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SECTION I THE CONDITION AND ITS HISTORY INTRODUCTION Professors play a huge role in building a nation. They are really arguably one of the important groups of professionals to get our nation’s future. It is disturbing to learn that many of today’s unsung heroes just like teachers are dissatisfied using their jobs.

Ask anyone in the street how to motivate teachers and they’ll blatantly solution to increase their incomes. Ask what factors might have created discontentment among instructors and likely they will present factors like behavior of students, category size, subjects, and the government policies in education.

According to Herzberg Motivation-Hygiene Theory, the elements causing pleasure are different from those causing unhappiness, the two feelings cannot just be treated as opposites of one another. The opposite of fulfillment is not really dissatisfaction, but instead, no pleasure. Similarly, the contrary of unhappiness is nodissatisfaction. While at initially glance this kind of distinction involving the two opposites may seem like a word game00, Herzberg asserted that there are two distinct individual needs pictured.

First, there are physiological requires that can be fulfilled by funds, for example , to acquire food and shelter. Second, there is the internal need to obtain and increase, and this need is fulfilled by activities that cause one to grow. Many factors had been examined so that they can find what kind promotes inspiration. In the examine conducted by Poling (1990), he remarked that Pay offers have been discovered to be defeated in elevating motivation.

Within a similar study, Castillo and Cano (1999), concluded that teachers motivation will be based upon their liberty to try new concepts, achievements and intrinsic work elements. Although, schemes such as merit pay out were predicted to be counterproductive. They explained that accurate job pleasure is derived from the gratification of higher order demands than decrease order demands. Educators’ decision to keep and stay in the instructing profession is usually associated with his level of motivation and job satisfaction.

The elusive nature of job satisfaction create advanced the measurement and theoretical expansion to work satisfaction (Castillo, 199). Work satisfaction is usually an intangible notion which has been increasingly questioned and processed since the Herzberg, Mauser and Snyderman analyze in 1959. Although, the foundation of job satisfaction and job motivation was introduced by Maslow in his hierarchy of needs. Maslow (1954) claims that man motives come out sequentially to satisfy the following demands: physiological, protection, social, self-esteem and self-actualization.

Individual require satisfaction is influenced simply by both the importance attached to the many needs as well as the degree to which each individual satisfy each demands. A educating profession is the one of the most significant profession by any means. Teachers commit a lot with their energy, some interest to educate new decades. Like any other professions, teaching has some particular particularity and pitfalls. Through this study, I looked into the motivating and hygiene elements that affect the performance in the faculty of Universidad de Manila.

We have a need to conduct this study because Faculty members are definitely the frontrunners in the nation’s upcoming generations. It is very disturbing to find out that there are selected factors that affect the job performance with the faculty users based on the evaluation conducted by the Teachers and Personnel Performance Evaluation Office of Universidad Para Manila The subject was decided to determine the factors, equally motivating and hygiene that pleases and displeases the faculty users of Universidad De Manila. And identify those elements that affect in the work performance of the faculty people.

The purpose of this kind of study is to properly recognize the encouraging and hygiene factors pertaining to the job functionality of the faculty members, that is beneficial for the business in improving and enhancing whatever is essential for the organization’s progress. STATEMENT OF THE PROBLEM This kind of study is going to determine the motivating and hygiene elements in relation to work performance from the faculty members of Universidad De Manila (UDM). Particularly, the study can answer the subsequent questions, 1 ) What is the profile with the faculty associates of the Universidad De Manila in terms of: 1 ) Age 1 ) 2 Male or female 1 . 3 Marital Position 1 . four Academic Rank 1 . your five Length of Service at UDM 2 . Precisely what is the inspiring and cleanliness factors that UDM teachers members possess in terms of: A. Job Motivator Factors 1 ) Achievements 2 . Growth 3. Recognition 4. Responsibility 5. Work Itself B. Task Hygiene Factors 1 . Sociable Relations installment payments on your Policy and Administration 3. Salary 4. Supervision 5. Working Conditions 3. What is the job overall performance rating in the UDM instructing personnel? some. Is there a significant relationship between UDM educating personnel market profile and overall work performance? five.

Is there a significant relationship among UDM teaching personnel’s’ motivating and health factors regarding job functionality? 6. Is there a significant difference among UDM teaching personnel’s’ encouraging and hygiene factors in relation to job performance? HYPOTHESIS The subsequent null speculation was formulated and examined at zero. 05 levels of significance: 1 . There is no significant relationship between UDM instructing personnel market profile and overall work performance? 2 . There is no significant relationship among UDM educating personnel’s’ inspiring and care factors in relation to job overall performance?. There is a significant difference between UDM teaching personnel’s’ motivating and hygiene factors in relation to job performance? ASSUMPTIVE FRAMEWORK Ideas of job satisfaction included discrepancy theory(Locke, 1969), equity theory (Mowday, 1992) plus the motivator-hygiene theory (Herzberg, Mauser and Snyderman, 1959). The discrepancy theory was the result of the difference between an actual outcome a person receive and several other predicted outcome level which may cause job satisfaction/ dissatisfaction. (Lawler, 1973).

Inputs and outputs were the foundation of the collateral theory. Personnel evaluated their particular inputs/outputs simply by comparing these that of additional individuals. Fairness existed in case the ratio in the inputs and outputs was similar to the advices and outputs of different workers.

You read ‘Job Satisfaction and Dissatisfaction training Personnel in Udm’ in category ‘Essay examples’ Conversely, there is inequity if the ratio of the inputs and outputs was unequal to the advices and outputs of additional individual. Value were linked to job pleasure while inequity with work dissatisfaction (Mowday, 1992). This study is definitely anchored within the two-factor theory of Herzberg.

Herzberg, Mauser and Snyderman (1959) pointed out that job pleasure is not only a unidimensional strategy but that may be composed of two independent elements: 1 . Motivational factors itself can lead to job satisfaction, 2 . Maintenance elements (hygiene factors) must be completely present in order for mindset factors to come into enjoy and when certainly not sufficiently present can stop motivation and may lead to job dissatisfaction. Type of Herzberg’s Two ” Factor Theory Work Motivator Elements Achievements Expansion Recognition Responsibility Work By itself Satisfaction No Satisfaction

Work Hygiene Elements Interpersonal Associations Policy and Administration Wage Supervision Doing work Conditions No Dissatisfaction Unhappiness The premise from the motivator-hygiene theory was that careers had particular factors that were related to task satisfaction and dissatisfaction. The five factors that help job pleasure were success, recognition, work itself, responsibility, and growth. The factors identified as determinants of job dissatisfaction were policy and administration, supervision, salary, interpersonal relations and working circumstances.

