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CHAPTER 1

BACKGROUND OF THE STUDY

I. Introduction

Fast food chains are greatly patronized in the Philippines, regardless of

class or social status. Jollibee Foods Corporation and McDonald’s Philippines are

considered to be the largest and leading companies in the country’s fast food

industry. In fact, the competition between the two traces back to the early 1980’s

when they first started offering their products to the Filipino market (Entrepreneur

Philippines, 2016). As these companies continue to expand, the need for

competent and highly motivated employees also increases.

In general, employees are the front lines of fast-food chains and most

often, they are paid in minimum wage or just slightly above it. It is a mantra that a

company can be successful if its employees are motivated. Fast-food jobs can be

very demanding due to long working hours, heavy physical work, face to face

interaction with customers and these can lead to the depletion of the employees’

enthusiasm at the workplace. Moreover, employers now implement incentives to

boost the productivity and work performance of the employees. They can also

build loyalty and create a positive trusting relationship between management and

staff (Hatter, 2012).

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People who work in fast food chains often see their employment as

temporary or short-term until they find a better opportunity. As an industry with

the highest turnover rates, owners must incessantly improve their offerings and be

at par with other companies in terms of providing better benefits for the workers.

The provision of favorable benefits to employees will keep them motivated to

perform well and produce outputs of higher quality (Hatter, n.d.). Consequently,

raising employee morale would help lead the company in increasing its sales due

to the enhanced work productivity of employees.

Companies use employee incentive plans for a variety of reasons (Umali

et. al, 2013). These employee incentive plans are used in order to meet or increase

sales goals, to meet or increase production goals, to raise employee morale, and

for extraordinary employee performance. Achieving success in the company is

what drives employers to implement plans like this.

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II. Objectives of the Study

2.1 To compare the benefits received by rank and file employees of

McDonald’s and Jollibee in A.H. Lacson Avenue, Sampaloc Manila

branches.

2.2 To provide a benchmark of benefits offered by fast food

restaurants.

2.2 To determine which of the benefits provided by McDonald’s and

Jollibee significantly affect their employee’s work motivation.

III. Statement of the Problem

3.1 What are the benefits received by the rank and file employees of

McDonald’s and Jollibee in A.H. Lacson Avenue, Sampaloc

Manila, and which of them provides better benefits?

3.2 What benefits should fast food restaurants provide in order to be at

par with competitors?

3.3 What benefits mostly enhance the work motivation of rank and file

employees in fast food chains?

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Thesis Statement

The fast food chain that provides better benefits has rank and file

employees who are more motivated than its competitor company.

IV. Scope and Limitations

This study was conducted to compare the benefits received by the rank

and file employees of McDonald’s and Jollibee, and determine as to how these

affect an employee’s work motivation. The benefits to be considered comprise of

(1) monetary compensation; (2) rest day/s; (3) vacation and sick leave; (4) meals

provided; (5) employee trainings; (6) clothing, housing, and transportation

allowance; and (7) other benefits mandated by the government (SSS, Phil Health,

and Pag-IBIG). The locale of the study will center on the Lacson Avenue,

Sampaloc Manila branches of the aforementioned fast food restaurants. The

respondents of this study will be the rank and file employees of Jollibee and

McDonald’s who shall be on duty and currently employed during the

administration of the survey. Collection and interpretation of data will be limited

to six months.
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V. Significance of the Study

Considering that McDonald’s and Jollibee are the largest fast food chains

in the Philippines, this study will be able to determine which of the two provides

better benefits to employees. Moreover, the study will analyze how these benefits

affect employee motivation, which also translates to better work performance, as

well as higher sales and productivity. Thus, the fast food chains that would apply

the findings of this research may opt to provide the specific benefits that enhance

employee motivation. If employees are motivated and performing well,

companies would be able to provide better service to the consumers. The findings

of this study are mostly beneficial to the following:

1. Fast Food Chain Owners – It is said that employees are the most

important asset of an organization. A highly competitive and effective

company consists of employees who are not only skilled, but are also

well-motivated. Through this study, fast food chain owners will have a

concrete basis on which benefits greatly affect the motivation and work

performance of their rank and file employees, which in turn help them stay

relevant in the industry.

2. Current Employees of Fast Food Chains – Fast food chains employ the

greatest number of workers in the Philippines (Philippine Statistics

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Authority, 2017). This study will enable them to have a better

understanding of their rightful benefits, and weigh whether they are

getting enough of these to fuel their work motivation.

