Final PPT Lorca-Junsay

8/9/2019 Final PPT Lorca-Junsay

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FACULTY MEMBERS LEVEL

OF SATISFACTION ON THE

INSTITUTIONAL SERVICES

OF THE UNIVERSITY

By Merle P. Lorca-Junsay


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RRATIONALEATIONALE OFOF THETHE SSTUDYTUDY

As a mission school foundedby American BaptistMissionaries in 1905, Central

Philippine University continuesto herald her ideals of aChristian institution that values

service above gain and prestige.


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o In 2005, the University submittedherself to the scrutiny of theInternational Organization forStandardization (ISO)

o The University took theresponsibility of assessing itsmanagement by applying to theISO 9001:2000 or the Quality

Management System ofEducational and Support Services.


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To answer ISO demand, the Universitytasked independent bodies to determinecustomer satisfaction by meeting

customer and applicable regulatoryrequirements.

The Universitys customers are thestudents, faculty and staff.

Faculty members are consideredinternal customers


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The present study is the third onfaculty satisfaction since 2005.

Since then, the University, inresponse, had undergone specificactions to address areas in theUniversity that needed to beimproved.


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OOBJECTIVESBJECTIVES::

Determine:

1. Profile age

sex

civil status

religion

educational attainment undergraduate courses

number of years of employment in the University

basic monthly income


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2. level of satisfaction on

University Services

physical working condition

communication process

planning and implementation of policies

Functions

employees work

employees co-workers

employees supervisor

Rights and Privileges

training, career and social development

spiritual development

remuneration and benefits


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3. level of satisfaction on

services rendered by different

service units in the Universitybenefits classified as pay for

time not worked.


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4. whether there is a significant

relationship between

over-all level of employee satisfaction on

University Services physical working condition

communication process planning and implementation of policies

Functions employees work


employees supervisorRights and Privileges

training, career and social development




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and faculty members age

religion

educational attainment

number of years of service in the

University

undergraduate course basic monthly income


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5. whether or not there is a

significant difference on the

over-all level of employee satisfaction onUniversity Services







Rights and Privileges training, career and social development spiritual development


when faculty members are classified according to: sex ; and

civil status


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6. whether there is a significant

difference in the satisfaction level

of faculty for school years

2005-2006 and 2007-2008.


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HYPOTHESES:

1. There is no significant relationship between therespondents level of satisfaction on

University Services physical working condition




employees co-workers employees supervisor

Rights and Privileges training, career and social development




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and faculty members

age religion

educational attainment

number of years of service in the University

undergraduate courses

basic monthly income


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2. There is no significant difference

between the respondents level of

satisfaction onUniversity Services







Rights and Privileges training, career and social development



when faculty members are classified according to: sex ; and

civil status


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3. There is no significant

difference between the

satisfaction level of faculty forschool year 2005-2006 and

2007-2008.


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CCONCEPTUALONCEPTUAL FFRAMEWORKRAMEWORK

Independent

Variables

Respondents

Age

Sex

Civil StatusReligion

Educational

Attainment

Undergraduate

Course

Length of Service

Basic Monthly Income

Dependent Variables

Level of Satisfaction

A. University Services

1. Planning and

Implementation of

Policies

2. Communication

3. Physical Working

Condition

B. Functions

1. Employees Work

2. Employees Co-Worker

3. Employees Supervisor

C. Rights and Privileges

1. Training, Career,

Social Development

2. Spiritual Development3. Remuneration and

Benefits

D. Services rendered by

different service units

in the University

E. Benefits classified as

pay for time not

worked.


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TTHEHE RESPONDENTSRESPONDENTS

211 RANDOMLY SELECTED

FACULTY MEMBERS COMING FROM

DIFFERENT DEPARTMENTS OF THE

UNIVERSITY

DESIGNDESIGN

Descriptive-relational


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SSAMPLINGAMPLING

Stratified sampling

- to choose proportionate number of

samples per college Randomized sampling

- to choose individual samples


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TTHEHE IINSTRUMENTNSTRUMENT

researcher-made and was constructed

basing upon the result of the focus group

discussion (FGD) conducted in SY 2004-

2005

validated by experts

randomly selected faculty answered the

questionnaire for field-testing


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DDATAATAPPROCESSINGROCESSING ANDANDAANALYSISNALYSIS

Frequencies

Mean

Pearsons rGamma

Chi-square

Cramers Vz-test


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FFINDINGSINDINGS

1. Profile

mean age - 41.64 years a very close finding with

last years study (Lorca, 2007) having a mean of

40.57 and a little higher as compared to the otheryears study (Lorca 2005) with a mean of40.3.

Sex- More than half are females (73.5%)

Civil Status-three-fourths are married (76.8%).


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Religion

Roman Catholics (46.5%)

Baptists (45.5%)

Other religions (2.4%). Educational Attainment

graduate degree (56.9%) contrary tothat of last year (Lorca 2007) wheremajority (59.1%) of the faculty had

finished until baccalaureate degree


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Mean length of service11.18 years, a little higher thanthat of last year which is 9.15 years.

Mean basic monthly income

P14, 437.94 still higher than

P12,996.20 of last year.

Undergraduate course

26.1% of those surveyed had earned adegree in nursing, 23.7% were

education degree holders.


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2. Satisfaction Level on

University Services, Functions

and Rights and PrivilegesFaculty members were mostly satisfied

with all the University services except onplanning and implementation of policies

where they were slightly satisfied.


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3. Satisfaction Level on

Different Service Units

Faculty were also satisfied with

the different services offered to

them by the different service

units in the University. The

library tops the list.


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PAY FOR TIME NOT WORKEDy respondents were satisfied of

all the benefits they received,

specifying a highestsatisfaction rating on summer

pay and lowest on cash

award for long service.


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4. Relationship between

satisfaction level and

selected variables

Faculty members level of job satisfaction is not

significantly related to their age, religion,

educational attainment, undergraduate courseand number of years in service.

Basic monthly income has a significant inverse

relationship with level of satisfaction.


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5. Satisfaction level according to

Sex

- no significant difference between level of

satisfaction of male and female faculty.

Civil Status- married faculty are more satisfied than

their single counterparts


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6. Difference in the Satisfaction level

for 2005-2006

and 2007-2008There is a significant decrease in the

overall satisfaction this year as compared

to the previous year.

The same result is manifested in the

following areas: communication and

planning and implementation of policies.


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There is a significant increase in the satisfaction level

of faculty in the area of training, career, social, and

spiritual development.

Faculty members level of satisfaction on physical

working condition, roles and functions, supervisory

condition and remuneration and benefits has not

significantly decreased.


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RRECOMMENDATIONSECOMMENDATIONS

1. Administration must look into

which specific policies are poorly

planned or implemented in theUniversity.

remuneration and benefits of the

faculty


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2. Faculty members weresatisfied with the services offered

them by the different units in theUniversity, hence theadministration is encouraged tomaintain or exceed this yearsquality of service.


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3. The administration must address

important concerns of the employees

since there is a significant decrease

in the overall satisfaction rating this

year, specifically on the

communication process in the

University.


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4. The administration should

continue to provide programs for

academic upgrading, training,career, social and spiritual

development of its employees.


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THANK YOU VERY MUCH!!!!

GOD BE PRAISED INEVERYTHING WE DO.

Documents

Final PPT Lorca-Junsay