Volume 8, Issue 8, August 2023 International Journal of Innovative Science and Research Technology

ISSN No:-2456-2165

Public Leadership Behavior of Supervisors and

Professional Commitment of Employees:
The Mediating Role of Work Engagement of
Employees of the Local Government Unit
Derbert B. General1, Lorna T. General2
University of Mindanao Davao City Professional Schools

Abstract:- This study aimed to reveal the public By this logic, it must be assumed that the degree of
leadership behavior of supervisors and professional commitment can be expressed by the intensity phase of the
commitment of employees: mediating role of work motivation. It determines the amount of energy used to
engagement of employees of local government unit. achieve the goal (Aboramadan, & Dahleez, 2020). Therefore,
Utilizing the non-experimental quantitative research commitment has attribution meaning, as it distinguishes
design employing correlation technique of research and actions motivated by the belief about the need to perform and
mediation analysis for an in-depth analysis of the study, perform them with great effort to achieve the goal that
the researcher utilized adapted questionnaires to three accompanies the committed action. , i.e. get the best end
hundred ten employees of local government unit of result. Naturally, organizations value having engaged
province of Davao Oriental, Philippines, in the school employees in their ranks because their work is effective
year 2022-2023. Mean, Pearson r and Path Analysis were (Park, Han, Kim, & Kim, 2022).
the statistical tools used. The results revealed that public
leadership behavior of supervisors had a very high extent Incidentally, in an age of fierce competition in any
in all indicators and the professional commitment had business or organization, employee professional
high mean level. Whereas, the work engagement had a commitment should be a tagline. Much attention has been
high mean rating. Furthermore, findings revealed that paid to research on organizational commitment by
public leadership behavior and work engagement showed researchers and scholars (Duran, Celik, Ertugrul, Ok &
significant relationships, work engagement and Albayrak, 2021); Margaretha, Saragih, Zaniarti and
professional commitment and public leadership behavior Parayow, 2021); Permatasari, Purwana and Akbar, 2020);
and professional commitment. Obuobisa-Darko, 2021) with the hope of identifying the
dynamics of professional engagement so that organizations
Utilizing the path analysis, the results of the study can survive tough competitions taking place in both local,
revealed partial mediating effect of work engagement on national or global contexts ( Wang, Xu, Zhang and Li, 2020);
the relationship between public leadership behavior and Tian and Zhang, 2020), but the issue of professional
professional commitment. This implies that the engagement continues to be a burning issue in both the
mediating role played by work engagement of private and public sectors. This indicates a gap somewhere
government employees partially assisted in clarifying the along the line.
process that was responsible for the relationship between
public leadership behavior and professional In today's highly competitive world, the commitment
commitment. of professionals to their organization makes sense as a credo,
especially when higher productivity is required. But that
Keywords:- Public administration, work engagement, public doesn't happen in government-run businesses, agencies or
leadership behavior and professional commitment., organizations. What is noticeable in these organizations,
Philippines. however, is the decline in productivity (Norouzinik,
Rahimnia, Maharati, & Eslami, 2022), possibly due to
I. INTRODUCTION employees' lack of commitment to the vision, mission, and
goals. organization's. (Luu, 2019; Meynhardt, Brieger and
Today, employee professional commitment is considered Hermann, 2020; Aggarwal, Chand, Jhamb and Mittal, 2020;
insufficient. Sena (2020) states that 90% of employees lack a Xu, Li and Wang, 2021).
strong commitment to their organization. The cause of this
shortfall is employees' dissatisfaction with their organization, Furthermore, according to Manalo, de Castro and Uy
which also leads to employees' lack of motivation to (2020), career commitment increases productivity, regular
complete the task. At the same time, Arthi and Sumathi attendance, and increased intention to stay in the
(2020) found that employees who lack motivation and job organization. Furthermore, to date, there has been extensive
satisfaction also lack commitment to their organizations. research on public leadership (Vogel & Werkmeister, 2021;
Sorensen, Bryson, & Crosby, 2021) since its introduction
two decades ago (Bateman & Organ, 1983). Public
leadership scholars have long considered managerial
leadership to be an important factor in the effective

