Chapter I

THE PROBLEM AND ITS SETTING

Background of the study

Job satisfaction is a major feeling of completion and achievement at work. It is

the important for work in order to produce good productivity and also it is the part of an

individual condition. Job satisfaction supports for completing one’s job, doing it well and

to achieved a good reward from work. Job satisfactions also give excitement and

enjoyment with ones work. Job satisfaction is the way that incited acknowledgment,

salary, promotion and achievement of different objectives that lead to a feeling of

satisfaction (Kaliski, 2007).

In spite of the idea of job satisfaction there are many different issues or problems

that arise, just like long and uncommon working hours, continuous performance of their

responsibility, working overload and uncomfortable work environment. In India, due to

stress in work, police encountered effects of poor work satisfaction among the personnel

(Sujita, 2015).

In the Philippines, many of the police officers had low job satisfaction, because

they could not implement their roles as preserving peace and order of the citizens. There

are some police officers who engaged in drug dealing and other organized crimes.

Moreover, some police officer was judge accordingly by the mistake of individual

members. Despite of these problems, PNP organization created a new system for the

police reform after the downfall of the Marcos regime was headed in the right direction.

The first step taken was the elimination of the troublesome people (Narag, 2017).

In the City of Mati, Davao Oriental one of the policemen was also convicted with

criminal charges after the authorities found suspected paraphernalia for illegal drugs in
his room. Policemen of this city have been recommended for dismissal from service after
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they tested positive for illegal drugs during a surprise test over the weekend (Frinston,

2016).

The researcher focused to the Job Satisfaction on the Work Performance of the

PNP in City of Mati because the citizens cannot observed that the police officer are not

doing their job efficiently and sufficiently. The researchers conducted this study in order

to determine if they were satisfied to their job and also to determine the level of their

performances as a police officers.

Objective of the study

The main purpose of this study was to determined the significant relationship of

Job Satisfaction to Work Performance of Police Officers in Mati Police station and

Specifically aimed to answer the following questions:

1. To determine the socio-demographic profile of the respondent in terms of:

1.1 Age

1.2 Sex

1.3 Civil Status

1.4 Length of Service

1.5 Educational Assignment

1.6 Area of Assignment

1.7 Rank

2. To determine the level of job satisfaction of the PNP in City of Mati in terms of:

2.1 Compensation

2.2 Promotion

2.3 Work Environment; and

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2.4 Work Itself

3. To determine the level of work performance of PNP in the City of Mati in terms of:

3.1 Capacity to perform

3.2 Willingness to perform

3.3 Opportunity to perform

4. To determine the significant relationship between job satisfaction and work

performance of the PNP Personnel in the City of Mati.

5. To determine the significant difference of work performance when group

according to age, sex, civil status, length of service, educational attainment. Area of

assignment and rank.

Hypothesis

H01. There is no significant relationship between job satisfaction and work

performance of PNP personnel in City of Mati. 1

H02. There is no significant difference of work performance of the PNP personnel

in City of Mati when group according to age, sex, civil status, length of service,

educational attainment, area of assignment and rank.

Significance of the study

This study is seen to be beneficial to the following sectors:

Philippine National Police (PNP). This study would contribute ideas in

understanding the importance of job satisfaction in relation to their job and their need for

improvement of their work performance in their own selves as a police officers. This

would be beneficial to their line of work because it would give them a better view of how

important job satisfaction is in their performance. It could give motivation to the police
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officer to perform well and effective to their community. Furthermore, this study might

help the police officers to upgrade their skills and capacities in keeping peace and order.

Department of Interior and Local Government (DILG). This would improve

their performance in ensuring public safety and strengthening the local government

capability towards the effective delivery of basic services to the citizenry. The results of

this study might encourage them to give the PNP their extreme help. The data extracted

from this study will give appreciation to the PNP and an opportunity to address their

problems.

The Community. It could develop their good their active community engagement

and involvement in building partnerships with the police personnel. Both the community

and the police will work hand in hand in order to address the issues and problems in the

community.

Davao Oriental State College Science and Technology - Bachelor of

Science in Criminology program. This study would help them to understand the

importance of job satisfaction in relation to their future work. This would enable them to

make preparations and adjustments in addressing particular aspects of customs

administration work field.

