TH-SC Template 2020

GRADUATE SCHOOL FOR PROFESSIONAL ADVANCEMENT
AND CONTINUING EDUCATION (G-SPACE)

Columban College, Inc.
Olongapo City
MENTAL HEALTH STATUS AND WORK PERFORMANCE OF

NON-TEACHING EMPLOYEES IN A SCHOOL DIVISION
By
YOUR FULL NAME (ALL CAPS)
A
Thesis Proposal
Submitted in Partial Fulfillment
of the Course Requirements for the Degree of
YOUR DEGREE PROGRAM (ALL CAPS)
(Specialization, if any; Delete, if none)
Month Year
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1
TABLE OF CONTENTS
TITLE PAGE …………………………………………………………………….……0
APPROVAL SHEET …………………………………………………………..……1
ABSTRACT …………………………………………………………………………………………2
TABLE OF CONTENTS ……………………………………………………………..………3
CHAPTER
1 THE PROBLEM AND ITS BACKGROUND
Introduction …………………………………………………………………..……..5
Framework of the Study ……………………………………………….…………
Statement of the Problem …………………………………………….………….
Hypothesis ………………………………………………………………….…………
Scope and Delimitation ……………………………………………….………….
Significance of the Study ……………………………………………….………..
Definition of Terms …………………………………………………….………….
2 METHODOLOGY
Research Design …………………………………………………………………….
Setting and Participants ………………………………………………………....
Instrumentation …………………………………………………………………….
Ethical Considerations ……………………………………………………………
Data-Gathering Procedure ………………………………………………………

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Data Analysis Technique ………………………………………………………..
REFERENCES ……………………………………………………………………………
ACKNOWLEDGMENTS …………………………………………………………….
APPENDICES …………………………………………………………………………….
ABOUT THE AUTHOR …………………………………………………….………..

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Chapter 1
THE PROBLEM AND ITS BACKGROUND
Introduction
There is growing evidence of the global impact of mental illness. Mental
health problems are among the most important contributors to the burden of
disease and disability worldwide. Employers have tended to take the view
that work and/or the workplace are not etiological factors in mental health
problems. However, whatever the causal factors, the prevalence of mental
health problems in employees makes mental health a pressing issue in its
own right. Although, effective mental health services are multidimensional,
the workplace is an appropriate environment in which to educate individuals
about, and raise their awareness of, mental health problems.
Job satisfaction is a very important component to employees in any
organization (Frank and Vecera, 2018). Many researchers and
administrators have noticed the importance of job satisfaction on a variety of
organizational variables. Dissatisfied employees are likely to leave their jobs,
thus understanding of employee job satisfaction and its contributing variable
are important for any organization to exist and prosper. Similarly, Oplatka &
Mimon (2018) noted that the principal reason as to why job satisfaction is so
extensively researched is that it relates to significant association with life
satisfaction, organizational commitment and job performance. Job

