ETHICAL CLIMATE OF LODGING ESTABLISHMENTS IN

MISAMIS OCCIDENTAL

A Research Proposal Presented to

The Faculty of Hospitality Management of
School of Business Administration and Management
Northwestern Mindanao State College of Science and Technology
Labuyo, Tangub City

In partial fulfillment of the Course Requirements for the Degree

Bachelor of Science in Hospitality Management

ADALA, RONALYN A.

DAVEN, KENNETH G.

FERNANDEZ, MARY JANE E.

LEGASPI, QUEENNY A.

February 2022
 NORTHWESTERN MINDANAO STATE COLLEGE
OF SCIENCE AND TECHNOLOGY
Labuyo, Tangub City
SCHOOL OF BUSINESS ADMINISTRATION AND MANAGEMENT

APPROVAL SHEET
This undergraduate thesis attached hereto, entitled “ETHICAL CLIMATE
OF LODGING ESTABLISHMENTS IN MISAMIS OCCIDENTAL” prepared and
submitted by ADALA, RONALYN A., DAVEN, KENNETH G., FERNANDEZ,
MARY JANE E. and LEGASPI, QUEENNY A. in partial fulfillment of the
requirements for the degree of Bachelor of Science in Hospitality
Management is hereby recommended for approval.

MICHAEL CRISTUTA, MBA

Adviser

Approved by the committee on Oral Examination on February 2022.

GENALYN D. PADEN, MM-HM JOVELYN S. PUGOY, MBA

Member Member

DIONALYN S. GUMACIAL, DBA

Chairman

The undergraduate thesis was accepted in partial fulfilment of the requirements

for the degree of Bachelor of Science in Hospitality Management.

DIONALYN S. GUMACIAL, DBA

Dean, School of Business
Administration and Management

ii
iii
 .ABSTRACT
This study examined the perceived ethical climate of the lodging

establishments’ employees in Misamis Occidental. There have been no studies

on ethical climate conducted in the city. As a result, the purpose of this research

is to determine the ideal sets of values of ethical behavior on lodging

establishments’ employees as well as to develop the establishment's ethical

principles, improve job satisfaction and organizational commitment, and establish

employees’ satisfaction, motivation, and commitment. . This research indicates

the significant difference on the ethical climate of the respondents when grouped

according to their demographic profile. It employed Spearman Correlation

Coefficient for the data analysis. Findings indicated a positive ethical climate as

perceived by the respondents in terms of ethical environment, employee focused

climate, community focused climate, and obedience to authority. Moreover,

perceived ethical climate have no significant difference when grouped according

to sex and age . It further revealed that there is a significant difference on the

perceived ethical climate under ethical environment, obedience to authority, and

organizational commitment when grouped according to educational attainment by

having p-value (037) less than 0.05 and employment status by having p-value

(.000) less than 0.05 .In addition, perceived ethical climate significantly affects

the organizational commitment which shows that that the higher the ethical

climate of an organization, the more committed are the employees. Thus, a

strong attachment to the ethical climate on organizational commitment among

hospitality establishments’ employees is evident. Further, employees are

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identified to organizations ethical climate which lead to commitment, satisfaction,

and motivation to their job.

Keywords: ethical climate, lodging establishments, employees

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 DEDICATION

The researchers wholeheartedly dedicate this study to our loving parents, who

have continuously provided their moral, spiritual, emotional, and financial

support, who provided as a source of inspiration and strength when we thought

of giving up.

To our brothers, sisters, relatives, mentor, friends, and classmates who shared

their words of advice and encouragement to finish this study.

And lastly, we dedicated this book to the Almighty God, thank you for the

guidance, strength, power of mind, protection, and skills, and for giving us a

healthy life. All of these, we offer to you.

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 ACKNOWLEDGEMENT

We, the researchers, would like to extend our heartfelt gratitude to the

following people who are part in the completion of this thesis:

The researchers’ parents, Mr. Guillermo Adala and Jonalyn Adala, Mr.

Edwin Daven Sr. and Mrs. Yayani Daven, for the unwavering support, prayers,

financial assistance, and moral guidance that enabled the researchers to helped

made this study possible.

Mr. Michael Cristuta, the researchers’ adviser, for the recommendation,

constant support and guidance in the process of doing this research;

Mr. Bien Andre R. Saludo, the researchers’ instructor, for the trust,

patience, support and guidance throughout the process of the study;

Mr. Noel John Ian Feben Maguate, MSc, the researchers’ statistician, for

the support and guidance all throughout the study;

Ms. Dionalyn S. Gumacial, committee chair, and Mrs. Genalyn Paden and

Mrs. Jovelyn Pugoy, the panellists, for the insightful recommendations,

perseverance, and helpful corrections.

Employee-respondents and lodging establishments, for spending time in

answering the questionnaire for the success of this research;

The friends and loved ones, for their prayers, unconditional love, moral

and financial support to the researchers to finish this study; and

Above all, to the Almighty God, the source of knowledge and wisdom, for

the life and perseverance He bestowed upon the researchers, particularly in the

entire process of preparing this thesis

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 The Researchers

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 iv

ACKNOWLEDGEMENT v

TABLE OF CONTENTS vi

LIST OF TABLES viii

LIST OF FIGURES ix

CHAPTER

I INTRODUCTION 1

Background of the study 1

Theoretical and Conceptual Framework 5

Statement of the Problem 10

Significance of the Study 12

Scope and Limitation of the Study 14

Definition of Terms 15

II REVIEW OF RELATED LITERATURE 17

III RESEARCH METHODOLOGY 23

Research Design 23

Research Environment 24

Research Respondents 25

Research Instrument 26

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 Data Gathering Procedure 27

Data Analysis 28

IV PRESENTATION, ANALYSIS, AND 31

INTERPRETATION OF DATA

V SUMMARY, CONCLUSION, AND 48

RECOMMENDATION

Summary 48

Findings 51

Conclusion 52

Recommendation 53

REFERENCES 55

APPENDICES 60

A. Letter of Permission to Lodging Etablishment 60

B. Survey Questionnaire for Ethical Climate 61

C. Certificate of Statistician 65

D. Certificate of English Editor 69

E. Results from Spearman Cor 70

F. Tumitin Similarity Index Report 71

73

CURRICULUM VITAE 74

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 LIST OF TABLES
Table Page

1 Survey Scale and Interpretation 23

2 Age of the Respondents 27

3 Sex of the Respondents 28

4 Highest Educational Attainment of the 29

Respondents
5 Employment Status of the Respondents 30

6 Ethical Climate: Ethical Environment 31

7 Ethical Climate: Employee-Focused Climate 32

8 Ethical Climate: Community-Focused Climate 33

9 Ethical Climate: Obedience to Authority 34

10 Spearman Correlation Analysis between Age and 35

Ethical Climate
11 Spearman Correlation Analysis between Sex and 36
Ethical Climate
12 Spearman Correlation Analysis between 37
Educational Attainment and Ethical Climate
13 Spearman Correlation Analysis between 38
Employment Status and Ethical Climate

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12
 LIST OF FIGURES
Figure Page

1 Schematic Diagram of the Study 9

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 CHAPTER I

INTRODUCTION

Background of the Study

Ethical climate is one of the main factors forming internal relations

between the organization and its employees’ attitude, also had a significant

impact on organizational performance. On the other hand, organizational

commitment has been identified as an important factor in understanding and

explaining the work-related behaviors of employees in the organization

(Bakhshi& Kumar, 2009). Since it allows management in companies to

concentrate on establishing and maintaining a suitable and ethical work

environment in order to ensure a high level of employee engagement, ethical

climate is generally viewed as an important issue in organizational ethics (Kaur,

2017). The ethical climate specifies what proper behavior is and how ethical

issues should be handled within the organization (Teresi et.al, 2019). As stated

by the traditional definition of Victor and Cullen (1987), an ethical climate is a

collection of shared perceptions of formal and informal procedures and rules that

influence expectations for ethical behavior inside a firm or an organization. The

definition was developed on by Olson (1998), who proposed that the ethical

climate offers "the context in which ethical behavior and decision-making occurs"

(p. 346).

