Acknowledgement

I would like to take this opportunity to thank our PR1 Teacher Sir Raoulito Ramos for his guidance in the

completion of this dissertation.

Mom and Dad - thanks to both of you for putting me up for the past year and providing invaluable support and

encouragement, which is much appreciated and will never be forgotten

Marjorie - thank you for your help and assistance all through out

I would also like to thank Pitolan and Paragas family for their constant support and help throughout my

academic endeavors

Finally, I would like to thank all the participants who took part in this study, their honesty and contribution is

greatly appreciated.
 Abstract

This research study examines individual’s experiences of how unpassionate they are with their job from a

psychological perspective. It presents the different psychological and mental effects of having an unwanted job

and presents the different theories developed on the effects of unwanted job on the individual. It will also

examine the central role which work contributes to an individual’s life. Finally, it will investigate how a person

deals with their job and copes with the transition. A qualitative approach was selected as the research method

for this study, through the use of three semi-structured interviews. The research findings indicate that unwanted

job can affect an individual’s psychological well-being. Having an unwanted job also can leave some

individuals with feelings of a lack of identity, lack of motivation, feelings of embarrassment and increased stress

levels. However, the employee who isn't happy with his/her job do not share all similar experiences of this as

noted in the findings and are not all unhappy with their current situation.
 CHAPTER I

The Problem and Its Background

The aim of this research is to establish and assess an individual’s experience of people having a job that they're

not passionate about. The main focus will be on the psychological effects and the impact which it has on an

individual’s well-being and will briefly present the effects to their performance.

1.1 Background of the Study

The economic recession which commenced in 2016 has given rise to a serious job mismatch problem in

Philippines.Work provides the fundamental means to an individual’s livelihood and Job mismatch is one of the

main reason why many are not happy with their job the mismatch of work has been correlated to numerous

problems for the individual, families, communities and society as a whole. Job mismatch is a serious issue

within Filipino society today. Philippines was a country of mass job mismatch up until today primarily due to a

poorly performing economy. Because of these many people suffer with their job because they're not really

passionate and happy about it It is also apparently causing more unwanted job and unemployment in the

Philippines (Arangkada Philippines, 2010). Obtaining a degree to land at a decent job and earn a living is

practically every person’s goal. It is expected that a fresh graduate gets a job related to the completed degree.

However, getting a degree is becoming unnecessary because graduates likewise have no assurance of landing on

a job which corresponds to the education attained, and the skills acquired due to a highly-competitive labor

market. Nowadays, the mindset of society is on having jobs prioritizing on opportunities which gives high

paying salaries (Orillaza, 2014). The idea that some companies disregard educational background on some job

requirements reveal that they would most likely focus on the skills possessed (Colina IV, 2014). This may

apparently affect their level of satisfaction which may further lead to some unfavorable outcomes (Mavromaras,

McGuinness, Richardson, Sloane & Wei, 2011).According to Judge, Bono, Thoresen & Patton (2001, as cited in

Mamiseishvili & Rosser, 2011), the relationship of job satisfaction and work productivity is a constant interest

in organizational literature. Job satisfaction is considered as a key determinant of labor market behavior that

includes work productivity (Ferrer-i-Carbonell, 2012; as cited in Di Paolo, 2012). Amador, Nicolas & Vila

(2008b), even posited that negative consequences of job satisfaction exist on skill mismatched employees due to

non-related skills to the job that they do, skills shortage and underutilization of their skills. On the other hand,

positive outcomes occur for education mismatched employees. In the case of the latter, Fuentes-del-Burgo and

Navarro-Astor (2013) argued that undereducation leads to a negative impact because of the necessity to invest

on gaining more knowledge and skills for their work, while overeducation results to a neutral effect as

considering the additional education to be ineffectual for utilizing in their professions. By and large, it is

important to strike a balance between the knowledge and skills of the employees with the job qualifications

requirement as well as the learning activities made available by the organization for employees to feel more
satisfied (Weymer, Maciel & Castor, 2014). By undergoing training, employees increase and improve their job

competencies for the purpose of productivity (International Labour Office, 2010). Generally, employees with

unwanted job tend to be less productive (Fleming & Kler, 2008; Mavromaras et al., 2011; Farooq, 2011);

however, it is still possible to make them more productive. According to Miller and Monge (1986, as cited in

