FACTORS AFFECTING THE JOB SATISFACTION

AMONG POLICE OFFICERS

An Undergraduate Thesis

Presented to the Faculty of

The College of Criminal Justice Education

PHINMA Araullo University

San Jose City

In Partial Fulfillment

Of the Requirement for the Degree of

BACHELOROF SCIENCE IN CRIMINOLOGY

By:

Afable, Renelito jr S.

Fernandez, Michelle M.

Lopez, Zitro A.

Puyawan, Vincent DC.

September 2023

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 CHAPTER 1

The Problem and its Setting

Introduction

Job satisfaction is one’s feeling and state of mind regarding the nature of their works. The

job can be influence by the variety of factors like the quality of one relationship with their

manager or supervisor like the quality of physical environment in which they work and the

degree of fulfilling their work like their pay, rewards, welfare including their future expectations.

Positive attitude towards job satisfaction is negative attitudes have been distinct in various forms

from time to time. In short job satisfaction is a person’s attitude towards their job (Armstrong,

2009). Job satisfaction is an attitude, which result from balancing of many specific likes and

dislikes experienced in connection with the job. Their evaluation may rest largely upon one’s

successes or failure in the achievement of personal objectives and upon perceived combination

of the job and the result obtained so job satisfaction is an important indicator of how employees

feels about and predictor of work behavior such as absenteeism, turnover and burnout.

According to Robbins (1991), employee dissatisfaction manifests itself in

employees leaving the organization, their attempts to actively voice their opinions proposals for

improvements, activity in trade unions, conversations with superiors etc. passive loyalty like

waiting for the situation to improve and being confident that the management will take the right

decisions and negligence like absences, being late, a large number of errors etc. Other areas

influenced by low employee satisfaction include absenteeism, performance (Lambert, Edwards,

Camp and Saylor, 2005), motivation and organizational commitment (Locke, 1997; Meyer,

Becker and Vandenberghe, 2004) as well as burnout (Whitehead, 1989). All of the above-

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mentioned result in additional costs (Camp and Lambert, 2006) and lost time for the organization

and, consequently, negatively affect its competitiveness and development opportunities. The

consequences of dissatisfaction observed in employees include problems with their mental and

physical health (Garland, 2002) as well as low morale (Lambert, 2001). The fact that law

enforcement is implemented by people, it is implied that all law enforcers need job satisfaction in

order to perform well. The police are human beings and are employees, whom of which

experience satisfaction levels in their jobs which are found to be factors that are directly related

to an employee’s performance (Abubakar & Abubakar, 2013).Based on the above, we may

assume that it is important for academics and practitioners to understand, analyze, develop and

implement the concept of employee satisfaction in their work and thus contribute to the welfare

of private and public sector organizations as well as to society as a whole.

Job satisfaction is associated with perceived work-related stress, and work stress is

considered to be a predictor of job satisfaction. Research confirms that police work is a stressful

occupation, and cumulative everyday job stress and traumatic incidents that police officers deal

with can increase the risk of negative consequences such as job burnout, health issues, low job

satisfaction, and poor performance. In addition, female police officers face extra work-related

stress because the police organization is a male-dominant system, with values and expectations

rooted in masculine norms Women have reported some of their work challenges in police

organization such as promotion and benefits inequality, underestimation of their abilities at work,

insufficient support, and sexual and gender-based harassment by colleagues and citizens.

Furthermore, gender-based and sexual harassment are forms of gender discrimination that violate

human rights and are a crucial source of work-related stress among police officers, and this needs

more attention in police research.

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 The factors Affecting the Job Satisfaction among Police Officers also address the

problems and aspire to discover new insights into this study. This includes the services provided

by the selected police station in Nueva Ecija. In this research the researchers what to investigate

the relationship between the organizational factor, Environmental factor and Personal Factor of

selected Police Officers in San Jose City, Nueva Ecija. This Research study Aiming to determine

the Factors Affecting the Job Satisfaction among Police Officers in San Jose City, Nueva Ecija

and give knowledge to the future researchers. For this research a Quantitative approach will be

used. It is an important term in literature and our industry to determine the situation of this

research in every Police Station on what affecting their job satisfaction as a police officer and to

bring perspective about the future. It seen that these study on Job Satisfaction of Police Officers

will give us a knowledge on what is The factors Affecting the Job Satisfaction among Police

Officer on San Jose City Province of Nueva Ecija.