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 Concerns about unethical behavior exist both within organizations and

among individuals, both in terms of those who engage in such activity and those

who are adversely affected by it. When an organization is unable to establish or

sustain any long-term ties with customers, this is considered unethical behavior.

In terms of commitment and satisfaction, people's performance and abilities

toward their guests might also be impacted by their ethical behavior. The

difficulties in the hotel sector are reflected in ethical issues, things take place in a

money-based, labor-intensive sector. Additionally, managers today are taught to

keep an eye out for unreported sales, food and beverage pilfering, inventory

disappearance and transaction problems (Stevens, 2011). The ethical climate

specifies what proper behavior is and how ethical issues should be handled

within the organization (Teresi et.al, 2019). As stated by the traditional definition

of Victor and Cullen (1987), an ethical climate is a collection of shared

perceptions of formal and informal procedures and rules that influence

expectations for ethical behavior inside a firm or an organization. The definition

was developed on by Olson (1998), who proposed that the ethical climate offers

"the context in which ethical behavior and decision-making occurs" (p. 346).

In the hospitality industry, ethical concerns have become complicated and

crucial (Tend & Chen, 2021)  It spreads like a terrible infectious disease in all

parts of the hotel businesses and gives negative impact on hotel operations,

leading to great financial loss and other adverse consequences, and has become

a headache for many hotel businesses.

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 Ethical behavior among employees is rampant in lodging establishments,

moreover, the necessity of an ethical climate and organizational commitment is

demonstrated even more forcefully in the said industries now than it ever has

been in an era of economic uncertainty and management expansion. Moreover,

committed employees are more productive and committed to their work and it

help organizations perform better and accomplish their goals. The ethical climate

specifies what is acceptable behavior and how ethical issues should be handled

within organizations (Teresi et.al.,2019).The development of moral principles in

the workplace is influenced by the ethical climate (Uen et.al., 2020) and provides

a clear direction for ethical decision-making, allowing people to enjoy their efforts

(Nafei, 2015).

Research has reported ethical problems in the lodging industry reflect the

challenges that occur in a cash-based, people-intensive industry. Managers

today learn to watch for transaction errors, food-and-beverage pilfering,

disappearing inventory, and unreported sales. Ethical violations are not a new

occurrence. Inside theft in the hospitality industry was both rampant and costly in

the 1990’s (Ghiselli & Ismail, 1995). Among restaurant employees, 44% said they

had embezzled money or goods from their employers (Withiam, 1996). A more

recent survey revealed that one in 30 retail workers in the the restaurant and

food-service industry was discovered stealing from their 2008 employer

(Stevens, 2011).

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 This study aimed to determine the ideal sets of values of ethical behavior

on lodging establishments’ employees. This research is conducted to develop the

establishment's ethical principles, improve job satisfaction and establish

employees’ satisfaction and motivation.

Theoretical Framework

This study is anchored on TammaraPetrill Thomas’ Ethical Climate Theory

(2013). It states that the constancy between the employees and organizational

goals and the employees’ willingness to work for good of the organization was

measured by exploratory factor analysis of all ethical climate items. Ethical

Climate Theory indicates that it has an influence on employees’ affective

commitment to the organization. There are four components to this paradigm –

ethical environment, employee focused- climate, community-focused climate and

obedience to authority.The ethical environment is promoted and fostered in

beneficial to the employees who demonstrate ethical work behaviours in order to

provide services that are anchored in integrity. Employee- focused climate ought

to be made primarily with the wellbeing of the organization's workforce as their

first consideration. Community-focused climate perceives that decisions are and

should be based on an overarching concern for the well-being of the

organization's community. Finally, the level of commitment that employees have

to their organization refers to obedience to authority which mandates that

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employees must obey authority and it will determine how they will behave under

it.

According to the theory of Thomas (2013), work adjustment is the

constant and dynamic process that an individual uses to try to achieve and

maintain correspondence with the ethical environment.Additionally, as already

indicated, the research of Trevino et al. (1998) strongly supports the idea that

people who believed they worked in ethical environment with few instances of

witnessed unethical behavior tended to think of themselves as being more

committed to their organizations. These results are also consistent with the

components recognized as trustworthy indicators discovered in prior studies.

The employee-focused climate was based on the well established

construct of Victor and Cullen (Victor and Cullen, 1987, Victor and Cullen, 1988).

The result suggests that an employee-focused climate alone needs not

encourage employees to pursue externally-oriented (community-based) social

initiatives. The utilitarian theory put forth by Mill (1957) theoretically offers a

tenable explanation for this negligible influence. According to Mill (1957), the best

way to maximize utility and happiness is to focus on assisting people who are

near to us.As a result, even while the rational mindset may be present, an

employee-focused ethical climate may also be egocentric, encouraging

employees to think only about how their decisions would affect the immediate

members of the organization.

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 Community-focused climate, on the other hand, is concerned with the

public and customer parts of this concept (Trevino, 1998) because current

research on ethical behavior regards them as relevant. It is a significant driver

purchasing social responsibility; this indicates that since the reputation of their

company depends on how well the employees treat the community and

customers when making judgments (i.e., enhance community-focused climate).

On the other hand, given the importance of employees as stakeholders in the

company, employees would respect others in a charitable environment.

Lastly, the expectations of obedience to authority had significant effects

on the extent of observed unethical behavior in participant’s organizations as well

as organizational commitment. Obedience is a crucial component of social

interaction and is crucial to preserving social stability and order, which is done to

either uphold or change group standards (Passini&Morselli, 2009) .The findings

have found out that obedience to authority was associated with lower levels of

commitment.

These theoretical concepts differ in terms of employees who show up for

work, perform as anticipated, and choose to bind themselves to their organization

have been engaging from a behavioral perspective of commitment. Employees

that are showing psychological commitment, on the other hand, not only show up

for work and do what is expected of them, however they also identify with the

organization.

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 Conceptual Framework

As presented, it shows the relationships between the four components of

ethical climate in terms of ethical environment, employee-focused climate,

community-focused climate and obedience to authority, demographic profile of

the respondents and programs on ethical climate.

