Assessing the Quality of Work Life and Job Satisfaction of Deaf Employees in Private Sector Industries

Assessing the Quality of Work Life and Job Satisfaction of Deaf Employees in Private Sector Industries

Rowell Bernard T. Dawat

Cebu Technological University, Cebu City, Philippines

DOI: https://dx.doi.org/10.47772/IJRISS.2025.909000542

Received: 02 October 2025; Accepted: 12 October 2025; Published: 17 October 2025

ABSTRACT

Employment provides fulfillment and stability for all, including Deaf individuals. Despite growing opportunities, Deaf people still face challenges in securing jobs in competitive workplaces. This study evaluated the quality of work life and job satisfaction of 60 Deaf workers in Cebu City’s private sector using a descriptive-correlational design. Results showed a very high quality of work life (weighted mean = 3.37, “strongly agree”) and a slightly lower job satisfaction (3.18, “agree”), suggesting general positivity but some unmet expectations. Age and occupation were significantly related to quality of work life, while occupation alone influenced job satisfaction. Despite barriers, Deaf employees displayed resilience and maintained high satisfaction levels. The study underscores the need for inclusive practices, support systems, and equitable opportunities. It recommends action plans in digital literacy, employment training, and job placement support to strengthen Deaf employees’ capabilities, empowering them as agents of change in their families and communities.

Keywords— Special Education, Deaf employees, quality of work life, job satisfaction, private sector industries

INTRODUCTION

The continuous evolution of workplaces has encouraged diversity and gradually embraced inclusivity; however, this ideal remains far from being fully realized. Promoting a high quality of work life and ensuring job satisfaction are essential not only for employee welfare but also for organizational stability and retention. An inclusive workplace that empowers all employees, including persons with disabilities, is therefore vital. Among this diverse workforce, Deaf employees represent a substantial group whose unique needs must be understood to optimize their productivity and overall well-being (Geyer, 2000; Chelius et al., 2022). Although existing research has examined the trends in education for individuals with special needs, including curriculum design and the transition of persons with disabilities particularly Deaf individuals in having a meaningful employment opportunity remains limited. Education, much like research, should act as a bridge linking the classroom with the labor market. Unfortunately, limited practical training aligned with industry demands restricts the ability of Deaf students to fully explore and develop their potential. Schools offering specialized training for the Deaf must therefore consider both community industry needs and workplace skill requirements. Although many Deaf individuals succeed in obtaining employment, sustaining their positions remains a challenge due to varied workplace demands and barriers to satisfaction.

Globally, approximately 7.2% of persons with disabilities remain unemployed as of 2023 (Gonzales, 2023). Contributing factors include limited job availability, job mismatches that fail to align with their qualifications, and increasingly competitive labor markets. Deafness, which can affect individuals regardless of age or gender, is one of the most common disabilities worldwide. It may result from infections, injuries, or aging, and can manifest as partial or complete hearing loss, significantly affecting an individual’s daily functioning and opportunities. Currently, around 70 million people are living with hearing impairments across the globe (Wirth, 2023). With such a vast number of people affected, many must adapt not only to the demands of employment but also to workplaces that are often ill-prepared to accommodate their needs.

In the Philippine context, approximately 1.5 million persons with disabilities are registered (CEDTyClea, 2024). Although Deaf individuals may appear “normal” physically, communication barriers often reveal significant gaps in interaction and understanding. As an archipelagic nation, the Philippines poses additional challenges to equitable access to education and employment for Deaf individuals. Many migrate to urban centers where schools for the Deaf are concentrated, and subsequently remain in these areas to seek employment. However, even earning a degree or successfully completing senior high school does not guarantee a meaningful employment aligned with their skills and knowledge.

In Cebu City alone, approximately 16,000 persons with disabilities (PWDs) were documented in 2023. Statistics from the Area Vocational Rehabilitation Center II of the Department of Social Welfare and Development Field Office Region 7 (Central Visayas) indicate that, for the year 2024, they have traced only 64 PWDs, or roughly 4% of the total, as employed, with Deaf individuals comprising a portion of this workforce. Despite Cebu City’s status as a highly urbanized center of trade and industry, employment opportunities for Deaf persons remain restricted. The city hosts two secondary schools offering programs for the Deaf and one university providing an associate course, which aim to prepare students for employment through technical and vocational training. Nevertheless, the limited course offerings often fail to address the diverse interests and skills of Deaf students, leaving many with few pathways to pursue their potential.

