Communities in DSpace
Select a community to browse its collections.
- Publications by researchers, faculty members, staff, and students of DMMMSU.
- A "lakasa" (storage) for the information materials related to La Union, Ilokano, and Iloko.
- «
- 1 (current)
- 2
- 3
- »
Recent Submissions
Communication resources management training design.
(Don Mariano Marcos Memorial State University -Open University System, 2006) Casimiro, Jennilyne O.
This study sought to develop a communication resource management (CRM) training design for the local government units (LGUs), particularly for the Province of La Union, based on the analysis and interpretation on the respondents’ perceived degree of CRM capability of the local government units of La Union in terms of manpower, money, materials, machine and methods; the extent of utilization of the communication media used by the LGUs; the perceived level of effectiveness of the service delivery of the CRM along the six (6) sectoral services namely health, education, social welfare, agriculture, environment, and peace and order. It used the descriptive evaluation research design with the questionnaire along with one-on-one interviews with key officials of the LGUs as the primary tools in gathering data relative to the specific problems cited. Documentary analysis was also done to verify the claims of the respondents specifically on the questions on degree of capability of the CRM of the LGUs in terms of the 5Ms. The respondents were 57 LGU officials composed of the vice-mayors, administrators, planning officers, information officers and department heads of the six sectoral services, namely health, social services, education, environment, agriculture, and peace and order; and 100 client- respondents from the lone city of San Fernando and the six (6) 1st to 3rd class municipalities of the Province of La Union comprising of the towns of Agoo, Aringay, Balaoan, Bangar, Bauang, and Naguilian. The two sets of questionnaires intended for the LGU respondents and client respondents were validated by 10 respondents each (for the LGU sector and the client sector) from the province of Ilocos Sur. Reliability test was conducted using Cronbach Alpha which resulted in reliability coefficients of .944 and .857, respectively, both signifying high reliability. Frequencies, percentages, ranks and weighted means including Likert’s rating scale were used for data analysis and interpretation. Findings showed that 1) for the degree of capability of the CRM of the local government units of La Union in terms of the 5M’s (manpower, money, materials, machines and methods), the result was moderate. Some of the LGUs addressed the need for a massive information/communication dissemination of government programs/projects; 2) for the extent of utilization of the communication media used that was based on the LGU’s level of accomplishments versus the targets of the communication activities conducted during the year under review, the grand mean of 2.40 indicates a poor or seldom utilization of the communication media; 3) perceived level of effectiveness of the service delivery of the CRM along the six sectoral services resulted to a 3.39 mean rating resulting to a moderate effectiveness where health program (3.65); social services (3.46); environment programs (3.56); and peace and order (3.54) were very effectively attained while education (2.84) and agriculture (3.28) resulted to a moderate effectiveness; 4) the overall status of the CRM was moderate with a mean rating of 3.02 as a result of the findings of the three (3) above variables which only imply an insufficiency of the input resources (manpower, money, materials, machines and methods) to effectively carry out the LGU goals and objectives; 5) based on the survey conducted, most of the respondents from the LGUs opted for a Development Communication Training, a CRM Training Design that can be proposed for effective communication and information capabilities of the local government; that was validated by five senior staff of the Philippine Information Agency in terms of its usability and functionality. It was concluded that 1) LGUs in La Union generally lacked the necessary communication resources (5Ms) to effectively implement vital communication programs/projects in terms of adequacy of these resources; 2) the use of communication media was not adequately tapped; 3) perceived level of effectiveness of the service delivery of the LGUs CRM along manpower, money, materials, machines and methods was moderate implying a need to strengthen the CRM of LGUs; 4) the status of the present CRM of the LGUs is not sufficient to effectively carry out the LGU goals and objectives; and, 5) a Development Communications Training was designed to enhance and ensure an effective communication and information capabilities of the LGUs in La Union. Based on the findings and conclusions drawn, the researcher recommends that local chief executives should address the need to create their respective information offices with full time information personnel to address the information needs of the municipality and continuously train and retrain the personnel. It is strongly recommended for the chief executives to adopt the proposed validated CRM Training Design and tapped Information Officer’s expertise of the Philippine Information Agency as resource speakers.
Correlates of DMMMSU fiscal management
(Don Mariano Marcos Memorial State University -Open University System, 2006) Aganon, Leonila P.
