RUNNING HEAD: From Demographics to Policy: Unraveling the Relationship of Job

Satisfaction and Happiness

From Demographics to Policy: Unraveling the Relationship

Of Job Satisfaction and Happiness

Chester A. Lopez, Jovelyn A. Ochavo,Juiet Marie L. Dela Peret

John Paul V. Suarez, Florinda G. Vigonte, Ph.D,
Marmelo V. Abante, Ph.D, DIT, DBA

Email Address: chesterlopez@gmail.com;ochavojovelyn@gmail.com;jetzkyvirgo831@gmail.com

florgarcia3207@gmail.com;docmelo888@gmail.com

World Citi Colleges, Graduate School Department

960 Aurora Blvd., Bagumbuhay,
Quezon City

Abstract:

This systematic review seeks to explore the relationship between job satisfaction and happiness and its
potential implications for policy development. The review employed the PRISMA flow diagram to
analyze its outcomes. It was found that employee demographics may influence policy creation. A variety
of elements, including pay, the working environment, job requirements, interpersonal interactions with
coworkers and superiors, organizational policies, and recognition, can affect job satisfaction. The link
between job satisfaction and happiness is evident, though there are differing opinions in scholarly
literature. Several strategies were devised to address dissatisfaction among government employees. The
research underscores the importance of considering staff demographics in policy development. Policies
should prioritize increasing salaries and benefits, optimizing the work environment, refining job
characteristics, fostering positive interpersonal connections, and establishing effective organizational
policies and recognition mechanisms. The study also emphasizes the need for policies targeting job
dissatisfaction among government employees. The research demonstrates a positive correlation between
job satisfaction and happiness, underscoring the necessity of formulating policies to enhance job
satisfaction.

Keywords: Demographics, job satisfaction, happiness, policy-making, PRISMA diagram, systematic

review

Introduction:

Job satisfaction is a fundamental concept in industrial and organizational psychology that has been linked
to a variety of desirable outcomes, including job performance, organizational citizenship behavior,
absenteeism, and life satisfaction (Heller et al., 2002; Erdogan et al., 2012). The majority of definitions of
job satisfaction focus on how people feel and think about their jobs (Locke, 1969; Smith et al., 1969;
Weiss, 2002; Drafke, 2009). These criteria, like life satisfaction definitions, include emotional states,
feelings, affective responses, and cognitive evaluations of work (Alonso, 2006).

An employee's level of job satisfaction affects more than just their happiness at work. It has a significant
impact on their psychological well-being, including their self-image, physical health, and general
happiness. Employees who are content with their jobs are more dedicated and take fewer sick days than
those who are not. Employees are a valuable asset to any organization, according to Sakarji et al. (2022),
and it benefits both the employees and the organization if they are happy in their jobs and understand the

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From Demographics to Policy: Unraveling the Relationship of Job Satisfaction and
Happiness
company's direction. Employee happiness can be greatly influenced by a sense of fulfillment and security
about the future.

According to JobStreet.com's 2016 Happiness Index Report, Filipino employees enjoy the greatest level
of job satisfaction among those surveyed in seven Asian countries. This means that Filipinos continue to
be at the top of the list when it comes to job satisfaction. However, according to a 2019 survey, just 70%
of Filipino workers are satisfied with their jobs, with the remaining 30% dissatisfied due to a lack of
development and training possibilities (Nicholls, 2019).

A major study undertaken by Oxford University's Sad Business School and British telecoms giant BT
(2019) found a clear link between pleasure and productivity. According to the study, people who are
cheerful are 13% more productive. The authors emphasize that, while the link between pleasure and
productivity has been discussed previously, their study is the first to present real proof of this association.

This study aims to investigate the correlation between job satisfaction and happiness among a specific
group of government employees employed in Manila City Hall. This study will focus on examining the
various elements that influence job satisfaction, including but not limited to compensation, benefits,
working conditions, job security, autonomy in the workplace, employee engagement, and work-life
balance. The objective is to determine the degree to which these aspects impact employees' overall
pleasure. The investigation will additionally examine potential associations between job satisfaction and
work pleasure.

Candelario et al. (2020) came to the conclusion from their research that government personnel have a
strong connection to their organization, and that this level of commitment is directly connected with a
high level of job satisfaction.