3. Aspiring Employees of Fast Food Chains – Many Filipinos apply as fast

food crew members. McDonald’s and Jollibee, as the largest fast food

chains in the Philippines, attract several aspiring job seekers – including

students who want to work part-time. This study will help them compare

the choices they have when seeking for a fast food company who can

provide the benefits they aspire to get.

4. Future Researchers – This paper will benefit future researchers who

would conduct similar studies. The data gathered and analyzed could be

used as reference by future researchers.

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VI. Definition of Terms

To have a better understanding of the study, the researchers have supplied

the definition of the key terms reiterated in the paper:

1. Casual Employee - Casual employment exists when an employee

performs work which is dispensable to the employer’s main business

(Kittelson Carpo Consulting, 2018).

2. Employee Benefits - Employee benefits are forms of compensation

that employers provide in order to attract and retain employees. Some

of these are mandated by law, while some vary from different

companies (Merhar, 2016). Financial benefits pertain to the monetary

compensation or the salary agreed upon. Fringe benefits, on the other

hand, are compensation provided in addition to the salary. Some of the

most common fringe benefits include “medical and dental insurance,

use of a company car, housing allowance, educational assistance, paid

vacation and sick leave, meals, and employee discounts” (Kokemuller,

2018).
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3. Motivation - Motivation is what drives a person to accomplish

something. There are internal and external factors that induce a

person’s interest, allowing him to stay committed to a certain goal.

Thus, enhancing work motivation has been a technique used by

companies in order to improve employee performance and work

productivity (Vanbaren, 2017).

4. Probationary Employee - Probationary employment exists when

employers require their new employees to undergo such before they

can be considered as a regular employee. It is practiced to help

employers determine if their employees meet the reasonable standards

before admitting such into regular employment (Kittelson Carpo

Consulting, 2018).

5. Rank and File Employee - A rank-and-file employee is one who does

not occupy a managerial or supervisory position in a company. They

perform job functions that support the company’s policies (Mayhew,

n.d.).
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6. Regular Employee - Regular employment exists when an employee

performs work which is indispensable to the employer’s main

business. They enjoy the benefits provided under the Labor Code of

the Philippines and cannot be terminated without just cause (Kittelson

Carpo Consulting, 2018).

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VII. Theoretical Framework

7.1 Maslow’s Theory on Hierarchy of Needs

7.2 Herzberg’s Motivation – Hygiene Theory

7.3 Deci and Ryan’s Evaluation Theory

7.4 Latham and Locke’s Goal – Directed Theory

Motivation consists of various factors within the individual that impel

individual action (Locke, 2004). Generally, motivation is categorized into

intrinsic and extrinsic motivation. Extrinsic motivation is commonly derived from

preferences activated from outside the person which can be money, incentives, or

different kinds of gifts (Frey, 1997). Intrinsic motivation, on the other hand, is

derived from the person’s innate needs. In this study, the researchers will be using

Maslow’s Theory on Hierarchy of Needs, Herzberg’s Motivation – Hygiene

Theory, Deci and Ryan’s Evaluation Theory, and Latham and Locke’s Goal –

Directed Theory.

The (7.1) Maslow’s Theory on Hierarchy of Needs consists of five basic

needs which are Physiological Needs (Food, Water, Sleep, Warmth), Safety

Needs (Security, Protection), Social Needs (Sense of Belonging in a Group,

Love), Self-Esteem (Recognition, Status), and Self-Actualization (Self-

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Development, Realization). According to Maslow, individuals who are on the

lower levels of the Hierarchy of Needs can be motivated through extrinsic

rewards, but those individuals on the upper level of the Hierarchy of Needs, need

more intrinsic motivation (Huttu, n.d.). Also, individuals look more for

gratification on the upper levels of the Hierarchy of Needs specifically the one

involving Psychological Needs as this pertains to achievement, recognition,

responsibility, advancement, and the nature of the work itself.

In (7.2) Herzberg’s Motivation – Hygiene theory, he categorized the

factors that contribute satisfaction and those that contribute to the dissatisfaction

of individuals. He divided it into two categories, namely motivation factors and

hygiene factors. Motivation factors are those factors that contribute to satisfaction

while the hygiene factors are factors that contribute to dissatisfaction. With this in

mind, motivational factors consist of achievement, recognition, the work itself,

responsibility, and growth. On the other hand, hygiene factors include

supervision, interpersonal relationship, salary, and status. Both factors affect the

work motivation of employees (Huttu, n.d.). Also, Herzberg stressed that

motivation factors are a source of motivation that greatly affect an individual’s

work performance.
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According to (7.3) Deci and Ryan’s Evaluation theory, the individual’s

need for competence and autonomy have to be considered. The benefits received

by each individual depend on how they perceive it, which includes their self-

determination in doing a specific task, as well as their autonomy (Deci, 1999).