A visual diagram will be provided to demonstrate how this framework may

be used. The input, process, and output phases of a system are represented by

the IPO model. The input consists of the following demographic profile of the

respondents consisting the age, gender, educational attainment and employment

status. The research process includes the ethical climate in terms of ethical

environment, employee-focused climate, community-focused climate and

obedience to authority. The research output is the programs on ethical climate.

Profile of the respondents Ethical Climate

in terms of; Ethical Environment
Age Employee Focused Climate Program on
Sex Community Focused Climate Ethical Climate
Educational Attainment Obedience to Authority
Employment Status

Figure 1 . Paradigm of the study

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Statement of the Problem

This study aimed to assess the ethical climate on organizational commitment

among hospitality establishments’ employees. Specially, the researchers will

seek to answer the following questions.

1. What is the respondents’ profile in terms of;

1.1 Age;

1.2 Sex;

1.3 Educational Attainment: and

1.4 Employment Status?

2. What is organization’s ethical climate as perceived by the respondents in

terms of ;

2.1 Ethical Environment;

2.2 Employee Focused Climate;

2.3Community Focused Climate; and

2.4 Obedience to Authority?

3. Is there a significant relationship on the ethical climate of the respondents

when grouped according to their demographic profile?

4. Based on the findings of the study, what program you may propose?

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Significance of the Study

The ethical climate is considered as a subcategory of organizational or work

climate to attain employee satisfaction. Thus, a better understanding of this study

would be beneficial to the following.

Managers. The result of this study will provide additional knowledge and

information on how to develop the ethical climate in maintaining the employees

satisfaction..

Employees. The findings of the study will serve as a guide in motivating

themselves and give understanding in order to attain efficient and effective

performance towards the organization.

Researchers. The result of the study will help provide additional knowledge

about indicators of organizational performance in terms of ethical climate.

Future Researchers. The result of this study will serve as a springboard in

making a research related to ethical climate.

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Scope and Limitation of the Study

The study aims to measure the organization performance based on the

ethical climate of lodging establishment employees. The study covered only to

the lodging establishments in Ozamis City regardless of the services and

facilities being offered to the guests. The employees in the said lodging

establishments will serve as the respondents of the study. Their profile shall be

limited only to age, sex, educational degree and employment status.

Definition of Terms

For purposes of clarification, the following terms are operationally defined

in this study:

Authority

It is the moral or legal right or ability to control.

Ethics

To do what is good or right.

Climate

It is the way firms operationalize routine behaviors and actions that are

supported and rewarded by the organization.

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Community

A social unit with commonality such as place, norms, religion, values,

customs, or identity. Communities may share a sense of place situated in a given

geographical area (e.g. a country, village, town, or neighborhoods) or in virtual

space through communication platforms.

Community-Focused Climate

It refers to the set of actions, activities and policies that firms undertake to

establish connections or relational links with one or more target communities of

(potential) customers.

Environment

It is the surroundings of a physical system that may interact with the system

by exchanging mass, energy, or other properties.

Employee

It refers to a person who is paid to work for someone else.

Employee-focused Climate

It is the employees' perceptions and perspectives of an organization. The

surveys address attitudes and concerns that help the organization work with

employees to instill positive changes.

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Ethical Climate/Environmental ethics 

It is defined as a set of shared perceptions of procedures and policies, both

codified and informal, which shape expectations for ethical behavior within an

organization or a company.. 

Ethical environment.

It is a branch of applied philosophy that studies the conceptual foundations

of environmental values as well as more concrete issues surrounding societal

attitudes, actions, and policies to protect and sustain biodiversity and ecological

systems.

Focused

To concentrate attention or effort focus on the most pressing needs

Obedience

Is form of "social influence in which a person yields to explicit instructions or

orders from an authority figure". Obedience is generally distinguished from

compliance, which is behavior influenced by peers, and from conformity, which is

behavior intended to match that of the majority

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 Chapter 2

REVIEW OF RELATED LITERATURE

This chapter presents a background literature and studies on the ethical

climate, employee-focused climate, community-focused climate and obedience to

authority among lodging establishment’s employees.

Related Literature

Ethical Climate

Promoting an ethical environment is one of the most important strategic

strategies for encouraging employees to act ethically.A normative climate that

reflects organizational procedures, policies, and practices related to moral

outcomes is referred to as an ethical climate in this context.

According to Kaur 2017, ethical climate is frequently regarded as a

significant issue in organizational ethics because it enables management in

organizations to concentrate on creating and maintaining an appropriate and

ethical work environment in order to guarantee a high level of employee

commitment.

What constitutes acceptable behavior and how ethical issues ought to be

handled within the organization are established by the ethical atmosphere.

Consequently, it is essential to the operations of the organization. It is a

collection of common formal and informal ideas about policies and procedures

that influence what is expected of people to do in an ethical manner. Therefore,

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in order to avoid the associated financial and socio-psychological costs and to

rely on ethical climates that, on the other hand, may increase employees' positive

relationships with the organization and supportive behaviors, it is essential for

organizations to fully comprehend the negative consequences of various ethical

climates (Teresi&Pietroni, 2020):

Caring is the first indicator of an ethical climate variable. This organization

is concerned with its employees' well-being and provides assistance with career

development and other opportunities. This ethical climate is founded on

exceptional leadership, justice, and goodness. Employees can prosper in this

ethical atmosphere since communication between subordinates and superiors is

typically excellent. One disadvantage of a caring culture is that rules may be

flouted to assist employees or friends (Lombrado, 2019). More precisely, an

organization must foster a caring culture that fosters concern for and

consideration of others (Naiyananont&Smuthranond, 2017).

In addition, adhering to the organization's procedures, rules, and regulations is

a priority in the rules-based ethical atmosphere. A rules climate, in contrast to a laws

climate, is governed by internal professional codes or regulations rather than actual

external laws (Lambardo, 2021).In every business, it is clearly defined as the ethical

act to follow regulations.Still, for some people, acting in an ethical manner might be to

assist a customer or to adhere to the spirit of a rule or law (O'Leary, 2017).

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Employee-focused climate

As a result of the widespread disregard for organizational climate,

employees' levels of work engagement and productivity may be extremely low.

The attitude and value-based ways in which employees in an organization

perceive and characterize their environment make up the organizational climate.

Concepts of cooperation, leadership support, trust, fairness, friendliness,

conflicts, performance standards, and commitment are examples of perceptions

(see, for instance, Cygler et al.,2018)

In medium-sized businesses, employee relationships have a significant

and positive effect on employee satisfaction and motivation. In addition, in

medium-sized businesses, employee motivation is strongly influenced by

satisfaction. Rozman and others2017a) found that older workers are more likely

to be motivated by flexibility in the workplace, which they found to be the case

when they looked at the differences in motivation and satisfaction among

employees of different ages working in medium-sized businesses, work

autonomy, good working relationships with other people, having the ability to

work at their own pace, respect between workers, age-based equal treatment of

employees, praise from the employer for excellent work, the opportunity to work

from home, cooperation between generations, thereby lessening workplace

burdens, cooperation with other employees and more work given out in

exchange for a higher salary. On the other hand, higher pay tends to motivate

younger workers more potential for advancement, the possibility of education and

training age-based equal treatment of employees, the possibility of working

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independently, having the ability to work at their own pace, favorable remarks

from the employer, respect between workers, good working relationships with

other people, flexible working conditions, the potential for a variety of jobs,

cooperation between generations, alleviating workplace stress, the possibility of

working together with other employees, assigning work, and extending vacation

time. In addition, the findings indicate that younger and older employees in

medium-sized businesses are satisfied, albeit at different levels. The most

complicated issue facing any business is how to maintain a workforce that is both

productive and happy.

