This non-experimental quantitative study found a best-fit structural model of professionalism among 400 Lupong Tagapamayapa [LP] (Pacification) members in the barangays of Panabo City. Statistical tools used in analyzing data were the weighted mean, Pearson r, multiple linear regression, and structural equation modeling (SEM). Results exposed the high-level work performance, public leadership, public service motivation, and professionalism of the Lupong Tagapamayapa. Moreover, the correlation test yielded a significant linear relationship between leadership and professionalism and public service motivation and professionalism. However, the relationship between work performance and professionalism was insignificant. Subsequently, the regression result revealed a combined predictive capability of work performance, leadership, and public service motivation on professionalism. Furthermore, the structural equation modeling revealed that public leadership and public service motivation are predictors of professionalism with specific manifest variables: accountability and network governance for public leadership; compassion and self-sacrifice for public service motivation. These manifest variables can only predict professional ethos and challenge under the professionalism construct. Finally, the studys findings have implications for effective and efficient mediation protocols in the barangays. The paper contained further discussions and inferences about the results. KEYWORDS: public administration, lupong tagapamayapa, work performance, public leadership, public service motivation, professionalism, structural equation modeling, Panabo barangays

The purpose of this phenomenological undertaking is to describe the lived realities of the street sweepers working in the City Local Government Units (CLGUs) in Davao Region, Philippines. In-depth Interview (IDI) and Focus Group Discussion were employed in collecting the data. Findings revealed that they are working with no security of tenure leading to meager compensation and non-existent benefits. Dearth of necessary work implements and bureaucratic red tape were found out as predicaments encountered other than insecurity and vulnerability of the work. In solving the problems encountered, loan dependence and moonlighting turned out to be the primary solution aside from perseverance to the job, detachment and nonchalance as well as their wishful thinking.  Out from the generated results, it can be learned that they desire recognition and respect and environmental responsibility among citizenry needs to be cultivated. Amidst the deprivation due to the nature of their employment, there is pride and satisfaction in doing their job. Though a street sweeper’s work is hard and unenviable, job security continues to be an elusive dream.

This study proposed that ethical leadership at work and workplace well-being are significantly related and that ethical leadership could also significantly influence workplace well-being. There was a total of 122 samples in this study, which included the rank and file workers and employees in a coal power plant, with the exclusion of the top management. The data were analyzed using descriptive and inferential statistics such as the mean and standard deviation, Pearson r, and multiple regression analysis. Results yielded high levels of ethical leadership at work and workplace well-being. Also, the correlation test revealed a significant relationship between the two variables in this study. In addition, the regression analysis revealed a significant influence of ethical leadership on workplace well-being. Finally, the regression models revealed that people-orientation is the best predictor for workplace well-being. The paper offers further discussion of the results. KEYWORDS: ethical leadership at work, workplace well-being, coal power plant, public administration,Philippines

This study aimed to establish the significant contribution of individual empowerment to the strength of organizational power to predict Barangay development outcomes. Forty-two residents selected through a systematic sampling technique among nine Purok responded to the survey. The data analysis used frequency count, percentage, mean and standard deviation, hierarchical linear regression, and ANOVA. Results showed an overall moderate level of executive power, individual empowerment, and barangay development outcomes. Moreover, the correlation test showed a solid, positive, and significant relationship between organizational power and barangay development outcomes and personal empowerment and barangay development outcomes. Furthermore, organizational power can predict barangay development outcomes by 62.6%. Finally, the hierarchical regression analysis revealed a significant effect of individual empowerment on the correlation between organizational power and barangay development outcomes. Pointedly, the combined impact of organizational power and individual empowerment can significantly explain the variance in the development outcomes in the barangay. This study’s findings have leadership implications for the barangays. KEYWORDS: intervening effect, individual empowerment, organizational power, barangay, development outcomes, hierarchical regression analysis, Philippines

This non-experimental quantitative study established the best-fit structural model for employee satisfaction (ES) with public leadership roles (PLR), professional identity (PI), and quality of work life (QWL) as the exogenous latent variables. The stratified random sampling method selected the four hundred local government employees in Region XI to participate in the survey. Data analysis yielded the following results: The mean statistic showed very high levels of professional identity and employee satisfaction compared to the high levels of public leadership roles and work-life quality. Pearson r revealed a significant and positive relationship between public leadership roles, professional identity, quality of work-life and employee satisfaction. The multiple regression analysis revealed that public leadership roles, professional identity, and quality of work-life significantly influence employee satisfaction by 58.6 percent. The Structural Equation Modeling (SEM) bared that two exogenous latent variables predict employee satisfaction: public leadership roles (indicated by network governance and political leadership) and professional identity (characterized by knowledge and philosophy of the profession, attitude, engagement behavior, and interaction are predictors of employee satisfaction). In addition, employee satisfaction has these indicators: leadership and planning, corporate culture and communication, role in the organization, work environment, training, development and resources, pay and benefits, and overall employment experience. These findings are relevant to Human Resource Management Offices in the public and private sectors, with implications for employment policies, especially for employees career growth. KEYWORDS: public administration, local government employees, public leadership roles, professional identity, quality of work-life, employee satisfaction, SEM, Philippines