Two-Factor Theory Model Testing: A Case of the Department of Foreign Affairs Employees
Journal Title: Psychology and Education: A Multidisciplinary Journal - Year 2024, Vol 17, Issue 6
Abstract
This study examined the effectiveness of Herzberg's Two Factor Theory Model Testing at the Department of Foreign Affairs (DFA) to foster employee motivation and job satisfaction. The study determined the respondents' demographic profile, level of job motivation, level of job satisfaction, the relationship between hygiene and motivating factors and developed new job satisfaction model for DFA. The study utilized a quantitative approach, with descriptive statistics, Pearson r, to test the correlations of the two variables and factor analysis to develop a new job satisfaction model. The participants were selected using a complete enumeration technique, where all employees in DFA Consular Offices (COs) in Region 2 were chosen as the study's respondents. The results showed CO Santiago has more personnel, primarily middle-aged or millennials, than CO Tuguegarao. Most of the employees are married and hold a bachelor's degree. Almost all the employees have worked for the department for 6-10 years and hold 3-4 designations. However, most employees only received compensation at the SG 10-11 level, the lowest salary grade level in the national government agencies (NGA). The findings showed that achievement was the highest level of motivation for DFA employees. Personal growth, work, responsibility, advancement, and recognition were the key motivating factors for employees that contributed to increased job satisfaction. Employees expressed satisfaction with company policy and rule, co-workers' relationships, working conditions, status, and supervisors' quality, except for compensation packages. The study indicated that as motivation factors increased, hygiene factors also increased. The study's implications suggest that the DFA should focus on providing more opportunities for career advancement and re-evaluating compensation packages to improve employee satisfaction. Lastly, based on the factor analysis, the study developed a new job satisfaction model for DFA which includes feedback mechanism and reward system, career fulfillment and organizational satisfaction, professional development, interpersonal relations, and work environment and resources as the five new factors affecting job satisfactions which could provide valuable insights for future research in this area.
Authors and Affiliations
Nelson Aquino, Dolores Galvez
Keywords
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- EP ID EP755393
- DOI doi: 10.5281/zenodo.10740842
- Views 55
- Downloads 0
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