Beyond Paychecks and Promotions: A Multidimensional Determinants of Job Satisfaction in Higher Education Institutions

Nestle Joy R. Arguilla
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Nestle Joy R. Arguilla: Davao del Norte State College, Panabo City, Davao del Norte

International Journal of Research and Innovation in Social Science, 2025, vol. 9, issue 4, 6196-6204

Abstract: Job satisfaction plays a vital role in driving organizational success by influencing employee motivation, productivity, and retention. Within higher education institutions (HEIs), particularly in the Philippine context, the satisfaction of both teaching and non-teaching personnel is essential for delivering quality education and institutional performance. Anchored on Herzberg’s Two-Factor Theory, this study assessed the level of job satisfaction among permanent employees in HEIs within the Davao Region, Philippines identifying key factors contributing to morale and work engagement. Using a descriptive quantitative design, the study employed a validated 7-point Likert Scale survey distributed to 122 permanent employees across multiple HEIs. The survey measured satisfaction across eight dimensions: compensation and welfare benefits, work environment, career and promotion opportunities, leadership style, communication and job clarity, work-life balance, training and development, and teamwork and job security. Statistical analysis revealed consistently high levels of satisfaction, particularly in areas such as leadership style (WM = 6.41), work engagement (WM = 6.23), and rewards and promotion opportunities (WM = 6.27). Respondents reported feeling supported by their supervisors, valued in their work environment, and satisfied with their compensation and benefits (WM = 6.21). Notably, the highest satisfaction ratings emerged in statements related to collegial relationships, fair reward systems, and leadership accessibility. These findings affirm that both hygiene factors (e.g., compensation and job security) and motivators (e.g., recognition and professional growth) significantly influence job satisfaction in HEIs. The study concludes that strategic human resource interventions that prioritize these factors can enhance employee well-being, institutional loyalty, and service delivery. The implications call for continuous monitoring and improvement of workplace conditions to sustain a motivated and committed academic workforce amidst evolving educational demands.

Date: 2025
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