Chapter 1

THE PROBLEM AND ITS BACKGROUND

Introduction

Job Satisfaction is defined as a combination of positive or negative

feelings that workers have towards their work. Job satisfaction is closely linked
to that individual's behavior in the workplace. Davis et al. (1985) Although there
is an existing variation in terms of how it should be measured, its central
purpose is to determine one’s contentment of work scenario. Mishra (2013)
This definition has led the researchers to determine job satisfaction of Hotel
Sogo Quirino Employees. Currently, Quarantine Facilities has been a solution
for the need of additional location that could cater COVID-19 patients. Rothe et
al (2020) However, Hotel Industry has given another task to fulfill, and that is to
serve as a Quarantine Facility. Since the hotel industry differs to function like
the way medical facilities do, Wong and Yang (2020) the researchers came up
with the problem of how the current situation affects Job Satisfaction, the work
responsibilities have changed from what it used to be, and the researchers
seek to answer their job satisfaction along the run of being a Quarantine
Facility.

The researchers conduct a study entitled “Employee Satisfaction on Hotel

Sogo Quirino used as a Quarantine Facility.” The hotel employs about 46
employees on different departments, and is in Quirino, Manila. On the same
field of study entitled, “FACTORS AFFECTING EMPLOYEE JOB
SATISFACTION IN THE HOSPITALITY INDUSTRY IN KENYA: A CASE
STUDY OF BOMA HOTELS, KENYA” by Hussein (2015) concluded that the
factors such as working conditions positively influence employees job
satisfaction in Boma Hotel. Such topics that are beneath these factors includes
Work Schedule, a working environment that is safe and comfortable and
promotion of employees’ rights. These factors fall into hygiene factors that if
left untreated well will cause Job Dissatisfaction. In this study factors are also
used to determine job satisfaction, thus being the foundation of this study.

This study is important as this current period, the need for Quarantine

Facilities will continue to rise as the pandemic doesn't seem to end soon. Such

rise will change the working environment of hotel industry employees, Wong

and Yang (2020) on a study entitled A quarantined lodging stay: The buffering

effect of service quality thus this study has its purpose, to determine job

satisfaction of employees in environments that serves as a quarantine facility.

Background of the Study

This study aims to determine the employee’s satisfaction on Hotel Sogo

Quirino by means of Herzberg’s two factor theory of motivation, through means
of Motivator Factors that is classified into Achievement, Recognition, Work
itself, Responsibility, Advancement. and Growth. In comparison to Hygiene
Factors that is classified into working conditions, coworker relations. Policies
and rules, supervisor quality, base wage, or salary. Herzberg (1976) The need
for quarantine facility arose when there is an increase demand for locations
that can host COVID-19 patients, Wong and Yang (2020) this is seen by the
researchers as a change in work environment, thus affecting the employee
satisfaction.
 Theoretical Framework

This study is anchored from Herzberg’s Two Factor Theory of Motivation. .

Aziri (2011) defined Two Factor Theory as a predictor of Job Satisfaction, the
main topic is that employees Job Satisfaction is dependent of work
environment factors. Herzberg (1976) defined the work environment factors as
Motivators and Hygiene. Motivator Factors are internal factors that affect Job
Satisfaction which includes Achievement, Recognition, Work itself,
Responsibility, Advancement. and Growth. Hygiene Factors are Company
policies, Supervision, Interpersonal Relations, Work Conditions, Salary, and
Job Security. Newstrom and Keith (2011) that defines employees’ job
satisfaction as a set of unfavorable and favorable emotions and feelings which
employees view with their work. In comparison with Herzberg’s favorable
emotions serves as Motivators and Unfavorable is hygiene factors. In means
of determining Job Satisfaction, the Motivator factor is applied, in means of
determining Job Dissatisfaction, Hygiene Factors is used. Through
comparison of the two factors of Herzberg’s Theory, the researchers will be
able to determine the Job Satisfaction of the employees of Hotel Sogo Quirino.