The rewards given also motivate the individual in being competent and

meaningful. Through this, it can be concluded that intrinsic motivation in an

individual greatly affects the value of work being done.

Lastly, (7.4) Latham and Locke’s Goal Directed theory states that the

individuals’ personal goals determine their effort. They suggested that challenging

goals lead to greater effort in the work being done as compared to easier goals or

no goals at all.
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VIII. Conceptual Framework

According to the aforementioned theories, it was posited that different

factors affect an employee’s work motivation. This study will be related to the

aforementioned theories. The researchers will then correlate the specific benefits

which affect work motivation of McDonald’s and Jollibee’s rank and file
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employees. This study will use a quantitative type of approach where

questionnaires will be given to the employees to determine the specific benefits

which affect their work motivation. Consequently, a conclusion will be drawn

from the analyzed data.

IX. Research Hypotheses

In this study, the following hypotheses were generated:

H1 – Benefits which comprise of salary, rest days, vacation and sick leave,

meals, trainings, allowances, SSS, PhilHealth and Pag-IBIG significantly

affect the work motivation of McDonald’s rank and file employees.

H2 – Benefits which comprise of salary, rest days, vacation and sick leave,

meals, trainings, allowances, SSS, PhilHealth and Pag-IBIG significantly

affect the work motivation of Jollibee’s rank and file employees.

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CHAPTER 2

REVIEW OF RELATED LITERATURE

Philippine Fast Food Industry

Fast food chains, also referred to as quick-service restaurants, are

characterized by having meals that are easily cooked and prepared, and are often

served instantaneously (Portfolio Manager Glossary, 2016). Throughout the years,

it has become a more convenient alternative for home-cooked meals and has

grown to be one of the most patronized industries in the Philippines.

According to the 2015 Annual Survey of Philippine Business and Industry

(ASPBI), the Philippines has been noted to have a total of 27,028 establishments

engaged in Accommodation and Food Service Activities. Among various

industries, fast food chains comprised of 16.6 percent or 4,477 establishments in

total. It ranked second, next to the restaurant industry which was considered to be

the leading sector.

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The report also states that fast food chains employ the greatest number of workers

comprising 130,304 workers or 30.1 percent of the total employment generated

(Philippine Statistics Authority, 2017).

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Rank and file employees of fast food chains, such as their service crew

and cashier, are often only paid the minimum wage and receive limited benefits

from their employers. Most of the employees are contractual and rarely receive

promotion opportunities. However, despite the low income, many Filipinos still

settle in working as fast food crew members due to limited job opportunities in

the country, most especially for those who were not able to acquire a college

degree. Incentives like free meals and rest period have seen to greatly increase the

motivation of employees, as well as improve their overall work performance

(Umali et al., 2013).

Factors Affecting an Employee’s Work Motivation

Financial benefits strongly influence an employee’s decision to work for a

particular company. In fact, monetary compensation is the fore factor in

motivating employees among other incentives that they may get. The need to

afford basic necessities, to support a family, and to live a comfortable life are just

some of the main reasons people better value a job that pays well. Moreover, even

when employees are dissatisfied with their rank or colleagues, a good

compensation encourages them to stay and perform adequately (Yousaf, Latif,

Aslam, & Saddiqui, 2014).

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Aside from monetary gain, the availability of fringe benefits also affects

employee motivation. Fringe benefits are forms of compensation that employers

provide in addition to the wage or salary agreed upon. Some of the most common

fringe benefits include “medical and dental insurance, use of a company car,

housing allowance, educational assistance, paid vacation and sick leave, meals,

and employee discounts” (Kokemuller, 2018). For most employees, the presence

of these benefits improves a company’s work environment, therefore encouraging

them to perform well and create better outputs. The provision of fringe benefits

significantly motivates the workforce, compelling them to exert extra efforts in

their work. It is deemed by managers to be as important as the incentive of

money, because it improves the company’s working conditions (Yousaf et al.,

2014).

In fast food restaurants, the practice of flexible working hours is apparent.

