Towards Motivated Government Civilian Employees: An Assessment of the Job Satisfaction and Job Performance of the Philippine National Police - Quezon City Police District’s Non-Uniformed Personnel

Abstract

This paper aims to determine the level of job satisfaction of the Philippine National Police (PNP) -Quezon City Police District’s (QCPD) Non-Uniformed Personnel (NUP) using the Motivation-Hygiene Factor theory of Herzberg. Also, it seeks to determine if there is significant relationship between each of the motivator and hygiene factors of job satisfaction and job performance of the NUP respondents. A total of one hundred non-uniformed personnel who have been employed for two years and above were selected using convenience sampling to participate in the process. The primary source of data came from the actual responses of the non-uniformed respondents through a self-made questionnaire and an interview. The Likert 4-Point Scale and Pearson r correlation were particularly used by the researcher to measure the level of respondent’s job satisfaction and its relationship with job performance. The result revealed that the factor that contributes most to job satisfaction of the non-uniformed personnel (NUP) is the achievement factor. Growth was second, followed by work itself, recognition and advancement respectively. The NUP respondents feel that they have positively delivered and contributed towards the PNP organization. The factor that contributed to job dissatisfaction is salary. Accordingly, the respondents believe that their salary pay is not commensurate to the work they provide for the organization. Moreover, the big salary gap between non-uniformed personnel (NUP) and uniformed personnel (UP) cause dissatisfaction among them. It has been hypothesized in the paper that there is no significant relationship between job performance and each of the motivator and hygiene factors of job satisfaction. Based on the conclusions,it is highly recommended that the PNP organization should continue to motivate the NUP through conferment of appropriate awards for significant achievements and/or outstanding performances. Also, there should be a review of the current pay structure to ensure that the compensation of NUP is competitive with their uniformed counterparts and lobby in the Congress to make the lawmakers be aware of the plight of the NUP. Further, the PNP should create more plantilla positions to provide NUP more opportunities for promotion. Likewise, more trainings, seminars, and continuing education be extended to them for their personal growth and development.