1

JOB SATISFACTION AND WORK PERFORMANCE OF EMPLOYEES IN THE

RESORTS OF TAGBILARAN CITY

A Research Paper

Presented to

The Senior High School Faculty of

DR. CECILIO PUTONG NATIONAL HIGH SCHOOL

Tagbilaran City

In partial fulfillment for

Inquiries, Investigations, and Immersion

ACCOUNTANCY, BUSINESS AND MANAGEMENT

Melancolico, Melissa T.

Pandan, Jay B.

Quijano, Dale Jhon A.

March 2018
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CHAPTER I

INTRODUCTION

The Problem and Its Scope

RATIONALE

The relationship between job satisfaction and work performance has been

studied extensively throughout the history of industrial. Organizational

psychology (Judge, Thoresen, Bono and Patton, 2001). It has been referred to as

the “Holy Grail” of industrial or organizational psychology (Landy. 1989) The

world in its contemporary times, psychology has come to play an important part

in any aspects of human activities including business. More and more emphasis

is being put on the mental well-being of people in order to enhance productivity.

(Berghe,2011).

Job satisfaction has been defined as “ feelings or affective responses to

facets of the (workplace) situation” (Smith, Kendall, and Hulin, 1969, p.6),

Satisfaction in the workplace is valuable to study for multiple reasons; increased

satisfaction is suggested to be related to increase productivity and promoting

employee satisfaction has inherent humanitarian value (Smith et al., 1969)

Job satisfaction can be an indicator for someone's general mental well-

being. If a person is unhappy at work, it doesn't seem likely that this person will

be happy in general, and happiness at work improves work motivation and in

consequence, work performance.

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The Philippines is now a developing country in which implies that

business can be found anywhere and the trend of job hiring is increasing. Job

satisfaction has been defined as “ feelings or affective responses to facets of the

(workplace) situation” (Smith, Kendall, and Hulin, 1969, p.6), Satisfaction in the

workplace is valuable to study for multiple reasons; increased satisfaction is

suggested to be related to increase productivity and promoting employee

satisfaction has inherent humanitarian value (Smith et al., 1969)

In Tagbilaran City, there are many ways on how management,

establishment or organizations give satisfaction to their employees in order to

enhance work performance. Employees as to being an asset are the future of

organizations (Bhattecharya and Mukherjee, 2009). This implies that

organizations depend on the performance of the employees. That is, satisfied

employees have better work performance.

According to Aydin (2009), satisfied employees are more loyal and

productive, and these satisfied employees also affect the productivity of the

organizations. Therefore, an organization must meet the employees'

expectations to attain employee satisfaction. Well satisfied employees work more

willingly and this contribute to the effectiveness of the organization.

Work performance, on the other hand, consists of the observable

behaviours that people do in their jobs that are relevant to the goals of the

organization (Campbell, McHenry and Wise 1990). Work performance is of

interest to organizations because of the importance of high productivity in the

workplace (Hunter and Hunter, 1984)

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With the realization of this study, the researchers being an avid

business enthusiast who envision themselves to become successful

entrepreneurs in the field of business management are interested to undertake

this study to find out possible relationship between job satisfaction and work

performance of employees in the resorts of Tagbilaran City.

Review of Related Studies and Literature

Job Satisfaction is a crucial problem of all organizations, whether public or

private organizations, or working in advance or underdeveloped countries. One

of the purposes for this degree of interest is that satisfied personnel are reported

as higher level of performance and more productive. Satisfied workers are is

indications for organizational output and enhance work performance.

Job Satisfaction is a worker’s sense of achievement and success on the

job. It is generally perceived to be directly linked to productivity as well as to

personal well-being. Job satisfaction further implies enthusiasm and happiness

with one’s work. It is the key ingredient that leads to recognition, income,

promotion, and the achievement of other goals that lead to a very feeling of

fulfilment (Kaliski, 2007), A study was conducted on Employee Satisfaction in

cement industry of Chhattishgarh by Daljeet Singh Wadhwa, Manoj Verghese &

Dalvinder Singh Wadhwa (September 2011)/ This study focused on three factors

namely behavioural, organizational and environmental factors. The report

focused on all of these factors and attempted to find the relation between these
 5

factors and employee job satisfaction and it was found that all three factors have

a positive impact on job satisfaction.

According to Brookfield (1998), individuals with high levels of job

satisfaction would have healthier productivity and psychological records that very

likely result in higher productivity and effectiveness in their work performance and

will staying longer in organization. Also, studies have consistently reported that

job satisfaction is one of the factors reasons for employee intentions to stay nor

leave the organization (Price, 2001). Unhappy employees are less productive

and more likely to have higher absent rates. Satisfied employees are more

productive, innovative, and loyal. Increases in job satisfaction lead to increase in

employee morale which lead to increased employee productivity and work

performance. (Baxter W. Graham, 1996)

Job satisfaction-perceptions of the fulfilment derived from day-to-day

activities is associated with job commitment, and with higher levels of

performance at work. (Judge, Thoresen, Bono & Patton, 2001) Some studies

looked into job satisfaction and performance at work of shift workers. Job

satisfaction is also usually reflected in employees’ complaints. Dissatisfied

employees experience more psychological distress and physical health problems

(De Castro, 2008). With respect to work performance, Alfraro et al (2005),

reported in their thesis among phone bankers in a banking call center, work

performance ratings significantly vary between shifts. The study noted that

majority of phone bankers did not comply with call handling criteria and

significant factors related to work performance. Include civil status, previous work
 6

experience in a similar field, average duration of sleep, feelings of fatigue

associated with work duration and rest period, work environment and motivation.

On 1991, Josephine Tuble of the University Of Santo Tomas Graduate

School made a survey that concerns the productivity and job satisfaction of

workers in construction company in Metro Manila. These results to productivity

level that was rated overall as “good” due to the following dimensions; quantity of

work, quality of work, supervision require, attendance, and conservation. Also,

the respondents of this study were neither satisfied nor dissatisfied because of

low ratings made on promotion and pay aspects. In connection with this, the level

of productivity is correlated with job satisfaction with regards to the nature of

work, supervision, co-workers relationship and pay aspects.

In relation to this view, the researchers were motivated to conduct a study

about job satisfaction and its relationship to work performance of employees in

the resorts of Tagbilaran City. In this study, it is hoped that resort managers and

top management will improve and the concerned personnel would realize how

important to have high level of employees’ performance and ensure that these

employees were satisfied with their job.

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INPUT PROCESS

1. Job Satisfaction 1. Research on Theory

background and related studies
2. Work Performance
2. Limiting the Variables
3. Significant Correlations
3. Making of Validated
Instruments
4. Data Analysis on: Profile,
Level of Job Satisfaction and the
level of Work Performance
5. Statistical Treatment

OUTPUT
 Findings
 Conclusion of the study as
Knowledge gap

 Recommendations

Fig.1 The Conceptual Framework

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STATEMENT OF THE PROBLEM

The main thrust of this study is to correlate the levels of Job Satisfaction

and Work Performance of employees in the resorts of Tagbilaran City.

Specifically, this study sought to answer the following:

1. What is the Demographic Profile of employees in terms of:

1.1 Gender;

1.2 Educational Attainment;

1.3 Work Status;

1.4 Tenure of Service?

2. What is the level of job satisfaction of employees in terms of:

2.1 General Working Conditions;

2.2 Pay and Promotion Potential;

2.3 Work Relationship;

2.4 Use of Skills and Abilities?

3. What is the level of performance of employees in terms of:

3.1 Technical Skills;

3.2 Communication Skills;

3.3 Job Skills;

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3.4 Interpersonal Skills?

4. Is there a significant relationship between the employees' level of job

satisfaction and the level of performance?

