Job Motivation and Satisfaction Among Local Government Personnel in the Municipality of Sara, Province of Iloilo Philippines.

Abstract

The level of job motivation and satisfaction among local government personnel in the Municipality of Sara, Province of Iloilo Philippines during the year 2016-2017 as affected by the motivating factors incentive, fear, achievement, growth, power and social and satisfying factors satisfaction with coworkers, compensation, supervision/management, workload, professional opportunities, autonomy, policy/procedures, nature of work, control over practice, staffing/resources, work environment, promotion, scheduling, recognition, task variety, opportunities to interact with colleagues, access to information, predictability of job, and contingent benefits were determined. Employees perceived a very high level of job motivation from the motivating factors. Power and achievement gave the highest level of job motivation while the social factor gave the least motivation. Analysis of variance however showed no significant difference among the levels of motivation. The satisfying factors gave a very high level of satisfaction to the employees. Satisfaction with coworkers gave the highest level of satisfaction while the supervision/management and workload gave the least satisfaction to the respondents. Analysis of variance on the data showed that there was no significant difference on the effect of the factors tested to the job satisfaction of the employees. Positive correlation between job motivation and job satisfaction was found.

Employees’ Satisfaction with Motivational Incentives and Employees’ Efficiency

“…Therefore, there is a significant relationship between the variables, hotel/resort and level of satisfaction. These results agree with the study of Dela Cruz (2019) that employees perceived a very high job motivation from the motivation factors. Through workplace rewards and incentives, employers and workers enjoy a positive and productive work environment and leads to satisfaction.…”

“…Also, it was stated in the study by Kim and Bak (2020) that the motivation crowding theories that the impact of performance-based monetary incentives on performance is influenced by how the employees perceive the incentives. In addition, the study of Dela Cruz (2019) stated that employees perceived a very high job motivation from the motivating factors. And lastly it proves in the study of Roguel (2015) that employees push and challenge themselves to achieve higher productivity levels due to incentive schemes.…”

“…As a result, employers experience increased efficiency, sales, and production. Dela Cruz (2019) stated that employees perceived a very high job motivation from the motivating factors. The highest level of job motivation is power and achievement, while the social factor gives the slightest motivation.…”