Master's Theses

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The housing development program and sense of security of beneficiaries in southern La Union
(Don Mariano Marcos Memorial State University -Open University System, 2005) Rillera, Rowena H.
RILLERA, ROWENA H. “The Housing Development Program and Sense of Security of Housing Beneficiaries in Southern La Union.” MDA Thesis. Don Mariano Marcos Memorial State University, City of San Fernando, La Union, October 2005. Adviser: PAULITO C. NISPEROS, Ed. D. This study aimed to determine the effects of the housing development program and sense of security of beneficiaries in Southern La Union CY 1998- 2004. Specifically, it answered the following: What is the profile of housing beneficiaries along age, civil status, sex, income, source of income, other livelihood, number of livelihood, mode of acquisition, payment scheme, number of appliances, years of stay? What is the profile of LGU HUDC implementers along income class, total budget, zoning classification, internal revenue allotment, land area, other development programs implemented, physical features and budget of housing unit? What is the level of attainment of objectives of “Urban Development and Housing Act of 1992” (UDHA)? What is the degree of adequacy of LGU HUDC implementers along transport services, basic and livelihood services? What is the extent of participation of beneficiaries along the following areas on ecological program and health program and? What are the effects of the Urban Development ang Housing Programs of 1992 in terms of sense of security and degree of social involvement ? The study used the descriptive survey method that involved 176 respondents, 164 of which are housing beneficiaries and 12 LGU HUDC implementers. Data were analyzed using frequencies, percentages and means. The salient findings of the study are: as to profile of housing beneficiaries, most of the respondents are female, married with dependents, aged 41-46 years old, receiving an income from Php121000 to Php180000, either employed in public, private institutions, or self-employed. Majority acquired their house and lot through a housing loan on installment scheme. Most of the respondents have 6 to 10 number of appliances and half of the respondents (50%) claimed to have stayed between 6 to 10 years in the subdivision. As to profile of LGU HUDC implementers, most were 3rd class municipalities with no budget or allocation for housing projects; majority has an Internal Revenue Allotment of 31million being used for other priority projects like the infrastructure and social services. The level of attainment of objectives of Housing Development Program as perceived by the respondents was very high. The degree of adequacy of LGU HUDC implementers with regards to transport and basic services was very highly adequate, and on the extent of participation of beneficiaries along ecological and population programs was very high. Provision of good drainage was noted to be very low. The creation and implementation of the Urban Development Program had been identified with positive effects on part of beneficiaries along sense of security and degree of social involvement. Based on the findings of the study, the following conclusions were drawn: The majority of housing beneficiaries are female, married, of legal age and with dependents due to job stability, maturity and being aware of the importance of owning a house. Most of them are employed in either public or private institutions with an income ranging from Php 121,000.00 to Php l80,000.00 which manifests the ability to pay a housing loan and are able to meet the basic needs of the family. They have less than 5 number of households, with 6 to l0 number of appliances because of low family monthly income. House and lot were acquired through a housing loan the fact that payment scheme is made on installment scheme with longer amortization payment schedule. Most of them are satisfied along the provisions of the various programs and services considering the fact that most have stayed, enjoyed and live 11 to 15 years within the subdivision. Most of the respondents of LGU’s HUDC implementers are in 3rd class municipalities, have an Internal Revenue Allotment of 31 Million more or less which are being used in upgrading lives of people and for the development of other priority projects such as infrastructure and social services. The site zoning classification of all the subdivision projects were classified as agricultural, pastureland or grassland but were reclassified as RESIDENTIAL which is a requirement that a proposed subdivision project must be erected within a residential zone and must be compatible to the land use plan of the municipality. The LGUs are known for their physical features such as on aquaculture projects, tourist spot and antique capital of the South. The housing beneficiaries were encouraged to avail a housing loan on government financing agencies because LGUs do not have budget allocation for housing projects. The level of attainment of objectives of “Urban Development and Housing Act of 1992 (UDHA)” is very highly attained considering the respondents’ self- satisfaction, social awareness and involvement on the various programs and projects. The provision of transport services, basic and livelihood services is highly adequate due to convenience of travel and accessibility to primary roads, transportation facilities to place of employment, markets and institutional centers. The active participation of Housing beneficiaries along ecological and health programs contribute to the successful implementation of the program. The high sense of security and social involvement of the beneficiaries indicate successful implementation of the program but the lack of funds to finance a housing projects by the LGU-HUDC implementers hinders the progress of the community especially in the availment of low and affordable housing for the poor, In the light of the findings and conclusions, the following are recommended: The government should intensify its information campaign on its housing programs so that many will be encouraged to avail it. Likewise, head of families either a father or single and permanently employed should take advantage of the availment of the loan-package housing projects for investment. On the otherhand, the subdivision owners and HUDCC implementers should provide or allow small business ventures or any livelihood projects and programs to help augment income thereby improving the quality of lives of the housing beneficiaries. The government should look into and study the present paying scheme of government institutions on housing loans and implement a lower interest rates and longer paying period especially to the low-income Filipinos. They should also provide an equitable land-tenure system that shall generate security of tenure of program beneficiaries to attract more Filipinos to avail of the program. LGU participation on Urban Development and Housing program should be intensified. Furthermore, the concerned LGU HUDC implementers in coordination of private developers should initiate improvements and adequacy of other transport services and livelihood opportunities to sufficiently meet the basic needs of families. The mushrooming of housing projects must be planned and implemented by the government considering the identified positive effects of Housing Development Program on sense of security and degree of social
Sustainability and developmment of the La Union medical center
(Don Mariano Marcos Memorial State University -Open University System, 2005) Ugay, Teodora L.
