Instruction: Process, discuss and test the hypotheses specifically in

questions 4 and 5.

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

a. Age

b. Sex

c. Educational Attainment

d. Length of Service

Question 2. Determine the level of management practices of provincial

government employees in Compostela Valley Province.

Table 1. Perceived level of Corporate culture as management practices of

provincial government employees.

Items Mean Description

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

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

Table 3. Perceived level of Training as management practices ascribed by the

provincial government employees.

Items Mean Description

1. My department/office provide skills training to
its employees on their respective duties and
responsibilities.
 2. The employees in my department/office rotated
to be exposed to other functions within the
department.

3. Training is provided to enhance my skills for

my respective duties and responsibilities.

4. My department/office provide me with training

that are diagnostic, problem-solving and brain
storming.

3. Determine the Level of Job Performance of provincial government

employees

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

Items Mean Description

C24. Of the many goals of my department/office, I
think quality of work is given priority.
C25. Quality of work is given more priority over
increase of work.
C26. In a specific performance period, I formulate a
target of my own.
C27. In terms of measurement and evaluation of
performance, the employees do the rating with
employees.
C28. In performance evaluation, me or my supervisor
consider the cost incurred in performing the task
C29. In a performance period, I formulate my target
together with my group.
Table 5. Perceive level of Rewards practiced by provincial government
employees.

Items Mean Description

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

Table 6. Perceive Selection and promotion practices of provincial government

employees.

Items Mean Description

G35. Selection and promotion is decided by my
department head together with others.
G36. My department/office conduct training
emphasizing functional and job-related skills for
career development.
G37. The promotion in my department/office is based
on target performance.
G.38. Selection for promotion in my department or
office is also decided by my peers.
G39. My office provides training on problem- solving
skills.
G40. My promotion is based on group effort.
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

A1. Has planned and set the target and accomplished
it ahead of time.
A2. Has an exceptional initiative and always have
worthwhile suggestions
A3. Has an ability to cope up with any work assigned
by his supervisor.
A4. Reports to the office everyday to cope up with
his/her target.
A5. Has covered all aspects of work assignment.
A6. The task is completed just before or on the
deadline.
A7. Has an ability to work harmoniously with others
and obtain the cooperation of his co-workers.
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

Q1. Has accomplished the work without any errors
committed.
Q2. Has a thorough knowledge in almost all phases of
his/her work.
Q3. Has one or two minor errors of deficiency in
his/her work.
Q4. Has one or two major errors of deficiency in
his/her work and major revisions is needed.
 Q5. Has adequate knowledge of his/her job and
knows how to handle it.
Q6. Excellent results in all aspects of his/her work.
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

C1. Wears the office uniform regularly.
C2. Secures office pass when going out of the office.
C3. Minimal absences and coming on time in the
office.
C4. Attends flag ceremonies.
C5. Complies with the Special Orders issued by the
office.
C6. Submits daily time record on time.
C7. Wears the Identification Card all the time.
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

Table 10. Test of difference on the job performance of provincial government

employees when grouped according to sex.

Variable Sex Mean t-value Significance

Accomplishment Male
Female
Quality of work Male
Female
Compliance Male
Female 4.39

ns Not significant difference at 0.05 level.

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

Accomplishment 20 25
26 30
31 35
36 40
41 50
51 60
Above 60
Quality of work 20 25
26 30
31 35
36 40
41 50
51 60
Above 60
Compliance 20 25
26 30
31 35
36 40
41 50
51 60
Above 60

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

Accomplishment High School
College
Masteral
Quality of work High School
College
 Masteral
Compliance High School
College
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
Accomplishment Less than 5
5 10
11 15
16 20
21 25
Above 25
Quality of work Less than 5
5 10
11 15
16 20
21 25
Above 25
Compliance Less than 5
5 10
11 15
16 20
21 25
Above 25
5.Test if management practices show significant relationship to job
performance

Table 14. Relationship between management practice and job performance.

Practices Parameters Job Performance

Accomp- Quality Comp- Overall
lishment of work liance
Corporate culture Correlation
Significance
N
Communication Correlation
Significance
N
Performance Correlation
measurement and Significance
evaluation N
Selection and Correlation
promotion Significance
N
Training Correlation
Significance
N
Rewards Correlation
Significance
N
** Corelation is significant at 0.01 level.
* Correlation is significant at 0.05 level.
** Correlation is not significant at 0.05 level.