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JOB SATISFACTION OF SOCIAL SECURITY SYSTEM (SSS) EMPLOYEES AND GOVERNMENT SERVICE INSURANCE SYSTEM (GSIS) EMPLOYEES AT QUEZON

CITY BRANCH OFFICE
Researchers: Hernandez, Caztina A. Marcaida, Arkhe Joseph G. Santos, Joyce Anne H. BSA 4-11
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October 17, 2013

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INTRODUCTION
The descriptive method was used in the research which describes data and characteristics about the population or phenomenon being studied. Descriptive research answers the questions who, what, where, and how. The instrument used was the survey form of questionnaires. Statistical analysis was done with the use of frequency and percentage ranking, weighted mean and analysis of variance.

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STATEMENT OF THE PROBLEM
This study aims to determine the levels of job satisfaction and performance of the Social Security System (SSS) and Government Service Insurance System (GSIS) employees in Quezon City Branch Office.Furthermore, this study attempted to call the management’s attention for job motivators that need improvement.

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1.6 Number of Dependents. 1.Specifically. this research endeavoured to answer the following: 1. 1.5 Length of Service. 1.1 Age.7 Status of Employment.2 Sex. 1.0 What is the profile of the Social Security System and Government Service Insurance System employees according to: 1.8 Monthly Salary. 1.3 Civil Status. 1. 1.4 Highest Educational Attainment.9 Position? Powerpoint Templates Page 4 . and.

4 Motivation and promotion Powerpoint Templates Page 5 .3 Environment and co-workers relationship 2.1 Nature of Work 2.2 Salary and other benefits 2.2. How would the level of job satisfaction of the respondents be described in terms of: 2.

3. among positions or age. Is there a difference in the level of job satisfaction between genders. workloads and years of service? Powerpoint Templates Page 6 .

4. Does the level of satisfaction significantly affect the performance of the employees? Powerpoint Templates Page 7 .

5. which management provides more satisfaction to their respective employees? Powerpoint Templates Page 8 . What is the difference in the level of job satisfaction between the SSS and GSIS employees.

summary of findings were stated: Powerpoint Templates Page 9 . In light of the data analyzed by the researchers.SUMMARY OF FINDINGS The study is entitled “JOB SATISFACTION OF SOCIAL SECURITY SYSTEM (SSS) AND GOVERNMENT SERVICE INSURANCE SYSTEM (GSIS) QUEZON CITY BRANCH OFFICE EMPLOYEES ”.

33 percent are male respondents.0 percent are already married. Profile of the Respondents SSS • • The mean age is 39. Twenty-six employees or 86.0 percent are still single. The age of respondents ranges from below 25 to 56 years and above.1. Twelve respondents or 40. • Powerpoint Templates Page 10 . While 18 employees or 60.83 years.67 percent are female while only 4 employees or 13.

0 percent took Masters Degree.• Twenty-one employees or 70. Powerpoint Templates Page 11 . • The mean years of service of the employees are more than 16 years. It ranges from less than 10 years to 41 years and above. And 9 employees or 30.0 percent were College Graduate.

67 percent have a salary ranging from P30. 000-30.33 percent hold rank and file position.000. 75.67 percent hold supervisory position. Their monthly salary mean is P24.33 percent have a salary ranging from P14. 166.000. 001-40. • Twenty five employees or 83. Powerpoint Templates Page 12 .• Twenty five employees or 83. Five employees or 16. Five employees or 16.

• Fourteen employees or 46.33 percent are female while 14 employees or 46.66 percent are widow Powerpoint Templates Page 13 . The age of respondents ranges from below 25 to 56 years and above.67 percent are already married. While 2 employees or 6.97 years.GSIS • The mean age is 39. • Sixteen employees or 53.67 percent are still single and also 14 employees or 46.67 percent are male respondents.