The Setting of the Study

The researchers will conduct his study in one of the most progressive and business center in

Nueva Ecija. San Jose is a component city in the landlocked province of Ecija. The city has a

land area of 185.99 square kilometers or 71.81 square miles which constitutes 3.27% of Nueva

Ecija's total area. Its population as determined by the 2020 Census was 150,917. This represented

6.53% of the total population of Nueva Ecija province, or 1.21% of the overall population of

the Central Luzon region. Based on these figures, the population density is computed at

811 inhabitants per square kilometer or 2,102 inhabitants per square mile.San Jose, chartered

city, north-central Luzon, northern Philippines. Situated in foothills near the source of the Chico

River, it is a trading centre in the region known as the country's most important rice granary.

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 The study will be done at San Jose City, Nueva Ecija and the respondents are he police

officers who are working at San Jose City police Station. This located at San Jose City –

Umingan rd. San Jose City, 3121 Nueva Ecija, Philippines near at San Jose City Terminal.

To further illustrate the setting of the study, figure 1 present the map of San Jose City,

Nueva Ecija where the study will conduct.

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 Figure 1.

Map of the setting of the study

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Conceptual Framework

The concept of this study is to determine the factor affecting the job satisfaction among

police officers on San JoseNueva Ecija. The researchers will focuses on the different factors

which are identified the environmental factor, organizational factor and personal factor, after

identifying the respondents chosen factors. The researcher will now contemplate on their

answers and ponder if there is a significant between the demographicprofiles of the respondents

to the factor affecting the job satisfaction among police officer on San Jose City, Nueva Ecija.

Organizational Factor
THE FACTORS AFFECTING THE
JOB SATISFACTION AMONG
POLICE OFFICERS Environmental Factor

Personal Factor

Statement of the Problem

This study aims to determine the factors affecting the job satisfaction among police officer on

selected police station in San Jose City, Nueva Ecija terms of:

1. What is the demographic profile of the respondent in terms of:

1.1 Age

1.2 Sex

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 1.3 Civil Status

1.4 Educational Attainment

1.5 Position/Rank

1.6 Year and Service

1.7 Salary Range

2. Would you recommend a career in law enforcement to the new generation?

3. What do you find most satisfying about law enforcement?

4. The Factors affecting the job satisfaction among police officer on San Jose City, Nueva

Ecija in terms of:

 Environmental Factor

 Organizational Factor

 Personal Factor

Significance of the Study

This Study aims to assess The Factors Affecting the Job Satisfaction among Police

Officers on San Jose City, Nueva Ecija. It will benefit the various sectors such as:

Future Researchers. May use this study as a reference data in conducting research and

testing the validity of the other related findings. These studies also serve as their cross-reference

that will give a background or an overview about the factors affecting the job satisfaction among

police officers on San Jose City, Nueva ecija.

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 Police officers. The study will benefit the police officers through their job experience

they learn and enhance the challengers in their workplace and may also learned the factor

affecting the job satisfaction in their work place.

Police Station. This study will benefit the police station to choose a right employee that

suit in their qualifications in choosing a right police officer also gives a lot of opportunity to

prove on what is the factors affecting the job satisfaction on this research study in their

respective field and then they can get a new knowledge will contribute to their company on

choosing the right employee in future.

Professors. The facts discovered in the pursuit of this study will allow them to broaden

their knowledge about the factors affecting the job satisfaction among police officers this allow

them to prepare and execute appropriate remediation and intervention that will serve as a guide

to their students that would be an effective step to become a responsible professors.

School. The outcome of this study will help the station to know the factor affecting the

job satisfaction among their police officers. In that way they will thoroughly prepare themselves

of the possible changes and it will serve as their guide and also would be an effective step to

become an affective school for aspiring young police officers.

Scope and Limitation of the Study

The respondents of this study were the police officers at San Jose City; Nueva Ecija the

study will focus on identifying the factors affecting the job satisfaction among police officers on

San Jose City, Nueva Ecija.

As a researcher, it is important to acknowledge the delimitation of the study in order to

ensure that the finding are interpreted and generalized appropriately. Here is some of the

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delamination that researcher will be encounter such as; firstly, some of the respondents are not

willing to participate in the study. Secondly, some of the respondents only give researchers a

short time to conduct a study which is not enough to gather all the important data that are needed

by the researchers that will be helpful for the study to be successful and lastly the geographic

scope of the study which may be limited to a specific location and may not be generalization to

other location.

Definition of terms

To provide a clear reference for this research the following term will define:

Absenteeism - Absenteeism refers to the habitual non-presence of an employee at their job.

Habitual non-presence extends beyond what is deemed to be within an acceptable realm of days

away from the office for legitimate causes such as scheduled vacations, occasional illness, and

family emergencies.

Job Satisfaction – Job satisfaction is defined as the level of contentment employees feel with

their job. This goes beyond their daily duties to cover satisfaction with team members/managers,

satisfaction with organizational policies, and the impact of their job on employees’ personal

lives.