Herzberg reasoned that because the factors triggering satisfaction are different from those triggering dissatisfaction, the 2 feelings are unable to simply be treated as opposites of one one more. The opposite of satisfaction is definitely not dissatisfaction, but rather, zero satisfaction. Similarly, the opposite of dissatisfaction is not a dissatisfaction. While at the first glance this distinction between the two opposites might sound like a play on words, Herzberg argued that we now have two specific human requires portrayed. First, there are physical needs that may be fulfilled by money, for example , to purchase foodstuff and shelter.

Second, you have the psychological ought to achieve and grow, and this need is happy by activities that trigger one to grow. CONCEPTUAL FRAMEWORK The conceptual framework from the study was based on Herzberg two aspect theory, also known as the Motivator-Hygiene Theory which focuses on the factors that affect the task performance of faculty members of Universidad De Manila. The hygiene factors are related to the environment exterior to the job. The environment contains interpersonal relationships with others, policy and administrations, wage, supervision and working conditions.

Many persons who have feel dissatisfied draw their dissatisfaction to conditions adjacent their jobs rather than work itself. The other category is the encouraging factors, which are found to work in inspiring people in superior functionality. These elements include successes, growth, reputation, responsibility and work by itself. All of these ought to be working together, to check and product one another. The fundamental requirement should be provided towards the workers in addition to the challenge to do to the optimum capacity and stimulate these to grow to the peak of their performance.

This research decided what people or faculty affiliate in particular in fact want and what factors made all of them perform better or lower on their particular field training. PARADIGM OF THE STUDY QUALIFYING CRITERION VARIABLE Task Performance VARIATE Achievements Expansion Recognition Responsibility Work On its own Interpersonal Relationships Policy and Administration Earnings Supervision Doing work Conditions OTHER FACTORS Age Sexual Civil Status Academic Get ranking Status of Employment Period of time employed in CCM Figure We “The motivating and cleanliness factors with regards to job efficiency of Universidad De Manila faculty RELEVANCE OF THE STUDY

The conclusions of the examine will be good for the following: Federal government Officials. This kind of study might enable government officials to look into the plight of the teachers members and just how they could plan programs and rules to improve the life and functioning conditions of the faculty associates of Universidad De Manila. Administrators. The effect of this analyze will be beneficial to the Managers of Universidad De Manila because it could help them in analysing and identifying the factors that affect the job performance from the faculty users of Universidad De Manila that could quite possibly guide these people in their pursuit of academic brilliance.

Faculty Users. The outcome with this study is for the improvement from the quality of life of each and every faculty part of Universidad Para Manila. This will likely enable these to realize their particular true benefit and well worth as a teacher and charge of knowledge. Pupils. The outcome of this study will assist the students, given that they will be the principal recipient of the enhanced job efficiency of the faculty members. It will eventually aid all of them in understanding and appreciating all their teachers. Future Researchers. A result of this examine could act as a way to obtain secondary data to upcoming researchers.

It may provide all of them a sharper view of the factors that affect the task performance of faculty members. RANGE AND LIMIT This study is limited for the motivating and hygiene elements that affect the job overall performance of Universidad De Manila. The focus of the study is limited to the encouraging and cleanliness factors that may possibly impact or impact the job overall performance of the faculty members of Universidad Sobre Manila. The point respondents will be one hundred faculty members (100), 100 review questionnaires received but only 60 was retrieved because some faculty members are generally not available at time of data gathering.

This studycovered the immediate association with the variate motivating and hygiene factors together with the criterion changing job overall performance. The immediate association of the other factors just like age, sexual intercourse, civil position, academic rank and period of years used in Universidad De Manila while using variate and criterion varying were wanted. DEFINITION OF TERMS The following conditions are operationally defined to get clearer and better knowledge of the study: Era ” this kind of refers to permitted period of existence or living as a person.

Civil Position ” the indicators of this strategy are 1) single 2) married Academics Rank ” the level of placement of faculty users. Motivating Factors ” these are generally the elements that inbuilt in mother nature and are important for employees fulfilment. These include achievements, growth, recognition, responsibility, and work On its own. Hygiene Factors ” they are the elements that are extrinsic in nature and can be a great deal for achieving organizational objective. These include sociable relations, policy and supervision, salary, guidance, and doing work conditions.

Task Performance ” refers to the amount and quality of jobs performed simply by faculty people of Universidad De Manila. Job Fulfillment ” group of favourable and unfavourable thoughts with which employuees view their particular work. Habit Of Pupils ” attitude or manner of students that affects the performance of the teachers. Category Size ” number of learners per school. Curriculum ” list of subject matter that function as guide to pupils as they pursue their particular degrees. Government Policies In Education ” guidelines collection by the CHED, DEPED and other governing human body of academic Establishments.

Chapter II REVIEW OF RELATED STUDIES AND RELATED LITERARY WORKS This chapter presents an overview and crucial analysis of literature carried out by the two local and foreign analysts, which were regarded as related and applicable to the current study. The researcher creates related research both community and overseas studies which were conducted with regards to the job motivation and job satisfaction regarding job functionality of the educating personnel inside the Philippines in addition to other countries as well. OVERSEAS STUDIES

While cited by simply Dutka, 2002, in her study, The partnership Between Task Satisfaction And The Organizational Weather For Women Higher Education Administrators For Five Corporations wherein sheexamined women higher education administrators’ job satisfaction levels and the marriage between their particular job satisfaction and awareness and of pleasure with the organizational climate. The literature implies women degree administrators’ can be dissatisfied although few research explore the influence in the organizational climate on job satisfaction.

The findings reported here unveiled women higher education administrators’ unhappiness with the organizational climate overall, and underscore the importance of the climate pertaining to career advancement. Equally important are the findings about advancement options. Both elements affect ladies higher education administrators’ job pleasure, which may influence attrition and individual and organizational success.

This research is related to the modern day study since it elucidates the relationship between the work satisfaction plus the organizational climate for women Advanced schooling administrators, that is of value to administrators in planning and evaluating the factors that affects work motivation and job satisfaction of teaching employees, which may in some manner affect the person and organizational effectiveness, which usually gave the researcher ideas in the conceptualization of this analyze. MichalinosZembylas, Elena Papanastasiou) Latest national and international studies on task satisfaction and motivation amongst teachers in Cyprus carried out in a number of countries have sketched attention to the level of job fulfillment among educators. In general, it is often found that context appears to be the most strong predictor of overall fulfillment. However , given that most of the intercontinental studies about teacher fulfillment have been executed in produced countries, one particular realizes the importance in the offered literature for similar analysis in expanding countries too.

