Chapters Appendices

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CHAPTER 1
The Problem and its Background
Have an individual ever feel good because a group of people approached and talked to
him? Or have an individual been motivated to do something because he feel like the society
accepts him as who he is and what he is? Well, that is called social approval. It is a positive
evaluation or appraisal of a group to an individual. It helps a person be motivated to gain the
favor of the society. They feel motivated to perform better and do things that are already
approved by the society he/she is in. And before a person can gain social approval, he/she has
to have some social interaction. So now, what is social interaction? Social interaction is one
part of our daily lives. It is the act of two people mutually oriented to each other (Weiten,
2013). As we social interact with others, people tend to determine whether they are approved
by the society they belong in (Sutton & Douglas, 2013).
In one study conducted by Leary, it illustrated that social approval and self-esteem are
related. He argued that when an individual feels that he/she is accepted by the society, his/her
self-esteem increases (Sutton et al., 2013). Self-esteem is a persons evaluation of him/herself
and of how other people perceive them. According to Learys Sociometer Theory of Selfesteem, social approval is one main source of self-esteem wherein whenever an individual
feels that he/she is accepted by the society, his/her self-esteem boost (Leary, Cottrell &
Philips, 2001). Social approval not only motivates an individuals self-esteem but it also
motivates an
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individual to perform better and perform things that are already accepted by the society
which results to a better performance (Sutton et al., 2013).
According to Cast and Burkes theory of self-esteem; an individuals performance is
influenced or affected by their surroundings appraisal and feedbacks. Whenever they receive
positive feedbacks, their self-esteem becomes reinforced.
So when does job performance takes place? Not just in the study but in general? Job
performance takes place after an individuals self-esteem increases because according to
Learys Sociometer Theory, whenever an individual gains social approval, that individuals
self-esteem increases which means he/she is motivated to perform better so performance
becomes better (Sutton et al., 2013). Job performance became the other variable instead of
just performance to demonstrate the relation clearly. Job performance is all the behaviours,
duties and tasks an employee should do in his/her work environment and how well he/she
performs them (Berghe, 2011). Therefore, job performance of sales clerk was chosen because
they are known as front liners - they are employees who interact regularly with customers
(Robertson, 2003) and is also the key on how customer will perceive the service quality of a
company or management (Berghe, 2011). Sales Clerk is considered front liner because they
are the ones assigned and responsible in greeting, approaching, helping, and interacting with
customers (Kokemuller, 2013). The performance of these people toward their job can help
the study determine whether the self-esteem has an effect to the relationship of social
approval and job performance.
The study was conducted at Star malls Robinsons department store and the respondents
were the sales clerk of the said department store. Star malls Robinsons department store
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was the most convenient store to conduct the survey. The staffs were approachable and
supportive. A survey was conducted to one hundred and fifty selected participants with ages
from 20 to 40 years old, both male and female. The test conducted was used to measure the
respondents level of social approval needs, self-esteem and job performance to see if selfesteem mediates the relationship between social approval and job performance.
Sales Clerks are very important in a store or management. They are the key to the
success of the management and they also have a lot of power within their field. They also
have a big role wherein the perception of the customers for the service quality of their store
depends on how they serve the customers. Despite the importance of sales clerk, there arent
many studies regarding sales clerk and their source of good job performance. The researchers
felt the need to conduct a study regarding sales clerks performance in order to value them
more and give benefits afterwards.
Background of the Study
Sales field is one wide-known field nowadays because almost everyone buy, sell,
exchange and trade almost everything so as sales field gets wider, sales profession is getting
in demand too. One of most known position or job is sales clerk they are the ones who
welcome, greet, approach and entertain all customers enter their working place.
Since sales clerk interact and socialize with customers everyday while their duty, they
tend to have a need of social approval from them and also with their colleagues and
superiors. Therefore, the researchers decided to conduct a study where itll focus on not just
the job performance of the sales clerk but also its source which is social approval and selfesteem.
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After gathering information and during the process of the study, it is determined that
social approval and self-esteem makes a sales clerk fully motivated to demonstrate a better
job performance.
Research Locale
The researchers conducted the study in Star Mall Alabang, Muntinlupa City. The study
was conducted through a survey with the help of one hundred and fifty (150) sales clerk of
Star malls Robinsons department store, both male and female aging from twenty (20) to
forty (40) years old.
Scope and Limitation of the Study
The study aimed to determine whether there is a significant relationship with social
approval, self-esteem and job performance of sales clerk of Star malls Robinsons
department store. It also covers the level of each variable and how it influences one another.
The study also stated how importance sales clerk works as front liner and how it may help
their job performance. It also included the demographic profile of the respondents on whether
it has an effect to their level of social approval needs, self-esteem and d performance.
As survey was conducted to one hundred and fifty (150) selected participants, both male
and female aging from 20 years old to 40 years old which are included in early adulthood age
to compare and differentiate each respondents social approval needs as well as the level of
their self-esteem and job performance.
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Theoretical Framework
Learys Sociometer Theory of Self-esteem (1995) defines self-esteem as a barometer to
which an individual is being included or excluded by others. It argues that people are
motivated to have high level of self-esteem when they are approved by the society. Selfesteem is used to describe an individuals view to himself. Social Approval is when an
individual feels that he/she is accepted by the society either in his/her appearance or skills
(Sutton et al., 2013).
According to Learys Sociometer of self-esteem (1995), the main source of self-esteem
is social approval; this helps an individual boost their self-esteem (Leary, Cottrell, & Philips,
2001). Social approval boosts self-esteem by making a person motivated after performing
things that are already approved by the society. People tend to act and behave in way that is
acceptable to the society. When they are already approved by the society, their self-esteem
already increases and whenever they are rejected by the society, their self-esteem is also
affected and it decreases. In that case, motivation and performance then shows up;
individuals become motivated to modify their behavior and improve and perform better for
the essence of acceptance.
Self-esteem is also used to monitor our socialization towards other for social approval.
Leary et al. (1995) showed that self-esteem is correlated with peoples assumption toward
them on whether they are accepted or rejected. Organization of Economic Cooperation and
Development (OECD) found that the more time a person spends with friends, the higher selfesteem he has (Sutton et al., 2013).
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People tend to perform better and do things that are accepted by the society so they can
be approved also by the society (Sutton et al., 2013).
As stated above, motivation to perform better shows up because people seek social approval
from others. Therefore, a person becomes motivated in order to gain social approval wherein
after people gain social approval, their self-esteem increases. In relation to job performance
of sales clerk; sales clerk are being motivated to show a better job performance after their
social approval needs are met. When their social approval needs are met, their self-esteem
increases and their performance become better.
According to Theory of Reasoned Action (1975) wherein it focuses on the behavior,
persuasion and intuition of an individual; it argues that there are predictions on how an
individual will behave next e.g., after an individual feels he/she is socially approved, his/her
self-esteem will then increases and it depends on him/her whether to perform better or not because there are also limitations on how factors affect the behavior or variable (Vohs, &
Baumeister 2011).
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Theoretical Paradigm
The figure below demonstrated how each variable in the study relate, affect and influences
one another.
Figure 1
The figure above illustrates how the three variables are related to each other. They are in
the relationship wherein self-esteem is the mediator variable, social approval is the
independent variable and job performance is the dependent variable. The figure explains how
they are connected or related to each other.
According to Learys Sociometer Theory (1995), whenever an individual feels he/she is
accepted by the society, his/her self-esteem increases and every time the self-esteem
increases, they tend to be motivated to perform things that are already accepted by the
society. Thus, their performance improves also.
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And according to Cast and Burkes Theory of self-esteem (2002); when one individual
receives positive feedback from a group or society, their self-esteem increases and this is one
distinct process related to role performance. The performance of an individual is affected
through different sources and one of it is social appraisal and comparisons. Thus, self-esteem
and social approval are related to each other while job performance is affected when the two
are met.
Statement of the Problem
This study entitled, Social Approval, Self-esteem and Job Performance of Sales Clerk
of Star Malls Robinsons Department Store aimed to determine whether self-esteem
significantly mediates the relation between social approval and job performance and to
determine the respondents level of social approval needs, self-esteem and job performance.
The study also answered the following questions:
1. What is the demographic profile of the respondents in terms of:
1.1 Age;
1.2 Sex;
1.3 Civil Status; and
1.4 Type of Employment?
2. What are the social approval needs of sales clerk of Star Malls Robinsons
Department Store in terms of:
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2.1 Customers;
2.2 Colleagues; and
2.3 Superiors?
3. What is the level of self-esteem of sales clerk of Star Malls Robinsons
Department Store in terms of their relationship with:
3.1 Themselves; and
3.2 Others?
4. What is the level of job performance of sales clerk of Star Malls Robinsons
Department Store in terms of:
4.1 Customers;
4.2 Colleagues; and
4.3 Superiors?
5. Does self-esteem significantly mediates the relationship between social
approval and self-esteem?
Hypothesis
Self-esteem does not significantly mediates the relationship between social approval and
job performance of sales clerk of Star Malls Robinsons Department Store.
Significance of the Study
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The researchers conducted the study; social approval, self-esteem and job performance
of sales clerk, in order for the following to be benefited:
The Sales Clerk. The employees might have a better job performance as a result of
improved social interaction and higher self-esteem. It can also be a result of the companys
programs and services.
The Managers. As they are the people responsible for handling employees, their tasks,
duties and doings will be lessen as their employees perform better.
The Company. After the company implements programs and seminars, the employees
then can have a higher self-esteem as well as a better job performance. The more the
employees feel they are socially approved, the higher their self-esteem get. The higher their
self-esteem gets, the better job performance they get; and a better job performance they get,
the higher the companys income will be.
The Applicants. They are people who are seeking for job positions as sales clerk and
the researchers believed that this study could help them improve their self-esteem in order to
show a better job performance in the near future.
Operational Definition of Terms
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The following terms are operationally defined:

