problem 1-3 (output)

Problem 1: Profile of the Respondents1.1 AgeTable 1 Frequency and Percentage Distribution of theRespondents by Age

AgeFrequencyPercent

21- 301122.0

31- 402448.0

41- 501020.0

51- 6036.0

61 and above24.0

Total50100.0

As shown in Table 1, 24 or 48% of the respondents are aged 31- 40years old, 11 or 22 % are aged 21- 30 years old, 10 or 20% are aged 41- 50 years old, 3 or 6 % are aged 51- 60 years old and 2 or 4 % are aged 61 and above. This implies that majority of the respondents are in the middle adulthood stage wherein they are matured enough, responsible and decided about pursuing their chosen career. According to Ho (2005), faculty members belonging to the age bracket of 31 to 40 years were considered as matured and could be relied on.

1.2 SexTable 2 Frequency and Percentage Distribution of theRespondents by SexSexFrequencyPercent

Male1530.0

Female3570.0

Total50100.0

Table 2 shows that 35 or 70 % of the respondents are female and 15 or 30 % are male. This implies that respondents are both females and males. However, females outnumbered the males. Traditionally, teaching is considered as a womans job. The findings bear resemblance to the study by Geniza (2002). Genizas study showed that out of more than 300 teacher respondents, 155 (52.54 %) are female, indicating that teaching has been culturally associated with females.

1.3 Civil StatusTable 3Frequency and Percentage Distribution of theRespondents by Civil StatusCivil StatusFrequencyPercent

Single918.0

Married4182.0

Total50100.0

As shown in Table 3, 41 or 82 % of the respondents are married and only 9 or 18 % are single. It is clearly seen that majority of the respondents are married people. Married people are said to be responsible, caring and committed. According to Suratos (2002), married faculty members are found technical and professional competent, and tend to observe as well as practice a set of ethical and moral principles, standards and values.

1.4 Highest Educational StatusTable 4Frequency and Percentage Distribution of theRespondents by Highest Educational StatusHighest Educational StatusFrequencyPercent

College Graduate2856.0

Masters Graduate1734.0

Doctorate Graduate510.0

Total50100.0

As shown in Table 4. 28 or 56 % of the respondents are college graduate, 17 or 34 % are masters graduate and 5 or 10 % are doctorate graduate. It appears that more than half of the respondents are college graduate. However, some of the respondents have masters and doctorate degree. This may imply that almost half of the respondents are pursuing education for higher degree. Pursuing graduate education means updating intellectual qualities which is very important in the teaching profession . According to Villaluz (2005), strong knowledge of content is of best influence in enhancing Pedagogical Content (PCK), and this is achievable by pursuing the requisite higher education or degree in the discipline.

1.5 Years of Service in the SchoolTable 5Frequency and Percentage Distribution of theRespondents by Years of Service in the SchoolYears of Service in the SchoolFrequencyPercent

5 years and below1326.0

6-10 years1836.0

11- 15 years1122.0

16- 20 years612.0

21 years and above 24.0

Total50100.0

As shown in Table 5. 18 or 36 % of the respondents have 6 to 10 years of service in the school, 13 or 26 % have 5 years and below, 11 or 22 % have 11 to 15 years, 6 or 12 % have 16 to 20 years and 2 or 4 % have 21 years and above. It is noted that there is a sudden decline of number of respondents after five years in the profession. This could be attributed to career paths. Matchete (2009), reveals that the decline in the length of teaching experience of the teachers could be attributed to the brain drain that the Philippines is experiencing at present. According to her, teachers are very much in demand abroad; hence, most of the qualified and experienced teachers opted to leave the country for a greener pasture.

