St.

Paul College of Ilocos Sur

Department of Business and Technology I Hospitality and Tourism Management Programs

CHAPTER I

Introduction
Job satisfaction is one's life satisfaction. People have different needs and
different wants. People choose things which they know will satisfy them. They have
their own preferences. Consumers are always given satisfaction from the producer. On
the other hand, producer also needs satisfaction like the employees.

There is relatively high level of employee turnover in the hospitality industry

compared with other industries, which leads to enormous additional costs every year
(O’Neill et al., 2011; Pranoto, 2011). A low level of job satisfaction is cited as the
reason for this high turnover, and this turnover is believed to be caused by stress and
work overload due to the rapid growth of the hospitality industry (O’Neill & Davis,
2011). For sustainable development at the company level, job satisfaction is
particularly important for preventing staff turnover and promoting employee loyalty
(Strenitzerová & Achimský, 2019). Furthermore, job satisfaction has a positive
influence on the quality of products, services, customer relations, and satisfaction, as
well as company performance (McPhail et al., 2015). According to Hristov and Chirico
(2019), employee satisfaction is a useful key performance indicator (KPI) when
implementing sustainable strategies. At the regional and destination level, job
satisfaction can also be a significant driver of sustainable development. A higher level
of job satisfaction results in higher quality services (Hristov and Chirico, 2019; McPhail
et al., 2015), which ensures the added value of the region or destination, contributes to
higher levels of customer loyalty, and thus provides a secure source of economic
prosperity. In addition, this supports a valued labor market for the local population.

The job satisfaction of the tool and the department is at an all-time high. In
addition, the term morale refers to group attitudes, which are important to assess since
individuals often take their social cues from their work associates and adapt their own
attitudes to be consistent with those group. Hoteliers and Restaurateurs profession
nowadays is very much in demand abroad. Most of the students choose the HRM
course because it offers a greater opportunity working abroad to further enhance their
knowledge, skills and have better income. In the Philippines, we produce one of the

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 St. Paul College of Ilocos Sur
Department of Business and Technology I Hospitality and Tourism Management Programs

most demanding commodities - HRM. HRM are not only servers but are also
educators, advocates, leaders, managers and researchers. HRM skills require
repetition, practice and gift. Every task in the Hotels or Restaurants requires a good
HRM skill and should be told out meeting the standards of HRM profession. From
assessment through evaluation of the HRM process, an expertise on the field is
likewise needed. HRM İs a challenging and sacrificing profession. There are a lot of
challenges d sacrifices to be surpassed. In HRM, there are three most important things
because consider: HRM knowledge, attitude and most especially skills. HRM should be
this is the application of all nursing interventions and functions about the HRM concept.
tis hoped that the result of this investigation will serve as baseline information in
assessment of future HRM regarding their related learning experiences. To the
respondents, this output is hoped to be of value to them because it serves as a mirror
of their competence and confidence toward future work. To the HRM students that this
study will be able to motivate them to prepare for an upcoming event related to this
study and can help keep them focused on the task at hand.

Statement of the Problem:

This study focused on the Job Satisfaction of the Employees in Selected
Restaurants in Vigan City, llocos Sur during Covid 19. It specifically sought to answer
the following questions:

1. What is the profile of the respondents in terms of the following factors:

1.1age
1.2 gender
1.3 educational attainment
1.4 course
1.5 numbers of years in service

2. What is the level of job satisfaction of the respondents along the different areas:
A. Benefit
2.1 sick leave

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 St. Paul College of Ilocos Sur
Department of Business and Technology I Hospitality and Tourism Management Programs

2.2 vacation leave

2.3 health insurance

B. Compensation
2.5 salary
2.6 incentives
2.7 bonuses
2.8 commissions
2.9 hazard pay
2.10 overtime pay

3. What are the problems encountered by the employees during Covid 19

3.1 salary
3.2 employee to employee relationship
3.3 employer to employee relationship
3.4 employee to customer relationship
3.5 intensity of work
3.6-time shift of working
3.7 availability of customers
3.8 sales

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 St. Paul College of Ilocos Sur
Department of Business and Technology I Hospitality and Tourism Management Programs

Conceptual Framework:

This study was premised on the job satisfaction of the employees in selected
restaurants in Vigan City, Ilocos Sur. The job satisfaction of employee depends on how
managers motivate them. Appraisal and good payment are important for the
employees. Customers are the basis in determining job satisfaction of an employee.
Having solid customer would only mean that employees are performing well.

