Chapter 4 Adherence To Ethical Standards

Chapter 4
PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA

This chapter presents the data gathered for this study together with the results of
the analyses performed on the data as well as the interpretation of the results of such
analyses.
Profile of the Respondents
This section presents the profile of the respondents in terms of age, gender,
religion, civil status, educational attainment, monthly salary and length of service in each
municipal class included in this study as well as the overall profile of the respondents.
Age
Table 2 on page 31 shows the out of the 248 respondents, 87 or 35.08% belong to
to age bracket 36-45 while 21 or 8.47 are 25 years old or younger. Substantial number
were also found for the age ranges 26-35 (79 or 31.85%) and 46 55 (47 or 18.95 %) and
there were only a few employees who are 56 years old and above (14 or 5.65%).
This finding reveals that the employees in the local governments surveyed are
relatively young middle age considering that majority are 45 years old and below. This
trend is generally true to the three municipalities.
Gender
Table 2 disclosure that majority of the respondents (158 or 63.71%) are females,
only 90 or 36.29% are males. A closer look at the table reveals that employees in the local
government agencies are predominantly females.
35
Table 2
Distribution of Respondents By Municipal Class and By Age, Gender, Religion, Civil
Status, Educational Attainment, and Length of Service
Variable
Municipal Class
1st
2nd
3rd
4th
Age (in years)

56 & above
46 55
36 45
26 35
25 & below
Total
f
7
21
33
37
3
101
%
6.93
20.79
32.67
36.53
2.97
100
F
5
16
44
32
15
102
%
4.90
15.69
33.33
31.37
14.71
100
f
2
10
20
10
3
45
%
4.44
22.22
44.44
22.22
6.67
100
F
14
47
87
79
21
248
%
5.65
18.95
35.08
31.85
8.47
100
Gender
Male
Female
Total
Religion
Catholic
Non-Catholic
Total
f
41
60
101
f
75
26
101
%
40.59
59.41
100
%
74.26
25.74
100
f
41
61
102
f
78
24
102
%
40.20
59.80
100
%
76.47
23.53
100
f
8
37
45
f
38
7
45
%
17.78
82.22
100
%
84.44
15.56
100
F
90
158
248
F
191
58
248
%
36.29
63.71
100
%
77.02
22.98
100
Civil Status
Single
Married
Separated
Widow/Widower
Total
f
23
74
0
4
101
%
22.77
73.27
0.00
3.96
100
f
38
50
6
8
102
%
37.25
49.02
5.88
7.84
100
f
8
34
0
3
45
%
69
158
0.00
6.67
100
F
69
158
6
15
248
%
27.82
63.71
2.42
6.05
100
Educational Attainment
Masters Degree
BS w/ MA units
Bachelors Degree
Some Years in College
High School Graduate
Total
F
3
14
66
18
0
101
%
2.97
13.86
65.35
17.82
0.00
100
f
6
13
64
17
2
102
%
5.88
12.75
62.75
16.67
1.96
100
f
0
5
33
6
1
45
%
0.00
11.11
73.33
13.33
2.22
100
F
9
32
163
41
3
248
%
3.63
12.90
65.73
16.53
1.21
100
24
28
49
101
23.76
27.72
48.51
100
28
38
36
102
27.45
37.25
35.29
100
8
12
25
45
17.78
26.67
55.56
100
60
78
110
248
24.19
31.45
44.35
100
Length of Service
(in years)
21 & above
11 20
1 10
Total
Religion
It is observed in Table 2 that more than three fourths (191 or 77.02%) are
Catholics while only (58 or 22.98%) are Non-Catholics. This disposition is true to the three
municipalities involved in the survey. This finding might have been brought by the fact that
in the Philippines, the residents are predominantly Catholics.
Civil Status
Out of the 248 respondents, 158 or 63.71% are married and 69 or 27.81% are with
single status. The rest of the respondents are separated (6 or 2.42%) and widow/widower (15
or 6.05%).
Considering each municipality, there are more employees who are married than
those with single status. It is also noted that Table 2 that nobody among the respondents
from the first and fourth class municipalities is with separated status.
Education Attainment
On highest attainment, it can be gleaned from Table 2 that 163 or 65.73% have
finished bachelors degree, 32 or 12.90% have earned some masteral units, 41 or 16.53%
have finished some years in college and 9 or 3.63% have MA titles to their names. However,
it can noted from the sme table that there are still those who are high graduates only. This
observation is generally true to the three municipalities involved in the study.
The finding that majority of the employees are college graduates is not surprising
because most of the position to be filled up in local government agencies require at least
college graduates. The presence of high schoo graduates also suggest that there are also
positions that can be filled up with this educational qualification only.
Length of Service
It is observed in Table 2 that out of 248 respondents, 110 or 44.35 % have been
serving the local government agencies for 1 to 10 years, 78 or 31.45% for 11 to 20 years and
60 or 24 % for 21 years or more. This trends is generally true to the first and fourth class
municipalities involved in this study. For the third class municipality, the number of
respondents who have been in the service for 1 to 10 years (36 or 35.29%) and 11 to 20
yearas (38 or 37.25%) are almost the same.
The finding that there are more employees in the lowest bracket (1-10 years) can
be attributed to the fact that in local government agencies, some positions are co-terminus
with the local chief executive. Thus, if there is a change of administration, employees
occupying such positions will also be changed.
Level of Adherence to Ethical Standards of the
Local Government Employees
This section discusses the level of adherence to ethical standards of the local
government employees in the three municipal classes involved in this study. Six norm of
ethical standards which are conceptualized to be sources of adherence are considered and
they are as follows: commitment to public interest, professionalism, justness and sincerity,
political neutrality, responsiveness to the public, and simple living. Table 3 displays the
mean level of adherence to ethical standards of the employees in the three municipal classe
along the six job related norms of ethical conduct as well as the overall mean level of
adherence to ethical standards of all the employees in the local government agencies
involved in the survey.
Commitment to Public Interest