Basilio et al. (2017) wanted to measure the level of contentment that employees have in relation to their
remuneration and benefits, their workspace, the job itself, their interactions with co-workers and their
supervisors, and their understanding of the organization's regulations and appreciation. In addition, they
wanted to determine whether there was a discernible difference between levels of contentment, and they
discovered that there is a significant relationship between the two. Also, a high correlation was found
between work values and job happiness, which points to the potential that when one grows, the other does
as well (De Leon et al., 2022). To provide further evidence in favor of this claim, Licudan-Credo and
Naparota (2022) demonstrated that there is a significant relationship between the level of satisfaction one
derives from one's work and the quality of life in the Liloy local government unit. This suggests that the
degree to which an employee enjoys their work plays a significant part in the quality of life they lead.

Furthermore, Bangwal and Tiwari (2019) investigate the effects of organizational performance on
workplace environment, employee satisfaction, and intent to stay. The researcher's goal in this study is to
determine whether or not there is a correlation between the two parameters and, if so, how significant it
is. Overall, the evaluation of the literature indicates that the relationship between working environment,
employee satisfaction, and intention to stay is a significant aspect in understanding organizational
effectiveness. It also demonstrates that the office environment and employee satisfaction are strongly
related to intent to stay, which has an impact on organizational performance.

Various enterprises and organizations are encountering issues nowadays due to the nature of the
workplace. Employers should prioritize the working environment to ensure job satisfaction (Taheri et al.,
2020). The study provides a thorough overview of the influences of the working environment on job
satisfaction and goes on to analyze the relationship between job satisfaction, happiness, and the working
environment. The authors also address the numerous ways in which a workplace might influence job

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From Demographics to Policy: Unraveling the Relationship of Job Satisfaction and
Happiness
happiness. They point out that physical settings, such as office space design and noise levels, might
influence job satisfaction by influencing an individual's comfort, stress, and motivation.

The purpose of this study was to examine the relationship between job satisfaction and happiness among
selected employees working in the government sector at Manila City Hall. Specifically, this study sought
to answer the following research questions:
(1) What is the profile of the respondents in terms of age, gender, designation, and years of
service in the sector?
(2) What is the level of job satisfaction among selected government employees in Manila City
Hall?
(3) What is the level of work happiness among selected government employees in Manila City
Hall?
(4) Is there a significant relationship between job satisfaction and level of happiness among
selected employees in the engineering department at Manila City Hall?

Methodology

The present study employed Google Scholar and Harzing's Publish or Perish as tools for conducting a
comprehensive search for relevant references. A total of 63 search results deemed to be the most pertinent
were chosen for further analysis. The search query included the following keywords: Demographics, Job
Satisfaction, Happiness, Policy Making and Systematic Review.

These are the following steps that were accomplished to achieve the desired outcome for the study:

Figure No. 1 PRISMA 2020 Flow Diagram

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From Demographics to Policy: Unraveling the Relationship of Job Satisfaction and
Happiness
Results and Discussion
Demographics are statistics that describe populations and their characteristics. Demographic
analysis is the study of a population-based on factors such as age, race, and sex. Demographic
data refers to socioeconomic information expressed statistically, including employment,
education, income, marriage rates, birth and death rates, and more (Adam Hayes 2023).

Age in the workplace refers to an individual's chronological age, which is commonly defined in
years, and it is a fundamental demographic trait used to identify and comprehend employees'
career and job-related experiences, demands, and contributions. Pullen (2014) emphasizes the
influence of age on office environment experience and job performance, suggesting that
organizations should consider the preferences and difficulties faced by employees of different
ages. Vraňaková (2020) focuses on the concept of Age management and how employees with
different levels of formal education perceive its pillars differently. Zabel et al (2015) challenges
negative stereotypes about older workers and suggest that the definition of age can impact
outcomes such as absenteeism and innovative behavior. Aaltio et al (2017) discusses the growing
phenomenon of aging and its impact on the economy and work life, highlighting the changing
retirement age policies in different countries. In summary, these collectively emphasize the need
to understand and manage age-related factors in the workplace, including the impact on job
performance, perceptions of age management, dispelling stereotypes, and adapting to the
changing demographics.

