JOB ENRICHMENT AS ORGANIZATIONAL DEVELOPMENT

INTERVENTION ON IMPROVING EMPLOYEES’

PERFORMANCE
JONATHAN R. JOSE

About the Researcher

Rank/Position: Administrative Officer
School/Agency: Pangasinan State University –Binmaley Campus
Length of Service wit the Department:
Baccalaureate Course:
Background of the Study
• This study aims to determine the effectiveness of Job
Enrichment as an Organizational Development
Intervention (ODI) on improving employee Job Satisfaction
at Pangasinan State University- Binmaley Campus,
Binmaley, Pangasinan.
• In PSU Binmaley, the researcher has foreseen employees
who are leaving the university due to numerous reasons
such as, but not limited to, limited career growth.
• Opportunities to climb the ladder and grow the career
are not that apparent in the university. Monotonous work
causes some of the employees to experience boredom.
Bored-and unchallenged employees experience little
incentive to concern themselves with workplace
productivity.
Background of the Study
• It is the vision of the institution to become an ASEAN
Premier State University in 2020, thus, employees from
the Top Management down to the front-liners need to get
satisfied to be able to give quality service towards the
institution’s stakeholders. This encouraged the researcher
to improve employee satisfaction of the non-teaching staff
through the use of Job Enrichment.
• Job enrichment is a job-design strategy for enhancing job
content by building into it more motivating potential
(Lunenburg 2011). It is an attempt to motivate employees
by giving them the opportunity to use their abilities (Pillai,
Mashood, Amoodi,Husain 2012; Razag and Nawaz, 2011).
Summary
• The study’s main objective is to determine the effectiveness of
Job Enrichment as an Organizational Development Intervention
(ODI) on improving employee Job Satisfaction at Pangasinan
State University- Binmaley Campus, Binmaley, Pangasinan.
• Specifically, it sought to answer the following questions:
• 1. What is the level of satisfaction of the respondents before the
implementation of Job Enrichment as Organizational Development
Intervention program? ;
• 2. What is the level of satisfaction of the respondents after the
implementation of Job Enrichment as Organizational Development
Intervention program?; and ;
• 3. Is their significant difference between the pre-evaluation and post
evaluation results of the respondents after the utilization of Job
Enrichment?
Summary
• Based on the result of the study, the researcher found out that
the result of the pre-evaluation revealed that the respondents
neither agree nor disagree that the institutions met their
expectation and satisfaction in reference to their current job
design or responsibilities.
• After the implementation of the intervention program, the
researcher found out that most of the respondents were
enjoying their enhanced job design and were able to learn new
things and acquired new knowledge. The respondents’ level of
job satisfaction increased and their performance as well. Many
of the respondents gained an increased of self-esteem and
confidence that their professional goals are in line with the
institutional vision.
Summary
• It was also found out there is a highly significant
difference between the results of the survey before
and after the intervention program with 0.00 lower
than the expected value of 0.05 with a t-value of
21.67. This could be attributed to the fact that the
respondents’ job satisfaction was improved due to Job
Enrichment. Thus, the hypothesis stating no
significant difference between the job satisfaction of
the respondents before and after the intervention
program is rejected.
Thank you!