Abstract
This study examined the effectiveness of Herzberg’s Two-Factor Theory Model Testing in a Government Service Sector Organization in Region 2 to foster employee motivation and job satisfaction. The study determined the respondents’ demographic profile, level of job motivation, level of job satisfaction, the relationship between hygiene and motivating factors, and developed a new job satisfaction model for the government employees. The study utilized a quantitative approach, with descriptive statistics and Pearson's r to test the correlations of the two variables, and factor analysis to develop a new job satisfaction model. The participants were selected using a complete enumeration technique, where all employees in the Regional Service Offices of a Government Service Sector Organization in Region II were chosen as the study’s respondents. The results showed that the Regional Service Office in Santiago City has more personnel, primarily middle-aged employees or millennials, than the Regional Service Office in Tuguegarao City. Most of the employees are married and hold a bachelor’s degree. Almost all the employees have worked for the Government Service Sector Organization for 6–10 years and hold three to four designations. However, most employees only received compensation at the Salary Grade 10–11 level, the lowest salary grade level in a national government agencies. The findings showed that achievement was the highest level of motivation for the Government Service Sector Organization employees. Personal growth, work, responsibility, advancement, and recognition were the key motivating factors for employees that contributed to increased job satisfaction. Employees expressed satisfaction with company policies and rules, co-workers’ relationships, working conditions, status, and supervisors’ quality, except for compensation packages. The study indicated that as motivating factors increased, hygiene factors also increased. The study’s implications suggest that the Government Service Sector Organization should focus on providing more opportunities for career advancement and re-evaluating compensation packages to improve employee satisfaction. Lastly, based on the factor analysis, the study developed a new job satisfaction model for government employees, which includes a feedback mechanism and reward system, career fulfillment and organizational satisfaction, professional development, interpersonal relations, and work environment and resources as the five new factors affecting job satisfaction, which could provide valuable insights for future research in this area.
