SOCIO-ECONOMIC STATUS, WORK VALUES ANDLEVEL OF PERFORMANCE OF GOVERNMENT EMPLOYEES

OF THE MUNICIPALITY OF CATARMAN, NORTHERN SAMAR

A ThesisPresented to the Faculty of theDEPARTMENT OF SOCIAL SCIENCES

College of Arts and CommunicationUniversity of Eastern PhilippinesUniversity Town, Northern Samar

In Partial FulfillmentOf the requirement for the degree

BACHELOR OF ARTS IN PUBLIC ADMINISTRATION

CRISTINA L. LABRAGUEAB-4

2008

TABLE OF CONTENTS

Page

Title Page

Table of Contents

Chapter I - INTRODUCTION

Background of the Study

Statement of the Problem

Objectives of the Study

Significance of the Study

Scope and Limitations of the Study

Theoretical Framework

Conceptual Framework

Paradigm

Hypothesis

Definition of Terms

Chapter II - REVIEW OF RELATED LITERATURE

Conceptual Literature

Related Studies

Chapter III - METHODOLOGY

Locale of the Study

Respondents

i

ii

1

1

2

3

5

6

7

8

9

9

10

14

14

19

21

21

21

Research Method

Date Gathering Procedure

Research Instrument

Validation of the Instrument

Variables

Statistical Treatment of Data

LETTER TO THE RESPONDENTS

SURVEY QUESTIONNAIRE

21

22

22

22

23

26

28

29

Chapter I

INTRODUCTION

Background of the Study

The effectiveness of public office in achieving its

objectives depends largely on professional competence of its

staffs and employees. Employees are really responsible for

the effective implementation of government program or

activities.

The activity and interest of the employees often their

personal traits, work values and relationship with others.

Employees should be helpful in giving each other whatever

information is needed and promptly the things that are asked

of them so that all the work of the firm will progress

smoothly. Employees should give consideration to all the

people encountered in the office and make a genuine effort

to get along well with all of them, this may mean

overlooking a number of traits that are not entirely

desirable in a co-worker, it thereby means making diplomatic

suggestion to improve the whole office situation.

The effectiveness of the employees is largely

determined by how the tasks are performed and their

approaches would probably convince their clientele. It is

along this line that the researcher is so interested to work

on this study for she believes it would be very helpful to

our government employees.

Statement of the Problem

This study was designed to find out the socio-economic

status, work values and level of performance of the

government employees in the municipality of Catarman,

Northern Samar.

Specifically, this study sought to answer the following

questions:

1. What are the socio-economic status of the government

employees in the municipality of Catarman, Northern

Samar, in terms of:

a. Age

b. Sex

c. Civil status

d. Educational attainment

e. Employment status

f. Monthly income

2. What are the work values of the government employees

in the municipality of Catarman, Northern Samar?

3. What is the level of performance of the government

employees in the municipality of Catarman, Northern

Samar?

4. What are the work-related problems encountered by

the government employees in the municipality of

Catarman, Northern Samar?

5. What is the relationship between the level of

performance of the respondents and the following

variables:

a. Age

b. Sex

c. Civil status

d. Educational attainment

e. Employment status

f. Monthly income

Objectives of the Problem

This study has the following objectives to:

1. find out the socio-economic status of the government

employees in the municipality of Catarman, Northern

Samar, in terms of:

a. age

b. sex

c. civil status

d. educational attainment

e. employment status

f. monthly income

2. determine the work values of the government

employees in the municipality of Catarman, Northern

Samar;

3. determine the level of performance of the government

employees in the municipality of Catarman, Northern

Samar;

4. determine the work-related problems encountered by

the government employees in the municipality of

Catarman, Northern Samar;

5. find out if there is a significant relationship

between the level of performance of the respondents

and the following variables:

a. age

b. sex

c. civil status

d. educational attainment

e. employment status

f. monthly income

g. work values

Significance of the Study

Within an organization and within groups in an

organization, many work values are shared. These groups of

work values play an important role in the development and

organization of attitude of individual.

This study is significant because it would provide

information to the government employees through whom

strategies may be developed to improve their work values and

performance.

