SOCIO-ECONOMIC STATUS, WORK VALUES AND LEVEL OF PERFORMANCE OF GOVERNMENT EMPLOYEES OF THE MUNICIPALITY OF CATARMAN, NORTHERN SAMAR

A Thesis Presented to the Faculty of the DEPARTMENT OF SOCIAL SCIENCES College of Arts and Communication University of Eastern Philippines University Town, Northern Samar

In Partial Fulfillment Of the requirement for the degree BACHELOR OF ARTS IN PUBLIC ADMINISTRATION

CRISTINA L. LABRAGUE AB-4

2008

TABLE OF CONTENTS

Page Title Page Table of Contents i ii

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 Research Method

1 1 2 3 5 6 7 8 9 9 10 14 14 19 21 21 21 21

Date Gathering Procedure Research Instrument Validation of the Instrument Variables Statistical Treatment of Data LETTER TO THE RESPONDENTS SURVEY QUESTIONNAIRE

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 asked of is needed so and promptly the the things the that firm are will

them

that

all

work

of

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 desirable a in number a of traits it that are not means entirely making

co-worker,

thereby

diplomatic suggestion to improve the whole office situation. The determined effectiveness by how the of the are employees performed is and largely their

tasks

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 in level the of performance of of the

government

employees

municipality

Catarman,

Northern Samar. Specifically, following questions: 1. What are the socio-economic in the status of the of this study sought to answer the

government

employees

municipality

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 in performance the of the of

government

employees

municipality

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 of relationship the between and the the level of

performance variables: a. Age b. Sex

respondents

following

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 in the status of the of

government

employees

municipality

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 government the level in of performance the of the of

employees

municipality

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 to is the significant government because it would provide whom

information

employees

through

strategies may be developed to improve their work values and performance. Specifically, following: To the Government through whom Employees. strategies This may be will provide to this study is significant to the

information

developed

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 economic study status was of conducted the to focus find on out the sociowork

respondent,

their

values, determined the level of performance, find out the work-related relationship respondents. Catarman, problems between It only encountered the level the it of and determined of the the of the

performance

covered for

selected would be

barangays hard for

Northern

Samar

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

Harold Konts, Principle of Management: The Analysis of Managerial Functions, Revised Edition (New York McGraw-Hill Book Company, Inc. 1993), p. 397
1

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

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 community refers to Involvement. and in It is active member in study, in the it the

civic organization.5 In this respondents active

the

membership

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 5 6 7

Webster Dictionary (Newly Revised), p. 15 Bandilla, p. 20 Bandilla, p. 21 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 9

Ibid. Ibid., p. 23 Ibid.

10 11

Edwin B. Flippo, Personal Management (Arizona, USA Hill Book Company, Inc., International Service Edition, 1986) p. 205
12

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. differences Theoretically, by which this the refers male to and the anatomical are

female

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 society.16 standing extent In of or level study, of it situation is as defined or as position the by in

this the

social

respondents

measured

relevant

13 14 15 16

Ibid. Ibid. Webster Dictionary (Newly Revised), p. 299s 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 peoples 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 selfcontrol 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 19 20 21

Thomas Andres as cited by Bandilla, p. 29 Ibid. Ramon B. Agapay as cited by Bandilla, Ibid. 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. quickly But is an an inordinate entrapment desire of the to get soul. rich When

materialistic

goal become the primary and sole

reason for working, work becomes an excuse for greed outs and are contention. Often, strikes and lackfights over wages that are unjustly

reserved. A lists of 13 work values were identified by Tan, as follows:

(1) developing

Self-development ones skill

and

concern

for (2)

abilities;

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
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 Masters Thesis, UEP 1999) pp. 25-26 Debra L Nelson and James Chambell Quick, Organization Behavior Foundations, Realities and Challenges, p. 115
23 22

to develop new skills. Concern for other reflects caring, compassionate helping other behavior work on such as encouraging tasks. employees it or is

difficult

Honestly,

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 mens 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

24

Herbert J. Churden and Arthur W. Sherman, (California Southern Publishing Company 1984) p.

543 Perfecto S. Sison, Personnel Management, 6th Edition (Mandaluyong Manila; Personnel Management of the Philippines, 1991) p. 121 Patricia Arquellas-Abosolo, Personnel Management: The Efficient Management of Employees (Manila, Philippines: GIC Enterprises and Company, Inc. 1991) p. 100
26 25

between its successes of failure to obtain its objectives of goals. 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 possible present supply and of to personnel plan for and the to plan for

replacement

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 Lims study attempted to find out the work values and performance of police officers as peace and order men in

Northern Samar. Supers work values inventory was used to measure work valued. It was found that the peoples office work performance were determined on the basis of their

socio-demographic characteristics, work values and traits, work performance descriptive factors and work-related variables. The method of research was used. The

evaluated

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 with places to the work values if did not differ of the

significantly administrator that the

the on

degree the work

importance Baytec

values.

include and

public

secondary

school

administrators

teachers attached much importance to the work values.28

Restituto O. Lim, Work Performance of Public Officer as Peace and Order in Northern Samar: Evaluation, UEP 2001
28

27

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, At and on the it east is by the municipality of 56 of

Mondragon.

present,

composed

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 because methods. it This to is the most the appropriate extent to method which

attempted

estimate

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 whose

young fell

and

old and

categories. above the

Those mean age

respondents were fell

age

within

considered the

old, was

while

those as

respondents

below

mean

considered

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 Masters Graduate High Category

Masters Level College Graduate College Level 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: Average

Monthly Income P 21,000 above

Category High

P 16,000 20,000 P 11,000 15,000 P P 6,000 10,000 Low 1,000 5,000 Average

In determining the work values of the respondents, a 30 statements were asked and it categorized as follows: Strongly Agree Agree Uncertain Disagree 5 4 3 2

Strongly Disagree

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 Very Important Important Less Important Not Important Statistical Treatment of Data In treatment percentages between order of and to come up with systematic statistical counts, 5 4 3 2 1

data, mean

samples were

size, employed.

frequency The

relationship

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 P = ----- x 100 N Where: P = Percentage f = Frequency N = Number of Cases 100 = Constant

The formula for weighted mean:

FX X = ----N

Where: X = The Mean = Summation F = Frequency N = Number of Cases

The formula for chi-square:

(OE)2 X2 = -------E

Where: X2 = Chi-Square = Summation O = Observed Frequency

E = Expected Frequency