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INTERNATIONAL JOURNAL OF MULTIDISCIPLINARY: APPLIED
BUSINESS AND EDUCATION RESEARCH
2022, Vol. 3, No. 5, 935 – 947
http://dx.doi.org/10.11594/ijmaber.03.05.19
How to cite:
Bongalonta, M. B. (2022). Job Satisfaction of Faculty Members of State Universities and Colleges (SUCs) in Bicol, Philip-
pines. International Journal of Multidisciplinary: Applied Business and Education Research. 3 (5), 935 – 947. doi:
10.11594/ijmaber.03.05.19
Research Article
Job Satisfaction of Faculty Members of State Universities and Colleges (SUCs)
in Bicol, Philippines
Michael B. Bongalonta*
Sorsogon State College Bulan Campus
Article history:
Submission May 2022
Revised May 2022
Accepted May 2022
ABSTRACT
This study determined the demographic profile of faculty members of
State Universities and Colleges in Bicol, Philippines and assessed their job
satisfaction. This also aimed to test if there is significant difference in the
extent of the job satisfaction of faculty members with respect to their de-
mographic profile when grouped according to gender, age, length of ser-
vice, status of appointment and educational attainment. Descriptive
method of researcher was utilized to realize the objectives of this study.
Data were collected through the use of a modified survey questionnaire
which was tested for validation and reliability using Cronbach’s value. To
facilitate the analyses and interpretations of the data gathered, descrip-
tive statistics (frequency count, ranking and percentage technique) and
inferential statistics (one-way ANOVA) were used and made easier
through the aid of the Statistical Packages for the Social Science (SPSS).
As a result, it was concluded that State Universities and Colleges in the
Province of Bicol Philippines (SUCs) are equally represented with new
and senior faculty members in terms of number of years in service who
have met and complied with the academic requirements of the Civil Ser-
vice Commission and that most of them are permanent and with security
of tenure in the College or University where they are in. Bicol SUC faculty
members are highly satisfied with their job and it was found out that the
extent of overall job satisfaction of the faculty members in Bicol SUCs
does not differ with respect to their demographic profile.
Keywords: Job Satisfaction, Bicol State Universities and Colleges’ (SUCs)
Faculty Members
*Corresponding author:
E-mail:
michaelbonga-
lonta27@gmail.com
Introduction
People are one of the most important re-
sources of an organization. All organizations,
whether for profit or not for profit, need highly
motivated individuals in order to carry out its
mandates and functions. Human resources, as
the backbone of every entity, are expected to
perform their tasks efficiently, effectively and
MB Bongalonta, 2022 / Job Satisfaction of Faculty Members of State Universities and Colleges (SUCs) in Bicol, Philippines
IJMABER 936 Volume 3 | Number 5 | May | 2022
in their most excellent way in order to achieve
high productivity and performance which are
imperative to the sustainability of the firm.
This expectation can be realized by way of
securing and enhancing the job satisfaction of
the employees. The value and important role of
employees to company’s success is the reason
why most entities intend to invest their
finances on its human resources either by way
of designing a monetary or non-monetary
reward system or improving their salary
package to increase the satisfaction of its
workforce with the assigned tasks. As far back
as 1911, Frederick Taylor and his scientific
management theory described money as the
most important factor in motivating the indus-
trial workers to achieve greater productivity.
The theory advocated the establishment of in-
centive wage systems as a means of stimulating
workers to higher performance, commitment,
and eventually job satisfaction (Osa, 2014).
Similar to private entities, government
agencies are social organizations which are en-
gaged in the rendition of quality and necessary
services to the public, also require a highly sat-
isfied workforce in order to carry-out its man-
dates. In the government sector, responsive,
adequate, courteous, and efficient service to the
public is expected to be the goal of every agency
(Civil Service Code, 2007). State Universities
and Colleges (SUCs) refer to any public institu-
tion of higher learning that was created by an
Act passed by the congress which are fully sub-
sidized by the National Government. These are
among the government agencies which are
mandated to deliver accessible and high quality
education to the Filipino public and committed
in producing highly competent professionals
needed for country’s development.