Moreover, one of the most significant perspectives on the organizational

environment is that of a positive climate, which has a direct impact on employee

behavior. Organizational characteristics and social relationships that make up the

employees' work environment have a significant impact on employee behavior

(Berberoglu, 2018), as this article further investigates. A favorable organizational

climate, according to Maamari and Majdalani (2017), boosts productivity and

reduces turnover costs. Financial outcomes like increased revenue, profits, and

return on sales all benefit from an upbeat organizational climate.

Lastly, Rozman et al.2019) discovered in their research that appropriate

strategies for creating a healthy work environment for older workers have a

positive effect on older workers' work engagement in medium-sized businesses.

As a result, a friendly and upbeat work environment is critical to employee

engagement and productivity. We present work engagement and its advantages

for an organization from this perspective.

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Community focused climate

Spirituality in the workplace has gained popularity in recent years due to

its ability to foster a positive psychological environment for workers. Human

resource professionals face difficulties in recruiting, training, and managing

employees as a result of the workforce's demographic shift. Increased levels of

job dissatisfaction and stress are resulting in mental exhaustion, workplace

aggression, and rudeness. As a result of these issues, a new management

method known as workplace spirituality has emerged that aids in achieving

harmony between the lives of employees and the business. In the hospitality

sector, workplace spirituality is understudied. In the hospitality sector, only a few

studies have examined workplace spirituality (Milliman et al.,2018;et al.,

Rezapouraghdam2018).The majority of previous research on workplace

spirituality focused on the outcomes of workplace spirituality, such as

organizational performance and job satisfaction (Belwalkar et al.,), and was

conducted in hospitals and accounting firms (2018).

Zhang et al. recently (2020) have reexamined the debate regarding the

significance of community participation for the conservation of the environment in

the Nanling Mountains in China and its connection to tourism. Similarly,

Musavengane and Kloppers (2020) investigated the role of social capital in

building community resilience through the management of common pool natural

resources in community-based tourism in South Africa. According to

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Musavengane& Kloppers (2020), they discovered that ecotourism can generate

high levels of social capital, which in turn encourages cultural revival and

community resilience.

In the context of COVID-19 and Athens, Greece, Pappas and Glyptou

(2021) highlight the complexity of the travel and lodging decision-making

process. The authors conclude, through the use of fuzzy-set qualitative

comparative analysis, that holiday plans are influenced by travel, destination, and

hospitality during pandemics. They also discover that the psychological and

financial effects of COVID-19 have different effects on potential travelers

depending on their age, income, and other factors (Pappas, 2021).In the end,

both studies provide useful information regarding how communities ought to deal

with the pandemic's effects (Pappas, 2021;2021) by Pappas and Glyptou.

Obedience to Authority

As people’s decision to comply with immoral orders can be influenced by

several cultural, social and psychological factors (Anderson, 2017; Fox &Nyseth

Brehm, 2018), also integrated several additional predictor variables for

prosaically disobedience.

As a behavior factor, obedience is particularly relevant to our time.From

1933 to 1945, millions of innocent people were systematically and command-

killed, according to reliable evidence. With the same efficiency as the production

of appliances, gas chambers were constructed, death camps were guarded, and

daily quotas of corpses were produced. Despite the fact that these barbaric

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practices may have originated in the mind of a single individual, they could only

be implemented on a massive scale if a very large number of individuals followed

instructions.

One of the most influential and cited social psychologists of the twentieth

century is Stanley Milgram. He is famous for creating social-psychological

experiments with an almost artistic sense of creative imagination, shedding new

light on social phenomena and being regarded as possibly the most innovative

figure in his field. Obedience to Authority, his 1974 study, exemplifies creative

thinking at its most potent and contentious. Milgram tricked volunteers for a

"learning experiment" into thinking they were giving a person in another room

painful electric shocks, because he was curious about the extent to which an

"authority figure" could encourage people to do things that went against their

sense of right and wrong. The "scientist," an authoritative figure, advised the

volunteers to continue despite hearing convincing sounds of pain and pleas to

stop. Milgram discovered that, contrary to his own predictions, up to 65% of

people would continue until they "killed" the victim, depending on the specific

circumstances. He believed that the experiment demonstrated that simple

obedience can lead ordinary people to commit terrible acts in the right

circumstances. The "Milgram experiment," which was as infamous and

controversial as it was creatively inspired, demonstrates how radically creative

thinking can challenge our most fundamental assumptions.

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 Chapter 3

METHODOLOGY

This chapter deals with the research method to be used, research

environment, research respondents, sampling method used, sampling size, the

data gathering procedure, research instrument and the statistical treatment of

data.

Research Design

This study utilized the quantitative approach, more specifically a

descriptive research design to acquire information in the study.

A modified standardized will be employed in this research. Quantitative

research, according to Sis International Research (n.d.), is an organized method

of gathering and analyzing data from various sources. Quantitative research uses

computational, statistical, and mathematical techniques to generate results. It is

definitive in its intent since it seeks results that can be extrapolated to a larger

population in order to quantify the issue and determine how widespread it is.

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ResearchEnvironment

Misamis Occidental is a province that is part of Northern Mindanao,

Philippines. Oroquieta City, Ozamiz City, and Tangub City are three of its cities.

The Subanens, who were easily captured by sea pirates from Lanao, were the

first people to live in the province of Misamis Occidental. It is claimed that

Subanen were the first people to live in the region now known as Misamis

Occidental, and Visayans later settled in the coastal region. The Subanen word

"Kuyamis," which means a particular variety of coconut, was used to form the

name of the province. In the 2020 census, it has a population of 140,334 people

with the costal component of land mass area of 169.95 square kilometers or

65.62 square miles which constitutes 8.47% of Misamis Occidental total area.

This study to be conducted in the three cities of Misamis Occidental namely

Oroquieta City, Ozamiz City and Tangub City. Oroquieta officially known as the

city of Oroquieta is a fourth-class city and capital of province of Misamis

Occidental, Philippines. According to the 2020 census, it has a population of

72,301 people. Ozamiz City is a third-class component city in the province of

Misamis Occidental, Philippines. Muslims, Christians, and other cultural

minorities are among the city’s resident’s, along with males, females, and other

identifiable genders. According to the 2020 census, it has a population of

140,334 people. Tangub City is a fourth-class component city in the province of

Misamis Occidental, Philippines. Tangub City is known as Christmas Symbol in

the Philippines. According to the 2020 census, it has a population of 68,389

people. Tangub City is also where the Panguil Bay is situated.

