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SOCIO-ECONOMIC STATUS, WORK VALUES ANDLEVEL OF PERFORMANCE OF GOVERNMENT EMPLOYEES
OF THE MUNICIPALITY OF CATARMAN, NORTHERN SAMAR
A ThesisPresented to the Faculty of theDEPARTMENT OF SOCIAL SCIENCES
College of Arts and CommunicationUniversity of Eastern PhilippinesUniversity Town, Northern Samar
In Partial FulfillmentOf the requirement for the degree
BACHELOR OF ARTS IN PUBLIC ADMINISTRATION
CRISTINA L. LABRAGUEAB-4
2008
TABLE OF CONTENTS
Page
Title Page
Table of Contents
Chapter I - INTRODUCTION
Background of the Study
Statement of the Problem
Objectives of the Study
Significance of the Study
Scope and Limitations of the Study
Theoretical Framework
Conceptual Framework
Paradigm
Hypothesis
Definition of Terms
Chapter II - REVIEW OF RELATED LITERATURE
Conceptual Literature
Related Studies
Chapter III - METHODOLOGY
Locale of the Study
Respondents
i
ii
1
1
2
3
5
6
7
8
9
9
10
14
14
19
21
21
21
Research Method
Date Gathering Procedure
Research Instrument
Validation of the Instrument
Variables
Statistical Treatment of Data
LETTER TO THE RESPONDENTS
SURVEY QUESTIONNAIRE
21
22
22
22
23
26
28
29
Chapter I
INTRODUCTION
Background of the Study
The effectiveness of public office in achieving its
objectives depends largely on professional competence of its
staffs and employees. Employees are really responsible for
the effective implementation of government program or
activities.
The activity and interest of the employees often their
personal traits, work values and relationship with others.
Employees should be helpful in giving each other whatever
information is needed and promptly the things that are asked
of them so that all the work of the firm will progress
smoothly. Employees should give consideration to all the
people encountered in the office and make a genuine effort
to get along well with all of them, this may mean
overlooking a number of traits that are not entirely
desirable in a co-worker, it thereby means making diplomatic
suggestion to improve the whole office situation.
The effectiveness of the employees is largely
determined by how the tasks are performed and their
approaches would probably convince their clientele. It is
along this line that the researcher is so interested to work
on this study for she believes it would be very helpful to
our government employees.
Statement of the Problem
This study was designed to find out the socio-economic
status, work values and level of performance of the
government employees in the municipality of Catarman,
Northern Samar.
Specifically, this study sought to answer the following
questions:
1. What are the socio-economic status of the government
employees in the municipality of Catarman, Northern
Samar, in terms of:
a. Age
b. Sex
c. Civil status
d. Educational attainment
e. Employment status
f. Monthly income
2. What are the work values of the government employees
in the municipality of Catarman, Northern Samar?
3. What is the level of performance of the government
employees in the municipality of Catarman, Northern
Samar?
4. What are the work-related problems encountered by
the government employees in the municipality of
Catarman, Northern Samar?
5. What is the relationship between the level of
performance of the respondents and the following
variables:
a. Age
b. Sex
c. Civil status
d. Educational attainment
e. Employment status
f. Monthly income
Objectives of the Problem
This study has the following objectives to:
1. find out the socio-economic status of the government
employees in the municipality of Catarman, Northern
Samar, in terms of:
a. age
b. sex
c. civil status
d. educational attainment
e. employment status
f. monthly income
2. determine the work values of the government
employees in the municipality of Catarman, Northern
Samar;
3. determine the level of performance of the government
employees in the municipality of Catarman, Northern
Samar;
4. determine the work-related problems encountered by
the government employees in the municipality of
Catarman, Northern Samar;
5. find out if there is a significant relationship
between the level of performance of the respondents
and the following variables:
a. age
b. sex
c. civil status
d. educational attainment
e. employment status
f. monthly income
g. work values
Significance of the Study
Within an organization and within groups in an
organization, many work values are shared. These groups of
work values play an important role in the development and
organization of attitude of individual.
This study is significant because it would provide
information to the government employees through whom
strategies may be developed to improve their work values and
performance.
Specifically, this study is significant to the
following:
To the Government Employees. This will provide
information through whom strategies may be developed to
improve their work values.