Job Satisfaction Herzberg’s Two Factor Job Dissatisfaction

Theory Principles

Influenced by Motivator Factors Influenced by Hygiene Factors

Improving the motivator

Factors increases job
- Achievement - Working conditions
satisfaction
- Recognition - Coworker Relations
- Responsibility - Policies and Rules
Improving the hygiene
- The Work itself
Factors increases job - Supervisor quality
- Advancement dissatisfaction
- Base wage, salary
- Personal Growth

FIGURE 1: Shows how Herzberg’s Two Factor Theory Works

Conceptual Framework

Job Satisfaction can be evaluated through many factors, in this study the
researchers made use of the Two Factor Theory of Herzberg, thus identifying
the said factors by classifying them and dividing them into two groups. The
researchers made use of the IPO framework model, in which the study is
attempting to isolate the major causes of Job Satisfaction and Job
Dissatisfaction of the employees of the Hotel Sogo Quirino.

In the input portion, the researchers obtained a Job Satisfaction

Questionnaire that can be used to determine Job Satisfaction of Employees in
Hotel Sogo Quirino. Modifying the questionnaire to fit the needs of the study.
The Process portion consists of mainly collecting data and interpretation of
data. Lastly the output portion will consist of data that will be used to compare
Job Satisfaction and Job Dissatisfaction that will be used to determine
employee satisfaction of Hotel Sogo Quirino as Quarantine Facility
 INPUT PROCESS OUTPUT

1. Demographic profile of 1. Data gathering 1. Comparison of

respondents in terms of: through survey the Job
a) age 2. Data analysis Satisfaction and
b) sex and Job Dissatisfaction
c) position interpretation results using the
d) years in the company using statistical Herzberg’s two
2. Employee motivation in tools factor Theory
terms of: 3. Interpretation of 2. Determining
a) achievement results Employee
b) recognition Satisfaction on
c) responsibility Hotel Sogo Quirino
d) the work itself Used as
e) advancement Quarantine Facility
f) personal growth
3. Employee hygiene
factors in terms of:
a) working condition
b) co-worker relations
c) policies and rules
d) supervisor quality
e) base wage or salary

Feedback

FIGURE 2: Shows the paradigm of the study

Statement of the Problem

The main objective of the study is to determine the satisfaction of

employees working on Sogo Hotels Quirino which is being used as quarantine
facility.
Specifically, the study tries to answer the following questions:

1. What is the demographic profile of respondents in terms of:

a) age

b) sex

c) position

d) years in the company

2. What is the perception of employees about their work motivators in

terms of:

a) achievement

b) recognition

c) responsibility

d) the work itself

e) advancement

f) personal growth

3. What is the perception of employees about their work hygiene issues in

terms of:

a) working condition

b) co-worker relations

c) policies and rules

d) supervisor quality

e) base wage or salary

4. What is the correlation of the demographics to employee motivation?

5. What is the correlation of the demographics to hygiene?

Scope and Limitations of the Study

The main objective of this study is to determine job satisfaction of hotel

sogo quirino employees, during the duration it was used as a Quarantine
Facility, the target population and respondents will be those currently
employed on the said hotel and not those who used to be employed there.
Criteria that the researchers will use includes demographic profiles such as
age, sex, position, years in the company; employee motivation in terms of
achievement, recognition, responsibility, the work itself, advancement and
personal growth; and lastly, employee hygiene factors in terms of: working
condition, coworker relations, policies and rules, supervisor quality, and base
wage or salary.

The limitation of this study are as follows, generally, this study tackles job
satisfaction for those employees only that had worked in the hotel industry that
was used as a quarantine facility, failure to meet such criteria will be excluded
from the target population. Also, as the variation of COVID-19 patients varies
from one city to another, this study is only applicable on hotels under manila
and results may vary if were to compare in a different location of quarantine
facility.