The researcher also observed that unemployment and underemployment among Deaf individuals in Cebu City remain substantial, highlighting the need for data-driven interventions to address these gaps. Critical issues include industry-specific barriers such as communication challenges, mismatches between academic preparation and labor market demands, and the underexplored role of local industries in employing Deaf workers. Moreover, there is a lack of clarity regarding how cultural factors shape Deaf employees’ workplace experiences and perceptions, as well as uncertainty over the availability and effectiveness of local support systems. The school-to-work transition programs designed for Deaf graduates likewise warrant closer examination to determine their actual effectiveness in improving employability.

Finally, this study examines the factors influencing quality of work life (QWL) and job satisfaction among Deaf employees, with a focus on the private sector, while considering both ethical and practical dimensions. The challenges encountered by Deaf employees are multifaceted, encompassing barriers in recruitment, career progression, and workplace accessibility. Persistent stereotypes and biases often hinder hiring and advancement opportunities, while the absence of disability-friendly environments particularly a lack of sign language interpretation and inclusive communication systems further limits participation. Employment opportunities are especially constrained in customer-facing roles, where communication barriers are most pronounced. At the root of these challenges lies a general lack of awareness about Deaf culture and needs, which perpetuates exclusion and prevents Deaf individuals from achieving their full potential in the workplace.

Legal Basis

This study is anchored primarily on Republic Act No. 7277, the “Magna Carta for Persons with Disabilities” (1992) and its subsequent amendments, which provide the legal framework promoting the rights and welfare of persons with disabilities (PWDs) in the Philippines. The law guarantees equal employment opportunities and prohibits discrimination against PWDs in hiring, terms of employment, and workplace treatment. Importantly, it mandates employers to provide reasonable accommodations to enable PWDs, including Deaf employees, to perform their job functions effectively and participate equally in the workforce (Pagsolingan, 2023). Incentives such as tax deductions also encourage private sector employment of PWDs under this legal framework (Respicio, 2025).

Beyond these legal provisions, this study integrates contemporary theoretical perspectives from disability inclusion and employment psychology. These emphasize the critical removal of physical, attitudinal, and institutional barriers that restrict Deaf employees’ workplace inclusion. For instance, the Social Model of Disability advocates for a structural understanding of disability, highlighting the need for accessible environments, workplace adjustments, such as communication aids, and fostering positive coworker attitudes to enhance job satisfaction and overall quality of work life (Praslova, 2023). Recent research confirms that supportive and inclusive workplaces contribute significantly to the psychological well-being and job satisfaction of employees with disabilities (Orfei et al., 2025)

Together, the legal mandates of RA 7277 and these updated theoretical and empirical insights provide a robust foundation for assessing the quality of work life and job satisfaction among Deaf employees in private sector industries.

Significance of the Study

The study was conducted to explore the readiness of the Deaf students in emergencies. By understanding their nature and responses, this research can supply valuable information to the Disaster Risk Reduction Management Council through the Department of Education, stakeholders, and sectors concerned regarding their existing practices in response to emergencies so that they will be guided accordingly in the future on what enhancement, modification and accommodation to the programs and policies that will made to address the multifaceted needs. Specifically, this study will be of particular significance to special needs education teachers, and special needs education centers or schools as it may guide them in creating a modified disaster risk reduction management plan. Lastly, the findings of the study will encourage the general public to become advocates by supporting them through maximizing their potential in responding to emergencies.

Objectives of the Study

This study seeks to evaluate the quality of work life and job satisfaction of Deaf employees in private sector industries serving as a basis for the formulation of an Action Plan.

Specifically, it sought to answer the following sub-problems:

1. What are the demographic characteristics of the respondents, such as age, sex, civil status, educational attainment, occupation, nature of work, salary, and benefits?
2. What are their levels of quality of work life and job satisfaction?
3. What are the relationships between demographic factors, quality of work life and job satisfaction?

Research Methodology

This section covers the procedural framework of the study which comprised the research design, respondents, instrument, data acquisition procedures, adherence to ethical standards, and statistical treatment.

Research Design

This research utilized a descriptive–correlational research framework, which was deemed most suitable for the investigation. This approach does not seek to establish cause-and-effect relationships but rather seeks to investigate and characterize the degree of association between variables. Clarete et al. (2023) describe descriptive correlational research as an approach that identifies and an is explicitly designed to identify or verify the presence of associations or interdependencies between two or more dimensions of a given situation. Guided by this framework, the study’s purpose was to establish the association between quality of work life and job satisfaction among Deaf employees. Data were collected through a modified questionnaire specifically designed to measure these two constructs. To ensure full representation, the study utilized the total population sampling technique, thereby including all qualified Deaf employees in the respondent pool.