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Volume 8, Issue 8, August 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
functioning of government organizations, including the In addition, in many cases, leaders who are successful
delivery of better and effective services. Commitment in inspiring and motivating others have high levels of energy
represents a willingness to put in great effort to achieve the and enthusiasm. They energize their team to achieve difficult
best results for the organization and the people it leads. This goals and enhance the performance of all team members.
type of leadership can motivate subordinates to perform at Many leaders focus only on completing the task in the job
their best and support the core ideas of the team. If team description and forget about inspiring (Mitra, 2020).
members see their leaders invested in the business, it
motivates them to stay in the organization and work hard for In any organization, leaders are often responsible for
its growth (Gamboa, Ilac, Carangan) & Agida, 2021). failure. Because of this, your employees may be threatened
to take the next step and grow in their role for fear of taking
The aim of this study was to examine the mediating on new responsibilities. To change this behavior and create
effect of job engagement on the relationship between an environment where all levels can thrive and work as a
supervisor's public leadership behavior and job engagement. team, see failure as a learning opportunity and make it a
More specifically, the study will seek to answer the following fundamental tenet of your culture. , rather than an
questions. The first objective is to assess the extent of public opportunity to blame (Wexler & Oberlander, 2020).
leadership by supervisors in terms of accountability,
legitimacy, ethics, and political loyalty; and network Likewise, based on a survey of public and private
administrator. Assess the level of professional commitment sector managers who Accountability is considered the most
in terms of emotional career commitment, continuing career important value for the public sector. Much significant
commitment; and standard professional commitment. scholarly work has been devoted to accountability, including
Furthermore, the fourth describes the level of commitment to leadership and accountability. However, responsibility is an
work in terms of strong, dedicated; and absorption. Identify elusive concept. It is an evocative political word and is often
a meaningful relationship between a supervisor's public used as a symbol of good governance. Therefore, it is
leadership behavior and professional commitment; mass necessary to clearly define the concept. He notes that the
leadership behavior and commitment to work and most concise description of responsibility would be the
commitment to work and commitment to work. To determine obligation to explain and justify such behavior (Schwarz,
whether the mediating effect of job engagement on the Eva & Newman, 2020).
relationship between supervisors' public leadership behavior
and job engagement. Employee engagement and loyalty are very important
to the organization, as Monje-Amor, Vázquez and Faíña
The following null hypotheses were treated at the 0.05 (2020) pointed out about positive relationships with the
significance level. public leadership behavior and work organization, in which employees are instrumental help the
commitment and work commitment and career commitment. organization achieve its goals or succeed. Decuypere and
To determine whether the mediating effect of job Schaufeli (2020) also do not observe that individuals who are
engagement on the relationship between supervisors' public committed to an organization have positive feelings towards
leadership behavior and job engagement. the organization, demonstrate a desire to stay in the
organization, have a strong confidence and perception of
II. REVIEW OF RELATED LITERATURE values and goals of the organization and is willing to do the
best work for the organization. Because engaged employees
This section provides discussion of the principles, possess energetic and emotional connections to their work
concepts, ideas and perspectives of various authors, who activities, see themselves as capable of meeting the demands
have provided valuable contributions on Directions include: of the job and delivering on their commitment. them to others
responsibility, legitimacy, ethics, political loyalty; and in the workplace (Bakker, 2009; Demerouti et al., 2010), so
network administration (Murray, 1983). Likewise, they are more likely to contribute to the sustainable
discussions were also provided on teacher engagement, development of individuals and organizations while
which emphasized vitality, dedication and receptivity promoting a place healthy work (Bakker et al., 2011). It is
(Balducci, Fraccaroli, & Schaufeli, 2010). Career important for organizations to get a feel for the true nature of
commitment focuses on emotional career commitment engagement, especially in the public sector, to better define
(APC), continuing career commitment (CPC), and normative its drivers (Mostafa & AbedEl-Motalib, 2020).
career commitment (Meyer, Allen & Smith, 1993).
Engaged employees exhibit high energy and mental
There is no daily active interaction with their resilience, and they tend to be willing to invest significant
employees, nor the human side their job, other aspects of the effort in assigned tasks. In addition, highly engaged
leader's responsibilities will be affected. Leadership is a two- employees tend to be aware of the importance and challenges
way commitment between leaders and employees to achieve of their work, and show enthusiasm and pride in their work,
a common goal. This commitment motivates leaders to thereby improving their performance. their capacity.
influence employee behavior while also influencing Although the concept of commitment is pervasive and the
employee perception. This leads to expectations of amount of research in the field of engagement is increasing
appropriate behavior rooted in the organizational (Demerouti et al., 2010), this topic has not received adequate
environment (Vogel, Reuber, & Vogel, 2020). research attention in recent years. recently. ., 2019).

