Group 8 Job Satisfaction and Efficiency of Community Pharmacists in Biñan City Laguna

University of Perpetual Help-Dr.
Jose G Tamayo Medical University

College of Pharmacy
Sto. Nino. Biñan, Laguna
JOB SATISFACTION AND EFFICIENCY OF COMMUNITY

PHARMACISTS IN BIÑAN CITY, LAGUNA
A Thesis Presented to
The Faculty of the College of Pharmacy
University of Perpetual Help – Dr. Jose G. Tamayo Medical University
In partial fulfillment
Of the Requirements for the degree
Bachelor of Science in Pharmacy
By
BASALO, KEILA G.
SOTOMANGO, JANELLA LOUIS A.
TAPANGCO, ROSETTE NICOLE F.
TOLENTINO, NICOLE M.
April 2021
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College of Pharmacy
RECOMMENDATION FOR ORAL EXAMINATION
This thesis entitled “Job Satisfaction and Efficiency of Community

Pharmacists in Biñan City, Laguna”, prepared and submitted by Rosette Nicole F.
Tapangco, Nicole M. Tolentino, Janella Louis A. Sotomango, and Keila G. Basalo, in
partial fulfillment of the requirements for the degree of Bachelor of Science in
Pharmacy, has been examined and is recommended for Oral Examination.
Analiza P. Malalay, RPh, MS Pharm, PhD

Adviser
APPROVAL BY THE PANEL OF EXAMINERS
Approved by the Panel on Oral Examination with a grade of ______%
Thesis Committee:
Eduardo V. Soriano Jr., RPh,MPH, MHA

Chairman
Virma D. Espejo, RPh, MAEd, EDD Maria Kathrina D. Olivarez, RPh.,

Member MSCPD
Member
Rufo S. Calixtro Jr.,PhD

Member
FINAL APPROVAL
Accepted and approved in partial fulfillment of the requirements for the

degree of Bachelor of Science in Pharmacy.

Dean, College of Pharmacy
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Acknowledgement
The completion of this scholarly endeavor will not reach the realms of possibility
without the divine guidance and provision of Heavenly Father, the fountain head of
knowledge and wisdom, to Him the researcher wishes to return all the glory. Also,
gratitude is extended to the following persons whose invaluable contributions are
implanted on the pages of this manuscript.
Dr. Analiza P. Malalay, the adviser, for mentoring, trusting, and inspiring the
researchers;
Dr. Rufo S. Calixtro Jr., Dr. Virma D. Espejo, Mr. Eduardo V. Soriano, and Ms.
Maria Kathrina D. Olivarez, the eminent members of the oral examination committee, for
their constructive criticisms and recommendations as well as their meticulous evaluation
for the improvement of the study;
Mr. Leonardo J. Elemos, for diligently helping the researchers from the selection
of respondents and calculations to data gathering and interpretation; and
The respondents of the study, for their time and cooperation that made the
procurement of data possible.
The Researchers
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Dedication
It is our genuine gratefulness and warmest regard that we dedicate this work to
our beloved parents who gave us the inspiration and determination to do any task with
determination.
We would also like to dedicate this research to our friends and co-researchers who
knowingly or unknowingly led us to understanding of our ability to thrive and never lose
hope in every struggle that we faced during the research process.
We also dedicate this research to our department, the College of Pharmacy, which
has nurtured us with enough wisdom, knowledge and inspiration for us to be able to cross
every challenge we face to achieve our goals.
Lastly, this research will not be possible without the guidance from our Heavenly
Father. To God be the Glory!
The Researchers
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Table of Contents
Page
Title page i
Recommendation for Oral Examination ii
Acknowledgement iii
Dedication iv
Table of Contents v
List of Tables viii
List of Figures ix
Thesis Abstract x
Chapter
1 THE PROBLEM AND ITS BACKGROUND
Introduction 1
Theoretical Framework 2
Conceptual Framework 4
Statement of the Problem 5
Hypothesis 5
Significance of the Study 5
Scope and Delimitation 6
Definition of Terms 7
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2 REVIEW OF RELATED LITERATURE
State of the Art 9
Synthesis of Reviewed Literature 18
Gaps Bridged by the Present Study 20
3 RESEARCH METHODOLOGY
Research Design 21
Respondents of the Study 21
Research Instrument 22
Research Procedures 22
Ethical Considerations 24
Statistical Treatment of Data 24
4 PRESENTATION, ANALYSIS, AND INTERPRETATION
OF DATA
Frequency Distribution of the Community Pharmacist 25
According to Age
Frequency Distribution of the Community Pharmacist 26
According to Years in their Field
Perceived Level of Job Satisfaction of Community Pharmacist 27
Perceived Level of Job Efficiency of Community Pharmacists 29
Results of Pearson R and t-test for the Significant Relationship 30
between Pharmacist’s Job Satisfaction and Efficiency
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5 SUMMARY OF FINDINGS, CONCLUSIONS AND
RECOMMENDATIONS
Summary of Findings 32
Conclusions 34
Recommendations 35
REFERENCES 36
APPENDICES
A Letter of Consent 41
B Survey Questionnaire 43
CURRICULUM VITAE 45
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List of Tables
Table Title Page
1.1 Frequency Distribution of the Community 25
Pharmacist According to Age
1.2 Frequency Distribution of the Community 26
Pharmacist According to Years in their Field
2.1 Perceived Level of Job Satisfaction of Community 27
Pharmacist
3.1 Perceived Level of Job Efficiency of Community 29
Pharmacists
4.1 Results of Pearson R and t-test for the Significant 30
Relationship between Pharmacist’s Job
Satisfaction and Efficiency
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List of Figures
Figure Title Page
1 The theoretical model showing the Self-Determination 2
Theory (SDT)
2 The Conceptual Model showing the relationship of 4
Job Satisfaction and Efficiency of Community
Pharmacist based on their experiences
3 Schematic Diagram of Research Procedure 23
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THESIS ABSTRACT
Title: Job Satisfaction and Efficiency of Community Pharmacists
in Biñan City, Laguna
School: University of Perpetual Help-Dr. Jose G. Tamayo Medical
University
Authors: Basalo, Keila G.
Sotomango, Janella Louis A.
Tapangco, Rosette Nicole F.
Tolentino, Nicole M.
Adviser: Analiza P. Malalay, RPh, MS Pharm, PhD
Degree: Bachelor of Science in Pharmacy
Academic Year: 2020-2021
Background: Community pharmacists were considered as key players in our healthcare

system, thus their performance and efficiency at their work can directly affect the health
of the people within the society.
Purpose: Recognizing the effect of satisfaction and efficiency of community pharmacists

