A MIXED-METHOD RESEARCH ON STRESS AMONG

GOVERNMENT WORKERS: ANALYSIS USING THE

HEALTH AND SAFETY EXECUTIVE MANAGEMENT
STANDARDS

PSYCHOLOGY AND EDUCATION: A MULTIDISCIPLINARY JOURNAL

2023
Volume: 8
Issue: 8
Pages: 895-901
Document ID: 2023PEMJ699
DOI: 10.5281/zenodo.7922237
Manuscript Accepted: 2023-05-10 23:30:35
Psych Educ, 2023, 8(8): 895-901, Document ID: 2023PEMJ699, doi:10.5281/zenodo.7922237, ISSN 2822-4353
Research Article

A Mixed-Method Research on Stress Among Government Workers: Analysis Using the

Health and Safety Executive Management Standards
Rona Jean Dimapilis*
For affiliations and correspondence, see the last page.

Abstract

This study examined the government workers’ experiences of stress in the workplace. This study aimed to test the significant
relationships between the demographic profile of the respondents in terms of age group, gender, employment status, length of
service, and divisions, as to the six key areas of the workplace identified by the health and safety executive management
standards: demand, control, support (manager and peer), relationship, role, and change. An explanatory sequential mixed-
methods design that employed both quantitative methods and qualitative procedures was utilized. There were 81 respondents
who answered the modified HSE Management Standard Indicator Tool and 10 respondents from the sample size representing
the divisions for the semi-structured interview. Statistical treatments of data such as frequency distribution, weighted mean,
composite mean, and Chi-square Test were used. Moreover, thematic analysis was used for the qualitative phase. Findings
revealed that age group, length of service, and divisions had a significant relationship to job stress in terms of demand, support
(manager and peer), and relationship. For the qualitative findings, a total of 18 themes emerged. Lastly, the study revealed that
the qualitative results supplemented the survey’s significant results on government workers’ experience of stress in the
workplace. Government agencies may use the modified tool and record the results to formulate guidelines, policies, and
procedures to improve their working environment. Yielded results of the tools may be correlated to attendance records, staff
turnover figures, performance ratings, and accident reports.

Keywords: Philippines, Job Stress, Explanatory Sequential Research Design, Government Workers,
HSE Management Standards

Introduction Sabeena (2019), staff nurses in both the public and

Stress may come from one's own mental state or be
driven by the environment. It can be acquired through
many forms, such as by thinking, acting upon, or
communicating with others. In a workplace, stress can
be said as always present for several reasons, like,
workload, working environment, and its nature. In the
recent study conducted by De los Santos and Labrague
(2021), they considered the COVID-19 pandemic to
have an impact on the job stress and turnover
intentions of frontline nurses in the community. The
virus was not only a threat to their health but also to
their family’s health as well. This environmental factor
was found to be a factor why frontline nurses have an
intent to leave their jobs due to high stress rooting
from the demand of working hours and high-risk
conditions. A different variable was seen to have a
significant relationship with job stress and depression
among educators in the Philippines.
Stress is also universal. This is felt by all people
around the world within their family, friends, and other
social and non-social activities. It is a global
experience. The workplace, as one of the areas where
one can get stress, will be the area of study in this
research, particularly working with one of the
government agencies. In the study of Ancy and
private sectors were experiencing a mild to severe
range of stress whereas in nurses working in the
government sector mean stress score was significantly
higher than that of the nurses working in the private
sector. Contrary to this, in the study of Pandey et al.
(2018), women employees in the private sector had a
higher level of stress but they were more satisfied with
their working environment and condition compared to
the women workers in the government sector. With
regards to this study, it was an eye-opener that there
were more aspects to explore and conduct the study
when it came to the stress in a government sector.
Working in one of the government agencies in the
Philippines is a common dream job of many Filipinos.
There was a belief that working with the government
is a secured type of job since the government is
indestructible. Furthermore, job positions are never-
ending because agencies are all continuously growing
and have a strong foundation ever since the country
had built its republic.
During this global pandemic, people are experiencing
stress in varying degrees, considering the different
aspects of life that they need to perform. In fact, a
study conducted by Mayer (2020) rated COVID-19 as
the most stressful time with 88% of workers reporting
that they were experiencing moderate to extreme

