Final Manuscript (Chapter 1 - 5)

JOCSON COLLEGE, INC.
Institute of Aviation
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Chapter I
THE PROBLEM AND ITS BACKGROUND
This chapter is generally composed of an introduction, background of the
study, statement of the problem, hypothesis, significance of the study, scope and
delimitations of the study, conceptual framework, research paradigm, and
definition of terms.
Introduction
Violence at work is devastating for employees and damaging for
organizations. Workplace bullying, the persistent exposure to interpersonal
aggression, and mistreatment from colleagues, supervisors, subordinates or
other work-related individuals, is a prevalent form of organizational violence that
threatens the overall health of the individual and the workplace structure. Indeed,
it has been shown to create a toxic work environment, and this negative behavior
imposes direct costs on both individuals and organizations (Lewis, Sheehan, &
Davies, 2018; Roscigno, Lopez, & Hodson, 2019). Hence, this workplace
phenomenon involves issues of worker rights, health and safety, and effective
organizational management.
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Recent empirical evidence has also shown that bullying is commonplace
and widespread among organizations, and that it is on the rise in many
workplaces (Ortega, Hogh, Pejtersen, & Olsen, 2019; Roscigno, Lopez, Hodson,
2019). Given its prevalence and the negative outcomes that are associated with
this behavior, workplace bullying has become an emerging concern for
employers, scholars, and researchers.
A review of the literature indicated that workplace bullying exists across
occupational sectors and organizational stratums. Bullying, however, unlike other
forms of workplace violence, has most often been regarded as a form of
psychological rather than physical harassment. In fact, some scholars have
indicated that this behavior represents an attempt by one worker to assert
psychological control (and hence demonstrate power) through the humiliation or
harassment of another. With that said, these actions often result in an unhealthy
and unproductive workplace. Consequently, some scholars have argued that
bullying is one of the most catastrophic issues within contemporary organizations
(Hoel, Faragher, & Cooper, 2014; Glendinning, 2021; Roscigno, Lopez, &
Hodson, 2019).
As previously noted, bullying at work is an increasing problem. In fact,
some researchers have claimed that incidents of workplace bullying have nearly
doubled in the past decade, and recent studies have reported that between 80
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and 90 percent of the workforce will suffer this type of abuse at some point in
their careers (Glendinning, 2021; Gouveia, 2017; Thomas, 2020). Moreover,
scholars have generally agreed that nearly all workers are affected by bullying at
work, either directly as the targets of this behavior or indirectly as observers.
Researchers have also identified this behavior among organizations of all sizes
and within a multitude of industries, and in workplaces throughout the world.
Work is a defining factor in a person’s life, identity, and well-being.
Therefore, any form of harassment or abuse, in the workplace, may negatively
impact the mental and physical health of an employee. Indeed, some
researchers have indicated that the experience of being bullied at work has
devastating immediate and long-term consequences, especially for the victims or
targets of this behavior. Moreover, several studies have shown that negative
emotions, psychological disorders (e.g., depression) and a wide array of physical
symptoms, commonly result from bullying at work, and a target’s emotional
injuries typically persist long after the bullying experience has ended. Scholars
have also widely indicated the various psychological effects of workplace
bullying. For example, some research has shown that the symptoms of bullying
are often consistent with those related to stress, anxiety, clinical depression, and
even post-traumatic stress disorder (Einarsen, Hoel, Notelaers, 2019; Roscigno,
Lopez, & Hodson, 2019).
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Even though there is no universally accepted definition of workplace
bullying, there is general agreement among researchers that this phenomenon is
an experience of repeated and persistent negative acts toward one or more
individuals, in a work-related environment. Some researchers have also argued
that these negative behaviors are designed to belittle, humiliate, isolate and
harass an intended target. Additionally, recent studies have shown that incidents
of workplace bullying may be perpetrated onto a worker by various sources such
as through the actions of one’s supervisors and colleagues, the organization’s
clients and customers or the organization itself. Furthermore, previous findings
have suggested that bullying is complex and variable, that it occurs vertically and
horizontally, within the organizational hierarchy, and that in some cases, this
behavior is perpetrated by those external to the organization of interest.
However, overall research has shown that the vast majority of workplace bullies
are supervisors or managers, who hold organizational positions that are
structurally higher than the individuals they target. Consequently, some scholars
have reported that an incident of bullying often represents the conflicts, power
struggles, and inequalities that are embedded in a workplace (Glendinning, 2021;
Mack, 2015; Gouveia, 2017).
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Background of the Study
As previously stated, bullying has been identified across various
occupational sectors and organizational roles; and in regards to the role of
gender, it has been reported that men and women are equally targeted for
workplace abuse (McGinley, 2008; Gouveia, 2007; Roscigno, Lopez, & Hodson,
2009). Moreover, even though bullying has been shown to be widespread among
organizations, some researchers have found significant differences in the
prevalence of this workplace behavior. For example, Ortega, Hogh, Pejtersen,
and Olsen (2009) reported that incidents of bullying varied among job types,
between gender-dominant occupations (i.e., male-dominated or female-
dominated jobs) and within specific organizations. These variations are believed
to be a result of the differences in the particular organizational culture prevailing
in the workplace under study (Baillien, Neyens, De Witte, & De Cuyper, 2009).
Researchers have also reported that cross-cultural variants and societal norms
may impact the types of bullying behaviors that are accepted or tolerated in
various organizations. For example, Lewis, Sheehan, and Davies (2018)
suggested that these negative behaviors appear to be less prevalent in countries
that have implemented legislation or governmental policies to address workplace
bullying (e.g., particular areas in Canada) and in regions of the world that have
been shown to have higher levels of worker autonomy (e.g., particular areas in
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Europe). Additionally, studies have shown that all forms of harassment and
abuse (e.g., sexual and non-sexual in nature) tend to emerge more commonly in
workplaces characterized by physically demanding work and among minority
work groups. In fact, the harassment and abuse of workers in these types of
workplaces has been shown to enforce formal and informal status hierarchies,
inequalities and social exclusion in employment (Lopez, Hodson, & Roscigno,
2019; Salin, 2013).
Recently, researchers have presented evidence on the importance of an
organization’s institutional framework—organizational structures such as the
formal policies, procedures and practices of a workplace, in the emergence of
bullying. For example, McGinley (2018) claimed that organizational (bullying)
practices are commonly related to a workplace’s structural masculinities—the
subtle and unwritten guidelines and tendencies to promote and favor masculine-
oriented identities and behaviors within an organization. It appears likely that
these structured masculinities may define and reinforce certain work (e.g.,
nursing) or jobs (e.g., truck drivers) as masculine or feminine.
Some studies have indicated that the bullying practices and policies
embedded, within organizations, may create potentially harmful and abusive
environments for workers, especially for those with conflicting gender and
occupational roles. For example, when a worker’s gender violates that of the
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expected occupational norms for their profession (e.g., female truck drivers), he
or she may be more vulnerable to bullying experiences. This vulnerability is
evidenced by research, which has indicated that increased incidents of bullying
are frequently related to violations of occupational gender norms. Indeed,
bullying has also been shown to have disparate impacts on gender
nonconforming men and women such as those who are employed in jobs (e.g.,
male nurses) traditionally performed by the opposite sex (McGinley, 2018).
Additionally, the literature has indicated that both structured masculinities
and gendered constructs may allow for or encourage ritualized forms of bullying
