International Journal of English Literature and Social Sciences, 5(6)

Nov-Dec 2020 | Available online: https://ijels.com/

Employee Silence, Organizational Commitment,

and Job Burnout of Regular Employees in Local
Government Units in the Cotabato Province,
Philippines: A Keystone for Intervention
Rowell P. Nitafan
Department of Social Science and Philosophy, University of Southern Mindanao, Philippines

Received: 7 Oct 2020; Received in revised form: 11 Nov 2020; Accepted: 16 Nov 2020; Available online: 22 Nov 2020
©2020 The Author(s). Published by Infogain Publication. This is an open access article under the CC BY license
(https://creativecommons.org/licenses/by/4.0/).

Abstract— The study was a quantitative research that employed descriptive and correlational research
designs. It primarily determined if there is a significant association between employee silence, organizational
commitment, and job burnout of the regular employees of the selected local government units in District
three (3) of the Cotabato province.
Results found out that the degree of employee silence in terms of acquiescent, quiescent, prosocial and
opportunistic silence observed by the regular employees of the selected local government units at work was
moderate. Furthermore, the findings showed that they also shared a moderate degree of organizational
commitment in terms of affective, continuance and normative commitment towards their organization. Lastly,
the study determined that they experienced a moderate degree of job burnout in terms of exhaustion,
cynicism, and professional inefficacy at work.
Moreover, the research determined a positive yet very low relationship between employee silence and job
burnout, while a negative and very low relationship between organizational commitment and job burnout of
the regular employees. Lastly, it was verified in the study that none of the dimensions of employee silence
and organizational commitment was statistically significantly linked with any of the dimensions of job
burnout. Nevertheless, the study concluded that the correlations that were found between the variables and
their dimensions were insignificant and statistically due to probability.
Making the study more meaningful for the research respondents, the study recommended an intervention
program in the form of development training that the Heads, Supervisors and HRMDO of the concerned
offices may use as a keystone in addressing the issues on job burnout that were identified in the study such
as feeling strain from working all-day, emotionally drained from work, and used up at the end of the workday
for exhaustion; becoming more cynical about the contributions of their work and less enthusiastic about
work for cynicism; inability to solve the problems that arise at work, uncertainty on being effective in getting
things done, and unable to feel happy when something was accomplished at work for professional inefficacy.
Keywords— Employee silence, intervention program, local government units, job burnout, organizational
commitment.

I. INTRODUCTION demanding and exhausting job. The work overload,

In the world of management, it is a widely accepted fact unnecessary work, lack of recognition, lack of control, lack
that the employees are the sap of any organization. They of opportunity, dead time, and lack of trust were some of the
primarily determine the fate of the organization. Hence, it is depressing depictions of government workplaces
important that they are always motivated, committed and (Mckenna, 2015).
enthusiastic in their job to yield the best productive output Burnout is a widespread experience in working in the
for the organization. In the government, public service is a public sector. In fact, several studies show that government
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International Journal of English Literature and Social Sciences, 5(6)
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employees are at risk of job burnout (Boemah, 2006; & Weigelt (2018) found out that employee silence has a
Rothmann, Jackson & Kruger, 2003; Van der Merwe, positive and direct significant relationship with job burnout.
1984). Burnout is regarded as a deteriorating factor in the Additionally, it was determined by Leiter & Maslach (1988)
health and productivity of the members of the organization. that job burnout is significantly correlated with
It is a mental condition defined as the body’s reaction to organizational commitment. They further specified that all
occupational stress characterized by three (3) main the dimensions of job burnout are associated with
dimensions – exhaustion, cynicism or depersonalization, organizational commitment. However, in the conducted
and professional inefficacy (Maslach, Schaufeli, & Leiter, extensive literature review by the researcher in over 56
2001). The ever-increasing occupational stress exhausts the available researches online, it was determined that there was
employees to the extent that their physical and emotional a vacuum of study in the Philippines that ventured to
resources are depleted in their attempts to succeed the correlate employee silence, organizational commitment,
pressure of the job they work with other people. This leads and job burnout, especially among local government
them to lose motivation and other positive sentiments that employees. It was in this light that the researcher conducted
otherwise result to feelings of incompetence and lack of a study that filled-in the void in the body of research on
accomplishment (Sabaah et al. 2012). employee silence, organizational commitment, and job
Furthermore, silence and voice have gained the interest burnout, particularly among the selected local government
of researchers for more than 50 years. Employees’ voice is units in District three (3) of Cotabato.
essential in maintaining a healthy workplace. It is integral
in handling agreement, addressing conflicts, transmitting II. OBJECTIVES OF THE STUDY
knowledge, and promoting innovation in the organization The study focused on the correlation between employee
(Kumar, Alagappar & Govindarajo, 2015). However, some silence, organizational commitment, and job burnout among
employees refrain from voicing their ideas, opinions, and the selected local government units in District three (3) of
concerns about matters in their organization. This Cotabato province.
phenomenon is referred to as employee silence. Researchers Specifically, it endeavored to:
explore the construct of employee silence using four (4) 1. Determine the level of employee silence of the regular
dimensions - acquiescent, quiescent, prosocial, and employees in the selected local government units in District
opportunistic silence (Morrison & Milliken, 2000; Pinder & three (3) of Cotabato province in terms of:
Harlos, 2001; Knoll & van Dick, 2013). While it is seen by 1.1. Acquiescent silence
many as a sign of loyalty, many studies have demonstrated 1.2. Quiescent silence
that employee silence is destructive to the organization for 1.3. Prosocial silence
it impedes innovation, increases resistance to organizational 1.4 Opportunistic silence
change, and exacerbates employees’ feelings of stress and 2. Determine the level of organizational commitment of the
depression (Alparslan, Can & Erdem, 2015; Argyris & regular employees in terms of:
Schön, 1978; Morrison & Milliken, 2000). 2.1. Affective commitment
Moreover, organizational commitment has become a 2.2. Continuance commitment
popular research topic in organizational management and 2.3. Normative commitment
organizational behavior (Cohen, 2014). Organizational 3. Determine the level of job burnout of the regular
commitment was defined by Grusky (1996) as “an employees in terms of:
individual’s attachment to an organization.” Özsoy et al. 3.1. Exhaustion
(2004) added that organizational commitment is about 3.2. Cynicism
prioritizing the organization’s interests rather than the 3.3. Professional inefficacy
individual’s interests. McDonald and Makin (2000) 4. Determine if there is a significant relationship between
described the organizational commitment as a contract employee silence and job burnout.
between a person and an organization. Nevertheless, Meyer 5. Determine if there is a significant relationship between
& Allen (1997) developed a scale that measures organizational commitment and job burnout.
organizational commitment and defined it as a 6. Recommend an intervention program that will address
multidimensional construct comprised of affective, the issues or problems identified in the study pertinent to job
continuance, and normative commitment. burnout.
Meanwhile, numerous studies have linked employee
silence, organizational commitment, and job burnout. In
fact, the studies of Paksirat & Taheri (2016) & Knoll, Hall

