Chapter 4 adherence to ethical standards

Chapter 4PRESENTATION, ANALYSIS AND INTERPRETATION OF DATAThis chapter presents the data gathered for this study together with the results of the analyses performed on the data as well as the interpretation of the results of such analyses.Profile of the Respondents This section presents the profile of the respondents in terms of age, gender, religion, civil status, educational attainment, monthly salary and length of service in each municipal class included in this study as well as the overall profile of the respondents.Age

Table 2 on page 31 shows the out of the 248 respondents, 87 or 35.08% belong to to age bracket 36-45 while 21 or 8.47 are 25 years old or younger. Substantial number were also found for the age ranges 26-35 (79 or 31.85%) and 46 55 (47 or 18.95 %) and there were only a few employees who are 56 years old and above (14 or 5.65%).

This finding reveals that the employees in the local governments surveyed are relatively young middle age considering that majority are 45 years old and below. This

trend is generally true to the three municipalities.

Gender

Table 2 disclosure that majority of the respondents (158 or 63.71%) are females, only 90 or 36.29% are males. A closer look at the table reveals that employees in the local government agencies are predominantly females.Table 2

Distribution of Respondents By Municipal Class and By Age, Gender, Religion, Civil Status, Educational Attainment, and Length of ServiceVariableMunicipal Class

1st2nd3rd4th

Age (in years)f%F%f%F%

56 & above76.9354.9024.44145.65

46 552120.791615.691022.224718.95

36 453332.674433.332044.448735.08

26 353736.533231.371022.227931.85

25 & below32.971514.7136.67218.47

Total

10110010210045100248100

Genderf%f%f%F%

Male4140.594140.20817.789036.29

Female6059.416159.803782.2215863.71

Total10110010210045100248100

Religionf%f%f%F%

Catholic7574.267876.473884.4419177.02

Non-Catholic2625.742423.53715.565822.98

Total

10110010210045100248100

Civil Statusf%f%f%F%

Single2322.773837.258696927.82

Married7473.275049.023415815863.71

Separated00.0065.8800.0062.42

Widow/Widower43.9687.8436.67156.05

Total

10110010210045100248100

Educational AttainmentF%f%f%F%

Masters Degree32.9765.8800.0093.63

BS w/ MA units1413.861312.75511.113212.90

Bachelors Degree6665.356462.753373.3316365.73

Some Years in College1817.821716.67613.334116.53

High School Graduate00.0021.9612.2231.21

Total

10110010210045100248100

Length of Service

(in years)f%f%f%F%

21 & above2423.762827.45817.786024.19

11 202827.723837.251226.677831.45

1 104948.513635.292555.5611044.35

Total10110010210045100248100

Religion

It is observed in Table 2 that more than three fourths (191 or 77.02%) are Catholics while only (58 or 22.98%) are Non-Catholics. This disposition is true to the three municipalities involved in the survey. This finding might have been brought by the fact that in the Philippines, the residents are predominantly Catholics.

Civil Status

Out of the 248respondents, 158 or 63.71% are married and 69 or 27.81% are with single status. The rest of the respondents are separated (6 or 2.42%) and widow/widower (15 or 6.05%).

Considering each municipality, there are more employees who are married than those with single status. It is also noted that Table 2 that nobody among the respondents from the first and fourth class municipalities is with separated status.

Education Attainment

On highest attainment, it can be gleaned from Table 2 that 163 or 65.73% have finished bachelors degree, 32 or 12.90% have earned some masteral units, 41 or 16.53% have finished some years in college and 9 or 3.63% have MA titles to their names. However, it can noted from the sme table that there are still those who are high graduates only. This observation is generally true to the three municipalities involved in the study.

The finding that majority of the employees are college graduates is not surprising because most of the position to be filled up in local government agencies require at least college graduates. The presence of high schoo graduates also suggest that there are also positions that can be filled up with this educational qualification only.