in the health of the society, the researchers sought to assess the relationship between job
satisfaction and efficiency of community pharmacists in Biñan City, Laguna.
Methods: A survey was conducted among the community pharmacists of different chain
pharmacies located at Biñan City, Laguna, wherein a total of thirty (30) respondents
participated in the study. The questionnaire given to respondents were consists of
fourteen questions divided into three sections: (1) The demographic profile of the
respondents, (2) level of job satisfaction of community pharmacists, and (3) level of job
performance and efficiency of community pharmacists.
Results: The results of the study got a computed data of 5.94 which was greater than its
critical t-value of 2.048, indicating that there is a significant relationship between job
satisfaction and efficiency of community pharmacists.
Conclusions: Based on the results of the study, the following conclusions were drawn:
(1) Age and the years of working in the field affects the respondents satisfaction at work.
(2) The respondents were generally satisfied with their work and find their work
interesting because their job meets their expectations. (3) The respondents were
determined to have high level of job efficiency based on the criteria and performance
review of the organization they are working in. (4) There was a significant relationship
between job satisfaction and efficiency of community pharmacists, indicating that
employees tends to be more efficient when they were satisfied with their work.
Keywords: Community Pharmacists, Job Satisfaction, Efficiency
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Chapter 1
THE PROBLEM AND ITS BACKGROUND
Introduction
Community pharmacists were healthcare professionals essential to enhance
patient care and promote implementation of sustainable health to the patient, mainly
attributed on being experts in a variety of medications. Despite having sort of duties, the
professional commitment of a community pharmacist was to provide pharmaceutical care
to the patients in their respective drug retail outlets.
Job satisfaction was defined as a pleasurable degree of workers contentedness
with their job. According to Belay (2016), it was a multidimensional, enduring, and
much- researched concept in the field of organizational behavior and had been identified
as recognition in one’s field of work, level of salary, opportunities for promotion, and
achievement of personal goals.
In addition, this can negatively or positively affects the work efficiency depending
on corresponding levels. When an employee feels satisfied about their job, they were
motivated to exert a greater effort. Otherwise, can result to lack of motivation and
associated low performance in work, especially for professionals like pharmacists
(Mohammed, AS. et. al.,2020). Thus, job satisfaction was directly related to work
efficiency of an individual.
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A community pharmacy cannot function proficiently without a skilled, motivated,
and supportive pharmacist. Community pharmacists were considered as one of the key
players in our health care system. Their way of dispensing drugs and counseling the
patient can affect the healthcare efficiency and quality. In other words, community
pharmacist performance at work can greatly affect and threatened the quality of health
within the society. That is why the researchers became motivated to determine the
correlation of job satisfaction and efficiency of community pharmacist and to determine
if there was a significant relationship between the two variables.
Theoretical Framework
The study was anchored on Self-Determination Theory, stating that motivation is
what makes an individual act, which was usually affected by external and internal factors.
The internal factors stated the activity for its own sake for interest and satisfaction, while
the external factors can be provoked by motivation and encouragement. It also explains
that people who were motivated internally and externally, have the maximum level of self
determination, thus undertaking behaviors for motives of significance and satisfaction.
Internal factors such as passion, personal goal and doing something right were
some of the factors that comes from the person itself which helps in making them more
motivated in doing their work. On the other hand, the external factors were affected by
external motivating force, such as the opinion of co-workers, reward system and
evaluation of the superiors.

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This theory also emphasized the important roles of three basic psychological
needs: the autonomy, relatedness and competence, in the self-determination of an
individual (Deci & Ryan, 2012). Autonomy was the force that urges an individual to
manage their own life and harmonize with oneself, but this does not mean complete
independence from the influence of the people around them. Competence was the act of
getting good at something to influence its outcome. Relatedness was an individual’s way
of building connections with other people. In much simple term, relatedness can be
defined as one’s urge to interact with others. Accomplishing these three needs can help in
enhancing the natural growth of positive motivation of an individual, which can lead in
their greater efficiency at their work. However, failing to satisfy the three needs can
affect this growth, which can lead to lesser efficiency of an individual towards work.
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Conceptual Framework
The conceptual framework was anchored on self determination theory of Deci and
Ryan, which states that workers who were motivated while doing their tasks shows
commitment and excellence in their respective job. The study was conducted through
correlating the job satisfaction and job efficiency of community.
The figure shows the relationship between the independent variable, specifically
job satisfaction, and the dependent variable, which was the job efficiency, as represented
by the two headed arrow from left and right. Meanwhile, the experiences of community
pharmacist who worked in their respective field will be compared and related, which was
represented by a continued arrow going down.

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Statement of the Problem
The main purpose of the study was to determine the relationship between employee
satisfaction and job efficiency of community pharmacist. Specifically, the researchers
were determined in answering these questions:
1. What was the demographic profile of the respondents?
2. What was the level of job satisfaction of the respondents?
3. What was the level of job efficiency of the respondents?
4. Was there a significant relationship between job satisfaction and efficiency of
community pharmacist?
Hypothesis of the Study
The following null hypothesis was established in relation to the problems stated:
There was no significant relationship between job satisfaction and job efficiency of
community pharmacist.
Significance of the Study
The study aims to find the correlation on the job satisfaction and job efficiency of
community pharmacist. Therefore, the study could be of importance to the following:
The outcome of this study will benefit the community pharmacist to further
improve their working performance by their satisfaction as an employee.

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This inquiry could help the pharmacy owner to further enhance their
effectiveness to improve the employee’s efficiency and commitment and by ensuring that
the needs of their employees were provided.
This study may also serve as a source of information for pharmacy students
regarding the relationship of job satisfaction and job efficiency of community pharmacist.
Hopefully, the inquiry can also provide an inspiration and motivation for the students in
order for them to be convinced in fulfilling their theses regardless of their young age.
The inquiry may also help the pharmacy in order to further enhance their
effectiveness to improve the workers job efficiency and commitment and by assuring that
the need for good working environment of their community pharmacist is well provided.
Moreover, this study could also serve as a basis or reference for future
researchers who are pursuing a similar or related inquiry.
The totality of this undertaking could greatly bring intellectual gains, scholarly
insights, and character empowerment to the researchers. The research process may
widen their horizons, strengthen their character, and test their perseverance.
Scope and Delimitations of the Study
The study was mainly focused on determining the correlation of job satisfaction
and efficiency of community pharmacist. It also aimed to deepen the researcher’s
knowledge about the relation of job satisfaction and efficiency of community pharmacist.
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The respondents involved in the study were limited only to the licensed community
pharmacist working in different chain pharmacies within Biñan City, Laguna, other
pharmacy staffs such as the pharmacy assistants were excluded in the study.
Definition of Terms
The following terms used in this study were defined conceptually and
operationally to enhance the understanding of the readers.
Community pharmacists were considered to be the most accessible health professional
to the public, as they were available to provide personalized advice about health and
medicine on a walk-in basis, without the need for an appointment. (news-medical.net). In
line with the study, they were the medication experts working in a community setting.
Efficiency was the accomplishment or ability to accomplish a job with a minimum
expenditure of time and effort. (Banton, C.,2020).It was the ability of the community
pharmacist do to something or producing something without wasting materials, time and
energy.
Employee was an employed by another usually for wages or salary and in a position
below the executive level. (Merriam-Webster dictionary). It refers to the pharmacists who
work in the community setting which were the respondent of the study.
Job was a specific duty, role, or function. (Merriam-Webster Dictionary). It was an
activity of community pharmacist that is performed and done in exchange for payment.
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Job Efficiency was focusing on achieving a given goal. It’s taking the necessary steps
towards completing a task (blog.taskpigeon.co). It was the ability of community
pharmacist to accomplish a job with a minimum expenditure of time and effort.
Job Satisfaction was defined as the level of contentment employees feel with their job.
(toolbox.com).It was used to describe whether the community pharmacist was contented
and happy while doing their work.
Pharmacists was a health-care professional licensed to engage in pharmacy with duties
including dispensing prescription drugs, monitoring drug interactions, administering
vaccines, and counseling patients regarding the effects and proper usage of drugs and
dietary supplements (Merriam-Webster Dictionary).They were medical professional who
specializes with medicines.