Job Performance. This is all the behaviours, duties and tasks an employee and should
do in his/her work environment and how well he/she performs them. These behaviours,
duties and tasks are applicable in reaching the goal of an organization (Berghe, 2011).
Sales Clerk. They are the people responsible in approaching, greeting and entertaining
customers (Kokemuller, 2013). They are the key to the success of a company wherein the
success of ones company lies on them (Albaugh, 2009) because they are the front liners
the perception of customers towards the services of a company lies on them (Berghe, 2011).
Self-esteem. This is a persons evaluation of him/herself and of how other people
perceive them. It can be either positive or negative and might vary with different situations
Social Approval. This is the positive evaluation or appraisal of a group to an individual
(Weiten, 2013). This happens when an individual feels that he/she is accepted by the society
either in his/her appearance or skills (Sutton et al., 2013).
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CHAPTER 2
REVIEW OF RELATED LITERATURE
This chapter presents the review of related literature and studies regarding and relating
to social approval, self-esteem, job performance and sales clerk.
Review of Related Literature
Self-esteem is the peoples subjective appraisal of themselves either positive or negative
and it can vary in different situations (Sutton et al., 2013). People who experience positive
outcomes and situations more than negative outcomes and situations tend to have higher selfesteem (Pelham & Swann, 1989; as cited in Sutton et al., 2013). Social Approval is when an
individual feels that he/she is accepted by the society either in his/her appearance or skills
Sociometer theory of self-esteem is a psychological gauge that studies the relationship of
an individual to other individuals. Studies show that self-esteem is influenced by events
wherein people are in the state of being valued and accepted by others (Leary, 2005).
Sociometer theory interprets self-esteem as an internal gauge used to monitor individuals
successes in creating interpersonal relationships, particularly to the degree in which they are
being scanned to be included or excluded (Leary, Baumeister & Zanna, 2000).
According to Sociometer Theory of Self-esteem, being socially approved boosts and
individuals self-esteem (Leary, Cottrell, & Phillips, 2001). According to Leary et al. they
argued that self-esteem is the instrument for extent of a person being included and excluded
by other people. Self-esteem motivates us to ensure that we are socially included in a way
that we behave for us to be accepted. Self-esteem is part of a system wherein the individual is
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the one who will monitor his/her the signs of being included or rejected in their social
environment (Sutton et al., 2013).
Leary et al. showed that self-esteem was highly correlated with peoples assumption if
they are being accepted or being rejected of other people. Research found out that selfesteem is the most strongly connected to self-evaluation to help gain social approval
(Anthony, Holmes & Woods, 2007). Research shows that people who have lower self-esteem
dont make efforts to make them feel better (Heimpel, Wood, Marshall, & Brown, 2002;
Wood, Heimpel, & Michela, 2003). People who have low self-esteem tend to compare
themselves to other people who have high self-esteem (Wood et al, 2003). They also deal
with negative life events (Heimpel et al., 2002). People who have higher self-esteem make
them feel better and they improve or increase their mood, they are also more focused on their
positive aspects on the positive life events (Sutton et al., 2013).
The most widely acknowledged explanation is that people strive for self-esteem because
high self-esteem promotes positive affect by buffering the person against stress and other
negative emotions and by enhancing personal adjustment, whereas low self-esteem is
associated with maladjustments. Research findings show that at least people with low-esteem
experienced virtually every negative emotion more commonly than these with high level of
self-esteem (Leary, Macdonald, 2013). Furthermore, high self-esteem appears to buffer
people against feelings of anxiety, enhance coping and promote physical health (Vohs &
Baumeister, 2013). People with high self-esteem often work harder and perform better after
an initial failure than people with low self-esteem (Cast & Burke 2002).The more support
and approval people receive, the higher their self-esteem tends to be (Leary, 2005).
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Sociometer theory proposed that self-esteem has a relation and connection to ones past,
present and future. People with high self-esteem tend to feel being valued by others while
people who have low self-esteem used to doubt their value and could affect in the future
relationships of the individual. Self-esteem has a great impact to ones beliefs and social
motivations e.g., people with low self-esteem tends to think that they are worthless than
people with high level of self-esteem. The higher the self-esteem the person has, the greater
confidence they gain (Anthony, Wood, & Holmes, 2007) and the higher the self-esteem is,
the greater acceptance they receive (Anthony, Wood, & Holmes, 2007).
There are some sources of self-esteem, some people base their self-esteem to their
appearance, others on their social approval, others on their success and how good and kind
they are (Crocker & Wolfe, 2001). Self-esteem is considered as a necessary construct since
the earliest days of Psychology. Many researchers argued that people tends to seek and
maintain self-esteem because they feel the need to feel good while others proposed that
people seek self-esteem for goal achievements (Kernis, 2006). Barkow (1980) suggests that
self-esteem is where the adaptation of people evolved by maintaining the consistency of their
social relationship (Macdonald, Saltzman, & Leary, 2003)
Relationship with other people serves as one of the most important needs of every
individual. It develops emotion and support to everyone and that it is also the reason of being
satisfied and fulfilled in daily need of life (Denissen, Penke, Schmitt, & Aken, 2008). On the
other hand, self-esteem plays an important role to ones life; it makes the level of
belongingness and social interaction either high or low (Leary, & Baumeister, 2000).
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Moreover, when people think that they are accepted and been socially included, they could
possibly feel better themselves (Denissen et al., 2008).
Self-esteem is all about a persons mental health and psychological skills i.e. motivation
or personal identity. People lack self-esteem when they are being denied, deprived or rejected
by others and their actions. Rosenberg (1979) found that adolescent increases their selfesteem when they think that their appearance is likable and through that, they may feel
socially approved by the society. People think that social approval depends on how other
people treat them (Emler, 2001).
Self-esteem is defined as ones attitude or global effective orientation towards oneself
(Cast & Burke, 2002). while high level of self-esteem are associated with happiness, low
self-esteem has been linked to increased experiences of negative affect and is considered as
vulnerability factor for a number of mental health problems (Leary & Baumeister, 2000).
Previous research points to a number of ways in which low self-esteem might lead to
negative feeling e.g., individuals with low self-esteem tend to overgeneralize the negative
consequences of failure (Brown & Dutton, 1995; Richter & Ridout, n.d).
Self-esteem provides buffer against role stressors that impede workplace motivation and
performance (Ferris, Lian, Brown, Pang, & Keeping, 2010). The concept of self-esteem
refers to the individuals evaluation and attitude towards his/herself (Psysczczynski,
Solomon, Greenberg, Arndt, & Schimel, 2004) and that people are motivated to main high
levels of self-esteem (Psysczczynski et al., 2004).
If people tend to cope and adjust to their surroundings, their self-esteem increases
(Macdonald, Saltzman, & Leary, 2003). Bednar, Wells, and Peterson (1989) suggested that
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self-esteem is affected or increases, it means that their coping skills are being effective and
recognized especially with psychological threats (Macdonald et al., 2003). Though social
approval is important, an individual must not depend his/her self-esteem in the social
validation of others (Macdonald et al., 2003). Failure can also enhance self-esteem if it is
reacted in positive manner. The highest self-esteem was reported by peoples who do not only
think positively but also viewed others opinions, reactions or behavior positively and use it as
an act of social approval (Macdonald et al., 2003).
Person with high self-esteem can be used as a defense to cope in the society. And with
high self-esteem, person could perform highly on the field. On the other hand, a person with
low self-esteem can cause an individual to poor and less performances. A person could get
high self-esteem by receiving a positive communications while a person could get low selfesteem by receiving negative messages. Individual tends to be more sensitive when it comes
to evaluation feedback from other individuals. Moreover, the sensitivity should be done
accordingly to be able to have a social approval (Leary, 2005).
Self-esteem is determined when a person achieve love either conditionally or
unconditionally from his/her parents (Joner, 2009). If a person is taken for granted then that
person could not develop appreciation for his/her worth. A person may be sensitive to other if
he/she receives little appreciation from others. Self-esteem is one of the most important needs
in achieving social approval. A person will perform greater if they are already aware that they
are accepted and liked by other individuals (Elmer, 2001).
If people are involved in close relationship with others and has close social interaction
and support, they tend to have high level of self-esteem (Denissen et al., 2008). In addition,
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people who are satisfied in being involved to social needs develop a high self-esteem (Leary,
& Baumeister, 2008). Being accepted with others could reflect a high amount of self-esteem
(Denissen, et al., 2008).
The fundamental pre-requisite of interpersonal life is the fact that a person can either be
accepted or rejected. With the adaptation advantages and coping skills of people, they
increase the possibility in being approved and possess a strong bond for belongingness
Indications that one person is being rejected leads to negative effect (Leary, Baumeister, &
Zanna, 2000).
Job performance is the group of behaviours that are applicable to reach the goals of the
organization in which a person works (Judge, Bono, Thoreson, & Patton, 2001). People with
high self-esteem are motivated to work well on their job to continue their high self-condition.
Researchers believe that to understand more the relationship of Self-esteem with job
performance, they must look for the wider view of one self. (Kernis, 2003).
According to Rogers (1959), self-esteem increases when people agrees with personal
value while according to Bednar, Wells and Peterson (1989) self-esteem arises if people are
creates it with each other effectively (Anthony, 2007). (Barkow, 1978) suggest that selfesteem is the outcome of being in social groups, as Sociometer theory (Leary, 2005)
proposed that self-esteem depends on rational condition. Psysczczynski, Solomon,
Greenberg, Arndt & Schimel, 2004 argues that self-esteem is the feeling of achieving the
standard and being a worthwhile person.
Jones (2009) revealed that when a person achieved a goal and the people around him/her
are disapproving to his success, then it may cause a low level of self-esteem. Social
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acceptance is an indicator of being accepted and liked with other people (Schwartz,
Nakawoto, Gorman, & Mckay, 2006). The outcome of being socially accepted may result to
positive behaviour.
The fundamental importance of interpersonal life is that an individual can either be
accepted by the society or avoid being rejected. Sociometer theory stated that monitoring the
interpersonal environment is one important factor in gaining value (Leary, 2002). It shows
that whenever individual is approved or accepted, the individuals value increase and it leads
to positive affect while disapproval and rejection decreases ones value and tends to lead to
negative effect. Studies have shown that rejection and disapproval is related to negative
emotions and reactions; it can also lead to problematic situations (Leary, Koch,
Hechenbleikner, 2001). In most cases, the possibility of having one selfs value to decrease is
partially their own fault. Normally, acceptance and rejection makes people feel good or bad
depending on the person (Judge, Bono, Thoresen, Patton, 2001).
A sales clerks smile should result in more good impression on his/her sales pitch. It also
influences the customers purchasing behavior. Employees on services like front liners are
considered to have social relationship with the customers because they are able to
communicate with them. Smile stands as the universal and accepted display of emotion and
skills in initiating socialization regardless of their sincerity or true feelings (Abel & Abel,
2007; Matila, Bradley, & Fisk, 2003). An employee who always smiles is associated with
more positive attributes like sociability, sincerity and competence (Abel & Able, 2007). A
smiling sales clerk might also convey a more helpful perception to the customers which will
lead the customers to be more positive towards the sales (Abel & Abel, 2007; De Carlo,
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2005). Brown & Sutur-Azaroff (1994), Pugh (2001) and Tan (2004) found that employees
who display positive emotions share a good relation with the customers and results to
customers satisfaction and positive evaluations regarding the sales and products. Several
researches have also been conducted and did not only focus on the smiling of the sales clerk
but also other factors like eye contact, greeting and thanking customers (Abel, & Abel, 2007).
A companys success can be dependent on their employees performance. Managements
have realized that implementing trainings and programs for their employees is very important
for the sake of their development in becoming better employees. Trainings can also help
employees enhance their work performance but should not only focus on enhancing
performances but also motivations and commitments toward their work (Elnaga, & Imran,
