work attitides and job satisfaction.docx

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WORK ATTITUDES AND JOB SATISFACTION OF PHARMACISTS

IN GOVERNMENT TERTIARY HOSPITALS

OF BAGUIO AND BENGUET

______________

A Thesis Proos!"

Prese#$e% $o $he F!&'"$(

o) $he Gr!%'!$e S&hoo"

B!*'io Ce#$r!" U#i+ersi$(

B!*'io Ci$(

______________

I# P!r$i!" F'")i"",e#$

o) $he Re-'ire,e#$s )or $he De*ree

M!s$er o) Ar$s i# P'."i& A%,i#is$r!$io#

_____________

Cherr(.e""e L/ G!0i%!#

J!#'!r( 1234


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APPROVAL SHEET

This thesis proposal entitled, 5WORK ATTITUDES AND JOB

SATISFACTION OF PHARMACISTS IN GOVERNMENT TERTIARY

HOSPITALS OF BAGUIO AND BENGUET6, prepared and submitted by

CHERRYBELLE L/ GAWIDAN, in partial fulfillment of the requirements for the

degree, MASTER OF ARTS PUBLIC ADMINISTRATION 7MPA8, has been

reviewed and examined and is hereby endorsed for acceptance and approval for

proposal defense.

LOUELLA M/ BROWN9 E%/D/

Pro)essor :22;A

PROPOSAL E


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ACKNOWLEDGMENT

With heartfelt gratitude, the researcher wishes to convey her deep appreciation

and thanks to those who contributed to the completion of this humble thesis proposal,

without them, this piece will never have been realized.

The Good ord, for bringing her into this world with a life equipped with

wisdom and overflowing opportunities to experience wonderful things in life.

!er family, especially her husband and children, for all the support,

understanding and unconditional love"

#embers of the proposal committee, $r. %edring &. &agas, $r. ouella #.

'rown, $r. (strella 'isquerra, for their comments, and suggestions that helped the

researcher to continually enhance and develop the study to be more comprehensive"

!er other relatives and friends for their utmost support and words of

encouragement"

To the librarians of '&) for assisting and lending her the most related

references"

*nd to all those who, in one way or another, contributed in the completion of

this manuscript.

To God be the glory+

C.L.G.


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TABLE OF CONTENTS

P!*e No/

TITLE PAGE i

APPROVAL SHEET .. ii

ACKNOWLEDGMENT .. iii

TABLE OF CONTENTS .. iv

FIGUREUSED .... vi

CHAPTER

3 THE PROBLEM

'ackground of the -tudy

&onceptual /ramework .. 0

%aradigm of the -tudy 1

-tatement of the %roblem and !ypotheses . 2

-cope and $elimitation of the -tudy . 3

$efinition of Terms 4

-ignificance of the -tudy . 0

1 DESIGN AND METHODOLOGY

5esearch $esign .. 6

ocale and %opulation ... 6

$ata Gathering Tool ..... 7

8alidity and 5eliability of 5esearch 9nstrument . :


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$ata Gathering %rocedure ...... :

-tatistical Treatment of the $ata .... 21

REFERENCES ..... 22

APPENDICES

*. etter to the 5espondents ... 24

'. The ;uestionnaire .... 20

CURRICULUM VITAE ...... 31


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FIGURE USED

Fi*'re P!*e No/

%aradigm of the -tudy .......

Ch!$er 3


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THE PROBLEM

B!&>*ro'#% o) $he s$'%(

Working environment of government offices

Worker attitude and


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has knowledge of the fact that they get fair payment for their efforts at the end of the

day.

?ob satisfaction has an effect on an individual@s satisfaction with life. 9f an

employee does not get satisfaction in their work, they may seek for satisfaction in

other work unrelated areas. This provides fulfillment and balance in their life. !e or

she may also be content with work as it relates with those work unrelated areas. ?ob

dissatisfaction may also cause an employee to quit =5obbins, 2114>.

*n employee@s attitude towards authority may affect his or her relationship

with management. Begative attitude towards authority will cause clashes in the work

place. %sychology is another reason that affects an individual@s attitude. *nother

reason for a negative attitude towards authority is


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will increase. !uman empowerment is satisfactory to every individual. -elfC

satisfaction leads to


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which is compulsory according to work ethics, employees need to take time off from

work. This normally is the leave period =?ackson, 2112>.

