CHAPTER 1

THE PROBLEM AND ITS BACKGROUND

Introduction

Man’s work is one of the most important parts of his social identity, to himself, indeed
of his fate in the one life he has to live, for there is something almost as irrevocable about
choice of occupation as there is about choice of a mate. (Hughes: 1983)

An individual works in order to survive and to maintain and to enhance his relationships
with his peers and in multiplicity of groups. He may be happy in his survival tasks or he may be
woefully miserable.

In the NCRPO-PNP, a great number of Non-Uniformed and Uniformed Personnel

perform varied tasks and jobs for their livelihood. By virtue of Republic Act No. 6975 “AN ACT
ESTABLISHING THE PHILIPPINE NATIONAL POLICE UNDER A REORGANIZED DEPARTMENT OF THE
INTERIOR AND LOCAL GOVERNMENT,” of 1990, the Philippine National Police was established.

Through the implementing divisions of the National Police Commission (NAPOLCOM),

NCRPO-PNP have effectively worked towards the realization of the different programs of the
national government – the development of the totality of man. Such tasks demand the creation
of nurturing environment conductive to the growth and well-being of man.

The functions of the organization is tri-dimensional in nature, the development of man’s

mind and values, his physical well-being and the preservation and maintenance of all the good
and beautiful around him.

The three-pronged thrust of the Bureau in the development of the man’s mind and body
as well as his environs are dramatized by the functions of the different divisions. While the
underlying basic concept of the various projects of the Organization is traditional, the
implementing strategy is along the modern approach of management by objectives.

Because of the limited resources, the Organization’s and personnel’s resourcefulness

become crucial in its operations. Thus, so much creativity and managerial skills are called into
the picture to effectively supply the needs of the various projects of the NCRPO-PNP.

Thus, the NCRPO-PNP, in its very young age of existence, is able to contribute in its humble way
in the realization of the vision, making the National Capital Region (NCR) working in partnership with a
responsive community towards the attainment of a safe place to live, work, invest and do business with.
 In line with this, different employees/personnel were assigned in different departments
to perform the functions of the NCRPO-PNP to attain the goals and objectives formulated by
the Philippines National Police National Headquarters.

Basically, every government institution is committed to serve its constituents and the
community as an organized structure. However, the functions of any government organization
depends to a large extend on the effectiveness, rather, efficiency of people.

The foregoing presentation finds support in the contention of Matt (1972) who claims
that a great deal of success of any organization depends on the quality of the performance
rendered by its members who are directly responsible for making the organization function in
accord with definite goals and objectives it has set out to accomplish. He further points out that
people sets the parameters for acceptable human activity of prescribing tasks and inter-tasks
relationship. It follows, therefore, that the expertise and competence of employees, when
harnessed to the maximum, assure and insure the success of the operation. Their skills to
discharge their assigned tasks and responsibilities are judge in terms of their ability to maintain
desirable organizational climate in the total organizational environment, and in terms
competence to attain the goal of any plan or program.

At this point, it is relevant to mention that Pigors and Myers observed that job
satisfaction is a determinant of personnel mobility. Out of that observation arises an inquiry
which may be expressed in the following hypothetical questions. Can be job satisfaction be
related with the job performance? The logic here lies in saying that a person who is happy,
satisfied in his job is likely to be productive in his organization where he belongs. It also follows
that a person’s emotional feeling about his job has a lot to do in the performance of his work.
Using the NCRPO-PNP personnel as subjects, this investigation was conducted in order to
determine the relationship among job performance, job satisfaction and job morale of people.

STATEMENT OF THE PROBLEM

This study aimed to determine the relationship among job performance, job satisfaction
and job morale of the personnel of National Capital Region Police Office of the Philippine
National Police, 2012.