The study aimed to determine the predictors of sustainability and development of the La Union Medical Center. Specifically, it aimed to determine the profile of LUMC personnel and the profile of the hospital as an organization. The study also determined the level of adequacy of the hospital resources in terms of (a) human resources; (b) physical resources and facilities, (c) financial resources; level of implementation of policies and procedures. It also sought to know the degree of attainment of its objectives, the level of sustainability and development in terms of affordability, acceptability, accessibility, availability and partnerships. It also determined the relationship between the level of sustainability and development and the following: (a) profile variables, (b) hospital resources and (c) degree of attainment of objectives. The respondents were the hospital personnel and patients. The researcher used the descriptive evaluative correlation method of research with documentary analysis. In the treatment of data, the frequency counts and percentages were used, correlation and regression analysis. The findings of the study were as follows: Hospital personnel were of productive age, female- dominated, mostly married, literate, trained and had been in the service for one to ten (1-10) years and majority of them belong to the rank and file. The hospital had an increasing income with increasing number of patients served and with more agencies and schools coming in for affiliations. Respondents perceived the level of adequacy of resources as “highly adequate”. Physical Resources and Facilities ranked first; followed by Human Resources and the least was Financial Resources. Funds are generally sourced from the subsidy given by the Provincial Government and the revenue the hospital generates from its operation. Policies and procedures were rated as “Highly Implemented”. The respondents’ evaluation on the attainment of objectives was “Highly Attained”. The whole range of actual interaction and commitment and the efforts to deal with health that include disease prevention, health promotion, curative and rehabilitative services promote the attainment of the organization’s objectives. The level of sustainability and development of LUMC along the hospital’s 4 A’s and Partnerships was “High”. The concept of the hospital as an economic enterprise is realized. This manifests the awareness of the public of their responsibility and participation in the sustainability and development of the hospital. There was a positive correlation in the level of sustainability and development and profile of respondents, level of adequacy of hospital resources and the degree of attainment of objectives. The predictors of sustainability and development as perceived by both the personnel and patients were: effective set of policies and procedures, female dominance, viable human resources, clearly defined objectives, sound financial resources and well maintained physical resources and facilities. This addressed the emerging needs to quality medical care for the people of La Union especially the indigents.
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.
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.
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.
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.
Active listening and emphatic relationship skills training program for DMMMSU-MLUC junior beed students.
(Don Mariano Marcos Memorial State University -Open University System, 2006) Palacpac, Therese P.
This study formulated a Training Program on Active Listening and Emphatic Relationship Skills for Junior BEED students of Don Mariano Marcos Memorial State University, Mid-La Union Campus, City of San Fernando, La Union. Specifically it documented the profile of the Junior BEED, students as to sex , ordinal position as well as their psychological profile which consists of their locus of control, emotional quotient, level of motivation , and level of interpersonal relationship. The study also determined the level of interpersonal relationship. The study also the same students from which a training program on active listening and empathic relationship skills was formulated. The extent of validity of the training program on active listening and empathic relationship skills in terms of content, strategies, functionality and adaptability through the judgment of experts was proven. In order to answer the posited problems, profiling was done by surveying the respondents’ sex, ordinal position and psychological profile. An electronically downloaded 13-item test was used to measure the locus of control of the respondents. A 12-item test was also electronically downloaded to measure the emotional quotient of the respondents. The level of motivation, a 15-item checklist was adopted from the book. Organizational Behavior by Stephen Robbins (1998). The level of interpersonal relationship was measured using an 18-item checklist which was likewise adopted from the same book. An Active Listening Survey adapted from the UNDP-CSC Trainor’s Manual was administered together with the instrument on Perceptual Sensitivity by Justin Lucian (School Counseling, 1974) to measure Active Listening and Empathic Relationship Skills (ALERS) respectively. The respondents were mostly females and most are middle-born children. The respondents are more internal in terms of locus of control. Most of the respondents have high EQ and have high need for achievement. Moreover, most of the respondents emerged to have a high level of active listening and empathic relationship skills. Based on the results of the ALERS Survey, a training program on Active Listening and Empathic Relationship Skills was formulated and was validated in terms of content, strategies, functionality and adoptability through the judgment of experts. The ALERS training program is composed of the following: Day 1: Active Listening, Day 2: Attending Skills, Day 3: Awareness of Nonverbal Behaviors in Helping, Day 4: Perceiving Feelings, Day 5: Facilitative Responding, and Day 6: Post Evaluation. The training is composed of lecturettes and learning experiences which are processed following the principle of “mirroring,” “critic-ing,” and “clinicing.” Based on the findings, the following conclusions are drawn: The psychological profile of the third year BEEd. in terms of locus of control, emotional quotient, level of motivation and level of interpersonal relationship are foundations of trainable teacher education students for the enhancement of their active listening and empathic relationship skills. High active listening and empathic relationship when enhanced to become very high are good tools for better understanding between teacher and pupil that may result to more effective teaching-learning. A training program on active listening and empathic relationship skills (ALERS) for teacher education students considering the qualities of locus of control, emotional quotient, level of motivation and level of interpersonal relationship can enhance the two symbiotic skills that are necessary to broaden the repertoire of learning interventions.
The R. A 7171- funded provincial infrastracture projects of La Union (CYs 2004-2005)
(Don Mariano Marcos Memorial State University -Open University System, 2007) Ordoñez, Prisca V.
