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06-2019-3.Pdf Teoretičeskaâ i prikladnaâ nauka Theoretical & Applied Science 06 (74) 2019 International Scientific Journal Theoretical & Applied Science Founder: International Academy of Theoretical & Applied Sciences Published since 2013 year. Issued Monthly. International scientific journal «Theoretical & Applied Science», registered in France, and indexed more than 45 international scientific bases. Editorial office: http://T-Science.org Phone: +777727-606-81 E-mail: [email protected] Editor-in Chief: Hirsch index: Alexandr Shevtsov h Index RISC = 1 (78) Editorial Board: 1 Prof. Vladimir Kestelman USA h Index Scopus = 3 (38) 2 Prof. Arne Jönsson Sweden h Index Scopus = 4 (21) 3 Prof. Sagat Zhunisbekov KZ - 4 Assistant of Prof. Boselin Prabhu India - 5 Lecturer Denis Chemezov Russia h Index RISC = 2 (61) 6 Senior specialist Elnur Hasanov Azerbaijan h Index Scopus = 6 (11) 7 Associate Prof. Christo Ananth India h Index Scopus = - (1) 8 Prof. Shafa Aliyev Azerbaijan h Index Scopus = - (1) 9 Associate Prof. Ramesh Kumar India h Index Scopus = - (2) 10 Associate Prof. S. Sathish India h Index Scopus = 2 (13) 11 Researcher Rohit Kumar Verma India - 12 Prof. Kerem Shixaliyev Azerbaijan - 13 Associate Prof. Ananeva Elena Pavlovna Russia h Index RISC = 1 (19) 14 Associate Prof. Muhammad Hussein Noure Elahi Iran - 15 Assistant of Prof. Tamar Shiukashvili Georgia - 16 Prof. Said Abdullaevich Salekhov Russia - 17 Prof. Vladimir Timofeevich Prokhorov Russia - 18 Researcher Bobir Ortikmirzayevich Tursunov Uzbekistan - 19 Associate Prof. Victor Aleksandrovich Melent'ev Russia - 20 Prof. Manuchar Shishinashvili Georgia - ISSN 2308-4944 0 6 © Сollective of Authors 9 7 7 2 3 0 8 4 9 4 1 9 5 © «Theoretical & Applied Science» International Scientific Journal Theoretical & Applied Science Editorial Board: Hirsch index: 21 Prof. Konstantin Kurpayanidi Uzbekistan h Index RISC = 8 (67) International Scientific Journal Theoretical & Applied Science ISJ Theoretical & Applied Science, 06 (74), 840. Philadelphia, USA Impact Factor ICV = 6.630 Impact Factor ISI = 0.829 based on International Citation Report (ICR) The percentage of rejected articles: ISSN 2308-4944 0 6 9 7 7 2 3 0 8 4 9 4 1 9 5 ISRA (India) = 3.117 SIS (USA) = 0.912 ICV (Poland) = 6.630 ISI (Dubai, UAE) = 0.829 РИНЦ (Russia) = 0.156 PIF (India) = 1.940 Impact Factor: GIF (Australia) = 0.564 ESJI (KZ) = 8.716 IBI (India) = 4.260 JIF = 1.500 SJIF (Morocco) = 5.667 OAJI (USA) = 0.350 QR – Issue QR – Article SOI: 1.1/TAS DOI: 10.15863/TAS International Scientific Journal Theoretical & Applied Science p-ISSN: 2308-4944 (print) e-ISSN: 2409-0085 (online) Year: 2019 Issue: 06 Volume: 74 Published: 15.06.2019 http://T-Science.org Christina Y. Pacubas Cebu Technological University MBA, DPA Department of Social Sciences and Management College of Arts and Sciences Main Campus, Cebu City [email protected] (09258866432) MALLEABLE WORKFORCE IN PUBLIC OFFICE Abstract: The work values of people provide information about the employees’ reactions to other’s individuals, events or objects and may also guide behavior. This study assessed the work values among the employees of the DPWH CEBU as perceived by the management staff and by the rank and file employees in order to design a human resource development program for the office. It utilized the descriptive method of research with the use of standardized instrument. The statistical treatments used were simple percentage, average, and simple linear regression. There were no significant differences between the perceptions of the management staff and those of the rank- and-file employees regarding the degree of importance they attached to work values. Based on the findings of the study, the researcher concluded that generally the DPWH CEBU employees evidently manifested a definite sense of direction in the performance of job assignments through the importance which they attached to work values. Key words: malleable, workforce, work values. Language: English Citation: Pacubas, C. Y. (2019). Malleable workforce in public office. ISJ Theoretical & Applied Science, 06 (74), 201-206. Soi: http://s-o-i.org/1.1/TAS-06-74-21 Doi: https://dx.doi.org/10.15863/TAS.2019.06.74.21 INTRODUCTION goals for individuals, and calibrate choices over work In this trend of globalization, we have no choice hours (Chung et al., 2008). Huang (2005) suggested but to work with different people in the organization that in an organization and work environment, the that is why it is very essential that each individual is alignment of the members' work values and attitude equipped with the appropriate working values and has with an organization can better internalize those fully developed his attitude towards changes. values and generate a higher emotional commitment People are