Specifically, the study sought to answer the following questions:

1. What is the demographic profile of the NCRPO-PNP personnel?

a. Age
 b. Gender
c. Civil Status
d. Highest Educational Attainment
e. Length of Service
2. What are the profile of the employee’s job satisfaction, and job morale in terms of the
following dimensions?
a. Job Satisfaction:
I. Physiological Needs
II. Social Needs
III. Intellectual Needs

Job Morale:

I. Employees’ rapport to Supervisor

II. Satisfaction with the Job
III. Rapport among Employees
IV. Employees Salary
V. Employees Status
VI. Office Facilities and Services
VII. Office Support of Production
VIII. Office Pressures
IX. Employees working time
X. Employees nature of Work

3. What is the level of Job Performance of the NRCPO-PNP personnel in terms of:
a. Job Performance:
I. Job Knowledge
II. Analytical Ability
III. Organizational Ability
IV. Quality and Quantity of Work
V. Dependability
VI. Commitment
VII. Initiative
VIII. Work Relationship
IX. Innovativeness
 4. How do the levels of personnel’s job performance signify and correlates with their
satisfaction and morale?

5. What policy implications may be drawn from the correlational study?

Significance of the Study

The success or failure of any organization and its operation largely depends on people
to constitute the manpower resources of the organization. Classic and modern theories of
personnel management support this contention.

More of the values of man are that of the organization is the realization of human
beings move and execute their functions according to their own values. So, it is important that
management considers the level of job satisfaction and level of Job morale of its people. It is in
this light that this study attempted to identify the role that job satisfaction and morale plays in
the effective and productive operation of the office.

The findings of the study will be of significant value to the following:

1. To the Management

Findings and implications of the study will provide the management the general
levels of satisfaction of workers in the office. Result will indicate the specific area of
satisfaction or dissatisfaction with employees services.

Administrators will find out how employees honestly feel about their jobs, what
area of their job these feelings are focused on, which department/s are particularly
affected and whose feelings are involved.

Further, the study may serve as diagnostic instrument for assessing employees
problems.

2. To the Employees

The findings may serve as safety value or emotional release for

employees/workers/personnel to get things off their chest and to feel better about things. Also
the study is a very good opportunity for them to communicate to the management how they
feel about the state of things at the office.

3. To the Administrators

Results of the study may greatly help them identify the kind of program,
activities or trainings the division heads may provide to their subordinates that would
correspond to their needs.

4. To the Personnel/Readers

Implication of the study may serve as guides for other people as they would
explore new avenues for growth and development of their constituents.

5. Other Researchers

The study may be used as reference points by other researchers who are
planning to undertake similar endeavor.

Scope and Delimitation of the Study

This research investigation attempted to probe into the relationship among job
performance, job satisfaction and job morale of the NCRPO-PNP personnel during year 2012.
The respondents involved to this study were the NCRPO-PNP personnel during year 2012. The
Job performance questionnaire was accomplished by their immediate supervisors or division
chiefs of these employees.

The important variables used in this study were job satisfaction and job morale variables
which were used as independent variables, and the job performance of the employees as
dependent variables. Job description as used in the study covered the physiological, social, and
intellectual needs of the employees. Morale on the other hand, was examined using ten
dimensions, namely:

1. Employees rapport with supervisor

 2. Satisfaction with the Job
3. Rapport among employees
4. Employees Salary
5. Employees Status
6. Office facilities and services
7. Office support of production
8. Office pressure
9. Employees working time
10. Employees nature of work

Job performance was qualified using job knowledge, analytical ability, organizational
ability, quality, and quantity of work, and work attitudes of employees.

To analyze the data, the following statistical tools were utilized, mean, standard
deviation and Pearson coefficient of correlation.
Notes on Chapter 1

Everett C. Hughes, work and Self, Jihn H. Pohres and Muzafer Sherif, Editors, Social
Psychology at the Crossroads, New York: 1983.

Paul Pigors and Charles Myers, Personnel Administration, 8th ed. Mc Graw Hill Book
Company, New York, 1977.