Significance of the Study

The results obtained from this study will be significant to the following:
College of Tourism and Hospitality Management: This document will
serve as accreditation on research for the college
 Management of Hotel Sogo Quirino: This study will give benefit to the
management of the hotel as determining job satisfaction will pave its way to
correction of existing problems that contribute to job dissatisfaction. Through
this study the management will find ways to improve its work factors that could
improve employee’s performance.
Hospitality and Tourism Students: This will benefit students who aims to
pursue research studies that also aims to determine Job Satisfaction among
the hotel Industry as basis.
Future Researchers: The results and conclusions derived from this study
may be used as preference to those who will pursue related studies, this study
will give them overview of Job Satusfaction.

Definition of Terms

The following terms provides a common understanding of the study that

will provide clearer understanding of the study.

Corona Virus Disease 2019 - most commonly known as COVID-19 is an acute

respiratory illness in humans caused by a coronavirus, capable of producing

severe symptoms and in some cases death, especially in older people and

those with underlying health conditions. It was originally identified in China in

2019 and became pandemic in 2020.

Demographic Profile - characteristics of a population. Characteristics such as

race, ethnicity, gender, age, education, profession, occupation, income level,

and marital status, are all typical examples of demographics that are used in

surveys.
Hotel Industry – also termed as Hospitality Industry part of the service

industry and is comprised of 5 major sub-sectors which include lodging service

(hotels, B&Bs, resorts, hostels, motels, etc.), food and beverage service,

events, tourism & transportation.

Job Satisfaction - a feeling of fulfillment or enjoyment that a person derives

from their job, as the extent to which an employee feels self-motivated, content
& satisfied with his/her job.
Pandemic – defined as a disease prevalent over a whole country or the world.

Quarantine Facility - defined as the public health practice of separating and

limiting the movement of people exposed to the contagious disease and to
assess if they will become sick.

Work Hygiene Factors – hygiene factors (also called dissatisfiers) are

extrinsic elements of the work environment such as company policy,
relationships with supervisors, working conditions, relationships with peers and
subordinates, salary and benefits, and job security.

Working condition – defined as the working environment and all

existing circumstances affecting labor in the workplace, including job hours,
physical aspects, legal rights, and responsibilities.

Co-worker relations - the social and working transactions between

individuals co-existing in a work environment.

Policies and rules – defined as the organizational outline or

organization practice in a workplace.

Supervisor quality - professional or higher personnel who manages

and implements the quality assurance and control systems of a company
to ensure the proper execution of productivity between workers and work
satisfaction.

Base wage or salary - the amount of money an employee receives on

a regular basis before any additions or deductions are applied to their
earnings.
Work Motivators – Motivating factors (also known as satisfiers) are primarily
intrinsic job elements that lead to satisfaction. Such factors are:

Achievement – a deed or doing achieved by effort that made an

impact to the work environment

Recognition – an acknowledgement of success or doing in a

workplace.

Responsibility – Accountability or a task a worker must be able to

perform on job duty.

The work itself – Job descriptions, and workload the employee is task
to do.

Advancement – defined as an upward progression in a workplace of

an individual.

Personal growth – defined as self-improvement of skills. Knowledge,

personal qualities, life goals and outlook.
 Chapter 2

REVIEW OF RELATED LITERATURE AND STUDIES

Introduction

This chapter is where researchers impart a detailed summary and

synthesis of all reviewed related literature gathered that will be used in

determining the employee satisfaction of Hotel Sogo Quirino. This chapter also

imparts a detailed discussion and definition of Hotels as Quarantine Facilities,

Job satisfaction, Measuring Job Satisfaction through Herzberg’s Two Factor

Theory, Job Satisfaction and Job performance, and last, demographics and

job satisfaction.

