Employee Satisfaction towards Retention in MCC Hotel, Tubod,

Lanao, del Norte

An Undergraduate Thesis Presented to the Thesis Committee

of North Central Mindanao College
Maranding, Lala, Lanao del Norte

In Partial Fulfillment of the Requirements for the

Degree of Hotel Restaurant Management

By:
Jasmine, Cherie Ann M.
Caramba, Julivie C.

S.Y 2014-2015
ACKNOWLEDGEMENT

ABSTRACT

TABLE OF CONTENTS

Title
Acknowledgement
Abstract
Table of Contents
List of Tables
List of Figures
Chapter 1. INTRODUCTION
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Statement of the Hypothesis
1.4 Scope and Limitation of the Study
1.5 Theoretical Framework
1.6 Conceptual Framework
1.7 Significance of the Study
1.8 Definition of Terms
Chapter 2. REVIEW OF RELATED LITERATURE
2.1 Related Study
2.2 Synthesis
Chapter 3. Methodology
3.1 Research Design
3.2 Sampling Technique
3.3 Instruments
3.4 Procedures
3.5 Statistical Analysis
Chapter 4 RESULTS, ANALYSIS AND INTERPRETATION OF DATA
Chapter 5 SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary
5.2 Conclusion
5.3 Recommendation
References
Appendix
Curriculum Vitae

LIST OF TABLES

Table 1. The Mean on Expected and Perceived Performance

Level on Job Satisfaction in MCC Hotel.
......
Table 2. Percentage of the Level of Employees Loyalty towards
the

Job

LIST OF FIGURES

Figure

1.

Conceptual

Study..

Framework

of

the

Chapter 1
INTRODUCTION

Background of the Study

Statement of the Problem
This study aims to investigate the employee satisfaction towards
retention in MCC Hotel, Tubod, Lanao del Norte for the year 2014.
Specifically, this thesis seeks to answer the following questions:

1. What is the perception of the respondents on expected performance

level on job satisfaction towards retention in terms of:
1.1
Performances Rewards
1.2
Free Training
1.3
Personal Implication
1.4
Work Environment
2. What is the perception of the respondents on perceived performance
level on job satisfaction towards retention in terms of:
2.1
Performances Rewards
2.2
Free Training
2.3
Personal Implication
2.4
Work Environment
3. How does job satisfaction level of the employees affects the level of
employees loyalty?

Statement of Hypothesis
Ho: There is no significant difference on the satisfaction level of the
employees towards retention.

Scope and Limitation of the Study

This study was focused on the perception of the employees towards
expected and perceived performance level towards the level of loyalty on
their job in MCC Hotel, Tubod Lanao del Norte for the year 2014. Other factors
affecting the satisfaction level of the employees towards retention were not
investigated including the cause and effect relationships of the phenomenon.
The study would last for about a month including the survey interview and
interpretation of data. The respondents control data were not included in this
study for the identities of the respondents were agreed confidential.

Theoretical Framework
Conceptual Framework
The concept of this study only focused on the perception of the
employees on expected and perceived performance towards retention in MCC
Hotel, Tubod, Lanao del Norte for the year 2014. It also shows the level of
satisfaction of the employees to the level of employees loyalty towards the
job. The figure below shows the conceptual framework of the study.
Figure 1. Conceptual Framework of the Study

Employees' expected
performance towards

and perceived
retention

Employee's Perception

1. Percentage of employees' loyalty towards

the job considering the level of satisfaction

Significance of the Study

This study would be beneficial to the following:
To the Employees of MCC Hotel. This would help assess the
satisfaction level of the employees towards retention in their job.
To Hotel Management of MCC Hotel. This would be a basis for the
improvement of management towards the current employees of MCC Hotel
and for upcoming applicants.
To Imminent Researchers. This would serve as a new reference for
conducting similar studies.

