Colegio San Agustin – Makati

Senior High School Department

Academic Year 2017-2018
Second Semester

A Quantitative Research on the

Relationship Between A Worker’s Productivity and the
Boss’ Attitude Towards it’s Workers

Submitted by:
Ibay, Juliana Rae M.
Dantes, Nicole Erika P.
11H

Submitted to:
Mrs Cruzado

March 15, 2018

 Chapter I

INTRODUCTION

Abstract

The purpose of this study was to determine whether the attitude of the boss does affect a

workers productivity. This study used survey questionnaires to evaluate the boss and the workers. The

participants were from the Accountancy and Security team of Globe Telecom-BGC, with a total of 20

participants. Accordingly, this study sought to provide data to Globe Telecom to know the strengths and

weaknesses of the workers and the boss. The statistical tool used for this research was SPSS, which is a

software package that offers advanced statistical analysis. Information was collected and distributed to

Globe Telecom, who then granted permission to the researcher to use that data. Data for this research

was then analyzed using statistical methods (Linear Regression). The data analysis determined that the

attitude of the boss had a significant effect on the workers productivity and performance. The

knowledge gained in this study will add to the assessment of this particular reform model as it applies to

the company’s improvement.

KEYWORDS: Boss, Productivity, Effect, Employee, Improvement.

Introduction

Employee job performance is one of the most important factors within business analytics for

maintaining and increasing productivity for companies (Elangovan, & Xie, 1999; Spreitzer, 1995).

According to CultureIQ, Job performance is the assessment of whether an employee has done their job

well. It’s an individual evaluation—one measured based on a single person’s effort. However, variables

that affect the workers ability to become more productive at work are not very much alike. People from
Globe Telecom-BGC have different ratings and preferences with how they want their boss and vice

versa.

Objectives

● To determine whether the attitude of the boss does affect the researchers productivity at work

● To conduct a survey at Globe Telecom that would help determine the strictness of the boss

● To conduct a survey with the boss, Jennifer Dantes, that would help determine the rating of

workers productivity/performance at work

Hypotheses

● There is a significant relationship between the Boss’ attitude towards the Productivity of his/her

workers

● The participants perceive their boss in different ways

● Superintendent’s good attitude or good behavior influences good employee relation and as well

as their performance or productivity at work

Review of Related Literature

How the Behavior of Company Managers Can Affect the Behaviors of Their Subordinates

The strategies managers employ in the workplace often dictate employee performance. There

are different things that can affect an employee (morale, performance, communication, and attitude).

Managers can cause employee morale to plummet or rise to unprecedented levels. Morale is governed

by the way managers treat employees, the way managers motivate employees and the goals managers

ask employees to accomplish. Managers who converse with employees in a friendly manner, push them

to accomplish reachable goals and motivate them with rewards cause employees to feel motivated to
come to work every day. Managers who don’t care about employees, shrug them off as mere

subordinates and tell them to accomplish goals that aren’t possible cultivate a sense of helplessness in

those employees. The way a manager performs, whether it be of high standards or low is how the

employees would mimic their boss. Managers who make it a point to perform at a high level each day

and complete their tasks to the best of their ability typically infuse the workplace with the same

mindset. It is because at a young age, us people, learn how to pay attention to the way superiors act.

Managers who make an effort to remain in constant contact with employees place emphasis on

workplace communication. Managers who don’t communicate with his/her employees make it seem as

if communicating is not important in a workplace. A workplace that does not practice effective

communication often miss deadlines, and lack knowledge about certain tasks to be done. A company

consists of employees with primarily negative or positive attitudes. An employee’s attitude often reflects

the attitude of his superiors. Managers who take a negative outlook on everything usually cause

employees to do the same. Negative attitudes cause employees to become cynical about their work,

leading to carelessness. Negative managers also prevent employees from growing and improving,

because their management style doesn’t promote positive thinking and encouragement. Managers who

take on a negative attitude usually do so without realizing that it adversely affects the workplace.

The Impact of Boss Personality and Style on Employee Performance and Attitude Towards Workplace

“To inspire employees into higher levels of teamwork, there are certain things boss must be

possessed. These do not come only naturally, but are acquired through continual work and study. Good

bosses are continually working and studying to improve their personality traits, styles, leadership

skills.”(Sinha, 2011). According to Sinha’s research, there are six supervisor personality types. The

Respected Professional, The Caring Mentor, The Win-at-Any-Cost Supervisor, The Taskmaster, The

Likable Loser, and The Glad-Hander. The Respected Professional is largely task driven, but also seen as
honest and reliable. They act consistently and 'know their stuff'.They are flexible when the situation

requires and make decisions with the good of the business in mind. The Caring Mentor is highly

relational and greatly appreciated by direct reports. Honesty is one of their strongest attributes. They

genuinely care about their people. They are cheerful, generous, friendly, and flexible. They are not

perceived as particularly task driven, nor are they controlling, tough, or ruthless. They are

knowledgeable and act consistently. People are their most important priority at the workplace. The

