapur High School. The study’s findings suggest that

17
intrinsic and extrinsic factors such as job security, career growth, strong coworker

relationships, achievement feel, training and development, and sense of recognition

inspire people. However, the researchers discovered that extrinsic factors inspire

more the employees of the said institution, with income being the most important

motivator rather than the intrinsic factors. Furthermore, the study shows that

employees’ level of motivation is low when compared to their expectations.

In contrast with that, Singh (2016) conducted a study that looked into the

impact of intrinsic and extrinsic motivation on employee engagement in information

firms. The findings were reached after categorizing the responses of the

respondents in the motivational talk from spring 2013 to 2014. Money, autonomy,

recognition, a culture of respect, trust, and rapport, and engagement in the work

itself are the five categories proposed by the instructor. According to the data, work

engagement received the largest percentage of responses (34%) and money

received the lowest (11%), while autonomy received 12%, recognition received

21%, and a culture of respect, trust, and rapport received 22%. As a result, the

findings revealed that intrinsic variables have a stronger impact than extrinsic

factors, and the four categories with the highest number of mentions which are

culture of respect, trust and rapport, recognition, autonomy, and engagement in the

work appear and emphasis to be intrinsic elements that have a significant impact on

employee motivation in information firms.

Synthesis of Related Review of Literature

The reviewed literatures and studies deal primarily with the way the

motivational factors with emphasis with extrinsic and intrinsic motivators influence

the work performance of employees from different departments. Motivating the

18
employees is a crucial component for a business to achieve its organizational goals

because it gives the employees a reason to do their job willingly and aspiringly to its

extent. The reviewed works including those of Redondo and Ontolan (2015), of Al

Hossain, et al. (2017), and of Ahmed, et al. (2017) emphasis that motivational

factors are important as it favorably impact the work performance of the employees

where when they are satisfied and highly motivated, they tend to work and be more

devoted resulting in increased work performance.

With the different motivation theories presented by various people to study

and understand what motivates a person to work toward a specific goal or

objective, the most frequent categories, as well as the foundations of motivation

are the extrinsic factors which refers to the external stimuli or variables occur

outside of the individual and entails performing a task or interacting in a behavior for

external reasons where you expect to receive something in return or prevent

unnecessary event, and intrinsic factors which refers to the stimuli or variables that

occur inside the individual and entails performing the tasks or involving in a

behavior for personal reasons that you perceived usefulness and ease (Sands,

2021).

The reviewed studies conducted by Gichure (2014), Abid and Makki (2017)

and Narag (2018), they enumerated some intrinsic and extrinsic factors which were

found that it greatly and positively affects the motivation of employees resulting to

employees being devoted to work which lead in enhancement of work performance,

such as increasing productivity. On the other hand, in the study of Amponsah-

Tawiah and Kuranchie-Mensah (2016), it is found out that extrinsic factors

emphasizing in pay or renumeration is the top element in motivating the employees.

19
In addition to that, in the study by Sarker (2016), the findings revealed that extrinsic

factors inspire more employees, with income being the most important motivator

rather than the intrinsic factors. However, in contrast with that, the study of Singh

(2016) revealed that intrinsic variables have a stronger impact on employee

motivation than extrinsic factors.

The present study is somehow similar to the reviewed literatures since it deals

in determining the factors that affect the motivation of employees, as well as the

effects of these factors. However, the present investigation differs from the

reviewed literature as it deals with motivation of sales employees during the

COVID-19 pandemic. More into that, the cited literatures above were conducted

only before any pandemic crisis, and they have not considered such factor while

studying the motivation of the employees. Moreover, the present study is also to be

conducted because previous studies were lacking in terms of assessing sales

employees’ motivational factors, and that there is also an insufficient data when it

comes to determining and investigating factors that affect a sales employee in the

current crisis time. Thus, the locale, period of time, and respondents of the present

study are different from the previous studies.

