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All Journal Humanities, Society, and Community (HSC) People and Behavior Analysis (PBA)
Marmelo V. Abante
World Citi Colleges
Humanities Social Sciences

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Relationship of Open Communication to Employee Motivation in a Government Agency in the Philippines Erika Ruth F. Larroza; Swtizel Ann G. Basilla; Ma. Angelica Casano; Jesus P. Briones; Marmelo V. Abante
Humanities, Society, and Community Vol. 2 No. 1 (2024): Humanities, Society, and Community (HSC)
Publisher : Research Synergy Foundation Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31098/hsc.v2i1.2747

Abstract

Effective communication is essential for fostering a motivated and engaged workforce, particularly in government organizations where transparency and collaboration are vital. This study examines the relationship between open communication practices and employee motivation within a government agency in the Philippines, focusing on 129 employees from a total population of 192 in the division under the Collection Service. Employing a descriptive-correlation research design, data were gathered through a researcher-structured questionnaire and analyzed using frequency, percentage, weighted mean, standard deviation, and Pearson correlation coefficient as statistical tools. The results indicate that effective communication, particularly regarding information accessibility, improves employee engagement and performance. However, feedback mechanisms and communication frequency were identified as areas for improvement. A supportive work environment emerged as the most potent motivator, followed by recognition and career development opportunities, whereas compensation played a lesser role. This study revealed that barriers such as organizational structure and inadequate communication channels hinder effective communication. The findings also reveal a strong positive correlation between open communication and employee motivation. On the other hand, the correlation between open communication and barriers to it was weak, whereas the relationship between employee motivation and barriers to it exhibited a moderate positive correlation. The study emphasizes the importance of enhancing open communication to boost employee engagement and performance and offers strategic recommendations to address these barriers.
Inclusive Workplace Culture of a Government Office in the Philippines Through Intercultural Communication Jherico R. Gamboa; John Feree C. Arriola; Jade Chrisel L. Baquiran; Jesus P. Briones; Marmelo V. Abante
Humanities, Society, and Community Vol. 2 No. 1 (2024): Humanities, Society, and Community (HSC)
Publisher : Research Synergy Foundation Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31098/hsc.v2i1.2754

Abstract

Effective intercultural communication is essential in the workplace to address cultural barriers, improve inclusivity and promote employee engagement. In this respect, the study aimed to enhance cultural competence by observing emotions, developing cultural sensitivity, and identifying barriers to intercultural communication within a government office in the Philippines. This study examined the cognitive aspects of intercultural communication and barriers to effective interaction among employees. A comprehensive quantitative-descriptive study was conducted with a census of fifty (50) employees from the subject government office, including permanent staff and outsourced personnel. The data-gathering tool was a validated questionnaire distributed via an in-person survey. The data were analyzed using frequency, percentage, weighted mean, and Spearman’s rank correlation coefficient. The findings indicate that respect for cultural differences is highly practiced in the office, with the cognitive interaction aspects of intercultural communication to be further improved for a more efficient inclusive environment. Although barriers to intercultural communication exist, they can be minimized by fostering respectful and inclusive interactions among employees. Based on the findings of the study, a strategy roadmap for improving intercultural communication is proposed. This study is essential for an organization seeking to improve workplace dynamics and the long-term success created through diversity and inclusion initiatives.
Perceived Level of Job Satisfaction and its Relation to Employee Retention: The Case of a Philippine Government Agency Donna M Errua; Jacob B Fabilane; Mark Garenz S Gonzales; Jesus Briones; Marmelo V. Abante
People and Behavior Analysis Vol. 3 No. 2 (2025): September
Publisher : Research Synergy Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31098/pba.v3i2.2762

Abstract

Job satisfaction is a key area of interest for competitive organizations, as it significantly influences the retention of skilled and committed employees. This study aimed to investigate the level of job satisfaction among employees, employee retention rates, and the relationship between job satisfaction and employee retention. Additionally, it sought to identify programs and benefits that could enhance job satisfaction and retention rates. This descriptive-correlation research used a researcher-structured questionnaire distributed to 70 full-time employees of the subject government agency in the Philippines. Statistical tests, including frequency, percentage, weighted mean, and Spearman's rank correlation test were employed in the data analysis. Findings revealed that employees are satisfied with their jobs, especially when it comes to compensation, job content, promotion, supervision, and relationships with colleagues. Additionally, the study emphasized that employees are more likely to remain in the organization. Moreover, the study concluded that the level of job satisfaction exhibits a positive and strong correlation with employee retention. The study also revealed that healthcare benefits are considered a major contributor to employees’ retention among the programs and benefits that an organization can provide. Finally, this study can serve as a model for other government agencies to enhance job satisfaction and productivity among employees, thereby contributing to long-term employee retention, that benefits both employees and the organization.
Organizational Culture and Quality Management System Practices of a Private Insurance Company in the Philippines Jared Russel B. Bautista; Shaira Mae A. Cereno; Azel Marie D. Ayco; Jesus P. Briones; Marmelo V. Abante
People and Behavior Analysis Vol. 4 No. 1 (2026): March Volume
Publisher : Research Synergy Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31098/pba.v4i1.2812

Abstract

A supportive organizational culture, which provides the foundation for excellence, is vital to implementing an effective quality management system (QMS) in any organization. This study examined how organizational culture influences the QMS practices in a private insurance company in the Philippines. The main objectives included identifying the organization's cultural aspects, assessing QMS practices, analyzing the relationships among those variables, and identifying challenges and barriers to QMS implementation. Using a descriptive-quantitative approach, data were collected from 129 employees of the subject private insurance company via a researcher-developed questionnaire distributed via Google Forms. Data analysis employed descriptive statistics (frequency, percentage, standard deviation, and weighted mean) and Spearman's rho for correlation analysis. Findings showed strong alignment with cultural values, including mission, leadership, and communication, though employee engagement indicated potential for greater involvement in quality initiatives. The QMS assessment emphasized customer satisfaction and quality assurance and recognized the need for consistent documentation. However, employees showed low levels of involvement in QMS training programs and uneven participation across departments, indicating the need for appropriately aligning training with quality objectives. This study confirmed that a supportive organizational culture positively and significantly correlates with the effectiveness of QMS practices, providing evidence that influential culture can help organizations overcome challenges to more effective QMS implementation. Therefore, this study can serve as a model for other organizations to enhance their QMS practices to better serve their stakeholders.
Co-Authors Azel Marie D. Ayco Donna M Errua Erika Ruth F. Larroza Jacob B Fabilane Jade Chrisel L. Baquiran Jared Russel B. Bautista Jesus Briones Jesus P. Briones Jherico R. Gamboa John Feree C. Arriola Ma. Angelica Casano Mark Garenz S Gonzales Shaira Mae A. Cereno Swtizel Ann G. Basilla