— aggressive displays of behavior towards subordinates, newly hired workers,
members of minority groups and other specifically targeted individuals in the
workplace (McGinley, 2018; Hoel, Cooper, & Faragher, 2021).
Another group of individuals who consistently experience some of the
highest levels of workplace bullying are unskilled workers, in male-dominated
occupations, such as those in manual-labor construction jobs have also identified
several structural and social vulnerabilities that are predictive of these workers
being bullied, such as racial minority membership and the holding of a low status
occupational position within an organization (e.g., an entry level or contingent
position). With that said, the current study expanded on these findings by
investigating workplace bullying in the temporary-labor industry, a sector of the
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workforce that has been shown to be especially vulnerable to work-related
harassment and abuse. In fact, this industry vulnerability is due, in part, to the
fact that most temporary-labor jobs are low in status, power, and pay (Cook,
2014; Grow, 2013; Martino & Bensman, 2018).
Statement of the Problem
General Problem
This study aimed to determine the strategies to combat workplace bullying
in aviation industry in Metro Clark.
Specifically, it sought to answer the following questions:
1. The demographic profile of the participants be described in terms of:
1.1 age;
1.2 sex;
1.3 religion;
1.4 years of experience; and
1.5 position.
2. How may the workplace bullying in aviation industry at Metro Clark be
described in terms of:
2.1 demographics;
2.2 color;
2.3 physical attribute; and
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2.4 socio-economic status.
3. How may the strategies to combat workplace bullying in aviation industry
at Metro Clark be described in terms of:
3.1 inclusivity;
3.2 policy;
3.3 equal opportunity; and
3.4 sensitivity.
Objective of the Study
The goal of this study was to determine the ways on how to analyze the
strategies in combatting workplace bullying in aviation industry at Metro Clark.
Further, this study will also determine the various strategies used by the various
aviation companies to assure that no bullying in the workplace is evident and
existing. This study will also provide some insights and information to all the
people working in the aviation industry on how to combat workplace bullying and
how to eradicate such adversity.
Hypotheses
H 0 : Strategies are not effective to combat workplace bullying in aviation industry
at Metro Clark.
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H 1 : Strategies are effective to combat workplace bullying in aviation industry at
Metro Clark.
Significance of the Study
The significance of the study is a section in the introduction of the thesis or
paper. Its purpose is to make clear why the study was needed and the specific
contribution of the research made to furthering academic knowledge in the field.
This study will play a significant role to all the significant people who will
play a big role in this study. Further, the significance of this study is to check the
various strategies to combat workplace bullying in aviation industry at Metro
Clark. Additionally, this study will significantly provide information to all
significant people.
Furthermore, the following individuals will benefit most from this study:
Students. This study will provide the students some information and basic
knowledge regarding the issues and concerns in the workplace in any aviation
company. Further, this study will enlighten the students as the students will
prepare themselves in the workplace and in any field of endeavor.
Employees in the Aviation Industry. This study will provide various information
to the employees or workers in the aviation industry on how impactful workplace
bullying is and on how it affects the other employees in all aspects of human life.
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This study will also provide the employees needed information to not bully
anyone nor to discriminate anyone.
Employers in the Aviation Industry. This study is significant to the employers
in the aviation industry because this study will provide them various information
on how to assure that no bullying is existing in the workplace. That all employees
are equally treated and recognized. Further, this study will provide the employers
all needed strategies to make sure that all employees are receiving equal
opportunity, and to assure that, no one is being bullied nor discriminated.
Human Resource Manager. This study will be beneficial to the HR Manager for
it will give the HR Manager the enough information and knowledge on what are
the things that a certain company should apply and implement to elicit the effects
of bullying and what are the things the company need to do in the event that
bullying will occur.
School Administrators. This study will benefit the school administrators for it
will provide all persons involved all things that are vital to promote a safe and
conducive working and learning environment to both the employees and the
students.
Future Researchers. This study will be beneficial to the future researchers for it
will provide them basic knowledge and information regarding the different
strategies to combat workplace bullying in aviation industry. Moreover, the future
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researchers can use this study to test the variable of the study to other industries
aside from the aviation industry.
Scope and Limitation of the Study
The study’s scope and delimitations are the sections where the
researchers will define the broader parameters and boundaries of the research.
The scope details are what the study will explore, such as the target population,
extent, or study duration. Delimitations are factors and variables not included in
the study.
This study is limited to the employees of aviation companies within Metro
Clark in Clark, Angeles City, Pampanga. No specific age limit and year of
working experience will be checked, so long as the participants are already
working in the aviation company. Further, one hundred (100) participants will
serve as the information-feeder of the study. 100 employees that are currently
working in any aviation company within the Metro Clark will partake on the study.
Those who are just working in any aviation company as on-the-job trainees will
not be part of the study. It will only be limited to the variable workplace bullying
and no other variables will be tackled or discussed.
Conceptual Framework
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The figure below shows the process on how the researchers will conduct
the study. From the input, to the process, down to the output or the objective of
the study.
The INPUT of the study are the participants and the statement of the
problem. The input will serve as the basis where all information will be coming.
The PROCESS is the step-by-step procedure that the researchers will
conduct to gather all data and information needed to make sure that the study is
valid and reliable.
The OUTPUT is the outcome of the study or the objective of the study.
The output part will discuss the main idea of the study.
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INPUT PROCESS OUTPUT
 Statement  Crafting of  Eradicate
of the survey workplace
problem questionnaire bullying in
 Workers  Administering aviation
or of survey industry
employee  Collection of at Metro
s in the survey Clark
aviation questionnaire
industry at s
Metro  Analysis and
Clark organization
of data
 Interpretation
and
presentation
of data
Figure 1: Paradigm of the Study
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Definitions of Terms
Combat. It means to fight or to eradicate.
Bullying. It comes into different forms. It is an act of violence.
Aviation Industry. A field of endeavor or industry that deals with anything that
has something to do with aviation or aircraft.
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Chapter II
REVIEW OF RELATED LITERATURE AND STUDIES
This chapter cited researches, articles, and laws relevant to the present
study. It comprises related literature and local and foreign studies containing
facts and information on the research problem. It also explains and makes logical
links between the prior research and the current research.
Researchers have traditionally examined workplace bullying by
determining its prevalence among various occupations and identifying at risk
groups within particular organizations. Some of these studies have investigated
bullying by focusing on specific professions (healthcare, education, etc.) while
others have examined its frequency across different work sectors. The majority of
this research, however, has focused almost exclusively on an organization’s
permanent workforce. Therefore, researchers have largely failed to adequately
examine or account for temporary-workers (i.e., temporary-laborers). This is
despite the fact that this group of workers is a substantial and important part of
the workforce (Williams, 2019; Davidson, 2020).
Traditionally, workplace bullying has been viewed as an internal problem
within organizations. Therefore, this type of bullying is usually considered to be
an experience between two or more workers, within the same organization.