Theoretical Framework

Extrinsic Motivation
Factors

Person’s
Influence Behavior

Intrinsic Motivation
Factors

20
Figure 2. Intrinsic and Extrinsic Motivation Theory

The study that to be conducted is guided by the intrinsic and extrinsic

motivation theory by Edward Deci and Richard Ryan which grew out from the Self-

Determination theory by the same authors in their 1985 book “Self-Determination

and Intrinsic Motivation in Human Behavior.” The aforementioned theory claims two

types of motivation: intrinsic and extrinsic motivation, both of which are powerful

influences in determining one's conduct. Extrinsic motivation factors refers to the

external stimuli or variables occur outside of the individual, and also entails

performing a task or interacting in a behavior for external reasons where you expect

to receive something in return or prevent unnecessary event. Intrinsic motivation

factors, on the other hand, occur inside the individual and entails performing the

tasks or involving in a behavior for personal reasons that you perceived usefulness

and ease (Sands, 2021). To put it another way, a person's desire to engage in a

behavior comes from within because it is inherently satisfying to them, such as

enjoyment, interest, or the lack of an external

reward. It also refers to doing activities that are difficult and internally fulfilling without

the expectation of receiving an external reward or for a basic need in life.

The theory of intrinsic and extrinsic motivation detailed how these factors

influence a person's behavior in order to complete a goal. It assists an individual in

becoming more motivated, allowing them to attend to all of the task's requirements

while aiming for something external or internal. As a result, it is critical for

salespeople employees to be evaluated in terms of their motivational factors in order

to have a better understanding of themselves. Only then would they be able to

21
provide a decent sales talk to their customers and work for their firm willingly and

aspiringly. The researchers are trying to figure out what factors affect the motivation

of sales employees during the COVID-19 pandemic in this study. As a result of this

theory, the researchers were able to determine the level of influence of the factors on

sales employee motivation as well as the effects of the factors on sales employee

motivation.

22
 Chapter 3

METHODOLOGY

This chapter presented six parts that include the research design, research

locale, population and sampling procedure, research instruments, data gathering

procedure, and statistical data analysis and techniques.

Research Design

The researchers will utilize a non-experimental quantitative research,

specifically descriptive research design. Quantitative research refers to the process

of collecting and analyzing numerical data (Bhandari, 2021), while non-experimental

research is the opposite of experimental research where it lacks the manipulation of

the variable, such as assigning the subject to various conditions which they measure

variables as they naturally occur (Methodspace, No date). On the other hand,

descriptive research design is a method where it describes the characteristics of the

variable under the study or a certain phenomenon which usually focus on the

question “what” rather than “why”. The variables under this research design is

remained uncontrolled, and the data can obtain through survey, observation, and

case study (Voxco, No date).

With all the definition above, it results to descriptive research design. The said

research design is appropriate in the current study as it aims to determine and

describe the factors affecting the sales employees’ motivation in Bacoor, Cavite, the

23
level of influence and effects of the factors to the motivation of sales employees’.

Research Locale

The study will be done both online and offline, with respondents answering

survey questionnaires from the comfort of their own homes, and as for the others

that cannot utilize online form, it will be conducted to their respective assigned shop

while strictly practicing the government and health protocols. The respondents of the

study are the sales employees in Bacoor, Cavite.

Population & Sampling Procedure

The researchers will use a non-probability sampling technique, “which

involves non-random selection based on convenience or other criteria” (McCombes,

2019). The entire population of the sample would be Bacoor, Cavite sales

employees which according to the Cavite Ecological Profile 2017, in the year 2015, it

has a total of 274,628. The current study uses the Slovin Formula to get the sample

size which result to 399 sales employees; however, due to the current crisis

experiencing in the world which imposed difficulties in reaching people, and with the

limited time, to ensure that the study can represent the entire population, the

researchers decided to only include one hundred (100) sales employees who

operate at various locations in Bacoor, as well as diverse categories of products,

such as clothing and technology. As a result, the researchers will utilize convenience

sampling, which means that respondents will be chosen based on their availability

and convenience to the researchers, as the study would take place during a

pandemic and can only be performed in a compliant manner.

24
 Slovin Formula

Whereas: n = no. of samples

N = total population
e = error margin/margin of error

N
n=
¿¿
274,628
¿
1+(274,628(.05 x 0.5))