Table 3 below disclose that the employees in the three municipalities are average
along commitment to public interest. This is evidenced by the composite means ranging
from 2.84 to 3.28 which all fall with the range 2.61 to 3.40 with a descriptive rating of
average. The statement Report for work before 8:00 A.M to maximize outputs and
accomplish all paper works, signs documents needed before leaving the office earned the
highest rating of 3.35 while the statement Government resources and powers are employed
and used efficiently, effectively, honestly and economically to avoid wastage in public funds
and revenue got the lowest rating of 2.92 with a descriptive rating of average
Table 3
Level of Adherence to Ethical Standards Across Muncipal Class
Items
A. Commitment to Public Interest
Upholds public Interest over and above
personal interest
2. Government resources and powers are
employed and used efficiently, effectively,
honestly and economically to avoid
wastage in public funds and revenue
3. Report for work before 8:00 A.M to
maximize outputs and accomplish all paper
works, signs documents needed before
leaving the office
4. use office supplies prudently and avoids
wastage and do not bring home office and
janitorial supplies for personal use
Composite Mean
B. Professionalism
1. Perform and discharge duties with highest
degree of excellence, professionalism
intelligence and skill
2. Seek opinion of officemates or supervisors
when not sure about work being done and
obey office rules and regulations like
wearing of prescribed uniform diligently
3. Cooperate in activities, programs for the
welfare of fellow personnel and the public
and assist officemates and subordinates in
performing their duties
Composite Mean
1.
1st
WM
Municipal Class
3rd
WM
Total
4th
WM
Mean
2.85
3.14
2.69
2.94
2.88
3.06
2.69
2.92
3.39
3.30
3.38
3.35
2.78
3.03
2.84
3.28
2.98
WM
3.13
WM
2.84
WM
3.28
Mean
3.33
3.22
3.29
3.28
3.41
3.24
3.29
3.31
3.41
3.23
3.47
3.34
3.38
3.23
3.35
3.31
Table 3 (continued)
Items
C. Justness and Sincerity
act with justness and sincerity and shall not
discriminate against anyone especially the
poor and underprivileged
2. Attend to clients on a first come first
serve basis
3. Respect the rights of others, refrain from
doing acts contrary to law, good morals,
good customs, public policy, public order,
public safety and public interest
4. do not extend undue favors on account of
their relative, whether by consanguinity or
affinity
5. always honest to clients and do not advise
constituents like teachers to bribe officials
to get hired and tells them truthfully that
what they are doing is against the law
Composite Mean
D. Political Neutrality
1. provide service to everyone without unfair
discrimination and regardless of party
affiliation or preference
2. provide information of policies and
procedures in clear and understandable
language
3. do not meditate or intercede in behalf of
others in seeking favors from politicians
Composite Mean
E. Responsiveness to the Public
1. Prompt, courteous and adequate service to
the public and process papers, sign
documents before deadlines
2. Suggestion are encouraged, procedures and
systematize policy rules are simplified.
3. always conduct public hearing and
consultations before new policies are
implemented and openness of information
public
consultations
and
hearings
whenever appropriate
Composite Mean
F. Simple Living
a. Lead a modest life appropriate to the
position and income and do not indulge in
extravagant or ostentatious display of
wealth in any form.
b. avoid wearing excessive jewelry in office
and buying luxury cars, luxury items
c. practice conservation at home by training
children to lead simple, humble, modest
lives by not indulging them with material
things at a young age to emphasize hard
1st
WM
Municipal Class
3rd
WM
Total
4th
WM
Mean
1.
3.02
3.24
3.20
3.14
3.08
3.24
3.20
3.14
3.08
3.24
3.27
3.18
2.98
3.09
3.13
3.05
3.04
3.01
3.18
3.05
3.03
WM
3.11
WM
3.18
WM
3.09
Mean
3.64
3.00
3.78
3.59
3.86
3.45
3.84
3.71
3.68
3.49
3.67
3.55
3.73
WM
3.43
WM
3.76
WM
3.61
Mean
3.06
3.15
3.18
3.12
3.18
3.27
3.22
3.23
3.19
3.21
3.20
3.20
3.14
WM
3.21
WM
3.20
WM
3.18
Mean
2.68
2.77
2.71
2.73
2.79
2.97
2.42
2.80
3.05
2.95
3.20
3.04
work and patience and the value of money