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Research Respondents

The respondents of this study shall be the employees of the lodging

establishments in Misamis Occidental regardless of the facilities and services

that being offered. As respondents, the proponent gathered 150 employees. A

survey questionnaire will be given to 150 respondents in accordance with the

following schedule in order to reduce both time and inaccuracy in the data

collecting. Purposive sampling was used in this study, as the respondents were

all employees in different lodging establishments in Misamis Occidental as

previously identified. These respondents were viewed as typical cases that have

provided the necessary data to address the research questions that were posed

earlier in the statement of the problem.

Research Instrument

Questionnaires are used in gathering data. According to Polit & Hungler

(2003) and Fain (2002), questionnaires are reliable methods for collecting

information on peoples’ knowledge, opinions, attitudes, values and perceptions.

In obtaining the desired data of this study, the following instruments will be used.

The Part 1 of the survey questionnaire includes The Personal Data Sheet

Questionnaire. This was intended to obtain information about the profile of the

respondents in terms of age, sex, educational attainment and employment

status.

22
 The Part 2 of the questionnaire includes the Ethical Climate

Questionnaire. This is the four (4) component model of ethical climate

questionnaire by Tammara Petrill Thomas (2013) is a 26 items questionnaire that

measures the ethical environment, employee focused climate, community

focused climate, and obedience to authority With a total of 24 items, each

component is confirmed dividing the questions each. The first fourteen (14) items

measures the Ethical Environment, whereas, six (6) items measure the employee

focused climate, four 4 items measure the community focused climate and two 2

items measure the obedience to authority.

This study will use the 7-point Likert Scale (from 1= strongly disagree to

7= strongly disagree) to obtain the information of the employees of every lodging

establishments on how committed they are towards the organization.

The ethical climate was interpreted using the following scaling and

parameter used for the interpretation of is as follows:

Table 1

Scal Range Description Interpretation

e
of Values

7 6.16-7.00 Strongly Agree Denotes that the employees in

lodging operation are strongly

agreed towards organizational

commitment.

23
6 5.30-6.15 Moderately Agree Denotes that the employees in

lodging operation are moderately

agreed towards organizational

commitment.

5 4.44-5.29 Slightly Agree Denotes that the employees in

lodging operation are slightly

agreed towards organizational

commitment.

4 4.44-5.29 NietherDisagree/Nor Denotes that the employees in

Agree lodging operation are neither

disagrees/ nor agreed towards

organizational commitment.

3 3.58-4.43 Slightly Disagree Denotes that the employees in

lodging operation are slightly

disagreed towards organizational

commitment.

2 1.86-2.71 Moderately Disagree Denotes that the employees in

lodging operation are moderately

disagreed towards organizational

commitment.

24
1 1-1.85 Strongly Disagree Denotes that the employees in

lodging operation are strongly

disagreed towards organizational

commitment.

Data Gathering Procedure

Before gathering the data, the researchers distributed a letter of

permission to conduct the preliminary survey and will seek the approval from the

staff of each selected lodging establishments in Misamis Occidental. Consent

was asked from each lodging establishment to answer the questionnaires.

Instruction on how to answer the questions was explained to the respondents.

The researcher will distribute the questionnaire until meeting the prescribed

sample size for each. After compiling and tallying the respondents’ answer the

computation and interpretation will followed and gathered interpretation.

Data Analysis

In the quantitative phase, the following statistical tools will be used in the

study:

25
 Frequency and Percentage. These will be used to describe the

respondents profile according to age, sex and educational attainment.

Weighted Mean. This will be used to determine the organization’s ethical

climate.

Spearman Correlation Coefficient. This will be used to measure the

significant relationship on ethical climate of the respondents when grouped

according to the respondents’ demographic profile.

CHAPTER IV

PRESENTATION, ANALYSIS, AND INTERPRETATION OF DATA

26
 This chapter presents the data gathered, the statistical analysis result, and

the interpretation of the findings. These are presented in tables following the

sequence of the specific research problem regarding the ethical climate on

organizational commitment among hospitality establishments’ employees

The following tables presents the demographic profile of hospitality

establishments’ employees

Table 2

Age of the Respondents

AGE FREQUENCY PERCENTAGE

20 years old below 16 10.7

21-30 years old 84 56.0
31-40 years old 39 26.0
41-50 years old 7 4.7
51 years old above 4 2.7

Total 150 100.00

The frequency and percentage distribution of the respondents by age

group are shown in Table 2. Of the 150 respondents, 16(or 10.70%)are in theage

of 20 and below,84(or 56.00%), are between the ages of 21 and 30,39(or

26.00%), are between the ages of 31 and 40, 7(or 4.70%), are between the ages

of 41 and 50, and 4(or 2.70%), who are in the age of 51 and above. The result

shows that most of the respondent’s age are within the bracket of 21-30 years

old.

27
Table 3

Sex of the Respondents

SEX FREQUENCY PERCENTAGE

Male 54 36.0
Female 96 64.0

Total 150 100.00

Table 3 presents the respondents' frequency and percentage distribution

regarding their sex. Of 150 respondents, 54(or 36.00%) are male, and 96(or

64.00%) are female. The result shows that most respondents were female.

According to Mayer, Kuenzi, and Greenbaum (2009), women had higher

expectations for the ethical climate in the workplace. However, males are slightly

more committed than females in terms of organizational dedication. According to

More (2012), one factor for this disparity may be the freedom to choose one's

own work hours .Professors have a great deal of autonomy over their work

schedules, and it's possible that males value this liberty more than women do,

which would boost their organizational commitment.

Table 4

Highest Educational Attainment of the Respondents

HEA FREQUENCY PERCENTAGE

High School Diploma 61 40.7

28
 Associate’s Degree 14 9.3
Bachelor’s Degree 75 50.0

Total 150 100.00

The frequency and percentage distribution of the respondents' educational

attainment are shown in Table 4.Of the 150 respondents, 61 (or 40.70%) have a

high school diploma, 14 (or 9.30%) have an associate's degree, and 75 (or

50.00%) have a bachelor's degree. The results show that the majority of

respondents have a bachelor's degree. (RRL here)

Table 5
Employment Status of the Respondents

Employment Status FREQUENCY PERCENTAGE

29
 Regular 109 72.7
On-Call 17 11.3
Part-Time 24 16.0

Total 150 100.00

The frequency and percentage distribution of the respondents'

employment status are shown in Table 5.Of the 150 respondents, 109 (or

40.70%) are regular employees, 17 (or 11.30%) are on-call employees, and 24

(or 16.00%) are part-time employees. The results show that the majority of

respondents have regular employment status. (RRL here)

The following Tables presents the organization’s ethical climate perceived

by the hospitality establishments’ employees

Table 6
Ethical Climate: Ethical Environment

Items Mean Verbal

30
 Score Interpretation

Ethical Environment

1. Management in this organization disciplines 5.79 Moderately Agree

unethical behavior when it occurs.
2. Employees in this organization perceive that people 5.51 Moderately Agree
who violate the ethics code still get formal
organizational rewards
3. Penalties for unethical behavior are strictly enforced 5.52 Moderately Agree
in this organization.
4. Unethical behavior is punished in this organization. 5.53 Moderately Agree