This newspaper examines job satisfaction and motivation among teachers in Cyprus ” a small producing country in the Eastern Mediterranean. An modified version with the questionnaire developed by the “Teacher 2000 Project was converted into Ancient greek and used for the uses of this examine that a new sample of 461 K-12 teachers and administrators. The findings revealed that, as opposed to other countries in which this kind of questionnaire was used, Cypriot educators chose this kind of career due to salary, the hours, as well as the holidays associated with this career. The study analyzes how these types of motives impact the level of satisfaction held by Cypriot professors.

Teacher morale, job satisfaction, and motivation According to Linda Evans Model of the interraction of the motivation process with the operations of individuals’ attainment of job satisfaction and excessive morale. This kind of study is related to the present analyze because it displays how a business used performance appraisal as being a tool intended for evaluating individual job efficiency. It also shows the interraction of the inspiration process together with the processes of individuals’ attainment of work satisfaction and high well-being, which provided the researcher insights in the conceptualization on this study.

Cetin (2006) consider job pleasure as the actual satisfaction of the individual with intrinsic and extrinsic reinforces. Job satisfaction can be therefore viewed as the accomplished correspondence wanted by the specific in relation to extrinsic & intrinsic environmental factors leading to a piece contentment. Cruz, Kendall and Hulin (1969) state that you will find five measurements that stand for the most important attributes of a task about which usually people have efficient responses.

The description of such are the function itself, pay out, promotion opportunities, opportunities and co-workers This kind of study is related to the present study because it explains the factors, both extrinsic and innate that are sought by individual in order to attain work contentment, which gave the specialist insights in the conceptualization on this study. (Kessuwan* and Muenjohn 2010) The results advised that the employees had a moderate level of job satisfaction while using whole job situations (overall job satisfaction).

With a deeper look, this indicated which the highest satisfaction occurred in the areas of the operate itself, direction, and co workers. The employees were highly pleased with the work itself because they will found that their work was interesting, challenging, and enjoyable together enough authority and freedom to perform their job. Oversight also manufactured employees were highly pleased because of the high competency to do job of supervisor and the good support, opportunity to share opinions, support, fairness, and interest in the feelings of subordinates provided by manager.

The employees were highly satisfied with coworkers since their co-staffs were very competent in doing their task. They received good assistance and supports form all their coworkers and there were not any bickering and fighting at work. However , the employees were moderately satisfied with other worked-related parameters, including spend, fringe rewards, opportunity for progression, contingent advantages, and conversation. Asking from the employees views, it appeared that the employees rated pay out as the most essential aspect influencing their very own job fulfillment followed by perimeter benefits and coworkers.

However , the employees with the managerial and non-managerial amounts perceived diverse degrees of importance. The nonmanagerial employees perceived pay, edge benefits and coworker as the utmost three important would be since these mindset factors could fulfill their basic needs according to the Maslow’s Hierarchy of Needs (Moorhead and Griffin, 1998). However, the employees with the managerial level rated co-staffs, opportunity for growth, and job itself as the utmost important factor affecting their job satisfaction.

This might be just because a good work group or effective group could easily helped them achieved the best results. Likewise, the work by itself allowed them to apply their particular abilities and skills and embody a diversity of tasks, flexibility, and performance responses. Regarding the human relationships between the personal variables from the employees and their job fulfillment, it came out that there are very little relationships between these two variables. The current research was conducted inside one multinational company and thus would not represent employee’s frame of mind for the whole sector.

Also, theories in inspiration and task satisfaction proposed a number of factors affecting employee job pleasure but just eight work-related factors were identified from this study. Finally, quantitative analysis was utilized to assess personnel attitude toward their job in the current study. A number of researchers suggested qualitative research should be thought about to receive an in-depth attitude by respondents. This kind of study is related to the present analyze because it covers about the theories in motivation and job fulfillment and how it affects each other, which provided the investigator insights in the conceptualization on this study.

LOCAL STUDIES A study on the individual factors with the employees inside the Greater Manila Area was conducted by simply Donato. The girl found out that age, work status, educational attainment, income, marital position, and operating experiences affected the job functionality of staff. Better employment, attainment of the higher educational degree, higher income, good marital associations, and growth professional encounter tend to maximize one’s satisfaction in life. In addition, she found out the employees were more happy than the authorities employees regardless of the difference from the privileges in favour of the non-public employees.

This study is related to the present examine because it showed how age, employment status, educational achievement, income, significant other status and working experiences affect the work performance of employees. Additionally, it shows that govt employees had been more happy than the non-public employees regardless of the difference in the privileges, which gave the researcher information in the theory of this study. According to Manabat analyzed the options for job fulfillment of supervision in selected industrial firms in Local area Manila, because theorized by Herzberg.

The findings of the study revealed that achievement, advancement, reputation, and responsibility were three manifested main sources of satisfaction of middle section managers and interpersonal associations with superiors. Failure to achieve recognition, business policy, and administration were the major options for dissatisfactions. This kind of study relates to the present study because it elaborates that success, advancement, identification and responsibility were the major sources of fulfillment, which gave the researcher insights inside the conceptualization on this study.

Quitlong, in her study, discovered that the demographic characteristics including civil status, job position, eligibility, location, educational achievement, income, and length of services, problems, thinking, and morale did not show significant marriage with their work satisfaction. This study is related to the present examine because it pinpoints the factors that has simply no significant marriage in the task satisfaction and job functionality such as civil status, work status, et. al., which in turn gave the researcher ideas in the conceptualization of this research.

Villanueva, in the study of job dedication and satisfaction of technology and home economics instructors in picked secondary educational institutions in the trademark city schools, manila, learned that teachers are committed on their task and they are doing what is predicted of them for the best of their particular ability. They also believed that they can maximize the utilization of school methods, maximize the usage of time and fill in reports promptly. They claims to have adopted different steps to improve their particular teaching expertise and see to it that their class met the minimum, in the event not the ideal standard of instruction.

They complied with the requests of their superiors and were happy to accept added responsibilities when ever requested to do so. This study is related to the modern day study because it classifies the perceptual analysis of teachers in relation to their very own job pleasure and commitment, which provided the specialist insights in the conceptualization of this study. RELATED LITERATURE In respect to Margen and Rozenweig, highly determined individualsgenerally make smarter workers, achievers and implementors. Their efficiency greatly is dependent upon the pleasure of their needs, wants and climate.

This is related to the modern day study insofar as encouraging factors are worried. It clarifies that extremely motivated person generally the better staff, achievers and implementors, And this performance considerably depends upon the satisfaction of the needs would like and environment which the present study acquired sought from this present study. Jean Piaget’s theory of environmentalism which she associated with effectivity. The girl said that “to be an educator implies a significant belief of environmentalism. The educator should be an environmentalist.