INPUT PROCESS OUTPUT

 Profile of the 1. Data collection
respondents of employee’s
 Level of Job profiles
Satisfaction 2. Administering Assessed Level of
of questionnaires Job Satisfaction of
respondents 3. Organization of Employee’s in
along the employee’s Selected
different responses. Restaurants in
areas. 4. Statistical Vigan City during
Analysis of Covid 19.
data

Figure 1
Input and Output

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 St. Paul College of Ilocos Sur
Department of Business and Technology I Hospitality and Tourism Management Programs

Hypothesis:
The research problem of this study was guided by this hypothesis:
1. There is no significant difference between the level of job satisfaction of the
employees as to the sick leave, vacation leave, health insurance, salary,
incentives, bonuses, commissions, hazard pay and overtime pay.

Assumptions
1. The instruments used in the data are valid and reliable.
2. The respondents were honest in answering the questions.
3. The respondent’s response provided reliable information to answer the
problems under study.

Scope and Delimitation of the Study:

This study focused on the job satisfaction of employees in selected Restaurants

in Vigan City, llocos Sur, year 2019-2021. The independent variables involved in this
study are the age, gender,educational attainment, course, number of years in service.
The dependent variable is the level of job satisfaction of the employees in Selected
Restaurants in Vigan City, llocos Sur. The respondents of this study were the 50
employees from the selected Restaurants in Vigan City. There were 5 employees from
Wingyard, 5 employees from Calle Brewery, 5 employees from Hidden Garden, 5
employees from, 5 employees form Kardo’s Grill House, 5 employees Ricardo’s, 5
employees from Max’s Restaurant, 5 employees form Café Uno, 5 employees from
888 Resto and KTV bar, 5 Employees of 1995 Studio. A questionnaire checklist
constructed by the researchers is the main data gathering instrument validated and
piloted. Frequency, percentage and mean were used to analyze the data gathered in
this study.

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 St. Paul College of Ilocos Sur
Department of Business and Technology I Hospitality and Tourism Management Programs

Significance of the Study:

This study aimed to evaluate the job satisfaction of the employees in selected
restaurants in Vigan City, llocos Sur, which will serve as the basis in improving the
work of the employees. Specifically, this study is significant to the following stake
holders.

To the Students of Hospitality and Tourism Management:

This research will provide them ideas on how to manage employee’s satisfaction in
their future career.
To the Respondents:
The findings will enable the employees to appreciate and realize that they have a vital
role in the improvement of the job satisfaction rendered by the selected restaurants in
Vigan City, llocos Sur.
To the Managers/Owners
This will help the managers to know the extent of employee satisfaction and help them
know what to do to satisfy them.
To the Employees
This will provide them knowledge on how to perform their job well for the satisfaction of
customers and managers.
To the Researcher
This will help us to become aware on how employees are satisfied in their job and this
study will give us more knowledge about job satisfaction.
To the Future Researcher
This study can be used as a reference for future research and serve as a baseline for
more extensive research work not only in local places but also for international places.
Operational Terms:
Employee: employed by the selected restaurants in Vigan City
Job Satisfaction: the extent to which employees’ expectations meet.
Manager: a person who is in charge or manages certain Restaurant in Vigan City.

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 St. Paul College of Ilocos Sur
Department of Business and Technology I Hospitality and Tourism Management Programs

Satisfaction: a state where employees of the selected restaurants in Vigan City feel
contented in their work
Restaurants: establishments where people pay to eat, where meals are served.

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