The Influence of Employee Work Attitude to Employees’ Job Performance

CATHERINE CACHAPERO ESTEVES

Submitted in fulfillment of the requirements for the Course Research

Methods in Business Administration

Bukidnon State University

Libona Campus

2022
 CERTIFICATION

This is to certify that this research contains no materials which has been

accepted for the award of any higher degree in any secondary and tertiary

institution and that to the best of the researcher’s knowledge, this research

contains no material previously published or written by another person, except

when due preference is made in the text.

CATHERINE C. ESTEVES
Researcher
 APPROVAL SHEET

In final fulfillment of the course requirement of Feasibility Study, this

research paper entitled, “THE INFLUENCE OF EMPLOYEES WORK

ATTITUDE TO EMPLOYEES JOB PERFORMANCE” has been prepared and

submitted by CATHERINE CACHAPERO ESTEVES is hereby recommended

for acceptance and approval.

Respectfully Yours;
CATHERINE CACHAPERO ESTEVES
Researcher

Noted by:
LEONA A. RACRAQUIN, CPA
Feasibility Adviser

Endorsed by:
NEAL BRYAN L. RENDAL, DM
Campus Incharge

Approved by:
HON. DUARDO G. CORBET
Barangay Captain
 iv

ABSTRACT

The primary objective of this study was to investigate the relationship

between employees' work attitudes and performance at their respective
workplaces. The study's objective was to determine the study's relationship's
effectiveness. The study's design was descriptive. The study was conducted in
the first-class municipality of Manolo Fortich, Bukidnon, in Northern
Mindanao. The people in the study were selected employees who worked almost
exclusively on the specified scope. There were approximately fifty (50) people
examined. Random sampling was used to make sure that every part of the
population was used. Primary data were collected through a survey. The
collected data are presented in a quantitatively based tabular format for
interpretation and analysis.

According to interviews conducted for the study, the study also found
that employees' work attitudes and productivity are closely linked. The large
number of respondents who strongly concurred with the researcher's findings
in their responses to the questionnaire also demonstrates this. The majority of
workers have said that they have a positive attitude and that other people's
ideas and suggestions are taken into consideration and respected.

According to the study's findings, the organization's objectives and

workplace success are significantly influenced by employees' work attitudes
and performance. These parties must have a positive relationship with their
workplaces in order to be productive and have a healthy relationship regarding
fair treatment and attitudes at work.

In addition, the study suggests that both employees should be treated

fairly and have easy access to one another for communication in order for the
organization to function effectively in the workplaces they are assigned to and
to foster an atmosphere that encourages employees to maintain their
relationships.
 v

ACKNOWLEDGEMENT

Firstly I would like to express my sincere gratitude to my family: to my

parents for supporting me spiritually and financially throughout conducting

this research paper. I am also grateful to Maam Leona A. Racraquin for

enlightening and guiding me in conducting this research paper, she taught me

how to do this research easily so that we would not have hard time dealing in

with a research and also as my advisor for her valuable time to continue

support in this study, for her motivation and immense knowledge, her

guidance help me in all time research and writing of this research, for the

comments she gave during meet ups that greatly help me to improve the

manuscript.

I would also like to thank Sir John Daryl Redosendo (Statistician), the

institution and respondents who cooperated with me and help me, for giving

their insightful comments which helps me make my research possible. I would

also like to thank my friends and colleagues who also motivated me and helped

me to continue.

I would also like to thank myself for the on-going research I did even
though I had difficulty in doing so but I did not give up and help each other to
finish this research paper and last but not the least I would like to thank our
Almighty God who gives us strengths, and enlightened our minds to make this
research successfully. Without Him, this research would not be possible and
realize.
CATHERINE C. ESTEVES
The Researcher
 vi

DEDICATION

This humble piece of work is dedicated to my parents, sister and siblings,

who gives their outmost support, and never-ending inspiration, motivation

throughout the study. They are the ones who provided the resources that

needed in the making of this study. It also dedicated to the teachers who are

behind in making this research possible through guiding the researcher to

complete this study. The researcher would also like to dedicate this study to

the students of business administration program seeking for other resources in

terms to employees attitude and job performance in workplaces. Also, this

study is also dedicated to the school who gives opportunity the researchers to

nurture, test their skills, and cooperation to build this study. We look up and

dedicated this whole study to our Almighty God who gave the strength,

knowledge, wisdom, protection, and will to continue and keep positive to finish

this research. These were all to you.

