PAMANTASAN NG LUNGSOD NG VALENZUELA

COLLEGE OF ARTS AND SCIENCES

DEPARTMENT OF PSYCHOLOGY

A Correlational-Comparative study of Job Satisfaction and Level of Motivation among

Employees who Work from Home and Work from Office

A Research Presented to

Pamantasan ng Lungsod ng Valenzuela

Psychology Department

In Partial Fulfillment of the Course

Bachelor of Science in Psychology

Dela Cruz, Trishiamae Louise C.

Divina, Glydhel R.
Legaspi, Angelika C.
Nario, Kariza S.
Ramos, Jade Nicole D.G.
Vazquez, Leigh Yanni
Viedor, Krezza Mae G.

May 2021
INTRODUCTION

The global pandemic, COVID-19, has left a significant portion of the workforce

unable to go to work in order to prevent the virus from spreading. As a result, both

employers and workers are looking for new ways to operate (Butakhieo & Vyas, 2020).

Working from home (WFH) is one of the alternatives that most of the companies

considered in order to continue their operation. Almost 72% of companies in the

Philippines have worked remotely since the country was put under community quarantine.

According to a study conducted by Sprout solution (2020) last march the BPO industry

(31%), information and communication (9.79%), and healthcare (8.51%) sectors were the

most popular industries that enabled employees to work from home during the Enhanced

Community Quarantine (Daza, 2020). After two months of lockdown, more

establishments are reopening. More recently, as Modified Enhanced Community

Quarantine was lifted in some areas of the country like Metro Manila, Laguna, and Cebu,

wherein many companies are slowly sending their employee back to the office (CNN

Philippines, 2020) while some are still working from home.

Working from home has an impact on employee’s productivity. Some other factors

have either positive or negative impact and this depend on the employees' traits and

attitudes, as well as the circumstances, according to the findings of the study conducted

by Thorstensson (2020). Employees who work from home are more productive and

perform better than those who work in an office. Convenience, connectivity with family,

reduced stress levels, time and career growth, less absence from work, reduced break

time, better work life balance and emotional support are some of the main factors that

enabled employees working from home be more productive (Shivaramu, 2017). However,
it was found from the research presented by Selvasundaram and Suganya Dasaradhan

(2020) that respondents who work from home will be willing to work if they are having a

decent and supportive working environment. Employers who understand their employees'

needs have the chance to assist their employees in creating a friendly and controlled work

environment, which may result in a greater number of workers wanting to work from home,

resulting in higher job satisfaction and efficiency. This is the sole reason why the

researchers have chosen to focus on this topic since it was considered as a new normal

set up of workplace across the world. The main purpose of this proposed study is to

determine and to compare the level of satisfaction and motivation between the employee

who works from home to an employee who works from office.

Benefits for various receiving communities can be extrapolated from this study.

First, to the employees since they are the main focused of this study this will be beneficial

to them as it provides knowledge about the current situation of the world of work

specifically the motivation and satisfaction it gives to the workers more specifically to

those who work from home and working from office. Second, for the employer, this will

give them idea about some adjustment and assistance that they can give to their

employees in which they think would be more suited or beneficial for their workers. Lastly,

the overall knowledge presented in this study could be used for future research as a

reference in conducting the same study.

THEORETICAL FRAMEWORK

Theory of Maslow's Hierarchy of Needs

 This research study entitled Job Satisfaction and Motivation among work-from-

home and in-field employees used the Theory of Maslow's Hierarchy of Needs developed

by Abraham Maslow. The concept of this theory focuses on the human are motivated

because of needs to fulfill their life's purpose and mission. In terms of personal growth,

the hierarchy must be completed to achieve self-actualization. According to Maslow, a

person must satisfy his or her needs step-by-step starting from the lowest level. There

are five levels of in Maslow's Hierarchy of Needs; (1) Physiologic needs, (2) Safety needs,

(3) need for Belonging and Love, (4) need for Esteem, (5) need for Self-Actualization. The

researchers used this theory to understand the factors that may affect the satisfaction

and motivation of employees that are working from and in the field.

CONCEPTUAL FRAMEWORK

The following representation has been developed to further help understand the

studies flow, to visually reflect the research and serves as its study guide.

Job Satisfaction Work-from-

Home

Work-from-
Office
Job Motivation

STATEMENT OF THE PROBLEM

 1.) What is the level of satisfaction among employees who:

a.) Work from home

b.) Work from office

2.) What is the level of motivation among employees who:

a.) Work from home

b.) Work from office

3.) Is there a significant difference between the level of satisfaction among the

employees who work from home and work from office?