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Research Article
stress. Suicide attempts, ideation, and successful
suicide were products of extensive stress. Awareness
may not increase if they did not focus on job stress
among the Filipino workers who were not just working
for their families but also working for the country
since they were the tax resources.
There were few studies in the country where stress was
measured, and researchers focused on the private
sectors as well. It was mainly limited to the type of job
of health workers such as nurses and doctors, or
teachers. This research focused on the public sector
working in a national government agency.
Government agencies in the Philippines have ten (10)
types of employment such as permanent, temporary,
substitute, coterminous, fixed-term, contractual,
casual, institutional contract of service, individual
contract of service, and job order employees. Their
nature of work conditions also was categorized into
office work and fieldwork. These factors were also
considered in this study which was also used in the
other pieces of literature. The researcher wanted to dig
into this sector since they were all working in service
for the Filipino community. They were also doing
public service and it was crucial to see how they were
doing in their job, by knowing their source of stress in
the workplace.
Additionally, government agencies were following a
structured hierarchy that was also an interesting factor
to look upon. People in this hierarchy also provided
different kinds of support that an employee received.
The demand of the job, the controlling factors, and
roles such as completing their deliverables, decision-
making process, and problem-solving were discussed
in this study. Identifying such may provide fruitful
ideas which can help other sectors and concerned
organizations to build programs that can aid job stress
and support the government agency workers.
Thus, this study was conducted to explore what the
work-related stress of government workers was, to see
if there was a significant relationship between the
demographic profile and job stress among government
workers, and the emergent themes of stress
experienced by the government workers. At the end of
the study, it tried to provide rich elaboration of the
working condition of the government workers, where
job stress was inevitable, where sources were
identified through a quantitative and qualitative
analysis. The results implied that the government
agency needed to have programs or policies that can
help address the potential sources of job stress among
their workers as they were the strongest assets of the
organization. These programs and policies may
Rona Jean Dimapilis
alleviate the possibility of having mental health
problems rooted in the workplace.
Literature Review
Methodology
The study utilized the explanatory sequential mixed-
method research design. The design employed aspects
of both quantitative methods and qualitative
procedures. The quantitative method of research
helped the researcher in gathering the numerical values
that represented the independent and dependent
variables, categorized under the demographic profile
and job-related stress under the HSE Management
Standards six key areas of stressors. A qualitative
research design was used to support and elaborate the
experiences of the respondents about their work-
related stress in the workplace. Integration of these
designs made this research complex but rich in gaining
both depth and breadth for the researcher and readers.
As cited in the study of Subedi (2016), the explanatory
design was highly popular and consisted of distinct
phases as follows: Phase 1, collection of quantitative
data, analysis and evaluation, Phase 2, collection of
qualitative data through an interview, analysis, and
evaluation, and Phase 3 which was the integration of
results and findings of phase 1 and 2. The integration
of results of the quantitative and qualitative phase
helped the researcher to provide an in-depth
interpretation and explanation of the collected data.
Due to the COVID-19 pandemic, the researcher
conducted the study at the Department of Science and
Technology (DOST) Regional Office CALABARZON
since this was the most feasible government agency to
visit for paper works in line with this research. This
national government agency is located at Jamboree
Road, Barangay Timugan, Los Baños, Laguna with a
total of 142 employees and 24 functional units. It was
also chosen to be the locale of this research since this
agency has been in the public service for almost 40
years. The population in this study were government
workers at the Department of Science and Technology
Regional Office CALABARZON. With the help of the
institutional statistician of the Laguna College of
Business and Arts assigned to the researcher, a total of
81 respondents were identified by G*Power as the
required sample size based on an effect size of 0.35
and power of 0.90.
The total respondents in the study were 81 government
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workers with at least six months of working
experience in the DOST Regional Office
CALABARZON who participated in the quantitative
phase of the study. This number represented 100% of
the total population. They were classified according to
age group, gender, status of employment, length of
service, and divisions. The agency has two (2)
Divisions, the Finance and Administrative Services
Division, and the Technical Operations Division. Due