Composite Mean
Legend:
4.21 5.00
3.41 4.20
2.61 3.40
1.81 2.60
1.00 1.80
2.84
Very High Adherence

High Adherence
Average Adherence
Low Adherence
Very Low Adherence
Weighted Mean Adherence
Composite Mean Adherence
2.90
2.78
2.85
( VH )
(H)
(M)
(L)
( VL )
( WM )
( CM )
Professionalism
In terms of Professionalism, it can be gleaned from Table 2 that the employees
have only fair level of adherence to ethical standards along professionalism as revealed
by the composite means ranging from 3.31 to 3.38, each with a descriptive rating of
average adherance. One of the noted indicators along professionalism is the Cooperate
in activities, programs for the welfare of fellow personnel and the public and assist
officemates and subordinates in performing their duties with the average total mean of
3.34 which ranks highest among the indicators while the statement Perform and
discharge duties with highest degree of excellence, professionalism intelligence and skill
rank lowest with an average total mean of 3.28 with a descriptive rating of average.
Justness and Sincerity
It can be observed from Table 2 that the employees only have average adherence
to ethical standards along Justness and Sincerity as indicated by the composite means of
3.03, 3.11, 3.18, and 3.09. The indicator, Respect the rights of others, refrain from doing
acts contrary to law, good morals, good customs, public policy, public order, public safety
and public interest earned the highest rating of 3.18 but still falls to average, while the
statement The Results, therefore, imply that the three municipalities have still much to
do to improve the working condition of their employees in order that they can derive a
higher level of job satisfction out of it.
Political Neutrality
Table 2 discloses that generally, the employees in the three local governments are
satisfied in terms if interpersonal relationships. This is manifested by the composite
means of 3.73, 3.43, 3.76 and 3.61.
Except for the third class municipality where the employees have only a fair level
of job satisfaction with their supervisors, the employees are satisfied with respect to the
other specific indicators. They are satisfied with the interaction with and among their
peers and their subordinates.
Responsiveness to the Public
Generally, the employees are fairly satisfied in terms of incentives like giving
monetary and non-monetary rewards for outstanding services rendered by them loyalty
pay, hazard pay, productivity incentive bonus and monetization of leave credits.
However, it is observed from the same table along incentives that employees in the fourth
class municipality are fairly dissatisfied with the acknowledgement earned outstanding
services with corresponding non- monetary vaues as indicated by the weighted mean of
2.42.
Summary of the level of Adherence to Ethical Standards of Respondents

