Individual Work Performance, Public Leadership, and Public Service Motivation: A Causal Model on Professionalism Among the Pacification Committee (Lupong Tagapamayapa) in the Barangays

Plaza-Saligumba, Leila; Ligan, Victoria O.; Dura, Alger P.

doi:10.36713/epra11722

Cited by 3 publications

(3 citation statements)

References 41 publications

(46 reference statements)

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“…The study utilized Structural Equation Modeling (SEM) to generate the best-fit model for employee satisfaction. Studies that wanted to build structural models use structural equation modeling [15], [16]. SEM can attribute the relationships of variables between the observed and unobserved constructs and provide valid and meaningful results [17], [18], [19], [20].…”

Section: Methodsmentioning

confidence: 99%

Public Leadership Roles, Professional Identity, and Quality of Work Life: A Structural Equation Model on Satisfaction of Employees in the Local Government

Poliquit¹,

Ligan²,

Bandiola³

2022

EPRA

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This non-experimental quantitative study established the best-fit structural model for employee satisfaction (ES) with public leadership roles (PLR), professional identity (PI), and quality of work life (QWL) as the exogenous latent variables. The stratified random sampling method selected the four hundred local government employees in Region XI to participate in the survey. Data analysis yielded the following results: The mean statistic showed very high levels of professional identity and employee satisfaction compared to the high levels of public leadership roles and work-life quality. Pearson r revealed a significant and positive relationship between public leadership roles, professional identity, quality of work-life and employee satisfaction. The multiple regression analysis revealed that public leadership roles, professional identity, and quality of work-life significantly influence employee satisfaction by 58.6 percent. The Structural Equation Modeling (SEM) bared that two exogenous latent variables predict employee satisfaction: public leadership roles (indicated by network governance and political leadership) and professional identity (characterized by knowledge and philosophy of the profession, attitude, engagement behavior, and interaction are predictors of employee satisfaction). In addition, employee satisfaction has these indicators: leadership and planning, corporate culture and communication, role in the organization, work environment, training, development and resources, pay and benefits, and overall employment experience. These findings are relevant to Human Resource Management Offices in the public and private sectors, with implications for employment policies, especially for employees career growth. KEYWORDS: public administration, local government employees, public leadership roles, professional identity, quality of work-life, employee satisfaction, SEM, Philippines

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Section: Methodsmentioning

confidence: 99%

Public Leadership Roles, Professional Identity, and Quality of Work Life: A Structural Equation Model on Satisfaction of Employees in the Local Government

Poliquit¹,

Ligan²,

Bandiola³

2022

EPRA

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“…Significantly, SEM provides consistency in research where the goodness of fit is necessary [26], [27]. Similar social sciences and public administration studies that built structural models use structural equation modeling [28], [29], [30], [31].…”

Section: Methodsmentioning

confidence: 99%

A Structural Equation Model on the Job Performance of Employees in a National Government Agency in Region Xi

Palma-Alicer¹,

Ligan²,

Bandiola³

2022

EPRA

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This study used Structural Equation Modeling (SEM), a multivariate statistical technique that combined factor analysis and multiple regression in analyzing structural relationships, to establish the best-fit structural model for job performance. 400 DENR employees selected using proportionate stratified random sampling throughout Region XI participated in the survey. Data analyses yielded these results: the statistical mean was high in all the variables. Pearson r revealed a significant and positive relationship between organizational change, organizational culture, job satisfaction (exogenous variables), and job performance (endogenous variable). Multiple regression analysis uncovered the influence of the exogenous variables on job performance at 66.3%. Moreover, SEM revealed the direct effect of organizational culture on job performance. On the other hand, the mediating role of organizational culture resulted in the indirect effect of job satisfaction and organizational change on job performance. Also, the SEM model showed that the appropriate manifest variables for predicting job performance are mission (for organizational culture), contingent rewards and fringe benefits, nature of work, a climate of change (for job satisfaction), and readiness for change (for an organizational change). These findings have implications for leadership in government agencies vis-à-vis employees’ outstanding job performance. KEYWORDS: public administration, organizational culture, organizational change, job satisfaction, job performance, structural equation model, DENR employees

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“…Structural equation modeling (SEM) is commonly used in studies that aim to build structural models (Manuel, Ligan, & Bandiola, 2022;Plaza-Saligumba, Ligan, & Dura, 2022). SEM is capable of attributing relationships between observed and unobserved constructs, yielding valid and meaningful results (Gana & Broc, 2019;Karakaya-Ozyer and Aksu-Dunya, 2018;Keith, 2019;Mueller & Hancock, 2018).…”

Section: Design and Proceduresmentioning

confidence: 99%

Work Environment, Human Resource Practices, and Organizational Culture: A Causal Model on Service Quality of Employees in Government Agency in Davao Region

Lerio,

Bandiola

2023

AJPPA

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Purpose: This quantitative, non-experimental study aimed to establish the best-fit structural model for the service quality of employees in a national government agency, with a specific focus on the Department of Environment and Natural Resources (DENR) in the Davao Region. Its significance lies in contributing to the existing body of knowledge in the field of public administration, leading to a more efficient and effective delivery of public services. Examining the relationship between factors such as the work environment, human resource practices, and organizational culture concerning service quality, this study builds upon the conclusions drawn from international research, which has investigated these factors in other countries but has yet to address the specific context of the Philippines, particularly in the Davao Region. Therefore, this study would address the gap by examining these relationships in the local context, contributing valuable insights to the literature on service quality in the Philippines. Methodology: A standardized instrument, administered through the Google platform, was used to survey 400 rank-and-file employees selected via stratified sampling in the Davao Region. The data collected were analyzed using statistical methods, including mean and standard deviation calculations, Pearson correlation analysis, multiple regression, and structural equation modeling (SEM). Findings: The study revealed that the service quality (dependent variable) was very high, while the work environment, human resource practices, and organizational culture (independent variables) were all at high levels. A Pearson correlation analysis unveiled a statistically significant and positively correlated relationship between the independent and dependent variables. Multiple regression analysis indicated that work environment, human resource practices, and organizational culture influence service quality. Moreover, organizational culture was found to be the best influencer of service quality of employees. Significantly, Model 5 emerges as the most fitting structural model for assessing service quality. The model demonstrated the direct influence of the work environment on service quality. Additionally, the SEM model identified specific variables that can predict service quality: training and development and evaluation and supervision (for human resource practices), physical and social work environment (for work environment), and adaptability, consistency, and involvement (for organizational culture). Recommendations: Therefore, the discoveries from this study offer valuable insights with direct relevance to policymakers and managers seeking to improve service quality in national government agencies.

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Individual Work Performance, Public Leadership, and Public Service Motivation: A Causal Model on Professionalism Among the Pacification Committee (Lupong Tagapamayapa) in the Barangays

Cited by 3 publications

References 41 publications

Public Leadership Roles, Professional Identity, and Quality of Work Life: A Structural Equation Model on Satisfaction of Employees in the Local Government

Public Leadership Roles, Professional Identity, and Quality of Work Life: A Structural Equation Model on Satisfaction of Employees in the Local Government

A Structural Equation Model on the Job Performance of Employees in a National Government Agency in Region Xi

Work Environment, Human Resource Practices, and Organizational Culture: A Causal Model on Service Quality of Employees in Government Agency in Davao Region

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