Flexible working hours pertain to “part time, long term leaves, job sharing,

flexitime and shift work” (Chung & Tijdens, 2012). This kind of arrangement

aims to create a balance between a person’s work and lifestyle, and is especially

catered to the needs of working students. The implementation of this kind of

system contributes to staff motivation, because their satisfaction level also

increases when their desired schedule is met. Furthermore, a flexible working

hour schedule allows employees to perform their tasks in a more comfortable and
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less stressful work environment that further lifts their motivation and improves

their work performance (Ahmad, Idris, & Hashim, 2013).

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CHAPTER 3

THE RESEARCH METHODS

Research Design

The research is grounded under the positivist research paradigm.

Positivism is broadly defined as an avenue of the natural sciences. Categorized

under the epistemological paradigm, Positivism clings to the belief that

information is only legal and valid when it is acquired through measured

observation. It also limits the researcher’s influence on the findings, and is mostly

limited to data collection and interpretation. The principles of Positivism focus on

measurable observations which will then be used for statistical analysis. Previous

studies have shown that they prefer accurate quantitative data which often use

surveys, experiments, and statistics. This paradigm provides accurate data free

from the researchers' prejudices, and is deductive in nature which makes the study

objective (Neuman, 2011). Consequently, positivism entails the quantitative

method.

The quantitative method will be used to determine the relationship

between the variables of the study. One of the advantages of this method is that it

is not affected by the individual biases of the researchers. Also, another notable

advantage is its reliability when used in conducting researches because of its

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preciseness and objectiveness (Picardi & Masick, 2014). According to Neuman

(2011), quantitative method uses hard data which involves value representation of

the information analyzed to formulate the conclusion of the relationship of the

main constructs in this study. This research design seeks objective data and

truthfulness of the gathered results free from human biases. This method involves

formulating survey questions, as well as quantifying and analyzing the data

gathered which will then answer the study’s research questions (Nardi, 2003).

This study will be conducted through a self-administered survey questionnaire.

Research Instrument

According to Picardi and Masick (2014), a survey is the most preferred

type of instrument in quantitative research. Its purpose is to explain, describe, and

compare the data gathered. The survey questionnaire to be used in this study is the

self-administered type.

As Nardi (2003) suggested, a self-administered questionnaire requires the

respondents to be the ones to accomplish the survey on their own. It is an efficient

tool in conducting surveys with large samples and could determine the cause and

effect of the main constructs of the study. This kind of survey lessens the

possibility of the researchers affecting the outcome of the study as the respondents

would have to accomplish it on their own. It also provides standard questions

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where the reliability of the outcomes is higher because the researchers would less

likely cause any type of influence on the data gathered.

The first part of the survey entailed the introduction where the purpose and

aim of the study was stated for the respondents’ awareness as to why the

researchers are conducting such study. Consequently, the consent which

acknowledged the respondents’ decisions whether to participate or not was

indicated. Only socio-demographic characteristics deemed essential to the

attainment of the study were included. After the main survey questions was a

short gratitude statement that expressed the researcher’s appreciation of the

respondents’ participation in the completion of the study.

Table 3.1 Contents of the Survey Questionnaire in Order by Domain

Domains Sub-domains

1 I receive an ample amount of salary from my employer.

2 Salary influenced my selection of fast food chain to work in.

3 The salary I receive compensate for the amount of work given to

me.
Salary

4 Salary is my core motivation to perform well at work.

5 I always receive my salary on time.

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1 The required number of working hours per day is strictly

followed by my employer.

2 I am given 1-2 days off per week that is enough to boost my

motivation to go back to work.
Rest Days

3 I prefer working more than the needed hours per day.

4 The rest day/s allotted for me is enough to motivate me to work

well.

5 When I am on duty, I am given enough break time to eat, rest,

and reenergize.

1 I am entitled to a certain number of paid vacation and sick leave.

Vacation and Sick leave

2 Having vacation and sick leave benefits is an important factor in

my choice of employer.

3 Vacation and sick leave benefits significantly affect my work

motivation.

4 The number of vacation leave and sick leave provided to me is

enough to keep me motivated and productive at work.

5 My unused sick leaves are convertible to cash.

1 I always receive complimentary meal/s during my shift.

2 Free meals at work enable me to better perform my job.

3 Having free meals greatly improves my feelings of enthusiasm

and motivation towards accomplishing my tasks throughout my
shift.
Meals

4 The meals provided to me sufficiently keep me functioning

properly all throughout my shift.

5 My employer allows us to purchase company products at a

discounted rate.
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1 My employer organizes training sessions with the aim of

enhancing employee skills and increasing employee motivation.

