THE SIGNIFICANT RELATIONSHIP BETWEEN WORK PERFORMANCE AND JOB

SATISFACTION IN PHILIPPINES

(Annierah M. Usop, Maeda L. Kadtong & Datu Amir Sajid O. Usop)

A Reaction Paper

Submitted by:

Jamaica Ana Marie D. Follero

(BSBA - 1B)

Submitted to:

Mrs. Richel Jacela

(Subject Teacher)

BA 201

HUMAN RESOURCE MANAGEMENT

October 21, 2019

Case Study: The Philippine Firms Empirical Assessment

AUTHOR: Bella Llego

INTRODUCTION:

Human resource management (HRM) refers to the policies, practices and systems that
influence

employees’ behavior, attitudes and performance. Human resource practices include

resource needs, recruiting, screening, training, rewarding, appraising and also attending
to labor

relations, health and safety and fairness concerns. The effective implementation of HRM
practices in

organizations is a key source of competitive advantage and has been shown to have a
positive

relationship with company performance.

The current economic crisis, globalization, and fierce competition are now forcing firms
to look

again and re-examine their importance of HRM to help them to navigate through these
challenging

times. The importance of HRM as a competitive advantage had been long embraced by
companies,

however in many countries in Southeast Asia, awareness of the importance and value
of HR as

competitive advantage has yet to be appreciated as observed on their analysis of HRM

Philippines.

Based on the discussion above, it would be interesting to examine HR practices among

Philippines, and does the implementation of HR practices do have an impact on firm

Hence the objectives of this research are stated below:

● to provide an understanding of HRM history and current HR practices in the

the extent of HRM practices among Philippine firms; effectively; and

STATEMENT OF THE PROBLEM:

Does the implementation of human resource practices have an impact on firm

METHODOLOGY:

Survey questionnaires were used to gather the data. Frequency distribution was used to
describe

the profile of the sample. The next method of analysis used is reliability analysis to test
internal

consistency of the scales. This was then followed by computation of means and
standard deviation of all

variables used in this study. The variables used refer to the HR practices and
organization performance.

Finally regression analysis was performed. The R 2 value was computed to examine the
goodness

predictive validity so that it can be used to predict a future behavior.

CONCLUSION:

This paper attempts to explore the extent of implementation of HR practices among

the Philippines and to establish a relationship between HR practices and firms’

interesting finding was that almost 50 percent of firm performance is affected by the
extent of

implementation of HR practices in the firm. These results show that HR practices that
are in line with the

organization’s strategic goals are important for future performance.

SOURCE:

https://www.google.com/url?q=https://www.semanticscholar.org/paper/The-
Relationship-between-

Human-Resource-Practices-

Llego/ca2ed423ad04584b0f5bdb018da60e941bf9d351&sa=U&ved=2ahUKEwi
04Nug0qrlAhXah3AKHTK7
Bo4QFjAAegQIAxAB&usg=AOvVaw3lGB3lR6CpouNohTzuPbYs

STRATEGIC HUMAN RESOURCE MANAGEMENT PRACTICES OF WORK-LIFE BALANCE

LABOR RELATIONS AND ITS PREVALENCE ON SELECTED FILIPINO FIRMS

AUTHOR: Edgar M. Nierras (De La Salle University, Manila, Philippines)

INTRODUCTION:

Strategic Human Resource Management (SHRM) has thoroughly been a subject of

discussion in both academic and business circles, for the past decades now. For what
has

started as just a plain employee or worker function being addressed by most

today in the presence of advanced technology, innovation and globalization in world

economics, the importance of the workforce has turned out to be not just as a minor
but one of

the major items for consideration. There is a realization, that human resource capital is
one of

the most important elements to be considered to enable companies to gain advantage

other organizations. Most of the principles or ideas of SHRM are from the works done in
the US

and other highly industrialized countries.

This paper tries to recognize and determine the prevalence of strategic HRM practices –

specifically on work life balance and labor relations attributes, based on Philippine
setting.

Philippine firms have shown explicable ways of promoting these efforts and have given
a

relative importance in treating this subject with biggest concern. Related similar studies
and

researches have been made by both public and private sectors. Related policies,
legislations or

enactments have been established by government to show that it too is defining the
importance of the human resource aspect.

