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THESIS ABSTRACT
1. Title :
THE LEVEL OF EMPLOYEE MORALE AT THE BENGUET
PROVINCIAL CAPITOL MAIN OFFICE
Total Number of Pages: 125
Number of Text Pages: 108
2. Author:
MERRY GAIL CIRIACO-VELASCO
3. Type of Document :
Masters Thesis
4. Type of Duplication:
Unpublished
5. Host/Accrediting Institution:
Saint Louis University
Bonifacio Street, Baguio City
2600 Philippines
6. Funding Agency:
7. Keywords:
None
Employee Morale, Job, Organizational Policies and
Programs, Superiors, Compensation, Opportunities for
Advancement, Position, Years in Service
8. Abstract
8.1 Summary. The study identified the level of employee morale at
the Benguet Provincial Capitol Main Office.
The
influencing
factors
considered in the study of employee morale were Job, Organizational
Policies and Procedures, Superiors, Compensation, and Opportunities for
Advancement. The level of employee morale was categorized according to
the employees’ profiles which are position and the number of years in
service. Differences in the level of employee morale were determined when
the respondents were grouped according to their profile. Likewise, the
relationship between the profiles of the respondents and the factors
influencing the level of morale were determined. Descriptive method was
applied and the primary source of data was the questionnaire, which was
pre-tested at the Municipality of La Trinidad, Benguet Province. Secondary
sources of data were likewise utilized by the researcher such as books,
unpublished materials, and Internet. These sources were used in explaining,
elaborating, supporting, or negating the findings of the study.
Statistical tools were utilized by the researcher in the form of
descriptive statistics for the interpretation and analysis of the findings of the
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study. Descriptive statistics such as: percentages, averages, weighted mean,
and frequency distribution were used. Friedman’s test was in testing the
significant difference in the level of employee morale when the respondents
were grouped according to position and the number of years in service. Chisquare was used to test the relationship between the factors influencing
employee morale and the employees’ position and the number of years in
service.
8.2 Findings: There were 340 respondents in the study. As to
position, the rank and file are composed of 172 or 82.69 % of the
respondents, 24 or 11.54 % are supervisors, and 12 or 5.77 % are
department heads. As to years in service, 93 or 44.71% belong to the 0-10
years in service, 78 or 37.50 % belong to the 11-20 years in service, 31or
14.90 % belong to the 21-30 years in service and 6 or 2.88 % belong to the
31 and above years in service.
As to the level of employee morale, the level of morale is low as to
organizational policies and programs and compensation, moderate level as
to superiors and opportunities for development, and high level as to job. The
over-all level of employee morale is moderate.
As to the differences in the level of employee morale when the
respondents were grouped according to their position, the study manifested
that regardless of the employee’s position, the level of morale did not differ
as to job, organizational policies and programs, superiors, compensation,
and opportunities for development. When the respondents were grouped
according to the number of years in service, there were differences as to job
and superiors. On the other hand, the study showed that there is no
significant difference as to organizational policies and programs,
compensation, and opportunities for development.
As to the relationship between the respondents’ position and the
factors influencing employee morale, the study showed that there is no
relationship between the employees’ position and job, organizational policies
and programs, superiors, compensation, and opportunities for advancement.
When the respondents were grouped according to years in service, the study
indicated that there is a relationship between job, superiors, and the
employees’ length of service. There is no significant relationship between the
number of years in service and organizational policies and programs,
compensation, and opportunities for advancement.
8.3 Conclusion. Based on the findings, most of the respondents are
rank and file who have been serving in the agency for 0-10 years.
The level of employee morale at the Benguet Provincial Capitol main
office is generally moderate. Specifically, the level of morale is high for job,
moderate for superiors and opportunities for development, and low for
compensation and organizational policies and programs.
Regardless of the employees’ position, the level of employee morale
as to job, organizational policies and programs, superior, compensation, and
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opportunities for advancement does not significantly differ. Regardless of the
number of years in service, employee morale does not differ as to
organizational policies and programs, compensation, and opportunities for
advancement. Significant difference was observed for job and superiors.
No relationship was observed between the employees’ position and
job, organizational policies and programs, superiors, compensation, and
opportunities for advancement. As to the relationship between the number of
years in service and the employees’ profiles, significant relationship was
observed between number of years in service and employees’ job and
superiors. No relationship was observed between the number of years in
service and organizational policies and programs, compensation, and
opportunities for development
8.4 Recommendations. Based on the findings and conclusions of the
study, the researcher recommends the following:
Improve the level of morale in the agency by improving on the different
areas influencing employee morale.
As to job, consider job enrichment to avoid boredom among the
employees. This will also allow employees to grow and learn other tasks
being handled by other workers. The agency should also consider having
additional learning and exercise activities to help the employees relax.
As to organizational policies and programs, committees should be
created to strictly monitor and implement the organizational policies such as
hiring and recruitment procedures. The Civil Service Commission should also
come up with an audit team to check on the implementation of policies
especially on hiring. Participation of employees’ family members in the
various agency programs is also recommended.
As to superiors, it is recommended that re-orientation or leadership
trainings be provided to enhance their current skills and relationship with their
subordinates. This training should include enhancing employee relationships
or teambuilding, communication, coaching, and the like.
As to compensation, it is recommended that salary grades be
reviewed and updated. Salary increase or adjustments should also be given
regularly due to yearly increase in cost of living. Additional benefits should
also be explored and be added to the current benefits being received by the
employees.
As to opportunities for development, the agency should also explore
other ways on how employees could learn continuously from their own field
while minimizing expenses. Training and development especially of the staff
employees should be implemented. They should be given opportunities to
facilitate various programs in the agency to develop leadership skills.
Lastly, conduct similar studies that will cover a wider scope of
respondents or population. Similar studies that will compare employee
morale between government and private employees is also recommended.