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Chapter 2
REVIEW OF RELATED LITERATURE
This chapter reviewed the related literature which support and give credence to the
details of this research. The researchers anchored this compendious study to different
viewpoints and perspectives to present a thorough treatment of the problem. This chapter
also provided synthesis of related literature which later on confirmed, negated, or
improved by the knowledge that the study provided.
State of the Art
The researchers posited this non-experimental research to different viewpoints
and perspectives to present a thorough treatment of the problem. Concepts, findings,
theories, and notions from scholarly done researches and articles related to the job
satisfaction and efficiency of community pharmacist were compiled to provide an
extensive background of the study and to justify the researcher’s objectives in
undertaking it, which later on may be confirmed, negated, or improved by the new
knowledge that this study provided.
Working Conditions of Community Pharmacist
Community pharmacists typically involved in dispensing medicines. They are
healthcare workers who have the opportunity to improve healthcare of the population,
particularly of the disadvantaged section of the society that does not have the resources to
visit clinics. However, there are growing concern of how well the pharmacy working
environment or working conditions is adapting or whether these factors contributes to the

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performance of community pharmacists, specifically to unsafe practices of patient care
(Sathyanarayana, 2009).
In Canada, there has been a concern that the addition of these services to those
already being performed by busy pharmacists could result in suboptimal conditions.
According to Tsao et al (2016), there have been reports that community pharmacists did
not have enough time for breaks and lunches, for job tasks and for an adequate
pharmacist staffing. It was further explained that these indicators had a significant
relationship with scope of services. As a matter of fact, the findings of Tsao et al (2020)
revealed that pharmacists perceived their working conditions to be poor. Significant
factors like having not enough time for break and not being satisfied with the amount
they have to do the job and shortage of staff were reported.
Moreover, another study conducted by Zhou et al (2013) stated that, as the
pharmacists responsibility in primary healthcare were increasing, due to lack of
reimbursement mechanisms, pharmacists tend to reduce the willingness in offering high
quality dispensing and counseling services which greatly affects the patient needs. To
resolve such problems, Tsao et al (2020) suggested that employers should understand the
autonomy of pharmacists. They should be educated about the consequences when such
conditions dissatisfy the employees. Lastly, the cultural shift on how “breaks” are viewed
by employers is highly needed.

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Factors Affecting Job Satisfaction
Job satisfaction is defined as a tool used to measure the workers' contentedness
with their job. This goes beyond their daily duties to cover satisfaction with team
members or managers, satisfaction with organizational policies, and the impact of their
job on employees’ personal lives (BasuMallick, 2020). In fact, according to Yohanes
(2020), there are various factors that greatly affect the employees’ job satisfaction, and
these are generally grouped as intrinsic and extrinsic factors. The intrinsic factors include
achievement, recognition and responsibility whereas extrinsic factors include
interpersonal relations, working environment and salary rate. Similarly, Utami et.al.
(2020) stated that there are several factors in working practice that might affect job
satisfaction positively and negatively. He further suggested that the influencing factors
are needed to be identified for it has a significant effect on the roles and employees’
performance.
A study conducted by Zubair (2014) suggested that one factor that affects job
satisfaction is the compensation, hence it is an important factor for the organization too.
Compensation covers economic reward in the form of wages and salaries as well as
benefits, indirect compensation or supplementary pay. Compensation basically come
from the fact that it gives income to the employees and establishes an important cost item
to the employer. He also added that whenever an employee receives achievements, and
be rewarded could increase their motivation to perform well. Furthermore, the findings of
Lambrou et al (2010), revealed that the main motivating factors for the workers were
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appreciation by managers and colleagues. However, the main discouraging factors among
the respondents were related to low salaries and difficult working conditions. He
suggested that such kind of non-financial incentives should be taken into consideration.
Age is another factor that affects the satisfaction of the workers. A study
conducted in United States by Carvajal, M. J., Popovici, I., & Hardigan, P. C. (2019),
stated that as the workers reached their peak and gets older their aspiration at work tends
to reduce, so they focus more on how to spend their remaining time with their family or
to look for another job in other fields to acquire new knowledge that can help them
increase their awareness. In addition, the population of the workers tends to also get
affected by age. A research from Organisation for Economic Co-operation and
Development (2021), shows that the population of workers at younger age group is
higher since they are the ones who just entered the labor market and on the process of
reaching the peak of their career, while the older workers population gets lower because
majority of the older workers passed the peak of their career and already are approaching
their retirement.
A healthy environment has a great impact towards the satisfaction of employees,
and is considered as a biggest asset of any organization. The term work environment is
important in creating a social relation in a workplace and also helps in maintaining the
relationship between colleague, supervisor and the organization. It describes the
relationship in which employees are working together (Salunke,2015). If an organization
lacks from healthy environment, employees will feel sad and dissatisfied with their
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workplace. He further discussed that in order for an organization to produce an effective
result and productivity among employees, work environment should be considered in
satisfying them. It was concluded that work environment is one of the most important
factors which influence the satisfaction & motivation level of employees.
Similarly, an attractive and supportive work environment is critical to job
satisfaction. The working environment of an individual has numerous properties that
may influence the well-being of an individual. A quality work spot is important in
order to keep the workers on their various tasks and work effectively. A good
workplace is determined by such characteristics as competitive wages, harmonious
relationship between the employees and their superiors, equity and fairness for
everyone, and a work load with challenging yet achievable goals. A working
environment that possess of all these conditions can make the work station to have the
best possible working conditions for employees to work with. As a profit oriented
organization, creating a good working environment to satisfy the employees is a lead
to requisite bottom lines. Supportive work environments can help the workers to
perform normal duties more effectively, while making them use the best of their
knowledge, skills and competences and the resources available in order to provide
services of high quality (Agbozo et al. 2017).
According to Salisu, J., Chinyio, E. & Suresh, S. (2015), high levels of job
satisfaction are associated with reduced stress. It is also is associated with essential job
attitudes, practices, meaningful outcomes, and organizational effectiveness including