STATEMENT OF THE NULL HYPOTHESIS

There is no significant relationship between the levels of job satisfaction

and work performance of employees in the resorts of Tagbilaran City.

SIGNIFICANCE OF THE STUDY

Job Satisfaction may enhance the work performance of resort employees

in Tagbilaran City. Following on these two variables, this study is beneficial to the

following:

Resort Employees in Tagbilaran City. Knowing the factors that can contribute

to job satisfaction, employees would facilitate the resort to its development in

business.

Resort Managers. The management will be guided on work performance among

employees of different resorts. Nevertheless, it would provide valuable

information to the management in understanding the factors that affect job

satisfaction.

Future Researchers. This study may contribute to the body of knowledge and

be a useful source of information for future researchers.

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RESEARCH METHODOLOGY

THE SAMPLE

Bohol Sunset Villa Resort, Dao Diamond Resort, Bohol Tropics Resort,

and Water Paradise Resort in Tagbilaran City are purposively selected for this

study. The respondents are randomly selected in each resort. The study will be

accomplished for the School Year (SY) 2017-2018.

THE INSTRUMENTS

There was a validated questionnaire for the study with two (2) sets of

questions. The first set is based on job satisfaction and the second is on work

performance. These instruments were from a published thesis entitled "Job

Satisfaction and Organizational Commitment of the Municipality of Valencia

Employees" by Coronel, M. et al.,2015 and "Management Styles and Job

Performance of Employees of Badjang Spring Resort" by Aurestila, G. et al.,

2016.

DATA COLLECTION PROCEDURE

The researcher seeks written permission from the principal of Dr. Cecilio

Putong National High School for the study to be conducted. An inform consent

was also provided to the management of each resorts mentioned. The

employees as the respondents was oriented on the research objectives and

outcomes. The researchers administered the validated questionnaire.

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DATA ANALYSIS

All the data was compiled and treated based on parametric and non-

parametric measures. The data was presented through a table. The test of

relationship was based on the data using the pearson product moment

correlation and was subjected to a t-test for significance.

DEFINITION OF TERMS

The following meanings of different terms used in this research are given

for further understanding.

Job Satisfaction. It is a pleasurable or positive emotional state resulting from

the appraisal of one’s job or job experiences, an extent to which a person’s

hopes, desires, and expectations are fulfilled

Communication Skills. The act of transferring information to another person

and understanding the meaning of that information

Interpersonal Skills. The way the employees interact with their co-employees,

managers and the top managers

Work Performance. Rated performance in which it assesses whether an

employee performs his or her job well

Tenure. It is the length of time or years an employee of any institution invested in

an office
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CHAPTER 2

PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA\

TABLE 1

DEMOGRAPHIC PROFILE OF THE EMPLOYEES IN THE RESORTS OF

TAGBILARAN CITY

PROFILE FREQUENCY PERCENTAGE

I. GENDER

Female 56 56

Male 44 44

TOTAL 100

II. EDUCATIONAL ATTAINMENT

Graduate 78 78

Non-Graduate 22 22

TOTAL 100

III. WORK STATUS

Regular 43 43

Casual 57 57

TOTAL 100

IV. TENURE OF SERVICE

1-10 yrs. 45 45

11-20 yrs. 55 55

21-30 yrs. 0 0

31-40 yrs 0 0

TOTAL 100
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Table 1 presents the demographic profile of the resorts employees in

Tagbilaran City. It shows that female employees outnumbered male employees

in the resort of Tagbilaran City. Most of the employees were degree holder and

are casuals whom invested early stages in their service.

Part I.
Table 2

LEVEL OF JOB SATISFACTION IN TERMS OF:

2.1 General Working Condition Weighted Mean Interpretation

1. Hours worked each week 30.9 Satisfactory
2. Flexibility in scheduling 32.4 Very Satisfactory
3. Location of work 30.9 Satisfactory
4. Ventilation of work station 32.3 Very Satisfactory
5. Job security 33.1 Outstanding
AVERAGE WEIGHTED MEAN 31.92 Very Satisfactory

2.2 Pay and Promotion Potential Weighted Mean Interpretation

1. Salary 28.6 Poor
2. Opportunities for Promotion 29.82 Satisfactory
3. Benefits (Health insurance, life 29 Poor
insurance. Etc.)
4. Amount of paid vacation 29.6 Poor
time/sick leave offered
5. Recognition for work 28.9 Poor
accomplished
AVERAGE WEIGHTED MEAN 29.18 Poor

2.3 Work Relationship Weighted Mean Interpretation

1. Relationships with your co- 31.2 Very Satisfactory
workers

2. Relationship(s) with your 30.1 Satisfactory

supervisor(s) / heads
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3. Relationships with your 29.1 Poor

subordinates (if applicable)

4. Relationships with clients 30.1 Satisfactory

5. Relationships with top managers 29.82 Satisfactory
AVERAGE WEIGHTED MEAN 30.06 Satisfactory

2.4 Use of Skills and Abilities Weighted Mean Interpretation

1. Opportunity to utilize your 31.5 Very Satisfactory
skills and talents
2. Opportunity to learn new 31.6 Very Satisfactory
skills
3. Support for additional training 30.4 Satisfactory
and education
4. Adequate opportunity for 29.1 Poor
periodic changes in duties
5. Opportunity to apply the new 30.8 Satisfactory
skills
AVERAGE WEIGHTED MEAN 30.68 Satisfactory

Legend:
32.23-33.46 = Outstanding

31.02-32.23 = Very Satisfactory

29.81-31.02 = Satisfactory

29.81-28.6 = Poor

Table 2 presents the employees’ level of Job Satisfaction in the resorts of

Tagbilaran City. The general working condition category has a grand mean of

31.92 which is interpreted as very satisfactory. This means that the resorts of

Tagbilaran City has a pleasant working condition. According to the study entitled

“The Impact of Job Satisfaction on Job Performance: An Empirical Analysis” by

Pushpakumari (2001), “a satisfied worker is a productive worker.” A satisfied

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work force will create a pleasant atmosphere within the organization to perform

well.

Table 2 also presents the pay and promotion potential category that has

grand mean of 29.18 interpreted as poor. The lowest rated item in this category

is the item number one which states the salary. It is rated 28.6 interpreted as

poor. This means that the resorts management of Tagbilaran City has poor

response in terms of pay and promotion potential. According to Luthans (1985),

there are number of factors that influence job satisfaction. One of them is the pay

and promotion potential, which means that if this component is poor, employees

may likely to commit absenteeism, or worst leave the organization. In short run, it

will affect their performance.

It also presents the work relationship category that has a grand mean of

30.06 interpreted as satisfactory. The highest rated item in this category is item

number one which states their relationship with their co-workers rated 31.2

interpreted as very satisfactory. This means that the resort employees in

Tagbilaran City have an excellent relationship with their co-workers. According to

Barrick et al., (2002), friendliness and the ability to cooperate with others, both of

which are characteristics of agreeable people, would lead to better performance

when interacting with others.

Finally, table 2 presents the employees’ level of using their skills and

abilities in the resort of Tagbilaran City. It has a grand mean of 30.68 interpreted

as satisfactory. The highest rated item in this category is item number two which

states their opportunity to learn new skills rated 31.6 interpreted as very
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satisfactory. According to Porter and Lawler (1974), work performance very much

depends on perception, values and attitudes. This means that if an employee is

satisfied of his or her job, it makes him or her to work willingly and it makes him

or her to put more effort in terms of using his or her skills and abilities in the

workplace.