274,628
¿
1+¿ ¿

274,628
¿
1+ 686.57

¿ 399.41 399

Research Instruments

The study will use a custom-made structured questionnaire made by the

researchers to collect data about the factors that affect the motivation of sales

employees, the level of influence of each factor and its effect to the sales employees’

motivation in Bacoor, Cavite. Structured questionnaires contain closed-ended

questions that limit the respondents to a range of possible responses in line with the

research context (Formplus Blog, 2021). With that, it is appropriate for the study to

use this type of questionnaire because the study’s goals are to identify the factors

that affect sales employees' motivation, evaluate the level of influence of each factor

and effects of the given factors on their motivation, all of which can be accomplished

with a closed-ended questionnaire. This type of questionnaire is appropriate for

25
determining each goal of the study since it will give the researchers a better grasp of

the answers, which will help them achieve the study's goals. The respondents will

complete the questionnaire online, specifically in Google Forms, as well as offline,

where the researchers will distribute the questionnaires. A Likert-type scale

questionnaire will be used to assess the level of influence of the factors on the

motivation of sales employees. According to Jamieson (No Date), a Likert scale is a

rating system for assessing people's attitudes, opinions, and perceptions. Further

added by McLeod (2019), it is used to allow individuals to express how much they

agree or disagree with a given statement, and it can also assess other variations

such as frequency, quality, importance, likelihood, and so on,

The independent variables that will be included in the study and questionnaire

will be based on literature from various scholars on the topic of factors that influence

employee motivation and their effect on motivation.

The questionnaire will be divided into two (2) parts. The first part will be

created to which it will determine their demographic information, such as their age, at

what category of product they work at, and how long they've been at their current

job. The second part will focus on determining the factors that influence a sales

employee's motivation. This part will be divided into two sections, the first of which

will include the identified extrinsic factors and the second of which will include the

identified intrinsic factors based on the literature review. This section of the

questionnaire will also be designed to assess the level of influence of each extrinsic

and intrinsic factor on the motivation of sales employees.  This is where the 5-point

Likert scale, which has five possibilities for each statement and represents five levels

of influence, will be used (1-Strongly Disagree, 2-Disagree, 3-Neither, 4-Agree, 5-

26
Strongly Agree). It will also include ranking and multiple choice to determine the

effect of extrinsic and intrinsic factors on sales employees’ motivation.

To establish the validity and reliability of all of the items or statements

included in the questionnaire, it will be subjected to content validation and reliability

by an expert in the field of research. Following the research adviser of Practical

Research 2 of Senior High School – Dulong Bayan's approval to conduct the study, a

pre-testing of the research instrument will be given to five (5) sample respondents to

see if the research instrument can be answered easily and correctly, as well as

provide the researchers with definite data.

Data Gathering Procedure

Submitted Letter Request for Validation of the Research Instrument

Submitted of Letter for Approval of Distributing of Questionnaires

Pre-Testing of the Research Instrument (N=5)

Distribution of the Consent Form and Questionnaires to the Respondents (N=50)

Organization of the Gathered Data

Data Analysis

Figure 2: Data Gathering Procedure

Prior to the data gathering procedure, the researchers will submit a request

27
for validation of the research instrument to the validator which was subjected for pre-

testing. Following was the submission of letter of approval of distributing of

questionnaire to the adviser of Practical Research 2 of Senior High School – Dulong

Bayan.

To engage in pre-testing of the questionnaire, the researchers selected five

(5) sales employees from the sample size. Because the questionnaires will be

distributed in two (2) ways, pre-testing will be done both online and offline to ensure

that both questionnaires are answered correctly and provide definite responses to

the researchers.

After pre-testing and receiving approval from Practical Research 2's adviser,

the researchers will distribute the questionnaires to the remaining one hundred (100)

sales employees. Respondents will have two (2) days to complete the online

questionnaire and ten (10) minutes to those who will complete the offline

questionnaire. The consent form for respondents, which contains information about

the research study and the respondents' rights upon participating in the study, as

well as the questionnaire that they must complete, will be provided at the same time

as the questionnaire. The researchers and practical research adviser will have

complete access to the information acquired. Following the data collection, the

researchers will organize the data in order to find the factors influencing sales

employees' motivation, evaluate the level of influence of each factor, and identify the

effects of these factors on their motivation.

Statistical Data Analysis and Techniques

The data that will be gathered from the questionnaires will be carefully record

in tables, analyze, and interpret accordingly based on the results of the statistical

28
treatment. The questionnaire will be floated to five (5) samples to test the reliability.

In this study, descriptive statistics will be used which will include mean,

frequency, percentage, rank, and standard deviation. Descriptive statistics are brief

descriptive coefficients that summarize a given data set, which can be either a

representation of the entire population or a sample of a population (Hayes, 2021).