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III. HYPOTHESES III. THEORETICAL FRAMEWORK

The following hypotheses were tested at 0.05 level of Employee silence, organizational commitment and job
significance: burnout are long studied concepts in the field of public
H01: There is no significant relationship between the administration. The underlying assumptions of the theory
employee silence and job burnout of the regular employees can be grounded through a series of theories. In explicating
in the selected local government units in District three (3) employee silence, the spiral of silence theory and theory of
of Cotabato province. reasoned action were used in the study. Moreover, the
H02: There is no significant relationship between the concept of organizational commitment is anchored on the
organizational commitment and job burnout of the regular Self-Categorization Theory of Turner (1999). Lastly, job
employees in the selected local government units in District burnout was elucidated through the multidimensional
three (3), Cotabato. burnout model of Maslach, Schaufeli, & Leiter (2001).
The spiral of silence theory was developed by Nuemann
IV. CONCEPTUAL FRAMEWORK (1974) to refer to people’s inclination to refrain from
Figure one (1) presents the conceptual framework of speaking when they feel that their ideas or opinions are
the study. The model shows the relationship between contrary to view of majority. The theory postulates a notion
employee silence, organizational commitment and job that voicing an opinion may lead to an adverse consequence
burnout among the regular employees of the selected local like reprisal or social isolation.
governments in the third congressional district of Cotabato The study is also supported by the theory of reasoned
province. action of Fishbein & Ajzen (1980). This theory implies that
Furthermore, all of the variables being investigated in the behaviour of an individual can be understood by delving
the study are all multidimensional viewed according to the into his personal intentions. Intention is the best determinant
most influential researchers in the field. Employee silence of behaviour. It is in turn shaped by (3) three factors –
was studied using the construct of Knoll and van Dick attitude, personal norms, and ability to control behaviour.
(2013) which was characterized into four (4) dimensions According to. A higher chance that the intention of the
namely acquiescent, quiescent, prosocial and opportunistic person will be executed into a behaviour if the attitude and
silence. Moreover, organizational commitment was subjective norms are more favourable to him/her, and there
determined using the dimensions provided by Meyer & is a greater perceived control.
Allen (1997) which comprised affective, continuance, and Furthermore, Knoll & van Dick (2013) suggests that
normative commitment. Lastly, job burnout was determined employees choose not to express their ideas, opinions or
through the dimensions of Maslach, Schaufeli, & Leiter concerns related to their work due to four (4) factors. First,
(2001) which involved exhaustion, cynicism and employees opt to be silent in the organization because they
professional inefficacy. believe that speaking up is pointless because there is nobody
to listen their constructive voice. Second, they fear that
giving comments may be personally risky. Third, they
believe that their silence is valuable to help or benefit their
colleagues or the organization as a whole. Lastly,
employees withhold their ideas because they have egoistic
motives. Deduced from past studies and theories, they
conceptualized the four (4) dimensions of employee silence
which include acquiescent, quiescent, prosocial and
opportunistic silence.
Moreover, the organizational commitment concept that
was examined in the study can be rooted from the Self-
Categorization Theory of Turner (1999). According to this
theory, the self is formed through organizational ties and
how people see themselves on different levels. This
approach holds that, depending on how important the
situation for social or personal identity, an individual’s
behaviour is developed by either by social or personal
Fig.1: Conceptual Framework identity processes. The theory suggests that one can see
himself as an individual, but connected with the social