Definition of Terms
To further understand the terms used in the study, the following terms
were defined for the purpose of clarity of understanding the problem and
avoid confusing meaning, otherwise, to be interpreted in different ways:
Retention- the level of employees loyalty towards the job
Satisfaction- the difference between expected and perceived performance
level
Chapter 2
REVIEW OF RELATED LITERATURE

Chapter 3
METHODOLOGY

Research Design
This study only focused on the perception of the employees to their
satisfaction towards retention in MCC Hotel, Tubod, Lanao del Norte for the
year 2014. The research design used in this study was survey research
design. It does not primarily concern on the cause and effect relationships of
the phenomenon. The study investigates the difference between the
expected and perceived performance level of job satisfaction and how it
affects the level of employees loyalty towards the job.

Sampling Technique
Simple Random Sampling was used in this study. The employees were
chosen by chance and with equal, non-zero chance of being selected from the
population.

Instruments
An informed consent was used to ask an approval from the concerned
respondents

in

order

to

conduct

survey

in

the

target

company.

Questionnaires were used as data sheets for data gathering in which were
made easier and would not consume a longer time to answer. Verbal
communication was used as pre-test to set the objectives of the study before
giving the questionnaires to the respondents.

Procedures
Preparation of Surveys Site. An informed consent was given to the
concern respondents in MCC Hotel to conduct a survey. After the approval of
the said consent, the researchers would visit the site to have a place
background check for the survey interview.
Data Gathering. Questionnaires would serve as the data sheets for this
study. The researchers used a verbal communication to set the objectives as
the pre-test of the survey. The questionnaires were given to the respondents
to answer all the data needed. A day after, the data sheets were gathered for
the interpretation of data.

Statistical Analysis
The following statistical tools were used to interpret the data:
A. Arithmetic mean. This statistical tool was used to answer the number
one and two of the statement of the problem. This is to get the mean
of the expected and perceived performances level of job satisfaction
towards retention.
B. Percentage. After analyzing the data on job satisfaction level towards
retention, this statistical tool was used to get the percentage of the
perception of the employees on how job satisfaction affects the level of
employees loyalty towards their job.

Chapter 4

RESULTS, ANALYSIS AND INTERPRETATION OF DATA

The Table 1 presents the mean of the perception of the respondents on

expected performance level on job satisfaction in MCC Hotel. Table 2 shows
the percentage of the level of employees loyalty towards the job considering
their satisfaction level.

Table 1. The Mean on Expected and Perceived Performance Level on

Job Satisfaction in MCC Hotel
Performanc

Free

Personal

Work

es Rewards

Training

Implicatio

Environme

nt

Expected
Performance

3.73

3.6

4.2

4.4

3.8

4.07

4.07

4.4

Perceived
Performance
Likert Scale:
5- Highly Satisfied
4- Satisfied
3- Neither Satisfied Nor Dissatisfied
2- Dissatisfied
1- Highly Dissatisfied

The table above shows the mean on the perception of the respondents
on expected and perceived performance level of job satisfaction towards
retention in MCC Hotel. The results show that the mean on performance

rewards was 3.73, free training of 3.6, personal implication of 4.2 and work
environment of 4.4 on expected performance level of job satisfaction towards
retention. The mean on perceived performance shows that the performances
rewards were 3.8, free training of 4.07, and work environment of 4.4. As
observed, the results of all the means were very close to each other. Thus,
the interpretation of data using the listed likert scale shows that the
employees of the MCC Hotel were

satisfied towards retention. The

researchers could not tell if there is a significant difference between the

expected and perceived performance level of job satisfaction towards
retention since there were no or little difference between the means. Thus,
the effect has not changed.

Table 2. Percentage of the Level of Employees Loyalty towards the

Job
No. of

Rate

Respondents
2
8
3
2

7
8
9
10

Total Mean

Percentage =(mean/10)100%

8.33

83.33%

The Table above shows the percentage of the level of employees

loyalty considering the job satisfaction of the employees. The employees
were asked on how likely that they would continue to retain in their current
job given that they would rate from 0 to 10. Two respondents have chosen 7,
eight for 8, three for 9 and two for 10 out of 10 rating. The results of the

mean were divided to 10 to get the real ratio and multiplied to 100% to get
the percentage of the level of employees loyalty. The data shows that were
83.33% level of employees loyalty towards the job. Thus, the equivalent
proposition shows that the job satisfaction level has 83.33% towards the level
of employees loyalty towards the job.

