Job Satisfaction of Insurance Company Employees

JOB SATISFACTION OF SOCIAL SECURITY SYSTEM (SSS) EMPLOYEES AND GOVERNMENT SERVICE INSURANCE SYSTEM (GSIS) EMPLOYEES AT QUEZON
CITY BRANCH OFFICE

Researchers: Hernandez, Caztina A. Marcaida, Arkhe Joseph G. Santos, Joyce Anne H. BSA 4-11
Powerpoint Templates
October 17, 2013
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INTRODUCTION
The descriptive method was used in the research which describes data and characteristics about the population or phenomenon being studied. Descriptive research answers the questions who, what, where, and how. The instrument used was the survey form of questionnaires. Statistical analysis was done with the use of frequency and percentage ranking, weighted mean and analysis of variance.
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STATEMENT OF THE PROBLEM

This study aims to determine the levels of job satisfaction and performance of the Social Security System (SSS) and Government Service Insurance System (GSIS) employees in Quezon City Branch Office.Furthermore, this study attempted to call the managements attention for job motivators that need improvement.
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Specifically, this research endeavoured to answer the following: 1.0 What is the profile of the Social Security System and Government Service Insurance System employees according to: 1.1 Age; 1.2 Sex; 1.3 Civil Status; 1.4 Highest Educational Attainment; 1.5 Length of Service; 1.6 Number of Dependents; 1.7 Status of Employment; 1.8 Monthly Salary; and, 1.9 Position?
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2. How would the level of job satisfaction of the respondents be described in terms of: 2.1 Nature of Work 2.2 Salary and other benefits 2.3 Environment and co-workers relationship 2.4 Motivation and promotion
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3. Is there a difference in the level of job satisfaction between genders, among positions or age, workloads and years of service?
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4. Does the level of satisfaction significantly affect the performance of the employees?
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5.
What is the difference in the level of job satisfaction between the SSS and GSIS employees, which management provides more satisfaction to their respective employees?
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SUMMARY OF FINDINGS
The study is entitled JOB SATISFACTION OF SOCIAL SECURITY SYSTEM (SSS) AND GOVERNMENT SERVICE INSURANCE SYSTEM (GSIS) QUEZON CITY BRANCH OFFICE EMPLOYEES . In light of the data analyzed by the researchers, summary of findings were stated:
1. Profile of the Respondents SSS

