The Level of Employee Work Motivation in Selected Telecommunication Companies

Abstract

The main objective of the study was to evaluate the level of employee work motivation in selected telecommunication companies. The study specifically answered the profile of the respondents, how do the respondents assess their level of work motivation in terms of job content and maintenance factors, and if there is a significant difference on how the respondents assess their level of work motivation in terms of job content and maintenance factors when they are grouped according to their profile. The study utilized the descriptive research method, the researcher gathered information from the respondents consisted of one hundred eight (108) rank and file employees of five (5) selected telecommunication company located in Quezon City. The population used is based on the Human Resource Department records. The researcher applied the Sloven’s formula that provided the number of needed sample for this research at 5% level of risk. Simple Random Sampling was used in choosing the respondents. The researcher used a locally constructed Work Motivation Scale from Ignacio (2005) which is a Likert-type scale intended to measure level of employee work motivation. Majority of the respondents answered motivated in the fourteen items of Job Content. This finding seems to generalize that majority of the employed individuals are highly motivated in terms of job content factors. Most of the respondents answered motivated in the sixteen items of Maintenance Factors. This finding seems to generalize that majority of the employed individuals are highly motivated in terms of maintenance factors. There is significant difference in the assessment of the respondents on their level of work motivation in terms of job content factors when they are grouped according to their profile. There is partial significant difference in the assessment of the respondents on their level of work motivation in terms of maintenance factors when they are grouped according to their profile. Based on the foregoing findings and conclusion, the following recommendations are advised: Since the profile of the respondents has significance on the areas of employee work motivation for Job Content Factors such as Achievement, Recognition, Work Itself, Responsibility, Advancement, and Growth, the researcher recommend that personal dimensions such as Age, Sex, Civil Status, Highest Educational Background, Number of Years of Service in the Company, and Monthly Gross Salary be considered in the evaluation of work motivation of the respondents. Since the profile of the respondents has partial significance on the areas of employee work motivation for Maintenance Factors such as company policy and administration, supervision, relationship with supervisor, work conditions, salary, personal life, relationship with subordinates, status, and security, the researcher recommend that personal dimensions such as Age, Sex, Civil Status, Number of Years of Service in the Company, and Monthly Gross Salary be considered in the evaluation of work motivation of the respondents. The Work Motivation Scale, a locally constructed test which is an instrument used in measuring the level of employee work motivation of rank and file employees in their workplace should be recommended to other practicing human resource management. The respondents’ highest educational background can be used in complying with their company policy and administration, supervision, relationship with supervisor, work conditions, salary, personal life, relationship with subordinates, status, and security could be transformed and used positively for their development. People managers, HR Practitioners, and respondents themselves should learn to utilize the result of this evaluation to improve the quality of work in their company.