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satisfaction is simply defined as the effective orientation that an employee
has towards his or her work. Job satisfaction describes the feelings, attitudes
or preference of individuals regarding work (Chen, 2016). Furthermore, job
satisfaction as the attitudes and feelings people has about their work.
Positive and favorable attitude towards the job indicate the job satisfaction,
Negative and unfavorable attitude indicate dissatisfaction (Armstrong,
2006). Job satisfaction implies doing a job one enjoys doing it well and being
rewarded for one’s effort.
In every facet of the working individual’s quality of living, it is job
satisfaction that is notably connected with their working life. However, to
understand the real sense of being happy in the workplace, it is necessary to
determine how satisfaction is appraised, measured or perhaps, evaluated.
Current investigations about job satisfaction all boil down to the employees’
set of favorable and unfavorable feelings towards their work that determine
their possibility of achieving a higher work performance (Davis & Newstrom,
2017). In other words, job satisfaction depends on the individuals’ attitudes
towards their work. Employees’ contentment may be attributed to some
factors. Their performance, attitudes and views, much more towards their
jobs, are always a reality of today’s improving work environments (Odembo,
2018). Job satisfaction is a task that is positively matched to the potential to
which personal needs have been met in the work situation (Simatwa, 2011).
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The elements of remuneration satisfaction, management leadership and
support, promotion, privileges, nature of the job and feeling of job fulfillment
and connection with superiors and peers are relevant to the issues
experienced by any organization. To cite an instance, consumers’ enormous
demands may put pressure on employers who, in exchange, push staff to
become more competitive in the company. The workforce's pressures and
different needs present a leadership challenge that puts staff in challenging
working circumstances (Bakotic & Babic, 2013).
On the other hand, work engagement among employees is very vital
especially in this era where business competition worldwide has placed all
companies or organizations in a frenzied race. Because many are determined
to be ahead of others, studies and research on business planning and
feasibility continue to proliferate. More so, a plethora of studies on
management theories argue that effective management skills are key to
maintaining exceptional practice norms, employee satisfaction and retention
in the vibrant worldwide company setting (Cummings et al., 2016). Effective
management is vital for each organization and various styles of management
impact the performance of employees across organizations (Curtis &
O’Connell, 2017).
The term “school mental health” is typically used to discuss the mental
health and wellness of students. However, school mental health also includes
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promoting the well-being of school-based educators, administrators, and
mental health workers. Although the workplace wellness literature
predominantly focuses on health-related programs to support well-being in
more traditional business settings, it offers foundational knowledge for the
emerging school staff wellness field. Experiencing significant levels of stress
in the workplace is common not only in schools, but in a wide array of work
settings. According to the American Psychological Association’s annual
Stress in America survey, 60% of individuals residing in the United States in
2014 reported that work was a top source of stress in their lives (APA, 2016).
Further, the APA’s Center for Organization Excellence found that
approximately 33% of Americans reported having chronic work stress (APA,
2013). This is a concerning statistic, because stress-related disorders are
costly for employers and are associated with numerous negative mental and
physical health outcomes for workers (APA, 2016). Although all stress cannot
be eliminated in the workplace, research has documented some best
practices and strategies that can help reduce the extent and impact of stress.
In the Philippines, effective leadership style is very important in any
work environment because guidance and control need be translated
effectively down to the lower-level employees. Good leadership puts impact
on employees’ productivity. Undeniably, employees’ satisfaction is crucial in
the face of the vibrant and ever-increasing difficulties of maintaining the

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organization's efficiency (Oswald, Proto, & Sgroi, 2016). For both the
organization and the people, job satisfaction is crucial as it keeps them
involved.
Furthermore, the pursuit of happiness in the workplace drives
employees to exude a very excellent job performance level. Employers, must,
at some point, always maintain the workers’ good psychological well-being.
They must be psychologically empowered so they will have the ability to
control or manage their feelings, particularly when they are under pressure
or over-stressed while undergoing certain job limitations. To improve
facilities and the quality of service, people must discover the above-
mentioned that contribute to a strong knowledge of the mental parameters
that influence the job process. Failure to do such may likely result to the job
dissatisfaction among employees, which has become the real problem of all
companies (Dartey-Baah & Amoako, 2019).
The study determined the mental health status and work performance
of non-teaching employees in a school division as influenced by leadership
style, psychological empowerment, and work engagement. The study was
guided by the following objectives; to establish how remuneration influences
job satisfaction among nonteaching staff; to determine the extent to which
communication influences job satisfaction; to establish how work
environment influences job satisfaction; to determine how job security

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influences job satisfaction and lastly to examine how training opportunities
influences the mental health status and work performance of non-teaching
employees in a school division.
Framework of the Study
Conceptual framework is a diagrammatic representation of variables

in a study, there operational definition and how they interact in the study. It
shows how the independent variables influence the dependent variable of the
study.
Figure 1. Research Framework

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Good pay satisfies employees and leads to job satisfaction; low pay
makes employees feel less appreciated and hence leads to job dissatisfaction.
In an organization where both top- down and down-top mode of
communication is used employees feel satisfied than where communication
is top-down only. When working environment is friendly, well equipped,
spacious and safe workers feel satisfied, but when working environment is
not conducive then workers feel dissatisfied. Lack of job security leads to
threat of job loss, low self-esteem, low self-confidence and powerlessness
hence dissatisfied. Employees with job security feel protected and have
confidence, have powers hence satisfied. Employees who are trained feel
motivated and satisfied and are committed to the organization, while
employees who are not trained feel as if they are left alone in the
organization and this leads to dissatisfaction proceeding to higher turnover.