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Volume 8, Issue 8, August 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
While the focus is on identifying and nurturing the different styles Leadership and different types of motivation
positive effects of job engagement, developing programs for among followers (Bono and Judge, 2003)
those who are not fully engaged (or not actively engaged) can
also same priority. In particular, disengaged individuals This theory is based on the prepositions of Ying and
reported an inability to cope effectively with the political Zaman (2008) that leadership behaviors affect commitment.
environment, largely due to a lack of personal and Leadership behavior is more selective about employee
professional resources (Kane-Frieder et al. 2014). performance. This means that the better the leadership
behavior, the higher the professional commitment and the
Studies have shown that emotional attachment to the more incentive to create a favorable working atmosphere in
company can develop and mature into a strong commitment the organization. With good leadership style, it will create
to the organization from employees who report they are trust that superiors care about not only in the
satisfied with the organization. For example, in a study organization/working unit but also in other working units.
conducted by Supardi, Yulianah and Ariawan (2023), it was
found that 40% of employees who are very satisfied with When leaders understand the pillars of engagement,
their organization are likely to develop a strong emotional then they can begin to leverage employee engagement to
commitment to the organization. their. In contrast, the achieve positive organizational outcomes such as better
remaining percentage of employees is unlikely to grow in employee retention, satisfaction, and more. higher customer
this way. In addition, in a study conducted by Salim, Buhari, satisfaction and better financial performance. There are
Yong and Lee (2020), they found that increasing engagement efforts to increase employee engagement by improving
at work, perceived organizational support and satisfaction at leadership (Aggarwal, Chand, Jhamb, & Mittal, 2020).
work is an effective way to attract highly engaged
employees, which implies that if organizations require Additionally, employees who stay engaged and
commitment from their employees, they must first take the committed to their organizations give businesses important
first step towards satisfaction. its staff. Influential competitive advantages, including increased productivity
organizational commitment also benefits employees. and reduced employee turnover. It is therefore not surprising
Employees with a high degree of emotional commitment that organizations of all sizes and types have made
experience lower levels of stress even though they work substantial investments in policies and practices that promote
longer and harder than those without engagement. Emotional the cohesion and cohesion of their workforces (Ahakwa,
attachment encourages motivation and reduces work-related Yang, Tackie & Atingabili, 2021).
physical and psychological stress, is less emotionally Furthermore, leadership behavior affects
draining, and personalized (Meriç, & Erdem, 2020). organizational commitment and employee performance
Employees who are engaged with their organizations, because they are responsible for leading their employees to
jobs, and careers seem happier and are able to spend more achieve their work goals. Therefore, leadership behavior is
quality time with their families and hobbies. Individual one of the important factors affecting organizational
employee involvement and commitment to work groups commitment (Yiing & Zaman, 2009). Additionally, public
improves team performance, pro-social behavior, and team leadership behavior that fosters employee engagement and
cohesion, which in turn improves performance and job provides a clear vision can help employees internalize
satisfaction. People who are engaged in their work and/or organizational goals and understand how valuable their
career have less absenteeism and less intention to quit, contributions are. How to achieve that vision (Schwarz,
increasing job satisfaction and increasing intrinsic 2017)
motivation (Sunyoto, 2020). As for negative leadership behaviors, studies have
The Side Betting Theory, according to Becker (1960), shown that abusive leadership is inversely associated with
holds that there are certain investments made by employees emotional commitment and persistence (Rayner & Keashly,
in an organization that make it more difficult for them to 2005). In turn, Mehta and Maheshwari (2013) suggest that
leave the organization because of the effort to leave the there is an inverse relationship between perceived toxic
organization, the investment of "side bets". " be done. in the leadership behaviors and organizational commitment. This
organization will be lost. Thus, the theory is that employees finding supports the results of Weaver and Yancy (2010) that
develop high levels of commitment when they perceive that negative leadership is inversely related to employees'
they have invested time, effort, and other personal resources emotional commitment and positively related to their
in an organization that would be lost if they terminated their intention to leave the organization.
status. members of the organization and could not find If overt leadership behavior is not aligned with an
another job. employee's career goals, it can cause employees to become
apply their abilities and resources to a given cause. This more committed to their cause than to the organization,
ability is necessary to discussions about charismatic or which will have the opposite effect on employee
transformational leadership in general and in education performance. organization (Cohen, 2003). Organizations
sector in particular. It sheds light on how individuals where employees can commit to the organization, but not on
influence others and persuade them to devote all their efforts an individual level (i.e. employees lead to status quo
to tasks that help them achieve their goals. However, few performance or performance below expectations (Cohen,
studies have directly examined the relationship between 2013).

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Leadership can influence employee behavior in an III. MATERIALS AND METHODS
organization in relation to attitudes, motivation, and
performance, all of which can affect engagement levels. In A. Study Participants
this sense, leaders, when interacting with their teams, use a Respondents in this study included only regular
combination of characteristics, skills, and behaviors related employees of Mati City Hall and Capital Provincial Office,
to leadership styles. These are often based on a combination Davao Oriental Province. The study participants were 315
of their beliefs, ideas, norms and values (Iqbal, Inayat, Ijaz local government (LGU) employees in Davao Oriental out of
& Zahid, 2012). Figure 1 shows the conceptual framework a total of 3,062 employees. The sample size was determined
of the study. The independent variables are public leadership by a quota of 65 samples per department, which Knofczynski
behaviors that focus on accountability referring to and Mundfrom (2008) were able to give a good degree of
accountability, the legitimacy of being authorized or prediction. Quota sampling is used here because the
recognized by law; legitimacy, oral ethics, principles that researcher chose to set the target number of LGU population
govern one's behavior or conduct an activity, political required for this study. Quota sampling (Change of Mind,
loyalty, dedication, and network governance refer to the 2015) is one of three types of non-probability sampling; The
regime most commonly associated with management other two methods are purposeful sampling and convenience
concept. The dependent variable on career commitment has sampling. With a quota of 65 employees per department, the
the following indicators (Meyer et al., 1993), namely: sample population amounts to 315 local government
emotional commitment or so-called emotional attachment, employees, meaning each city has 20% of the population.
identification and participation in the organization; Ongoing The aim of the researchers was to provide a sufficient subsidy
commitment refers to the perceived costs associated with for the number of respondents. In this study, a staff member
leaving the organization, and; Normative commitment is with at least one year of service experience and signed a
known as perceived obligation to stay in the organization. consent form to participate in the study.
While the intermediate variable is job engagement with the
following indicators; vitality, enthusiasm or intensity; In addition, those excluded from this study are the
devotion or the state of absorption of devotion, or the process private sector, those who are on leave, have withdrawn from
of absorption or the state of being (Schaufeli & Bakker, the study, hold administrative positions or have less than one
2003). year of civil service experience, who have processed or had
incomplete data and did not indicate their intention to
This study is important from the point of view of participate in the study by a certificate of a consent form.
government employees in different countries, as it will serve Also, there is no requirement of justification if the participant
as a basis for system adoption and improvement. Good wants to withdraw money early for any reason. Therefore,
leadership is needed to establish the voice for an effective, the researcher found that the staff of Davao Oriental and Mati
efficient and ethical government. Good leaders instill City lacked teamwork, lacked empathy and support from the
confidence in government and its ability to serve its people, government, and assumed too many roles during the
while ensuring that government policies meet the needs of pandemic. bad behaviors at work that hinder the progress and
the people (Spicer, 2016). development of the organization.

