Professional Documents
Culture Documents
Attitude of The Filipino Seafarers Towar PDF
Attitude of The Filipino Seafarers Towar PDF
A Thesis Presented to
The Faculty of Asian Institute of Maritime Studies
Center for Advanced Studies Graduate School
Pasay City, Philippines
In Partial Fulfillment
Of the Requirements for the Degree
MASTER IN MARITIME ADMINISTRATION
SPECIALIZATION: SHIPPING AND SHIP MANNING BUSINESS
ADMINISTRATION
By
CEZAR M. BARRANTA JR.
2012
iii
ACKNOWLEDGMENTS
Dr. Teresita Oblepias, the Dean of the Graduate School of the Asian
Institute of Maritime Studies for her unselfish encouragement and sharing of
research expertise that enabled me to learn much in the conduct of this study;
iv
Special gratitude also goes to the following friends and colleagues in the
maritime profession: Capt. Winnie Bandong, Chief Mate Alex Enriquez, Chief
Mate Esrael Torres, 1AE Leomer Causarin and 2nd Mate Arnold Consignado, for
their rich encouragement to finish my studies and for helping me in the
distribution of my survey questionnaires.
My heartfelt appreciations an thanks to my loving family; my parents; inlaws and my loving wife, Kathleen Joy, for their unwavering support, patience,
understanding and sacrifices to help me finished this study. To my wife, thank
you so much for being always around and continuous motivations that served as
my inspiration to finish this study.
Finally and top of everyone, I thank our Heavenly Creator for granting me
the grace of wisdom, direction and determination to pursue and finish my
masters degree study as well as for all the graces and blessings I received from
Him since birth up to the present time. To Him be the Glory.
ABSTRACT
Title
Author
Adviser
Degree
School
School Year :
2011 2012
No. of Pages :
95
of
personality
traits
such
as
extraversion,
agreeableness,
vi
(3) Was there a significant relationship between the overall attitude of seafarers
towards work environment and their emotional intelligence and personality
traits?; and (4) Can the level of emotional intelligence and personality traits of the
seafarers predict their overall attitude towards work environment aboard the
ship?
The null hypothesis postulated in the study stated that there was no
significant relationship between the attitude of seafarers towards work
environment and their emotional intelligence and personality traits.
Findings disclosed and concluded that the Filipino seafarers had generally
high and positive attitudes towards work environment because the physical
environment aboard the ship provided them with better appreciation of standard
work performance as well as general feeling of safety and healthy working
environment.
Their emotional attitude was generally highly positive because they have a
feeling of self-confidence, calmness, and clear thinking moments. Their social
attitude was highly positive because they had less fear and inferiority complex.
The overall level of personality of the respondents was only moderately
because of the presence or combination of both negative and positive traits in
them. Filipino seafarers had high emotional intelligence level. This level was
attributed to their high relationship to management, high self-awareness level,
high social skills and high social awareness.
vii
viii
TABLE OF CONTENTS
Page No.
Title Page
Approval Sheet
Acknowledgment
Abstract
Table of Contents
List of Tables
Chapter 1
i
ii
iii
v
viii
ix
01
04
07
08
09
10
Synthesis
Conceptual Framework
Definition of Terms
12
16
19
23
24
Research Methodology
Research Design
Population, Sample Size and Technique
Instrumentation
....
Data Gathering Procedures
Statistical Instrument
29
29
34
36
37
Chapter 4
....
39
Chapter 5
Conclusions
Recommendations
68
71
72
Bibliography .
Appendices .
Researchers Resume
.
74
85
93
Chapter 2
Chapter 3
1
Chapter 1
THE PROBLEM AND ITS SETTING
A.
Introduction
person evaluates the many years of his best life spent in working. The way a
person sees and reacts to a work environment can be associated to certain
factors. Aamodth and Raynes (2001) described that factors like heredity, external
environment and person-situation interaction influence the personality of a
person.
The relationship between personality and attitude has been a subject of
many researches and discussions in the various sectors of the society. According
to the IBS Center for Management Research (2010), an individuals personality is
the way in which he views and understands himself, as well as the way in which
he interacts with people. However, it is the persons attitude that enables him to
adapt to a given environment. From this perspective, it can be said that the
attitude of a person may have bearing on his emotional intelligence and
personality.
they pointed out that self report emotional intelligence and personality converge
because they both intend to measure personality traits.
2
The interrelationship among personality, emotional intelligence and
attitude towards work environment is often seen in many fields of occupations
and professions. It is especially present in the most difficult and unique work
environment. In the maritime industry, the field of seafaring can be considered
as one of the most difficult and hazardous occupations. Every day, a seafarer
has to deal with a unique physical work setting. He works aboard a ship amidst a
deep surface of the ocean that is so very far away from the land. The ship stays
at sea for many days and all the seafarer could see is the deep body of water
and the sky above.
Apart from this setting, the nature of a seafaring job could be one of the
most demanding and stressful ones. An average seaman works approximately
12 hours a day, under different weather conditions while the ship is traversing a
deep sea.
natural risks such as; severe weather conditions, accidents and serious untoward
incidents. On top of these, the most important risk that a seafarer has to confront
to can be either the emotional or psychological stress.
Being a human being, a seafarer can suffer emotional or psychological
disorders that might lead him to a state of desperation. Aboard the ship, he is
detached from the pleasures and comforts of own land, home and family. He
can suffer from the state of homesickness and in extreme cases, the state of
desperation, which may disrupt his ability to perform the assigned job duties and
responsibilities. This situation may lead to early repatriation resulting in the loss
3
of his earnings as well as inconvenience to the management level officers of the
ship and ultimately the employer.
According to Iversen (2009), emotional and mental status of health among
seafarers has been a growing concern of seafarers families, health workers, and
employers. The emotional and psychological disorders contribute to a host of
other physical health conditions that seafarers experienced over the last three
decades.
Roberts & Marlow (2005) reported about the deaths of 185 seafarers and
the causes of deaths were claimed to have been associated to emotional and
psychological disorders. Low (2006) also disclosed in his study that considerable
number of seafarers disappeared at sea and were believed to have had
committed suicide.
From the above-described scenarios, it becomes apparent that a
seafarers emotional intelligence and personality have to be strong enough to be
able to hurdle the difficulties of work and life aboard the ship. The relationship or
connection between the attitude of seafarers toward work environment aboard
the ship and the strength of his emotional intelligence as well as personality is an
area that needs further empirical validation. This point is crucial to stakeholders
in the shipping and ship crewing industry because of the reported number of
cases. Necessary intervention measures can be studied and proposed to
improve any future negative impact.
B.
Background of Study
The subjects of this study were the selected Filipino Officers and Crews of
Magsaysay Maritime Corporation - Asahi Marine Co. Ltd. The company is now
managing by the Magsaysay Maritime Corporation, which supplies well
competitive crew to its principal, the Asahi Marine Company Limited.
Historically, the Asahi Marine Co., Ltd. was the domestic ship management
company called AMMTEC Co., Ltd, a wholly owned subsidiary of Asahi Tanker in
2007, based in Japan.
merger between the company and the Solar Japan Co., Ltd. (an international
ship management company), which also became a wholly owned subsidiary of
Asahi Tanker in 2007.
The foregoing setting enabled the Asahi Tanker Group to establish a
system to centrally manage its domestic and international fleet, while creating the
first ship management company capable of offering ship management services to
meet the major needs of domestic and international ship owners. The domestic
ship management department currently manages 8 ships owned by Asahi
Tanker, as well as providing management-support services (mainly for group
ships).
The international ship management department manages 6 ships,
including ships owned by Asahi Tanker and flag of convenience vessels. It also
manages 12 ships under contract by domestic ship owners. The company has a
total of 50-person management staff, including staff working at overseas offices
5
in Korea, the Philippines, and Slovenia, and Indonesia. It manages 132
Japanese and 500 foreign crewmembers.
The subject company of this study, the Magsaysay Maritime Corp - Asahi
Marine Co. Ltd., based in Manila was managing the crewing of 13 vessels at the
time this study was conducted. Aboard these 13 vessels were 15 Europeans, 5
Japanese, 7 Koreans and 7 Indonesians. A total of 256 Filipino crews were
onboard and 110 on vacation leave.
As a matter of both legal and operational policies, the average contractual
period of employment of the Filipino officers including the Master is 6 months;
while the ratings including Chief Cook and Messman are 9 months. The contract
for the crew may be extended or shortened, depending on the location of the
vessel as well as the request of the crew on board. In offering the tenure of
employment, the crew management also sometimes takes into account the
number of crews on shore who have waited for their vessel assignment for a long
time. In this case, the company does not grant any extension request from the
respective crew aboard the vessel.
As a matter of hiring policy of Human Resource Management Division, the
company assesses a seafarers capability to perform the requirements of his job
position aboard the ship. As such, the seafarer applicant is typically screened,
reviewed and validated through a battery of physical, psychological, intellectual
and aptitude tests. The supporting papers or documents are required to be
submitted together with several certifications that attest the seamens level of
work competence or proficiency.
consequence both to the company and the seafarers. If the number of seafarers
with this type of attitude dominates the crew pools, the future planning for a
balanced supply of good and well experienced seafarers aboard the ships of the
companys principal may likewise be adversely affected.
7
From the foregoing perspectives, the current study was pursued to
analyze whether or not significant relationship existed between the attitude
towards work environment aboard the ships of Filipino seafarers and the levels
of their emotional competence and personality so that intervention measures
can be introduced by the company to improve prevailing situation.
C.
2.
1.1
Physical Setting;
1.2
1.3
Social Setting?
Personality Traits
2.1.1 Extraversion;
2.1.2 Agreeableness;
2.1.3 Conscientiousness;
2.1.4 Emotional Stability; and
8
2.1.5 Openness?
2.2
Emotional Intelligence
2.2.1 Self awareness;
2.2.2 Social awareness;
2.2.3 Relationship with management; and
2.2.4 Social skills?
3.
seafarers predict their overall attitude towards work environment aboard the
ship?
5.
D.
Statement of Hypotheses
The following null hypothesis was tested at 0.05 level of significance:
Ho
towards work environment and the level of their emotional intelligence and
personality traits?
E.
Filipino Seafarers They will benefit from this study because the
contents and findings would reveal the actual reactions of the seafarers towards
a given situation aboard the ship. From the situations, the seafarers can compare
and validate their own experiences and reactions and be able to assess the logic
of their decisions relative to the pursuance of their career.
Magsaysay Maritime Corporation - Asahi Marine Co. Ltd. The
Company will be highly benefited from this study, because the main respondents
of the questionnaires are their own seafarers. From the data gathered and
presented in the study, the company can obtain vital information about the
attitude of the seafarers towards the job dimensional factors accorded to them
aboard the ships. From the inputs, the company can develop future courses of
actions that will be mutually beneficial to seafarers and the employer.