2 Employee trainings related to my job area are essential to

encourage me to better carry out my tasks/responsibilities at
work.
Trainings

3 My motivation to work greatly increases after attending

employee training sessions.

4 The things I learned from past job trainings have genuinely

helped me to be a more productive employee.

5 The number of trainings/seminars held per year is sufficient to

keep the company employees competent and motivated.

1 Besides my salary, I receive other allowances (eg. Clothing,

transportation, housing) from my employer.

2 Having allowance benefits increases my desire to do better at

work.
Allowances

3 Allowances such as those for clothing, transportation, and

housing are necessary to keep employees motivated.

4 The amount of allowance I receive is an adequate addition to my

salary for the kind of lifestyle that I have.

5 Having allowances (eg. for clothing, transportation, housing), in

addition to my basic salary, influenced my choice of employer.

1 Having government-mandated employee benefits like SSS,

SSS, PhilHealth, Pag-

PhilHealth, and Pag-IBIG is a significant factor in my choice of

fast food chain to work in.
IBIG)

2 In my current work, I am entitled to government-mandated

employee benefits like SSS, PhilHealth, and Pag-IBIG.

3 I am able to utilize the benefits/perks of having SSS, PhilHealth,

and Pag-IBIG for myself and/or for my family members.
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4 Having SSS, PhilHealth, and Pag-IBIG significantly motivates

me to perform well at work.

5 The benefits of having SSS, PhilHealth, and Pag-IBIG are

extremely important to me and my dependents/beneficiaries.

Sampling and Data Collection

The respondents of this study will be the rank and file employees of

Jollibee and McDonald’s who shall be on duty and currently employed during the

administration of the survey. The locale of the study will solely be focused on the

Lacson Street, Sampaloc Manila branches of both fast food chains. The

researchers are to submit a letter to the store managers of these fast food chains

requesting their permission to allow the employees to partake in the survey.

Consequently, a representative sample that can participate in the study being

conducted will be identified.

Ethical Consideration

During the data collection, four ethical principles were considered: avoid

harm to the respondents, ensure informed consent of the respondents, respect the

privacy of the respondents, and avoid deception.

Avoiding harm means that the respondents are not to be afflicted

throughout the course of the research, both physically and mentally. During the
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gathering of data, the researchers made sure that the questions in the survey were

easily comprehended and did not cause any stress to the respondents. The

research instrument did not require any personal information that was not relevant

to the study. Consent was included in the introductory part of the questionnaire as

it was necessary to ask for the respondents’ approval, as well as the aim and

purpose of the study which was also for the respondents’ use and benefit. The

questions used were formulated to be truthful, not deceiving, and having no other

agenda than for academic purposes only (Nardi, 2003; Picardi & Masick, 2014;

Jackson, 2015).

Respect and courtesy were evident during the data collection. In doing this

study, both the anonymity of the respondents and confidentiality of the data

gathered were rest assured to the respondents. According to Nardi (2003),

anonymity means that the respondents should not be associated to the information

they have given, and according to Neuman (2011), the identity of the respondent

should be unknown. Confidentiality on the other hand means that the identity of

the respondents could be linked to the data they have given. However, it would

not be disclosed to the public and only the researchers could know the name of

the respondents who gave that particular data (Neuman, 2011).

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According to Neuman (2011), respondents should be able to participate in

the survey freely. Respondents should be aware of the study they are going to be a

part of, and it is deemed significant to advise the respondents that the study might

influence their perception (Nardi, 2003). Informed consent is given to the

respondents which also discusses the purpose of the study (Jackson, 2015).

Consequently, the introduction in the questionnaire asked for the respondent’s

consent to participate in the study. Lastly, the privacy of the respondents is of

great importance, because surveys invade the respondents’ privacy when the

questions discussed are about their beliefs and opinions (Neuman, 2011).

Questions in the survey were solely about the study, and there were no irrelevant

questions that invaded the privacy of the respondents.

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CHAPTER 4

RESULTS AND DISCUSSION

Profile of the Respondents

Descriptive Statistics

Each domain in the survey has five sub-domains or statements in order to

further measure the construct in a more objective manner (Qualities of a Good

Question, 2014). As such, each domain and its sub-domains will be discussed

thoroughly based on the answers of the respondents from McDonald’s and

Jollibee.

Salary

Sub-domain 1: I receive an ample amount of salary from my employer.

