JOB SATISFACTION OF FOOD SERVICE WORKERS

IN FAST FOOD OUTLETS IN SAN JOSE CITY

Presentation by Baysa Emelita B.

Dela Cruz Emmarie V.

de Leon Marjorie A.
INTRODUCTION
In the field of human resources, the term “job satisfaction” has been used broadly
to describe how contented or pleased people are with their employment,
professional experiences, and employers. Employee satisfaction is one crucial
metric that has helped measure the overall health of an organization
(BasuMallick, 2021). High-satisfaction employees felt at ease with how their
employer treats them (Management Study Guide).
INTRODUCTION
In the industry under analysis for this study, food services, the researchers have
examined employee satisfaction levels. The researchers utilized questionnaires to
gather information from restaurant staff member specifically on the different
levels of employee satisfaction in the industry, which are largely influenced by
the workers’ conditions. The results have provided a strong argument for raising
employee satisfaction at all levels.
INTRODUCTION
The researchers have also highlighted some structural issues that affected
worker satisfaction. The impacts of compensation, advancement,
supervision, fringe benefits, contingent pay, working conditions,
coworkers, and nature of the job on hotel performance and employee
satisfaction were examined by the researchers.
INTRODUCTION
The purpose of this study was to determine the degree of satisfaction among
fast food employees in San Jose, California, with their employment perks,
including pay, promotions, supervision, fringe benefits, contingent rewards,
working conditions, coworkers, and the environment.
STATEMENT OF THE
PROBLEM
PROBLEM 1 1.1 Age
1.2 Sex
How may the socio- 1.3 Civil Status
demographic profile of the 1.4 Educational Attainment
respondents be described in 1.5 Occupation
1.6 Employment Status
terms
1.7 Length of Service
of;
1.8 Monthly Income
STATEMENT OF THE
PROBLEM
PROBLEM 2
2.1 Salary
2.2 Supervision
How may the job
2.3 Fringe benefits
satisfaction of the
2.4 Contingent reward
respondents be described in
2.5 Co- workers
terms of;
2.6 Nature of work
STATEMENT OF THE
PROBLEM
PROBLEM 3 PROBLEM 4
Is there a significant What can be recommended
relationship on job to achieve favorable
satisfaction of the outcome for the benefit of
respondents when grouped the fast food chain and the
according to profile of employees.
respondents?
 OBJECTIVES
Identify the socio-demographic profile of the respondents

Determine the job satisfaction level of the respondents.

Recognize any relationship between the job satisfaction of the employees and their
socio-demographic profile

Recommend a policy, program or intervention based on the results of the study

 HYPOTHESES
There is no significant relationship on job satisfaction of
the respondents when grouped according to profile of
respondents.
 SCOPE AND LIMITATIONS
The study focuses on the employee’s satisfaction of food server’s workers in fast-food outlets. Job
satisfaction, in the context of this study befits salary, supervision, fringe benefits, contingent reward,
co- workers, and nature of work. Variables not mentioned were not given emphasis. The respondents of
the study are the food server’sWorkers in fast-food outlets at San Jose City. The selection of the
aforementioned respondents was done in random. The results cannot be generalized to the workers in
other industries nor those working in fast-food outlets outside the City. Only rank-and-file workers
were entitled to participate in the study. Hence, employees with managerial and supervisory functions
were not included in the data gathering. The actual data collection procedure has been carried out in
the 1st semester of SY 2021-2022 on the online platform, google forms. This was done in response to
the COVID-19 restrictions imposed by the national and local government.
THEORETICAL FRAMEWORK
CONCEPTUAL FRAMEWORK
SIGNIFICANCE OF THE STUDY
Fast-food Employees Fast-food Companies and its Human Resources Personnel
Management
They can benefit from the It can benefit them by They can create and
study when programs and revisiting policies and implement mental health
policies supporting a procedures that greatly affect programs to lessen the impact
congenial working the mental health and well- of
environment are being of call center agents concerns related to
implemented. and to understand the productivity, working
problems surrounding job conditions, work-life
satisfaction. integration, and mental
health of their employees.
SIGNIFICANCE OF THE STUDY
Industrial Future Researchers Customers
Psychologists
They can create employee It could be their referential As the consumers and
interventions to lessen the material when they conduct recipients of the products
effects of job dissatisfaction similar studies in an attempt offered by the fast-food
and possible burnout, also to to explore other variables industry, job performance of
determine mental health related to job satisfaction. the employees will be
programs in compliance with cascaded done to the
the Mental Health Law customers.
SIGNIFICANCE OF THE STUDY
To the Hospitality Industry

The result of this study could benefit them

improve the quality of services offered to their
customers and they will be able to determine the
factors that

influence the employees’ satisfaction which in turn

affects their performance at work.
REVIEW OF RELATED LITERATURE
A fairly large number of people are employed by the fast food industry, and it offers many job
for people who need part-time work. The positions aren’t usually very high paying, but there
is sometimes significant turnover, so people who continuer working for a long time may be
able to move up the ranks to some extent. The low wages paid by companies in the fast food
industry have been criticized by some, while others applaud the industry for employing so
many people (Queen, 2022).

