Motivational factors and coping mechanisms of Overseas Filipino Workers in selected countries in Asia : [electronic resource] its implication to job satisfaction. [computer file].

Hao, Analyn G. and Rodrin, Crizel R. (2007) Motivational factors and coping mechanisms of Overseas Filipino Workers in selected countries in Asia : [electronic resource] its implication to job satisfaction. [computer file]. Undergraduate thesis, De La Salle University-Dasmarinas.

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Abstract

ABSTRACT Name of Institution: De La Salle University – Dasmariñas Address: Dasmariñas, Cavite Title: Motivational Factors and Coping Mechanisms of Overseas Filipino Workers in Selected Countries in Asia: Its Implication on Job satisfaction Authors: Analyn G. Hao Crizel R. Rodrin Funding Source: Parents Cost: Php 90,000.00 Date Started: July 2006 Date Ended: February 2007 Objectives of the Study General To find out the motivational factors and coping mechanisms of Overseas Filipino Workers in selected countries in Asia and its implication on job satisfaction Specific 1. What is the demographic profile of the respondents? a. Age b. Civil Status c. Educational Attainment d. Number of Dependents ii e. Work Tenure f. Nature of Work g. Salary 2. What are the motivating factors of the respondents in terms of: a. unemployment rate b. family income c. cost of living d. sense of adventure e. appreciation of foreign currency f. demand for Filipino workers g. geographical proximity 3. What are the frequency of coping mechanisms of the respondents in terms of: a. confrontive coping or self-control b. planful problem solving c. distancing d. positive reappraisal e. social support 4. What are the job satisfaction of the respondents in terms of: a. communication b compensation and benefits c. nature of work d. promotion e. recognition 5. Is there a significant relationship between motivational factors and Job satisfaction of Overseas Filipino Workers? 6. Is there a significant relationship between coping mechanisms and job satisfaction of Overseas Filipino Workers? Scope and Limitation This study is focused on Overseas Filipino Workers from selected neighboring countries in Asia. It is centered at acquiring knowledge on the different motivational factors and coping mechanisms of Filipinos abroad and how it is related to employee’s job satisfaction This study does not cover Overseas Filipino Workers in other parts of the globe. It will not discuss details on Philippine government as well as its economy per se though a few implications might be cited. Specifically, this study will be limited to Overseas Filipino Workers in Cambodia, Thailand, and Vietnam. Methodology This study used a correlation survey method. One hundred twenty-four (124) overseas employees in Thailand, Vietnam and Cambodia working for at least (5) five years were the respondents of this study. The researchers utilized a 34-item self-made questionnaire composed of several open and closed-ended questions. The first part is a 13-item test which measures the respondents’ motivational factors. The subsequent part of the questionnaire is an 8-item checklist which measures coping mechanisms. The last part is a 13- item scale on job satisfaction. Relationships among variables are analyzed through the Pearson Product Moment Correlational Coefficient. Findings: Based on the findings of the study, the following conclusions are drawn: 1) Majority of the respondents are under the age of 22-33 (47.58 percent). They are mostly working in the manufacturing companies (43.55 percent) for about (5) five to (7) seven years (50.00 percent) and earning $1501-2500 dollars (47.59 percent) a month. Most of the respondents are married individuals (50.00 percent), usually support (4) four to (6) six dependents (41.13 - percent) and obtained baccalaureate or bachelor’s degree (54.84 percent). It is also revealed that almost 50 percent of the Filipinos in these countries are not legal migrant workers. 2) Among the determinants of the motivational factors of Overseas Filipino Workers, high unemployment rate ranked first with a mean score of 7.28. Subsequent to this is high cost of living which obtained 7.15 as mean score. This means that the respondents seek higher paying jobs abroad that would satisfy their needs while low family income took 6.87 as its mean score and ranked third. However, the factor that obtained the lowest mean score of 6.15 is sense of adventure. 3) Results of this study reveal that majority of the Overseas Filipino Workers utilizes positive reappraisal as their primary coping mechanism which obtained a mean score of 9.63. Following this factor is social support which obtained a mean score of 8.25 percent. Nonetheless, the factor with the lowest mean score of 6.56 is planful problem solving. 4) The most common determinant of job satisfaction of the respondents is promotion or career advancement having a mean score of 38.92. Next to this is compensation and benefits which garnered a mean score of 38.19. Recognition ranks third among the determinants which obtained 38.27 as mean score. The lowest among the indicators of job satisfaction is co-worker or interpersonal relationships on the workplace which took a mean score of 37.23. 5) The relationship between motivational factors and job satisfaction is analyzed using Pearson Product Moment Correlational Coefficient. The value of r is 0.15, the value of t computed is 1.675 while t critical is 1.645. The null hypothesis is rejected at 0.05 significance level. Hence, there is a significant relationship between motivational factors and job satisfaction. The respondents mentioned that their motivation to acquire higher paying jobs and provide better living status either for their families or for themselves became the foundation towards their satisfaction in the work place. The intrinsic and extrinsic rewards they acquire respond very well on their physical and psychological necessities or goals. 