Environment

The study was conducted in Cebu City, the country’s second highly urbanized city and ranked fourth nationwide in 2023 in terms of economic standing and development. It focused on industries that employ Deaf persons, drawing valuable insights on their employment status, quality of work life, and job satisfaction. Sign language served as the main mode of communication in the workplace, with English used for written correspondence. While companies offered activities and programs for inclusivity, participation of Deaf employees was often constrained by external factors. Nonetheless, private sector industries remained committed to their advocacies by providing training, employment, career advancement, and inclusive opportunities for the Deaf community.

Several industries were identified for their contributions. Braddex Batchoy and Steamed Rice is a homegrown restaurant brand with multiple branches across Cebu, employing many Deaf workers in its production site. Choobi Choobi, a family-oriented restaurant chain, expanded nationwide and employed Deaf persons as part of its service staff. Mother’s Touch Hilot and Massage integrated traditional healing and massage services while prioritizing the hiring of employees with disabilities. Orange Brutus, one of Cebu’s pioneering fast-food chains, became the first local establishment to employ persons with disabilities and has since grown to 19 branches in the province. Together, these industries exemplify workplace inclusion and the empowerment of the Deaf community.

Respondents

The respondents were the 60 Deaf employees from the four identified private sector industries. They are selected as the study’s respondents because they have met the inclusion criteria: 1.) with hard of hearing or hearing loss 2.) currently working 3.) legal age and 4.) basic literacy skills, ability to read and write.

Instrument

For the research instrument, this inquiry employed a consolidation of a researcher developed questionnaire and established standardized validated research tools. The researcher-made questionnaire was designed to capture the demographic profile of the respondents, while two established instruments were utilized to measure the key variables of the study: (1) the Work-Related Quality of Life Questionnaire (WRQoL) and (2) the Job Satisfaction Questionnaire. These instruments were identified to obtain comprehensive data on the respondents’ overall work environment and level of job satisfaction.

Conferring to Ruotolo et al. (2024), the WRQoL assesses six critical key components of employees’ quality of work life, namely: overall quality of life, work–life balance, work and career fulfillment, autonomy at work, work environment, and work-related stress. The instrument uses a five-point Likert scale and has been shown to possess strong psychometric evaluation indicated validity coefficients from 0.72 to 0.90 and excellent reliability, as reflected in Cronbach’s alpha of 0.94. This made the WRQoL a suitable and reliable tool for evaluating the work-related quality of life of Deaf employees in this study.

Meanwhile, the Job Satisfaction Survey (JSS) established by Spector (2020) was utilized to measure job satisfaction. This instrument evaluates nine components of job satisfaction, namely: pay, promotion, supervision, benefits, rewards, operating procedures, coworkers, nature of work, and communication. Responses are rated on a six-point Likert scale, allowing for nuanced assessment of satisfaction across these dimensions. Psychometric evaluation of the JSS has proved a robust internal consistency, with coefficients ranging from 0.60 to 0.82, and excellent overall reliability (Cronbach’s alpha = 0.91), establishing it as a robust and reliable tool for examining employees’ job satisfaction.

The researcher-made questionnaire was simplified to match respondents’ level of understanding and underwent revisions, pre-testing, and improvements to ensure validity and reliability. Pre-test feedback was incorporated, and the instrument was finalized in English, as respondents were competent in reading, writing, and using English in sign language. Respondents were informed of minimal risks, such as possible discomfort in disclosing personal or work information, and were given sufficient time to respond. The questionnaire was distributed in both printed and Google Form versions to provide flexibility and minimize disruption at work.

To further strengthen the study’s transparency and inclusivity, clear explanations were provided on how the survey tools were adapted for Deaf respondents. This included detailing the use of Filipino Sign Language (FSL) during data collection when needed, and the use of video translations of survey questions. These measures ensured that Deaf participants fully understood the questions and could respond accurately. Such efforts not only improved the reliability of the findings but also showed respect for the unique linguistic and communication needs of the Deaf community, supporting their full and equal participation in the study.

Data Gathering Procedure

Prior to the study, pilot testing was conducted to ensure the questionnaire’s reliability and validity, with approval granted by the review committee. Data collection involved survey questionnaires completed by the respondents.