 vii

TABLE OF CONTENTS

TABLE OF CONTENTS

PAGE

TITLE PAGE i

CERTIFICATION ii
APPROVAL SHEET iii

ABSTRACT iv

ACKNOWLEDGEMENT v
DEDICATION vi

TABLE OF CONTENTS vii

LIST OF FIGURES viii

LIST OF TABLES ix
CHAPTER 1 THE PROBLEM

Introduction 1-2

Theoretical Framework 3-4

Conceptual Framework 5

Statement of the Problem 5

Statement of Hypothesis 6

Scope and Limitation of the Study 6

Significance of the Study 7

Definition of Terms 8

CHAPTER 2 REVIEW OF RELATED LITERATURE

AND STUDIES

Attitudes of employees towards their work 9-10

Employee attitude on their general performance 11-16

CHAPTER 3 RESEARCH METHODOLOGY

 Research Design 17

Research Locale 18

Research Respondents 18

Sampling Procedure 18

Research Instrument 19
Data Gathering Process 19

Scoring Procedure 20-21

Statistical Treatment of Data 22

Data Analysis 22
CHAPTER 4 PRESENTATION, ANALYSIS, AND

INTERPRETATION OF DATA

Problem 1 23-25
Problem 2 26-27

Problem 3 28-29

CHAPTER 5 SUMMARY, CONCLUSION,

AND RECOMMENDATION
Summary 30-31

Conclusion 32-33

Recommendation 34
REFERENCES 35-37

APPENDICES

Appendix A (Letter of Request)

Appendix B (Approval Sheet)

Appendix C (Informed Consent)

Appendix D (Research Survey Questionnaire)

Appendix E (Statistician Certification)

Appendix F (Curricular Vitae)
CATHERINE CACHAPERO ESTEVES
Address: #125 Agusan Canyon Manolo Fortich Bukidnon
E-mail: [email protected]
Mobile #: 09205503954 / 09709036255
CAREER OBJECTIVE (KNOWLEDGE, SKILLS AND ATTRIBUTES)
To be able to learn things that could be applicable for work by enhancing
my skills and knowledge. Also to face up better challenges and broad my
experience during work.

PERSONAL INFORMATION

Age: 22 years old

Birth Date: April 26, 2000
Birth Place: Tarlac City
Sex: Female
Height: 5’4 ft.
Weight: 47 kgs.
Citizenship: Filipino
Religion: Roman Catholic
Civil Status: Single

EDUCATIONAL BACKGROUND

Plantation Elementary School

Elementary School 2012-2017

Holy Cross High School

High School 2012-2017

Holy Cross High School

Senior High School 2017-2019

Bukidnon State University Libona Satellite Campus

College 2019- Present
Course: Bachelor of Business Administration Major in Financial Management

STRENGTH
 Computer Literate
 Communication Skill
 Good in Customer Service
 Sense of Responsibility
 Work Ethic
 Excellent in Managing Skills and Operation
 Physically Fit

ACADEMIC ACCOMPLISHMENT

 5th Honorable Mention S.Y. 2012-2013

 Junior High School Commendable S. Y. 2013-2014

 Batch Work Immersion Awardee @ BCC S.Y. 2017-2019

 viii

LIST OF FIGURES

Figure Page

1 Schematic Diagram of the Study 5

 ix

LIST OF TABLES

Table Page

1 4-Point Likert Scale of Respondents Level of Work Attitude 20

2 4-Point Likert Scale of Respondents Level of Work 21

Performance

3 Mean Distribution of the Respondents Level of Working 23

Attitude

4 Mean Distribution of the Respondents Level of Working 26

Performance

5 Correlation Analysis on the Association between Work 28

Attitude and Work Performance

6 Regression Coefficients on Work Attitude and Work 29

Performance
 Chapter 1

The Problem

Introduction

The employment has been lawful taught and widely used in

countries around the world to refer to the work related attitudes and

job performance of a person who frequently refer to called workers

(employees) whom performs work under certain conditions in return

for remuneration. Jobs transform lives because they empower

individuals, define character and that shapes their destiny. This wheel

of workers are the work force on one association, a good and healthy

relationship of these workers will take the organization forward and

bloom. Keeping up with solid representative relations in an

association is a pre-imperative for any association to make

development and progress. When people are much involved in each

other, it will help others in given tasks and ultimately it will

accomplish the work nicely and in less time. A good work related

attitude and performance consequently increments efficiency since the

two have a common objective. Workers are among an association's

most significant assets and instituted as most important resources. It

includes keeping a workplace that fulfills the necessities of employees

have good influence in their jobs.

Anyway, in every job there are negative and positive effects in

every work-related attitude towards job performance of employees.

According to Amos & Ristow (2004) he pinpoints that in order to

accomplish the objective of this study employees should have good

conduct of attitudes in work and able to manage their responsibility,

as addition Farr (2018) also pinpoints that employers who is lack or

poor of communicators confuse their workers. The employee’s

confusion sometimes causes resentment and anger towards their

employers and less likely to put all of their energy into the job. On the

brighter side, (Fritzsche and Parrish 2005) stated that "A happy

worker is a productive worker." Employees should maintain their role

as an jobholder, which can increase to influence the mood and

behavior of a good influence towards other employees’. Maintaining a

good work-related attitude with the employees, influence them and

leads them to be more productive and committed to their jobs. Hard

works of employees are needed because the benefits are all worth it.

The study was conducted in the first class municipality of

Northern Mindanao province of Bukidnon as chosen target location

where a lot of employees (workers) have been seen in working on their

desired companies/industry that extract the leads of accessing the

sources of this study. Through that the researcher wanted to know

beyond how influential more of this employees attitudes towards

employees work performance in their own workplaces as it elaborates

the objective of this study, on how the employees attitude influence

the employees work performance in their workplaces by the causal of

relationship.

Hence, influencing these work attitudes and job performance of

employees becomes important for success, as strong and positive

attitudes can lead to greater employee productivity in their work

performance.

