Table 3

Level of Satisfaction Along the

Workplace Environment Grouped
According to Age
Indicators Mean DER SD
Age 23-31 4.06 High 0.36
Age 32-40 3.52 High 1.17
Age 41-49 4.05 High 1.10
Age 50-58 4.33 High 0.58
Age 59-63 4.00 High 0
Overall Mean 3.99 High

Range Descriptive
Equivalent
Rating
4.51 – 5.00 Very High
3. 51 – 4.50 High
2. 51 – 3.50 Moderate
1.51 – 2.50 Poor
1.00 – 1.50 Very Poor

Interpretation
Table 3 presents the level of satisfaction within the workplace environment categorized
by age groups.

The overall mean satisfaction level across all age groups within the workplace
environment is 3.99, indicating a high level of satisfaction among employees. This high
overall mean suggests that regardless of age, employees tend to exhibit high levels of
satisfaction with their workplace environment. This aligns with many studies indicating
that a positive workplace environment is crucial for overall job satisfaction and well-
being.

The highest mean satisfaction level is observed among employees aged 50-58, with a
mean score of 4.33, indicating a notably high level of satisfaction in this age group. This
indicates that employees aged 50-58 tend to be particularly satisfied with their
workplace environment, possibly due to factors such as job security, career
advancement opportunities, or a supportive work culture.
This finding corroborates with research by K. Kooij (2011) suggesting that employees in
their late career stages tend to have higher job satisfaction levels, possibly due to
increased job security, experience, and seniority.

The lowest mean satisfaction level is observed among employees aged 32-40, with a
mean score of 3.52. This suggests that employees aged 32-40 may be experiencing
some dissatisfaction within the workplace environment, which could be attributed to
factors such as workload, communication issues, or lack of recognition.

While the satisfaction level is lower for this age group, it's still relatively high. However,
this satisfaction level contradicts the study of D.J. McMillan (2016) which suggests that
mid-career employees may experience higher levels of job dissatisfaction due to factors
such as career stagnation and increased responsibilities without commensurate
rewards.

I. Categorization of Satisfaction Per Respondents

Average
Satisfaction
Age
Per
Respondent
23 4.2
23 4.4
24 4
25 3.8
25 3.6
26 4.6
31 3.8
32 3.4
34 4.4
34 1.8
36 4.8
40 3.2
44 5
45 2.6
48 3.8
49 4.8
50 5
55 4
58 4
63 4
 Age 41-
Age 23-31 Age 32-40 49 Age 50-58 Age 59-67
4.2 3.4 5 5 4
4.4 4.4 2.6 4
4 1.8 3.8 4
3.8 4.8 4.8
3.6 3.2
4.6
3.8
 Table 4

Level of Satisfaction Along the Job

Performance Grouped According to Sex
Assigned at Birth and Number of
Trainings Attended
Indicators Mean DER SD
Sex Number of Trainings
Attended
Female 3 to 8 4.13 High 0.74
Male 3 to 8 4.68 Very High 0.41
Female 9 to 14 4.6 Very High 0.00
Male 9 to 14 5 Very High 0.00
Female 15 to 20 4.6 Very High 0.00
Male 15 to 20 3.8 High 0.00
Female 21 to 26 - -
Male 21 to 26 5 Very High 0.00
Female 27 to 30 - -
Male 27 to 30 4 High 0.00
Overall Mean 4.48 High

Interpretation
Table 4 shows the satisfaction level of the respondents along with the job performance
when grouped according to sex assigned at birth and number of trainings attended.
The overall mean satisfaction level in job performance, grouped by sex assigned at birth
and number of trainings attended, is 4.48, indicating a relatively high level of satisfaction
across all categories. This suggests that, on average, both males and females across
different ranges of training attendance exhibit high satisfaction levels with their job
performance.
The highest mean satisfaction level is observed among males who attended 9 to 14 and
21 to 26 training, with a mean score of 5, indicating a very high level of satisfaction
among this group with their job performance. This shows that males who attended 9 to
14 and 21 to 26 training tend to exhibit the highest satisfaction levels with their job
performance compared to other groups.
This can be related to a study conducted by Rattray, M. A., & Jones, S. which provides
empirical evidence supporting the idea that increased training opportunities lead to
higher levels of job satisfaction among employees, emphasizing the importance of
investing in training programs as a means to enhance employee satisfaction and
retention.
The lowest mean satisfaction level is observed among male employees who attended
15 to 20 trainings, with a mean score of 3.8, indicating a slightly lower level of
satisfaction among this group in their job performance. This implies that, when
compared to other groups, male employees who attended 15 to 20 training may be
experiencing less satisfaction with their job performance.
While this is relatively high, this lower satisfaction of males may suggest that there may
be diminishing returns on job satisfaction with continuous training which relates to the
study by José M. Peiró, Pascale Desrumaux, and Andrés J. Piñuel-Madrona (2008)
which suggests that excessive training without corresponding opportunities for
application or advancement can lead to dissatisfaction among employees, emphasizing
the importance of integrating training programs with broader organizational support and
career development strategies.
I. Categorization of Satisfaction Per Respondent