Part II.
Table 3

LEVEL OF WORK PERFORMANCE IN TERMS OF:

3.1 Technical Skills Weighted Mean Interpretation

1. Proficiently operate the 31.5 High
equipment in the resort.
2. Fix and report malfunction of 31.1 High
the machines and facilities in
the resort.
3. Observe proper storing of 31 High
equipment in its place after
using.
4. Practice equipment check 31.7 High
before and after using.
5. Demonstrate proficiency in 31.1 High
providing assistance to
others in operating the
equipment and facilities
AVERAGE WEIGHTED MEAN 31.28 High

3.2 Communication Skills Weighted Mean Interpretation

1. Respond to questions 29.3 Poor
urgently and tactfully.
2. Delivers information correctly 31.1 High
to people from different
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group/department.
3. Listen and understand the 30.3 Low
queries of customer and
respond to them in a positive
one.
4. Practice proper attitude in 32.2 Very High
responding the queries of
customer.
5. Talk to customers regarding 30.5 Low
their service satisfaction of
resort’s services.
AVERAGE WEIGHTED MEAN 30.68 Low

3.3 Job Skills Weighted Mean Interpretation

1. Ability to work under 31.4 High
pressure
2. Flexibility at work 31.6 High
3. Adaptability of the working 31.6 High
environment
4. Accuracy in work 31.4 High
5. Analyzing problems and 31.8 High
datas
AVERAGE WEIGHTED MEAN 31.56 High

2.4 Interpersonal Skills Weighted Mean Interpretation

1. Establishing rapport and 31.7 High
maintaining harmonious
working relationship.
2. Participating in this 32.4 Very High
discussion, listens and
responds to verbal and non-
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verbal comunication.
3. Displaying commitment to 31.5 High
work and to people;
maintaining cooperation and
support.
4. Showing awareness and 31.5 High
sensitivity to other people and
cultures.
5. Demonstrates effective social 31.7 High
behaviour in various setting.
AVERAGE WEIGHTED MEAN 31.76 High

Legend:

32.23-33.46 = Very High

31.02-32.23 = High

29.81-31.02 = Low

29.81-28.6 = Poor

Table 3 presents the employees’ level of work performance in the resorts

of Tagbilaran City. In technical skills category, it has a grand mean of 31.28

interpreted as High which means that the resort employees in Tagbilaran City

were able to use their technical skills excellently in the workplace. One early

model introduced by Lawler and Porter (1967), they believed that high levels of

performance would lead to rewards for the employees, which would in turn

increase their satisfaction with the job. It also presents the communication skills

category that has a grand mean of 30.68 interpreted as low. This means that the

resort employees in Tagbilaran City have poor or low communication skills.

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Table 3 also presents the job skills category. It has a grand mean of 31.56

interpreted as High which means that resort employees in Tagbilaran City were

excellently performing the necessary skills on their job. Finally, it also presents

the interpersonal skills category that has a grand mean of 31.76 interpreted as

High. This means that the resort employees in Tagbilaran City were establishing

harmonious working relationship in the workplace because they were able to

used their interpersonal skills excellently. According to Goldberg (1990),

agreeable individuals tend to get along well with others and form satisfying

interpersonal relationships. These relationship in the workplace could lead to

higher levels of overall satisfaction for employees.

Table 4

Overall Job Satisfaction and Work Performance

Weighted Mean of Job Satisfaction Weighted Mean of Work

Performance
2.1 General Working Condition 3.1 Technical Skills
30.9 31.5
32.4 31.1
30.9 31
32.3 31.7
33.1 31.1
2.2 Pay and Promotion Potential 3.2 Communication Skills
28.6 29.3
29.82 31.1
29 30.3
29.6 32.2
28.9 30.5
2.3 Work Relationship 3.3 Job Skills
31.2 31.4
30.1 31.6
29.1 31.6
30.1 31.4
29.82 31.8
2.4 Use of Skills and Abilities 3.4 Interpersonal Skills
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31.5 31.7
31.6 32.4
30.4 31.5
29.1 31.5
30.8 31.7
Pearson (r) = .37 Moderate Correlation

Legend:

0.00 – 0.20 = Negligible Correlation

0.21 – 0.40 = Low/Slight Correlation

0.41 – 0.70 = Moderate Correlation

0.71 – 0.90 = High Relationship

0.91 – 0.99 = Very high Relationship

1.0 = Perfect Relationship

Table 4 presents the relationship of overall job satisfaction and work

performance of resort employees in Tagbilaran City. The computed pearson (r) is

.37 which is interpreted as low/slight correlation. This means that job satisfaction

and work performance of resort employees in Tagilaran City are slightly

correlated. According to Judge et al., (2001), job satisfaction and work

performance simultaneously cause each other.

Table 5

Test of Relationship Between Job Satisfaction and Work Performance

Variables r Weak Computed Critical Confidence Decision Interpretation

-1 to 1 t value level on Ho
high
Relationship .87 High 3.05 +/- 95% Do not Not Significant
between General
Working 3.182 Reject Relationship
Condition and
Technical Skills Ho
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Relationship .84 High 2.68 +/- 90% Reject Significant

between Pay and
Promotion 2.353 Ho Relationship
Potential and
Communication
Skills
Relationship .89 High 3.38 +/- 95% Reject Significant
between Work
Relationship and 3.182 Ho Relationship
Job Skills
Relationship .67 Moderate 1.56 +/- 90% Do not Not Significant
between Use of
Skills and 2.353 Reject Relationship
Abilities and
Interpersonal Ho
Skills
Overall Job .37 Low/Slight 6.19 +/- 1.98 95% Reject Significant
Satisfaction and Ho
Work relationship Relationship

Table 5 presents the test of relationship. The general working condition

has a high relationship with the technical skills of resort employees in Tagbilaran

City which is (r) = .87. The computed t value for the general working condition

and technical skills is 3.05 which is lower than the table value of 3.182 and so

there relationship is not significant and the null hypothesis cannot be rejected.

This means that the general working condition of the resorts in Tagbilaran City

cannot directly alter the employees’ technical skills.

It also shows that there is a high relationship between the resort’s pay and

promotion potential and the employees’ communication skills since the computed

(r) = .84. The table value which is 2.353 is lower than the computed t which is

2.68 so the null hypothesis is rejected. This means that the resorts’ pay and

promotion potential can directly influence the employees’ communication skills. .

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According to Luthans (1985), there are number of factors that influence job

satisfaction. One of them is the pay and promotion potential, which means that if

this component is poor, employees may likely to commit absenteeism, or worst

leave the organization. In short run, it will affect their performance.

The work relationship has a moderate relationship on the employees’ job

skills (r) = .84. Since the computed t which is +/-3.38 is within the area of

rejection of the null hypothesis because the table value is 3.182, so the null

hypothesis is rejected. This means that the levels of the work relationship of the

resort employees of Tagbilaran City affected their job skills. According to Barrick

et el., (1990), these relationship in the workplace could lead to higher levels of

work performance specifically the skills on their job.

Furthermore, the use of skills and abilities category has a moderate

relationship with the employees’ interpersonal skills since the computed pearson

(r) = .67. The computed value is 1.56 which is lower than the table value +/-

2.353 and so the null hypothesis cannot be rejected. It implies that the level of

employees’ ability to use their skills in the workplace cannot directly affect their

interpersonal skills.

.
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CHAPTER 3

SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS

Findings

This study revealed the relationship of job satisfaction and employees'

work performance.

The general working condition don’t have an association with employees’

technical skills. The pay and promotion potential has a significant relationship

with the employees’ communication skills. The work relationship category has a

significant relationship and it can directly influence the employees’ job skills.

Use of Skills and Abilities category don’t have relationship and it cannot influence

the employees’ interpersonal skills.

Conclusion

The result reveals that there is a positive significant relationship between

job satisfaction and employees’ work performance in the resorts of Tagbilaran

City. The result indicates that job satisfaction both pay and promotion potential

and work relationship components are significant to the employees'

communication skills and job skills as work performance. This is similar to the

findings of Judge et al., (2001), which states that job satisfaction and work

performance simultaneously cause each other.