Length of Service

It is observed in Table 2 that out of 248 respondents, 110 or 44.35 % have been serving the local government agencies for 1 to 10 years, 78 or 31.45% for 11 to 20 years and 60 or 24 % for 21 years or more. This trends is generally true to the first and fourth class municipalities involved in this study. For the third class municipality, the number of respondents who have been in the service for 1 to 10 years (36 or 35.29%) and 11 to 20 yearas (38 or 37.25%) are almost the same.

The finding that there are more employees in the lowest bracket (1-10 years) can be attributed to the fact that in local government agencies, some positions are co-terminus with the local chief executive. Thus, if there is a change of administration, employees occupying such positions will also be changed.

Level of Adherence to Ethical Standards of the

Local Government Employees

This section discusses the level of adherence to ethical standards of the local government employees in the three municipal classes involved in this study. Six norm of ethical standards which are conceptualized to be sources of adherence are considered and they are as follows: commitment to public interest, professionalism, justness and sincerity, political neutrality, responsiveness to the public, and simple living. Table 3 displays the mean level of adherence to ethical standards of the employees in the three municipal classe along the six job related norms of ethical conduct as well as the overall mean level of adherence to ethical standards of all the employees in the local government agencies involved in the survey.

Commitment to Public InterestTable 3 below disclose that the employees in the three municipalities are average along commitment to public interest. This is evidenced by the composite means ranging from 2.84 to 3.28 which all fall with the range 2.61 to 3.40 with a descriptive rating of average. The statement Report for work before 8:00 A.M to maximize outputs and accomplish all paper works, signs documents needed before leaving the office earned the highest rating of 3.35 while the statement Government resources and powers are employed and used efficiently, effectively, honestly and economically to avoid wastage in public funds and revenue got the lowest rating of 2.92 with a descriptive rating of averageTable 3Level of Adherence to Ethical Standards Across Muncipal Class

ItemsMunicipal ClassTotal

1st3rd4th

A. Commitment to Public InterestWMWMWMMean

1. Upholds public Interest over and above personal interest 2.853.142.692.94

2. Government resources and powers are employed and used efficiently, effectively, honestly and economically to avoid wastage in public funds and revenue2.883.062.692.92

3. Report for work before 8:00 A.M to maximize outputs and accomplish all paper works, signs documents needed before leaving the office3.393.303.383.35

4. use office supplies prudently and avoids wastage and do not bring home office and janitorial supplies for personal use2.783.032.843.28

Composite Mean2.983.132.843.28

B. ProfessionalismWMWMWMMean

1. Perform and discharge duties with highest degree of excellence, professionalism intelligence and skill3.333.223.293.28

2. Seek opinion of officemates or supervisors when not sure about work being done and obey office rules and regulations like wearing of prescribed uniform diligently3.413.243.293.31

3. Cooperate in activities, programs for the welfare of fellow personnel and the public and assist officemates and subordinates in performing their duties3.413.233.473.34


Table 3 (continued)

ItemsMunicipal ClassTotal

1st3rd4th

C. Justness and SincerityWMWMWMMean

1. act with justness and sincerity and shall not discriminate against anyone especially the poor and underprivileged 3.023.243.203.14

2. Attend to clients on a first come first serve basis3.083.243.203.14

3. Respect the rights of others, refrain from doing acts contrary to law, good morals, good customs, public policy, public order, public safety and public interest3.083.243.273.18

4. do not extend undue favors on account of their relative, whether by consanguinity or affinity2.983.093.133.05

5. always honest to clients and do not advise constituents like teachers to bribe officials to get hired and tells them truthfully that what they are doing is against the law3.043.013.183.05


D. Political NeutralityWMWMWMMean

1. provide service to everyone without unfair discrimination and regardless of party affiliation or preference3.643.003.783.59

2. provide information of policies and procedures in clear and understandable language3.863.453.843.71

3. do not meditate or intercede in behalf of others in seeking favors from politicians3.683.493.673.55


E. Responsiveness to the PublicWMWMWMMean

1. Prompt, courteous and adequate service to the public and process papers, sign documents before deadlines3.063.153.183.12