to limited time and the inability to conduct a paper and
pencil survey, they were asked to answer a digital
survey. Everyone that was chosen to participate in this
research was able to answer and complete a consent
form.
The researcher chose 10 participants from the 81
survey respondents randomly and made sure to have
an equal representation of different working
conditions. This gave the researcher rich pieces of
information on their experiences in the workplace.
These individuals were interviewed using an online
platform with their consent to record for transcription
and analysis.
For the quantitative phase of the study, the researcher
utilized the Health and Safety Executive (HSE)
Management Standards Indicator Tool. It was a
standalone measuring device with 35 items that had
been designed to give a perspective on how well an
employee rated his/her performance in managing the
risks associated with work-related stress. The said tool
covered six key areas of stressors which were (1)
demand, control, support (managers and peer), role,
relationships, and change with a 5-point Likert scale
(never, seldom, sometimes, often, and always).
In gathering the data for the qualitative phase of the
study, the researcher used a semi-structured
questionnaire that included the six key areas in the
workplace: demand, control, support (manager and
peer), relationships, role, and change. A recorder was
also used to document the interview and was also
needed for the transcription. The researcher
continuously takes note of important points during the
interview to see if there are areas that need
clarifications and follow-ups. All data gathered on the
interview were formed into themes using thematic
analysis. A chart of the presentation was included in
the fourth chapter of this research paper.
The researcher followed the ethical guidelines stated in
the Research Manual of the school. Respondents’
consent was obtained, and confidentiality of data and
information collated by the researcher were handled
and kept strictly confidential. Other research authors
Rona Jean Dimapilis
were properly recognized and cited in this study.
The statistical treatment for the quantitative data were
the following: (1) frequency distribution, (2) weighted
mean, (3) composite mean, and (4) Chi-Square Test.
This measure of central tendencies was used in
interpreting the results of the 5-point Likert Scale of
the HSE Management Standard Indicator Tool. To test
the relationship between the demographic profile in
terms of (1) age group, (2) gender, (3) status of
employment, (4) length of service, and (5) divisions to
job stress among the six key areas of stressors which
are: (1) demand, (2) control, (3) support (manager and
peer), (4) relationship, (5) role and (6) change, the
researcher used Chi-Square Test. In this test, the
demographic profile is tested if this has a significant
relationship with the stress felt by the government
workers under the six key areas in the workplace.
The data obtained in the qualitative phase were
analyzed using thematic analysis. The following
themes that were derived from the qualitative analysis
gave enlightenment and support to the quantitative
results of this study. Thematic analysis was useful in
this study in summarizing key features of gathered
data and a useful method in examining the
perspectives of different research participants,
highlighting similarities and differences, and
generating unanticipated insights. All themes under the
six key areas of stressors in the HSE Management
Standard were presented in a chart but discussed with
direct quotations for further explanations.
Result
For the Demographic Profile of the Respondents in
terms of, there were 40 workers comprising 49.4% of
the sample size that belonged to the age group of 21 to
30 years old, 25 workers comprising 30.9% of the
sample size that belonged to the 31 to 40 years old age
group, 11 workers comprising 13.6%of the sample size
that belonged to the age group of 41 to 50 years old
and five workers comprising 6.2% of the sample size
belonged to the 51 to 60 years old age group.
According to Gener, there were 39 male respondents
representing 48.1% of the sample size and 42 female
respondents representing 51.9% of the sample size.
For Status of Employment, there were 20 permanent
workers comprising 24.7% of the total sample size and
61 contract of service workers comprising 75.3% of
the sample size. Mwanwhile, in terms of Length of
Service, there were seven workers representing 8.6%
of the sample size with six months and less than one
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year in service, 47 workers representing 58% of the
sample size with 1 to 5 years in service, 15 workers
representing 18.5% of the sample size with 6 to 10
years in service, six workers representing 7.4% of the
sample size with 11 to 15 years in service, three
workers representing 3.7% of the sample size with 16
to 20 years in service and three workers representing
3.7% of the sample size with 21 to 25 years in service.
Lastly, there were 67 (82.7%) government workers
that belonged to the Technical Operations and 14
(17.3%) that belonged to the Finance and
Administrative Services.
On the other hand, Job Stress among Government
Workers in terms of Demand had a composite mean of
3.22 interpreted as Sometimes (ST). Control had a
composite mean of 3.42 interpreted as Often (O).
Manager’s Support had a composite mean of 3.28
interpreted as Sometimes (ST). Peer support had a
composite mean of 3.98 interpreted as Often (O).
