Correlating the Organizational Characteristics of the Pantawid Pamilyang Pilipino Program on the Job Satisfaction and Performance of its Implementers in Quezon Province

Abstract

This study correlates the organizational characteristics of the Pantawid Pamilyang Pilipino Program on the Job Satisfaction and Performance of Its Implementers in Quezon Province. It targeted all the 111 Municipal Links and 43 Social Welfare Assistants as its main respondents. It used the Descriptive-Survey and Descriptive Status Methods of Research and the Mean and Pearson r Correlation for the statistical treatment in order to analyze the data. Findings reveal respondent-implementers have a differing perception on the organizational characteristics of the PantawidPamilyang Pilipino Program in terms of purpose, leadership, relationships, rewards, and helpful mechanisms. In terms of structure and attitude toward change, respondent-implementers have somehow similar perception. In terms of the level of job satisfaction respondent-implementers present a somehow similar level of job satisfaction. For both of them, they expressed higher satisfaction about their co-workers and the lowest level of satisfaction for job security and compensation. For the job performance of the Municipal Links, preparing Monthly Accomplishment Report and all other reports have the highest mean and interpreted as always. It is followed by following the DSWD's Code of Conduct and other enacted office rules and regulating plan of activities and budgetary requirements at the municipal level; for the SWAs, facilitating and coordinating with school and health centers relative to CVS monitoring and retrieval. It is followed by taking care of the DSWD properties as entrusted to them for the implementation of the program. However, attending seminars, trainings, and workshops related to the performance of their job has the lowest mean. Therefore, the hypothesis that there is a significant relationship between the organizational characteristics and job satisfaction is partially rejected considering the p values of purpose and attitude towards change not significant with probability >0.05. However, at some extent it is accepted having structure and leadership with p values construed as significant with probability of 0.05. Meanwhile, for the relationship Municipal Links and SWAs have their different valuation wherein for the former, it is accepted, while for the latter, it is rejected. Furthermore, rewards and helpful mechanisms are considered rejected for the SWAs while for the MLs, interpretation could not be done given their responses had no variation.