Ship Manning/Crewing Agencies They can obtain good ideas on how
the reactions and behavior of seafarers to a given set of physical, emotional and
social setting accorded by shipping company to their seafarers. From the inputs,
they can assess their own weaknesses and strengths and develop the
appropriate measures for improvement.
Shipping Companies They will know the problems being encountered
by ship-crewing companies who are providing the manning or crewing needs of
their fleets of ships. They can better understand the influence of good physical,
10
emotional and social settings aboard the ships over the physical and mental
fitness of the seafarers.
Human Resource Practitioners They will gain ideas on what policies
and directions are needed by the management relative to the physical, social and
emotional needs of the seafarers . It can serve as a key towards development
of better management-labor relationship.
Maritime Training Centers They will know the extent to which the
seafarers need training programs relating to socio-emotional upliftment.
Maritime Schools The schools can develop programs for enhancement
of subjects towards building up the emotional and social strengths of the cadets
or maritime students. It will improve the level of knowledge and skills of the
students.
Future Researchers There are rare studies and researches in the
Philippines concerning the psychological impact of work environment on attitude
of seafarers. The future researchers can explore from the results of this study
and develop topics for further studies or investigations in order to provide more
bases towards development of future actions on the problems disclosed in this
study.
F.
11
and social settings and their personality traits and emotional intelligence. The
personality traits indicators were limited to the five top dimensions of personality
such as extraversion, agreeableness, conscientiousness, emotional stability and
openness adopted by John (1999); De Raad (2000) and Zimbardo (2002).
The emotional intelligence level covered only the indicators such as: self
awareness, social awareness, relationship with management and social skills, as
adopted by Daniel Goleman (1998). The study involved only the 154 Filipino
crews and officers aboard the ships of the Magsaysay Maritime Corporation Asahi Marine Co. Ltd, operating in Manila Office, who actually and voluntarily
participated in the study.
January 2012.
12
Chapter 2
REVIEW OF RELATED LITERATURE AND STUDIES
In this Chapter, the literature and studies deemed related to the current
research are presented. The topics included those pertaining to seafarers attitude
towards work environment aboard the ships and the influence of their personality
traits and emotional intelligence on this attitude.
A.
13
emotional and intellectual growth. The idea is that people who are emotionally
intelligent are able to maintain positive mental states because of their ability to
manage their emotions. The research disclosed that high performers had stronger
relationship skills than average performers.
A person's attitude represents how they feel or their state of mind about
something. Many features of working in an organization can cause a person to have
a poor attitude about their jobs and organizations. Some people adopt a poor
attitude because they often resent their environment no matter what is going on
around them. Some people feel poorly about themselves, which affects their attitude
about their environment, as well. In contrast, some people work hard to keep a
positive attitude. These people often have better overall health and can effectively
address
major
challenges
in
the
workplace,
as
well
(retrieved
from
14
one is in the form of excessive amount of work and the other is when an individual is
ill-prepared for work (Mark,1997, as cited by Villaluz, et.al , 2008).
Different jobs vary greatly in the amount of stress they generate. People also
differ in what causes them to experience stress. Both qualitative and quantitative
overloading are usually the causes of stress in a workplace. In addition, stress
causes may include responsibility for others, lack of participation in decisions,
performance evaluations of appraisals, working conditions and change within an
organization. Some people experience stress because they are detached from the
world around them; they lack warm interpersonal relationships. (Stoner and
Freeman, 1989; Stoner, 1997; and Newstrom and Davis, 2002).
Personal sources of stress arise from non-work and work-related factors. The
non-work issues are family and intimate relationships, marriage, divorce, health
issues, financial problems, raising children and even sexual orientation. Angry
people or people with difficult personalities are also sources of stress because of the
conflict they cause in a persons work and life. Changes can be enormously source
of stress. Change for most people can be from moving to a new home, to a new
relationship or changing themselves. (Aamodth and Raynes, 2001).
A cultured people refer to a change in employees values, norms, attitudes,
beliefs and behavior. Changes in culture and people pertain to how employees think;
these are changes in the mindset. Two specific tools for changing people and culture
are training and development programs and organizational development (Daft,
2005).
15
People are generally more willing to adapt when they want to please others,
gain approval and learn about their work environment. Many of the approaches help
shaped the attitude, thoughts and behavior of employees. The broad environment
that people live in is their social culture. People need to accept and appreciates the
value that a diversity of cultural background (Newstrom and Davis, 2002).
In a team or groups perspective, Lassiter (2004) felt that the team needs to
create emotionally intelligent norms, that refer to the attitudes and behaviors that
eventually become habits. This kind of attitude supports behaviors for building trust,
group identity and group efficacy. When people feel good, they work better, are
more creative, and are more productive. Good feelings are like lubrication for the
brain. It means that mental efficiency goes up, memory is sharpened, and people
can understand directions and make better decisions.
Problems of seafarers aboard the ship are varied. Cultural differences could
be one of these. Deale and James (2008) described that cultural differences often
result in the confrontation and clash of cultures and nationalities aboard ship. Certain
nationalities should never be put together on the same ship because racism and
abuse are prevalent on many open registry ships today.
The Philippine Online Chronicles (POC, 2011) reported that the Overseas
Filipino Workers (OFWs) are very much prone to mental illnesses given the
psychological stresses of their life abroad as they work away from their families for
prolonged period of time. Among the groups, the Filipino seafarers especially those
working in cargo ships and tankers and isolated out at sea for many months are
highly vulnerable or prone to mental illness.
16
The plight of seafarers has been the concerned of relevant organization. The
International Committee on Seafarers Welfare (ICSW), released a booklet entitled
Guidelines for Mental Care Onboard Merchant Ships (ICSW 2009) that describes
that stress, harassment and bullying, anxiety, fatigue, disruptive thinking and
behavior and addiction to alcohol and drugs are the common causes of mental
illnesses of seafarers.
B.
supported by the correlation between enjoyment of work and enjoyment of life and
existence in general. Without relating them to other aspects of life such as family
and leisure, it is evident that a great number of people show a strong sense of
commitment to their work. Many people give precedence to things outside work,
such as family, relatives and friends (Eriksson, 1998).
Emotional intelligence and self-efficacy to work attitudes of 475 secondary
school teachers in southwestern Nigeria have significant relationship. Emotional
intelligence and self-efficacy of the teachers should be enhanced to improve their
work attitudes (Salami, 2007).
Affective characteristics such as personality traits and emotional intelligence
serve as vehicle through which the teachers professional skills and qualifications
could work to produce effective outcomes on their schools (Adepoju, 2001).
It is more useful and interesting to consider how emotional intelligence
contributes to effective performance at work, the unique contributions of emotional
17
intelligence and self-efficacy to important work-related attitudes, behavior and
outcomes have not received much empirical attention and support (Cherniss, 2000).
The big five dimensions of personality can facilitate organizational change at
an individual level by exploring relationship between attributes and attitudes towards
organizational change. Relationship existed between personality traits and
employees attitudes towards change (Vakola, Tsaousis, & Nikolaou, 2004).
Deaths aboard merchant ships by depression leading to suicide have been
widely reported. This resulted in the damage to the seafarers, their families and ship
owners. It strongly demonstrates the need for everybody connected with the
international maritime shipping industry to do something about it (Iversen, 2009).
Physical factor in work environment as well as job dimensional factors has
positive, but low and negligible relationship with organizational effectiveness
indicators such as physical security, social contact, symbolic identification, task
instrumentality, pleasure and growth (Lorayes, 2002).
There were no sufficient evidences to show significant relationship between
the academic grades and personal attributes of the groups of maritime students.
The personality factors and emotional competence factors were not predictors of
their academic grade performance of these two groups of students (Relucio, 2011).
When exposed to the four major types of stressors such as personal
problems, job requirements, organizational requirements and interrelationships,
faculty members of a university were most affected by their personal problems
because they felt that these concerned their own familys financial, health, and
routine problems. They were least affected by interpersonal relationships stressors
18
because they can avoid these types of stressors if they knew how to set the limits of
their relationships with their peers, superiors, students and other people they deal
with while at work (Villaluz and Oblepias, 2010).
Filipino seafarers in all levels working aboard the ship shared the same
feeling that economic factors, behavioral factors and physical factors hindered their
career development except for the social factors. The support level groups felt that
social factors hindered the seafarers desire for career growth. They were easily
affected by homesickness; the foods served aboardship as well as the presence of
different nationalities to work with (Anacta, 2011).
The demands of the job; the level of control seafarers have over their work;
the support received from management and colleagues; relationships at work; the
seafarers role in the organization; change and how it is managed are the six key
areas or risk factors that can cause work related stress to seafarers. When under
severe stress, a seafarer fails to take clear-cut decisions, reevaluate and reassesses
priorities and lifestyles, and ultimately tends to fall into unproductive distractions
(ICSW, 2009).
Other factors that add to psychological or mental illnesses of seafarers
include loneliness, short ship turnaround times, lack of shore leave, separation from
spouses and families, job retention, and long working hours (Iversen, 2006).
Working conditions aboard the ships of seafarers differed by country but did
not reflect working conditions in general. Further studies are necessary to describe
more closely the influence of work schedules on the health and social life of
seafarers. (Jensen, Sorensen, Thomas, Canals, Nikolic and Hu, 2006).
19
Cross cultural tolerance was evident with minor degree of social distance
frequently existing between members of different cultures of officers and ratings.
Social isolation correlated more strongly with company policies and the on board
practice of senior officers. Use of first languages rather than a common language
fostered suspicion amongst multilingual crews. The impact of seafarers absences
on community and family life is considerable. (Kahveci, E., Lane, T, Sampson, H.
(2001).
C.
states because of their ability to manage their emotions (Golemans 1998; as cited
by Goldsmith, 2009) A person's attitude represents how they feel or their state of
mind about something ( http://managementhelp.org/personalwellness/improvingattitude.htm, July 2007) The tolerance of a person to a stressor depends on how he
reacts to it (Villaluz and Oblepias, 2010). Stress, harassment and bullying, anxiety,
fatigue, disruptive thinking and behavior and addiction to alcohol and drugs are the
common causes of mental illnesses of seafarers (ICSW 2009).
Stress arising from overload occurs in two forms; one is in the form of
excessive amount of work and the other is when an individual is ill-prepared for work
(Mark,1997, as cited by Villaluz, et.al, 2010).
because they are detached from the world around them; they lack warm
interpersonal relationships (Stoner and Freeman, 1989; Stoner, 1997; and
Newstrom and Davis, 2002). The non-work issues are family and intimate
20
relationships, marriage, divorce, health issues, financial problems, raising children
and even sexual orientation (Aamodth and Raynes (2001)
A cultured people refer to a change in employees values, norms, attitudes,
beliefs and behavior (Daft, 2005). Many of the approaches help shaped the attitude,
thoughts and behavior of employees. People need to accept and appreciates the
value that a diversity of cultural background (Newstrom and Davis, 2002). Team
needs to create emotionally intelligent norms, that refer to the attitudes and
behaviors that eventually become habits (Lassiter, 2004).