2. Suggestion are encouraged, procedures and systematize policy rules are simplified.3.183.273.223.23

3. always conduct public hearing and consultations before new policies are implemented and openness of information public consultations and hearings whenever appropriate3.193.213.203.20


F. Simple LivingWMWMWMMean

a. Lead a modest life appropriate to the position and income and do not indulge in extravagant or ostentatious display of wealth in any form.2.682.772.712.73

b. avoid wearing excessive jewelry in office and buying luxury cars, luxury items2.792.972.422.80

c. practice conservation at home by training children to lead simple, humble, modest lives by not indulging them with material things at a young age to emphasize hard work and patience and the value of money3.052.953.203.04


Legend:

4.21 5.00

Very High Adherence

( VH )

3.41 4.20

High Adherence

( H )

2.61 3.40

Average Adherence

( M )

1.81 2.60

Low Adherence

( L )

1.00 1.80

Very Low Adherence

( VL )

Weighted Mean Adherence

( WM )

Composite Mean Adherence

( CM )

Professionalism

In terms of Professionalism, it can be gleaned from Table 2 that the employees have only fair level of adherence to ethical standards along professionalism as revealed by the composite means ranging from 3.31 to 3.38, each with a descriptive rating of average adherance. One of the noted indicators along professionalism is the Cooperate in activities, programs for the welfare of fellow personnel and the public and assist officemates and subordinates in performing their duties with the average total mean of 3.34 which ranks highest among the indicators while the statement Perform and discharge duties with highest degree of excellence, professionalism intelligence and skill rank lowest with an average total mean of 3.28 with a descriptive rating of average.Justness and Sincerity

It can be observed from Table 2 that the employees only have average adherence to ethical standards along Justness and Sincerity as indicated by the composite means of 3.03, 3.11, 3.18, and 3.09. The indicator, Respect the rights of others, refrain from doing acts contrary to law, good morals, good customs, public policy, public order, public safety and public interest earned the highest rating of 3.18 but still falls to average, while the statement The Results, therefore, imply that the three municipalities have still much to do to improve the working condition of their employees in order that they can derive a higher level of job satisfction out of it.

Political Neutrality

Table 2 discloses that generally, the employees in the three local governments are satisfied in terms if interpersonal relationships. This is manifested by the composite means of 3.73, 3.43, 3.76 and 3.61.

Except for the third class municipality where the employees have only a fair level of job satisfaction with their supervisors, the employees are satisfied with respect to the other specific indicators. They are satisfied with the interaction with and among their peers and their subordinates.

Responsiveness to the Public

Generally, the employees are fairly satisfied in terms of incentives like giving monetary and non-monetary rewards for outstanding services rendered by them loyalty pay, hazard pay, productivity incentive bonus and monetization of leave credits. However, it is observed from the same table along incentives that employees in the fourth class municipality are fairly dissatisfied with the acknowledgement earned outstanding services with corresponding non- monetary vaues as indicated by the weighted mean of 2.42.Summary of the level of Adherence to Ethical Standards of Respondents

Table 3 below shows the level of job satisfaction of the employees in the three local government units along the six job related factors as well as their overall job satisfaction.

It can be gleaned from the table that the level of job satisfaction of the employees in the first, third and fourth class municipalities range from fairly satisfied to satisfied. They are satisfied in terms of interpersonal relationshps but fairly satisfied in terms of salary and other benefits, technical supervision, working cndition, policy administration and incentives. These bring about a fair level of job satisfaction of the employees as evidenced by the obtained general means of 3.18, 3.17, and 3.18.