This study determined the level of attainment of the objectives of the DMMMSU fiscal management. The finance heads and staff, and the administrators which included the chancellors, deans, directors, chairmen and other unit heads of the three (3) campuses of DMMMSU namely: North La Union Campus (NLUC), Mid La Union Campus (MLUC) and South La Union Campus (SLUC) served as respondents to answer the following research questions: 1. What is the profile of the employees in finance division of DMMMSU as to sex, civil status, age, highest educational attainment, civil service eligibility, licensure examination, length of service, and locus of control 2. What is the level of job satisfaction of the employees in the finance division in terms of: a). motivational factors: recognition, professional growth, achievement, work itself, and responsibility, and b) maintenance factors: interpersonal relationship, job security, working conditions, supervision, and compensation? 2.1 Is there no significant difference between the perception of the respondents by campus and by group? 3. What is the level of efficiency of resources in the finance division of DMMMSU in terms of manpower, materials, money, and methods? 3.1. Is there no significant difference between the perception of respondents by campus and by group?4. What is the level of attainment of the objectives of DMMMSU fiscal management in the areas of resource allocation, and accountability? 4.1. Is there no significant difference between the perception of respondents by campus and by group? 5. Are there no significant relationships between the level of
attainment of DMMMSU fiscal management and the level of job satisfaction; and level of efficiency of manpower, materials, money and methods? For the analysis of the data gathered, means was used. The PearsonProduct Moment Correlation was used to determine the relationship between the input and output variables as perceived by the respondents. Test of significance was done at .05 level of confidence. For comparison of perceptions, analysis of variance was used with the Scheffe test for post comparison. The twenty-eight (28) respondents from the finance division from the three (3) campuses of DMMMSU have varying sex, civil status, age, highest educational attainment, licensure examination passed, civil service eligibility and length of service. The locus of control of the employees was rated high with a mean rating of 3.98. Hence, the hypothesis is accepted. The level of job satisfaction of the employees in finance division of DMMMSU as to motivational factors is 3.82 equivalent to very satisfied descriptive rating. As to maintenance factors, it had an over all mean of 3.83 equivalent to very satisfied. By campus, the perception of the respondents on the level of job satisfaction was not significantly different with P-value of 0.136. However, there was significant difference in the perception of respondents by groups with P-value of 4.48E-07. This was brought about by the higher rating
given by the administrators at 4.429 compared to those of the finance group with a rating of 3.817. Hence, the null hypothesis is not accepted by groups but accepted as per campus. The level of efficiency of resources in the finance division is very efficient with an over all mean of 3.90. By campus, there was no significant difference between the perceptions of the respondents with P-value of 0.750. Likewise, there was no significant difference in the perceptions of the respondents by group with P-value of 0.531. Hence, the null hypothesis is accepted. The level of attainment of the objectives of DMMMSU fiscal management registered “very highly attained” rating at 4.21. By campus, there was no
significant difference in the perceptions of the respondents with P-value of 0.539. Likewise, there was no significant difference between the perceptions of the respondents by groups with P-value of 0.069. Hence, the null hypothesis is
accepted by campus and accepted by groups. As a whole, the level of attainment of the objectives of fiscal management and level of job satisfaction are not significantly related, therefore the null hypothesis is accepted. On the other hand, the level of efficiency of resources is significantly correlated to the attainment of objectives of fiscal management with r value of .571 and therefore the null hypothesis is not accepted. The study concludes that the high level of attainment of the objectives of the DMMMSU fiscal management had greatly contributed to successful implementation of the various programs, projects and activities of the three (3) campuses of the university on account of the high level of job satisfaction of the finance employees and the very efficient management of its resources.
Predictors of career motivation of bachelor od science in business administration (bsba) graduates of the university of northern Philippines Candon campus
(Don Mariano Marcos Memorial State University -Open University System, 2006) Gacusana, Ma. Belinda G.
This study was conducted to determine the predictors of career motivation of the Bachelor of Science in Business Administration (BSBA) graduates from school year 1997- 1998, 1998-1999, 1999-2000, 2000-2001, and 2001-2002 of University of Northern Philippines-Candon Campus. Specifically, it determined the following: 1. the profile of the BSBA graduate-respondents in UNP-Candon Campus along: age, sex, civil status, awards received, civil eligibility, agency affliation, job search period, nature of the job, employment status, position held, and training/seminars attended; 2 the status of the BSBA program in UNP-Candon Campus as percieved by the BSBA graduates along; relevance of the curriculum content, effectiveness of teaching strategies, effectiveness of faculty competencies, effectiveness of instructional facility. 3. the level of career motivation in terms of the following: job security, working conditions, job itself, relation with peers and superiors, recognition, and aspirations; 4. the relationship between career motivation and profile of the BSBA graduates, and status of the BSBA program; and 5. the predictors of career motivation of BSBA graduates.