2013). According to Hawthorne studies, employees who are motivated by their management
gets satisfied with their job (Kinicki, & Knether, 2007; Elnaga et al., 2013) and improve
more their credential, skills and knowledge (Mckinsey, 2006; Elnaga et al., 2013).
Job performance plays a very important role to an organization because this is one way
of helping the administrators determine how motivated their employees on working are and
also the success of their organization can also depend on their performance (Salleh, Dzulkifli,
Amaliha, Abadullah, Haizal, & Yaakob, 2011). Open-mindedness and emotional stability
greatly affects employees job performance (Imran, Fatima, Zaheer, Yousaf, & Batool, 2012).
Erik Eriksons Psychosocial Theory focuses on the psychosocial development of a child
or individual wherein he states that people aging from 20 years old to 40 years which are also
referred as young adults are in the basic conflict of Intimacy vs. Isolation wherein they are in
stage of engaging themselves to social interactions and relationships outside their family.
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When they are socially approved, it leads to intimacy but when not, isolation and loneliness
becomes present (McLeod, 2013; Cherry, 2005).
Review of Related Studies
In a study, Chinese Working in Groups: Effort Dispensability versus Normative
Influence conducted by Hong, Wyer, & Forg (2008), the results showed that the default of
effects of dispensability on how to evaluate is a little confusing. If the Chinese participants
have concluded that the target person was motivated to do perform things whenever he/she is
socially approved, their expectation for the target to be similar with others should have been
higher whenever target persons performance is identified that when not. But, this was not
found in the study because participants took the role of observers and determine the targets
behavior although they were in public. Moreover, the second study showed that Chinese
participants would be similar to the co-workers performance level whenever they anticipate
that their performance would be made in public places. When their performance is still
unidentified, the similarity of co-workers performance will not be used for social approval.
In this context, the participants may be affected by whether or not their efforts is not
necessary or required i.e., work less hard when the other groups are working hard and the
others are not.
In a study, Social Approval and Trait Self-esteem conducted by Macdonald, Saltzman &
Leary (2003), results showed that high self-esteem involves more than simply believing that
one possesses positive characteristics. Participants who believed that they were competent,
physically attractive or wealthy had higher self-esteem if they believe these attributes lead to
approval than if not. In the present work, participants rate stable traits such as competence
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and rejection over long periods of time. Indeed, virtually all participants indicated that
competence, attractiveness and sociability were at least somewhat important for approval.
The median score for the approval value of competence was 9 on a 12-point scale with
95% of participants agreeing that competence lead to approval to some extent. The median
for the approval value of attractiveness was 10 with 98% of participants agreeing that
attractiveness leads to approval to some extent. The median score for disapproval value of
social desirability was also 10 with 98% of participants agreeing that lacking sociable
characteristics leads to disapproval to some extent.
In conducted researches, it was concluded that companies tend to hire more female
employees than male employees because they act warmer and friendlier towards agents,
clients and customers. They also tend to hire more contractual employees than permanent
employees with the thought that hiring contractual employees would cost less for their
company plus it can expand the number of staffs and employees that work inside their
companies (Wandera, 2011).
Synthesis
The study aims to determine the relation of the three variables; social approval, selfesteem and job performance through regression analysis wherein self-esteem is the mediating
variable because it is the variable that connects social approval and job performance. Job
performance is known to improve whenever a social approval is gain from either customers,
colleagues or superiors.
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CHAPTER 3
RESEARCH METHODOLOGY
This chapter presents the discussion on the methods of research used, population of the
respondents, sample, sampling technique and the procedures used in gathering the data.
Research Design
The research design used in the study are quantitative method and regression analysis.
Quantitative method is the research method that requires quantifiable data involving
numerical and statistical explanations while Regression Analysis is a statistical process used
to estimate the relation of more than two variables. It is often use to determine the effect of a
variable to the relationship of an independent and dependent variable.
Sample and Sampling Technique
The research was conducted through the help of 150 participants of Star malls
Robinsons department store aging from 20 years old to 40 years old, both male and female.
150 is the total number of participants required for the study because it is the -/+ 4
confidence level of 200. Early adulthood stage, ages from 20 to 40 years old, is the age
chosen for the study because according to Erik Eriksons Psychosocial Theory, young adult
aging from 20 years old to 40 years are in the basic conflict of Intimacy vs. Isolation so they
tend to form close relationships with others and that causes the need for social approval.
When young adults have been socially approved, it leads to strong and close relationships but
when not, isolation and loneliness occurs (McLeod, 2013).
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The sampling method used in the study was convenience random sampling method
wherein those who match the criteria of the study and free at a certain time can answer the
questionnaires. Sales clerks are expected to be busy with approaching and entertaining
customers, they only have their lunch break to eat, rest and do other non-job related
activities.
Research Instrument
The researchers made a test to measure the level of social approval needs, self-esteem
and job performance of sales clerk. The test has ensured reliability and validity with the help
of experts in their field of specialization (1) Psychometrician and, (2) Psychology
Professor.
Description of the Test Used:
The SSJ Scale is a three-set scale designed to measure social approval needs, level of
self-esteem and job performance.
The Social Approval Scale is a 21-item questionnaire in a closed questions format with
a 6-Likert scale designed to measure social approval needs. Social Approval is when an
individual feels that he/she is accepted by the society either in his/her appearance or skills. It
is a variable that is related to self-esteem because according to Learys Sociometer Theory;
whenever an individual feels that he/she is accepted by the society, his/her self-esteem
increases.
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The Self-esteem Scale is a 21-item questionnaire in a closed questions format with a 6Likert scale designed to measure the level of self-esteem. Self-esteem is the subjective
appraisal of their selves either positive or negative and it can vary in different situation. It is a
variable that is related to social approval because according to Learys Sociometer theory, the
self-esteem increases whenever an individual feels he/she is accepted by the society.
The Job Performance Scale is a 21-item questionnaire in a closed questions format
with a 4-Likert scale designed to measure the job performance. Job performance is the group
of behaviors that are applicable to reach the goal of the organization in which a person works.
It is a variable that has relationship with social approval and self-esteem because whenever
an individual feels socially approved; their self-esteem increases and whenever their selfesteem increases, individuals tend to perform better.
The test is a self-rating scale wherein the respondents are allowed to answer each
statement based on their own perception and liking.
Statistical Treatment of Data
The data obtained from the survey questionnaires that were distributed by the
researchers were tabulated, analyzed and interpreted with the use of the statistical treatment.
The percentage was employed using the following formula:
1. The researchers used frequency distribution as statistical method
in analyzing and interpreting the demographic profile of the
respondents:
Formula:
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f
= x 100
n
Where:
P = Percentage
f = Frequency
n = Number of Participants
2. The researchers computed the data obtained using weighted mean based on the survey
questionnaire.
Formula:
Weighted Mean=
wx
w
Where:
= Summation of Notation
W = Weight
X = Value
3. The researchers used regression analysis to determine the relation of social approval, selfesteem and job performance.
Formula:
Y =a+bX
b=
( NXY ( X ) ( Y ) )
( NX ( X ))
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Y b(X )
a=
Where:
x and y = Variables
b = Slope of the regression line
a = Intercept point of the regression line and the y axis
N = Number of values or elements
X = First Score
Y = Second Score
XY = Sum of the product of first and Second Scores
X = Sum of First Scores
Y = Sum of Second Scores
X2 = Sum of square First Scores
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CHAPTER 4
PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA
This chapter presents the findings, interpretation, discussion and results of the data
gathered from the respondents of the study. The data were presented in tables with
corresponding textual explanation and interpretation. The results were discussed in
accordance to the problems raised in the study.
Table 1
Demographic Profile of the Respondents in terms of Age
Age Group
Frequency
Percentage
20 26
92
61%
27 33
49
33%
34 - 40
6%
TOTAL:
150
100%
Table 1 clearly states that the majority of the respondents were sales clerk aging from 20
years old to 26 years old allocating sixty-one percent (61%) out of 150 respondents.
According to Erik Eriksons Psychosocial Theory, young adult aging from 20 years old
to 40 years are in the basic conflict of Intimacy vs. Isolation so they tend to form close
relationships with others and that causes the need for social approval. When young adults
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have been socially approved, it leads to strong and close relationships but when not, isolation
and loneliness occurs (McLeod, 2013).
Young adults aging from 20 to 26 years old tend to prioritize social especially romantic
relationships wherein this is the start of them separating from their parents. Gaining
relationships outside the family becomes more necessary than they were on adolescence but
young adults should still be guided as they might encounter difficult situations and risky
behaviors. They have a higher risk in reaching isolation whenever social approval doesnt
take place because they are just starting with their adulthood (Steinbeck, & Kohn, 2013).
Table 2
Demographic Profile of the Respondents in terms of Sex
Sex
Frequency
Percentage
Female
82
55%
Male
68
45%
TOTAL:
150
100%
Table 2 shows the demographic profile of the respondents in terms of sex. The study
were composed of eighty-two (82) female with fifty-five percent (55%) and sixty-eight (68)
male with forty-five percent (45%). The table shows that the majority of the respondents of
the study were female wherein one study stated sales field is one field women have high
population of employment compared to other fields e.g., technical support, machine
operators and executive and managerial positions.
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Companies and organizations tend to hire more female employees because they act
warmer and friendlier toward customers than male employees.
Table 3
Demographic Profile of the Respondents in terms of Civil Status
Civil Status
Frequency
Percentage
Married
20
13%
Single
130
87%
TOTAL:
150
100%
Table 3 shows the demographic profile of the respondents in terms of Civil Status. The
table above clearly states that the majority of the respondents were single. Respondents who
have the civil status of single had a percentage of eighty-seven (87%) out of 150 respondents
and the rest are married with a percentage of thirteen (13%). There were 60 male and 70
female who are single and 8 male and 12 female who are married in the respondents of the
study. Fifteen out of twenty married respondents aged from 20 to 40 years old.
There are more single respondents than married because most of the respondents belong
to the age group 20 to 26 years old wherein they are still in the stage of adjusting to their
adult life. This is the stage where they are in the midst of creating close relationship with
people outside their family (Steinbeck, & Kohn, 2013).
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Table 4
Demographic Profile of the Respondents in terms of Employment Type
Employment Type
Frequency
Percentage
Contractual
131
87%
Permanent
19
13%
TOTAL:
150
100%
Table 4 shows that demographic profile of the respondents in terms of the type of their
employment. The figure above clearly states the majority of the respondents were contractors
wherein they perform their tasks for a company or organization in a period of time depending
on the duration stated in the contract.
There are more contractual employees with a percentage of eighty-seven (87%) with one
hundred thirty-one respondents than permanent employees with a percentage of thirteen
(13% percent with nineteen respondents.
Companies and organizations tend to hire contractual employees more than permanent
employees with reasons that contractual employees have less cost for the company, it
expands the number of staffs that can work on that site or field and companies are able to
observe the flexibility and adaptability of contractual employees (Wandera, 2011). Though
business companies and organizations tend to hire more contractors than permanent, it differs
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when it comes to banking, pharmaceutical industries and IT field where requires a large scale
of workforce because employees in these fields has to have the familiarity within their field
(Foulds, 2011).
Table 5
The Level of Social Approval Needs of Sales Clerks of Star Malls Robinsons
Department Store
Weighted
Mean
Verbal Interpretation
1. The customers I talk to smile back at me.
4.75
Very Important
2. I also have a circle of friends at work.
4.8
Very Important
3. My boss expresses his/her appreciation of my