Win-at-Any-Cost supervisors are tough, controlling, and ruthless. Worse yet, they are not seen as

honest, ethical, or intelligent by their direct reports. They are extremely Machiavellian in that the 'ends

justify the means.' This manager type does not worry about offending people. They may have achieved

success through their methods since they are likely to be described as 'upper class', but not envied. The

Taskmaster is tough, controlling, and task-driven. However, unlike the Win-At-Any-Cost manager, the

Taskmaster rates higher on both ethics and competence. The Taskmaster is a 'Type A' personality; not

cheerful or peaceful, but more focused on achieving goals. Driving productivity is a top priority for this

manager. They are generally rigid, but not particularly ruthless. People simply aren't as much of a

priority as successfully completing a task. The Likeable Loser's direct reports generally think their boss is

a decent enough person, just not particularly competent. They are wholesome and charming, while at

the same time seen as inconsistent and clueless. They are not seen as imaginative, intelligent, tough,

successful, or task driven. The Glad Hander is a friendlier version of the Win-At-Any-Cost manager. They

are very similar on most characteristics including being seen as dishonest, unreliable, clueless, and

uncaring. However, they are viewed a bit more positively, characterized as friendly and flexible.

Effects of Supervisor-Employee Relationship on Job Performance

Employee job performance is operationally defined as the extent to which an individual

completes the duties that are required in order to occupy a given position, which s/he assumes within
an organization. It is what keeps the company stable and it is affects the employee and employers. The

employers’ duty is to delegate work and give information to the employees. It is also their duty to make

sure that the employee job performance reaches its maximum potential. However, for the employee to

reach his/her maximum potential, he/she should trust the supervisor. Trust is defined by Rousseau,

Sitkin, Burt, and Camerer (1998) as a psychological state comprising the intention to accept vulnerability

based upon positive expectations of the intentions or behavior of another‛ (p. 395). Trust is an essential

factor in the acceptance of duties and information from supervisors. Generally, whether an action was

performed on an employee’s own volition, or it was requested by a superior, an employee is expected to

‚know better‛ than to act in ways that are unfavorable to the company and will be held accountable for

any resulting consequences. If an employee feels that his/her supervisor may give incorrect information

or a task that will not benefit the company, the employee may take extra precautions and/or be

reluctant to perform when working (Elmuti, 1997). This behavior could result in slower task completion

(Elmuti, 1997).

CHAPTER II

PROCEDURE

Methodology

1. The researchers personally distributed the consent letter forms to the participants (accountancy

employees and security guards) and to the boss, Jennifer Dantes, in Globe Telecom. The

researchers have provided the participants and the boss everything they need to know about

the study to make an “informed” decision about participating in this research study. Research

participants have the right to refuse to participate without penalty if they wish to do so.
 2. Participants who gave their consent and is willing to spend time and participate in this study will

be given a survey questionnaire to answer or filled out.

3. The researchers personally gave out a different survey questionnaire to the superintendent and

rated the participant workers based on their individual performance. The researchers asked

some questions to the superintendent to gather more information that will be used in this

study.

4. The researchers then will gather all the data and encode it in MS excel and SPSS (​Statistical

Package for the Social Sciences) as a tool or instrument in which will be used to get the

Descriptive Statistics, and Regression.

5. Data Analysis/ Data Interpretation will transpire

Setting

Globe Telecom is located in Bonifacio Global City, Taguig City. It officially launched and

showcase its new branch features last June 22, 2016. ​It is a major provider of telecommunications

services in the Philippines. It operates one of the largest mobile, fixed line, and broadband networks in

the country. It offers various telecommunications services in the Philippines. Globe's main business is

mobile phone operation under the brand name Globe Handyphone and Touch Mobile. Aside from the

basic services, its mobile telephony offers SMS messaging, international roaming capability and other

value added services through GSM technology. GLO also offers fixed-line services under the brand name

Globelines using an advanced digital network. In addition, GLO offers international and national long

distance and inter exchange services.

Participants

The participants for this research are the employees from Globe Telecom - BGC specifically from

The Security and Accountancy Team. A total sample of 20 participants within the company, 10 security

guards from the Security team and 10 employees from the Accountancy team to answer the survey

questionnaires that will be used in data collection. The employees and security guards were approached

by the researchers to voluntary participate in the data collection of the research study. The participants

age are ranging from 28 - 41 are both male and female. The researchers ensured that each participant

involved has worked or has been under the superintendent for at least a year.