Framework of the Study

Theoretical Framework

The influence of work attitude to job performance of employees

has been connected to several popular theories. In the evidence of this

theory work attitude and job performance of employees reviewed that

the characteristic in the job should have the function of skill-variety to

identify the growth of such attitudes and job performance strengths in

meeting the needs of each employee. Employees expect to be paid for

the work that they do and have good benefits could offer. Employees

have different lists of needs which are their reason behind their hard

works. The employers need to ensure that the needs of their

employees are met. It should not put the people under unmanageable

levels of stress. With these, employees are more likely to have a good

work attitude that wants to achieve employees characteristic of views

in developing skills that can help other employees’ now and in the

near future. It is also very important to have communication with

your employees to find out if their work needs are being met and to

invest in training and development to develop higher levels of

achievement and job performance. This will help in making the job

easier and the business more productive through their characteristic

needs.
 The relationship between the employee and the organization is

also reviewed by the Theory of Work Adjustment [TWA] (Dawis, 2004),

which places emphasis on the interaction and how the workers

change to fit into the workplace. This theory highlights the congruence

between the requirements of the organization and the requirements of

the employee. First, it is important to consider the employees needs

and expectations, which are supposed to be fulfilled through the

organization (Dawis, 2004). Second, the employee has skills that are

useful to succeed in this fulfillment. Third, most interactions between

the employee and the organization are oriented towards these

requirements. When there is a certain level of discrepancy between the

needs of the employee and the reinforcement given by the organization,

there will be a change in the employees behavior in order to reduce the

dissonance. Just as it is highlighted by Thorsteinson (2003), the level

of dissonance leads to employee dissatisfaction. Regarding this, there

are two ways to reduce the conflict: altering the employees needs or

the organizations environment. When the strategies are unsuccessful,

the employee eventually quits (Dawis, 2004). In this paragraph the

different perspectives of employees attitudes towards job performance

are described.
Conceptual Framework

In this study the researcher used a conceptual framework to

evaluate the different variable that is related to my study influencing

employees’ work attitudes on how the employees do have feelings or

aspects towards their job and performance in work to test the general

level of employees contribution as a way of being productive workers

and had conducted the study on the 1st class known municipality of

Northern Mindanao.

Independent Variable Dependent Variable

Employees’ Work
Employees’ Work Attitudes
Performance

Fig. 1: Schematic Diagram of the Study

Statement of the Problem

This study aimed to determine the extent different types of

employees’ attitudes that can influence the performance of employees

in their workplace. Specifically, this paper will seek to answer the

following questions:

1. What is the level of working attitude of the respondence?

2. What is the level of working performance of the respondence?

3. Is there a significant influence between working attitude and

working performance?
Statement of Hypothesis

The hypotheses was tested at a 0.05 level of significance.

HO1: there is no significant influence between working attitude and

working performance?

Scope and Limitations of the Study

The primary focused of this study was to the employees on how

they handle their kind of attitudes in a professional way to their work.

It was limited to determine the employees which would be conducted

in the 1st class Municipality of Manolo Fortich with a total of random

selected fifty (50) employees as respondent and scope of the study.

The aspects look into was the attitude of the selected employees

towards the kind of attitude they have regarding in the organization as

cover of the study. The study was done through the utilization of

questionnaire to the selected respondents as a survey and reference.

By this study the researcher would be able to know how employees

work attitudes and employee performance are being act in their

workplace.
Significance of the Study

This research was made with the aim to provide information

and knowledge regarding to the focused of this study and choice of the

following individuals;

HR Department, by doing this research leader could get a better

understanding about the attitudes and performance bonds of their

employees’ in their workplace. By doing this research, the HR

Department can also get a better understanding about the opinion of

their employees and can get a clear evaluation about their workers.

Employees, by doing this research worker could get a better

understanding about how attitudes and performance bonds are seen

in the workplace. The researcher of this study focus on what are the

effective variable of employees’ attitudes and performance which will

help for the workers measured the performance of employees’ being

productive.

Future Researcher, also at the end of this study the students

should have the benefits to have an idea to learn the views of every

aspects of relationship focusing in workplace.

Definition of Terms

To further facilitate the understanding of the readers, the following

terms used in the paper are defined according to their operational use:

Employees – the one who does the job or task that is given by the

higher authority or HR Department.

HR Department – the one who gives people the same opportunities for

employment, pay, and promotion without discrimination against

anyone.

Job Performance - a general level of contribution to work as a

productive way of the association success.

Work Attitude – how the employees do have feelings or aspects

towards their job.

 Chapter 2

REVIEW OF RELATED LITERATURE

This chapter reviews the literature of employees’ work attitudes

and work performance in their workplace. This section brings to light

what can be done in order to meet the needs of employees

performance achieving organizational objectives and goals.