It is through the environment that one of the most fundamental educational process-learning occurs within the child but is influenced by some of the values, attitudes and beliefs of educators in the particular corporation. Educators must try to impact the learning process by providing the right climate demands.  This theory of Piaget is usually somewhat associated with the present analyze because from this theory of environmentalism, professors is the subject implied, plus the present study discusses regarding the motivating and hygiene factors with regards to job functionality of Universidad De Manila Faculty Members.

Both employed teachers or perhaps educators as their subject. Quinn, Robert in the “Quality of Employment Survey stated the fact that quality of work environment determines to a large extent of fulfillment of the persons. It would be substantial when specific specific dimension of fulfillment exist, just like financial praise, comfort, concern, resource adequacy and enlightening relations with co-workers. This is certainly related to the current study because it discussed about the quality of work place is the determinant of the magnitude of work pleasure of the persons.

Ramoso in his study in motivational elements affecting performance to teachers in Carmen, Nasipit and Buenavista Districts of the Trademark Agusan de Norte. She found out that one of the most favored motivational factors related to the quality of teachers’ performance were principal’s trust, production emphasis and well-being. She stated that when teachers felt their particular school administrators have trust and assurance in all of them, they were encouraged to exert effort as a result providing increasing the quality of their very own performance.

This is related to the current study since the motivational factors affecting professors were discussed as well as the top quality of teacher’s performance. Frondoso specified the factors affecting the overall performance of instructors in Carmen, Nasipit and Buenavista Areas of Agusan Del Norte. Joseph Reitz stated that as employees grow older, they have a tendency to be more satisfied with their jobs. This is due to a number of factors such as reduced expectations and better adjusting to their operate situation due to their experience with this.

Younger workers tend to become less happy because of bigger expectations and fewer adjustment. This is somewhat related to the present study because it works with the workers satisfaction. The reasons of their satisfaction were specified. Deci mentioned that individuals hold confident attitude toward their business and they knowledge a high level of job pleasure when the firm provides associated with rewards that they desire. This individual further believed that happy workers will certainly perform greater than unsatisfied personnel. He even more suggested that satisfying staff is an effective method of motivating them.

This is related to the present examine because it discuss that people carry a positive frame of mind toward all their organization plus they experience a high level of work satisfaction if the organization supplies them with returns which they desire. It was also assumed that satisfied personnel will perform better than the unsatisfied a single. Gil mentioned that the poorer the attitude a educator has to his occupation, the more unsatisfactory will be his teaching functionality. This is linked to the present analyze insofar since attitude contains a relationship to one’s performance at work.

Nevertheless , this study has a different setting and it entails elementary school educators, while the present study offers its concentrate on college professors. In a study that was undertaken simply by Tsai Min Yen, a teacher. The girl found out the partnership between job performance and personality traits of college members of Nan Tai College of Commerce and Technology. The lady found out that faculty associates performed satisfactorily with various actions related to school work such as government, organization, consultative and assistance.

She even more concluded that the satisfaction a faculty member feels in his work is considerably influenced by his nature. This is related to the present study because it covers the relationship between job performance and nature of faculty members which this kind of present study has also been discussing. This analysis had concluded that the job pleasure a faculty seems in his work is greatly influenced by simply his personality traits. Myers pointed out that motivation tends to be related to the kind of supervisor romantic relationship experienced.

He suggests that if the school superintendent develops great interpersonal romance, the principal in the school program will are usually more highly motivated. The sociable relationships which usually promote large motivation within a school organization are those which are work-oriented and which usually free visitors to become self-actualized in their work. This is related in the present analyze because it pointed out that motivation is often related to the kind of supervisor romance experienced. Myers also suggested that if a school superintendent develops great nterpersonal marriage, the principal in the school system will are certainly more highly determined. Penley and Hawkins showed that a supervisors receptiveness or willingness to hear subordinates ideas, problems and concerns will be better the motivation of subordinates. Though this sort of receptiveness, supervisors develop understanding of areas through which they need to present additional schooling or reason in order to build expectancy that the workers is capable of doing tasks. When employees have got a sense of competence and incentive in their jobs, they perform better.

This is certainly related to the modern day study as it showed that the supervisor t receptiveness or willingness to become subordinates ideas, problems and concerns will improve the determination of subordinates. Chapter 3 METHODOLOGY This chapter talks about the research style used in the analysis, samples and sampling methods, instrumentation, data gathering procedures, and statistical treatment of info gathered by researcher. ANALYSIS DESIGN Any scientific process begins with description of your event or events from which theories may be developed to clarify phenomenon.

With this study, the researcher will use the detailed research design since this involves observation and description in the behavior with the teaching employees at Universidad De Manila. Under this design, a descriptive ” correlational approach will be employed in anylizing the information that will be collected through study questionnaire. In respect to Calderon (1993: 62), descriptive research is a purposive method of gathering, analysing, classifying, and tabulating data regarding prevailing circumstances or scenario.

Similarly, Aquino (1992: 3) describes detailed method of exploration as a means of systematically describing a situation or perhaps area of interest factually and effectively. It gives a clear statement of what is existing at the present understanding. Correlation studies are based on quantitative measures upon two or more variables. Since the study is correlational in nature, the record relationship between the level of determination and the level job pleasure will be investigated and it give an indication of how a single variable might predict the other.

However , the relationship of the variables does not indicate causation, that is certainly, simply because two events are in some way related (related) does not always mean that one actually causes the other. TEST AND TESTING TECHNIQUES In determining the sample of the analyze, the specialist will be using a non-probability sampling technique especially the purposive sampling. Purposive Sampling, according to Blay(2005: 12) is actually a process of finding the respondents based upon the criteria set by the investigator. With this sort, the test is “hand-picked for the research.

Using calculated sampling permits the investigator to home in on persons or occasions, which have great grounds in what they believe, will be critical for your research. In this study, respondents will be selected when it comes to their position in the University. The researcher’s respondents on this study would be the teaching staff of the Universidad De Manila. The distribution of the participants will be the following Category| Male| Female| Total| Permanent| 17| 13| 30| Temporary| 3| 2| 5| Part “time| 15| 10| 25| TOTAL| 35| 25| 60| ARRANGEMENT

The research instrument that the researcher will be applying in this research will be broken into two parts: the account of the respondents survey as well as the job satisfaction and unhappiness questionnaire. The variables that might be measured inside the profile of the respondents contains age, sexuality, civil status, civil status, number of years used at UDM and position or educational rank. In determining the amount of motivation and level of work satisfaction with the respondents the researcher will use a questionnaire adapted from your study of Jesse N. Seegmiller eligible “job Satisfaction of Faculty and Staff on the College of Eastern Utah.