Mean is the average of a set of two or more numbers (Hayes, 2021). Frequency is a

graph or data set organized to show the frequency of occurrence of each possible

outcome of a repeatable event observed many times while percentage is a relative

value indicating hundredth parts of any quantity (Britannica, No Date). Rank, “is the

ordinal number of a value in a list arrangement in a specified order (usually

decreasing)” (Weisstein, No Date). It will determine the average score, rank,

frequency and percentage of what are and how influential specific motivational

factors are to the motivation of sales employees, as well as the number of

respondents being motivated on a specific motivational factor during the pandemic.

Frequency and percentage will also be used to describe the demographic profile of

the respondents. The researchers will also use the standard deviation where it is a

measure of how dispersed the data is in relation to the mean (National Library of

Medicine, No Date). It will determine how spread the values is from means of each

category of motivational factors. The descriptive statistics will be used to answer the

question 1 and 2 of the study.

Inferential statistics will also be used by the researchers, allowing them to

describe data and draw inferences and conclusions from it (CFI, No Date).

Specifically, the researchers will apply the chi-square test of independence to see if

there is a significant difference between the two variables in the study. This statistical

29
tool will assist the researchers in putting the hypotheses presented in the current

study to the test.

1. Frequency and percentage will be used to describe the demographic profile of

respondents in terms of age, category of product they work at, and how long

they've been at their current job.

The formula for percentage is expressed as follows:

F
P= x 100
n

Where P = percentage

F = frequency

N = total number of respondents

2. Weighted mean, ranking, frequency, percentage, and standard deviation will

be used to determine the motivational factors and how influential specific

motivational factors are to the motivation of sales employees, as well as the

number of respondents being motivated on a specific motivational factor.

The formula for weighted mean:

∑ Xw
WX =
n

Where WX = weighted mean

w = weight

n = number of respondents

3. Standard deviation will be used to determine how spread the values is from

means of each category of motivational factors.

30
 The formula for standard deviation:

σ=
√ ∑ (X −X )
n

Where σ = standard deviation

X = each value in the data set

X = mean

N = number of respondents

4. Chi-square test of independence will be used to see if there is a significant

difference between the two variables in the study. It will help the researchers

in putting the hypotheses presented in the current study to the test.

The formula for chi-square:

2 ∑ (O−e )2
X =
e

Where X 2 = chi-square value reference

O = observed frequencies

e = expected frequencies

∑ = sum

Table 1: Ranges of average means used to categorize the influence of

motivational factors

Influence Range
Not at all influential 1.00-<1.8
Slightly influential 1.8-<2.6
Somewhat influential 2.6-<3.4
Very Influential 3.4-<4.2
Extremely Influential 4.2-5.00

31
 The table 1 showed the range of average means that will be use in the study

to determine the level of influence of each factor to the motivation of sales

employees, which has an increment of 0.80 difference.

32
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37
 Appendix I

QUESTIONNAIRE

Good day!

We are Senior High School-Dulong Bayan grade 12 ABM students performing

descriptive quantitative research entitled, “Factors Affecting Motivation of
Sales Employees in Bacoor, Cavite During the COVID-19 Pandemic in the
Year 2020-2021” for the subject Practical Research 2. In this regard, we humbly
request you to be one of the respondents of our study and to spare 3-5 minutes to
answer the attached survey questionnaire. Rest assured that all information
gathered shall be used with strict confidentiality.

Thank you for your cooperation.

Co, James Andrei, Cordero, Angela Mae, Lim, Anthony Dominique, Quinto,

Joana Rose, Ramento, Tracy Margarette, Salgatar, Danah, Talas, Julyanna Elise

Part I. Demographic Profile

Name (Optional):

Direction: Kindly put a check mark (/) in the box corresponding to your answer.

1. What is your age?

18-25 years old 26-35 years old 36-45 years old 46 years old and
above

2. What category of products you currently working at?

Shopping Specialty
Convenience Goods Unsought Goods
Goods Goods
Other/s (Please specify):

3. How long are you been working in your current job?

iii
Part II. Factors that affect the motivation of

sales employees Section I. A.

Directions: Visualize yourself at work while you read and comprehend

each of the motivational factors listed in the table. Below, you will encounter the

term extrinsic factors, to further comprehend the term, extrinsic factors refer to the

external stimuli or variables that occurs outside of the individual, which also entails

performing a task or interacting in a behavior for external reasons where one

expects to receive something in return or prevent unnecessary events. Please use

the 5- point Likert Scale below to rate and assess how influential the stated

motivational factors are to you. Keep in mind that there are no right or wrong

responses.

