ABSTRACT Title : JOB SATISFACTION OF SOCIAL SECURITY SYSTEM (SSS) EMPLOYEES AT CUBAO BRANCH: IMPLICATIONS AND COST TO MANAGEMENT

HERNANDEZ, CAZTINA A. MARCAIDA, ARKHE JOSEPH G. SANTOS, JOYCE ANNE H. 2013 Polytechnic University of the Philippines Victoria B. Baduria, DBA, CPA Bachelor of Science in Accountancy

Researchers

Year Institution Adviser Degree

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This research aimed to evaluate the level of job satisfaction of the employees of Social Security System (SSS) Cubao Branch and its significant difference across selected variables, according to the profile of the respondents. The respondents of the study were eighty eight (88) respondents. The survey was conducted during the first semester of the school year 2013-2014. The descriptive method was used because it conformed to the objective of collecting information about the present existing conditions needed in the chosen field of study. The survey questionnaires and unstructured interviews were the instruments used in collecting reliable data. To ensure impartiality on presentation, analysis and interpretation of data, the researchers used the following statistical tools: Frequency, Percentage, Ranking, Weighted Mean, Likert scale, and the Analysis of Variance (ANOVA).
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Statement of the Problem This study entitled Job Satisfaction of Social Security System (SSS) Employees at Cubao Branch: Implications and Cost to Management aimed to 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 of benefits given to employees, and any significant differences among the variables. Specifically, this research sought to answer the following questions: 1. What is the profile of the employees of the Social Security System Cubao Branch in terms of the following: 1.1 1.2 1.3 1.4 1.5 1.6 1.7 2. Age; Sex; Civil Status; Highest Educational Attainment; Length of Service; Present Position; and, Monthly Salary?

What is the organizational perspective of Social Security System (SSS) Cubao Branch in terms of: 2.1 2.2 2.3 2.4 Type of Organization; Years of Existence; Number of Employees; Business Hours; and,

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2.5 3.

Days Open?

How would the level of job satisfaction of the respondents be describe terms of: 3.1 3.2 3.3 3.4 Nature of Work; Salary and Other Benefits; Environment and Co-worker Relationship; and, Motivation and Promotion?

4.

Is there a difference in the level of job satisfaction between genders, among positions or age, and years of service?

5.

How much does it cost the company to make their employees satisfied with their current job?

Summary of Findings Based on the results of the study, the following findings are presented: 1. Profile of Respondents Seven variables were used in the research to determine the profile of the respondents, which included age, gender, civil status, highest educational attainment, length of service, current position, and monthly salary. Findings showed that out of the 88 people surveyed, majority of the workforce has an age bracket of 25-45 years old, 32 respondents or 36.36% belong to the bracket of 36-45 years old which ranked first. On the second spot, with 26 respondents or has 29.55% that belongs to the bracket of 25-35 years old.

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Out of the 88 respondents, female dominate over male with 49 female respondents or 56.68% compared to 39 male respondents or 44.32%. Majority of the workforce is single, 45 or 51.14% of the total respondents were single which ranked first. With regards to educational attainment, findings revealed that the respondents were composed mostly of bachelors with a total of 74 respondents or 84.09%. A total of 53 out of the 88 respondents stayed in their current position from 1 up to 5 years, which was 60.23% of the total number of respondents, and made them ranked first. In terms of position in the company, out of the 88 respondents, rank and file position ranked first with 76 respondents or 86.36%. The 88 respondents in terms of their monthly salary were composed mostly of respondents with a total of 54 respondents or 61.36% that has a Php 10,000 up to Php 20,000 bracket of salary. 2. Organizational Perspective Five variables were used in the research to determine the organizational perspective which included type of organization, years of existence, number of employees, business hours, and days open. The type of organization was a public organization. For years of existence, 10 up to 20 years. And, for the number of employees there were 81 to 100 employees. The organization operates from 9:00am to 6:00 pm, Mondays to Fridays.

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3.

Level of Job Satisfaction The employees level of job satisfaction were divided into four aspects,

namely nature of work, salary and other benefits, environment and co-workers relationship, and motivation and promotion. Findings showed that the average weighted mean of 4.41 indicates that the respondents agreed with regards to the nature of work. Overall, the respondents agreed as to salary and other benefits with an average weighted mean 4.48. The average weighted mean of 4.58 indicates that the respondents strongly agreed with regards to the environment and co-workers relationship. As shown in the study, the respondents agreed with regards to the motivation and promotion with an average weighted mean of 4.41. 4. Difference between the profile of respondents and the lead variables. Based on the data gathered and tabulated, the study discloses the perception of the respondents when they were grouped according to age. The computed F-ratio with regards to nature of work, salary and other benefits are 1.159 and 0.811, respectively. Thus, the null hypothesis is rejected. While on environment and co-workers relationship and motivation and promotion, the computed F-ratios are 0.499 and 0.261, respectively, which makes the null hypothesis accepted. The study discloses the perception of respondents when they were grouped according to gender. The computed F-ratios for nature of work, salary and other benefits, and environment and co-workers relationship are 0.071,

