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THE IMPACTS OF WORK MOTIVATION ON JOB SATISFACTION AMONG

JUNIOR HIGH SCHOOL TEACHERS IN TAGUM DIVISION

A Research Paper Presented to

The Faculty of Senior High School

Arriesgado College Foundation, Inc.

Tagum City

MALINAO, MARICON B.

TUMANDING, JANINA B.

ODITA, TRICIA BELLE P.

ALVAREZ, JILLIANNE M.

MAGUNOT, RICHELLE N.

MANGUIRAN, CRISTEL J.

LAMANILAO, CYRIL JAY S.

ROSALES, MATT DANIEL R.

ESPIRIDION, FIONA FRANCINE D.

SOBRESTANTE, GEONE DIANE R.

May 2024
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Chapter 1
INTRODUCTION

Background of the Study

Teacher’s job requires much effort and they must have qualities to

provide education to their students as they are responsible for it. Employees

such as teachers need motivation to do their job continuously and for them to

be committed to their work. These motivations significantly affect their job

satisfaction. Lack of motivation affects the satisfaction of employees in their

job that are caused by different factors of motivation. These motivations are

factors that lack attention by the organization.

Teachers need motivation, which drives their profession and

guarantees their consistency in the workplace, and job satisfaction (Yildiz &

Kiliç, 2020). There are two motivations that are in line with job satisfaction

which are intrinsic motivation or motivational factors and external motivation

or hygiene factors based on Herzberg’s theory on motivation (Hilmi, Ali, &

Nihal, 2016). Work motivation plays an important role in determining job

satisfaction levels thus, academic staff that are not satisfied with their job will

affect their job commitment (Omar, Mohd Idrus, & Jamal, 2021).

This study in Universitas Wiralodra, Indramayu Indonesia, stated that

there is still a deficiency in job satisfaction to facilitate the execution of

teachers' functional tasks. It was believed that it was because of the absence

of work motivation and the role of the principal. The lack of work motivation

and the principal's role to teachers results also in the lack of teachers’ job

satisfaction. Both work motivation and the principal's role play a vital role in
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contributing to produce functional tasks and the job satisfaction of teachers

(Dekawait, Pujiyati, & Sitoresmi, 2021).

This study in Cebu City states that it is well known that a large number

of teachers or instructors quit their job for reasons other than retirement.

Among the most frequent causes of teacher attrition are demanding

workloads, stressful working conditions, and low pay. Workplace stressors

may cause emotional tiredness, which may lower teachers' motivation for their

jobs. Peer and supervisor's social support is important and considered also as

factors of motivation to do tasks carefully and this positively impacts their job

satisfaction (Gonzales, 2020).

In the study conducted by Ramos (2019) in some indigenous schools

in Davao del Norte, MAPEH teachers faced a scarcity in teaching materials,

facilities, and low exposure which often led to dissatisfaction with their job.

These factors have an impact on the satisfaction of the teachers. This implies

that the absence of motivation can impact the teachers’ job satisfaction.

Hence, motivation plays a vital role in job satisfaction thus lack of motivation

in a job can cause satisfaction at risk.

Several studies have already been conducted a study about the effects

of work motivation on job satisfaction and their relationship in various areas

with different respondents such as Senior High School Teachers and

Elementary School Teachers. However, there has not yet been a study that

focuses on Junior High School Teachers in Tagum Division. Thus, this study

aims to fill the gap by assessing the impacts of work motivation on job

satisfaction among Junior High School Teachers in Tagum Division.

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This study aims to unveil and understand the impacts of work

motivation to the job satisfaction of teachers, specifically Junior High School

Teachers. Also, to gain valuable insights on the factors that affect the variable.

Furthermore, to impart valuable information that might help the beneficiary of

this study and to further assess the areas that need to be addressed. This

study is vital for the continuous improvement of the previous studies as it will

be centered on the areas that lack focus. Therefore, through this study,

individuals can make improvements that will help teachers and organizations.