Bhatti & Qureshi, 2007), inducing high quality motivation and enriching work capabilities brings job

satisfaction that increase productivity. Although, there could be other intervening factors that can help

employees work more productively such as reward structures (Cabral Vieira, 2005; Mamiseishvili et al., 2011),

training and development (Fuentes-del-Burgo et al., 2013), and working conditions (Cabral Vieira, 2005;

Brewer, Carnes & Garner, 2007; Farooq, 2011; Ali, Ali & Adan, 2013), these things may not also be enough if

education and unwanted job are prominent in the employees being hired for the job. Therefore, the study

purports to surface the effects of education mismatch and skill mismatch to work productivity of employees in

the some industry, using causal relationships, its connections are tested using the performance of employees

having a job that they're not passionate about as a mediating variable. Ascertaining the dynamics of work

requirements can expectedly provide valuable insights in the hiring and training mechanisms of this growing

type of industry, may be able to obtain a deeper understanding on how employees are not fond of their job.

1.2 Statement of the Problem

This researchers believes that the psychogical issues associated with unwanted job

are equally as significant as hiding in a closet and societal problems posed by unwanted job and therefore

deserve the same attention. But although this researcher did not intend to focus on the performance aspect of

unwanted job, it does unavoidably emerge through the themes.

It is hoped that this research will provide an answer to the following research questions:
 - How does it feel to have a job that you’re not really passionate about?

- How do they resist to hold on the job and keep motivated?

-How does having an unwanted job affects on an individual’s performance

2. LITERATURE REVIEW

2.1 Dependent Variable

2.1.1 Unwanted Job

From the beginning until now, unwanted job is one of the problems of society Employee’s who's not passionate

about their job will influence their performance in the organization. If employees failed to shows their best

performance in their task, it does will potentially harm the operation of organization. If employees success to

shows their best performance in their task, it will give more benefit to the organization. Having an unwanted job

has been defined in different ways over the years. According (Glisson and Durick, 1988; Kim et al., 2005),

unwanted job is simply having a job that is not what you desired or want it also unders unhappiness,

performance in work and psychological well-being Having a job that your not fond with can be defined as the

degree of positive or negative feelings of workers about their jobs as well as the physical and social conditions

of workplace. It is an attitude or emotional response to one’s tasks as well as to the physical and social

conditions of the workplace (Tirmizi et al., 2008) In spite of that, having a job that your not fond with can also

define the employees performance to their jobs and also predictors about their practical intelligence or behaviors.

Thus, unwanted job is concerned with how would worker’s perform at work

2.1.2 Unwanted Job Indicators

Absenteeism
Absenteeism is traditionally defined as a specific employee’s unavailability for work, when work is actually

available for this specific employee. Absenteeism has long been considered a problematic situation in all

industry, both public and private organization. This issue in general, not only impacts the workforce, but also

affects an organization’s bottom-line (Malley, 2006). Absences are higher in public administration and

manufacturing than in other sectors. They are higher for clerical workers than for managers, and for processing,

machining, fabricating and material handling than for primary, construction, or transport workers. As a result,

numerous theories have been developed and countless studies had been conducted to identify the causes of

absenteeism. One of the assumptions of factors which contribute to absenteeism is unwanted job. The more the

employee feel unsatisfied in their workplace, or work task, the more likely they absent to the workplace

(Maslach et al., 2001). In addition, the other of most common theories is the assumption that absenteeism is

caused by employees who want to avoid a painful or dissatisfying work situation. This theory also assumed that

employees who find their job more challenging, more interesting, or more pleasurable in other ways will be

absent less often than employees who find their work less pleasurable. Although it is recognized that

absenteeism may be caused by the employee's inability to come to work, motivation to attend work is assumed

to be a major factor determining how often an employee is absent. Absences are divided into types namely

culpable and innocent/non-culpable. Culpable absenteeism refers to lateness or absence problems for which the

employee should be held responsible because the problems are within the employee’s power to address and

correct. This type of absenteeism usually is addressed through progressive discipline action by the organization.