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Recommendations

This study draws baseline information on the relationship of job

satisfaction and employees’ work performance. Therefore the following

recommendations are proposed;

The resort management of Tagbilaran City is recommended to provide

proper pay and promotion potential to its employees which is essential to job

satisfaction.

Since general working condition can enhance the performance of the

employees, the resorts management of Tagbilaran City shall establish and take

appropriate steps in enhancing the general working environment.

Future research can be done on the relationship of job satisfaction and

employees’ performance and can be compared with the findings of this study.
 25

REFERENCES

A. BOOKS

Amir F & Dr. Shamim, A (2010). Measuring the Impact of Office Environment on

performance level of employees in private sector. Pakistan.

Mirvis, C and Lawer (1977) Job Satisfaction and Job Performance in Bank

Tellers, Journal of Social Psychology (1980), 133 (4), 564-587

Kornhanuser, F. and Sharp, P. (1976) Job Satisfaction and Motivation of

Employees in Industrial Sector, Journal of Social Psychology, (1983) 145, 323-

342

Porter, L. W. and Lawler, E. E. (1974) “The Effect of Performance on Job

Satisfaction.” In Edwin A. Fleishman (ed) Studies in Personal and Industrial

Psychology. Third Edition, Illinois.

Ratzel, R. A. (1964) Personal Values, Job Satisfaction and Job Behavior,

Houghton Miffin Co. Boston

Smith, D. and Cranny, F. (1968) Job Satisfaction, Effort and Commitment.

Journal of Business Management, 123 (3) 151-164

Perry, L. S. (1989) Effects of Inequity on Job Satisfaction and Sel-Evaluation in a

National Sample of African-American workers. Journal of Social Psychology, 133

(4), 565-573

B. INTERNET SOURCES

Asigele Oswald, BPA-HSM

www. researchgate.netpublication
 26

APPENDIX A LETTER

REPUBLIC OF THE PHILIPPINES

Department of Education
Region VII, Central Visayas
TAGBILARAN CITY SCHOOLS DIVISION
DR. CECILIO PUTONG NATIONAL HIGH SCHOOL
City of Tagbilaran

February 02, 2018

The Manager
Dao Diamond
Dao District Tagbilaran City
6300 Bohol

Sir/Madam:
One prerequisite for graduation in the Senior High School Curriculum is to conduct a study or
research for the subject Inquiries, Investigations, and Immersion. In connection thereof, we
would like to ask permission from your good office to conduct a study on the "Job
Satistaction and Work Performance of Employees in the Resorts of Tagbilaran City"
with resorts’ employees (randomly chosen) as our respondents.
The study basically seeks to find out the relationship of job satisfaction and work
performance of Employees.
We fervently hope for your kind consideration and approval. Thank you and more power!

Sincerely yours,
Melancolico, Melissa
Pandan, Jay
Quijano, Dale Jhon

Noted:

CHERRY S. CALACAT
Research Adviser

MRS. VIRGILIA G. OMICTIN

Secondary School Principal III
 27

REPUBLIC OF THE PHILIPPINES

Department of Education
Region VII, Central Visayas
TAGBILARAN CITY SCHOOLS DIVISION
DR. CECILIO PUTONG NATIONAL HIGH SCHOOL
City of Tagbilaran

February 02, 2018

The Manager
Water Paradise
Taloto District Tagbilaran City
6300 Bohol

Sir/Madam:
One prerequisite for graduation in the Senior High School Curriculum is to conduct a study or
research for the subject Inquiries, Investigations, and Immersion. In connection thereof, we
would like to ask permission from your good office to conduct a study on the "Job
Satistaction and Work Performance of Employees in the Resorts of Tagbilaran City"
with resorts’ employees (randomly chosen) as our respondents.
The study basically seeks to find out the relationship of job satisfaction and work
performance of Employees.
We fervently hope for your kind consideration and approval. Thank you and more power!

Sincerely yours,
Melancolico, Melissa
Pandan, Jay
Quijano, Dale Jhon

Noted:

CHERRY S. CALACAT
Research Adviser

MRS. VIRGILIA G. OMICTIN

SecondarySchool Principal III
 28

REPUBLIC OF THE PHILIPPINES

Department of Education
Region VII, Central Visayas
TAGBILARAN CITY SCHOOLS DIVISION
DR. CECILIO PUTONG NATIONAL HIGH SCHOOL
City of Tagbilaran

February 02, 2018

John Geesnel Lim Yap II

Bohol Tropics Resort
Tagbilaran City
6300 Bohol

Sir:
One prerequisite for graduation in the Senior High School Curriculum is to conduct a study or
research for the subject Inquiries, Investigations, and Immersion. In connection thereof, we
would like to ask permission from your good office to conduct a study on the "Job
Satistaction and Work Performance of Employees in the Resorts of Tagbilaran City"
with resorts’ employees (randomly chosen) as our respondents.
The study basically seeks to find out the relationship of job satisfaction and work
performance of Employees.
We fervently hope for your kind consideration and approval. Thank you and more power!

Sincerely yours,
Melancolico, Melissa
Pandan, Jay
Quijano, Dale Jhon

Noted:

CHERRY S. CALACAT
Research Adviser

MRS. VIRGILIA G. OMICTIN

Secondary School Principal III
 29

REPUBLIC OF THE PHILIPPINES

Department of Education
Region VII, Central Visayas
TAGBILARAN CITY SCHOOLS DIVISION
DR. CECILIO PUTONG NATIONAL HIGH SCHOOL
City of Tagbilaran

February 02, 2018

The Manager
Bohol Sunset Villa Resort
Tagbilaran City
6300 Bohol

Sir:
One prerequisite for graduation in the Senior High School Curriculum is to conduct a study or
research for the subject Inquiries, Investigations, and Immersion. In connection thereof, we
would like to ask permission from your good office to conduct a study on the "Job
Satistaction and Work Performance of Employees in the Resorts of Tagbilaran City"
with resorts’ employees (randomly chosen) as our respondents.
The study basically seeks to find out the relationship of job satisfaction and work
performance of Employees.
We fervently hope for your kind consideration and approval. Thank you and more power!

Sincerely yours,
Melancolico, Melissa
Pandan, Jay
Quijano, Dale Jhon

Noted:

CHERRY S. CALACAT
Research Adviser

MRS. VIRGILIA G. OMICTIN

Secondary School Principal III
 30

APPENDIX B INSTRUMENT

JOB SATISFACTION AND WORK PERFORMANCE

QUESTIONNAIRE

To the respondents,

Good day !
The researchers are conducting the study on “JOB SATISFACTION AND
WORK PERFORMANCE OF EMPLOYEES IN RESORT OF TAGBILARAN
CITY”. In this context, we are asking your precious time to accomplish the
questionnaire which is essential in the realization in this pursuit. We appreciate
your cooperation and honesty.
Thank you !

The researchers

Name(optional):___________________________________________________
Gender:Male( ) Female( )
Educational Attainment: Graduate ( ) Non-Graduate ( )
Work Status: Regular ( ) Casual ( )
Tenure of Service: 1 – 10 years ( ) 11-20 ( ) 21-30 years ( ) 31-40 ( )

Directions: Using the scale shown below, rate your level of satisfaction with the
following aspects of your job. Indicate a check( / ) mark in line with your chosen
rate.