The study aimed to evaluate the status of implementation of R.A. 7171- funded infrastructure projects of the Province of La Union in terms of efficiency, effectiveness and relevance for calendar years 2004 & 2005. Data gathered from the questionnaire answered questions on the profile of the projects in the different classes of municipalities/city of La Union as to type, budget and location; the level of efficiency of the projects in terms technical appraisal, institutional appraisal, financial appraisal, and commercial appraisal as well as the significant difference on the perceptions in the different classes of municipalities/ city on the level of efficiency ; on the level of effectiveness of the infrastructure projects in the different classes of municipalities/city of La Union in terms of planning, leading, organizing, and controlling as well as the significant difference on the perceptions in the different classes of municipalities/city on the level of effectiveness ; on the extent of relevance of the infrastructure projects in the different classes of municipalities/city of La Union as well as the significant difference on the perceptions in the different classes of municipalities/city on the extent of relevance of the infrastructure projects as well as the significant relationship among efficiency and effectiveness, efficiency and relevance, and effectiveness and relevance. The main data gathering tool was the questionnaire for levels of efficiency, effectiveness and relevance. Ocular inspection of documents yielded nominal data for the profile of projects. Three hundred thirteen respondents participated from the 19 municipalities and one city in the province of La Union. Six income classes of municipalities/city were utilized. The responses were based also on the implementation of four major infrastructure projects – transportation, flood control, irrigation and others. Ocular inspection of documents was also done on nominal data like project type, budget and location. The highlights of the study are presented in accordance with the problems formulated. For the profile of projects, the four types of infrastructure projects were awarded to all the five municipal/city classes. The distribution was within a range of two to four types in varying numbers. There was a significant difference between and among the variables on the perceived efficiency in the implementation of infrastructure projects in the different municipality/city classes. By municipality/city, some had significant differences in the levels of effectiveness in the implementation of infrastructure programs. This was also true on the levels of relevance. In terms of relationship, significant relationship was found between efficiency and relevance, effectiveness and relevance, and efficiency and effectiveness. The conclusions forwarded based on the findings are as follows: 1)The distribution of infrastructure projects funded by R.A. 7171 is an indication of physical development efforts of the Province of La Union; 2) The level of efficiency in the implementation of the infrastructure projects can be a proof of a substantial appraisal by the different municipalities and city. The significant differences on the level of efficiency show the gradation in the efforts of the different municipalities and city according to approved projects implemented; 3) The level of effectiveness in the implementation of the projects proves the congruence between efficiency and effectiveness aspects. Effectiveness indicators are consistent proofs of management functions in the implementation of projects; 4) The degree of relevance can reflect a well addressed development challenge. Efficiency, effectiveness and relevance contribute immensely in the implementation of projects; and 5) The classification of a municipality or city indicates that the higher the degree of relevance of projects thereat, the higher is its class based on income.
The level of compliance on dao 2004-08, chemical control order- region 1
(Don Mariano Marcos Memorial State University -Open University System, 2007) De Ocampo, Rodolfo B.
This study aimed at answering the question: “What is the level of compliance on DENR Administrative Order (DAO) 2004-08, Chemical Control Order (CCO) in Region I?” Specifically, it sought answers to the following questions: (1) What is the demographic profile of service shop owners, service technicians, stakeholders, and dealers, retailers and resellers; (2) What is the level of awareness of the respondents on the DAO 2004-08, CCO; (3) What is the level of compliance of the respondents on the DAO 2004-08, CCO; (4) What is the degree of problems encountered by the four groups of respondents on their compliance on the DAO 2004-08, CCO; and (5) Are there significant relationships of the profile, level of awareness, level of compliance, and problems of the four groups of respondents? The study made use of the descriptive survey method of research. A survey questionnaire was prepared and used as the main tool in gathering data. Except for the level of awareness in which the questions were common, all four groups of respondents were given different questionnaires on the profile, level of compliance, and problems encountered on their compliance of the DAO 2004-08, CCO. One hundred eight service shop owners, 80 service technicians, 110 stakeholders which included 100 vehicle owners and 10 building owners, and eight dealers/retailers/resellers were considered respondents in this study. The service shop owners were predominantly male (88.9%), married (85.2%), one-third of them had a capitalization of Php100,000, almost half of them (44.4%) had been in the RAC/MAC servicing business, almost all (99.1%) of them had their shops registered with and accredited by the Department of Trade and Industry (DTI), rendering service largely on domestic refrigeration and air conditioning (RAC), mobile air conditioning system (MAC), and RAC and MAC system (96.3%), majority had a CFC consumption of 87% per year, and three- fourths (75.0%) of them had a shop rating of one (1) star. Almost all (97.5%) of the service technicians surveyed were males, more than six-tenths (65.0%) were married, many (25.0% and 28.8%) of them had completed a one-year technical course and a two-year technical course, respectively. There were 41.3% of the service technician respondents whose servicing experience spanned from 1 to 5 years and 36.3% had 6-10 years. This group rendered services varying from domestic refrigeration and air conditioning (RAC), 25.0%; mobile air conditioning (MAC), 38.8%; and RAC and MAC system, 32.5%. Accordingly, 48.8% of the service technicians had acquired training and certificate from the Technical Education Skills Development Authority (TESDA) and 43.8% of them had their training on Retrofitting, Recovery and Recycling (3Rs). Among the vehicle owner respondents, 67% were males and all of the building owners were also males. About two-thirds (66.0%) of the vehicle owner respondents were married while all building owners were married. Most (58.0%) of the vehicle owners were over 40 years old and almost the same number for building