Furthermore, the findings of this study could be a first B. Materials and tools
step in developing a leadership framework in this area by There are three sets of questions approved by the authors
identifying leaders' leadership activities. Identifying the of different studies, verified by the experts who developed
ways in which their leaders practice leadership consistently the questionnaires. The revised standardized questionnaire is
will lead to an early understanding of the type of leadership valuable in terms of content because it has undergone a series
that exists in Davao Oriental. Employee involvement can of modifications to classify the most valid and reliable
provide an opportunity to tailor leadership training to meet questions. Moreover, it has been tested and proven by the
needs and help them develop better leadership with authors themselves. The questionnaire was designed in a
autonomy. Participating in this research can help leaders use very comprehensive form with the help of expert reviewers
the results as a reflective tool to gauge their leadership to provide respondents with the ease and comfort needed to
confidence and performance, while providing key leaders answer each question and understand the purpose of the
with insight into the future. points and experiences to observe study. . During the validation process, the questionnaire
the benefits of using assessment tools as a guide for learning, achieved an overall average score of 4.28, which is
development, and problem-solving. solve. From themselves, equivalent to the very descriptive score given by the
leaders can model the use of assessment tools and implement validation experts.
its use in the growth of their organizations and so that
employees can work according to the codes of practice. work In addition, pilot tests have also been applied.
has been established and requires close supervision of Cronbach alpha will be used to check the validity of the
employees so that employees can perform better in the questionnaire with the following measures: public
future. leadership, work commitment, and career commitment.
Cronbach's alpha coherence is usually between 0 and 1.
However, there is no lower limit for the coefficient. The
closer the Cronbach's alpha is to 1, the greater the internal
invariance of the variables in the scale (Gliem & Gliem,

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Volume 8, Issue 8, August 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
2003) and modifications will be made to check the validity Cohen, West and Aiken, 2003). In addition, the intermediate
of the questionnaire. variable (public leadership) is an intermediate variable
between independent causal factors (work participation) and
The first part of the questionnaire focuses on the overt results (work participation). Its objective is to estimate the
leadership of the supervisors and emphasizes accountability, influence of variable Z (PSM) on the effect of X (OCB) on
legitimacy, ethics, and political loyalty; and network Y (OC) (Baron & Kenny, 1986). MacKinnon (2008) also
administration. with a Cronbach Alpha result of 0.912. The explains that the intermediate variable blocks the direct
second questionnaire measures the level of professional association between variables X and Y, and thus sheds light
commitment. with a Cronbach Alpha result of 0.877, which on the nature of the link that variable X has on variable Y,
implies that the items have a relatively high consistency, but not that variable X has a relationship. Cause and Effect.
have an Influential Career Commitment (APC), Continuous directly on the variable Y. In other words, in the context of
Career Commitment (CPC) and variable questionnaire this study, public leadership (Pl) redirects the direct link from
subscales. The change of standard professional commitment work commitment to career commitment.
is adjusted from (Meyer, Allen & Smith, 1993). The third
part of the questionnaire is an employee scale of job The first step in data collection was to obtain
commitment, which emphasizes strength, dedication and permission from the Rector of the Graduate School at the
passion (Schaufeli & Bakker, 2003). Cronbach's alpha was University of Mindanao, as well as the Governor and Mayor
applied to verify the reliability of the .818 tool. of Mati City, as well as various local government offices
(town hall). (Davao Oriental Province) to allow researchers
The scales used to interpret Experienced Community to conduct research. Once approved, the researcher went to
Leadership, Work Commitment, and Professional different departments to personally deliver the approved
Commitment are as follows. letter with links from the Google form to the questionnaire.
The researcher is grateful for the positive feedback from the
Media Range Description Level Description: offices of various departments in Davao Oriental.
 4.20 – 5.00 Very High If this measure is still obvious to
local government employees. Due to pandemic-related health requirements, the
 3.40-4.19 High If this measure is commonly observed questionnaire was distributed online through the Google
among employees of local government. Form platform. Links to Google Forms were distributed to
 2.60-3.39 Medium If this measure is sometimes followed several groups through Facebook Messenger, and the
among local government officials. 1.80-2.59 Low If this School's Research Coordinator helped researchers distribute
measure is rarely followed among local government the Google link to local government offices. On the other
agencies. hand, to ensure that there will be 315 responses, the survey
 1.00-1.79 Very Low If this measure is never observed has been open for at least a month. Data collection for the
among local government employees. study began in the first week of August 2022 and ended in
February 2022. To determine the significance of the
The study used non-empirical quantitative research mediating effect variable, Pearson-r was used. Furthermore,
design method using correlation technique. The plan and linear regression determines the predictors of the dependent
structure of this study is to provide a reliable answer to a variable given the list of independent variables. The study
research question. Its purpose is to describe attainable assesses whether people have leadership experience, job
characteristics such as achievements, attitudes, behaviors, engagement, and career engagement.
and relationships. The non-empirical quantitative method is
relevant to the present investigation because it addresses On the other hand, the researcher adhered to
public leadership, work involvement, and expert comprehensive ethical standards in the study by following
involvement. Variables are not manipulated; they are only protocol reviews and standard criteria established by the
identified and studied when they occur in the natural University of Mindanao Ethics Review Committee
environment (Educational Research, 2011). (UMERC) with certification number 2022-013. Participants
will have a voluntary will to contribute voluntarily without
Descriptive investigation is valuable in proving the incurring any form of cost during the study. In addition,
facts that underlie scientific judgments. It provides essential under the Data Protection Act 2012, the researcher ensures
knowledge about the nature of objects and people, and plays that the respondent's personal information is kept
an important role in the development of tools that measure confidential. The researcher also ensures that the information
many things, tools that participate in all types of quantitative gathered from the survey questions is accurate and that the
research as data collection tools. . The descriptive-correlation sources of information are correctly recognized. Overall,
survey method is suitable for the current survey because it before, during and after the study, the researcher complied
involves the description and identification of the independent with all ethical standards established by UMERC.
and dependent variables (Creswell, 2013).
IV. RESULTS AND DISCUSSION
Mediation tests were used in this study as they probed
the relationship between three variables such as public The introduction, examination, and translation of the
leadership, job engagement, and job engagement. Mediation procured information are delineated in this portion of the
analysis was used to explore and assess how an intermediate paper based on the investigate targets of this think about. The
variable might influence variable X on variable Y (Cohen, stream of the introduction on the expressed theme is as takes