Table 3 below shows the level of job satisfaction of the employees in the three
local government units along the six job related factors as well as their overall job
satisfaction.
It can be gleaned from the table that the level of job satisfaction of the employees
in the first, third and fourth class municipalities range from fairly satisfied to satisfied.
They are satisfied in terms of interpersonal relationshps but fairly satisfied in terms of
salary and other benefits, technical supervision, working cndition, policy administration
and incentives. These bring about a fair level of job satisfaction of the employees as
evidenced by the obtained general means of 3.18, 3.17, and 3.18.
Table 3
Summary of the Level of Job Satisfaction of the
Employees in the Three Municipalities
Ethical Standards
A.
B.
C.
D.
E.
F.
1st
Municipal Class
3rd
4th
Commitment to Public Trust

Professionalism
Simple Living
Legend:
4.21 5.00
3.41 4.20
2.61 3.40
1.81 2.60
1.00 1.80
Very High Adherence

High Adherence
Average Adherence
Low Adherence
Very Low Adherence
Weighted Mean Adherence
Composite Mean Adherence
( VH )
(H)
(M)
(L)
( VL )
( WM )
( CM )
Overall Mean
The job related factors really contribute to the satisfaction or dissatisfaction of

the employees to their jobs. Although these factors are present, they are still considered
deficient since theemployees were able to derive only a fairlevel of job satisfaction.
Differences in the level of Job Satisfaction of the Respondents

This section discusses the results of the comparison on the level of job satisfaction
of the respondents from the three local government units involved in the study. Results of
the analyses are presented in Table 4.
Table 4
Results of the Analysis of variance ( ANOVA ) for the Level of Job Satisfaction of the
Respondents Grouped According to Municipal Class
Job Related Factors
Professionalism
Simple Living
Overall Job Satisfaction
Municipal Class
Mean
F Ratio
1st
3rd
4th
1st
3rd
4th
1st
3rd
4th
1st
3rd
4th
1st
3rd
4th
1st
3rd
4th
1st
3rd
4th
It can be deduced from Table 4 that there exist no significant differences in the
overall level of job satisfaction of the employees in the three municipalities as indicated
by the obtained F ratio of .003 with a probability of 0.995 which is very much higher
than the 0.05 level of significance. This implies that regardless of municipal class, the
employees have more or less the same level of job satisfaction. This result could be
attributed to the finding that except for interpersonal relationship, thatthe employees in
the different municipalities are failty satisfied and have more or less the same level of job
satisfaction derived from salary and other benefits (F ratio = 2.484, p 0.0861 ),
technical supervision ( F ratio = 0.987, p = 0.3741 ), working condition ( F ratio =
0.885, p = 0.414 ), policy and administration ( F- ratio = 0.205, p = 0.815 ), and
incentives ( F ratio = 0.348, p = 0.706 ) as evidenced by the obtained by F ratios
ranging from 0.025 to 2.484 with probabilities greater than the 0.05 level of significance.
In terms of interpersonal elationship, it can be inferred from Table 4 that there
exist significant differences in the level of jo satisfaction of the employees as revealed by
the obtained F ratio of 5.772 with a probability of 0.004 which is less than the 0.01
probability level. The employees in the first ( mean = 3.73 ) and fourth ( mean = 3.76 )
municipalities are more satisfied in their jobs along interpersonal relationship than those
from third class ( mean = 3.43 ) municipality who are found to be only fairly satisfied.
Differences in the Level of Job Satisfaction of the Respondents Grouped According

to Profile Variables
This section discusses the results of the comparison of the level of job satisfaction
of the employees grouped according to age, gender, religion, civil status, educational
attainment, monthly salary and length of service. Results of analyses are presented in
Table 5, 6, 7, 8, 9 ,10, and 11.
Differences in the Level of Job Satisfaction of the