Attitudes of employee towards their work

Throughout the history of organizational and behavioral

research, the subject of employee attitudes has always attracted

widespread empirical examination, leading to a number of interesting

definitions. Hettiarachchi & Jayarathna, (2014) defines that

employees attitude are good predictors of behavior, this is because

employees have to behave in a certain way where organization

provides the good ideas of work. Employees with positive attitude

towards work can help resolve conflict on the association and help to

achieve easily the objectives of organization. It may also be recognized

as the employees’ perception and evaluation of the overall work

environment (Sempane, Rieger & Roodt, 2002). Lu, While and

Barriball (2005) define employees’ satisfaction as a global feeling

about one’s work or a related cluster of attitudes about various facets

of the work environment. Employees’ satisfaction may also be

perceived as a ‘positive emotional state resulting from the appraisal of

one’s job or job performance (Islam & Siengthai, 2009:4). A common

aspect that connects these definitions is that employees attitudes is

concerned with what people in an organization feel about their overall

work. Many studies have shown a strong relationship between

employee attitude and workplace productivity. Employees who are

positively motivated will work hard and complete the assigned task

before the set deadline, while maintaining high standards for work

ethics (Arinze, Onoh, Chioma, & Arinze, 2018). In the workplace

employee can either have positive or negative attitude about specific

work task, product or services, co-worker or the company as a whole

(Arinze et al., 2018). Organization justice and psychological contract

also influence employees’ attitudes. The Organizational justice has

been defined as the fair treatment employee get from their employers

while psychological contract refers to employee’s expectation, belief

and obligation as perceived by their employers, for instance, fair

payment from work done, reward for extremely performing well,

conducive working environment with fair policies and procedure and

employee opportunities for development and training. Addition, (Judge

& Kammeyermueller, 2012) defined that fair treatment of employees

get from their employers will lead the organization or working

environment be productive. Fair treatment would feel employees

appreciated that results to positive attitude.

Employee attitude on their general performance

Another important issue raised by (Mac Mahon 1996) is that,

even in small firms where the need for improved productivity is very

important, reward systems was rarely tied to productivity and

performance. Attitude is usually based on many factors that an

employee brings to the organization. When employees are in their

workplace their attitudes will affect their performance to work hard

and help their organization achieve its goals. Employee with positive

attitudes were committed to ensure that organization achieves its

goals while the employees with negative attitude had inferior

performance. Employees attitude also affects their perceptions about

their job and how their organization value them. Findings also

revealed how organization change or move towards a new workplace

and the role of line managers.

Another research suggests that the effective communication of

information and ideas to employees should be developed through

practice and commitment, findings also revealed that organization

should assess current culture to desired objectives and as a result

new attitude often needs to be acquired by employees’ (Owusu 1999).

According to Rahab employees performance, line managers should

understand the various aspect of employees performance to better

work well in association. It was also found out that the line managers

can influence their employee performance trusting and instilling a

level of confidence in them. According to Yusif there are different

attitudes that affect employees’ productivity in their work place which

included employee engagement, fulfillment, and organization

commitment as result to perform the job well. Employees, engagement,

fulfillment and organizational commitment influenced their

performance positively. The positive employees’ attitude in

organization is an indication that the employee was fully satisfied with

their place of work while the negative attitude indicated that

employees were not comfortable at their place of work Imran (2014). In

the work of (Dawson 1995) evidence suggest that human resource

strategy has shifted focus of job design to career development, skill

development which enhanced employee involvement.

Fulgueras (2014) states that employers have the power to

control benefits received by the employee, it stands to reason that

workers do not truly stand on equal footing. Jurisprudence is also

replete with decisions upholding management’s rights. This, however,

is tempered by pertinent labor and social legislation in the country. It

is evident that employers do not enjoy wide discretion in regulating

terms and conditions of employment. Although HR Department have

their own share of rights, employees are not left at a disadvantage.

Pertinent labor and social legislation is crafted to favor employees as

the State’s response to the constitutional mandate to afford full

protection to labor. Then again, the State must strike a balance

between the rights of the employees vis-à-vis the management

prerogatives of employers. Both sectors are equally important and

deserve protection, especially considering its respective roles in

fostering economic growth and maintaining social stability.

 According to Bartolome (2014) states that in every workplace

there should be a standard code of ethics that should be established.

But it can’t be denied that one of the issues that would commonly

arise in a workplace is conflicts between an employees and his boss.

Having a good work attitudes and job performance as employees can

also help a company have a strong and productive journey. Some

ways that will help establish a good employees relationship to his boss

are maintaining a (1) respectful attitudes of communicating, (2) giving

mutual reliance, (3) encouraging supports, (4) fair treatments and (5)

nurturing an good performance. Employees’ know the basics. If one

violates the rules or the policies impose by the company, necessary

action must be taken up. Before terminating a worker, reasons must

be valid and personal issues must be set aside to get a fair judgment.

Working in a dynamic world is a good exposure in different

environment with different characters. Having a good and balance of

employees’ attitude will lead one to walk in a successful and

productive industry of employees’ performance.

Edwards (2003) described that between a system where both

workers must have common and divergent interest, this is a situation

where they should meet to communicate their requirement and views

to one another in terms of agreement on work related issues.

Recently, there have been several studies on the relationship

between the attitudes and performance of employees in work.