The questionnaire consists of the Faculty Task Satisfaction/Dissatisfaction scale (Seegmiller, 1977) which assessed the measurements of the Herzberg motivator ” hygiene theory. This section consisted of a 51-item five items Likert level with reactions varying via 1 (very dissatisfied) to 5 (very satisfied) which is labeled into 3 parts ” the driving force factors, hygiene factors and the overall work satisfaction. INFO GATHERING PROCEDURES The researcher will request the permission of the Vice President for Academic Affairs intended for the conduct of the study.

After obtaining permit, the questionnaires will probably be distributed towards the selected teachers members plus the data acquired will be cured statistically using the percentage, suggest, standard change and the Pearson Correlation Pourcentage. The frequency distribution plus the percentage will be used to describe the demographic profile of the respondents while the imply and the common deviation will be used for the complete job fulfillment and the amount of job fulfillment in terms of the task motivator elements and task hygiene elements.

In order to build the significant relationship between the parameters of the analyze, Pearson correlation coefficient will probably be computed. As well, the researcher will determine if the human relationships among the factors are significant and the big t test will probably be computed by 0. 05 levels with a degree of freedom of n1+n2 ” 2 . STATISTICAL TREATMENT The following are the statistical tools the investigator will be employing in the analyze: 1 . The Frequency Matters and Proportions In responding to question best of the statement of the difficulty, the researcher will make utilization of the rate of recurrence count and percentage to spell out the respondents’ profile. 2 .

The Measured Mean. Since the adapted set of questions is a Likert Scale contact form, it is deemed proper to describe variables just like level of task satisfaction and level of motivation in terms of just one value that could described the complete set of info and that benefit is the measured mean. The weighted points for each item will be obtained by multiplying the scale benefit of the responses and the count of respondents indicating this. The total measured points may be the sum of all of the points for every single scale worth. Weighted mean of each item will be computed by dividing the total measured point by total number of responses as shown inside the formula: Watts.

M sama dengan S Sixth is v x TWPN Where: SV = Size Value TWP = Total Weighted Factors N sama dengan Total Number of respondents a few. In order to find out your relationships of the level of determination to the degree of job fulfillment, the Pearson Correlation Pourcentage, r, will be utilized by the researcher. A correlation is known as a number among -1 and +1 that measures the degree of association between two variables (level of motivation and level of job satisfaction). An optimistic value for the relationship implies a good association A negative value for the relationship implies a poor or inverse association.

Listed below is the presentation of the correlation coefficient the fact that researcher will use, -1. zero to -0. 7 good negative association. -0. 7 to -0. 3 fragile negative relationship. -0. a few to +0. 3 minimum association. +0. 3 to +0. six weak great association. +0. 7 to +1. 0 strong great association. The correlation coefficient will be calculated using the method The parameters X and Y will refer to the amount of motivation and level of job satisfaction, with mean XBAR and YBAR respectively and standard deviations SXand SYrespectively. To tell whether or not the relationship is usually significant, the value of r will probably be tested by 0. a few level of significance. The formula for computer the appropriatet valueto test out significance of a correlation agent employs the t distribution: t=rn-21-r2 Star: 4. twenty-one ” 5. 00 Extremely satisfied three or more. 41 ” 4. 20 Slightly to moderately happy 2 . sixty one , three or more. 40 Not sure of the thoughts and opinions 1 . 81 ” 2 . 60 A little bit to somewhat dissatisfied 1 ) 00 ” 1 . eighty Highly dissatisfied Chapter IV PRESENTATION, EVALUATION and MODEL OF DATA 1 ) What is the Profile in the Respondents Desk 1 . 1 The Distribution of Age in the Respondents Age| Frequency| Percent| | | | 1 , 30 years old| 19| 31. 7| 31 , 40 years old| 22| thirty-six. 7| forty one , 50 years old| 11| 18. 3| 51 years of age and above| 8| 13. 3| Total| 60| 100| Table 1 ) 1 shows the division of the respondents according to age. Faculty members older 31-40 years old have the greatest percentage of 36. 7%, which is twenty two out of 60 participants, followed by the faculty associates aged 21-30 years old having 31. 7%, which is 19 out of 60 respondents, then the faculty members outdated 41-50 years of age with 18. 3%, which is 11 away of 70 respondents and finally, faculty users aged 51 and above with 13. %, which can be 8 away of sixty respondents. Stand 1 . 2 The Circulation of Respondents According to Gender Gender| Frequency| Percent| Male| 35| 58. 33| Female| 25| 41. 67| Total| 60| 100. 00| Table 1 ) 2 displays the syndication of the participants according to gender. The majority of the respondents are males, 35 out of 60 participants, which is 58. 33%, when female teachers members will be 25 away of 60 respondents, which can be 41. 67%. Table 1 . 3 The Distribution of Respondents Relating to Marriage Status Relationship Status| Frequency| Percent| Single| 24| 40| Married| 36| 60| Total| 60| 100| Table 1 ) shows the distribution of the respondents in respect to marital status. Majority of the participants are hitched having a 60% rating, which is 36 away of sixty respondents, as well as the remaining twenty-four out of 60 respondents, which is forty percent are solitary. Table 1 ) 4 The Distribution with the Respondents regarding Status Status| Frequency| Percent| full time| 35| 58| part time| 25| 42| Total| 60| 100| Table 1 . 4 illustrates the distribution of respondents in respect to status of career. 35 away of 70, which is 58% of the respondents are regular, while 42%, which is 25 out of 60 were part time faculty members. Stand 1 . your five

The Syndication of Participants as to the Length of Service for Universidad De Manila | Frequency| Percent| 1 , 5 years| 28| 47| 6 , 10 years| 17| 28| 11 , above| 15| 25| Total| 60| 100| Table 1 ) 5 shows the division of respondents according to the duration of service. The respondents who’ve been in the college or university for 1-5 years had the highest percentage of 47%, which is 28 out of 60 participants, followed by the respondents who have been in the university for 6-10 years with 17 away of sixty respondents, which is 28%, and the faculty members who have been in the university intended for 11 years and above with 25%, which is 12-15 out of 60 respondents.. What is the degree of job pleasure UDM teachers members include in terms of Table 2 . one particular Job Driving force Factors from the Respondents as to Achievement Achievement| Mean| Mental Interpretation| 1 ) The actual success of work-related goals. | 4. 08| Slightly to Moderately Satisfied| 2 . The immediate result of work. | 4. 23| Extremely Satisfied| a few. Personal goals attainment| four. 32| Very Satisfied| 4. The extent to which you are able to objectively examine your fulfillment. | 5. 18| A little bit to Moderately Satisfied| 5. Students stick to the practices being taught. | a few. 0| A bit to Relatively Satisfied| Over-all Weighted Mean| 4. 14| Slightly to Moderately Satisfied| Table 2 . 1 displays the job motivator factors with the respondents according to accomplishment with an over-all weighted mean of 4. 18 which is construed as a bit to relatively satisfied. Personal goal attainment ranks 1st among the job motivator factors on achievement with a imply of some. 32, although item 2 on quick result of your job with a imply of 4. 23 comes next. Them number 5, extent where you are able to objectively evaluate your accomplishment may be the third using a mean of 4. almost eight, followed by them number 1, genuine achievement of work-related goals with a suggest of some. 08 and finally, the item quantity 5, the students follow the practices being taught having a mean of 3. 90. Desk 2 . a couple of Job Motivator Factors of the Respondents regarding Growth Growth| Mean| Mental Interpretation| 1 ) Opportunities to get increased responsibility in education. | 5. 02| A bit to Relatively Satisfied| installment payments on your Participation in in-service education. | several. 98| Somewhat to Reasonably Satisfied| three or more. Opportunities to grow professionally through formal education. | four. 10| A little bit to Reasonably Satisfied| 4.