Respondents Grouped according to Age.
Table 5 below discloses that there exist significant differences in the level of job
satisfaction of the employees along technical supervision. This is manifested by the
obtained F ratio of 2.515 with a probability of 0.042 which is less than the 0.05
probability level. This implies that the level of job satisfaction of employees who are 56
years old or older ( mean 3.74, satisfied ) having the highest mean is significantly
higher than the level of job satisaction of employees in the other age groups with 25 years
and below having the lowest mean ( mean = 3.13 ).
Considering each of the other job related factors, it can be noted that the level of
job satisfaction of employees in the different age groups are not significantly different as
indicated bythe obtained F ratios ranging from 0.373 to 2.373 which are all not
significant. These results bring forth to the finding that, on the whole, the employees in
the different age groups have more orless the same level of job satisfaction as manifestd
by the obtained F ratio of 1.455 with a prbability of 0.216 which is greater than the 0.05
probability level. This implies that age as a factor does not inany way influence the level
of job satisfaction of theemployees. This corrobates the findings of Muchpongse (1991)
and Simeon (1995) that age is not relatd to job satisfaction.
Job Related Factors
Professionalism
Age Group
Mean
56 & above
46 55
36 45
26 35
25 & below
56 & above
46 55
36 45
26 35
25 & below
2.96
3.13
3.01
2.98
2.95
3.74
3.33
3.16
3.44
3.13
F Ratio
0.373
0.828
2.515*
0.042
Simple Living
56 & above
46 55
36 45
26 35
25 & below
56 & above
46 55
36 45
26 35
25 & below
56 & above
46 55
36 45
26 35
25 & below
56 & above
46 55
36 45
26 35
25 & below
56 & above
46 55
36 45
26 35
25 & below
3.31
3.32
3.01
3.06
2.94
3.86
3.60
3.45
3.70
3.83
3.50
3.31
3.10
3.12
3.24
2.95
2.95
2.79
2.90
2.67
3.36
3.27
3.08
3.17
3.10
2.373
0.053
3.343
0.056
1.263
0.285
0.638
0.636
1.455
0.216

to Gender
Table 6 below discloses that both male and female employees have more or less
the same level of job satisfaction derived from each of the job related factors as well as
in their overall job satisfaction. Such findings are apparently shown by the obtained t
value ranging from 000 to 1.586 with probabilities greater than the 0.05 probability level.
This implies that there is no significant difference in the level of job satisfaction of male
and female employees. Hence, it can be deduced that gender is not a factor that affects
job satisfaction or dissatisfaction.
Table 6
Results of the Test of Difference Between the Level of Job Satisfaction of the Employees
Grouped According to Gender.
Job Related Factors
Professionalism
Simple Living
Age Group
Mean
Male
Female
Male
Female
Male
Female
Male
Female
Male
Female
Male
Female
Male
Female
2.95
3.06
3.31
3.31
3.00
3.14
3.68
3.58
3.12
3.21
2.83
2.87
3.12
3.18
Difference
T value
0.11
1.071
0.143
0.00
0.000
0.495
0.14
1.586
0.057
0.10
1.124
0.131
0.09
0.881
0.190
0.04
0.395
0.347
0.06
0.787
0.216

to Religion
Along working condition, it is observed from Table 7 on the next page, that
although the mean levels of job satisfaction of Catholics (mean 3.04) and non Catjolics
(mean = 3.28) have the same descriptive ratings, they are found to be significantly
different as evidenced by the obtained t value (2.431) of their difference (0.24) with a
probability of 0.008 which is less than the 0.01 probability level. This means that the non
Catholics, having the higher mean, are more satisfied than their counterpart.
With respect to the other job related factors, the level of job satisfaction of the
two groups (Catholics and non Catholics) are more or less the same as indicated by the
obtained t values which are all insignificant. This implies thatalone each of the
following job related factors salary and other benefits, technical supervision,
interpersonal relationship, policy and administration and incentives the employees
whether Catholics or non Catholics have more or less the same
level of job
satisfaction.
Table 7
Results of the Comparison Between the Level of Job Satisfaction of the Respondents
Grouped According to Religion
Job Related Factors
Group
Mean
Difference
T value
Catholics
Non Catholics
3.00
3.06
0.06
0.508
0.306
Professionalism
Catholics
Non Catholics
3.28
3.42
0.13
1.084
0.140
Catholics
Non Catholics
3.04
3.28
0.24
2.43**
0.008
Catholics
Non - Catholics
3.59
3.71
0.12
1.130
0.130
Responsiveness to the
Public
Catholics
Non Catholics
3.14
3.32
0.18
1.500
0.068
Simple Living
Catholics
Non Catholics
2.83
2.94
0.11
0.853
0.197
Catholics
Non Catholics
3.13
3.27
0.14
1.13
0.142
On the whole, the mean level of overall job satisfaction of the non Catholics
(mean =3.27) is not significantly different from that of the Catholic employees (mean =
3.13) as manifested by the obtained t value (1.136) of the difference (0.14) which has
an associated probability of 0.142 which is greater than the 0.05 level of significance.
This imlies that regardless of religion, the employees have more or less the same level of
job satisfaction. Hence, religion is not a contributory factor to job satisfaction or

dissatisfaction.