Police – body of officers representing the civil authority of government. Police typically are

responsible for maintaining public order and safety, enforcing the law, and preventing, detecting,

and investigating criminal activities. These functions are known as policing. Police are often also

entrusted with various licensing and regulatory activities.

Police Station – A police station (sometimes called a "station house" or just "house") is

a building which serves to accommodate police officers and other members of staff. These

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buildings often contain offices and accommodation for personnel and vehicles, along with locker

rooms, temporary holding cells and interview/interrogation rooms.

Sexual and Gender based Harassment – Sexual and gender-based harassment are kinds of

discrimination. They can hurt a person’s dignity, make them feel unsafe and stop them from

reaching their full potential. Sexually harassing or bullying someone because of their sex, gender

or sexual orientation is not acceptable. It is against the law often, a person in authority is doing

the harassment, but it may also come from peers, co-workers, etc. Women are more vulnerable to

it because they often hold lower-paying, lower-status jobs and are more likely to be sole

providers to children. Even people in authority can be victims of sexual harassment.

Ponder - to think carefully about something, especially for a noticeable length of time.

Job Dissatisfaction- is when employees’ expectations for their job are not met. This leaves them

with negative perception and lack of motivation and commitment to their work and the

organization. This, in turn, affects the performance of the organization and ultimately, its bottom

line.

Law Enforcement - the activity of some members of government who act in an organized

manner to enforce the law by discovering, deterring, rehabilitating, or punishing people who

violate the rules and norms governing that society. The term encompasses police, courts,

and corrections. These three components may operate independently of each other

or collectively, through the use of record sharing and mutual cooperation.

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 CHAPTER 2

Review of Related Literature and Studies

This chapter presents the literature and previous studies both foreign and local that used

to identify what is known and what is about to be known in the presents study.

Foreign Literature

Job satisfaction in organizations has been receiving increasing attention because it

reduces employee turnover, absenteeism, tardiness, and health setbacks due to stress. A happy

workforce exhibits positive attitudes at home and contributes to a psychologically healthy

society. Numerous studies on job satisfaction have been conducted, with an emphasis on various

economic sectors and viewpoints such agriculture, business, health care, and other service

industries. Workplace behavior including organizational, absenteeism, and turnover are all

predicted by factors like job satisfaction, which is a crucial measure of how employees feel about

their jobs. The association between personality traits and dysfunctional workplace behavior can

be partially mediated by job satisfaction. Most studies reach the conclusion that lifestyle and job

happiness are related. This mutually beneficial connection means that those who are happy with

their lives also tend to be happy with their employment, and those who are happy with their lives

also likely to be happy with their jobs. This information is essential since job performance and

job happiness are closely tied to one another. .

The study of the relationship between job satisfaction and job performance has a

controversial history. The Hawthorne studies, conducted in the 1930s, are often credited with

making researchers aware of the effects of employee attitudes on performance. Shortly after the

Hawthorne studies, researchers began taking a critical look at the notion that a “happy worker is

a productive worker.” Most of the earlier reviews of the literature suggested a weak and

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somewhat inconsistent relationship between job satisfaction and performance. However,

further research does not agree with this conclusion. Organ (1988) suggests that the failure to

find a strong relationship between job satisfaction and performance is due to the narrow means

often used to define job performance. Organ argued that when performance is defined to include

important behaviors not generally reflected in performance appraisals, such as organizational

citizenship behaviors, its relationship with job satisfaction improves. This research tends to

support the studies proposition in that job satisfaction correlates with organizational citizenship

behaviors.

Ajayi (1983) sees job satisfaction as the personal feelings of contentment or a compound

of various attitudes, mental and emotional, which a worker has and exhibits toward his work

situation. Gruneberge (1979) refers to job satisfaction as an individual's emotional reactions to a

particular job. Weiss (2002) has argued that job satisfaction is an attitude but points out that

researchers should clearly distinguish the objects of cognitive evaluation which affect emotion,

beliefs and behaviors. That is to say that we form our attitude towards our jobs by taking into

account our feelings, our beliefs and our behaviors. Job satisfaction is the effective orientation of

individuals towards work roles that they are currently occupying. One could be said to be

satisfied with one’s job to the extent that the job fulfills one’s dominant needs and values. There

are several reasons why job satisfaction is important to police organizations. First, negative

attitudes toward work can adversely affect job performance in both the quantity and quality of

services provided. Thus, poor performance can impact police-community relations by adversely

affecting public attitudes toward the police (Buzawa, Austin, & Bannon, 1994).

