Job Satisfaction

A Correlational Study Between the Construction Workers’ Satisfaction with Their Job
and Everyday Life Expenses at Tribata Construction and Development Company
A Quantitative Research
Presented to the Faculty of
Dauin Science High School
Bulak, Dauin, Negros Oriental
In Partial Fulfillment of the Requirements in

Practical Research II
Researchers
Buenavista, John Kyle D.

Bulagao, Ethel Grace N.
Enid, Maurels P.
Real, Shanelle C.
Veran, Rainier A.
Ms. Febby A. Macias

Practical Research 2 Adviser
May 18, 2023

STUDY OF JOB SATISFACTION AND EVERYDAY EXPENSES
Abstract
This research study aims at pointing out the factors that determine the level of the
job satisfaction of construction workers in Tribata Construction and Development
Company, focusing on the relationship between job satisfaction with co-workers, work
itself, pay, promotion, supervision, age, work experience, and daily living expenses. The
study involved 100 employees who completed a survey questionnaire, using a standard
measure of job satisfaction and everyday living expenses. The results showed that the
majority of respondents were aged 26-40 and had 2-19 years of experience. Job
satisfaction was generally high, while satisfaction with daily living expenses was
mediocre. Age, years of experience, and socioeconomic status influence job satisfaction
and satisfaction with daily living expenses. Younger workers expressed sufficient
satisfaction, while those aged 26-40 had a mediocre level. Job satisfaction increased with
more experience, and those with low income showed higher satisfaction. There was a
perfect positive correlation between job satisfaction and satisfaction with daily living
expenses. These findings emphasize the importance of considering factors such as age,
experience, and socioeconomic status in understanding job satisfaction and financial
well-being among construction workers.
Keywords: job satisfaction, daily living expenses, construction work
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Table of Contents
Abstract ii
Table of Contents iii
List of Figures v
List of Tables vi
List of Appendices vii
Acknowledgment viii
CHAPTER I
THE PROBLEM AND ITS SCOPE
Introduction
Rationale 2
Theoretical Background of the Study 4
Theoretical Framework of the Study 7
Review of Related Literature and Studies 9
Related Literature 9
Related Studies 13
Conceptual Framework 14
The Problem 16
Statement of the Problem 16
Statement of the Null Hypothesis 17
Significance of the Study 17
Scope and Limitations of the Study 18
Research Methodology 19
Research Design 19
Research Environment 19
Research Respondents 19
Research Instrument 20
Research Procedure 22
Statistical Treatment of Data 22
Operational Definition of Terms 26
CHAPTER II 27
PRESENTATION, ANALYSIS, AND INTERPRETATION OF DATA 27
Results and Discussion 50
CHAPTER III 51
SUMMARY OF FINDINGS, CONCLUSIONS, AND RECOMMENDATIONS 51
viii
Restatement of the Problem 51

Restatement of the Null Hypothesis 52
Summary of Findings 52
Conclusion 55
Recommendation 57
References 62
APPENDICES 68
viii
List of Figures
Figure Title Page No.
1 Theoretical Framework of the Study 7
2 Conceptual Framework of the Study 14
viii
List of Tables
Table No. Title Page No.
1 Demographic Profile of the respondents in terms of Age 27
2 Demographic Profile of the respondents in terms of Years of 28

Experience
3 Demographic Profile of the Respondents in Terms of 29

Socioeconomic Status
4 The Level of Job Satisfaction of the construction workers at 30

Tribata Construction and Development.
5 The Level of Satisfaction of the Construction Workers at 42

Tribata Construction and Development in Their Daily Living
Expenses
6 The relationship between the Profile of the respondents and 46

their Job Satisfaction
7 The relationship between the Profile of the respondents and 48

their Everyday Living Expenses
8 The relationship between Job satisfaction and their 50