Statement of the Problem

This study aims to know the impacts of work motivation on job

satisfaction among junior high school teachers.

1. What are the factors of work motivation in terms of:

1.1 Intrinsic Motivation

1.2 Extrinsic Motivation

2. What is the level of job satisfaction in terms of:

2.1 Job Security

2.2 Work Environment

2.3 Job Responsibility

2.4 Community attachment/Linkages

3. Is there a significant relationship between work motivation and job

satisfaction?
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Review of Related Literature

Work Motivation. A study stated that motivation is necessary for

several of reasons, including job satisfaction, lower employee turnover,

employee retention, allowing workers to focus on goals, increased

productivity, acceptance of organizational change, increased willingness to

contribute, fostering cooperation among college staff, and enhancing the

college's reputation. The study also discovered that social events, exposure,

training, high base pay, career paths, communication, autonomy, and extra

responsibility are some of the college worker's motivating factors. These

strategies can also help keep workers at the college (Bagajjo, 2021).

Additionally, a research study in the Republic of Macedonia stated that

job motivation has a positive correlation with job satisfaction and is crucial to

work. It stated that individuals who are fond of their work are believed to enjoy

their work life, while individuals who are dissatisfied with their work are

believed to have unfulfilled needs that result in a low quality of work life. The

study believed that when the organization raises the employees' job

motivation, it not only raises the employees' job satisfaction but also gives

positive benefits and success to the organization (Stankovska, Angelkoska,

Osmani, Grncarovska, 2017).

However, in the business environment, there is a notable increase in

job losses due to layoffs and retrenchment strategies aimed at establishing a

lean organization. It is important for companies to prevent the loss of

employees caused by a lack of job motivation that leads to a decline in job

satisfaction. The main cause of elevated job losses lies in the insufficient

understanding of job motivation, and it is not implemented properly by many

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organizations, promoting employees to seek a better work environment to

achieve work satisfaction (Varma, 2017).

Intrinsic Motivation. Intrinsic motivation might affect the job

satisfaction of an employee. A study revealed that teachers are more satisfied

with the motivation factors along, achievement, work itself, and growth.

Teachers are more satisfied with intrinsic motivation. Thus, their job

satisfaction is affected by their intrinsic motivation and the school must

establish better recognition of their achievements to have more motivated and

satisfied employees (Hipos & Benavides, 2023).

Additionally, intrinsic motivation is important when considering the

heads of organizations are focused on work duties but must be aware that

some employees have different levels of interest in the tasks they are

assigned. Hence, they must get to know the employees’ interests and assign

them to project assignments that they are capable of and will boost their job

satisfaction. Having individuals who are organically motivated can be the

greatest benefit for any organization. Furthermore, these workers consistently

provide their best work, which motivates them and yields the best results for

the company (Sartono & Ardhani, 2015).

On the other hand, a study by Anovunga & Maale (2021) stated that

there are teachers with low intrinsic motivation because they are not

passionate about teaching, have difficulties to find joy in their work, or not

dedicated to their field. These factors result to dissatisfaction and had a

negative effect on their work attitude. This implies that low intrinsic motivation

can cause low job satisfaction.

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Extrinsic Motivation. Extrinsic motivation or the factors outside an

employee that directly motivate and then affect job satisfaction. A study stated

that teachers are satisfied with their extrinsic motivation or hygiene factors

such as supervision, relationship with peers, salary, and work security.

Another factor is working conditions that enable them to experience physical

comfort and conditions such as noise and lightning can cause dissatisfaction.

The teachers’ satisfaction is affected by their extrinsic motivation. Wages and

salaries have a higher impact on teachers’ satisfaction as money is important

to satisfy the needs of humans. Also, more compensation will greatly affect

employees’ commitment to every task in organizations (Hipos and Benavides,

2023).