Rating Scale

4 - Outstanding
3 - Very Satisfactory
2 - Satisfactory
 31

1 - Poor

I. JOB SATISFACTION
4 3 2 1

GENERAL WORKING CONDITIONS (O) (VS) (S) (P)

1. Hours worked each week

2. Flexibility in scheduling
3. Location of work
4. Ventilation of work station
5. Job security
4 3 2 1
PAY AND PROMOTION POTENTIAL (O) (VS) (S) (P)
1. Salary
2. Opportunities for Promotion
3. Benefits (Health insurance, life insurance.
Etc.)
4. Amount of paid vacation time/sick leave
offered
5. Recognition for work accomplished
4 3 2 1
WORK RELATIONSHIPS (O) (VS) (S) (P)

1. Relationships with your co-workers

2. Relationship(s) with your supervisor(s) /
heads
3. Relationships with your subordinates (if
applicable)
4. Relationships with clients
5. Relationships with top managers
4 3 2 1
USE OF SKILLS AND ABILITIES
 32

(O) (VS) (S) (P)

1. Opportunity to utilize your skills and talents
2. Opportunity to learn new skills
3. Support for additional training and education
4. Adequate opportunity for periodic changes in
duties
5. Opportunity to apply the new skills

II. WORK PERFORMANCE

INSTRUCTION: This part of the questionnaire is designed to help you

describe your level of performance as you perceive it. Please put a check
mark ( / ) on the space provided for your answer that best describe your
personal views of the following statements. Your utmost sincerity of
answering the questionnaire is highly appreciated.

Rating Skill :

4 – Very High
3 – High
2 – Low
1 – Poor

Level of Performance
A. Technical Skills 4 3 2 1
1. Proficiently operate the equipment in the
resort.
 33

2. Fix and report malfunction of the machines and

facilities in the resort.
3. Observe proper storing of equipment in its
place after using.
4. Practice equipment check before and after
using.
5. Demonstrate proficiency in providing
assistance to others in operating the
equipment and facilities

Level of Performance
B. Communication Skills 4 3 2 1
1. Respond to questions urgently and tactfully.
2. Delivers information correctly to people from
different group/department.
3. Listen and understand the queries of customer
and respond to them in a positive one.
4. Practice proper attitude in responding the
queries of customer.
5. Talk to customers regarding their service
satisfaction of resort’s services.

Level of Performance
C. Job Skillss 4 3 2 1
1. Ability to work under pressure
2. Flexibility at work
3. Adaptability of the working environment
4. Accuracy in work
 34

5. Analyzing problems and datas

Level of Performance
D. Interpersonal Skills 4 3 2 1
1. Establishing rapport and maintaining
harmonious working relationship.
2. Participating in this discussion, listens and
responds to verbal and non-verbal
comunication.
3. Displaying commitment to work and to people;
maintaining cooperation and support.
4. Showing awareness and sensitivity to other
people and cultures.
5. Demonstrates effective social behaviour in
various setting.
 35

APPENDIX C

RESEARCH BUDGET

Expenses Units Cost per Unit Total Cost

1.Travel
Transportation to 4 8 32
Bohol Tropics
Resort
Transportation to 12 8 96
Dao Diamond
Resort
Transportation to 4 8 32
Bohol Sunset Villa
Resort
Transportation to 4 8 32
Water Paradise
Resort
2. Research Equipment
Survey 400 .60 240
Questionnaires
3. Research Materials
Cellphone uses 5 loads 85
load 17
Ballpen 2 6 12
Paper and 10 1 10
bondpapaer
Researching in 9 hours 12/hr. 108
internet cafes in
hours
Total Expenses 647
 36

APPENDIX D SAMPLE ANSWERED QUESTIONNAIRE

JOB SATISFACTION AND WORK PERFORMANCE

QUESTIONNAIRE

To the respondents,

Good day !
The researchers are conducting the study on “JOB SATISFACTION AND
WORK PERFORMANCE OF EMPLOYEES IN RESORT OF TAGBILARAN
CITY”. In this context, we are asking your precious time to accomplish the
questionnaire which is essential in the realization in this pursuit. We appreciate
your cooperation and honesty.
Thank you !

The researchers

Name(optional):___________________________________________________
Gender:Male( ) Female( )
Educational Attainment: Graduate ( ) Non-Graduate ( )
Work Status: Regular ( ) Casual ( )
Tenure of Service: 1 – 10 years ( ) 11-20 ( ) 21-30 years ( ) 31-40 ( )

Directions: Using the scale shown below, rate your level of satisfaction with the
following aspects of your job. Indicate a check( / ) mark in line with your chosen
rate.

Rating Scale

4 - Outstanding
3 - Very Satisfactory
 37

2 - Satisfactory
1 - Poor

I. JOB SATISFACTION
4 3 2 1

GENERAL WORKING CONDITIONS (O) (VS) (S) (P)

6. Hours worked each week

7. Flexibility in scheduling
8. Location of work
9. Ventilation of work station
10. Job security
4 3 2 1
PAY AND PROMOTION POTENTIAL (O) (VS) (S) (P)
6. Salary
7. Opportunities for Promotion
8. Benefits (Health insurance, life insurance.
Etc.)
9. Amount of paid vacation time/sick leave
offered
10. Recognition for work accomplished
4 3 2 1
WORK RELATIONSHIPS (O) (VS) (S) (P)

6. Relationships with your co-workers

7. Relationship(s) with your supervisor(s) /
heads
8. Relationships with your subordinates (if
applicable)
9. Relationships with clients
10. Relationships with top managers
4 3 2 1
 38

USE OF SKILLS AND ABILITIES (O) (VS) (S) (P)

6. Opportunity to utilize your skills and talents

7. Opportunity to learn new skills
8. Support for additional training and education
9. Adequate opportunity for periodic changes in
duties
10. Opportunity to apply the new skills

II. WORK PERFORMANCE

INSTRUCTION: This part of the questionnaire is designed to help you

describe your level of performance as you perceive it. Please put a check
mark ( / ) on the space provided for your answer that best describe your
personal views of the following statements. Your utmost sincerity of
answering the questionnaire is highly appreciated.

Rating Skill :

4 – Very High
3 – High
2 – Low
1 – Poor

Level of Performance
E. Technical Skills 4 3 2 1
6. Proficiently operate the equipment in the
resort.
 39

7. Fix and report malfunction of the machines and

facilities in the resort.
8. Observe proper storing of equipment in its
place after using.
9. Practice equipment check before and after
using.
10. Demonstrate proficiency in providing
assistance to others in operating the
equipment and facilities

Level of Performance
F. Communication Skills 4 3 2 1
6. Respond to questions urgently and tactfully.
7. Delivers information correctly to people from
different group/department.
8. Listen and understand the queries of customer
and respond to them in a positive one.
9. Practice proper attitude in responding the
queries of customer.
10. Talk to customers regarding their service
satisfaction of resort’s services.

Level of Performance
G. Job Skillss 4 3 2 1
2 Ability to work under pressure
3 Flexibility at work
4 Adaptability of the working
environment
 40

5 Accuracy in work
6 Analyzing problems and datas

Level of Performance
H. Interpersonal Skills 4 3 2 1
6. Establishing rapport and maintaining
harmonious working relationship.
7. Participating in this discussion, listens and
responds to verbal and non-verbal
comunication.
8. Displaying commitment to work and to people;
maintaining cooperation and support.
9. Showing awareness and sensitivity to other
people and cultures.
10. Demonstrates effective social behaviour in
various setting.
 41

JOB SATISFACTION AND WORK PERFORMANCE

QUESTIONNAIRE

To the respondents,

Good day !
The researchers are conducting the study on “JOB SATISFACTION AND
WORK PERFORMANCE OF EMPLOYEES IN RESORT OF TAGBILARAN
CITY”. In this context, we are asking your precious time to accomplish the
questionnaire which is essential in the realization in this pursuit. We appreciate
your cooperation and honesty.
Thank you !