Opportunities to attend professional conventions, workshops, and so forth | three or more. 53| A bit to Relatively Satisfied| your five. Opportunities presented to growth in education compared to growth in other fields. | 3. 68| Slightly to Moderately Satisfied| Over-all Weighted Mean| a few. 86| Slightly to Relatively Satisfied| Stand 2 . a couple of shows the job motivator elements of the respondents according to growth with an total weighted suggest of 3. 86. All the elements fall under the marginally to relatively satisfied, wherever item amount 3, for you to grow expertly through formal education comes on the 1st rank with 4. two mean. That number 1, chances for elevated responsibility in education comes second with a weighted mean of four. 02. Contribution in in-service education, which is under item number 2 is a third among the job motivator factor using a mean of 3. 98. Item number 5 or the options provided for progress in education compared with progress in other fields falls next among the elements with a indicate of 3. sixty-eight. Item amount 4 or maybe the opportunities to go to professional conferences, workshops, etc is the last among the work motivator elements with a mean of 3. 53. Table installment payments on your 3

Task Motivator Elements of the Participants as to Identification Recognition| Mean| Verbal Interpretation| 1 . Acknowledgement of your accomplishment by co-workers| 3. 77| Slightly to Moderately Satisfied| 2 . Recognition of your success by superior| 3. 85| Slightly to Moderately Satisfied| 3. Your recognition when compared with that your co-workers| several. 65| Somewhat to Moderately Satisfied| 5. The recognition you get from supervision for your suggestions. | 3. 57| Somewhat to Somewhat Satisfied| your five. Publicity directed at your work and activities. | 3. 35| Not sure of opinion| Total Weighted Mean| 3. 4| Slightly to Moderately Satisfied| Table 2 . 3 shows the job motivator factors in the respondents in accordance to recognition with a great over-all measured mean of 3. 64. 1 out of five factors were given a ranking of not sure of judgment. This is the item number 5, publicity directed at your work and activities which in turn had a indicate of 3. thirty five. The remaining several items got a slightly to moderately satisfied rating. Initially which is the item number 2, reputation of your accomplishments by superior with a mean of 3. eighty five. Second is the item number 1, recognition of your accomplishments simply by co-workers which has a mean of 3. 7. Third is the item number a few which is your recognition when compared with that of the co-workers using a mean of three. 65. Next is the item number four, the recognition you get from administration for your ideas with a suggest of 3. 57. Table 2 . 4 Job Motivator Factors of the Respondents as to Responsibility Responsibility| Mean| Verbal Interpretation| 1 . The authority you must get the job done. | 4. 13| Slightly to Moderately Satisfied| 2 . Panel responsibilities| 5. 00| A little bit to Moderately Satisfied| three or more. The total amount away responsibilities you may have on a task. | 5. 0| A little bit to Somewhat Satisfied| four. Your responsibilities compared with those of your co-workers. | 3. 73| Slightly to Moderately Satisfied| 5. Responsibilities outside the major regions of interest. | 3. 82| Slightly to Moderately Satisfied| Over-all Weighted Mean| three or more. 94| A little bit to Somewhat Satisfied| Table 2 . some illustrates the work motivator elements of the participants according to responsibility. All of the factors within this category had been rated somewhat to moderately satisfied. Item number 1 or maybe the authority you have to get the job done is usually on the initial with a mean of 4. 3. Item number 2 and 3 uses with a mean of 5. 00, even though the responsibilities exterior your key areas of curiosity is for the third with a mean of 3. 73. item number 5 or the tasks outside your major areas of interest is the last among the list of job motivator factors about responsibility. Stand 2 . five Job Motivator Factors of the Respondents about Work Alone Work Itself| Mean| Mental Interpretation| 1 . Work and association with college-age students| 4. 13| Slightly to Moderately Satisfied| 2 . The interesting and challenging aspects of teaching. | 4. 57| Very Satisfied| 3.

The general type of job you do. | 4. 32| Very Satisfied| 4. Your level of excitement about instructing. | 5. 55| Extremely Satisfied| five. Your work weight and work schedule. | 4. 03| A bit to Moderately Satisfied| Total Weighted Mean| 4. 32| Very Satisfied| Table 2 . 5 shows the job driving force factors with the respondents as to work itself wherein, the interesting and challenging areas of teaching should be your first priority among the stated factors having a mean of 4. 57. The level of enthusiasm about teaching is second with a mean of 5. 55 then the general sort of work you do with a suggest of some. 2 . The task and association with college-age students with a mean of 4. 13 is the next, while your job load and work schedule is a last aspect with 4. 03 suggest. The initial three factors had a verbal interpretation of very satisfied, while the various other two factors are a little bit to moderately satisfied. Table 2 . 6 Job Health Factors of the Respondents regarding Interpersonal Associations Interpersonal Relations| Mean| Verbal Interpretation| 1 ) Friendliness of your co-workers| four. 37| Incredibly Satisfied| installment payments on your Cooperation via faculty inside your department| 5. 23| Very Satisfied| three or more.

