The Organizational climate and job performance of faculty members of Cavite State University system / by Ligaya P. Antiojo.

Thesis (PhD - - Education) Cavite State University.

Includes bibliographical references.

Graduate Studies Open Learning College (GSOLC)

ANTIOJO, LIGAYA PANGANIBAN, The Organizational Climate and Job Performance of Faculty Members of Cavite State University Sytem. A dissertation. Doctor of Philosophy in Education. Cavite State University, Indang, Cavite. May 4, 2007. Adviser: Dr. Leonora A. Mojica

This study investigated the relationship between the organizational climate and job performance of the faculty members of the Cavite State University System. Specifically, this research aimed to: (1) determine the organizational climate of Cavite State University system as perceived by faculty members; (2) determine the job performance of faculty members; (3) ascertain the level of satisfaction of the faculty members in terms of motivators and hygiene factors; (4) determine the relationship between the existing organizational climate and job performance of faculty members; and (5) determine if job satisfaction will strengthen or weaken the relationship existing between organizational climate and job performance of faculty members. The descriptive-correlational research examined these relationships.

This study was conducted in the six campuses of the university, the population of which consist of the faculty members, who are permanent, temporary or full time contractual, teaching in the undergraduate department and have served the university for at least two years. A random sample of 200 respondents was selected from the population. Ten student respondents were randomly selected from the different classes handled by each faculty respondent to evaluate their job performance.

Data were gathered through two sets of questionnaires, administered separately to faculty respondents and student respondents. The first set of questionnaire includes the CFK Ltd. School Climate Profile, which measured the faculty member’s perception of the existing organizational climate; and the Job Satisfaction Questionnaire, adapted from Vasquez (2001). Frequency distribution, mean, percentage, standard deviation, non-parametric Spearman’s rank correlations and multiple regression analysis were used to analyze and interpret the data gathered.

Data analysis revealed the existence of a moderately open climate as perceived by faculty members. Their job performance was very satisfactory, as perceived by the students and the faculty members are generally satisfied with the existing motivators and hygiene factors.

Findings also showed that there is a slight positive correlation between the organizational climate, by dimension or as a group, and job performance. However, only the dimensions of cohesiveness, and high morale were found to exert significant positive influence on job performance while continuous academic and social growth, on the other hand, exerted a significant negative influence on the dependent variable.

It was likewise revealed that there is a high positive correlation between organizational climate and job satisfaction. Furthermore, five dimensions of organizational climate, cohesiveness, caring, opportunity for input, school renewal, high morale, and trust, were found to have a significant influence on job satisfaction.

There is a slight positive relationship between job satisfaction and job performance. More so, only hygiene factors exert significant influence on job performance. This finding suggests that job satisfaction strengthens the relationship between the two major variables to a very slight extent.

Submitted to the University Library 06/06/2007 T-3594