to Civil Status
When grouped according to civil status, table 8 on next page discloses that the
three groups (single, married, separated/ widow/ widower) have more or less the same
level of job satisfaction along salary and other benefits, technical supervision, working
condition, interpersonal relationship, policy administration, incentives as well as in their
overall job satisfaction. These are evidently shown by the obtained F ratios ranging
from 0.001 to 1.597 with associated probabilities which are all greater than the 0.05 level
of significance. Hence, there exist no significant differences in the level of job
satisfaction of the employees grouped according to civil status. This suppots the findings
of Muchapongse (1991) and Simeon (1995) that civil status is not significantly related to
job satisfaction.
Table 8
Results of the Analysis of Variance (ANOVA) for the Level of Job Satisfaction of the
Respondents Grouped According to Civil Status
Job Related Factors
Professionalism
Group
Mean
Catholics
Non Catholics
Separated/Widw/er
3.00
3.03
2.96
Catholics
Non Catholics
Separated/Widw/er
3.28
3.25
3.56
Catholics
Non Catholics
Separated/Widw/er
3.07
3.08
3.29
Difference
T value
0.06
0.508
0.306
0.13
1.084
0.140
0.24
2.43**
0.008
Public
Simple Living
Catholics
Non Catholics
Separated/Widw/er
3.64
3.57
3.86
Catholics
Non Catholics
Separated/Widw/er
3.18
3.16
3.33
Catholics
Non Catholics
Separated/Widw/er
2.86
2.85
2.86
Catholics
Non Catholics
Separated/Widw/er
3.17
3.14
3.29
0.12
1.130
0.130
0.18
1.500
0.068
0.11
0.853
0.197
0.14
1.13
0.142

to Educational Attainment
Table 9 on next page reveals that educational attainment is not in any way a factor
that affects the job satisfaction of the employees in the three municipalities. Such a claim
is clearly manifested by the obtained F ratios ranging frm 0.002 to 1.020 with their
associated probailities which are all greater than 0.05 probability level. Thus, there exist
no sifnificant differences in the mean levels of job satisfaction of the employees grouped
according to educational attainment. This implies that whether an employee is only a high
scholl graduate, has finished some masteral units or an MA degree holder, his level of job
satisfaction is still the same considering the six job related factors considered in this
study as well as the overall job satisfaction.
This finding negates the findings of Zulueta (1980) and Simeon (1995) that
educational attainment is significantly related to job satisfaction.
Table 9
Respondents Grouped According to Educational Attainment
Job Related Factors
Professionalism
Public
Simple Living
Group
Mean
w/MA units/Ma
Bachelors Degree
High Sch./Some coll.
2.84
3.06
3.01
w/MA units/Ma
Bachelors Degree
3.67
3.29
3.33
w/MA units/Ma
Bachelors Degree
3.17
3.09
3.04
w/MA units/Ma
Bachelors Degree
3.72
3.57
3.68
w/MA units/Ma
Bachelors Degree
3.23
3.16
3.20
w/MA units/Ma
Bachelors Degree
2.78
2.88
2.83
w/MA units/Ma
Bachelors Degree
3.17
3.16
3.16
F - ratio
1.358
0.259
0.131
0.878
0.396
0.674
1.020
0.362
0.122
0.885
0.262
0.770
0.002
0.998

to Monthly Salary
Table 10 on next page reveals that educational attainment is not in any way a
factor that affects the job satisfaction of the employees in the three municipalities. Such a
claim is clearly manifested by the obtained F ratios ranging frm 0.002 to 1.020 with
their associated probailities which are all greater than 0.05 probability level. Thus, there
exist no sifnificant differences in the mean levels of job satisfaction of the employees
grouped according to educational attainment. This implies that whether an employee is

only a high scholl graduate, has finished some masteral units or an MA degree holder, his
level of job satisfaction is still the same considering the six job related factors
considered in this study as well as the overall job satisfaction.
This finding negates the findings of Zulueta (1980) and Simeon (1995) that
educational attainment is significantly related to job satisfaction.
Table 10
Respondents Grouped According to Educational Attainment
Job Related Factors
Professionalism
Public
Simple Living
Group
Mean
w/MA units/Ma
Bachelors Degree
2.84
3.06
3.01
w/MA units/Ma
Bachelors Degree
3.67
3.29
3.33
w/MA units/Ma
Bachelors Degree
3.17
3.09
3.04
w/MA units/Ma
Bachelors Degree
3.72
3.57
3.68
w/MA units/Ma
Bachelors Degree
3.23
3.16
3.20
w/MA units/Ma
Bachelors Degree
2.78
2.88
2.83
w/MA units/Ma
Bachelors Degree
3.17
3.16
3.16
F - ratio
1.358
0.259
0.131
0.878
0.396
0.674
1.020
0.362
0.122
0.885
0.262
0.770
0.002
0.998