satisfaction in their Everyday living expenses
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List of Appendices
Appendix Title Page No.
1 Permission Letter 69
2 Permission Letter for the Employer 70
3 Survey Questionnaire 71
4 Computation for Pearson Correlation 83
5 Job Satisfaction and Everyday Living Expenses Tally 84
6 Bibliography 88
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ACKNOWLEDGEMENT
The completion of this research study would not have been possible without the
support and assistance of numerous individuals. The researchers would like to express
sincere gratitude to the following:
To Engr. Orland Jay A. Baniqued, the Chief Executive Officer (CEO) of
Tribata Construction and Development Company, for granting permission to conduct this
study and for providing access to the participants;
To the Participants, the construction workers of Tribata Construction and
Development Company, who took the time to complete the survey and share valuable
insights and experiences;
To Ms. Febby Macias, research adviser, for the guidance and support throughout
the research process;
To the Panelists, for the support, advice, guidance, valuable comments,
suggestions, and provisions that benefited much in the completion and success of this
study; sharing the knowledge and insight about the survey questionnaire and helping
analyze data;
To Mr. Raul Tubil, for suggesting and sharing knowledge on the statistical tool.;
To Mr. Christian Tubog, the school principal, for the approval of the survey; and
To the Friends and family members, for the unwavering support and
encouragement throughout this endeavor.
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CHAPTER I
THE PROBLEM AND ITS SCOPE
Introduction
Job satisfaction is a crucial factor that can affect an individual's overall
well-being, and it is often linked to various factors such as income, work environment,
and job security (Spector, 2000). The satisfaction of employees creates a dynamic
working environment. Employees with high job satisfaction develop job loyalty and
commitment, leading to higher productivity. Therefore, studying job satisfaction is a
concern not only for managers but also for many researchers.
The construction industry is closely linked to the economy of every country and
contributes to the growth of the economy. If a country's construction sector and economy
are so closely related, it makes sense to manage the human resources within that industry
effectively (James, Braam & Kingma, 2012). The construction sector is vital to a
country's economy, as it contributes to infrastructure development and creates
employment opportunities. The industry's success is closely tied to the country's overall
economic growth. As such, it is essential to effectively manage the human resources
within the construction industry to ensure that it operates at optimal levels, which
contributes to the country's overall economic growth.
Job satisfaction is linked to income and financial stability. When satisfied with
their jobs, they are more likely to feel content with their income, which can positively
impact their financial stability and everyday living expenses. For example, suppose a
construction worker is satisfied with their job. In that case, they are more likely to feel
content with their income, which can help them manage their everyday living expenses,
such as housing, food, transportation, and healthcare (Goebel, J., & Grosskopf, B., 2014).
In contrast, if construction worker is dissatisfied with their job, they may feel that they
are not paid enough for their work, which can negatively impact their financial stability
and everyday living expenses.
The construction industry is vital in many economies worldwide, providing
employment opportunities for millions of people (OECD, 2017). However, workers in
the construction industry often face unique challenges, including long working hours,
physically demanding work, and job insecurity. These factors can negatively impact job
satisfaction, which, in turn, may affect the everyday living expenses of workers.
This correlational study aims to examine the relationship between job satisfaction
and construction workers' everyday living expenses. Specifically, the study aims to
explore whether higher levels of job satisfaction among construction workers are
associated with better management of everyday living expenses, such as housing, food,
transportation, and healthcare.
The study will be conducted using a quantitative research design, with data
collected through surveys administered to a sample of construction workers. The survey
will include questions about job satisfaction, everyday living expenses, and other relevant
factors such as income and work experience. Statistical analysis will be used to determine
the correlation between job satisfaction and everyday living expenses among construction
workers.
The results of this study may have implications for both employers and
policymakers in the construction industry. By understanding the relationship between job
satisfaction and everyday living expenses, employers can identify ways to improve job
satisfaction and promote financial stability among their workers. Policymakers may also
use the findings to develop policies and programs that support the financial well-being of
construction workers.
Rationale
The construction industry is one of the most physically demanding and hazardous
jobs, and it often requires workers to have long working hours and work under
challenging conditions. In improving workers' well-being and performance, ensuring they
are happy with their jobs is essential. According to (Kheni et al., 2013), one of the factors
that can influence the job satisfaction of construction workers is their everyday living
expenses. Thus, a correlational study is necessary to understand the relationship between
the two variables.
In a study by Diener & Biswas-Diener in 2002, states that job satisfaction is
linked to income and financial stability. Satisfied workers are more likely to feel content
with their income, positively impacting their financial stability and everyday living
expenses. In contrast, dissatisfied workers may feel that they are not paid enough for their
work, which can negatively impact everyday living expenses positively.
Organizations need to understand the link between construction workers' job
satisfaction and their daily living expenses. By doing so, they can improve working
conditions and support the workers' financial stability. This study can aid in identifying
the factors that influence job satisfaction and financial well-being among construction
workers, ultimately resulting in higher employee retention and productivity.
In conclusion, this study is significant as it examines the relationship between job
satisfaction and everyday living expenses among construction workers. This study aims
to gain valuable insights into the factors that impact their financial well-being and how
their job satisfaction influences it. By understanding this relationship, organizations can
create better working conditions and support their employees' financial well-being,
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leading to higher job satisfaction and better employee retention. This study highlights the
importance of considering job satisfaction and everyday living expenses when designing
employee support programs and creating a work environment that values employee
well-being.
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Theoretical Background of the Study
Theory: "Needs-Based Theory of Motivation"
One theoretical framework that can be used to understand the relationship
between job satisfaction and daily living expenses is the "Needs-Based Theory of
Motivation" developed by Abraham Maslow. Maslow's 1943 and 1954-published
five-stage model was expanded in 1970 to include both cognitive and aesthetic needs,
then revised again to add transcendence needs.
Maslow's Needs-Based Theory of Motivation suggests that humans have a
hierarchy of needs that must be met in a specific order, starting with basic physiological
needs and ending with self-actualization needs. In a study of construction workers' job
satisfaction and daily living expenses, researchers must consider the impact of financial
stress on workers' ability to focus on higher-order needs. To enhance the workers'
well-being, it is necessary to understand the needs that they are trying to fulfill through
their work and income. The theory suggests that if an individual's lower-order needs are
not met, they cannot entirely focus on their higher-order needs. Surveys or interviews can
help determine how satisfied employees are with their pay, benefits, working conditions,
and job security.
The new Maslow's Expanded Hierarchy of Needs includes the following layers:
Physiological Needs: Physiological needs are the basic requirements for human
survival, including food, water, shelter, warmth, and sleep. Maslow's theory suggests that
fulfilling these needs is crucial before individuals can focus on higher-level needs. If a
person is hungry or sleep-deprived, they may lack the motivation to pursue social
interactions or personal growth.
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Safety Needs: The safety layer covers physical safety, financial security, and
protection from harm. It's the second level in Maslow's hierarchy, and having a stable job
is crucial to fulfilling these needs. Financial security is also essential, including access to
housing, food, healthcare, and other necessities. Without these, individuals may feel
anxious and lack motivation to pursue higher-level needs.
Belongingness and Love Needs: The social layer encompasses the need for
social interaction and belongingness, including friendships, family, and romantic
relationships. Positive interactions with co-workers, teamwork, social events, and
recognition at work can fulfill this need. Communication is also crucial to a positive work
environment. Fulfilling belongingness and love needs can motivate individuals to pursue
higher-level needs, such as self-actualization and esteem.
Esteem Needs: The esteem layer involves the need for self-esteem and respect
from others, which can be fulfilled through benefits, rewards, and recognition in the
workplace. Feeling valued and respected can increase an individual's self-esteem and
motivation to pursue personal growth and development.
Cognitive Needs: The cognitive layer involves the need for intellectual
stimulation, learning, and problem-solving. Providing training and development
opportunities can fulfill this need and contribute to an individual's job performance and
personal growth. Fulfilling cognitive needs can also increase motivation and create a
positive work environment, leading to higher job satisfaction and well-being.
Aesthetic Needs: This layer includes the need for aesthetic experiences, including
art, music, and nature. In the workplace, fulfilling aesthetic needs can be achieved by
providing a pleasing workspace, a supportive work environment, and opportunities for
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creativity. Meeting these needs can boost employee motivation, well-being, and job
satisfaction.
Self-Transcendence Needs: This layer includes the need for a connection to
something greater than oneself, such as spirituality and purpose. In the workplace,
fulfilling self-transcendence needs can be achieved through opportunities to connect with
a company's social mission or volunteer work. Fulfilling these needs can lead to a sense
of purpose and fulfillment, boosting job satisfaction and motivation.
Self-Actualization Needs: This layer involves achieving personal growth and
pursuing passions. Once basic needs are met, individuals strive for self-actualization.
Opportunities for growth and development, challenging projects, and autonomy can
fulfill these needs in the workplace. Employees who feel invested in are more engaged,
motivated, and satisfied with their work.
This expanded hierarchy of needs suggests that people have complex and diverse
needs that must be fulfilled to achieve self-actualization. Meeting basic physiological,
safety, social, esteem, cognitive, aesthetic, and self-transcendence needs is essential for
fulfillment. When it comes to job satisfaction and daily living expenses, these needs are
interconnected. To meet basic physiological needs, individuals need a job that provides
enough income for essentials. Once basic needs are met, job satisfaction can be
influenced by feeling secure, having positive relationships, being respected, and having
opportunities for growth. However, high living expenses can make it harder to prioritize
job satisfaction over meeting basic needs. Understanding this relationship helps us see
how job satisfaction and daily living expenses affect each other.
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Theoretical Framework of the Study
Figure. 1. Maslow's Hierarchy of Needs
The theoretical framework you are referring to is based on Maslow's Hierarchy of
Needs, which suggests that human needs are arranged in a hierarchical order and that
people must fulfill lower-level needs before they can progress to higher-level needs.
At the base of the hierarchy are physiological needs, such as food, water, shelter,
and other necessities required for survival. Once these needs are met, individuals move
up the hierarchy to meet their safety needs, which include physical safety, security, and
stability.
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The next level is belonging and love needs, which include the need for social
interaction, friendship, and intimacy. After belonging and love needs are met, individuals
move on to esteem needs, which include the need for recognition, respect, and
achievement.
Above the esteem needs are cognitive needs, which involve the need for
knowledge, understanding, and intellectual stimulation. The next level is aesthetic needs,
which include the need for beauty, order, and symmetry.
Finally, at the top of the hierarchy are self-actualization needs, which involve the
desire to reach one's full potential and achieve personal growth and fulfillment. Beyond
self-actualization needs, Maslow proposed the concept of transcendence, which involves
the desire to connect with something greater than oneself, such as spirituality, nature, or
the universe.
In terms of job satisfaction and daily living expenses, Maslow's theory suggests
that meeting basic physiological and safety needs is necessary for survival and job
security. As individuals move up the hierarchy, job satisfaction may be influenced by the
extent to which their belonging and love needs, esteem needs, cognitive needs, aesthetic
needs, and self-actualization needs are being met through their work and daily living
expenses. The framework illustrates that if the lower needs are affected by factors that
cause them to focus on their higher needs, the construction worker will not be satisfied
and won't be able to be satisfied with their everyday living expenses. Though, if the
construction workers can meet the lower needs, then achieving the higher needs will be
much easier. That will result in the worker being satisfied with their job and daily living
expenses.
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Review of Related Literature and Studies
This part provides the definition of the key concepts of the topic; theory on the
topic of job satisfaction; it also provides related studies done by other researchers on job
satisfaction regarding motivation and productivity as the basis of job satisfaction and
socioeconomic in the construction industry.
Related Literature
Job satisfaction is employees' attitudes, feelings, and behavior toward their
organization (Chen, 2008). If the employee’s expectations on the issues such as his
wages, status, and rewards are more than the achieved level in the organization, the
employee is assumed to be dissatisfied. Employee satisfaction is positively related to the
intent to remain with the company and negatively related to the intention to quit and
turnover (Danso, 2012). An effective organization should have a culture that encourages
employee satisfaction (Bhalti & Qureshi, 2007).
The concepts of job satisfaction and motivation are linked and invariably used
interchangeably in practice. Job satisfaction describes or measures the extent of a person's
contentment in his or her job, whiles motivation explains the driving force(s) behind the
pursuit or execution of particular activities or a job (Bowen et al., 2008).
Job satisfaction is not the same as motivation. These two terms are related but
may not be used as synonyms. Motivation is essential to labor, as it gives site workers
satisfaction, such as achievement, a sense of responsibility, and pleasure in the work itself
(Michaelowa, 2002).
Most contemporary theories recognize that motivation begins with individual
needs. Needs are deficiencies that energize or trigger behaviors to satisfy those needs.
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Maslow’s Need Hierarchy Theory identifies five primary categories of human needs and
places them in a hierarchy (Mcshane & Glinow, 2000). At the bottom of this hierarchy is
a physiological need, which includes satisfying physical requirements for food, air, and
shelter. Next is safety needs, the need for a secure and stable environment.
Next is belongingness which includes the need for love, affection, and interaction
with other people. The fourth category is the need for esteem which includes self-esteem
through personal achievement and social esteem through recognition and respect from
others. Self-actualization is at the top of the hierarchy, representing the need for
self-fulfillment.
Different people have cited many factors as the causes of job satisfaction (Rebore,
2001). Job satisfaction has several facets, such as satisfaction with work, pay,
supervision, quality of work life, participation, organizational commitment, and
organizational climate (Oduro-Owusu, 2010). While these facets are correlated, each is
an independent construct (Kavanaugh, 2006). Satisfaction with one facet does not
guarantee satisfaction with all other satisfaction facets. Despite this independence, few
studies have identified how demographic variables vary in relationships with the various
satisfaction facets. However, this is an essential consideration since studies have shown
that demographics regarding age, education, tenure, and experience significantly
influence job satisfaction.
An increasingly important issue affecting job satisfaction and efficiency is the
nature of the work environment and workplace facilities (Mullins, 2005). Some workers
contemplate changing companies for an improved environment. Therefore, work
environment and workplace facilities are essential for job satisfaction.
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One’s disposition contributes to job satisfaction in that individuals are disposed to
be satisfied or not satisfied with their jobs dispositions may play a role in predicting job
satisfaction (Heller et al., 2002). Personal characteristics unique to the individual include
personality-based and demographic characteristics. Personality characteristics include
negative affinity or tendency of the individual to experience negative emotions (Connolly
& Viswesvaran, 2000) and locus of control (Ng et al., 2006; Wang et al., 2010). On the
other hand, demographic variables like job position and age (except academic
qualification, gender, marital status, and length of employment) influence job satisfaction
levels (Paul & Phua, 2011).
Construction employees' job satisfaction has been found to be influenced by
factors like household size, education level, and the economic status of households.
Construction employees with larger households and lower economic status typically had
lower job satisfaction levels, according to a study by Li, Shen, and Skitmore (2017). The
authors speculate that this might be because workers with larger homes are subject to
greater financial demands and obligations and because workers from lower
socioeconomic status households may not have as many financial resources.
Moreover, they discovered that education level also significantly affects the job
satisfaction of construction workers. Greater education levels are associated with more
prospects for career progression and the capacity to take on more difficult and
complicated jobs, which results in construction employees reporting better levels of job
satisfaction.
Organizations should harness the talents and commitment of all their employees
and get the best out of people to improve job satisfaction, demand a spirit of teamwork
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and cooperation, and allow people a more significant say in decisions that affect them at
work all buttress (Mullins, 2005). Various facets of human relations, such as being part of
a team and participating in decision-making, undertaking challenging and creative work,
and receiving recognition for achievements over and above everyday responsibilities, all
influence job satisfaction (Bowen et al., 2008).
Supervision involves technical knowledge, human relations skills, and
coordination of work activities (Danso, 2012). Adequate supervision is, therefore,
necessary for job satisfaction and a high level of performance. A kind and thoughtful
leader generates high worker satisfaction (Kreisman, 2002). Hence, supervisors who
adopt the thoughtful leadership approach toward workers have more delighted work
groups in the study of job satisfaction among quantity surveyors. Inadequate supervision
and encouragement to take the initiative among quantity surveyors contribute to job
satisfaction (Bowen et al., 2008).
Job satisfaction is indicated by a combination of social and economic factors such
as income, amount and kind of education, type, occupation prestige, place of residence,
and—in some societies or parts of society (American Psychological Association, 2022).
Income is essential to business because it represents one of the most significant
organizational expenses and the most valued employee outcomes (Shaw et al., 2000).
Income includes several forms of compensation such as “direct, cash payments (for
example, salary); indirect, noncash payments (for example, benefits); the number of pay
raises and the process by which the compensation system is administered” (Williams et
al., 2006, p. 392). The importance of income to most employees makes it necessary for
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companies to analyze the attitudes and behaviors of these employees toward pay in order
to establish the right policies and structures to perform more effectively.
Related Studies
The study, “A Correlation Study of Motivation and Productivity of Construction
Workers: A Basis for Job Satisfaction,” aimed to correlate motivation and productivity as
a basis for job satisfaction of construction workers to indicate a positive or negative
relationship between them. The construction industry plays a vital role in the country's
development and in enhancing its economic sector. It is a labor-concentrated industry that
depends on its workers to progress. Effective human resource management is significant
in obtaining a higher construction workforce productivity. Likewise, determining the
factors that motivate workers is critical to strengthening labor productivity. The data for
this study were obtained by surveying workers from various project sites of small,
medium, and large-scale construction firms. The obtained data were then analyzed
through Pearson correlation and T-test. The results of this study showed that motivation
and productivity are strongly correlated, with work facilities considered by the workers as
the most vital factor in increasing their motivation. The study suggested that since
motivation and productivity are correlated, there is no significant difference between
them, irrespective of small, medium, and large-scale construction companies (Mondejar
et al., 2019)
The study "Socio-economic situation of building construction industry
employees" addresses the socio-economic condition of building construction industry
workers and emphasizes their problems and concerns. The socio-economic status of the
workers showed that they were poor. They are daily wage earners and struggle to
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maintain their families with small incomes. It was noted that most of them were literate.
They were addicted to alcohol, smoking, and cigarette. They did not consume an
adequate amount of nutritious food. Many workers cook their food in the same room
where they live. They used wood for cooking their food. The source of drinking and
cooking water was public tube wells or taps. A Latrine facility was available in most
cases. Their monthly income was less, so they had to borrow from relatives or neighbors
to fulfill their needs. They were not aware of the different social security schemes.
Awareness programs, including individual/separate counseling, were essential for overall
upliftment (Tiwary et al., 2012).
Conceptual Framework
Figure 2. Schematic Diagram of the Conceptual Framework of the Study
The conceptual framework describes and outlines the relationship between several
key variables in a correlational study of construction workers' job satisfaction to their
Everyday living expenses.
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The independent variable in this study is the age, Years of Experience, and
socioeconomic status because these are not directly influenced by the other variables
being studied but rather are believed to have an impact on them. In this study, the age of
the construction worker may impact their job satisfaction and everyday living expenses
due to differences in physical abilities, priorities, and living goals among workers of
different ages. Years of experience, workers who have been in their job for a long time
may have different levels of job satisfaction than those who are just starting, and they
may have different financial resources and obligations because workers with more
experience may have developed better skills, knowledge, and confidence in their work,
which could affect their job satisfaction. Socioeconomic status can influence job
satisfaction and everyday living expenses because workers with higher socioeconomic
status may have access to better resources, education, job opportunities, more financial
resources, and a more remarkable ability to meet their basic needs and expenses, which
could impact their overall job satisfaction. Similarly, workers with lower socioeconomic
status may face more financial stress and challenges in meeting their everyday living
expenses, which could also impact their job satisfaction.
In conclusion, the conceptual framework outlined the complex relationship
between several key variables in a correlational study of construction workers' job
satisfaction and their everyday living expenses. The independent variables in this study
are age, years of experience, and socioeconomic status, which are believed to impact job
satisfaction and everyday living expenses. Understanding these relationships can provide
insight into the factors that impact job satisfaction and overall well-being among
construction workers. By identifying strategies to meet the needs of construction workers,
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employers, and policymakers can improve job satisfaction and support the financial and
social well-being of workers in this industry.
The Problem
Statement of the Problem
This study aims to investigate the correlation between the Construction Workers’
Satisfaction with their Job and Everyday Life Expenses among Tribata Construction and
Development employees. This would be useful in constructing a development plan to
benefit the employees and the agency. Specifically, this study seeks to answer the
following questions:
1. What is the profile of the construction workers in terms of
a. age;
b. years of experience; and
c. socioeconomic status?
2. What is the level of job satisfaction of the construction workers at Tribata
Construction and Development?
3. What is the level of satisfaction of the construction workers at Tribata
Construction and Development in their daily living expenses?
4. What is the relationship between the profile of the respondent and their job
satisfaction?
5. What is the relationship between the profile of the respondent and their daily
living expenses?
6. Is there a significant correlation between their job satisfaction to their satisfaction
in their everyday living expenses?
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Statement of the Null Hypothesis
H₀:There is no significant correlation between the construction workers’ job satisfaction
and everyday life expenses.
Significance of the Study
Several groups of people can benefit from a correlational study of construction
workers' job satisfaction and their everyday living expenses:
Construction workers: The study can help them understand how job satisfaction relates
to everyday living expenses. Enable them to make more informed decisions about their
career choices, budgeting, and financial planning.
Employers and construction companies: The study can provide valuable insights for
employers and construction companies on improving job satisfaction among their
workers, leading to higher productivity, reduced turnover, and improved employee
retention.
Government agencies and policymakers: The study can inform government agencies
and policymakers on how to design policies that support the financial well-being of
construction workers and improve their job satisfaction.
Researchers and academics: The study can contribute to the existing literature on job
satisfaction, employee well-being, and the relationship between job satisfaction and
financial stability. It can also help researchers and academics identify areas for future
research and exploration.
General public: The study can increase public awareness about the challenges faced by
construction workers in managing their finances and maintaining job satisfaction. This
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can help promote a greater understanding and appreciation of the vital role that
construction workers play in our society.
Scope and Limitations of the Study
Scope
The study focused on workers employed in the Tribata Construction and
Development construction industry. The study covered workers in permanent and
temporary industry positions. The study aims to identify the factors contributing to job
satisfaction among construction workers, including their salaries, benefits, work
environment, and daily expenses such as food, transportation, and housing. The study
will collect data through a survey administered to a sample of construction workers in the
industry. The research used a correlational design, allowing the researcher to explore the
relationship between these variables. The findings of the study would be helpful for
Tribata Construction and Development in identifying the factors that contribute to job
satisfaction among their workers and formulating strategies to improve it.
Limitations
The study is limited to the correlation between job satisfaction and everyday
living expenses among the 100 respondents that was chosen, which are the construction
workers under Tribata Construction and Development. The age range of the respondents
would be young adults to middle-aged adults (18–60 years old) who were construction
workers. The study was limited to the self-reported data provided by the survey
respondents, and the accuracy and reliability of this data might be subject to potential
biases and limitations.
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Research Methodology
Research Design
The researcher used a survey questionnaire to collect data from Tribata
Construction and Development employees in Dumaguete City to explore job satisfaction
and their everyday expenses satisfaction. This study provided valuable insights for
employers and construction companies on improving job satisfaction among their
workers.
Research Environment
The research was conducted within the ongoing sites or projects of Tribata
Construction and Development at Dumaguete City, located at 214 San Jose Extension,
Dumaguete. The development company plans, designs, builds, and manages various
construction projects such as residential buildings, commercial properties, industrial
facilities, infrastructure projects, and more. This company was responsible for overseeing
every aspect of the construction process, from the initial planning and design stages to the
final construction and completion of the project.
Research Respondents
The proposed research respondents would be the Tribata Construction and
Development employees. Only about 100 people were chosen randomly from the total
population of the company. The sample was chosen using a random sampling technique
to ensure that every employee in the organization has an equal chance of being selected.
This approach will help to minimize bias and ensure that the results obtained from the
study are representative of the population.
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Research Instrument
The research tool used in the study is the Job Satisfaction Survey (JSS)
Questionnaire. The said survey questionnaire was developed by Paul Spector in 1985 and
has been used in numerous studies to measure job satisfaction in various fields. One of
the studies that used this questionnaire is the study that William Omer Dale Amburgey
conducted in 2005, titled “An Analysis of the Relationship Between Job Satisfaction,
Organizational Culture, and Perceived Leadership Characteristics”. This questionnaire is
a 5-facet survey, namely: Work and Workplace, Supervisor and Management, Benefits
and Rewards, Recognition, and Communication. This is rated using a score of 1-5 Likert
scale:
1- Strongly Agree (Very Unsatisfied)
2- Disagree (Unsatisfied)
3- Undecided ( Neutral)
4- Agree (Satisfied)
5- Strongly Agree (Very Satisfied)
After the scaling, this is to be summed to obtain the summary or the average score
from the respondents’ answers.
The second tool is the Monthly Consumer Basket of an Average Filipino Family
by the National Economic and Development Authority (NEDA). The survey covers a
wide range of spending categories, including food and non-alcoholic beverages, alcoholic
beverages and tobacco, clothing and footwear, housing, water, electricity, gas, and other
fuel, furnishing, equipment, routine maintenance, health, transport, communication,
recreation and culture, education, restaurant, and miscellaneous goods and services. By
20
asking respondents about their spending in these different categories, the survey can
provide valuable insights into how consumers allocate their budgets and make spending
decisions. The data will be gathered by filling out blanks. This is rated using a score of
1-5 Likert scale:
1- Insufficient
2- Mediocre
3- Suffiecient
4- Good
5- Excellent
Pearson Correlation Coefficient can be interpreted with the following implications:

