Amelia C.

Bibera
Data Processing
Assignment: May 5, 2017 Due: May 20, 2017

Question 1. What is the profile of the respondents in terms of:

a. Age
AGE FREQUENC VALID PERCENT
Y
20-25 2 2.0%
26-30 8 8.1%
31-35 21 21.2%
36-40 26 26.3%
41-50 21 21.2%
51-60 17 17.2%
ABOVE 60 4 4.0%

Analysis: basically majority of the respondents in the case are between the early thirties
and late forties with 26.3% between ages 36-40. Hence, majority of the respondents are in the
mature adults.

b. Sex
SEX FREQUENC VALID PERCENT
Y
Male 55 55.6%
Female 44 44.4%

Analysis: The provincial government of compostela valley have given both sexes an equal
opportunity since there is an almost 50-50% population of both sexes. There are more male
employees than the female as the male comprises 55.6% of the total population.

c. Educational Attainment

EDUCATIONAL ATTAINMENT FREQUENCY VALID PERCENT

High School Graduate 4 4.0%
College Graduate 88 88.9%
Masteral 7 7.1%

Analysis: The provincial government has 88.9% of its workers as college graduates and
7.1% have already reached post graduate course. This in itself will show that the provincial
government is selective and particular with educational attainment of its workers and perhaps has
religious complied with the mandated minimum requirements of the Civil Service.
 d. Length of Service

LENGTH OF SERVICE FREQUENCY VALID PERCENT

Less than 5 years 4 4.0%
5-10 years 29 29.3%
11-15 years 36 36.4%
16-20 10 10.1%
21-25 13 13.1%
ABOVE 25 7 7.1%

Analysis: There are only few workers who served the provincial government for less
than 5 years (4.0%) and majority of the workers have stayed with the company for 5
to 15 years (65.705). Which would show that basically the workers are contented with
the salaries, benefits and policies for them to have stayed in their job for a long time.

Question 2. Determine the level of management practices of provincial government

employees in Compostela Valley Province.

The description utilized in this problem is based on the following range:

1.00 1.49 Strongly Disagree

1.50 2.49 Disagree
2.50 3.49 Neutral
3.50 4.49 Agree
4.50 5.00 Strongly Agree

Analysis: The management practices of the provincial government are perceived by the
employees as something they generally agreed with. In fact there are items that the employees
strongly agree. Management is advised to strengthen these practices as they are generally
supported by the employees.

There are only a few management practices (2 items in fact: A.5 There have been instances that I
am assigned to work in other section within my department and G37: The promotion in my
department/office is based on target performance.) that resulted in a neutral answer. Which
means that the employees neither agree nor disagree. Focus should be made on these two items
to check why the neutral answer.

Table 1. Perceived level of corporate culture as management practices of provincial government

employees.
 Items Mean Description
3.9394
A1. I prefer to work in groups. Agree
4.2222 Agree
A2. My department/office encourage group effort.
4.1313 Agree
A.3 Collaborating or cooperating with others give me higher
degree of satisfaction.
3.7475 Agree
A.4. I am assigned to perform other duties and responsibilities.
3.4444 Neutral
A.5 There have been instances that I am assigned to work in other
section within my department/office.
3.7374 Agree
A.6 There have been instances in my department/office where
tasks are being done by committees or task forces.
3.8889 Agree
A.7 Decision-making is shared by my boss.
3.6162 Agree
A.8 I am asked to participate in my department/ office policy
formulation on decision-making.
3.7172 Agree
A.9 I am given a chance to exercise authority over some
resources in my department/office.
Agree
My office consider the following concerns as:
4.3939 Strongly Agree
A.10. working relation
4.6566 Strongly Agree
A.11. serving the clientele
4.5657 Strongly Agree
A.12. quality of output
4.5455 Agree
A.13. My department/office have a policy on clientele
satisfaction as one of the major concerns.

Table 2. Perceived level of Communication as management practices provincial government

employees.