Specifically, this study is significant to the

following:

To the Government Employees. This will provide

information through whom strategies may be developed to

improve their work values.

To the Municipality of Catarman. It would be very

timing to conduct this study so that they will initiate or

conduct programs, seminars, trainings which will enhance

their work values to improve their performance.

To the People. Through this study, they will be able to

have a very good foresight on how they will appreciate the

employees of the government as their attitude towards work.

To the Public Administrator Students. The result of

this study is important for them in their pursuits of public

administration studies.

Scope and Limitation of the Study

This study is limited in determining the relationship

between the socio-economic status, on work values and level

of performance of the government employees in the

municipality of Catarman, Northern Samar. The respondents of

this study were employees in the municipality of Catarman,

Northern Samar.

This study was conducted to focus on the socio-economic

status of the respondent, find out their work values,

determined the level of performance, find out the work-

related problems encountered and determined the relationship

between the level of performance of the respondents. It only

covered the selected barangays of Catarman, Northern Samar

for it would be hard for the researcher to cover all the

barangays in the said place with a very limited respondents

and limited time.

Theoretical Framework

This study supports the theory of work by Kontz.1 It

says, work is emphasized as an effort directed to the

accomplishment of some objectives. The theory stated that

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

work as certainly accomplished outside organized enterprise

not only as a requirement for making a living but also an

activity with no economic end in view, to viable, it is

necessary to establish rules concerning attendance, hours,

place of work behavior in the job and what comprises the job

itself. Inevitably, the employees feel at loss of freedom

but then still work in an organized enterprise; one reason

expounded by the theory is that because this is one best

opportunity to make a living. The need for income to

purchase scarce and therefore costly, goods and services

require men to work. Taking stock of existing knowledge and

skilled men will choose to secure income in which they will

achieve their best input-output ratio.

Another theory that supports this study is the theory

of work values developed by Super (1970) who defines work

performance as reference for the kinds of rewards to be

gained. Super indicated that work performance lies along a

continuoum from intrinsic refers to aspect of work that are

valued for own sake. Extrinsic work performance includes

characteristics of work environment and the reward that is

would bring rather than the pleasant gained from actually

doing too work. These include the surrounding, relations and

variety.2

2 Donald Super, Manual On Work Values Inventory, (New York Houghton Mifflin Company 1970)

Conceptual Framework

The variables are assumed that there is significant

relationship existing between the independent and dependent

variables.

The independent variables are factors having an effect

on the dependent variable, on the hand the dependent

variable is the cause of independent variables.

The independent variables in this study were age, sex,

civil status, educational attainment, employment status,

monthly income and work values.

Paradigm

Independent Variables Dependent Variable

Socio-Economic Status Age Sex Civil Status Educational attainment Employment Status Monthly Income Work Values

LEVEL OF PERFORMANCE

Figure 1. Paradigm showing the relationship of

independent variables and dependent variables.

Hypothesis

There is no significant relationship between the level

of performance of the respondents and the following

variables:

a. age

b. sex

c. civil status

d. educational attainment

e. employment status

f. monthly income

g. work values

Definition of Terms

The following terms are herein defined to facilitate

better understanding of the text of this study:

Achievement. Is the need to perform well according to

ones standard and abilities.3 In this study, achievement as

3 Romegio A. Bandilla, “Work Values and Leadership Style of Elementary School Principals and Teaching Performance of Elementary Grades Teachers in Northern Samar.”

a work values is the need to perform well according to the

respondents’ standard and abilities.

Age. It refers to a period of human life.4 In this

study, it refers to a period of the respondents existence

from birth to present.

Civic Involvement. It is active member in the community

and in civic organization.5 In this study, it refers to the

respondents’ active membership in the community and in civic

organization.

Civil Status. It refers to the description of the

respondents either single, married, widow or widower.

Competence. It is the possession of skills in the

nature of work.6 In this study, it refers to the respondents

possession of skills in the nature of their works.

Economic Security. It is the feeling of being assured

of a continuing income and adequate standard of living.7 In

this study, it is the respondents feeling of being assured

if a continuing income and adequate standard of living.

Educational attainment. In this study, it refers to the

highest level of education of the respondents.