4.) Is there a significant difference between the level of motivation among the

employees who work from home and work from office?

HYPOTHESES OF THE STUDY

Ho1: There is no significant difference between the level of satisfaction among

employees who work from home and work from office

Ho2: There is no significant difference between the level of motivation among

employees who work from home and work from office

RESEARCH DESIGN

This study will be utilizing a correlational comparative research design under

quantitative research that emphasized objective measurements that involves utilization

and analysis of numerical data using statistical methods through polls, questionnaires,

and surveys (Williams, 2011).

In line with that, a comparative analysis will be conducted to analyze the

differences and similarities of the variable or variables to discover a newer conclusion of

all the things being compared (Pickvance, 2005). Meanwhile, the correlational study

attempts to create causal relationships or associations among two or more variables,

using statistical methods to measure the strength and significance of the relationships

(Gelo, et-al., 2008). The purpose of this study is to compare the levels of job satisfaction

and motivation among work-from-home and in-field employees and to conclude if there

is a significant relationship between the levels of job satisfaction and motivation among

the employees.

PARTICIPANTS OF THE STUDY

The samples in this study were composed of 200 total of respondents, wherein

half of the respondents (100) are working from home while the other half (100) are working

from the office. The researchers will be employing a purposive sampling technique, a non-

probability sampling technique wherein the selection of the respondent was dependent

on the researcher's judgement in relation to the characteristics that needs on the study.

On the other hand, according to Johnson (2014), snowball sampling refers to the selection

of participants that relies on referrals from initially sampled respondents to other

individuals perceived to possess the trait. The criteria that will be using in the study are:

(1) white collar job workers who works either from home or from office; (2) participants
must be employed and should be regular employees since according to Al-Odeh et al.

(2020), white-collar employees are most likely to persist under Work-from-Home (WFH)

arrangements and mostly having a regular job, this includes the individual who works in

business, accounting, or management is referred to as a white-collar employee; (3) the

workers age must be at the range of eight teen (18) to sixty-four (64) years old as it is the

estimated age of working individual according to Philippine Statistic Authority (2020) and;

(4) a resident of Metro Manila. Since the data gathering of this study will be conducted

online, anyone can participate in this study as long as they possess the characteristics

that are needed in this study.

RESEARCH INSTRUMENTS

Work Extrinsic and Intrinsic Motivation Scale (WEIMS) and Job Satisfaction Survey

(JSS)

Research related to the management science used surveys as data collection

methods many times as shown before in the past. The questionnaire used in this study

varies into two different research instruments in order to find out the relationship between

the job motivation and satisfaction of a work at home employee and an employee who

chooses to report on site. After the results are gathered and the relationship is found, the

researchers will then try to compare the variables used in the study.

The researchers will use a Job Satisfaction Survey or JSS to measure the job

satisfaction level of a work at home employee and an employee who is working on site.

The Job Satisfaction Survey or JSS is developed by Paul Spector that is designed to
measure an employees’ satisfaction with their jobs. The JSS is a measure of global

satisfaction, meaning the participants are asked to think about how satisfied they are with

their job in a broad, overall sense. The Job Satisfaction Survey (JSS) is a 36-item, 9-

facet, validated scale to assess employee attitudes to their role and aspects of that role.

Moreover, to test the validity and reliability of the Job Satisfaction Survey (JSS)

questionnaire, this test was used with a sample of 239 employees of various specialties

in drug addiction treatment in Greece. More than 64% of the study participants were

female and the majority were aged between 35 and 39 (34.3%) or between 40 and 50

years (45.2%). In terms of educational attainment, the majority were university graduates,

while 38.1% have completed post-graduate studies. In terms of employment, the majority

worked as Therapy – Prevention staff (56.1%), followed by administrative staff (20.1%),

Education – Research staff (12.1%), Part-time Trainers (7.5%) and other staff (4.2%). As

regards length of service, 37.2% of study participants had worked from 11 to 15 years,

28% from 6 to 10 years, 13.8% from 16 to 20 years 12.1% from 0 to 5 years, 7.1% from

20 to 25 years, while 1.7% had worked for more than 26 years. The measures of

Cronbach’s Alpha exceed 0.60 are considered to be the reliable ones (Nunnally &

Bernstein, 1994). In the present study, the total scale, and all subscales but one was over

0.60. In term of reliability and internal consistency are concerned, values show that the

scale items are consistent with as many ways as possible as eight of the nine subscales.