r value Descrition
0 no correlation exist between the variables
± .01 to ± .20 low correlation exists, where changes in one

variable cannot be a change in the other variable
± .21 to ± .40 weak correlation exists, where changes in one

variable should not necessarily mean changes in
the other variable
± .41 to ± .60 marked correlation exist, where changes in one

variable can be expected in the other variable
± .61 to ± .80 high correlation exists, changes in one variable

may have reliably expected changes from the
other variable
± .81 to ± .99 very high correlation exists, changes in one

variable can be expected greater reliability from a
change in the other variable
±1 perfect correlation
21
Research Procedure
The researchers has selected 100 of Tribata Construction and Development
construction workers willing to participate in the study. The researchers will provide the
participants with a demographic profile survey questionnaire containing; age, years of
experience, and socioeconomic status. The Job Satisfaction Survey (JSS) questionnaire
was administered to the participants to assess their job satisfaction level. The JSS survey
measures job satisfaction on a five-point Likert scale and includes items related to pay,
promotion opportunities, supervision, co-workers, and the work itself. The researcher
surveyed the participants to report their monthly expenses on food, transportation,
housing, and other daily necessities based on the Monthly consumer basket of an average
Filipino Family survey questionnaire.
A mass list of the chosen employees would be generated based on the company's
policy. As directed by the company's policy, a letter was delivered from the researcher
that includes a general invitation to the study. All further activities of this research were
based solely on the voluntary participation of the respondents. Specifically, a
correlational analysis was conducted to examine the relationship between construction
workers' job satisfaction and their everyday living expenses.
The researchers interpreted the results that were collected and conclude the
relationship between job satisfaction and everyday living expenses of the construction
workers at Tribata Construction and Development.
Statistical Treatment of Data
The data gathered in this study was subjected to statistical analysis: The following
statistical tool was used:
22
Frequency and Percentage. This tool was used to measure the demographic
profile of the respondents. This statistical tool was also used to interpret the level of
satisfaction of the respondents.
Formula:
𝑓
P= 𝑁
x 100
Where: P = Percentage
f = frequency of respondents
N = the number of respondents
Mean. This statistical tool was utilized to determine the average score of all the
responses given to a specific question. To calculate the mean, responses are added and
then divide the Weighted Mean by the total number of responses.
Formula:
Σ𝑓𝑥
𝑥̄ = 𝑛
Where:
𝑥̄ = mean
𝑓= frequency of each class
𝑥= mid-interval value of each class
𝑛= total frequency
Σ𝑓𝑥= sum of the products of mid-interval values and their corresponding
frequency
Weighted Mean. This was used to get the average weighted mean for each datas
from the facet of both the Job Satisfaction and Daily Living Expenses.
Formula:
23
𝑛
Σ𝑖=1 𝑤𝑖𝑋𝑖
𝑊= 𝑛
Σ𝑖=1 =𝑤𝑖
Where:
W = weighted average
wi = weights applied to x values
n = number of terms to be averaged
Xi = data values to be averaged
Pearson Correlation Coefficient. This statistical tool was used to determine the
level of relationship between the data that will be gathered between the construction
worker’s job satisfaction and their daily living expenses.
Σ(𝑥𝑖−𝑥̄ ) (𝑦𝑖−𝑦̄ )
Formula: 𝑟=
2 2
Σ (𝑥𝑖 − 𝑥̄ ) Σ(𝑦𝑖 − 𝑦̄ )
Where:
𝑟= correlation coefficient
xi= values of the x-variable in a sample
𝑥̄= mean of the values of x-variable
yi= values of the y-variable in a sample
𝑦̄ = mean of the values of the y-variable
Likert Scale. This is a rating system, used in questionnaires, that is designed to
measure people’s attitudes, opinions, or perceptions. Subjects choose from a range of
possible responses to a specific question or statement; the study uses this two (2) types of
scaling:
24
For the Job Satisfaction Survey Questionnaires:
1 - Strongly Disagree (strongly unsatisfied)
2- Disagree (unsatisfied)
3- Undecided
4- Agree (satisfied)
5- Strongly Agree (strongly satisfied)
For the Monthly Consumer Basket of an Average Filipino Family Everyday
Living Expenses Survey Questionnaires:
1- Insufficient
2- Mediocore
3- Sufficient
4- Good
5- Excellent
25
Operational Definition of Terms
Construction workers- They work on construction sites. They are responsible for some
on-site tasks, such as removing debris, erecting scaffolding, loading and unloading
building materials, and assisting with operating heavy equipment.
Daily Living Expenses- Daily living expenses refer to the regular costs that individuals
incur in their day-to-day lives to sustain their basic needs and maintain a certain standard
of living. These expenses include food, rent or mortgage payments, transportation,
utilities, insurance, healthcare, education, entertainment, and other personal or household
expenses.
Hierarchy of Needs- The arrangement of needs in a hierarchical order that consists of
the lower and higher needs.
Job Satisfaction- is the degree of contentment or fulfillment an employee experiences
with their job and the workplace environment. It refers to how happy and fulfilled a
person is with their job, including their role, responsibilities, compensation, work-living
balance, and work environment.
Job Satisfaction Survey (JSS)- a tool used to measure the construction workers’ Job
Satisfaction.
National Economic and Development Authority (NEDA)-The National Economic and
Development Authority is an independent cabinet-level agency of the Philippine
government responsible for economic development and planning.
Need-Based Theory- explain individual behavior as being motivated by meeting the
individual's needs or wants.
26
CHAPTER II
PRESENTATION, ANALYSIS, AND INTERPRETATION OF DATA
Results and Discussion
This chapter presents the results gathered from the survey conducted. The data
gathered from the respondents are presented, analyzed, interpreted, and subjected to
statistical treatment. The analysis and interpretation of the data were taken from the 100
respondents of Tribata Construction and Development Company.
The results of the study were presented in tabulation and interpreted by the
researchers. This also includes the narrative presentation to find the respondents’ level of
satisfaction in their job and everyday living expenses.
This section aims to present the data gathered for statement of the problem
number one (1) in terms of the respondents’ age, years of experience, and
socio-economic status. Specifically from table 1 to 3.
Table 1. Demographic Profile of the respondents in terms of Age

Age f %
26-40 61 61%
41-60 26 26%
18-25 13 13%
Total 100 100%
Based on the data provided in Table 1, it can be inferred that a significant majority
of the respondents in the study fall into the "Adults (26-40)" age group, representing 61%
of the total respondents. This suggests that the study's findings are more representative of
this age group's perspectives and experiences in relation to job satisfaction and everyday
living expenses.
Furthermore, the data shows that 26% of the respondents fall into the "Middle
Age (41-60)" category, indicating that a substantial proportion of the sample is also
27
comprises individuals who have more work experience and have different perspectives on
job satisfaction and everyday living expenses.
This age distribution is consistent with the findings of a survey conducted by the
Philippine Statistics Authority in 2020, which showed that the largest age group in the
labor force is the 25-34 age group, followed by the 35-44 age group. This suggests that
the age distribution of the respondents in the study is representative of the construction
workers' population in the Philippines (Philippine Statistics Authority, 2020).
The "Young Adults (18-25)" category represents a relatively small percentage,
comprising only 13% of the total survey respondents. Nevertheless, it is essential to take
their experiences into account, given that this age group encounters unique priorities and
obstacles concerning job satisfaction and daily living expenses.
Table 2. Demographic Profile of the respondents in terms of Years of Experience

Years of
Experience f %
2-19 79 79%
20-39 15 15%
0-1 5 5%
Above 40 1 1%
Total 100 100%
Table 2 is about the profile of the respondents in terms of years of experience. The
data showed that 79% have 2-19 years of experience, 15% have 20-39 years of
experience, 5% of the respondents have 0-1 year of experience, and 1% have been in the
construction industry for 40 years or more.
Furthermore, the distribution of years of experience is similar to the findings of
the Labor Force Survey 2020 conducted by the Philippine Statistics Authority, which
showed that the majority of workers in the construction industry have between 1-10 years
28
of experience (Philippine Statistics Authority, 2020). This suggests that the respondents
in this study are representative of the construction worker population in the Philippines.
Table 3. Demographic Profile of the respondents in terms of Socioeconomic Status

Monthly Economic Status of
f %
Households
Low Income (Between PHP 9,520 to PHP
21,194) 80 80%
Poor (Less Than PHP 9,520) 20 20%
Total 100 100%
Table 3 shows that the majority of the respondents in the study are from the
low-income (less than PHP 9,520 a month) group, representing 80% of the total
respondents. Meanwhile, the poor (PHP 9,520 to PHP 21,194 a month) group represents
20% of the respondents.
The high percentage of low-income respondents is consistent with the
socioeconomic situation of many construction workers in the Philippines. According to
the Philippine Statistics Authority (PSA), the average daily wage of construction workers
in the country was PHP 372 in 2020, which is lower than the average daily wage of all
workers in the country (PSA, 2020).
This section aims to present the data obtained for the second statement of the
problem: What is the level of Job Satisfaction of the construction workers at Tribata
29
Table 4. The Level of Job Satisfaction of the construction workers at Tribata