Local Literature

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 Republic Act No. 8551 states that the Philippine National Police (PNP) shall be a

community and service-oriented agency responsible for the maintenance of peace and order and

public safety. It shall be so organized to ensure accountability and uprightness in police exercise

of discretion as well as to achieve efficiency and effectiveness of its members and units in the

performance of their functions.

Cynthia A. Zarate (2006) stated that there are simple structural changes in the

organization or replacements of people in particular location that may have consequences that

others promote or hinder changes in attitude and performance change can alter cultural values,

personal values, attitudes and feelings of individuals within the work environment. Work

changes operate through each employee’s attitudes and feelings towards Their job satisfaction.

What is important in adjusting to change in the bringing about of specific changes through the

development of new attitudes value and/or behavior, either through identification or

internalization, Roethlisberger in his clinical experiments showed that each changed situation is

interpreted by an individual according to his attitudes. The way he feels about the change then

determines how he will respond to it. Attitudes in turn, are not the resultof change, they are

learned, they are caused these could be traceable to personal history, his background and all his

social experiences away from work. He brings these to the workplace. Another cause is the work

environment itself. This reflects the fact that he is a member of several reference groups and is

influenced by the group codes, values, aspirations and attitudes.

Carmel Tongo-Mosura et.al (2001) explained that most people go to work day after day

because it is necessary if they want to get what they consider to be necessities of life and a few

luxuries that they desire. What they do to earn is not a matter of choice but is determined by a lot

of factors such as education, experience, personal characteristics, inborn abilities, social

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background and some say, by change. Therefore, we must not see human behavior as either a

product of social structures enveloping persons or matter of individual will and choice. There is

also interplay between the society expectations for individuals and their own responses in

situations. As a consequence, many people engage in work that after sometime become

monotonous, tedious and boring. This circumstances result in a certain kind of environment in

most organizations that is not conducive to productivity.

In the Philippines, various studies regarding the job satisfaction levels of police officers

were done scoping varying jurisdictions. All of which conclude that the police officers were

satisfied. Particularly, a study by Bantang et. al. (2013) arrived with their findings, using a 5-

point-scale, that the Manila PoliceDistrict officers were satisfied with their jobs. There are

numerous factors affecting job satisfaction. Such factors include employee compensation and

benefits, the working conditions, the work itself, workplace relationships, company policies,

employee appraisal and recognition, and other various factors. Moreover, employee job

satisfaction measure is an instrument to develop weather a person is happy and contented

towards his job. If the satisfaction matches the performance of an employee, therefore. He/she is

contented to the job. Since the nature of job among PNP is of service to people, the effort of a

police cab be considered of full energy expended. However the work is complicated and

hazardous but with productive job performance, duties and functions produced by that employee

can be fulfilling.

In the Philippines, law enforcement is primarily being implemented by the Philippine

National Police (PNP). History declares that the first police organization in the Philippines was

established at the time of presidency of Emilio Aguinaldo through the use of the Constitution of

the Revolutionary Government (Center for Police Strategy Management, 2012). The fact that law

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enforcement is implemented by people, it is implied that all law enforcers need job satisfaction in

order to perform well. The police are human beings and are employees, whom of which

experience satisfaction levels in their jobs which are found to be factors that are directly related

to an employee’s performance (Abubakar 2013 et.al). As of the time of writing, there were no

available comparative studies regarding the satisfaction levels of law enforcers globally.

However, since there is a proven correlation between performance and job satisfaction.

Foreign Studies

In their 1988 study, Glisson and Durick found that the most dominant predictors of

satisfaction were job characteristics. In particular, two job characteristics, skill variety and role

ambiguity, were indicative of job satisfaction. Their study demonstrated that employee

satisfaction depended largely on opportunities for human service workers to use a variety of

skills in performing job tasks and also on clear requirements and responsibilities of the job.

Glisson and Durick found no support for a relationship.

A study of Robinson et.al (1997), entitled, “The Influence of Educational Attainment on

the Attitudes and Job Performance of Correctional Officers” stated that, some prison managers

assume that recruitment of correctional officers with postsecondary educational credentials

promotes job satisfaction and offender rehabilitation. This assumption was tested using a sample

of 218 officers. Results supported earlier findings that postsecondary education correlates with

endorsement of rehabilitation and job dissatisfaction. However, university graduates were not

more willing than less-educated officers to engage in offender treatment and there were no

apparent effects of education on job performance, job involvement, andcareer development

needs. The findings imply that education alone cannot enhance correctional outcomes and lead to

the professionalization of correctional officers.

