Work from home employees empowerment: a stimulus of job satisfaction /

Title

Author(s)

Sumagpao, Danny D.

Call Number

T Su61 2020

Abstract

Employee empowerment been shown as an essential aspect of goals and outcomes in the organization. Empowered middle managers, who are inspired and motivated, are confident and had contributed in the organization's goal. Job satisfaction, on the other hand, relates to the level of contentment towards the job. The primary purpose of this study is to determine the employees' empowerment and its influence on job satisfaction based on the perspective of middle managers in the organization. The result of the survey was used as the basis in the formulation of the employee development plan.

This study utilized the descriptive-correlational research design to determine the level of employee empowerment and the degree of job satisfaction among the account managers, channel officers, and team leaders in Cebu City. This study was conducted in a highly urbanized city in Cebu, where there are multinational companies from different industries engaging in BPO, manufacturing, distribution, sales, and services. Using the purposive sampling technique, there were 55 respondents comprised of the account managers, channel officers, and team leaders. This investigation used the modified survey questionnaire, which was subjected to content validation by an expert to test the relevance, validity, and fitness of the contents to the target respondents. It consists of three parts, the profile of the respondents, level of employee empowerment, while the third part pertains to the degree of job satisfaction. Percentage, weighted mean, and chi-square test of independence were used in analyzing the data.

On the profile of the respondents, the majority were over 28 years of age, female, single, and with 1 to 3 years of work experience. The respondents were moderately empowered in making more significant decisions and highly authorized in terms of involving people, encouraging or motivating, communicating expectations, providing training or coaching, creating new systems/tactics, and resources management. The respondents were highly satisfied in terms of their salary, commission, job security, working conditions, and status.

There is a significant relationship between the age of the respondents' and their level of empowerment in terms of making more significant decisions, providing training and coaching, and creating a new system. There is also a significant relationship between the respondents' gender and their level of empowerment in terms of resources management. There is a substantial relationship between the respondents' age and their degree of satisfaction in terms of salary. Also, there is a substantial relationship between the level of employee empowerment and their satisfaction level, commission, job security, working condition, and status.

The middle-level managers in the various companies engaged in business process outsourcing, manufacturing, distribution, sales, and services were highly empowered in the context of performing their assigned jobs, especially in work from home arrangement. In this context, they were given a certain level of authority and autonomy to make better decisions to ensure that the objectives and goals of the organization were attained. They also took responsibility for the outcomes of their choices. Hence, employee empowerment fosters job satisfaction which is commensurate with the pay and commission that they received, their feeling of security in the company, the physical conditions and mental demands in performing their tasks, and tenuity.

Number of Pages

xii, 162 leaves: ill. col. maps.

Publications

Cebu City, Philippines: University of Cebu, 2020.

Branch Library

Graduate School Library

Shelving Location

ANNEX

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