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Framework of the Study

4 paragraphs only; 2,500-3,500 words; pp 10-25;Georgia, 12pt; double
spaces
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Statement of the Problem

(p26-27; Georgia, 12pt; double spaces)
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Hypothesis
(1-2 paragraphs, p27-29; Georgia, 12pt; double spaces)
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Scope and Delimitation

(1-3 paragraphs, 300-350 words; pp28-29; Georgia, 12pt; double spaces)
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Significance of the Study

(1-4 paragraphs, 400-500 words; pp29-31; Georgia, 12pt; double spaces)
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Definition of Terms
(300-400 words; pp32-33; Georgia, 12pt; double spaces)
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Chapter 2
METHODOLOGY
This chapter presents and describes the research methodology. It
contains an explanation of the research design, a description of the
participants and setting, the instrument, and its validation and reliability,
ethical consideration, data-gathering procedure, and the treatment of data.
Research Design
(300-400 words; pp34-35; Georgia, 12pt. double spaces)
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Setting and Participants

(450-400 words; pp35-37; Georgia, 12pt. double spaces)
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Table 1
The participants of the study
Participants Frequency Percentage

A
B
C
D
Total
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Instrumentation
Construction and Development. 120-150 w0rds; p37
Validation and Reliability. 150-250 w0rds; pp37-38

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Ethical Considerations
(200-250 w0rds; p41, Georgia, 12pt. double spaces)
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Data Gathering Procedures

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Data Analysis Technique

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REFERENCES
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REFERENCES
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ACKNOWLEDGMENTS
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Acknowledgments
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APPENDICES
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Appendix A
RESEARCH ETHICS REVIEW CLEARANCE FORM
Name of Researcher: ________________________________
Degree Program: _________ Expected Date of Completion: __________
Research Title:
_______________________________________________
_
_______________________________________________
_______________________________________________
__
--------------------------------------------------------------------------------
To the best of my knowledge, the ethical issues and

principles have been addressed in this research, and I confirm
that the student-researcher is capable of undertaking this
research in a safe and ethical manner.
_________________________
Signature of Adviser
Date:
--------------------------------------------------------------------------------
I certify that the ethical issues and principles have been

complied with in this research by the student-researcher based
on the recommendation of the review committee. Thus, this
research ethics review clearance form is granted.
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David Cababaro Bueno, Ed.D.

Director
Research, Innovation and Knowledge Development Office (RIKDO)
Appendix B
INFORMED CONSENT
(scanned from the original and signed consent)
My name is ________________ and I am a _________student at

___________________. I am doing a study about
_______________________ as a course requirement. If you agree to
participate, it would involve ___________________(e.g filling out a
questionnaire, etc.) that would take about __________minutes of your
time. There is no risk associated with the study. You are under no
requirement to participate; you may withdraw from the study at any time.
You will not be penalized for not participating or for withdrawing. No
information that identifies you personally will be collected. Your
participation will be anonymous, and all information will be kept
confidential. The ______________(scores or questionnaires, etc.) will be
shredded by the researcher/ adviser at the end of the study to ensure the
confidentiality of your responses. If you have any questions or concerns
about the study, please contact the Graduate School Dean,
__________________, email address: ccirespub@gmail.com. If you are
interested in the findings of this study, please feel free to
_________________ (e.g. attend the poster/ power point presentation or
contact the researcher/ adviser).
------------------------------------------------------------------------------------------
I agree to take part in this study, which has been explained to me. I
have been allowed to ask questions about the study. I understand that any
questions I answer will be anonymous and that my identity will not be
disclosed at any point. I also understand that my participation is completely
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voluntary, and I may withdraw from the study at any time. I am 18 years old
or over and am legally able to provide consent.
______________________
Signature of participant & date
Appendix C
PERMIT/ LETTER TO THE AUTHORITIES

(scanned from the original and signed letter)
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Appendix D
PERMIT/ LETTER TO THE AUTHORITIES

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Appendix E
INSTRUCTION LETTER TO THE PARTICIPANT

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Appendix F
SURVEY-QUESTIONNAIRE
(scanned from the original)
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Appendix G
INTERVIEW GUIDE
(scanned from the original)
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Appendix H
*CONSULATION FORM 1*
STUDENT’S RECORD OF MEETINGS/ TRANSACTIONS/
CONSULATIONS WITH THE DEAN
Name of Student: _________________________________________________

Program_________________________ School Year: ____________________
Date Transaction Duration- Dean’s Remarks (Indicate

