Influence of motivational dynamics on the organizational commitment of traffic enforcers in Cavite / by Adriel Jansen G. Baculi, Lean Carmillie P. Sisante, and Ma. Shellarve S. Videña.

Thesis (Bachelor of Science in Business Management Major in Human Resource Development Management) Cavite State University.

Includes bibliographical references.

College of Economics, Management and Development Studies (CEMDS), Department of Management

BACULI, ADRIEL JANSEN G., SISANTE, LEAN CARMILLIE P., VIDEN A, MA. SHELLARVE S. Influence of Motivational Dynamics on the Organizational Commitment of Traffic Enforcers in Cavite. Undergraduate Thesis. Bachelor of Science in Business Management major in Human Resource Development Management. Cavite State University, Indang, Cavite. June 2018. Adviser: Ms. Mary Grace A. Ilagan.

The purpose of this research was to determine the influence of intrinsic and extrinsic motivational dynamics on the organizational commitment of traffic enforcers in cities and municipalities of Cavite. Specifically, the study sought to describe the demographic profile of traffic enforcers in cities and municipalities of Cavite in terms of: age, sex, civil status, employment status and length of service. The study also described the level of implementation of intrinsic and extrinsic motivational dynamics as well as the organizational commitment of the traffic enforcers. The traffic enforcers' organizational commitment was also compared across demographic profile.

The sociodemogaphic profile in terms of age results shows that 17 percent were 20 to 30 years of age; 33 percent belonged to age group of 42 to 52 years of age. In terms of sex results shows that majority of traffic enforcers are male 94 percent. It shows that male traffic enforcers are most engaged to this kind of job. Even though the job is typically for men they also employ female traffic enforcers. The sociodemogaphic profile in terms of civil status results shows that more than half of the participants 51 percent were married, 46 percent were single, while the remaining 2 percent of the participants were widowed and no participants was divorced. In terms of employment status results shows that lull time traffic enforcer has the highest percentage of 95 percent. The sociodemogaphic profile in terms of length of service results shows that more than half of the participants are in service for 1 to 91 in months, is 37 percent of 92 to 182 in months, (10%) of 183 to 273 in months and lastly (0%) of 274 and above in months. The result simply shows that a lot of newbie traffic enforcers are now working around Cavite; they are trying to gain such knowledge how to manage traffic in the area that they are being assigned. Even though they are new in the service the jobs that are given to them will be their milestone to be promoted someday.

The level of implementation of intrinsic and extrinsic motivational dynamics of traffic enforcers in Cavite shows that in overall, traffic offices in Cavite has implemented high level of intrinsic motivational dynamics and often received compensation package, improving working condition and promotion.

The level of organizational commitment of traffic enforcers in Cavite was viewed to have high commitment which means that the employee has a strong belief on the organization and policies of distribution of motivational rewards.

The traffic enforcers experience high level of organizational commitment so when they are recognizing with the good job performance they become committed with the organization.

The result shows that there is no significant relationship among the demographic profile to the organizational commitment

Submitted to the University Library August 30, 2018 T-7546