Table 3

Summary of the Level of Job Satisfaction of theEmployees in the Three Municipalities

Ethical StandardsMunicipal ClassOverall Mean

1st3rd4th

A. Commitment to Public Trust

B. Professionalism

C. Justness and Sincerity

D. Political Neutrality

E. Responsiveness to the Public

F. Simple Living

Legend:

4.21 5.00

Very High Adherence

( VH )

3.41 4.20

High Adherence

( H )

2.61 3.40

Average Adherence

( M )

1.81 2.60

Low Adherence

( L )

1.00 1.80

Very Low Adherence

( VL )

Weighted Mean Adherence

( WM )

Composite Mean Adherence

( CM )

The job related factors really contribute to the satisfaction or dissatisfaction of the employees to their jobs. Although these factors are present, they are still considered deficient since theemployees were able to derive only a fairlevel of job satisfaction.

Differences in the level of Job Satisfaction of the Respondents

This section discusses the results of the comparison on the level of job satisfaction of the respondents from the three local government units involved in the study. Results of the analyses are presented in Table 4.

Table 4

Results of the Analysis of variance ( ANOVA ) for the Level of Job Satisfaction of the Respondents Grouped According to Municipal Class

Job Related FactorsMunicipal ClassMeanF RatioP

Commitment to Public Trust1st

3rd

4th

Professionalism1st

3rd

4th

Justness and Sincerity1st

3rd

4th

Political Neutrality1st

3rd

4th

Responsiveness to the Public1st

3rd

4th

Simple Living1st

3rd

4th

Overall Job Satisfaction1st

3rd

4th

It can be deduced from Table 4 that there exist no significant differences in the overall level of job satisfaction of the employees in the three municipalities as indicated by the obtained F ratio of .003 with a probability of 0.995 which is very much higher than the 0.05 level of significance. This implies that regardless of municipal class, the employees have more or less the same level of job satisfaction. This result could be attributed to the finding that except for interpersonal relationship, thatthe employees in the different municipalities are failty satisfied and have more or less the same level of job satisfaction derived from salary and other benefits (F ratio = 2.484, p 0.0861 ), technical supervision ( F ratio = 0.987, p = 0.3741 ), working condition ( F ratio = 0.885, p = 0.414 ), policy and administration ( F- ratio = 0.205, p = 0.815 ), and incentives ( F ratio = 0.348, p = 0.706 ) as evidenced by the obtained by F ratios ranging from 0.025 to 2.484 with probabilities greater than the 0.05 level of significance.

In terms of interpersonal elationship, it can be inferred from Table 4 that there exist significant differences in the level of jo satisfaction of the employees as revealed by the obtained F ratio of 5.772 with a probability of 0.004 which is less than the 0.01 probability level. The employees in the first ( mean = 3.73 ) and fourth ( mean = 3.76 ) municipalities are more satisfied in their jobs along interpersonal relationship than those from third class ( mean = 3.43 ) municipality who are found to be only fairly satisfied.Differences in the Level of Job Satisfaction of the Respondents Grouped According to Profile Variables

This section discusses the results of the comparison of the level of job satisfaction of the employees grouped according to age, gender, religion, civil status, educational attainment, monthly salary and length of service. Results of analyses are presented in Table 5, 6, 7, 8, 9 ,10, and 11.Differences in the Level of Job Satisfaction of the Respondents Grouped according to Age.

Table 5 below discloses that there exist significant differences in the level of job satisfaction of the employees along technical supervision. This is manifested by the obtained F ratio of 2.515 with a probability of 0.042 which is less than the 0.05 probability level. This implies that the level of job satisfaction of employees who are 56 years old or older ( mean 3.74, satisfied ) having the highest mean is significantly higher than the level of job satisaction of employees in the other age groups with 25 years and below having the lowest mean ( mean = 3.13 ).