work.
4.83
Very Important
4. My co-workers like to work with me.
4.89
Very Important
5. People listen to me when Im promoting or

explaining products.
4.92
Very Important
6. I have a good relationship with my co-workers.
5.07
Extremely Important
7. My boss personally observes my performance.
4.98
Very Important
8. My co-workers are at my side to support me.
4.66
Very Important
9. My boss reviews my work performance.
4.95
Very Important
10. Customers say good things about my

performance.
4.84
Very Important
11. My co-workers like me.
4.59
Very Important
12. Customers show interest in my product.
4.97
Very Important
4.81
Very Important
4.86
Very Important
15. People show interest in my product.
4.97
Very Important
16. I gain company and friends in my workplace.
4.79
Very Important
17. My boss acknowledges my ideas.
4.8
Very Important
18. I have a good relationship with the customers.
5.18
Extremely Important
19. I sell many products to customers.
5.06
Extremely Important
Needs for Social Approval
13. My supervisor listens and pays attention

whenever Im talking.
14. My boss assists me whenever Im having a
hard time.
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20. My co-workers enjoy my company during
work time.
21. My boss compliments me whenever I do
something good.
AVERAGE TOTAL:
32
5.03
Extremely Important
4.75
Very Important
4.88
Very Important
Table 5 illustrates the needs for social approval of sales clerks of Star malls Robinsons
department store. Social Approval is when an individual feels he/she is being accepted by the
society he/she belongs in (Sutton et al., 2013). According to Learys Sociometer of Selfesteem, social approval is one main source of self-esteem Leary, Cottrell & Philips, 2001).
As shown in Table 5, the statement I have a good relationship with the customers. got
the highest weighted mean which is 5.18 and verbally interpreted as extremely important.
While the statement My co-workers like me got the lowest weighted mean which is 4.59
and verbally interpreted as very important.
Employees who have a high self-esteem have good social approval. They are open to
various situations and criticisms made by customers so they tend to prefer feedbacks and
responses to service as social approval. Also, a good job performance comes from a high
level of self-esteem and good relation with people especially customers which is also a result
of social approval (Cast & Burke, 2002). The statement I have a good relationship with the
customers. got the highest weighted mean because they value their social interaction or
relation with their customers.
Looking at the table above, majority of the statements were answered as Very
Important wherein the equivalent weighted mean lies from 5.01 to 6.00. Most of the
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customers-related statements had a high weighted mean which means that the need for social
approval from the customers are high.
Table 6
The Level of Self-esteem of Sales Clerks of Star Malls Robinsons Department Store
Level of Self-esteem
1. I am a competent employee.
Weighted
Mean
4.61
Verbal
Interpretation
Agree
2. I still feel good even though my customers do not buy