Also, study showed that teachers’ job satisfaction and performance are

affected by the school head’s supervision and job security. The satisfaction of

teachers significantly affects their commitment to the organization. Improving

supervision and job security in organizations must be observed to establish

work motivation among employees. Job enrichment also has to include the

working conditions of employees to establish a better quality of work (Baluyos,

Rivera, & Baluyos, 2019).

However, teachers experience job dissatisfaction with their work

because of extrinsic motivations, specifically working conditions such as lack

of resources and overcrowded classes. These work conditions cause them to

not focus on work and affects their commitment. Thus, not establishing proper

extrinsic motivation can cause job dissatisfaction among teachers (Okeke and

Mtyuda, 2017).
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Job Satisfaction. Teachers play a vital role in educating students. In

the study conducted by Aziz (2021), complete and safe facilities can create

job satisfaction for teachers. Obtaining safe facilities is undeniably significant

in achieving job satisfaction. This helps them carry out their duties and

perform their jobs effectively. Furthermore, this can lessen their workloads in

the learning process and make their teaching jobs smoother which results in

high satisfaction.

Moreover, work environment is where teachers perform their duties and

it has both positive and negative impacts on their jobs. A harmonious and

conducive work environment can help teachers effectively execute their jobs.

It is vital for teachers as having a positive work environment which also

includes a good relationship with colleagues can greatly impact their

commitment. On the contrary, teachers’ performance will be affected by

satisfaction due to workloads in the work environment which can negatively

impacts their job satisfaction (Yusof, 2021).

According to Sahito (2020), a conducive working condition such as

promotional opportunities and teacher empowerment were found to be one of

the factors that positively impacts job satisfaction among teachers. However, if

the management style and system of work are not efficient, it will negatively

impact their performance which leads to dissatisfaction with their jobs. These

practices are vital and will greatly impact the teachers’ performance as it helps

them remain competent and committed to their job (Bashir, 2020).

Job Security. Job security, as a fundamental necessity, has a

significant impact on their motivation to engage in work. Individual job

performance effectiveness reverberates throughout the organization, shaping

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overall performance by ensuring top-notch service delivery. The study

discovered a notable and statistically significant positive correlation between

job security and employee satisfaction and performance. This implies that

individuals who perceive a higher level of security in their job roles perform

better on the job, benefiting the organization (Al-Harazneh, Abushosha, Al-

Oweidat, & Nashwan, 2023).

In addition, ensuring that employees feel valued and supported by their

managers fosters a reciprocal relationship, wherein employees demonstrate

heightened job performance and a deeper commitment to the organization.

This symbiotic dynamic is a cornerstone of effective organizational

management. By delving into research on this subject, organizations can

glean valuable insights to strategically enhance employees' perceptions of job

security. Creating an environment where job security is not just a policy but a

tangible aspect of the workplace culture contributes significantly to employee

morale and commitment. When employees feel secure in their positions, they

are more likely to invest their skills and energy into their roles, resulting in

improved overall job performance. Therefore, organizations stand to benefit

immensely by applying the knowledge derived from such research to cultivate

a workplace atmosphere that prioritizes job security, subsequently fostering a

more dedicated and high-performing workforce (Yeh, 2019).

On the other hand, the decline in job security affects not only the level

of success but also the performance and productivity of companies, even

when their employees possess high levels of competence and specialize in

their respective fields. A lack of job security will cause workers to become less

confident about their future careers and more primarily concerned about
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anything in particular. The absence of job security can have a negative impact

on job satisfaction and lead to a variety of other issues, such as low

motivation and commitment, and in some cases, even depression and other

medical conditions (Sanyal, Hisam, BaOmar, 2018).

Work Environment. A conducive and quality work environment plays a

fundamental role in work. The work environment has a significant impact on

employees’ satisfaction. This will help employees accomplish their tasks and

work effectively and efficiently. Therefore, the work environment is essential

for job satisfaction (Agbozo, 2017).