5. The top managers of this organization represent 5.85 Moderately Agree

high ethical standards.
6. People of integrity are rewarded in this organization. 5.61 Moderately Agree

7. The ethics code serves as "window dressing" only in 5.45 Moderately Agree
this organization.
8. Top managers of this organization regularly show 5.80 Moderately Agree
that they care about ethics.
9. Top managers of this organization are models of 5.34 Moderately Agree
unethical behavior.
10. Ethical behavior is the norm in this organization. 5.51 Moderately Agree

11. Top managers of this organization guide decision 5.59 Moderately Agree
making in an ethical direction.
12. The ethics code serves only to maintain the 5.64 Moderately Agree
organization's public image.
13. Ethical behavior is rewarded in this organization. 5.60 Moderately Agree

14. Ethics code requirements are consistent with 5.57 Moderately Agree
informal organizational norms.

Weighted Mean 5.59 Moderately Agree

Note: Scale: 7.0-6.16 (Strongly Agree); 6.15-5.30 (Moderately Agree); 5.29-4.44 (Slightly Agree); 3.58-4.43
(Neither Disagree/Agree); 3.57-2.72 (Slight Disagree); 2.71-1.86 (Moderately Disagree); 1.85-1.0 (Strongly
Disagree)

31
 Table 6 shows all of the dimensions regarding the ethical environment

perceived by hospitality establishment employees were interpreted as

moderately agree, with a weighted mean value of 5.59. The highest average

mean was 5.85, in statement 8, "Top managers of this organization regularly

show that they care about ethics," interpreted as moderately agree. This explains

that most hospitality employees moderately agree that the organization's top

managers shows care about ethics regularly. While the least average mean was

5.34, in statement 9, "Top managers of this organization are models of unethical

behavior,"interpreted as moderately agree. This explains why most hospitality

employees agree that some of the organization's top managers are models of

unethical behavior.

Table 7
Ethical Climate: Employee-Focused Climate

Items Mean Verbal

Score Interpretation

Employee-Focused Climate

1. The most important concern is the good of all 5.79 Moderately Agree
people in this organization.
2.People are very concerned about what is generally 5.86 Moderately Agree
best for employees in this organization.
3. Our major consideration is what is best for everyone 5.76 Moderately Agree
in this organization.
4. What is best for each individual is a primary concern 5.75 Moderately Agree
in this organization.

32
5. It is expected that each individual is cared for when 5.67 Moderately Agree
making decisions here.
6. In this organization, people look out for each other’s 5.56 Moderately Agree
good.

Weighted Mean 5.73 Moderately Agree

Note: Scale: 7.0-6.16 (Strongly Agree); 6.15-5.30 (Moderately Agree); 5.29-4.44 (Slightly Agree); 3.58-4.43
(Neither Disagree/Agree); 3.57-2.72 (Slight Disagree); 2.71-1.86 (Moderately Disagree); 1.85-1.0 (Strongly
Disagree)

Table 7 shows all of the dimensions regarding the employee focused

climate perceived by hospitality establishment employees were interpreted as

moderately agree, with a weighted mean value of 5.73. The highest average

mean was 5.86, in statement 2, "People are very concerned about what is

generally best for employees in this organization," interpreted as moderately

agree. While the least average mean was 5.56, in statement 6, "In this

organization, people look out for each other’s good." interpreted as moderately

agree.

Table 8
Ethical Climate: Community-Focused Climate

Items Mean Verbal

Score Interpretation

Community-Focused Climate

1. The effect of decisions on the customer and the 5.75 Moderately Agree
public are a primary concern in this organization.
2. People in this organization are actively concerned 5.93 Moderately Agree
about the customer's, and the public's interest.
3. It is expected that you will do what is right for the 5.90 Moderately Agree
customer and public.
4. People in this organization have a strong sense of 5.81 Moderately Agree
responsibility to the outside community.

33
 Weighted Mean 5.85 Moderately Agree

Note: Scale: 7.0-6.16 (Strongly Agree); 6.15-5.30 (Moderately Agree); 5.29-4.44 (Slightly Agree); 3.58-4.43
(Neither Disagree/Agree); 3.57-2.72 (Slight Disagree); 2.71-1.86 (Moderately Disagree); 1.85-1.0 (Strongly
Disagree)

Table 8 shows all of the dimensions regarding the community focused

climate perceived by hospitality establishment employees were interpreted as
moderately agree, with a weighted mean value of 5.85. The highest average
mean was 5.93, in statement 2, "People in this organization are actively
concerned about the customer's, and the public's interest," interpreted as
moderately agree. While the least average mean was 5.56, in statement 6, "In
this organization, people look out for each other’s good" interpreted as
moderately agree.
Table 9
Ethical Climate: Obedience to Authority

Items Mean Verbal

Score Interpretation

Obedience to Authority

1. This organization demands obedience to authority 5.87 Moderately Agree

figures, without question
2.People in this organization are expected to do as 6.04 Moderately Agree
they're told.

Weighted Mean 5.95 Moderately Agree

Note: Scale: 7.0-6.16 (Strongly Agree); 6.15-5.30 (Moderately Agree); 5.29-4.44 (Slightly Agree); 3.58-4.43
(Neither Disagree/Agree); 3.57-2.72 (Slight Disagree); 2.71-1.86 (Moderately Disagree); 1.85-1.0 (Strongly
Disagree)

Table 9 shows all of the dimensions regarding the obedience to authority

perceived by hospitality establishment employees were interpreted as

moderately agree, with a weighted mean value of 5.95. The highest average

mean was 6.04, in statement 2, "This organization demands obedience to

authority figures, without question," interpreted as moderately agree. While the

least average mean was 5.87, in statement 1, "This organization demands

obedience to authority figures, without question" interpreted as moderately agree.

34
 In order to understand if there’s a significant relationship between the

demographic profile and the ethical climate of the respondents, correlation

analysis was employed.