To the Municipality of Catarman. It would be very
timing to conduct this study so that they will initiate or
conduct programs, seminars, trainings which will enhance
their work values to improve their performance.
To the People. Through this study, they will be able to
have a very good foresight on how they will appreciate the
employees of the government as their attitude towards work.
To the Public Administrator Students. The result of
this study is important for them in their pursuits of public
administration studies.
Scope and Limitation of the Study
This study is limited in determining the relationship
between the socio-economic status, on work values and level
of performance of the government employees in the
municipality of Catarman, Northern Samar. The respondents of
this study were employees in the municipality of Catarman,
Northern Samar.
This study was conducted to focus on the socio-economic
status of the respondent, find out their work values,
determined the level of performance, find out the work-
related problems encountered and determined the relationship
between the level of performance of the respondents. It only
covered the selected barangays of Catarman, Northern Samar
for it would be hard for the researcher to cover all the
barangays in the said place with a very limited respondents
and limited time.
Theoretical Framework
This study supports the theory of work by Kontz.1 It
says, work is emphasized as an effort directed to the
accomplishment of some objectives. The theory stated that
1 Harold Konts, Principle of Management: The Analysis of Managerial Functions, Revised Edition (New York McGraw-Hill Book Company, Inc. 1993), p. 397
work as certainly accomplished outside organized enterprise
not only as a requirement for making a living but also an
activity with no economic end in view, to viable, it is
necessary to establish rules concerning attendance, hours,
place of work behavior in the job and what comprises the job
itself. Inevitably, the employees feel at loss of freedom
but then still work in an organized enterprise; one reason
expounded by the theory is that because this is one best
opportunity to make a living. The need for income to
purchase scarce and therefore costly, goods and services
require men to work. Taking stock of existing knowledge and
skilled men will choose to secure income in which they will
achieve their best input-output ratio.
Another theory that supports this study is the theory
of work values developed by Super (1970) who defines work
performance as reference for the kinds of rewards to be
gained. Super indicated that work performance lies along a
continuoum from intrinsic refers to aspect of work that are
valued for own sake. Extrinsic work performance includes
characteristics of work environment and the reward that is
would bring rather than the pleasant gained from actually
doing too work. These include the surrounding, relations and
variety.2
2 Donald Super, Manual On Work Values Inventory, (New York Houghton Mifflin Company 1970)
Conceptual Framework
The variables are assumed that there is significant
relationship existing between the independent and dependent
variables.
The independent variables are factors having an effect
on the dependent variable, on the hand the dependent
variable is the cause of independent variables.
The independent variables in this study were age, sex,
civil status, educational attainment, employment status,
monthly income and work values.
Paradigm
Independent Variables Dependent Variable
Socio-Economic Status Age Sex Civil Status Educational attainment Employment Status Monthly Income Work Values
LEVEL OF PERFORMANCE
Figure 1. Paradigm showing the relationship of
independent variables and dependent variables.
Hypothesis
There is no significant relationship between the level
of performance of the respondents and the following
variables:
a. age
b. sex
c. civil status
d. educational attainment
e. employment status
f. monthly income
g. work values
Definition of Terms
The following terms are herein defined to facilitate
better understanding of the text of this study:
Achievement. Is the need to perform well according to
ones standard and abilities.3 In this study, achievement as
3 Romegio A. Bandilla, “Work Values and Leadership Style of Elementary School Principals and Teaching Performance of Elementary Grades Teachers in Northern Samar.”
a work values is the need to perform well according to the
respondents’ standard and abilities.
Age. It refers to a period of human life.4 In this
study, it refers to a period of the respondents existence
from birth to present.
Civic Involvement. It is active member in the community
and in civic organization.5 In this study, it refers to the
respondents’ active membership in the community and in civic
organization.
Civil Status. It refers to the description of the
respondents either single, married, widow or widower.
Competence. It is the possession of skills in the
nature of work.6 In this study, it refers to the respondents
possession of skills in the nature of their works.
Economic Security. It is the feeling of being assured
of a continuing income and adequate standard of living.7 In
this study, it is the respondents feeling of being assured
if a continuing income and adequate standard of living.
Educational attainment. In this study, it refers to the
highest level of education of the respondents.