To prove this, is to search the truthfulness of the actions being done to incorporate the

utilization and mobilization on the subject by determining particularly on whether

firms are indeed putting their efforts on SHRM in its organizations. Multi-respondent
surveys of

30 organizations are analyzed and the responses yielded a variety of HRM variables
relating to

the above related topics.

STATEMENT OF THE PROBLEM:

Based upon the preceding overview given, up to what extent do Filipino firms show that

Strategic Human Resource Management (SHRM) is actually being practiced or

their organizations? Do work-life balance programs and good labor relations exist in
these firms

to provide an advantage to its employers?

METHODOLOGY:

A descriptive study was conducted to determine the employees’ perception on the

company’s ability to implement policies and programs that would promote employee
welfare.

A personal survey was conducted among 1,899 employees in 30 different Philippine

In order to test the effectiveness of the underlying objective of this research the variety
of the

type of organizational structures was delimited. The survey was conducted through a

distribution of questionnaire which consists of 87 questions and respondents of the

holds various positions in the company. Respondents were selected via convenience
sampling.

CONCLUSION:

Based on the statistical results of the study, it was generally found that both work life
balance and labor relations are very prevalent and based on the calculations of the
company’s

rating in the different aspects of its employee management. Although the study was
based only

upon the cooperation of these 30 Filipino firms, it has satisfied the curiosity of the
researcher in

testing on whether indeed these SHRM practices are carefully observed. However, not
all

variables under the mentioned categories werefound to be the same when ordinal
logistic

regression was performed in more detail.

SOURCE:

https://www.google.com/url?q=https://www.jitbm.com/7th%2520volume%2520JITBM/
edgar.

pdf&sa=U&ved=2ahUKEwi9zpbPp6rlAhUHa94KHYQBB6AQFjAAegQIARAB&a
mp;usg=AOvVaw2pJGjD

91euBZbtB365Ig9E

THE SIGNIFICANT RELATIONSHIP BETWEEN WORK PERFORMANCE AND JOB

PHILIPPINES

AUTHORS: Annierah M. Usop, Maeda L. Kadtong & Datu Amir Sajid O. Usop

(School of Social Sciences, Universiti Sains Malaysia, Pulau Pinang, Malaysia)

INTRODUCTION: The relationship between work performance and job satisfaction is

significant. A more complete understanding of its significance requires more

beyond the significant relationship between teacher respondents personal profile in

age, length of service, educational attainment and job satisfaction and between
personal

profile in terms of sex, civil status and job.

STATEMENT OF THE PROBLEM:This study sought to answer the following questions:

2. Is there a significant relationship between teacher-respondents personal profile in

terms of age, length of service, educational attainment and job satisfaction?

3. Is there a significant difference between personal profile in terms of sex, civil status

and job satisfaction?

METHODOLOGY:

Descriptive correlational design was used in order to see relationships of the variables

included in the study. Survey questionnaires were distributed to the teacher

twelve sample elementary schools in Cotabato City Philippines.

FINDINGS:

In line with the problems raised in this study, the researcher came up with the following

findings:

1. Profile of the Teacher Respondents. Most teachers belong to 31-40 age bracket.

Majority of Cotabato City teachers are females. As to the highest educational

of the teachers earned a college degree and further master’s unit. Sixty- four percent of
the

teachers had 11 to 15 years of service. Many of them are married.

2. Test of Relationship between Work Performance and Job Satisfaction among Teacher

Respondents. There are moderate correlation between work performance and job
satisfaction.

3. Test of Relationship between Teacher-Respondents Personal Profile and Job

Satisfaction. The age, highest educational attainments and length of service were
significant to

the job satisfaction. Sex and civil status were noted that there is significant difference
to job

satisfaction.

CONCLUSIONS:

It is concluded that the teachers of Cotabato City Philippines implies 31-40 age bracket

majority are females. Many of them earned college degree and further master’s unit.
Therefore, if the teachers contented with their job, they will develop and maintain high
level of

performance. Teaching learning process make more efficient and effective that could
produce

high competitive learners. The age, highest educational attainments and length of
service were

significant to the job satisfaction. Sex and civil status were noted that there is
significant

difference to job satisfaction.