1 – Strongly Disagree 4 – Agree

2 – Disagree 5 – Strongly

Agree

3 – Neither

Extrinsic 5 4 3 2 1
Factors
1. My motivation to do my work is influence as a
result of monetary compensation given by my
employer.
2. I am eager to work hard because of given
monetary compensation.
3. I believe that how my employer portrays being a
leader affects my desire to work.
4. The leadership style in the organization pushes
me to work hard (e.g., democratic, autocratic,
etc).
5. I believe that having a quality working
environment set out my work interest.
6. The organization's commitment to a high-
quality working environment inspires me to

iv
 work.
7. I am motivated as a result of the availability
a n d possibility of being promoted.
8. Accessibility to promotion is an important factor
for me to drive myself to be hardworking.
9. The nature of my work helps me to become
persevere with my work.
10. With the nature of my work, it makes me
determined to be engaged with any tasks.

Section I. B.

Directions: Rank the following extrinsic factors from 1 to 5 according to the

effects on your motivation to work, such that no two factors will have the same
rank. Where 1 being the highest (the one that has a great effect on your motivation)
and 5 being the lowest (the one that has a least effect on your motivation). Keep in
mind that there are no right or wrong answers.

Factors Rank

Monetary Compensation

Leadership Style

Working Environment

Promotion

Nature of Work

Section I. C.

Directions: Please answer the following questions while thinking of the

extrinsic factors that affect your motivation during the COVID-19 pandemic.
Kindly check (/) the box of the best answer.

1. How does the extrinsic factors motivate you with your work?

It makes me more engage with my work.

It sets out my interest to my work.

It encourages me to finish my work.

v
 It pushes me to work hard.

It inspires me to work.

2. What do you feel when you're provided with or faced with those extrinsic
motivational factors?

Happy Satisfied Touched Excited Energized

3. Do you feel less motivated to do your work when you aren't exposed or
provided to such factors?

Yes No Maybe

Section II.A.

Directions: Visualize yourself at work while you read and comprehend

each of the motivational factors listed in the table. Below, you will encounter the

intrinsic factors, to further comprehend the term, intrinsic factors occur inside the

individual and entails performing the tasks or involving in a behavior for personal

reasons that you perceived as useful and ease. Please use the 5-point Likert

Scale below to rate and assess how influential the stated motivational factors are

to you. Keep in mind that there are no right or wrong responses.

1– Strongly Disagree 4 – Agree

2– Disagree 5 – Strongly Agree

3 – Neither

Intrinsic 5 4 3 2 1
Factors
1. When the organization recognize my
work, it pushes me to work hard.
2. Receiving a lot of recognition from my
employer with the job that I have done,
inspired me to be hardworking.

vi
 3. My motivation is influenced when the
assigned work needs skill variety.
4. Work that requires different skill
challenges me which boost my interest to
my work.
5. The sense of responsibility on my work is
a driving force to urge me to do the work.
6. I believe that when I feel like I am
responsible to my work, I have the
perseverance to finish and do it
accordingly.
7. The opportunity of training and
developing myself excites me to
work hard for the organization.
8. When my employer offers the availability
of training and development, it makes me
more engage to do my best at work.
9. I am inspired to do my work by how I
perceive the significance of my work.
10. I believe that if my job is significant to my
employer, it increases my productivity as a
worker.

Section II. B.

Directions: Rank the following intrinsic factors from 1 to 5 according to the

effects on your motivation to work, such that no two factors will have the same
rank. Where 1 being the highest (the one that has a great effect on your motivation)
and 5 being the lowest (the one that has a least effect on your motivation). Keep in
mind that there are no right or wrong answers.

Factors Rank

Recognition of Work

Skill Variety

Responsibility

Training and Development

Job Significance

vii
Section II. C.

Directions: Please answer the following questions while thinking of the

intrinsic factors that affect your motivation during the COVID-19 pandemic. Kindly
check (/) the box of the best answer.

1. How does the intrinsic factors motivate you with your work?

It makes me more engage with my work.

It sets out my interest to my work.

It encourages me to finish my work.

It pushes me to work hard.

It inspires me to work.

2. What do you feel when you're provided with or faced with those intrinsic
motivational factors?

Happy Satisfied Touched Excited Energized

3. Do you feel less motivated to do your work when you aren't exposed or
provided to such factors?

Yes No Maybe

viii