In the Preliminary Stage, the researcher secured permission from participating companies before distributing the questionnaires and consent forms. During the Data Gathering Stage, the study’s purpose and procedures were explained using sign language to ensure clear understanding. Respondents were informed of their rights, any minimal risks such as potential discomfort in disclosing personal or work-related information, and the voluntary nature of participation. They were given sufficient time to answer the questions. To provide flexibility and minimize work disruption, respondents could complete the questionnaire either on-site using a printed copy or online via Google Forms.

To further reinforce methodological transparency and inclusivity, clear explanations were provided about how the survey instruments were adapted for Deaf respondents. This included detailing the steps taken to make the questionnaire accessible, such as the use of Filipino Sign Language interpreters during data collection when needed, and providing video translations of survey items. Additionally, validated machine translation tools for Filipino Sign Language were considered to ensure participants fully understood the questions and could respond accurately. These measures helped ensure that the linguistic and communication needs of Deaf participants were respected, thereby strengthening the reliability and inclusiveness of the data collected.

In the Post Data Gathering Stage, completed questionnaires were collected, tabulated, and encoded in Excel, then analyzed using SPSS. Data interpretation was guided by the research questions and supported with relevant literature.

Data Analysis

The data gathered from the survey questionnaires were reviewed, tallied, and encoded in Excel before being processed in SPSS. Descriptive statistics such as frequency, percentage, mean, and weighted mean were applied to present the demographic profile of Deaf employees and to measure their perceived quality of work life across six dimensions: general well-being, home–work interface, job–career satisfaction, control at work, working conditions, and stress at work. Job satisfaction was also analyzed based on nine facets including pay, promotion, supervision, coworkers, and communication. These descriptive measures highlighted areas of strength and concern in the respondents’ workplace experiences.

To establish the relationship between quality of work life and job satisfaction, Pearson correlation analysis was used. Results were interpreted in relation to the research problems and compared with relevant literature. The analysis revealed that while Deaf employees often faced barriers to active participation in workplace programs, companies demonstrated strong advocacy for inclusion by providing training, career opportunities, and empowerment initiatives. Overall, the descriptive-correlational approach confirmed a significant link between quality of work life and job satisfaction and provided the basis for designing an action plan to further enhance employment opportunities and inclusivity for Deaf workers in Cebu City.

Statistical Treatment

The data collected in this study were analyzed using various statistical techniques. Frequency counts were used to determine the number of occurrences for specific responses, while simple percentages were calculated to examine the distribution of the respondents’ demographic variables. The mean was computed to determine the average levels of quality of work life and job satisfaction, and the standard deviation was employed to evaluate the distribution or consistency of the responses. Furthermore, Pearson’s correlation coefficient (r) was utilized to assess the statistical significance, magnitude, and direction of the association between quality of work life and job satisfaction among the respondents.

Ethical Consideration

The study underwent a thorough ethical review process to ensure full compliance with established research protocols and to uphold the dignity and rights of all participants. Before any data collection began, the study manuscript was carefully reviewed by a panel, and the questionnaire was validated to ensure clarity and relevance. Necessary approvals were secured not only from the private sector companies involved but also from the direct supervisors of Deaf employees, through formal transmittal letters accompanied by consent forms.

During data collection, the researcher took special care to explain the purpose, procedures, and participants’ rights using Filipino Sign Language, ensuring clear and respectful communication. Informed consent was sought with emphasis on voluntary participation, the right to withdraw without penalty, and strict confidentiality of information provided. Respondents were assigned numeric codes in place of their names to protect their identities, and the identities of the involved organizations were kept confidential unless express permission was granted. Any minimal risks, such as the possibility of discomfort when disclosing personal or work-related information, were openly discussed. The entire process was designed to minimize disruption, with questionnaire completion taking approximately ten minutes.

Overall, the study rigorously maintained privacy, confidentiality, and high ethical standards, aiming not only to contribute valuable knowledge on the quality of work life and job satisfaction among Deaf employees but also to respect and protect the participants’ rights.

Results

This section presents the outcomes of the statistically computed survey data, organized in tabular form, and provides the corresponding analysis and interpretation of the findings.

Demographic Characteristics of the Respondents

This unit depicts the demographic characteristics of the respondents.

Table 1. Demographic Characteristics of the Respondents

Table 1 shows that the majority were young adults aged 24–31 years old (61.7%), followed by those in their early thirties (36.7%), with only a very small proportion (1.7%) aged 40 and above. This distribution suggests that the workforce is composed of relatively young individuals in their early career stage, which can be associated with greater adaptability but also with limited work experience.

In terms of sex, the group was predominantly male (63.3%), compared to 36.7% female. This suggests that the male dominance may be influenced by the type of work available in the sector, which tends to be physically demanding and often associated with service and manual labor.