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Moreover, until now, research has largely ignored bullying that is work related but
perpetrated by individuals outside of one’s organization of employment. This is
despite the fact that it is often necessary for workers, in certain occupations (i.e.,
temporary-laborers), to have regular and, sometimes, prolonged interactions with
individuals (patients, clients, customers, vendors, etc.) from outside of their
organization of employment, while at work (Ortega, Hogh, Pejtersen, & Olsen,
2019).
Previously, bullying research has largely focused on workplace bullying
experiences that are perpetrated by supervisors onto subordinates (Ortega,
Hogh, Pejtersen, & Olsen, 2019; Lewis, Sheehan, & Davies, 2018; Roscigno,
Lopez, and Hodson, 2019; Baillien, Neyens, De Witte, & De Cuyper, 2019).
However, a substantial amount of empirical evidence suggests that in certain
sectors of the workforce, including the service and health care fields, bullying is
just as likely to be perpetrated by individuals external to a victim’s organization of
employment, such as by an organization’s clients or customers, as it is by those
internal to an organization, such as by one’s supervisors or co-workers (Ortega,
Hogh, Pejtersen, & Olsen, 2019; Roscigno, Lopez, & Hodson, 2019).
A review of the literature has also indicated that the structural inequalities
(e.g., policies and practices) of organizations themselves may stimulate worker
bullying. For example, some research has suggested that organizations, which
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are structured in a more hierarchical manner, may create an environment that
leads to increased incidents of workplace bullying. In fact, this may be especially
true when an organization’s ranks (e.g., a chain of command) are clearly marked
by levels of power and prestige (Roscigno, Lopez, and Hodson, 2019; Baillien,
Neyens, De Witte, & De Cuyper, 2019).
Overall, it has only been relatively recently that workplace bullying has
been scientifically studied, and not until the last ten years or so has there been a
substantial increase of interest and activity, among scholars and researchers
trying to understand and deal with the problems of non-discriminatory
harassment and abuse at work (La Van & Martin, 2008; Lewis, Sheehan, &
Davies, 2018; Baillien, Neyens, De Witte, & De Cuyper, 2019).
Therefore, there are still many things that are not understood about this
dysfunctional behavior, in the context of organizations (McGinley, 2018; Lewis,
Sheehan, & Davies, 2018; Roscigno, Lopez, & Hodson, 2019).
For example, many questions still remain about the underpinnings of
workplace bullying and the many materials and social psychological costs that
arise from the harassment and abuse of employees at work (Roscigno, Lopez, &
Hodson, 20019; Zapf, Einarsen, Hoel, & Vartia, 2013).
he phenomenon of bullying has been identified as a significant social
issue, especially in schools and educational settings, but scholars have only
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recently begun to focus on the concept of workplace bullying and its role in
modern organizational dynamics (Glendinning, 2021; Roscigno, Lopez, &
Hodson, 2019; Lewis, Sheehan, Davies, 2018).
There have been various predictors of workplace bullying that have been
presented in the literature, including personality, demographic, behavioral,
structural and organizational variables (Aquino & Thau, 2019; Coyne, Seigne, &
Randall, 2020).
Researchers, however, have largely focused on the psychological
characteristics of bullies and their victims, when attempting to understand the
negative behaviors at hand. In fact, it has only been during the last decade or so
that scholars have started to consider the social and organizational components
of bullying. For example, some recent studies have shown that certain workplace
variables, including organizational leadership styles, relational power dynamics
within organizations, and an individual’s actual or perceived occupational status,
are all factors that are capable of increasing a worker’s likelihood of being bullied
(Gouveia, 2017; McGinley, 2018; Ortega, Hogh, Pejtersen, & Olsen, 2019;
These recent approaches to studying workplace bullying are due, in part,
to the growing economic globalization and other economy related pressures,
such as organizational competition from restructuring, downsizing, outsourcing,
and so on (Harvey & Treadway, 2016)
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DOLE Rulings
The Philippines Department of Labor and Employment (DOLE) has issued
guidance to employers and workers to implement mental health policies and
programs to comply with the Mental Health Act or RA11036. The Department
Order No. 208, signed on 11 February 2020, applies to employers in the formal
sector, including those that deploy overseas Filipino workers (OFWs).
Background
The Mental Health Act was enacted on 5 July 2018, requiring employers
to develop policies, procedures and mental health resources aimed at reducing
the stigma and discrimination associated with mental conditions, as well as
providing support for individuals with mental health conditions. In February, the
DOLE published Department Order No. 208 with guidelines for all private sector
workplaces to implement a Mental Health Workplace Policy and Program.
Components of a mental health program include advocacy, education, training,
work accommodation, confidentiality of information, disclosure of medical or
mental condition, compensation and benefits.
Overview
Employers must submit their Mental Health Workplace Policy and
Program to their regional DOLE office. They may seek assistance in the
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formulation and implementation of the program from the labor department,
Department of Health and other organizations that deliver mental health services.
The mental health program should be prepared by the organization’s
management and employee representatives and should be included in the
company’s occupational safety and health (OSH) program.
Employers shall:
 Develop, implement, monitor and evaluate mental health workplace
policies and programs. They may seek assistance from mental
health service providers.
 Develop and implement programs with reporting mechanisms to
address and prevent bullying such as cyber bullying/mobbing,
verbal, sexual and physical harassment, all forms of work-related
violence, threats, shaming, alienation and other forms of
discrimination which may lead to a mental health problem.
 Ensure there are adequate resources to implement and sustain
mental health workplace programs.
 Ensure they provide the necessary training to OSH personnel and
Human Resource Officers who will develop, implement and monitor
the mental health workplace policies and programs.
 Provide the necessary work accommodation when needed.