The culpable absenteeism has four criteria which are:

1. Lateness/leave early

2. Failure to notify

3. Absences without leave

4. Abuse of leave

Non-culpable on the other hand, refers generally to absences that are beyond the employee’s control.

Non-culpable absences may be those that flow from a disability or may be caused by periodic/transient,

unrelated conditions that would not qualify as a disability.

Turnover

Turnover of skilled employees can be very expensive and disruptive for firms (Reichheld,1996). Losing highly

skilled staff member’s means that companies incur substantial costs associated with recruiting and rescaling,

and hidden costs associated with difficulties completing projects and disruptions in team-based work

environments (Niedermann &Summer, 2003). At least of similar importance is the fact that turnover intention

and turnover decisions may also be an indicator of low and decreased quality of working life (QWL) which is

directly associated with employee’s unwanted job. Turnover has already been defined In Emery and Trist’s

research as when an individual entered a company, the interaction between the company and the individual was

supposed to increase. If the interaction could not increase to an appropriate extent the individual would leave

eventually. Bluedorn gave a new definition of turnover in 1982. Turnover or turnover process did not only mean

an individual left the company. It meant the individual stopped playing a role in the company and left the

relevant areas of the company. On the other hand, turnover is defined as the transfer of job from one location to

another (special transfer), or from one job to another (industrial transfer), or from one industry to another

(industrial transfer). It could also happen from one organization to another input and output of employee.

Narrative definition of employee turnover means that people quit their current job. Price defined employee

turnover as that personal move over the boundary of the other organization, and this could mean entering to or

leaving an organization.
2.2 Independent Variable

2.2.1 Work Environment

According Ford, C. R. et.al (2004), the found that fun is not dysfunctional rather, the survey respondents believe

that there is too little fun in their work environments, and that they have a wide range of ideas as to how more

fun can be added. The good news is that having fun does not necessarily lead to bad outcomes in the

organizations. Fun can actually lead to some very positive outcomes that should be supported and desired by

managers in all organizations. The most impressive conclusion is that many organizations have developed and

executed some truly creative events to promote fun. They know it is beneficial to have fun at work and they

make sure that they support, guide, and promote a fun work environment. In spite of that, numerous studies

have been done to examine the effect of physical work environment and organizational climate on workers’ job

satisfaction, practical intelligence, and health. In addition, the influence of organizational climate, which is

mostly composed of several organizational, social and psychological factors, has been extensively examined in

past two decades. In a number of studies employees’ motivation, job satisfaction, job involvement, practical

intelligence, and health have been found to be markedly influenced by psycho-social environment of work

organization (Anantharaman & Subha, 1980). Taking this fact into consideration, the present study aimed at

examining independent as well as interactional effect of perceived physical and psycho-social work

environment on having a job you're not fond of, practical intelligence, and perceived organizational

effectiveness in a sample of industrial personnel. In contrast to earlier findings of inconsistent relationship

between physical features of work environment and practical intelligence, the present study, wherein work

environment was taken as a whole, revealed clear-cut and significant relationship between two sets of variables.

On the other hand, the molecular contribution of the components of work environment to employees’ job

behavior was found to be statistically significant but not markedly large (A.K. Srivastava, 2008)

2.2.2 Fringe Benefit

Fringe benefits stand as an important part of compensation but confirming their role in determining job

satisfaction has been mixed at best. Establishing the determinants of job satisfaction remains at the forefront of

empirical testing in using measures of on-the-job utility. At first consideration, desirable job attributes such as

fringe benefits should increase job satisfaction. However, the past evidence is mixed at best and contradictory at

worst. While a valuable form of compensation, employer provided benefits may lower earnings or reduce job

mobility. Thus, the theoretical impact of fringe benefits on job satisfaction is not immediately clear. Fringe

benefits can impact employees job performances in several ways. Benjamin Artz (2010) found that fringe

benefits are significant and positive determinants of job satisfaction. The potential endogeneity between fringe

benefits and job satisfaction is not shown in this dataset while controlling for fixed effects does not remove the

significant impact of fringe benefits. Uppal (2005) uses a measure comprised of the number of fringe benefits

employees receive and finds that this is positively related to the performance of employees who's not passionate

with their job. However, Benz (2005) includes most of the fringe benefits found in NLS waves 1994-2000 in his

study of employees of non-profit organizations and finds only two out of nine fringe benefits are positive and

significantly related to being contented with the job they are into and that one is negative and significant.