As an educational institution, the realiza-
tion of SUCs’ mandates are enormously reliant
on the faculty members’ job satisfaction that af-
fect their performance, dedication and commit-
ment to their College or University. High satis-
faction of the teaching personnel with their job
helps SUCs meet the expectation of the govern-
ment and consequently the public. As stated by
Ismail (2012), job satisfaction represents the
feelings or a general attitude of the employees
in relation with their jobs and the job com-
ponents such as the working environment,
working conditions, equitable rewards, and
communication with the colleagues. This has
been correlated with enhanced job perfor-
mance, positive work values, and high levels of
employee motivation and lower rates of absen-
teeism, turnover and burnout. This means that
a person with a high level of job satisfaction
holds positive feelings about his or her job,
while an unsatisfied person holds negative feel-
ings colleagues, thus, managers should be con-
cerned with the level of satisfaction in their or-
ganization.
Kodwani, 2012 defined job satisfaction as a
pleasurable or positive emotional state, result-
ing from the appraisal of one’s job or job expe-
rience. It is a result of employees’ perception of
how well their job provides those things that
are viewed as important. In similar context, it
has been widely argued in management, total
quality management, operational sciences and
service literatures that improving job satisfac-
tion and loyalty leads to higher productivity
and profits. In particular, the human resource
management and organizational behavior the-
ories suggest that the appropriate use of people
enhances organizational effectiveness (Abugre,
2013). Expectancy Theory of Motivation em-
phasizes the needs for organizations to relate
rewards directly to performance and to ensure
that the rewards provided are those rewards
deserved and wanted by the recipients. This
theory also found out positive relationship be-
tween employees commitment and financial in-
centives and rewards which result in increased
job satisfaction, employee performance and
employee retention rate (Montana, 2008).
However, the study about public sector manag-
ers found that pay levels affect job satisfaction,
reporting that those public employees experi-
enced lower levels of job satisfaction (Ismail
2012).
SUCs in the Bicol Region are now known for
quality and excellence in the areas of instruc-
tions, research, extensions and production as
manifested with their favorable performances
in the actual board examinations given by the
Professional Regulation Commission (PRC) and
other agencies as well as their contribution to
the community and lives of the people. Further-
more, presence of accredited program offer-
ings in these Bicol SUCs and even certification
MB Bongalonta, 2022 / Job Satisfaction of Faculty Members of State Universities and Colleges (SUCs) in Bicol, Philippines
IJMABER 937 Volume 3 | Number 5 | May | 2022
and compliance to the requirements of the In-
ternational Organization for Standardization
(ISO) of some SUCs are explicit and concrete ev-
idences that these Colleges and Universities are
performing well while realizing its basic man-
dates. However, in spite of these SUCs’ accom-
plishments and contributions to society’s pro-
gress, the extent or level of faculty members’
satisfaction with the job is still unclear and un-
verified. It is along this premise that this study
was conducted to determine the demographic
profile of the SUC faculty members in Bicol
SUCs. This also aimed to test if there is signifi-
cant difference in the extent of faculty mem-
bers’ job satisfaction with respect to their gen-
der, age number of years in service, status of
appointment and educational attainment to
provide empirical evidence on this concern.
The variables used in this study are described
below in figure 1.
Figure 1. Conceptual and Operational Paradigm
Objectives of the Study
This study aimed to determine the demo-
graphic profile of Bicol SUCs’ faculty members
in terms of sex, age, number of years in service,
status of appointment and educational attain-
ment and as well as ascertained the level of
their job satisfaction. Testing whether there is
significant difference in the extent of faculty
members’ job satisfaction when grouped ac-
cording to their gender, age number of years in
service, status of appointment and educational
attainment was also the purpose of this re-
search.
Methodology
This study used the descriptive method of
research in order to determine demographic
profile of Bicol SUCs’ faculty members in terms
of sex, age, number of years in service, status of
appointment and educational attainment and
as well as the level of their job satisfaction. This
method was also utilized to describe the level
of faculty members’ job satisfaction with re-
spect to their demographic profile.
This study was conducted in the Bicol Re-
gion. State Universities and Colleges from the
provinces of Albay, Camarines Norte, Cama-
rines Sur, Catanduanes, Masbate, and Sorsogon
were the primary source of information rele-
vant to carry out the objectives of this research.