Certain nationalities should never be put together on the same ship because
racism and abuse are prevalent on many open registry ships today (Dreele and
James, 2008). Filipino seafarers especially those working in cargo ships and tankers
who are isolated out at sea for many months are highly vulnerable or prone to
mental illness (POC, 2011).
Many people give precedence to things outside work, such as family, relatives
and friends (Eriksson, 1998). Emotional intelligence and self-efficacy of the teachers
should be enhanced to improve their work attitudes (Salami, 2007). Personality traits
and emotional intelligence serve as vehicle through which the teachers professional
skills and qualifications could work to produce effective outcomes on their schools
(Adepoju, 2001). It is more useful and interesting to consider how emotional
intelligence contributes to effective performance at work (Cherniss, 2000).
Relationship existed between personality traits and employees attitudes towards
change (Vakola, Tsaousis, & Nikolaou, 2004).
21
Deaths aboard merchant ships by depression leading to suicide demonstrate
the need for everybody connected with the international maritime shipping industry
to do something about it (Iversen, 2009). Physical factor in work environment as well
as job dimensional factors has positive, but low and negligible relationship with
organizational effectiveness (Lorayes, 2002). The personality factors and emotional
competence factors were not predictors of their academic grade performance of
these two groups of students (Relucio, 2011).
When exposed to the four major types of stressors such as personal
problems, faculty members were least affected by interpersonal relationships
stressors because they can avoid these types of stressors. (Villaluz and Oblepias,
2008).
Filipino seafarers in support level positions were easily affected by
homesickness; the foods served aboardship as well as the presence of different
nationalities to work with (Anacta, 2011). When under severe stress, a seafarer fails
to take clear-cut decisions, reevaluate and reassesses priorities and lifestyles, and
ultimately tends to fall into unproductive distractions (ICSW, 2009).
Factors that add to psychological or mental illnesses of seafarers include
loneliness, short ship turnaround times, lack of shore leave, separation from
spouses and families, job retention, and long working hours (Iversen, 2006).
Further studies are necessary to describe more closely the influence of work
schedules on the health and social life of seafarers (Jensen, Sorensen, Thomas,
Canals, Nikolic and Hu (2006).
22
Cross cultural tolerance was evident with minor degree of social distance
frequently existing between members of different cultures. The impact of seafarers
absences on community and family life is considerable. (Kahveci, E., Lane, T,
Sampson, H., 2001).
D.
23
Filipino Seafarer
Dependent Variables
Work Environment
Physical setting
Emotional setting
Social setting
Independent Variables
Emotional Intelligence
Self awareness
Self- management
Relationship with
management
Social skills
Figure 1
Conceptual Framework
24
The
E.
Definition of Terms
The following terms, words and phrases are operationally used in this
research:
Antagonism It is a negative personal trait and the opposite of
agreeableness. It pertains to a persons state of being rough, cold and unfriendly,
impersonal, unsympathetic, unkind, hard and rigid, inconsiderate and rude; impolite,
insensitive and unaffectionate, demanding and selfish; ill-tempered and shrewd,
ruthless and coarse,
Agreeableness It refers to a positive personal traits such as; being happy
and cheerful, obliging, sympathetic, kind and warm, helpful, considerate, pleasant
and tolerant, genial, affectionate and sensitive, soft-hearted.
25
26
BSMeE It refers to Bachelor of Science in Mechanical Engineering, a
program which provides skills and knowledge to students in design, production, and
use of machinery and tools, as well as the generation and transmission of heat and
mechanical power. This is classified as Others in the Educational Attainment.
BSMT It refers to Bachelor of Science in Marine Transportation. This
program is designed to provide knowledge and skills to students in marine
transportation and the different navigational techniques necessary to become a
competent shipman..
Conscientiousness- It
persons being alert and ambitious, firm, careful and cautious, responsible and
dependable, stern and strict, deliberate, organized, neat and orderly, steady and
consistent, industrious and perfectionist, sophisticated/.
Emotional Intelligence Level- It comprised of measures to determine the
extent of emotional understanding of seafarers about him comprised of factors such
as self awareness, social awareness, relationship with management and social
skills.
Emotional setting It refers to the environmental factors aboard the ship
which stimulates response to individual person in terms of emotions such as
satisfaction and pleasure, motivation, personal enjoyment,
Emotional stability- It
27
Extraversion It is a positive personal trait pertaining to gregariousness or
being sociable, warmth or outgoing, active or energetic, assertive or forceful,
enthusiastic confident and bold, persistent and competitive
Introversion It is a negative personal trait of a person such as: shyness,
quietness,
timidity,
ingressiveness,
submissiveness,
restrained,
unsociable,
28
control,
trustworthiness,
conscientiousness,
adaptability,
achievement
29
Chapter 3
RESEARCH METHODOLOGY
In this chapter, the methods used in the conduct of the study are
presented. The methods include the following: research design, sampling design,
instrumentation, and validation of instrument, procedure and statistical tools.
A. Research Design
The study utilized the descriptive design because all situations and data
pertain to the present time. Qualitative and quantitative data were also used to
discuss and present the analysis and
30
All of them were targeted as respondents of the study and therefore given
a survey questionnaire to participate as key informant. However, from the 366
total, only 154 actually responded and returned the written survey. Below is the
table that provides information about the number of actual respondents of the
study, as grouped according to the work station or department to which they
belong.
Table 3.1
Frequency and Percentage Distribution of Respondents of the Study Grouped by
their Work Station/Department Groups
Frequency
(No. of
Respondents)
Deck Department
96
62.30 %
Engine Department
58
37.70%
Total
154
100.00 %
31
Profile of Respondents
The series of tables presented below revealed the data concerning profile
of key informants or respondents of the study in terms of years of work
experience aboard the ship, years of service with current company, age bracket,
and family status.
Table 3.2
Frequency and Percentage Distribution of Respondents of the Study according to
their Years of Work Experience On Board
Frequency
(No. of
Respondents)
Percentage
(%)
31
20.10 %
37
24.00%
16
10.40 %
70
45.50%
Total
154
100.00 %
32
Table 3.3
Frequency and Percentage Distribution of Respondents of the Study According
to their Years of Work in Service To Company
Length of Service in
the Company
Frequency
(No. of
Respondents)
Percentage
(%)
61
39.60 %
63
40.90%
13
8.40%
17
11.00%
Total
154
100.00%
33
Table 3.4
Frequency and Percentage Distribution of Respondents of the Study
According to Their Age Bracket
Age Bracket
Frequency
(No. of
Respondents)
Percentage
(%)
48
31.20%
34
22.10%
34
22.10%
38
24.70%
Total
154
100.00%
Table 3.5
Frequency and Percentage Distribution of Respondents of the Study
According to their Family Status
Frequency
(No. of
Respondents)
Percentage
(%)
No Answer
38
24.7
Yes Answer
116
75.3
Total
154
100.0
34
In terms of number of respondents who answered the question if they
have children, a total of 38 or about 24.7% said No or None. The very great
majority or a total of 116 that comprised about 75.3% responded Yes.
Table 3.6
Frequency and Percentage Distribution of Respondents of the Study
According to their Family Status
Frequency
(No. of
Respondents)
Percentage
(%)
No Answer
41
26.6
Yes Answer
113
73.4
Total
154
100.0
C. Instrumentation
The researcher utilized written survey questionnaires as the main
instrument. The written survey questionnaire has four important parts. The first
part asked questions about the profile of the respondents. The second part asked
about the attitude of respondents towards their work environment aboard the
ships. The third part asked questions about their emotional intelligence level. The
final or fourth part asked about their personality.
The first and second parts of the questionnaire were constructed,
developed and validated by the researcher with the help of my adviser. These
35
twin portions were about the profile of respondents and attitude towards
environmental factors.
The third part of the questionnaire asked questions about the emotional
intelligence factors. The questionnaire utilized the emotional intelligence
variables designed by the Goleman (1998). However, the questionnaire and
measurement of the intelligence level redesigned and constructed to suit the
objective of this study and the setting of the work environment.
The fourth and final set of questionnaire was designed using the five top
personality traits factors introduced by De Raad (2000). The measurement of
personality traits was, as well, constructed by the researcher and validated.
For the questions regarding attitude towards environmental factors, the
following Likert five-point rating scale and interpretation was applied. The set of
questionnaires had undergone validation. It was first shown to the adviser and
statisticians. Later, the questionnaires were subjected to the approval of the
Thesis Panel. The five-point scale was used in measuring the response of the
respondents to the questions asked in the survey on attitude of respondents.
Table 3.7 laid down the options, interval range and verbal interpretations
of the five-point scale used in the study.
36
Table 3.7
Option, Interval Range and Verbal Interpretation Used in Measuring the
Response of Key Informants to Question Rose in the Survey
Option
Interval Range
Verbal Interpretations
4.51 5.00
3.51 4.50
Agree/High
2.51 3.50
Uncertain/Moderate
1.51 2.50
Disagree/Low
1.00 1.50
For the personality and emotional intelligence level, the same five-point
scale was applied, though a different interpretation was used. The samples of the
questionnaire were appended to this paper.
37
E. Statistical Treatment Data
The following descriptive statistics were used in the treatment of the
collected and classified data:
Percentage - It was applied to determine the value of a segment of a part
from the whole of the data. It was determined by dividing the total number of
responses in each item given by the respondent and the quotient was multiplied
by 100. The percentage was used in almost all data showing the profiles of the
respondent seafarers.
Frequency Distribution It was applied to present each of the variable
under study such as the personal profile of the respondents as well as the survey
of their personal response concerning given statements.
Ranking It was applied to measure the positional distance of the
percentage and the computed mean values.
Mean or Arithmetic Mean It was used to determine the average of the
set of scores obtained by the respondents which measured the central tendency
of each set of data.
Weighted Mean- It was used to measure the responses from options of
qualitative values or descriptions. The formula will be appended in the final
paper.
Pearson r Correlation coefficient It was used to determine the
existence of a relationship between the sets of x and y variables and the choice
of type of correlation for the calculation of dependent variables and whether the
38
data gathered was linear or curvilinear. The interpretation used for results of
correlation is shown in the Table below:
Table 3.8
Interpretation of Pearson r (correlation coefficient) Results
0.00
to 0.20
0.21 to 0.40
0.42 to 0.50
Substantial correlation
0.51 to 0.80
Marked correlation
0.81 to 1.00
t - Test for the significance of Pearson r It was applied for testing the
significance of the correlation coefficient.
r - Square (Coefficient of Determination) It was applied to determine
the percentage in the variations of the dependent variables as a result of change
in the independent variable.
Linear Regression It was applied to determine the predictive capability
of the independent variables.
39
Chapter 4
PRESENTATION AND ANALYSIS OF THE DATA
In this Chapter, the data gathered are presented, analyzed and discussed.
