Mediating Effect of Job Satisfaction in Relation to Moral and Efficiency of Police

Personnel

Chapter 1

Introduction

Rationale

Work values are important for all employees because they are a good predictor of

success. Work values studies found that they significantly reduced police burnout,

increased police work engagement and performance, fueled workplace dynamism, and

increased police enthusiasm. Furthermore, researchers discovered that when careers

are designed around work values, employees' motivation increases significantly,

increasing their chances of success and fulfillment. They recognized the significance of

work values in achieving job satisfaction. They claimed that by aligning their position with

their work values, individuals could perform well on the job.

Researchers asserted that there is a significant relationship between workplace

spirituality and work values and discovered that workplace spirituality has a predictive

effect on employees' work values as demonstrated by their work attitudes. Similarly,

found a positive relationship among both workplace spirituality and employees' work-

related behaviors or values. These declarations serve as the study's foundation. This

study delved further into the deep bond between workplace spirituality and work value.

Poor employee performance can be disastrous to an organization (Zhang, 2017).

Organizations frequently fail as a result of poor employee performance, which causes

issues in management areas such as effective communication, a lack of resources, the

implementation of a performance appraisal system, member recognition of good

performance, and rejection of members' views (Helgane, 2018).

Only a few studies on workplace spirituality and work values were discovered,

highlighting a research gap, particularly in the context of the Philippine National Police.

Police abuses are currently the subject of newspapers and other reports, implying a lack

of work values (Revita, 2018). As a result, the researcher initiated this study to

investigate the relationship between moral and efficiency of police personnel in hopes of

directing the chaplaincy's initiatives and events and, ultimately, to solve workplace

problems within the PNP.

Employee work performance is critical in every organization because it ensures that

employees are working hard to help the organization achieve its mission and objectives.

This consciousness establishes expectations and motivates employees to work hard in

order to meet the expectations of the organization. Furthermore, employee work

performance provides organizations with complete management to assess the

performance results of organizations and employees. Work performance of employees

could've been expected, assessed, and encouraged. It was emphasized that the

importance of employee work performance continuously improves organizational

performance, which can be accomplished through individual adaptive worker efficiency.

Research Objective

The primary goal of the study was to determine the role of job satisfaction in mediating

the effect on the relationship between moral and efficiency in the work performance of

police personnel. Specifically, this sought to accomplish the following goals:

1. To assess the level of job satisfaction among police officers in terms of:

1.1 satisfaction in job to avoid failure;

1.2 determination to succeed; and

1.3 drive to take on new challenges.

2. To determine the level of employee work performance of police officers in terms of:

2.1 Task performance in context; and

2.2 Productivity and workplace behavior.

3. To assess the level of job satisfaction among police officers.

4. To ascertain the significance of the relationship between:

4.1 Job satisfaction in terms of moral and efficiency;

4.2 Job satisfaction and productivity.

5. To ascertain the significance of job satisfaction mediation on the relationship between

police moral and efficiency.

Hypothesis

At the 0.05 level of significance, the following hypotheses were tested:

1. There is no significant relationship between moral and efficiency on the job

satisfaction of police personnel.

2. Job satisfaction has no significant mediating effect on the relationship between moral

and efficiency of Police Personnel.

Review of Related Literature

This section presents the literature and related studies on the variables of this

research.

Foreign Studies

Employee performance is defined as the result of employees' contributions to the

achievement of goals. Performance, on the other hand, can define an organization's

process, results, relevance, and success. Employee work performance is defined as the

completion of specific tasks in accordance with predefined or identified accuracy,

completeness, cost, and speed standards. Employee work performance can be seen in

increased output, ease of use of new technology, and highly motivated employees

(Herbert, John, & Lee 2019).

It should also be noted that the findings are similar to those of several authors

(Pradhan & Jena, 2017), who stated that employee work performance could be seen in

productivity, efficiency, effectiveness, quality, and profitability measures that workers

extend to in the workplace. Teachers' task performance can be seen in their cognitive

ability, which is primarily facilitated by task knowledge, task skill, and task. Their ability to

do the job and prior experience are the primary determinants of their task performance.