McDonalds
Frequency Percent
3.00 10 40.0
Valid 4.00 15 60.0
Total 25 100.0

Jollibee
Frequency Percent
1.00 1 4.0
2.00 4 16.0
Valid
3.00 15 60.0
4.00 5 20.0
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Total 25 100.0

As shown above, the first domain in the survey is salary. This generally refers to
the monetary compensation that the rank and file employees receive from the fast
food chains involved. The tables show the comparison of McDonald’s and
Jollibee in terms of its first sub-domain which is “I receive an ample amount of
salary from my employer.” The respondents from McDonald’s

Sub-domain 2: Salary influenced my selection of fast food chain to work in.

McDonalds
Frequency Percent
2.00 5 20.0
3.00 3 12.0
Valid
4.00 17 68.0
Total 25 100.0

Jollibee
Frequency Percent
2.00 4 16.0
3.00 18 72.0
Valid
4.00 3 12.0
Total 25 100.0

Sub-domain 3: The salary I receive compensate for the amount of work given to
me.

McDonalds
Frequency Percent
3.00 7 28.0
Valid
4.00 18 72.0
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Total 25 100.0

Jollibee
Frequency Percent
2.00 2 8.0
3.00 17 68.0
Valid
4.00 6 24.0
Total 25 100.0

Sub-domain 4: I always receive my salary on time.

McDonalds
Frequency Percent
3.00 6 24.0
Valid 4.00 19 76.0
Total 25 100.0

Jollibee
Frequency Percent
1.00 1 4.0
2.00 3 12.0
Valid 3.00 16 64.0
4.00 5 20.0
Total 25 100.0

Sub-domain 5: Salary is my core motivation to perform well at work.

McDonalds
Frequency Percent
2.00 3 12.0
Valid 3.00 3 12.0
4.00 19 76.0
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Total 25 100.0
Jolibee
Frequency Percent
2.00 1 4.0
3.00 16 64.0
Valid
4.00 8 32.0
Total 25 100.0

Rest Days

Sub-domain 1: The required number of working hours per day is strictly

followed by my employer.

McDonalds
Frequency Percent
3.00 7 28.0
Valid 4.00 18 72.0
Total 25 100.0

Jollibee
Frequency Percent
2.00 2 8.0
3.00 16 64.0
Valid
4.00 7 28.0
Total 25 100.0

Sub-domain 2: I am given 1-2 days off per week that is enough to boost my
motivation to go back to work.
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McDonalds
Frequency Percent
2.00 1 4.0
3.00 9 36.0
Valid
4.00 15 60.0
Total 25 100.0
Jollibee
Frequency Percent
2.00 2 8.0
3.00 18 72.0
Valid
4.00 5 20.0
Total 25 100.0

Question 3
 I prefer working more than the needed hours per day.
McDonalds
Frequency Percent
2.00 3 12.0
3.00 5 20.0
Valid
4.00 17 68.0
Total 25 100.0
Jollibee
Frequency Percent
2.00 9 36.0
3.00 13 52.0
Valid
4.00 3 12.0
Total 25 100.0

Question 4
 When I am on duty, I am given enough break time to eat, rest, and
reenergize.
McDonalds
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Frequency Percent
3.00 7 28.0
Valid 4.00 18 72.0
Total 25 100.0
Jollibee
Frequency Percent
2.00 3 12.0
3.00 18 72.0
Valid
4.00 4 16.0
Total 25 100.0

Question 5
 The rest day/s allotted for me is enough to motivate me to work well.
McDonalds
Frequency Percent
2.00 1 4.0
3.00 9 36.0
Valid
4.00 15 60.0
Total 25 100.0
Jollibee
Frequency Percent
2.00 4 16.0
3.00 17 68.0
Valid
4.00 4 16.0
Total 25 100.0

Vacation Leave and Sick Leave

Question 1
 I am entitled to a certain number of paid vacation and sick leave.
McDonalds
Frequency Percent
Valid 2.00 1 4.0
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3.00 6 24.0
4.00 18 72.0
Total 25 100.0
Jollibee
Frequency Percent
1.00 1 4.0
2.00 3 12.0
Valid 3.00 17 68.0
4.00 4 16.0
Total 25 100.0

Question 2
 Having vacation and sick leave benefits is an important factor in my
choice of employer.
McDonalds
Frequency Percent
2.00 2 8.0
3.00 3 12.0
Valid
4.00 20 80.0
Total 25 100.0
Jollibee
Frequency Percent
2.00 5 20.0
3.00 16 64.0
Valid
4.00 4 16.0
Total 25 100.0

