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Title: Job Satisfaction and Stress Coping Practices of HR Practitioners in NCR: Basis for a Proposed Total Rewards Framework

Researcher: Amparado, Ginalyn A.

Date Published: April 21, 2025

Abstract

This study examined the level of job satisfaction and stress coping practices of human resource practitioners in National Capital Region. The researcher aimed to determine the job satisfaction level of HR practitioners, to identify the stress and challenges experienced by HR practitioners, to recognize the stress-coping practices of HR practitioners to determine the stress-coping ability of HR practitioners and finally to establish if there is a significant relationship between job satisfaction and stress coping ability of the respondents.

A survey questionnaire was developed and distributed to 315 respondents that were answered by the respondents to assess the level of their job satisfaction and stress coping practices.

The descriptive research was used to obtain, analyze, classify, and tabulate data about current conditions, practices, beliefs, procedures, and trends in the study. A quantitative methodology was applied and a structured survey questionnaire that gathers quantitative data on HR practitioners' level of job satisfaction and stress-coping practices was designed and used to facilitate the research study.

Based on the findings in the given survey, the researcher have concluded that there is a correlation between level of job satisfaction and stress coping practices among human resource practitioners in National Capital Region. The recommended total rewards framework can provide guidance to business owners, human resource and total rewards professionals in developing a customized total rewards program for employees.

Theoretical Framework

In the year 1943, Abraham Maslow was the proponent of the theory of human motivation, called hierarchy of human needs. The theory is demonstrated using a pyramid that signifies five needs such as physiological, safety, love and belonging, esteem and self-actualization. The needs are organized in ascending order beginning from the most basic needs to more complex needs. The first four levels are categorized as deficiency needs while the last level is categorized as growth needs. The first four needs are the requirements to achieving the last level which is self-actualization. The order of the levels is not completely fixed. For some, esteem outweighs love, while others may self-actualize despite poverty. Our behaviors are usually motivated by multiple needs simultaneously. Man is persistently motivated to fulfill unmet needs. Failure to address needs can lead to psychological threats. This theoretical framework explores the influence of Maslow’s hierarchy of needs on the motivation and tenure of HR practitioners. Adopting the above stated framework within the context of HR practitioners as employees will help organizations create a total rewards program that satisfies the needs of HR employees (McLeod,2024).

We to always consider that Maslow’s hierarchy of needs doesn't require a strict rectilinear pattern. People can experience numerous needs at together or shift between stages. Maslow constantly tried to improve his theory centered on the model of a hierarchy of needs over the years (Maslow, 1943, 1962, 1987). Maslow noted that the order of needs can be flexible based on external conditions or individual variances. He notes that for some persons, the need for self-esteem can be more significant than the need for love and affection. For some, the need for artistic gratification may surpass even the most elementary needs. Maslow (1987) also highlighted that human behavior is multi-driven and stated that that “any behavior is likely to be determined by various or all of the basic needs at the same time rather than by a single need” (McLeod,2024).

Research Paradigm

Figure 1: Conceptual Framework on Job Satisfaction and Stress Coping Practices of HR Practitioners in NCR for a Proposed Total Rewards Framework

Please refer to "image 1" below.

Statement of the Problem

The study aims to present the job satisfaction and stress coping practices HR Practitioners in NCR with the target output of proposing a total rewards implementation framework based on its findings.

Specifically, the study aims to find answers to the following:

1. What is the level of job satisfaction among HR practitioners?

2.1 Core

2.2 Certainty

2.3 Care

2.4 Credibility & influence

2.5 Contentment

2. What are the stress coping practices of the respondents?

3.1 Cause of stress

3.2 Stress coping practices

3.3 Level of stress coping ability

3. Is there a significant relationship between the respondents’ level of job satisfaction and the level of stress coping ability?

4. Based on the result of the study, what total rewards Implementation Framework may be proposed?

Hypothesis

There is no significant relationship between the respondents’ level of job satisfaction and the level of stress coping ability.

Scope and Delimitations of the Study

The study secured the cooperation of respondents from various organizations in National Capital Region. The HR practitioners are currently connected with their respective institutions as HR practitioners. The study run its course from March until September of the current year, 2024.

Job satisfaction and stress coping practices of HR practitioners are the primary scope of the study as identified by the respondents.

Significance of the Study

The study will prove its relevance to the academe and HR industry. More specifically, it aims to prove its significance to the following:

Human Resource Practitioners. The study will shed light into the total rewards issues that may not be alleviated solely by monetary rewards.

Employers. Through this study, the employers will have a glimpse into the current job satisfaction state of its human resource practitioners and may direct efforts into applying the total rewards framework and drafting and implementing total rewards programs.

Participating Companies and Institutions. It is hoped that through the study, the said companies and institutions will be informed of the present job satisfaction situation of HR practitioners and would implement programs guided by the proposed total rewards framework.

Students of Industrial Psychology and Human Resource Management. As part of their quest to learn about best practices and management strategies, this study will provide a bird’s eye view of the challenges in ensuring job satisfaction in the workplace specifically among human resource practitioners.

The Researcher. As a human resource practitioner herself, the researcher will be made aware of the common experiences of her colleagues and may assist in the designing a comprehensive total rewards program based on the result of this study.

Future Researchers. This study will provide an inspiration and guide into their own endeavors, as a human resource student or professional.