SECURITY ACCOUNTANCY

Jayson L. Marquez Zenesa Caipang

Patricio Salvador Jr Rowena Galagar

Johnlee D. Salipong Sierra Tolentino

Gerlie A Solmoro Jeovelyn Conejos

Helter John Banilao Lea Marco

Gerald C. Parochil Lorna Cudiamat

Marcelo Dexter Bancaso Joselito Polido

Antonio Quiano Jr Marvin Rivera

Ariel G. Malab Joyce Ellar

Erwin Macatigay Aym Chore

Statistical Tool

Linear Regression Main Result is the statistical tool used in ​drawing meaningful interpretation

and reporting of the research findings in this research study ​and it models the relationships between

dependent and independent variables. ​According to the Statistics Solutions, ​Linear regression is a basic

and commonly used type of predictive analysis. The researchers aim ​to determine whether the attitude

of the boss does affect the researchers productivity at work. ​The goal of this research study is to

understand how the dependent variable (worker’s productivity or performance) changes when the

independent variable is fixed (strict boss atitude of the boss at work).

Instrument

The researchers used survey questionnaires as an instrument in collecting the data from the

participants of the Security and Accountancy Team of Globe Telecom - BGC. The survey questionnaire is

consisted of 22 questions. The first question of the survey dealt with boss’ rating or level of strictness.

The next part of the survey questionnaire consisted of 20 questions focused on the boss’ behavior,

relationship (inside work) between the workers and on the way the boss deals with her workers. The

remaining question focused on giving out suggestions, comments or recommendations on what could

the boss do to improve her performance as the superintendent.

Consent Letter
 CHAPTER III

DISCUSSION OF FINDINGS

Data Analysis

This table shows the descriptive analysis of data. The mean of Variable 1 (IV) is 8.50 with a standard

deviation of 1.100. DV=20 has a mean of 6.40 with a standard deviation of 1.984.

This table shows the Pearson Correlation Coefficient. This was determined to explore the

association between the Independent Variable and the Dependent Variable. There was a significant

positive linear relationship between IV and DV (.193).

Graphs

1. On a scale of 1-10 (1 being the kindest and 10 being the strictest), how strict is your boss?

2. Employee Rating of the Head of Security and Accountancy Team, Jennifer Dantes
Data Results

This table shows the data on how the boss’ attitude affects the workers productivity. The

obtained R2 is .698, which means that 69.8% or 69% of variance is positively predicted by the Constant

and Variable 1. The constant and Variable 1 significantly contribute to variance scores, for F (1,19)=.695,

p =.348. Therefore, the hypotheses stating that the boss’ attitude greatly affects the workers

productivity and performance is accepted.

Discussion

The researchers’ results confirm that the boss’ attitude does affect the workers productivity and

performance. The main result of the linear regression shows that the independent variable significantly

contributes to the dependent variable. From the different studies in the related literature, it is safe to

say that boss’ attitude can cause employee job performance to plummet or rise to unprecedented

levels. ​According to online educational resource eCademy, a boss who continually ignores the input of

his staff can create a feeling of worthlessness among the group. Boss’ who fail to have an effective

communication with their employees can cause the downfall of the business. However, from the

gathered statistic data of the study, most of the employees work better when their boss are strict. A

strict boss who keeps you on task can actually be better for your career than an overly friendly one who

lets you get away with anything. From the answers based on the survey questionnaires, Jennifer Dantes

is seen as the type of boss that is a taskmaster. She is seen as a strict, but ethical boss.
Conclusion

Given the data above, the researchers concluded that there are clear and effective evidences to

show the relationship of both the dependent variable (the workers productivity. performance), and the

independent variable (the boss’ strict attitude) . ​There is a significant relationship between the boss’

attitude towards the productivity of his/her workers. Further research is needed concerning this study

for the better advancement of the workers performance and productivity individually and eventually

better development for the team, group or organization and the company, Globe Telecom, in general.

References

● Elangovan, A.R., & Xie, J.L. (1999). Effects of perceived power of supervisor on subordinate

stress and motivation: The moderating role of subordinate characteristics. Journal of

Organizational Behavior, 20(3), 359-373. Retrieved from​ ​http://www.jstor.org/stable/3100295

● Elmuti, D. (1997). Self-managed work teams approach: Creative management tool or a fad?

Management Decision, 35(3), 233-239.

● Erdogan, B., & Liden, R.C. (2002). Social exchange in the workplace: A review of recent

developments and future research directions in leader–member exchange theory. In L. L. Neider

& C.A. Schriesheim (Eds.), Leadership (pp. 65–114). Greenwich, CT: Information Age.

● Rousseau, D.M., Sitkin, S.B., Burt, R.S., & Camerer, C. (1998). Not so different after all:

Across-discipline view of trust. Academy of Management Review, 23, 393–404.

● Newsroom. (n.d.). Retrieved March 14, 2018, from

http://newsroom.globe.com.ph/press-release/consumer/2016-05/globe-telecom-open-world-cl

ass-iconic-store-june-2016.html#sthash.mwszmKeu.dpbs
Data Analysis