Mode of Indicate Signature accomplishment or
Transaction/ the progress)
Advising (personal Number of
meeting, e-mail, Hours/
call) Minutes
[Use Extra Sheets as Necessary]
(Note: Accomplished record of transactions should be presented by the student to the Dean as
required during the scheduled final oral defense).
Appendix I
*CONSULATION FORM 2*
STUDENT’S RECORD OF MEETINGS/ TRANSACTIONS/
CONSULATIONS WITH THE MENTOR
Name of Student: _________________________________________________

Program_________________________ School Year: ____________________
Date Transaction Duration- Mentor’s Remarks (Indicate

Mode of Indicate Signature accomplishment or
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Transaction/ the progress)

Advising (personal Number of
meeting, e-mail, Hours/
call) Minutes
[Use Extra Sheets as Necessary]
(Note: Accomplished record of transactions should be presented by the student to the Dean as
required during the scheduled final oral defense).
ABOUT THE AUTHOR

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ABOUT THE AUTHOR
2X2
FORMAL
FACE
PHOTO
(Essay format of 250-350 words only! Georgia, 11pt.; single spaced; one page)
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GRADUATE SCHOOL FOR PROFESSIONAL ADVANCEMENT

AND CONTINUING EDUCATION (G-SPACE)

MENTAL HEALTH STATUS AND WORK PERFORMANCE OF

YOUR FULL NAME (ALL CAPS)

TITLE PAGE …………………………………………………………………….……0

APPROVAL SHEET …………………………………………………………..……1

TABLE OF CONTENTS ……………………………………………………………..………3

1 THE PROBLEM AND ITS BACKGROUND

Framework of the Study ……………………………………………….…………

Statement of the Problem …………………………………………….………….

Scope and Delimitation ……………………………………………….………….

Significance of the Study ……………………………………………….………..

Definition of Terms …………………………………………………….………….

Setting and Participants ………………………………………………………....

Ethical Considerations ……………………………………………………………

Data-Gathering Procedure ………………………………………………………

Data Analysis Technique ………………………………………………………..

ABOUT THE AUTHOR …………………………………………………….………..

THE PROBLEM AND ITS BACKGROUND

There is growing evidence of the global impact of mental illness. Mental

problems. However, whatever the causal factors, the prevalence of mental

health problems in employees makes mental health a pressing issue in its

own right. Although, effective mental health services are multidimensional,

the workplace is an appropriate environment in which to educate individuals

about, and raise their awareness of, mental health problems.

Job satisfaction is a very important component to employees in any

organization (Frank and Vecera, 2018). Many researchers and

administrators have noticed the importance of job satisfaction on a variety of

organizational variables. Dissatisfied employees are likely to leave their jobs,

thus understanding of employee job satisfaction and its contributing variable

extensively researched is that it relates to significant association with life

satisfaction, organizational commitment and job performance. Job

satisfaction is simply defined as the effective orientation that an employee

or preference of individuals regarding work (Chen, 2016). Furthermore, job

Negative and unfavorable attitude indicate dissatisfaction (Armstrong,

rewarded for one’s effort.

In every facet of the working individual’s quality of living, it is job

satisfaction that is notably connected with their working life. However, to

understand the real sense of being happy in the workplace, it is necessary to

determine how satisfaction is appraised, measured or perhaps, evaluated.

their possibility of achieving a higher work performance (Davis & Newstrom,

2017). In other words, job satisfaction depends on the individuals’ attitudes

towards their work. Employees’ contentment may be attributed to some

jobs, are always a reality of today’s improving work environments (Odembo,

2018). Job satisfaction is a task that is positively matched to the potential to

The elements of remuneration satisfaction, management leadership and

experienced by any organization. To cite an instance, consumers’ enormous

demands may put pressure on employers who, in exchange, push staff to

become more competitive in the company. The workforce's pressures and

different needs present a leadership challenge that puts staff in challenging

working circumstances (Bakotic & Babic, 2013).

On the other hand, work engagement among employees is very vital

companies or organizations in a frenzied race. Because many are determined

to be ahead of others, studies and research on business planning and

feasibility continue to proliferate. More so, a plethora of studies on

management theories argue that effective management skills are key to

maintaining exceptional practice norms, employee satisfaction and retention

Degree Program: _ Expected Date of Completion: __

My name is ________ and I am a _student at