Chapter V

SUMMARY, CONCLUSIONS AND RECOMMENDATIONS

This chapter presents the summary of findings as well as the conclusions and
recommendations based on the findings.
Summary
Restatement of the Problem
This study was undertaken to determine the adherence ethical standards

of local

government employees in the selected municipalities of Western Pangasinan, it identify and

compare the variables associated with awareness of the R.A. 6713 code of ethical standards for
government employees.
Specifically this study shall answer the following questions:
1. What is the profile of employees in the three classes of local government in terms of:
1.1.
Age;
1.2.
Gender;
1.3.
Religion;
1.4.
Civil Status;
1.5.
Educational Attainment;
1.6.
Length of Service?
2. What is the level of adherence to Ethical Standards of the local government employees as
perceived by local government employees themselves alongside the following norms of
ethical conduct:
a. Commitment to Public Interest;
b. Professionalism;
c. Justness and Sincerity;
d. Political Neutrality;
e. Responsiveness to the public; and
f. Simple Living?

3. Are there significant differences in the level of adherence to the Ethical Standards for
Public Officials and Employees of the local government employees in the three classes of
local government units?
4. Are there significant differences in the level of adherence to the Ethical Standards for
Public Officials and Employees of the local government employees when grouped
according to their personal profile?

Restatement of Hypotheses
The study tested the following hypotheses at the 0.5 level of significance:
1. There are no significant differences between the perceptions of local government
employees on the adherence to the norms of ethical conduct embodied in R.A 6713 in the
three Municipality classes.
2. There are no significant differences in the level of adherence to the norms of ethical
conduct of the local government employees when grouped according to:
2.1 age;
2.2 gender;
2.3 religion;
2.4 civil status;
2.5 educational attainment; and
2.6 length of service
Methodology
This is a descriptive study which involved the employees of three municipal classes
particularly the municipalities of Bolinao (First Class), Aguilar (Third Class) and Burgo(Fouth
Class). The three municipalities served as the strata where 80% of the total number of employees
from each municipality were taken as respondents and were selected through random sampling.

A total of 248 employees were selected and served as respondents for the study. Out of
248, 102 were selected from Bolinao, 101 from Aguilar and 45 from Burgos.
The questionnaire on adherence to ethical standards was the main tool in gathering data
for this study. Data were gathered from the selected respondents after permission from the local
executive from each local government units has been sought. Informal interview were also
conducted to some of the respondents to countercheck their responses in the questionnaire.
After retrieving all the questionnaires, data were collated, organized and analyzed using
frequencies and percentages, weighted means, t test of difference between means of two
independent samples and F test using One Way Analysis of Variance.

Findings
Age. Out of the 248 respondents, 87 or 35.08% belong to age bracket 36 45 while 21 or
8.47% are 25 years old or younger. Substantial numbers were also found for the age ranges 26
35 (79 or 31.85%) and 46 55 (47 or 18.95%) and there were only few employees who are 56
years old and above (14 or 5.65%).
Gender. Majority of the respondents (158 or 63.71%) are females, only 90 or 36.29% are
males.
Religion. More than three fourths (191 or 77.02%) are Catholics whike only 28 or
22.98% are non - Catholics.

Civil Status. Out of the 248 respondents, 158 or 63.71% are married and 69 or 27.81%
are with single status. The rest of the respondents are separated (6 or 2.42%) and widow/widower
(15 or 6.05%).
Educational Attainment. On highest educational attainment, 163 or 65.73% have
finished bachelors degree, 32 or 12.90% have earned some masteral units, 41 or 16.3% have
finished some years in college and 9 or 3.63% have MA titles to their names. However, there are
still those who are high school graduates only.
Monthly Salary. More than four fifths (204 or 81.85%) of the total number of
respondents have monthly salaries ranging from Php 5,000 and above and only 45 or 18% are
receiving monthly salaries below Php 5,000. This trend is true to all municipal classes.
Length of Service. Out of 248 respondents, 110 or 44.35% have been serving the local
government agencies for 1 10 years, 78 or 31.45% for 11 - 20 years and 60 or 24% for 21
years or more.

Level of Adherence to Ethical Standards of the Local Government Employees

Commitment to Public. The employees in the three municipalities are fairly satisfied
along salary and other benefits (ranging from 2.84 3.28%).
Professionalism. In terms of technical supervision the employees have fair level of job
satisfaction (means ranging from 3.31 3.38).
Justness and Sincerity. The employees are fairly satisfied when it comes to their
working condition as indicated by the composite means of 3.03, 3.11, 3.18 and 3.09.

Political Neutrality. Generally, the employees in the three local government units are
satisfied in terms of their interpersonal relationships as manifested by the composite means of
3.73, 3.43, 3.76 and 3.61.
Responsiveness to the Public. As far as policy and administration is concerned, the
employees of the three municipalities have fair level of job satisfaction as revealed by the
composite means of 3.14, 3.21, 3.20 and 3.18.
Simple Living. Generally, the employees are fairly satisfied in terms of incentives like
giving monetary and non monetary rewards for outstanding services rendered by them, loyalty
pay, hazard pay, productivity incentive bonus and monetization of leave credits, as revealed by
the composite means of 2.84, 2.90, 2.78 and 2.84 as well as the job related factors and their
overall job satisfaction.
The level of adherence to ethical Standards of the employees in the first, third, fourth
class municipalities range from fairly satisfied to satisfied. They are satisfied in terms of
interpersonal relationships but fairly satisfied in terms of salary and other benefits, technical
supervision, working condition, policy administration and incentives. These bring about a fair
level of job satisfaction of the employees as evidenced by the obtained general means of 3.18,
3.17 and 3.18.
Differences in the Level of Adherence to Ethical Standers of the Respondents
There exist no significant differences in the overall level of job satisfaction of the
employees in the three municipalities as indicated by the obtained F ratio of 0.003 with
probability of 0.995 which is a very much higher than the 0.005 level of significance. Hence,
regardless of municipal class, the employees have more or less the same level of job satisfaction.
Except for interpersonal relationship, the employees in the different municipalities are fairly

