International Journal of English Literature and Social Sciences Vol-8, Issue-1; Jan-Feb, 2023 Journal Home Page Available: https://ijels.com/ Journal DOI: 10.22161/ijels IJELS-2023, 8(1), (ISSN: 2456-7620) https://dx.doi.org/10.22161/ijels.81.4 19 Basic Psychological Need Frustration and Work Engagement of Employees in Andres Bonifacio College, Inc. James Ongos Baes, MAEM ; Leo C. Naparota, PhD ; Edgardo S. Cabalida, EdD ; Dr. Shirley G. Bellino, EdD ; Leynie Boy G. Bellino, EdD Received: 30 Nov 2022; Received in revised form: 28 Dec 2022; Accepted: 06 Jan 2023; Available online: 13 Jan 2023 ©2022 The Author(s). Published by Infogain Publication. This is an open access article under the CC BY license (https://creativecommons.org/licenses/by/4.0/). Abstract— This study aimed to determine the basic psychological need for frustration and how it affects the work engagement of Andres Bonifacio College, Inc. employees during the school year 2022-2023. A quantitative descriptive-correlational research design was employed in this study. Using frequency counting and percent, weighted mean, standard deviation, Mann-Whitney U test, Kruskal-Wallis test, and Spearman Rank-Order Correlation, data were obtained from 120 employees of Andres Bonifacio College, Inc. The study discovered that the respondents' perceived level of basic psychological need frustration is not Frustrated. Standard deviations less than 3.0 supported a high degree of homogeneity in their responses. Moreover, the study found that the respondents perceived level of work engagement is highly engaged. The study found a significant difference in the perceived level of basic psychological need frustration when the respondents were grouped in age, position, and educational attainment. However, there is no significant difference in the perceived level of basic psychological need frustration when the respondents are grouped in terms of sex, monthly income, and years of service. Furthermore, there is no significant relationship between basic psychological needs, frustration, and work engagement. This indicates that the basic psychological need frustration was not significantly related to employees' work engagement in Andres Bonifacio College, Inc. Hence, management strategy and working environments would be enhanced to boost employee job satisfaction, psychological well-being, and engagement. Keywords— Basic Psychological Need Frustration, Work Engagement, Philippines I. INTRODUCTION The employee adheres to a standard plan for maintaining and improving well-being. There is no one approach to enhancing organizational performance because there are numerous human factors that influence organizational performance. Employees that are working toward the organization's goals are what determine the performance of the company. The frustration of employees' psychological demands, however, may result in organizational cynicism, negatively affecting employee morale, attendance rates, attrition, disillusionment, and citizenship behaviors. Psychological problems might suffer from unmet physiological needs (Abun & Magalanez, 2018). Additionally, when workers become irritated, it may lead to emotions of emptiness, disillusionment, and demotivation in the wake of job goals (Vansteenkiste & Ryan, 2013). As a result, disengaged workers drift away from their occupations and hide their true selves and ideologies, which causes negative feelings to surface while performing tasks (Lovina, Genuba, & Naparota, 2020). The importance of psychological well-being for optimal functioning and continual psychological growth is emphasized by self-determination theory. These demands reflect the necessary conditions for psychological well- being and satisfying employees' psychological needs, which leads to the most optimal functioning. Employee intrinsic motivation is influenced by autonomy, competence, and relatedness (Havik, Bru, & Ertesvg, 2015). Furthermore, work engagement is the presence of energy, involvement, and good interaction in the workplace. Therefore, it is