67 percent were High School Graduate. • The mean years of service of the employees are more than 12 years. Twelve employees or 40 percent have been in service for 11-20 years Powerpoint Templates Page 14 .• Nineteen employees or 63. It ranges from less than 10 to 41 years and above.0 percent took Masters Degree.33 percent were College Graduate. Nine employees or 30. While only 2 employees or 6.

P30.• Majority or twenty two employees or 73. Four employees or 13.P40. 800. 000. 000. 001. 000. 13 Powerpoint Templates Page 15 .34 percent have a salary ranging from P14. Their monthly salary mean is P26.34 percent hold rank and file position.33 percent hold supervisory position • Twenty two employees or 73.33 percent have a salary ranging from P30. Four employees or 13.33 percent hold managerial position and also four employees or 13.

2. civil status. The one-way analysis of variance indicated no significant differences in the job satisfaction level of SSS and GSIS Quezon City Branch employees due to age. present position. highest educational attainment. length of service. sex. Powerpoint Templates Page 16 . and monthly salary at 5 percent level of significance.

and advancements.02. 4. growth prospective. and advancements.32. and congruence were very satisfactory with the average weighted means of 4.17.11.Findings of the study showed that the respondents agreed that leadership and capability of immediate superior. The study also revealed that the level of satisfaction and availability with regards to the leadership and capability of immediate superior. Powerpoint Templates Page 17 . and 4. rewards. and congruence were substantially important to obtain a high satisfaction towards their work with the average weighted means of 4. 4. and 3.89. growth prospective.90. rewards.

and 10.76 probability is less than 9. The age of the respondents has a significant difference in nature of work.76 probability is less than 8.76 probability is less than 7. environment and co-worker relationship. in salary and other benefits 2. with regards to nature of work. and motivation and promotion is rejected.80. Thus. in environment and co-worker relationship 2. In the ANOVA test. the hypothesis that there is no significant difference between the profiles of the respondents when classified according to age.17. 7. salary and other benefits.15.17.80. and in motivation and promotion 2.20. Powerpoint Templates Page 18 .a.15. 2.20 surpassed the required value for significance. the f-ratios 9.76 probability is less than 10. 8.

in environment and coworker relationship 4. the f-ratio 10.b.20 probability is less than 10. The sex of the respondents has significant difference in nature of work. 2.20 probability is greater than 1.60. Table 16 also show that there is no significant difference in salary and other benefits 4.05. with regards to nature of work is rejected and with regards to salary and other benefits.20 probability is greater than 2. and in motivation and promotion 4.04.20 probability is greater than 2.21 did not reach the required value for significance. Thus.05 surpassed the required value for significance. 4.04. environment and co-worker relationship. whereas. the f-ratios 2. and motivation and promotion are accepted. the hypothesis that there is no significant difference between the profiles of the respondents when classified according to sex.21. Powerpoint Templates Page 19 .60. On the other hand. and 1. In the ANOVA test.

49.16. The civil status of the respondents has no significant difference in nature of work.49.35 probability is greater than 1. salary and other benefits.27. and motivation and promotion is accepted.50. with regards to nature of work . motivation and promotion 3.c. environment and co-worker relationship. Thus.35 probability is greater than . In the ANOVA test.35 probability is greater than . in salary and other benefits 3. . the f-ratios 1. 3.35 probability is greater than .16 did not reach the required value for significance. in environment and co-worker relationship 3. .27.50. Powerpoint Templates Page 20 . and . the hypothesis that there is no significant difference between the profiles of the respondents when classified according to highest educational attainment.

in salary and other benefits 2. and 12. and motivation and promotion is rejected. Powerpoint Templates Page 21 . the f-ratios 13. In the ANOVA test.99 probability is less than 5. the hypothesis that there is no significant difference between the profiles of the respondents when classified according to length of service.99 probability is less than 13. 2.51.49. 5.49. 7. salary and other benefits.66.99 probability is less than 7. with regards to nature of work . in environment and coworker relationship 2.d. The length of service of the respondents a significant difference in nature of work.54.99 probability is less than 12.66. and in motivation and promotion 2. environment and co-worker relationship.54.51 surpassed the required value for significance. Thus.