With respect to civil status, the vast majority of respondents were single (88.3%), while only 11.7% were married. This indicates that most respondents have not yield to family obligations, potentially allowing more flexibility in work schedules.

In terms of educational qualifications, the workforce had varied backgrounds: 36.7% reached college level, while 31.7% each finished high school or vocational/TESDA courses. This reflects a workforce with varied but generally modest educational attainment, which may limit access to higher-paying jobs and confine them to semi-skilled employment.

The occupation profile shows concentration in service-oriented jobs, with kitchen staff (45.0%) forming nearly half of the workforce, followed by massage therapists (23.3%), service crew (20.0%), and production workers (11.7%). This highlights the prevalence of service-oriented, semi-skilled, labor-intensive work, often characterized by low wages and limited career advancement opportunities.

Employment status indicates stability, as 95.0% were full-time workers, but this stability does not necessarily translate into upward mobility or financial security. In fact, most respondents earned low incomes ranging from ₱6,000–₱11,000 (81.7%), while only 18.3% reported slightly higher earnings of ₱12,000–₱15,000. This income bracket falls within the low-income category, which may negatively affect job satisfaction, quality of life, and long-term financial security.

Finally, when it comes to employment benefits, most respondents (88.3%) received mandatory employment such as SSS, PhilHealth, and PAG-IBIG. However, only a few (6.7%) enjoyed additional benefits, while 5.0% had none at all. Although the majority have some level of social protection, the lack of comprehensive benefits for some employees reflects inequality and possible gaps in labor compliance and welfare policies.

Level of Quality of Work Life of Deaf Employees

The succeeding tables presents aggregate table of the respondents’ perception on the level of quality of work life of Deaf employees into their work environments.

Table 2 Level of Quality of Work Life of Deaf Employees (Item 1-12)

Note: 3.26-4.00- Strongly Agree, 2.51-3.25- Agree, 1.76-2.50-Disagree, 1.00-1.75-Strongly Disagree

As illustrated in Table 2, the Deaf individuals in the workforce strongly agreed with statements 1–12, garnering an aggregated mean of 3.45. The highest-rated statement was “I can use my skills at work” yielding a value of 3.62, regarded as “Strongly Agree.” This suggests that Deaf employees perceive their workplaces as venues where their acquired skills from school and training are effectively applied. The result highlights the importance of skill utilization in promoting satisfaction and confidence at work. This aligns with the concept that employees who can use their talents effectively are more inclined to be involved, productive, and comfortable in their positions (Miah & Hasan, 2022). For Deaf employees, this also underscores the critical role of continuous training and practice in enhancing their independence and self-efficacy in the workplace.

Table 3 Level of Quality of Work Life of Deaf Employees (Item 13-24)

Note: 3.26-4.00- Strongly Agree, 2.51-3.25- Agree, 1.76-2.50-Disagree, 1.00-1.75-Strongly Disagree 

Table 3 revealed that respondents strongly agreed with items 13–24, yielding a combined mean of 3.36. The highest mean (3.47) was recorded for the statements “My employer provides everything I need to do my work well” and “The workplace is good.” This finding suggests that respondents not only recognize their skills but also appreciate the supportive provisions of their employers in creating a favorable work environment. This reflects the significance of workplace facilities, resources, and management support in shaping job satisfaction. As supported by Wydyanto (2022), strong relationships and supportive interactions with colleagues and supervisors are key elements in enhancing quality of work life. For Deaf employees, these results affirm that organizational support systems and physical environments matter greatly in making them feel valued, secure, and motivated.

Table 4 Level of Quality of Work Life of Deaf Employees (Item 25-36)

Note: 3.26-4.00- Strongly Agree, 2.51-3.25- Agree, 1.76-2.50-Disagree, 1.00-1.75-Strongly Disagree 

As shown in Table 4, the aggregated mean was 3.30, still interpreted as “Strongly Agree.” Across the twelve survey items, “I feel safe at work” received the highest mean of 3.47, implying that respondents perceive their workplaces as secure and protective of their welfare. This result reflects the importance of safety as a fundamental component of quality of work life. For Deaf employees, safety encompasses not only physical protection but also accessible communication systems that allow them to respond effectively in emergencies. The finding resonates with the broader understanding that job satisfaction is not solely determined by wages or benefits but also by the sense of security and trust employees feel in their working environment (Miah & Hasan, 2022).