Relationship had a composite mean of 2.05 interpreted
as Seldom (SM). Role had a composite mean of 4.42
interpreted as Always (A). And, Change had a
composite mean of 3.66 interpreted as Often (O).
This research found that there was a significant
relationship between age group, length of service, and
divisions to demand, manager’s and peer support and
relationship as shown in their probability values of
.001,.012, .017,.041, .033, and .005 which were less
than the level of significance of .05%.
For the qualitative phase, the researcher interviewed
ten (10) government workers previously determined
from phase 1. The thematic analysis of data gathered
from the semi-structured interview initially revealed
the respondents’ job stress experiences as follows:
Demand. The respondents experience job stress in
terms of demands during strategic planning, task
delegation, and monitoring, identifying the different
tasks assigned to the government workers, and various
ways of delivering services and tasks. Also, the tasks
they performed needed collaborative and individual
office and fieldwork. Lastly, to properly account for
the tasks that they performed, they made write-ups of
accomplishments and special reports.
Control. The respondents experienced job stress in
terms of control by being in full control at work and
doing tasks aligned based on their expertise and roles.
On the other hand, being in partial control at work due
to the limitations of roles and functions became a
source of stress in their work. Lastly, respondents
Rona Jean Dimapilis
reported the ways of taking breaks at work involved
managing time for taking breaks within core work
hours and weekends as part of their solution in
addressing the job demand at work.
Manager’s Support. The respondents experienced job
stress in terms of manager’s support due to the modes
of providing feedback, how and what were the
construct and lastly, the equitable kind of support.
Peer Support. The respondents experienced job stress
in terms of peer support due to the number of types of
support given at work in a form of instrumental and
social/emotional support as well as the observed
display of respect at work.
Relationships. The respondents experience little to
non-recurring job stress in the relationships they have
at work such as tentative, transactional, and trusted
relationships.
Role. The respondents experience job stress at work in
terms of roles due to the categorized task that emerged
such as task roles and social-emotional tasks. In
addition, managerial and supervisory roles held crucial
roles experience, and expectations were the sources of
stress for the workers.
Change. The respondents experience job stress in
terms of change because of the work adjustments they
went through such as workers turnover and change of
management. In addition, thinking of the coping
mechanism and fast adaptability and applying
flexibility on the change at hand contributed to the
stress they experienced.
The findings of the quantitative and qualitative phases
of the study revealed that age group, length of service
and divisions had a significant relationship to job
stress in terms of demand, support (manager and peer),
and relationship and was supported by the 18 emergent
themes presented in the chapter 4. It showed that the
qualitative findings supplemented the results of the
survey’s significant result on the government workers’
experience of stress in the workplace.
Discussion
This study found that that the respondents are
dominated by the age group 21-30 years old, where
there are 42 females comprising 51.9% of the total
sample size. There is more contract of service
respondents who participated in the study and they are
61 in count comprising 75.3% of the sample size. In
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Research Article
terms of length of service, the sample size is
dominated by government workers who have been in
the service for 1-5 years. Respondents from Technical
Operations from various functional units dominate the
sample size.
In terms of the job stress experienced by the
respondents, it varies in the six key areas of the HSE
Management Standards. First, the government workers
possibly experience stress at moderate risk due to
demand-resource imbalance wherein specific
management responsibility is required. The agency has
strategic planning and task delegations at hand that
they manage to operate so they can achieve their goals.
However, there are other intervening tasks that
compromises their work plans. Moreover, this job
stress was felt sometimes because they have calendar
of works that states seasonal big events and projects.
During these days, they feel stress but the rest of the
days in their calendar they are doing their common
daily tasks.
Second, the government workers are likely to
experience stress at a high risk due to control-resource
imbalance wherein junior leader/s management is
required. Based on the findings, these are brought
about by additional tasks which are beyond their core
function and minimal participation on the decision-
making process for their out-based tasks. Even having
those busy days at work, they still found a way to take
their breaks during the weekend which eases their
stress.
Third, the government workers can possibly
experience stress at moderate risk due to the manager’s
support-resource imbalance wherein specific
management responsibility is required. They feel the
stress because a mode of giving feedback sometimes
oversteps their personal spaces, but somehow there are