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Volume 8, Issue 8, August 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
after: level of proficient learning communities; level of organize governance leadership which gotten a cruel of 4.29
proficient commitment; level of work engagement; the shown an Awfully Tall expressive level. Responsibility
critical relationship between proficient learning communities Authority features a cruel of 4.25 moreover portrayed as
and work engagement; and proficient learning communities Exceptionally Tall graphic level. Moral administration has
and teachers’ adequacy; teachers’ adequacy and work the least cruel of 4.11 which accomplished a Tall graphic
engagement; and the intercession examination. level.

A. Level of Open Administration Behavior The exceptionally tall level of open administration
Appeared in Table 1 are the cruel scores for the markers behavior is united to the perspective of Manalo et al., (2020)
of open authority behavior within the area of Davao Oriental. fortified the discoveries which expressed that vision engages
The in general cruel of the level of open administration the chairman to expect and see the workforce as sensible and
behavior is 4.23 being portrayed as Exceptionally Tall commendable individuals, and to have confidence afterward
expressive level with a standard deviation of 0.30. The on state for each individual, attempting to offer assistance
marker of open authority behavior which is legality everybody in accomplishing that state. Fundamentally,
administration gotten a most elevated cruel of 4.38 which vision enables faculty share an organization objective in
yielded a Really Tall graphic level. This can be favored by which they expect with unimaginable want.

Table 1: Level of Public Leadership Behavior

Indicators SD Mean Descriptive Level
Accountability Leadership 0.32 4.25 Very High
Lawfulness Leadership 0.35 4.38 Very High
Conditional Knowledge 0.39 4.21 Very High
Ethical Leadership 0.42 4.11 High
Political Loyalty Leadership 0.46 4.13 High
Network Governance Leadership 0.36 4.29 Very High
Overall 0.30 4.23 Very High

The tall result of hope/faith is consistent to the build of B. Level of Proficient Commitment
Duran et al., (2021) who affirmed that when representatives Reflected in Table 2 is the level of professional
have solid trust and confidence, they are deliberately willing commitment of the neighborhood government
to assist the mission of the school realized and emphatically representatives in Davao Oriental. As uncovered within the
seek after challenges with positive demeanor to attain table, the generally level of proficient commitment was 4.12
organizational victory. The conclusive explanation of with a standard deviation of 0.44. The standard deviation
Decuypere and Schaufeli (2020) elucidated those passed on that the respondents have an nearly homogeneous
representatives with higher trust tends to be more objective choice of answers from the given scale. This result portrayed
arranged, continue on to capture challenging objectives and a tall level of professional commitment among workers,
able to protect the organization from any conceivable which suggests that respondents frequently show
reactions in a more helpful way. commitment behaviors towards their organization. It might
be gathered from the information that the pointer with the
most elevated cruel rating of 4.18 or tall is- continuation
proficient commitment. In differentiate, pointer with the most
reduced cruel rating of 4.03v still tall is full of feeling
proficient.