6) The alternative hypothesis is rejected at 0.05 significance level with the value of r as .02, t computed as 0.2209 and t critical as 1.645. Therefore, there is no significant relationship between coping mechanisms and job satisfaction. Conclusion: Based on the results and findings obtained in this study, the following conclusions are drawn: 1) Majority of the Overseas Filipino Workers are under the age of twentytwo to thirty-three. Most of the respondents are married individuals who commonly support four to six dependents. They are mainly working on manufacturing firms since the countries covered in this study are rapidly emerging in the manufacturing industry, receives an average salary of one thousand five hundred to two thousand five hundred US dollars, and had generally completed their college degrees. Furthermore, most Filipino employees in these countries are illegal migrant workers. 2) Majority of the respondents’ motivational factors are high concerned on high unemployment rate. They consider this as their primary cause for searching new opportunities abroad. The next most important factor for Overseas Filipino workers in the countries covered by this study is high cost of living or the continued increase on the prices of basic commodities. Ranking third among the indicators of the respondents’ motivational factors is low family income while the least of the respondents’ motivation for overseas employment is sense of adventure. 3) Positive reappraisal is the most utilized coping mechanism by the respondents. The study shows that seeking guidance from God through praying or other religious activities is the most feasible alleviating causes of anxieties brought about by factors of living in foreign lands. Subsequent to this is social support where respondents utilize the company of friends as a way to lessen degrees of aversion. Distancing ranked third on Overseas Filipino Workers’ most commonly utilized coping mechanism. Planful problem solving is the least employed among the indicators of coping mechanisms. 4) Career advancement or promotion is the most common determinant of job satisfaction among Overseas Filipino Workers. This reflects that the respondents want to have a sense of security in their jobs and an opportunity for professional growth. Second to this is compensation and benefit factors. This means that the respondents consider the return of the work or service they have provided and how it would satisfy their very needs. Finally, recognition is also given consideration by the respondents since it reflect how well their performance meet or exceed an expectation. Interpersonal relationships between co-workers is least considered among the indicators of job satisfaction since the respondents expressed their difficulty in dealing with the people in their work place. 5) There is a significant relationship between motivational factors and job satisfaction among Overseas Filipino Workers in selected countries in Asia. 6) There is no significant relationship between coping mechanisms and job satisfaction among Overseas Filipino Workers in selected countries in Asia. Recommendation This section presents specific recommendations addressed to particular conclusions of this study, Overseas Filipino Workers. The the result of this study shows the experiences and difficulty of OFWs in living and working abroad. These people must be given a number of benefits not common to all. They could also be an award giving body or through an initiative of NGOs and other private organizations that would recognize exemptional overseas Filipino workers since recognition is highly appreciated by OFWs. Future Overseas Filipino Workers. Filipino workers must first examine their capabilities in living and working in other nations. Futhermore, they must exert effort in knowing what they may acquire or lose before engaging in overseas employment. Though many Overseas Filipino Workers became successful, there are also those who failed. Philippine Government. There must be apt dissemination of information regarding proper overseas employment procedures. Most of the respondents in this study learned job vacancies abroad through peers, former co-workers or recommendation from previous employers. The Consulate must properly brief or orient aspiring overseas workers of the advantages of utilizing services of overseas employment agencies. Furthermore, the Philippine Consulate may formulate or conduct seminars and forums that may provide significant information on living and working abroad. Overseas Employment Agencies. They must provide a comparative presentation of the benefits and consequences of using the two procedures (direct hiring and overseas employment agencies) of acquiring occupations outside the country. They may also form a Filipino community, organization or fellowship in parallel with the result of this study coping mechanisms. Future Researchers. Considerable amount of time must be allotted for data gathering. This study is conducted within a (14) fourteen-day period due to constraints in time and financial availability. Furthermore, the respondents in this research represent only a marginal fraction of Overseas Filipino Workers in Asia. They may consider additional respondents. Future researchers may broaden their scope by including additional, if not all, countries in South-East Asia. Furthermore, they may utilize other research methods in gathering data for this specific study (comparative or case study) and may also dwell more on other work related indicators other than the variables included in this study (motivational Factor, coping mechanisms and job satisfaction).

Item Type: Thesis (Undergraduate)
Additional Information: PSY 848 2007
Subjects: B Philosophy. Psychology. Religion > BF Psychology
H Social Sciences > HT Communities. Classes. Races
H Social Sciences > HV Social pathology. Social and public welfare
Depositing User: Ms. Bibiana Alcantara
Date Deposited: 26 Jan 2016 08:44
Last Modified: 26 Jan 2016 08:44
URI: http://thesis.dlsud.edu.ph/id/eprint/1216

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