Introduction
Despite the increasing level of privatization in the world, the public sector in
the developing countries still continue to employ a large number of the workforce
in those countries. It has been suggested that public service employment has been
countries. Traditionally, the public sector in developing economies has been in the
the public sector in many developing countries as they face a more competitive
global environment. Efforts to improve the performance level of the public sector
focus on both personal and contextual variables. Studies show that employees'
attitudes towards work to affect their performance, and in turn personal and job
service and adequate benefits for its employees to increase their performance
level for them to serve better. The increasing pressure from within and from without
difference in the levels of performance and productivity in the public and private
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sector. Some evidences from previous studies suggest that public sector
the idea that satisfied workers in most organizations tend to contribute significantly
important factor that makes the employees of the lower level feel job satisfaction.
monitored through job satisfaction survey and dealt with so as to avoid some of
the potential by-products of dissatisfaction that may haunt organizations like the
SSS.
public sector can stand a major improvement, the purpose of this study is to identify
the factors that relate to job satisfaction among public sector employees
would be identified, changes can be made that will result in higher levels of job
In dealing with the performance of people doing jobs, we are talking about
how well they carry out the tasks that make up their job. When we say that a person
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behaves in the job. We can make these judgments according to some standards
Employees are rated based on their performance on how well they do their
jobs, on how they deal with co-workers and the members, personal attribute, and
attendance. The performance rating is the basis for awarding productivity bonus.
Branch, but as time changes employees clamor for more benefits, promotions and
awards.
awards, the management must also control their cost of giving the said benefits to
be able to satisfy their employees. So the researchers were also aimed to study
the costs of giving the following benefits to the employees of the SSS Cubao
Thus, this study would determine the job satisfaction for SSS employees in
Cubao Branch. Identifying the factors that dissatisfies the employees will help the
Theoretical Framework
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Job satisfaction can be simply defined as, how content an individual is with
his or her job. Job satisfaction itself not a very new concept in the society; rather it
is an issue that every organization needs to pay attention of. In fact, one of the
biggest preludes to the study of job satisfaction was the Hawthorne studies. These
School, sought to find the effects of various conditions (most notably illumination)
was later found that this increase resulted, not from the new conditions, but from
the knowledge of being observed. This finding provided strong evidence that
people work for purposes other than pay, which paved the way for researchers to
investigate other factors in job satisfaction. As we can see the study about job
satisfaction started to emerge in early 1920s, because they believe that one of the
able to achieve this, they paid attention to how contented their workforce to their
present job.
There are several theories that are identified toward the understanding of
job satisfaction and these are: comparison theory, instrumentality theory, social
function of the objective outcomes from the job received by the individual. The
jobs by considering the extent to which job lead to valued outcomes. Therefore in
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this theory, it is assumed that each individual has a set of judgments about how
much he values certain outcomes such as pay, promotion, good working condition
etc. Next is the social influence theory, the basic assumption in this theory is that
individuals may come into new jobs not knowing how satisfied they will be with
these. In turn, they look around, see others like themselves who are satisfied and
dissatisfied with, and are then influenced by these observations. Another theory is
the equity theory, according to Kochan (2006), holds that people make cognitive
comparison of their contribution to a work situation and the things they get out of it
with those of other people. So it implies that every person in the organization tend
see whether they receive the right for themselves. The last theory is the two
factor theory which states that, job satisfaction is derived from two sets of factors
namely; positive feelings about the job and related to the content of the work itself
which is called motivation factors. This theory only implies that for a person to
achieve a job satisfaction the person must feel good or be happy about his work,
is a good primary step to more effectively managing it. Supporting the employees
job satisfaction, would help not only the organization to grow, but its employees
itself. Making the organization equipped with an excellent workforce that is willing
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Conceptual Framework
the public. So every employee in the organization is expected to give a high quality
of service to the people. The study precedes the following conceptual framework
in Figure 1. Figure 1 shows the employees profile in terms of age, sex, civil status,
highest educational attainment, length of service, position and monthly salary. The
cost to management variable is presented here, as the dependent variable and job
It is the concept of this study to determine the cost of the benefits given to
employees and job satisfaction and performance of the employees of SSS Cubao
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INPUT PROCESS OUTPUT
FEEDBACK
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Statement of the Problem
determine the levels of job satisfaction and performance of the organization and
its cost to the management. Moreover, factored in are the profiles of the
respondents, the organizational perspective, the level of job satisfaction, the cost
variables.
1. What is the profile of the employees of the Social Security System Cubao
1.1 Age;
1.2 Sex;
1.3 Civil Status;
1.4 Highest Educational Attainment;
1.5 Length of Service;
1.6 Present Position; and,
1.7 Monthly Salary?
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2.5 Days Open?
3. How would the level of job satisfaction of the respondents be describe terms
of:
5. How much does it cost the company to make their employees satisfied with
Hypotheses
1.1 Age;
1.2 Gender;
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Scope and Limitation of the Study
employees of Social Security System Cubao. It does not include the contractual
employees, only the regular employees. The main concern of the study is focused
on the job satisfaction and performance of SSS employees in Cubao Branch. This
identify the problems that beset their employees. The result of this study would lay
out the information about what job aspects the employees are satisfied and what
aspects they are not satisfied. It would be beneficial to both the employees and the
Branch they are working to maintain a high degree of satisfaction for the Branch
the employees is a must in every organization. The outcome of this study would
contribute to solve the problems that beset the SSS employees during
performance evaluation.
study would provide some information on what aspects the employees are most
satisfied, and which aspects they are less satisfied. These information are worth
knowing for, so that both the employees and the employers can make several
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This research aimed to establish the relationship between the job
satisfaction and performance ratings in order to call the attention of the Branch
This study would also help contribute additional information to serve the
following individuals:
Members. This study would help the members of the SSS. Because this
study aims to improve the performance of the employees, so that, in turn, SSS
Therefore, the government would be able to know all problems that their
employees encounter, and for them to evaluate what they can do for the
employees.
Students. This study will help educate the students about what would be
the possible problem they would encounter in the future if ever they are planning
to work in SSS.
innovate, develop and widen the topic. This also encourage other researchers to
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Definition of Terms
The following terms are defined operationally in order to give clarity and
guidance on the study. Operationally, the terms presented below refers only to
SSS transactions.
may fall under the following bracket: below 25 years old, 25-35 years old, 36-45
Civil Status. The status of the respondents which may be single, married,
separated, or widow/widower.
that dont yet attain permanent employment; they only renew their contract every
Employees Benefits. These are the things that an employee who works in
masculine or a feminine.
degree attained by the respondents from being high school graduate, bachelors
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Length of Service. This refers to the classification of respondents
according to length of service which may be less than 1 year, from 1 up to 5 years,
to behaviors that are relevant to the organizations goals and can be measured on
2004)
of the employee. This serves as the basis in giving promotion and even incentives
for those employees who obtained a high performance rating. (Thor, 2004)
who obtained a high performance rating. This serves as one of the motivating
factor for every employee in the organization to work better. (Thor, 2004)
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Profile of the respondents. This consists of the age, sex, civil status,
salary.
organization and to increase his salaries and benefits. This is another motivating
Public Service. This refers to the act of serving mass people, without
worthless.
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