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0.029, and 0.027, respectively. Therefore, the null hypothesis is accepted. While on motivation and promotion, the computed F-ratio is 1.242. Thus, the null hypothesis is rejected. The study also discloses the perception of the respondents when they were grouped according to civil status. On nature of work, salary and other benefits, and environment and co-workers relationship, the computed F-ratios are 1.270, 1.862, and 0.666, respectively. Thus, the null hypothesis is rejected. Then, on motivation and promotion, the computed F-ratio is 0.278 which makes the null hypothesis accepted. As shown in the study, the respondents were grouped according to highest educational attainment. The computed F-ratios with regards to nature of work and salary and other benefits are 1.629 and 2.103, respectively, making the null hypothesis rejected. While the computed F-ratios for environment and coworkers relationship and motivation and promotion are 0.609 and 0.215, respectively, making the null hypothesis accepted. Based on the data gathered and tabulated, the computed F-ratios when the respondents were grouped according to length of service are: 0.633 for nature of work, and 1.276 for salary and other benefits, rejecting the null hypothesis. And the computed F-ratios are 0.317 for environment and co-workers relationship, and 0.067 for motivation and promotion. Thus, the null hypothesis is accepted. The study also discloses the perception of respondents when they were grouped according to current position. The computed F-ratios with regards to

nature of work, environment and co-workers relationship and motivation and promotion are 0.248, 0.157, and 0.042, respectively. Thus, the null hypothesis is accepted. While the computed F-ratio for salary and other benefits is 2.215, which makes the null hypothesis rejected. As shown in the study, when the respondents were grouped according to monthly salary, the computed F-ratios for nature of work and salary and other benefits are 0.602 and 3.164. Thus, the null hypothesis is rejected. And on environment and co-workers relationship and motivation and promotion, the computed F-ratios are 0.427, and 0.175, respectively. Thus, the null hypothesis is accepted. 5. Cost of Benefits Given to Employees The study shows that the respondents strongly agreed that the management gives 13th month pay to the employees every year, the management gives incentives for high performance appraisal to the employees, the management provides holiday and rest pay, the management provides midyear bonus and the management provides paid service incentive leave with average amount received of Php 20,000, Php 28,000, Php 8,000, Php 10,000, and 5,000, respectively. Overall, the respondents strongly agreed with regards to the cost of benefits given to the employees by the management with weighted mean of 4.88.

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Conclusions Based on the findings of the study from the data gathered, the researchers with the following conclusions: 1. Profile of the Respondents Most of the respondents are of the age bracket of 36-45 years old. It also shows that most of them are female and are still single. Approximately, the respondents are bachelor degree holders and many of them have been in service from 1 up to 5 years. The study also indicated that most of the respondents hold rank and file position and have a monthly salary of 10,000 up to 20,000. 2. Organizational Perspective The type of organization was a public organization. For years of existence, 10 up to 20 years. And, for the number of employees there were 81 to 100 employees. The organization operates from 9:00am to 6:00 pm, Mondays to Fridays. 3. Level of Job Satisfaction The respondents were asked to evaluate their level of job satisfaction as to nature of work, salary and other benefits, environment and co-workers relationship, and motivation and promotion. Findings revealed that the respondents agreed with regards to nature of work and salary and other benefits. The respondents strongly agreed with regards to environment and coworkers relationship and motivation and promotion. 4. Difference between the profile of respondents and the lead variables.

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As observed, the study discloses that there has a significant difference between the profile of the respondents and the level of job satisfaction as to nature of work, salary and other benefits, environment and co-workers relationship, and motivation and promotion. 5. Cost of Benefits Given to Employees It can be concluded that the major cost that the management incurs in making their employees satisfied aside from their salaries are the Incentives for outstanding performance and 13th month pay. Because, 48,000 of the average cost of 71,000 or 67.61% of the cost was attributed to the two factors.

Recommendations Based on the findings of the study, the following recommendations were forwarded: Management should have a closer look in the areas wherein the level of job satisfaction is lower like salary and other benefits. Incentive award must be extended to deserving personnel. The management should control the cost of giving the incentive for outstanding performance by strictly implementing the performance rating for each employee to ensure that incentives are given to deserving employees. The management must provide comfortable working places for the employees to do their jobs effectively and efficiently. The employees must participate in the decision-making especially if it concerns them and their work. The employees must be encouraged and motivated to participate in the organizations activities. They should con tinue to

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strive hard to improve their performance either through in-service trainings or formal education. Management and employees should strive more to work together as a team to accomplish their organizational goal which is to render quality and effective service to the members. Management should strictly implement the performance appraisal for each of their employees because, the incentives for outstanding performance which forms a major part of the cost incurred by the company in satisfying their employees, was based on the performance rating or appraisal in the employees. Similar study should be conducted in other branches of SSS to see if the same results will be obtained.

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