4 Webster Dictionary (Newly Revised), p. 155 Bandilla, p. 206 Bandilla, p. 21 7 Ibid., p. 22
Employment Status. Operationally, it refers to the
status of the respondents as employees whether they are
permanent or casual.
Independence. It means being free from imposed
constraints in the work environment.8 In this study, it is
the respondents being free from imposed constrain in the
work environment.
Involvement In Decision Making. It is the term used for
participation in discussion of important issues affecting
the work organization.9 In this study, it is the
respondents’ participation in discussion of important issues
affecting their work.
Monthly Income. It refers to the government tax or
personal income.10 In this study, it refers to the monthly
earnings of the respondents.
Performance. It refers to the overall accomplishment
description of a worker.11 In this study, it refers to the
overall accomplishment description of the respondents.
Pride In Work. It is the feeling of satisfaction and
enjoyment that comes from doing a good job.12 As used in
8 Ibid.9 Ibid., p. 2310 Ibid.11 Edwin B. Flippo, Personal Management (Arizona, USA – Hill Book Company, Inc.,
International Service Edition, 1986) p. 20512 Bandilla, p. 25
this study, it is the respondents’ satisfaction and
enjoyment.
Professional Relationship. It is the feeling of being
respected, accepted and belonging to a group.13 In this
study, it is the respondents being respected, accepted and
belonging to a group.
Relationship With Fellow Worker. It refers to
maintaining relationship with superior or peers.14 In this
study, it is the respondents maintaining relationship with
co-workers.
Sex. Theoretically, this refers to the anatomical
differences by which the male and female are
distinguished.15 In this study, it refers to the anatomical
differences of the respondents by which the male and female
are distinguished.
Socio-Economic Status. Conceptually, as the social
standing of a person as measured by relevant indicators to
determine extent or level of situation or position in
society.16 In this study, it is defined as the social
standing of the respondents as measured by relevant
13 Ibid.14 Ibid.15 Webster Dictionary (Newly Revised), p. 299s16 James L. Bowditch, Economics Parameters (New York Exford University Press, Inc. 1984) p.
143
indicators to determine the level of situation or position
in society.
Work Values. In theory, this pertains to the moral and
ethical behavior of a worker at the work place.17 In this
study, it refers to the moral and ethical behavior of the
respondents in performing their tasks.
Chapter II
REVIEW OF RELATED LITERATURE
This chapter contains the various literature and
studies reviewed for the purpose of gaining more insights
about the study.
Conceptual Literature
17 Edgar F. House, et. al, Behavior In Organization: A System Approach of Managing (Boston)
A value, according to Andres as cited by Bandilla, is
intimately related to the search for meaning in human
life.18 It is said that life is meaningful when people are
found capable of being committed to it; they give their best
effort; it is worth living for and, if need be, worth dying
for. It has been said that values are the goals of people’s
striving, having as their purpose to render human existence
meaningful and to achieve the complete fulfillment of their
personalities as individuals and as a community. Values
enable man to change, to establish self-control and self-
direction.19
Values are classified according to the level of humane
life to which they correspond.20 Biological values are
necessary to the physical survival of man as an organism and
work are one of those values.
Garospe explores the potentials of values which he
considers core or central to the education and individual
transformation of the Filipino. Hard work is a core value.
The following statements elucidate the importance of work
values to the Filipino:21
18 Thomas Andres as cited by Bandilla, p. 2919 Ibid.20 Ramon B. Agapay as cited by Bandilla, Ibid.21 Vitaliano R. Garospe, Filipino Values Revisited (Manila: National Book Store, 1998) p. 540
Filipinos are hard working, they have left
their families and homes for work abroad, it
proves that Filipinos are not afraid of work. And
yet, there is a need to develop proper attitudes
towards work. Work indeed is a means to
comfortable life, and many workers in the Middle
East and United States have proven this for a
fact. But an inordinate desire to get rich quickly
is an entrapment of the soul. When materialistic
goal become the primary and sole reason for
working, work becomes an excuse for greed and
contention. Often, strikes and lack-outs are
fights over wages that are unjustly reserved.