The test was not evaluating the convergent validity by comparing JSS with a similar tool

and the discriminant validity by comparing JSS with a tool designed to measure a different

concept. Regarding to the test retested the reliability method for determining whether the

results are consistent over time, as it was not useful in present field of research.
 In addition with this, one of the research instruments that the researchers will use

in this study is the Work Extrinsic and Intrinsic Motivation Scale (WEIMS). It is a scale

used to measure the level of job motivation of an individual. It is an 18-item measure of

work motivation theoretically grounded in self-determination theory (Deci & Ryan, 2000).

In addition, with this the WEIMS is divided into three-item six subscales, which correspond

to the six types of motivation postulated by SDT (i.e., intrinsic motivation, integrated,

identified, introjected and external regulations, and amotivation). Participants were asked

to indicate on a Likert-type scale3 ranging from 1 (does not correspond at all) to 5

(corresponds exactly) the extent to which the items represent the reasons they are

presently involved in their work.

The Work Extrinsic and Intrinsic Motivation Scale (WEIMS) is scored using a

formula. Although most researchers favor a multidimensional approach to (work)

motivation, the use of a single score, such as the work self-determination index (W–SDI;

Vallerand, 1997), is at times desirable. The W–SDI may be particularly useful when

researchers want to select individuals who display either a self-determined or a nonself-

determined motivational profile. The WEIMS can be used to generate that index by

multiplying the mean of each subscale by weights corresponding to the underlying level

of self-determination (Ryan & Connell, 1989). The formula for determining the W–SDI is

as follows: W–SDI = (+3 X IM) + (+2 X INTEG) + (+1 X IDEN) + (-1 X INTRO) + (-2 X

EXT) + (-3 X AMO). The range of possible scores on the W–SDI is between ± 36 for a 7-

point Likert-type scale (and ± 24 when using a 5-point Likert-type scale). The total score

derived from this formula reflects individuals’ relative level of self- determination. A

positive score indicates a self-determined profile and a negative score shows a nonself-
determined profile. To test the validity and reliability of this test a research study was

conducted among 465 volunteered military and 192 volunteered civilians. The Cronbach's

alpha, which measures the internal consistency of the WEIMS's six subscales (IM.80;

INTEG.83; IDEN.67; INTRO.70; EXT.77; AMO.64). Alpha values ranged from.64 to.83,

indicating appropriate reliability while content validity is .63 which indicate an adequate

content validity.

DATA GATHERING PROCEDURE

The first step in gathering data is selecting possible respondents that are qualified

in the set criteria of the study. The criteria that will be using in the study are: (1) white

collar job workers who work either from home or from office; (2) participants must be

employed and should be regular employees; (3) the workers age must be at the range of

fifth teen (15) to sixty-four (64) years old and; (4) a resident of Metro Manila. The study

needs to reach the target of respondents which is one hundred (100) respondents work

from home and one hundred (100) respondents work from office. To gather enough

respondents for the research, the analyst will use referral method. Referral method will

be utilized in searching for participants since it lessen the risk that the respondent might

acquire while participating in the study.

In the process of gathering respondents, researchers will collect respondents

through the initial participants which are the friends, family members, and acquaintances

of the researchers who meets the criteria of the study. Researchers will ask help from the

initial participants by asking them to refer an individual who share the same
characteristics as them or individuals who meets the criteria of the research study. This

process will be utilized continuously until the researchers accumulate the total number of

the respondents needed in the study.

Prior to the gathering of data, researchers will send a request letter to the research

adviser and chairperson of psychology department for the permission of conducting the

survey and administering the test questionnaires to the respondent. After receiving the

signed permission letter, the researchers will proceed to the third step of data gathering

procedure wherein the researchers will send a consent letter to the respondent for pre-

participation process. The respondents will sign the consent letter, which contains an

overview and all the necessary information with regards to the study. After agreeing to

the consent letter, researchers will begin the administration of the test questionnaire to

the test taker. This is administered through an online platform specifically in Google

Forms.

The research questions are printed in google form document. Inside the google

form document are the two-screening tools which are the Work Extrinsic Intrinsic

Motivation Scale and Job Satisfaction Scale of employees who work from home and work

from office. Researchers will use the Work Extrinsic and Intrinsic Scale for determining

the level of motivation of the respondents who works from home and the office and Job

Satisfaction Scale for determining the level of satisfaction of individuals working from

home and the office. Lastly, researcher will score the result of the two standardized

questionnaires using the scoring instructions of the test. The raw score and result of the

test of the individual will be interpreted respectively using the test interpretation instruction

of the standardized question.

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