2.2.3 Co-Workers

Co-worker is someone with you at work. In other word, co-worker is you colleagues in the organization. In spite

of that, co-worker also known as a peer worker in the organization. Co?worker also can describe the employee

relationship with their colleagues in the organization. In addition, being okay with co-workers even thou you're

not fond of your job reflects one’s attitudes about fellow employees’. Co-worker trust also leads employees to

act on the basis that they have faith in the words and actions of their peers. When developing an instrument that

measured trust in management and trust in peers, Cook and Wall (1980) found that job satisfaction also had a

positive relationship with trust at the peer level,as did organizational identification and organizational

involvement. Furthermore, the co-worker also can influence the job satisfaction, because if we have a good
relationship with other colleagues, we always have a positive thinking on does the work. If the one worker not

intercommunicates with other worker, it can be the job satisfaction of work of this worker will decrease and the

intention to resignation will increase. In addition, co-workers also the important thing when we work in the

organization. It is because sometimes the co-worker will support each other in any condition. Co-workers

support refers to co-workers assisting one another in their tasks when needed by sharing knowledge and

expertise as well as providing encouragement and support (Zhou and George, 2001). In other words, working

will helpful when the employee have the support from the colleagues.

2.3 Theoretical Framework

Figure 1 : Theoretical Framework Of Unwanted Job

The above figure shows the relationship between work environment, fringe benefit and co-workers towards

unwanted job. The figure presented a situation that the factors which is work environment, fringe benefit and

co-workers influence how workers tend to hate and be unsatisfied with their job. It has been proven from past

researcher on these factor and Having an unwanted job are related from their definations to their relationship

with other aspects. Some author has agreed that having an unwanted job determines work environment, fringe

benefit and co?workers. (Getahun etal., 2007), On their study,being not able to be satisfied and fond of your

work is somehow a problem and attitude is computed by summing up the satisfactions from work, pay,

supervision, promotion and co-workers.Thus, factors of unwanted job are the main determinants of

unsatisfaction attitude in every organization, irrespective of any other factors that are specific to a particular
context (Tella et al., 2007; Tirmizi et al., 2008; Sattar and Nawaz, 2011). Looking into figure 1, relating it to to

researcher’s views, it is evident that defination each of factor effecting the employee who's not fond with their

job in organization

Assumption of the Study

This study made multiple assumptions about the performance at work of employees. Although every employees

have different ways on how they dealt with the job they're not passionate about, this study assumed that not all

employees who's not passionate about their job are not happy and satisfied with their current situation While this

study assumed that having a job that your not fond with strongly has a effect to the performances of the

employees and also to their psychological and mental well being. This study also delve into job mismatch

because its one of the main reason oh having an unwanted job. For purposes of

this study, how employees deal with their job was of little interest because the goal of the study was to assess

the performance and the view of the employees to their job. This study asked participants about their

perceptions regarding the things playing on their mind while doing their job that their not passionate about . The

study assumed that, in responding to this question, participants would make comparisons of how different it is if

they’re doing what they like and want in life.

Hypothesis

Research on the feelings of employees having a job they’re not passionate on individual and group performance

has been conducted as well. Specifically, the unwanted job studies have mainly dealt with the changes in the

working job characteristics of employees having a job they don’t like and another study found that not only

individual job unsatisfaction, but also educational mismatch and skill mismatch can subsequently influence

wage level and job search activity Based on the existing unwanted job studies, the present study attempts to

ascertain the following hypotheses to examine the performance of employees having a job that they’re not

passionate about. A detailed hypothesis for each hypothesis given is also tested to figure out the effects on the
working performance of employees and psychological and mental effects depending on how the participants

scale the unsatisfied thing they’re feeling.