The findings presented in this study were based on the data gathered from the questionnaire administered to the employed BSBA graduates from school year 1997-1998.1998-1999,1999-2000,2000-2001 and 2001-2002. The descriptive-correlation method of research was utilized with the questionnaire as the main data gathering tool. The frequency count, percentage, mean, Pearson product moment of correlation and stepwise regression analysis were used to treat the data. Based on the findings, the following conclusions were drawn. 1. Fresh BSBA graduates of UNP-Candon have better chances for employment since they are still young and employers considers their flexibility and mobility which attributed to younger age as factors for employment; women graduates gain wider participation in the labor force as indicated in the findings, hence it can be concluded that business administration as a career have gained acceptance for women; chances for employment are greater for unmarried graduates since they are not hampered by familial obligations; awards received during schooling are factor for employment since these merit excellence and knowledge of job being applied for. This predictor also imply that there is a greater chances for employment or even promotion if a prospective employee underwent seminars and trainings. Most of the BSBA graduates are working in private firms since entry to government service require civil service eligibility and most respondents do not have such eligibility; enthusiasm in looking for a job is greater for fresh graduates which associated with idealism; since market for employment are in commercial establishments, graduates are left with no choice but to take jobs as sales ladies, representatives, cashiers, and other related jobs;
and; trainings and seminars are factors for employment since these indicators know-how of the prospective employee. 2. The curriculum content (major subjects) of the BSBA Program is very relevant making graduates qualified for sales/ marketing positions, however their qualifications do not match with the manpower needs in the different establishment/firm in the locality. The teaching styles of faculty maximizes students’ participation and mastery of the subject matter was noted even with the varied observations on effectiveness and adequacy of different instructional facilities and equipment The graduates responses were very satisfactory in undertaking research innovative activities; they used the university facilities like gym, vehicles, chairs; and the provision of school canteen, school supplies store, etc. while there is emphasis on managing or conducting extension or community outreach activities. 3. The high career motivation of the BSBA graduates are indicated with their relation with superiors and peers, job security, working conditions, job itself, recognition and aspirations. These manifestations are viewed on the salaries and fringe benefits employees received as a= result of good performance. They could effectively and efficiently work to achieved the company’s goals and objectives because of good working conditions. The job itself is very fulfilling because it allows them for professional growth. Their relationship with their peers and superiors yields respect since there exist an honest feeling of expression and communication. Rewards system is in itself a motivation since ego boosting is met for the high performance an employee gives to the company/ establishment. Moreover, a security of tenure is viewed as one of the best reward one get since other benefits go with it. 4. There is a significant relationship between career motivation and profile of the BSBA graduates. These manifestation shows that sex has something to do with career motivation in terms of job itself, with better female career motivation measured by job itself, the fewer males are motivated; civil status is related to career motivation in terms of working conditions and job itself which implies that married graduates have better career motivation by working conditions because they work harder in order to gain promotion and salary increase to support their family’s needs; awards received significantly related to all indicators of career motivation, this is so since awards used as motivation to employees for better job performance; civil service eligibility is related along working conditions, it further explained that when the graduates possess civil service eligibility they have more chances to be employed in public firm and might enjoy permanent status; agency affiliation is related with relationship with superiors and peers and recognition; nature of job is related along relationship with superiors and peers this implies that those graduates working in difficult jobs or under close supervision by superiors and peers have developed better relation with superiors and peers; employment status is related along aspirations, this indicates that once a graduate is employed and gain permanent status there are more desire for growth and development; training and seminars attended is positively related to all career motivators which implies that the more they attended seminars, the more they are motivated in their career. There is also a significant relationship between career motivation and status of the BSBA program along curriculum content general education and major subjects), faculty strategies and competencies, effectiveness and adequacy of instructional facilities and materials. This manifested from the result of the study that faculty teaching styles which supplemented with instructional equipment and materials can result to a better career motivation of the students; research, extension and production has significant relationship to all career motivators except in relationship with peers and aspiration, this implies that when these activities of the program is high there is also an excellent career motivation of the BSBA students. 5. The training/seminars participated in by the BSBA graduates is the best predictors of the career motivation. This is so since prospective employers look into the experiences of applicants and such is manifested in training and seminars they have attended. Based on the findings and conclusions, the following areas of concerns are recommended.
1. Based on the findings, the UNP-Candon Campus should maintain a linkage with various establishment s in the city and nearby municipalities for employment of their BSBA graduates. Likewise, undergraduates should be encouraged to attend seminars and training since this is a predictor for better employability after graduation. Awards should likewise be given; institutional or otherwise since it is a factor that adds additional merit for employment purposes. 2. The BSB A curriculum though relevant at present should not stop from undergoing revision to suit relevance of time and practice. Instructional materials should be given attention since these are contributory to better learning experiences by the students. 3. There is a need to evaluate the program to fully identify the strength and weaknesses in order to match the manpower needs of the firm in the locality. The school through the Guidance Office should continuously keep in touch with their graduates to determine other motivational factors that affect employment, employability and working relations. 4. The BSBA Program have been offered for more than ten years, an accreditation shall be encouraged in order to improve further the curriculum. 5. The institution shall conduct or sponsor varied curricular and extracurricular scholastic activities to expose students’ talents and skills. For instance, the participation of students in training/seminars wherein an advance growth and development for students will be enhanced their exposure to such will equip further the skills they have learned in the classroom. Added to that, there are greater chances for immediate employment or promotion if they are already in the field. 6. Further studies should be conducted along the nature of career motivation to consider other aspects which were not the subjects undertake.
