LEVEL OF JOB SATISTFACTION OF THE SELECTED EMPLOYEES OF THE INFORMATION AND COMMUNICATIONS TECHNOLOGY INDUSTRY Companies used in the

research (Wunderman, E-Games, PC Chain) ______________________________________

A Mini-Research Presented To DR. ALFREDO M. DIMAANO, DBM Faculty of the Decision Sciences and Innovation College of Business De La Salle University Manila

______________________________________

In Partial Fulfillment of the Requirements for the Course COMMERCE STATISTICS 2 (CBESTA2)

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by

CLAUDINE HIDALGO LANCE LIM JEIZMON SAGARAN Second Trimester 2012-2013 K33-TF-2:40-4:10PM

Abstract The study is focused on identifying whether the employees in a rank and file position in the Information and Communications Technology Industry (ICT) are generally satisfied with their job. The variables that the students have chosen are the following: gender, the number of years the employees have worked in the company, and the employees educational background and specific job indicator questions that would somehow reflect level of satisfaction. With these variables, the group can hopefully arrive to the appropriate conclusion that can answer to their Statement of the Problem. The researchers have stated three related theoretical underpinnings that would support and determine the level of job satisfaction in of the employees in the chosen industry.

Introduction The researchers have chosen the ICT (Information and Communications Technology) Industry because of its rising development in the Philippines and around the globe. Digital Technology nowadays has become an integral part of our everyday lives and now plays an important role in the advancement of our civilization. A number of people are eager to learn more of the work in a company in the ICT Industry due to the modernization of computer technology. Innovation always sparks the interest of lucrative individuals. Hence, the desideratum to be involved in this industry is likely to rise over the years. With this in mind, the researchers wanted

to determine if the ICT industry not only provides convenience for the people but also provides conducive and satisfying working conditions to those involved in making the ICT Industry effective.

Theoretical Underpinnings 1 According to Locke, the Discrepancy theory implies that job satisfaction comes from what they feel is important rather than the fulfilment or non-fulfilment of their needs. 2 Based on Lawler, the job satisfaction of employees are determined by what they expect and what they receive (salaries, benefits, etc.). Disappointment will incur if what they receive is lower than their high expectations. 3 Herzbergs Two Factor Theory implies that there are factors that lead to satisfaction and dissatisfaction. For satisfaction, the factors are: achievement, recognition and work itself, advancement and growth. However, for dissatisfaction, the factors are: company policy, supervision, relationship with the boss, work conditions, salary and relationship with their peers.

Statement of the Problem In this experimentation, the researchers goal is to observe if the employees in the ICT Industry are generally satisfied in their work in terms of the indicators that were provided by the researchers. Supporting Statement of Problems are as follows:
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Is there a significant difference in terms of pay satisfaction between male and female?

Is there a significant difference in terms of job security satisfaction between male and female?

Is there a significant difference in terms of social stimulation satisfaction between male and female?

Hypotheses With 95% level of confidence, the researchers hypotheses are: Ho: There is no significant difference between male and female satisfaction in terms of the chosen indicators that were studied.

Ha: There is a significant difference between male and female satisfaction in terms of the chosen indicators that were studied.

Significance of the Study The relevance of the study will indicate whether working conditions in terms of the indicators chosen in the industry is stressful enough to be considered hazardous and proper employee management and administration should be administered all throughout the companies involved in this study. It is important to know how satisfied these employees are in their respective companies and industries. There are numerous university students who are taking up Information Technology (IT) and are interested in entering the company. This study will aid those students in discovering how their career will flourish after they graduate.

Research Design Primary use of quantitative data was focused only with some touches on qualitative data. The questionnaire used in the gathering of the data provided two sets of data which are the demographics of the respondents and indicator oriented questions that would be able to determine their job satisfaction level.

Participants The participants in this study consists of samples from three chosen companies in the ICT Industry. The employees in the samples are randomized so that the data gathered will be free of biases.

Instrument A Survey Questionnaire was provided for by the Mentor for the researchers to easily gather the data without anymore thinking about the quality of the questions that might affect the value of the data gathered. These Survey Questionnaires include demographics of the participants and indicators in which the level of job satisfaction can be determined for the research. The students distributed these questionnaires to three companies in which the results will be made useful for this research.

Data Analysis SOP 1.) Is there a significant difference between male and female in terms of pay satisfaction? 2.) Is there a significant difference between male and female in terms of job security satisfaction? 3.) Is there a significant difference between male and female in terms of social stimulation satisfaction? VARIABLES Job Satisfaction Indicators, primarily on Pay, Job Security and Social Stimulation MEASUREMENT SCALES STATISTICAL TOOLS Testing Differences in Population Means

RESULTS AND DISCUSSION At this point of the research, the students have come to a conclusion with the following results represented by a number of tables. These tables help in presenting the data that they have gathered and also in analyzing the results.