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group to which he or she belongs. The person then becomes normative commitment positively and significantly
a subordinated individual whose identity is driven from the influences experienced burnout, whereas affective
social connections that he or she has. The theory explains commitment had no significant influence. Meanwhile, a
that organizational commitment is influenced by how a different result was shown by Sarıışık, Boğan, Zengin &
person develops his or her identity. It can be assumed that Dedeoğlu (2019) who concluded that organizational
if a large part of his or her identity belongs to the group, commitment is negatively linked with job burnout.
then it can be expected that he or she has a larger
organizational commitment. V. METHODOLOGY
Moreover, the multidimensional theory of burnout Research Design
proposed by Maslach, Schaufeli, & Leiter (2001) This research was a quantitative research that employed
conceptualized job burnout into three (3) core components a descriptive-correlational designs. Descriptive design was
– exhaustion (the basic individual stress dimension), used to ascertain the level of employee silence in terms of
cynicism (the interpersonal dimension), and professional acquiescent, quiescent, prosocial and opportunistic silence,
inefficacy (the self-evaluation dimension). According to organizational commitment in terms of affective,
their theory, exhaustion occurs when a person feels that his continuance and normative commitment and job burnout in
or her emotional and physical resources are overused and terms of exhaustion, cynicism, and professional efficacy of
depleted, and there is no source to replenish them. They said the regular employees in the selected local government units
that exhaustion is usually due to work overload and personal in District three (3), Cotabato. On the other hand,
conflict at work. On the other hand, cynicism is correlational design was used to determine if there is
characterized by feelings of detachment from work which significant relationship between the employee silence,
then results to negative reaction to people and to the job. organizational commitment and employee’s job burnout
Lastly, professional inefficacy happens when a person feels among the government employees in the selected
incompetence, lack of personal accomplishment and government units in the province of Cotabato.
reduced productivity at work. People experiencing this Research Locale
dimension feels that the choosing their job is a mistake, and The study was conducted in the selected local
often have negative view for themselves and for others. government units (LGU) in the third district of Cotabato
On the other hand, several propositions were formulated by province which comprise the municipality of Kabacan,
scholars in organizational sciences that determined the Matalam, and Carmen. According to the Commission on
significant linkage between employee silence, Elections (2016) of the province of Cotabato, the third
organizational commitment and job burnout. In determining legislative district of Cotabato province comprise the
the significant linkage between employee silence and job municipality of Banisilan, Carmen, Kabacan, Matalam,
burnout, Paksirat & Taheri (2016) determined a significant Mlang, and Tulunan. However, the conduct of the study was
inverse relationship between the two (2) constructs in the limited to the selected three (3) municipalities due to the
context of teachers. Secondly, Akin & Ulusoy (2016) following reasons:
determined a positive correlation between the two (2) 1. They are first class municipalities in terms of
constructs in the context of university academicians. income compared to the other municipalities in the
Thirdly, Mahmoud & Muthana (2018) verified the third congressional district of Cotabato province
significant effect of employee silence on the job burnout of (Philippine Statistics Authority, 2019):
hotel workers. 2. They are the most populated municipalities
In examining the significant correlation between (Philippine Statistics Authority, 2019):
organizational commitment and job burnout, Leiter & 3. They are the most accessible municipalities to the
Maslach (1988) indicated that organizational commitment researcher. It will make the conduct of the study
does not show a unique linkage with all of the components feasible and less costly to the researcher.
of job burnout although a significant correlation was Respondents of the Study
determined between the two (2) constructs. Furthermore, The respondents of the study were 236 regular
Tan and Akhtar (1998) upon working from a cultural employees in the selected offices of the local government
perspective, examined the relationships between units (LGU) of Kabacan, Matalam and Carmen, Cotabato.
normative and affective aspects of organizational Particularly, the selected offices comprised the Municipal
commitment and experienced burnout among bank Civil Registrar’s Office, Municipal Accountant’s Office,
employees. They determined in their study that one of the Municipal Treasurer’s Office, Human Resource
dimensions of organizational commitment, particularly the Management Office, Municipal Budget Office, Municipal