Construction and Development.
Job Satisfaction Average Weighted
and its facets Mean per Category
Work and Workplace (WW) 3.83
Communication (C) 3.79
Supervisor and Management (SM) 3.72
Recognition (R) 3.55
Benefits and Rewards (BR) 3.38
Total 18.27
Table 4 is about the level of Job Satisfaction of the construction workers at Tribata
Construction and Development. According to the Likert Scale interpretation for the Job
Satisfaction, 4 = agree (satisfied), from the mean of the total weighted mean from the Job
Satisfaction Survey; WW - 3.83 (satisfied); C- 3.79 (satisfied); SM- 3.72 (satisfied); R-
3.55 (satisfied); BR- 3.38 (satisfied), for a total of 18.27 with an average of
approximately 4 points on the scale.
Work and Workplace (WW)

The data shows that the facet; Work and Workplace, in the Job Satisfaction
Survey questionnaire has the highest total weighted mean. The statement 18 "there are
other job skills I would like to learn" in the facet work and workplace from the Job
Satisfaction Survey questionnaire has a high rate of being strongly agreed by construction
workers because the construction industry is known to have a high demand for
specialized skills, and workers in this industry often face pressure to constantly update
their skills to remain competitive. Construction workers may feel that they need to
constantly learn new skills to keep up with the latest techniques and technologies in the
industry, as well as to improve their job performance and career prospects. Moreover,
acquiring new skills can be a way for them to increase their earning potential and
improve their job security, which can be particularly important for those who are
30
struggling to make ends meet due to the high cost of living expenses. A study by Smith
and Johnson (2018), The Importance of Continuous Learning and Skills Development for
Construction Workers, this article explores the significance of continuous learning and
skills development for construction workers in the context of keeping up with industry
advancements, enhancing job performance, and improving career prospects. It highlights
the need for construction workers to adapt to changing techniques and technologies,
emphasizing the importance of lifelong learning. The authors also discuss how acquiring
new skills can contribute to increasing earning potential and enhancing job security,
particularly for workers facing financial challenges due to high living expenses. Workers
who felt that they had opportunities to learn new skills and advance their careers were
more likely to report high levels of job satisfaction.
The Work and Workplace facet of the Job Satisfaction Survey questionnaire
includes a question number two (2) asking if the respondent likes the people they work
with. In the construction industry, this statement tends to receive high rates of agreement.
This is because construction work often involves working in teams, which allows
workers to develop close relationships with their colleagues. These positive relationships
can create a pleasant work environment that can contribute to workers' job satisfaction.
As a result, they are more likely to agree with statements related to their workplace
relationships.
The complex and highly regulated nature of the construction industry often leaves
workers uncertain about whether the rules and procedures need to be streamlined, as
evidenced by the high rate of undecided responses to the statement in the Job Satisfaction
Survey questionnaire. The first statement "Many of our rules and procedures need to be
31
streamlined" in the Work and Workplace facet of the Job Satisfaction Survey
questionnaire has a high rate of being undecided by construction workers because the
construction industry is highly regulated and involves many safety procedures and
regulations that are necessary for worker safety. Workers may feel that some of these
rules and procedures are burdensome and time-consuming, but they may also recognize
the importance of following them to ensure their safety on the job. Therefore, they may
not have a clear opinion on whether the rules and procedures need to be streamlined.
Additionally, some workers may not have enough information or knowledge about the
specific rules and procedures in question, which could also contribute to their uncertainty.
A high rate of disagreement among construction workers towards the statement three (3),
"I find I have to work harder at my job because of the incompetence of people I work
with" in the Job Satisfaction Survey questionnaire can be attributed to their reliance on
collaborative teamwork and appreciation for their colleagues' competency. They value
their colleagues' competency and understand the importance of working collaboratively
to achieve success. Therefore, they are less likely to agree with statements that suggest
their colleagues are incompetent and cause them to work harder. Additionally, they may
feel that this statement is negative and does not accurately reflect their overall job
satisfaction, leading them to disagree with it.
The question "I have the opportunity to take part in trainings, webinars, meetings
and outreach activities" in the Work and Workplace facet of the Job Satisfaction Survey
questionnaire has a high rate of being strongly disagreed by the construction workers
because the nature of the construction industry can make it difficult for workers to take
time away from their job sites to participate in training or professional development
32
activities. Employers may not prioritize investing in training and development programs
for their workers due to the perceived cost and time required. As a result, construction
workers may feel that they do not have adequate opportunities to participate in these
types of activities, leading to a low rate of agreement with this statement in the survey. In
the study of Raso & Rossi (2019) the case study Job satisfaction in the Italian
construction industry: a case study, International Journal of Construction Management
examines job satisfaction among workers in the construction industry in Italy. The
authors conducted interviews with workers and found that access to training and
professional development opportunities was an important factor in job satisfaction. The
study suggests that employers in the industry should prioritize investing in employee
development programs to improve job satisfaction and retention. While some
construction workers may not prioritize training and development opportunities due to
the demands of their job or the need to cover living expenses, it is important for
employers to invest in these programs to improve performance, job satisfaction, and
competitiveness.
Based on the data, it can be concluded that the Work and Workplace facet of the
Job Satisfaction Survey questionnaire is highly important to construction workers. They
have a strong desire to learn new skills, which reflects the constantly evolving nature of
the construction industry. Positive relationships with colleagues are also important to
them and contribute to their job satisfaction. However, they may feel uncertain about the
need to streamline rules and procedures due to the importance of safety regulations in the
industry. They value their colleagues' competency and disagree with statements
suggesting that they have to work harder due to incompetence. Lastly, the nature of the
33
construction industry can make it difficult for workers to participate in training and
development activities, leading to a low rate of agreement with this statement in the
survey.
Communication (C)
Communication has the second-highest weighted mean. Construction workers
may have a high rate of agreement with the statement "I know how my agency measures
its success" in the communication facet of the Job Satisfaction Survey questionnaire. This
reason includes: Clear expectations due to working on projects with clear objectives and
targets, a Performance-based industry where success is often measured by the completion
of projects on time and within budget, Direct communication style within the industry,
leading to clear communication about how success is measured, and Pride in work
leading to a desire to understand how success is measured. The study published in the
Journal of Construction Engineering and Management found that clear communication
and understanding of job expectations were significant factors in predicting job
satisfaction among construction workers (Li & Lu, 2015). This study means that when
construction workers have a clear understanding of what is expected of them on the job
and when there is clear communication from their supervisors or managers about job
expectations, they are more likely to report higher levels of job satisfaction.
Effective communication is critical for job satisfaction in the construction
industry. The statement "communication seems good within this organization" in the
communication facet of the Job Satisfaction Survey questionnaire has high agreement
among construction workers. This is because effective communication contributes to
teamwork, safety, efficiency, and recognition in the workplace. Studies have shown that
34
when workers perceive higher levels of communication and teamwork, they report higher
levels of job satisfaction. A study published in the Journal of Construction Engineering
and Management by Fan et al. (2019) found that communication and coordination were
significant predictors of job satisfaction among construction workers in China. The study
concluded that improving communication and coordination within construction projects
can help to enhance job satisfaction and improve productivity. Additionally, effective
communication can lead to fewer workplace accidents, timely completion of projects, and
more recognition for workers who perform well. A study published in the International
Journal of Industrial Ergonomics by Tappura et., (2014) explored the impact of
communication on well-being and job satisfaction among construction workers in
Finland. The study found that good communication between workers and supervisors was
positively associated with job satisfaction and well-being. Therefore, organizations in the
construction industry should prioritize effective communication to improve job
satisfaction and promote a positive work environment.
The involvement of employees in decision-making processes has been found to
have a significant impact on job satisfaction among construction workers, yet the
statement "I have the opportunity to give input on decisions affecting my work" from the
Job Satisfaction Survey questionnaire is frequently disagreed upon by workers in the
industry, indicating a lack of involvement and communication. The construction industry
is often hierarchical, with decisions being made at the top and then passed down to
workers. This top-down approach to decision-making can make workers feel disengaged
and undervalued, which can lead to lower job satisfaction. In the study by Yap and
Rowlinson (2011) published in the Journal of Construction Engineering and Management
35
examined the relationship between leadership and job satisfaction among construction
workers. The study found that when workers perceived their leaders as being more
transformational, meaning they empower and involve workers in decision-making,
workers reported higher levels of job satisfaction. Construction workers may feel that
their opinions are not taken seriously or that they are not adequately informed about
decisions that affect their work. This lack of communication and transparency can lead to
feelings of frustration and dissatisfaction among workers. It is important for organizations
in the construction industry to promote a culture of collaboration and inclusivity, where
workers feel that their input is valued and their voices are heard. This can lead to
increased job satisfaction and a more positive work environment.
The construction industry is constantly evolving, but the statement "As it plans for
the future, my department or agency asks for my ideas" from the Job Satisfaction Survey
questionnaire suggests that construction workers feel their ideas are not valued or
considered, leading to feelings of disengagement and job dissatisfaction. It is possible
that construction workers feel that their ideas and input are not valued or considered by
their department or agency. This lack of involvement in decision-making can lead to
feelings of disengagement and dissatisfaction with their job. Additionally, construction
workers may feel that their industry is resistant to change and innovation, making it less
likely for their ideas to be heard or implemented.
Therefore, effective communication is critical for job satisfaction in the
construction industry. The study shows that clear communication and understanding of
job expectations are significant factors in predicting job satisfaction among construction
workers. The statement "communication seems good within this organization" has high
36
agreement among construction workers due to the importance of effective
communication in contributing to teamwork, safety, efficiency, and recognition in the
workplace. Improving communication and coordination within construction projects can
help to enhance job satisfaction and improve productivity. However, construction workers
may feel disengaged and undervalued due to the industry's hierarchical decision-making
approach, which can lead to lower job satisfaction. To promote a positive work
environment, organizations should prioritize effective communication and promote a
culture of collaboration and inclusivity where workers feel their input is valued and
heard.
Supervisor and Management (SM)
According to the data analysis, the facet labeled "Supervisor and Management"
ranked third in terms of its total weighted mean in the Job Satisfaction Survey
Questionnaire. Among construction workers, there is a significant agreement with
statement number 24 "My supervisor treats me with dignity and respect," and statement
number 27 “I can rely on my supervisor” as stated in the Job Satisfaction Survey
questionnaire. This indicates that construction workers at Tribata Construction and
Development Company perceive their supervisors to be treating them with dignity and
respect, and they have a sense of reliability in their supervisors. These positive
perceptions contribute to higher job satisfaction levels among construction workers. The
study Impact of Leadership Styles on Employee Job Satisfaction and Organizational
Commitment – A Study in the Construction Sector in India suggests that a higher level of
employee organizational commitment will increase employee performance which leads to
organizational success. Therefore, this study has shown that leadership styles have a
37
significant impact on employees’ job satisfaction and organizational commitment
(Nidadhavolu, 2018).
In statement number 20 “My department or agency has the right people and skills
to do its work” many construction workers agree with this statement. This perception
contributes to higher job satisfaction levels, as employees feel supported and confident in
the capabilities of their team members. According to the study titled "A Study of the Soft
Skills Possessed and Required in the Construction Sector" by van Heerden et al. (2016),
it has been observed that the ability to create productive and successful working
relationships relies on skills, such as communication, team building and, ultimately,
establishing trust, which can be categorized as soft skills.
In statement number 29 “I feel I can go to management if my supervisor doesn’t
listen” several construction workers are undecided about this statement. The indecision
indicates a level of uncertainty and apprehension about the potential outcome of going to
management in such a situation. In the construction industry, where there is often a strong
emphasis on teamwork and a tight-knit community among workers, going over a
supervisor's head can be seen as a violation of that community and can lead to social
isolation or even job loss. As a result, workers may feel torn between their loyalty to their
team and their need for support from management.
Statement number 30 “There are services we need to offer that we currently do
not” has a high rate of being disagreed and strongly disagreed among construction
workers. It indicates that there are differing opinions among these workers regarding the
necessity and feasibility of expanding the services offered by their construction company.
Many construction workers are focused on completing their tasks efficiently and on time,
38
and don’t see the value in offering additional services that are not directly related to their
primary responsibilities. As a result, it is perceived that the statement is a factor leading
to a higher rate of disagreement on the survey.
Therefore, trust and respect between workers and supervisors are crucial
components of job satisfaction and performance in the construction industry, where safety
is a top priority. Workers who feel supported and valued by their supervisors are more
likely to perform their job responsibilities effectively and work well in a team. Having the
right people with the right skills is also essential to ensure safety and efficiency in the
industry, and workers who believe that their department or agency has the necessary
expertise are more likely to feel confident in their ability to perform their work safely.
Recognition (R)
Recognizing and appreciating workers is crucial in the construction industry, as
evidenced by the high rate of agreement with statement number 39 "I would like to see
employee recognition and appreciation by management and my fellow employees" among
construction workers. The physically demanding and challenging nature of construction
work can have a significant impact on workers' well-being and job satisfaction, making
the feeling of being valued and appreciated for their work all the more critical. Research
shows that employees who feel valued and appreciated are more committed to their jobs
and are less likely to leave their organizations (Eryilmaz & Kucukergin, 2019). In the
construction industry, where skilled workers are in high demand, the retention of
experienced workers is critical for maintaining the quality and productivity of
construction projects.
The high rate of agreement with statement number 37 "My performance
39
evaluation provides me with meaningful information about my performance" among
construction workers highlights the importance of performance evaluations in the
construction industry. Performance evaluations are a critical tool for measuring job
performance and providing feedback to workers. Research has shown that effective
performance evaluations can have a significant impact on job satisfaction and
organizational outcomes. A study conducted by Gajendran et al. (2015) found that
effective performance feedback and recognition were positively associated with job
satisfaction and employee commitment in the construction industry.
The importance of recognition and appreciation in the construction industry is
highlighted by the high rate of undecided responses to statement number 36 "I do not feel
that the work I do is appreciated". The physically demanding and challenging nature of
construction work can take a toll on workers' well-being and job satisfaction, and the lack
of recognition and appreciation can exacerbate this issue. Therefore, they expect their
work to be recognized and appreciated by their employers, colleagues, and clients. The
lack of recognition and appreciation is a common source of frustration and dissatisfaction
among construction workers. A study by Hassanain et al. (2016) found that recognition
and appreciation were significant predictors of job satisfaction among construction
workers.
Construction workers are generally proud of their work, and they want their
contributions to be acknowledged and appreciated. When workers feel that their efforts
are not being recognized or appreciated, it can lead to feelings of frustration,
dissatisfaction, and even disengagement. This can harm their job performance, which can
ultimately affect the quality of the work they produce.
40
Benefits and Rewards
According to the data analysis, the facet labeled "Benefits and Rewards" ranked
fifth in terms of its total weighted mean in the Job Satisfaction Survey Questionnaire.
Among construction workers, there is a significant agreement with statement number 31,
"I feel I am being paid a fair amount for the work I do," as stated in the Job Satisfaction
Survey questionnaire. This suggests that the majority of construction workers feel
satisfied with their current compensation and believe that they are being fairly
remunerated for their work. If the company's wages align with industry standards and
market rates, workers are more likely to perceive their compensation as fair. Regular
market research and benchmarking can help ensure that the company's pay structure
remains competitive (Bhattacharyya, 2009).
In statement number 32 “I am not satisfied with the benefits I receive” several
construction workers are undecided about this statement. This indicates a lack of
consensus among the workers regarding their overall satisfaction with the benefits
package provided by their employer. Some workers do not have a comprehensive
understanding of the benefits available to them or may not be fully aware of the value and
significance of the benefits package (Igalens & Roussel, 2000). This lack of awareness
can lead to uncertainty or indecision when assessing their satisfaction with the benefits.
In statement number 34 “I would like to see a social committee for lunches and
special days (slipper days, tiara days, flowers in your hair day, jewelry day, ugly sweater
day, etc.)” several construction workers are disagreeing about this statement. It implies
that there is some disagreement or differing opinions among the workers regarding the
idea of a social committee and the suggested themed events. Themed events demand a lot
41
of concentrated effort and commitment. This commitment can only come out of a
genuine belief among all employees when the aims are worthwhile and that they will be
beneficial in the long term. Every themed event has a clearly stated overall aim;
otherwise, the event should not happen (Uttarakhand Open University, n.d.).
Additionally, such activities are not typically practiced by a group of men in general,
especially in a busy and grimy environment.
The data analysis indicates that most construction workers feel satisfied with their
compensation, suggesting fair pay. However, there is a lack of consensus among workers
regarding their satisfaction with the benefits package. Additionally, there is disagreement
about the idea of a social committee and themed events. Addressing compensation
satisfaction, improving benefits communication, and involving workers in
decision-making can enhance job satisfaction in the construction industry.
This section aims to present the answers or data obtained from the third statement
of the problem: What is the level of satisfaction of the construction workers at Tribata
Table 5. The Level of Satisfaction of the Construction Workers at Tribata