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 The purpose of the study entitled: “Factors Influencing Employee Satisfaction in the

Police Service” conducted in March 2012 was to assess employee satisfaction in the Slovenian

police and to establish whether it is one- or multi-dimensional as well as to establish different

factors which influence the satisfaction. The research questions were designed with that purpose

in mind. The first research question is whether employee satisfaction in the police is one- or

multi-dimensional, i.e. whether there are many facets of employee satisfaction. The second

research question concerns how the overall employee satisfaction and the specific facets are

influenced by demographic factors, job-related factors and organizational-support-related factors.

According to Locke (1969) studies about “An index of job satisfaction” had stated that satisfaction is

determined by three basic components: facet amount, wanted amount and facet importance. According to Locke,

the first two components constitute a psychological comparison process in workers and the facet importance is a

third key determinant of facet satisfaction. Locke states that the facet is important to employees. The more

desired facet they perceive, the more facet satisfaction they feel.

The Study of Dr. Nawab Akhtar Khan “ Job satisfaction among Police Officers “ that Job satisfaction in many

occupations has been derived through the work environment, support of superiors, etc. but the feeling of

satisfaction is purely subjective. Job satisfaction completely associated with the perception, mindset, and equity of

employees. Factors that are discussed above in the review give us a wide range of conclusions in different places

around the world and during different scenarios. Job satisfaction varies for different occupations. Every job has its

demands and restrictions. If the employee id flexible enough to deal with the situation, he feels satisfied compared

to a rigid employee. Police personnel has a tough time since they have to maintain their occupation, public, family,

etc. job satisfaction among police also takes different turns with factors and rewards at different levels.

Local Studies

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 In the Philippine study by Antonio Dela Cruz (1997) aims to determine the job

performance and job satisfaction of PNP personnel. This study also aims to establish some

personality factor, the educational background and experience correlates with job performance

and job satisfaction. This study was based on the premise that the factors that contribute to job

performance and job satisfaction are educational attainment, experience, work attitude,

emotional maturity, social maturity and interpersonal relationships. This study focused on the job

satisfaction and performance of the police officers. The scope of the study was the job

satisfaction of PNP officers and their correlates. The study was limited to the police officers of

29 municipalities and 3 cities of Nueva Ecija. The study was limited to the calendar year 1997-

1998. The study was also limited to the descriptive method of research and the instruments used.

All the instruments used in the study were presented to the thesis committee during the thesis

proposal defense. The instruments used in the study, namely emotional maturity scale and

interpersonal skills, which were developed by the researcher were subjected to a dry-run. Fifty

police officers who were not part of the sample were used in the dry-run to determine the

reliability of the instrument. The results of this dry-run were used to improve the final draft of

the instrument. The other instruments used which had been adapted from the studies were not

subjected to a dry-run anymore since they were already found to be reliable and valid. Based on

the findings at the study, the following conclusions are made: Majority of the police officers are

college graduates, with long years of experience as police officers, and had been in their present

rank for a number of years. Majority of police officers are satisfied with their job. Most of the

police officers have a job performance rating that is very satisfactory. There is a significant

correlation between job performance and job satisfaction. There is a significant correlation

between job performance and educational attainment, training, number of years in present rank,

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but is not significantly correlated to the number of years as police officers, work attitude,

emotional maturity, social maturity and interpersonal relationships. There is a significant

relationship between job satisfaction and the following variables: educational attainment,

training, number of years as police officers, number of years in present rank, work attitude,

emotional maturity, social maturity and interpersonal relationship.

According to the study of college of Criminal Justice, Lyceum of the Philippines

University, Batangas City, Philippines that in line with the shortage of this study regarding job

satisfaction levels of Batangas PNP officers, and as future police officers, the researchers

pursued the completion of this study in order to gather and provide information regarding the job

satisfaction of a police officers in Batangas City it focuses on assessing the job satisfaction of the

employees of PNP in Batangas City, Philippines. It aimed to evaluate their satisfaction levels in

terms of compensation and benefits, working condition and work itself, interpersonal

relationship and supervision, and policies and recognition; and determine if there is a significant

difference between the satisfaction levels of respondents when grouped according to profile

variables.

Other related study is by Antwi (2004), the central problem of his study was to determine

the relationship of work attitude, reward systems and personality of workers to the job

performance and motivation. The study is focused on the following work attitudes: job

satisfaction, organizational commitment, and job involvement. Reward system is composed of

extrinsic and intrinsic rewards, while personality focused only on extroversion and introversion.