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Planning and Development Office, Municipal Social normative commitment with eight (8) statements each. The
Welfare Development Office, Municipal Disaster, Risk Cronbach coefficient of the modified scale was 0.79 which
Reduction Management’s Office, Municipal Engineer’s was found to be above the acceptable level (.70)
Office, and Municipal of Health Office. These were chosen recommended by Nunnally & Bernstein (1994).
since they were recorded to be some of the most demanding Lastly, the questionnaire of Bang & Reio (2017) which
offices, and employees working in these offices are at high was originally derived from Maslach Burnout Inventory
risk of job burnout (Cooke, Doust, & Steele, 2013; Takeda, (1996) was also modified in measuring the level of job
Yokoyama, Ibaraki, 2005; Yau & Chong, 2019). burnout of the regular government employees. It was
Moreover, they were identified through the following composed of 15 items divided into three (3) dimensions –
criteria: exhaustion, cynicism, and professional efficacy. The
1. They shall be permanent government employees Cronbach coefficient of the scale was 0.84 which was found
who met all the requirements for the position to to be above the acceptable level (.70) recommended by
which he or she is appointed: Nunnally & Bernstein (1994).
2. They shall be rank-and-file employees: Method of Data Analysis
3. They shall have worked in the office where he or The data gathered in the study were analyzed using
she is designated for at least one (1) year. statistical tools such as Mean and Spearman's Rank-Order
Sampling Method Correlation or Spearman rho. Mean was used in
The respondents of the study were the regular ascertaining the level of employee silence in terms of
government employees in the selected local government acquiescent, quiescent, prosocial and opportunistic silence,
units in the third legislative district of Cotabato province. In organizational commitment in terms of affective,
determining the study sample, non-probability convenience continuance and normative commitment and employee’s
sampling was employed by the researcher. In the identifying job burnout in terms of exhaustion, cynicism, and
the research respondents, the author was guided by several professional efficacy. Spearman's Rank-Order Correlation
criteria in accordance with the objectives of the study, but (Spearman rho) was used to determine if there is a
conducted the study in accordance with the availability of significant relationship between employee silence,
the regular employees to participate in the research. The organizational commitment, and job burnout of the regular
researcher acknowledged the non-probability errors that employees. In reference with the account of Creswell
arose in the study such as not getting the complete number (2008) on educational research, Spearman rho was the most
of employees in every identified office considering their appropriate correlation tool for the study since the three (3)
heavy workloads and busy schedules. constructs were measured through a five-point Likert type
Instrumentation scale and treated not as interval data, but ordinal data as
The instrument that was used in this research was a equality of variance was not established between each value
survey questionnaire that was divided into four (4) parts. on the scale.
The first part obtained data on the profile of the respondents;
the second part focused on the level of employee silence; VI. RESULTS AND DISCUSSION
the third part measured the level of organizational This chapter presents the collated and analyzed data to
commitment, and the fourth part determined the work draw empirical explanation of the constructs that are
burnout of local government employees in the selected examined in this research. It is divided into three (3)
municipalities in the Cotabato province. All was modified separate sections. The first section exhibits the descriptive
from several studies. analyses of the three (3) constructs investigated in this study
On the aspect of employee silence, the researcher where each is divided according to its dimensions. The
modified a questionnaire from the study Alparslan, Erdem second section shows the correlation analysis on employee
& Can (2015). It was composed of 20 items divided into silence, organizational commitment, and job burnout. The
four (4) dimensions – acquiescent, quiescent, prosocial, and last section displays the intervention program that is
opportunistic silence. The Cronbach coefficient of the recommended by the researcher to address the issues
modified scale was 0.93 which was found to be above the identified on the job burnout of the employees of the
acceptable level (.70) recommended by Nunnally & selected local government units in district three (3) of
Bernstein (1994). Cotabato.
The second part was also modified from the scale of 1. Respondents’ Employee Silence
Jaros (2007) on organizational commitment which was Employee silence is an organizational behavior defined
divided into three (3) indicators - affective, continuous and as “withholding relevant or confidential information,

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knowledge or concerns of work-related type” which was silence observed among the regular employees of the local
seen by several authors as a hindrance to the growth of the government unit of Carmen, quiescent silence was the most
organization since it impedes the flow of valuable ideas highly observed, while opportunistic silence was the least
(Adamska & Jurek, 2017). What is worse is it fails to observed. It was also reported in the study prosocial silence
address ethical transgressions that persist in the was more highly committed by the regular employees than
organization and increases the employees’ stress or makes acquiescent silence.
them feel depressed (Morrison, 2011; Morrison & Milliken, Secondly, the study found out that the municipality of
2000). Moreover, employee silence is conceptualized as Matalam ranked next after Carmen in the observance of
multifaceted with four (4) dimensions which comprise employee silence among its regular employees with an
acquiescent silence (futility and resignation based), interpretation of moderate. This finding was elucidated by
quiescent silence (fear and anger based), prosocial silence the moderate level of acquiescent silence, quiescent silence,
(unselfish and supportive based) and opportunistic silence prosocial silence, and opportunistic silence ascertained
(self-interest based) (Pinder & Harlos, 2001). It is on these among its regular employees. Similar to the results
dimensions that employee silence was investigated by the ascertained in Carmen, it was remarkable to note that of all
researcher. the dimensions of employee silence, quiescent silence was
Table one (1) presents the overall level of employee the most highly observed, while opportunistic silence was
silence in terms of acquiescent, quiescent, prosocial, and the least observed in Matalam. Moreover, it was divulged in
opportunistic silence of the regular employees in the the study that prosocial silence was more highly
selected local government units in District three (3) of experienced by the regular employees than acquiescent
Cotabato province. silence.
The research disclosed that regular employees in the Meanwhile, it was also divulged in the study that
selected local government units in District three (3) employee silence was least observed among the regular
experienced a moderate level of employee silence at work employees of the local government unit of Kabacan with an
(Mean=3.142). This implies that they were impartial on interpretation of moderate. This result was explicated by the
sharing their inhibition from expressing genuine moderate level of acquiescent silence, quiescent silence,
information, ideas, opinions, or concerns about matters prosocial silence, and opportunistic silence ascertained
relating to their job and organization. among its regular employees. Contrary to the results drawn
The general finding resonated the results in every local in Carmen and Matalam, it was noticeable that of all the
government unit wherein a moderate degree of employee dimensions of employee silence, prosocial silence was the
silence was observed in Kabacan (Mean=3.007), Matalam most highly observed, while opportunistic silence ranked
(Mean=3.165), and Carmen (Mean=3.256). Nevertheless, the lowest in Kabacan. It was also important to note that
the findings of the research do not fully corroborate with the acquiescent silence was more highly observed among the
qualitative studies conducted by Milliken, Morrison & regular employees than quiescent silence.
Hewlin (2000). In their research, 85% of the managers and In synthesizing the results, it was evident in the study
professionals who participated in their study were revealed that prosocial silence was the most highly observed
to withhold critical organizational information. Their dimension among the regular employees in general
respondents are full-time employees who work in various although quiescent silence ranked the highest in the local
industries which comprise news media, consulting, government unit of Matalam and Carmen. Based on the data
advertising and financial services. The difference between gathered, the prosocial organizational silence observed
the general results of the study and their research findings among the regular employees was mainly attributed to their
simply implies that the degree of observance of employee motive of (a) protecting their coworkers and not to put them
silence among employees varies in the private and public in a tight spot, (b) not wanting to hurt the feelings of their
sectors. colleagues or superiors, and (c) not to be seen as person
Furthermore, it was verified that the local government complaining about their coworkers to the management since
unit of Carmen ranked the highest in the observance of it was on these areas where prosocial silence was most
employee silence among its regular employees with an highly observed.
interpretation of moderate. This result was specifically To further illuminate the finding, the researcher
attributed to the moderate level of acquiescent silence, purposely reflected from the definitions of the previous
quiescent silence, prosocial silence, and opportunistic researchers in the field about prosocial silence. Adamska &
silence observed among its regular employees. Also, it was Jurek (2017) defined prosocial silence as a form of silence
interesting to note that of all the dimensions of employee that is based on the employee’s altruistic personality and

