The Impression of Performance-Based Bonus in Job Satisfaction and Work Performance of Employees in Selected Institutions

Abstract

Satisfaction is the feeling of contentment after you have achieved your goal, an attitude that is ascertained by job factors such as salary, work, supervision, and others. It is indispensable to every managers to understand how necessities motivate performance and how rewards on such performance is essentials in job-satisfaction to motivate their employees that affect their performance. The Performance Based Bonus (PBB) is a new incentive given to government employees based on their performance. This is different from existing bonuses in government which are given to employees across the board, regardless of their performance introduced in FY 2012, per EO No. 801. The study’s main thrust is to determine the impression of PBB in the academic and non-academic personnel of selected institutions in Region 3. It is hypothesized that that there is a significant difference in the perceptions of the respondents in employees’ performance, recognition and responsibility when they are grouped according to their occupational classification as academic and non-academic. There is also a significant difference in the respondents’ perception on impression of performance based bonus when the respondents are grouped according to their status as Administrative Official, Faculty Official, Plain Faculty and Non-Teaching Personnel. The researchers used the descriptive research method wherein the study is focused on the present situations. It involves recording, description and presentation of analysis, composition and phenomena. Informal or unstructured interviews and observations were utilized as secondary instruments. The study focused on obtaining the impression, acceptability and flaws of PBB based on Job Satisfaction and Work Performance of the academic and non-academic personnel. The respondents used in this study were the regular academic and non-academic personnel of technological institutions in Region 3, Philippines. The statistical instruments used were the frequency count, the percentage, weighted mean Pearson R and t – test. This study investigated the impression of performance-based bonus in the academic and non-academic personnel of technological institutions in Region 3, Philippines. Likewise it discusses the acceptability and flaws of this incentive pay process that serve as the basis for determining entitlement to performance-based allowances, incentives or compensation of government personnel. While a significant difference is found in the perception of the academic and non-academic personnel in their level of job satisfaction and acceptability of the Performance Based Bonus, this study confirms that organization levels of diverse positions contribute to individual performance and motivation. And that there is a positive relationship in job satisfaction and work performance of academic and non-academic personnel on PBB. Further, employees’ difference in perception in the acceptability on PBB is attributed not on goal setting of the agency but on the transparency of the assessment instrument.