The following tables shows the spearman correlation analysis between

demographic profile and the ethical climate of the respondents

Table 10
Spearman Correlation Analysis between Age and Ethical Climate

Age Ethical Climate Interpretation

Spearman’s Age Correlatio 1.000 .102

rho n
Coefficient
Sig.(2- .216
tailed) There is no
significant
N 150 150 correlation
Ethical Correlatio .102 1.000
Climate n
Coefficient
Sig.(2- .216
tailed)
N 150 150

Based on the Spearman Correlation Analysis, age and the ethical climate

of the respondents are not statistically correlated as shown in Table 10. The

35
significant value or p-value of .102 supported such result. The p-value must be

less than 0.05 to be statistically significant. The p-value result is supported also

by a positive moderately strong Spearman’s rho value of 0.216. Therefore, age

doesn’t affect the ethical climate on organizational commitment among hospitality

establishments’ employees(RRL)

Table 11
Spearman Correlation Analysis between Sex and Ethical Climate

Sex Ethical Climate Interpretation

Spearman’s Sex Correlatio 1.000 .000

rho n
Coefficient
Sig.(2- .995
tailed) There is no
significant
N 150 150 correlation
Ethical Correlatio .000 1.000
Climate n
Coefficient
Sig.(2- .995
tailed)
N 150 150

Based on the Spearman Correlation Analysis, sex and the ethical climate

of the respondents are not statistically correlated as shown in Table 11. The

significant value or p-value of .995 supported such result. The p-value must be

less than 0.05 to be statistically significant. The p-value result is supported also

36
by a Spearman’s rho value of 0.000 indicating no relationship. Therefore, sex

doesn’t affect the ethical climate on organizational commitment among hospitality

establishments’ employees(RRL)

Table 12
Spearman Correlation Analysis between Educational Attainment andEthical
Climate

Educationa Ethical Interpretation

l Climate
Attainment
Spearman’ Educational Correlation 1.000 .171*
s rho Attainment Coefficient

Sig.(2- .037
tailed)
There is
N 150 150 significant
correlation
Ethical Correlation .171* 1.000
Climate Coefficient

Sig.(2- .037
tailed)

N 150 150

Based on the Spearman Correlation Analysis, educational attainment and

the ethical climate of the respondents are statistically correlated as shown in

37
Table 12. The significant value or p-value of .037 supported such result. The p-

value must be less than 0.05 to be statistically significant. The p-value result is

supported also by a positive moderately strong Spearman’s rho value of 0.171.

Therefore, educational attainment affect the ethical climate on organizational

commitment among hospitality establishments’ employees(RRL)

Table 13
Spearman Correlation Analysis between Employment Status and Ethical
Climate
Employment Ethical Interpretation
Status Climate

Spearman’ Employment Correlation 1.000 -.316**

s rho Status Coefficient

Sig.(2-tailed) .000
N 150 150 There
issignificant
Ethical Correlation -.316** 1.000
Climate Coefficient correlation

Sig.(2-tailed) .000
N 150 150

Based on the Spearman Correlation Analysis, employment status and the

ethical climate of the respondents are statistically correlated as shown in Table

13. The significant value or p-value of .000 supported such result. The p-value

must be less than 0.05 to be statistically significant. The p-value result is

supported also by a negative moderately strong Spearman’s rho value of -0.316.

38
Therefore, employment status affect the ethical climate on organizational

commitment among hospitality establishments’ employees(RRL)

Overall, two factors (educational attainment and employment status) affect

the ethical climate on organizational commitment among hospitality

establishments’ employees. On the other hand, factors (age and sex) doesn’t

affect ethical climate at all.

39
 CHAPTER V

SUMMARY, CONCLUSION, AND RECOMMENDATION

This chapter gives a summary, conclusion, and recommendation

suggestion based on the study's results.

Summary

The study's objective is to assess the ethical climate on organizational

commitment among hospitality establishments’ employees. The researchers

formulated four problems to be answered after the data was gathered to

synthesize this broader scope. The study wants to: (1) determine the

demographic profile of the respondents: Age, Sex, Educational Attainment, and

Employment Status; (2) identify organization’s ethical climate perceived by the

respondents in terms of: Ethical Environment, Employee Focused Climate,

Community Focused Climate, and Obedience to Authority; (3) determine if

there’s a significant relationship between the demographic profile and the ethical

climate of the respondents; (4)what programs can be proposed based on the

findings. To answer this problem, the researchers conducted a survey method

where a questionnaire was used as the main instrument for data collection,

distributed to the respondents face-to-face, and analyzed by the researchers.

The study's respondents are 150 employees of lodging establishments in

Misamis Occidental. All of the respondents were selected through a quantitative

approach, more specifically a descriptive research design to acquire information

in the study. The adapted questionnaire from the research study of Tammara

40
Petrill Thomas (2013), served as the primary tool for data collection. The survey

questionnaire was divided into two sections. The first section covered the

demographic profile (Age, Sex, Educational Attainment, and Employment

Status).

The second section covered the organization’s commitment on ethical

climate as perceived by the respondents in terms of (Ethical Environment,

Employee Focused Climate, Community Focused Climate, and Obedience to

Authority). The questionnaire is structured so that each categories will be rated

using a 7-point Likert scale, ranking from 1, strongly disagree, to 7, strongly

agree.

This study employed a descriptive method to describe and determine the

demographic profile of the establishment and customer. It uses frequency and

percentage distribution to answer the first listed problem. This study also

undergoes simple quantitative analysis using IBM SPSS, such as Frequency and

Percentage Distribution, to identify what the organization’s ethical climate is

perceived by the hospitality establishment employees in Misamis Occidental.

Spearman Correlation Analysis was used to determine if there is a significant

relationship between the demographic profile and the ethical climate perception

of respondents. Additionally, based on the conclusions of this study, a potential

ethical climate program for lodging establishments is determined.

41
FINDINGS:

1) Many of the employees were female. The majority of them were

between the ages of 21 and 30, had a bachelor's degree, and were in regular

employment.

2) The findings revealed that most employees of lodging establishments in

Misamis, Occidental perceived all sections of ethical climate on organizational

commitment to be moderately agreeable: ethical environment, employee-focused

climate, community-focused climate, and obedience to authority.This indicates

that employees in the lodging industry are moderately agreed to the organization

commitment.

3) Spearman Correlation Analysis revealed that both educational

attainment (.037) and employment status (.000) shows significant relationship

with the ethical climate of employees on organizational commitment having a p

value< 0.05. However, age (0.216) and sex (0.995) shows no significant

relationship with the ethical climate of employees on organizational commitment

having the p value greater than 0.05.

42
Conclusion

This study determines the ethical climate of lodging establishments’

employees in Misamis Occidental. Results shows that most employees of lodging

establishments in Misamis Occidental perceived all sections of ethical climate on

organizational commitment to be moderately agreeable: ethical environment,

employee-focused climate, community-focused climate, and obedience to

authority. In terms of achieving and maintaining correspondence with the ethical

environment, respondents have a good response that top managers of the

organization represents high ethical standards and the organization have shown

that they care about ethics. Management and employees consider that people in

the organization are very concerned about what is generally best for the

employees in the organization and the most important concern is the good of all

people in the organization. Furthermore, employees moderately agree on the

customer’s and public interest and expect that employees will do what is right for

the customer and public. More importantly, employees moderately agree on how

the organization demands obedience to authority figures, without question.

Moreover, spearman correlation analysis revealed that both educational

attainment (.037) and employment status (.000) shows significant relationship

with the ethical climate of employees on organizational commitment (p <0.05).

However, age (0.216) and sex (0.995) shows no significant relationship with the

ethical climate of employees on organizational commitment (p-value >0.05).

43
Recommendation

The following are recommendations of the researchers to the beneficiaries

of the result of this study:

1. Top managers should enhance and develop high ethical standards for

their employees; reward employees who act with integrity, care about

the company, receive positive feedback from guests, and uphold ethical

standards.

2. Create a program or project to strengthen the organization's relationship

with the community and foster ethical relationships. Give promotions,

prizes, and recognition to employees who are dedicated to the

organization.