Cooperation by faculty outside the house your department| 3. 98| Slightly to Moderately Satisfied| 4. Specialist relationship around the job| some. 32| Extremely Satisfied| 5. Overall institutional relations including faculty, college students and staff| 4. 07| Slightly to Moderately Satisfied| Over-all Weighted Mean| four. 19| Slightly to Moderately Satisfied| Table 2 . six illustrates the job hygiene elements of the respondents as to interpersonal relations. The friendliness of your co-workers, specialist relationship at work and co-operation from faculty in your division had a incredibly satisfactory mental interpretation with a mean of 4. six, 4. 32 and four. 23, correspondingly. While the total institutional associations including teachers, students and staff, and overall institutional relations which include faculty, learners and personnel fall under the marginally to reasonably satisfied with a mean of 5. 07 and 3. 98 respectively. Stand 2 . several Job Cleanliness Factors of the Respondents concerning Policy and Administration Policy and Administration| Mean| Verbal Interpretation| 1 ) Your participation in making decisions| 3. 75| Slightly to Moderately Satisfied| 2 . The extent where you happen to be informed about matters impacting on you. | 3. 3| Slightly to Moderately Satisfied| 3. The procedure used to select faculty intended for promotion to positions| a few. 23| Unsure of the opinion| 4. The extent to which administrative guidelines and procedures are made available to the teachers. | a few. 35| Unsure of the opinion| 5. The extent where administrative procedures and types of procedures are actually followed. | 3. 25| Unsure of the opinion| Over-all Weighted Mean| several. 46| A bit to Reasonably Satisfied| Table 2 . 7 presents the task hygiene factors of the respondents as to the policy and operations with an overall mean of three. 6 which is interpreted while slightly to moderately happy. Three out of six factors had a mean that declines under the not sure of the judgment while the various other three are slightly to moderately pleased. Table installment payments on your 8 Job Hygiene Factors of the Respondents as to Wage Salary| Mean| Verbal Interpretation| 1 . The strategy used to verify your salary| three or more. 15| Unsure of the opinion| 2 . Kids of incomes paid to instructors by CCM| a few. 08| Not sure of the opinion| 3. The salary in comparison to that of individuals with similar learning other organizations. | a few. 22| Uncertain of the opinion| 4.

The amount of your earnings. | several. 15| Uncertain of the opinion| 5. The earning potential of the faculty compared to those of the operations. | 3. 20| Uncertain of the opinion| Over-all Weighted Mean| a few. 16| Not sure of the opinion| Table 2 . 8 presents the job health factors with the respondents concerning salary with an overall suggest of 3. 18 which is interpreted as uncertain of the view. The respondents are not of their opinion when it comes to job hygiene factors concerning salary. Desk 2 . 9 Job Care Factors from the Respondents about Supervision Supervision| Mean| Verbal Interpretation|. The degree of understanding that the superiors in addition to of each other. | three or more. 98| A bit to Somewhat Satisfied| 2 . Competence of the superior to offer leadership. | 3. 98| Slightly to Moderately Satisfied| 3. The sensitivity of your superior to the needs| 3. 83| A little bit to Moderately Satisfied| 5. The readiness of your better than delegate specialist. | a few. 95| A bit to Somewhat Satisfied| five. The fairness of your remarkable. | some. 00| A bit to Reasonably Satisfied| Over-all Weighted Mean| 3. 95| Slightly to Moderately Satisfied| Table 2 . presents the job hygiene elements of the respondents as to oversight with a general mean of 3. 95 which can be interpreted since slightly to moderately pleased. All the elements that comes under this category of job hygiene a new slightly to moderately pleased interpretation. Stand 2 . 10 Job Hygiene Factors in the Respondents about Working State Working Condition| Mean| Mental Interpretation| 1 ) Your work plan compared to those of people with related training in additional professions. | 3. 63| Slightly to Moderately Satisfied| 2 . Your office facilities. | 3. 03| Not sure from the opinion| 3.

The adequacy of instructional equipments. | 2 . 92| Not sure with the opinion| 4. The number of training course preparations necessary. | 3. 57| Somewhat to Moderately Satisfied| a few. Your work routine compared to that of your co-workers. | a few. 73| Somewhat to Moderately Satisfied| Total Weighted Mean| 3. 38| Not sure with the opinion| Table 2 . twelve presents the task hygiene factors as to operating condition with an overall imply of 3. 38 which is construed as uncertain of the thoughts and opinions. The office services as well as the adequacy of educational equipment land on the least expensive mean of 3. 3 and 2 . 92 respectively, even though the work schedule when compared to that of individuals with similar learning other job, the number of study course preparations needed and the work schedule compared to that of your co-office workers got a rather to relatively satisfied meaning. Table installment payments on your 11 The Level of Job Fulfillment of the Respondents in terms of Job Motivator Factors JOB MOTIVATOR FACTOR| MEAN| VERBAL INTERPRETATION| RANK| Achievement| 4. 14| Slightly to Moderately Satisfied| 2| Growth| 3. 86| Slightly to Moderately Satisfied| 4| Recognition| 3. 4| Slightly to Moderately Satisfied| 5| Responsibility| 3. 94| Slightly to Moderately Satisfied| 3| Job Itself| 5. 32| Very Satisfied| 1| Over-all Weighted Mean| three or more. 98| Slightly to Somewhat Satisfied| | Table installment payments on your 11 shows the level of work satisfaction in the respondents when it comes to job motivator factors. The general mean can be 3. 98 which is construed as somewhat to somewhat satisfied. Among the factors, the particular work alone got an extremely satisfied model with a mean of four. 32. The factors got a slightly to moderately satisfied interpretation. Stand 2 . 12

The Level of Job Satisfaction of the Respondents when it comes to Job Cleanliness Factors WORK HYGIENE FACTOR| MEAN| SPOKEN INTERPRETATION| RANK| Interpersonal Relations| 4. 19| Slightly to Moderately Satisfied| 1| Policy| 3. 46| Slightly to Moderately Satisfied| 3| Salary| 3. 16| Not sure of the opinion| 5| Supervision| several. 95| A little bit to Relatively Satisfied| 2| Working Conditions| 3. 38| Not sure with the opinion| 4| Over-all Measured Mean| three or more. 63| Slightly to Reasonably Satisfied| | Table 2 . 12 presents the level of job satisfaction of the respondents with regards to job hygiene factors with an overall mean of 3. 3. salary acquired the lowest suggest of 3. 16 which is viewed as unsure of the view. Aside from salary, the working state, being second to the least expensive got an agressive of 3. 32 which come under the presentation of unsure of the opinion. The additional remaining elements got an agressive interpretation of slightly to moderately pleased. 3. Precisely what is the job efficiency rating from the UDM teaching personnel? Stand 3. you The Job Performance of the UDM teaching Employees FACULTY| MEAN| INTERPRETATION| Total Time| 5. 46| Extremely Satisfactory| Component Time| 4. 51| Incredibly Satisfactory| Total , Mean| 4. 481| Very Satisfactory|

Table three or more. 1 presents the job functionality of the fulltime and part-time UDM educating personnel with an overall mean of 4. 481 which is interpreted since very adequate. The job overall performance rating was taken from the Performance Evaluation Rating provided by the Dean and Pupils. Both the full-time and the or perhaps got the rating of very acceptable. 4. Is there a significant relationship between UDM teaching personnel demographic profile and total job overall performance? Table four. 1 Significant Relationship with the Profile in the Respondents and their Job Overall performance Profile| x2 (p , value)| Significant Level ( 0. 5)| Decision| Associated with the Respondents| 0. 488| Insignificant| Recognize Ho| Gender| 0. 382| Insignificant| Accept Ho| Relationship Status| zero. 393| Insignificant| Accept Ho| Status of Employment| zero. 343| Insignificant| Accept Ho| Length of Assistance at UDM| 0. 213| Insignificant| Accept Ho| Stand 4. you presents the hypothesis evaluation on the relationships of the account of the participants and their work performance. For the profile, the table uncovers the chi-square value to get the age of the respondents as 0. 488 which is insignificant at zero. 05 amount of probability, hence the null hypothesis is usually accepted.