Construction and Development in Their Daily Living Expenses
Daily Living Expenses/Monthly Average Weighted
Consumer Basket and its facets Mean per Category
Food 2.45
Non-Food 2.42
Total 4.87
Table 5 is about the level of satisfaction of the construction workers at Tribata
Construction and Development in Their Daily Living Expenses. According to the Likert
Scale for Daily Living Expenses Satisfaction, 2 = Mediocre, from the mean of the total
weighted mean from the monthly consumer basket of an average Filipino family's
42
everyday living expenses survey questionnaire; Food - 2.45; and Non-Food - 2.42, with
an average of approximately 2 points on the scale. These findings suggest that there is
room for improvement in meeting the needs and expectations of the workers in their daily
living expenses.
Studies have shown that job satisfaction among construction workers is
influenced by various factors, including work environment, job security, compensation,
and work-life balance (Adu-Amankwah et al., 2018). Financial well-being, specifically
the ability to afford daily living expenses, has been identified as a critical factor affecting
job satisfaction and overall well-being (Nazir, T. et al., 2019). Furthermore, wage
disparities within the construction industry and the cost of living in specific geographic
areas play a significant role in the workers' ability to meet their daily expenses (Atkin, B.,
& Borggren, C., 2018).
Supportive workplace policies have also been highlighted as essential for
enhancing construction worker satisfaction. These policies may include fair
compensation, employee benefits, access to affordable healthcare, housing support, and
transportation facilities (Kamardeen, I. 2017). Additionally, the social and community
context in which the workers live, including access to social support networks,
community resources, and affordable housing, can significantly impact their overall
satisfaction with daily living expenses (Bianchi, R., & Bolland, J. M. (2016).
Considering these insights from existing research, it is crucial for Tribata
Construction and Development to address the areas of concern identified in the study.
They should focus on improving factors such as compensation, job security, work-life
balance, and supportive workplace policies to enhance the satisfaction of their
43
construction workers with their daily living expenses. Conducting further surveys and
in-depth interviews with the workers can provide specific insights into their needs and
expectations, helping the company develop targeted interventions to improve their overall
well-being and satisfaction.
Food
One major contributor to the level of satisfaction of the construction workers that
leads to mediocrity in this facet is the low satisfaction rate of the respondents to the
efficiency of their acquired salary to support their daily living expenses such as monthly
allocations on food and non-alcoholic beverages, alcoholic beverages, and tobacco. Food
expenses include groceries and meals, while non-alcoholic beverages encompass various
drinks for hydration. Allocation towards alcoholic beverages and tobacco are also
mentioned. The results suggest that the satisfaction of construction workers is influenced
by their perception of how well their acquired salary covers their daily living expenses.
The low satisfaction rate of construction workers with the efficiency of their
salary in covering daily living expenses can lead to financial stress. When workers
struggle to meet their basic needs, it can negatively impact their overall satisfaction with
their work. This can result in mediocrity in job performance, reduced motivation, and
lower overall contentment among construction workers. A result was also observed by
Zhang, J., et al. (2020) that highlights the financial stress caused by dissatisfaction with
the efficiency of salary in covering daily living expenses, which can lead to reduced job
satisfaction and lower overall contentment among construction professionals. This, in
turn, can affect motivation levels and potentially result in mediocrity in job performance.
44
Non-Food
A significant factor that contributes to the level of satisfaction among construction
workers, resulting in mediocrity in this aspect, is their dissatisfaction with how
effectively their salary covers their daily living expenses. These expenses include
monthly allocations for non-food category; clothing, housing, health, transport,
communication, education. The level of satisfaction among construction workers can be
significantly influenced by their dissatisfaction with how their salary adequately covers
their daily living expenses. This dissatisfaction leads to mediocrity in their overall
satisfaction. Specifically, the focus is on the non-food category of expenses, which
includes various essential aspects such as clothing, housing, health, transport,
communication, and education.
This finding highlights the importance of addressing the non-food category of
expenses in order to improve the satisfaction of construction workers. Employers and
policymakers need to recognize the significance of fair compensation that considers not
only basic needs related to food but also other essential aspects of daily life. Adequate
salary support for clothing, suitable housing options, access to healthcare, transportation
facilities, communication services, and educational opportunities is essential for
enhancing the satisfaction levels of construction workers.
By addressing the dissatisfaction related to non-food expenses, employers can
contribute to an improved work environment and higher levels of overall satisfaction
among construction workers(Smith, A. et al., 2010). This, in turn, can lead to increased
motivation, better job performance, and a greater sense of contentment in their work. It is
45
crucial for stakeholders in the construction industry to prioritize and implement measures
that ensure fair compensation and provide necessary support for non-food expenses.
Table 6. The relationship between the Profile of the respondents and their Job
Satisfaction
PROFILE Job Satisfaction Satisfaction Level
Age 18-25 4 Satisfied
26-40 4 Satisfied
42-60 4 Satisfied
Years of
Experience 0-1 3 Neutral
2-19 4 Satisfied
20-39 4 Satisfied
Above 40 4 Satisfied
Socio-economic Poor (Less Than
Status PHP 9, 520) 3 Neutral
Low Income 4 Satisfied
(Between PHP
9,520- PHP 21,194)
The table shows the relationship of the Profile and their Job Satisfaction. It shows
that the respondents who were aged 18 to 25, 26 to 40, and 42 to 60 were satisfied in their
work. This indicates that individuals within these age ranges are generally content with
their jobs. In a study by Böckerman, P., & Ilmakunnas, P. (2012) different age groups
may have distinct needs, expectations, and experiences, which can influence their overall
satisfaction levels in the workplace. Overall, the unique needs, expectations, and
experiences of individuals in different age groups contribute to their overall job
satisfaction. Respondents with 0-1 year of experience showed a neutral level of
satisfaction. A study by Judge et al. (2001) job satisfaction tends to have a stronger
impact on performance for more experienced employees, indicating that the relationship
between satisfaction and performance may evolve over time as individuals gain
experience. This could imply that individuals in the early stages of their careers may still
be exploring and adapting to their roles, resulting in a more cautious or ambivalent
46
attitude toward satisfaction. On the other hand, respondents with 2 to 19, 20 to 39, and
above 40 years of experience demonstrated a satisfied satisfaction level. Individuals with
more experience are more likely to have higher job satisfaction (Tett et al. 2005). It
suggests that as professionals gain more experience, they become more likely to have
their needs met, leading to higher satisfaction levels. With experience, individuals may
have a better understanding of their roles, increased confidence, and opportunities for
career advancement, which can contribute to higher job satisfaction. Those in the poor
category expressed a neutral level of satisfaction, implying that they might have unmet
needs or face challenges that prevent them from being highly satisfied. In contrast,
respondents in the low-income category showed a satisfied satisfaction level. This
suggests that despite their lower income, they are content with their current situation,
indicating that factors other than income may contribute to their satisfaction, such as a
sense of stability or access to basic necessities. In a study by Park and Lee (2017) found
that income has a significant impact on job satisfaction, but the relationship is complex
and depends on various factors such as education, occupation, and social support. These
observations highlight the complex nature of job satisfaction, which can be influenced by
a variety of factors. While age, experience, and income can play a role in determining job
satisfaction, it's essential to consider individual differences and other unmeasured
variables that may impact an individual's level of satisfaction in their job.
This section aims to present the answers or data obtained from the fourth
statement of the problem: What is the relationship between the profile of the respondent
and their job satisfaction?
47
Table 7. The relationship between the profile of the respondents and their Daily
Living Expenses
Profile Daily Living Satisfaction Level
Expenses
Age 18-25 3 Sufficient
26-40 2 Mediocre
42-60 3 Sufficient
Years of
Experience 0-1 2 Mediocre
2-19 2 Sufficient
20-39 2 Sufficient
Above 40 3 Sufficient
Socio-economic Poor (Less
Status Than PHP 9, 1 Insufficient
520)
Low Income 3 Sufficient
(Between PHP
9,520- PHP
21,194)
The table shows the certain patterns between the profile of the respondents and
their daily living expenses. In terms of age, individuals between 18 and 25 years old tend
to have a sufficient level of satisfaction with their daily living expenses. This indicates
that they are more likely to have fewer financial responsibilities or fewer expenses
compared to other age groups. On the other hand, respondents between the ages of 26 and
40 have a mediocre level of satisfaction, implying that they have more financial
obligations or expenses that are not fully met by their income. And respondents aged 42
to 60 have a sufficient level of satisfaction, indicating that they are generally able to meet
their daily living expenses adequately.
Moving on to years of experience, respondents with 0 to 1 year of experience
have a mediocre level of satisfaction. This implies that they are still in the early stages of
their careers and might not have reached a level of financial stability to meet all their
expenses comfortably. However, those with 2 to 19 years of experience have a sufficient
level of satisfaction, indicating that they have likely progressed in their careers and have
48
a more stable income to support their daily living expenses. Similarly, respondents with
20 to 39 years of experience and those with over 40 years of experience also have a
sufficient level of satisfaction, indicating that their long-term professional experience has
likely provided them with the financial means to meet their daily expenses adequately.
In terms of socio-economic status, individuals classified as poor have an
insufficient level of satisfaction with their daily living expenses. This implies that their
income or financial resources are not enough to cover their basic needs adequately.
However, respondents with low income have a sufficient level of satisfaction, indicating
that although they may not have high earnings, they are still able to meet their daily
living expenses reasonably well. These data indicate that age, years of experience, and
socio-economic status play a role in determining the level of satisfaction individuals have
with their daily living expenses. It is important to note that other factors not included in
the given data, such as personal financial management skills, family size, and
geographical location, could also significantly influence an individual's daily living
expenses and their satisfaction level.
49
This section aims to present the answers or data obtained from the sixth statement
of the problem: Is there a significant correlation between job satisfaction and satisfaction
with everyday living expenses?
Table 8. The relationship between Job satisfaction and their Satisfaction in their
Everyday Living Expenses
Job Weighted Mean Daily Living Weighted Mean
Satisfaction (W) Expenses (W)
WW 72.74 Food 4.9
SM 40.93 Non-Food 21.8
BR 16.90 Total 26.7
C 15.14
R 14.18
Total 159.89
This table shows how to get the values of X needed to complete the Pearson
Correlation Coefficient values. The Job Satisfaction data shall be used as the correlation’s
X value. This shows how to get the values of Y needed to complete the Pearson
Correlation Coefficient values. The Daily Living Expenses Satisfaction data shall be used
as the correlation’s Y value.
Upon completing Table 8, the X’s and Y’s values are ready to be substituted to for
Pearson Correlation Coefficient. The computation is shown in the list of appendices
showing us a result of a +1, and indicating that there is a perfect correlation between the
Job Satisfaction to their satisfaction with their everyday living expenses.
The results show a perfect correlation of +1, which indicates that there is no
variability in the relationship between the two variables. All the data points fall exactly
on a straight line when plotted on a scatter plot.
50
CHAPTER III
SUMMARY OF FINDINGS, CONCLUSIONS, AND RECOMMENDATIONS
This chapter contains a summary of the study's findings, conclusions, and
recommendations.
Restatement of the Problem
This study aims to investigate the correlation between construction workers’
satisfaction with their job and everyday expenses for Tribata Construction and
Development employees. This would be useful in constructing a development plan to
benefit the employees and the agency. Specifically, this study seeks to answer the
following questions:
1. What is the profile of the construction workers in terms of
d. age;
e. years of experience; and
f. socioeconomic status?
2. What is the level of Job Satisfaction of the construction workers at Tribata
3. What is the level of satisfaction of the construction workers at Tribata
4. What is the relationship between the profile of the respondent and their job
satisfaction?
5. What is the relationship between the profile of the respondent and their daily
living expenses?
51
6. Is there a significant correlation between job satisfaction and satisfaction with
their daily living expenses?
Restatement of the Null Hypothesis
H₀: There is no significant correlation between the construction workers’ job satisfaction
and everyday living expenses.
Summary of Findings
1. Profile of the Respondents in terms of Age. Table 1 is about the profile of the
respondents in terms of age. The data showed that 13% of the respondents are aged
18-25, and 61% of the respondents are aged 26-40; 26% of the respondents are aged
41-60.
2. Profile of the Respondents in terms of Years in Experience. Table 2 is about the
profile of the respondents in terms of years of experience. The data showed that 5% of
the respondents have 0-1 years of experience, 79% have 2-19 years of experience, 15%
have 20-39 years of experience, and 1% have been in the construction industry for 40
years or more.
3. Profile of the Respondents in terms of Socioeconomic Status. Table 3 is about the
profile of the respondents in terms of Socioeconomic Status. The data showed that 20%
of the respondents are poor, and 80% of the respondents are low income.
4. The level of job satisfaction of the construction workers at Tribata Construction
and Development Table 4 is about the level of job satisfaction of the construction
workers at Tribata Construction and Development. According to the Likert Scale for Job
Satisfaction, 4 = agree (satisfied), from the mean of the total weighted mean from the Job
52
Satisfaction Survey: WW: 3.828421; SM: 3.72091; 3.38; R- 3R:45; C- 3C:85, for a total
of 18.25933 with an average of approximately 4 points on the scale.
5. The Level of Satisfaction of the Construction Workers at Tribata Construction
and Development in Their Daily Living Expenses. Table 5 is about the level of
satisfaction of the construction workers at Tribata Construction and Development with
Their Daily Living Expenses. According to the Likert Scale for Daily Living Expenses
Satisfaction, 2 = Mediocre, from the mean of the total weighted normal from the monthly
consumer basket of an average Filipino family's everyday living expenses survey
questionnaire; Food - 2.45; and Non-Food - 2.4222, with an average of approximately 2
points on the scale.
Table 6. The relationship between the profile of the respondents and their job