Table 2: Level of Professional Commitment

Indicators SD Mean Descriptive Level
Affective Professional Commitment 0.48 4.03 High
Continuance Professional Commitment 0.53 4.18 High
Normative Professional Commitment 0.53 4.16 High
Overall 0.44 4.12 High

commitment. The two highest indicators are workers. This demonstrates a competent and committed
continuance proficient commitment and with a cruel rating of representatives is one of the foremost vital components
4.18 and standardizing proficient commitment with a cruel within the victory of any organizational framework.
rating of 4.16 or tall.
The previous comes about suggest that the nearby
The tall level of proficient commitment is due to the tall government representatives in Davao Locale are not
rating given by the respondents on the significance of full of emphatically joined to their organization, which may be due
feeling proficient commitment (APC), continuation to need of inspiration too. Arthi and Sumathi (2020)
proficient commitment (CPC), and standardizing proficient uncovered that those representatives who have solid
commitment, these markers enlisted an by and large tall enthusiastic connections to the organization are those who are
rating which was the item of the tall scores evaluated by the likely to remain. Building a association between that

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Volume 8, Issue 8, August 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
articulation and the result of this consider would conclude organization. Moreover, these less committed representatives
that the respondents don't have the inspiration that's appear lesser efficiency since they are not persuaded to do
anticipated from them. Fair as Sena (2020) and Margaretha et their obligations.
al., (2021) had long pronounced that representatives who
needed passionate connection to their organization did not C. Level of Work Engagement
feel that they have a place to the organization, more so that Information on level of work engagement of
they appeared less inclusion in their organization’s exercises. neighborhood government representatives in Davao oriental
is reflected in Table 3 which was measured through a study
They too appeared less intrigued in seeking after the survey with the taking after pointers: vigor, commitment and
organization’s objectives. Manalo et al, (2020) have found retention. It can be seen within the table that the in general
the reason behind why representatives appear less cruel score was 3.95 or tall with a standard deviation of 0.48.
commitment to their organization. They pointed out that need The generally cruel score was depicted to be a tall level of
of organizational bolster and less work fulfillment are the work engagement which implies that respondents are
resultant impacts. While, Duran et al., (2021) underscored oftentimes pulled in to take part in open benefit,
that less committed workers are those who are habitually representatives are locked in they are more included and work
missing from the work and who possible take off the harder. They empower.

Table 3: Level of Work Engagement

Items SD Mean Descriptive Level
Feeling bursting with energy. 0.58 4.11 High
They are feeling like going to work. 0.60 4.13 High
Feeling strong and vigorous. 0.48 4.22 Very High
Being able to continue working for very long periods at a time. 0.34 3.95 High
Are being resilient workers. 0.66 4.15 High
Are being enthusiastic about their job. 0.61 3.79 High
Are being enthusiastic about their job. 0.56 3.79 High
Being proud of the work that they do. 0.46 4.13 High
Considering job as challenging. 0.64 4.09 High
Are being inspired with their job. 0.62 4.27 Very High
Working without wasting time. 0.59 3.81 High
When they are working, they forget everything else around them 0.54 3.73 High
Feeling happy when they are working intensely. 0.33 4.02 High
Being immersed in they work. 0.53 4.20 Very High
Are being attached to their work. 0.48 3.95 High

other workers around them to do their best, driving to Within the same way, workers who are exceedingly
higher worker engagement among the whole group. It can be locked in appear enthusiasm for their work and show a solid
gathered from the information that the thing with the most association to their organization. When the specialists are
noteworthy cruel rating of 4.27 or tall is are being propelled profoundly locked in, the level of client fulfillment too
with their work. In differentiate with the least thing when they increments. Furthermore, with more profitable state of mind
are working, they disregard everything else around them with of specialists, the company would encounter the higher
a cruel rating of 3.73. The whole cruel score was 3.95, which benefit, lower turnover, and lower mishap rate (Ismail et al.,
is considered to be very tall. 2019).

Information appears that a tall level of work  Significance of the Relationship between the Public
engagement was oftentimes apparent, depicted as an Leadership Behavior and Professional Commitment
imperative common viewpoint of a pioneer being showed all Outlined in Table 4 is the result of the test of relationship
the time, which implies that the respondents are willing to put between open authority behavior and proficient commitment.
exertion into work and are indeed determined in confronting The result appears that the by and large values uncover a
the issues. This result adjusts to the thought of Cohen et al. positive and critical relationship between open administration
(2020) and Kimand Stop (2020) highlighted numerous focal behavior and proficient commitment. The in general result
points to representative engagement. Locked in reflects that open administration behavior is emphatically
representatives display tall vitality and solid mental related with proficient commitment since the by and large r-
flexibility, and they tend to intentionally contribute esteem is .816 with a p-value p < 0.01, thus dismissing the
impressive effort in their alloted errands. In addition, invalid speculation. Subsequently, there's a positive
profoundly locked in representatives tend to have a sense of affiliation of the two factors.
their work’s significance and challenges, and they express
eagerness and pride in their work, hence upgrading their
execution. apparent.