Also, according to Tahir (2023), one of the essential components

influencing an employee's performance and satisfaction at work is their work

environment. An environment that feels positive, safe, and healthy will

contribute to employees' sense of security, comfort, and satisfaction. A

company or organization should have a good and appropriate work

environment. This will help for the betterment and retention of its workforce.

Work environment is defined as the settings, situations, and conditions

where people perform their jobs or work (Oludeyi, 2015). However, in some

instances, a work environment can be either conducive or toxic which can

affect job satisfaction. If the work environment is toxic, it can cause

employees to a loss motivation which may lead to low job satisfaction.

Furthermore, it is divided into two components namely physical and

behavioral. These two components may affect the individuals’ performance

and satisfaction in work (Bahktiyari, 2020).

Job Responsibility. According to Simorangkir, Karnati, & Abdullah

(2019), the opposite side of authority is responsibility, which is the duty to

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carry out duties or pursuits as designated. Job Responsibility is the duty to

carry out any tasks assigned. Being responsible means having a duty to fulfill

duties effectively. Members have an obligation to exercise responsibility. Fulfill

their obligations in a way that avoids criticism from the manager for

unsatisfactory job performance.

Job Responsibility is the dedication to carrying out activities for which

the individual is a "subject capable of effectively assuming the responsibility".

One crucial component of management that sets it apart from leadership—it

does not always imply the idea of responsibility. Hence, giving responsibility

due consideration entails recovering and strengthening the managerial

dimension next to the leadership dimension, and clarifying the elements of

each. The relationship between the supervisor's accountability and job

performance was mediated by the employee's responsibility toward the task,

just as the relationship between work engagement and responsibility toward

colleagues and collaborators was mediated. Thus, work autonomy had a

direct and favorable impact on job satisfaction (Falco, Girardi, & Piccirelli,

2016).

However, the research study of Kanzaga and Lekule (2023) states that

the problem of teachers' job irresponsibility, presents an obstacle for school

administrators to guarantee teachers' job satisfaction in their roles.

Interviewees disclosed that persistent tardiness, a lack of prepared lesson

materials, and poor student performance are examples of teacher

irresponsibility. School administrators are further burdened by this

irresponsibility which negatively affects teachers' job satisfaction.

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Community Attachments/Linkages. Job satisfaction is intricately tied

to community attachment, fostering an emotional bond between individuals

and their work environment. Studies highlight place attachment as a predictor

of contentment, emphasizing the reciprocal influence between satisfaction

and attachment. Human resource managers can enhance job satisfaction by

implementing organizational development plans focused on strengthening

employees' workplace attachment. Assessing workplace attachment through

secure, avoidant, and anxious dimensions, akin to interpersonal attachment

styles, becomes crucial (Scrima, Rioux, & Guarnaccia, 2017).

Additionally, establishing a sense of belonging, aligning with shared

values, enhancing general well-being, and improving cooperation skills

positively impact workplace team dynamics. Emotional bonds with specific

places influence individuals' behaviors, emphasizing the significance of

exploring community attachment to comprehend workers' needs, satisfaction,

and behaviors. Understanding community attachment is vital, particularly in its

correlation with job satisfaction, performance, and well-being (Scrima, Mura,

Nonnis, Fornara, 2021).

However, a lack of workplace community attachment can result in

dissatisfaction, isolation, and limited collaboration. Employees may

experience increased turnover, decreased loyalty, and decreased job

satisfaction. Employees who feel excluded from a community may feel lonely

and isolated, as well as negative emotional states such as insecurity,

rejection, unpleasant social interactions, and a lack of engagement. When

there is no strong sense of community, employees lose loyalty to the

organization and experience lower job satisfaction (Petitta and Ghezzi, 2023).
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Theoretical Framework

This study will be anchored on Skinner’s Reinforcement Theory (1930)

and Frederick Herzberg’s two-factor theory (1959) as supporting theory of the

study.