Items Mean Description

4.000 Agree
B14. In matters where issue clarification is needed, my boss share
the authority.
 3.8485 Agree
B15. In my department/office, I can ask policy clarification when
not through with my supervisor.
4.0000 Agree
B16. My department/office encourage me to inquire about
matters related to my work.
3.9293 Agree
B17. I am allowed to directly do business with other offices in
line with my work.
4.0606 Agree
B18. My department/office practice consultation as a process of
solving office problems.
4.1818 Agree
B19. My department/office encourage me to inquire directly to
the head on work related matters.
3.8081 Agree
B20. If I am in need of information which are in other office, I
get them directly myself.
3.7677 Agree
B21. Or I get it from others if not necessarily.
3.8283 Agree
B22. I often times have office meetings.
4.1212 Agree
B23. My department/office encourage information exchange with
other departments or offices.

3. Determine the Level of Job Performance of provincial government employee

Table 4. Perceive level of performance of provincial government employees.

Items Mean Description

4.0202 Agree
C24. Of the many goals of my department/office, I think quality
of work is given priority.
3.5758 Agree
C25. Quality of work is given more priority over increase of
work.
3.9495 Agree
C26. In a specific performance period, I formulate a target of my
own.
 3.8283 Agree
C27. In terms of measurement and evaluation of performance, the
employees do the rating with employees.
4.2525 Agree
C28. In performance evaluation, me or my supervisor consider
the cost incurred in performing the task
4.2222
C29. In a performance period, I formulate my target together with Agree
my group.

Table 5. Perceive level of Rewards practiced by provincial government employees.

Items Mean Description

4.2727 Agree
D30. Competition for individual merit increase and benefits in
my department/office is discouraged.
4.1010 Agree
D31. Merit increase and benefits in my office is based on group
performance.
3.9293 Agree
D32. Merit increase based on performance is practiced in my
office.
3.8586 Agree
D33. I am rewarded through cash.
3.6263 Agree
D34. It is only through open appreciation.

Table 6. Perceive Selection and promotion practices of provincial government employees.

Items Mean Description

3.5455 Agree
G35. Selection and promotion is decided by my department head
together with others.
3.5960 Agree
G36. My department/office conduct training emphasizing
functional and job-related skills for career development.
3.2626
G37. The promotion in my department/office is based on target Neutral
performance.
3.6970 Agree
G.38. Selection for promotion in my department or office is also
decided by my peers.
3.9192 Agree
G39. My office provides training on problem- solving skills.
3.9697 Agree
G40. My promotion is based on group effort.
3.9691 Agree
G41. I am encouraged to endeavor for career development.

Table 7. Level of job performance of the provincial government employees in terms

accomplishment

Items Mean Description

4.2727 Agree
A1. Has planned and set the target and accomplished it ahead of
time.
3.9192 Agree
A2. Has an exceptional initiative and always have worthwhile
suggestions
4.1111 Agree
A3. Has an ability to cope up with any work assigned by his
supervisor.
4.2929 Agree
A4. Reports to the office everyday to cope up with his/her target.
4.1616 Agree
A5. Has covered all aspects of work assignment.
4.2020 Agree
A6. The task is completed just before or on the deadline.
4.1818 Agree
A7. Has an ability to work harmoniously with others and obtain
the cooperation of his co-workers.
4.1111 Agree
A8. Has an ability to explore new ways and ideas for more
effective and creative efforts.

Table 8. Level of job performance of the provincial government employees in terms of quality of
work

Items Mean Description

4.0707 Agree
Q1. Has accomplished the work without any errors committed.
 4.0808 Agree
Q2. Has a thorough knowledge in almost all phases of his/her
work.
3.4949
Q3. Has one or two minor errors of deficiency in his/her work. Neutral
3.4040
Q4. Has one or two major errors of deficiency in his/her work Neutral
and major revisions is needed.
3.8990 Agree
Q5. Has adequate knowledge of his/her job and knows how to
handle it.
3.9899 Agree
Q6. Excellent results in all aspects of his/her work.
4.1414 Agree
Q7. Open for opportunities for the improvement of his/her work.

Table 9. Level of job performance of the provincial government employees in terms of

compliance of office regulation

Items Mean Description

4.5354
C1. Wears the office uniform regularly. Strongly Agree
4.4040 Agree
C2. Secures office pass when going out of the office.
4.3838 Agree
C3. Minimal absences and coming on time in the office.
4.3131 Agree
C4. Attends flag ceremonies.
4.3535 Agree
C5. Complies with the Special Orders issued by the office.
4.3737 Agree
C6. Submits daily time record on time.
4.1515 Agree
C7. Wears the Identification Card all the time.
4.3535 Agree
C8. Complies with the policy and regulations of the office in
filling of vacation and sick leave.