Hotels as Quarantine Facilities

Corona Virus Disease 2019 most commonly known as COVID-19 epidemic

started in china and started to ravage around the world and has caused over

one million deaths, thirty-four million cases by October 2020, had caused

greatest disruptions ever seen World Health Organization (2020). The

COVID-19 pandemic had adjusted the need for more location to be used as

holding area for those confirmed cases, thus the term Quarantine Facility is

coined. Ndejjo et al (2021) has stated that Quarantine has been adopted as a

key public health measures that support the control of the said disease,
individuals suspected of being exposed to severe acute respiratory syndrome

2 commonly known as (SARS-CoV-2) to be placed in institutions like hotels

and/or hostels for at least 14 days. In the study of The Role of the Hotel

Industry in the response to emerging epidemics, by Hung et al. (2018) it is

defined that the role of Metropole Hotel had hastened the international spread

of the likely virus back in 2003, the SARS outbreak infecting guess and visitors

from Singapore, Vietnam, Canada as well as their local people. The 7 day

quarantine exposed gaps for partnership with the hotel industry. Chinazzi et al.

(2020) stated that although hotels main function is to host lodging and to

become a temporary home, some have changed its nature to adapt to became

isolation centers for tourists whom may have high risk of the COVID-19

contamination, a necessary step in containing or slowing down the disease.

Teng et al. (2021) stated that hotel employees that host quarantine guests

significantly affects the working environment as they face risked for infection,

alongside with increasing workload they are facing. Such factors is paramount

to ensure effective performance of their duties.

Taukeni (2021) in his published book Epidemiological Research

Applications for Public Health Measurement and Intervention, Quarantine

Facility is defined as the public health practice of separating and limiting the

movement of people exposed to the contagious disease and to assess if they

will become sick. Rothe et al. (2020) stated that human transmission occurs

during COVID-19’s incubation period which is around 2 to 10 days after

exposure. In response, Kumaravel et al. (2020) states that Public Health relied

on such strategies like Quarantine to restrict the spread of the disease.

Wilder-Smith and Freedman (2020) stated that Quarantine is used to prevent

the human-to-human spread of disease to break the chain of transmissions.

However, as the numbers escalated quickly that locations have been provided,

the need for facilities arise. Cetron and Landwirth (2005) stated that Quarantine

Facilities must be provided to infected persons who do not have homely

environment appropriate for people in need of Quarantine.

Job Satisfaction

Job Satisfaction is defined as any combination of Psychological,

Physiological, and Environmental circumstances that cause a person truthfully

to say I am satisfied with my Job Hoppock (1935). Vroom (1964) defines job

satisfaction as affective orientations on the part of individuals toward work

roles which they are presently occupying, mainly focusing on employees. Job

Satisfaction is even measured in two ways, The Job Descriptive Index, a

specific Job Satisfaction Questionnaire that tackles job satisfaction through

five facets, pay, promotions opportunities, coworkers, supervision and the

work itself; It is created by Smith, Kendall, & Hulin (1969). The second one is

Job in General Index, this is a modified version of the first one created by the

same names for the sole purpose that it is an improvement to the Job
Descriptive Index as it focus majority on individual facets and not enough on

the work satisfaction itself. Aziri (2011) stated that despite the wide usage of

Job Satisfaction in scientific research, there is no general agreement on what

Job Satisfaction is truly for. There is no final definition on what job it represents,

therefore before the meaning of Job Satisfaction is actually given, nature and

importance of work as a universal human activity is considered. According to

Cruz (2019) in a study among Job Motivation and Job Satisfaction employees

located in Iloilo, received a high level of job motivation from co-worker

relationship, however in terms of satisfaction with supervisor, the employees

received the least of Job satisfaction. In this data, it is concluded that job

motivations, affects job satisfaction.