Recognizing job qualities and how they impact workers' job satisfaction inside a company is
crucial. The good impact brought about by the existence of job saisfaction is seen to be
reinforcing and acts as a motivator for an employee to continue doing the task assigned,
adding to organizational success. (Hackman & Oldham, 2013)

Fast-food Industry
REVIEW OF RELATED LITERATURE
Job satisfaction reflects an employee’s emotional connection with his or her job and with
various aspects of the job. A range of factors affects job satisfaction that can be studied in
two separate categories –Individual and external factors. Personality, gender, age, and
others form the individual factors. External of environmental factors include management
policy, work-family conflict, and wage (Ozsoy, 2015).

Guan et. Al. (2014) found that satisfaction in one’s job will improve if salary increases.
Conversely, job dissatisfaction is categorized as a negative force. Lower salaries are
associated with job dissatisfaction (Zhang et. Al., 2014; Atefi et. Al., 2014).

Job Satisfaction
REVIEW OF RELATED LITERATURE
In a study conducted by Canakkale (2019), satisfaction among fast-food employees can an
be seen as their basic need, and therefore is very much related to their intention to leave
their job. It was found that external job satisfaction had a statistically significant effect on
the intention to quit the profession was accepted.

The study findings of Nadiah, et al (2020) have shown that, the rewards are positively and
significantly associated with job satisfaction among the fast food industry employees in
Perlis. Employee job satisfaction is important to labor intensive organizations such as the
fast-food Industry. Just salary and incentives alone cannot provide a wholesome satisfaction
to the employees.

Satisfaction among Fast-food Service Workers

RESEARCH DESIGN
A quantitative descriptive research design was used in the study.
Descriptive research is a type of quantitative research design that
describes the population, situation, or phenomenon being
studied. This type of research design has enabled the researcher
to gather information, define its demographics through statistical
analysis, examine data, and gain a thorough grasp of the study
subject.
RESEARCH INSTRUMENT
The first section of the researcher-made questionnaire focuses on the
demographic profile of the respondents.

The second section of the questionnaire comprises 6 sub-sections,

namely; salary, supervision, fringe benefits, contingent reward, co-
workers, and nature of work. A 5-point Likert scale ranging from
Very Satisfied as 5 to very Dissatisfied as 1 was provided for the
respondents’ answers.
SAMPLING TECHNIQUE
DATA GATHERING PROCEDURES

The researchers have taken the consideration of presenting a letter to ask for information about
the total respondents of each fast-food outlet in San Jose, City.

A questionnaire was used by the respondents in gathering data. The questionnaire was based and
reconstructed from the study of Schmidt (2004) entitled “Job Training and Job Satisfaction”
which focused on the perception of job satisfaction of fast-food employees.

The researcher sent a letter and later on approached the head of the participating fast food
establishment to obtain the names of the employees who qualified the given criteria.After the data
gathering, the researcher tallied the responses and entered the data in MS Excel for statistical
computation.
ETHICAL CONSIDERATIONS

Employees who took part in the survey on a voluntary basis were able to respond at any
moment. Participants are informed about the purpose, advantages, risks, and support of
the research before consenting or rejecting to participate. The information is completely
confidential, and the researchers anonymize personally identifying data so that no one
else can link it to other data. They also keep the information hidden from the rest of the
team. The possibility of injury in the form of physical, social, psychological, and other
forms is kept to a minimum and taken into consideration. Our work is guaranteed to be
original, free of research misconduct such as plagiarism, and to accurately portray
communication-related outcomes.
 RESULT
The data seems to support the findings of Ocban (2020) in
which it was found that fast-food chains are said to entice
young people to work for them and earn a living.

Chiu (2017) confirms this as sexual inequalities are still

prevalent in hospitality related practices and jobs.

Having a job in a fast food industry allow students to pay-off

their school obligations and student loans (Andaya, 2013)

Paul (2022) revealed that the freedom and flexibility afforded

by being single makes jobs easier.
 RESULT
Barbas (2019), psychology holds that
an increase in salary or remuneration
is a powerful motivator as it is
known to satisfy the needs and wants
of employees.