-ome individuals choose professions that they like while others end up in their

profession due to pressure. %ressure may come from the need to make money or a

parent or guardian deciding on what their kids will do. When one chooses something

they love doing or has an interest in, then they are content and happy about what they

do. ove for a profession encourages a positive attitude. This is all the motivation

employees need when it comes to productivity. * happy employee is a productive

employee. When an employee loves what they are doing, they attain


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from work, exercising, socializing with friends, and having fun. %sychological

development is also another factor that affects attitude. -ince psychology is what

determines human behavior, it affects how we react and relate with others. (very one

of us reacts differently to different situations. *n example is when management is

brutally honest about an employees work, some may take it is a warning to do better

others may take it as criticism and give up. This depends on how an individual makes

decisions. (xternal factors such as the family, relationships, financial status are a few

of other things that also affect the employees@ attitude. * healthy employee is a

productive employee and a happy one.

9t is based on the above facts, issues and researches that prompted the

researcher to determine the work attitudes and


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individual works for predominantly determines


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expectation. &onversely, his or her level of pay would minimally impact the


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confederates. This further supports social information processing theory =*amondt,

211:>. Generally, Fthe research on social information processing theory supports the

idea that social environment does have an effect on employees@ attitudes and

behaviors

Disosi$io#!" 70or>er &h!r!&$eris$i&s8

9nternal disposition is the basis of the latest method of explaining . /or

instance, a study of twins who were reared apart =same genetic characteristics but

different experiences> found that 31 percent of inconsistency in satisfaction was

accredited to genetic factors. /urthermore, although individuals change


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emotional experience, whereas negative affect is a predisposition to experience a wide

array of negative emotions. %ositive affective people feel enthusiastic, active, alert,

and optimistic. An the contrary, negative affective people feel anger, contempt,

disgust, guilt, fear, and nervousness.

There is strong evidence supporting disposition causing


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a lower satisfaction as an end result. 9n addition, it is oftentimes the case that

unsatisfied workers are highly ambitious but unhappy as a result of their inability to be

promoted within an organization. /or this reason, ambition can negatively influence


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I#%ee#%e#$ V!ri!."es Dee#%e#$ V!ri!."es

.

#

anifested work attitudes of

pharmacists along the following

areas according to age and years of

experienceDa. &ommunication,

b. Training,c. &areer,

d. *ppraisals,

e. -uperiors or heads,

f. $epartment,

1. Work attitudes of pharmacistalong the following areasD

a. &ommunication,

b. Training,c. &areer,d. *ppraisals,

e. -uperiors or heads,

f. $epartment,g. Teamwork,

h. 5espect,

i. (quality,j. -ecurity

2. ?ob satisfaction of pharmacist

3. &ontributory factors to the work

attitudes and


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g. Teamwork,

h. 5espect,

i. (quality,


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$egree of seriousness of problems encountered with regard to work attitudes and


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3. What is the extent of contribution of factors to the work attitudes and


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*ppraisals, -uperiors or heads, $epartment, Teamwork, 5espect, (quality, -ecurity"

=2> ?ob satisfaction of pharmacists" =3> &ontributory factors to the work attitudes and


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Ter$i!r( Go+er#,e#$ Hosi$!"/9t is defined as a ma !$$i$'%es. 9t refers to the Lfeel@ part of one@s work. 9t relates to how a

people feel about their work and their approach towards work. !ence, work attitude is

intangible. Ane cannot see it but people can feel it.

Si*#i)i&!#&e o) $he S$'%(

/irst and foremost, the result of this study is expected to benefit the researcher

being a pharmacist herself that she may have a clearer understanding of her work

attitudes and


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The study will also serve as an opportunity for the respondents to reflect and

look into their current growth as pharmacist. *lso, this study will also be a way for

them to verbalized their perceived needs and problems that hinders them to contribute

to the betterment of their department and most importantly to the institution.

The result of this study would also be of great help to the clients and patients

who are the main beneficiaries of quality service. This study is expected to aid the

pharmacist in the provision of services by achieving


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the present nature, composition or process of phenomena. The focus is on prevailing

conditions, or how a person, group, or thing behaves or functions in the present. 9t

often involves some type of comparison or contrast =&alderon, ::3>. This method is

used since the goal of this study is to assess the work attitudes and


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9n gathering the data needed in the study, the questionnaire will be the main

instrument used. This will be supplemented by informal interviews, observations,

participation, and library techniques. 9n using these tools of gathering data, they will

all be focused on obtaining answers to the specific problems of the study. These will

also be used to clarify and augment the data gathered through the questionnaire.