Reinforcement Theory of Skinner (1930)

According to this theory, people are more inclined to repeat acts that

have a positive effect and less likely to repeat actions that have a negative

outcome, according to the "Law of Effect". activity that receives reinforcement

is more likely to recur, whereas unrewarded activity or behavior that receives

punishment is more likely to stop. In psychology, the idea of reassurance

focuses on the relationship between an action and its results, or "operant

behavior." This process—in which a response is followed by reinforcement

that modifies behavior—is referred to as operant. This motivational theory

focuses mostly on the consequences of an individual's actions. The

individual's intentions and feelings are ignored because there is no

relationship to their interior condition. Consequently, it is important to

intentionally establish a positive work environment to inspire employees. This

theory is a great tool for studying the systems that control behavior in people.

(provide contextuatualization…)
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Two-factor theory of Frederick Herzberg (1959).

The concept emphasizes the factors that employees and the work

environment may need to address. It indicates the factors that affect how

motivated and satisfied employees are. He asserts that there are two distinct

types of factors: hygiene factors and motivators. Based on the motivator

factor, an individual's intrinsic motivation will be ignited and lead to a direct

rise in job satisfaction when they receive recognition, opportunity for progress,

and additional responsibility. As a result, the presence of the motivator will

raise motivation levels and job satisfaction generally. However, the hygienic

factor is essential for the comfort of the individual at work, which

encompasses salary, interpersonal relationships, working conditions, and job

security. When these factors are absent, it will lead to dissatisfaction. This

approach highlights how vital it is to address both of these factors in order

enhance and foster employees' motivation, productivity, and sense of

fulfillment.

Conceptual Framework

This study revolved around two variables: work motivation as its

independent variable and job satisfaction as its dependent variable. This

study aimed to examine the relation of both variables to determine if work

motivations influence the job satisfaction of teachers. The work motivations

observed are intrinsic motivation or motivational factors and extrinsic

motivation or hygiene factors. The job satisfactions observed are job

responsibility, work environment, job security, and community attachment or

linkages.
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The following concepts are conceptually and operationally defined so

that readers can comprehend the terminology used in the study. It is

necessary to use the operational definition to define terms properly in the

research. Defining terms operationally will help the readers understand each

term. (Slife, Wright, & Yanchar, 2016).

Work Motivation serves as the driving force that propels a teacher into

action, infusing enthusiasm and dedication into their professional endeavors.

It acts as the catalyst that not only initiates a teacher's engagement with their

work but also plays a crucial role in sustaining their commitment over time

(Yildiz & Kilic, 2021).

Work Motivation.. (provide operational definition.. researchers…..)

Intrinsic Motivation is defined as the urge to complete tasks for

personal enjoyment according to Falk (2023).

Extrinsic Motivation refers to tangible or external factors which

includes the salary, pay raise, bonus, promotion, and other benefits that the

employees may acquire. The employees’ productivity can be adversely

affected by extrinsic motivations (Hearn, 2023).

Job Responsibility refers to a comprehensive collection of tasks and

obligations that are specifically allocated to an individual, constituting a crucial

component of their designated role or position within an organizational

framework (Vyshnovetska, Vyshnovetskyi, & Kmetyk, 2022).

Job Security is the likelihood that an individual's current employment

will be secured, or it can be defined as the state of having a secured job. It

primarily concerns how well a person will maintain a high level of job security
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so that the possibility of losing their current position is minimal. (Aishwarya,

2021).

Work Environment is defined as the settings, situations, and

conditions where people perform their jobs or work (Oludeyi, 2015).

Community Attachment refers to the emotional connection to the

place. It may create emotional feelings as a result of a shared life experience

based on social relationships. Also, it alludes to an individual’s commitment to

a certain location (Wijaya, 2018).

The conceptual framework of this research is visually described by the

study's schematic representation in Figure 1.

Independent Variable Dependent Variable

Work Motivation Job Satisfaction

 Intrinsic Motivation  Job Security

 Extrinsic Motivation  Work Environment

 Job Responsibility

 Community

Attachments/

Linkages

Figure 1. Conceptual Framework Showing the Relationship of the Variables

Career Interest on Career Decision-Making.