to Length of Service
In terms of working conditions, it can be observed from the Table 11 on the next
page that there exist significant differences on the mean levels of job satisfaction of the
employees when grouped according to length of services. This is indicated by the
obtained F ratio of 4.702 with an associated probability of 0.009 which is less than
0.001 probability level. This suggest that employees who have been in the service for 21
years are more satisfied than those with lesser number of years in the servie. Hence, as to
working condition, employees who are older in the service tend to have higher level of
job satisfaction than the new ones.
Along interpersonal relationship, it can be noted that there exist significant
differences in the mean levels of job satisfaction of the three groups of respondents. This
is apparently show by the obtained F ratio of 4.813 which is significant at the 0.01 level
of significance. A critical look at the means, it can be inferred that those with 1 10 years
in the service, they are more satisfied in terms of interpersonal relationship than the rest
of the group. This may be due to the fact that since they are still new in the service, they
need to build wholesome working relationshp among their superiors and their peers.
Table 11
Respondents Grouped According to Length of Service.
Job Related Factors
Professionalism
Public
Simple Living
Group
Mean
21 years & above

11-20 years
1 10 years
21 years & above
11-20 years
1 10 years
21 years & above
11-20 years
1 10 years
21 years & above
11-20 years
1 10 years
21 years & above
11-20 years
1 10 years
21 years & above
11-20 years
1 10 years
21 years & above
11-20 years
1 10 years
3.08
3.05
2.96
3.43
3.16
3.36
3.32
3.42
3.73
3.66
3.57
3.68
3.34
3.14
3.12
2.96
2.80
2.84
3.17
3.16
3.16
F - ratio
0.615
0.542
2.158
0.118
4.702**
0.009
4.813**
0.008
1.662
0.192
0.645
0.526
2.233
0.109
Along the other job related factors as well as the overall job satisfaction, it can
be inferred that the employees have more or less the same level of job satisfaction as
evidenced by the obtained F ratios ranging from 0.615 to 2.223 which are all
significant. This implies that length of service is not a factor that cause variation on the
overall job satisfaction of the employees more particularly on salary and other benefits,
technical supervision, policy and administration and incentives.
Such findings partly agrees with the findings of Simeon (1995) that length of
service is sifnificantly related to working condtions and relationship with co workers
and superiors, pay and overall job satisfaction.

Chapter 4 Adherence To Ethical Standards

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Chapter 4 Adherence To Ethical Standards

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Chapter 4

PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA

Age (in years)

Commitment to Public Interest

work and patience and the value of money

Very High Adherence

Summary of the level of Adherence to Ethical Standards of Respondents

Commitment to Public Trust

Very High Adherence

The job related factors really contribute to the satisfaction or dissatisfaction of

Differences in the level of Job Satisfaction of the Respondents

Differences in the Level of Job Satisfaction of the Respondents Grouped According

Differences in the Level of Job Satisfaction of the

Commitment to Public Trust

Justness and Sincerity

Responsiveness to the Public

Overall Job Satisfaction

Differences in the Level of Job Satisfaction of the Respondents Grouped According

Differences in the Level of Job Satisfaction of the Respondents Grouped According

whether Catholics or non Catholics have more or less the same

Commitment to Public Trust

Justness and Sincerity

Overall Job Satisfaction

job satisfaction. Hence, religion is not a contributory factor to job satisfaction or

Differences in the Level of Job Satisfaction of the Respondents Grouped According

Commitment to Public Trust

Overall Job Satisfaction

Differences in the Level of Job Satisfaction of the Respondents Grouped According

Commitment to Public Trust

Justness and Sincerity

Overall Job Satisfaction

Differences in the Level of Job Satisfaction of the Respondents Grouped According

grouped according to educational attainment. This implies that whether an employee is

Commitment to Public Trust

Justness and Sincerity

Overall Job Satisfaction

Differences in the Level of Job Satisfaction of the Respondents Grouped According

21 years & above

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