According to Holbeche and Springett (2003), employees perceptions of

‘meaning’ with regard to the workplace are clearly linked to their levels
of engagement and, ultimately, their performance. They argue that

employees actively seek meaning through their work and, unless

organizations try to provide a sense of meaning, employees are likely

to quit. The research findings suggest that many people experience a

greater search for meaning in the workplace (70 per cent) than in life

in general (ibid). There are numerous possible reasons for this, for

example, it may be because people generally spend longer at work

than on other parts of their lives. Holbeche and Springett (2003) argue

that high levels of engagement in attitudes can only be achieved in

workplaces where there is a shared sense of destiny and purpose that

connects people at an emotional level and raises their personal

aspirations.

Employees is characterized by both conflict and cooperation,

Marchington and Wilkinson (2008) described the management of

employee relations as being vital to the success or failure of an

organization and it is seen as central to Human resource management.

“Employees with a strong affective commitment continue employment

with the organization because they want to do so.”1 Meyer et al. (1993,

2002) argue that strong affective commitment to an organization

arises because employees share values with both the organization and

its members and it is therefore predicted to be positively associated

with job performance. Moreover, establishing a committed and loyal

workforce may be associated with enhanced performance through less

opportunistic behavior on the part of employees (Green, 2008) or

through influencing their supply of effort, and hence output.

Employees decisions over their supply of effort play a key role in

various incentive models of worker compensation (see, for example,

Lazear, 2000).

A study conducted by Ellickson and Logsdon (2001) gives

emphasis to environmental factors and personal characteristics as the

two most influential variables that determine the level of employee

satisfaction. Lambert, Edwards and Cabic (2003) also found low

employee satisfaction levels amongst employees whose expectations

fell short. Ganguly (2010) maintains that the person-environment fit

paradigm has been widely recognized as the most appropriate

explanation for employee satisfaction. Additionally, other researchers

uphold that employee satisfaction is influenced by the interaction of a

family of factors such as recognition, communication, co-workers,

fringe benefits, working conditions, the nature of the work itself, the

nature of the organization itself, organizational systems, policies and

procedures, compensation, personal development, promotion,

appreciation, security, and supervision (Ilies, Wilson & Wagner, 2009;

Irving & Montes, 2009; Koonmee, Singhapakdi, Virakul & Lee, 2010).

For most management scientists, meeting the needs of employees

remains the prime employee satisfaction-enhancement strategy

(Giannikis & Mihail, 2011). However, contemporary research advances

have challenged this view, which attests to the multi-factorial

character of employee satisfaction.

A study by Hechanova, Uy, and Presbitero Jr. (2005) described

the average Filipino worker as someone who values job security, good
pay, and opportunities for growth when choosing a prospective

employer. The authors suggested that the importance of job security

may be explained by the trend towards downsizing in companies. The

importance of good pay respects the economic situation and the need

for majority of workers to make ends meet. However, beyond job

security and good pay, Filipinos also value opportunities for growth.

Aside from describing what Filipino workers look for when selecting

organizations, the study also examined what is important for Filipino

workers. The study found that family and interpersonal relationships

are two of the most important variables “attitudes and performance” of

employees should meet the lives of every workers. (Hechanova et al.,

2005).
 Chapter 3

RESEARCH METHODOLOGY

This chapter reveals the methods of research applied by the

researcher in conducting the study which includes the research

design, research locale, research respondents, research instrument,

sampling procedure, data gathering process, scoring procedure, the

appropriate statistical treatment of data and data analysis.

Research Design

The study is focused to utilized on empirical inquiry. The Survey

was conducted among the population Manolo Fortich, Bukidnon. The

respondents are the employees of which estimated fifty (50) counted

as the employees of the targeted location. The technique should be

adopted is based in depth one-on one interview technique for a sample

sum of fifty (50) respondents. It is empirical inquiry in which units

are selected based on easy access and availability. In this case study

primary data was collected through their opinions survey among

workers using structured questionnaire. The Questionnaire designs in

the case study are closed ended to guide question in order to interview

the respondents. In this study, facts were collected from the records

of answers and based on their opinions.

Research Locale

The study was conducted in a progressive known as the 1st

class municipality Manolo Fortich in the province of Bukidnon. Since

the chosen respondents are the employees of the place. The

environment speaks to the contribution that safe, clean and

comfortable surroundings make to a positive cool climate in which

employees works in their desired company.

Research Respondents

The respondents of this study were estimated to the target of

fifty (50) employees in the municipality of Manolo Fortich, Bukidnon

who works in a company as an shift workers or full-time employees’ in

one company or corporation they worked in as for a total sum of fifty

(50) respondents. The researcher chooses these respondents because

they are suitable respondents to answer the in-depth questionnaire

provided and those people who will help to complete this case study.

Sampling Procedure

For this case study, According to Laerd Research Strategy a

purposive sampling method of non-probability design was used to rely

or select respondents of 50 employees respondents as a targeted to

collect information or data as to given by one-on-one interview in the

assist of interview guide question. So, the respondents should be

assured of their confidentiality as they answer the all question that

could be given to him/her upon interviewing unless the rerespondent

should answer our visible of 5 questions.

Research Instrument

The research instrument would be using in this study is the

Interview Guide Question, The question that is going to be ask is

adapted by the study of Lydia Akoth Opiyo refers to work attitude of

employees’ and Linda Koopmans, Claire M. Bernaards, Vincent H.