Problem 2: Level of Job Satisfaction2.1 AchievementTable 6Respondents Level of Job SatisfactionIn Terms of AchievementAchievementWeighted MeanVerbal Interpretation

I will continue to stay in this company until I retire3.50Satisfied

I have acquired the finest professional competency3.44Somewhat Satisfied

My work gives me a feeling of personal accomplishment3.48Somewhat Satisfied

Grand Mean3.47Somewhat Satisfied

Table 6 shows that I will continue to stay until I retire obtained the highest weighted mean of 3.50, verbally interpreted as Satisfied. This is followed by My work gives me a feeling of personal accomplishment with a weighted mean of 3.48, and then by I have acquired the finest professional competency with a weighted mean of 3.44. Both statements are given an interpretation of Somewhat SatisfiedAs a whole, the Achievement got a weighted mean of 3.47, verbally interpreted as Somewhat Satisfied. The results might mean that the institution should give more opportunities for advancement such as more challenging task, trainings and education. Being excellent in work may mean that they are personally and professionally competent.Herzberg (1964) mentioned, achievement is one of the motivating factors which may bring employees into higher performance. Likewise, Dajoc (1991) states that growth opportunity is the primary factor, which keeps worker with their job. 2.2 Recognition

Table 7Respondents Level of Job SatisfactionIn Terms of Recognition

RecognitionWeighted MeanVerbal Interpretation

I am recognized for the quality of my efforts3.96Satisfied

The company values my contribution to my department3.62Satisfied

The company appreciates my good performance through gifts or incentives.3.34Somewhat Satisfied

Grand Mean3.64Satisfied

Table 7 shows that I am recognized for the quality of my efforts obtained the highest weighted mean of 3.96, verbally interpreted as Satisfied. This is followed by The company values my contribution to my department with a weighted mean of 3.62, verbally interpreted as Satisfied. The company appreciates my good performance through gifts or incentives got the lowest weighted mean of 3.34, verbally interpreted as Somewhat Satisfied.As a whole, the Recognition got a weighted mean of 3.64, verbally interpreted as Satisfied. This may imply that respondents efforts and contribution to the institution is valued and recognized by the institution.Herzberg (1964), mentioned that recognition makes employees experience job satisfaction.

2.3 Work Itself

Table 8Respondents Level of Job SatisfactionIn Terms of Work ItselfWork ItselfWeighted MeanVerbal Interpretation

My work give me challenges3.52Satisfied

I am satisfied on how often I take part in problem solving3.64Satisfied

My work met my personal expectation about the work itself3.52Satisfied


Table 8 shows that I am satisfied on how often I take part in problem solving obtained the highest weighted mean of 3.64, verbally interpreted as Satisfied. This is followed by My work give me challenges and My work met my personal expectation about the work itself. Both statements have a weighted mean of 3.52, verbally interpreted as Satisfied.As a whole, the Work Itself got a weighted mean of 3.56, verbally interpreted as Satisfied. This may imply that respondents are satisfied with their jobs when they are given challenging tasks and being able to handle it well. Limcaco (1992) stated that the reasons why teachers leave the service are lack of challenge, non- recognition of achievement and discrimination.

2.4 Responsibility

Table 9Respondents Level of Job SatisfactionIn Terms of ResponsibilityResponsibilityWeighted MeanVerbal Interpretation

The amount of work output expected of me is reasonable3.64Satisfied

I am given enough freedom to handle my task3.32Somewhat satisfied

I like the level of responsibility assigned to me3.72Satisfied


Table 9 shows that I like the level of responsibility assigned to me obtained the highest weighted mean of 3.72, verbally interpreted as Satisfied. This is followed by The amount of work output expected of me is reasonable with a weighted mean of 3.64, verbally interpreted as Satisfied and then by I am given enough freedom to handle my task with a weighted mean of 3.32, verbally interpreted as Somewhat Satisfied.As a whole, the Responsibility got a weighted mean of 3.56, verbally interpreted as Satisfied. This may imply that respondents are satisfied with the responsibility given to them. Assignments, tasks and outputs expected to the respondents are reasonable and they are given freedom to handle the task.