Considering each of the other job related factors, it can be noted that the level of job satisfaction of employees in the different age groups are not significantly different as indicated bythe obtained F ratios ranging from 0.373 to 2.373 which are all not significant. These results bring forth to the finding that, on the whole, the employees in the different age groups have more orless the same level of job satisfaction as manifestd by the obtained F ratio of 1.455 with a prbability of 0.216 which is greater than the 0.05 probability level. This implies that age as a factor does not inany way influence the level of job satisfaction of theemployees. This corrobates the findings of Muchpongse (1991) and Simeon (1995) that age is not relatd to job satisfaction.Job Related FactorsAge GroupMeanF RatioP

Commitment to Public Trust56 & above2.960.3730.828

46 553.13

36 453.01

26 352.98

25 & below2.95

Professionalism56 & above3.742.515*0.042

46 553.33

36 453.16

26 353.44

25 & below3.13

Justness and Sincerity56 & above3.312.3730.053

46 553.32

36 453.01

26 353.06

25 & below2.94

Political Neutrality56 & above3.863.3430.056

46 553.60

36 453.45

26 353.70

25 & below3.83

Responsiveness to the Public56 & above3.501.2630.285

46 553.31

36 453.10

26 353.12

25 & below3.24

Simple Living56 & above2.950.6380.636

46 552.95

36 452.79

26 352.90

25 & below2.67

Overall Job Satisfaction56 & above3.361.4550.216

46 553.27

36 453.08

26 353.17

25 & below3.10

Differences in the Level of Job Satisfaction of the Respondents Grouped According to Gender

Table 6 below discloses that both male and female employees have more or less the same level of job satisfaction derived from each of the job related factors as well as in their overall job satisfaction. Such findings are apparently shown by the obtained t value ranging from 000 to 1.586 with probabilities greater than the 0.05 probability level. This implies that there is no significant difference in the level of job satisfaction of male and female employees. Hence, it can be deduced that gender is not a factor that affects job satisfaction or dissatisfaction.

Table 6

Results of the Test of Difference Between the Level of Job Satisfaction of the Employees Grouped According to Gender.

Job Related FactorsAge GroupMeanDifferenceT valueP

Commitment to Public TrustMale2.950.111.0710.143

Female3.06

ProfessionalismMale3.310.000.0000.495

Female3.31

Justness and SincerityMale3.000.141.5860.057

Female3.14

Political NeutralityMale3.680.101.1240.131

Female3.58

Responsiveness to the PublicMale3.120.090.8810.190

Female3.21

Simple LivingMale2.830.040.3950.347

Female2.87

Overall Job SatisfactionMale3.120.060.7870.216

Female3.18

Differences in the Level of Job Satisfaction of the Respondents Grouped According to Religion

Along working condition, it is observed from Table 7 on the next page, that although the mean levels of job satisfaction of Catholics (mean 3.04) and non Catjolics (mean = 3.28) have the same descriptive ratings, they are found to be significantly different as evidenced by the obtained t value (2.431) of their difference (0.24) with a probability of 0.008 which is less than the 0.01 probability level. This means that the non Catholics, having the higher mean, are more satisfied than their counterpart.

With respect to the other job related factors, the level of job satisfaction of the two groups (Catholics and non Catholics) are more or less the same as indicated by the obtained t values which are all insignificant. This implies thatalone each of the following job related factors salary and other benefits, technical supervision, interpersonal relationship, policy and administration and incentives the employees whether Catholics or non Catholics have more or less the same level of job satisfaction.Table 7

Results of the Comparison Between the Level of Job Satisfaction of the Respondents Grouped According to ReligionJob Related FactorsGroupMeanDifferenceT valueP

Commitment to Public TrustCatholics3.000.060.5080.306

Non Catholics

3.06

ProfessionalismCatholics3.280.131.0840.140

Non Catholics

3.42

Justness and SincerityCatholics3.040.242.43**0.008

Non Catholics

3.28

Political NeutralityCatholics3.590.121.1300.130

Non - Catholics

3.71

Responsiveness to the PublicCatholics3.140.181.5000.068

Non Catholics

3.32

Simple LivingCatholics2.830.110.8530.197

Non Catholics

2.94

Overall Job SatisfactionCatholics3.130.141.130.142

Non Catholics

3.27

On the whole, the mean level of overall job satisfaction of the non Catholics (mean =3.27) is not significantly different from that of the Catholic employees (mean = 3.13) as manifested by the obtained t value (1.136) of the difference (0.14) which has an associated probability of 0.142 which is greater than the 0.05 level of significance. This imlies that regardless of religion, the employees have more or less the same level of job satisfaction. Hence, religion is not a contributory factor to job satisfaction or dissatisfaction.