Hypothesis 1 (H1). Unwanted Job has a negative effect on the working performance of employee.

Hypothesis 1-1 (H1-1). Unwanted Job has an effect to psychological and mental well-being of employee.

Hypothesis 1-2 (H1-2). Unwanted Job has a negative effect on job satisfaction.

Hypothesis 2 (H2). Unwanted Job makes employees less productive.

Likewise, a concept of job satisfaction related to economic rewards, including wage, is pay

satisfaction. Heneman and Schwab [44] suggested the Pay Satisfaction Questionnaire by dividing

pay satisfaction into four categories of pay level satisfaction, welfare satisfaction, pay rise satisfaction,

and pay system satisfaction. Specififically, wage level is found to have a strong correlation with

wage satisfaction, considering that wage satisfaction affects the overall job satisfaction [34]. As such,

a number of studies have recognized its importance in evaluating job satisfaction [45,46]. On the other

hand, international comparative studies have shown that the correlation between income per capita

and life satisfaction tends to decrease in developed countries. In this regard, the effects of wage on

life satisfaction and a sense of happiness have been widely examined at national or micro-individual

levels. However, the effects of actual wage on job satisfaction rather than wage satisfaction have

not been signifificantly studied [47]. Furthermore, Currall et al. [48] reported that pay satisfaction at

an individual level can predict performance and influence group satisfaction as well.

In this regard, a variety of factors are multi-dimensionally combined in job satisfaction, even thou they don’t

like the job others will be contented and satisfied with their unwanted job because of the pay satisfactio With

the emphasis on quality of life, happiness, and wellbeing of individuals and a society, job satisfaction
cannot be overlooked by employees as well as employers. In addition, the lack of a comprehensive

analysis on the causal relationship between wage, job satisfaction, and performance calls for more

attention to its necessity. As the influence between job satisfaction-related factors can be differently

applied to a particular job and organization, a variety of environmental characteristics should be

considered. Therefore, this study aims to know how pay on job affects the feeling of satisfaction and job

Performance of a working employees.

Hypothesis 2-1 (H2-1). Pay has a positive effect on the feelings of employee with unwanted job.

Hypothesis 3 (H3). Pay has a positive effect on the job performance.

Hypothesis 3-1 (H3-1). . Job satisfaction has a positive effect on job performance

Scope and Delimination of the Study

The study is descriptive in nature and focused on the employees with unwanted job. The research is just a three
semi-structured interviews in Capas,Tarlac The primary data gathering method used was interview to determine
the employee’s perspectives of having an unwanted job based on their experiences and through their interactions
with their job everyday. This research used purposive sampling in representation for any gender among the
respondents was applied. The research data will be based on interview of employees experiences and interaction
with the job they are into. It focused on the feelings and work performance as variables in interpreting their
perspectives of the job they’re not into The study is delimited to a group of Employees who’s not fond of their
job this study is conducted in Capas,Tarlac. It will also cover the feelings of Employees dealing with the job
they are not into.

Importance of the Study

This study will contribute to the improvement of fellowship of employees with their working area not only in

the employees experiencing this right now but also to the future employees that will maybe experience this

situation. I hope that this research will encourage the others to love the things they have and be contented even

though its not really their dream after all love can be learned and its your choice to be happy or not . The
outcomes to be considered consist of the following: the feeling of contentment and satisfaction to their job even

if they’re not passionate about it, development of a positive attitude towards their job, being more open minded,

accepting things in life that will eventually make life easy and giving the best performance in work even if

you’re not passionate about it

Definitions of Terms

Employee - a person employed for wages or salary, especially at nonexecutive level.(dictionary)

Unwanted Job - it is an undesired piece of work, especially a not desirable specific task done as part of the

routine of one's occupation or for an agreed price

Job Satisfaction - a feeling of fulfillment or enjoyment that a person derives from their job. (dictionary)