satisfaction The table is about the relationship between respondents' profiles and their
job satisfaction. It indicates that individuals within the age ranges of 18–25, 26–40, and
42–60 are generally satisfied with their jobs. However, those with 0–1 year of experience
show a neutral level of satisfaction, possibly due to being in the early stages of their
careers and still adjusting to their roles. On the other hand, respondents with 2–19, 20–39,
and above 40 years of experience demonstrated a satisfied level of satisfaction,
suggesting that as professionals gain more experience, they tend to have their needs met
and experience higher levels of job satisfaction. Among the socio-economic categories,
those classified as poor express a neutral level of satisfaction, while those with low
income demonstrate a satisfactory level of satisfaction. These findings highlight the
complex nature of job satisfaction, which can be influenced by various factors such as
53
age, experience, and socioeconomic status. It is important to acknowledge that individual
differences and unmeasured variables can also impact job satisfaction.
Table 7. The relationship between the profile of the respondents and their Daily
Living Expenses. The table is about the profile of the respondents and their Daily Living
Expenses. The data shows that different profiles of respondents have varying levels of
satisfaction with their daily living expenses. The data reveals that individuals' age, years
of experience, and socio-economic status are associated with their level of satisfaction
with daily living expenses. Respondents between 18 and 25 years old generally express
sufficient satisfaction, suggesting fewer financial responsibilities. Those aged 26 to 40
show a mediocre level, potentially indicating more financial obligations. Respondents
aged 42 to 60 report sufficient satisfaction, indicating their ability to meet expenses
adequately. Regarding experience, individuals with 0-1 years have a mediocre level,
while those with 2-19, 20-39, and over 40 years express sufficient satisfaction. In terms
of socio-economic status, the poor category shows insufficient satisfaction, while those
with low income display sufficient satisfaction. These findings highlight the relationship
between demographic factors and satisfaction with daily living expenses, but additional
variables like financial management and regional cost of living should be considered.
Table 8. The relationship between Job satisfaction to their Satisfaction in their
Everyday Living Expenses. The tale is about the relationship between Job Satisfaction
to their satisfaction in their Everyday Living Expenses. The result shows that there is a
perfect positive correlation (+1) between job satisfaction and satisfaction with daily
living expenses. The table provides the necessary X and Y values to calculate the Pearson
Correlation Coefficient, with job satisfaction as the X value and satisfaction with daily
54
living expenses as the Y value. The computation of the correlation coefficient indicates a
perfect positive correlation, indicating that there is no variability in the relationship
between the two variables. When plotted on a scatter plot, all the data points align exactly
on a straight line.
Conclusion
The following data is drawn based on the findings of recent results and
discussions. The demographic profile of the respondents in terms of age showed that
most of the respondents are aged 26–40; the demographic profile of the respondents in
terms of years of experience showed that most of the respondents had 2–19 years of
experience; and the demographic profile of the respondents in terms of socioeconomic
status showed that 20% of the respondents are poor and 80% of the respondents are
low-income.
It showed that the level of job satisfaction of the construction workers at Tribata
Construction and Development has an average of approximately 4 on the scale, which is
considered satisfaction with the things they experience in their work. It showed that the
level of satisfaction of the construction workers at Tribata Construction and Development
with their daily living expenses is 2 (mediocre). These findings suggest that there is room
for improvement in meeting the needs and expectations of the workers in their daily
living expenses. The table shows the relationship between their profile and their
satisfaction, showing that the respondents who were aged 18 to 25, 26 to 40, and 42 to 60
were satisfied with their work. This indicates that individuals within these age ranges are
generally content with their jobs.
55
The unique needs, expectations, and experiences of individuals in different age
groups contribute to their overall job satisfaction. Respondents with 0–1 year of
experience showed a neutral level of satisfaction. On the other hand, respondents with 2
to 19, 20 to 39, and above 40 years of experience demonstrated a satisfied satisfaction
level. Individuals with more experience are more likely to have higher job satisfaction
(Tett et al., 2005). It suggests that as professionals gain more experience, they become
more likely to have their needs met, leading to higher satisfaction levels. With
experience, individuals may have a better understanding of their roles, increased
confidence, and opportunities for career advancement, which can contribute to higher job
satisfaction.
Individuals classified as poor demonstrated a moderate level of satisfaction,
suggesting that they may have unresolved needs or obstacles hindering their ability to
experience high levels of contentment. On the other hand, respondents in the low-income
group exhibited a satisfactory level of satisfaction. This implies that despite their limited
financial resources, they are content with their present circumstances, indicating that
factors other than income might contribute to their contentment, such as a sense of
stability or access to essential amenities. In a study conducted by Park and Lee (2017), it
was discovered that income plays a significant role in job satisfaction relationship is
intricate and influenced by various factors like education, occupation, and social support.
Between the ages of 18 and 25, people have a tendency to be sufficiently satisfied
with their everyday living costs. This suggests that, in comparison to other age groups,
they are more likely to have fewer financial obligations or expenses. Respondents On the
other hand, those between the ages of 26 and 40, on the other hand, report a middling
56
level of satisfaction, suggesting that they have greater expenses or financial commitments
that cannot be entirely covered by their income. The sufficient level of happiness among
respondents aged 42 to 60 also suggests that they can typically make ends meet on a daily
basis.
In terms of years of experience, individuals with 0 to 1 years of experience exhibit
a moderate level of satisfaction, suggesting that they are still in the early stages of their
careers and may not have achieved the financial stability necessary to comfortably cover
all their expenses. On the other hand, those with 2 to 19 years of experience display a
satisfactory level of satisfaction, indicating career progression and a more stable income
that supports their daily living costs. Likewise, respondents with 20 to 39 years of
experience and those with over 40 years of experience also demonstrate a satisfactory
level of satisfaction, suggesting that their extensive professional experience has likely
provided them with the financial resources needed to adequately meet their daily
expenses.
The relationship between job satisfaction and satisfaction with everyday living
expenses reveals a result of +1, indicating a perfect correlation between job satisfaction
and satisfaction with everyday living expenses. A perfect correlation of +1 suggests that
there is no variability in the relationship between these two variables.
Recommendation
The following recommendations are made in the reflection of the researchers'
findings and conclusions:
1. Age: The company should consider the age distribution of its construction
workers. With the majority of respondents falling within the 26-40 age range, it is
57
important to understand the specific needs and expectations of this age group to
maintain job satisfaction.
2. Years of Experience: Tribata Construction and Development should recognize the
significant proportion of construction workers with 2-19 years of experience. This
group may require support and opportunities for career growth to maintain their
high job satisfaction levels.
3. Socioeconomic Status: Given that a large portion of respondents are classified as
low-income, it is crucial for the company to address the financial concerns of
these workers. Exploring initiatives such as wage improvements or financial
education programs could contribute to increased job satisfaction and overall
well-being.
4. Job Satisfaction: While the construction workers showed generally high levels of
job satisfaction, continuous efforts should be made to sustain this positive
sentiment. Tribata Construction and Development should foster a supportive work
environment, recognize and reward employees' contributions, and provide
opportunities for professional development to maintain job satisfaction.
5. Satisfaction with Daily Living Expenses: The company needs to address the
mediocre level of satisfaction expressed by construction workers regarding their
daily living expenses. Understanding the specific financial challenges faced by
workers, such as providing benefits or support for managing expenses, can
contribute to improving their overall satisfaction and well-being.
6. Relationship between Profiles and Job Satisfaction: The company should consider
the influence of age, years of experience, and socioeconomic status on job
58
satisfaction. Providing tailored support and resources for workers in different age
groups, career stages, and socioeconomic backgrounds can contribute to higher
job satisfaction levels across the organization.
7. Relationship between Profiles and Daily Living Expenses: Recognizing the
varying levels of satisfaction with daily living expenses based on demographic
factors, the company should consider implementing measures to alleviate
financial burdens for workers in different age groups, experience levels, and
socioeconomic categories. This could include offering financial planning
resources, flexible compensation options, or benefits that address specific needs.
8. Relationship between Job Satisfaction and Daily Living Expenses: The strong
positive correlation between job satisfaction and satisfaction with daily living
expenses emphasizes the importance of considering both factors together. Tribata
Construction and Development should strive to create a work environment that
not only promotes job satisfaction but also supports employees' financial
well-being, ensuring a holistic approach to their overall satisfaction and quality of
life.
9. To create a fair and competitive work environment, several measures can be
taken. First, it is important to adjust the salary structure to align with industry
standards and the cost of living. This ensures that employees are compensated
adequately for their work. Regularly reviewing and updating wage rates is also
crucial to remain competitive and attract skilled workers.
10. To fair compensation, providing opportunities for career development is essential.
Establishing career development programs that offer training, mentoring, and
59
advancement opportunities enables employees to enhance their skills and grow
professionally. Encouraging workers to participate in workshops, certifications, or
higher education further supports their career progression. It is crucial to
communicate clearly the available career paths within the company to keep
employees motivated.
11. Improving working conditions is another significant aspect. Regular assessments
and prompt resolution of health and safety concerns at construction sites are
necessary to ensure the well-being of workers. Providing necessary safety
equipment, training, and resources creates a safe working environment. It is
equally important to foster a culture of respect and fairness among supervisors
and co-workers to maintain a positive work environment.
12. Recognizing and rewarding hard work is vital for boosting morale. Implementing
an employee recognition program acknowledges and appreciates outstanding
performance. Incentives such as employee of the month, performance-based
bonuses, or team rewards can motivate employees to excel. Moreover, providing
platforms for workers to share their ideas and suggestions for process
improvement fosters innovation and employee engagement.
13. To offer financial education programs helps workers manage their expenses
effectively. Providing resources or partnerships for financial counseling or
budgeting assistance can further aid their financial stability. Exploring benefits
like employee assistance programs or access to financial planning services
contributes to employees' overall well-being.
60
14. Enhancing communication and engagement within the organization is essential
for a positive work culture. Fostering open and transparent communication
channels allows workers to express their concerns, suggestions, or grievances.
Regular employee feedback surveys can gauge job satisfaction levels and identify
areas for improvement. Encouraging team-building activities and events promotes
a positive work culture and strengthens relationships among co-workers.
15. To ensure fair compensation, conducting regular salary and benefits reviews is
crucial. Periodic evaluations help determine whether the packages offered remain
competitive and meet the needs of construction workers. Benchmarking against
industry standards assists in identifying areas that require adjustments. Seeking
feedback from workers about their satisfaction with the compensation and
benefits structure helps tailor it to their needs.
16. For future researchers to consider a longitudinal study to gain a deeper
understanding of the relationship between job satisfaction and satisfaction of
everyday living expenses among construction workers.
61
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67
APPENDICES
68
Appendix 1
Permission Letter
69
Appendix 2
Permission Letter for the Employer
70
Appendix 3
Survey Questionnaire
A Correlational Study of Construction Workers’ Job Satisfaction and their
Everyday A Correlational Study of Construction Workers’ Job Satisfaction and
their Everyday Living Expenses at Tribata Construction and Development
Company
(Survey Questionnaire)
Minahal nga respondent,
Maayong adlaw! Niini nga pagtuon, ang mga researchers nagtinguha sa pag-ila sa
korrelasyon tali sa katagbawan sa trabaho ug sa adlaw-adlaw nga gasto sa panginabuhi.
Ang mga sulod niini nga questionnaire maglakip sa mga pangutana nga may kalabutan sa
demograpiko nga impormasyon sa respondent, ang bulanan nga galastuon sa matag adlaw
nga kinabuhi, ug usa ka sukdanan nga gamiton sa respondent sa pag-ila sa ilang lebel sa
katagbawan. Ang mga researchers naglaum alang sa imong mabination nga kooperasyon
sa paghatag katuohan ug bililhon nga datos alang sa pagtuon. Makasalig ka nga ang mga
datos nga makolekta gikan sa respondent gihuptan nga kompidensyal.
Salamat sa imong oras!
Part I.
Demographic Profile Survey Questionnaire
Please fill out this survey for great research!
(Palihug sulati kini nga survey alang sausa ka maayo nga research!)
Instructions: Fill in your answer in the blank provided for Age and Years of Experience.
(Isulat ang imong tubag sa blangko nga gihatag alang sa Edad ugTuig sa Kasinatian sa
Trabaho)
1. Age (Edad): ________
2. Years of Experience (Tuig sa Kasinatian sa Trabaho): _______ yrs.
Instructions: Put a check on the blank provided on the status you are in.
(Butangi og tseke ang blangko nga gi hatag sa status nga naaka)
3. Economic Status of Households (Ekonomikanhong Kahimtang sa Panimalay):
____ Poor (Less Than PHP 9, 520)
____ Low Income (Between PHP 9, 520 to PHP 21,194)
____ Lower middle class (Between PHP 21, 194 to PHP 43, 828)
____ Middle class (Between PHP 43, 828 to PHP 76, 699)
____ Upper Middle income (Between PHP 76, 669 to PHP 131, 484)
____ High Income but not rich (Between PHP 131, 484 to PHP 219, 140)
____ Rich (At least PHP 219, 140 and up)
71
Part II.
JOB SATISFACTION SURVEY Overall
(Survey sa Katagbawan sa Trabaho) score -
Summary
Instruction: Put on your preferred scored on the space provided from scale 1-5:
1 - Strongly Disagree; 2 - Disagree; 3 - Undecided; 4 - Agree; 5 - Strongly Agree.
(Instruksyon: Ibutang ang imong gusto nga score sa blanko nga gihatag gikan sa scale
1-5: 1 - Dakong Dili Pag-uyon; 2 - Dili mouyon; 3 - Wala makahukom; 4 - Pag-uyon; 5
- Dakong Pag-uyon.)
Example (Pananglitan):
Many of our rules and procedures need to be streamlined. 4
(Daghan sa among mga lagda ug mga pamaagi kinahanglan nga hapsay.)
Work and workplace