Work values, interestingly, are personal and are not dependent on the type of

organization in which an individual works. However, an organization can assist the

employee in finding their purpose in their position (Van Ingen et al., 2021). Organizations
must inspire employees to find meaning in their work in order for them to achieve self-

realization and self-actualization. Stressful situations at work have little effect on an

employee who finds meaning and purpose in his work. He understands his mission and

even finds meaning in difficult situations (Martella & Pessi, 2018).

As a result, various reasons account for why employees move from one location to

another, leave the profession, or appear dissatisfied with their jobs (Boyd, Grossman,

Lankford, Loeb, & Wyckoff, 2018). Some workers who change jobs are looking for better

working conditions, such as better office relations, a more collaborative environment, or

more friendly work assignments.

Foreign Literature

Premised on Maslow's theory of human motivation, among the most frequently cited

theories of motivation in management and organizational literature, (Gawel (2017)

concluded that employees' self worth needs are not being met, causing displeasure and

stress induced to the bulk of work responsibilities handled by them. Job satisfaction

necessitates equal responsibilities and appreciation for one's work.

The level of job performance is high. The high result indicated that three of eight

job satisfaction item statements were classified as very high, while five-item statements

were rated as high. Even so, the top three strongest item-statements that contribute to

the excellent rating are being happy that my workplace gives excellent health and a

secure working atmosphere, feeling a strong connection to the workplace, and being

delighted with work since it provides a sense of accomplishment (Palmero & Bandiola,

2022).
Local Studies

Job performance is a very important part of the achievement of organizational

objectives of the police. Moreover, propounded that police job performance is of great

importance for the lives of people, teamwork and good integration of public

representatives of every group in an efficient neighborhood crime reduction. Hence,

police job performance has a strong impact on police confidence perceptions. However,

the decision made by citizens to take part in the community watch programme, whether

positive or negative by the police, is more complex. A performance metric is a

measurable value that shows how effectively an organization achieves its main goals.

Contemporary police cover a wide range of responsibilities, from enforcement,

emergency response to crime, support for victims and collaboration with external

agencies (Alamban et al., 2022).

The study's findings support the following conclusions. Workplace spirituality and

work values among police officers are high, implying a small margin for deviant behavior

at work. A slight lack of spirituality will bring about a lack of compassion, mindfulness,

meaningful work, and transcendence, resulting in deviance in police duties. On the other

hand, a slight lack of work values will result in a lack of power, benevolence, conformity,

self-direction, hedonism, and security. Police work is essential for the protection and

safety of the people and the territory. As a result, commanding generals are being urged

to send police officers on spiritual retreats to nourish their spiritual nature (Maagad &

Nabe, 2022).

Local Literature
 Cabal (2017) of CNN Philippines reported in the Philippines that among all offenses

filed at the National Police Commission, grave misconduct is the highest in number as

committed by members of the Philippine National Police. As a result, more than 77%

(2,463) of the 3,182 cases filed from 1999 to 2014 are for grave misconduct, which

includes maltreatment or abuse of any detained person, cohabiting or maintaining a wife

other than his legitimate spouse, and other acts punishable under anti-graft laws or the

Revised Penal Code.

According to Balala (2019), that the Honor Code is embedded in the PNP Code of

Ethical Standards, constituting the PNP’s pledge: “Do not lie, cheat, steal or tolerate

among the policemen who do." Violation of this can be a criminal or administrative case

or both, which may result in the service being dismissed. The Regional Training Center

is in charge of training new police personnel. It also takes charge of human resource

development programs for PNP uniformed personnel and cadets to become skillful and

knowledgeable. It shall also imbibe with such personnel the necessary values and

attitudes needed in the practice of their profession.