This study is quantitative descriptive-correlational in nature. To get the factual information from

the respondents and to determine the relationship of work attitude, reward system and personality

to job performance and motivation, data were gathered using questionnaire. Based on the

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hypothesis and the findings of this study, it can be concluded that job satisfaction, organizational

commitment, job involvement, reward systems, and personality correlates with job performance

and motivation. Intrinsic rewards tend to influence job performance and motivation greater than

extrinsic reward. This is because workers were found not to be so dependent on the rewards

offered by the institution, but on their ability to reward themselves. Age, gender, marital status

and work category makes a significant difference in job performance. Those who tend to perform

better are older, male, married and faculty respondents. The male faculty is the ones who are

motivated those who are likely to perform well in the job are the ones who are satisfied,

involved, faculty, male, and have the ability to reward themselves, by having a sense an

accomplishment, fulfillment and security etc. Job satisfaction, intrinsic reward, being faculty and

personality predicts motivation.

The study about Motivational Factors on Job Satisfaction of the Philippine National

Police by the researcher from Alicia Isabela this study conducted to delve and comprehend

information that can help both the employees and company regarding the motivational factors in

job satisfaction levels of their work and working area. Job satisfaction refers to the gratification

that an employee receives when he/she accomplished the job successfully and was duly

recognized by the superiors. This research discusses the needs of employees to gain satisfaction

in the workplace. Hence, it is important to understand why employees get satisfied and

dissatisfied for the reason that he/she will also be uninterested in performing at his/her full

potential as employees. This study could provide the job satisfaction from the perspective of

employees in the company to show if it matters in the work performance and productivity in the

work station and to manifest if job satisfaction may contribute to the building of a loyal and

committed workplace. The workplace can have productive employees if there is a strong

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motivation among its employees. Results of this study indicate that there is a significant

relationship between the factors of job satisfaction and profile of respondents.

Relevance of the Reviewed Literature and Studies to the Present Study

All reviewed literature and studies have some similarities to the current study. They are

similar in the sense that their main problem is about Job Satisfaction among the police officers

and that include the influence of the job satisfaction into the police and about job characteristics

and job satisfaction among law enforcement officers. This all set of studies is focuses at the job

satisfaction among the police officers.

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 CHAPTER 3

Research Methodology

Research Methodology

This chapter deals with research design, respondents, sampling procedures, research

instrument that will be used while conducting this research study, the data gathering procedures

and the statistical tools to come up with reliable finding of this research.

Research Design

The researcher focuses on quantitative design to execute non-experimental research since

the study is quantitative and the research question we seek to answer leads to numerical data.

Specially, the study is descriptive research design as its aims to determine the factors affecting

the job satisfaction among police officers on San Jose City, Nueva Ecija. And will assess the

variable of the demographic profile of the chosen respondents. The descriptive research is use to

obtain first hand data from respondents as well as to formulate rational and logical conclusion

and recommendation for the study. This method is appropriate to the study since it will portray

and analyze the data about “Factors affecting the job satisfaction among police officers” on San

Jose City police station.

Respondents

This study will survey total of 20 police officers who at San Jose City, Police station as a

respondents for the Factors Affecting the job satisfaction among the police officer. The

respondents must be working at least 6 months and above and must be 25 years old and

above. The questionnaire can be answered by 20 police officers who work at San Jose City

Nueva Ecija police station, these respondents will participate, and the chosen respondents are

22
 responsible enough to fulfill the needs of answering the questions posted in the study and

should fill it out and treat honestly.

The researchers will conduct a survey questionnaire using Google form involving the

participation of the respondents. The chosen participants have the ability to decline the

survey or refuse from being a respondent in this study, the anonymity of the police officer

was also considered and prioritized to ensure that there will be no utilized profile such as

name and other kind of information without any granted permission from the respondents.

The whole survey will only takes 10 minutes to be completed, there is foreseeable risk

involved in participating in this study and no benefits such as tokens will be given to the

respondents as an exchanges from answering the questionnaire, however it can help the

researchers to improve the study. All form of data will be protected by the data privacy act,

or Republic Law No. 10173 which focuses on the security of the respondent’s data and

privacy protection, whether it’s private, personal and most especially sensitive such as its

preference. The researcher will provide a consent letter or a letter for the respondents that

will grant them permission to conduct a survey and collect personal information, it is design

to apply to both natural and legal persons private information after evaluating the result and

collected data of the respondents will be permanently deleted.

Sampling Procedure

The researcher will be selected through purposive sampling because the representative of

the population is already identified which the respondents are chosen based on the criteria

established by the researchers. Since the researchers aim to investigate the Factors Affecting

the Job Satisfaction among Police Officers. To ensure the reliability and validity of the data

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collected, the following inclusion and exclusion criteria will be established to identify

eligible participants.