4. Test if job performance of employees differs when they are grouped according to their
profile

A. Hypothesis Testing:
 1. H0 = accomplishment = quality of work = compliance
2. H0 = a q a
3. = .05/2 = 97.5
4. Rejection Region = Reject H0 if the p-value is 0.025
5. Results:

Table 10. Test of difference on the job performance of provincial government employees when
grouped according to sex.

Variable Sex Mean t-value Significance

4.1636
Accomplishment Male .197 NS
4.1477
Female
3.8753
Quality of work Male .144 NS
3.8604
Female
4.3295
Compliance Male -.638 NS
4.3949
Female

Table 11. Test of difference on the job performance of provincial government employees when
grouped according to age.

Variable Age Bracket Mean F-value Significance

20 25 4.6875
Accomplishment 26 30 4.3125 .009 .320
31 35 4.228
36 40 4.120 1.751 .335
41 50 4.053 .447
.447
51 60 4.144
Above 60 4.222 .000 .474

20 25 4.214
Quality of work 26 30 3.768 3.451 .414
31 35 3.823
36 40 3.824 2.607 .994
41 50 3.870
4.449 .432
51 60 4.000
 Above 60 3.857
2.755 .645
20 25 4.812
Compliance 26 30 4.547 .743 .504
31 35 4.279
36 40 4.432 .259 .284
41 50 4.345
1.882 .743
51 60 4.287
Above 60 4.063 .018 .385

Table 12. Test of difference on the job performance of provincial government employees when
grouped according to educational attainment.

Variable Education Mean F-value Significance

4.000 1.753 .417
Accomplishment High School
4.162
College .090 .553
4.254
Masteral
3.929 .025 .789
Quality of work High School
3.859
College .006 .619
3.959
Masteral
4.563 1.952 6.914
Compliance High School
4.332
College .387 .235
4.571
Masteral

Table 13. Test of difference on the job performance of provincial government employees when
grouped according to length of service

Variable Length of Mean F-value Significance

Service
Less than 5 4.528 .274 .221
Accomplishment 5 10 4.261
 11 15 4.071
16 20 4.167 .628 .474
21 25 4.094
Above 25 4.127 .175 .857
Less than 5 4.000 .138 .448
Quality of work 5 10 3.768
11 15 3.833
16 20 4.114 2.946 .111
21 25 3.934
Above 25 3.918 1.648 .945
Less than 5 4.813 2.884 .080
Compliance 5 10 4.341
11 15 4.361
16 20 4.413 .003 .776
21 25 4.346
Above 25 4.107 1.051 .353
6. Conclusion: Reject the H0 and conclude that the job performance of the provincial
government employees in terms of accomplishment, quality of work and compliance do not
differ when they are grouped according to their profile.

5. Test if management practices show significant relationship to job performance

Hypothesis Testing:
H0: Management Practices = Job Performance
H1: Management Practices Job Performance
Reject H0 if p-value is 0.05

Table 14. Relationship between management practice and job performance.

Practices Parameters Job Performance

Accomplish Quality Compliance Overall

ment of work
.258** -.001 .135 .162
Corporate Correlation
culture .010 .994 .183 .108
Significance
99 99 99 99
N
.324** .307** .201* .371**
Communi Correlation
cation .001 .002 .046 .000
Significance
99 99 99 99
N
 .276** .021 .067 .147
Performan Correlation
ce .006 .833 .509 .146
measurem Significance
ent and 99 99 99 99
evaluation N
.230* .044 .177 .194
Selection Correlation
and .022 .669 .079 .054
promotion Significance
99 99 99 99
N
.258** -.001 .135 .162
Training Correlation
.010 .994 .183 .108
Significance
99 99 99 99
N
.324** .307** .201* .371**
Rewards Correlation
.001 .002 .046 .000
Significance
99 99 99 99
N
** Correlation is significant at 0.01 level
* Correlation is significant at 0.05 level.

Based on the results above, all of the practices have low relationship between
accomplishment, only rewards and communication have low relationship with quality of work
while the other variables have very low relationship. All of the parameters have very low to low
relationship with compliance. In terms of significance, all of the management practices are
significant.