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organizational commitment, turnover, performance, and organizational behavior. These
factors affect the employees in becoming dedicated, productive and settled with their
jobs. As a matter of fact, a study conducted by Wazaify & Khalidi (2013) stated that job
stressors like long working hours have been reported by the participants, concluding to be
less satisfied due to this factor. More so, he suggested that job satisfaction should be
enhanced in order to improve employees’ motivation and competence. As a consequence,
this will improve their productivity and provision towards work.
Job Efficiency of Workers
Employee’s performance towards their job is an important factor in maintaining
the success of the company they are working in. This can also define how efficient they
are as a worker. However, job efficiency of an employee can be affected by a lot of
factors, such as their working environment, the rewards they get from their work and the
feedback that their superiors gave.
In a study conducted in conducted in Jordan, it showed that eighty percent (80%)
of the employer’s are dissatisfied with the employee’s job performance. In this study
dissatisfaction is related to employee’s being not able to perform their task efficiently.
The results showed that there is a consistency in the dissatisfaction level results. This
clearly shows that the efficiency of employees at work is clearly affected by different
factors around them (Al-Omari & Okasheh, 2017).

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Pharmacists are now considered as one of the most important members of our
healthcare system. A study conducted in Yemen evaluates the barriers that affect the
efficiency of pharmacist in participating in public health activities. In this study, 62.3% of
the pharmacist had shown positive attitude in doing public health activities. In line with
this, the results shows that the barriers were need to overcome by the pharmacist as it
affects their efficiency towards work (Yousuf, S. et.al., 2019).
Employee Job Satisfaction Affecting Job Efficiency
Job is an essential part of our life. In an employer’s point of view, creating a
working environment where all the employees are motivated is a key in achieving the
success of the company. With the aim of helping the Jordanian industrial sector, a study
was conducted in Jordan to help the sector minimize the time and money they are
spending in recruiting and training new employees due to the increase of the rapid
turnover rate. In this study they found out that the employee’s salary and position were
the factors that mostly affect the performance and motivation of employees at their work.
Thus, they recommend the manufacturers from Jordan to study the range of salary
appropriate for each employee, to avoid missing out or losing talented and good people
from their company (Abuhashesh, M., Al-Dmour, R. & Masa’deh, R., 2019).
In India, a study is conducted to investigate and evaluate the impact of the job
satisfaction level of the employees on their work performance. In this study they
identified the job satisfaction as the most considerable factor in understanding the
effectiveness, motivation, retention and performance of the employees at work. In

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addition, this study also stated the factors that affect the satisfaction of the employee are
the extrinsic factors, such as working environment, and intrinsic factors, such as the
personal attributes of the employee. The study also concluded that the development of the
employees job satisfaction helps in enhancing the employees performance at work
(Shaju, M. & Durai, S., 2017).
Workers that have high level of satisfaction tend to enjoy and love their job.
These workers felt happy and contented with their work and some of them even devote
their private time to some of their work activities. Workers who were satisfied with their
work do not mind the obstacles they encounter in their work place, instead they will be
more motivated to seek for different ways that can help in fixing the problems they
encounter. To sum it up, satisfied workers are motivated to do their job, thus, they show
an extraordinary performance on their work that can help in the success of the companies
or organization they work in (Bakotic, D., 2016).
Self Determination Theory and Job Satisfaction and Efficiency of Community
Pharmacist
According to Williams (2012), Self-determination theory (SDT) is a general
human motivation theory that emphasizes the extent to which an individual behaviors are
relatively autonomous versus relatively controlled, or the extent to which their behavior
is pressured by interpersonal forces. SDT defines the motivation as an energy directed
physiologically at a particular goal. Thus, SDT emphasized the importance of
motivational quality in addition to its quantity. It has also offered a particularly

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comprehensive approach to studying health behavior through its conceptualization and
measurement of autonomy, perceived competence, relatedness to others, and its emphasis
on the role that the social context portray in supporting or thwarting optimal motivation.
Additionally, Mylrea (2017) stated that the application this theory may be well placed
given the obvious role played by competence, relatedness and autonomy in professional
pharmacy practice and in general healthcare. Similarly, the findings of Williams (2012),
revealed that behavior has a great impact towards the role of a community pharmacists,
and lack of motivation is considered as one of them.
Hincapie, A. et.al. (2012) stated that pharmacist job satisfaction, or
dissatisfaction, plays a major role in many aspects of community pharmacy practice. Poor
job satisfaction is directly linked with working performance, especially for professionals
such as community pharmacists. These performance problems can include incorrectly
filling prescriptions, not detecting drug interactions and poor patient counseling. Thus,
dissatisfaction can also affect the patients’ view of the pharmacist and patients may then
be convinced to limit their interactions with the pharmacist. It is important to know the
decrease in pharmacist performance can cause a lot risk to the patient. This supports the
findings of Tahir. A. et al. (2019) which community pharmacists as the key players in
presenting healthcare services critically has impact on the health of society if they suffer
low job satisfaction.
Additionally, Hincapie, A. et.al.(2012) emphasized that pharmacists, if
dissatisfied with his or her career, there will be a potential for increased job
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turnover. And so, they are more likely to resign their positions. He further explained that
pharmacist’s job satisfaction does not only affect the pharmacist at his or her workplace,
but has the potential to affect many other aspects of his or her pharmacist life as well.
Synthesis of the Reviewed Literature
As the researchers conceptualized the study, the aforementioned related literature
and studies which have been conscientiously organized and presented served as their
guide. The purpose for conducting the study initially arose from Sathyanarayana (2009)
explanation of working conditions of community pharmacists. Tsao et al. (2016), Tsao et
al. (2020) and Zhou et al. (2013) further elaborated the results of how working conditions
affects the community pharmacists.
Job satisfaction is defined as the measure of workers' contentedness with their job
(BasuMallick, 2020). Yohanes (2020) and Utami (2020) explained that there are various
factors which greatly affect the employees’ job satisfaction and grouped as intrinsic and
extrinsic factors. Specifically, Zubair (2014) and Lambrou (2020) stated that if an
employee is satisfied with the compensation, he or she increases the performance.
Another study conducted by Carvajal, M. J., Popovici, I., & Hardigan, P. C. (2019) and
Organisation for Economic Co-operation and Development (2021), stated that age is
another factor that can greatly affect the satisfaction of workers. Moreover, Salunke
(2015) and Agbozo et al. (2017) further emphasized that work environment have
numerous properties that can affect the physical and mental being of an employee. Lastly,
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a study conducted by Salisu, J., Chinyio, E. & Suresh, S. (2015) and Wazaify et al
(2013) concluded that high levels of job satisfaction are associated with stress factors.
Earlier studies proved that job satisfaction can be affected by a lot of factors. The
findings of Al-Omari & Okasheh. (2017) revealed that the dissatisfaction of an employer
is related to the poor performance of an employee. Additionally, Tahir et al. (2019)
explained the barriers that affect the pharmacists in participating public health activities.
He further suggested that pharmacists should overcome these barriers for it affects their
efficiency towards work.
Some factors that affect the employees job satisfaction were salary rate and
position (Yohannes 2020). This was supported by Shaju, M. & Durai, S. (2017) claim
that satisfactions of employees were greatly affected by intrinsic and extrinsic factors.
Furthermore, Bakotic D. (2016) emphasized that if an employee is highly motivated, they
are able to show an extraordinary performance.
Moreover, Williams (2012) Self-determination theory (SDT) as a general theory
of human motivation that emphasizes the extent to which behaviors are relatively
autonomous versus relatively controlled, or the extent to which behaviors are pressured
or coerced by intrapsychic or interpersonal forces. Moreover, Mylrea (2017), Hincapie
et.al. (2012) and Yousuf et al(2019) further explained the application this theory to
pharmacists, and may be well placed given the obvious role played by competence,
relatedness and autonomy in professional pharmacy practice and in general healthcare.