Inclusion criteria:

1. Participants must be a Police Officer working at San Jose City Police Station and

have at least 6 months working experience at San Jose City Police Station and must be

25 years old and above. This criterion is necessary to ensure that the participants have a

similar background and that the results are applicable to this specific population.

2. Participants must be willing to participate in the study and provide informed

consent. This criterion is important to ensure that the participants understand the study's

purpose, procedures, and potential risks and benefits, and that they are willing to

participate voluntarily.

Exclusion criteria:

1. Participants who are new hire police officer at San Jose City, Nueva Ecija Police

Station and to ensure the participants have the relevant experiences to that field and

currently hired are excluded.

2. Participants who have any physical, emotional, or mental condition that could

interfere with their ability to provide accurate and consistent responses. Participants

who have conditions that could potentially impact their ability to provide accurate

and consistent responses, such as severe anxiety or depression, are excluded.

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Research Instrumental

The research Instrument that is used by the researchers to gather information about the

research study entitled “The Factors Affecting the Job Satisfaction among Police Officers” is a

cross-sectional survey via structured questionnaire using Google form. This is used as a research

tool because it enables researcher to collect date with a precise number of responses. For this

survey, the researchers choose to use a liker scale, in which a set of predetermined answers is

presented and respondents indicate the preference for each statement. This is done to collect data

from students that can analyze statistically.

The researcher formulated a series of questions in a Google form and sent it to the

respondents to obtain useful information about the study. When the researchers properly

constructed it, questionnaires become a vital instrument by which statement can be made about

specific groups or people or entire populations. The formulated questionnaire had four major

parts the first page is a checklist which include the demographic profile of the respondents such

as, Age, Sex, Civil Status, Position/Rank, Years in Service and their Salary Range. The second

part is the respondents question about if there will recommend a career in law enforcement to the

new generation and will answered it by Yes, No or Maybe. The third part is the respondent’s

finds most satisfying about the law enforcement, there has a five question in this part. The fourth

part is the respondent’s factors affecting the job satisfaction among police offices which is

subdivided into three sections: Organizational Factor, Environmental Factor and Personal Factor

and there are five statements in each section.

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Validation of Instrument

The researcher developed the questionnaire and tailored it to meet their research

objectives and questions. The researcher will be considering all the comments and suggestions of

the research adviser and panelist. The researchers will conduct a dry-run to determine the

research reliability and validity. The researchers collected information from five police officers

in San Jose City Police Station. It was then subjected to the approval of the research adviser, who

evaluated the questionnaire to see if the questions are aligned with the statement of the problem

and if it can be used to collect data. After it has been validated, researchers then made the

required revisions. It was only after this that the questionnaire was distributed among

respondents.

Data Gathering Procedure

For the researchers to easily gather the data needed, they follow a process or procedures so

that, the data gathering will not be that hassle and complicated .Here are the procedures

undertake by researchers in gathering data of the study.

• First - The researchers will choose an instrument that will gather data which is the

checklist form of questionnaire.

• Second - After identifying the instrument used, the researchers will formulate a

“checklist” through brainstorming.

• Third - After that, the formulated checklist is subjected to validation and approval

of the research adviser.

• Fourth - If the formulated checklist is not approved, the researchers will revise it

based on the recommendations of the research Adviser.

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 • Fifth - After approval of checklist, the researchers will ask for letter of consent to

conduct research to the Research Adviser that was shown to the respondents before

answering the checklist.

• Sixth - The researchers will find for the respondents of the study.

• Seventh - After finding the respondents, the researchers will ask permission to them

to fill-out and answer the checklist formulated by the researchers and also, they will

show the letter of consent to conduct research.

• Eight - The researchers will give a checklist to the respondents to be answered.

• Ninth - After answering the checklist by the respondents, the researchers will thank

the respondents for answering the checklist and made this research a successful one.

• Tenth - The researchers consolidated all the gathered data from respondents

interpreted and discussed in Chapter IV of the study.

Statistical Treatment of Data

To perform data analysis, the following statistical tools will use frequency and percentage

distribution that is used to describe the demographic profile of the respondents. Weighted means

and ranking will be used to determine the Factors Affecting The Job Satisfaction among Police

Officers in terms of Organizational factor, Environmental Factor and Personal Factor.