Table 5 Over-all Results of the Level of Quality of Work of Life of Deaf Employees

Ultimately, Table 5 displayed the comprehensive aggregated findings from the combined data, with a calculated mean of 3.37, conceptualized as “Strongly Agree.” This suggests that Deaf employees place a high value on for their quality of work life, consistently experiencing job satisfaction across multiple domains. The overall findings imply that Deaf employees are generally content with their work and workplaces, largely due to their ability to apply skills, receive employer support, and feel safe at work. Nevertheless, it should be noted that while skills and supportive environments boost satisfaction, other dimensions such as salary, fringe benefits, and career advancement opportunities also play vital roles in sustaining high quality of work life. If these are undermined, employees are at risk of dissatisfaction and attrition (Miah & Hasan, 2022). Moreover, while Deaf employees reported positive experiences, they still face unique challenges such as communication barriers, limited accommodations, and reduced access to promotions, reflecting the complexity of attaining quality work life for persons with disabilities.

The findings confirm that Deaf employees value workplaces that enable them to use their skills, provide adequate resources, and ensure safety, leading to positive job satisfaction. However, quality of work life is multifaceted, involving not only employee competencies but also organizational provisions such as fair compensation, benefits, and inclusive opportunities. As Wydyanto (2022) highlighted, supportive workplace relationships further strengthen satisfaction, while Miah and Hasan (2022) emphasized that undermining benefits or growth opportunities can trigger resentment and turnover. Thus, while Deaf employees exhibit resilience and adaptability, employers must ensure equitable opportunities, accommodations, and career pathways to sustain a truly inclusive and satisfying work environment.

Level of Job Satisfaction of Deaf Employees

Table 6 presents the respondents’ Deaf employees’ views on the level of job satisfaction in their workplace settings.

Table 6 Level of Job Satisfaction of Deaf Employees (Item 1-23)

Note: 3.26-4.00- Strongly Agree, 2.51-3.25- Agree, 1.76-

    2.50-Disagree, 1.00-1.75-Strongly Disagree

Table 6 highlights that Deaf respondents strongly agreed with the statements 1–12, yielding an aggregated mean of 3.18. Notably, the item “I like the people I work with” received the highest mean score of 3.43, indicating strong agreement. This suggests that interpersonal relationships are integral to workplace dynamics in the job satisfaction of Deaf employees. Positive coworker relationships foster a supportive environment where Deaf employees feel accepted and valued. This aligns with Wydyanto (2022), who emphasized that coworkers significantly influence job satisfaction and the quality of work life. Conversely, poor relationships may trigger conflict and burnout (Angela & Yustina, 2023) or even cause employees to leave (Yu & To, 2021). Hence, maintaining positive interactions among workmates contributes significantly to Deaf employees’ satisfaction and overall workplace harmony.

Table 7 Level of Job Satisfaction of Deaf Employees (Item 13-24)

   Note: 3.26-4.00- Strongly Agree, 2.51-3.25- Agree, 1.76-

   2.50-Disagree, 1.00-1.75-Strongly Disagree

Table 7 depicted respondents’ responses to statements 13–24, with an aggregated mean of 3.23, again showing strong agreement. The highest-rated item was “My work is well appreciated,” with a mean score of 3.40. This demonstrates the relevance of recognition in boosting employee morale and job satisfaction. When Deaf employees feel that their efforts are given significance, it nurtures a sense of acceptance and enhances their intrinsic motivation to perform well. The findings resonate with Madugu and Ogundeji (2023), who pointed out that recognition, alongside promotion, directly impacts morale and performance. Similarly, adequate compensation and fringe benefits also serve as motivating factors (Payscale, 2023; Agbonna et al., 2023). Thus, appreciation in the workplace functions not only as a form of validation but also as a driver for continuous improvement and commitment.

Table 8 Level of Job Satisfaction of Deaf Employees (Item 25-36)

   Note: 3.26-4.00- Strongly Agree, 2.51-3.25- Agree, 1.76-

   2.50-Disagree, 1.00-1.75-Strongly Disagree

As presented in Table 8, respondents strongly agreed with survey statements 25–36, resulting in an overall mean of 3.12. The highest-rated item was “I enjoy my workmates,” which garnered a mean score of 3.48. This again underscores the role of social interactions in shaping job satisfaction. Enjoying one’s colleagues can lead to collaboration, ease of task completion, and reduced workplace stress. Padmanabhan (2021) highlighted that workplace stress is linked to an individual’s locus of control, while Moslehpour et al. (2023) emphasized that the balance between home and work is linked to job satisfaction and commitment. These findings imply that Deaf employees are not only able to adapt but also thrive when interpersonal bonds are strong, despite communication barriers. Their ability to cultivate meaningful workplace relationships allows them to overcome challenges associated with disability and fosters inclusivity.