Hildebrandt, Stef van Buuren, Allard J. van der Beek, Henrica C.W. de

Vet refers to job performance of employees’ and it is listed set of

questions that caters to vary the base of the study to conduct in order

to collect data. Confidentially procedures were observed. The Interview

Guide Questionnaires could also be structured and in a formal

manner of interviewing the respondents in a naturalistic closed

interview situation that adheres to ensure that the atmosphere of an

interview is congenial to establish interviewer-interviewee rapport.

Data Gathering Process

The researcher of this study should produce to distributed fifty

(50) copies of questionnaire contains the modification of the selected

respondents. The questionnaire would be successfully distributed in a

good manner and returned it complete in the researcher. As addition,

the respected respondents would be kept confidentially their respond

as agreed in the manner.

 The data gathered was organized and tabulated in a good

treatment as done.

Scoring Procedure

The basis for the analysis of data that would be collected, a non-

parametric tool would be used to understand and evaluate. The

collected data would be scored using the following categorical

response to the survey instrument.

Table 1. 4-Point Likert Scale of Respondents Level of Work

Attitude

Score Range Description Interpretation

4 3.26-  Strongly Agree  This means that

4 there is very high

level of employee

attitude in work.

3 2.51-  Agree  This means that

3.25 there is a high level

of employee attitude

in work.

2 1.76-  Disagree  This means that

2.50 there is low level of

employee work

attitude.

1 1-  Strongly Disagree  This means that

 1.75 there is very low

level of employee

work attitude.

Table 2. 4-Point Likert Scale fof Respondents Level of Work

Performance

Score Range Description Interpretation

4 3.26-  Strongly Agree  This means that

4 there is very high

level of employee

performance in

work.

3 2.51-  Agree  This means that

3.25 there is a high level

of employee work

performance.

2 1.76-  Disagree  This means that

2.50 there is low level of

employee work

performance.

1 1-  Strongly Disagree  This means that

1.75 there is very low

level of employee

work performance.
Statistical Treatment of Data

The results would be analysed using weighted mean and

standard deviation.

Weighted mean, according to Ganti, is a formula that accounts

for the varying degrees of significant numbers in a data collection. A

weighted average is computed before completing the final calculation

by multiplying each value in a data set by a predefined weight. It is

more precise than a basic average, which allocates the same weight to

all numbers in a data set.

According to Hargrave, a standard deviation is a statistic that

calculates the square root of the variance and analyses the

distribution of a data collection compared to its mean.

Data Analysis

After gathering raw data, an analysis of this data is use to

derive the statistical inferences from this study. The results should be

linked to the goals, and the statistical significance of the results must

be determined. This study will use cross-tabulation analysis. It is one

of the preliminary statistical analysis approaches which establish

relationships, patterns and styles within the various parameters of the

research study.
 Chapter 4

PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA

The chapter presents result from data analysis and findings.

The purpose of the study was to investigate the influence of how

employee work attitude to employees job performance works together.

The study was conducted within the specific area of Municipality of

Manolo Fortich, Bukidnon. The data collected was accurate and

analyzed through data gathering process and statistical treatment of

data as applied method. Data collected from fifty (50) closed targeted

respondents indicating a 100% response rate. The results and

findings were represented as show.

1. What is the level of working attitude of the respondence?

Table 3: Mean Distribution of the Respondents Level of Working

Attitude

Question Item Mean Std. Description Interpretation

Deviation
Strongly This means that
Agree there is very
3.84 0.37 high level of
Q1: I feel encourage to come up with new employee
ways of doing things. attitude in work.
Strongly This means that
Agree there is very
3.78 0.42 high level of
Q2: My work gives me feeling of personal employee
satisfaction. attitude in work.
Strongly This means that
Agree there is very
3.80 0.40 high level of
Q3: My department provides the employee
necessary resources for my workplace. attitude in work.
3.82 0.39 Strongly This means that
Q4: I have clearly defined quality goals. there is very
 Agree high level of
employee
attitude in work.
Strongly This means that
Agree there is very
Q5: When a co-worker dissatisfied, I can 3.78 0.42 high level of
correct the problem to their satisfaction or employee
need a help. attitude in work.
Strongly This means that
Agree there is very
3.82 0.39 high level of
Q6: My job makes good use of my skills employee
and abilities. attitude in work.
Strongly This means that
Agree there is very
3.84 0.37 high level of
Q7: The management of my organization employee
is supportive. attitude in work.
Strongly This means that
Agree there is very
3.74 0.44 high level of
Q8: The management makes interaction employee
based on my suggestion and feedback. attitude in work.
Strongly This means that
Agree there is very
Q9: Employee get encourage with his/her 3.86 0.35 high level of
employer by offering suggestions and employee
improvements in workplace. attitude in work.
Strongly This means that
Agree there is very
3.86 0.35 high level of
Q10: I am provided with all the training employee
necessary for me to perform in my job. attitude in work.
Strongly This means that
Agree there is very
3.78 0.42 high level of
Q11: I am recognizing when I perform employee
well. attitude in work.
Strongly This means that
Agree there is very
3.82 0.39 high level of
employee
Q12: I have an accurate job description. attitude in work.
Strongly This means that
Agree there is very
3.82 0.39 high level of
Q13: My co-worker and I work well employee
together. attitude in work.
Strongly This means that
Agree there is very
Q14: I feel I can easily communicate with 3.78 0.42 high level of
all the members from all levels of my employee
workplace. attitude in work.
 0.37 Strongly This means that
Agree there is very
3.84 high level of
Q15: I would recommend my employee
organization as a good place to work. attitude in work.
Mean Score This means that
Strongly there is very
3.81 0.32 high level of
Agree employee
attitude in work.