satisfied and have more or less the same level of job satisfaction derived from salary and other
benefits ( F ratio = 2.484, p = 0.86), technical supervision (F ratio = 0.987, p = 0.374),
working condition ( F ratio = 0.885, p = 0.414), policy and administration (F ratio = 0.205, p
= 0.815), and incentives (F ratio = 0.348, p = 0.706) as evidenced by the obtained F ratios
ranging from 0.205 2.484 with probabilities greater than the 0.05 level of significance.
In terms of interpersonal relationships, there exist significant differences in the level of
job satisfaction of the employees (F ratio = 5.772, p = 0.004) with the employees in the first
(Mean = 3.73) and fourth class (Mean = 3.76) municipalities are more satisfied in their jobs
along interpersonal relationship than those from the third class (Mean = 3.43) municipality who
are found to be only fairly satisfied.

Differences in the Level of Adherence of the Respondents Grouped According to Profile

Variables
According to Age. There exist significant differences in the level of job satisfaction of
the employees along technical supervision (F ratio = 2.515, p = 0.042) Thus, the level of job
satisfaction of employees who are 56 years old or older (Mean = 3.74, satisfied) having the
highest mean is significantly higher than the level of job satisfaction of the employees in the
other age groups with 25 years and below having the lowest mean (Mean = 3.13, fairly
manifested).
In the other job related factors, the level of job satisfaction in the different age groups
are not significantly different (F ratios ranging from 0.373 2.373). On the whole, the
employees in the different age groups have more or less the same level of job satisfaction (F ratio
= 1.455, p = 0.216).

According to Gender. Both male and female employees have more or less the same level
of job satisfaction derived from each job related factors as well as in their overall job
satisfaction (t values ranging from 0.000 1.586_ with probabilities greater than 0.05
probability level.
According to Religion. Along working condition, although the mean levels of job
satisfaction of Catholics (Mean = 3.04) and non Catholics (Mean = 3.28) have the same
descriptive ratings, they are found to be significantly different (difference = 0.24, t value =
2.431, p = 0.008).
With respect to the other job related factors, the level of job satisfaction of the two
groups (Catholics and non Catholics) are more or less the same level as indicated by the
obtained t values which are all insignificant which means the employees, whether Catholics
and non Catholics, have more or less the same level of job satisfaction.
On the whole, the mean level of overall job satisfaction of the non Catholics (Mean =
3.27) is not significantly different from that of the Catholic Employees (Mean = 3.13) as
manifested by the obtained (t value = 1.136, difference = 0.14) which has an associated
probability of 0.142 which is greater than the 0.05 level of significance.
According to Civil Status. When grouped according to civil status, three groups (single ,
married, separated/widow/er) have more or less the same level of job satisfaction along salary
and other benefits, technical supervision, working condition, interpersonal relationship, policy
and administration incentives as well as in their overall job satisfaction ( F ratios ranging from
0.001 to 1.597) with associated probabilities which are all greater than the 0.05 level of
significance.

According to Educational Attainment. No significant differences exist in the mean

levels of job satisfaction of the employees grouped according to educational attainment (F
ratios ranging from 0.002 to 1.020 with their associated probabilities which are all greater than
the 0.05 level of significance.
According to Length of Service. In terms of working conditions, there exist significant
differences in the mean levels of job satisfaction of the employees when grouped according to
length of service (F ratio = 4.702, p = .009) Thus employees who have been in the service for
21 years or more are satisfied than those with lesser number of years in the service.
Along interpersonal relationship, there exist significant differences in the mean level of
job satisfaction of the three groups of respondents (F ratio = 4.813, p = 0.008) where those who
have been in the service for 1- 10 years being more satisfied than the other two groups.
Along the other job related factors as well as the overall job satisfaction, the employees
have more or less the same level of job satisfaction (F ratios ranging from 0.615 to 2.223 and
probabilities ranging from 0.109 to 0.542).

Conclusions
Based on the findings, the following were drawn:
The employees in the three local government units involved in this study are relatively
young, majority of them are females, Catholics, married, college graduates, and have been in the
service ranging from 1 to more than 21 years.

The employees in the three local government units have more or less the same level of
adherence to ethical standards in terms of commitment public interest, professionalism, justness
and sincerity, political neutrality, responsiveness to the public and simple living. as well as their
overall level of adherence to ethical standards.
The ethical standards related factors really contribute to the satisfaction or
dissatisfaction of the employees to their jobs when grouped according to profile variables.
Although these factors are present, they are still considered deficient since the employees were
able to derive only a fair level of job satisfaction.
Recommendations
Based on the findings and conclusions, the following recommendations are advanced:
1. Local chief executives should endeavor to improve the working conditions of their
employees and see to it that incentives are given to them to improve their level of job
satisfaction.
2. Employees should strengthen their interpersonal relationship with their fellow employees
to improve their working condition and atmosphere which promoted higher level of job
satisfaction among them.
3. Policies should be well defined and administration should see to it that these are
disseminated to all employees to promote understanding among superiors and
subordinates which would lead to greater satisfaction among employees.
4. A similar study should be undertaken by considering a wider scope to further validate the
findings of this study.