Measuring Job Satisfaction based on Herzberg’s Two Factor Theory

Herzberg’s Two Factor Theory consists of Motivators factors and Hygiene

Factors. The Motivators Factors includes subdata such as; Achievement,

Recognition, Responsibility, The work itself, Advancement and Personal

Growth. Alongside with Hygiene Factors that has subdata such as; working

condition, co-worker relations, policies and rules, supervisor quality, and base

wage or salary. In terms of Herzberg’s factors, Motivators are used to evaluate

an employee’s Job Satisfaction, while Hygiene Factors are used to evaluate

Job Dissatisfaction, thus producing the final scale of the employee’s job
satisfaction in comparison. Herzberg (1976) Lundberg et al. (2009) and Wong

et al. (1999) states that Herzberg’s theory bases on the “need theories” and

suggests that humans have two sets of different needs that affects job

satisfaction. In this definition, it is said that although one’s job satisfaction has

variation of external factors. an internal feeling majority affects job satisfaction.

Thus, incline with the Motivator Factors of Herzberg Two Factor Theory.

Mishra (2013) defines Job Satisfaction is a general attitude which is the result

of specific attitude such as, namely (1) specific job factors, (2) individual

characteristics and (3) group relationships outside the job. Such factors can

not be isolated from each other for analysis.

Wong et al. (1999) supported Herzberg’s Theory that provision of Hygiene

factors prevents employees from being dissatisfied. Chiang and Jang (2008)

stated that intrinsic factors greatly affects Job Satisfaction more than the

extrinsic factors for hotel employees, which includes hotel training center.

Dhevabanchachai and Wattanacharoensil (2013) concluded that when hygiene

factors are not fulfilled, it will lead to Job dissatisfaction, however when

motivators factors are fulfilled, it leads to Job satisfaction as it only relies on

Job motivation and Job satisfaction. It also states that Herzberg’s theory

remain reliable in hotel industry during their study on hotels located on

Thailand. However, according to Lee-Ross (1999) Job satisfaction varies

between individuals as they respond differently. On Herzberg’s Two Factor

Theory of Work Motivation tested empirically on seasonal worker in hospitality

and Tourism, According to Abun et.al. (2107), Employee’s performance can

be caused by many of factors and not just one. Management often mistaken to

conclude that employee’s performance is caused by Hygiene factors such as

Salaries and Benefits only.

Job Satisfaction and Job Performance

Angbetic Sia and Tan (2016) concluded that distributive justice existing in

specific hotels in philippines, positively affects job satisfaction while job

satisfaction provides a positive effect on job performance. Distributive justice

consists of rewards, pay, rights and resources, with this being fulfilled, Job

performance increases. This study is supported by Okeke (2020) wherein

results show that organizational commitment will affect employee Job

satisfaction which explains that an increase in organizational commitment will

affect employee job satisfaction by means of being productive as response for

appreciation.

Angeles and Tun (2016) also conducted a similar study in the job

performance of Ajinomoto employees in comparison to the existing job

satisfaction factors existing on its environment. The researchers concluded

that if job satisfaction is well fulfilled, Job performance will be greatly affected.
This is proven when the employees were given good rating by the manager in

charge of the work setting for its employees job performance. Angeles and Tun

(2016) also stated that How Job Satisfaction is a way for determining if the

workers in a management is happy. A high Satisfaction implies improvement in

effectiveness and performance of their jobs. Faldallh (2015) stated that all

members of a work environment strongly agree that whenever there are better

work conditions, pay and promotion and work relationship, There is higher

satisfaction and performance in the work environment. In this work setting

college is the work environment and teachers are greatly performing since

motivators are well taken care of. In a way, this is supported by the study of

Ang and Rabo (2019) in their study at Employee Satisfaction and Job

Satisfaction at Company A. It is stated that when Employees are engaged in

participating at the company, Job Satisfaction is High. The employment

participation is acquired through career development, compensation and

benefits, relationship with management and work environment. However,

Decrease in fulfillment of such aspects are also proven to decrease Job

Satisfaction.

Demographics and Job Satisfaction

Spector (1997) stated that antecedents of job satisfaction consists of two

categories, one for environment related factor and one for individual factor.
Rauf (2012) divided these factors, stated that individual factors are as follows:

Psychological factors such as personality, attitude, behavior and/or

demographic factors such as age, gender, educational level among others.