The researchers

Name(optional):___________________________________________________
Gender:Male( ) Female( )
Educational Attainment: Graduate ( ) Non-Graduate ( )
Work Status: Regular ( ) Casual ( )
Tenure of Service: 1 – 10 years ( ) 11-20 ( ) 21-30 years ( ) 31-40 ( )

Directions: Using the scale shown below, rate your level of satisfaction with the
following aspects of your job. Indicate a check( / ) mark in line with your chosen
rate.

Rating Scale

4 - Outstanding
3 - Very Satisfactory
2 - Satisfactory
1 - Poor
 42

I. JOB SATISFACTION
4 3 2 1

GENERAL WORKING CONDITIONS (O) (VS) (S) (P)

11. Hours worked each week

12. Flexibility in scheduling
13. Location of work
14. Ventilation of work station
15. Job security
4 3 2 1
PAY AND PROMOTION POTENTIAL (O) (VS) (S) (P)
11. Salary
12. Opportunities for Promotion
13. Benefits (Health insurance, life insurance.
Etc.)
14. Amount of paid vacation time/sick leave
offered
15. Recognition for work accomplished
4 3 2 1
WORK RELATIONSHIPS (O) (VS) (S) (P)

11. Relationships with your co-workers

12. Relationship(s) with your supervisor(s) /
heads
13. Relationships with your subordinates (if
applicable)
14. Relationships with clients
15. Relationships with top managers
4 3 2 1
USE OF SKILLS AND ABILITIES
 43

(O) (VS) (S) (P)

11. Opportunity to utilize your skills and talents
12. Opportunity to learn new skills
13. Support for additional training and education
14. Adequate opportunity for periodic changes in
duties
15. Opportunity to apply the new skills

II. WORK PERFORMANCE

INSTRUCTION: This part of the questionnaire is designed to help you

describe your level of performance as you perceive it. Please put a check
mark ( / ) on the space provided for your answer that best describe your
personal views of the following statements. Your utmost sincerity of
answering the questionnaire is highly appreciated.

Rating Skill :

4 – Very High
3 – High
2 – Low
1 – Poor

Level of Performance
J. Technical Skills 4 3 2 1
11. Proficiently operate the equipment in the
resort.
 44

12. Fix and report malfunction of the machines and

facilities in the resort.
13. Observe proper storing of equipment in its
place after using.
14. Practice equipment check before and after
using.
15. Demonstrate proficiency in providing
assistance to others in operating the
equipment and facilities

Level of Performance
K. Communication Skills 4 3 2 1
11. Respond to questions urgently and tactfully.
12. Delivers information correctly to people from
different group/department.
13. Listen and understand the queries of customer
and respond to them in a positive one.
14. Practice proper attitude in responding the
queries of customer.
15. Talk to customers regarding their service
satisfaction of resort’s services.

Level of Performance
L. Job Skillss 4 3 2 1
2 Ability to work under pressure
3 Flexibility at work
4 Adaptability of the working
environment
 45

5 Accuracy in work
6 Analyzing problems and datas

Level of Performance
M. Interpersonal Skills 4 3 2 1
11. Establishing rapport and maintaining
harmonious working relationship.
12. Participating in this discussion, listens and
responds to verbal and non-verbal
comunication.
13. Displaying commitment to work and to people;
maintaining cooperation and support.
14. Showing awareness and sensitivity to other
people and cultures.
15. Demonstrates effective social behaviour in
various setting.
 46

JOB SATISFACTION AND WORK PERFORMANCE

QUESTIONNAIRE

To the respondents,

Good day !
The researchers are conducting the study on “JOB SATISFACTION AND
WORK PERFORMANCE OF EMPLOYEES IN RESORT OF TAGBILARAN
CITY”. In this context, we are asking your precious time to accomplish the
questionnaire which is essential in the realization in this pursuit. We appreciate
your cooperation and honesty.
Thank you !

The researchers

Name(optional):___________________________________________________
Gender:Male( ) Female( )
Educational Attainment: Graduate ( ) Non-Graduate ( )
Work Status: Regular ( ) Casual ( )
Tenure of Service: 1 – 10 years ( ) 11-20 ( ) 21-30 years ( ) 31-40 ( )

Directions: Using the scale shown below, rate your level of satisfaction with the
following aspects of your job. Indicate a check( / ) mark in line with your chosen
rate.

Rating Scale

4 - Outstanding
 47

3 - Very Satisfactory
2 - Satisfactory
1 - Poor

I. JOB SATISFACTION
4 3 2 1

GENERAL WORKING CONDITIONS (O) (VS) (S) (P)

16. Hours worked each week

17. Flexibility in scheduling
18. Location of work
19. Ventilation of work station
20. Job security
4 3 2 1
PAY AND PROMOTION POTENTIAL (O) (VS) (S) (P)
16. Salary
17. Opportunities for Promotion
18. Benefits (Health insurance, life insurance.
Etc.)
19. Amount of paid vacation time/sick leave
offered
20. Recognition for work accomplished
4 3 2 1
WORK RELATIONSHIPS (O) (VS) (S) (P)

16. Relationships with your co-workers

17. Relationship(s) with your supervisor(s) /
heads
18. Relationships with your subordinates (if
applicable)
19. Relationships with clients
 48

20. Relationships with top managers

4 3 2 1
USE OF SKILLS AND ABILITIES
(O) (VS) (S) (P)

16. Opportunity to utilize your skills and talents

17. Opportunity to learn new skills
18. Support for additional training and education
19. Adequate opportunity for periodic changes in
duties
20. Opportunity to apply the new skills

II. WORK PERFORMANCE

INSTRUCTION: This part of the questionnaire is designed to help you

describe your level of performance as you perceive it. Please put a check
mark ( / ) on the space provided for your answer that best describe your
personal views of the following statements. Your utmost sincerity of
answering the questionnaire is highly appreciated.

Rating Skill :

4 – Very High
3 – High
2 – Low
1 – Poor

Level of Performance
N. Technical Skills 4 3 2 1
 49

16. Proficiently operate the equipment in the

resort.
17. Fix and report malfunction of the machines and
facilities in the resort.
18. Observe proper storing of equipment in its
place after using.
19. Practice equipment check before and after
using.
20. Demonstrate proficiency in providing
assistance to others in operating the
equipment and facilities

Level of Performance
O. Communication Skills 4 3 2 1
16. Respond to questions urgently and tactfully.
17. Delivers information correctly to people from
different group/department.
18. Listen and understand the queries of customer
and respond to them in a positive one.
19. Practice proper attitude in responding the
queries of customer.
20. Talk to customers regarding their service
satisfaction of resort’s services.

Level of Performance
P. Job Skillss 4 3 2 1
2 Ability to work under pressure
3 Flexibility at work
 50

4 Adaptability of the working

environment
5 Accuracy in work
6 Analyzing problems and datas

Level of Performance
Q. Interpersonal Skills 4 3 2 1
16. Establishing rapport and maintaining
harmonious working relationship.
17. Participating in this discussion, listens and
responds to verbal and non-verbal
comunication.
18. Displaying commitment to work and to people;
maintaining cooperation and support.
19. Showing awareness and sensitivity to other
people and cultures.
20. Demonstrates effective social behaviour in
various setting.
 51

JOB SATISFACTION AND WORK PERFORMANCE

QUESTIONNAIRE

To the respondents,

Good day !
The researchers are conducting the study on “JOB SATISFACTION AND
WORK PERFORMANCE OF EMPLOYEES IN RESORT OF TAGBILARAN
CITY”. In this context, we are asking your precious time to accomplish the
questionnaire which is essential in the realization in this pursuit. We appreciate
your cooperation and honesty.
Thank you !

