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Concept Paper

This research paper proposes a comparative analysis of job satisfaction and work values among private and government employees in the Philippines, aiming to understand the factors influencing these aspects in both sectors. The study seeks to provide insights that can inform human resource practices and public policies, ultimately enhancing employee engagement and productivity. Utilizing a mixed-methods approach, the research will gather data through questionnaires and interviews over a 20-week period.

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10 views4 pages

Concept Paper

This research paper proposes a comparative analysis of job satisfaction and work values among private and government employees in the Philippines, aiming to understand the factors influencing these aspects in both sectors. The study seeks to provide insights that can inform human resource practices and public policies, ultimately enhancing employee engagement and productivity. Utilizing a mixed-methods approach, the research will gather data through questionnaires and interviews over a 20-week period.

Uploaded by

cathelle.175
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Comparative Analysis of Job Satisfaction and Work Values:

A Study on Private and Government Employees in the Philippines

A Concept Paper and Review of Related Literature Matrix Presented To


Prof. Junnell E. Guia
Of the Philippine Christian University

In partial Fulfillment of the Course Requirements in


Research and Statistics

Submitted by:

Argonoso, Jhoenalyn (MI)


Elacion, Catheryn R.
Gapulao, Jessica B.

November 2023
Proposed Research Title

Comparative Analysis of Job Satisfaction and Work Values:


A Study on Private and Government Employees in the Philippines

Brief description of the research


In an era marked by dynamic shifts in the workforce landscape, understanding the
intricacies of job satisfaction and work values is pivotal for fostering productive and engaged
employees. This research embarks on a Comparative Analysis, delving into the realms of private
and government employment sectors in the Philippines. As the professional landscape evolves,
exploring the factors influencing job satisfaction and work values becomes imperative for
organizations and policymakers alike. By unraveling the distinctive elements shaping the
experiences of employees in these sectors, this study aspires to contribute valuable insights that
can inform human resource practices, organizational strategies, and public policies, ultimately
enhancing the overall work environment for diverse professionals in the Philippines.

Background of the study


The Philippines is home to a workforce that works in both the public and private sectors
and is distinguished by a strong and diverse economy. The nation's employment scene is a
distinctive fusion of cultures, expectations, and organizational systems. There are many different
factors that might affect job satisfaction and work values, which are essential elements of
employee well-being and productivity

In the private sector, characterized by competition and profit-driven motives, the focus
often centers around individual career advancement, financial rewards, and a dynamic work
environment. Meanwhile, the government sector, with its emphasis on public service and
bureaucracy, may be shaped by different motivations such as job security, sense of purpose, and
adherence to public policies.

Job satisfaction and work values are one of the most complex areas faced by today’s
managers in terms of managing employees. Researchers, managers, and experts in human
resources are becoming more and more interested in how to manage and collaborate with
employees of various generations in the workplace. Much of this interest is predicated on the idea
that generations differ greatly in their objectives, expectations, and values in the workplace
(Gardner, 2008). The most typical definition of job satisfaction is that it refers to how much a
someone likes or dislikes their job. Job satisfaction is crucial since it affects both individual and
organizational wellbeing, either directly or indirectly (Judge, Bono & Locke, 2000, Wright 2005).

According to other research (Kahn 1960; Kazanas 1978; Argyle 1989; Böckerman &
Ilmakunnas 2012), job happiness affects employee productivity, which in turn affects a company's
output. And research by Oswald et al. According to al. (2015), even a low level of happiness has
an impact on output, hence it is in the best interest of employers to maintain a high level of job
satisfaction. Additionally, there is a strong link between job satisfaction and work values. One way
to define work values is as universal qualities of work that are significant to an individual's job
happiness.
Job satisfaction as defined by the Cambridge Dictionary is the feeling of pleasure and
achievement that you experience in your job when you know that your work is worth doing, or the
degree to which your works gives you this feeling. In 1964, Vroom defined that it is considered to
be an individual’s perceptual/emotional reaction to important facets of work. Job satisfaction is
also described by Locke (1969) as a pleasant or positive emotional state resulting from an
evaluation of one's work experience. Spector (1997) provided the most well-known and inclusive
definition of job satisfaction. He claims that it has to do with how much individuals enjoy (or are
satisfied with) or detest (or are dissatisfied with) their jobs. There have been innumerable other
definitions added over the last 20 years.

Work values are a general term for a set of criteria used to evaluate performance at work or
in the workplace. These standards might include personal preferences as well as moral principles
and social conventions (Dose, 1997).

Research Problem/Objective
The researchers believe that analyzing the work values and job satisfaction between private and
government employees helps organizations to know by these objectives.
1. To identify the level of the job satisfaction and work values between the two
sectors.
2. To determine the significant relationship between two sectors job satisfaction
and work values.
3. To study the opinions and reactions of employees on both sectors towards their
work while assessing the degree of their satisfaction.
4. To provide organizations and policymakers with insights into the factors
influencing job satisfaction and work values in both private and government
sectors.

Expected Output
 Create a work environment that align with the identified work values and addressing
sources of dissatisfaction can enhance overall employee engagement and productivity.

 Assist organizations and policymakers with insights into the factors influencing job
satisfaction and work values in both private and government sectors.

 Informed decision-making can lead to the development of policies and practices that better
align with the needs and preferences of employees, ultimately improving overall job
satisfaction.

How do you plan to do your research?


The researchers will be using a mixed-methods of quantitative and qualitative research.
Data will be gathered from random employees from both the public and private sectors and
variables for this research will be determined by a self-made questionnaire by the researchers.
The researchers will utilize the use of Google form to conduct our Quantitative research in
parallel with spreadsheet documents for the summary of responses. A semi-structured interview
will be used for our Qualitative research that will be recorded as well. The research is expected to
be completed in 20 weeks. The timeline line for each phase of the research is as follows:
Research Proper Duration
Title 1 week
Introduction 1 week
Need for this study 2 weeks
Background 2 weeks
Objectives 2 weeks
Research Questions and or Hypothesis 2 weeks
Research Methodology 1 week
Data Analysis Interpretations and discussions 5 weeks
Summary Conclusion and recommendations 3 weeks
Reviewing Work for Final Submission 1 1/2 weeks

References

D. Gardner (2008) Generational Differences in work values, Outcomes and Person-Organization


Values Fit

B. Batinic, et al (2002) Work Values across generations: Development of the New Work Values
Scale (NWVS) and examination of generational differences

M. Abessolo, et al (2021) Development and Validation of Multidimensional Career Values


Questionnaire: A Measure Integrating Work Values, Career Orientations, and Career Anchors

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