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 Develop mechanisms for referral of workers at risk of developing or
with mental health condition for appropriate management.
 Ensure compliance to all requirements of existing legislations and
guidelines related thereto.
Failure to implement an approved plan could result in an administrative fine of up
to PhP 40,000.
Synthesis
The cited studies and literatures above focus on the effects of workplace
bullying to every worker or employee. How it affects the workers physically,
socially, emotionally, psychologically, mentally, and spiritually.
Moreover, the cited literatures and studies above has proven that,
workplace bullying affects every employee negatively and drastically. And to
further elaborate such literatures and studies, the researchers will collect all
needed data to suffice the need of the study and to make sure that the
information mentioned are all anchored to the objectives of the study.
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Chapter III
RESEARCH DESIGN AND METHODOLOGY
This chapter focuses on the research design, methods of the researcher's
study, the study participants, the data gathering instrument, the process of
gathering data, and the validation of instruments to execute the researcher's
study.
Methods of Research
This study is quantitative research which means, all data that will be
presented on this study are stated in numbers, and mathematical figures.
Quantitative research is a type of research wherein, all data are interpreted
numerically through the use of a specific statistical tool.
The researchers will imply the use of Descriptive Research as its research
design. Descriptive research is a type of quantitative research wherein, the
variables, factors, are being described and explained. Descriptive research aims
to accurately and systematically describe a population, situation or phenomenon.
It can answer what, where, when and how questions, but not why questions. A
descriptive research design can use a wide variety of research methods to
investigate one or more variables.
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As mentioned by McCombes, S. (2019), Descriptive research aims to
accurately and systematically describe a population, situation or phenomenon. It
can answer what, where, when and how questions, but not why questions.
A descriptive research design can use a wide variety of research methods
to investigate one or more variables. Unlike in experimental research, the
researcher does not control or manipulate any of the variables, but only observes
and measures them.
Participants of the Study
The population or so-called participants of the study are important
because the participants are responsible for providing answers and information
to the researchers which is vital in the analysis of the results of this study.
The participants of the study will be the employees or workers in any
aviation company or in the aviation industry within the Metro Clark in Clark,
Angeles City, Pampanga. There will be one hundred (100) participants who will
partake in the study and will answer the instrument of the study.
Simple random sampling is a probability sampling technique wherein,
respondents from a certain population will be chosen randomly.
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As explained by Thomas, L. (2022), A simple random sample is a
randomly selected subset of a population. In this sampling method, each member
of the population has an exactly equal chance of being selected.
This method is the most straightforward of all the probability sampling
methods, since it only involves a single random selection and requires little
advance knowledge about the population. Because it uses randomization, any
research performed on this sample should have high internal and external
validity, and be at a lower risk for research biases like sampling bias and
selection bias.
Data Gathering Instrument
A research instrument plays a vital role in the data collection procedure.
Without the research instrument, researchers will not be able to collect or gather
any data which the researchers will use to interpret and analyze the results of the
study.
As stated by McLeod, S. (2018), A questionnaire is a research instrument
consisting of a series of questions for the purpose of gathering information from
respondents. Questionnaires can be thought of as a kind of written interview.
They can be carried out face to face, by telephone, computer or post.
Questionnaires provide a relatively cheap, quick and efficient way of obtaining
large amounts of information from a large sample of people.
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Researchers have utilized the use of survey questionnaire in gathering
and collecting data. Utilization of survey questionnaire in gathering quantitative
data is vital and imperative. It will provide you data that are valid and reliable.
Furthermore, the researchers have utilized the use of 4-point Likert Scale in the
survey questionnaire.
Data Gathering Procedures
Data collection procedure is a process where researchers should state the
processes that the researchers have done in collecting or gathering data which
the researchers will be needing in analyzing and interpreting the results of the
study.
First, the researchers will craft a questionnaire that is anchored on the
study’s statement of the problem --- general and specific problems or questions.
After which, the researchers will have the questionnaire validated by a
statistician, and grammarian and have it checked by the research adviser.
Next, the researchers should secure a permission letter to conduct survey
among the respondents.
Lastly, the researchers need to gather all answered questionnaire, collect
and organize all data, interpret, and present all data.
The mentioned step-by-step process above shall be taken by the
researchers in an orderly and organized manner.
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Validation of Instruments
Validity refers to the extent to which an instrument measures what it was
intended to measure. Therefore, an instrument is considered "valid" if it
measured what it set out to measure. Validity is associated with quantitative data
collection, and requires various statistical techniques and concepts to establish.
As for the validation of instrument, the researchers will seek professional
help and assistance from an English critic or grammarian, a Statistician, or
someone who is expert in making research --- research teacher, adviser, or critic.
Validation of the research instrument is needed to make sure that the
instrument is valid and reliable and is good for administering to the participants of
the study. Further, the researchers will also conduct a pilot testing and reliability
testing to ensure the validity and reliability of the research instrument.
Statistical Treatment of Data
This part of the research discusses the data processing technique used by
the researchers in analyzing and interpreting data. While the statistical treatment
of statistical tool is used to compute and solve all the data gathered from the data
collection procedure conducted by the researchers.
The researchers will utilize the use of Descriptive Statistics such as
frequency distribution and percentage distribution. Descriptive statistics describe,
show, and summarize the basic features of a dataset found in a given study,
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presented in a summary that describes the data sample and its measurements. It
helps analysts to understand the data better.
Percentage distribution
Percentage (%) This was used to describe the relationship of the group with
the whole population.
Formula:
P = f/N x 100
Where:
P = percentage
f = frequency
N = total frequency (population)
Agreement Scale
VERBAL DESCRIPTOR RANGE
STRONGLY DISAGREE 3.26 TO 4.00
DISAGREE 2.51 TO 3.25
AGREE 1.76 TO 2.50
STRONGLY AGREE 1.00 TO 1.75
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Chapter IV
DATA PRESENTATION, ANALYSIS, AND INTERPRETATION
This chapter discusses all the results gathered from the survey conducted
by the researchers. Furthermore, this chapter also shows the interpretation of all
the results organized by the researchers.
1. Demographic Profile
AGE FREQUENCY PERCENTAGE

18 TO 25 YEARS OLD 42 42.00%
26 TO 35 YEARS OLD 38 38.00%
36 TO 45 YEARS OLD 12 12.00%
46 TO 55 YEARS OLD 6 6.00%
56 YEARS OLD AND ABOVE 2 2.00%
TOTAL 100 100.00%
Table 1: Age of the Respondents
As presented on Table 1, almost half or 42% of the population were from
the age group 18 to 25 years old. 38 out of 100 respondents were from the age
group 26 to 35 years old, 12 were from the age group 36 to 5 years old, 6 were
from the age group 46 to 55 years old, and only 2 were from the age group 56
years old and above. It is noticeable that there were more respondents that were
from the age group 18 to 25 years old because some of them were newly hired
and just started their jobs.
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GENDE FREQUEN PERCENTA

R CY GE
MALE 82 82.00%
FEMAL
E 18 18.00%
TOTAL 100 100.00%
Table 2: Gender of the Respondents
As aforementioned, 82 out of 100 respondents were male and 18 were
female. This is usual and normal because most of those who were working in any
aviation company were male because as a stigma and norm in the society,
aviation work is for the men.
RELIGION FREQUENCY PERCENTAGE

CATHOLIC 60 60.00%
METHODIST 5 5.00%
SEVENTH DAY ADVENTIST 5 5.00%
JEHOVA'S WITNESS 10 10.00%
IGLESIA NI CRISTO 13 13.00%
OTHERS 7 7.00%
TOTAL 100 100.00%
Table 3: Religion of the Respondents
As shown on Table 3, 60 out of 100 respondents were members of the
Catholic sect since Philippines is a Catholic country and almost the entire
population of the country were Catholics. 13 were members of the religious group
Iglesia ni Cristo. 10 were members of Jehova’s Witness, 7 chose others, 5 were

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Methodists, and 5 were members of the Seventh Day Adventist. It is clearly
stated above that Philippines is a diverse country of different religious groups.
YEARS OF EXPERIENCE FREQUENCY PERCENTAGE

