Chapter III

RESULTS AND DISCUSSION

 GENERAL RULES
Do not be verbose or repetitive.
Be concise and make your points clearly.
Avoid the use of undefined technical language.
Follow a logical stream of thought; in general, interpret and discuss the
significance of your findings in the same sequence you described them in
your results section.
Use the present verb tense, especially for established facts; however, refer
to specific works or prior studies in the past tense.
Statistical treatment of data
Frequency and Percentage
Weighted Mean
Independent T-Test
F-test
Pearson Product Moment Correlation
Coefficient
Table 1. Frequency and Percentage Distribution of the Respondents when grouped according to Age
AGE FREQUENCY PERCENTAGE
50 and above 8 12.70
40 – 49 6 9.50
30 – 39 25 39.70
20 – 29 24 38.10
Total 63 100.00
Mean Age = 33.70

Data in Table 1 show that 25 or 39.70% of the respondents belong to the age bracket 30 – 39; 24 or
38.10% to the age 20 – 29 age group; 8 or 12.70% to 50 and above age group; and 6 or 9.50% to the 40 – 49 age
group.

It could be noted further that the Faculty and Staff of Lamo NHS are generally more than 33 years old,
which further suggests that the respondents are young.

Cagungao (2002) stated that people who were in the prime of their age could withstand the rigors of
work. Such persons were likewise depicted to be in their youth and were generally mentally and physically
healthy.
Table 2. Frequency and Percentage Distribution of the Respondents when grouped according to Sex

SEX FREQUENCY PERCENTAGE

Male 28 44.40
Female 35 55.60
Total 63 100.00
As reflected in Table 2, thirty five (35) or 55.60% of the respondents are female while 28 or
44.40% are male, indicating a slight dominance of female respondents.

This suggests that most of the Faculty and Staff of Lamo NHS are female. This fact was
supported by the records from the school, which shows that more female personnel were hired from
the time the school has started

This finding rationalizes previous claims that women go on with outnumbering their male
counterpart in the workforce – be it in the teaching profession or in some other areas. Reasons for this
empirical phenomenon could emanate from the females’ greater verbal ability that males’ (Seligbon,
2000).
Table 3. Mean Assessment of the Respondents on the Job Satisfaction
Social Subsystem Indicators Mean Qualitative
Description
1. The school does not restrict my personal and social life. 3.413 Often
2. My students are well-behaved. 4.079 Often
3. My head is consistent. 3.937 Often
4. I like my students and I enjoy working with them 4.234 Always
5. All the accomplishments I do in school are appreciated 3.222 Sometimes
Grand Mean 3.907 Very Satisfactory
Data in Table 3 show that the respondents assessed their job satisfaction as “very satisfactory” as
supported by the grand mean of 3.907.
The respondents rated the 5 items with mean scores ranging from 3.22 to 4.234 with qualitative
descriptions of “sometimes”, “often” and “always”.
It could be noted further that among the indicators of he subsystems, the respondents gave the highest
rating to the item “I like my students and I enjoy working with them” with mean rating of 4.234.
Table 3. Mean Assessment of the Respondents on their Job Satisfaction
Social Subsystem Indicators Mean Qualitative
Description
1. The school does not restrict my personal and social life. 3.413 Often
2. My students are well-behaved. 4.079 Often
3. My head is consistent. 3.937 Often
4. I like my students and I enjoy working with them 4.234 Always
5. All the accomplishments I do in school are appreciated 3.222 Sometimes
Grand Mean 3.907 Very Satisfactory
On the other hand, the respondents rated the indicator “All the accomplishments I do in school are
appreciated” as the lowest, bearing the mean 3.222, qualitatively described as “sometimes”. This could mean
that Faculty and Staff of Lamo NHS do not at all times receive appropriate gestures of appreciation on auxiliary
things they do in school.
This finding suggests a call for the administration to have agility on things their subordinates do so as to
identify what appropriate recognition to give and when is the proper time to award them.
Table 4. Summary of Analysis on the Differences in the Assessment of the Respondents’ Job
Satisfaction when grouped according to the profile variables
Variable df Computed Value Critical Value Remarks
Age 3 and 59 2.347 2.761 Not Significant
Sex 61 1.986 1.999 Not Significant

Based on the above table, all of the variables considered in this study did not represent
significant differences in the respondents’ job satisfaction.
Age has a computed F-value of 2.347 which is lower than the critical value of 2.761 for 3 and
59 degrees of freedom.
Sex similarly did not show significant variation after subjected to independent t-test with the
computed t-value of 1.986 which is lower than the critical value of 1.999 for 61 degrees of freedom.
These result could be interpreted to mean that the above-mentioned variables do not have a
significant bearing on the respondents’ assessment on their job satisfaction. Findings therefore imply
that whether the respondent is old, young or middle-aged; and whether male or female, his
assessment is the same with that of the other respondents.
Table 4. Summary of Analysis on the Differences in the Assessment of the Respondents’ Job
Satisfaction when grouped according to the profile variables
Variable df Computed Value Critical Value Remarks
Age 3 and 59 2.980 2.761 Significant
Sex 61 1.986 1.999 Not Significant

The data in Table 4 show that the variable age posted a significant difference in the
respondents’ assessment on their job satisfaction, as indicated by the computed F-value of 2.980,
which is higher than the critical F-value of 2.761 for 3 and 59 degrees of freedom. This rejects the null
hypothesis that no significant difference exists in the assessment of the respondents of their job
satisfaction when grouped according to age. This means that age of the respondents has a significant
bearing on their assessment of their job satisfaction.
Meanwhile, sex did not show significant variation after subjected to independent t-test with
the computed t-value of 1.986 which is lower than the critical value of 1.999 for 61 degrees of
freedom. This means that sex does not have a significant bearing on the respondents’ assessment of
job satisfaction. Findings therefore imply that whether the respondent is male or female, his
assessment is the same with that of the other respondents.
Table 5. Significant Relation between the respondents’ Level of Job Satisfaction and Work
Commitment
Variable Computed r value Coefficient of Critical Value Remarks
Determination
Job Satisfaction 0.472 22.47 0.248 Very Significant
Vs
Work
Commitment
This finding strongly rejects the hypothesis which states that job satisfaction do not influence
the respondents’ work commitment. A closer scrutiny on the data reveals the job satisfaction to be
very significantly related with work commitment of the respondents with the computed r-value of
0.472 which is higher than the critical value of 0.248, signifies that as the respondents satisfy to his job,
the higher the commitment to his work.