Researchers. This might be beneficial to the future researchers as a reference

material and guide in their study..

Scope and Limitations

This research focused on the job satisfaction on work performance of PNP

Personnel in Mati City Police Station. The was a total 63 number of respondents that

were enough to cover the population of Police Officers in Mati City Police Station.

Moreover, the research used quantitative study and was limited to the Philippine
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National Police of City of Mati only.

Operational definition of terms

These are the following terms used in that are operationally defined in an

academic discipline.

Capacity to perform refers to the give recognition for good performance and

works without necessary and receive enough training to handle their tasks, to be able to

perform their work well with minimal time and effort, do more than what is expected of

them, come up with creative solution to the new problems, and knew how to solve

difficult situations and setbacks quickly.

Compensation refers to the salary they get in their job, salary increases, and

enjoying the salary they receive, with their current wages and incentives.

Job satisfaction refers to the compensation, promotion, work environment and

work of the police personnel in the City of Mati.

Opportunity to perform refers to the appreciation given by their superior and

co-officers for the job they perform for the department and headquarters, the

opportunities to participate in decision-making in their job and actively looking ways to

improve their performance at work, given sufficient responsibility in their job.

Promotion refers to the level of promotions they have reached in their job, the

organization promotes them to a higher job rank based on their working abilities. The

chances of their promotion in their job motivate and encourage them to perform better in

their work.

Willingness to perform refers in arriving at work on time and actively

participating in work meetings, taking appropriate action on nrcessary problem,

willingness to make a greater effort than expected in order to contribute the success of
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their organization, doing any job in this organization as necessary and planing on

working there for a long time and coming up with creative solution to the problems.

Work Environment refers to the physical working conditions such as place of

work, light noise in their job, and also the adequacy of facilities and new and modern

technology equipment and work tools for their job.

Work itself refers to the nature of their work and feeling of their work in

organization.

Work Performance, it refers to the capacity to perform their job, willingness to

impose, and the opportunity to perform in City of Mati.

Theoretical Framework

This study is anchored in the Theory X and Theory Y which was devised by

Douglas McGregor in his book The Human Side of Enterprise.

This theory represent the two assumptions that managers make about their

employee, theory X which the employee dislike their work, have a little ambition and not

willing to perform their responsibility. So the managers or the supervisors with this

assumption motivate their people, in which rewards a good performance and punish

poor performance and when there is more motivated employee it could guaranteed the

success of an organization and also the supervisors support the employees into making

them work, in this case the company will be successful.

On the other side, theory Y explains that people are self-motivated and feel

happy of the challenge of work and also willing to perform their responsibility. In this

assumption the employee will exercise self-direction and self-control in the achievement

of organizational objectives. It indicated that the employees actually become more

productive when more trust and responsibility is delegated to them. So the supervisor or
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the managers of this assumption have a good relationship with their people and

motivated them by allowing them to work on their own initiative, giving them

responsibility and empowering making them to perform (Hindle, 2003).

In addition, either which of the two assumption you take, it can motivates your

people or employee and create a big impact in your organization or company. Your

choice can also be fit by several other factors such as organizational structure, the kind

of work that your employee do and their skill level.

This theory is important in our study because it could give an idea on how to handle

employees in their work performance. Through in this theory it could motivate the

employees in order for them to improve their work performance as well as their job

satisfaction.

Conceptual Framework

This study shows the level of job satisfaction in compensation, promotion, work

environment and work itself as independent variables and work performance in capacity

to perform, willingness to perform and opportunity to perform as dependent variable and

socio-demographic profile when group according to age, sex, civil status length of

service, educational attainment, area of assignment and rank, as a moderating variable.

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Independent variable Dependent variable

Level of job satisfaction Work

Performance
 Compensation
 Promotion  Capacity to Perform
 Work Environment  Willingness to
 Work Itself Perform
 Opportunity to
Perform

Moderating variable
Socio- Demographic Profile
1.1 Age
1.2 Sex
1.3 Civil Status
1.4 Length of Service
1.5 Educational attainment
1.6 Area of Assignment
1.7 Rank
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Figure 1.

Job satisfaction and Work performance Framework