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Gaps bridged by the present study
Work satisfaction and job efficiency of the workers had been a subject for
different researchers for many decades, but there had been no study conducted in
determining the correlation of work satisfaction and job efficiency of community
pharmacist. Realizing the importance of efficiency and satisfaction at work, the
researchers prompted to determine if there was a significant relationship between work
satisfaction and job efficiency. Hence, this study served as a way to determine the factors
affecting the work satisfaction of community pharmacists, as well as, the relationship
between work satisfaction and the performance and efficiency of the pharmacist working
in a community setting.
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Chapter 3
RESEARCH METHODOLOGY
This chapter discussed the methods that were performed by the researchers in
order to determine the relationship of employee satisfaction and job efficiency of
community pharmacist in Biñan City, Laguna.
Research Design
In order to determine the relationship of employee satisfaction and job efficiency
of community pharmacist working in Biñan City, Laguna, the researchers employed
quantitative, non-experimental correlational research design which focused on
establishing the link between quantitative indicators of the said variables. The collection
of data was accomplished through the use of survey containing closed questions, which
aims in providing the researchers with data that is quantified based on the experiences of
the respondents.
Respondents of the Study
The respondents of this study were consisted of community pharmacists working
from different chain pharmacy located at the City of Biñan, Laguna. The respondents of
the study were selected operating the simple random sampling strategy, wherein the
respondents were given an equal chance of being selected to take part in the study. The
researchers also gave consideration to the majority and predictability of the data in order
to satisfy the saturation level so it will become valid and reliable.

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Research Instrument
The objective of this study was to determine the relationship of employee
satisfaction and job efficiency of community pharmacist. In this study, the researchers
asked permission from Mr. Mohammed Inuwa (2016), to utilized the closed
questionnaire from his research entitled “Job Satisfaction and Employee Performance: An
Empirical Approach” that provided options from which the respondents selected their
answers by checking. However, some questions such as marital status, staff cadre and
educational qualification from demographic profile are removed by the researchers, since
it will not be necessarily needed in the research. The neutral option from the survey was
also removed by the researchers, for it will only cause confusion to the respondents.
The researchers also changed the letter for respondents attached in the
questionnaire and added a verbal description in the interpretation scale, so that the
choices will be more elaborated and clear for the respondents.
Lastly, the instrument was checked by the research professor and adviser, who
provide recommendations and comments to ensure that the content of the instrument was
correct.
Research Procedure
In gathering the data needed for the research, a letter addressed to the Dean of the
College of Pharmacy in UPH- Dr. Jose G. Tamayo Medical University and to different
chain pharmacies located in City of Biñan was presented to be granted the permission to
conduct the study. Before conducting the survey on the respondents, the researchers gave
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the respondent’s consent form, mentioned the instructions and explained the importance
of the study to the respondents. After this, the respondent’s consent forms were collected
and the answered questionnaires were retrieved, tallied, tabulated and subjected to
statistical treatment for analysis and interpretation.

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Ethical Considerations
The researchers adhered to the ethical principles in compliance with the
protection of the respondents and their human rights. This was done by seeking consent
from the administrative office and respondents with full knowledge of the study and its
procedures. The respondents held the decision and free will to whether participate or not
without any coercion. Furthermore, the researchers also ensured the confidentiality and
anonymity of the respondents as to guarantee their privacy as well as the integrity,
validity, and reliability of the overall research findings. Lastly, the researchers conducted
the survey ethically and safely to prevent any unforeseen legal complications through
pursuit of professional assistance and guidance.
Statistical Treatment of Data
In order to systematically organize the data gathered by the researchers for the
study, statistical treatments were utilized. The statistical tools that were used for the
analysis of the study were: (1) frequency and percentage for the respondent’s age and
years in their field, (2) mean and rank for determining the level of job satisfaction and
efficiency, and (3) Pearson’s Product-Moment Correlation Coefficient for the
significance in the relationship between pharmacist’s job satisfaction and efficiency.

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Chapter 4
PRESENTATION, ANALYSIS, AND INTERPRETATION OF DATA
This chapter presents the data gathered in this study using tabular form, wherein each
table is given corresponding interpretation and analysis.
1. What is the demographic profile of the respondents?
Table 1.1: Frequency Distribution of the Community Pharmacist According to
Age
Age Frequency Percentage Rank

21-30 years old 17 56.67 1
31-40 years old 8 26.67 2
41-50 years old 5 16.67 3
30 100.00
As shown in the table above the frequency of seventeen (17) or 56.67% of the
respondents population got the highest rank, which simply indicates that majority of
community pharmacist working in Biñan City belongs to 21-30 years old age group. On
the other hand, the age group of 41-50 years old got the lowest rank with the percentage
of 16.67%. As the population of the older age groups gets lower, it gives more
opportunity for the younger age group to be included at the workforce. The age group
41-50 years old got the lowest rank compared to the other age group because majority of
the employee’s at this age are already contented for what they have because they already
achieved the peak of their career and their goals in life, so instead of working all day,
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they tend to retire in order to enjoy their remaining time with their loved one’s or with
other things that they were not able to do when they are still working.
The results above aligned with the conclusion from Organisation for Economic Co-
operation and Development (2021), stating that the population of workers at younger
age group is higher since they are the ones who just entered the labor market and on the
process of reaching the peak of their career, while the older workers population gets
lower because majority of the older workers passed the peak of their career and already
are approaching their retirement.
Table 1.2: Frequency Distribution of the Community Pharmacist According to
Years in their Field
Years in the Frequency Percentage Rank