my products.
4.54
Agree
3. I am happy with my performance.
5.14
Strongly Agree
4. I look good when Im working.
5.03
Strongly Agree
5. I can persuade uninterested customers.
4.71
Agree
6. I feel that I am in the right job.
4.95
Agree
7. My boss is satisfied with my performance.
4.81
Agree
8. Im a good sales clerk.
4.98
Agree
9. I suit my job perfectly.
4.85
Agree
10. People enjoy talking to me.
4.83
Agree
11. Customers adore the way I approach.
4.77
Agree
12. My co-workers like me as colleagues.
4.78
Agree
13. I am good at selling and promoting my products.
4.97
Agree
14. My boss is happy with my performance.
4.89
Agree
15. I can handle uninterested customers.
4.85
Agree
16. I have made contributions as an employee.
5.07
Strongly Agree
17. I promote our products properly.
5.11
Strongly Agree
18. I accomplish all my tasks.
5.07
Strongly Agree
19. I can handle confrontations and complaints from
4.74
Agree
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customers.
20. Im satisfied with my performance.
5.01
Agree
21. I like my job.
5.18
Strongly Agree
4.9
Agree
AVERAGE TOTAL:
Table 6 illustrates the level of self-esteem of sales clerks of Star malls Robinsons
department store. Self-esteem is defined as ones attitude or global effective orientation
towards oneself (Leary, Baumeister, & Zanna, 2000). It is the subjective appraisal of an
individual to his/herself (Sutton et al., 2013). Learys Sociometer Theory stated that social
approval causes self-esteem to boosts or increases (Leary, Cottrell, & Phillips, 2001).
As shown in Table 6, seven out of 21 statements got a high weighted mean ranging from
5.03 to 5.18 and were verbally interpreted as strongly agree. Some of the statements were
regarding on how satisfied the employees are with their job e.g., I am happy with my
performance., I look good when Im working. and I like my job. and how well they
perform their tasks e.g., I have made contributions as an employee., I promote our
products properly. and I accomplish all my tasks. Although most of the statements were
alike, those are the statements that stood out with high weighted means. According to
Branden (1994), employees who love and enjoy their job tend to have a higher self-esteem
than those who dont and when they are being responsible for their assigned tasks, they
develop self-discipline and gain career development (Bowes, n.d)
Over all, almost all of the statements had a high weighted mean that lies from 4.54 to
5.18 which clearly states that the respondents of the study have a high level of self-esteem.
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Employees who have high self-esteem trust their decisions and judgments and are
confident in performing their work tasks. They are able to create social relationships
especially with their customers and patronizers because they can communicate well. Thus,
employees who enjoy doing their job performs better. Though the statement I still feel good
even though my customers do not buy my product. got the lowest weighted mean, it is still
verbally interpreted as agree which means that the level is still high. Because employees
have a high level of self-esteem, they are open to negative situations and are able to recover
from rejections and criticisms of customers (Imran, Fatima, Zaheer, Yousaf, & Batool, 2012).
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Table 7
The Level of Job Performance of Sales Clerks of Star Malls Robinsons Department
Store
Weighted
Mean
Verbal Interpretation
1. I approach and entertain interested customers.
3.67
Always
2. I arrive to work early and on time.
3.58
Always
3. I have initiative at work.

4. I can handle my customers problems and
questions regarding my product.
5. I do not let my problems affect my job
performance.
3.59
Always
3.57
Always
3.56
Always
6. I cooperate with my co-workers.
3.73
Always
7. I enjoy what Im doing.
3.65
Always
8. I take my co-workers advice seriously.
3.43
Always
9. I pass my works on the day of the deadline.
3.55
Always
10. I can control my emotions while on duty.
3.55
Always
11. I am very energetic at work.
3.45
Always
12. I respond appropriately to my bosss reviews

and comments.
3.53
Always
13. I can handle difficult customers well.
3.37
Always
14. I interact with the customers politely.
3.47
Always
15. I talk with a loud and clear voice.
3.45
Always
16. I have a good relationship with my customers.
3.69
Always
17. I approach customers with a smile.
3.77
Always
18. I can work with less supervision.
3.59
Always
19. I accomplish all the tasks given to me.
3.65
Always
20. I can adjust easily at work.
3.65
Always
21. I appreciate advices and suggestions from my

co-workers.
3.68
Always
3.58
Always
Level of Job Performance
AVERAGE TOTAL:
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Table 7 illustrates the level of job performance of sales clerk of Star Malls Robinsons
department Store. Job Performance is how an individual perform job-related tasks that may
help the organization reach its goal (Berghe, 2011). According to Learys Sociometer Theory
of Self-esteem, social approval is one main source of self-esteem while good job
performance is a result of high self-esteem (Leary, Cottrell, & Phillips, 2001). Also, some
studies supported that when employees feel that they are belonged, their self-esteem
increases; and the higher the self-esteem, the higher their motivation for a better job
performance is. When they are motivated to perform better because of their self-esteem, their
job performance gets better.
As shown in Table 7, the statement I approach customers with a smile. got the highest
weighted mean of 3.77 and verbally interpreted always while the statement I take my coworkers advice seriously. got the lowest mean of 3.43 and verbally interpreted as always.
As stated above, employees who have a high level of self-esteem shows a better job
performance. Employees who trust their decisions and judgments are confident in doing their
work tasks which result to better job performance. With their high self-esteem, they can
communicate better with their customers and a good communication and relation with
customers mean an employee is performing his/her job properly (Berghe, 2011).
The statement I approach customers with a smile. illustrates an employee who has a
high level of self-esteem and a high level of job performance. Looking at the table above, all
of the statements had a high weighted mean ranging from 3.43 to 3.77 wherein their mean
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doesnt seem far from one another. An average total mean of 3.58 clearly states a high level
of job performance.
Table 8
Regression of Independent Variable to Dependent Variable:
Social Approval to Job Performance
Social Approval
Std.
Error
Beta
Sig
.
191
.061
.248
.002
For the first step in the mediation process, the result shows that the unstandardized
coefficient beta is .191 which means that for every one percent (1%) increase in social
approval, there is a 0.191 increases in job performance wherein it is shown that the
relationship of social approval and self-esteem is stronger than the relationship of social
approval and job performance which is also expected because self-esteem was the mediating
variable within the two. This effect is significant because the p-value or significance level is .
002 which is still lower than the p-value set, .05.
According to Cast and Burkes theory of self-esteem; an individuals performance is
influenced or affected by their surroundings appraisal and feedbacks. Whenever they receive
positive feedbacks, their self-esteem becomes reinforced.
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Table 9
Regression of Mediator Variable to Independent Variable:
Self-esteem to Social Approval
Social Approval
Std.
Error
Beta
Sig
.
622
.050
.715
.000
For the second step in the mediation process, the result shows that the unstandardized
coefficient beta is .622 which means that for every one percent (1%) increase in social
approval, there is a predicted .622 increase in self-esteem of sales clerk of Star malls
Robinsons department store. This effect is significant because the p-value or significance
level is .000 which is lower than the p-value set for the study which is .05.
According to Leary, every time the social approval need is met, there is an increase in
self-esteem since social approval is one main source of self-esteem (Sutton et al., 2013).
Some studies also showed that self-esteem is influenced by other peoples appraisals,
feedbacks and events where in they are being approved or accepted (Leary, Baumeister &
Zanna, 2000).
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Table 10
Regression of Mediator Variable to Dependent Variable:
Self-esteem to Job Performance
Selfesteem
Std.
Error
Beta
Sig
.
308
.068
.348
.000
For the third step in the mediation process, the result shows that the unstandardized
coefficient beta is .308 which means that for every one percent (1%) increase in self-esteem,
there is a predicted .308 increase in the job performance of sales clerk of Star malls
Robinsons department store. This effect is significant because the p-value or significance
level is .000 which is lower than the p-value set, .05.
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A good job performance comes from a high level of self-esteem. Employees who have
high self-esteem trust their own decisions and judgments. They are open to various situations
and criticisms made by customers. Because of their high level of self-esteem, they are able to
communicate and interact with their customers which results to good performance (Imran,
Fatima, Zaheer, Yousaf, & Batool, 2012).Table 11
Regression of Mediator Variable to Both Independent Variable and Dependent Variable:
Self-esteem to Social Approval and Job Performance
Coefficients
B
Std.
Error
Beta
Sig
Social Approval
-.001
.085
-.002
.987
Self-esteem
.310
.098
.349
.002
For the last step in the mediation process, the result shows that the unstandardized
coefficient beta of social approval is -.001 and the unstandardized coefficient beta of selfesteem is .310 which means that for every one percent (1%) in self-esteem, there is a
predicted .310 increase in job performance but not for social approval and job performance
because the result is a negative .001. It can be noticed that the value of regression coefficient
and beta has changed when self-esteem was regressed to both social approval and job
performance. Since the p-value or significance level of self-esteem and job performance is .
002 it is still significant because it is lower than the p-value set, 05.
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As self-esteem increases, the performance also increases for which when an employee
has a high level of self-esteem, he/she tends to perform before because he/she trusts her
decisions (Anthony, 2007).
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CHAPTER 6
SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS
This chapter presents the summary on the findings, the conclusions of the study and the
recommendation for future performances and researches.
Summary of Findings
1. The demographic profile of the respondents in terms of:
1.1 Age. Majority of the respondents are aging from twenty (20) to (40) years old
allocating sixty one percent (61%) of the whole sample.
1.2 Sex. The majority of the respondents are female with fifty-five percent (55%). Sales
field is the field where female employees have high population because they tend to
act warmer and friendlier toward customers.
1.3 Civil Status. The majority of the respondents are single with eighty-seven percent
(87%). Most of the population are single because they are still at the age of twenty
(20) to forty (40) wherein they are still in the starting point of separating form their
own families.
1.4 Type of Employment: The majority of the respondents are contractual having eightyseven percent (87%). Companies tend to hire more because itll cost less to the
company.
2. The social approval needs of sales clerk of Star Malls Robinsons Department Store in
terms of:
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2.1 Customers. Sales clerk value most their relationship with their customers because
they are the source of their and the companys income which got the highest
weighted mean of 5.18 of 6.00.
2.2 Colleagues. Sales clerks relationship with their colleagues got the lowest weighted
mean of 4.59 out of 6.00.
2.3 Superiors. Social approval needs from sales clerks superior got a total weighted
mean of 4.85 out of 6.00.
3. The level of self-esteem of sales clerk of Star Malls Robinsons Department Store in
terms of their relationship with:
3.1 Themselves. The statement which states about the sales clerk performance and
perception regarding themselves got the highest weighted mean of 5.11 out of 6.00.
3.2 Others. Sales clerks level of self-esteem when it comes to their relationship with
others e.g. customers, colleagues and superiors, got a total weighted mean of 4.79
out of 6.00.
4. The level of job performance of sales clerk of Star Malls Robinsons Department Store
in terms of:
4.1 Customers. As social approval from the customers is the highest need of sales clerk,
they tend to give a better job performance when it comes to their customers. This is
what they value most in their job.
4.2 Colleagues. Sales clerks tend to be independent while on duty so advices of
colleagues are not taken that seriously as it also had the lowest mean of 3.43 out of
4.00.
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4.3 Superiors. Though social approval needs from the customers is the most valuable,
guidance of the superiors are also supposed to noted and remembered as they know
what a sales clerk should do.
5. Self-esteem significantly mediates the relationship between social approval and job
performance because their significant value is .000 and that for every one percent (1%)
increase in social approval, there is a predicted 0.622 increase in self-esteem and 0.191
increase in job performance.
Conclusion
Based on the findings of the study, the following conclusions were drawn:
1. Demographic Profile of the Respondents. Most
of the respondents were aging from twenty (20)
to forty (40) years old because sales field tend
to hire more contractual employees than
performance in order to lessen the cost if the
company and to have a large number of staffs
that
have
experienced
working
at
their
companies. Sales clerk aging from twenty (20)