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Chapter 2

METHODOLOGY

This section explains the procedures for gathering and analyzing data

that will be covered. This methodology section provides the reader with an

opportunity to evaluate the study's general validity and dependability. This

section shows the methodology that will be used in the study.

Research Design

This study will be using a Correlational research design which

employed a quantitative research methodology. Correlational research

examines the relationships of variables and associations between variables

will be examined without any manipulation of the data. This is to develop a

statistically corresponding relationship.

In addition, correlational research is a statistical test that can determine

the variables of the research objectively. This will be needed to measure

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variables either two or more and identify how related they are to each other.

Also, correlational research is a sort of non-experimental research that aids

prediction and explanation of the link among variables (Seeram, 2019).

Furthermore, correlational analysis is a statistical technique for determining

the degree of link between two quantitative variables. A weak correlation

indicates that there’s a weak association between the variables, whereas a

high correlation indicates that two or more variables have a strong relationship

(Franzese & Iuliano, 2018).

The purpose of this design is to determine the relationship between

variables. This design can also provide a wide view of the results of the

chosen sample from the total. Also, this study aims to determine the

relationship between work motivation and job satisfaction among teachers in

Tagum Division.

Research Locale

The actual location to unveil and understand the impacts of work

motivation on teachers' job satisfaction will be conducted in Tagum City,

Davao del Norte. The researchers will select Tagum City because it is where

the respondents will be coming from. The city's educational landscape

includes a diverse set of organizations, beginning with junior high school, that

provide an opportunity to investigate the impact of work motivation on job

satisfaction in various teaching environments, enabling the researcher to

gather essential data and a vast pool of participants for the research study,

capturing different teaching levels and experiences.

Tagum Schools. These junior high schools within Tagum City where

have the education that fosters a supportive learning environment.

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Tagum City. Formally designated as a first-class component city and

serving as the capital of Davao del Norte, Philippines, Tagum City consists of

twenty-three (23) barangays spread across 19,580 hectares. Tagum City also

has an active school community, which contributes to the city's thriving

educational landscape for the teachers' work motivation and job satisfaction
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Figure 2. Map Highlighting Tagum City, Davao Del Norte, Philippines, as the

research locale.
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Research Respondents

In this study, the researcher is free to select participants at will. A total

of One hundred fifty (150) Junior High School teachers from Tagum Division

will be identified as respondents and will be invited to participate in this study.

All participants in this study will be selected using the Purposive Sampling

Techniques. In this instance, the researcher is free to select samples that will

meet his or her criteria. Junior High School teachers are allowed to participate

in our research since they are our primary target population. It is sufficient if

the respondent are Junior High School teachers. Their perspectives and ideas

on work motivation and job satisfaction will be extremely beneficial to the

continuation of our research. Since they were the most qualified respondents

for the study, the following respondents must be a Junior High School teacher

in Tagum Division only. They will be selected because it was thought that they

would be the best respondents for the survey.

Research Instrument

This study will apply an adapted survey questionnaire. There are two

different parts of the questionnaire: one is for Work Motivation, and the other

one is for Job Satisfaction. The survey tool that will estimate the Work

Motivation will be adapted from the United International Journal of Innovative

Science and Research Technology (2023), which included two indicators:

Motivating Factor or Intrinsic Motivation and Hygiene Factor or Extrinsic

Motivation, each of the factors has ten items question, respectively, for a total

of twenty items question. The survey that will measure Job Satisfaction will be

adapted from Ramos (2019), with four indicators: Job Security, Work

Environment, Job Responsibilities, and Community Attachment/Linkages and

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this study will adapt only five items question in every indicator, a total of

twenty items question.

Work Motivation and Job Satisfaction:

RANGE OF MEANS DESCRIPTION INTERPRETATION

4.20- 5.00 Strongly Agree The factor is always manifested.

