Authors :
Veloso, Geronimo J, III
Volume/Issue :
Volume 8 - 2023, Issue 6 - June
Google Scholar :
https://bit.ly/3TmGbDi
Scribd :
https://tinyurl.com/cdrz5df4
DOI :
https://doi.org/10.5281/zenodo.8112340
Abstract :
The study was conducted to determine the job
performance and satisfaction of the permanent
employees of Ziga Memorial Hospital in Tabaco City. Policy measures may be
proposed to enhance the service delivery system of Ziga
Memorial Hospital. The respondents of this study were
the 67 permanent employees of the hospital which belong
to the four departments namely. administrative,
ancillary, medical and nursing. To validate the data on
the Job performance of the employees, there were 30
patients rated the respondents who had been confined
for at least three days and capable of accomplishing the
questionnaires. This research employed a descriptive
research which was supported by a questionnairechecklist as the main data-gathering tool. The study
utilized the Herberg Two-Factory Theory as the main
theory which guided the conceptualization and conduct
of the research. This theory was supported by the
Maslow’s Hierarchy of Needs and Alderfers’ E-R-G
Model. A research-structured questionnaire checklist
was used as the main data gathering tool. This provided
information in answer to the problems stated. To assess
the job performance, their ratings in the official
performance evaluation system for the years 2009,2010
and 2011 were taken. The clients’ satisfaction rating
form was used by the 30 patients to evaluate the
respondents’ job performance. The findings of the study
revealed that: in terms of Level of satisfaction in
motivational factors, the rating was average level with
3.10 as described percentage. For the problems encountered by the
employees through motivational factor, the highest rate
was that the efforts as competent workers were never
appreciated, lack of motivations from superiors to excel
in their job, there was also a minimal scope for
developing new ideas, and few opportunities to attend
seminars and trainings. Along with hygiene factors, the
employees considered discrimination in the
implementation of hospital rules and policies, inadequate
materials and technical resources for their job.
The study was conducted to determine the job
performance and satisfaction of the permanent
employees of Ziga Memorial Hospital in Tabaco City. Policy measures may be
proposed to enhance the service delivery system of Ziga
Memorial Hospital. The respondents of this study were
the 67 permanent employees of the hospital which belong
to the four departments namely. administrative,
ancillary, medical and nursing. To validate the data on
the Job performance of the employees, there were 30
patients rated the respondents who had been confined
for at least three days and capable of accomplishing the
questionnaires. This research employed a descriptive
research which was supported by a questionnairechecklist as the main data-gathering tool. The study
utilized the Herberg Two-Factory Theory as the main
theory which guided the conceptualization and conduct
of the research. This theory was supported by the
Maslow’s Hierarchy of Needs and Alderfers’ E-R-G
Model. A research-structured questionnaire checklist
was used as the main data gathering tool. This provided
information in answer to the problems stated. To assess
the job performance, their ratings in the official
performance evaluation system for the years 2009,2010
and 2011 were taken. The clients’ satisfaction rating
form was used by the 30 patients to evaluate the
respondents’ job performance. The findings of the study
revealed that: in terms of Level of satisfaction in
motivational factors, the rating was average level with
3.10 as described percentage. For the problems encountered by the
employees through motivational factor, the highest rate
was that the efforts as competent workers were never
appreciated, lack of motivations from superiors to excel
in their job, there was also a minimal scope for
developing new ideas, and few opportunities to attend
seminars and trainings. Along with hygiene factors, the
employees considered discrimination in the
implementation of hospital rules and policies, inadequate
materials and technical resources for their job.