2.5 Opportunities for Promotion

Table 10Respondents Level of Job SatisfactionIn Terms of Opportunities for PromotionOpportunities for PromotionWeighted MeanVerbal Interpretation

I am aware of the advancement opportunities that exist in the company3.50Satisfied

The position and conditions I have right now satisfies me3.74Satisfied

The challenging demands of my work boost my professional competencies3.28Somewhat Satisfied


Table 10 shows that The position and conditions I have right now satisfies me obtained the highest weighted mean of 3.74, followed by I am aware of the advancement opportunities that exist in the company with a weighted mean of 3.50. Both statements are given an interpretation of Satisfied. The challenging demands of my work boost my personal competencies got the lowest weighted mean of 3.28, verbally interpreted as Somewhat Satisfied.As a whole, the Opportunities for Promotion got a weighted mean of 3.51, verbally interpreted as Satisfied. The result may indicate that respondents feel that there is a need to improve the promotion process in the institution. Opportunities for promotion may cause the employee to perform better or exert greater effort in his/ her job. According to Markgraf (2000), promotion constitutes an important aspect of workers labor mobility and can have a significant impact on other job characteristics such as responsibilities and subsequent job attachment.

2.6 Salary/ Pay

Table 11Respondents Level of Job SatisfactionIn Terms of Salary/ PaySalary/ PayWeighted MeanVerbal Interpretation

I am satisfied with basic pay3.58Satisfied

The company provides annual raise3.84Satisfied

I am satisfied with the schedule of payroll release3.42Somewhat Satisfied


Table 11 shows that The company provides annual raise obtained the highest weighted mean of 3.84, followed by I am satisfied with basic pay with a weighted mean of 3.58. Both statements are given an interpretation of Satisfied. I am satisfied with the schedule of payroll release got the lowest weighted mean of 3.42, verbally interpreted as Somewhat Satisfied.As a whole, the Salary/ Pay got a weighted mean of 3.61, verbally interpreted as Satisfied. This may imply that the respondents are satisfied with the compensation they receive from the institution.Herzberg (1964), said that basic salary was important as a survival need because it protects against employee dissatisfaction. It could not, however, strongly motivate. He did note that recognition, promotional opportunities and self- worth are the key motivators. Thus, if companies tie these factors to pay structure, they may have more ability to use salary to push for stronger performance.

Problem 3: Difference in the Respondents Level of Job Satisfaction when Grouped by ProfileThe following tables illustrates the significant difference in the assessment of the respondents on their level of job satisfaction when grouped according to their profile as age, sex, civil status, highest educational status and years in the service.3.1 AgeTable 12Significant Difference in the Level of Job Satisfaction of the respondents by AgeVariableF- valuep- valueDecisionRemarks

Achievement.660.632Accept HoNot Significant

Recognition.878.485Accept HoNot Significant

Work Itself1. 306.282Accept HoNot Significant

Responsibility2.608.048Reject HoSignificant

Opportunity for Promotion1.127.356Accept HoNot Significant

Salary/ Pay.946.446Accept HoNot Significant

As shown in Table 12, the null hypotheses for Achievement (F=.660, p=.632), Recognition (F=.878, p=.485), Work Itself (F=1.306, p=.282), Opportunity for promotion (F=1.127, p=.356), and Salary/ Pay (F=.946, p=.446) were accepted since p- values are greater than .05, the assumed level of significance. The results meant that the level of satisfaction of the respondents for the five aspects of job satisfaction did not differ significantly when they were grouped by age.On the other hand, the level of satisfaction of the respondents differed significantly with respect to the responsibility. This aspect of job satisfaction had an F- value of 2.608 and with p- value of .048. The p- value was less than .05, hence the null hypothesis was rejected.3.2 SexTable 13Significant Difference in the Level of Job Satisfaction of the respondents by SexVariableF- valuep- valueDecisionRemarks