to forty (40) years are at the stage where they
start
prioritizing
their
relationships
interactions outside the family.
and
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2. Level of Social Approval Needs. The most

valued social approval need is from sales
clerks relationship with their customers. Sales
clerks self-esteem tend to decrease when being
neglected,
rejected
and
ignored
by
the
customers.
3. Level of Self-esteem. Sales clerk of Star malls
Robinson department store have a high level
of self-esteem that comes from themselves.
They like their job and enjoys what they are
doing and also their interactions with others
e.g. customers, colleagues and superiors.
4. Level of Job Performance. Having a high selfesteem makes the sales clerk demonstrate a
good job performance because as self-esteem
increases, job performance also increases. It
also states that whenever an employee enjoys
and likes what s/he is doing, s/he will perform
better.
5. Self-esteem
significantly
mediates
the
relationship between social approval and job

performance
because
as
social
approval
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increases by one percent (1%), self-esteem is

expected to increase by sixty-two percent
(62%); for every one percent (1%) increase in
self-esteem, job performance is expected to
increase by (30%); and that for every one
percent (1%) increase in social approval, job
performance is expected to increase by
nineteen percent (19%) with a significance
value of .000 determining that the relationship
of the three variables are significant.
Recommendation
The following recommendations are hereby forwarded;
1. Sales clerk should improve their relationship with customers so they would have a social
approval from them that will help them have a better job performance.
2. The company may implement seminars or activities that will help sales clerks boost their
self-esteem in order to help them have a better job performance.
3. Sales clerk should be aware and cooperate to the seminars and activities that will be
implemented for the sake of the employees as well as the company.
4. The superiors of the respondents should also improve their interaction and relationship
towards their employees because it is also one factor for better job performance.
5. Further studies should be conducted with a different age range in order to differentiate
whether age has an effect to the relationship of the three variables.
6.
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Vohs, K. D., & Baumeister, R. F. (2011). Handbook of Self-regulation (2nd
Ed.). New York: Guilford Press.
Weiten, W. (2013). Psychology: Themes and Variations (9th Ed.). Canada: Wadsworth
Cengage Learning.
Journals
Abel, M. H., & Abel, M. (2007). The Effects of a Sales Clerks Smile
On Consumer Perceptions and Behaviours: North Carolina.
Anthony, D. B. (2007). Social Acceptance and Self-esteem: Tuning the
Sociometer to Interpersonal Value: Canada.
Berghe, J. V. (2011). Job Satisfaction and Job Performance at the Work Place.
Cast, A., & Burke, P. (2002). A Theory of Self-esteem. Social Forces.
Ferris, D. L., Lian, H., Brown, D. J., Pang, F., & Keeping, L. M. (2010).Selfesteem and Job Performance: The Moderating Role of Self-esteem
Contingencies. Personnel Psychology.
Elnaga, A., & Imran, A. (2013). The Effect of Training on Employee
Performance. European Journal of Business and Management (2013), Vol.
5, No.4.
Hong, Y. Y., Wyer, Jr., R. S., & Forg, C. P. S., (2008). Chinese Working in
Groups: Effort Dispensability versus Normative Influence. Asian Journal
of Social Psychology (2008).
Imran, R., Fatima, A., Zaheer, A., Yousaf, I., & Batool, I. (2012). How to Boost
Employee Performance: Investigating the Influence of Transformational
Leadership and Work Environment in Pakistan Perspective. Middle East
Journal of Scientific Research II.
Jones, R. C. (2009). Self-Esteem Reactions to Social Interactions: Evidence for
Sociometer Mechanisms across Days, People, and Nations. USA.
Judge, T. A., Bono, J. E., Thoreson, C. J., & Patton, G. K., (2001). The Job
Satisfaction Job Performance Relationship: A Qualitative &
Quantitative Review. Psychology Bulletin, 3.
Kernis. M. H. (2006). Self-esteem: Issues and Answers. New York: Psychology
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No.831-8077
Press.
Leary, M. R. (2005): Sociometer Theory and the Pursuit of Relational
Value: Getting to the Root of Self-Esteem. European Review of Social
Psychology
Leary, M. R., Baumeister, R. F., Zanna, M. P. (2000). Advances in
Experimental Social Psychology, Vol. 32. , (pp. 1-62). San Diego, CA,
US: Academic Press.
Macdonald, G., Saltzman, J. L., & Leary, M. R. (2003). Social Approval and
Traits Self-esteem. Journal of Research in Personality.
Paramadina University.
Psysczczynski, T., Solomon, S., Greenberg, J., Arndt, J., & Schimel, J. (2004).
Why do People Need to Study Self-esteem. Psychological Bulletin 130.
Salleh, F., Dzulkifli, Z., Amaliha, W., Abadullah, W., Haizal, N., & Yaakob, M.
(2011). The Effect of Motivation on Job Performance of State
Government Employee in Malaysia. International Journal of Humanities
and Social Science Vol. 1, No.4.
Schwartz, D., Nakawoto, J., Gorman, A. H., & Mckay, T. (2006). Popularity,
Social Acceptance, and Aggresion in Adolescent Peer Groups: Links with
Academic Performance and School Attendance. Developmental
Psychology.
Online
Albaugh, A. P. (2009). That All Important Sales Clerk.
https://rudins.wordpress.com/2009/08/12/that-all-important-sales-clerk/
Cherry, K. A. (2005). Erikson's Stages of Psychosocial Development. Retrieved
from http://psychology.about.com/od/psychosocialtheories/a/psychosocial.htm
Kokemuller, N. (2013). Job Description of a Frontliner.
http://work.chron.com/job-description-frontliner-24170.html
McLeod, S. A. (2013). Erik Eriksons Psychosocial Theory. Retrieved from
www.simplypsychology.org/Erik-Erikson.html
Robertson, J. (2006). Knowledge management for front-line staff.
http://www.steptwo.com.au/papers/kmc_frontline/
49
ARELLANO UNIVERSITY
No.831-8077
APPENDICES
50
ARELLANO UNIVERSITY
No.831-8077
51
CONSENT TO PARTICIPATE IN THE STUDY SOCIAL APPROVAL, SELF-ESTEEM AND JOB

PERFORMANCE OF SALES CLERK OF STAR MALLS ROBINSONS DEPARTMENT STORE
OF 4TH YEAR PSYCHOLOGY STUDENTS OF ARELLANO UNIVERSITY PASAY CAMPUS
I have read this consent form and have been given the opportunity to ask
questions. I give my consent to participate in this study
Participants signature: ___________________
Date: __________
If you have any questions or concerns about this study or if any problems arise, you
may contact Ms. Maniego at 09335582761. Please kindly return the reply slip together
with survey questionnaire. Thank you.
Social Approval, Self-esteem and