A lists of 13 work values were identified by Tan, as
follows:
(1) Self-development – a concern for
developing one’s skill and abilities; (2) Security
– a concern for being able to maintain ones job;
(3) Creativity – a concern for developing
something original through ones work; (4)
Independence – a concern for being free from
exposed constraints in the work environment; (5)
Altruism – concern for assisting others; (6) Money
– a concern for obtaining large financial rewards
for ones work; (7) Management – a concern for
organizing the work of others; (8) Prestige – a
concern for recognition and status for the eye of
other; (9) Co-Workers – a concern for receiving
friendship and understanding for those with one
works; (10) Physical Activity – a concern for
being physically active in ones work; (11)
Detachment – a concern for being able to separate
work out of its influence from other parts in
life; (12) Lifestyle – a concern for the effect
that employment may have for where and how we
live; (13) Surroundings – a concern for the kind
of physical environment in which one works.22
Nelson and Quick,23 cited that the work values are
important because they affect how individuals behave on the
jobs in terms of what is right and wrong. The work values
most relevant to the individuals are achievement which is a
concern for the advancement of ones career. This is shown in
such behaviors as working hard and seeking opportunities to
develop new skills. Concern for other reflects caring,
22 Merlita C. Tan, “Work Values and Emotional Quotient of Teachers and Parents: Their Influence on Teaching Efficiently and National Elementary Assessment Test Performance of Grade Six Pupils in Northern Samar” (Unpublished Master’s Thesis, UEP 1999) pp. 25-26
23 Debra L Nelson and James Chambell Quick, Organization Behavior Foundations, Realities and Challenges, p. 115
compassionate behavior such as encouraging employees or
helping other work on difficult tasks. Honestly, it is
accurately providing information and refusing to mislead
others for personal gain. Fairness emphasizes impartiality
and recognizes different point of view. Individuals can
rank-order these values in terms of their importance in
their work lives.
According to Churden and Sherman,24 for the
organization performance system that provides input to all
the aspect of human resources management and of individual,
it provides feedback about the performance.
Sison,25 argued that the selection of good employees
served as the basis to effective manpower management. But
there is no guarantee that men’s selected are effective and
productive, since many factors can influence the efficiency,
stability and performance of man in his job.
According to Abosolo,26 the efficient management of
human resource in any organization can spell the difference
between its successes of failure to obtain its objectives of
goals.
24 Herbert J. Churden and Arthur W. Sherman, (California Southern Publishing Company 1984) p. 543
25 Perfecto S. Sison, Personnel Management, 6th Edition (Mandaluyong Manila; Personnel Management of the Philippines, 1991) p. 121
26 Patricia Arquellas-Abosolo, Personnel Management: The Efficient Management of Employees (Manila, Philippines: GIC Enterprises and Company, Inc. 1991) p. 100
She asserted that the employees’ performance rating is
one of most universal practices of management applied to all
level of organization. Basically, employees’ rating used to
measure and evaluate the worth or contribution of competence
in a particular position or job.
She furthermore added that it is used as a total for
developing employees which could also be developed to assume
greater responsibilities. It is also an instrument used to
measure the contribution of an employee to the organization
and to evaluate the performance of work of each employees.
It is also a tool in personnel planning to determine present
supply of personnel and to plan for possible replacement and
to plan for the future where manpower needs of an
organizational concern contracted to personal goals. It
helps to determine the performance of an employee on the
job, and lastly, she stated that it is an instrument the
determine changes in personnel promotion, transfer,
demotion, layoff and termination.
Related Studies
Lim’s study attempted to find out the work values and
performance of police officers as peace and order men in
Northern Samar. Super’s work values inventory was used to
measure work valued. It was found that the people’s office
work performance were determined on the basis of their
socio-demographic characteristics, work values and traits,
work performance factors and work-related variables. The
descriptive evaluated method of research was used. The
findings implied that the police officers in Northern Samar
still need to improve their work performance.27
Baytec, identified and analyzed the work values of
administrator and teachers of public secondary school in the
division of Ilocos Norte who were selected through
systematic random sampling. The analysis of data through a
questionnaire revealed that the degree of importance the
teachers attached to the work values did not differ
significantly with the degree if importance of the
administrator places on the work values. Baytec include that
the public secondary school administrators and teachers
attached “much importance” to the work values.28
27 Restituto O. Lim, Work Performance of Public Officer as Peace and Order in Northern Samar: Evaluation, UEP 2001
28 Marino S Baytec as cited by Lim
Chapter III
METHODOLOGY
Locale of the Study
This study was conducted in the municipality of
Catarman, Northern Samar. Catarman is the center of the
province. It is bounded on the west by Bobon, on the south
by the municipality of Lope de Vega. On the north by the
Pacific Ocean, and on the east by the municipality of
Mondragon. At present, it is composed of 56 barangays,
fifteen (15) of which are located at the municipal boundary.