The order of data presentation is parallel to the order of presented sub-problems in
Chapter 1 of this paper. Based on the stated sub-problems, three areas were
investigated in this study. These comprised the following: attitude of seafarers
towards work environment, level of their emotional intelligence as well as personality
traits, and the relationship between or among attitude, emotional intelligence and
personality traits. The results and discussions are presented below.
2.1
Physical Setting
The attitude of respondents towards work environment aboard the ship in
40
Table 4.1
Attitude of Respondents towards Physical Setting Aboard the Ship
Statements/Indicators
1. Provides me with less rigid elements on
physical arrangement
2. Encourages quality of work and promotes
work efficiency
3. Helps me better appreciate standard work
performance
4. Allows me to see things work smoothly
5. Provides me reasonable working hours
6. Provides me with safe and healthy working
environment
7. Promotes enthusiasm and interest to work
8. Allows me to observe how the system and
processes work
9. Gives me protection from physical stress
10. Gives me opportunity to manipulate the
needed change
Overall
Weighted
Mean
Verbal
Interpretation
Ranking
3.88
Agree
10
4.19
Agree
4.31
Agree
4.19
4.12
4.24
Agree
Agree
Agree
4
7
2
4.21
4.13
Agree
Agree
3
6
3.95
3.97
Agree
Agree
9
8
4.12
Agree
Legend: 1.00 1.50 Strongly Disagree (SD); 1.51-2.50 Disagree (D); 2.51-3.50 Uncertain (UN); 3.51-4.50 Agree
(A); 4.51-5.00 Strongly Agree (SA).
The response of the seafarers to each of the 10 statements in the survey fell
within the interval scale of 3.51-4.50 with verbal interpretation agree. The intensity
of their agreement to each statement, however, differed based on the numerical
values of the response. The highest degree of agreement was given to Item No. 3,
(ranked number 1) in which the respondents felt that their work environment aboard
the ship in terms of physical setting helped them to better appreciate standard work
performance. The mean clustered towards 4.31 (agree). This response may be
attributed to the fact that in all aspects of work activities aboard the ship, they are
given guidance on the required standards of quality and quantity of output.
41
The positive attitude towards physical setting was continuously sustained with
the respondents agreement that work environment aboard the ship provided them
with a feeling of healthy and safe environment. This can be seen in Item No. 6 with a
mean of 4.24 (agree, ranked 2). As such, they felt that the environment promoted
their enthusiasm or interest to work (Item No.7). The mean was 4.21 (ranked 3). The
seven remaining responses to statements in the survey projected highly positive
attitude towards physical setting of the work environment aboard the ship.
The
lowest mean of 3.88 (ranked 10) still fell within the verbal description of agree. As
such they agreed that aboard the ship, the physical environment provided them with
less rigid elements on physical arrangement and even protection from physical
stress (Item 9, ranked 9), with a mean of 3.95.
The overall mean of 4.12 obviously reflected the general highly positive
attitude of the respondents towards physical setting of the work environment aboard
the ship. This result suggests that the seafarers love the physical environment
aboard the ship and such feeling has been attributed to the 10 key factors laid down
in the table.
2.2
Emotional Setting
Emotional setting, as defined in Chapter 2 of this paper, refers to the
environmental factors aboard the ship which stimulate response to individual person
in terms of emotions such as, for instance, satisfaction and pleasure, motivation,
personal enjoyment and similar factors. In determining the attitude, the respondents
42
were asked in the written survey to express their degree of agreement or
disagreement to a total of 10 settings which create emotions reflecting emotional
setting. Table 4.2 showed the results of the survey.
Table 4.2
Attitude of Respondents Towards Emotional Setting Aboard the Ship
Statements/Indicators
1. Stimulates new thoughts and feeling
2. Encourages me to positively react to
situations
3. Promotes individual control of my
environment
4. Allows me to experience the joy of
solitude
5. Helps me to combat loneliness and
homesickness
6. Gives a more confident feeling about
myself
7. Makes me a calm and clear thinking
person
8. Gives me a feeling of security and
calmness
9. Protects me from psychological
stress and disorders
10. Decrease my fear and inferiority
complex
Overall
Weighted
Mean
Verbal
Interpretation
Ranking
3.95
4.06
Agree
Agree
9
4
3.98
Agree
3.92
Agree
10
4.03
Agree
4.19
Agree
4.08
Agree
4.01
Agree
3.98
Agree
4.08
Agree
4.03
Agree
Legend: 1.00 1.50 Strongly Disagree (SD); 1.51-2.50 Disagree (D); 2.51-3.50 Uncertain (UN); 3.51-4.50
Agree (A); 4.51-5.00 Strongly Agree (SA).
Each of the 10 statements obtained a mean within the interval range of 3.514.50 with a verbal interpretation of agree. It indicates positive emotions on the work
environment aboard the ship. Among others, the results revealed that respondents
had the highest degree of agreement in regard to Item No. 6, which pertains to self
43
confidence. The mean of 4.19 (agree, ranked one) conveyed that environment
aboard the ship gave them a more confident feeling about themselves. This was
followed by Items No. 7 and 8 with the same mean of 4.08 (agree, ranked 2). As
such, the environment gave them an emotion of calmness which enabled them to
think clearly as persons. Such emotion decreased their fear and inferiority complex.
This encouraged the respondents to act positively on given situations as indicated in
Item 2 with a mean of 4.06 (ranked 4). It helped them combat loneliness and
homesickness as manifested in Item 5, with a mean of 4.03 (ranked 5).
The remaining 6 items subjected to assessment of attitude provided all
positive reflections of attitude towards emotional settings aboard the ship. The
environment provided them with an emotion of calmness and clarity of thinking
(Item 8, ranked 6), with a mean of 4.01 (agree). They agreed (mean, 3.98) that it
promoted their emotion of individual control over their environment (Item 3, ranked
7) and protected them from psychological stress and disorders (mean, 3.98, ranked
7). The lowest rating of 3.92 (agree) was given to Item No.4 (ranked 10), which
manifested their agreement that they experienced the joy of solitude aboard the
ship. The overall mean of 4.03 (agree) strongly suggests a positive attitude of the
seafarers towards emotional setting aboard the ship.
2.3
Social Setting
The attitude of seafarers towards social setting aboard the ship also
encompassed a total of 10 key statements .The results were shown in Table number
4.3.
44
Table 4.3
Attitude of Respondents Towards Social Setting Aboard the Ship
Statements/Indicators
1. Promotes social interaction of
individuals
2. Encourages problem solving and
group action
3. Promotes pleasant and
harmonious relationship with
people
4. Allows people to grow socially
5. Promotes group dynamics and
fosters group interaction
6. Allows to adjust myself with multicultured co-workers
7. Builds up my confidence in dealing
with superiors and peers
8. Fosters good social relations and
increase my cross cultural
tolerance
9. Builds up my language and
communication skills
10. Decrease my fear and inferiority
complex
Overall
Weighted
Mean
Verbal
Interpretati
on
Ranking
4.08
Agree
4.10
Agree
4.22
Agree
4.05
4.04
Agree
Agree
9
10
4.16
Agree
4.18
Agree
4.10
Agree
4.17
Agree
4.23
Agree
4.03
Agree
Legend: 1.00 1.50 Strongly Disagree (SD); 1.51-2.50 Disagree (D); 2.51-3.50 Uncertain (UN);
3.51-4.50 Agree (A); 4.51-5.00 Strongly Agree (SA).
Among the 10 statements given in the table, the highest mean of 4.23 (agree)
was given to Item No.10 (ranked 1). It pertains to the reduction in the feeling of fear
and inferiority complex. It suggests that aboard the ship, the interaction or mingling
of seafarers among peers, superiors and even subordinates provided them with a
comfortable feeling of belongingness.
45
This was manifested further in Item No. 7 with a mean of 4.18 (ranked 3) in
which they said that social setting built up their confidence in dealing with superiors
and peers. Such setting, allowed them to adjust themselves with multi-cultured coworkers, as reflected in Item No. 6 with a mean of 4.16 (ranked 4).
The respondents agreed (mean, 4.17) that social setting aboard the ship built
up their language and communication skills (Item 9, ranked 5). The remaining
statements on social setting were all indicative of positive attitude of the seafarers
towards social setting. The lowest mean of 4.04 (agree) which refers to Item 5
(ranked 10) manifested their agreement that social setting promoted group dynamics
and fostered group interaction. Overall, the mean of 4.03 (agree) indicated the
respondents positive attitude towards social setting aboard the ship.
2.4
attitude towards work environment along three areas, namely, physical setting,
emotional setting and social setting.
Table 4.4
Summary Table on Attitude of Filipino Seafarers Towards Work Environment
Aboard Ship
Weighted Mean
Verbal
Ranking
Indicators
Interpretation
1. Physical Setting
2. Emotional Setting
3. Social Setting
Grand Mean
4.12
4.03
4.13
4.09
Agree
Agree
Agree
Agree
2
3
1
Legend: 1.00 1.50 Strongly Disagree (SD); 1.51-2.50 Disagree (D); 2.51-3.50 Uncertain (UN); 3.51-4.50 Agree
(A); 4.51-5.00 Strongly Agree (SA).
46
The highest overall positive attitude was given by the respondents to social
setting with a mean of 4.13 (agree, ranked 1). It was followed by physical setting
with a mean of 4.12 (agree, ranked 2). Lastly, the table showed the emotional setting
result with a mean of4.03 ( ranked 3). The grand mean clustered towards 4.09
(agree).
2.1
Personality Traits
The personality traits of seafarers were measured in terms of five key factors
2.1.1 Extraversion
Table 4.5 revealed the survey on the personality traits of seafarers as
respondents in terms of extraversion.
47
Table 4.5
Personality Traits of Seafarers In Terms of Extraversion
Indicators
1.
2.
3.
4.
5.
6.
Weighted
Mean
Verbal
Interpretation
Ranking
3.96
3.81
3.83
2.98
2.91
3.51
3.44
High
High
High
Moderate
Moderate
High
Moderate
1
4
3
5
6
2
Legend: 1.00-1.50 Very Low (VL); 1.51-2.50 Low (L); 2.51-3.50 Moderate (M); 3.51-4.50 High (H); 4.51-5.00
Very High (VH)
48
carry out tedious work. They have to be socially adaptable and assertive in their
work because of their co-workers are oftentimes multi-nationals. They need to be
bold and confident to protect them from being trampled upon.
However, despite their positive extraversion traits, they also possessed some
degrees of opposite traits such as shyness, timidity, and unaggresiveness and
restrained. The presence of these negative traits mitigated the high level of their
positive extraversion traits resulting in the overall rating under the moderate level.
Thus, the respondent seafarers were categorized to be moderately extraverts.
2.1.2 Agreeableness
Table 4.6 contains the data on personality traits of respondents in terms of
agreeableness.
Table 4.6
Personality Traits of Seafarers In Terms of Agreeableness
Indicators
1.
2.
3.
4.
5.
6.