4 Webster Dictionary (Newly Revised), p. 155 Bandilla, p. 206 Bandilla, p. 21 7 Ibid., p. 22

Employment Status. Operationally, it refers to the

status of the respondents as employees whether they are

permanent or casual.

Independence. It means being free from imposed

constraints in the work environment.8 In this study, it is

the respondents being free from imposed constrain in the

work environment.

Involvement In Decision Making. It is the term used for

participation in discussion of important issues affecting

the work organization.9 In this study, it is the

respondents’ participation in discussion of important issues

affecting their work.

Monthly Income. It refers to the government tax or

personal income.10 In this study, it refers to the monthly

earnings of the respondents.

Performance. It refers to the overall accomplishment

description of a worker.11 In this study, it refers to the

overall accomplishment description of the respondents.

Pride In Work. It is the feeling of satisfaction and

enjoyment that comes from doing a good job.12 As used in

8 Ibid.9 Ibid., p. 2310 Ibid.11 Edwin B. Flippo, Personal Management (Arizona, USA – Hill Book Company, Inc.,

International Service Edition, 1986) p. 20512 Bandilla, p. 25

this study, it is the respondents’ satisfaction and

enjoyment.

Professional Relationship. It is the feeling of being

respected, accepted and belonging to a group.13 In this

study, it is the respondents being respected, accepted and

belonging to a group.

Relationship With Fellow Worker. It refers to

maintaining relationship with superior or peers.14 In this

study, it is the respondents maintaining relationship with

co-workers.

Sex. Theoretically, this refers to the anatomical

differences by which the male and female are

distinguished.15 In this study, it refers to the anatomical

differences of the respondents by which the male and female

are distinguished.

Socio-Economic Status. Conceptually, as the social

standing of a person as measured by relevant indicators to

determine extent or level of situation or position in

society.16 In this study, it is defined as the social

standing of the respondents as measured by relevant

13 Ibid.14 Ibid.15 Webster Dictionary (Newly Revised), p. 299s16 James L. Bowditch, Economics Parameters (New York Exford University Press, Inc. 1984) p.

143

indicators to determine the level of situation or position

in society.

Work Values. In theory, this pertains to the moral and

ethical behavior of a worker at the work place.17 In this

study, it refers to the moral and ethical behavior of the

respondents in performing their tasks.

Chapter II

REVIEW OF RELATED LITERATURE

This chapter contains the various literature and

studies reviewed for the purpose of gaining more insights

about the study.

Conceptual Literature

17 Edgar F. House, et. al, Behavior In Organization: A System Approach of Managing (Boston)

A value, according to Andres as cited by Bandilla, is

intimately related to the search for meaning in human

life.18 It is said that life is meaningful when people are

found capable of being committed to it; they give their best

effort; it is worth living for and, if need be, worth dying

for. It has been said that values are the goals of people’s

striving, having as their purpose to render human existence

meaningful and to achieve the complete fulfillment of their

personalities as individuals and as a community. Values

enable man to change, to establish self-control and self-

direction.19

Values are classified according to the level of humane

life to which they correspond.20 Biological values are

necessary to the physical survival of man as an organism and

work are one of those values.

Garospe explores the potentials of values which he

considers core or central to the education and individual

transformation of the Filipino. Hard work is a core value.

The following statements elucidate the importance of work

values to the Filipino:21

18 Thomas Andres as cited by Bandilla, p. 2919 Ibid.20 Ramon B. Agapay as cited by Bandilla, Ibid.21 Vitaliano R. Garospe, Filipino Values Revisited (Manila: National Book Store, 1998) p. 540

Filipinos are hard working, they have left

their families and homes for work abroad, it

proves that Filipinos are not afraid of work. And

yet, there is a need to develop proper attitudes

towards work. Work indeed is a means to

comfortable life, and many workers in the Middle

East and United States have proven this for a

fact. But an inordinate desire to get rich quickly

is an entrapment of the soul. When materialistic

goal become the primary and sole reason for

working, work becomes an excuse for greed and

contention. Often, strikes and lack-outs are

fights over wages that are unjustly reserved.