Field
1 year & below 3 10.00 4
2-3 years 10 33.33 1
4-5 years 9 30.33 2
5 and above 8 26.67 3
30 100.00
Table 1.2 shows that the majority of the respondents with the percentage of thirty
three point thirty three percent (33.33%), worked for two to three years in their field,
while the group of respondents who worked one year and below as community
pharmacist got the lowest rank with the percentage of ten percent (10%). The results
of the table were aligned with the results obtained from table 1.1, since majority of
the respondents belongs to the age group of 21-30 years old, this resulted to
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pharmacist who worked for 2 to 3 years to got the highest rank, while the group of
workers who worked for one year and below got the lowest ranked because majority
of the workers that were supposed to be included in that group were the graduates
from the batch 2020. Due to the pandemic that happened last year, the board exams
got delayed making the population of new batch of community pharmacist in
workforce to get a lower population compared to the other batch.
2. What is the level of job satisfaction of the respondents?
Table 2.1: Perceived Level of Job Satisfaction of Community Pharmacist

N=30
Satisfaction Weighted Mean Interpretation Rank

1. Generally, I am satisfied with my 3.23 Agree 2.5
job
2. I find my job very interesting. 3.17 Agree 4.5
3. My current job meets my 3.17 Agree 4.5
expectations.
4. My current job has a clean 3.43 Agree 1
environment and promotes
harmonious relationship among
employees.
5. I am satisfied with my salary and 3.23 Agree 2.5
incentives.
6. I get recognized for excellent work 3.13 Agree 6
performance.
Overall Weighted Mean 3.23 Agree
Table 2.1 presents the level of satisfaction of the community pharmacist
workforce. An overall weighted mean of 3.23, which interpreted as "Agree", was
obtained after computing the summary of the results revealing that the majority of the
community pharmacists agreed that they were satisfied on their corresponding jobs. As
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shown in the table above, the results shows the highest rank having a weighted mean of
3.43 in the fourth indicator stating, “My current job has a clean environment and
promotes harmonious relationship among employees”, this simply revealed that majority
of the respondents were satisfied in their work due to the organization’s good working
environment. Moreover, the lowest rank of satisfaction belongs to the last indicator with
a weighted mean 3.13 stating, "I get recognized for excellent work performance", which
revealed that most of the respondents tend to get less satisfied in their work because their
work performance are not recognize by their company.
The results implied that a clean environment and harmonious relationship with
other employees produce an effective and efficient worker. It makes an employee to be
more comfortable to stay on the work and do their job productivity. While on the other
hand, getting recognition on work got the lowest weighted mean because not all
companies recognized their employees through awards and certificates.
Moreover, the results of the table posited the findings of Salunke (2015) stating that a
healthy environment has a great impact towards the satisfaction of employees, and is
considered as a biggest asset of any organization.

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3. What is the level of job efficiency of the respondents?
Table 3.1: Perceived Level of Job Efficiency of Community Pharmacists

N=30
Efficiency Weighted Interpretation Rank

Mean
1. The pharmacist’s understand the criteria 3.40 Agree 2
of performance review of the organization.
2. The pharmacist can work overtime so 2.93 Agree 6
he/she can finish their task as soon as
possible.
3. The pharmacist is able to resolve 3.27 Agree 5
unexpected schedules on time.
4. The pharmacist maintain good 3.33 Agree 4
record of attendance in this
organization.
5. The pharmacist can carry out 3.53 Strongly Agree 1
assigned duties effectively and
efficiently.
6. The pharmacist established good 3.37 Agree 3
relationships with his/her co-workers and
superiors.
Overall Weighted Mean 3.31 Agree
Table 3.1 presents the indicators of efficiency of the community pharmacist
workforce. The data above got an overall weighted mean of 3.31, which is interpreted as
“agree”, showing that majority of them agreed that the pharmacists who were satisfied in
their work were efficient on their corresponding jobs.
As shown in the table above, the fifth indicator got the highest rank having a
weighted mean of 3.53, while the lowest rank belongs to the second indicator having a
weighted mean of 2.93. The results only revealed that when a pharmacist was satisfied
with their work, they tend to execute more effort in order to do their task more effectively
and efficiently. Even though workers were satisfied with their work majority of them still
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prefer to work only at the right amount of working hours, this may be due to different
factors such as their need to fulfill other responsibilities with their children or other
members of the family, extra workloads outside the pharmacy, and many other important
things that they need to accomplish after work, these factors make the second indicator to
got the lowest rank because majority of the respondents prefer to finish their task during
the right amount of working time.
These results revealed that the level of efficiency of community pharmacist is
affected by the different factors, such as salary, benefits and relationship with co-workers
and posited the findings Al-Omari & Okasheh, (2017), stating that the efficiency of
employees at work is clearly affected by different factors around them.
4. Is there a significant relationship between job satisfaction and efficiency of
community pharmacist?
Table 4.1: Results of Pearson R and t-test for the Significant Relationship
between Pharmacist’s Job Satisfaction and Efficiency
Variables Pearson Interpretation t-value Interpretation

r
Computed Critical
Satisfaction 0.75 Strong 5.94 2.048 Significant
vs. Relationship
Efficiency
0.05 level of significance; Degree of Freedom=29
The table shows the relationship between job satisfaction and efficiency of
community pharmacists, which revealed that the more an employee is satisfied with his
work, his efficiency gets higher. Thus the null hypothesis of the study was rejected
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because the computed data resulted to 5.94 which was greater than the critical t-value of
2.048 at 0.05 level of significance with 29 degrees of freedom, indicating that there is a
“significant” relationship between job satisfaction and efficiency of community
pharmacists.
Majority of the respondents of this study were pharmacist from the 21-30 years old
age group and worked for two to three years in their field. These results indicate that
younger workers tend to easily get satisfied with their work, once their workplace meets
their expectations. As the workers gets older most of them became less satisfied with
their work since they had been doing it for all long time. This posited the findings of
Carvajal, M. J., Popovici, I., & Hardigan, P. C. (2019), stating that as the workers reached
their peak and gets older their aspiration at work tends to reduce, so they focus more on
how to spend their remaining time with their family or to look for another job in other
fields to acquire new knowledge that can help them
The findings from the table were also aligned with the conclusions of Shaju, M &
Durai (2017) who revealed that job satisfaction was the most considerable factor in
understanding and enhancing the work efficiency of employees. It also posited the claim
of Bakotic, D. (2016) stating that satisfied works are motivated in doing their jobs, which
helps the employees to give an extraordinary performance at their work that can help in
achieving the success of the organization they are working in.

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Chapter 5
SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS
This chapter presents the summary of findings based on the data gathered from
the study, the conclusion drawn, and the recommendations of the study offered by the
researchers to further enhance the concepts and facts discussed in the preceding chapters
as provided by the results of the analysis of data.
Summary of Findings
This study employed quantitative non-experimental correlational research design
to determine the relationship of employee satisfaction and job efficiency of community
pharmacist working in Biñan City, Laguna. The collection of data was accomplished
through the use of survey containing closed questions, which provided the researchers
with data that is quantified based on the experiences of the respondents.
The following are the summary of findings based on the data gathered:
1. What is the demographic profile of the respondents?
In terms of age, the 21-30 years old age group got the highest rank with the
frequency of seventeen (17) or 56.67% of the respondents population got the highest
rank, while the age group of 41-50 years got the lowest rank with the frequency of five
(5) and percentage of sixteen point sixty seven percent (16.67%).