3. The ethical climate of lodging establishments in Misamis Occidental has

been the subject of this study. Additionally, it was demonstrated that the

Ethical Climate Questionnaire by Tammara Petrill Thomas (2013) is a

valid and dependable tool for determining whether employees' affective

commitment is influenced by the organization's ethical climate. This will

help the organization's top managers to have a better understanding of

employees’ welfare.

4. To the future researchers, more thorough analyses of the relationship

between organizational commitment and ethical climate may be included

in future study. In following investigations, the emotional intelligence and

organizational values of the respondents may also be considered.

44
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49
 APPENDICES

A. Letter of Permission to Food and Beverage Establishment

B.Survey Questionnaire
PART 1. DEMOGRAPHIC INFORMATION

Instruction: Put a check (√) to the box provided that correspond your

answer.

1. Age:

 20 years old below

 21 – 30 years old

 31 – 40 years old

 41 – 50 years old

 50 years old above

Others, please specify ______

2. Sex:

 Male

 Female

3. Educational Attainment:

 High School Diploma

50
  Associate’s Degree

 Bachelor’s Degree

 Master’s Degree

 Doctoral Degree

4. Employment Status

 Regular

 On-Call

 Contractual

 Part-time

PART II.

Instruction: Listed below are a series of statements that represent possible

feelings that individuals might have about the company or organization for

which they work. With respect to your own feelings about your own

organization, please indicate the degree of your agreement or

disagreement with each statement by putting check (√)  to the box that

corresponds to your answer.

SURVEY SCALE:

7- Strongly Agree

6- Moderately Agree

5- Slightly Agree

51
4- Neither Disagree/ nor Agree

3- Slightly Disagree

2- Moderately Disagree

1- Strongly Disagree

A. Ethical Environment 7 6 5 4 3 2 1

1. Management in this organization

disciplines unethical behavior when it

occurs.

2. Employees in this organization

perceive that people who violate the

ethics code still get formal

organizational rewards

3. Penalties for unethical behavior are

strictly enforced in this organization.

4. Unethical behavior is punished in this

organization.

5. The top managers of this organization

represent high ethical standards.

6. People of integrity are rewarded in this

organization.

52
 7. The ethics code serves as "window

dressing" only in this organization.

8. Top managers of this organization

regularly show that they care about

ethics.

9. Top managers of this organization are

models of unethical behavior.

10. Ethical behavior is the norm in this

organization.

11. Top managers of this organization

guide decision making in an ethical

direction.

12. The ethics code serves only to maintain

the organization's public image.

13. Ethical behavior is rewarded in this

organization.

14. Ethics code requirements are

consistent with informal organizational

norms.

B. Employee-Focused Climate 7 6 5 4 3 2 1

53
 1. The most important concern is the

good of all people in this organization.

2. People are very concerned about what

is generally best for employees in this

organization.

3. Our major consideration is what is best

for everyone in this organization.

4. What is best for each individual is a

primary concern in this organization.

5. It is expected that each individual is

cared for when making decisions here.

6. In this organization, people look out for

each other’s good.

C. Community-Focused Climate 7 6 5 4 3 2 1

1. The effect of decisions on the

customer and the public are a primary

concern in this organization.

2. People in this organization are actively

concerned about the customer's, and

the public's interest.

54
 3. It is expected that you will do what is

right for the customer and public.

4. People in this organization have a

strong sense of responsibility to the

outside community.

D, Obedience to Authority 7 6 5 4 3 2 1

1. This organization demands obedience

to authority figures, without question

2. People in this organization are

expected to do as they're told.

55
C. Certificate of Statistician

56
D. Certificate of English Editor

E. Results from Spearman Correlation Analysis

F. Tumitin Similarity Index Report

57
 CURRICULUM VITAE

Ronalyn A. Adala
Purok 6, Lapasan,Clarin Misamis Occidental
+639383674198
ronalyn.adala@nmsc.edu.ph

PERSONAL INFORMATION

AGE : 24
CIVIL STATUS : Single
DATE OF BIRTH : February 28, 1998
WEIGHT : 45 kg
HEIGHT : “4’11
RELIGION : Iglesia ni Cristo
CITIZENSHIP : Filipino

EDUCATIONAL BACKGROUND

TERTIARY: University of Northwestern

Mindanao
Labuyo, Tangub City
Bachelor of Science in Hospitality
Management
2020- PRESENT

SECONDARY: Clarin National High School

Clarin, Misamis Occidental
2013

ELEMENTARY: Lapasan Elementary School

Lapasan,Clarin Misamis Occidental
2010

CURRICULUM VITAE

58
Kenneth G, Daven
Polao, Tangub City, Misamis Occidental
+639700466583
kenneth.daven@nmsc.edu.ph

PERSONAL INFORMATION

AGE : 23
CIVIL STATUS : Single
DATE OF BIRTH : December 18, 1999
WEIGHT : 45 kg
HEIGHT : “4’11
RELIGION : Iglesia ni Cristo
CITIZENSHIP : Filipino

EDUCATIONAL BACKGROUND

TERTIARY: University of Northwestern

Mindanao
Labuyo, Tangub City
Bachelor of Science in Hospitality
Management
2020- PRESENT

SECONDARY: Clarin National High School

Clarin, Misamis Occidental
2013

ELEMENTARY: Lapasan Elementary School

Lapasan,Clarin Misamis Occidental
2010

59
 CURRICULUM VITAE

Ronalyn A. Adala
Purok 6, Lapasan,Clarin Misamis Occidental
+639383674198
ronalyn.adala@nmsc.edu.ph

PERSONAL INFORMATION

AGE : 24
CIVIL STATUS : Single
DATE OF BIRTH : February 28, 1998
WEIGHT : 45 kg
HEIGHT : “4’11
RELIGION : Iglesia ni Cristo
CITIZENSHIP : Filipino

EDUCATIONAL BACKGROUND

TERTIARY: University of Northwestern

Mindanao
Labuyo, Tangub City
Bachelor of Science in Hospitality
Management
2020- PRESENT

SECONDARY: Clarin National High School

Clarin, Misamis Occidental
2013

ELEMENTARY: Lapasan Elementary School

Lapasan,Clarin Misamis Occidental
2010

60
 CURRICULUM VITAE

Ronalyn A. Adala
Purok 6, Lapasan,Clarin Misamis Occidental
+639383674198
ronalyn.adala@nmsc.edu.ph

PERSONAL INFORMATION

AGE : 24
CIVIL STATUS : Single
DATE OF BIRTH : February 28, 1998
WEIGHT : 45 kg
HEIGHT : “4’11
RELIGION : Iglesia ni Cristo
CITIZENSHIP : Filipino

EDUCATIONAL BACKGROUND

TERTIARY: University of Northwestern

Mindanao
Labuyo, Tangub City
Bachelor of Science in Hospitality
Management
2020- PRESENT

SECONDARY: Clarin National High School

Clarin, Misamis Occidental
2013

ELEMENTARY: Lapasan Elementary School

Lapasan,Clarin Misamis Occidental
2010

61
62