Work Itself.397.531Accept HoNot Significant

Responsibility.229.634Accept HoNot Significant

Opportunity for Promotion.960.332Accept HoNot Significant


As shown in Table 13, Achievement had an F-value of .596 and p-value of .444, Recognition had F=.233 and p=.632, Work Itself had F=.397 and p=.531, Responsibility had F=.229 and p=.634,Opportunity for Promotion had F=.960 and p=.332, and Salary/ Pay had F=.003 and p=.955. All the p- values were greater than .05, the level of significance, hence the null hypothesis was accepted. This meant that the level of respondents job satisfaction when grouped by sex were not significantly different.

3.3 by Civil StatusTable 14Significant Difference in the Level of Job Satisfaction of the respondents by Civil StatusVariableF- valuep- valueDecisionRemarks





Opportunity for Promotion4.793.033Reject HoSignificant

Salary/ Pay5.095.029Reject HoSignificant

As shown in Table 14, the null hypotheses for Achievement (F=.677, p= .415), Recognition (F=699, p=.407), Work Itself (F=.028, p=.868), and Responsibility (F=.331, p=.568) were accepted since p- values are greater than .05, the assumed level of significance. The results meant that the level of satisfaction of the respondents for the four aspects of job satisfaction did not differ significantly when they were grouped by civil status.On the other hand, the level of satisfaction of the respondents differed significantly with respect to the Opportunity for Promotion (F=4.793, p=.033) and Salary/ Pay (F=5.095, p=.029). Both p- values were less than .05, hence the null hypothesis were rejected.

3.4 by Highest Educational StatusTable 15Significant Difference in the Level of Job Satisfaction of the Respondents by Highest Educational StatusVariableF- valuep- valueDecisionRemarks

Achievement1.196.311Accept HoNot Significant


Work Itself4.939.011Reject HoSignificant

Responsibility1.862.167Accept HoNot Significant

Opportunity for Promotion2.131.130Accept HoNot Significant

Salary/ Pay2.598.085Accept HoNot Significant

As shown in Table 15, the null hypotheses for Achievement (F=1.196, p=.311), Recognition (F=.615, p=.545), Responsibility (F=1.862, p=.167), Opportunity for Promotion (F=2.131, p=.130) and Salary/ Pay (F=2.598, p=.085) were accepted since p- values are greater than .05, the assumed level of significance. The results meant that the level of satisfaction of the respondents for the five aspects of job satisfaction did not differ significantly when they were grouped by highest educational status.On the other hand, the level of satisfaction of the respondents differed significantly with respect to the Work Itself. This aspect of job satisfaction had an F- value of 4.939 and with p- value of .011. the p- value was less than .05, hence the null hypothesis was rejected.

3.5 by Years of Service in the SchoolTable 16

Significant Difference in the Level of Job Satisfaction of the Respondents by Years of Service in the SchoolVariableF- valuep- valueDecisionRemarks

Achievement1.357.264Accept HoNot Significant




Opportunity for Promotion3.155.023Reject HoSignificant


As shown in Table 16, the null hypotheses for Achievement (F=1.356, p=.264), Recognition (F=.159, p=.958), Work Itself (F=.222, p=.925), Responsibility (F=725, p=.579), and Salary/ Pay (F=.225, p=.923) were accepted since p- values are greater than .05, the assumed level of significance. The results meant that the level of satisfaction of the respondents for the five aspects of job satisfaction did not differ significantly when they were grouped by highest educational status.On the other hand, the level of satisfaction of the respondents differed significantly with respect to the Opportunity for Promotion. This aspect of job satisfaction had an F- value of 3.155 and with p- value of .023. The p- value was less than .05, hence the null hypothesis was rejected.

Output in EDU 641: Educational Statistics

Submitted by:

Benjie M. ManilaMEM- Student

Submitted to:

Prof. Leodegario SM. BautistaCourse Specialist

problem 1-3 (output)

Documents