The researchers

Name(optional):___________________________________________________
Gender:Male( ) Female( )
Educational Attainment: Graduate ( ) Non-Graduate ( )
Work Status: Regular ( ) Casual ( )
Tenure of Service: 1 – 10 years ( ) 11-20 ( ) 21-30 years ( ) 31-40 ( )

Directions: Using the scale shown below, rate your level of satisfaction with the
following aspects of your job. Indicate a check( / ) mark in line with your chosen
rate.

Rating Scale

4 - Outstanding
3 - Very Satisfactory
2 - Satisfactory
 52

1 - Poor

I. JOB SATISFACTION

4 3 2 1

GENERAL WORKING CONDITIONS (O) (VS) (S) (P)

21. Hours worked each week

22. Flexibility in scheduling
23. Location of work
24. Ventilation of work station
25. Job security
4 3 2 1
PAY AND PROMOTION POTENTIAL (O) (VS) (S) (P)
21. Salary
22. Opportunities for Promotion
23. Benefits (Health insurance, life insurance.
Etc.)
24. Amount of paid vacation time/sick leave
offered
25. Recognition for work accomplished
4 3 2 1
WORK RELATIONSHIPS (O) (VS) (S) (P)

21. Relationships with your co-workers

22. Relationship(s) with your supervisor(s) /
heads
23. Relationships with your subordinates (if
applicable)
24. Relationships with clients
25. Relationships with top managers
4 3 2 1
 53

USE OF SKILLS AND ABILITIES (O) (VS) (S) (P)

21. Opportunity to utilize your skills and talents

22. Opportunity to learn new skills
23. Support for additional training and education
24. Adequate opportunity for periodic changes in
duties
25. Opportunity to apply the new skills

II. WORK PERFORMANCE

INSTRUCTION: This part of the questionnaire is designed to help you

describe your level of performance as you perceive it. Please put a check
mark ( / ) on the space provided for your answer that best describe your
personal views of the following statements. Your utmost sincerity of
answering the questionnaire is highly appreciated.

Rating Skill :

4 – Very High
3 – High
2 – Low
1 – Poor

Level of Performance
R. Technical Skills 4 3 2 1
21. Proficiently operate the equipment in the
resort.
 54

22. Fix and report malfunction of the machines and

facilities in the resort.
23. Observe proper storing of equipment in its
place after using.
24. Practice equipment check before and after
using.
25. Demonstrate proficiency in providing
assistance to others in operating the
equipment and facilities

Level of Performance
S. Communication Skills 4 3 2 1
21. Respond to questions urgently and tactfully.
22. Delivers information correctly to people from
different group/department.
23. Listen and understand the queries of customer
and respond to them in a positive one.
24. Practice proper attitude in responding the
queries of customer.
25. Talk to customers regarding their service
satisfaction of resort’s services.

Level of Performance
T. Job Skillss 4 3 2 1
2 Ability to work under pressure
3 Flexibility at work
4 Adaptability of the working
environment
 55

5 Accuracy in work
6 Analyzing problems and datas

Level of Performance
U. Interpersonal Skills 4 3 2 1
21. Establishing rapport and maintaining
harmonious working relationship.
22. Participating in this discussion, listens and
responds to verbal and non-verbal
comunication.
23. Displaying commitment to work and to people;
maintaining cooperation and support.
24. Showing awareness and sensitivity to other
people and cultures.
25. Demonstrates effective social behaviour in
various setting.
 56

JOB SATISFACTION AND WORK PERFORMANCE

QUESTIONNAIRE

To the respondents,

Good day !
The researchers are conducting the study on “JOB SATISFACTION AND
WORK PERFORMANCE OF EMPLOYEES IN RESORT OF TAGBILARAN
CITY”. In this context, we are asking your precious time to accomplish the
questionnaire which is essential in the realization in this pursuit. We appreciate
your cooperation and honesty.
Thank you !

The researchers

Name(optional):___________________________________________________
Gender:Male( ) Female( )
Educational Attainment: Graduate ( ) Non-Graduate ( )
Work Status: Regular ( ) Casual ( )
Tenure of Service: 1 – 10 years ( ) 11-20 ( ) 21-30 years ( ) 31-40 ( )

Directions: Using the scale shown below, rate your level of satisfaction with the
following aspects of your job. Indicate a check( / ) mark in line with your chosen
rate.

Rating Scale

4 - Outstanding
3 - Very Satisfactory
 57

2 - Satisfactory
1 - Poor

I.JOB SATISFACTION
4 3 2 1

GENERAL WORKING CONDITIONS (O) (VS) (S) (P)

26. Hours worked each week

27. Flexibility in scheduling
28. Location of work
29. Ventilation of work station
30. Job security
4 3 2 1
PAY AND PROMOTION POTENTIAL (O) (VS) (S) (P)
26. Salary
27. Opportunities for Promotion
28. Benefits (Health insurance, life insurance.
Etc.)
29. Amount of paid vacation time/sick leave
offered
30. Recognition for work accomplished
4 3 2 1
WORK RELATIONSHIPS (O) (VS) (S) (P)

26. Relationships with your co-workers

27. Relationship(s) with your supervisor(s) /
heads
28. Relationships with your subordinates (if
applicable)
29. Relationships with clients
30. Relationships with top managers
 58

4 3 2 1
USE OF SKILLS AND ABILITIES
(O) (VS) (S) (P)

26. Opportunity to utilize your skills and talents

27. Opportunity to learn new skills
28. Support for additional training and education
29. Adequate opportunity for periodic changes in
duties
30. Opportunity to apply the new skills

II. WORK PERFORMANCE

INSTRUCTION: This part of the questionnaire is designed to help you

describe your level of performance as you perceive it. Please put a check
mark ( / ) on the space provided for your answer that best describe your
personal views of the following statements. Your utmost sincerity of
answering the questionnaire is highly appreciated.

Rating Skill :

4 – Very High
3 – High
2 – Low
1 – Poor

Level of Performance
V. Technical Skills 4 3 2 1
26. Proficiently operate the equipment in the
 59

resort.
27. Fix and report malfunction of the machines and
facilities in the resort.
28. Observe proper storing of equipment in its
place after using.
29. Practice equipment check before and after
using.
30. Demonstrate proficiency in providing
assistance to others in operating the
equipment and facilities

Level of Performance
W. Communication Skills 4 3 2 1
26. Respond to questions urgently and tactfully.
27. Delivers information correctly to people from
different group/department.
28. Listen and understand the queries of customer
and respond to them in a positive one.
29. Practice proper attitude in responding the
queries of customer.
30. Talk to customers regarding their service
satisfaction of resort’s services.

Level of Performance
X. Job Skillss 4 3 2 1
2 Ability to work under pressure
3 Flexibility at work
 60

4 Adaptability of the working

environment
5 Accuracy in work
6 Analyzing problems and datas

Level of Performance
Y. Interpersonal Skills 4 3 2 1
26. Establishing rapport and maintaining
harmonious working relationship.
27. Participating in this discussion, listens and
responds to verbal and non-verbal
comunication.
28. Displaying commitment to work and to people;
maintaining cooperation and support.
29. Showing awareness and sensitivity to other
people and cultures.
30. Demonstrates effective social behaviour in
various setting.
 61

APPENDIX E
COMPUTATIONS OF STATISTICAL TREATMENT
I. JOB SATISFACTION
A. General Working Condition
Content of the Subject 4 3 2 1 Weighte Average
d mean weighted
mean
1. Hours worked each week 36 40 21 3 30.9
2. Flexibility in scheduling 38 50 10 2 32.4
3. Location of work 38 40 15 7 30.9
31.92
4. Ventilation of work station 38 48 10 7 32.3
5. Job security 42 35 15 8 33.1