Table 1: Frequency and Percentage Distribution of Female Participants according to the Demographic Variables

Demographic Variables

f (n=58) %

Civil Status Single Married 27 46.55 31 53.45

Age 20-24 25-29 30-34 35-39 40-44 45-49 50 and above Length of Service(yrs) Less than 3 3-5 6-8 9-11 12 and above Employment Status Permanent Probationary Highest Educational Attainment* Non-BS Degree BS Degree BS Degree w/ Masters units Full-fledged Masters Masters w/ Doctorate units Full-fledged Doctorate/Post 16 11 8 6 2 0 15 27.59 18.97 13.79 10.34 3.45 0 25.86

18 31.03 27 46.55 6 10.34 2 3.46 5 8.62

50 86.21 8 13.79

13 27 18 0 0 0

22.42 46.55 31.03 0 0 0

Doctorate

Table 2: Frequency and Percentage Distribution of Male Participants according to the Demographic Variables Demographic Variables f (n=34) %

Civil Status Single Married 13 38.24 21 61.76

Age 20-24 25-29 30-34 35-39 40-44 45-49 50 and above Length of Service(yrs) Less than 3 3-5 6-8 9-11 12 and above Employment Status Permanent Probationary Highest Educational Attainment* Non-BS Degree BS Degree BS Degree w/ Masters units Full-fledged Masters Masters w/ Doctorate units 6 9 9 4 4 2 0 17.65 26.47 26.47 11.76 11.76 5.89 0

28 30.43 42 45.65 11 11.96 4 4.35 7 7.61

76 82.61 16 17.39

18 14 2 0 0

52.94 41.18 5.88 0 0

Full-fledged Doctorate/Post Doctorate

Table 3: Summary of the Indicators on Job Satisfaction answered by the Female Participants

On Job Satisfaction Indicators Pay Job Security Social Stimulation Demographic Factors Opportunity for Promotion Recognition and Appreciation Interpersonal Relationships Opportunity to Use Ones Abilities Working Hours and Physical Conditions Adequate Authority and Sense of Control Equal Opportunities Working Environment Grand Average Legend: Scale Parameter Representation 4 3.50 - 4.00 3 2.50 - 3.49 2 1.50 - 2.49 1 1.00 - 1.49 M 3.14 3.03 3.25 3.21 3.33 3.24 3.30 3.02 3.17 3.28 3.21 3.19 SD 0.59 0.34 0.47 0.55 0.58 0.57 0.49 0.47 0.53 0.56 0.47 0.51 VI A A A A A A A A A A A A

Verbal Interpretation Strongly Agree Agree Disagree Strongly Disagree SA A D SDA

Table 4: Summary of the Indicators on Job Satisfaction answered by the Male Participants

On Job Satisfaction Indicators Pay Job Security Social Stimulation Demographic Factors Opportunity for Promotion Recognition and Appreciation Interpersonal Relationships Opportunity to Use Ones Abilities Working Hours and Physical Conditions Adequate Authority and Sense of Control Equal Opportunities Working Environment Grand Average Legend: Scale Parameter Representation 4 3.50 - 4.00 3 2.50 - 3.49 2 1.50 - 2.49 1 1.00 - 1.49 M 2.95 2.96 3.04 3.06 2.92 3.01 3.09 3.03 3 3.05 2.99 3.01 SD 0.46 0.35 0.28 0.30 0.43 0.21 0.40 0.43 0.42 0.30 0.44 0.36 VI A A A A A A A A A A A A

Verbal Interpretation Strongly Agree Agree Disagree Strongly Disagree SA A D SDA

Computation The Interval Estimate for Each SOP at 95% CI would look like this:

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Xbar1 Xbar2 +- 1.96 (Sigma Xbar1 Sigma Xbar2)

Female = n1 = 58 Pay (Mean = 3.14) (SD = 0.59) Job Security (Mean = 3.03) (0.34) Social Stimulation (Mean = 3.25) (SD = 0.47)

Male = n2 = 34 (Mean = 2.95) (SD = 0.46) (Mean = 2.96) (SD = 0.35) (Mean = 3.04) (SD = 0.28)

On Pay Satisfaction: Do = 0.19 Computed Value = 0.67 < 1.96 3.14 2.95 +- 1.96 (0.42) Decision: Reject Ha Conclusion: Accept Ho

On Job Security Satisfaction: Do = 0.07 Computed Value = 1.00 < 1.96 3.03 2.96 +- 1.96 (0.07) Decision: Reject Ha Conclusion: Accept Ho

On Social Stimulation Satisfaction: Do = 0.21 Computed Value = 1.62 < 1.96 3.25 3.04 +- 1.96 (0.08) Decision: Reject Ha Conclusion: Accept Ho

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General Conclusion: The traditional indicators chosen by the researchers among the many list acquired in the data gathering showed that male and female job satisfaction in terms of Pay, Job Security and Social Stimulation showed no significant difference from each other.

References

Yip, Peter M., Goldman, Anat, & Martin, Andrea L. (n.d.) Job Satisfaction. University Information Technology Services. Retrieved from http://u.arizona.edu/~ctaylor/chapter9/jobstat.html

Herzbergs Motivation-Hygeine Theory (Two Factor Theory) (n.d.) NetMBA Business Knowledge Center. Retreived from http://netmba.com/mgmt/ob.motivation/herzberg

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