Differences in the Level of Job Satisfaction of the Respondents Grouped According to Civil Status

When grouped according to civil status, table 8 on next page discloses that the three groups (single, married, separated/ widow/ widower) have more or less the same level of job satisfaction along salary and other benefits, technical supervision, working condition, interpersonal relationship, policy administration, incentives as well as in their overall job satisfaction. These are evidently shown by the obtained F ratios ranging from 0.001 to 1.597 with associated probabilities which are all greater than the 0.05 level of significance. Hence, there exist no significant differences in the level of job satisfaction of the employees grouped according to civil status. This suppots the findings of Muchapongse (1991) and Simeon (1995) that civil status is not significantly related to job satisfaction.

Table 8

Results of the Analysis of Variance (ANOVA) for the Level of Job Satisfaction of the Respondents Grouped According to Civil Status

Job Related FactorsGroupMeanDifferenceT valueP

Commitment to Public TrustCatholics3.000.060.5080.306

Non Catholics

Separated/Widw/er

3.03

2.96

ProfessionalismCatholics3.280.131.0840.140

Non Catholics

Separated/Widw/er

3.25

3.56

Justness and SincerityCatholics3.070.242.43**0.008

Non Catholics

Separated/Widw/er

3.08

3.29

Political NeutralityCatholics3.640.121.1300.130

Non Catholics

Separated/Widw/er

3.57

3.86

Responsiveness to the PublicCatholics3.180.181.5000.068

Non Catholics

Separated/Widw/er

3.16

3.33

Simple LivingCatholics2.860.110.8530.197

Non Catholics

Separated/Widw/er

2.85

2.86

Overall Job SatisfactionCatholics3.17

3.14

3.290.141.130.142

Non Catholics

Separated/Widw/er

Differences in the Level of Job Satisfaction of the Respondents Grouped According to Educational Attainment

Table 9 on next page reveals that educational attainment is not in any way a factor that affects the job satisfaction of the employees in the three municipalities. Such a claim is clearly manifested by the obtained F ratios ranging frm 0.002 to 1.020 with their associated probailities which are all greater than 0.05 probability level. Thus, there exist no sifnificant differences in the mean levels of job satisfaction of the employees grouped according to educational attainment. This implies that whether an employee is only a high scholl graduate, has finished some masteral units or an MA degree holder, his level of job satisfaction is still the same considering the six job related factors considered in this study as well as the overall job satisfaction.

This finding negates the findings of Zulueta (1980) and Simeon (1995) that educational attainment is significantly related to job satisfaction.

Table 9

Results of the Analysis of Variance (ANOVA) for the Level of Job Satisfaction of the Respondents Grouped According to Educational Attainment

Job Related FactorsGroupMeanF - ratioP

Commitment to Public Trustw/MA units/Ma2.841.3580.259

Bachelors Degree

High Sch./Some coll.

3.06

3.01

Professionalismw/MA units/Ma3.670.1310.878

Bachelors Degree


3.29

3.33

Justness and Sincerityw/MA units/Ma3.170.3960.674

Bachelors Degree


3.09

3.04

Political Neutralityw/MA units/Ma3.721.0200.362

Bachelors Degree


3.57

3.68

Responsiveness to the Publicw/MA units/Ma3.230.1220.885

Bachelors Degree


3.16

3.20

Simple Livingw/MA units/Ma2.780.2620.770

Bachelors Degree


2.88

2.83

Overall Job Satisfactionw/MA units/Ma3.17

3.16

3.160.0020.998

Bachelors Degree


Differences in the Level of Job Satisfaction of the Respondents Grouped According to Monthly SalaryTable 10 on next page reveals that educational attainment is not in any way a factor that affects the job satisfaction of the employees in the three municipalities. Such a claim is clearly manifested by the obtained F ratios ranging frm 0.002 to 1.020 with their associated probailities which are all greater than 0.05 probability level. Thus, there exist no sifnificant differences in the mean levels of job satisfaction of the employees grouped according to educational attainment. This implies that whether an employee is only a high scholl graduate, has finished some masteral units or an MA degree holder, his level of job satisfaction is still the same considering the six job related factors considered in this study as well as the overall job satisfaction.