Conclusion

Based on the findings presented, the researcher come up at the following conclusions:

Demographic profile of the respondents in terms of job tile, rank, organization classification, geographical limit, organization type, management structure, and industry.
- In terms of job title and rank, majority of the respondents are HR officers and specialist who are also rank and file employees.
- In terms of educational background, majority of the respondents are college graduates. Fifty percent of them were graduates of HR related course and another fifty percent were graduates of non-HR related course.
- In terms of field of study, majority of the respondents were graduates of Psychology and Sociology, Entrepreneurship and Commerce, and IT courses.
- In terms of monthly earnings, majority of the respondents, earns 20,000 to 29,999, minimum wage to 19,999, and minimum wage.
- In terms of age, majority of the respondents ages 26-30, 18-25, and 31 to 35.
- In terms of marital status, majority of the respondents, were single without kids and married with kids.
- In terms of tenure in HR, majority of them have been employed for 1-5 years.
- In terms of size of HR department, majority of them belongs to HR department with 2-10 HR practitioners.
- In terms of organization’s category of control, majority of the respondents works for private institutions.
- In terms of company size, majority of the respondents works for foreign owned large organizations and Filipino owned large organizations;
- In terms of ownership, majority of the respondents, works for family operated corporations and partnerships.
- In terms of industry, majority of the respondents, BPO, works for wholesale and retail, travel accommodation and food service, information communication and technology, and banking and finance industries.
Level of job satisfaction among HR practitioners?
- In terms of job satisfaction at CORE level, the researcher concludes that the respondents, with a weighted mean of 2.524 were most of the time satisfied with their jobs. According to Nguwi (2024), is about short-term survival covering covered by the basic salary.
- In terms of job satisfaction at CERTAINTY level, the researcher concludes that the respondents, with a weighted mean of 2.2275 were sometimes satisfied with their jobs. According to Nguwi (2024), is about long term survival covering safety and security needs, involving financial and security and health and welfare.
- In terms of job satisfaction at CARE level, the researcher concludes that the respondents, with a weighted mean of 2.9611 were most of the time satisfied with their jobs. According to Nguwi (2024), love and belongingness and cognitive needs involves affiliation with coworkers and opportunities for learning and development.
- In terms of job satisfaction at CREDIBILITY level, the researcher concludes that the respondents, with a weighted mean of 2.4440 were sometimes satisfied with their jobs. According to Nguwi (2024), esteem needs, involves recognition, promotion and feedback.
- In terms of job satisfaction at CONTENTMENT level, the researcher concludes that the respondents, with a weighted mean of 2.1359 were sometimes satisfied with their jobs. According to Nguwi (2024), Self Actualization involves advancement, growth and affiliation.
Stress coping practices of the respondents
- In terms of stressors, the researcher concludes that the majority of the respondents identified that having trouble with relationships at work/feeling isolated/getting bullied, lack of understanding of one’s role, responsibilities, level of authority as an HR officer, and failure to keep up with the changes that the management implements as the top causes of stress among human resource practitioners. According to Pindar (2022), when employees are not getting support from colleagues and when superiors are critical, difficult, bullies, and unsupportive it will certainly be huge cause of stress. He also stated that lack of control over work processes, decision-making and performance targets. According to Migrator (2018), adapting to change - difficulty settling into a new promotion, both in terms of meeting the new role's demands and adapting to possible changes in relationships with colleagues is also a cause of stress. Acas (2023) stated that unsupportive superiors, intimidation, mistreatment, conflict, feeling unclear about roles and responsibilities, lack of control over one’s job and decision making, change within the organization are common causes of stress in the workplace.
- In terms of stress coping practices,” the researcher concludes that majority of the respondents answered that team building activities (Drinking together, going out with friends or colleagues, Leisure (Shopping, eating out, watching movies, etc.), and religious activities were the most commonly used stress coping activities among human resource practitioners. The majority of the respondents take few days to cope with problem or stress. According to Cleaveland Clinic (2020), asking others for assistance as well as maintaining emotionally supportive relationships, and looking into problems through a religious perspective are some of the most common stress coping practices. Engaging in pleasurable or fun activities every day is also an effective stress reduction activity.
Significant relationship between the respondents’ level of job satisfaction and the level of stress coping ability.
- It was concluded that that there is significant relationship on the level of job satisfaction and the level of stress coping ability among human resource practitioners in National Capital Region. The higher the level of the job satisfaction, the more that they practice various stress coping activities. According to Jaafar (2021), employees perform better at work when stress is well managed. Companies needs to be mindful
  of employees’ stress because it can impact job satisfaction. Employees can work more when stress is reduced and they feel satisfied with their work.

Recommendation

Propose a total rewards framework that can be used by various HR practitioners and business owners in ensuring job satisfaction among human resource practitioners.

Refer to" Image 2" below.

References

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Published/Unpublished Research Papers

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Huang, H., Deng, Y., & Qin, C. (2023). The Effect of Total Rewards on Job Satisfaction. Academic Journal of Humanities & Social Sciences, 6(25). https://doi.org/10.25236/ajhss.2023.062502

Idrus, N. I., Hashim, N., Abdull Rahman, N. L., & Abdul Pisal, N. (2022). The Impact of Employees’ Motivation Factors toward Job Satisfaction. International Journal of Academic Research in Business and Social Sciences, 12(3). https://doi.org/10.6007/ijarbss/v12-i3/13006

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Pagtalunan, E. C., & Valcos, E. G. (2022). Causes of Work Stress and Coping Mechanisms of Employees from Selected National and Local Government Agencies in the Province of Bulacan: A Basis for the Development of Employees’ Wellness Program. Globus an International Journal of Medical Science, Engineering & Technology, 11(1), 64–72. https://doi.org/10.46360/globus.met.320221011

Image 1: Research Paradigm

Thesis_Research Paradigm_edited_edited.jpg

Image 2: 5Cs of Total Rewards