Thesis
Bachelor of Science in Business Major in Human Resource Management
URS Binangonan 2024

This study aimed to determine the Job Characteristic Model as perceived by the workers of Brilliant Skin Essential Morong, Rizal Calendar Year 2023-2024. The respondents were the workers of Brilliant Skin Essential Morong, Rizal. Descriptive method of research was used. Questionnaire-checklist was utilized as the instrument in gathering data and basis for finding out the difference between the personal profiles of the respondents and their perception of the Job Characteristics Model applied by Brilliant Skin Essential Morong, Rizal. Different statistical treatments such as frequency and percentage distribution are used to determine the profile of the respondents in terms of Age, Sex, Length of Service, Civil Status, Position, Educational Attainment and Employment Status. Weighted Mean and Analysis of Variance (ANOVA) was used to determine the respondent's perception on the Job Characteristics Model applied by Brilliant Skin Essentials Morong, Rizal. Based on the findings of the study, the following conclusions are formulated. Most of the respondents belong to young adults (18-27 years old), mostly female, with civil status of single. Majority of them are college graduates with a length of service that ranges from 1-4 years. Most of them were in the production department and they are all regular as reflected by their employment status. With regards to the perception of the respondents on Hackman and Oldham's Job Characteristics Model as applied by Brilliant Skin Essentials in Morong, Rizal. In terms of the variables Skill Variety and Task Identity tied the highest rank with a mean of 4.20 and verbal interpretation of Strongly Agree. In terms of Feedback, the mean was 4.18 and verbal interpretation of Agree. In terms of Task Significance, it has a mean of 4.16 and verbally interpreted as
Agree. The Autonomy with a mean of 4.06 and a verbal interpretation of Agree.
The study further revealed that there is a significant difference in the
perception of employee-respondents regarding the variable Skill Variety, Task
Identity and Task Significance based on their age and civil status. Conversely, no
significant differences were found in the respondents' perception concerning
variable 'autonomy and feedback' for sex, highest educational attainment, length
of experience, position, and status of employment.
Based on the findings of the study, the researchers concluded that the
overall perception of the Job Characteristics Model is positive. However, there
are specific areas, such as job satisfaction/impact, feedback and motivation, that
require further improvement. Additionally, further research is needed to explore
other factors that may influence the model.
For the recommendations formulated from the study, employers should
maintain or continue the initiative as one of the factors to affect employee's
appraisal as not all employees would step up and accept extra work aside from
the given tasks. The company should continue to have an appraisal result
transparency with the employee so they can fully understand how their
performance affects the program. It should also aim to get employee's
satisfaction and contentment of the program or training provided to them.