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According to the pharmacists years in their field, the group who got the highest
rank with the percentage of thirty three point thirty three percent (33.33%) of the
respondents came from the community pharmacist who were working for two to three
years in their field, while the group of respondents who worked one year and below as
community pharmacist got the lowest rank with the percentage of ten percent (10%).
2. What is the level of job satisfaction of the respondents?
The results shows the highest rank having a weighted mean of 3.43 in the fourth
indicator stating, “My current job has a clean environment and promotes harmonious
relationship among employees”, while the lowest rank of satisfaction level belongs to the
last indicator with a weighted mean 3.13 stating, “I get recognized for excellent work
performance”. To sum it up, an overall weighted mean of 3. 23, which is interpreted as
“Agree” is obtained after computing the summary of the results revealing that the
majority of the community pharmacists agreed that they were satisfied on their
corresponding jobs.
3. What is the level of job efficiency of the respondents?
The results shows that the fifth indicator got the highest rank having a weighted
mean of 3.53 stating,” The pharmacist can carry out assigned duties effectively
and efficiently”, while the lowest rank belongs to the second indicator having a weighted
mean of 2.93 which states that, “The pharmacist can work overtime so he/she can finish
their task as soon as possible. To sum it up, the data resulted to an overall weighted mean
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of 3.31, which is interpreted as “agree”, showing that majority of them agreed that the
pharmacists who were satisfied in their work were efficient on their corresponding jobs.
4. Is there a significant relationship between job satisfaction and efficiency of
community pharmacists?
The computed data resulted to 5.94 which was greater than the critical t-value of
2.048 at 0.05 level of significance with 29 degrees of freedom, indicating that there is a
“significant” relationship between job satisfaction and efficiency of community
pharmacists.
Conclusions
Based on the results of the study, the following conclusions are drawn:
1. As the pharmacists gets older their work satisfaction tends to lessen, thus the age and
the years that they work in the field affects the satisfaction of an employee.
2. The respondents were generally satisfied with their work and find their work
interesting because their job meets their expectation, has a good environment and
promotes harmonious relationship with co-workers, has a good salary rate and
incentives, and the organization recognized the excellence of their employees.
3. The respondents are determined to have high level of job efficiency based on their
understanding of the criteria and performance review of the organization they are
working in, their ability to work overtime, punctuality, attendance and relationship
with their co-workers and superiors.

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4. A significant relationship between job satisfaction and efficiency of community
pharmacists were obtained, indicating that an employee tends to be more efficient
when they are satisfied with their work.
Recommendations
The following recommendations were presented based on the findings and
conclusions of the study:
1. In order for the employees to be more motivated at work, the company should
continuously maintain clean, safe and secure working environment for the employees.
2. The company must also make time to recognize and appreciate the works of their
employees, to make the employees feel valued and more inspired in improving and
doing their work properly.
3. Pharmacists should further enhance their skills by applying them in their jobs. It will
also help them if they will be more open in communicating with their colleagues and
superiors.
4. The company should also come up with meetings and trainings with their community
pharmacists in terms of developing their skills, for it will contribute in maintaining
the well-being of their employees and enhancing the services provided by their
company.
5. Lastly, the future researchers should conduct more inquiries to explore more on the
implications of this study.

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Appendix A
Letter of Consent
January 15, 2021

Dean
College of Pharmacy-UPHDJGTMU
Dear Madam,
Perpetualite Greetings!
We, the Pharmacy Students of UPH- Dr. Jose G. Tamayo Medical University are
currently conducting a research work entitled “Job Satisfaction and Efficiency of
Community Pharmacist in Biñan City, Laguna”. The main objective of this study is to
determine the correlation between job satisfaction and efficiency of community
pharmacist.
In line with this, we would like to ask your humble office’s permission to conduct a
survey on January to February, 2021 to community pharmacists who have been working
in different chain pharmacies in Biñan City, Laguna.
Finally, we would like to assure you that the respondent’s identity as well as the pieces of
information they will provide will be treated with strictest confidentiality. Rest assured
that there will be no potential harmful impact and risk of the study to the respondents and
the pharmacy they work for.
Thank you for your affirmative response.
Sincerely yours,

Researcher, Group Representative
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Letter of Consent
January , 2021
Dear Madam/Sir,
Perpetualite Greetings!
We, the Pharmacy Students of UPH- Dr. Jose G. Tamayo Medical University are
currently conducting a research work entitled “Job Satisfaction and Efficiency of
Community Pharmacist in Biñan City, Laguna”. The main objective of this study is to
determine the correlation between job satisfaction and efficiency of community
pharmacist. In line with this, we would like to ask your humble office’s permission to
conduct a survey community pharmacists working in your company on their most
convenient time. Rest assured that the respondent’s identity as well as the pieces of
information they will provide will be treated with strictest confidentiality and there will
be no potential harmful impact to the respondents and to your company.
Thank you for your affirmative response.
Sincerely yours,

Researcher
SOTOMANGO, JANELLA LOUIS A. Noted by:

Researcher
TOLENTINO, NICOLE M. Analiza P. Malalay, RPh, MS Pharm,

Researcher PhD
Dean/Adviser
BASALO, KEILA G. College of Pharmacy-UPHDJGTMU
Researcher
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Appendix B
Survey Questionnaire
Name: (Optional)
Section A: Demographic Data: Information about the profile of the respondent. Please
Tick (√) in the box relevant to you.
Age:
What is your age range?
[ ] 21-30yrs old,
[ ] 31-40yrs old,
[ ] 41-50yrs old,
[ ] 51 yrs old and above
Years in the Field:

[ ] 1 year and below
[ ] 2 to 3 years
[ ] 4 to 5 years
[ ] 5 years and above
Section B: The statements in this section describes job satisfaction. Please tick (√) any
option among the listed options to indicate your preferred answer to the questions.
Interpretations of the scales:
Numerical Categorical Verbal Description

Rating Response
4 Strongly Agree I experience the indicator 76-100% of the time.
(SA)
3 Agree (A) I experience the indicator 51-75% of the time.
2 Disagree (D) I experience the indicator 26-50% of the time.
1 Strongly Disagree I experience the indicator 1-25% of the time.
(SD)
College of Pharmacy
44
Indicators SA A D SD
(4) (3) (2) (1)
1. Generally, I am satisfied with my job
2. I find my job very interesting.
3. My current job meets my expectations.
4. My current job has a clean environment and promotes
harmonious relationship among employees.
5. I am satisfied with my salary and other incentives.
6. I get recognized for excellent work performance.
Section C: The statement in this section describes job performance and efficiency.
Please tick (√) any option among the listed options to indicate your preferred answer to
the questions.
Interpretations of the scales:
Numerical Categorical Response Verbal Description

Rating
4 Strongly Agree (SA) I experience the indicator 76-100% of the time.
3 Agree (A) I experience the indicator 51-75% of the time.
2 Disagree (D) I experience the indicator 26-50% of the time.
1 Strongly Disagree (SD) I experience the indicator 1-25% of the time.
Indicators SA A D SD (1)
(4) (3) (2)
1. The pharmacist understands the criteria of performance review
of the organization.
2. The pharmacist can work overtime so he/she can finish their task
as soon as possible.
3. The pharmacist is able to resolve unexpected schedules on time.
4. The pharmacist maintain good record of attendance in
this organization.
5. The pharmacist can carry out assigned duties effectively
and efficiently.
6. The pharmacist have established a good relationship with his/her
co-workers and superiors
Thank you!
College of Pharmacy
45
Curriculum Vitae
Name: Sotomango, Janella Louis A.