This finding negates the findings of Zulueta (1980) and Simeon (1995) that educational attainment is significantly related to job satisfaction.

Table 10

Results of the Analysis of Variance (ANOVA) for the Level of Job Satisfaction of the Respondents Grouped According to Educational Attainment


Commitment to Public Trustw/MA units/Ma2.841.3580.259

Bachelors Degree


3.06

3.01

Professionalismw/MA units/Ma3.670.1310.878

Bachelors Degree


3.29

3.33

Justness and Sincerityw/MA units/Ma3.170.3960.674

Bachelors Degree


3.09

3.04

Political Neutralityw/MA units/Ma3.721.0200.362

Bachelors Degree


3.57

3.68

Responsiveness to the Publicw/MA units/Ma3.230.1220.885

Bachelors Degree


3.16

3.20

Simple Livingw/MA units/Ma2.780.2620.770

Bachelors Degree


2.88

2.83

Overall Job Satisfactionw/MA units/Ma3.17

3.16

3.160.0020.998

Bachelors Degree


Differences in the Level of Job Satisfaction of the Respondents Grouped According to Length of Service

In terms of working conditions, it can be observed from the Table 11 on the next page that there exist significant differences on the mean levels of job satisfaction of the employees when grouped according to length of services. This is indicated by the obtained F ratio of 4.702 with an associated probability of 0.009 which is less than 0.001 probability level. This suggest that employees who have been in the service for 21 years are more satisfied than those with lesser number of years in the servie. Hence, as to working condition, employees who are older in the service tend to have higher level of job satisfaction than the new ones.

Along interpersonal relationship, it can be noted that there exist significant differences in the mean levels of job satisfaction of the three groups of respondents. This is apparently show by the obtained F ratio of 4.813 which is significant at the 0.01 level of significance. A critical look at the means, it can be inferred that those with 1 10 years in the service, they are more satisfied in terms of interpersonal relationship than the rest of the group. This may be due to the fact that since they are still new in the service, they need to build wholesome working relationshp among their superiors and their peers.

Table 11

Results of the Analysis of Variance (ANOVA) for the Level of Job Satisfaction of the Respondents Grouped According to Length of Service.


Commitment to Public Trust21 years & above3.080.6150.542

11-20 years

1 10 years3.052.96

Professionalism21 years & above3.432.1580.118

11-20 years

1 10 years3.163.36

Justness and Sincerity21 years & above3.324.702**0.009

11-20 years

1 10 years3.423.73

Political Neutrality21 years & above3.664.813**0.008

11-20 years

1 10 years3.57

3.68

Responsiveness to the Public21 years & above3.341.6620.192

11-20 years

1 10 years3.14

3.12

Simple Living21 years & above2.960.6450.526

11-20 years

1 10 years2.80

2.84

Overall Job Satisfaction21 years & above3.17

3.16

3.162.2330.109

11-20 years

1 10 years

Along the other job related factors as well as the overall job satisfaction, it can be inferred that the employees have more or less the same level of job satisfaction as evidenced by the obtained F ratios ranging from 0.615 to 2.223 which are all significant. This implies that length of service is not a factor that cause variation on the overall job satisfaction of the employees more particularly on salary and other benefits, technical supervision, policy and administration and incentives.

Such findings partly agrees with the findings of Simeon (1995) that length of service is sifnificantly related to working condtions and relationship with co workers and superiors, pay and overall job satisfaction.

35

Chapter 4 adherence to ethical standards

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Transcript of Chapter 4 adherence to ethical standards