1.
The Relationship among Team Effectiveness,
Organization Commitment and Job
Satisfactions among employees of
Construction Industries in Batangas City
BANOG, MARLON
BERBERABE, RAVEN
DEFELIZ, MELVIN S.

2.
RATIONALE
The rationale behind this investigation is to provide evidence from a
developing economy (Batangas City), where instabilities and issues.
In addition, to the best of the authors’ knowledge, no empirical
study has attempted to measure these. This paper will address the
concept of team effectiveness, organizational commitment, and job
satisfaction of employees with respect to the Relationshipships in
the construction industry. Hospitality industry employees in IKM
construction in Batangas City will be treated as the subjects, and the
researchers probed into factors of employees’ job satisfaction,
organizational commitment and job performance in order to
function as criteria for management in the hospitality industry.

3.
Theoretical Framework
This study is supported by the Behavioral management theory, Frederick
Herzberg Two Factor Theory and Organizational Support Theory
Behavioral Management Theory is also known as the social science movement,
uses the concept that all approaches to the workplace should be in the best
interest of both company and workers
Elton Mayo’s management theory promotes the hypothesis that workers are
motivated by social and Relationshipal forces more than financial or environmental
conditions
According to Herzberg, there are two factors; ‘Motivators’ and ‘Hygiene factors’. It
is only the motivating factors which generate job satisfaction. The very task/job
and the outcomes of the job like recognition, reward, responsibility, promotion,
and growth have potential to generate job satisfaction.

4.
CHAPTER IV:

5.
CHAPTER 5: SUMMARY, CONCLUSIONS
AND RECOMMENDATIONS
Summary
This study examined the Relationshipship among team effectiveness, organizational commitment, and job satisfaction among employees of
construction industry in Batangas city. Specifically, this sought answers to the team effectiveness in terms of: Purpose and goals, Roles, Team
processes, Team Relationshipship, Inter group Relationships, Problem solving, Passion and commitment and Skills and learning. Additionally
the level of organizational commitment is also assessed in affective, continuance and normative commitment and the level of job satisfaction
in terms of pay, promotion, finge benefits, contingent rewards, operating conditions and coworkers, nature of work, communication and
total satisfaction.
At the heart of Batangas City lies a premier destination where world-class and leisure living is defined. construction Pontefino and Days
construction offers a wide array of amenities that suit your business requirements and leisurely needs. This premier destination seeks to
transport guests and residents to a unique rest and relax setting. It is useful for faculty staff but also for research managers, international
donors and policymakers to understand the way researchers work and the challenges they face in their activities. The researchers used the
descriptive-comparative corRelationshipal method. The descriptive method tells what exists or what is about a certain educational
phenomenon.
The respondents for this study were the employees of IKM BatcHING Plant Corp. No sampling will be used since it will utilize 100% of the
employees and still practices alternative work arrangement or schedule. Researchers-made questionnaires were used as the main data
gathering information tools consisting of three parts – Part I will focus on the profile of the respondents in terms of age; gender; civil status
and length of employment and position.

6.
Findings
How do the respondents assess the team effectiveness
The indicators of team effectiveness in terms of Purpose and goals, Roles, Team processes, Team Relationshipship, Inter group
Relationship, Problem solving, Passion and commitment, Skills and learning are assessed and interpreted as agree with the
respective means of 3.88, 3.88, 3.85, 3.87, 3.81, 3.87, 3.86 and 3.86.
How do the respondents assess the level of their organizational commitment
The employees agrees on the level of organizational commitment in terms of Affective commitment, Continuance
commitment and Normative commitment as reflected by the means of 3.16, 2.82 and 2.86.
How do employee perceived the level of Job satisfaction
In terms of the level of job satisfaction as perceived by the employees, the employees partially disagree in pay, promotion,
supervision, fringe benefits, contingent rewards, operating conditions, coworkers and communication whereas they partially
agree on job satisfaction in the nature of work.
Is there a significant Relationshipship among team effectiveness and organizational commitment and job satisfaction
There is a significant relationship between the team effectiveness, organizational commitment and job satisfaction.
What training plan may be proposed to improve the overall organization and job satisfaction of employees
A training plan may be proposed based on the results of the study using the indicators herein and composed of
different activities that will constitute the training plan.

7.
Conclusion
The researchers concludes the following:
The level of team effectiveness among employees are positive. When a team shares the workload
among everyone equally, it can do things faster and more efficiently. This gives everyone a sense of
pride and confidence in their role. Effective teams influence strong working relationships, which in
turn will promote better results.
The level of their organizational commitment is agreeable as Commitment to organization is
related positively to a variety of desirable work outcomes including employee job satisfaction,
motivation and performance, and related negatively to absenteeism and turnover.
There is a high level of Job satisfaction among the employees. High job satisfaction may lead to
improving productivity, decreased turnover, and improve attendance, reduce accidents, less job
stress and less unionization. If employees feel that their jobs are fun and interesting, they will be
more willing to give extra effort to work.
There is a significant relationship between the team effectiveness, organizational commitment and
job satisfaction.

8.
Recommendations
The following recommendations were made by the researchers:
it may be helpful for the HR department to make strategies regarding job satisfaction
and improved performance.
Analysis of employees’ job satisfaction and its relationship with performance through
MSQ (Minnesota Survey Questionnaire) and PEF (Performance Evaluation Form) can be
used by the employer/administrator in order to make various organizational decisions
and policies while considering their internal weaknesses and external opportunities.
The present study will not only measure the job satisfaction and performance but also
provide broad vision to the boss/employer about the effective utilization of their human
resource.