* questionnaire is a form prepared and distributed to secure responses to certain

questions. * general rule is that these questions are factual and intended to obtain

information about condition or practices of which the respondents are presumed to

have knowledge.

The first part of the questionnaire was a letter to the respondents followed by

queries on the following topicsD =>Work attitudes of pharmacists along the following

areasD &ommunication, Training, &areer, *ppraisals, -uperiors or heads, $epartment,

Teamwork, 5espect, (quality, -ecurity" =2> ?ob satisfaction of pharmacists" =3>

&ontributory factors to the work attitudes and


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The -pearmanC'rown #ethod =-ubong, 211E> will be used to establish the

reliability of the questionnaire after a pretest to 0 pharmacists who are not part of the

actual number of respondents.

To *e$ $he Re"i!.i"i$( o) h!") $es$

oe M N E $2

B =B2N >

Where

oeN 5eliability of half N test

39 N&onstants

ON-ummation

D1N -quared differences

NN Bumber of casesK sub


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9t was during the distribution and retrieval of the questionnaire that some interviews

were conducted.

S$!$is$i&!" Tre!$,e#$ o) $he D!$!

The data that will be collected from the set of questionnaire will be classified,

tabulated, tallied, analyzed and interpreted. General descriptive measure will be used

in the treatment of data to be gathered. *mong them, frequency count, weighted mean

value and &hiCsquare will be employed.

ThreeC%oint scale will be used to determine the perceptions of the on the

questions asked. 'elow is the relative values used to interpret the data.

A/ M!#i)es$e% 0or> !$$i$'%es o) $he h!r,!&is$s

B/ De*ree o) o. s!$is)!&$io# !,o#* $he h!r,!&is$

NUMERICAL VALUE DESCRIPTIVE

E=UIVALENT

SYMBOL

4 *gree *

3 -omewhat *gree -*2 -omewhat $isagree -$

$isagree $

NUMERICAL VALUE DESCRIPTIVEE=UIVALENT

SYMBOL

4 *gree *3 -omewhat *gree -*

2 -omewhat $isagree -$

$isagree $


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C/ E$e#$ o) &o#$ri.'$io# o) )!&$ors $o 0or> !$$i$'%es !#% o. s!$is)!&$io#

o) $he h!r,!&is$s

NUMERICALVALUE

STATISTICAL LIMITS DESCRIPTIVEE=UIVALENT

SYMBOL

4 3.2E N 4.11 !ighly 9nfluential !9

3 2.0 N 3.20 #oderately 9nfluential #9

2 4.6E N 2.01 -lightly 9nfluential -9 .11 N .60 Bo 9nfluence at all B9

D/ De*ree o) serio's#ess o) ro."e,s e#&o'#$ere% i# !re#$;s&hoo" !r$#ershi

NUMERICALVALUE

STATISTICAL LIMITS DESCRIPTIVEE=UIVALENT

SYMBOL

4 3.2E N 4.11 8ery -erious 8-3 2.0 N 3.20 -erious -

2 4.66 N 2.01 #oderate -erious #-

.11 N .60 east -erious -

&hiCsquare test =-ubong, 211E> will be utilized to establish relationship

between the age and years of experience of pharmacists and their work attitudes and

Q

fe

WhereD

PQ M the &hiC-quare value

fo M the actually observed frequencies


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fe M the expected frequencies

Re)ere#&es

*amodt, #. =211:>.Industrial/Organizational Psychology. 'elmont, &*.

&engage earning.

'andura, *. =:7E>. Social foundations of thought and action: A social-cognitive

theory. (nglewood &liffs, B?D %rentice !all.

?ackson, T. =2112>. The management of people across culturesD 8aluing people

differently.Human Resource Management, 4, 400N460.

?ex, -.#. =2112>. $evelopment and validation of scores on a two dimensional

workplace friendship scale.ducational and Psychological Measurement,

E1, E27CE43.

?udge, T. *., H arsen, 5. ?. =211>. $ispositional affect and


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-ub. *or thics of officials and em'loyees of the .ureau of 'lant

industry !aguio ational 0ro' Research and "evelo'ment 0enter 1PI-

!0R"2( )npublished #aster@s Thesis. 'aguio &entral )niversity. 'aguio

&ity.