Address: 525# Family Village Brgy. Sampiruhan Calamba City,
Laguna
Contact Number: 0906-622-9371
E-mail Address: janellasotomango07@gmail.com
Academic Preparations
Grade School: Lingga Elementary School 2005-2012

Junior High School: Laguna College of Business and Arts 2012-2016
Senior High School: Laguna College of Business and Arts 2016-2018
College: University of Perpetual Help- Dr. Jose G. Tamayo Medical 2018-present
University
Personal Data:
Height: 5’4 ft.

Weight: 60 kgs.
Birthdate: November 07, 1999
Birthplace: Calamba, Laguna
Citizenship: Filipino
Religion: Glorious Seventh day Adventist
Father’s Name: Aries R. Sotomango
Mother’s Name: Carmelita A. Sotomango
College of Pharmacy
46
Curriculum Vitae
Name: Tapangco, Rosette Nicole F.

Address: 4799 Ilaya St. Zone 3, Brgy. Malaban, Biñan City,
Laguna
E-mail Address: rosettetapangco820@gmail.com
Grade School: Holy Infant Jesus of Prague Catholic School 2005-2012

Junior High School: Holy Infant Jesus of Prague Catholic School 2012-2016
Senior High School: University of Perpetual Help System Laguna- 2016-2018
JONELTA
University
Personal Data:
Height: 4’11 ft.

Weight: 45 kgs.
Birthdate: December 06, 1999
Birthplace: Biñan, Laguna
Religion: Roman Catholic
Father’s Name: Rufino P. Tapangco
Mother’s Name: Sofia P. Fresnosa
College of Pharmacy
47
Curriculum Vitae
Name: Tolentino, Nicole M.

Address: 1192 Ilaya St., Brgy. Malaban, Biñan City,
Laguna
E-mail Address: ntolentino457@gmail.com
Grade School: Malaban Elementary School 2005-2012

Junior High School: Holy Infant Jesus of Prague Catholic School 2012-2016
Senior High School: University of Perpetual Help System Laguna- 2016-2018
JONELTA
University
Personal Data:
Height: 5’4 ft.

Weight: 50 kgs.
Birthdate: July 26, 1999
Birthplace: Biñan, Laguna
Religion: Catholic
Father’s Name: Darrel A. Tolentino
Mother’s Name: Nympha M. Tolentino
College of Pharmacy
48
Curriculum Vitae
Name: Basalo, Keila G.

Address: Blk 121 Lt 53 Ph 2 Mabuhay City, Mamatid Cabuyao
Laguna
E-mail Address: basalokeila011@gmail.com
Grade School: Mamatid Elementary School 2005-2012

Junior High School: Liceo de Mamatid 2012-2016
Senior High School: Calamba Doctors College 2016-2018
University
Personal Data:
Height: 5’3 ft.

Weight: 47 kgs.
Birthdate: November 30, 1999
Birthplace: Calamba, Laguna
Religion: Catholic
Father’s Name: Rogelio H. Basalo
Mother’s Name: Rosemarie G. Basalo

Group 8 Job Satisfaction and Efficiency of Community Pharmacists in Biñan City Laguna

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University of Perpetual Help-Dr.

Jose G Tamayo Medical University

JOB SATISFACTION AND EFFICIENCY OF COMMUNITY

RECOMMENDATION FOR ORAL EXAMINATION

This thesis entitled “Job Satisfaction and Efficiency of Community

Analiza P. Malalay, RPh, MS Pharm, PhD

Approved by the Panel on Oral Examination with a grade of ______%

Eduardo V. Soriano Jr., RPh,MPH, MHA

Virma D. Espejo, RPh, MAEd, EDD Maria Kathrina D. Olivarez, RPh.,

Rufo S. Calixtro Jr.,PhD

Accepted and approved in partial fulfillment of the requirements for the

Analiza P. Malalay, RPh, MS Pharm, PhD

gratitude is extended to the following persons whose invaluable contributions are

implanted on the pages of this manuscript.

their constructive criticisms and recommendations as well as their meticulous evaluation

for the improvement of the study;

of respondents and calculations to data gathering and interpretation; and

procurement of data possible.

hope in every struggle that we faced during the research process.

every challenge we face to achieve our goals.

Father. To God be the Glory!

Recommendation for Oral Examination ii

List of Tables viii

1 THE PROBLEM AND ITS BACKGROUND

Statement of the Problem 5

Significance of the Study 5

Scope and Delimitation 6

2 REVIEW OF RELATED LITERATURE

State of the Art 9

Synthesis of Reviewed Literature 18

Gaps Bridged by the Present Study 20

Respondents of the Study 21

Statistical Treatment of Data 24

4 PRESENTATION, ANALYSIS, AND INTERPRETATION

Frequency Distribution of the Community Pharmacist 25

Frequency Distribution of the Community Pharmacist 26

According to Years in their Field

Perceived Level of Job Satisfaction of Community Pharmacist 27

Perceived Level of Job Efficiency of Community Pharmacists 29

Results of Pearson R and t-test for the Significant Relationship 30

between Pharmacist’s Job Satisfaction and Efficiency

5 SUMMARY OF FINDINGS, CONCLUSIONS AND

Table Title Page

1.1 Frequency Distribution of the Community 25

Pharmacist According to Age

1.2 Frequency Distribution of the Community 26

Pharmacist According to Years in their Field

2.1 Perceived Level of Job Satisfaction of Community 27

3.1 Perceived Level of Job Efficiency of Community 29

4.1 Results of Pearson R and t-test for the Significant 30

Relationship between Pharmacist’s Job

Satisfaction and Efficiency

Figure Title Page

1 The theoretical model showing the Self-Determination 2

2 The Conceptual Model showing the relationship of 4

Job Satisfaction and Efficiency of Community

Pharmacist based on their experiences

3 Schematic Diagram of Research Procedure 23

Background: Community pharmacists were considered as key players in our healthcare

Purpose: Recognizing the effect of satisfaction and efficiency of community pharmacists

professional commitment of a community pharmacist was to provide pharmaceutical care

to the patients in their respective drug retail outlets.

Job satisfaction was defined as a pleasurable degree of workers contentedness