A lists of 13 work values were identified by Tan, as

follows:

(1) Self-development – a concern for

developing one’s skill and abilities; (2) Security

– a concern for being able to maintain ones job;

(3) Creativity – a concern for developing

something original through ones work; (4)

Independence – a concern for being free from

exposed constraints in the work environment; (5)

Altruism – concern for assisting others; (6) Money

– a concern for obtaining large financial rewards

for ones work; (7) Management – a concern for

organizing the work of others; (8) Prestige – a

concern for recognition and status for the eye of

other; (9) Co-Workers – a concern for receiving

friendship and understanding for those with one

works; (10) Physical Activity – a concern for

being physically active in ones work; (11)

Detachment – a concern for being able to separate

work out of its influence from other parts in

life; (12) Lifestyle – a concern for the effect

that employment may have for where and how we

live; (13) Surroundings – a concern for the kind

of physical environment in which one works.22

Nelson and Quick,23 cited that the work values are

important because they affect how individuals behave on the

jobs in terms of what is right and wrong. The work values

most relevant to the individuals are achievement which is a

concern for the advancement of ones career. This is shown in

such behaviors as working hard and seeking opportunities to

develop new skills. Concern for other reflects caring,

22 Merlita C. Tan, “Work Values and Emotional Quotient of Teachers and Parents: Their Influence on Teaching Efficiently and National Elementary Assessment Test Performance of Grade Six Pupils in Northern Samar” (Unpublished Master’s Thesis, UEP 1999) pp. 25-26

23 Debra L Nelson and James Chambell Quick, Organization Behavior Foundations, Realities and Challenges, p. 115

compassionate behavior such as encouraging employees or

helping other work on difficult tasks. Honestly, it is

accurately providing information and refusing to mislead

others for personal gain. Fairness emphasizes impartiality

and recognizes different point of view. Individuals can

rank-order these values in terms of their importance in

their work lives.

According to Churden and Sherman,24 for the

organization performance system that provides input to all

the aspect of human resources management and of individual,

it provides feedback about the performance.

Sison,25 argued that the selection of good employees

served as the basis to effective manpower management. But

there is no guarantee that men’s selected are effective and

productive, since many factors can influence the efficiency,

stability and performance of man in his job.

According to Abosolo,26 the efficient management of

human resource in any organization can spell the difference

between its successes of failure to obtain its objectives of

goals.

24 Herbert J. Churden and Arthur W. Sherman, (California Southern Publishing Company 1984) p. 543

25 Perfecto S. Sison, Personnel Management, 6th Edition (Mandaluyong Manila; Personnel Management of the Philippines, 1991) p. 121

26 Patricia Arquellas-Abosolo, Personnel Management: The Efficient Management of Employees (Manila, Philippines: GIC Enterprises and Company, Inc. 1991) p. 100

She asserted that the employees’ performance rating is

one of most universal practices of management applied to all

level of organization. Basically, employees’ rating used to

measure and evaluate the worth or contribution of competence

in a particular position or job.

She furthermore added that it is used as a total for

developing employees which could also be developed to assume

greater responsibilities. It is also an instrument used to

measure the contribution of an employee to the organization

and to evaluate the performance of work of each employees.

It is also a tool in personnel planning to determine present

supply of personnel and to plan for possible replacement and

to plan for the future where manpower needs of an

organizational concern contracted to personal goals. It

helps to determine the performance of an employee on the

job, and lastly, she stated that it is an instrument the

determine changes in personnel promotion, transfer,

demotion, layoff and termination.

Related Studies

Lim’s study attempted to find out the work values and

performance of police officers as peace and order men in

Northern Samar. Super’s work values inventory was used to

measure work valued. It was found that the people’s office

work performance were determined on the basis of their

socio-demographic characteristics, work values and traits,

work performance factors and work-related variables. The

descriptive evaluated method of research was used. The

findings implied that the police officers in Northern Samar

still need to improve their work performance.27

Baytec, identified and analyzed the work values of

administrator and teachers of public secondary school in the

division of Ilocos Norte who were selected through

systematic random sampling. The analysis of data through a

questionnaire revealed that the degree of importance the

teachers attached to the work values did not differ

significantly with the degree if importance of the

administrator places on the work values. Baytec include that

the public secondary school administrators and teachers

attached “much importance” to the work values.28

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

28 Marino S Baytec as cited by Lim

Chapter III

METHODOLOGY

Locale of the Study

This study was conducted in the municipality of

Catarman, Northern Samar. Catarman is the center of the

province. It is bounded on the west by Bobon, on the south

by the municipality of Lope de Vega. On the north by the

Pacific Ocean, and on the east by the municipality of

Mondragon. At present, it is composed of 56 barangays,

fifteen (15) of which are located at the municipal boundary.