Question 3
 Vacation and sick leave benefits significantly affect my work motivation.
McDonalds
Frequency Percent
1.00 15 60.0
Valid 2.00 1 4.0
3.00 5 20.0
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4.00 4 16.0
Total 25 100.0
Jollibee
Frequency Percent
1.00 2 8.0
2.00 7 28.0
Valid 3.00 13 52.0
4.00 3 12.0
Total 25 100.0

Question 4
 My unused sick leaves are convertible to cash.
McDonalds
Frequency Percent
1.00 1 4.0
2.00 1 4.0
Valid 3.00 1 4.0
4.00 22 88.0
Total 25 100.0
Jollibee
Frequency Percent
1.00 2 8.0
2.00 5 20.0
Valid 3.00 15 60.0
4.00 3 12.0
Total 25 100.0

Question 5
 The number of vacation leave and sick leave provided to me is enough to
keep me motivated and productive at work.
McDonalds
Frequency Percent
2.00 1 4.0
Valid
3.00 10 40.0
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4.00 14 56.0
Total 25 100.0
Jollibee
Frequency Percent
2.00 4 16.0
3.00 14 56.0
Valid
4.00 7 28.0
Total 25 100.0

Meals
Question 1
 I always receive complimentary meal/s during my shift.
McDonalds
Frequency Percent
2.00 3 12.0
3.00 3 12.0
Valid
4.00 19 76.0
Total 25 100.0
Jollibee
Frequency Percent
1.00 2 8.0
2.00 9 36.0
Valid 3.00 10 40.0
4.00 4 16.0
Total 25 100.0

Question 2
 Free meals at work enable me to better perform my job.
McDonalds
Frequency Percent
2.00 2 8.0
Valid
3.00 6 24.0
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4.00 17 68.0
Total 25 100.0
Jollibee
Frequency Percent
1.00 3 12.0
2.00 1 4.0
Valid 3.00 19 76.0
4.00 2 8.0
Total 25 100.0

Question 3
 The meals provided to me sufficiently keep me functioning properly all
throughout my shift.
McDonalds
Frequency Percent
2.00 2 8.0
3.00 6 24.0
Valid
4.00 17 68.0
Total 25 100.0
Jollibee
Frequency Percent
2.00 5 20.0
3.00 15 60.0
Valid
4.00 5 20.0
Total 25 100.0

Question 4
 My employer allows us to purchase company products at a discounted
rate.
McDonalds
Frequency Percent
3.00 2 8.0
Valid 4.00 23 92.0
Total 25 100.0
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Jollibee
Frequency Percent
1.00 1 4.0
2.00 3 12.0
Valid 3.00 17 68.0
4.00 4 16.0
Total 25 100.0

Question 5
 Having free meals greatly improves my feelings of enthusiasm and
motivation towards accomplishing my tasks throughout my shift.
McDonalds
Frequency Percent
2.00 2 8.0
3.00 2 8.0
Valid
4.00 21 84.0
Total 25 100.0
Jollibee
Frequency Percent
2.00 3 12.0
3.00 17 68.0
Valid
4.00 5 20.0
Total 25 100.0

Trainings
Question 1
 My employer organizes (or provides us) training sessions with the aim of
enhancing employee skills and increasing employee motivation.
McDonalds
Frequency Percent
3.00 3 12.0
Valid 4.00 22 88.0
Total 25 100.0
Jollibee
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Frequency Percent
2.00 1 4.0
3.00 17 68.0
Valid
4.00 7 28.0
Total 25 100.0

Question 2
 Employee trainings related to my job area are essential to encourage me to
better carry out my tasks/responsibilities at work.
McDonalds
Frequency Percent
3.00 3 12.0
Valid 4.00 22 88.0
Total 25 100.0
Jollibee
Frequency Percent
2.00 6 24.0
3.00 16 64.0
Valid
4.00 3 12.0
Total 25 100.0

Question 3
 The things I learned from past job trainings have genuinely helped me to
be a more productive employee.
McDonalds
Frequency Percent
3.00 4 16.0
Valid 4.00 21 84.0
Total 25 100.0
Jollibee
Frequency Percent
2.00 4 16.0
Valid 3.00 15 60.0
4.00 6 24.0
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Total 25 100.0

Question 4
 The number of trainings/seminars held per year is sufficient to keep the
company employees competent and motivated.
McDonalds
Frequency Percent
3.00 6 24.0
Valid 4.00 19 76.0
Total 25 100.0
Jollibee
Frequency Percent
2.00 2 8.0
3.00 19 76.0
Valid
4.00 4 16.0
Total 25 100.0

Question 5
 My motivation to work greatly increases after attending employee training
sessions.
McDonalds
Frequency Percent
2.00 2 8.0
3.00 7 28.0
Valid
4.00 16 64.0
Total 25 100.0
Jollibee
Frequency Percent
2.00 2 8.0
3.00 19 76.0
Valid
4.00 4 16.0
Total 25 100.0

Allowance
Question 1
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 Besides my salary, I receive other allowances (eg. Clothing,

transportation, housing) from my employer.