(Trabaho ug trabahoan)
1 Many of our rules and procedures need to be streamlined.

(Daghan sa among mga lagda ug mga pamaagi kinahanglan nga
hapsay.)
2 I like the people I work with.

(Ganahan ko sa mga tawo nga akong kauban sa trabaho.)
3 I find I have to work harder at my job because of the incompetence

of people I work with.
(Akong nakita nga kinahanglan kong motrabaho pag-ayo sa akong
trabaho tungod sa kawalay katakus sa mga tawo nga akong
gitrabahoan.)
4 I like doing the things I do at work.

(Ganahan ko sa pagbuhat sa mga butang nga akong gibuhat sa
trabaho.)
5 I have too many duties and responsibilities

(Daghan kaayo kog mga katungdanan ug responsibilidad)
6 I have the opportunity to take part in trainings, webinars, meetings

and outreach activities.
(Naa koy higayon nga makaapil sa mga pagbansay, webinar,
meeting ug mga kalihokan sa outreach)
7 I receive the information, tools and resources I need to do my job

effectively
(Nakadawat ko sa impormasyon, mga himan ug mga kapanguhaan
nga akong gikinahanglan aron epektibong mabuhat ang akong
72
trabaho)
8 I know what is expected of me at work

(Nahibal-an ko kung unsa ang gipaabut kanako sa trabaho)
9 I am allowed / encouraged to make decisions to solve problems for

my customers.
(Gitugotan ako / gidasig sa paghimo og mga desisyon aron
masulbad ang mga problema sa akong mga kustomer.)
10 I know how to measure the quality of my work

(Kahibalo ko unsaon pagsukod ang kalidad sa akong trabaho)
11 The people I work with cooperate as a team.

(Ang mga tawo nga akong kauban sa trabaho nagtinabangay isip
usa ka team.)
12 I have a safe workplace

(Duna koy luwas nga trabahoan)
13 I have a safe workplace

(Duna koy luwas nga trabahoan)
14 I would consider leaving my job for another with better pay

(Akong ikonsiderar ang pagbiya sa akong trabaho alang sa lain nga
adunay mas maayong suweldo)
15 I would consider leaving my job for another with greater

opportunities for advancement.
(Akong ikonsiderar ang pagbiya sa akong trabaho alang sa lain
nga adunay daghang mga oportunidad alang sa pag-uswag.)
16 All employees have an equal opportunity to further their education

(Ang tanan nga mga empleyado adunay patas nga oportunidad sa
pagpadayon sa ilang edukasyon)
17 I feel my job has value to the community

(Akong gibati nga ang akong trabaho adunay bili sa komunidad)
18 There are other job skills I would like to learn

(Adunay ubang mga kahanas sa trabaho nga gusto nakong
makat-unan)
19 I am concerned about potential of job loss due to changes in

county/state/fed funding.
(Nabalaka ko bahin sa potensyal sa pagkawala sa trabaho tungod
sa mga pagbag-o sa pondo sa county/estado/feed.)
73
Supervisor and Management

(Superbisor ug Pagdumala)
20 My department or agency has the right people and skills to do its

work
(Ang akong departamento o ahensya adunay husto nga mga tawo ug
kahanas sa pagbuhat sa trabaho niini)
21 My department or agency practices high standards and ethics.

(Ang akong departamento o ahensya nagpraktis og taas nga mga
sumbanan ug pamatasan.)
22 My supervisor is quite competent in doing his/her job.

(Ang akong superbisor adunay katakus sa pagbuhat sa iyang
trabaho.)
23 My supervisor shows interest in my feelings and acknowledges my

concerns.
(Ang akong superbisor nagpakita og interes sa akong mga pagbati
ug miila sa akong mga kabalaka.)
24 My supervisor treats me with dignity and respect

(Gitrato ako sa akong superbisor uban ang dignidad ug pagtahod)
25 My agency consistently demonstrates support for a diverse

workforce
(Ang akong ahensya makanunayon nga nagpakita og suporta alang
sa lain-laing mga trabahante)
26 My supervisor holds me and my co-workers accountable for

performance
(Ang akong superbisor naghimo kanako ug sa akong mga kauban sa
trabaho nga tulubagon sa pasundayag)
27 I can rely on my supervisor

(Makasalig ko sa akong superbisor)
28 I often feel that I do not know what is going on with the

organization.
(Kanunay nakong gibati nga wala ako kahibalo kung unsa ang
nahitabo sa organisasyon.)
29 I feel I can go to management if my supervisor doesn’t listen

(Gibati nako nga makaadto ako sa pagdumala kung dili maminaw
ang akong superbisor)
30 There are services we need to offer that we currently do not. If you

agree, please explain in the space provided below.
74
(Adunay mga serbisyo nga kinahanglan namo nga itanyag nga wala
namo mahimo karon.
Kung uyon ka, palihog ipasabot sa luna nga gihatag sa ubos.)
Benefits and rewards

(Mga benepisyo ug mga ganti)
31 I feel I am being paid a fair amount for the work I do.

(Gibati nako nga gibayran ako og patas nga kantidad alang sa
trabaho nga akong gibuhat.)
32 I am not satisfied with the benefits I receive.

(Wala ko matagbaw sa mga benepisyo nga akong nadawat)
33 I would like to work more/less hours

(Gusto ko nga motrabaho og mas daghan/gamay nga oras)
34 I would like to see a social committee for lunches and special days
(slipper days, tiara days, flowers in your hair day, jewellery day,
ugly sweater day, etc.)
(Gusto ko nga makakita sa usa ka sosyal nga komite alang sa mga

paniudto ug espesyal nga mga adlaw (mga adlaw sa tsinelas, mga
adlaw sa tiara, mga bulak sa adlaw sa imong buhok, adlaw sa
alahas, adlaw nga sweter, ug uban pa)
35 There are few rewards for those who work here.

(Adunay pipila ka mga ganti alang niadtong nagtrabaho dinhi.)
Recognition
(Pag-ila)
36 I do not feel that the work I do is appreciated.