Weighted Mean
Verbal
Interpretation
Ranking
3.88
3.71
3.65
2.45
2.72
2.52
3.15
High
High
High
Low
Moderate
Moderate
Moderate
1
2
3
6
4
5
Legend: 1.00-1.50 Very Low (VL); 1.51-2.50 Low (L); 2.51-3.50 Moderate (M); 3.51-4.50 High (H);
4.51-5.00 Very High (VH)
49
Agreeableness refers to a positive personal trait of a person, which comprised
of qualities of being happy or cheerful, obliging, sympathetic, kind and warm, helpful,
considerate, pleasant and tolerant, genial, affectionate and sensitive as well as softhearted.
As shown in the table, the top three personality traits in terms of
agreeableness garnered a mean within the interval range of 3.51-4.50 and with
verbal interpretation of high. These three agreeableness traits were: being merry
and cheerful, with a mean of 3.88 (high, ranked 1); soft-hearted and agreeable with
a mean of 3.71 (high, ranked 2) and kind or warm and sympathetic, with a mean of
3.65 (high, ranked 3).
Noticeably, respondents rated the three remaining negative rates within the
interval range of 2.51-3.50 or under the verbal description of moderate level. The
result indicated the high regard of the respondents to their positive personality traits,
as far as agreeableness was concerned. The results of negative traits mitigated the
twin positive agreeableness traits. Therefore, the overall agreeableness trait reached
only a mean of 3.15 or moderate level. Hence, the respondents achieved moderate
level of agreeableness as part of their personality traits.
2.1.3 Conscientiousness
Table 4.7 bears the results of personality traits concerning conscientiousness.
50
Table 4.7
Personality Traits of Seafarers In Terms of Conscientiousness
Indicators
1.
2.
3.
4.
5.
6.
Weighted
Mean
Verbal
Interpretation
Ranking
3.93
3.93
3.20
2.29
2.18
2.25
2.96
High
High
Moderate
Low
Low
Low
Moderate
1
1
3
4
6
5
Legend: 1.00-1.50 Very Low (VL); 1.51-2.50 Low (L); 2.51-3.50 Moderate (M); 3.51-4.50 High (H);
4.51-5.00 Very High (VH)
respondents
rated
themselves
high
in
terms
positive
traits
under
conscientiousness. Traits such as, being alert and ambitious as well as being careful
and cautious both obtained a mean of 3.93 (high) and ranked in the same position,
as number one.
Negative traits pertains to traits which opposed the conscientiousness
qualities, such as being stern and strict, reckless and unruly, unreliable and
negligent, haphazard and illogical, were all given rating that fell within the lower
level or with verbal description from moderate to low levels. The impact of negative
traits over the positive conscientiousness traits resulted in the overall mean of 2.96.
Thus, the respondents were only moderately conscientious.
51
Table 4.8
Personality Traits of Seafarers In Terms of Emotional Stability
Indicators
1. Unselfconsciousness and
unexcitable
2. Unenvious and unassuming
3. Weariless and indefatigable
4. Excitable and meddlesome
5. Emotional and irritable
6. Defensive and temperamental
Overall
Weighted
Mean
Verbal
Interpretation
Ranking
2.73
Moderate
2.86
2.90
2.99
2.59
2.66
2.79
Moderate
Moderate
Moderate
Moderate
Moderate
Moderate
3
2
1
6
5
Legend: 1.00-1.50 Very Low (VL); 1.51-2.50 Low (L); 2.51-3.50 Moderate (M); 3.51-4.50 High (H);
4.51-5.00 Very High (VH)
The tabular data interestingly showed that each of the rating given by the key
informants of the study was within the interval range of 2.51-3.50 (moderate level).
The highest mean of 2.99 (moderate, ranked 1) was given to the negative trait of
being excitable and meddlesome. It was followed by the positive trait of weariless
and indefatigable, with a mean of 2.90 (moderate, ranked 2), and ranked 3, another
positive trait of unenvious and unassuming, with a mean of 2.86. The lowest mean
of 2.59 (moderate, ranked 6) pertains to the trait of emotional and irritable. The
overall mean of 2.79 indicated that the respondent seafarers achieved moderate
emotional stability.
52
2.1.5 Openness
The traits of respondent seafarers in terms of openness, as part of their
personality traits can be seen in the next table.
Table 4.9
Personality Traits of Seafarers In Terms of Openness
Indicators
1.
2.
3.
4.
5.
6.
Weighted
Mean
Verbal
Interpretation
Ranking
3.18
2.61
3.34
2.52
2.46
2.19
2.72
Moderate
Moderate
Moderate
Moderate
Low
Low
Moderate
2
3
1
4
5
6
Legend: 1.00-1.50 Very Low (VL); 1.51-2.50 Low (L); 2.51-3.50 Moderate (M); 3.51-4.50 High (H);
4.51-5.00 Very High (VH)
Openness is a personality trait which refers to the state of being openminded, imaginative, curious, cultured, meditative, deep, analytical, intellectual and
philosophical. Obviously, the ratings given by the respondents to each of the trait
listed in the table, ranged from the lowest interval of 1.51 up to the maximum of 3.50.
Thus, verbal descriptions fell from low to moderate levels only.
The top three ratings under openness traits revealed in the table included the
following: analytical and perceptive, with a mean of 3.34 (moderate, ranked 1);
theatrical and eloquent, with a mean of 3.18 (moderate, ranked 2); and meditative
and contemplating, with a mean of 2.61 (moderate, ranked 3). The remaining traits
were rated by the respondents with much lower mean values and indicated their low
53
to moderate levels of negative openness traits. Overall, the openness trait of the
respondents clustered towards a mean of 2.72 and suggestive of their moderate
traits.
Table 4.10
Summary Table of Personality Traits
Indicators
1.
2.
3.
4.
5.
Extraversion
Agreeableness
Conscientiousness
Emotional Stability
Openness
Overall
Weighted
Mean
Verbal
Interpretation
Ranking
3.44
3.15
2.96
2.79
2.72
3.01
Moderate
Moderate
Moderate
Moderate
Moderate
Moderate
1
2
3
4
5
Legend: 1.00-1.50 Very Low (VL); 1.51-2.50 Low (L); 2.51-3.50 Moderate (M); 3.51-4.50 High (H);
4.51-5.00 Very High (VH)
Among the personality traits of the respondents, ranked number or the trait
with the highest mean was extraversion with a mean of 3.44. Ranked second was
agreeableness, with a mean of 3.15. It was followed by conscientiousness, with a
mean of 2.96; then, by emotional stability, with a mean of 2.79. The last in the
ranking (number 5) pertains to openness, with a mean of 2.72. Grand mean was
3.01 with a verbal description of moderate level.
54
2.2
Emotional Intelligence
2.2.1 Self-Awareness
Indicators of self-awareness comprised of three key elements such as:
emotional awareness level, accuracy of self-assessment and self confidence. Table
4.11 shows the results.
Table 4.11
Emotional Intelligence Level of Seafarers In Terms of Self Awareness
Indicators
1. Emotional awareness
2. Accuracy of self assessment
3. Self-confidence
Overall
Weighted Mean
Verbal
Interpretation
Ranking
3.86
3.87
4.08
3.94
High
High
High
High
3
2
1
Legend: 1.00-1.50 Very Low (VL); 1.51-2.50 Low (L); 2.51-3.50 Moderate (M); 3.51-4.50 High (H);
4.51-5.00 Very High (VH)
The highest mean of 4.08 (high, ranked 1) was given by the respondents to
self-confidence, which indicated their high level of regard to themselves as persons.
They were highly aware about the certainty of assessing themselves, as manifested
with a mean of 3.87 (high, ranked 2). The respondents were emotionally aware on
the degree of their emotions. This was also manifested in the high level based on
the mean of 3.86 (high, ranked 3). Overall, the mean of 3.94 was reflective of the
55
respondents high level of emotional awareness and likewise suggestive of their
high emotional intelligence.
Table 4.12
Emotional Intelligence Level of Seafarers In Terms of Social Awareness
Indicators
Weighted
Mean
Verbal
Interpretation
Ranking
1. Empathy
2. Organizational awareness
3. Service orientation
Overall
3.80
3.75
3.78
3.78
High
High
High
High
1
3
2
Legend: 1.00-1.50 Very Low (VL); 1.51-2.50 Low (L); 2.51-3.50 Moderate (M); 3.51-4.50 High (H);
4.51-5.00 Very High (VH)
56
Table 4.13
Emotional Intelligence Level of Seafarers In Terms of Relationship to
Management
Weighted
Verbal
Ranking
Indicators
1.
2.
3.
4.
5.
6.
Self control
Trustworthiness
Conscientiousness
Adaptability
Achievement orientation
Initiative
Overall
Mean
Interpretation
3.99
4.05
3.99
4.00
4.03
4.03
4.01
High
High
High
High
High
High
High
5
1
5
4
2
2
Legend: 1.00-1.50 Very Low (VL); 1.51-2.50 Low (L); 2.51-3.50 Moderate (M); 3.51-4.50 High (H); 4.51-5.00
Very High (VH)
involves
self
control,
trustworthiness,
conscientiousness,
adaptability,
achievement orientation and initiative. Remarkably, each item listed on the table got
a mean within the interval range of 3.51-4.50 and with verbal interpretation of high.
However, trustworthiness got the highest mean of 4.05 (high, ranked 1). This
indicated the ability of the seafarers to keep their promises to others and perform
their commitment as well.
Trustworthiness was followed by achievement orientation and initiative,
which both obtained a rating of 4.03 (high). As such, both were placed in the same
57
position or ranked number 2 in the criteria listed on the table. These twin areas
indicated respondents sensitivity to accomplish things that should be done and
introduce actions even without being told to do so. In the last position were self
control and conscientiousness, with the same mean of 3.99.
58
Table 4.14
Emotional Intelligence Level of Seafarers In Terms of Social Skills
Indicators
1.
2.
3.
4.
5.
6.
7.
8.
Developing others
Leadership
Influence
Communication
Change catalyst
Confront management
Building bonds
Teamwork culture
Overall
Weighted
Mean
Verbal
Interpretation
Ranking
4.04
3.95
3.61
3.82
3.66
3.71
3.83
4.01
3.83
High
High
High
High
High
High
High
High
High
1
3
8
5
7
6
4
2
Legend: 1.00-1.50 Very Low (VL); 1.51-2.50 Low (L); 2.51-3.50 Moderate (M); 3.51-4.50 High (H);
4.51-5.00 Very High (VH)
Each indicator of social skills was given by the respondents with a rating
within the interval range of 3.51-4.50, or under the verbal interpretation of high.
Among the eight indicators, the highest mean of 4.04 (high, ranked 1) was given to
the skill of developing other people. This indicated the high ability of the
respondents to extend their help or assistance to other people.
It was followed by the teamwork culture, based on the mean of 4.01 (high,
ranked 2). Apparently, the respondents had high ability to cooperate with people
whom they deal with. Leadership was ranked as number 3, based on the mean of
3.95 (high) and indicative of their ability to guide or direct others.