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Volume 8, Issue 8, August 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
In specific, it uncovered a positive and noteworthy commitment was noteworthy. This result appears that thought
relationship between all pointers of open administration open administration behavior is profitable for organization.
behavior and proficient commitment, as uncovered within the These comes about bolster the hypothesis of Decuypere, and
P-value of less than 0.05, and with an r esteem of .692 on Schaufelim (2020) which states that administration behaviors
responsibility authority, .570 on legality authority, .422 on influence the commitment. More particular authority
conditional information and .574 on moral administration. behavior on representative execution. This implies that the
The terms, pioneer, in this study refers to somebody who way better the administration behavior will progress
starts alter within the gather, forms and endeavors to fulfill proficient commitment and empower the creation of a
generally organizational targets. conducive working climate inside the organization. With the
behavior of good administration would boost certainty that
The comes about appeared that open authority behavior the higher not as it were within the organization / work unit
and proficient commitment of representatives were is concerned, but too to other work units.
emphatically related. Moreover, it was watched that the all
pointers of open authority behavior with proficient

Table 4: Significance of the Relationship between the Public Leadership Behavior and Professional Commitment
Professional Commitment
Public
Affective Continuance
Leadership Normative
Professional Professional Overall
Behavior Commitment
Commitment Commitment
Accountability .547* .613* .622* .692*
Leadership (0.000) (0.000) (0.000) (0.000)
Lawfulness .471* .472* .526* .570*
Leadership (0.000) (0.000) (0.000) (0.000)
Conditional .522* .346* .239* .422*
Knowledge (0.000) (0.000) (0.000) (0.000)
Ethical .611* .629* .704* .754*
Leadership (0.000) (0.000) (0.000) (0.000)
Political Loyalty .591* .643* .628* .722*
Leadership (0.000) (0.000) (0.000) (0.000)
Network
.677* .569* .470* .662*
Governance
(0.000) (0.000) (0.000) (0.000)
Leadership
.728* .698* .681* .816*
Overall
(0.000) (0.000) (0.000) (0.000)

 Significance on the Relationship between Public The discoveries concur with the think about of
Leadership Behavior and Work Engagement Aggarwal et al., (2020) who said that when pioneers get it the
Depicted in Table 5 is the result of the test of relationship columns of engagement, they can at that point start to use
between open administration behavior is altogether related representative engagement for positive organizational results
with their level of work engagement. This relationship was such as higher representative maintenance, more prominent
tried at 0.05 level of centrality. In specific, it uncovered a client fulfillment, and made strides money related execution.
positive and critical relationship between all markers of open There are endeavors pointing to extend the engagement of the
authority behavior and work engagement, as uncovered workers by improving the authority.
within the p-value of less than 0.05, and with an r esteem of
.705. Going into information specifics uncovered that when
pointers of open administration behavior were related with
the pointers of work engagement it yielded the taking after
comes about; responsibility authority is connected with the
pointers of work engagement with the all of the R values
where more noteworthy than p<0.05 noteworthy level thus,
noteworthy. To whole it up, open authority behavior and
work engagement appear a positive direct relationship; this
suggests that open administration behavior has something to
do with work engagement.

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Volume 8, Issue 8, August 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
Table 5: Significance of the Relationship between the Public Leadership Behavior and Work Engagement
Public Leadership Behavior Work Engagement Overall
Accountability Leadership .619*
(0.000)
Lawfulness Leadership .541*
(0.000)
Conditional Knowledge .416*
(0.000)
Ethical Leadership .695*
(0.000)
Political Loyalty Leadership .632*
(0.000)
Network Governance Leadership .595*
(0.000)
.745*
Overall
(0.000)

 Significance on the Relationship between Work proficient commitment. appear a positive direct relationship;
Engagement and Professional Commitment this infers that work Engagement has something to do with
Portrayed in Table 6 is the result of the test of proficient commitment.
relationship between work Engagement is altogether related
with their level of proficient commitment. This relationship The result concurs with the discoveries of Ahakwa et
was tried at 0.05 level of centrality. In specific, it uncovered al., (2021) that representatives who are locked in in their
a positive and critical relationship between all pointers of work and committed to their organizations allow companies
work Engagement and proficient commitment., as uncovered pivotal competitive advantages—including higher efficiency
within the p-value of less than 0.05, and with an r esteem of and lower employee turnover. In this way, it isn't astounding
.890. When all pointers work Engagement is connected with that organizations of all sizes and sorts have contributed
the pointers of proficient commitment with the all of the R significantly in approaches and hones that cultivate
values where more noteworthy than p<0.05 noteworthy level engagement and commitment in their workforces.
subsequently, critical. To whole it up, work Engagement and

Table 6: Significance of the Relationship between the Work Engagement and Professional Commitment
Professional Commitment
Work Affective Continuance
Normative
Engagement Professional Professional Overall
Commitment
Commitment Commitment
.667* .779* .823* .890*
Overall
(0.000) (0.000) (0.000) (0.000)