Chirchir (2016) concluded in a study that demographic factors such as gender

affects job satisfaction. In the study conducted among teachers, there is a

significant difference between the satisfaction of male and female teachers.

Also in this study, the years of stay among teachers tend to be more satisfied

with the job compared to those who were newly hired as they tend to

communicate well from others. This is supported by Tabatabei et al., (2013) a

study in a factory employees has seen a significant difference between the

male and female workers in Iran. Females tends to be more satisfied

compared to male. Along side with the gender being a demographic, it is also

shown that marital status also affects job satisfaction. Single employees are

more satisfied compared to married employees. In a study of Guinto and

Magallanes (2020) entitled, Work Motivation and Job Satisfaction of

Employees of a Retail Company in Negros Island, It is concluded that no

significance was noted between the demographic profiles of the employees

versus the employee’s job satisfaction. However, There is difference between

employees who have acquired an educational degree versus those who only

graduated highschool.
Synthesis of the Related Literature and Studies

The rise of needs in locations for quarantine for patients with high risk of

contagious disease has been the main reason why Hotels have to function as

Quarantine Facility. Ndejjo et al., (2021), Hung et al., (2018) has supported that

the public health requires immediate attention and that hotel industry became

a solution. On the other hand, Chinazzi et al., (2020) stated that hotel industry

had to adapt in order to become a solution. Teng et al (2021) stated that the

changed of environment had placed the burden on the employees, affecting its

job satisfaction. Taukeni (2021), Rothe et al., (2020) Kumaravel et al., (2020),

Wilder-Smith and Freedman (2020) agreed on common denominator that

quarantine facility that was put to use for people who needs to be quarantine

will help slow down the transmission of disease. Cetron and Landwirth (2005)

indicated that not all person in need of quarantine have home environment

appropriate for quarantine.

Hoppock (1935), and Vroom (1964) both supported that Job Satisfaction is

defined as a way to determine whether an employee is satisfied within a

workplace. With that statement, Smith, Kendall and Hulin (1969) even created

a likert scale questionnaire in order to measure job satisfaction. However Aziri

(2011) defied that no matter how wide the range of research surrounding job

satisfaction, there is no accurate way of defining it. On the other hand, Ang and
Rabo (2018) and Cruz (2019) agreed that when Job Motivators are fulfilled, Job

Satisfaction is acquired, if not, Job satisfaction is in low rating.

Herzberg (1976) has been known for being the creator of the two factor

theory of motivation. Lundberg et al., (2009) and Wong wt al (1999) even

supported this theory that is based on the needs of an employee. Misha (2013)

however has specific grouping of what’s underneath of Herzberg two factor

theory. Chiang and Jang (2008) and Dhevabanchachai and Wattanacharoensil

(2013) agreed that internal factors usually is for Job Satisfaction, However

Dhevabanchachai and Wattanacharoensil (2013) also said that when not

fulfilled, will lead to Job Dissatisfaction. Lee-Ross (1999) and Abun et al., (2017)

both supported that Job satisfaction varies among individuals.

Angbetic Sia and Tan (2016) and Okeke (2020) have supported that the

use for distributive justice in a work environment, it produces a well job

performance. However Angeles and Tun (2016) stated that only if employees

job satisfaction is fulfilled, will result to high job performance. Faldallh (2015)

focused on the environmental factors being the main source of high job

satisfaction.

Spector (1997) has categorized job satisfaction which is supported by

Rauf (2012) and Chirchir (2016) that both includes demographics as one of the

factors that could measure job satisfaction. Chirchir (2016) also stated that
gender as a demographic factor can change how satisfied an employee could

be. This is supported by Tabatabei et al., (2013) but added additional factor

such as marital status. In a study of Guinto and Magallanes (2020) the only

demographic profile that showed affectation towards Job Satisfaction is the

level of Educational Attainment.