owners belonged to over 40 years old level (60%). Almost half (49.0%) of the vehicle owners were college graduates while all of the building owners were college graduates. Vehicle and building owners alike were very supportive of sustaining ideal families as 33.0% to 45.0% and 40.0% to 60.0% of them, respectively had 1-2 and 2-4 direct dependents or children. Almost half (43.0%) of the vehicle owner respondents earned an approximate annual family income of more than Php100,000.00, while majority (60.0%) of the building owners had annual income ranging from Php80,001.00 to Php100,000.00. More than nine- tenths (94.0%) of these owners used CFC in their vehicles with air conditioning system. On the other hand, all of the building owners used CFC in their buildings with centralized air conditioning system. Majority (62.5%) of the dealer respondents were males, married (87.5%), and with less than Php100,000.00 capitalization (50%). Half of the respondents had been in operation from 6-10 years and 62.5% of them had Environment Management Bureau registration. Half of them reported that they consumed less than 100kg CFC per year. The groups of shop owners, service technicians and dealers/retailers/resellers had significantly higher awareness level than the group of stakeholders. On compliance, the service shop owners fully complied with the requirements for DTI Accreditation having the highest rating of 3.83 while record keeping was rated lowest with a mean of 3.35. All but one of the requirements, however, was fully complied by the group of technicians. Compliance of the stakeholders on the hand was highest only at a rating of 2.73 while those of the dealers and retailers had perfect rating on DTI and SEC registration. The difficulty in identifying or determining the genuineness or refrigerants was considered a very serious problem by the service shop owners (2.80) and service technicians (2.67). On the part of the stakeholders and dealers/retailers, their major problem was the proliferation of fake, blended and smuggled refrigerant (2.33 and 2.50, respectively). Level of awareness of service shop owners significantly correlate with some of their demographic profiles such as capital investment, type of service rendered, and service shop rating as shown by their corresponding correlation coefficients rs of 0.207, 0.287 and 0.197, respectively. Between respondents’ levels of awareness and compliance, a significant correlation, being 0.485, was established. The same trend was established between the shop owners’ level of awareness and degree of seriousness of problems they encountered. A correlation coefficient of 0.343 indicates that the degree of seriousness of problems tends to increase the shop owners’ level of awareness. Significant relationships existed between the service technicians’ level of awareness and their demographic profiles such as highest educational attainment and trainings attended with r-values of 0.272 and 0.353, respectively. The level of compliance improved with their educational attainment, type of services rendered, and trainings attended as indicated statistically by the r-values of 0.222, 0.246 and 0.308, respectively. By and large, however, the technicians’ level compliance seems to be getting high with their improved level of awareness (r-value = 0.539). A significant result on the relationships of levels of awareness and compliance of stakeholders (r-value = 0.806) was also established. As to the relationships of levels of awareness and compliance of stakeholders (r-value = 0.806), it could be said that the latter improves with the former, that is, the more aware the stakeholders are, the more compliant they would be. On the same manner, knowing and understanding deeper the problems, the more compliant the stakeholders are (r-value = 0.535), and the more aware they become (r-value = 0.555). Among the above variables, it was only between levels of awareness and compliance of dealers that significant correlation existed (r-value = 0.803), along operational permit requirement and compliance (r-value = 0.780).
Stress-related factors and coping mechanisms of level II nursing students of union christian college basis for a wellness program
(Don Mariano Marcos Memorial State University -Open University System, 2007) Sevilleja, Aisha Narciso
The study endeavored to study the stress related factors and coping mechanisms of level II nursing students of Union Christian College as basis for a Wellness Program. It identified and analyzed the profile of the respondents (age, sex, approximate family monthly income, grade point average and level of stress); levels of stress related factors (assertiveness, locus of control, emotional intelligence and health habits); extent of student support (intellectual development program, moral/spiritual development program and social development program) and extent of utilization of coping mechanisms (physiological, cognitive and learned). A wellness program was developed based on the survey results. The researcher used descriptive-correlational and developmental research designs. She made used of questionnaires in gathering the data. There were two hundred three (203) respondents. They were chosen using purposive nonrandom sampling technique. Students with moderate and high levels of stress were chosen as the respondents. The following are the findings of the study: Most nursing students age ranges from 18-19, majority of them are female with an approximate family monthly income below 14,999, most have grade point average ranging from 77.00-84.20 and many of them experienced moderate level of stress. Most of the nursing students experience the following level of stress related factors: very low assertiveness; external locus of control; high emotional intelligence and good health habits. On the extent of student support there was moderate intellectual development program, moderate moral/spiritual development program and high social development program. The extent of utilization of coping mechanisms revealed moderate utilization of physiological and learned and high cognitive utilization. Significant relationships were noted between the following: (a) age and physiological, cognitive and learned coping mechanisms; (b) sex and physiological coping mechanisms; (c) approximate family monthly income and physiological and cognitive coping mechanisms; (d) level of stress and cognitive and learned coping mechanisms; (e) assertiveness and physiological and learned coping mechanisms; (f) locus of control and physiological and cognitive coping mechanisms; (g) emotional intelligence and cognitive coping mechanisms; (h) health habits and learned coping mechanisms; (i) intellectual development program and learned coping mechanism; (j) moral/spiritual development program and learned coping mechanism and social development program and learned coping mechanism. A wellness program was developed based on the significantly related variables of the study.
Household saving behavior in the city of San Fernando across ecological zones.
(Don Mariano Marcos Memorial State University -Open University System, 2007) Parrocha, Garry Leif C.