other tools that managers used to give them room for
improvement. It was just sometimes recurring since
the feedback holds criticisms that the respondents use
to improve themselves. Although sometimes they are
still looking for compliments and appreciation.
Nevertheless, to increase their productivity, they
receive enough resources which also reduces their
stress. If they have limited funds to use, they see it
positively wherein they are being creative and
resourceful to give quality outputs and services.
Fourth, the government workers are likely to
experience stress at high risk due to peer support-
resource imbalance wherein junior leader/s attention is
required. Although they are receiving words of
encouragement and appreciation, sharing tasks, and
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giving assistance during hard tasks are bringing up
stress to each one of them.
Fifth, the government workers are unlikely to
experience stress at low risk due to relationship-
resource imbalance wherein no immediate action
required but may be improved. The different types of
relationships are tentative, transactional, and trusted.
These are beneficial because it limits the interactions
which create borderline lessening stress to be felt by
the respondents in the case of a tentative relationship.
In the case of a transactional relationship, it is bringing
productivity because of the fitted functions of each
member of their unit helping them reach their goals.
The last one is the trusted relationship where they also
build friendships inside the workplace.
Sixth, the government workers are almost certain to
experience stress at extreme risk due to role-resource
imbalance wherein senior leader/s immediate action is
required. Although respondents know their roles,
doing such made them feel the need for social-
emotional support. Their workloads themselves are
manageable for them. In the case of the respondents on
the managerial and supervisory level, stress is
extremely recurring because there are high
expectations of them reaching the target with their
respective teams. Moreover, these respondents have
professional expertise that the higher management
utilizes even though the tasks are beyond their core
functions. Since they are holding these high positions,
they feel that saying yes is what the unit really needs
to get the job done.
And lastly, the government workers are likely to
experience stress at a high risk due to change-resource
imbalance wherein junior leader/s management
attention is required. The changes in their working
environment such as work set up due to the pandemic
are bringing stress to them. There is a need for them to
learn new things to be flexible and adaptable to work
conditions. Nevertheless, they take this opportunity to
enhance their hard skills and soft skills by learning
new remote tools and improving communication skills.
Moreover, significant relationship is found between
age and job stress in terms of relationship, length of
service and job stress in terms of demands, peer
support, and relationship, and functional unit and job
stress in terms of managers support and peer support.
Thus, rejecting the null hypothesis that there is no
significant relationship in the above-mentioned areas
or source of stress.
The following themes emerged based on the interview
transcripts of the respondents. These are the highlights
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of their experiences of job stress in their workplace. In
the key area of demand, strategic planning, task
delegation, and monitoring, proper identification of
different tasks as a government worker and exploring
various ways in delivering services and tasks help the
respondents reduce stress. Moreover, doing
collaborative and individual office and field work is
part of how they achieve their goal as a unit. Part of
their work is writing accomplishments and special
reports. These are what they do in their respective
units and doing so does not exhibit a high level of
stress.
In the key area of control, the respondents feel full
control with tasks based on their expertise. However,
they are experiencing partial work control to tasks that
need co-workers’ expertise and approval. Due to
workload, having breaks are their choice but they
consider their weekends as a hard stop of working so
they can ease their stress by traveling spending time
with family, and other fun activities.
In the key area of manager’s support, there are several
platforms used in giving feedback: Facebook
messenger, email, and standard documents. However,
for them giving feedback through Facebook messenger
is very informal as they see Facebook as a personal
space that should not be tapped by co-workers about
work-related concerns. The content of feedback they
are receiving is generally about negative actions and
outcomes of their work. But they see this as room for
improvement, however, they are still seeking
appreciation from their manager and compliments, so
they may have high morale.
In the key area of peer support, respondents were able
to receive appreciation and words of appraisal for
every success and achieved the goal in the workplace.
Yet, peer support also includes reciprocal actions
which means that during hard tasks, if their co-workers
help them there is an expectation of them of help back
that co-worker if he/she will also encounter a hard task
which can be a potential factor for stress. Generally,
respect is felt by the respondents since they see the
peer support as a form of respect too wherein, they feel