Respondents
In this study, the respondents were government
employees in the municipality of Catarman, Northern Samar.
The Random Sampling was employed in this study. Using
the formula of sample size, out of 394 government employees
in the municipality, 45 were included in this study.
Research Method
This study made used of the survey and correlational
research methods. This is the most appropriate method
because it attempted to estimate the extent to which
different variables affected the level of performance of the
government employees.
Data Gathering Procedures
First, a letter request to conduct the study was
prepared which was addressed to the respondents properly
endorsed and noted by the research adviser, and together
with the interview. The questionnaires were distributed
personally to the respondents by the researcher for the
purpose of immediate retrieval of the instrument.
The accomplished questionnaire was collected, organized
by numbering them for reference in the tabulation of data
gathered for statistical treatment and analysis.
Research Instrument
This study made used of the survey questionnaire. The
questionnaire consisted of four parts: Part I – contained
the profile of the respondents, Part II – centered on work
values, Part III – focused on the level of performance, Part
IV – talked on work-related problems.
Validation of the Instrument
The instrument of this study was pre-tested to two (2)
government employees in the municipality of Mondragon,
Northern Samar who was not a respondent of this study to
determine the reliability, appropriateness, relevance and
defects of the questionnaires. The pretest was done last
February 5, 2008.
Variables
There were two (2) sets of variables in this study the
independent variables and dependent variables. Independent
variables were the profile of the respondents namely: age,
sex, civil status, educational attainment, employment
status, monthly income and work values. The dependent
variable was the level of performance of the respondents.
The variables were measured and categorized as follows:
A. Independent Variables
The mean x age of the respondents was computed which
served as the cut-off point between “young” and “old”
categories. Those respondents whose age fell within and
above the mean were considered “old”, while those
respondents age fell below the mean was considered as
“young”, age was categorized as follows:
Age Group
47 – 65
25 – 46
Category
Old
Young
Sex of the respondents was categorized as male and
female.
Civil Status of the respondents was categorized as
single, married, widow or widower.
Educational Attainment of the respondents was
categorized as follows:
Educational Level
Master’s Graduate
Master’s Level
College Graduate
College Level
Category
High
- Average Low
High School Graduate
Employment Status of the respondents was categorized as
whether casual or permanent.
Monthly Income of the respondents was categorized as
follows:
Monthly Income
P 21,000 – above
P 16,000 – 20,000
P 11,000 – 15,000
P 6,000 – 10,000
P 1,000 – 5,000
Category
High
- Average Low
In determining the work values of the respondents, a 30
statements were asked and it categorized as follows:
Strongly Agree – 5
Agree – 4
Uncertain – 3
Disagree – 2
Strongly Disagree – 1
B. Dependent Variable
Level of Performance. In determining the level of
performance of the respondents, the 8 statement were asked
and it categorized as follows:
Most Important – 5
Very Important – 4
Important – 3
Less Important – 2
Not Important – 1
Statistical Treatment of Data
In order to come up with systematic statistical
treatment of data, samples size, frequency counts,
percentages and mean were employed. The relationship between
independent and dependent variables was analyzed using the
chi-square statistical treatment.
The formula for sample size:
n
N = -------
1 + Ne2
Where:
N = The Population Size
E2 = The Margin Of Error
N = The Sample Size
The formula for percentage distribution:
f Where:
P = ----- x 100
N P = Percentage
f = Frequency
N = Number of Cases
100 = Constant
The formula for weighted mean:
ΣFX
X = -----
N
Where:
X = The Mean
Σ = Summation
F = Frequency
N = Number of Cases
The formula for chi-square:
Σ(O–E)2
X2 = --------
E
Where:
X2 = Chi-Square
Σ = Summation
O = Observed Frequency
E = Expected Frequency