3.40-4.19 Agree The factor is often manifested.

2.60-3.39 Neutral The factor is manifested.

1.80- 2.59 Disagree The factor is rarely manifested.

1.00-1.79 Strongly Disagree The factor is never manifested.

Data Gathering Procedure

The organized approach to acquiring observations or measurements is

called data collection. Collecting data allows you to gain firsthand information

and distinct perspectives on your research question, whether it is for

business, government, or academic purposes (Bhandari, 2020). The principal

of the school will be contacted by the researchers to obtain permission to use

the teachers as the respondents. The consent of the respondents will be

carried out after the letter is approved.

The researchers will collect the data for this study by conducting an in-

person survey. The researchers will use an adapted survey questionnaire as

the main tool for the study. Initially, the researchers will obtain consent from

the respondents to participate in the survey. After that, they will distribute the

survey questionnaire in a printed form to the one hundred and fifty (150)

respondents. The participants have to answer the survey questions

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thoroughly to make sure that the survey fulfills its intended purpose. Once the

data is gathered, the researchers will analyze and assess it using Microsoft

Excel functions, which are also supplemented by the Likert scale.

Statistical Tool

Three statistical tools will be used in this study to clarify and analyze

the data to be gathered:

Mean, this statistical tool will assess the Junior High School Teachers

with their work motivation and job satisfaction. Also, it will determine the level

of job satisfaction.

Standard deviation, this statistical tool will be used to assess the

similarity of the responses. Thus, it will estimate how disseminated the details

are in relation to the mean.

Pearson (r). Using this statistical tool, researchers will be used to

determine the relationship between work motivation and job satisfaction from

the selected school.

Ethical Considerations

The research paper will undergo review and analysis by the research

committee. To effectively construct the research, the researchers will consider

the ethical considerations outlined below to ensure a thorough and thoughtful

approach. Prospective participants will be granted the privilege to choose

whether they will engage in or abstain from participating in the research.

Before deciding to engage in the study, participants will be informed of the

objectives of the research. Participants will be explicitly informed that they will

have the right to withdraw from the study at any point, even after filling out the

consent form. The use of foul or inappropriate words will be prohibited to

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maintain a professional and respectful tone in the research paper and among

the researchers.

The participants who will participate in the research process will have

their anonymity and confidentiality prioritized throughout the process.

Personal data will be secured and handled accordingly, keeping it away from

any public disclosure to protect the privacy of the participants. Failure to do so

will lead to accountability under the Data Privacy Act of 2012, where any

unauthorized leakage of the participant's personal information will be a

violation.

Right to Self-determination

The respondents must be reassured by the researcher of the

importance of respecting the idea of willing participation in research or

voluntary consent. The researchers will also respect their decision if they do

not want to participate and won’t force them if they do not want to participate.

Also, the truth must be presented to the respondents in order for them to give

their informed approval regarding the goal of the study, and if there are any

dangers, these should be described in detail (Akaranga & Makau, 2016).

Anonymity

Anonymity means keeping things private. It means not revealing

respondents' names but using nicknames instead. Their ethnicity, cultural

background, or any other personal information about them must not be

revealed also. For this reason alone, a researcher conducting research needs

to promise that they keep the information provided by respondents private

(Akaranga & Makau, 2016).

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Right to Confidentiality

To prioritize the confidentiality of participants, researchers will rely on

the informed consent procedure. The data collected from participants,

including personal information, will be handled to prevent any leakage of

information. This procedure is designed to guarantee that involvement in the

research is secure (Bos, 2020).

The Right to Privacy

The right to privacy is justified by securing individual interests, rooted in

dignity and personality-based theories. Before delving into specific decisions,

it is essential to explore the legal landscape regarding privacy, especially

concerning genetic data. Understanding privacy as an individual right is

crucial for its broader contribution to social goods through personalized rights

(Costello, 2022).
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