Specifically, only one (1) College or University
was chosen as the representative from each
province and only the main campus of such SUC
was the focus of this study. In the case of Cama-
rines Sur where there are more than one SUC in
the area, the study has considered the oldest
College or University among the existing SUCs
in the said place as the representative of the
province. Moreover, respondents of this study
included only permanent, contractual and tem-
porary faculty members of State Universities
and Colleges in the Bicol Region who have ren-
dered one year (1) government service and
above.
Specifically, the population of this study are
the permanent, contractual and temporary fac-
ulty members of the main campuses of Bicol
University, Central Bicol State University of Ag-
riculture, Camarines Norte State College,
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Catanduanes State University, Dr. Emilio B. Es-
pinosa Sr. Memorial State College of Agricul-
ture and Technology and Sorsogon State Col-
lege. The number of permanent, contractual
and temporary teaching personnel was ob-
tained from the records of Human Resource De-
partment of the identified SUCs in Bicol. The
population includes 906 teaching personnel.
The total number of faculty members per iden-
tified SUC served as the basis in distributing
and determining the number of respondents
per SUC. Out of the total population, the study
considered only a sample size of 260 (confi-
dence level of 95%; confidence interval of 5%)
(Creative Research Survey System Survey Soft-
ware, 2016).
These samples were proportionally distrib-
uted among SUCs based on the size or number
of faculty members in the main campuses of the
identified Universities and Colleges. As a result,
24.72% or 64 faculty members from Bicol Uni-
versity, 16.11% or 42 from Central Bicol State
University of Agriculture, 10.82% or 28 from
Camarines Norte State College, 20.75% or 54
from Catanduanes State University, 11.82 or 31
from Dr. Emilio B. Espinosa Sr. Memorial State
College of Agriculture and Technology and
15.78 or 41 from Sorsogon State College were
the identified samples. These respondents
were chosen through the use of purposive sam-
pling.
This study used a modified survey instru-
ment. Survey instruments were considered as
the most advantageous tool in acquiring data
from the sources. The survey instruments em-
ployed by this study were composed of two (2)
parts. Part I was intended to seek information
regarding the demographic profile of the re-
spondents. Part II is composed of twelve (11)
items which was designed to obtain infor-
mation about the level of job satisfaction of
SUCs’ faculty using a five point scale with 1=
Very Low to 5= Very High. All the items included
in the survey instruments were formulated
based on the criteria namely clarity of lan-
guage, specificity, singleness of purpose, lin-
guistic completeness, grammatical consistency,
freedom from assumption, freedom from sug-
gestion and time required to finish accomplish-
ing the questionnaires (Sevilla, 2004).
For the purpose of ensuring the validity and
reliability or internal consistency of the items
in the survey instruments, pre-testing was con-
ducted with thirty (30) respondents who were
not part of the target respondents. This was
composed of fifteen (15) faculty members from
Sorsogon State College Bulan Campus and fif-
teen (15) teaching personnel from Bulan Na-
tional High School before these were actually
administered to the target respondents. This
was done to get a feedback to refine the content
and the structure of the survey questionnaire,
and also enhance its internal validity. After the
pre-testing activities, it was found out that the
instruments were understood clearly and eas-
ily by thirty (30) faculty members. However,
minor suggestions and recommendations dur-
ing the pre-testing were still considered for the
improvement of some items in the instruments.
Furthermore, pre-testing was conducted to
check also the consistency or reliability of all
related factors or items in the survey instru-
ments based on Cronbach’s Alpha value using
Statistical Packages for the Social Science
(SPSS). Cronbach Alpha testing was used as it is
the most well accepted reliability test tools (Is-
mail, 2012). In this reliability analysis, the
closer Cronbach’s Alpha to 1.0, the higher the
internal consistency reliability. Based on the
output analysis, the computed Cronbach’s al-
pha values was .813 for job satisfaction. This in-
dicates that all the items in the survey instru-
ments are positively correlated to one another
and internally consistent. The reliability of all
measures was comfortably above 0.70 which
means that the instrument used to measure the
variable in this study is reliable. Descriptive
statistics such as percentage, weighted mean,
ranking and frequency distribution (Walpole,
2002) were used for the purpose of summariz-
ing, interpreting and identifying the trends and
patterns of the data gathered from the survey.