BELOW 1 YEAR 45 45.00%
1 TO 2 YEARS 25 25.00%
3 TO 4 YEARS 15 15.00%
5 TO 6 YEARS 10 10.00%
7 YEARS AND ABOVE 5 5.00%
TOTAL 100 100.00%
Table 4: Years of Experience of the Respondents
Based on table 4, regarding the years of experience of the respondents in
the aviation industry, 45 out of 100 respondents have been working for less than
a year already. 25 have been working for 1 to 2 years, 15 have been working for
3 to 4 years, 10 have been working for 5 to 6 years, and 5 have been working for
7 years and above already.
FREQUENC PERCENTAG
POSITION Y E
RANK AND FILE 44 44.00%
MANAGER 5 5.00%
SUPERVISOR 5 5.00%
ACCOUNTING 6 6.00%
OTHERS 40 40.00%
TOTAL 100 100.00%
Table 5: Position of the Respondents
31
As presented on Table 5, since most of the respondents have been
working for less than a year, and most were from the age group 18 to 25 years
old, that is why 44 out of 100 respondents were Rank and File in the company
where they are currently working. 5 were Managers, 5 were Supervisors, and 6
were from the Accounting Department.
40 out of 100 respondents chose others. Their positions were Engine
Inspectors, Baggage Handlers, and Aircraft Mechanics. Some were Enlisted
Officers.
FREQUENC PERCENTAG
NATIONALITY Y E
FILIPINO 100 100.00%
AMERICAN 0 0.00%
KOREAN 0 0.00%
JAPANESE 0 0.00%
OTHERS 0 0.00%
TOTAL 100 100.00%
Table 6: Nationality of the Respondents
Based on Table 6, since Metro Clark is diverse with various nationalities
such as Koreans, Americans, Japanese, and Chinese, that is why the
researchers considered these nationalities as well. On the other hand, as shown
above, all of the respondents or 100% of the total population were Filipinos.
2. Workplace Bullying in Aviation Industry in Metro Clark

STATEMENT AVERAG STANDARD VERBAL
S E DEVIATION DESCRIPTOR
STRONGLY
S1 3.35 0.02245 DISAGREE
32
STRONGLY
S2 3.4 0.02488 DISAGREE
STRONGLY
S3 3.34 0.0079 DISAGREE
STRONGLY
S4 3.34 0.00808 DISAGREE
STRONGLY
S5 3.35 0.00424 DISAGREE
GRAND STRONGLY
MEAN 3.356 0.00944 DISAGREE
Table 7: Averages and Verbal Descriptors for DEMOGRAPHICS
As shown above, the respondents strongly disagreed that they are being
bullied because of their religion, because of their gender identity or sexual
preference, because of their age, because of their years of experience, and
because of their position in their respective companies
The computed averages were 3.35, 3.4, 3.34, 3.34, and 3.35, respectively.
Which means that, the respondents were not bullied in their respective
companies because of their demographics or demographic profile. This claim is
true and acceptable because all computed standard deviations were all less than
1.25 which is stated in the Standard Deviation Index (SDI).
Generally, the computed grand mean which was 3.356 fall under strongly
disagree meaning, no respondent is being bullied because of their demographic
within the workplace.
33

STRONGLY
S6 3.47 0.03742 DISAGREE
STRONGLY
S7 3.55 0.03564 DISAGREE
STRONGLY
S8 3.56 0.03559 DISAGREE
STRONGLY
S9 3.48 0.01528 DISAGREE
STRONGLY
S10 3.49 0.01414 DISAGREE
GRAND STRONGLY
Table 8: Averages and Verbal Descriptors for COLOR
As aforementioned, same with the demographics, the respondents
strongly disagreed that they are being bullied because of their color, skin color or
complexion. That their skin color is being respected by their colleagues or co-
workers. The computed averages were 3.47, 3.55, 3.56, 3.48, and 3.49,
34
respectively. These values were all acceptable because all computed standard
deviations were less than 1.25.
Further, the computed grand mean which was 3.51 states that the
respondents totally strongly disagreed that they were being bullied within the
workplace because of their skin color.
These are all acceptable because the computed standard deviation was
0.01181 which is less than 1.25 which is stipulated in the SDI.

STRONGLY
S11 3.36 0.05535 DISAGREE
STRONGLY
S12 3.39 0.06023 DISAGREE
STRONGLY
S13 3.36 0.06954 DISAGREE
STRONGLY
S14 3.33 0.08119 DISAGREE
STRONGLY
S15 3.49 0.07354 DISAGREE
GRAND STRONGLY
Table 9: Averages and Verbal Descriptors for PHYSICAL ATTRIBUTE
As aforementioned, the respondents, based on the computed averages
that were 3.36, 3.39, 3.36, 3.33, and 3.49, respectively, that the respondents
35
strongly disagreed that they were being bullied because of their physical attribute
or appearance. Further, the respondents strongly disagreed that there is no
equality within the workplace.
Moreover, the computed standard deviations for each statement were all
less than 1.25 meaning, all results were acceptable.
Also, the computed grand mean which was 3.386 also have a verbal
descriptor of strongly disagree. Generally, the respondents strongly disagreed
that they were being bullied or discriminated because of their physical attribute.
These results are all acceptable because the computed standard deviation was
0.01034 which is less than 1.25 that is stipulated in the SDI.

STRONGLY
S16 3.45 0.02786 DISAGREE
STRONGLY
S17 3.44 0.02574 DISAGREE
STRONGLY
S18 3.43 0.0234 DISAGREE
STRONGLY
S19 3.39 0.0197 DISAGREE
STRONGLY
S20 3.38 0.02687 DISAGREE
GRAND STRONGLY
Table 10: Averages and Verbal Descriptors for SOCIO-ECONOMIC STATUS
As presented on Table 10, same with the previous tables, the verbal
descriptors associated with every statement are all strongly disagree. This
36
means that, the respondents strongly disagreed that they were never bullied
because of their socio-economic status or their standing in the society or level of
living.
The computed averages were 3.45, 3.44, 3.43, 3.39, and 3.38,
respectively. All have a verbal descriptor of strongly agree and standard
deviations that were all less than 1.25.
Generally, the computed grand mean which was 3.418 and a verbal
descriptor of strongly disagree, indicates that the respondents strongly agreed
that they were never bullied in the workplace because of their socio-economic
status. This is acceptable because the computed standard deviation was
0.00326 which is less than 1.25 that is stated in the SDI.
3. Strategies to Combat Workplace Bullying in Aviation Industry at

Metro Clark
VERBAL
AVERAG STANDARD DESCRIPTO
STATEMENTS E DEVIATION R
STRONGLY
S1 1.59 0.08727 AGREE
STRONGLY
S2 1.44 0.0711 AGREE
STRONGLY
S3 1.55 0.08206 AGREE
STRONGLY
S4 1.39 0.05178 AGREE
STRONGLY
S5 1.37 0.0693 AGREE
37
GRAND STRONGLY
MEAN 1.468 0.0137 AGREE
Table 11: Averages and Verbal Descriptors for INCLUSIVITY
As aforementioned, the computed averages for the statements pertaining
to the inclusivity within the workplace as a strategy to combat workplace bullying
were 1.59, 1.44, 1.55, 1.39, and 1.37, respectively. This means that, the
respondents strongly agreed that inclusivity is one of the strategies to combat
bullying in the workplace.
Further, the respondents strongly agreed that every employee should be
accepted in all forms, the workplace should promote acceptance, all employees
of different race should be accepted, and no employee should be left behind.
Generally, the respondents strongly agreed that inclusivity is a key to
combat such issue because the computed grand mean was 1.468 and a verbal
descriptor of strongly agree and standard deviation of 0.0137 which is less than
1.25 which means that all results were acceptable.