Table 9 Over-all Results of the Level of Job Satisfaction of Deaf Employees

Finally, Table 9 summarized the overall results across all three tables, showing an overall mean of 3.18, interpreted as strong agreement. This infers that Deaf employee, as a group, are generally satisfied and content with their jobs. However, the results also suggest that while they are satisfied, their experience reflects a moderate level of agreement, indicating there is still room for improvement in workplace practices and accommodations. The study of Cavanagh et al. (2019) supports this finding by suggesting that maturity and engagement over time enhance satisfaction and contribute to organizational success. Similarly, Wydyanto (2022) and Topino et al. (2021) stressed that experienced colleagues act as gatekeepers of wisdom, guiding others—including Deaf employees toward professional fulfillment. In contrast, Cawthon and Garberoglio (2021) warned that the absence of a Deaf-centered perspective risks inadequate accommodations and communication breakdowns, which can hinder satisfaction.

Moreover, factors such as job promotion, salary, benefits, family dynamics, social status, and physical work conditions also influence job satisfaction (Hameli et al., 2024). Equality and empowerment, when appropriately provided, ensure that Deaf individuals are not left behind and are capable of making significant contributions to organizational and national development (Lee, 2020; Juprizon et al., 2022).

Test of Significance of the Relationship Between the Profile of the Deaf Employees and Level of Quality of Work Life

Table 10 presents the respondents’ profile and degree of quality of work life and job satisfaction.

Table 10 Test of the Significant Relationship Between Profile of the Deaf Employee and Level of Quality of Work Life

Note: χ^2 = Chi-square test-statistic, *p-value<0.05 indicates a significant relationship

The findings in Table 10 revealed that among the demographic factors analyzed, only occupation showed a significant association with job satisfaction (p = 0.022), with service crew and kitchen staff reporting higher satisfaction than massage therapists and production workers, suggesting that job roles and work environments play a key role in shaping satisfaction levels. Other factors such as age, sex, civil status, educational attainment, employment status, income, and benefits showed no significant relationship (p > 0.05), indicating that job satisfaction among Deaf employees remains relatively consistent across these variables. These results affirm prior research that highlights the strong influence of occupation on employee well-being and job satisfaction (Hameli et al., 2024; Shrivastava, 2024) but contradict studies claiming that demographics, education, salary, and benefits significantly impact satisfaction (Muskat & Reitsamer, 2019; Abukari & Alhassan, 2021; Serreqi, 2020). This suggests that for Deaf employees, workplace roles, environments, and interpersonal relationships may be stronger predictors of job satisfaction than traditional demographic or economic factors.

Test of Significance of the Relationship Between the Profile of the Deaf Employees and Level of Job Satisfaction

Table 11 Test of the Significant Relationship Between the Profile of the Deaf Employee and Level of Job Satisfaction

Note: χ^2 = Chi-square test-statistic, *p-value<0.05 indicates a significant relationship

The findings in Table 11 revealed that among the demographic factors analyzed, only occupation showed a significant association with job satisfaction (p = 0.022), with service crew and kitchen staff reporting higher satisfaction than massage therapists and production workers, suggesting that job roles and work environments play a key role in shaping satisfaction levels. Other factors such as age, sex, civil status, educational attainment, employment status, income, and benefits showed no significant relationship (p > 0.05), indicating that job satisfaction among Deaf employees remains relatively consistent across these variables. These results affirm prior research that highlights the strong influence of occupation on employee well-being and job satisfaction (Hameli et al., 2024; Shrivastava, 2024) but contradict studies claiming that demographics, education, salary, and benefits significantly impact satisfaction (Muskat & Reitsamer, 2019; Abukari & Alhassan, 2021; Serreqi, 2020). This suggests that for Deaf employees, workplace roles, environments, and social relationships within the workplace may function as stronger correlates of job satisfaction compared to traditional demographic or economic factors.

Test of Significance of the Relationship Between the Deaf Employees and Level of Quality of Work Life and Job Satisfaction

Table 12 illustrates the significant relationship between Deaf employees’ quality of work life and their level of job satisfaction.