Inferential statistics such as One-Way ANOVA
was also employed to test the extent of job sat-
isfaction with respect to their demographic
profile. The applications and functions of these
statistical tools for analysis were made easier
through the aid of the Statistical Packages for
the Social Science (SPSS).
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Results and Discussion
Profile of Bicol SUC Faculty Members
Table 1 presents the demographic profile of
Faculty members of SUCs in the Bicol Region in
terms of gender, age, status of appointment,
number of years in service and educational at-
tainment. These data were interpreted using
descriptive statistics (frequency count, ranking
and percentage technique).
As presented in the table, out of the total
number of faculty members who were consid-
ered as respondents of this research, 58.85% or
153 of them were females and 41.15% or 107
were males. Besides, 30.77% of the respond-
ents is in the age bracket of 54-65 years old
which means that faculty members are in their
senior years and that most of them have secu-
rity of tenure in their College/University as
manifested by their permanent appointment
status which got the highest percentage (86.92)
or a frequency of 226.
It was also revealed that 23.46% of the re-
spondents are in the service for 1 to 5 years al-
ready and 23.08% of them belongs to those fac-
ulty members who have rendered services to
their College or University for 26-35 years
which means that SUCs in Bicol are equally rep-
resented by both new and senior faculty mem-
bers. Furthermore, the data disclosed that all
faculty members have complied with the mini-
mum academic requirements of the Civil Ser-
vice Commission and SUCs as manifested by
their educational attainment. Among the fac-
ulty members, 52.31% or 136 have master’s
degree, 29.62% or 77 have doctorate degree
and 18.08% or 47 of them were bachelor’s de-
gree holders, respectively. This result has af-
firmed by the human resource officer of the
identified SUCs.
Job Satisfaction of Faculty Members of SUCs
in Bicol, Philippines
Table 1 contains information about the
level of job satisfaction of faculty members of
State Universities and Colleges (SUCs) in the Bi-
col Region which was obtained through the use
of a modified survey instrument (Part II). It
shows that SUCs’ faculty members are highly
MB Bongalonta, 2022 / Job Satisfaction of Faculty Members of State Universities and Colleges (SUCs) in Bicol, Philippines
IJMABER 940 Volume 3 | Number 5 | May | 2022
satisfied with their job with the average
weighted mean of 3.91.
The job satisfaction of the respondents as
faculty members of their College/University
got the highest weighted mean of 4.36. Good
human relations among faculty members do
exist in Bicol SUCs as manifested by the level of
their satisfaction with their co-worker (4.18)
and their immediate Dean/Supervisor (4.07).
According to them, they are satisfied with their
profession as faculty/teachers notwithstand-
ing of their salary because of their dedication
and willingness to help the country produce
highly competent professionals. They stated
further that the College/University where they
are in has a good working environment as re-
flected by harmonious relationship among fac-
ulty members, non-teaching personnel and de-
partment heads.
This can be linked to the idea of Ismail
(2012) that job satisfaction represents the feel-
ings or a general attitude of the employees in
relation with their jobs and the job compo-
nents such as the working environment,
working conditions and communication with
the colleagues. It describes a positive feeling
about a job, resulting from an evaluation of
its characteristics. A person with a high level
of job satisfaction holds positive feelings
about his or her job, while an unsatisfied per-
son holds negative feelings colleagues.
Conversely, the satisfaction of the faculty
members as to the amount of the performance-
based bonus received from the College/Univer-
sity got the lowest weighted mean of 3.56
among the indicators of employees’ job satis-
faction. . SUCs’ faculty members mentioned that
the amount of the PBB they received is not eq-
uitable with their actual performance and con-
tribution to the realization of the targets. More-
over, the amount of the PBB is not comparable
with the bonuses received by employees in the
private sectors.
MB Bongalonta, 2022 / Job Satisfaction of Faculty Members of State Universities and Colleges (SUCs) in Bicol, Philippines
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The result is consistent with the finding of
Ismail (2012) which disclosed that pay levels
affect job satisfaction and that those public em-
ployees experienced lower levels of job satis-
faction since performance-related pay in the
public sector consistently fails to deliver on its
promise.
