CHAPTER 5

SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS

This chapter contains the summary of findings, conclusion and recommendation

to appraise the Effects of Perceived Job Satisfaction to Work-Life Balance among

Faculty Members in the University of Batangas for better understanding of the

reader.

The purpose of the study is to determine the Effects of Perceived Job

Satisfaction to Work-Life Balance among Faculty Members in the University of

Batangas.

Specifically, the research sought to answer the following questions:

1. What is the profile of the respondent in terms of:

1.1 Age ;

1.2 Gender ;

1.3 Civil Status ;

1.4 Highest Educational Attainment ;

1.5 Department ; and

1.6 Employment Status

2. What is the level of job satisfaction of Faculty Members in terms of:

2.1 Need Fulfillment

2.2 Discrepancies

2.3 Value Attainment

3. What is the level of work-life balance among Faculty Members in terms of:

3.1 Individual

3.2 Family

3.3 Work and Organization

3.4 Social Environment

4. What is the relationship between job satisfaction and work-life balance?

5. Does job satisfaction have a significant effect in work-life balance?

6. Does the profile of the respondents have a significant affect on the

respondents perception of:

6.1 Job Satisfaction

6.2 Work-life Balance

The researchers used the descriptive method of research in conducting the

study to arrive at more accurate conclusions. The participants involved were the

faculty members fo the College of University of Batangas. Fill in the box type of

questionnaire was used in order to gather data needed for the research. Attached

with the questionnaires was the letter of request. The questionnaires underwent

validations and corrections before copies of it were distributed.

Upon the approval of the title, the researchers began the data gathering task

by visiting the library and other sources which are related to their statement of the

problem as well as online sources for a further understanding the topic. The

researchers made use of frequency, weighted mean, Analysis of Variance and T-test

as statistical tools. The findings, conclusions and recommendations were derived

from the analyzed data.

The following are the findings of the researchers on the gathered data:

1. The profile of the respondents

1.1 Age.

1.2 Gender ;

1.3 Civil Status ;

1.4 Highest Educational Attainment ;

1.5 Department ; and

1.6 Employment Status

2. What is the level of job satisfaction of Faculty Members in terms of:

2.1 Need Fulfillment. The data gathered shows us that overall, the

participants were satisfied with their need fulfillment with a composite mean of

5.34 or they were for the most part moderately satisfied. This can be seen

through the weighted means of their basic needs with 5.42, their personal

security and well-being with 5.19, their sense of belonging and acceptance with

5.36, and their recognition and respect with a 5.41.

2.2 Expectations. From the data gathered, it was concluded that the

expectations of the individuals were met and there was no major contest to what

they were provided with in their positions. This can be observed through the

given indicators. The results show a composite mean of 5.04, not that different

from previous answers.There was no major outstanding indicators.

attainment within their positions, they were really satisfied and had a composite

mean of 5.33. they showed that they were highly satisfied with the universities

values being aligned with theirs, averaging a 5.5 weighted mean. Closesly

followed by Being completely honest in your workplace with a weighted mean of

5.35, The policy and rules of the college department is well respected with 3.32,

and lastly their timae allowance to do all the task assigned is reasonable with

5.13. The data shows that there is no significant factors within value attainment

in their positions that affect their job satisfaction.

2.4 Equity. As shown in the data, it can be concluded that the participants

were moderately satisfied with their university when it comes to equity. There are

no major recorded problems with the individuals. With a composite mean of 5.19

and all of the weighted means being relatively close, it is known they are

satisfied.

3. What is the level of work-life balance among Faculty Members in terms of:

3.1 Individual. The data suggests that in the individual aspects of

respondents, they were satisfied with their environments, competetive sides, and

maintained a good health and wellness with a composite mean of 5.01. The

respondents showed that they were not overly-dedicated to their work with a

mean of 4.71, yet they remained competitive and active with a 5.21 mean.

3.2 Family. It can be observed through the data collected that the

participants of the study were well satisfied when it came to their work-life

balance regarding their families. It shows that a majority of the faculty has extra
 responsibilities concerning children or eldery family member with a mean of 5.02.

Also, they have the oppurotunity to spend quality time with their families with

their work schedule with 4.98. They have time with their children and helping

them and arent spending too much time at work with means of 5.07 and 4.8

respectively for a composite mean of 4.97 showing they are satisfied when it

comes to their work-life balance within the University.

3.3 Work and Organization. After analyzing the data, it can be drawn that the

respondents were overall satisfied with their work and organizations. With a

composite mean of 5.11, the participants revealed that their work and is

recognized and their organizations satisfy their needs. This can be seen through

mean of the close responses in each factor were very similar and did not

fluctuate.

3.4 Social Environment. Based on the data gathered,The respondents were

highly satisfied in their social enviroments. Their composite mean resting at 5.25,

the respondents had positive feelings about their social enviroments. There is no

significant factor that shows an impact from work-life blance to job satisfaction.

Conclusions

1. There is no significant effect of the profile of the individual with the effects of

Perceived Job Satisfaction to Work-Life Balance among Faculty Members. On most

of the questions that were answered by the participants, there was no major

differences that could be linked to similarities between the participants profiles.

2. The level of Job satisfaction among the faculty of the University of Batangas were

ranked positively. With no faculty members having major issues with the university.

3. The work-life balance of the participants was at an even level allowing them time

to be with their family and lead their own lives. There were only a few respondents
who were having a more difficult time to manage some aspects, but there was no

significant connection that could be drawn to job dissatisfaction.

4. Job satisfaction is based on a wide range of personal and environmental factors.

The work-life balance does have and impact on the job satisfaction of an employee,

but it is just a factor nonetheless.

5. Job Satisfaction and work-life balance are related to one another and therefore

can impact eachother. Though the work-life balance in most cases in the present

age, isnt the biggest factor in job satisfcation and can only go so far due to its

limitations.

Recommendations

1. Maintain and constantly innovate orgainzational and enviromental factors that can

have a significant impact upon the job satisfaction of an employee.

2. Maintain a system that allows members of the organizations to manage a proper

work-life balance.

3.