(Wala ko mobati nga giapresyar ang trabaho nga akong gibuhat.)
37 My performance evaluation provides me with meaningful

information about my performance
(Ang akong performance evaluation naghatag kanako og
makahuluganong impormasyon mahitungod sa akong performance)
38 I would appreciate management recognition on my anniversary

(Mapasalamaton ko sa pag-ila sa pagdumala sa akong anibersaryo)
39 I would like to see employee recognition and appreciation by

management and my fellow employees
(Gusto nakong makita ang pag-ila ug pagdayeg sa empleyado sa
management ug sa akong mga kaubang empleyado)
75
Communication
(Komunikasyon)
40 Communications seem good within this organization.

(Ang komunikasyon daw maayo sa sulod niini nga organisasyon.)
41 As it plans for the future, my department or agency asks for my

ideas
(Samtang nagplano kini alang sa umaabot, ang akong departamento
o ahensya nangayo sa akong mga ideya)
42 I have the opportunity to give input on decisions affecting my work

(Naa koy higayon nga muhatag ug input sa mga desisyon nga
nakaapekto sa akong trabaho)
43 I know how my agency measures its success

(Nasayud ko giunsa pagsukod sa akong ahensya ang kalampusan
niini)
-Paul Spector, 1985
Part III.
MONTHLY CONSUMER BASKET OF AN AVERAGE FILIPINO FAMILY
EVERYDAY LIVING EXPENSES SURVEY QUESTIONNAIRE
The Everyday Living Expenses Survey Questionnaire refers to the typical items that a
family would purchase and consume on a monthly basis. This includes food, housing,
utilities, transportation, healthcare, education, and other expenses that are necessary for
everyday life. (Ang Everyday Living Expenses Survey Questionnaire nagtumong sa
kasagarang mga butang nga paliton ug konsumo sa usa ka pamilya kada bulan. Naglakip
kini sa pagkaon, pabalay, mga gamit, transportasyon, pag-atiman sa panglawas,
edukasyon, ug uban pang mga galastuhan nga gikinahanglan alang sa adlaw-adlaw nga
kinabuhi.)
Instruction: Please answer ONLY the rows that have a number on the first box and put
your answer in pesos on the blank provided.
Instruksyon: Palihug tubaga LAMANG ang mga laray nga adunay numero sa unang
kahon ug ibutang ang imong tubag sa pesos nga kantidad sa blangko nga gihatag.
Item (Butang) Amount in

Pesos
(Ang kantidad
sa Pesos)
76
Example (Pananglitan): FOOD AND NON-ALCOHOLIC

BEVERAGES ₱4,000.00
(PAGKAON UG DILI ALKOHOLIKA NGA ILIMNON)
1. What is the monthly allocation that you typically spent on
food? (Unsa ang binuwan nga alokasyon nga kasagarang
gigasto nimo sa pagkaon?)
Instruction for this Facet: Put on your preferred score on the space
provided from scale 1-5 if you think your monthly allocation on this
facet is sufficient for you and your family.
1 -Insufficient; 2 -Mediocre; 3 -Sufficient; 4 -Good; 5 -Excellent. 4
(Instruksyon para ani nga bahin: Ibutang ang imong gusto nga
marka sa luna nga gihatag gikan sa sukdanan 1-5 kung sa imong
hunahuna ang imong binulan nga alokasyon niini nga bahin igo na
alang kanimo ug sa imong pamilya.)
1 -Dili igo; 2 -Igo-igo lang; 3 -Igo; 4 -Maayo ka-igo; 5 - Ka-igo
kaayo.
FOOD AND NON-ALCOHOLIC BEVERAGES

(PAGKAON UG DILI ALKOHOLIKA NGA ILIMNON)
1 What is the monthly allocation that you typically spent on

food?
(Unsa ang binuwan nga alokasyon nga kasagarang gigasto
nimo sa pagkaon?)

non-alcoholic beverages?
(Unsa ang binuwan nga alokasyon nga kasagarang imong
gigasto sa dili alkoholikong mga ilimnon?)
Instruction for this Facet: Put on your preferred score on the

space provided from scale 1-5 if you think your monthly
allocation on this facet is sufficient for you and your family.
1 -Insufficient; 2 -Mediocre; 3 -Sufficient; 4 -Good; 5
-Excellent.
marka sa luna nga gihatag gikan sa sukdanan 1-5 kung sa
imong hunahuna ang imong binulan nga alokasyon niini nga
bahin igo na alang kanimo ug sa imong pamilya.)
1 -Dili igo; 2 -Igo-igo lang; 3 -Igo; 4 -Maayo ka-igo; 5 -
Ka-igo kaayo.
ALCOHOLIC BEVERAGES AND TABACCO
77

alcoholic beverages?
(Unsa ang binulan nga alokasyon nga kasagarang imong
gigasto sa mga ilimnong makahubog?)

tabacco?
(Unsa ang binuwan nga alokasyon nga kasagaran nimong
gigasto sa tabacco?)
Instruction for this facet: Put on your preferred score on the

-Excellent.
Ka-igo kaayo.
NON-FOOD
(DILI PAGKAON)
5 CLOTHING AND FOOTWEAR

(SANINA UG SAPIN SA TIIL e.g, Sapatos,)

-Excellent.
Ka-igo kaayo.
HOUSING, WATER, ELECTRICITY, GAS & OTHER

FUELS
(BALAY, TUBIG, KURYENTE, GAS UG UBAN PA NGA
GASOL)
78

actual rentals for housing? If not on rental house leave the
blank open.
(Unsa ang binulan nga alokasyon nga kasagarang imong
gigasto sa aktuwal nga pag-abang sa balay? Kung wala sa
balay nga giabangan, biyai nga bukas ang blangko.)

electricity, gas, & other fuels?
gigasto sa kuryente, gas, ug uban pang gas?)

-Excellent.
Ka-igo kaayo.
8 FURNISHING, HH EQUIPMENT AND ROUTINE

MAINTENANCE (e.g. machines, tools, herimenta, etc)

-Excellent.
(Instruksyon para ani bahin: Ibutang ang imong gusto nga

Ka-igo kaayo.
9 HEALTH (e.g. vitamins, maintenance, etc)

(PANGLAWAS (bitamina, pagmentinar, ug uban pa)

79

-Excellent.
(Instruksyon para ani bahin: Ibutang ang imong gusto nga

Ka-igo kaayo.
TRANSPORT
(TRANSPORTA)

operation of personal transport equipment?
gigasto sa operasyon sa personal nga kagamitan sa
transportasyon?)

transport services?
(Unsa ang binuwan nga alokasyon nga kasagaran nimong
gigasto sa mga serbisyo nga transportasyon?)

-Excellent.
Ka-igo kaayo.
12 COMMUNICATION (e.g. Load, Internet payment, etc)

(KOMUNIKASYON (e.g. Load, bayad sa Internet, etc)

-Excellent.
80
Ka-igo kaayo.
13 RECREATION AND CULTURE (e.g. fiesta, birthday

celebrations, etc)

-Excellent.
Ka-igo kaayo.
14 EDUCATION
(EDUKASYON)

-Excellent.
Ka-igo kaayo
RESTAURANTS AND MISCELLANEOUS GOODS AND

SERVICES
(MGA RESTAURANT UG LAIN-LAIN NGA MGA
BATON UG SERBISYO)

catering services?
81
(Unsa ang binulan nga alokasyon nga kasagaran nimong

gigasto sa mga serbisyo sa pag-catering?)

personal care?
(Unsa ang binulan nga alokasyon nga kasagaran nimong
gigasto sa personal nga pag-atiman?)
Instruction for this facet: Put on your preferred score on the space
provided from scale 1-5 if you think your monthly allocation on this
facet is sufficient for you and your family.
1 -Insufficient; 2 -Mediocre; 3 -Sufficient; 4 -Good; 5 -Excellent.
marka sa luna nga gihatag gikan sa sukdanan 1-5 kung sa imong
hunahuna ang imong binulan nga alokasyon niini nga bahin igo na
alang kanimo ug sa imong pamilya.)
1 -Dili igo; 2 -Igo-igo lang; 3 -Igo; 4 -Maayo ka-igo; 5 - Ka-igo
kaayo.
TOTAL RATE
TOTAL EXPENSES
-NEDA (National Economic and Development Authority), 2018
82
Appendix 4
Computation Pearson Correlation
83
Appendix 5
Job Satisfaction and Everyday Living Expenses Tally
Job Satisfaction
84
85
86
Everyday Living Expenses
87
Bibliography
Name: John Kyle D. Buenavista

Address: Buntod, Bacong, Negros Oriental
Email Address: jkdbuenavista@gmail.com
Age: 18
Sex: Male
Father: Edgar S. Buenavista
Mother: Peregrina D. Buenavista
Educational Background
Preschool: West City Elementary School
Elementary: Bacong Central School
Junior High School: Dauin Science High School ( DSHS)
Senior High School: Dauin Science High School ( DSHS )
Name: Ethel Grace N. Bulagao

Address: SacSac, Bacong, Negros Oriental
Email Address: ethelgracen875@gmail.com
Age: 17
Sex: Female
Father: Edwin T. Bulagao
Mother: Arlene N. Bulagao
Preschool: Bacong Central School
Name: Maurels P. Enid

Address: Magsaysay, Dauin, Negros Oriental
Email Address: maurelspiaenid31@gmail.com
Age: 18
Sex: Female
Father: Mauro S. Enid
Mother: Luziele P. Enid
Preschool: Magsaysay Elementary School
Elementary: Magsaysay Elemtary School
88
Name: Shanelle C. Real

Address: San Miguel, Bacong, Negros Oriental
Email Address: shanellereal7@gmail.com
Age: 18
Sex: Female
Father: Gerry Y. Real
Mother: Sony C. Real
Preschool: San Miguel Elementary School
Elementary: San Miguel Elementary School
Junior High School: San Miguel National High School ( SMNHS )
Name: Rainier A. Veran

Address: Buntis, Bacong, Negros Oriental
Email Address: rainierveran00@gmail.com
Age: 18
Sex: Male
Father: Ricky F. Veran
Mother: Regina A. Veran
Preschool: Bacong Central School
Junior High School: Dauin Science High School ( DSHS )
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A Correlational Study Between the Construction Workers’ Satisfaction with Their Job

and Everyday Life Expenses at Tribata Construction and Development Company

In Partial Fulfillment of the Requirements in

Buenavista, John Kyle D.

Ms. Febby A. Macias

May 18, 2023

job satisfaction of construction workers in Tribata Construction and Development

experience, and socioeconomic status in understanding job satisfaction and financial

well-being among construction workers.

Keywords: job satisfaction, daily living expenses, construction work

Restatement of the Problem 51

1 Theoretical Framework of the Study 7

2 Conceptual Framework of the Study 14

1 Demographic Profile of the respondents in terms of Age 27

2 Demographic Profile of the respondents in terms of Years of 28

3 Demographic Profile of the Respondents in Terms of 29

4 The Level of Job Satisfaction of the construction workers at 30

5 The Level of Satisfaction of the Construction Workers at 42

6 The relationship between the Profile of the respondents and 46

7 The relationship between the Profile of the respondents and 48

8 The relationship between Job satisfaction and their 50

2 Permission Letter for the Employer 70

4 Computation for Pearson Correlation 83

5 Job Satisfaction and Everyday Living Expenses Tally 84

sincere gratitude to the following:

To Engr. Orland Jay A. Baniqued, the Chief Executive Officer (CEO) of

study and for providing access to the participants;

To the Participants, the construction workers of Tribata Construction and

insights and experiences;

the research process;

To the Panelists, for the support, advice, guidance, valuable comments,

encouragement throughout this endeavor.

THE PROBLEM AND ITS SCOPE

Job satisfaction is a crucial factor that can affect an individual's overall

commitment, leading to higher productivity. Therefore, studying job satisfaction is a

country's economy, as it contributes to infrastructure development and creates

economic growth. As such, it is essential to effectively manage the human resources

contributes to the country's overall economic growth.

and everyday living expenses.

The construction industry is vital in many economies worldwide, providing

employment opportunities for millions of people (OECD, 2017). However, workers in

transportation, and healthcare.

collected through surveys administered to a sample of construction workers. The survey

policymakers in the construction industry. By understanding the relationship between job

challenging conditions. In improving workers' well-being and performance, ensuring they

expenses. Thus, a correlational study is necessary to understand the relationship between

the two variables.

In a study by Diener & Biswas-Diener in 2002, states that job satisfaction is

work, which can negatively impact everyday living expenses positively.

Organizations need to understand the link between construction workers' job

workers, ultimately resulting in higher employee retention and productivity.

In conclusion, this study is significant as it examines the relationship between job

Theoretical Background of the Study

Theory: "Needs-Based Theory of Motivation"

One theoretical framework that can be used to understand the relationship

Motivation" developed by Abraham Maslow. Maslow's 1943 and 1954-published

then revised again to add transcendence needs.

Maslow's Needs-Based Theory of Motivation suggests that humans have a

stress on workers' ability to focus on higher-order needs. To enhance the workers'