Extent of Faculty Members’ Job Satisfaction
when grouped according to their Demo-
graphic Profile
The study used One-way ANOVA (F-Test)
through the aid of Statistical Packages for Social
Science (SPSS) to test the extent of job satisfac-
tion of SUC faculty based on their gender, age,
status of appointment, length of service and ed-
ucational attainment. F-values were computed
based on a 5% confidence level. All the data
used in computing F-values were taken from
the respondents using a modified survey in-
struments.
Extent of Faculty Members’ Job Satisfaction
when grouped based on Gender
Table 3 indicates that all the computed F-
values are within the critical value of 4.35 using
a significance level of .05. This resulted to over-
all significant value of .753 which means that
there is no significant difference in the extent of
job satisfaction of the faculty members if they
are grouped according to gender.
Thus, irrespective of gender, faculty mem-
bers have the same level of job satisfaction.
Meaning, the faculty members of Bicol SUCs are
highly satisfied with their tasks as part of the
teaching personnel of their College or Univer-
sity notwithstanding of their sex. Naz (2016)
found out that the farmers did not differ signif-
icantly in their extent satisfaction on NIA ser-
vices when grouped according to sex. This re-
sult shows that both genders embrace similar
perspective in terms of the services they re-
ceive from the agency and that gender is appar-
ently not a factor in the perception of farmers’
satisfaction
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Extent of Faculty Members’ Job Satisfaction
when grouped based on Age
Table 4 shows the level of job satisfaction of
faculty members with respect to their age. It
discloses that among the age brackets, faculty
members who belonged to the age group of 54-
65 years of age have the highest satisfaction
rating while respondents belonging to 21-29
years old got the least satisfaction value.
The overall computed F-Value of 1.821
which is lower than the critical value of 2.84 at
95% confidence level with a computed signifi-
cant value of .144. This means that the level of
job satisfaction of faculty members does not
vary if they are grouped according to age.
Hence, they have the same level of satisfaction
with the job regardless of their age. This vali-
dates the finding of the study which revealed
that the farmers regardless of their age did not
differ in their satisfaction on the second to the
eight NIA services (Naz, 2016). However, the
computed F-values for the level of job satisfac-
tion of faculty members with respect to the
loading system (F=3.409) and the process of
determining their salary increase (F=6.725)
with significant values of .018 and .000, respec-
tively, exceed the critical value of 2.84. This
shows that faculty members differ significantly
along these determinants of job satisfaction as
confirmed by the weighted means of their job
satisfaction.
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As reflected in the table, older faculty mem-
bers (4.04) have high job satisfaction ratings as
compared to the younger ones (3.55) with re-
spect to the policy and system of the College or
University in distributing the loads or subjects
to them. This might be due to the fact that sen-
ior members of the teaching personnel and
those who belong to a retiring age bracket often
enjoy the benefit of the flexibility of the loading
system particularly in the case of overload sub-
jects which are commonly given to new and
younger teachers which was asserted by the re-
spondents during the interview. Likewise, fac-
ulty members in the age group of 54-65 years
(4.18) are more satisfied than those who are in
the age bracket of 21-29 years old (3.43) with
regards to the process on how their College or
University determine the increase on their sal-
ary. Basing from the statements of the respond-
ents, it can be stated that job satisfaction of old
and young faculty members varied as a result
of the implementation of government and
other policies relating salary increase such as
the NBC 461, salary standardization and the
like which are often favorable to senior faculty
members.
Extent of Faculty Members’ Job Satisfaction
According to their Status of Appointment
Table 5 reveals the level of job satisfaction
of faculty members with respect to their status
of appointment.
As presented in the table, the overall com-
puted F-value at .05 level of significance is
1.577 which is within the critical value (2.32).
This redounds to the notion that there is no sig-
nificant difference in the level of job satisfac-
tion of faculty members with respect to their
status of appointment. In general, they have the
same level of satisfaction with their work as
faculty member whether they are permanent,
contractual or temporary employees.