with regards to nature of work.27. . and motivation and promotion is rejected.04.01.86.01. the hypothesis that there is no significant difference between the profiles of the respondents when classified according to present position. and with regards to salary and other benefits is Powerpoint Templates accepted. . and .35 probability is less than 12.04. environment and co-worker relationship. In the ANOVA test.58.35 probability is greater than 3.49. Table 20 also show that there is no significant difference salary and other benefits 3.86 surpassed the required value for significance and 3.16 did not reach the required value for significance. in environment and co-worker relationship 3. and 5.35 probability is less than 5. 5. in motivation and promotion 3. Thus. Page 22 . 3.58. The present position of the respondents significant difference in nature of work.35 probability is less than 5.e. the f-ratios 12. On the other hand.

58. 3. In the ANOVA test. the f-ratios 12.16 did not reach the required value for significance. The present position of the respondents significant difference in nature of work. On the other hand.86. environment and co-worker relationship.35 probability is greater than 3.01. Page 23 . in environment and co-worker relationship 3. Table 20 also show that there is no significant difference salary and other benefits 3.f. and 5.35 probability is less than 5. and motivation and promotion is rejected.27. and with regards to salary and other benefits is Powerpoint Templates accepted. .49. with regards to nature of work.58. and . Thus.01. 5.35 probability is less than 5.35 probability is less than 12. in motivation and promotion 3. the hypothesis that there is no significant difference between the profiles of the respondents when classified according to present position.04. .04.86 surpassed the required value for significance and 3.

907 and this is equal to the tabular value of 1. In question No. the chi-square indicated that the level of job satisfaction greatly affect the performance of the respondents since the computed value of chi-square for GSIS is 19.47 at 5 percent level of significance and the computed value of chi-square for SSS is 1. Powerpoint Templates Page 24 .3.31 and this is greater than the tabular value of 18.907 at 5 percent level of significance. 4.

The satisfied the employees are. Job satisfaction was found to be related to performance rating. Powerpoint Templates Page 25 .4. the better performances.

She’s been in the organization for more than 16 years. She’s been in the organization for more than 12 years. While the typical employee of GSIS Quezon City Branch is a female and married. receiving a monthly salary of P24. Powerpoint Templates Page 26 . a rank and file employee and a college graduate. 13. receiving a monthly salary of P26. a managerial employee and had finished Masters Degree. 166. 75.97 years old. 800. the following conclusions are hereby presented: • The typical employee of SSS Quezon City Branch is a female and married.83 years old. She is 39. She is 39.Conclusion • Based on the results of the study.

length of service. sex. • Majority of the respondents claimed that they were satisfied with their salary and other benefits.87 and 3. environment and co-workers relationship. civil status. highest educational attainment.31 respectively. Powerpoint Templates Page 27 . motivation and promotion • The personnel respondents when grouped according to their age.• The average job satisfaction of SSS and GSIS Quezon City Branch employees’ index are 2. present position and monthly salary did not affect their job satisfaction and performance.

• The personnel respondents have a very satisfactory performance for the calendar year 2011-2012 and have a very high level of job satisfaction. • The job satisfaction level of employees is quantitatively related to performance rating but other factors like rater influence or the purpose by which it is being conducted are worth subjects of further study. Powerpoint Templates Page 28 .

• Follow-up studies on employee performance work values and level of satisfaction should be conducted. Powerpoint Templates Page 29 . • The performance instrument and coding guide should be improved. • A more thorough analysis of the performance rating process in the system should be conducted. the following recommendations are offered. • Employees should continue to strive hard to improve their performance either through in-service trainings or formal education.Recommendations • In the light of the findings and conclusions drawn.

• The employees must participate in the decision making especially if it concerns them and their work. • Management should focus more attention on the job satisfaction and motivation structure of employees. • Incentive award must be extended to deserving personnel. Powerpoint Templates Page 30 .Recommendations • Management should have a closer look in the areas wherein the level of job classification is lower like motivation and promotion.

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