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APPENDI< A

BAGUIO CENTRAL UNIVERSITY

3@ Bo#i)!&io S$/9 B!*'io Ci$(

Gr!%'!$e Pro*r!,

De!r Reso#%e#$9

The undersigned is conducting a study entitled 5WORK ATTITUDES AND

JOB SATISFACTION OF PHARMACISTS IN GOVERNMENT TERTIARY

HOSPITALS OF BAGUIO AND BENGUET6. 9n this connection, she earnestly

requests your cooperation in answering the herein attached questionnaire. 5est assured

that all data gathered through the questionnaire will be treated with strict

confidentiality.

Rour cooperation and kind consideration of this request is highly appreciated.


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8ery truly yours,

Cherr(.e""e L/ G!0i%!#

Rese!r&her

APPENDI< B

=UESTIONNAIRE

PART 3 Perso#!" I#)or,!$io#

N!,e ______________ 7o$io#!"8 Posi$io# ______________

I#s$i$'$io# _________________________________________A*e _________________________________________

Ye!rs o) Eerie#&e _____________________

Hi*hes$ E%'&!$io#!" A$$!i#,e#$ _________________________________

PART I3 Wor> A$$i$'%es

I#s$r'&$io# /or the questions that follow, please use the following scale toexpress the extent to which you agree or disagree.

A/ Co,,'#i&!$io#

7A

8

:

7SA

8

1

7SD

8

3

7D

8

. 9 generally feel informed about changes that affect

me within institution.

2. 9 usually know in plenty of time when important

NUMERICAL VALUE DESCRIPTIVE E=UIVALENT SYMBOL

4 *gree *

3 -omewhat *gree -*

2 -omewhat $isagree -$ $isagree $


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things happen.

3. 9 can see the link between my work and institution@sob


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4. #y superior care about my ideas.

F/ De!r$,e#$ 7A

8

:7SA

8

17SD

8

37D

8

. &onditions in my department allow me to perform

to a high standard.

2. The department focuses on fixing the problemrather than finding someone to blame.

3. Aur department looks for ways to change processesto improve performance.

4. The morale in my department is generally high.

G/ Te!,0or>

7A

8

:

7SA

8

1

7SD

8

3

7D

8

. 9 believe that all the divisions in the institution

work together to achieve a common goal.

2. The people 9 work with cooperate to get the work

done.

3. There is a spirit of we@re all in this together within

the institution.

4. There is cooperation among members of the

department

H/ Rese&$

7A8

:

7SA8

1

7SD8

3

7D8

. 9 feel 9 am valued at work.

2. *t the department, my opinions count.

3. (mployees in the institution are treated withrespect regardless of their


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. 9 feel free to express my opinions without worrying

about negative actionsKresponses.

2. 9 feel 9 have


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enhances effective accomplishment of tasks.

0. %eople who are hardworking and results oriented arepraised and rewarded in this organization.

E. The compensation paid in this organization iscommensurate to the responsibilities shouldered.

6. The work accomplished by teams is periodically

evaluated to check its effectiveness.

7. 9 am satisfied with the gratuity policy adopted by the

company.

:. #anagement is flexible and understands the

importance of balancing my work and personal life.

21. #y organization shows respect for a diverse range of

opinions, ideas and people.

Reference: .!R."ur#ey.co$(2015)

PART I3 Co#$ri.'$or( )!&$orsI#s$r'&$io# /or the statements that follow, please use the following scale to

express the extent to which the factors influences your work attitude and


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PART IV Pro."e,s

I#s$r'&$io# /or the statements that follow, please use the following scale to

express the degree of seriousness of the problems encountered.NUMERICAL

VALUESTATISTICAL LIMITS DESCRIPTIVE

E=UIVALENTSYMBOL

4 3.2E N 4.11 8ery -erious 8-3 2.0 N 3.20 -erious -

2 .6E N 2.01 #oderate -erious #-

.11 N .60 east -erious -

Pro."e,s

7A8

:

7SA8

1

7SD8

3

7D8

. /avoritism in promotion

2. )nequal distribution of work

3. Too many bosses

4. %oor working environment

0. Too much agitation and rumors

E. ack of communicationK 9nformation with regard to

office program

6. /ellow workers are difficult in get along with

7. -uperiors are difficult to approach or talk to

:. )nfulfilled premises from supervisors1. There is laxity in supervision or lack of motivation

Reference: Su$ineg% elyn (201')