being trusted of their potentials and honoring them of
what they can do for the unit.
In the key area of relationship, there are barriers
created that keep the interaction professional. For
tentative relationships, government workers have
minimal interaction which creates minimal stress but
manages to achieve targets. With transactional
relationships, government employees can do their jobs
based on required transactions where each worker are
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found to be a good fit with functions thus creating
minimal stress as well. Trusted relationships on the
other hand are friendships within the workplace. This
involves conversations about personal life and
families.
In the key area of role, respondents shared that they
could fulfill their roles properly since they have
understood what their duties in their respective units
are, however, these tasks are a lot of workloads and
some of their tasks are just added because it was their
line of expertise. Thus, leading to recurring stress.
Managerial and supervisory roles are crucial since they
are holding main tasks such as delegation of work,
monitoring, and execution. Respondents in these
positions have a line of expertise which also made
their immediate superior put more tasks aligned to
their expertise but are not part of their core functions
in the agency which also results in recurring
experiences of job stress.
In the key area of change, the major changes they
experience are the work set up because of the
pandemic and the management transition. During the
conduct of the study, DOST Regional Office
CALABARZON recently hired a new regional director
therefore, this brought new management styles. With
the current pandemic, the remote work setup affected
their work as well because there is a need to learn
remote tasks tools. Despite the changes, they still view
these as opportunities for growth by giving time to
enhancing their soft and hard skills.
Overall, the integration of findings revealed that the
qualitative results supplemented the survey’s
significant results. Moreover, the management
standard framework helped the researcher consider the
numerical values of the experiences of the government
worker’s stress in the workplace in terms of demand,
control, support (manager and peer), relationship, role,
and change as to the respondents profiling. At the
same time, complete evidence in the six key areas
through the narratives the workers contributed to this
study which are rich in gaining both depth and breadth
of the study.
This study revealed a significant relationship between
age and job stress, a significant relationship between
the length of service and job stress as to demands, peer
support, and relationship and there is a significant
relationship between the functional unit and job stress
as to managers’ support and peer support. Thus, the
following recommendations are hereby presented:
First, the organization may promote positive behaviors
at work to avoid conflict and ensure fairness, policies,
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and procedures to prevent or resolve unacceptable
behavior may be in place locally to respond to any
individual concerns that consider the composition of
the organization in terms of age group.
Second, the organization may provide its employees
with adequate and achievable demands in relation to
the agreed hours of work. Worker’s hard and soft skills
are continuously improved, and jobs are designed to be
within the capabilities of employees for them to be
able to cope with the demands of their jobs. Moreover,
the organization may continuously promote positive
behaviors at work to avoid conflict and ensure
fairness, policies, and procedures to prevent or resolve
unacceptable behavior. Also, the organization may
have systems in place to enable and encourage
employees to support their colleagues and know what
support is available and how and when to access it to
be able to do their job.
Third, the organization may have systems in place to
enable and encourage managers to support their staff
and employees to receive regular and constructive
feedback that can increase their work productivity.
Fourth, the researcher recommends using the modified
tool to the government agencies in general since the
data found in this study gave significant results that
agencies can use to investigate the sources of stress in
the work area. Furthermore, results from this tool can
be correlated to attendance records, staff turnover
figures, performance ratings, and accident reports.
Thus, they can do focus groups and policy
developments from the results of the survey.
And lastly, the researcher recommends further studies
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on stress among government workers and use the
findings to correlate them on the worker’s attendance
records, staff turnover figures, performance ratings,
and accident reports to be able to look into the
potential sources of stress in the workplace.
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nurses in the community: A cross-sectional study in the Philippines.
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Mayer, K. (2020, April 14). Employee stress levels caused by
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https://doi.org/10.12691/education-4-7-10
Affiliations and Corresponding Informations
Corresponding: Rona Jean Dimapilis
Email: rjdimapilis78@gmail.com
Phone:
Rona Jean Dimapilis:
Cognizant Technology Solutions Philippines, Inc.
901/901