Number of Average
Sex Trainings Level of
assigned attended in Satisfaction
at birth the last 3 Per
years Respondent
F 3 3.6
F 3 4
F 5 3.6
F 5 4.8
F 6 5
F 6 3
F 7 4
F 7 5
F 10 4.6
F 16 4.6
M 4 4.8
M 4 4
M 4 5
M 6 4.6
M 7 5
M 9 5
M 10 5
M 20 3.8
M 21 5
M 30 4
Female

3 to 8 9 to 14 15-16

3.6 4.6 4.6

3.6

4.8

Male
3 to 8 9 to 14 15 to 20 21 to 26 26 to 30
4.8 5 3.8 5 4
4 5
5
4.6
5
 Table 5
Level of Satisfaction Along the Job
Performance Grouped According to Work
Experience
Indicators Mean DER SD
0.5 to 10.4 4.29 High 0.66
10.5 t0 20.4 4.87 Very High 0.23
20.5 to 30.4 5.00 Very High 0.00
30.5 to 40.4 4.00 High 0.00
40.5 to 44 5.00 Very High 0.00
Overall Mean 4.63 Very High

Interpretation
Table 5 shows the satisfaction level of the respondents along the job performance when
grouped according to work experience.
The overall mean satisfaction level in job performance, grouped according to work
experience, is 4.63, indicating a very high level of satisfaction across all experience
ranges. This high overall mean suggests that regardless of work experience, employees
tend to exhibit high levels of satisfaction with their job performance.
The highest mean satisfaction level is observed among employees with 20.5 to 30.4
and 40.5 to 44 years of work experience, with a mean of 5.00, indicating a very high
level of satisfaction among this group regarding job performance.
This can be aligned with the study by N. Khatri (2010) which suggests that employees
with longer tenures tend to have higher job satisfaction levels due to factors such as a
deeper understanding of their roles, higher levels of mastery, and alignment with the
organization's culture.
The lowest mean satisfaction level is observed among employees with 30.5 to 40.4
years of work experience with a mean of 4.00.
While the satisfaction level is lower for this group, it's still reflected as relatively high.
However, it contradicts the study of W.B. Schaufeli (2002) which suggests that as
employees spend more time in their roles, they may experience burnout due to factors
such as increased workload, role ambiguity, and emotional exhaustion, leading to a
decrease in job satisfaction over time.

I. Categorization of Satisfaction Per Respondent

Average
Work Experience
(Years) Satisfaction Per
Respondent
0.5 3
0.8 4
2 4.6
2 4.8
2 5
3 4.6
3 4
4 5
5 3.6
6 3.6
8 3.8
9 5
9 4.8
11 5
16 5
17 4.6
25 5
0.5-10.433.5 10.5-20.4 4
20.5- 30.4 30.5- 40.4 40.5-44
3 39 5 54 4 5
44 5
4 5 4
4.6 4.6
4.8
5
4.6
4
5
3.6
3.6
3.8
5
4.8
Table 6
 Level of Satisfaction Along the
Turnover Intention Grouped According
to Work Experience
Indicators Mean DER SD
0.5 to 10.4 4.12 High 0.66
10.5 t0 20.4 4.73 Very High 0.46
20.5 to 30.4 5.00 Very High 0.00
30.5 to 40.4 4.00 High 0.00
40.5 to 44 4.6 Very High 0.00
Overall Mean 4.49 High

Interpretation
Table 6 shows the satisfaction level of the respondents along the turnover intention
when grouped according to work experience.

The overall mean satisfaction level along turnover intention, grouped according to work
experience, is 4.49, indicating a relatively high level of satisfaction across all experience
ranges. This overall mean suggests that, on average, employees across different
ranges of work experience tend to show high levels of satisfaction with their turnover
intention.

The highest mean satisfaction level is observed among employees with 20.5 to 30.4
years of work experience, with a mean of 5.00, indicating a very high level of
satisfaction among this group regarding turnover intention.

This finding aligns with the research of H.S Yoon (2017) which found that nurses with
extensive work experience tended to have lower turnover intentions. This could be
attributed to factors such as job security, their familiarity with the workplace culture and
established relationships with colleagues.

The lowest mean satisfaction level is observed among employees with 30.5 to 40.4
years of work experience, with a mean of 4.00, indicating a high level of satisfaction
among this group regarding turnover intention.

This finding contradicts the research by W. H. Macey and B. Schneider (2008) which
suggests that employees with longer tenures may have lower turnover intentions due to
factors such as inertia or limited job opportunities elsewhere.
 I. Categorization of Satisfaction Per Respondent

Average Level
Work
Experience
of Satisfaction
(Years) Per
Respondent
0.5 3.2
0.8 3.4
2 4.4
2 4.6
2 5
3 3
3 4.2
4 5
5 3.6
6 4
8 4
9 4.6
9 4.6
11 5
16 5
17 4.2
25 5
33.5 4
39 4
44 4.6
0.5-10.4 10.5-20.4 20.5- 30.4 30.5- 40.4 40.5-44
3.2 5 5 4 4.6
3.4 5 4
4.4 4.2
4.6
5
3
4.2
5
3.6
4
4
4.6
4.6