McDonalds
Frequency Percent
1.00 1 4.0
2.00 1 4.0
Valid 3.00 3 12.0
4.00 20 80.0
Total 25 100.0
Jollibee
Frequency Percent
1.00 3 12.0
2.00 8 32.0
Valid 3.00 11 44.0
4.00 3 12.0
Total 25 100.0

Question 2
 Allowances such as those for clothing, transportation, and housing are
necessary to keep employees motivated.
McDonalds
Frequency Percent
3.00 2 8.0
Valid 4.00 23 92.0
Total 25 100.0

Jollibee
Frequency Percent
1.00 1 4.0
2.00 2 8.0
Valid 3.00 19 76.0
4.00 3 12.0
Total 25 100.0
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Question 3
 The amount of allowance I receive is an adequate addition to my salary for
the kind of lifestyle that I have.

McDonalds
Frequency Percent
2.00 3 12.0
3.00 7 28.0
Valid
4.00 15 60.0
Total 25 100.0

Jollibee
Frequency Percent
2.00 6 24.0
3.00 17 68.0
Valid
4.00 2 8.0
Total 25 100.0

Question 4
 Having allowances (eg. for clothing, transportation, housing), in addition
to my basic salary, influenced my choice of employer.

McDonalds
Frequency Percent
1.00 11 44.0
2.00 1 4.0
Valid 3.00 5 20.0
4.00 8 32.0
Total 25 100.0

Jollibee
Frequency Percent
2.00 4 16.0
Valid
3.00 17 68.0
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4.00 4 16.0
Total 25 100.0

Question 5
 Having allowance benefits increases my desire to do better at work.

McDonalds
Frequency Percent
3.00 3 12.0
Valid 4.00 22 88.0
Total 25 100.0
Jollibee
Frequency Percent
2.00 4 16.0
3.00 18 72.0
Valid
4.00 3 12.0
Total 25 100.0

Government Mandated Benefits

Question 1
 Having government-mandated employee benefits like SSS, PhilHealth,
and Pag-IBIG is a significant factor in my choice of fast food chain to
work in

McDonalds
Frequency Percent
3.00 4 16.0
Valid 4.00 21 84.0
Total 25 100.0

Jollibee
Frequency Percent
2.00 2 8.0
Valid
3.00 16 64.0
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4.00 7 28.0
Total 25 100.0

Question 2
 In my current work, I am entitled to government-mandated employee
benefits like SSS, PhilHealth, and Pag-IBIG.

McDonalds
Frequency Percent
3.00 3 12.0
Valid 4.00 22 88.0
Total 25 100.0

Jollibee
Frequency Percent
2.00 3 12.0
3.00 15 60.0
Valid
4.00 7 28.0
Total 25 100.0

Question 3
 I am able to utilize the benefits/perks of having SSS, PhilHealth, and Pag-
IBIG for myself and/or for my family members.
McDonalds
Frequency Percent
3.00 4 16.0
Valid 4.00 21 84.0
Total 25 100.0

Jollibee
Frequency Percent
2.00 4 16.0
3.00 16 64.0
Valid
4.00 5 20.0
Total 25 100.0
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Question 4
 The benefits of having SSS, PhilHealth, and Pag-IBIG are extremely
important to me and my dependents/beneficiaries

McDonalds
Frequency Percent
3.00 3 12.0
Valid 4.00 22 88.0
Total 25 100.0

Jollibee
Frequency Percent
2.00 1 4.0
3.00 16 64.0
Valid
4.00 8 32.0
Total 25 100.0

QUESTION 5
 Having SSS, PhilHealth, and Pag-IBIG significantly motivates me to
perform well at work.

McDonalds
Frequency Percent
3.00 5 20.0
Valid 4.00 20 80.0
Total 25 100.0
Jollibee
Frequency Percent
2.00 3 12.0
3.00 15 60.0
Valid
4.00 7 28.0
Total 25 100.0
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Hypothesis Testing

Discussion

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