Theoretical Framework

This study mainly focuses on Maslow's hierarchy of needs hierarchy theory created

to clarify human motivation, work satisfaction, moral, efficiency and performance

(Chand, 2020). Employees who are motivated to complete their tasks perform better.

Similarly, motivated people are happy with their jobs and work hard to improve their

performance.

In addition, this study incorporates Schermerhorn's (2008) Integrated Model of

Individual Motivation to Work. It describes how the three variables, achievement

motivation behavior, employee work performance, and job satisfaction, interact and are

interdependent. Because of the interdependence and interaction of the variables, it is

clear that job satisfaction, employee work performance, and achieving moral and

efficiency behavior is a circular rather than a linear process. In other words, one variable

does not cause the other to occur. In this study, achieving moral and efficiency behavior

was found to have a direct impact on employee work performance. Employees' work

performance is expected to improve when they are satisfied.

Another relevant theory that will support this study is Vroom's (1964) Expectancy

Theory. Individual performance, according to this theory, is directly relevant to the

possible benefits that they will receive. In those other terms, the greater the expected

rewards, the more likely employees will work harder to achieve the goal or objective,

whether personal or organizational. This theory depicts three important variables:

expectancy, instrumentality, and valence. Expectancy is the probability that any effort or

performance will be rewarded; instrumentality is the probability that the performance will

lead to various work outcomes. The value assigned to the consequence is referred to as

valence. Besides that, it affirms the importance of human relationships to the extent that

management must recognize the mixture of work expectations, instrumentalities, and

valence that support organizational objectives in the working place (Schermerhorn,

2008).

Conceptual Framework
 Figure 1. The Conceptual Framework of the Study

Figure 1 depicts the interrelationships between the two variables, achieving moral

and efficient behavior (independent variable), work performance, and job satisfaction

(dependent variable). As the independent variable in the study, achieving moral and

efficient behavior takes into account the following indicators: job satisfaction to avoid

failure, determination to succeed, and drive to take on new challenges. Meanwhile, the

following indicators are associated with the dependent variable, work performance and

job satisfaction: task performance in context and performance, and unproductive

workplace behavior.

Significance of the Study

People who are happy in their jobs are motivated to achieve the organization's goals

and tend to do their jobs well. This study is significant in a social context because it may

serve as a model.

This could be especially useful for Philippine National Police personnel, police

personnel and future researchers. The study's findings may be useful to higher-level

officials at the PNP. It may provide relevant information about police personnel's moral

and efficiency behavior, which may serve as a foundation for improving their job

satisfaction.
 Additionally, the study's findings may be beneficial to Philippine National Police , as

they may benefit from the acceptable behaviors and attitudes that these police personnel

may exhibit while performing their duties. This study may provide police personnel with

useful ideas for improving their services in accordance with the standards of the offices

to which they belong.

Individuals will give accurate knowledge and insights and represent as a jumping off

point for future researchers for further studies about the related variables.

Definition of Terms

The following terms have been given conceptual and operational definitions for ease of

understanding. Terms defined here may change in meaning a NJfter information and

data from the literature and research respondents have been gathered.

Efficiency - the ability to produce a desired or intended result. The level toward which

enforcing the law achieves its proper, officially approved goals.

Job Satisfaction - a feeling of fulfillment or enjoyment that a person derives from their

job. This refers to a police officer's perception of workplace contentment and the degree

to which he or she is satisfied with their job.

Mediating - to work with opposing sides in an argument in order to bring about an

agreement.

Morale - holding or manifesting high principles for proper conduct. A person's behavioral

standards or beliefs about what is and is not acceptable for them to do.

Police Personnel - refers to full-time, permanent police officers and other support

personnel.
 Chapter 2

Methodology

Research Design

The study utilizes Correlational Research Design. In this research design, the

researcher describes the relationship between the independent and the dependent

variable and also the cause and effect relationship existing in the study being

undertaken. The present study, the study determines and describes the job satisfaction

of police personnel in relation to their moral and efficiency in service. Data will be

gathered by the use of self-made survey questionnaire to formally assess the specific

data coming from the selected participant who will partake in the procedure.