CURRICULUM VITAE

PERSONAL DATA

BameD CHERRYBELLE LAIGO GAWIDAN

$ate of 'irthD #arch 2:, :E:%lace of 'irthD 'aguio &ity

*ddressD : &lover eaf *lley %adre Samora -treet, 'aguio &ity

%arentsD !orencio &ostales aigo8ioleta 8elasco %eralta

&ivil -tatusD #arried

!usbandD William $oguiCis Gawidan&hildrenD *ndrew $ominic Gawidan

5enz Guiller 8illamor


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*ndrea Bicole 8illamor

EDUCATIONAL BACKGROUND

Graduate D M!s$er o) Ar$s i# P'."i& A%,i#is$r!$io#'aguio &entral )niversity

'aguio &ity

Angoing

TertiaryD B!&he"or o) S&ie#&e i# Ph!r,!&(

-aint ouis )niversity'aguio &ity

:70 to ::1

-econdaryD -aint ouis Girls !igh -chool

'aguio &ity:7 to :70

%rimaryD -aint ouis &enter 'aguio &ity

:60 to :7

E


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'aguio &ity?anuary , ::4 to ?uly 0, ::0

Me%i&!" Rerese#$!$i+e(.*. Bortham %harmaceutical &orporation

'aguio &ity

#ay , ::3 to $ecember 3, ::3

Chie) Ph!r,!&is$

8ictoria@s %harmacy

'aguio &ity?anuary , ::2 to *pril 31, ::3

Chie) Ph!r,!&is$8ictoria@s %harmacy

'aguio &ity

?uly , ::1 to -eptember 31, ::

SEMINARCONFERENCEWORKSHOPSHORT COURSES

TITLE OF SEMINARCONFERENCEWORKSHOP

SHORT COURSES

INCLUSIVEDATES OF

ATTENDANCE

7,,%%((((8

NUMBER

OFHOURS

CONDUCTED

SPONSORED BY

Fro, To

. 'riefing on the atest 9ssuances onthe %hilippine Government

%rocurement aw and its9mplementing 5ules and 5egulations

1:C7C

214

$epartment of 'udget and#anagement

&ordillera *dministrative5egion

2. F%hilippine $rug (nforcement*gency =%$(*> and /ood and $rug

*dministration =/$*> )pdates

17C23C

214

%!99%9B( -A&9(TR of!A-%9T* %!*5#*&9-T-

'aguioC'enguet and #ountain

%rovince &hapter

3. 214 Bationwide &ontinuing%rofessional (ducation -eminar

F*ccess to %harmacists, *ccess to

'etter !ealth

1EC4C

214

7 %5&C&%(

units

T!( %!99%9B(

%!*5#*&9-T-*--A&9*T9AB, 9B&.

4. 214 %%h* Bational &onvention

F*ccess to %harmacists, *ccess to

'etter !ealth

14C24C

214

14C2EC

214

0 %5&C

&%( units

%!99%%9B( %!*5#*&9-T-

*--A&9*T9AB 9B&.

0. FTreatment !ubs Bational&onference

13C:C214

13C2C214

B*T9AB* &(BT(5 /A5$9-(*-( %5(8(BT9AB *B$

&ABT5A

B*-%&%9n partnership wK

5esearch 9nstitute for Tropical

#edicine


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E. $istance earning %rogram on the

5ules of &onduct and (thical

'ehavior in the &ivil -ervice

C22C

213

41 hrs

&989 -(589&(&A##9--9AB

&ordillera *dministrative5egion 'aguio &ity

6. FBational Anline -tock 9nventory and

5eporting -ystem

C3C

213

C0C

213

5epublic of the %hilippines

$epartment of !ealth')5(*) A/

9BT(5B*T9AB* !(*T!

&AA%(5*T9AB

7. F#aking #ental !ealth a Global%riorityD -caling up -ervices through

&itizen *dvocacy and *ction

1C7C

213

5epublic of the %hilippines'aguio General !ospital H

#edical &enter$epartment of %sychiatry

:. 5oot &ause *nalysis H (ffective&orrective *ction

16C2C213

'&?*

1. 9-A :11D2117

/ormulating ;uality %olicy and;uality Ab


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2. &onsultation #eeting on the%revention of !98 $rug 5esistance

through (nhanced *dherence andTreatment #onitoring %rogram

2CC

211

2C2C

211

$epartment of !ealth

B&$%&

wK 59T#

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