Aside from the top three high social skills, the respondents also gave
themselves high rating in building bonds or ability to build ties with other people,
communication or ability to exchange message both in oral or written with other
people; confront management or ability to face up with higher authorities or peers;
change catalyst or ability to introduce innovations; and influence or ability to sway or
59
manipulate others. The overall mean of 3.83 suggests that respondents obtained
high social skills as vital parts of their high emotional intelligence level.
Table 4.15
Summary Table on Emotional Intelligence Level of Filipino Seafarers
Indicators
1. Self Awareness Level
2. Social Awareness Level
3. Relationship with
Management Level
4. Social Skills Level
Grand Mean
Weighted
Mean
Verbal
Interpretation
Ranking
3.94
3.78
4.01
High
High
High
2
4
1
3.83
4.09
High
High
Legend: 1.00-1.50 Very Low (VL); 1.51-2.50 Low (L); 2.51-3.50 Moderate (M); 3.51-4.50 High (H); 4.51-5.00
Very High (VH)
60
3.
61
Table 4.16
Magnitude of Relationship and Results of Tests of Significant Relationship
Between Attitude and Personality Traits; and Attitude and
Emotional Intelligence
Physical
Setting and
Emotional
Intelligence
Level
Physical
Setting and
Personality
Traits
Emotional
Setting and
Emotional
Intelligence
Level
Emotional
Setting and
Personality
Traits
Social
Setting and
Emotional
Intelligence
Level
Social
Setting and
Personality
Traits
Correlation r-square
Coefficient
(r)
0.239
5.73%
Low but
definite
p-value
t-stat
Decision
Interpretation
0.002
3.039
Reject Ho
Significant*
0.014
Very low
and
negligible
0.255
Low but
definite
0.02%
0.861
0.174
Retain or
Accept Ho
Not
Significant
6.53%
0.001
3.260
Reject
Ho
Significant *
0.051
Very low
and
negligible
0.258
Low but
definite
0.26%
0.528
0.631
Retain or
Accept
Ho
Not
Significant
6.67%
0.001
3.298
Reject
Ho
Significant*
0.009
Very low
and
negligible
0.0098%
0.902
0.122
Retain or
Accept
Ho
Not
Significant
62
The test of significant relationship disclosed a p-value of 0.002 or much lower
than the 0.05 level of significant. Therefore, the null hypothesis was rejected. There
was evidence to show that despite low or weak relationship, such relationship
between physical setting aboard the ship and the level of emotional intelligence of
the seafarers was significant. Therefore, the percentage of variations in physical
setting attitude was definite and attributable to the emotional intelligence level of the
respondents.
When the attitude of respondents physical setting was measured in terms
overall level of personality traits, the obtained coefficient or r was 0.014 described or
within very low or almost negligible level. The explained variations or r-square was
merely 0.02% or too low. It means that approximately 98.98% of the attitude of
seafarers toward physical setting factor was not caused or influenced by their
personality. Other factors influenced their attitude.
Hence, the test of significant relationship resulted in the p-value of 0.861 or
higher than 0.05 level of significance. Therefore, the null hypothesis was retained or
accepted. There was no evidence to show that significant relationship existed
between the physical setting attitude of seafarers and the level of their personality.
With regard to relationship between emotional setting and level of emotional
intelligence, the computed coefficient correlation or r was 0.255 and described as
low or weak but definite relationship.
63
The explained variations or r-square was 6.53% or small. It means that
approximately 94.47% of the emotional setting attitude of respondents was
influenced by other factors and roughly 6.53% attributed to their emotional
intelligence level.
The test of significant relationship came out with a p-value of 0.001 or less
than the 0.05 level of significance. Therefore, the null hypothesis was rejected.
There was evidence to show that relationship existed between emotional setting
attitude and level of emotional intelligence of the respondents. It further means that
although the relationship was low or weak such relationship was definite and
significant.
In terms of relationship between emotional setting and personality traits of the
respondents, the computed correlation coefficient or r was 0.051 and described as
low, weak and almost negligible relationship. The explained variations or r-square
reached a total of approximately 0.26%, or very small. It means that less than one
percent of the attitude of respondents towards emotional setting was not influenced
by their personality level. Their emotional attitude was very strongly influenced by
other factors.
In the test of significant relationship, the computed p-Value was 0.528 or
higher than the 0.05 level of significance. Therefore, the null hypothesis was
retained or accepted. There was no evidence to show the existence of relationship
between emotional setting attitude of the respondents and their level of personality.
As far as relationship between social setting attitude of seafarers and their
emotional intelligence level was concerned, the computed correlation coefficient
64
resulted in a total of 0.258 and described as low, weak but definite. The explained
variations or r-squared totaled to 6.67% or small. It means that about 93.33% of the
social setting attitude of the respondent seafarers was not influenced by the level of
their emotional intelligence. Thus, only about 6.67% of such social setting attitude
was affected by their emotional intelligence, and the rest can be attributed to other
factors.
The computed p-value resulted in 0.001 or less than the 0.05 level of
significance. Therefore, the null hypothesis was rejected. There was evidence to
show that despite small or weak relationship, such relationship was definite and
significant.
Finally, when social setting attitude was measured vis--vis the level of
personality of the respondent seafarers, the computed correlation coefficient
resulted in 0.009 or very small, very weak and negligible relationship. The explained
variations or r-square was almost nil at 0.00098%.
The test of significant relationship came out with 0.902 or very much higher
than the 0.05 level of significance. Therefore, the null hypothesis was retained or
accepted. There was no evidence to show that significant relationship existed
between the social setting attitude of the respondents and the level of their
personality.
65
4.
Table 4.17
Significant Relationship Between Seafarers Attitude Towards Work
Environment and Emotional Intelligence
R
rsquare
5.73%
p-value t-stat
Decision Interpretation
Physical
0.239
0.002
3.039
Reject
Significant*
Setting and Low but
Ho
Emotional
definite
Intelligence
Level
Emotional
0.255
6.53%
0.001
3.260
Reject
Significant *
Setting and Low but
Ho
Emotional
definite
Intelligence
Level
Social
0.258
6.67%
0.001
3.298
Reject
Significant*
Setting and Low but
Ho
Emotional
definite
Intelligence
Level
*Significant at 0.05 alpha level; degrees of freedom 155-2=153
Recall that based on earlier presented Table 4.16, only the variables shown in
Table 4.17 divulged significant relationship. The bivariate relationship was between
the following:
66
The very small value of correlation of coefficient between each of the pair
and the less than 10 points computed explained variations of each pair are clearly
not strong enough to substantially establish that emotional intelligence can predict
the attitude of the seafarers towards work environment aboard the ship.
In other words, it can be said that, despite the evidence of relationship
between the emotional intelligence level and attitude of seafarers, such amount of
relationship was too small to conclude that emotional intelligence predicted
seafarers attitude. What has been established in this study was the fact that
emotional intelligence had very small influence over the attitude of the seafarers
towards work environment. The very large proportion of the attitude, therefore, can
be attributed to factors outside of the emotional intelligence areas.
5.
Intervention Measures
The foregoing facts, figures and analyses imply that intervention measures
67
Chapter 5
FINDINGS, CONCLUSIONS AND RECOMMENDATIONS
In
this
Chapter,
the
summary
of
findings,
conclusions
and
68
A. Summary of Findings
The following are the findings of the study:
1. Attitude of Seafarers Towards Work Environment Aboard the Ship
1.1 The seafarers attitude towards work environment in terms of
physical setting obtained a mean of 4.12 (agree) and reflective of highly positive
attitude.
1.2 Their attitude towards emotional setting got a mean of 4.03 (agree)
and also projected highly positive attitude .
1.3 The attitude towards social setting reached a mean of 4.03 (agree)
and reflective of highly positive attitude.
1.4 The highest overall positive attitude was given by the respondents
to social setting with a mean of 4.13 (agree, ranked 1). It is followed by physical
setting with a mean of 4.12 (agree, ranked 2) and lastly emotional setting (mean,
4.03, ranked 3). The grand mean clustered towards 4.09 (agree).
2. Personality Traits and Emotional Intelligence Level of Seafarers
2.1 Among the personality traits of the respondents, ranked number or
the trait with the highest mean was extraversion with a mean of 3.44. Ranked
second was agreeableness, with a mean of 3.15. It was followed by
conscientiousness, with a mean of 2.96; then, by emotional stability, with a mean
of 2.79. The last in the ranking (number 5) was openness, with a mean of 2.72.
Grand mean was 3.01 with a verbal description of moderate level.
69
2.2 In terms of emotional intelligence, the relationship with
management obtained the highest mean of 4.01 (high, ranked 1). It was followed
by self awareness level, based on the mean of 3.94 (high, ranked 2); then by
social skills level, with a mean of 3.83 (high, ranked 3); and social awareness
level, with a mean of 3.78 (high, ranked 4). The grand mean clustered towards
4.09 (high).
3. Relationship Among Attitude, Personality Traits and Emotional
Intelligence of Seafarers
3.1
disclosed a p-value of 0.002 or much lower than the 0.05 level of significant. The
null hypothesis was rejected. There was significant relationship between physical
setting attitude and the level of emotional intelligence of the seafarers.
3.2
obtained a coefficient of 0.014, or within very low or almost negligible level. The
test of significant relationship resulted in the p-value of 0.861 or higher than 0.05
level of significance. The null hypothesis was retained or accepted. There was no
significant relationship between the two variables.
3.3
intelligence got a coefficient of 0.255 or low and weak but definite relationship.
The test of significant relationship came out with a p-value of 0.001 or less than
70
the 0.05 level of significance. The null hypothesis was rejected. There was
significant relationship between the two variables.
3.4
the respondents reached a coefficient of 0.051 and described as low, weak and
almost negligible relationship.
respondent seafarers got a coefficient of 0.009 or very small, very weak and
negligible relationship. The test of significant relationship came out with 0.902 or
very much higher than the 0.05 level of significance. Therefore, the null
hypothesis was retained or accepted. The relationship was not significant.
71
relationship was very small and cannot predict the attitude of the seafarers
towards work environment aboard the ship.
B. Conclusions
From the findings of the study, the following are concluded:
1. The Filipino seafarers have generally high and positive attitude towards
work environment because the physical environment aboard the ship provides
them with better appreciation of standard work performance as well as general
feeling of safety and healthy working environment. Their emotional attitude is
generally highly positive because they have the feeling of self-confidence,
calmness and clear thinking moments. Their social attitude is highly positive
because they have less fear and inferiority complex .They believe that the work
environment promotes pleasant and harmonious relationship with people.