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The table further shows that faculty mem-
bers are highly satisfied with their job based on
the given weighted means of individual indica-
tors without regards of their status. On the
other hand, considering the computed F-values
of each indicator as grouped based on their sta-
tus of appointment, it was found out that fac-
ulty members’ job satisfaction significantly dif-
fers in terms of their satisfaction of their job as
a faculty member (F=4.344), in the process of
determining their salary increase (F=5.957), in
the amount of the performance-based bonus
they received (F=7.609) and the system of pro-
motion (F=2.330) since these exceed the criti-
cal value (2.32).
It is depicted in the table, that the level of
satisfaction of temporary faculty members is
immaterially higher than the permanent teach-
ing staffs. However, contractual faculty mem-
bers have the lowest satisfaction weighted
mean among the three (3) categories of em-
ployment status. In the case of the determina-
tion of salary increment, permanent faculty
members have the higher job satisfaction rat-
ing (3.97) than those with temporary (3.91)
and contractual appointment (3.30). This dif-
ference can be based on the idea that perma-
nent government employees who are enjoying
the privilege of security of tenure favorably re-
ceive salary increase and higher benefits as
compared to those non-permanent employees.
Besides, the extent of faculty members’ job sat-
isfaction significantly differ with reference to
the amount of the performance-based bonus
given by the SUCs. This implies that each faculty
member has different level of satisfactions as
affected by variations in the amounts of the
PBB which may or may not commensurate to
their actual performance. Also, the difference
on their satisfaction with the promotional sys-
tem implemented by the College/University
can be explained by the fact the status of ap-
pointment dictates whether the faculty is enti-
tled to promotion or not.
Extent of Faculty Members’ Job Satisfaction Ac-
cording to their Length of Service
Table 6 depicts the satisfaction of the re-
spondents with their job when grouped accord-
ing to the number of years in service. The data
shown an overall computed F- value of 1.798 at
95% confidence level which is within the criti-
cal value (2.23). This entails that the overall
satisfaction of SUC faculty members on the
eleven (11) indicators does not vary when they
are grouped according to the length of service.
Thus, it can be claimed that faculty members
have the same level of job satisfaction irrespec-
tive of their length of service as supported by
the computed job satisfaction means showing
that the faculty members in Bicol are highly sat-
isfied. However, among the respondents, fac-
ulty members who have rendered 25-35 years
of service has the highest job satisfaction
weighted mean (4.02).
Specifically, all the computed F-Values of
the indicators fall within the critical value ex-
cept for the degree of their satisfaction on the
loading system of the College or University
(F=2.622) and in the process of determining
their salary increase (F=3.436). This manifests
that faculty members significantly vary in their
extent of job satisfaction on these two (2) indi-
cators. With respect to the loading system, fac-
ulty members who have rendered already 26-
35 (4.17) and 21-25 years of service who can
be considered as seniors are more satisfied
than those who have stayed in the College or
University for 1-5 years of service (3.56) who
are just new and still young in terms of service.
This variation is in line with the idea that senior
faculty members who are soon to retire from
the service often enjoy the benefit of the flexi-
bility of the loading system particularly in the
case of overload subjects which are commonly
given to new and younger faculty. In the same
context, when it comes to the opportunity to
enjoy the benefit of salary increase, senior fac-
ulty members have greater chance to embrace
and receive higher salary increase resulting
from NBC 461, salary standardization and the
like than those who are new in the service.
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Extent of Faculty Members’ Job Satisfaction Ac-
cording to their Educational Attainment
The information regarding the extent of job
satisfaction of faculty members if group based
on their educational attainment is presented
and summarized in Table 7. From the table,
seven (7) indicators are within the critical
value of 2.32 ate .05 level of significance. This
means that the satisfaction of the faculty mem-
bers does not differ along these concerns. How-
ever, four (4) out of eleven (11) indicators ex-
ceeded the critical value which indicate that re-
spondents would have different level of job sat-
isfaction on these areas. These include their
satisfaction on the process of the College/Uni-
versity on giving their opportunity for advance-
ments (F=2.682), the amount of the PBB they
receive, (F=6.987), the process of determining
their salary increase (F=3.198) and their satis-
faction with their co-workers (F=7.669).