Table 3 shows to identify the level of working attitude of the

employees in their work. The result revealed that the respondents are

very high level attitude with overall mean of 3.81 in their workplaces.

This implies that employees answered to evaluation identify to

strongly agreed in able for them to perform well on their assigned task

from their organization. It is said that it is essential to maintain a

physical environment that is welcoming, secure, and comfortable in

order to support employees' motivation and productivity. The sum of

the relationships between employees and their workplace environment

is referred to as the "work environment," according to Kohun (1992). A

negative work environment is associated with burnout, depression,

absenteeism, somatic complaints, and decreased job satisfaction

(McCowan, 2001). This suggests that not only does the way a

workplace is set up and used affect how people feel there, but it also

affects how well they do their jobs, how committed they are to their

employer, and how much new information they learn there.

 2. What is the level of working performance of the respondence?

Table 4: Mean Distribution of the Respondents Level of Working

Performance

Question Item Mean Std. Description Interpretation

Deviation
Strongly This means
Agree that there is
very high level
3.76 0.43 of employee
Q16: I was able to fulfill my performance in
responsibilities. work
Strongly This means
Agree that there is
very high level
3.66 0.48 of employee
performance in
Q17: Collaboration with others went well. work.
Strongly This means
Agree that there is
very high level
3.78 0.42 of employee
Q18: Communication with others led to performance in
the desired result. work
Strongly This means
Agree that there is
very high level
Q19: I was able to cope well with 3.64 0.48 of employee
uncertain and unpredictable situations at performance in
work. work
Strongly This means
Agree that there is
very high level
3.78 0.42 of employee
Q20: I easily adjust to changes in my performance in
work. work
Strongly This means
Agree that there is
very high level
3.64 0.53 of employee
Q21: I spoke with colleagues about my performance in
work. work
Disagree This means
that there is
very high level
2.08 0.92 of employee
Q22: I purposely left my work so that performance in
someone else had finish it. work
Disagree This means
that there is
low level of
2.28 0.90 employee
Q23: I quarreled with my colleagues, performance in
employer or co-workers. work
Q24: I purposely left my work so that Disagree This means
someone else had finish it. that there is
low level of
2.08 0.92 employee
performance in
work
Strongly This means
Agree that there is
very high level
3.70 0.46 of employee
Q25: I focused on positive aspects of my attitude in
job. work
This means
Strongly that there is
Agree very high level
3.24 0.35 of employee
attitude in
Mean Score work

Table 4 shows to identify the productivity of an employees

performances in work. The result revealed that the respondents are

very in the high level productive with overall mean of 3.24 in their

workplaces. There are some features of the question in this variable

are answered disagree such as due to indicated question that able for

them to evaluate. Inadequate ventilation also has a negative impact on

employees' personal performance, according to the study. Unpleasant

conditions in the environment have a direct and indirect impact on

employee job performance. When an employee experiences these

effects, they lose focus on their work, which has a negative impact on

productivity, quality, and emotional stress as well as high costs.

Hazards that cannot be avoided include direct or indirect light

exposure, danger, occupational disease, and mortality risks.

Ergonomics flaws, according to Shikdar and Sawaqed (2003), are

thought to be the root cause of health risks and low workplace safety

levels.
3. Is there a significant influence between working attitude and
working performance?

Table 5: Correlation Analysis on the Association between Work

Attitude and Work Performance

Independent Correlation P-value Degree Remark

Variable Coefficient
Work .528 P<0.001 High Significant
Attitude

The table above shows that the employees’ attitude at work

positively associated with employee’s performance at work (r=.528,

p<.001) Hence, hypothesis HO1 of the study is rejected. Using a

Pearson product moment correlation with significant value of 5% is

being utilized in the study. Moreover, it was hypothesized that there is

no association between work attitude and work performance. This

reflected according to the study of Yusif that there are different

attitudes that affect employees’ productivity in their workplace which

include employee engagement, fulfillment, and organization

commitment as result to perform the job well. Employees, engagement,

fulfillment and organizational commitment influenced their

performance positively. Additionally, relationship between the

attitudes and performance of employees in work are only perceptions

of meaning with regard to the workplace that are being clearly linked

to their levels of engagement and ultimately, their performance,

Holbeche and Springett (2003). Moreover, establishing a committed

and loyal workforce may be associated with enhanced performance

through less opportunistic behavior on the part of employees (Green,

2008) or through influencing their supply of effort, and hence output.

Employees decisions over their supply of effort play a key role in

various incentive models of worker compensation (see, for example,

Lazear, 2000).