The mean age is 39.83 years. The age of respondents ranges from below 25 to 56 years and above. Twenty-six employees or 86.67 percent are female while only 4 employees or 13.33 percent are male respondents. Twelve respondents or 40.0 percent are still single. While 18 employees or 60.0 percent are already married.
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Twenty-one employees or 70.0 percent took Masters Degree. And 9 employees or 30.0 percent were College Graduate. The mean years of service of the employees are more than 16 years. It ranges from less than 10 years to 41 years and above.
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Twenty five employees or 83.33 percent hold rank and file position. Five employees or 16.67 percent hold supervisory position. Twenty five employees or 83.33 percent have a salary ranging from P14, 000-30,000. Five employees or 16.67 percent have a salary ranging from P30, 001-40,000. Their monthly salary mean is P24, 166. 75.
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GSIS
The mean age is 39.97 years. The age of respondents ranges from below 25 to 56 years and above. Sixteen employees or 53.33 percent are female while 14 employees or 46.67 percent are male respondents. Fourteen employees or 46.67 percent are still single and also 14 employees or 46.67 percent are already married. While 2 employees or 6.66 percent are widow
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Nineteen employees or 63.33 percent were College Graduate. Nine employees or 30.0 percent took Masters Degree. While only 2 employees or 6.67 percent were High School Graduate. The mean years of service of the employees are more than 12 years. It ranges from less than 10 to 41 years and above. Twelve employees or 40 percent have been in service for 11-20 years
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Majority or twenty two employees or 73.34 percent hold rank and file position. Four employees or 13.33 percent hold managerial position and also four employees or 13.33 percent hold supervisory position Twenty two employees or 73.34 percent have a salary ranging from P14, 000- P30, 000. Four employees or 13.33 percent have a salary ranging from P30, 001- P40, 000. Their monthly salary mean is P26, 800. 13
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2.
The one-way analysis of variance indicated no significant differences in the job satisfaction level of SSS and GSIS Quezon City Branch employees due to age, sex, civil status, highest educational attainment, length of service, present position, and monthly salary at 5 percent level of significance.
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Findings of the study showed that the respondents agreed that leadership and capability of immediate superior, growth prospective, rewards, and advancements, and congruence were substantially important to obtain a high satisfaction towards their work with the average weighted means of 4.17, 4.89, and 4.32. The study also revealed that the level of satisfaction and availability with regards to the leadership and capability of immediate superior, growth prospective, rewards, and advancements, and congruence were very satisfactory with the average weighted means of 4.02, 4.11, and 3.90.
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a. The age of the respondents has a significant difference in nature of work, 2.76 probability is less than 9.80; in salary and other benefits 2.76 probability is less than 7.15; in environment and co-worker relationship 2.76 probability is less than 8.17; and in motivation and promotion 2.76 probability is less than 10.20. In the ANOVA test, the f-ratios 9.80, 7.15, 8.17,and 10.20 surpassed the required value for significance. Thus, the hypothesis that there is no significant difference between the profiles of the respondents when classified according to age, with regards to nature of work, salary and other benefits, environment and co-worker relationship, and motivation and promotion is rejected.
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b. The sex of the respondents has significant difference in nature of work, 4.20 probability is less than 10.05. On the other hand, Table 16 also show that there is no significant difference in salary and other benefits 4.20 probability is greater than 2.60; in environment and coworker relationship 4.20 probability is greater than 2.04; and in motivation and promotion 4.20 probability is greater than 1.21. In the ANOVA test, the f-ratio 10.05 surpassed the required value for significance, whereas, the f-ratios 2.60, 2.04, and 1.21 did not reach the required value for significance. Thus, the hypothesis that there is no significant difference between the profiles of the respondents when classified according to sex, with regards to nature of work is rejected and with regards to salary and other benefits, environment and co-worker relationship, and motivation and promotion are accepted. Powerpoint Templates
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c. The civil status of the respondents has no significant difference in nature of work, 3.35 probability is greater than 1.50; in salary and other benefits 3.35 probability is greater than .49; in environment and co-worker relationship 3.35 probability is greater than .27; motivation and promotion 3.35 probability is greater than .16. In the ANOVA test, the f-ratios 1.50, .49, .27, and .16 did not reach the required value for significance. Thus, the hypothesis that there is no significant difference between the profiles of the respondents when classified according to highest educational attainment, with regards to nature of work , salary and other benefits, environment and co-worker relationship, and motivation and promotion is accepted.
d. The length of service of the respondents a significant difference in nature of work, 2.99 probability is less than 13.54; in salary and other benefits 2.99 probability is less than 5.66; in environment and coworker relationship 2.99 probability is less than 7.49; and in motivation and promotion 2.99 probability is less than 12.51. In the ANOVA test, the f-ratios 13.54, 5.66, 7.49, and 12.51 surpassed the required value for significance. Thus, the hypothesis that there is no significant difference between the profiles of the respondents when classified according to length of service, with regards to nature of work , salary and other benefits, environment and co-worker relationship, and motivation and promotion is rejected.
e. The present position of the respondents significant difference in nature of work, 3.35 probability is less than 12.58; in environment and co-worker relationship 3.35 probability is less than 5.04; in motivation and promotion 3.35 probability is less than 5.86. On the other hand, Table 20 also show that there is no significant difference salary and other benefits 3.35 probability is greater than 3.01. In the ANOVA test, the f-ratios 12.58, 5.04, and 5.86 surpassed the required value for significance and 3.01, .49, .27, and .16 did not reach the required value for significance. Thus, the hypothesis that there is no significant difference between the profiles of the respondents when classified according to present position, with regards to nature of work, environment and co-worker relationship, and motivation and promotion is rejected, and with regards to salary and other benefits is Powerpoint Templates accepted. Page 22
f. The present position of the respondents significant difference in nature of work, 3.35 probability is less than 12.58; in environment and co-worker relationship 3.35 probability is less than 5.04; in motivation and promotion 3.35 probability is less than 5.86. On the other hand, Table 20 also show that there is no significant difference salary and other benefits 3.35 probability is greater than 3.01. In the ANOVA test, the f-ratios 12.58, 5.04, and 5.86 surpassed the required value for significance and 3.01, .49, .27, and .16 did not reach the required value for significance. Thus, the hypothesis that there is no significant difference between the profiles of the respondents when classified according to present position, with regards to nature of work, environment and co-worker relationship, and motivation and promotion is rejected, and with regards to salary and other benefits is Powerpoint Templates accepted. Page 23
3. In question No. 4, the chi-square indicated that the level of job satisfaction greatly affect the performance of the respondents since the computed value of chi-square for GSIS is 19.31 and this is greater than the tabular value of 18.47 at 5 percent level of significance and the computed value of chi-square for SSS is 1.907 and this is equal to the tabular value of 1.907 at 5 percent level of significance.
4. Job satisfaction was found to be related to performance rating. The satisfied the employees are, the better performances.
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Conclusion
Based on the results of the study, the following conclusions are hereby presented: The typical employee of SSS Quezon City Branch is a female and married. She is 39.83 years old, receiving a monthly salary of P24, 166. 75, a managerial employee and had finished Masters Degree. Shes been in the organization for more than 16 years. While the typical employee of GSIS Quezon City Branch is a female and married. She is 39.97 years old, receiving a monthly salary of P26, 800. 13, a rank and file employee and a college graduate. Shes been in the organization for more than 12 years.
The average job satisfaction of SSS and GSIS Quezon City Branch employees index are 2.87 and 3.31 respectively. Majority of the respondents claimed that they were satisfied with their salary and other benefits, environment and co-workers relationship, motivation and promotion The personnel respondents when grouped according to their age, sex, civil status, highest educational attainment, length of service, present position and monthly salary did not affect their job satisfaction and performance.
The personnel respondents have a very satisfactory performance for the calendar year 2011-2012 and have a very high level of job satisfaction. The job satisfaction level of employees is quantitatively related to performance rating but other factors like rater influence or the purpose by which it is being conducted are worth subjects of further study.
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Recommendations In the light of the findings and conclusions drawn, the following recommendations are offered. A more thorough analysis of the performance rating process in the system should be conducted. The performance instrument and coding guide should be improved. Follow-up studies on employee performance work values and level of satisfaction should be conducted. Employees should continue to strive hard to improve their performance either through in-service trainings or formal education.
Recommendations Management should have a closer look in the areas wherein the level of job classification is lower like motivation and promotion. Management should focus more attention on the job satisfaction and motivation structure of employees. Incentive award must be extended to deserving personnel. The employees must participate in the decision making especially if it concerns them and their work.
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JOB SATISFACTION OF SOCIAL SECURITY SYSTEM (SSS) EMPLOYEES AND GOVERNMENT SERVICE INSURANCE SYSTEM (GSIS) EMPLOYEES AT QUEZON

CITY BRANCH OFFICE

October 17, 2013

STATEMENT OF THE PROBLEM

1. Profile of the Respondents SSS

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