The study sought to determine the economic, social and psychological determinants affecting the saving behavior of the households in the City of San Fernando across the three different ecological zones, specifically the coastal, lowland and the upland. The study utilized a descriptive-normative, comparative and predictive-association research design in a multi- and inter- disciplinary approach. The research was both quantitative and qualitative in characterizing saving behavior in terms of savings level, frequency of savings withdrawal and preference where to put savings. The study focused on the household profile in terms of socio- economic, socio-psychological and psycho-economic aspects. The related variables affecting household saving behavior were identified through econometric model and socio-psychological theories and concepts. To test the hypotheses, averages, frequency distribution, percentages, Chi-square, Goodman-Kruskal Lambda Coefficient and Multiple Regression Analysis were employed. There are three major aspects of the study – Socio-economic, Socio-psychological and Psycho-economic. Each aspect has categories and each category has determinants. The salient findings of the study revealed the following: The Household profile was described according to socio- economic aspects, socio-psychological aspects and psycho- economic aspects. Under socio-economic aspects were economic and social aspects. In the economic aspects were income and permanent income. In terms of income majority of the households were below the poverty level. Despite that, some were still able to save. In terms of permanent income respondents from the upland area had higher permanent income compared to the coastal and lowland areas. In the social aspects were age of the household, age of the household head, education of the household head, occupation of the household head and gender of the household head. In terms of age of the household, generally, the respondents were considered in their prime and productive age. With age of the household head almost all the respondents were considered matured. In the education of the household head, the resident household heads of the City of San Fernando were educated. In the occupation of the household head, most of the household heads were gainfully employed. In the gender of the household head, the respondents were dominated by the male group who were also considered heads of the family. The socio-psychological composed of social and psychological aspects. In the social aspects were values, cultural norms and lifestyle In terms of values, respondents were family-oriented but least prioritized community involvement. In terms of cultural norms, culture was predominantly influential to the social behavior of the households. The lifestyle of the household heads was influenced greatly by the traditions and customs giving emphasis on a simple way of life. In the psychological aspects were locus of control, decision- making, motivation and self-control. There is a manifestation of high internal locus of control and those with such had the propensity to save a greater portion of their income. A combination of decision-making style predominates in the three ecological zones. A variety of motivational factors was influencing the respondents whether to save or not to save. There is a manifestation of a high degree of self-control with emphasis on will power to defer gratification. The psycho-economic aspects composed of the savings level (in terms of percentage in income), frequency of savings withdrawal, preference where to put savings, saving frequency, amount of loans and frequency of loan payment. With savings level, generally, the respondents were able to save but in smaller amounts at the same time, incurring larger amounts of credit. Respondents manifested dual characteristics possessing both saver and dissever though there is a stronger manifestation of being a dissaver than being a saver. In the frequency of savings withdrawal, the longest duration of the non-withdrawal of savings was more than one year. It was manifested by one-third of the respondents who were saving their money in financial institutions. In terms of preference where to put savings, there was combined strategy of saving preferences was practiced both in utilizing banks and other financial institutions and the traditional way of using piggybanks and safekeeping savings in their homes. The respondents manifested a high regard in using financial institutions as their primary preference to save although they have the tendency of hoarding when they do not circulate the money to the market which as a result, is not beneficial to the economy. In saving frequency, there is no uniformity in the pattern of saving frequency among the respondents. The amounts of loan incurred by the respondents were greater than the average income of the household heads. In terms of frequency of loan payment, they pay their loans regularly every after 15 days, which is in consonance with the payday scheme of employed respondents. On the significant differences in the profile of the households on the different ecological zones in the City of San Fernando, it was observed that there are no significant differences among savings and income, permanent income, age of household head, experience of household head, values and motivation whereas there were significant differences across the three ecological zones evident on household head occupation, household head gender, culture, lifestyle choice, locus of control, decision-making, self-control, saving levels, frequency of saving withdrawal and preference where to put savings. Relationship of variables on saving levels as factor of determinants along coastal areas reveals that permanent income, age of households, age of household heads, education of household heads, work experience, and gender are socio-economic aspects having direct relationships on saving level. Income is not a predictor of saving level in the coastal area. In the lowland area, all the socio-economic variables were found to serve as determinants on saving level except for income. Same pattern was manifested in the upland area that there is a direct relationship on the variables of saving levels except for permanent income. In relation to socio-psychological aspects, all respondents of the three ecological zones identified all variables to provide relationships on saving levels. Same results hold true to the psycho-economic aspects. All the variables on the socio-economic, socio-psychological and psycho-economic aspects displayed a direct relationship on the frequency of saving withdrawal in all the ecological zones. Preferences where to put savings manifested a direct relationship on most of the socio-economic aspects except on the age of the household head and occupation of the household head. Only self-control has no relationship to the socio-psychological aspect in the coastal area. In the lowland area, only the age of the household and occupation of the household heads are not related to the frequency of savings. In like manner, the upland respondent’s age of the household head, lifestyle choice and self- control are the only variables not affecting their preferences where to put their savings. Cutting across all household profile and saving behavior of the respondents, the income and household age surfaced to greatly serve as determinants to household saving behavior.
Computer education I in selected public secondary schools of La Union: Basis for a three-year action plan.
(Don Mariano Marcos Memorial State University -Open University System, 2007) Runas, Viena Lyn A.