Concerning to the opportunity for advance-
ments, faculty members with doctorate degree
(4.08) are more satisfied than those with mas-
ter’s degree (3.90) and bachelor’s degree
(3.66). As mentioned by the respondents, there
are some opportunities for advancements are
available to doctorate degree holders only but
not to other faculty members because of the
minimum academic qualifications including the
opportunity to handle higher position in the
College/University such as Deanship and Pro-
gram Chairmanship. Commission on Higher Ed-
ucation encourages SUCs to designate Deans
and Program chairs with doctorate degree
which is in line with their field of specialization.
With regards to the amount of perfor-
mance-based bonus, doctorate degree holders’
satisfaction (2.03) interpreted as low job satis-
faction is materially lower than those with
bachelor’s degree (2.74) and master’s degree
MB Bongalonta, 2022 / Job Satisfaction of Faculty Members of State Universities and Colleges (SUCs) in Bicol, Philippines
IJMABER 946 Volume 3 | Number 5 | May | 2022
(2.64) holders both considered to have moder-
ate satisfaction. The disparity in their satisfac-
tion ratings in terms of the amount of the PBB
is based on the fact that the educational qualifi-
cation of the PBB recipients is not a factor and
a criterion in determining the PBB. Thus, it may
result to the possibility that faculty members
with doctorate degree may not receive the PBB
or the lowest of PBB among the beneficiaries
notwithstanding of their academic qualifica-
tions.
It can be stated further that faculty mem-
bers having the maximum educational qualifi-
cations (doctorate) with satisfaction rating of
4.08 are more satisfied than other faculty mem-
bers. This difference is based on the fact that
the academic qualifications of the faculty mem-
bers is a determinant and basis for salary in-
crease particularly in the case of NBC 461
which gives substantial weights on the aca-
demic qualifications of the faculty members
tobe entitled for promotion and consequently
salary increase. Finally, the significant differ-
ence on the extent of job satisfaction of the re-
spondents with respect to their co-workers can
be explained by some factors inherent to the
organizations whether public or private sec-
tors such as professional jealousy.
Conclusion and Recommendations
This study reached the conclusion that
State Universities and Colleges in the Province
of Bicol Philippines (SUCs) are equally
MB Bongalonta, 2022 / Job Satisfaction of Faculty Members of State Universities and Colleges (SUCs) in Bicol, Philippines
IJMABER 947 Volume 3 | Number 5 | May | 2022
represented with new and senior faculty mem-
bers in terms of number of years in service who
have met and complied with the academic re-
quirements of the Civil Service Commission
and that most of them are permanent (86.92%)
and with security of tenure in the College or
University where they are in. Bicol SUC faculty
members are highly satisfied with their job
with the average weighted mean of 3.91.
Among the indicators of job satisfaction, the
satisfaction of the respondents with their posi-
tion and job as a faculty member ranks 1st with
the highest weighted mean of 4.36 while the
amount of the performance-based bonus has a
diminishing effect on the overall job satisfac-
tion of SUC faculty members.
This also concluded that the extent of over-
all job satisfaction of the faculty members in Bi-
col SUCs does not differ with respect to their
demographic profile. However, this specifically
identified that there is significant difference in
the satisfaction of the faculty members with re-
spect to the following: the loading system when
grouped according to their age and length or
service; in the process of determining the sal-
ary increase when grouped based on their age,
status of appointment, educational attainment
and length of service; the their satisfaction as a
faculty member if grouped based on status of
appointment; the amount of the PBB received
with regards to their status of appointment and
educational attainment ; and opportunity for
advancements if grouped based on their educa-
tional attainment.
Consequently, this paper modestly recom-
mends that SUCs may consider improvement
on the performance-based bonus to make it
more instrumental in enhancing the job satis-
faction of the faculty members. If warrants,
SUCs may formulate more equitable policies of
giving salary increase and in giving promotions
so that faculty members would enjoy the same
benefits in order to avoid being dependent on
the salary standardization of the government.
Besides, necessary revisions on the existing
loading system may be considered by SUCs to
make it more flexible in such a way that all fac-
ulty members would feel the same satisfaction
on it. Finally, future researches about job satis-
faction of the faculty members and other gov-
ernment employees should be conducted to
further seek information that would strengthen
the results of this study and for future refer-
ences and bases of the government in formulat-
ing policies that would continuously enhance
the satisfaction of faculty members and other
government employees with their job and as-
signed tasks.
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