B. Pay and Promotion Potential

Content of the Subject 4 3 2 1 Weighte Average
d mean weighted
mean
1. Salary 18 57 18 7 28.6
2. Opportunities for 21 61 13 5 29.8
Promotion
3. Benefits (Health insurance, 24 48 22 6 29
life insurance. Etc.) 29.18
4. Amount of paid vacation 28 48 16 8 29.6
time/sick leave offered
5. Recognition for work 24 47 23 6 28.9
accomplished

C. Work Relationship
Content of the Subject 4 3 2 1 Weighte Average
d mean weighted
mean
 62

1. Relationships with your co- 34 47 16 3 31.2

workers
2. Relationship(s) with your 30 45 21 4 30.1
supervisor(s) / heads
3. Relationships with your 20 55 21 4 29.1
subordinates (if applicable) 30.06
4. Relationships with clients 26 51 21 2 30.1
5. Relationships with top 25 50 23 2 29.8
managers

D. Use of Skills and Abilities

Content of the Subject 4 3 2 1 Weighte Average
d mean weighted
mean
1. Opportunity to utilize your 33 52 12 3 31.5
skills and talents
2. Opportunity to learn new 35 48 15 2 31.6
skills
3. Support for additional 29 50 17 4 30.4
training and education
4. Adequate opportunity for 31 37 24 8 29.1
periodic changes in duties 30.68
5. Opportunity to apply the 32 45 22 1 30.8
new skills

II. WORK PERFORMANCE

A. Technical Skills
Content of the Subject 4 3 2 1 Weighted Average
mean weighted
mean
1. Proficiently operate the 35 47 16 2 31.5
equipment in the resort.
2. Fix and report malfunction of 34 45 19 2 31.1
the machines and facilities in
the resort.
 63

3. Observe proper storing of 35 47 11 7 31

equipment in its place after
using.
4. Practice equipment check 38 42 19 1 31.7 31.28
before and after using.
5. Demonstrate proficiency in 30 55 11 4 31.1
providing assistance to
a. others in operating the
equipment and
facilities

B. Communication Skills
Content of the Subject 4 3 2 1 Weighted Average
mean weighted
mean
1. Respond to questions 30 53 8 2 29.3
urgently and tactfully.
2. Delivers information 35 49 8 8 31.1
correctly to people from
different
group/department.
3. Listen and understand 23 60 14 3 30.3
the queries of customer
and respond to them in a
positive one.
4. Practice proper attitude in 37 49 13 1 32.2
30.68
responding the queries of
customer.
5. Talk to customers 25 57 16 2 30.5
regarding their service
satisfaction of resort’s
 64

services.

C. Job Skills
Content of the Subject 4 3 2 1 Weighted Average
mean weighted
mean
6. Ability to work under 30 56 12 2 31.4
pressure
7. Flexibility at work 38 44 14 4 31.6
8. Adaptability of the working 30 57 12 1 31.6
environment
31.56
9. Accuracy in work 36 44 18 2 31.4
10. Analyzing problems and 33 55 12 1 31.8
datas

D. Interpersonal Skills
Content of the Subject 4 3 2 1 Weighted Average
mean weighted
mean
1. Establishing rapport and 31 56 12 1 31.7
maintaining harmonious
working relationship.
2. Participating in this 38 50 10 2 32.4
discussion, listens and
responds to verbal and
non-verbal comunication.
3. Displaying commitment to 28 59 13 0 31.5
work and to people;
maintaining cooperation
and support.
31.76
4. Showing awareness and 32 54 11 3 31.5
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sensitivity to other people

and cultures.
5. Demonstrates effective 32 56 9 3 31.7
social behaviour in
various setting.

Pearson Product Moment Correlation Coefficient

 66

Let x = General Working Condition

Let y = Technical Skills

X Y xy

30.9 31.5 954.81 992.25 973.35

32.4 31.1 1049.76 967.21 1007.64
30.9 31 954.81 961 957.9
32.3 31.7 1043.29 1004.89 1023.91
33.1 31.1 1095.61 992.25 1029.41

∑x=159.6 ∑y=156.4 ∑ = 5,098.28 ∑ =4,917.6 ∑ =4,992.21

r=

r= .87
where :
n= the number of respondents

= sum of the responses to the job satisfaction

= sum of the responses to the work performance

∑ = sum of the squared job satisfaction responses

∑ = sum of the squared work performance responses

To test the significance, t-test were used;

Critical value= -/+ 3.182 with 95% confidence level

t = 3.05
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Let x = Pay and Promotion Potential

Let y = Communication Skills

X Y xy

28.6 29.3 817.96 858.49 837.98

29.8 31.1 888.04 967.21 926.78
29 30.3 841 918.09 878.7
29.6 32.2 876.16 1036.84 953.12
28.9 30.5 835.21 930.25 881.45

∑x=145.9 ∑y=153.4 ∑ = 4,258.37 ∑ =4,710.88 ∑ =4,478.03

r=

r= .84
where :
n= the number of respondents

= sum of the responses to the job satisfaction

= sum of the responses to the work performance

∑ = sum of the squared job satisfaction responses

∑ = sum of the squared work performance responses

To test the significance, t-test were used;

Critical value= -/+ 2.353 with 90% confidence level

t = 2.68
 68

Let x = Work Relationship

Let y = Job Skills

X Y xy

31.2 31.4 973.44 985.96 979.68

30.1 31.6 906.01 998.56 951.16
29.1 31.6 846.81 998.56 919.56
30.1 31.4 906.01 985.96 945.14
29.8 31.8 888.04 1011.24 947.64

∑x=150.3 ∑y=151.8 ∑ = 4,520.31 ∑ =4,980.28 ∑ =4,743.18

r=

r= .89
where :
n= the number of respondents

= sum of the responses to the job satisfaction

= sum of the responses to the work performance

∑ = sum of the squared job satisfaction responses

∑ = sum of the squared work performance responses

To test the significance, t-test were used;

 69

Critical value= -/+ 3.182with 95% confidence level

t = 3.38

Let x = Use of skills and abilities

Let y = Interpersonal skills

X Y xy

31.5 31.7 992.25 1004.89 998.55

31.6 32.4 998.56 1049.76 1023.84
30.4 31.5 924.16 992.25 957.6
29.1 31.5 846.81 992.25 916.65
30.8 31.7 948.64 1004.89 976.36

∑x=153.4 ∑y=158.8 ∑ = 4,710.42 ∑ =5,044.04 ∑ =4873

r=

r= .67
where :
n= the number of respondents

= sum of the responses to the job satisfaction

= sum of the responses to the work performance

 70

∑ = sum of the squared job satisfaction responses

∑ = sum of the squared work performance responses

To test the significance, t-test were used;

Critical value= -/+ 2.353with 90% confidence level

t = 1.56

Overall Job Satisfaction and Work Performance

Weighted Mean of Job Satisfaction Weighted Mean of Work

Performance
2.1 General Working Condition 3.1 Technical Skills
30.9 31.5
32.4 31.1
30.9 31
32.3 31.7
33.1 31.1
2.2 Pay and Promotion Potential 3.2 Communication Skills
28.6 29.3
29.82 31.1
29 30.3
29.6 32.2
28.9 30.5
2.3 Work Relationship 3.3 Job Skills
31.2 31.4
30.1 31.6
29.1 31.6
30.1 31.4
29.82 31.8
2.4 Use of Skills and Abilities 3.4 Interpersonal Skills
31.5 31.7
31.6 32.4
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30.4 31.5
29.1 31.5
30.8 31.7
Pearson (r) = .37 Low/Slight Correlation

r=

r= .37
Where:
n= the number of respondents

= sum of the responses to the job satisfaction

= sum of the responses to the work performance

∑ = sum of the squared job satisfaction responses

∑ = sum of the squared work performance responses

To test the significance, t-test were used;

Critical value= -/+ 2.353with 95% confidence level

t = 6.19
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DOCUMENTATION
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