Job Performance Scale
Name (Optional): _________ Age: ________
Civil Status: _____________
Sex: ________
Position: __________________
Employment: __ Contractual __ Permanent
Description:
The Social Approval Scale is a 21-item questionnaire in a closed questions format with
a 6-Likert scale designed to measure social approval needs. Social Approval is when an
individual feels that he/she is accepted by the society either in his/her appearance or skills. It
is a variable that is related to self-esteem because according to Learys Sociometer Theory;
whenever an individual feels that he/she is accepted by the society, his/her self-esteem
increases.
ARELLANO UNIVERSITY
No.831-8077
The test used Interpersonal Support Evaluation List and The Acceptance and Action
Questionnaire (AAQ-2) as a reference and as a guide in constructing the test. Some questions
from the two said tests were rephrased for Social Approval Scale (TSAS). The questionnaire
has three subscales: (1) approval from customers, (2) approval from colleagues, and (3)
approval from superiors.
Instructions:
Please read each statement carefully and put a check to the number that corresponds to
your answer. Do not spend too much time on answering. There is no right or wrong answers
so do not feel any pressure in answering.
The choices below will represent on how important each statement is to your needs of social
approval:
1 Not at all Important

2 Low Importance
3 Slightly Important
4 Moderately Important
5 Very Important
6 Extremely Important
52
ARELLANO UNIVERSITY
No.831-8077
53
SOCIAL APPROVAL SCALE

1
1. The customers I talk to smile back at me.
2. I also have a circle of friends at work.
3. My boss expresses his/her appreciation of my
work.
4. My co-workers like to work with me.
5. People listen to me when Im promoting or
explaining products.
6. I have a good relationship with my co-workers.
7. My boss personally observes my performance.
8. My co-workers are at my side to support me.
9. My boss reviews my work performance.
10. Customers say good things about my
performance.
11. My co-workers like me.
12. Customers show interest in my product.
13. My supervisor listens and pays attention
whenever Im talking.
14. My boss assists me whenever Im having a
hard time.
15. People show interest in my product.
16. I gain company and friends in my workplace.
17. My boss acknowledges my ideas.
18. I have a good relationship with the customers.
19. I sell many products to customers.
20. My co-workers enjoy my company during
work time.
21. My boss compliments me whenever I do
something good.
ARELLANO UNIVERSITY
No.831-8077
Self-esteem Scale
Name (Optional): ____________________
Age: ________ Sex: ________
Civil Status: ________________________
Position: _________________

Description:
The Self-esteem Scale is a 21-item questionnaire in a closed questions format with a 6Likert scale designed to measure the level of self-esteem. Self-esteem is the subjective
appraisal of their selves either positive or negative and it can vary in different situation. It is a
variable that is related to social approval because according to Learys Sociometer theory, the
self-esteem increases whenever an individual feels he/she is accepted by the society.
The test used Sorensen Self-esteem Scale and Brief Self-esteem Inventory Scale as a
reference and as a guide in constructing the test. Some questions from the two said tests were
rephrased for Self-esteem Scale (TSES). The questions state both high and low self-esteem.
Instructions:
The choices below will represent as your agreement in each statement:
1 Strongly Disagree
2 Disagree
3 Somewhat Disagree
4 Somewhat Agree
5 Agree
6 Strongly Agree
54
ARELLANO UNIVERSITY
No.831-8077
55
SELF-ESTEEM SCALE
1
1. I am a competent employee.
2. I still feel good even though my customers do
not buy my products.
3. I am happy with my performance.
4. I look good when Im working.
5. I can persuade uninterested customers.
6. I feel that I am in the right job.
7. My boss is satisfied with my performance.
8. Im a good sales clerk.
9. I suit my job perfectly.
10. People enjoy talking to me.
11. Customers adore the way I approach.
12. My co-workers like me as colleagues.
13. I am good at selling and promoting my
products.
14. My boss is happy with my performance.
15. I can handle uninterested customers.
16. I have made contributions as an employee.
17. I promote our products properly.
18. I accomplish all my tasks.
19. I can handle confrontations and complaints
from customers.
20. Im satisfied with my performance.
21. I like my job.
Job Performance Scale
ARELLANO UNIVERSITY
No.831-8077
Name (Optional): ____________________
Age: ________Sex: ________
Civil Status: ________________________
Position: _________________

Description:
This Job Performance Scale is a 21-item questionnaire in a closed questions format
with a 4-Likert scale designed to measure the job performance. Job performance is the group
of behaviors that are applicable to reach the goal of the organization in which a person works.
It is a variable that has relationship with social approval and self-esteem because whenever
an individual feels socially approved; their self-esteem increases and whenever their selfesteem increases, individuals tend to perform better.
The test used Staff Performance Evaluation questionnaire as a reference and as a guide
in constructing the test. Some questions from the test were rephrased for Job Performance
Scale (TJPS). The questionnaire has three sources for job performance: (1) relationship or
approval from customers, (2) relationship or approval from colleagues, and (3) relationship
or approval from superiors.
Instructions:
The choices below will represent as how frequent you did or thought of each statement
given:
1 Never
2 Rarely
3 Sometimes
4 Always
JOB PERFORMANCE SCALE
56
ARELLANO UNIVERSITY
No.831-8077
57
1
1. I approach and entertain interested customers.
2. I arrive to work early and on time.
3. I have initiative at work.
4. I can handle my customers problems and questions
regarding my product.
5. I do not let my problems affect my job performance.
6. I cooperate with my co-workers.
7. I enjoy what Im doing.
8. I take my co-workers advice seriously.
9. I pass my works on the day of the deadline.
10. I can control my emotions while on duty.
11. I am very energetic at work.
12. I respond appropriately to my bosss reviews and
comments.
13. I can handle difficult customers well.
14. I interact with the customers politely.
15. I talk with a loud and clear voice.
16. I have a good relationship with my customers.
17. I approach customers with a smile.
18. I can work with less supervision.
19. I accomplish all the tasks given to me.
20. I can adjust easily at work.
21. I appreciate advices and suggestions from my coworkers.
ARELLANO UNIVERSITY
No.831-8077
58
Ma. Elena Joy A. Bansil

45-D Antipolo St. Pasay City
Contact No.: 09755958850
Email Address: ej.bansil@ymail.com
PERSONAL BACKGROUND:
Age
Gender
Birthday
Birthplace
Civil Status
Religion
Citizenship
Languages Spoken
Mothers Name
Occupation
Fathers Name
Occupation
: 21 years old
: Female
: September 8, 1994
: Pasay City, Philippines
: Single
: Catholic
: Filipino
: English and Tagalog
: Mary Ann Bansil
: Housewife
: Arthur Bansil
: Printing Press Employee
EDUCATIONAL BACKGROUND:
College
Bachelor of Arts in Psychology

2012-2016
Arellano University Jose Abad Santos Campus
Pasay City, Philippines
Secondary
High School Graduate

Blessed Elena Academy
146 Villaruel St. Pasay City
2007-2011
Primary
Elementary School Graduate

Blessed Elena Academy
146 Villaruel St. Pasay City
2001-2007
ARELLANO UNIVERSITY
No.831-8077
SPECIAL SKILLS:
Enjoys company of others while working

Feeling and Inspiring Friendliness
Practical and Systematic
Works well with others
Dependable and Reliable
Diligent
TRAININGS:
Goldmedicheck Inc.
4th Floor THA Bldg.
Sen. Gil Puyat Corner Taft Avenue
HR Intern November 11, 2015 to January 4, 2016
1358 Taft Avenue, Pasay City
Guidance & Counselling Intern January 11 to 29, 2016
SEMINARS ATTENDED:
Updates on the Psychological Licensure Examination R.A 100-29 (November 29,

2013)
Psychometrician For Hire (September 13, 2014)
Academic Writing and APA Style (September 13, 2014)
CHARACTER REFERENCES:
Erlinda Ofalia
09228604122
59
ARELLANO UNIVERSITY
No.831-8077
60
Shannelle Tria
Dasmarinas Cavite, Philippines
09057333182
I hereby certify the above information is true and correct.
_____________
Signature
ARELLANO UNIVERSITY
No.831-8077
61
Charlene Mae M. Bencito

1814 Tramo Street, Pasay City
Contact No.: 09269763969
Email Address: bencito.charlenemae@yahoo.com
Age
Gender
Birthday
Birthplace
Civil Status
Citizenship
Religion
Fathers Name
Occupation
Mothers Name
Occupation
:
:
:
:
:
:
:
:
:
:
:
20 years old
Female
April 2, 1995
Cavite
Single
Filipino
Catholic
Bienvinido A. Bencito
Deceased
Myrna Grace M. Bencito
Full-time mother
College