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collaborative intentions towards the organization. Pinder & government units in District three (3) of Cotabato province
Harlos (2001) added that the intention of withholding a very was partly explained: First is the altruistic personality of the
confidential yet valuable information or work-related regular employees, and second is the type and strength of
concerns is to benefit co-workers people or the organization connection that they have established towards their
as a whole. Umphress & Bingham (2011) added that those organization and their colleagues throughout time.
who are most likely to observe prosocial silence are the However, Umphress & Bingham (2011) pointed out that
employees who have developed “a strong attachment although the intention of silence was selfless and
towards the organization, its members or both.” It was on cooperative, prosocial silence also deteriorates the integrity
these grounds that the prevalence of prosocial silence of an organization as it conceals the ethical transgressions
among the regular employees in the selected local of its management or employees.

2. Respondents’ Organizational Commitment organizational commitment in terms of affective,

The importance of organizational commitment is continuance, and normative commitment of the regular
unquestionable in any organization whether a public and employees in the selected local government units in District
private organization. It was seen as an important indicator three (3) of Cotabato province
of employee retention (Steel, Griffeth, & Hom, 2002). The study determined that regular employees in the
Additionally, a plethora of research concluded that it is selected local government units in District three (3) shared
significantly associated with job satisfaction (Lok & a moderate level of organizational commitment towards
Crawford, 1999). Mowday, Steers & Poter (1998) defined their organization (Mean=3.309). This implies that they
organizational commitment as the depth of identification were impartial about developing a strong bond towards their
and involvement that an individual has with his organization organization, especially on identifying themselves as a part
that is unique to him. Kord, Yazdany, & Bojd (2011) of their organization and holding an obligation to stay in the
referred it to the “degree of attachment of an individual to organization primarily because their work is very important
the goals, values and vision of the organization he members to them.
with.” In simplest sense, organizational commitment is the Moreover, the general finding resonated the results in
bond that the members have with their organization. every local government unit wherein a moderate degree of
Studying organizational commitment as a organizational commitment was found in Kabacan
multidimensional construct was advanced by Meyer & (Mean=3.157), Matalam (Mean=3.353), and Carmen
Allen (1997). As suggested, this construct was formed by (Mean=3.417). Likewise, the result showed a slight
three (3) components – affective (commitment based on variation with the findings of Nacpil & Lacap (2018) among
emotional attachment), continuance (commitment based on the employees of government agencies in Region III,
perceived cost of separating) and normative commitment Philippines. In their research, a high level of organizational
(commitment based on perceived obligation towards the commitment in all of the domains of organizational
organization). It is on these dimensions that organizational commitment was found among their respondents.
commitment was investigated by the researcher. Nevertheless, both studies corroborated that government
Table two (2) exhibits the overall level of employees in the Philippines, particularly in the selected

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local government units in District three (3) of Cotabato commitment shared by its regular employees towards their
province and Region III have demonstrated a connection organization. It was also found out that the regular
and sense of belongingness with their organization. employees of Matalam have a higher level of affective and
Furthermore, it was divulged in the study that the normative commitment than continuance commitment at
municipality of Carmen was the most notable in the work.
observance of organizational commitment among its regular Lastly, the research determined that organizational
employees with an interpretation of moderate. This finding commitment was least shared at work by the regular
was specifically attributed to the moderate level of affective employees of the local government unit of Kabacan with an
commitment, continuance commitment and normative interpretation of moderate. This finding was ascribed to the
commitment shared by its regular employees towards their moderate level of affective commitment, continuance
organization. Also, it was unveiled that of all the dimensions commitment and normative commitment shared by its
of organizational commitment, continuance commitment regular employees to their organization. Additionally, it was
was the most highly observed dimension by the regular reported that the regular employees of Kabacan have a
employees. Additionally, it was enthralling to discover that higher level of normative and continuance commitment
affective and normative commitment were equally observed than affective commitment at work.
by the regular employees at work. Moreover, the study In summarizing the finding, it was surprising that the
unveiled that the municipality of Matalam ranked second in result on the most highly shared dimension of
the observance of organizational commitment among its organizational commitment by the regular employees
regular employees with an interpretation of moderate. This differs in every local government unit although normative
result was explained by the moderate level of affective commitment was the most highly shared among the three
commitment, continuance commitment and normative (3) dimensions in general.