 On the Mediating Effect of Work Engagement engagement and proficient commitment with p<0.01 which
Appeared in Table 7 is the relapse investigation on the implied halfway intervention and noteworthy since p<0.01
intervening impact of work engagement onthe relationship which is less than .05. The application of the rule of
between subleadership behavior and proficient commitment. Numerous Relapse is suitable since the information has
The information in this table were utilized as input to the passed the preparatory investigation by building up tall level
medgraph in Figure 1. As apparent within the consider of of relationship of p<0.01. Separated from the presumption of
Noble and Kenny (1986), there are three stepsto be met for a normality of information, a tall level of relationship among
third variable to be acting as go between, in Table 10 these the factors could be a prerequisite to do absent with spurious
are categorized as steps 1 to 3, step 4 is the ultimate step. In show.
Step 1 (Way C) open administration behavior as free variable
(IV) essentially predicts proficient commitment, the
subordinate variable (DV). In Step 2 (Way A) work
engagement (MV) altogether predicts proficient
commitment, the arbiter (IV). In Step 3, open authority
behavior, the go between (IV) essentially predicts proficient
commitment. In Step 4 the combined impact of work
engagement and open administration behavior on proficient
commitment is noteworthy. In conclusion, the figure appears
the results of the computation of the impact measure within
the intercession test conducted between the three factors. The
impact estimate measures how much between meta work

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Volume 8, Issue 8, August 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
Table 7: Mediating Effect: Path Analysis
PATH ESTIMATES SE C.R. P
Unstandardized Standardized
PLB WE
.691 .745 .036 19.290 ***
WE PC
1.000 .636 .054 18.583 ***
PLB PC
.499 .342 .050 9.989 ***

V. CONCLUSIONS AND RECOMMENDATION the ponder. Agreeing to Chaudhary & Singh (2017), within
the think about concurs with the capacity to form a positive
As perceived by the local government employees in and vivacious impact on others by passing on considerations
Dava o Oriental, the level of open administration behavior is and information doubtlessly and effectively.
exceptionally tall and is additionally apparent in its pointers
such as responsibility, legality, moral, political devotion; and It involves orchestrating and organizing readily
organize administration administration. The level of available approaches whereas utilizing relational skills to
proficient commitment is tall where its markers like full of help in shaping engaging working connections with others.
feeling commitment, continuation commitment, and Hence, the information of work engagement. that's prevailing
regulating commitment gotten tall evaluations. The level of in a particular culture and environment would back
work engagement is tall in vigor, commitment; and organizers, chairmen, and experts to make procedures for
assimilation. thriving within the well-being administration of a multi-
cultural workforce.
The think about concluded that open authority behavior
of bosses and proficient commitment and essentially related. Based on the discoveries and conclusions specified
That's , the rise within the level of open authority behavior, over, the analyst proposes proposals for the open segment to
gives rise moreover to the level of proficient commitment. In proceed reinforcing the open administration and proficient
conclusion, the discoveries of this consider certified the commitment and work engagement by making and planning
suggestions which this consider was built upon. The proficient improvement for government representatives.
discoveries asserted the recommendations of Ying and Encourage, within the light of work engagement there ought
Zaman (2008) which states that authority behaviors influence to be reliable introduction/ reorientation of the open school's
the commitment. In this way, administration behavior will code of morals, vision, and mission of to all modern and
make strides proficient commitment and energize the ancient government workers.
creation of a conducive working climate inside the
organization. In spite of the fact that representatives were found to
have an awfully tall level of open administration behavior but
Aggarwal et al., (2021) that work engagement can they were too found to as it were have tall levels of proficient
emphatically impact employees’ proficient commitment. In commitment of workers and work engagement. in this
addition, the consider moreover confirmed the manner, building upon these discoveries, the analyst
recommendations of Yiing and Zaman (2009) authority prescribes that organization ought to back the organizational
behavior is one of the imperative variables that influences needs of workers so that their proficient commitment of
organizational commitment. Within the same vein, the workers and work engagement seem move forward.
intervening impact of work engagement on the relationship
between open authority behavior of supervisors and The HR supervisors within the nearby government units
proficient commitment of representatives is critical. This may conduct needs appraisal (TNA) to address the proficient
shows that work engagement clarifies the fundamental commitment of workers and work engagement concerns of
connect between open administration behavior of the workers. a needs assessment is critical in impartially
administrators and proficient commitment of representatives. distinguishing wants of the workers since within the to begin
with put it is the workers who precisely know what they need
The relationship test appeared a critical relationship and what things to them the foremost. At that point, the result
between open authority behavior of bosses and proficient of this evaluation will direct HR Directors on what to do
commitment. The relationship test appeared a noteworthy following taking after the comes about. Preparing or
relationship between open administration behavior and work workshops advancing the proficient commitment of workers
engagement. The relationship test appeared a noteworthy and work engagement characteristics may be conducted for
relationship between work engagement and proficient these characteristics to reach their pinnacle (exceptionally
commitment. tall), which is the anticipated level. Essentially, in spite of the
fact that LGU representatives were found to have a tall vigor,
The victory of work engagement can be related to ddcation and retention, still it is prescribed that LGUs or the
different components. Other ponders may have proposed city governments ought to moreover offer other alluring
these as signs of work engagement in education. It is benefits to their workers. In conclusion, future analysts, to
conceivable that other variables which manifest more broadly conduct more investigate with other government employees’
within the respondents were not among those included within

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Volume 8, Issue 8, August 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
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