EL-service-YU:
(2021 1st International Conference in Information and Computing Research (iCORE), 2021) Ancheta, Allan Daryl A.; Catbagan, Janica Suzzanne M.; De Guzman, Irene T.; Hortizuela, Manny Rimorin; Pulido, Jahp D.
This study focused on the development of EL-service-YU: AN ANDROID MOBILE APPLICATION FOR ERRAND SERVICES which aimed to provide more job opportunities and at the same time help people to lighten up their tasks. El-service-Yu sought answers to the following objectives: develop the Value Proposition Canvas and Business Canvas Model and validate its acceptability using convenience and quota sampling; develop an android mobile errand service application using agile extreme programming; and determine the level of acceptability using ISO/IEC 25010-2011-SQUARE. Design Science Research Methodology was used as research design to develop the required artifact of the study along with extreme programming framework as the software development methodology.
Like what you’re reading?
The physical theraphy services of the Ilocos training and regional center
(Don Mariano Marcos Memorial State University -Open University System, 2006) Jabonete, Menalyn Balancio
JABONETE, MENALYN B. “The Physical Therapy Services of the Ilocos Training and Regional Medical Center”. MDA Thesis. Don Mariano Marcos Memorial State University, Graduate College, San Fernando City, La Union. March 2006. Adviser: NORMA B. NATINO, Ph. D
The primary purpose of this study was to determine the effectiveness of the Physical Therapy services of the Ilocos Training and Regional Medical Center (ITRMC) for the past five years (2001-2005). Specifically, it aimed to determine the following: (1) Profile of the patients, rehabilitation medicine personnel and Rehabilitation Center; (2) Status of the Physical Therapy (PT) services in terms of the level of attainment of the vision, mission and objectives of ITRMC and DRM, level of implementation of the policies and procedures of the DRM, level of awareness of the hospital personnel, patients, family members and/or watchers to the PT services; (3) Degree of quality of PT services in terms of satisfaction and accessibility; (4) level of effectiveness of the PT services of the ITRMC in terms of the status of the PT services and their indicators, and the degree of quality of PT services and their indicators; (5) Degree of seriousness of the problems encountered; and (6) Significant relationship between the degree of quality of PT services and the variables indicated.
Descriptive survey and evaluative method was used and the
populations surveyed were patients referred for physical therapy and/or
watchers, PT interns/students and hospital personnel using structured
x
questionnaire. Likewise, a documentary analysis of hospital records was
also used to elicit the needed data for the study. Statistical tools such as the
frequency counts, percentages, weighted means, ranking, one-way ANOVA
and correlation were used to determine the profile of the respondents and
DRM, significant difference on the perceptions of the respondents with the
degree of quality of PT services as to client’s satisfaction and accessibility,
and the relationship between the level of effectiveness of PT services and
its indicators, respectively.
This study arrived with the following results and conclusions: Physical Therapists of ITRMC treat various cases/diagnosis of male and female patients of all ages, mostly from families of low income bracket; human resource of the Department of Rehabilitation Medicine (DRM) of ITRMC are slightly sufficient enough to provide the needed physical therapy services, most of them are volunteers to back up the manpower demand who are still young and single; the DRM has highly sufficient number of patients with wide range of cases/diagnosis and presently, most of the facilities and modalities/physical agents are considered very highly available and very highly adequate to meet the needs of its clients; vision, mission and objectives of ITRMC and DRM are highly attained, policies and procedures of DRM are highly implemented and respondents are highly aware of the physical therapy services; the degree of quality of PT services based on the following indicators is as follows: patients, family members.
and/or watchers and PT trainees/students are very highly satisfied of the PT
services and PT services are highly accessible; there is a highly significant
difference in the perceptions of the respondents on the degree of quality of
PT services; the level of effectiveness of the PT services in terms of the
status and the degree of quality of PT services is highly effective; the
problems encountered by the DRM are moderately serious and; there is a
significant relationship between the degree of quality of PT services and the
variables cited.
Overall, the study affirmed the importance of the Physical Therapy services of the DRM of ITRMC as part of the health care force in helping patients reach their maximal level of independence and also in the training of interns/students affiliating in the hospital.