2. On the one hand, the overall level of personality of the respondents was
only moderate because of the presence or combination of both negative and
positive traits in them. They are generally moderately extravert, agreeable,
conscientiousness, emotionally stable and open. This moderate personality is
attributed to their being energetic and enthusiastic but also reserved and
restrained. They are cheerful but can also be harsh. They are alert or careful but
can be also haphazard and illogical. Their unselfconsciousness and unexcitable
traits are mitigated by their being excitable and meddlesome. They are analytical
and perceptive but have tendencies to be shallow and unimaginative. On the
72
other hand, the Filipino seafarers have high emotional intelligence level. This
level is attributed to their high relationship to management, high self awareness
level, high social skills and high social awareness.
73
C.
Recommendations
Based on the findings and conclusions of the study, the following are
recommended:
1.
The
appreciating their
positive attitude towards their work environment and should be motivated and
inspired more to continue this kind of mood and climate on ships, to promote
harmonious relationship with people on board. This will contribute to more
productivity and meaningful employment of seafarers.
3. The areas for attitudes and emotional intelligence level could also be
attended by more enhancement programs and exposure to foster positive
attitudes and emotional maturity. This may make them more responsible
seafarers not only for themselves but also for co-workers on and off ships.
4. Other factors that contribute that influence the attitudes of the seafarers
could also be considered in order for the seafarers to become more comfortable
in their work environment. Some of these factors may emanate from their family
74
or personal problems and need to be addressed. Programs for family members
could also be held to involve them in the development of the seafarers and feel
comfortable in their work.
75
BIBLIOGRAPHY
76
ICSW. (2009) Guidelines for mental care onboard merchant ships. International
Committee on Seafarers Welfare, Seafarers Health Information
Programme. 12 p. Online address: www.seafarershealth.org. Email:
icsw@icsw.org.uk.
Iversen, R ( 2009). A business plan for a project on The Mental Health of
Seafarers in http:// www.seafarersmentalhealth.org.
Jensen, O., Srensen, J., Thomas, M., Canals, M.L., Nikolic, N, and Hu, Y,(2006)
Working Conditions in International Seafarring. Occupational Medicine.
Online Publication. 56: 393-397.
Kahveci, E., Lane, T, Sampson, H. ( 2001) Transnational Seafarer Communities.
UK : Seafarers International Research Centre, Cardiff University
Lassiter, D. ( 2004). The Importance of Emotionally Intelligent Teams.Leadership
Advantage.Newsletter, Vol. IV Number 3, Executive Coaching &
Consulting Associates
Lorayes, M.E. (2002). Factors in the Work Environment that Strenthen
Organizational Effectiveness of Equitable PCI-Bank in Makati City. Master
Thesis. University of Perpetual Help System-Laguna.-Graduate School,
Sto. Nino, Binan, Laguna, Philippines.
Low, A.( 2006). Seafarers and passengers who disappear without a trace
fromaboard ships. International Maritime Health 57:(1-4)219-229.
Petrides, K.V., Pita, R., Kokkinaki, F. (2007). The location of trait emotional
intelligence in personality factor space. British Journal of Psychology, 98,
273- 289.
Philippine Online Chronicles (2011). Depressed state of National Mental Health,
retrieved 29 July 2011. from http://www.thepol.net/thepol-features/healthand- wellness/health-and-fitness/
Mark, G.(1997). Human Relations: Human Relations, productive Approach for
the Workplace. Boston, USA: Allyn and Bacon Publishing, Inc.
Newstrom, J.W. and Davis, K.(2002). Organizational Behavior: Human Behavior
at Work. International: McGraw-Hill Irwin
77
78
79
PERSONAL INFORMATION-PART 1
INSTRUCTIONS: Please supply the necessary information asked below
by filling out the blank portion or putting a check ( / ) mark in the
appropriate open close parenthesis
1. Name
: ___________________________(optional)
2. Name of Vessel (in case on vacation, the last vessel you boarded: ________
3. Work Station On Board the Ship ( ) Deck ( ) Engine
4. How long have you been working onboard the ship?
a. ( ) 2 years and below
b. ( ) 3- 6 years
c. ( ) 7-10 years
d. ( ) More than 10 years
5. Age Bracket
a. ( ) 30 years and below
b. ( ) 31-35 years old
c. ( ) 36-40 years old
d. ( ) 40 years and above
6. Civil Status :
( ) Single
( ) Married (
) Yes
) Widow
) Separated
) None
) Yes
) No
80
PART 2
SURVEY QUESTIONS ON ATTITUDE TOWARDS WORK ENVIRONMENT
ABOARD THE SHIP
Direction: Please Use the following as your guide :
Response/Rating
5
4
3
2
Questions/Statements
A. Key Statement: The physical setting aboard the 1
ship
SD
1. Provides me with less rigid elements on physical
arrangement
2. Encourages quality of work and promotes work
efficiency
3. Helps
me
better appreciate standard work
performance
4. Allows me to see things work smoothly
5. Provides me reasonable working hours
6. Provides me with safe and healthy working
environment
7. Promotes enthusiasm and interest to work
8. Allows me to observe how the system and
processes work
9. Gives me protection from physical stress
10. Gives me opportunity to manipulate the needed
change
2
D
3
UN
4
A
5
SA
81
Questions/Statements
B. Key Statement: The emotional setting aboard the 1
ship
SD
1. Stimulates new thoughts and feelings
2. Encourages me to positively react to situations
3. Promotes individual control of my environment
4. Allows me to experience the joy of solitude
5. Helps me to combat loneliness and homesickness
6. Gives me a more confident feeling about myself
7. Makes me a calm and clear-thinking person
8. Gives me a feeling of security and calmness
9. Protects me from psychological stress and disorders
10. Decrease my fear and inferiority complex
Questions/Statements
C. Key Statement: The social setting aboard the 1
ship
SD
1. Promotes social interaction of individuals
2. Encourages problem solving and group action
3. Promotes pleasant and harmonious relationship with
people
4. Allows people to grow socially
5. Promotes group dynamics and fosters group
interaction
6. Allows to adjust myself with multi-cultured coworkers
7. Builds up my confidence in dealing with superiors
and peers
8. Fosters good social relations and increase my cross
cultural tolerance
9. Builds up my language and communication skills
10. Helps me to bring out my leadership abilities
2
D
3
UN
4
A
5
SA
2
D
3
UN
4
A
5
SA
82
Very High
(VH)
High
(H)
Moderate
( M)
Low
(L)
Very Low
(VL)
83
meticulous)
10. Adaptability (degree to which you can be flexible or can adjust to
a given situation )
11. Achievement orientation (sensitivity to finish or accomplish things
that should be done)
12. Initiative ( sensitivity to introduce action without being told to do
so)
Social Skills Level
13. Developing others (ability to extend help or assistance to other
people )
14. Leadership (ability to extend direct or guide other people)
15. Influence (ability to sway or manipulate other people)
16. Communication (ability to exchange verbal or written message
with others)
17. Change catalyst (ability to introduce innovations or changes)
18. Confront management (ability to face up higher authority or
peers)
19. Building bonds (ability to construct or builds ties with other
people)
20. Teamwork culture (ability to cooperate with people whom you
deal with: e.g. Co-students, co-family)
84
Very High
(VH)
High
(H)
Moderate
( M)
Low
(L)
Very Low
(VL)
2 1
VH H M L VL
85
86
STATISTICAL APPENDICES- COMPUTATION SAMPLES
DESCRIPTIVE STATISTICS
Physical
Emotional
Social
Emotional Intelligence
Personality Traits
3.80
4.00
4.10
3.00
2.89
3.50
3.60
3.60
3.20
2.56
4.00
4.00
4.00
3.80
3.00
4.30
4.20
4.10
4.00
3.78
4.00
3.60
4.00
3.50
3.67
4.50
5.00
4.90
4.30
2.78
4.00
4.10
4.00
3.90
3.22
5.00
5.00
5.00
4.00
2.00
4.20
3.80
4.20
3.60
2.78
4.20
4.30
4.20
3.80
3.00
4.40
4.40
4.20
3.10
2.11
4.40
4.40
4.20
3.10
2.11
4.80
4.50
4.20
3.20
2.00
4.80
4.50
4.20
3.20
2.00
4.10
4.00
4.00
4.00
3.00
3.80
3.80
4.10
4.00
3.56
3.90
4.00
4.00
4.00
4.00
3.90
3.90
4.00
3.60
2.78
3.90
3.90
4.00
3.60
2.78
3.90
4.70
4.90
4.50
2.44
3.80
1.60
1.40
4.10
2.67
3.90
3.90
4.00
3.60
2.78
3.90
3.90