Table 12 Significant Relationship Between the Level of Quality of Work Life and Job Satisfaction

Note: *p-value<0.05- There is a significant relationship

A Spearman’s rank-order correlation was performed, as shown in Table 19, to assess the association among Deaf employees’ quality of work life and job satisfaction. The analysis revealed a notable positive association (r = 0.752, p < 0.001), indicating that higher levels of quality of work life are associated with greater job satisfaction. This finding suggests that improvements in employees’ quality of work life correspond to increases in their job satisfaction. Consequently, the null hypothesis was rejected, demonstrating a statistically meaningful correlation between the variables.

These results align with the findings of Wydyanto (2022), who asserted that quality of work life and job satisfaction operate in tandem, with enhancements in one positively influencing the other. Similarly, Curado et al. (2022) highlighted that effective organizational communication mechanisms are critical in shaping employees’ quality of work life, consequently fosters greater job satisfaction within the organization.

DISCUSSION

The study revealed that Deaf employees, mostly young, single, and working in service-oriented jobs, generally reported a positive quality of work life (mean = 3.37) and moderate job satisfaction (mean = 3.18). They valued skill utilization, workplace safety, and supportive relationships with colleagues, though concerns remained about stress management, equitable benefits, salary fairness, and promotion opportunities. Among demographic factors, only occupation significantly influenced satisfaction, with service crew and kitchen staff reporting higher levels than massage therapists and production workers, highlighting the importance of job roles and work environments. A strong positive correlation (r = 0.752, p < 0.001) was found between quality of work life and job satisfaction, confirming that supportive and inclusive workplaces enhance employee satisfaction.

Overall, the findings suggest that Deaf employees are resilient and adaptable, showing generally positive perceptions of their work despite economic and structural challenges. Yet, the results also point to areas requiring organizational improvement, such as equitable compensation, opportunities for advancement, stress management, and participatory decision-making. Strengthening these dimensions would not only improve job satisfaction but reinforce the move toward a more inclusive and empowering workplace setting that supports the holistic well-being and professional growth of Deaf employees.

CONCLUSIONS

The constructs of quality of work life (QWL) and job satisfaction are critical indicators of how Deaf employees perceive and experience their professional environment. Although extensively studied, these constructs yield varying results depending on cultural norms, personal values, and individual coping mechanisms that shape day-to-day work experiences. In Cebu City’s private sector, this study profiled Deaf employees who were predominantly young, single males with diverse educational attainment, commonly employed as kitchen staff, massage therapists, and service crew members. Most respondents worked full-time under modest salary scales with standard benefits.

In the light if the findings, it revealed a generally high level of QWL, reflecting overall satisfaction with the work environment, though moderate concerns were noted regarding workplace stress and limited involvement in decision-making. While job satisfaction was less extensively measured, results indicated a affirmative relationship between higher QWL and greater job satisfaction, supported by significant correlations with selected demographic variables. These outcomes underscore the need for targeted organizational strategies that foster inclusivity, reduce stress, encourage employee participation, and promote career advancement opportunities. Such interventions are essential to strengthening job satisfaction and ensuring equitable and sustainable employment conditions for Deaf employees in the private sector.

RECOMMENDATIONS

Based on the findings of this study, workplaces are encouraged to take a holistic approach in creating a truly inclusive environment for Deaf employees. This means not only addressing issues like work-related stress and creating opportunities for career growth but also ensuring that Deaf workers have a real voice in decisions that affect their day-to-day experience. It’s important to remember that job satisfaction and quality of work life depend on many factors including the specific job, as well as personal circumstances like age and marital status

To make this happen, companies should put in place clear policies that are designed around the unique needs of Deaf employees. Practical steps might include providing Filipino Sign Language interpreters for meetings, using live captioning, and installing visual alert systems to improve communication accessibility. Offering regular FSL training and Deaf awareness programs for all staff helps break down communication barriers and fosters a more respectful and supportive work culture. Such efforts help Deaf and hearing employees work collaboratively and build stronger interpersonal relationships.

Workplaces should also consider wellness programs tailored to different employee needs, including flexible schedules and stress management support. Encouraging Deaf employees to participate in decision-making through focus groups or suggestion channels ensures their perspectives are heard and valued. It’s equally important to provide clear career paths supported by mentorship and fair promotion policies, so Deaf employees can grow professionally and feel fulfilled in their roles.

Future research should emphasize the evaluation of workplace inclusion policies and programs, measuring their effectiveness and sustainability over time. Longitudinal studies tracking Deaf employees’ job satisfaction, career progression, and well-being will yield valuable insights, while policy analyses can highlight barriers and facilitators to inform ongoing improvements. Such endeavors will be instrumental in fostering truly supportive and empowering work environments for Deaf employees

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