the most important among the to the organization. Meanwhile, the alignment of the resources of any organization, whether public or values of individuals and the values of the private. Without people, the delivery of basic services organization can help individuals identify with the is impossible. Without them, the construction and organization. It encourages dedication to the development of infrastructure cannot take place. So organization and organizational behavior (Dutton et important are the people in organizations that social al., 1994). scientists have focused on the behavior, attributes, It is inevitable that members of the workforce values, and attitudes of people in organizations. In a will face many challenges in their fields. Finding and public infrastructure department, the professionalism keeping jobs, and finding fulfilment in the workplace and work attitude of employees has an influence on will not be easy. Competition in the world of work how customers evaluate service quality, and it can does not only require excellent skills, but also proper make or break the image of an organization (Huang, attitude and values for work. It is the researcher’s aim 2004). Work values dictate work behavior, set the to equip the workforce of Public Works and Highways Philadelphia, USA 201 ISRA (India) = 3.117 SIS (USA) = 0.912 ICV (Poland) = 6.630 ISI (Dubai, UAE) = 0.829 РИНЦ (Russia) = 0.156 PIF (India) = 1.940 Impact Factor: GIF (Australia) = 0.564 ESJI (KZ) = 8.716 IBI (India) = 4.260 JIF = 1.500 SJIF (Morocco) = 5.667 OAJI (USA) = 0.350 not only of those which concern their fields of The respondents were instructed to encircle the specialization , but also of moral principles and values numeral which represents their assessment of the that will help them become a better member of the importance of each value. workforce. RESULTS AND DISCUSSIONS MATERALS AND METHODS This portion of the paper presents the data Descriptive method of research was used in this gathered in this research, together with its study. Questionnaires were used as instruments of interpretation, analysis and discussions. data collection on the information on work values Importance Attached to Creativity among the employees of the DPWH CEBU. As indicated by the factor average of 3.98 based The process involved the use of a standardized on the group average of 4.09 from the management instrument – Super’s Work Values Inventory for data staff and the group average of 3.87 from the rank-and- collection. The data were tabulated, presented file employees, creativity was important for DPWH analysed and interpreted. CEBU employees. The respondents of the study included 3 district Specifically, as indicated by the item average of engineers, 3 assistant district engineers, 27 section 4.06 based on the weighted mean of 3.94 from the chiefs, they comprise the management staff and 115 rank-and-file employees, trying out new ideas and from the rank-and file employees from DPWH Cebu. suggestions was important for the respondents. This The Work Values Inventory by Donald E. finding reveals that innovativeness was meaningful to Super. The instrument is composed of 45 statements them and that this value influenced their attitude representing 15 work values. The statements represent toward work in the majority of cases. Thus, they values which people often seek in their jobs or as a needed to work on innovations suggested to them by result of their jobs. However, to preclude bias among the various sectors that they served the respondents as they accomplish the instrument, the As revealed by the item average of 4.05 creating researcher will not identify the value represented by something new was important for the DPWH each statement. Each of the 45 statements employees. However, while the management regarded corresponds to numeric scales with the following this value as Very Important, as revealed by the qualitative equivalents. weighted mean of 4.26, the rank-and-file employees 5 – Very Important (VI) means that the value considered this value Important, as indicated by the represented by the statement is meaningful to the Item average of 3.84. The difference in the responses respondents and therefore influences their attitude of the two groups could be attributed to their toward work in all cases.4 – Important (I) means that differences in aspirations and opportunities. Knowing the value represented by the statement is meaningful that their positions could facilitate the creation of new to the respondents and therefore influences their things, the management staff found this value very attitudes toward work in the majority of cases.3 – important and therefore influential other attitudes Moderately Important (MI) means that the value toward work. In the case of
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