Particularly, the study found out that affective moral obligation to remain, (b) things were better in the days
commitment was most highly shared by the regular when people stayed in one organization for most of their
employees in Carmen, continuance commitment in careers, (c) the value of remaining loyal to one organization,
Matalam, while normative commitment in Kabacan and (d) people these days move from company to company
granting a moderate interpretation in the three (3) too often. In this light, the study implied that the normative
dimensions. commitment that was found among the regular employees
Meanwhile, even though the finding on the most was due to how they value loyalty at work. In fact, their
highly observed dimension of organizational commitment belief on the significance of loyalty established a sense of
differs in every local government unit, normative moral duty among themselves to remain in their
commitment was found to be the most predominant organization for most of their careers which then led to
dimension of organizational commitment shared by the developing normative commitment towards their
regular employees in general. The prevalence of normative organization.
commitment in the three (3) local government units was 3. Respondents’ Job Burnout
primarily explained by the following descriptors: (a) Their When people think of job burnout, they usually label it
belief that loyalty is important making them feel a sense of as a negative experience that deteriorates employee

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performance. Job burnout is defined as a prolonged stress inefficacy experienced by its regular employees at work.
syndrome that is experienced by individuals at work Also, it was significant to point out that the regular
(Maslach, 2004). Among the present studies, the most employees of Matalam experienced a higher level of
widely used conceptualization of job burnout was exhaustion and cynicism than professional inefficacy.
developed by Maslach (Bianchi, Truchot, Laurent, Brisson, Secondly, the study revealed that the local government
& Schonfeld, 2014). In her model, she characterized job unit of Kabacan ranked next to Matalam on the experience
burnout as a multifaceted construct formed by exhaustion, of job burnout among its regular employees with an
cynicism, and professional inefficacy. interpretation of moderate. This result was credited to the
Within the model of Maslach, exhaustion happens moderate level of exhaustion, cynicism and professional
when employees experience an overextension and depletion inefficacy experienced by its regular employees at work.
of their mental and physical capital due to their job’s Furthermore, it was noticeable among the data collated that
excessive demands. Since there is no chance for renewal of the regular employees of Kabacan experienced a higher
energy, employees feel that they are shattered an unable to level of exhaustion and cynicism than professional
face another day at work. On the other hand, cynicism – the inefficacy.
second dimension of job burnout represents the Lastly, it was explored in the research that job burnout
interpersonal feature of burnout. Cynicism occurs as a result was least experienced at work by the regular employees of
overloaded exhaustion leading employees to develop an the local government unit of Carmen with an interpretation
adverse and hostile attitude against their job. Employees of moderate. This finding was imputed to the moderate level
who fell into this pit lose their vision of idealism at work. of exhaustion, cynicism and professional inefficacy
Professional inefficacy is the last dimension proposed by experienced by its regular employees at work. Similar with
Maslach in her model. This component transpires when results in Kabacan and Matalam, it was observed that the
employees feel incompetence and reduced productivity at regular employees of Carmen experienced a higher level of
work. Bianchi, Truchot, Laurent, Brisson, & Schonfeld exhaustion and cynicism than professional inefficacy.
(2014) added that sense of inefficacy at work persist when In amalgamating the results in every local government
people chronically consider anything they do as wrong. The unit, a similar finding was explored in all the selected local
danger in this dimension is that people who continuously government units indicating that exhaustion was the most
feel that they are unable to do their job well due to the predominant dimension of job burnout experienced by the
perceived incompetence at work may result to personally regular employees leaving cynicism as the second and
imposed failure in their job. It is on the idea of Maslach professional inefficacy as the least observed. The results
(2004) on job burnout that the study investigated it as a were further explained in the study of Maslach, Schaufeli,
multifaceted construct. & Leiter (2001) – the pioneering researchers in the field.
Table three (3) shows the overall level of job burnout They explicated that exhaustion is the fundamental feature
in terms of exhaustion, cynicism and professional inefficacy of job burnout. They also said that when people describe
of the regular employees in the selected local government their experience of burnout, they most often refer it to their
units in District three (3) of Cotabato province. The study experience of exhaustion. Accordingly, exhaustion is the
determined that regular employees in the selected local most reported component of job burnout, and this had led
government units in District three (3) experienced a some to devalue cynicism and professional inefficacy
moderate level of job burnout at work since they just considering them “incidental and insignificant.” Moreover,
encounter it sometimes (Mean=2.934). This implies that they verified through a series of quantitative and qualitative
they sometimes feel that they are emotionally and studies that exhaustion is a contributory element that
physically drained at work, detached from their work, and prompts people to emotionally and cognitively distance
incompetent and inefficient in accomplishing a certain task. themselves. Cynicism and professional inefficacy are just
Besides, the finding resonated with the results in every local secondary features of job burnout induced by excessive
government unit wherein a moderate degree of job burnout stress at work – the chief characteristic of exhaustion.
was observed in Kabacan (Mean=2.880), Matalam Furthermore, the degree of exhaustion that the regular
(Mean=3.092), and Carmen (Mean=2.830). employees have experienced in general was primarily
Moreover, the study found out that the local grounded to (a) their feeling of being emotionally drained
government unit of Matalam ranked the highest on the from work, (b) feeling used up at the end of the workday,
experience of job burnout among its regular employees with and (c) their account that working all day was really a strain
an interpretation of moderate. This finding was ascribed to for them since it was on these areas where exhaustion was
the moderate level of exhaustion, cynicism and professional predominant among the regular employees.