 Chapter 3

RESEARCH METHODOLOGY

Introduction

This chapter presents a detailed discussion of the methods and

procedures the researchers have implemented to conduct this study. This

chapter includes Research Design, Method of Research, Population, Sample

Size and Sampling Technique, Description of Respondents followed by

Research Instrument, Data Gathering Procedure and Statistical Treatment of

Data. This chapter will explain how Data is acquired and analyze to represent

ideas and outcomes.

Research Design

This study made use of Conclusive Design of Research Design. As this

study is quantitative in nature, the type of conclusive design that the

researchers use is Descriptive Design. Which the researchers is able to obtain

through using a Questionnaire. The Questionnaire that the researchers used is

the “Minnesota Satisfaction Questionnaire”, the said questionnaire is adapted

to what the researchers are aiming to determine. Such questionnaire is widely

known for being used in studies that use Herzberg’s two factor theory of

motivation. Tasios and Giannouli (2017) To further classify, specifically, the

researchers used the cross-sectional research which measures respondents

at a single point of time.

Method of Research

The researchers made use of Statistical Analysis as a method of research.

The researchers also made use of obtaining quantitative data using primary

data. Which is done through surveys of questionnaire, further classified into

online interviews. The researchers made use of ”Google Forms” online

platform to be able to handout surveys online, and actual hard copy version of

the questionnaire to those working onsite employees.

Population, Sample Size, and Sampling Technique

This research entitled “Employee Satisfaction of Hotel Sogo Quirino used

as a Quarantine Facility.” is based on the locale of the study, Hotel Sogo

Quirino. Employees from the said hotel are gathered and surveyed. This study

targets the population of hotel industry employees. Further narrowed down into

a specific hotel in manila which is the hotel sogo quirino employees. This

population serves as the delimitation and the sample size of the research.

Sampling technique that is used is the convenience sampling. The population

of the hotel are in total number of 46 which is subdivided into housekeeping, a

number of 15. Front office of 14, Food and beverages of 7, 1 manager, 1

secretary, 3 supervisors, 4 for maintenance and lastly,1 for CPMS.

Description of Respondents

The respondents consists of different departments, such as

Housekeeping, Food and Beverages department or also known as Kitchen,

Maintenance and Front Office. Not to mention those who acts as supervisors

and Management. All has varying demographic profile to consider.

Research Instrument

The researchers made use of the ”Minnesota Satisfaction Questionnaire”.

The said questionnaire has been modified into two versions. The long form

and the short form. The scoring response used by the questionnaire is a likert

form scale which is as follows: Very Dissatisfied is graded 1, Dissatisfied is

graded 2, Neither is graded as 3, Satisfied is graded as 4, and lastly very

satisfied is graded as 5. The researchers used the short form of Minnesota

Satisfaction Questionnaire. The short form of the said questionnaire consists

of 20 questions and is classified into two factors, the same as Herzberg’s. For

intrinsic factors, questions numbered 1, 2, 3, 4, 7, 8, 9, 10, 11, 15, 16, and 20.

Lastly the extrinsic factors are question numbered 5, 6, 12, 13, 14, and 19

respectively. Intrinsic will be used for Job Satisfaction evaluation and Extrinsic

will be used for Job Dissatisfaction Evaluation. The researchers modified the
demographic aspect of the said questionnaire to fit the terms of this study and

then compared the results.

Data Gathering Procedure

The researchers have followed the following steps in order to gather the

needed information for determining the employee satisfaction of Hotel Sogo

Quirino.

1. The aim of this research is to determine the Job Satisfaction among the

Hotel Sogo Quirino employees used as a Quarantine Facility. The researchers

gathered studies and journals related to Job Satisfaction specifically among

Hotel Industry and among the workers of a Quarantine Facility.

2. Researchers studied and reviewed related literature to find the common

method of measuring Job Satisfaction. Which will be using Quantitative Data.

3. Specified the respondents of the Hotel Sogo Quirino, the employees,

the method of survey used which is online questionnaire and data

procurement.

4. Data collection method used is through Survey, using the adapted

“Minnesota Satisfaction Method.”