Chapter 5

SUMMARY, CONCLUSIONS AND RECOMMENDATION

Summary
This study aimed to get the difference between employees expected
and perceived performances level of job satisfaction towards retention. It
investigates the satisfaction level of the employees towards the level of the
employees loyalty. Particularly, it seeks to answer the following questions:
What is the perception of the employees on expected and perceived
performance level of
performances

rewards,

job satisfaction
free

training,

towards retention in terms of

personal

implication,

and

work

environment? And, how does level of job satisfaction of the employees affects
the level of employees loyalty?
To answer the problem of this study, the researchers conducted a study
in MCC Hotel where the respondents were selected by chance. The
questionnaires were distributed to the respondents that would serve as the
data sheets of this study. After gathering all the data, the researchers used
the following statistical tools namely: arithmetic mean and percentage. The
results of the data gathered were analyze and interpreted using these
statistical tools. The mean of expected performance level of job satisfaction
in terms of performance rewards, free training, personal implication and work
environment were 3.73, 3.6, 4.2 and 4.4. The mean of the perceived
performance level of job satisfaction in terms of performances rewards, free
training, personal implication and work environment were 3.8, 4.07, 4.07 and
4.4. As observed, the results were too close for each other. Thus, there were

no or a little changes on the differences between the means. The results of

the mean were interpreted as satisfied on job satisfaction towards retention.
After getting the mean, the percentage was used to determine the level of
employees loyalty considering the job satisfaction of the employees. The
data shows that there was 83.33% level of employees loyalty towards the
job. Thus, it also shows that the job satisfaction level has 83.33% towards the
level of employees loyalty. With this, the researchers could tell that there is
no significant difference on the satisfaction level of the employees towards
retention.

Conclusion
The findings of the survey resulted to the formulation of the following
conclusions:
1.1

the mean of expected and perceived performance level of

job satisfaction towards retention in terms of performance
rewards,

free

training,

personal

implication

and

work

environment were very close to each other. Thus, there was

1.2

no or a little changes satisfaction of the employees.

As shown in the results, there were 83.33% levels of
employees loyalty considering the level of job satisfaction

1.3

towards their job.

There is no significant difference on the job satisfaction level
of the employees towards retention.

Recommendation

The following were the recommendations of the researchers to its

beneficiaries:
To the Employees of MCC Hotel.
To Hotel Management of MCC Hotel.
To Imminent Researchers.
References

Appendix

A. Informed Consent

1.
2.
3.
4.

Perceived
Expected Performance
Performance
Performances Rewards
Free Training
Personal Implication
Work Environment

Rating

Likert Scale:
5- Extremely Satisfied
4-Satisfied
3-Neither Satisfied Nor Dissatisfied
2- Dissatisfied

B. Questionnaire

1-Extremely Dissatisfied

The identity of the respondents will remain confidential.

1. How satisfied are you in expected performances on job satisfaction towards
retention in terms of:
2. How satisfied are you in perceived performances on job satisfaction towards
retention in terms of:
3. How likely is it that you would continue to retain in the job?
Not at
all

Extremel

likely
o

y likely
o

o
2

o
3

o
4

o
5

o
6

o
7

o
8

o
9

10

CRRICULUM VITAE

NAME:
HOME ADDRESS:
BIRTHDATE:
BIRTHPLACE:
AGE:
MOTHERS NAME:
MOTHERS OCCUPATION:
FATHERS NAME:
FATHERS OCCUPATION:
SCHOOL ATTAINMENT:
Primary:
Intermediate:

High School:
College

CURRICULUM VITAE

NAME:
HOME ADDRESS:
BIRTHDATE:
BIRTHPLACE:
AGE:
MOTHERS NAME:
MOTHERS OCCUPATION:
FATHERS NAME:
FATHERS OCCUPATION:
SCHOOL ATTAINMENT:
Primary:
Intermediate:
High School:

College