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4. Relationship between Employee Silence and job burnout, it was found out that no dimension of employee
Job Burnout silence has a significant relationship with any of the
Table four (4) presents the relationship between dimensions of job burnout.
employee silence and job burnout of the regular employees On the other hand, a negative and very low correlation
in the selected local government units in District three (3) was found between acquiescent silence and exhaustion (rs=-
of Cotabato province. 0.004); a negative and very low correlation was determined
The study found a positive yet very low correlation between acquiescent silence and cynicism (rs=-0.060);
between employee silence and job burnout (rs =0.038). The lastly, a positive and low correlation was examined between
direction of relationship between the two (2) variables acquiescent silence and professional inefficacy (rs=-0.324).
implied that as the regular employee’s silence increases to a In addition, a positive yet very low correlation was
certain extent, the job burnout also increases. However, no found between quiescent silence and exhaustion (rs=0.141);
statistically significant relationship was found between a positive yet very low correlation was revealed between
employee silence and job burnout (p=0.803) indicating that quiescent silence and cynicism (rs=0.118); lastly, a negative
the relationship that existed between the two (2) variables and very low correlation was verified between quiescent
was statistically inaccurate and due to chance. Hence, the silence and professional inefficacy (rs=-0.057).
study does not reject the H01.
In associating the dimensions of employee silence and

Meanwhile, a negative and very low correlation was Moreover, a negative and low correlation was verified
explored between prosocial silence and exhaustion (rs=- between opportunistic silence and exhaustion (rs=-0.439); a
0.300); a negative and low correlation was explored negative and low correlation was verified between
between prosocial silence and cynicism (rs=-0.324); lastly, opportunistic silence and cynicism (rs=-0.419); a positive
a positive yet very low correlation was discovered between yet very low correlation was confirmed between
prosocial silence and professional inefficacy (rs=0.254). opportunistic silence and professional inefficacy

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(rs=0.295). Subsequent with the findings, the study inferred was unveiled between affective commitment and
that the correlations found between the dimensions of exhaustion (rs=0.146); a negative and very low relationship
employee silence and job burnout were all inaccurate and was discovered between affective commitment and
due to some extent of probability since they were found to cynicism (rs=-0.298); lastly, a positive yet very low linkage
be insignificant. was confirmed between affective commitment and
The findings of the study opposed the results of Paksirat professional inefficacy (rs=0.234).
& Taheri (2016), Akin & Ulusoy (2016), and Mahmoud & Furthermore, a negative and very low association was
Muthana (2018) who determined that all the dimensions of disclosed between continuance commitment and exhaustion
employee silence are significantly associated with job (rs=-0.227); a negative and very low relationship was
burnout. However, a different result was demonstrated by demonstrated between continuance commitment cynicism
Knoll, Hall, & Weigelt (2018) concluding that only (rs=-0.082); lastly, a negative and very low link was found
acquiescent and quiescent silence have a statistically between continuance commitment and professional
significant relationship with the depersonalization and inefficacy (rs=-0.004).
emotional exhaustion while prosocial and opportunistic Additionally, a positive yet low correlation was found
silence do not show a significant association with job between normative commitment and exhaustion (rs=0.317);
burnout. a negative and very low correlation was found between
5. Relationship between Organizational normative commitment and cynicism (rs=-0.210); lastly, a
Commitment and Job Burnout positive yet very low correlation was found between
Table five (5) reveals the relationship between normative commitment and professional inefficacy
organizational commitment and job burnout of the regular (rs=0.261). Subsequent with the findings, the study inferred
employees in the selected local government units in District that the correlations found between the dimensions of
three (3) of Cotabato province. organizational commitment and job burnout were all
The study determined a negative and very low inaccurate and due to some extent of probability since all of
relationship between organizational commitment and job them were found to be insignificant.
burnout (rs =-0.083). This implied that the two (2) variables The results of the research corroborated with the
move in an opposite direction demonstrating that as the findings of Sarıışık, Boğan, Zengin & Dedeoğlu (2019) who
regular employee’s organizational commitment increases to concluded that organizational commitment is negatively
a certain degree, the job burnout decreases or inversely. linked with job burnout. Similar finding was shown by
Nevertheless, no statistically significant relationship was Hakanen et al. (2008) who indicated that organizational
found between organizational commitment and job burnout commitment do not predict burnout. Hitam, Zawawi & Jody
(p=0.587) indicating that the relationship that existed the added that only affective commitment associates burnout.
two (2) variables was due to chance. Hence, the study does On the other hand, Tan and Akhtar (1998) determined that
not reject the Ho2. one of the dimensions of organizational commitment,
In linking the dimensions of organizational particularly the normative commitment had a positive
commitment and job burnout, the study proved that none of influence on experienced burnout, whereas affective
the dimensions of organizational commitment has a commitment had no significant influence. However, a
significant relationship with any of the dimensions of job contradiction to the result of the study was provided by
burnout. Leiter and Maslach (1988) who indicated that all
On the other hand, a positive yet very low correlation dimensions of burnout correlate with commitment.