Gender represents the social construct of biological sex. On the one hand, it allows individuals to
recognize each other, but on the other hand it affects and limits choices and behaviors, generating
a number of inequalities, predominantly to the disadvantage of women. From this viewpoint,
gender becomes of fundamental importance for the understanding of society as a whole, and
particularly its main social and economic institutions, like the family, school, the market and so
on, whose organization can be read through the analysis of men-women division of labor Natalia
Faraoni, (2015). Jackie West (1990) argue that gender is integral to the organization of work and
social production, with patriarchy playing a significant role in women's subordinate position.
Gender differences in the workplace include disparities in pay, job opportunities, and career
advancement, with women generally facing disadvantages T. Willemsen et al (2008).

Designation refers to an employee's official job title or position within an organization. Job
designations play a multifaceted role within an organization. They serve as vital markers, aiding
in the identification of an employee's job role, accompanied by a concise description of their
responsibilities and the career trajectory associated with that role. These designations also serve
to mirror an employee's job duties and skills, effectively aligning their work with the title they
carry. In the realm of recruitment, job designations assume great significance, affording
interviewers a clear insight into an applicant's tasks and skills, enabling them to assess the
candidate's suitability for a particular vacancy. Designations provide a sense of stability and
confidence within organizations, vital for their sustainability. They also facilitate effective
workplace communication and serve as a basis for employee rewards (Puja Bothra, 2019).

Furthermore, the impact of job titles extends beyond the present, influencing future opportunities
and career growth. These titles not only define an employee's role within the company but also
position them relative to their colleagues, thereby shaping the dynamics and hierarchy within the

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From Demographics to Policy: Unraveling the Relationship of Job Satisfaction and
Happiness
organization (Beth Braccio Hering). In summary, job designations are pivotal elements in
organizational structure, HR processes, and career development, contributing to the overall
success and functionality of an enterprise.

Years of service refers to the length of time an employee has worked for a company or
organization. Acknowledging an employee's years of service is a priceless way for a business to
show its gratitude and acknowledge the commitment and hard work of its staff, creating a culture
of appreciation (Claire Hastwell 2023). Furthermore, since long-term commitment to a firm is
more common among employees who feel valued and appreciated, this technique has the
potential to improve a number of employee metrics, including engagement, loyalty, and retention.

Years of service awards also provide an opportunity to highlight an organization's basic beliefs
and recognize staff members who continuously live up to these ideals, which helps to create a
culture that promotes good behavior among all members of the team. Furthermore, as workers are
more likely to stick with a company that values and recognizes their achievements, these awards
can be an effective recruitment and retention tool. They also help in identifying seasoned workers
who have amassed a plethora of experience and knowledge over the course of their long career.
In the end, recognizing years of service can promote a happy workplace and greatly raise morale
among staff members (Achievers 2023).

Job Satisfaction

Job satisfaction consists of the emotions and thoughts an individual has regarding their job. It is
determined by the realization that the job is providing the worker with what they consider
valuable in their role. (Batugal & Tindowen, 2019).

Adaron et al. (2021) suggest that government employees do not have a deep understanding of
work-life balance. The majority of their study’s respondents had a neutral opinion on the subject.
Despite this, they feel satisfaction with their job. Additionally, the research revealed a strong
correlation between work-life balance and job satisfaction. This implies that when employees are
able to balance their work and family lives, they are more likely to be happy with their job. To
support this, a study by Kim and Ryu (2017) explores the correlation between public employees'
contentment with their work-life balance policies (WLBPs) and their loyalty to the organization
in an under-examined Philippine context. The results show that workers' overall pleasure with
WLBPs is directly linked to their organizational commitment; when looking at individual
WLBPs, pleasure with health and wellness programs is the only one positively connected to
organizational commitment; and when taking into account workers' preferences for WLBPs,
compensatory time-off, childcare policy, health insurance benefits, and paid sick leave all have a
positive effect on organizational commitment.

According to a study conducted by Nitafan and Camay (2020) on local government employees in
Cotabato, typical staff members have a strong sense of job satisfaction, with a high level of
satisfaction with their colleagues' support and the work environment, and a moderate level of
satisfaction with their benefits and management support.

Mugira (2022) investigates the connection between leadership and employee satisfaction. The
research focuses on the effect of leadership characteristics such as charisma on employee

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From Demographics to Policy: Unraveling the Relationship of Job Satisfaction and
Happiness
happiness. The study looks at how leadership attributes affect employee satisfaction through
interviews with employees and management. According to the study's findings, charisma was the
most essential component in determining employee happiness, followed by trust and honesty.