Research Locale

The researcher aims to gather the data in selected police precincts in National

Capital Region specifically in Manila, Pasig, Makati, Taguig, and Quezon City. These

cities or municipalities have been chosen due to high volume of people that visits the

cities every day. With this, high volume of tasks are also given to the police personnel.

Population and Sample

The researcher will be selecting 150 respondents to participate in the study.

These are the selected police personnel from different precincts in Manila, Pasig,

Taguig, Makati, and Quezon City. The respondents have been chosen through the
purposive sampling method. In this sampling method, the researchers are choosing or

selecting the respondents according to the objectives or requirement of the study.

Research Instrument

The study utilizes a self-administered survey questionnaire for research

instruments. The survey questionnaire is researcher-made. It consists of three parts.

The first part identifies the demographic profile of the selected police personnel. The

second part of the survey is designed to evaluate the job satisfaction of the police

personnel in the workplace. The last part evaluates the assessment of the selected

respondents on their moral and efficiency as police personnel.

Data Collection

The following are the procedures done by the researcher to gather the needed

data in the response of the participants. The procedure is as follows:

1. The researcher seeks approval from both the dean of the college and the thesis

adviser to conduct a study before proceeding to collect data.

2. The NCRPO or the National Capital Region Police Office is sent a letter of

request to conduct a study involving data gathering using a survey questionnaire

on the target precincts.

3. Once approved, a memorandum for conducting the study will be released to the

researcher to survey the target participants.

4. After granting of request, distribution of the survey questionnaire commenced

and is distributed accordingly.

5. Collection of data is initiated once all respondents are assured to be finished

filling up the needed information and data.

6. Analysis of data is done by the statistician and is interpreted using statistical tools

as presented in the next part.

Statistical Treatment of Data

The following statistical tools for the interpretation of results according to sub-

problems were used.

Percentage. This was used as descriptive statistics that describe a part of a

whole.

The formula used in computing percentage in this study is:

% = f/N x 100

Ranking. This was used to reinforce the percentage to show the importance of

an item considered to answer.

Weighted Mean. This was used to get the average frequency of the responses

in each weighted item.

 f i xi
WM  i 1

Formula: N
Likerts’ Scale

To determine the job satisfaction of the police personnel, the five-point Likert’s

Scale was used and its interpretation is as follows:

Scale Numerical Value Verbal Interpretation

5 4.20-5.00 Very Satisfied (VS)
4 3.40-4.19 Satisfied (S)
3 2.60-3.39 Moderately Satisfied (MS)
2 1.80-2.59 Least Satisfied (LS)
1 1.00-1.79 Not Satisfied (NS)

Correlation Ratio. This statistical test was used to determine the relationship

between the competency level of master teachers and their performance. (Garcia 2004)

Formula:
n1 x 21 + n2 x 22 - N x 2
 E2 =
∑∑ x 2 - N x 2

Where:

E2 = correlation ratio

n = no. of cases per variable

N = total number of cases

x 1 = mean 1

x 2 = mean 2

x = mean 1 + mean 2

Guide in interpreting coefficient of correlation (Anesthesia & Analgesia 2018)

Absolute Magnitude of the Observed Interpretation

Correlation Coefficient
0.00 – 0.10 Negligible correlation
0.10 – 0.39 Weak correlation
0.40 – 0.69 Moderate correlation
0.70 – 0.89 Strong correlation
0.90 – 1.00 Very Strong correlation

Ethical Consideration

Following ethical considerations contributes significantly to the improvement and

quality of research activity, as does avoiding data fabrication or deceit. Furthermore,

when gathering data, the researcher will be bound by ethical issues that demand the

respondents’ right to privacy, and privacy and anonymity are fostered by not disclosing

or creating any information provided to the researcher.

 As a result, respondents who opted to engage willingly will have the legal right to

withdraw at any time and change any information about their uniqueness that moral

considerations deem necessary.

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