The study aimed to develop a Three-Year Action Plan in Computer vEducation I for public secondary schools of La Union, School Year 2006-2007. Specifically, this study determined the following: profile of teachers in Computer Education I in terms of their age, sex, civil status, highest educational attainment, major and minor fields of specialization, number of years teaching computer education and trainings attended related to computer education for the last two years; profile of students enrolled in Computer Education in terms of ownership of computer, software/programs used, extent of exposure to Internet services such as chat, digital research, games and e-mail; profile of the schools in terms of the extent of adequacy of know are/ peopleware, software and hardware; level of attainment of objectives of computer education based on the Philippine Secondary Schools Learning Competencies (PSSLC), extent of utilization of teaching strategies/methodologies; and capabilities and constraints of computer education in selected public secondary schools of La Union. The descriptive research was employed using the questionnaire as the main data gathering tool. The respondents of this study were the 30 Computer teachers from the nine selected national high schools in the Division of La Union and 345 students in fourth year who finished Computer Education I during their third year. Descriptive statistics was used in the analysis and interpretation of the data. Statistical tools used were frequency counts, percentages and mean. The results of the study showed that 50% of the teacher respondents were within the age bracket of 36-40; 73.30% were female and married, 56.70% were BS with MA/MS units while 10% with units in Ph. D. /Ed. D, 70% of the teachers taught computer subject for 1-3 years and 93.30% had attended the division level. As to students profile, 30.5% owned a computer while 69.57% did not. Most of the students used MS Word and MS Excel and chat has the highest extent of exposure among the IT services. The extent of adequacy of know are/peopleware was moderate. The ratio of teacher to student was 1:65; ratio of computer to student was 1:11 and teacher to computer was 1:6. The level of attainment of the objectives of Computer Education I in selected public secondary schools of La Union based on the Philippine Secondary Schools Learning Competencies (PSSLC) was moderate. The extent of utilization of teaching strategies/methodologies was moderate. The capabilities were on the adequacy of monitors, scanners, floppy diskette and compact disc (CD); on the other hand, constraints were on the adequacy of know are/peopleware, software and computer peripherals; the level of attainment of objectives in computer education and the extent of utilization of teaching strategies. A Three-Year Action Plan in Computer Education I was proposed for the public secondary schools in La Union. Based on the findings, the following conclusions were deduced: The profile of Computer Education I teachers contribute in facilitating knowledge and skills in computer. Majority of the students who own computers can learn better the skills. Know are and software are very much wanting. Computer Education I in public secondary schools is implemented in spite of the dire need for more hardware and more skillful know are. Computer teachers in the selected public secondary schools used varied teaching strategies/methodologies in teaching, thus, the teaching-learning situation in Computer Education is effective. Capabilities for Computer Education are assets in teaching-learning but may still regress considering the many constraints. The proposed Three-Year Action Plan in Computer Education I may improve the teaching-learning environment of the said subject.
Predictors for the attainement of the organizational thrusts of the Don Mariano Marcos Memorial State University non-teaching association.
(Don Mariano Marcos Memorial State University -Open University System, 2008) Navalta, Benigno N.
The study covered the extent of attainment and the predictors of the organizational thrusts of the DMMMSU Non-Teaching Association covering the calendar years 2005-2007. Specifically, the study sought to answer the following: profile of the DMMMSU supervisory and non-supervisory non-teaching personnel in terms of: age, sex, highest educational attainment, civil status, length of service as DMMMSU non-teaching employee, monthly compensation; and number of seminars/training attended; level of satisfaction of the DMMMSU non-teaching personnel in terms of: a. motivational factors such as work itself, recognition, responsibility, capabilities, importance, access to information, and professional growth; b. maintenance factors such as policy and administration, supervision, interpersonal relationship, working conditions, job security, job titles, money/compensation, and vacations and holidays; significant difference between the level of satisfaction of the supervisory and non-supervisory non-teaching personnel; extent of attainment of the organizational thrusts of the DMMMSU non-teaching association; significant difference on the extent of attainment of the organizational thrusts as perceived by the supervisory and non-supervisory non-teaching personnel; significant relationship between the extent of attainment of the organizational thrusts of the non-teaching association and the following: a. profile; and b. level of satisfaction of the DMMMSU non-teaching personnel; and the predictors for the extent of attainment of organizational thrusts of the DMMMSU non- teaching association. The study employed the descriptive and correlational research methods with the questionnaire as the main tool in gathering data. The study revealed that as to age, the supervisory group which is composed of 164 was dominated by those belonging to the 41-50 old comprising of 74 or 45.12 percent. Among the non-supervisory group, 133 or 40.92 percent also belonged to the 41-50 years age group. As to sex, there were more men than women among the supervisory and non-supervisory groups. As to highest educational attainment, majority of the supervisors and non-supervisors were holders of at least a baccalaureate degree while some of them were graduates of doctoral and master’s degrees. As to civil status, there were 143 supervisors who were married comprising of 87.20 percent, and 290 were married while only 26 were single among the non- supervisors. As to length of service, there were 76 or 46.34 percent who belonged to the 20-31 years bracket. Among the non-supervisors, 106 belonged to the 21-30 years category. As to monthly compensation, majority of the supervisors belonged to the P11,000-P15,999 monthly salary brackets, while 277 belonged to the P5,000-P10,999 bracket among the non-supervisors. As to seminars/training attended, most of the supervisors and non-supervisors had attended seminars on the local, regional and national levels. The level of satisfaction of the DMMMSU non-teaching personnel in terms of motivational and maintenance factors had a descriptive rating of “highly satisfied”. There was a significant difference between the perceptions of the supervisory and non-supervisory levels of the non-teaching personnel in terms of motivational and maintenance factors. As to the attainment of the organizational thrusts, the association was perceived to have “highly attained” them. There were significant differences in the perceptions of the respondents as to attainment of thrusts of the association. There were significant relationships between the attainment of organizational thrusts of the association and the following: length of service, salary, age, and national trainings attended. There were significant relationships between the attainment of organizational thrusts and level of satisfaction. The predictors of attainment of organizational thrusts are level of satisfaction and highest educational attainment. The study concluded that the Non-Teaching Association had “highly attained” its thrusts because the supervisors and non-supervisors have a high level of satisfaction in their work.