Yang et al. (2017) wherein pay and

job satisfaction are believed to
interact at work. Pay has a direct
impact on how satisfied employees
are at work.
 RESULT
Medina (n.d.) opined that supervisor
skills and competencies are indispensable
in the workplace as it sets the mood and
direction for the employees to follow.

For Dalal, Bashshur, Credé (2011),

management above and beyond
immediate supervision is a key factor in
overall work satisfaction. Contentment
with management should be related to
the conventional job satisfaction.
 RESULT
As per DOH advisory (2020), the health
crisis became an eye opener for
establishments to give premium and
prioritize the occupational health and safety
of the workers.

For Cadallo-Obina (2022), benefits for

employees are expenses on the part of the
management.

Additionally, Lodhi et al. (2013) asserts that

the provision of paid leaves are linked
favorably to employee happiness and
support organizational growth.
 RESULT
Human resource experts suggest that
motivating employees to put out their best
effort and perform well are two prominent
purposes for employing recognition. When
the workers feel that they are valued and
cared for, job satisfaction increases and in
turn, immproves their overall performance
(SHRM, 2018; WorldatWork, 2017).
 RESULT
Arokiasamy (2019) in which job
satisfaction is influenced by the character
of the coworkers or team. Individual
employees derive job pleasure from
friendly, cooperative coworkers or team
members.

Alda (2021) has cited that major

disagreements and gross incompetence
among co-workers oftentimes lead to
worker dissatisfaction.
 RESULT

For Udu and Ameh (2016), employee

engagement is a feeling of loyalty to one’s
employer, a willingness to work hard for
that employer, and the desire to stay with
that company because of the nature of the
work. When work is enjoyable, workers
tend to serve longer.
 RESULT
Labadia (2010) aimed at determining if significant
difference exist in work satisfaction between
demographic factors including age and duration of
service.

Additionally, job satisfaction appears to be higher

among older workers in terms of length of service than
among younger people (Usop et al., 2013).

Long et al., (2015) has found that in the varied levels

of each of the modifying variables: sex, age, pay,
marriage, family size, and service record, there is no
significant difference in the degree of work satisfaction
and its five dimensions.
 CONCLUSION
This level of satisfaction is specifically brought about by the support and fellowship afforded by
the workers’ colleagues. Despite the fact that salary has been ranked the lowest, satisfaction was
still evident among the food service workers. Contrary to what most literatures suggest, the
demographics had been found not to cause any significant difference on the job satisfaction of
the respondents. Thus, variations between the variables present in the study are therefore
coincidental. Taken together, the food service outlets in San Jose city offer good working
conditions to its employees. The job of being a food service worker has been satisfying
notwithstanding the employees’ demographics.
 CONCLUSION
Job satisfaction is a key ingredient for an organization or company to succeed. In view of such
statement, the researcher concludes that the fast food industry in San Jose City is composed
primarily of young-adult, female, single and undergraduate food service workers who have
worked in less than a year, earning below 5,000 pesos a month. The demographics of the
participants have proven that fast food industry has also been attractive to young and single
individuals, however, food service workers earn a meager amount and thus are unable to stay in
the company for an extended number of years. The working conditions of the fast food outlets in
San Jose City were found to be satisfactory in terms of salary, supervision, fringe benefits,
contingent reward, coworkers, and nature of work.
RECOMMENDATIONS
The workers need to continue being flexible and resilient in the workplace
01 amidst the challenges they experience.

They should utilize available support groups such as their colleagues and
02 supervisors to lessen the work-related stress and to avoid burnout.
RECOMMENDATIONS
The company should set aside a certain portion of its earnings to its
03 employees through a financial benefit pay technique.

Employees should be given a part of the company’s pre-tax earnings based on

04 their basic wage.
RECOMMENDATIONS
They should always be willing to do their job diligently so that the business
05 can satisfy their needs as well.

The human resource department of the fast food outlets should develop goals
06 for employees that are both hard and reachable.
RECOMMENDATIONS
Those who hold public office should lobby for a policy in support of the
07 food service workers.

There should be a clear directive regarding the terms and conditions of

08 employment as well as the salary and benefits that the employees receive.
RECOMMENDATIONS
There should be a clear directive regarding the terms and conditions of
09 employment as well as the salary and benefits that the employees receive.

The researchers recommend that the study be extended to include a wider

10 sample of people from a variety of restaurants and a broader geographic area.
THANK
YOU!