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This study investigates the challenges and opportunities faced by contractual employees in the Philippine government, highlighting issues such as job insecurity, low pay, and lack of benefits compared to regular employees. Utilizing a quantitative survey method, data was collected from 50 participants to analyze their experiences and perceptions regarding contractualization. The findings suggest that while these roles provide valuable experience and a stepping stone to permanent positions, many employees feel undervalued and uncertain about their career paths.

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6 views31 pages

Report

This study investigates the challenges and opportunities faced by contractual employees in the Philippine government, highlighting issues such as job insecurity, low pay, and lack of benefits compared to regular employees. Utilizing a quantitative survey method, data was collected from 50 participants to analyze their experiences and perceptions regarding contractualization. The findings suggest that while these roles provide valuable experience and a stepping stone to permanent positions, many employees feel undervalued and uncertain about their career paths.

Uploaded by

jojoburat38
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Republic of the Philippines

Bulacan State University - Main Campus


City of Malolos, Bulacan
A.Y. 2023-2024

IN PARTIAL FULFILLMENT OF THE


REQUIREMENTS FOR THE SUBJECT Research
Methods in Public Administration

In partial fulfillment of the requirements for the subject


Research Methods in Public Administration
BPA-4A

Jeanmica Yumul
Elexa Anne Natividad
Ma. Luisa Santos
James Patrick Santiago
Adrian Hular
ABSTRACT

The challenges of working in the Philippine government, especially for


contractual employees, include job insecurity, low pay, and no access to
benefits like health insurance or retirement plans. These workers often
perform important roles but lack stable career paths and job protections.
While there have been attempts to improve their situation through reforms
and guidelines, many still face unclear roles and inconsistent benefits.

Regular government employees, however, enjoy advantages such as


pensions, insurance, job stability, fair pay, and work-life balance. Despite
these benefits, there are drawbacks like slow career growth, bureaucracy,
and political influence. Contractual work can provide valuable experience
but offers less stability and fewer long-term benefits.
METHODOLOGY
RESEARCH DESIGN

This study was conducted as a quantitative survey questionnaire method


consisting of a series for the purpose of gathering information of a question of
a respondents to analyze the challenges and opportunities of
contractualization in the government and provide a basis for a career search
plan. The quantitative descriptive approach allows for systematic approach
and data analysis to understand the perception, experience, and implications
of contractual employment in the government sector.

Survey research is a type of quantitative research that involves gathering data


via questionnaires or surveys distributed to a sample of respondents. This
method is instrumental in identifying patterns, attitudes, beliefs, and behaviors
within a population. It is widely utilized in areas such as social sciences,
marketing, public opinion analysis, and employee satisfaction studies.
SAMPLING TECHNIQUES

To explore the challenges and opportunities of contractualization in


government as a basis of career search, a purposive sampling
technique was applied. This method will target individuals with direct
involvement and experience in contractual government positions. The
participants will be selected based on their ability to provide relevant
insights to the topic, ensuring the study gathers rich, context-specific
data.
RESEARCH PARTICIPANTS

The participants of this study will consist of 50 contractual


employees in government agencies within Malolos, Bulacan. A
purposive sampling technique will be engaged to respondents
who have relevant knowledge and experience regarding
contractualization.
RESEARCH INSTRUMENTS

A structured survey questionnaire will be the primary data-


gathering tool. This survey will address the opportunities,
challenges and career search insights being a contractual
employee in the government sector. The survey that was utilized
in this study was developed by the researcher.
DATA COLLECTION PROCEDURE

This data collection process used the Google Form (G-Form) to


distribute survey questionnaires to the selected participants. The
survey employed a Likert scale to measure the respondents’
perceptions and opinions regarding the challenges and opportunities of
contractualization in the government. The G-Form link will be dispersed
electronically through messaging platforms and social media groups
targeting the contractual employees in various government agencies.
Respondents will be informed about the study's purpose and their
rights, including confidentiality of their responses and the option that
they can withdraw anytime. Consequent to the completion of data, the
responses will be downloaded, encoded, and organized for analysis.
DATA COLLECTION PROCEDURE
ETHICAL CONSIDERATIONS

This study coheres to strict ethical standards to protect the well-


being and rights of the participants. The participation is
voluntary, and the participants will be fully informed of the
purpose of the study, through consent form prior to data
collection. Confidentiality and anonymity will be kept, ensuring
no participants identifying information will be linked to
responses. Participants will have the right to withdraw any time
without consequences. Data collection will be stored for solely
study purposes.
Results and
Discussion
This section below includes various presentations, analysis and interpretation of
data from the respondents obtained from 50 online survey questionnaires
distributed. It also contains the presentation of data in tables and graphs
presented with their corresponding interpretation.
FIGURE 1.1 DISTRIBUTION OF RESPONDENTS ACCORDING TO
THEIR AGE GROUP