SOURCE:

https://www.researchgate.net/publication/236017106_THE_SIGNIFICANT_RELATIONS
HIP_BET

WEEN_WORK_PERFORMANCE_AND_JOB_SATISFACTION_IN_PHILIPPINES

REACTION PAPER

THE SIGNIFICANT RELATIONSHIP BETWEEN WORK PERFORMANCE AND JOB

PHILIPPINES

The research entitled The Significant Relationship Between Work Performance and Job

Satisfaction in Philippiness by Annierah M. Usop, Maeda L. Kadtong & Datu Amir

was published on June 2013.

This study attempted to find out the relationship of work performance job satisfaction

and among teachers of Cotabato City, Philippines. Specifically, a significant relationship

between teacher respondents personal profile in terms of age, length of service,

attainment and job satisfaction and others A total of 200 teachers teaching in
elementary

public schools were selected and descriptive correlational design was used in order to
see
relationships of the variables included in the study. Survey questionnaires were
distributed to

the teacher respondents in twelve sample elementary schools in Cotabato City

The study yielded that most of the teacher respondents are female, married, earned a
college

degree with master’s unit, 11 to 15 years in service and belongs to 31-40 years age
bracket.

Regarding work performance rating it was rated very satisfactorily.The age, highest
educational

attainments and length of service were significant to the job satisfaction while sex and
civil

status were noted having significant difference to job satisfaction.

While reading this research, I feel that companies and organizations should focus on

retaining their employees and giving them the best work environment and experience
they can

get from their chosen career. Employees like teachers, work not only for the salary, but
also for

enjoyment, experience, and doing their passion. According to the study, "Stress is
not inevitable

in challenging conditions; teachers in schools in which there is a good communication

staff and a strong sense of collegiality express lower levels of stress and higher levels of

commitment and job satisfaction (Kyriacou, 2001)."

I agree with the idea that job satisfaction is a result of employee’s perception of how
well

their job provides those things that are viewed as important. For example, if an
employee

views salary as important, then he/she will be satisfied with a high-paying job. If an
employee

views a stong bond of communication between employees and employers as important

he/she will be satisfied with a friendly work environment. But if an employee views
doing your

passion as important, then he/she will be satisfied with her work no matter what the
circumstances are as long as he/she is happy doing what he/she wants.

However in some cases, I believe that employees were not satisfied with their job

because it is not the dream or job they want. For example there are students who were
forced

to get a certain course their parents chose for them, not considering what they really
want.

Later on when they acquired a job in-line with their degree, it will affect their work

performance.

Work performance is a complex construct, taking into account the changing nature of

work and the organizations themselves. It speak of work performance in terms of

quality expected from each employee. If you are not satisfied with your job you might

experience burnout, depression, poor performance, absenteeism, low levels of job

and eventually, the decision to leave the profession. But when employees like teachers
are

satisfied, the rate of attrition is reduced, collegiality is enhanced, and job performance

improves. Employees who find their work environment supporting and nurturing have
self-

perceptions of competence, worth, ownership, and satisfaction with their school and
find it

difficult to leave a responsive workplace.

I see that job satisfaction varies from person to person according to their passions,

beliefs and values thus, it is important to choose the career path that will lead us to job

satisfaction ang high work performance.

In addition, it is found out that age, highest educational attainments and length of
service

were significant to the job satisfaction. For instance, some employees who were
working at the

company for 10-15 years might find the job satisfying as they already built strong
relationship

with other employees and their work is already a part of their everday routine while
some
might find the work already boring and get tired of it, losing the compassion they have
once

for their work. Finally, employees with higher educational attainment like thos3 with
master's

degree, might find their job satisfying for they can be promoted to a higher position.

It seems that the best way to evaluate the story or study is to look at it objectively as it
is

a case to case situation which means it varies from person to person's

In conclusion, there is a significant relationship between work performance and job

satisfaction. The more satisfied we are with our job, the higher and better our
performance are.

Employees have different perceptions about their work that affect their work
performance as

an employee.