Furthermore, employer branding is becoming increasingly vital for businesses in order to attract
and retain top people. This is especially true in the Philippines' utility industry, where employers
are competing for the top people. In order to comprehend how employer branding influences
employee job satisfaction and turnover intention. 2020(Chiu et al.). They also stated that
companies should be aware of the significance of employer branding and work to build a strong
employer brand in order to reduce turnover and boost employee satisfaction.

Additionally, Ali and Anwar (2021) contend that employee motivation is an important
determinant in job satisfaction. Employers should therefore endeavor to provide clear incentives
and rewards in order to encourage employees and foster job satisfaction. Furthermore, these
studies emphasize the significance of providing a supportive work environment that fosters
employee motivation, job satisfaction, and happiness. Basalamah and As'ad (2021) discovered
that work motivation and work environment are both essential elements in boosting job
satisfaction. Work motivation, in particular, was discovered to be a significant factor in
increasing job satisfaction, as people with higher levels of work motivation are more likely to be
content with their occupations. Similarly, the study discovered that the work environment had a
considerable impact on job satisfaction, with people who work in a pleasant atmosphere being
more likely to be content with their jobs.

Satisfying employees' needs can boost corporate productivity and revenues, but there are also
significant costs connected with employee satisfaction. Higher levels of employee happiness
predict improved operating performance, implying that satisfaction has a direct impact on worker
productivity (Shan & Tang, 2020).

In other situations, the impact of salary on employee happiness and performance has recently
been intensively researched (Saman, 2020). He ran a study to see if salary had an impact on
employee satisfaction and performance. According to the findings of this study, there is a
substantial positive association between compensation and employee happiness, as well as
compensation and employee performance. These data imply that giving proper compensation to
employees is a crucial aspect in maintaining employee happiness and performance.

Happiness

Employee happiness is a hot topic in the workplace. It shows how much pleasure or gratification
people obtain from their jobs. Worker satisfaction is crucial to the success of any firm. Employee
satisfaction leads to a lower rate of staff attrition. As a result, firms should make it a point to keep
their employees happy in their jobs. As a result, when a person is satisfied with their obligations,
achieving achievement becomes easier. Instead than viewing the task as a chore, the employee
views it as a joyful endeavor. Success is a subjective concept that is frequently unrelated to
monetary compensation (Nacpil & Lacap, 2018).

Their research also reveals that higher degrees of organizational commitment are connected with
higher levels of work satisfaction. Employees who feel valued, respected, and supported by their
employer are happier and more pleased, according to the survey. As a result, keeping employees’
content with their jobs should be a top concern for any employer. As a result, when a person

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From Demographics to Policy: Unraveling the Relationship of Job Satisfaction and
Happiness
appreciates his or her job, achieving success becomes easier. Instead of viewing the task as a
burden, the employee views the road to completion of obligations as a pleasurable endeavor.
Success is relative, and in many circumstances, it has nothing to do with money.

Happiness at work is defined by Salas-Vallina (2018) as "the subjective well-being experienced

by employees in their work context." This definition emphasizes both the subjective and
contextual nature of happiness, which is especially important in knowledge-intensive
environments. The paper presents a comprehensive review of the existing literature on work-
related happiness in knowledge-intensive situations, with a focus on the importance of
organizational characteristics such as job design, rewards, and leadership.

Relationship between job satisfaction and happiness

The study, according to Nisha Chanana (2021), examines the impact of employee happiness in
the context of the pandemic and how it affects staff morale, motivation, and engagement.
According to the study, higher levels of employee satisfaction during the pandemic have
favorable consequences for the firm, including increased productivity, fewer attrition, and better
customer service. Employers must ensure that their employees are content with their jobs in order
to maintain morale and motivation, reduce attrition, and improve customer service. At the same
time, job satisfaction is an essential determinant in employees' overall pleasure. As a result,
organizations must prioritize employee satisfaction in order to maintain a productive and
motivated staff.

Toscano and Zappalà (2020) investigate how social isolation and stress impact productivity
perception and remote job satisfaction during the COVID-19 pandemic, as well as the function of
virus concern in a moderated double mediation. The study's findings revealed that social isolation
and stress were both connected with decreased productivity perception and lower happiness with
distant employment. Furthermore, fear of the virus acted as a moderator in the association
between social isolation, stress, and remote work satisfaction. Both research' findings imply that
during the COVID-19 pandemic, social isolation and stress have a negative impact on
productivity perception and distant work satisfaction.