Statistical Tools (Frequency and Percentage)

The data gathered will be tabulated, treated and analyzed statistically through the use of;

• Frequency Distribution

• Percentage

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 • Weighted Mean

• Weighted Mean and Verbal Interpretation

• Ranking

And the data will be presented using tables and will be supported by a well-detailed

description.

a) Frequency Distribution - It is a systematic way to list series of observation of

variables. This is done through categorizing and tabulating the frequency of each

occurrence.

b) Percentage - This is used by the researchers to obtain the proportion of a part of the

whole. The formula used by researchers is;

Percentage (%) =__________________________ X 100

Total Number of Respondents

F
P = ______________ X 100
N
Where:

P = Percentage

F = Frequency

N = Total Number of Respondents

100 = Constant Multiplier

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 c.) Weighted Mean. The formula for finding the weighted mean is:
TWF
WM = _________
N

Where:

WM = Weighted Mean

TWF = Total products of Weight and their respective Frequencies.

N = Total Number of Respondents

d.) Weighted Mean and Verbal

Descriptions the formula for weighted

mean is

WM

Where:

WM = Weighted Mean

TWF = Total Weighted Frequency

N = Total Number of Respondents

SCALE NUMERICAL VERBAL

INTERPRETATION
EQUIVALENT

4 3.25 - 4.00 Very Satisfied

3 2.56 - 3.25 Satisfied

2 1.76 – 2.50 Neutral

1 1.00 – 1.75 Not Satisfied

COLLEGE OF CRIMINAL JUSTICE EDUCATION

29
 PHINMA ARAULLO UNIVERSITY

SAN JOSE CITY, NUEVA ECIJA

As part of our research thesis at PHINMA Araullo University, We were conducting a

Survey Questionnaire that investigates “The Factors Affecting the Job Satisfaction among Police

officers.” We will appreciate if you complete the following Question and Table. Any

information obtained with the connection of this study that can be identify with you will remain

confidential.

Name (Optional): ________________________________________

Direction: Please read the questions carefully and answer truthfully. Put a check (✔) inside

the box corresponding to your answer.

Question 1. Profile variable of the respondents

Age:

25– 30 Years old

31 – 40 Years old

41 - 50 Years Old

51 and Above

Sex:

30
 Male

Female

Civil Status:

Single

Married

Separated or Divorced

Widowed

Position / Rank

SPO1

SPO2

SPO3

SPO4

PO1

PO2

PO3

Others.

Years in Service:

6 months

6 months – 1 Year

1 – 5 Years

5 Years and Above

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Salary Range

25,000 Php and below

26,000 Php – 30,000 Php

31,000 Php – 40,000 Php

41,000 Php – 50,000 Php

60,000 Php and above

Question 2. Would you Recommed a carreer in Law Enforcement to the New Generation?

YES

NO

MAYBE

Question 3: What do you find most satisfying about law enforcement?

Directions: Put a Check (✔) on the column that corresponds to your response in the following

statement, 1 being the lowest and 4 being the highest.

Rating scale to used are:

4- Very Satisfied (VS)

3- Satisfied (S)

2- Neutral (N)

1- Not Satisfied (NS)

Most Satisfying about Law Enforcement 1 2 3 4

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 (NS) (N) (S) (VS)

As a police I feel fulfilled knowing that I work

professionally, improve the lives of the people I serve,

strengthen police-community ties with the majority of

encounters, and get to lock bad guys up.

As a police I still feel proud to help those in need.

As a police I work for an outstanding Police Station

with a chief who listens to new ideas and gives us a lot

of advices to become a good police men and women.

As a police I believe we play a crucial part in keeping our

community safe.

As a police I am happy knowing that I've made an impact

in someone's life in a positive way when the offender is

held accountable for committing a crime against an

innocent person.

Question 4. Factors Affecting the Job Satisfaction among Police Officers on Police Station

in San Jose city, Nueva Ecija in terms of:

Directions: Put a Check (✔) on the column that corresponds to your response in the following

statement, 1 being the lowest and 4 being the highest.

Rating scale to used are:

4- Very Satisfied (VS)

33
3- Satisfied (S)

2- Neutral (N)

1- Not Satisfied (NS)

Organizational Factor 1 2 3 4

(NS) (N) (S) (VS)

The productivity incentives in my job.

The condition of my accomplishments to the realization of

the institution’s goals

The salary I get in my job.

The appreciation given by my superior and co-officers for

the job I do for the department/headquarters.

The sense of accomplishment and achievement after I

complete the job.

Work Environmental Factor 1 2 3 4

(NS) (N) (S) (VS)

The respect of my fellow officers for me in the Police

Station.

The sense of being a good police officer inside and

outside of the police station.

The opportunities to learn new skills in my job.

Intimidation by others in the workplace

The opportunities to participate in decision-making in the

job

Personal Factor 1 2 3 4

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 (S)

(NS) (N) (VS)

The feeling that I have for my work

The time I give to complete assigned tasks in my work.

The personal commitment to my job.

he attitude I have for my work

The respect I get and give to my co-officers.

35