Respondents

In this study, the respondents were government

employees in the municipality of Catarman, Northern Samar.

The Random Sampling was employed in this study. Using

the formula of sample size, out of 394 government employees

in the municipality, 45 were included in this study.

Research Method

This study made used of the survey and correlational

research methods. This is the most appropriate method

because it attempted to estimate the extent to which

different variables affected the level of performance of the

government employees.

Data Gathering Procedures

First, a letter request to conduct the study was

prepared which was addressed to the respondents properly

endorsed and noted by the research adviser, and together

with the interview. The questionnaires were distributed

personally to the respondents by the researcher for the

purpose of immediate retrieval of the instrument.

The accomplished questionnaire was collected, organized

by numbering them for reference in the tabulation of data

gathered for statistical treatment and analysis.

Research Instrument

This study made used of the survey questionnaire. The

questionnaire consisted of four parts: Part I – contained

the profile of the respondents, Part II – centered on work

values, Part III – focused on the level of performance, Part

IV – talked on work-related problems.

Validation of the Instrument

The instrument of this study was pre-tested to two (2)

government employees in the municipality of Mondragon,

Northern Samar who was not a respondent of this study to

determine the reliability, appropriateness, relevance and

defects of the questionnaires. The pretest was done last

February 5, 2008.

Variables

There were two (2) sets of variables in this study the

independent variables and dependent variables. Independent

variables were the profile of the respondents namely: age,

sex, civil status, educational attainment, employment

status, monthly income and work values. The dependent

variable was the level of performance of the respondents.

The variables were measured and categorized as follows:

A. Independent Variables

The mean x age of the respondents was computed which

served as the cut-off point between “young” and “old”

categories. Those respondents whose age fell within and

above the mean were considered “old”, while those

respondents age fell below the mean was considered as

“young”, age was categorized as follows:

Age Group

47 – 65

25 – 46

Category

Old

Young

Sex of the respondents was categorized as male and

female.

Civil Status of the respondents was categorized as

single, married, widow or widower.

Educational Attainment of the respondents was

categorized as follows:

Educational Level

Master’s Graduate

Master’s Level

College Graduate

College Level

Category

High

- Average Low

High School Graduate

Employment Status of the respondents was categorized as

whether casual or permanent.

Monthly Income of the respondents was categorized as

follows:

Monthly Income

P 21,000 – above

P 16,000 – 20,000

P 11,000 – 15,000

P 6,000 – 10,000

P 1,000 – 5,000

Category

High

- Average Low

In determining the work values of the respondents, a 30

statements were asked and it categorized as follows:

Strongly Agree – 5

Agree – 4

Uncertain – 3

Disagree – 2

Strongly Disagree – 1

B. Dependent Variable

Level of Performance. In determining the level of

performance of the respondents, the 8 statement were asked

and it categorized as follows:

Most Important – 5

Very Important – 4

Important – 3

Less Important – 2

Not Important – 1

Statistical Treatment of Data

In order to come up with systematic statistical

treatment of data, samples size, frequency counts,

percentages and mean were employed. The relationship between

independent and dependent variables was analyzed using the

chi-square statistical treatment.

The formula for sample size:

n

N = -------

1 + Ne2

Where:

N = The Population Size

E2 = The Margin Of Error

N = The Sample Size

The formula for percentage distribution:

f Where:

P = ----- x 100

N P = Percentage

f = Frequency

N = Number of Cases

100 = Constant

The formula for weighted mean:

ΣFX

X = -----

N

Where:

X = The Mean

Σ = Summation

F = Frequency

N = Number of Cases

The formula for chi-square:

Σ(O–E)2

X2 = --------

E

Where:

X2 = Chi-Square

Σ = Summation

O = Observed Frequency

E = Expected Frequency