The contemporary climate is rapidly changing, implying that an increasing number of factors
might influence an employee's pleasure, both professionally and personally. Happiness is a
subjective feeling, and businesses are increasingly considering this while developing a company
culture. Work engagement, job satisfaction, and effective organizational commitment should all
be considered when determining one's level of happiness. Happiness has demonstrable effects on
both persons and enterprises (Bhuvaneswari & Poulpunitha, 2019).

Furthermore, according to Aldana (2022), research has shown that happy employees can raise
productivity by up to 20%, and even more so for salespeople, where it can lead to a 37% rise in
sales. There are further benefits to having a happy staff, such as enhanced overall organizational
performance.

On a worldwide scale, the appeal of happiness management is nothing new. Human Resources
(HR) was once primarily responsible for inspiring employees. At the moment, the emphasis has
switched from purely financial issues to overall employee well-being, as this has a direct impact
on their productivity and the company's earnings (Awada & Ismail, 2019). They also address the
potential implications of job satisfaction on overall happiness in employees. It examines the

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From Demographics to Policy: Unraveling the Relationship of Job Satisfaction and
Happiness
impact of job satisfaction on employees' mental and physical well-being, as well as how it affects
their job performance. This includes a look at the numerous aspects that influence job
satisfaction, such as compensation, working conditions, job security, supervisor support, and
prospects for promotion. It also considers the importance of job satisfaction in terms of employee
engagement and motivation. The review then delves into the connection between job satisfaction
and happiness. It investigates the numerous theories and research that have investigated this link,
as well as the possible benefits of job satisfaction for employees' emotional and physical well-
being. It also examines the effect of job satisfaction on employee performance and how it can
influence job satisfaction and, ultimately, happiness.

Lim et al. (2019) investigate the relationship between income and happiness in East and South
Asia. It emphasizes the significance of societal values in moderating the income-happiness
relationship. He contends that the relationship between the two is complex, and that cultural
values and conventions have a significant impact on people's attitudes about money and material
prosperity. This viewpoint is reinforced by the study's empirical results, which revealed that
people in East and South Asian countries value relationships and group goals more than
individualistic ones, and that this influences how they evaluate the worth of income in terms of
happiness. The study's findings imply that Filipino cultural values and norms may play a crucial
impact in how Filipinos perceive the role of job satisfaction and money in terms of happiness.

Policies in Government Offices formulated towards employee happiness

Government agencies are increasingly realizing the value of employee happiness and developing
strategies to foster it. According to research, company culture has a significant impact on
employee happiness (Espasandn-Bustelo et al., 2020). Government agencies can improve
employee well-being and job satisfaction by cultivating a pleasant and supportive culture. This
can be accomplished by fostering work-life balance, giving chances for personal and professional
development, and recognizing and rewarding employee achievements (Espasandn-Bustelo et al.,
2020).

Another factor to consider is the contentment of elderly workers. Sodexo France established a
program targeted at raising senior employees' happiness by increasing job satisfaction and
positive affect while decreasing negative affect (Franklin-Johnson & Richomme-Huet, 2012).
This illustrates that rules tailored to certain employee groups can add to overall employee
pleasure.

Employee happiness is also influenced by leadership in government offices. Integrated

government leadership improves job satisfaction and self-perceived performance (Mathias et al.,
2018). Employees report improved job satisfaction and self-perceived performance when their
managers demonstrate a higher level of integrated leadership in government, leading to increased
employee pleasure.

Furthermore, employee happiness is intimately related to employee engagement. When

government offices apply a consistent set of engagement-related policies, practices, and
procedures, individual, group, and organizational performance improves, resulting in more
concentrated effort toward organizational goals (Albrecht et al., 2015). Government offices can
encourage a sense of engagement and pleasure among employees by actively involving them in
decision-making processes and providing them with opportunities to contribute to the
organization's success.

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From Demographics to Policy: Unraveling the Relationship of Job Satisfaction and
Happiness

Conclusion:

The significance of demographics, including age, gender, job titles, years of service, and their impact on
job satisfaction and workplace enjoyment, is a topic of discussion, particularly within government
organizations. These elements significantly influence the overall dynamics of the workplace and have
significant ramifications for both employee well-being and business performance. Comprehending and
effectively managing these elements is of utmost importance in cultivating a work environment that
promotes employee well-being, satisfaction, and productivity. Government agencies, similar to other
enterprises, are required to prioritize various facets in order to accomplish their objectives and effectively
cater to the needs of the public.

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