Regression Analysis

The study also to determine the impact of work attitude on work

performance of the employees were investigate. A simple linear

regression analysis is use to determine how likely the factor- work

attitude severely affect working performance of the employees. In this

analysis, it was hypothesized that working attitude does not

significantly influence work performance. Table below explained the

results.

Table 6. Regression Coefficients on Work Attitude and Work

Performance

95 % CI
Variable Beta Standard Lower Upper β
Error Limit Limit
(Constant) 3.174 .091 34.961 000
Work Attitude .586 .136 .312 .859 0.528
N= 50 R =27.9%
2
F-change=18.54 p-value=.000

Table above indicated that work attitude of the employee

positively predict the work performance in which only 27.9 % of the

variance are accounted to the independent variables with

F(1,48)=.18.54, p<0.001. Hence the claim hypothesis HO2 of the

study is rejected.
 Chapter 5

SUMMARY, CONCLUSIONS AND RECOMMENDATIONS

This chapter focuses on the entire study and makes drawings

based on the results and findings obtained, which reflects the

employees attitude and performance in their workplaces. It also

presents conclusions and recommendation for further studies.

Summary

This study hopes to understand the relationship between how

employees influence work attitude to employees performance in their

assigned workplaces. The researcher organized a survey questionnaire

distributed having the selected fifty (50) employees as respondents to

do that. The research used descriptive statistics and correlation to

analyze the survey results. The summary of the results is described

below.

1. Employee Work Attitude. According to the findings of the

research, the majority of respondents have the opportunity to generate

novel concepts and contribute to innovation at their workplaces.

Additionally, the employee attitude level reveals the mean, which is

extremely high, at 3.81 for the workplace as a whole.

2. Employee Work Performance. The majority of the respondents

strongly agreed with the evaluation, which yielded an overall mean

score of 3.24, as indicated by the results of the respondents' work

performance.

3. Relationship Influence of Employees Work Attitude to

Employees Work Performance. And finally, A Pearson product moment

correlation with significant value of 5% is being utilized in the study.

Moreover, it was hypothesized that there is no association between

work attitude and work performance. It shows also that employees’

attitude at work positively associated with employee’s performance at

work. Hence, hypothesis HO1 of the study is rejected.

The study also to determine the impact of work attitude on work

performance of the employees were investigate. A simple linear

regression analysis is use to determine how likely the factor- work

attitude severely affect working performance of the employees. In this

analysis, it was hypothesized that working attitude does not

significantly influence work performance.

Conclusion

Based on the findings, the researcher concludes the following:

First, the hypothesis revealed that there is a significant

difference in Working Attitude of Employees to Working Performance

of Employees in their assigned workplaces. Thus the hypothesis

stating that there is no significant influence between the variable

given in the study is being rejected. This indicates that the study

demonstrates the significant impact of Employees with positive

attitude towards work can help resolve conflict on the association and

help to achieve easily the objectives of organization. It may also be

recognized as the employees’ perception and evaluation of the overall

work environment (Sempane, Rieger & Roodt, 2002). Lu, While and

Barriball (2005) define employees’ satisfaction as a global feeling

about one’s work or a related cluster of attitudes about various facets

of the work environment. Employees’ satisfaction may also be

perceived as a ‘positive emotional state resulting from the appraisal of

one’s job or job performance (Islam & Siengthai, 2009:4).

Second, the hypothesis revealed that there is a significant

relationship to influence the Employees Working Attitude towards

Employees Working Performance in their assigned workplaces. Thus,

the hypothesis stating that there is no significant influence between

the variable given in this study is being rejected. This indicates that

the study demonstrates the significant impact that establishing a

committed and loyal workforce may be associated with enhanced

performance through less opportunistic behavior on the part of

employees (Green, 2008) or through influencing their supply of effort,

and hence output. Ganguly (2010) maintains that the person-

environment fit paradigm has been widely recognized as the most

appropriate explanation for employee satisfaction. Additionally, other

researchers uphold that employee satisfaction is influenced by the

interaction of a family of factors such as recognition, communication,

co-workers, fringe benefits, working conditions, the nature of the work

itself, the nature of the organization itself, organizational systems,

policies and procedures, compensation, personal development,

promotion, appreciation, security, and supervision (Ilies, Wilson &

Wagner, 2009; Irving & Montes, 2009; Koonmee, Singhapakdi, Virakul

& Lee, 2010).

Recommendation

Based on the finding and the established conclusion the

researcher was able to develop the following recommendations

addressed to the following beneficial of the study presented:

1. HR Department. The researcher would like to recommend that

all in line level of management should come up with providing a good

system on able to appreciate employees effort in their assigned

workplaces to ensure and effectively achieved the objective of the

organization. This will help the employees up to the high standards of

productivity and self confidence to acknowledge employees in the

organization.

2. Employees. The researcher would like to recommend that all

employees should have good fair and communication systems where

informative can freely flow across different employees or co-worker in

any level of management they are assigned in their workplaces for an

effective run of the organization.

3. Future Researcher. As to the future researchers, would like to

recommend on expounding and elaborating on the study matter as

presented. It would also be nice to recommend to be broadly on the

scope using the larger groups of samples since the study is limited

only to fifty (50) respondents. Future Researcher, would have a good

views to present on the present study as affirmed.

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