Human resource development program of christ the king college high school personnel
(Don Mariano Marcos Memorial State University -Open University System, 2009) Dumaguin, Augustina C.
This research determined the level of job satisfaction of Christ the King College high school personnel as basis in the formulation of the Human Resource Development program. Specifically, the study sought answers to the following questions: 1. What is the profile of the personnel of CKC? 2. What is the perceived level of satisfaction of the personnel in their job characteristics? 3. What is the perceived level of job satisfaction of the CKC personnel? 4. Are there significant relationship between and among job characteristics, job satisfaction and the vision/mission, goals and objectives of CKC? 5. What is the extent of attainment of the vision/mission, goals and objectives of CKC as perceived by the personnel? 6. What development program on Human Resource can be formulated to strengthen the level of motivation of CKC personnel? The study utilized the descriptive correlation method using survey questionnaire to 55 CKC personnel. The data needed in the study were gathered by means of a questionnaire. Statistical tools used were frequency counts, percentages, means, and Pearson Product Moment Correlation. The salient findings and conclusions are: 1. The CKC personnel display diversity in demographic profile; 2. The clearly defined tasks, roles and responsibilities are opportunities for them to gain new experiences and develop special skills and expertise. 3. The personnel are very highly satisfied on personal and context satisfaction. 4. The personnel transmitted their vision/mission, goals and objectives in their personal lives, school works and community where they live. 5. Job characteristics and job satisfaction are significant variables that influence the extent of attainment of the vision/mission, goals and objectives. 6. A three-year validated Human Resource Development program was formulated. It was therefore recommended that. 1. Since majority of the personnel are new in the school and young in the teaching profession, the school should implement continuing orientation program to acquaint them of the vision/mission and policies of the school. 2. The school should continue in-service programs to improve the teachers’ performance promote their personal and professional well-being. 3. While the personnel have high level of job satisfaction, the following should still be given attention to: a) Enough time must be allotted for feedback sessions so that issues will be discussed thoroughly. b) The school should maximize the potentials and brilliance of seasoned teachers to mentor young and inexperienced ones. c) To avoid stress and career burn out, balance of physical activities is needed through the implementation of the wellness and fitness program. 4. The personnel should continue concretizing and consistently living-out the school’s vision/mission, goals and objectives in their homes and their respective communities. 5. The extrinsic factors should still be addressed to. a) Job efficiency rating must be given a corresponding monetary equivalent. b)Remuneration for job tenure must not be limited to 30 years and the Php 50.00 added every year of experience must be increased. c) There should be no disparity in giving increase for special assignment like coordinator ship d)The school should extend financial assistance to personnel to pursue their graduate studies and they are to be encouraged to finish the degree within a definite time. 6. The school should provide a Human Resource Development officer for the training, development, counseling and career pathing of the personnel .Human Resource Development program should be implemented and progressively evaluated. 7. Based on the findings and conclusions, it is recommended that the 3 year HRD program of CKC personnel should be adopted.
Counterfeit Philippine Currency in the City of San Fernando, La Union
(Don Mariano Marcos Memorial State University -Open University System, 2010) Hermosura, Melody P.
The study assessed the counterfeit currency in San Fernando City. Descriptive method of research was used. Respondents were 122 bankers. In the treatment of data, frequency counts, percentages, and means were employed. The counterfeit currencies received by the BSP La Union Regional Office had increasing trend. The office conducted 2 lectures and used 4 counterfeit detection instruments/ machines. Majority were tellers from universal and commercial banks, with 21-30 years modal age, mostly females , married and baccalaureate degree graduates. Their modal year of stay was 1-10 years, attended 1-5 seminars/training and using 1-5 counterfeit detection instruments. The bankers were highly aware of the laws and regulations, and on counterfeit currency features. BSP's level of implementation of information dissemination was moderate. Awareness of laws and regulations, features of counterfeit Philippine currency were capabilities, while BSP's information dissemination implementation was constraints. Policy recommendations were developed to combat counterfeit currencies.
Empowerement of ps bank north luzon cluster: an input to a human resources training program
(Don Mariano Marcos Memorial State University -Open University System, 2010) Villar, Edmar M.
The main purpose of the study is to identify the predictors of personnel empowerment of the Philippine Saving Bank North Luzon Cluster as basis in the formulation of the PS Bank North Luzon Cluster Human Resources Empowerment Training Program. The study utilized the descriptive and developmental design. Findings reveal varied characteristics of PS Bank North Luzon Cluster personnel in terms of their personal and organizational factors; high level of empowerment: significant relationship between level of empowerment and profile; predictors of empowerment were identified; a training program was develop and validated. The predictors of empowerment as whole were working condition, stress coping mechanism, civil status, position held and highest educational attainment.
Online college admission management system of DMMMSU
(Don Mariano Marcos Memorial State University – Mid La Union Campus, 2013-03) Abad, Enrique G.; Ledda, Mark Kristian C.; Malicdem, Alvin R.; Badon, Ralph Vincent H.; Hufana, Gilbert R.; Songcuan, Jerome P.