You cannot find any significant relationship between associated with the participants and the efficiency of the respondents. As to gender, the p-value is zero. 382 which is insignificant, thus the null hypothesis is usually accepted. This means that in terms of Male or female, there is no significant relationship involving the gender and the job performance of the respondents. Marital position, as uncovered by the desk, is not really significantly relevant to the job efficiency of the participants which has a p-value of zero. 393. The status of employment can be not significantly related to the work performance in the respondents because shown inside the above table, the p value of 0. 43 is minor at zero. 05 level. Lastly, regarding the length of assistance at UDM, the calculated p-value of 0. 213 is unimportant at zero. 05 standard of significance, as a result the null hypothesis is definitely accepted. You cannot find any significant romance between the duration of service and job functionality of the teaching personnel of Universidad Sobre Manila. five. Is there a significant Relationship among UDM educating personnel’s encouraging and care factors about job efficiency? Table your five. 1 Significant Relationship with the Motivating Factors of the Participants and their Task Performance WORK MOTIVATOR FACTORS| x2 (p , value)| Significant Level (0. 5)| Decision| achievement| 0. 75| Insignificant| Acknowledge Ho| Growth| 0. 72| Insignificant| Recognize Ho| Recognition| 0. 54| Insignificant| Recognize Ho| Responsibility| 0. 11| Insignificant| Agree to Ho| Function Itself| 0. 48| Insignificant| Accept Ho| Table your five. 1 reveals the significant romance between UDM teaching personnel’s motivating elements and their work performance. Employing? = zero. 05 because the level of significance criterion, the results are statistically insignificant for the reason that p-value from the tests including 0. 75(achievement), 0. 72(growth), 0. 54(recognition), 0. 11(responsibility), 0. 48(work itself) is usually greater than 0. 05.

In other words, we can recognize the null hypothesis. It might be gleaned that the job motivator factors just like achievement, expansion, recognition, responsibility, and operate itself does not have significant marriage to the work performance of the UDM instructing personnel. Stand 5. 2 Significant Relationship of the Care Factors from the Respondents and their Job Performance JOB HYGIENE FACTORS| x2| Significant Level (0. 05)| Decision| | (p , value)| | | Sociable Relations| zero. 837| Insignificant| Accept Ho| policy| 0. 996| Insignificant| Accept Ho| Salary| zero. 046| Significant | Deny Ho| Supervision| 0. 395| Insignificant| Agree to Ho|

Doing work Conditions| zero. 884| Insignificant| Accept Ho| Using? = 0. 05 as the amount of significance criterion, table your five. 2 revealed that the l value of 0. 837(Interpersonal Relations), zero. 996(policy), zero. 395(Supervision) and 0. 884(Working Conditions) happen to be statistically minor since the ideals are higher than 0. 05, thus the null speculation is accepted while 0. 046(salary) is definitely statistically significant since it is no more than 0. 05. The above table revealed that factors such as social relations, insurance plan, supervision and working conditions are not drastically related to the job performance in the respondents.

Alternatively, only the factor salary contains a significant marriage with the task performance of the UDM instructing personnel. six. Is there a factor between UDM teaching personnel’s motivating and hygiene factors and job performance? Desk 6. 1 Differences in the Motivating Factors and Task Performance with the Respondents Work Motivator Factors| Sources of Variation| Sum of Squares| df| Mean Square| F| s , value| Decision| Achievement| Between Groups| 9. 453| 38| zero. 25| zero. 80| zero. 73| Accept Ho| | Within Groups| 6. 555| 21| zero. 31| | | | | Total| 16. 007| 59| | | | |

Growth| Between Groups| 20. 479| 38| zero. 54| 0. 70| 0. 83| Acknowledge Ho| | Within Groups| 16. 120| 21| 0. 77| | | | | Total| 36. 599| 59| | | | | Recognition| Between Groups| 27. 934| 38| 0. 74| zero. 83| zero. 70| Agree to Ho| | Within Groups| 18. 665| 21| zero. 89| | | | | Total| 46. 599| 59| | | | | Responsibility| Between Groups| 15. 621| 38| 0. 41| 0. 85| 0. 68| Acknowledge Ho| | Within Groups| 10. 179| 21| zero. 48| | | | | Total| 25. 799| 59| | | | | Operate Itself| Among Groups| on the lookout for. 017| 38| 0. 24| 0. 83| 0. 70| Accept Ho| | Within Groups| six. 039| 21| 0. 29| | | | | Total| 12-15. 056| 59| | | | |

Using the level of significance criterion at 0. 05, the results in the above stand are statistically insignificant since the p-value, using the ANOVA, are greater than zero. 05. Put simply, the null hypothesis is usually accepted. This means that achievement, growth, recognition, responsibility, and job itself does not have significant difference inside the job functionality of the UDM personnel. Stand 6. two Differences in the Hygiene Elements and Job Performance in the Respondents Health Motivator Factors| Sources of Variation| Sum of Squares| df| Mean Square| F| L -value| Decision| Interpersonal Relations| Between Groups| 10. 83| 38| zero. 28| zero. 71| zero. 83| Acknowledge Ho| | Within Groups| 8. 415| 21| 0. 40| | | | | Total| 19. 197| 59| | | | | Coverage and Administration| Between Groups| 22. 938| 38| 0. 60| 0. 81| 0. 72| Recognize Ho| | Within Groups| 15. 581| 21| zero. 74| | | | | Total| 38. 519| 59| | | | | Salary| Between Groups| 42. 203| 38| 1 . 11| zero. 98| zero. 54| Recognize Ho| | Within Groups| 23. 861| 21| 1 . 14| | | | | Total| 66. 064| 59| | | | | Supervision| Between Groups| 29. 698| 38| 0. 78| 1 . 57| zero. 14| Agree to Ho| | Within Groups| 10. 432| 21| 0. 50| | | | | Total| 40. 130| 59| | | | |

Working Conditions| Between Groups| twenty-seven. 549| 38| 0. 72| 0. 84| 0. 68| Accept Ho| | Within Groups| 18. 059| 21| 0. 86| | | | | Total| forty five. 607| 59| | | | | Using? sama dengan 0. 05 as the level of significance requirements

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