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6. Proposed Intervention Program appreciation among them as well as establish a stronger

To make the study more meaningful for the regular connection with their job and colleague. The objectives of
employees of the selected local government units in the the program were designed to address the exhaustion,
Cotabato province, the researcher purposely crafted an cynicism and professional inefficacy that regular employees
intervention program that would address the job burnout encounter at work. The program was divided into four (4)
experiences of the regular employees in the local phases which comprise the opening program, seminar
government unit of Kabacan, Matalam and Carmen. The proper, team building activities, and a closing ceremony.
intervention program was a training designed by the The training designed was attached in the following sections
researcher. The training program would specifically create of this research.
an understanding about the structure of burnout among
regular employees which includes its definition, signs and
symptoms, dimensions, and individual and institution
preventive strategies, develop a sense of work

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VII. CONCLUSION 3. The regular employees of the selected local

The following were the conclusions that were derived government units in District three (3) experienced a
from the research findings: moderate level of job burnout at work; specifically,
1. The regular employees of the selected local a moderate degree of exhaustion, cynicism, and
government units in District three (3) experienced a professional inefficacy was confronted by them in
moderate level of employee silence at work; their organization:
specifically, a moderate degree of acquiescent, 4. The study determined a positive yet very low
quiescent, prosocial, and opportunistic silence was relationship between employee silence and job
observed among them: burnout, but the correlation found between the two
2. The regular employees of the selected local (2) variables was proven to be statistically
government units in District three (3) shared a insignificant.
moderate level of organizational commitment to 5. The study determined a negative and very low
their organization; specifically, a moderate degree of relationship between organizational commitment
affective, continuance, and normative commitment and job burnout, but the linkage found between
towards their organization was confirmed among the two (2) variables was proven to be statistically
them: insignificant.

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6. The study found out that none of the dimensions of addressing a certain problem or could improve
employee silence and organizational commitment further the current status of the organization since the
was statistically significantly associated with any of ascertained opportunistic silence among the
the dimensions of job burnout. respondents was primarily due to concerns that
others could take an advantage of their ideas.
VIII. RECOMMENDATIONS 4. In strengthening the affective commitment of the
The following were the recommendations of the regular employees, an intervention program like
researcher to address the issues identified in the study as teambuilding or effective managerial support system
well as advance the current state of research in the field of towards the employees shall be established to
employee silence, organizational commitment and job reverse the respondents’ inclination of becoming
burnout: attached with another organization as they were in
1. The study recommended that the heads or their organization as well as make them more
supervisors of the regular employees in their concerned with the problems existing within their
departments shall give their subordinates a chance to organization since some regular employees were
express their ideas at work. They shall listen to their revealed to be apathetic with the problems in their
employees’ concerns or opinions about the activities organization.
of their organization since a considerable degree of 5. In strengthening the continuance commitment of the
acquiescent and quiescent silence were found among employees, the heads or supervisors as well as the
the employees. In light with the moderate employee Human Resource Management Office shall provide
acquiescence ascertained among the respondents, the more opportunities to their employees to make them
heads or supervisors shall be open to their proposals feel that they truly belong in their organization since
or concerns about their work, and an organizational the study determined that some of the regular
change shall be observed that encourages healthy employees in the selected local government units
sharing of knowledge or ideas among them. have a lot of options to consider leaving their
Moreover, in addressing the moderate degree of organization.
employee quiescence observed among the regular 6. To address the issues identified pertinent to job
employees, the study suggested that the heads or burnout of the respondents, the researcher highly
supervisors shall not initiate any adverse or proposed that the heads or supervisors of the
retaliatory steps like dismissing an employee from concerned offices as well as the Human Resource
work whenever someone voices an idea about the Management Office shall use the intervention
organization whether it is positive or not. program recommended in the study as a keystone or
Furthermore, all regular employees are implied not guide since it offers a variety of activities that will
to be influenced by their fear of being alone as a help the de-escalate the lived experiences of the
result of voicing out if the information or knowledge regular employees on job burnout.
that they keep among themselves is very vital in 7. To address the limitations of the study, the
attaining organizational goals. researcher implied the scholars in the field of
2. Although the intention of the employees’ prosocial organizational sciences to:
silence was mostly altruistic and cooperative as 7.1. Extend the scope of the study to other provinces
explicated by numerous studies in the field, the or regions and include a larger sample size to
practice of prosocial silence among the regular confirm whether the findings drawn in this
employees shall not in pursuit of concealing any research were also observed in other municipal
ethical transgressions at the workplace since such or city local governments in the Philippines or
unethical demeanors do not just lead to more serious not:
problems, but also degrade the integrity of the 7.2. Conduct a qualitative study that will explore the
organization. lived experiences of the regular employees on
3. Since the research also discovered a considerable employee silence, especially their reasons of
degree of opportunistic silence among the regular silence to draw a more in-depth understanding of
employees, it was important to suggest that the the construct:
regular employees shall not withhold a very relevant 7.3. Extend the study to the regular employees of the
information or work-related idea from their superiors selected private sectors in District three (3) to
or colleagues, especially if it is highly significant in draw a statistical comparison of the degree of

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employee silence, organizational commitment [14] Kumar, D., Alagappar, P., & Govindarajo, N. (2015). The
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