2012-2016
Secondary

2008-2012
Pasay City North High School/Saint John's School
Primary

Bacuag Central Elementary School
2002-2008
ARELLANO UNIVERSITY
No.831-8077
SPECIAL SKILLS:
Fast learner
I can adjust easily to the surroundings
Hardworking and very dedicated
Capable of performing things that a good employee should be and has an initiative
Self-motivated
A good problem solver
TRAININGS:
Goldmedicheck Inc.
4th Floor THA Bldg.
Sen. Gil Puyat Corner Taft Avenue
HR Intern November 11, 2015 to January 4, 2016
Guidance & Counselling Intern January 11 to 29, 2016
SEMINARS ATTENDED:
Personality Disorder That Manifests as a Result of Prolonged Drug Abuse
-26th day of January 2013
Training Employee and Development and Learning Organization
Updates on the Psychological Licensure Examination R.A 100-29
-29th day of November 2013
Know your Phobia
62
ARELLANO UNIVERSITY
No.831-8077
63
Academic Writing and APA Style

-13th day of September 2014
Psychometrician for Hire
Minerva R. Batuhinog
Loan Accountant
BESALA
09323067924
Julie B. Bumanglag
Accountant
SPI Global
09102449530
April Del Rosario
Call Center Agent
CSR Startek Phils.
09773792416
I hereby certify that above information is true and correct to the best of my knowledge
and belief.
_____________
Signature
ARELLANO UNIVERSITY
No.831-8077
64
Trina Charmaine DL. Duquez

3156 J.P Rizal Street South Cembo
Makati City, Philippines
Contact No.: 09179577825
Email Address: duqueztrinacharmaine@gmail.com
Date of Birth
Place of Birth
Sex
Civil Status
Religion
Nationality
Height
Weight
Languages Spoken
Mothers Name
Occupation
Fathers Name
Occupation
: October 27, 1995

: Makati City, Philippines
: Female
: Single
: Catholic
: Filipino
: 52ft.
: 55kg
: English and Tagalog
: Ma. Theresa D. Duquez
: Housewife
: Wilfredo P. Duquez
: Retired Army
College

2012-2016
Secondary

Pitogo Elementary High School
Quezon Province, Philippines
2008-2012
Primary

Parochial School of Catanauan
2002-2008
ARELLANO UNIVERSITY
No.831-8077
SPECIAL SKILLS:
-
Outgoing, Sociable and Approachable

Flexibility in Work Environment
Openness to new ideas and information
Able to work independently under pressure
Responsible for other duties as assigned
Hardworking and versatile
TRAININGS:
IPC Converge Data Services Inc.
RCBC Plaza Ayala Avenue Makati City, Philippines
Human Resources Intern: November December 2015
Arellano University Pasay Campus
Guidance & Counselling Intern: January February 2016
SEMINARS ATTENDED:
-
Updates on the Psychological Licensure Examination R.A 100-29 (November 29, 2013)
Psychometrician For Hire (September 13, 2014)
Academic Writing and APA Style (September 13, 2014)
PERSONAL ACHIEVEMENT/S:
Class President (S.Y. 2011 2012)
65
ARELLANO UNIVERSITY
No.831-8077
66
Josephine Batulat
09465462504
Maximo N. Soriano
09993993304

_____________
Signature
ARELLANO UNIVERSITY
No.831-8077
67
Patricia Micah S. Maniego

B-22 L-22, Acacia Street, Calendola Village
San Pedro, Laguna, Philippines
Contact No.: 808-1219/09424585209
Email Address: pamysmaniego@yahoo.com
Age
Gender
Birthday
Birthplace
Civil Status
Citizenship
Religion
Language
Height
Weight
Fathers Name
Occupation
Mothers Name
Occupation
:
:
:
:
:
:
:
:
:
:
:
:
:
:
20 years old
Female
January 25, 1996
San Pedro, Laguna
Single
Filipino
Catholic
Filipino and English
52ft.
45kg
Dexter A. Maniego
Self-Employed
Irene S. Maniego
Cashiering Supervisor
College

2012-2016
Secondary

Sampaguita National High School
2008-2012
Primary

Sampaguita Village Elementary School
2002-2008
ARELLANO UNIVERSITY
No.831-8077
SPECIAL SKILLS:
o
o
o
o
o
o
o
o
Fast learner
High sense of responsibility
Can work with minimum supervision
Hardworking, systematic and organize
Proficient in Microsoft Word, Excel and PowerPoint
Optimistic, enthusiastic and highly motivated
Approachable and sociable
Fluent in English
TRAININGS:
IPC Converge Data Services Inc.
RCBC Plaza Ayala Avenue Makati City, Philippines
Human Resources Intern: November December 2015
St. Clares Medical Centre
Dian Street Palanan Makati City, Philippines
Psych Nurse Intern: January February 2016
SEMINARS ATTENDED:
o Updates on the Psychological Licensure Examination R.A 100-29 (November 29, 2013)
o Psychometrician For Hire (September 13, 2014)
o Academic Writing and APA Style (September 13, 2014)
PERSONAL ACHIEVEMENT/S:
Top 10 Student in Class during High School (S.Y. 2008 2012)
68
ARELLANO UNIVERSITY
No.831-8077
69
Joan Victorio
Muntinlupa City, Philippines
09175750399
Pia Zharina Briones
Cashiering Supervisor
Cabuyao Sta.Rosa, Laguna, Philippines
09217226901

_____________
Signature
ARELLANO UNIVERSITY
No.831-8077
70
Jackie Lou A. Ortiz

#06 Kakawati St. Western Bicutan Taguig City
Contact No.: 09051666605
Email Address: jackielou.ortiz@yahoo.com
Age
Gender
Birthday
Birthplace
Civil Status
Citizenship
Religion
Fathers Name
Occupation
Mothers Name
Occupation
:
:
:
:
:
:
:
:
:
:
:
19 years old
Female
August 20, 1996
Pasay City
Single
Filipino
Iglesia Ni Cristo
Ricardo M. Ortiz
Jeepney Operator
Mercedita A. Ortiz
Fish Vendor
College

2012-2016
Secondary

Fort Bonifacio High School
2008-2012
Primary

Tenement Elementary School
2002-2008
ARELLANO UNIVERSITY
No.831-8077
SPECIAL SKILLS:
Fast Learner
Work effectively with team members
Hardworking
TRAININGS:
Shakeys Head Office (International Family Food Services Inc.)
12 East Service Road Afp-Rsbs Industrial Park, Taguig
HR Intern: November 2015 January 2016
St. Clares Medical Centre
Dian Street Palanan Makati City, Philippines
Psych Nurse Intern: January February 2016
SEMINARS ATTENDED:
Personality Disorder That Manifests as a Result of Prolonged Drug Abuse
Training Employee and Development and Learning Organization
Updates on the Psychological Licensure Examination R.A 100-29
Know your Phobia
Academic Writing and APA Style
Psychometrician for Hire
71
ARELLANO UNIVERSITY
No.831-8077
72
Ms. Yrish Ambito
Bank Teller
Philippine National Bank
09265264521
Mr. Joemark Granado
Specialist II
JP Morgan Chase & Co.
09061221285
Ms. Regelyn Lebantocias
Management Training
Planet Sports Inc.
09053527733
I hereby certify that above information is true and correct to the best of my knowledge
and belief.
_____________
Signature

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ARELLANO UNIVERSITY

Jose Abad Santos Campus

Significance of the Study

Operational Definition of Terms

The following terms are operationally defined:

1. The customers I talk to smile back at me.

2. I also have a circle of friends at work.

3. My boss expresses his/her appreciation of my

4. My co-workers like to work with me.

5. People listen to me when Im promoting or

6. I have a good relationship with my co-workers.

7. My boss personally observes my performance.

8. My co-workers are at my side to support me.

9. My boss reviews my work performance.

10. Customers say good things about my

11. My co-workers like me.

12. Customers show interest in my product.

15. People show interest in my product.

16. I gain company and friends in my workplace.

17. My boss acknowledges my ideas.

18. I have a good relationship with the customers.

19. I sell many products to customers.

Needs for Social Approval

13. My supervisor listens and pays attention

2. I still feel good even though my customers do not buy

3. I am happy with my performance.

4. I look good when Im working.

5. I can persuade uninterested customers.

6. I feel that I am in the right job.

7. My boss is satisfied with my performance.

8. Im a good sales clerk.

9. I suit my job perfectly.

10. People enjoy talking to me.

11. Customers adore the way I approach.

12. My co-workers like me as colleagues.

13. I am good at selling and promoting my products.

14. My boss is happy with my performance.

15. I can handle uninterested customers.

16. I have made contributions as an employee.

17. I promote our products properly.

18. I accomplish all my tasks.

19. I can handle confrontations and complaints from

21. I like my job.

1. I approach and entertain interested customers.

2. I arrive to work early and on time.

3. I have initiative at work.

6. I cooperate with my co-workers.

7. I enjoy what Im doing.

8. I take my co-workers advice seriously.

9. I pass my works on the day of the deadline.

10. I can control my emotions while on duty.

11. I am very energetic at work.

12. I respond appropriately to my bosss reviews

13. I can handle difficult customers well.

14. I interact with the customers politely.

15. I talk with a loud and clear voice.

16. I have a good relationship with my customers.

17. I approach customers with a smile.

18. I can work with less supervision.

19. I accomplish all the tasks given to me.

20. I can adjust easily at work.

21. I appreciate advices and suggestions from my

Level of Job Performance

Employment: Contractual Permanent

Age: Sex:

Employment: Contractual Permanent

Age: Sex:

Employment: Contractual Permanent