5. Having the questionnaire for approval to be able to conduct a survey

among the employees.

 6. After the approval was done, the survey forms which is in google form

link will be pass through online to be able for employees to answer.

7. Answered google forms will be collected and evaluated, tabulated and

analyzed. Statistical treatment will now be used to determine Job Satisfaction.

Statistical Treatment of Data

In determining the scores acquired through “Minnesota Satisfaction

Questionnaire” central tendency used is mean. Which is acquiring the sum of

all values divided into total number. After which will be converted into

percentile that will determine job satisfaction and job dissatisfaction. The

demographics will be used as it is specifically given by the respondent, after

which, the mean value determined through work motivators and hygiene in the

questionnaire, T - test will be used to compare two factors. In relation to the

demographics and comparison to the work motivator and hygiene factors, the

mean value of work motivators will be used to analyze which demographics

contribute to Job Satisfaction and will also be used on work hygiene factors.

In order to determine the p - value coexisting between the Job Satisfaction

and Job Dissatisfaction of the employees of Hotel Sogo used as a Quarantine

Facility, the researchers will use T - test statistical treatment. T - test is often

used to compare two factors through their mean which is appropriate for this

study.
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pp.153-175. 10.37896/PJ11.10/017 . hal-02994669

Angbetic Sia, L. & Tan, T. G.. (2016). The Influence of Organizational Justice

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APPENDIX: A

”Employee Satisfaction in Hotel Sogo Quirino used as a Quarantine

Facility.”

Name: (Optional)

_____________________________________________________________

Good Day, as an additional requirement of research for the degree in

Tourism Management and Hospitality Management of students in ABE
International Business College. The researchers are in need of respondents to
obtain an answer to the following questions in Hotel Sogo Quirino Employees.
Please let the researchers take up some of your time to answer this
Questionnaire honestly. Thank you.

Part 2: Demographic Profile of the Employees of Hotel Sogo Quirino.

1. What is your age?
__ 21 years old and below __41 years old to 60 years old
__ 22 to 40 years old
2. What is your gender at birth?
__ Female __ Male
3. What is your position in this Hotel? Please Specify:
_________________________________
4. How long have you been working in this company?
__ 5 years and below __ 11 to 15 years and above
__ 6 to 10 years

Part 2: The following questions are answerable by the rating scale below. The
questions are derived from the Minnesota Satisfaction Questionnaire. At the
end of this Document you will find a proper citation of the said Questionnaire.
The form used of MSQ is the short form type which consists of 18 questions.

1 Very Dissatisfied (VD)

2 Dissatisfied (D)
3 Neither (N)
4 Satisfied (S)
5 Very Satisfied (VS)

Part 2.1: Intrinsic Factors according to MSQ.

On my present job, This is how I feel about….

Question: 1 2 3 4 5
1. Being able to keep busy all the time
2. The chance to work alone on the job
3. The chance to do things differently from time to time
4. The chance to be ”somebody“ in the community
5. Being able to do things that don’t go against my
conscience
6. The way my job provides for steady employment
7. The chance to do things for other people
8. The chance to tell people what to do
9. The chance to do something that makes use of my
abilities
10. The freedom to use my own judgement
11. The chance to try my own methods of doing the
job
12. The feeling of accomplishment I get from the job

Part 2.2: Extrinsic Factors

Question: 1 2 3 4 5
1. The way my boss handles his/her workers
2. The competence of my supervisor in making
decisions
3. The way company policies are put into practice
4. My pay and the amount of work I do
5. The chances for advancement on this job
6. The praise I get for doing the job

1 Very Dissatisfied (VD)

2 Dissatisfied (D)
3 Neither (N)
4 Satisfied (S)
5 Very Satisfied (VS)

Citation: Weiss, D. J., Dawis, R. V., England, G.W., & Lofquist, L. H. (1967).
Manual for the Minnesota Satisfaction Questionnaire. Minneapolis: University
of Minnesota, Industrial Relations Center.