The focus of the study was to develop an Online College Admission Management System (OCAMS) of DMMMSU. It specifically determined the capabilities and constraints of the existing CAMS of DMMMSU along PIECES framework; developed OCAMS; and determined the usability of OCAMS. The study was processed through descriptive and applied methods. The population included 3 personnel in-charge, 34 staffs, 256 freshmen students, 27 high school students and 5 IT experts. Data were collected through questionnaire and analysed using 5-point Likert scale. The following findings were yielded: the existing CAMS of DMMMSU is a constraint; OCAMS was developed using AWE model; and OCAMS was rated usable. The following conclusions are forwarded: the constraints are indicative of deficiencies which ought to be addressed in order to provide an effective and efficient CAMS; OCAMS is achievable with its development through AWE model; and OCAMS is a usable tool to support the needs of the users.
Performance motivation of the La Union medical center personnel
(Don Mariano Marcos Memorial State University -Open University System, 2015) Abon, May G.
This study studied the level of performance of the La Union Medical Center Personnel. Specifically, it determined personal profile of the respondents in terms of: age, sex, civil status, employment status, religion, highest educational degree, monthly salary/wage, number of seminars/ trainings attended in the past 5 years relevant to the area of specialization or position/designation, number of years, number of children, present position, and number of dependents. The descriptive methods of research was used in this study which is non-experimental in nature. Results of the study showed that majority of the respondents are middle-aged, female, married, Roman Catholic Church with permanent item is the leading religion observed to the respondents. Majority finished their college degree and the salary bracket mostly received by the majority is minimal. With regards to seminar / training programs, only permanent employees are given enough privilege to attend. The level of respondents’ performance in terms of knowledge, attitude, skills, and habits is very high; using the Maslow’s Hierarchy of Needs the motivation needs of the LUMC personnel is very high; There is no significant relationship between the profiles: age, sex, employment status, religion, number of seminars attended, number of children and number of dependents with the level of performance and performance motivation of the LUMC personnel. The highest educational degree is the sole profile that has significant relationship both with level of performance and performance motivation. Civil status, has significant relationship with attitude, skills and habits and performance motivation; monthly salary wage has significant relationship with knowledge, skills and performance motivation; and number of seminars/trainings program attended has significant relationship with knowledge, attitude, skills and performance motivation; The degree of seriousness of problems encountered by the LUMC personnel in performing their job is moderately serious. The researcher has made a 5 year Strategic Motivation Development Plan for the La Union Medical Center which has 7 strategic priorities emphasizing motivational programs for the LUMC personnel.
Impact of community assistance development (cad) of regional public safety batallion 1 (rpsb1) in theatened municipalities of Ilocos Sur.
(Don Mariano Marcos Memorial State University -Open University System, 2016) Alog, Maila B.
The study entitled Impact of Community Assistance Development Program of Regional Public Safety Battalion 1 (RPSB 1) in the Threatened Municipalities of Ilocos Sur” was conducted to determine the extent of attainment of the RPSB 1 CAD Program to include its level of implementation among police personnel, as respondents, in implementing the aforementioned program. Community Assistance Development Program of RPSB1 was crafted in year 2011 in implementation to Philippine National Police (PNP) Police Community Relations (PCR) Master plan of 2002. The principle of having a wholesome relationship between the police and the community counts more than any other weapon in law enforcement. Being able to harness the community’s confidence, trust and wholehearted support in the police is already half the battle won over criminality and lawlessness. In addition, this study was conducted in order to determine the level of awareness, satisfaction, and participation of the community to the implementing initiatives of CAD Program. The respondents were classified as Local officials/Barangay Council members, Religious/Church Sector members, School/Faculty Member, Non-Government Organization and Barangay Residents. Further, documentary records were analyzed in order to identify the impact of the program in security, sociocultural, environmental, economic, technological, and political aspect. The level of implementation was determined along with its School-Based Activities, Church-Based Activities, Barangay-Based Activities, and Environmental Protection Activities. Lastly, this study was conducted in order to rationalize the development for a more effective Program. RPSB 1 CAD Program is highly effective in attaining its objectives and has given definite result as to the suppression of insurgency considering the root cause that are far beyond the capabilities of the police organization. The community respondents had given an overall descriptive equivalent of highly aware, highly satisfactory and sometimes participate to the initiatives being conducted as part of CAD Program. Finally, by this study, an enhanced RPSB1 IMPLAN shall emerge in order to finally have a sustainable solution to the long history of insurgency problem in Ilocos Sur.
Human resource management of ilocos training and regional medical center
(Don Mariano Marcos Memorial State University -Open University System, 2017) Casuga, Virginia V.
This study determined the extent of implementation and the level of satisfaction of the employees on the Human Resources Management (HRM). of the Ilocos Training and Regional Medical Center (ITRMC) along the areas of recruitment, selection and promotion, rewards and recognition, learning and development and performance management system. The extent of the implementation of human resource of the implementation of human resources management along the four areas is highly implemented. There is no significant difference in the extent of implementation in relation to gender, marital status, division where the employee belong, highest educational attainment, length of service., and job position level. the level of satisfaction of the employees on the HRM practices highly satisfactory. There is no significant difference in the level of satisfaction among all the staff. The HRM practices of ITRMC along the four areas are considered capabilities. An intervention program was proposed to sustain and strengthen the human resources management of Ilocos Training and Regional Medical Center.

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