STRONGLY
S6 1.36 0.04069 AGREE
STRONGLY
S7 1.33 0.04199 AGREE
STRONGLY
S8 1.41 0.02002 AGREE
STRONGLY
S9 1.42 0.02411 AGREE
S10 1.44 0.03394 STRONGLY
38
AGREE
GRAND STRONGLY
MEAN 1.392 0.00981 AGREE
Table 12: Averages and Verbal Descriptors for POLICY
As presented on Table 12, the respondents strongly agreed that clear
policies and guidelines regarding bullying and how to elicit such should be
implemented within the workplace and for it to be mitigated as well.
respectively. All have a verbal descriptor of strongly agree. This indicates that the
respondents strongly agreed that the companies should reprimand those
employees who will be caught and who were guilty of committing such. Further,
the respondents strongly agreed also that there should be strict implementation
of these policies within the workplace to combat bullying.
The computed grand mean which was 1.392 have a verbal descriptor of
strongly agree which means that the respondents strongly agreed that policies
should be implemented and be coordinated and consolidated properly with all
people concern. These values and claims were acceptable because the
computed standard deviation was 0.00981 which is less than 1.25 that is stated
in the SDI.

STRONGLY
S11 1.45 0.04147 AGREE
39
STRONGLY
S12 1.49 0.04506 AGREE
STRONGLY
S13 1.52 0.05099 AGREE
STRONGLY
S14 1.4 0.04726 AGREE
STRONGLY
S15 1.49 0.01414 AGREE
GRAND STRONGLY
MEAN 1.47 0.01474 AGREE
Table 13: Averages and Verbal Descriptors for EQUAL OPPORTUNITY
As presented on the table above, the computed averages were 1.45, 1.49,
1.52, 1.4, and 1.49, respectively. These values have a verbal descriptor of
strongly agree which means that, the respondents strongly agreed that providing
equal opportunities towards every employee, of all race, regardless of forms,
should be given equal rights and chances. Further, the respondents strongly
agreed that no employee should be left behind.
The computed standard deviations for each statement all have a standard
deviation that were all less than 1.25.
Overall, the computed grand mean which is 1.47 have a verbal descriptor
of strongly agree. The computed grand mean indicates that the respondents
really and totally strongly agreed that equal opportunities were given toe every
employee.

S16 1.58 0.02577 STRONGLY
40
AGREE
STRONGLY
S17 1.63 0.02744 AGREE
STRONGLY
S18 1.62 0.02468 AGREE
STRONGLY
S19 1.56 0.01929 AGREE
STRONGLY
S20 1.59 0.00424 AGREE
GRAND STRONGLY
MEAN 1.596 0.00947 AGREE
Table 14: Averages and Verbal Descriptors for SENSITIVITY
As shown on the table above, the computed averages all have a verbal
descriptor of strongly agree. Meaning, the respondents strongly agreed that,
every employee should be sensitive enough with every employee, every
employee should be sensitive with the demographics of their com-employees,
and higher-ups should be sensitive with every employee and the way on how
they treat them.
respectively. All values were acceptable because the computed standard
deviations were all less than 1.25.
Generally, the computed grand mean which was 1.596 have a verbal
descriptor of strongly agree. Meaning, the respondents strongly agreed that
sensitivity is one of the strategies to combat workplace bullying. This claim is true
because the computed standard deviation was 0.00947 which is less than 1.25
which is stipulated in the SDI.

41
Chapter V
SUMMARY OF FINDINGS, CONCLUSIONS, AND RECOMMENDATIONS
This chapter includes the summary of findings, conclusions,
recommendations, and other significant parts of the research which were crafted
by the researchers after conducting the survey to the respondents and analyzing
all data thru the use of a specific statistical tool.
Summary of Findings
Based on the survey conducted by the researchers, after analyzing all the
results, and interpreting the data gathered, the following are the summary of all
the results.
1. Based on the results, 42 respondents were 18 to 25 years old, 38 were 26
to 35 years old, 12 were 36 to 45 years old, 6 were 46 to 55 years old, and
2 were 56 years old and above.
42
2. Almost all respondents were male having 82% or 82 out of 100
respondents were male because there is a stigma in the society that
aviation work is for men. 18 out of 100 respondents were female.
3. Based on the results of the survey as well, 60 out of 100 were Catholics, 5
were Methodists, 5 were Seventh Day Adventists, 10 were Jehova’s
Witness, 13 were members of Iglesia ni Cristo, and 7 chose others.
4. 45 out of 100 respondents or 45% were working for less than a year
already, 25 were working for 1 to 2 years, 15 were working for 3 to 4
years, 10 were working for 5 to 6 years, and 5 were working for 7 years
and above already.
5. Most of the respondents were Rank and File having 44 respondents, 40
chose others which include Engine Inspectors, Aircraft Mechanics. 5 were
Managers, 5 were Supervisors, and 6 were part of the Accounting
Department.
6. And as for the nationality, 100% of the total population were Filipinos
despite the fact that Metro Clark is a diverse place or city.
7. As for the workplace bullying, the respondents strongly disagreed that
they were being bullied because of demographics, color, physical
attribute, and socio-economic status with computed averages of 3.356,
3.51, 3.386, and 3.418, respectively.
43
8. As for the strategies to combat workplace bullying in the aviation industry
in Metro Clark, the respondents strongly agreed that inclusivity, policies,
equal opportunities, and sensitivity are some of the strategies to combat
such with averages of 1.468, 1.392, 1.47, and 1.596, respectively.
9. Lastly, after analyzing all the results, and understanding the data
gathered, the null hypothesis is rejected. Which means that, strategies are
effective to combat workplace bullying in aviation industry at Metro Clark.
Conclusions
Based on the results of the study and the survey administered and
conducted by the researchers, the following are the conclusions crafted by the
researchers.
1. The researchers concluded that, since there are female workers within the
aviation industry in Metro Clark, aviation work is diverse and no longer
exclusive for male employees only.
2. The researchers also concluded that, the aviation industries are not about
the age, gender, religion, years of experience, and nationality of the
employees. The aviation companies are about the skills and qualifications
that the employees have and possess.
44
3. The researchers concluded as well that, there is no existing workplace
bullying within the aviation industries in Metro Clark because the
respondents never experienced bullying in terms of their demographics,
color, physical attribute, and socio-economic status.
4. Further, the researchers concluded also that, inclusivity, policies, equal
opportunities, and sensitivity were some of the strategies to combat
workplace bullying in the aviation industries in Metro Clark and to elicit its
effects.
5. Lastly, the researchers concluded that, the aviation industries provide and
applies strategies to combat workplace bullying within their companies
and do not let any employee to bully anyone. This conclusion is crafted
from the rejection of the null hypothesis.
Recommendations
After conducting the survey, gathering all the results, and crafting all the
conclusions, the following are the recommendations of the researchers to the
significant individuals to further enhance the study and for further growth of
knowledge.
45
To the Aviation Companies. To provide and apply policies that will elicit the
effects of workplace bullying and to cater the problems experienced by every
employee in terms of bullying.
To the Human Resource Managers. To implement rules and regulation as well
as sanctions to those employees who will be proven guilty of committing such
action --- bullying.
To the Heads/Managers/Supervisors. To maintain discipline and respect within
the employees, to reprimand employees that are misbehaving and that are
bullying anyone.
To the Employees. To be vigilant in terms of bullying and to not be afraid of
stating facts to the higher-ups in the event that the employees experienced
bullying. Further, to also respect others in all forms, of different races.
To the Future Researchers. To not only focus on workplace bullying but to also
assess and investigate other variables and to not only confine the study to the
aviation industries but to also conduct the study to other industries because
some are experiencing bullying as well.
46
References
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and West: exploring cross-cultural interactional justice as a mediating
mechanism. Eur. Manag. J. 10.1016/j.emj.2018.01.003
47
Attell B. K., Kummerow B. K., Treiber L. A. (2017). Workplace bullying, perceived
job stressors, and psychological distress: gender and race differences in the
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Bennett R. J., Robinson S. L. (2000). Development of a measure of workplace
deviance. J. Appl. Psychol. 10.1037//0021-9010.85.3.349
Duru P., Ocaktan M. E., Elen U., Rsal Z. (2018). The effect of workplace bullying
perception on psychological symptoms: a structural equation approach. Saf.
Health Work. 10.1016/j.shaw.2017.06.010
Einarsen S., Hoel H., Notelaers G. (2009). Measuring exposure to bullying and
harassment at work: validity, factor structure and psychometric properties of the
negative acts questionnaire-revised. Work Stress .
https://doi.10.1080/02678370902815673
Einarsen S., Nielsen M. B. (2015). Workplace bullying as an antecedent of
mental health problems: a five-year prospective and representative study. Int.
Arch. Occup. Environ. Health. 10.1007/s00420-014-0944-7
48
Feng W. (2016). The Influence of Workplace Bullying Behavior on Employee’s
Voice Behavior: The Moderating Effects of Emotional Intelligence. Chongqing:
Southwest University of Political Science and Law
Guo J., Zhang B., Huang L., Zheng Y., Wu Q. (2015). Bullying in workplace in
China: an explorative study. Chin. J. Clin. Psychol
Hutchinson M. (2022). Rethink workplace bullying as an employment relations
problem. J. Ind. Relat. 10.1177/0022185612454955
Liu B. (2016). The role of psychosocial safety climate in workplace bullying –
based on grounded theory. Commer. Res.
Magee C., Gordon R., Robinson L., Caputi P., Oades L. (2017). Workplace
bullying and absenteeism: the mediating roles of poor health and work
engagement. Hum. Resour. Manag. J. 10.1111/1748-8583.12156
Reknes I., Stale E., Stale P., Bjorn B., Moen B. E., Nils M. (2016). Exposure to
bullying behaviors at work and subsequent symptoms of anxiety: the moderating
role of individual coping style. Ind. Health. 10.2486/indhealth.2015-0196
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Rodriguez-Munoz A., Moreno-Jimenez B., Sanz-Vergel A. I. (2015). Reciprocal
relations between workplace bullying, anxiety, and vigor: a two-wave longitudinal
study. Anxiety Stress Coping. 10.1080/10615806.2015.1016003
Sprigg C. A., Niven K., Dawson J. F., Farley S., Armitage C. J.
(2019). Witnessing workplace bullying and employee well-being: a two-wave field
study. J. Occup. Health Psychol. 10.1037/ocp0000137
Appendix A
Survey Questionnaire
50