4.00
3.60
2.78
3.90
2.60
4.30
4.30
2.33
4.50
4.70
5.00
4.00
2.89
5.00
5.00
5.00
3.30
3.33
4.10
4.20
4.30
4.20
3.56
3.90
4.00
4.00
3.80
1.33
4.10
4.10
4.30
4.10
3.00
4.00
4.00
4.00
4.00
4.00
4.00
4.00
4.00
3.80
3.00
3.80
3.80
3.90
4.40
2.89
3.60
3.70
4.80
4.10
2.11
4.00
4.20
4.00
3.90
3.00
4.00
4.00
4.00
4.00
3.00
4.00
4.30
4.00
3.40
3.00
4.00
3.00
4.00
4.00
4.00
87
Physical
Emotional
Social
Emotional Intelligence
Personality Traits
4.60
3.70
4.30
2.70
2.78
4.00
3.00
4.00
4.00
4.00
4.30
4.80
5.00
4.20
1.78
4.40
4.00
4.00
4.00
2.67
4.00
4.00
4.00
3.80
2.00
4.70
4.60
4.40
3.60
2.78
4.00
4.00
4.00
3.90
2.44
4.00
4.00
4.00
3.90
2.44
4.80
4.70
4.70
3.30
2.44
2.00
2.00
2.00
4.00
3.00
4.70
4.10
4.00
3.00
3.00
3.90
3.90
4.00
3.60
2.78
4.20
4.10
4.10
3.70
3.00
4.10
4.20
4.30
3.70
2.89
4.30
4.80
4.20
4.50
3.00
4.30
4.80
4.20
4.50
3.00
2.90
3.00
2.80
3.90
2.78
4.00
4.00
4.00
4.90
2.56
4.00
4.00
4.00
4.90
2.56
4.00
3.80
4.00
4.20
1.78
3.90
3.90
4.00
3.60
2.78
3.50
3.20
3.40
3.60
3.44
5.00
5.00
5.00
5.00
2.56
4.00
4.00
4.00
4.00
2.33
4.00
4.00
4.00
4.00
2.33
4.10
4.20
4.30
3.70
2.89
4.80
4.60
4.90
4.30
2.11
4.00
4.00
4.00
4.00
3.56
4.20
4.00
4.40
3.70
2.22
4.00
4.00
4.00
3.50
3.00
3.40
3.50
4.40
4.30
2.44
4.00
5.00
5.00
3.70
2.67
5.00
5.00
5.00
4.00
2.56
4.90
5.00
4.70
4.80
2.56
4.00
4.10
4.00
4.20
3.67
88
Physical
Emotional
Social
Emotional Intelligence
Personality Traits
4.00
4.10
4.00
4.20
3.67
4.00
4.00
4.00
4.00
2.44
4.50
4.20
5.00
3.60
2.44
5.00
5.00
5.00
4.20
5.00
5.00
5.00
5.00
4.20
5.00
4.00
4.00
4.90
4.00
2.56
3.70
3.20
4.00
4.10
1.78
3.70
3.20
4.00
4.10
1.78
3.40
3.20
3.70
2.50
3.67
3.50
2.50
3.30
3.80
2.44
4.00
4.00
4.20
4.00
2.56
4.00
4.00
4.20
4.00
2.56
3.80
3.90
3.60
4.50
2.89
3.80
3.90
3.60
4.50
2.89
5.00
4.80
4.90
4.00
4.00
4.30
3.90
4.10
3.40
2.33
4.30
3.90
4.10
3.40
2.33
5.00
5.00
5.00
5.00
2.56
5.00
5.00
5.00
5.00
2.56
3.50
2.80
3.70
3.80
2.33
3.10
2.20
3.60
3.60
2.33
4.00
3.80
4.00
4.10
2.11
3.80
3.00
3.90
3.70
2.11
4.80
4.80
4.60
4.50
2.00
4.80
4.80
4.60
4.50
2.00
4.80
4.50
4.50
4.30
2.33
4.80
4.44
4.50
4.30
2.33
4.00
4.00
4.00
4.00
2.67
3.30
3.20
3.00
2.80
3.00
3.30
3.20
3.00
2.80
3.00
4.00
4.00
4.00
4.00
4.00
4.50
4.30
4.10
4.40
2.78
4.50
4.30
4.10
4.40
2.78
3.20
3.00
3.00
4.00
3.00
4.00
4.00
4.10
5.00
4.00
4.50
3.80
4.60
4.20
3.00
4.50
4.40
4.50
3.70
2.78
3.80
3.70
3.70
4.00
3.00
3.80
3.70
3.70
4.00
3.00
4.00
4.00
4.00
3.00
3.00
89
Physical
Emotional
Social
Emotional Intelligence
Personality Traits
3.60
4.00
4.00
3.80
2.67
3.60
4.00
4.00
3.80
2.67
4.50
4.50
4.70
4.00
3.00
4.50
4.50
4.70
4.00
3.00
4.30
3.40
4.10
3.30
2.78
3.90
4.00
4.00
3.90
4.00
3.90
4.00
4.00
2.70
2.56
3.90
4.00
4.00
2.70
2.56
5.00
5.00
5.00
4.00
2.11
4.00
3.90
3.70
2.90
2.56
3.80
3.40
3.70
1.20
1.33
4.00
4.00
4.00
4.00
4.00
4.00
3.90
4.30
4.00
2.33
4.00
4.00
4.00
3.00
3.00
4.00
4.00
4.00
4.00
4.00
4.00
4.00
4.00
4.00
4.00
3.90
4.00
4.10
4.80
4.00
3.70
3.40
4.00
4.30
2.33
4.00
4.00
4.00
3.80
3.00
4.00
4.00
4.00
3.80
3.00
4.50
4.40
4.70
4.50
4.22
4.00
3.90
4.30
3.80
2.00
4.00
3.90
4.30
3.80
2.00
3.40
3.33
3.50
2.80
2.56
3.40
3.40
3.50
2.80
2.56
4.00
3.70
3.80
3.60
3.00
4.00
4.00
4.00
3.50
3.00
4.80
5.00
4.80
4.10
2.89
4.80
5.00
4.80
4.10
2.89
4.40
4.40
4.90
3.50
4.00
3.30
3.30
2.10
3.70
2.00
4.70
4.20
4.10
4.50
2.78
5.00
5.00
5.00
4.00
2.56
4.00
4.00
4.00
5.00
2.78
4.00
4.00
4.00
3.70
1.89
4.00
4.00
4.00
5.00
2.78
4.00
4.00
4.00
4.00
2.33
4.70
4.20
4.10
4.50
2.78
4.70
4.50
4.80
4.20
1.67
4.00
4.00
4.00
3.60
2.22
90
Physical
Emotional
Social
Emotional Intelligence
Personality Traits
4.20
4.30
3.80
3.50
2.67
4.20
4.30
3.80
3.50
2.67
4.11
4.02
4.13
3.87
2.80
Overall
0.057313
Adjusted R Square
0.051111
Standard Error
0.465428
Observations
5.73%
154
ANOVA
df
SS
MS
2.001867
2.001867
9.241247
Significance
F
0.002787
Residual
152
32.9267
0.216623
Total
153
34.92857
Coefficients
t Stat
P-value
Lower 95%
12.58025
2.53E-25
3.039942
0.002787
Regression
Intercept
3.320137
Standard
Error
0.263917
EmIntel
0.205199
0.067501
2.798719
Upper
95%
3.841556
Lower
95.0%
2.798719
Upper
95.0%
3.841556
0.071838
0.338561
0.071838
0.338561
Lower
95.0%
3.743141
Upper
95.0%
4.426622
-0.10852
0.12953
0.0002
Adjusted R Square
-0.00638
Standard Error
0.47932
Observations
0.02%
154
ANOVA
df
SS
MS
F
0.030414
Significance
F
0.861786
0.006988
0.006988
Residual
152
34.92158
0.229747
Total
153
34.92857
Regression
Intercept
4.084882
Standard
Error
0.172972
Personal
0.010506
0.060244
Coefficients
t Stat
P-value
Lower 95%
23.61581
1E-52
3.743141
Upper
95%
4.426622
0.174396
0.861786
-0.10852
0.12953
91
0.240045
R Square
0.057621
Adjusted R Square
0.04514
Standard Error
0.46689
Observations
154
ANOVA
df
SS
MS
2.012635
1.006318
4.616425
Significance
F
0.011324
Residual
151
32.91594
0.217986
Total
153
34.92857
Regression
Intercept
3.349217
Standard
Error
0.295312
EmIntel
0.2072
0.068309
3.033281
0.002849
0.072235
0.342165
0.072235
0.342165
Personal
-0.01316
0.059198
-0.22226
0.824413
-0.13012
0.103806
-0.13012
0.103806
Lower
95.0%
2.295614
Upper
95.0%
3.606204
0.108971
0.444176
Coefficients
2.76574
Upper
95%
3.932694
Lower
95.0%
2.76574
Upper
95.0%
3.932694
t Stat
P-value
Lower 95%
11.34129
5.93E-22
0.255652
R Square
0.065358
Adjusted R Square
0.059209
Standard Error
0.584929
Observations
6.53%
154
ANOVA
df
SS
MS
3.636669
3.636669
10.62913
Significance
F
0.001374
Residual
152
52.00554
0.342142
Total
153
55.64221
Regression
Intercept
2.950909
Standard
Error
0.331679
EmIntel
0.276573
0.084832
Coefficients
t Stat
P-value
Lower 95%
8.896896
1.59E-15
2.295614
Upper
95%
3.606204
3.260235
0.001374
0.108971
0.444176
92
0.051182
R Square
0.00262
Adjusted R Square
-0.00394
Standard Error
0.604242
Observations
0.26%
154
ANOVA
df
SS
MS
0.145759
0.145759
0.39922
Significance
F
0.528441
Residual
152
55.49645
0.365108
Total
153
55.64221
Regression
Intercept
3.886989
Standard
Error
0.218053
Personal
0.047985
0.075945
Coefficients
3.456183
Upper
95%
4.317795
Lower
95.0%
3.456183
Upper
95.0%
4.317795
-0.10206
0.198029
-0.10206
0.198029
t Stat
P-value
Lower 95%
17.82588
4.48E-39
0.631839
0.528441
0.256261
R Square
0.065669
Adjusted R Square
0.053294
Standard Error
0.586765
Observations
154
ANOVA
Regression
df
SS
MS
3.653993
1.826997
5.306519
Significance
F
0.005926
0.344293
Residual
151
51.98822
Total
153
55.64221
Intercept
2.914025
Standard
Error
0.371134
EmIntel
0.274036
0.085847
3.192128
0.001719
0.104419
0.443653
0.104419
0.443653
Personal
0.016688
0.074397
0.224315
0.822815
-0.13031
0.163682
-0.13031
0.163682
Coefficients
2.180739
Upper
95%
3.64731
Lower
95.0%
2.180739
Upper
95.0%
3.64731
t Stat
P-value
Lower 95%
7.851688
7.05E-13
93
Regression Statistics: SOCIAL SETTING VS EMOTIONAL INTELLIGENCE
Multiple R
0.258455
R Square
0.066799
Adjusted R Square
0.06066
Standard Error
0.534631
Observations
6.67%
154
ANOVA
Df
SS
MS
3.109905
3.109905
10.88025
Significance
F
0.001211
Residual
152
43.4462
0.28583
Total
153
Regression
46.5561
Intercept
3.136151
Standard
Error
0.303158
EmIntel
0.25576
0.077538
Coefficients
2.537204
Upper
95%
3.735097
Lower
95.0%
2.537204
Upper
95.0%
3.735097
0.102569
0.40895
0.102569
0.40895
Lower
95.0%
3.707602
Upper
95.0%
4.496728
-0.12891
0.145928
t Stat
P-value
Lower 95%
10.34495
2.54E-19
3.298523
0.001211
0.00992
R Square
9.84E-05
Adjusted R Square
-0.00648
Standard Error
0.553408
Observations
154
0.0098%
ANOVA
Df
SS
MS
Regression
0.004581
0.004581
0.014959
Significance
F
0.902817
Residual
152
46.55152
0.30626
Total
153
46.5561
Intercept
4.102165
Standard
Error
0.199709
Personal
0.008507
0.069556
Coefficients
t Stat
P-value
Lower 95%
20.54076
1.06E-45
3.707602
Upper
95%
4.496728
0.122307
0.902817
-0.12891
0.145928
94
0.2596
R Square
0.067392
Adjusted R Square
0.05504
Standard Error
0.536228
Observations
154
ANOVA
df
SS
MS
3.137515
1.568757
5.455782
Significance
F
0.005156
Residual
151
43.41859
0.28754
Total
153
Regression
46.5561
Intercept
3.182715
Standard
Error
0.339169
EmIntel
0.258963
0.078453
3.300853
0.001203
0.103955
0.413972
0.103955
0.413972
Personal
-0.02107
0.067989
-0.30987
0.757085
-0.1554
0.113265
-0.1554
0.113265
Coefficients
2.512586
Upper
95%
3.852844
Lower
95.0%
2.512586
Upper
95.0%
3.852844
t Stat
P-value
Lower 95%
9.383874
9.11E-17
RESEARCHERS RESUME
CEZAR MARQUINEZ BARRANTA JR.
Residence
ACADEMIC BACKGROUND
TEACHING/LECTURING EXPERIENCE
ASSOCIATION MEMBERSHIP
Reads widely. Able to identify strategies and teach myself new skills.