Figure 1.1 shows how


respondents are divided into
different age groups. The
largest group, 56%, is aged
21-25. The next largest
group, aged 26-30, makes up
26% of respondents. Those
aged 31-35 account for 14%,
while the 36-40 age group
represents just 6% of the
total.
FIGURE 1.2 DISTRIBUTION OF RESPONDENTS ACCORDING TO
THEIR LENGTH IN SERVICE AS TEMPORARY EMPLOYEE

Figure 1.2 shows how long


temporary government
employees have been
working. Most of them, 74%,
have been in service for 1 to
6 months. About 20% have
worked for 6 to 12 months. A
smaller group, 4%, has been
employed for 1 year. No
employees have worked for 2
or 3 years, while only 2%
have been in service for 4
TABLE 1.1 WORKING ENVIRONMENT
TABLE 1.1 WORKING ENVIRONMENT

Table 1.1 shows that most respondents view casual and temporary
appointments in government as excellent stepping stones toward securing a
permanent position. With a 3.86% rating, many agree that these roles provide
valuable experience and insight into how the government operates. They
allow employees to gain practical skills, develop professional relationships,
and familiarize themselves with public service workflows. Respondents also
highlighted that their colleagues and senior staff are generally approachable
and supportive, with a 3.53% rating, indicating that the environment is
conducive to learning and collaboration. These relationships can motivate
contractual employees and encourage them to pursue long-term roles in the
government sector. However, challenges like office politics remain an issue,
with a neutral response 3.22% reflecting mixed experiences. Despite this,
employees still felt motivated and inspired by the people they work with, as
reflected in a 3.53% rating. This shows that while challenges exist, many
contractual employees find encouragement from their peers and co-workers,
which helps them stay focused and positive about their work.
TABLE 1.2 WORKLOAD
TABLE 1.2 WORKLOAD

Table 1.2 shows that most contractual employees strongly believe their
current tasks in the government provide valuable work experience, as
reflected in the high rating of 4.23%. This indicates that many feel their roles
are helping them grow professionally and gain skills that will benefit their
future careers. Respondents also agreed with a 3.80% rating, that they are not
stuck doing the same tasks every day, which allows them to learn new things
and continuously improve their knowledge and abilities. Employees generally
felt that their workload is manageable, with a rating of 3.39%. This suggests
that while the work may be challenging at times, it is not overwhelming for
most. Many also agreed with a 3.63% rating that working in the government is
both fulfilling and productive, showing that they find purpose and satisfaction
in their roles.
TABLE 1.3 BENEFITS
TABLE 1.3 BENEFITS

Table 1.3 shows that many government contractual employees value


having a fixed schedule and regular holidays, with these factors receiving an
approval rating of 3.60%. This predictable routine allows employees to
maintain a healthier work-life balance, giving them time to spend with their
families and pursue personal interests. Research by Chen and Sawhney (2021)
supports this finding, highlighting that structured schedules play a key role in
improving employee well-being and reducing burnout especially in demanding
environments like public service. However, satisfaction with pay stood at
3.05%, while benefits received a rating of 2.74%, reflecting a neutral
response. Many employees feel their compensation doesn’t fully reflect their
efforts, and the limited access to benefits leaves them feeling undervalued.
Although, employees gave a higher rating of 3.67% when it came to
understanding the realities of contractual work. This suggests a proactive
mindset, as many use this awareness to plan their career paths and navigate
the challenges of contractualization more effectively.
TABLE 1.4 CAREER SHIFT
TABLE 1.4 CAREER SHIFT

Table 1.4 shows that many respondents strongly agree, with a rating of 4.11%,
that being a casual or temporary employee is a good way to start a career in
the government. They see it as a stepping stone that helps them gain
experience, understand the job, and increase their chances of securing a
permanent position. According to Fernandez and Pitts (2011), temporary roles
often provide valuable exposure to government work, giving employees an
opportunity to prove their skills and build connections that can help them
secure long-term roles. A significant number of respondents agree, with a
rating of 3.71%, that they enjoy their current positions and intend to renew
their contracts until they achieve permanent status. However, some are
undecided about their career plans, as reflected in a rating of 3.36%, unsure
whether to continue in government or explore other career paths. Meanwhile,
a smaller group, rated at 3.12%, feel neutral about shifting careers after their
temporary roles, highlighting varied experiences. For many, temporary
government jobs are a mix of opportunities and uncertainties, helping them
take their first steps in public service while they figure out their long-term
goals.
SURVEY
SURVEY
SURVEY
SURVEY
SURVEY
RESPONSES
RESPONSES
RESPONSES
RESPONSES
THANK YOU

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