Analyzing the Strategies to Combat Workplace Bullying in Aviation

Industry at Metro Clark
SURVEY QUESTIONNAIRE
Name (optional): ______________________________________
1. Demographic Profile
1.1 Age
 18 to 25 years old
 56 years old and above
1.2 Sex
 Male
 Female
1.3 Religion
 Catholic
 Methodist
 Seventh Day Adventist
 Jehovah’s Witness
 Iglesia Ni Cristo
 Others (please specify): ___________________
1.4 Years of experience
 Below 1 year
 1 to 2 years
 3 to 4 years
 5 to 6 years
 7 years and above
1.5 Position
 Rank and file
 Manager
 Supervisor
 Accounting
 Others (please specify): ____________________
51
1.6 Race (Nationality)

 Filipino
 America
 Korean
 Japanese
 Others (please specify): _______________________
2. Workplace Bullying in Aviation Industry in Metro Clark

Directions: Put a check on the answer that best corresponds to your answer. This
questionnaire will utilize the use of 4-point Likert Scale. Specifically:
1 – Strongly Disagree
2 – Disagree
3 – Agree
4 – Strongly Agree
STATEMENTS Strongly Disagree Agree Strongly
Disagree Agree
(4) (3) (2) (1)
2.1 DEMOGRAPHICS
1. I am being bullied because
of my religion
2. I am being bullied in the
workplace because of my
gender identity or sexual
preference
age
years of experience
5. I am being bullied because
of my position in the
company
2.2 COLOR
skin color
7. I am discriminated in the
52
skin complexion
8. I feel left behind in the
company because most of
my co-workers do not accept
me because of my skin color
9. I feel aloof every time I
socialize with my co-workers
because of my skin color
10. I often get alongside with my
co-workers because I feel
humiliated because of my
skin color
2.3 PHYSICAL ATTRIBUTE
11. There is no equality within
the workplace because of my
physical appearance
12. I am, most of the time, being
bullied by my co-workers
because of the way I look
13. My height, my façade, are
being discriminated by my
co-workers
14. Most of the time, I am being
insulted and bullied by my
co-workers because they get
to laugh at me because of
my physical appearance
15. Most of the time, I do not
mingle nor socialize with my
co-workers because they will
just tease me because of the
way I look
2.4 SOCIO-ECONOMIC STATUS
16. I get bullied by my co-
workers because of my
socio-economic status (i.e.
being poor)
17. I am often insulted by my co-
workers because of my level
53
in the society as I am not as

rich as they are
18. I do not socialize with my co-
workers because I am being
insulted by them especially if
we are talking about our
socio-economic status
19. I feel being left behind by my
co-workers because of my
socio-economic status in the
society
20. I feel not being part of the
company because of my
socio-economic status.
3. Strategies to Combat Workplace Bullying in Aviation Industry at

Metro Clark
Directions: Put a check on the answer that best corresponds to your answer. This
questionnaire will utilize the use of 4-point Likert Scale. Specifically:
1 – Strongly Disagree
2 – Disagree
3 – Agree
4 – Strongly Agree
STATEMENTS Strongly Disagree Agree Strongly

Disagree Agree
(4) (3) (2) (1)
3.1 INCLUSIVITY
1. Every employee should be
accepted in all forms
2. The working environment
should be inclusive for
everyone
3. The workplace should
promote acceptance and
toleration in a positive note
4. All employees, of different
race, gender, color, religion,
54
and the like, should feel

inclusive and accepted
5. No employee should be left
behind
3.2 POLICY
6. Clear policies regarding
bullying should be set
7. The company should
reprimand those employees
who will be proven guilty of
discriminating others
8. Policies and guidelines
should be imposed
9. Proper coordination of
policies to all workers in the
industry or company should
be characterized
10. Strict compliance of policies
should be applied
3.3 EQUAL OPPORTUNITY
given equal opportunity in all
forms
12. If an employee is being
bullied, he/she should be
given the opportunity to
explain his/her side and
defend him/herself
13. If an employee is proven to
commit bullying, he/she
should be reprimanded
14. No employee should be left
behind in terms of providing
equal opportunity
15. Every employee, of all
demographics, should be
given equal opportunity to
lessen bullying in the
workplace
3.4 SENSITIVITY
55

sensitive enough in
workplace
17. Policies and guidelines of the
company should be sensitive
in dealing with every
employee
religion-, gender-, and race-
sensitive
19. There should be clear
guidelines that are sensitive
in dealing with issues
regarding bullying
20. Higher-ups should also be
sensitive in dealing with
every employee
56
Appendix B
Request Letter for Key Informant Survey

MR. REYNALDO C. BINASAHAN
Dean – College of Aviation
Jocson Colleges, Inc.
Balibago, Angeles City, Pampanga
Dear Sir:
Greetings!
We, the undersigned, are currently undertaking a research study entitled “Analyzing
the Strategies to Combat Workplace Bullying in Aviation Industry at Metro Clark
“as part of the requirements in completing Bachelor of Science in Aircraft Maintenance
Technology.
The research will determine the effects and impact of personal protective equipment and
its contribution to the well-being of the aviation students during laboratory activities. This
research will use the survey method, through questionnaire, in gathering the needed
data for this study.
With this, we are seeking your consent to allow us to conduct our research survey with
the Employees of Aviation Companies as the participants of our study. We assure that
the responses of the participants will be kept confidential and will be used only for
academic purposes.
Thank you very much.
Sincerely yours,
Ian Miles M. Gabay Jay L. Cañelas

Researcher Researcher
Ahiezer Garlitos Marc Daniel E. Dueñas

Researcher Researcher
Noted by:
Engr. Sheila D. Ungcad, MEAM

Research Adviser
57
Appendix C
Pictures of Conducted Survey
58
59
Appendix D
Validation of Research Instrument
60
Appendix E
Researchers Profile
I. Personal Information
Name : Gabay, Ian Miles M.
Address : 5464 D. Sisnes St. Clark Air Base,
Angeles City, Pampanga
Contact number : 0949-772-5589
Email address : ianmanalang2@gmail.co
II. Educational Background

College
Jocson College, Inc.

Bachelor of Science in Aircraft Maintenance & Technology (AMT)
2020-2024
Senior High School

Clark College of Science and Technology
Information Communication Technology
2018-2020
III. SEMINARS AND TRAINING ATTENDED
Starting Your AMT Career PH

Conducted: Jocson College
24 March 2023
Practical Assessment
Conducted: OMNI Aviation
23 April 2022
Conducted: PSI Air 2007, INC.
07 December 2021
61
PROFILE OF THE RESEARCHERS
Name : Ahiezer A. Garlitos
Address : Comillas, La Paz, Tarlac
Contact number : 09488048520
Email address : ahiezergarlitos09@gmail.com

Bachelor of Science Aircraft Maintenance & Technology
2020-2024
Senior High School
AMA COMPUTER COLLEGE TARLAC CITY
TVL - ICT
2018-2020

24 March 2023
23 April 2022
07 December 2021
62
Name : Dueñas, Marc Daniel E.
Address : San Jose, Magalang, Pampanga
Contact number : 0951-014-4928
Email address : danyelesguerra30@gmail.com

College
2019-2024
Senior High School

Magalang Christian Ecumenical School Inc. (MCESI)
Accountancy, Business and Management
2016-2018

24 March 2023
23 April 2022
07 December 2021
63
Name : Canelas, Jay L.
Address : Sitio. Maderna, Capas, Tarlac City
Contact number : 0949593824
Email address : Jaycanelas@gmail.com

College

2020-2024
Senior High School

Clark College of Science and Technology
Information Communication Technology
2018-2020

24 March 2023
23 April 2022
07 December 2021
64
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JOCSON COLLEGE, INC.

This chapter is generally composed of an introduction, background of the

delimitations of the study, conceptual framework, research paradigm, and

Violence at work is devastating for employees and damaging for

organizations. Workplace bullying, the persistent exposure to interpersonal

aggression, and mistreatment from colleagues, supervisors, subordinates or

other work-related individuals, is a prevalent form of organizational violence that

Recent empirical evidence has also shown that bullying is commonplace

and widespread among organizations, and that it is on the rise in many

this behavior, workplace bullying has become an emerging concern for

employers, scholars, and researchers.

A review of the literature indicated that workplace bullying exists across

occupational sectors and organizational stratums. Bullying, however, unlike other

forms of workplace violence, has most often been regarded as a form of

psychological rather than physical harassment. In fact, some scholars have

indicated that this behavior represents an attempt by one worker to assert

psychological control (and hence demonstrate power) through the humiliation or

and unproductive workplace. Consequently, some scholars have argued that

bullying is one of the most catastrophic issues within contemporary organizations

As previously noted, bullying at work is an increasing problem. In fact,

their careers (Glendinning, 2021; Gouveia, 2017; Thomas, 2020). Moreover,

work, either directly as the targets of this behavior or indirectly as observers.

and within a multitude of industries, and in workplaces throughout the world.

Work is a defining factor in a person’s life, identity, and well-being.

Therefore, any form of harassment or abuse, in the workplace, may negatively

impact the mental and physical health of an employee. Indeed, some

devastating immediate and long-term consequences, especially for the victims or

emotions, psychological disorders (e.g., depression) and a wide array of physical

symptoms, commonly result from bullying at work, and a target’s emotional

have also widely indicated the various psychological effects of workplace

even post-traumatic stress disorder (Einarsen, Hoel, Notelaers, 2019; Roscigno,

Lopez, & Hodson, 2019).

Even though there is no universally accepted definition of workplace

bullying, there is general agreement among researchers that this phenomenon is

an experience of repeated and persistent negative acts toward one or more

individuals, in a work-related environment. Some researchers have also argued

of workplace bullying may be perpetrated onto a worker by various sources such

as through the actions of one’s supervisors and colleagues, the organization’s

clients and customers or the organization itself. Furthermore, previous findings

behavior is perpetrated by those external to the organization of interest.

are supervisors or managers, who hold organizational positions that are

struggles, and inequalities that are embedded in a workplace (Glendinning, 2021;

Mack, 2015; Gouveia, 2017).

Background of the Study

As previously stated, bullying has been identified across various

occupational sectors and organizational roles; and in regards to the role of

organizations, some researchers have found significant differences in the

prevalence of this workplace behavior. For example, Ortega, Hogh, Pejtersen,

between gender-dominant occupations (i.e., male-dominated or female-

to be a result of the differences in the particular organizational culture prevailing

various organizations. For example, Lewis, Sheehan, and Davies (2018)

suggested that these negative behaviors appear to be less prevalent in countries

that have implemented legislation or governmental policies to address workplace

workplaces characterized by physically demanding work and among minority

inequalities and social exclusion in employment (Lopez, Hodson, & Roscigno,

2019; Salin, 2013).

Recently, researchers have presented evidence on the importance of an