Structural Equation Model on Work Engagement of Non-Commissioned Police Officers

This study aimed to assess the workplace well-being and how it affects the work engagement of employees in the Department of Public Works and Highways first and third engineering district offices during the calendar year 2022. The respondents were ninety-four (94) employees of the Department of Public Works and Highways first and third district engineering offices. The study used descriptive-correlational research design utilizing the quantitative approach with the aid of questionnaire checklist in gathering data employing frequency counting and percentage, weighted mean, standard deviation, Mann-Whitney U test, Kruskal-Wallis test and Spearman Rank-Order Correlation Coefficient. The study revealed that DPWH was manned by majority of the females, employees’ belonged to the adult age 31-51, the majority of employees' length of service was six years and above, educational attainment was dominated by college level, and likewise there were also non-regular employees working in the DPWH. The study found out that the respondents’ perceived level of workplace well-being is high. In addition, the study also found out that the respondents’ perceived level of work engagement is highly engaged. However, the perceived level of the respondents in terms of intrusion of work into their private life is moderate. The study found out that the workplace well-being and work engagement of the employees did not differ significantly when measured by sex, age, length of service, educational attainment and type of employment. The study found out also that the workplace well-being and work engagement of the employees were not affected when measured by demographic profile. Furthermore, the study found out that employees’ workplace well-being was positively related with, and strongly connected to, their work engagement. This indicates that workplace well-being was significantly related to employees’ work engagement in the Department of Public Works and Highways. Hence, management strategy, organizational culture, working environment and policy of the Department of Public Works and Highways would be enhanced to boost the level of workplace well-being and employees’ work engagement.

Section: Introductionmentioning

confidence: 99%

Workplace Well-Being and Work Engagement among Employees in the Department of Public Works and Highways first and third District Engineering offices

Yosores¹,

Naparota²,

Cabalida³

2023

“…Additionally, when workers become irritated, it may lead to emotions of emptiness, disillusionment, and demotivation in the wake of job goals (Vansteenkiste & Ryan, 2013). As a result, disengaged workers drift away from their occupations and hide their true selves and ideologies, which causes negative feelings to surface while performing tasks (Lovina, Genuba, & Naparota, 2020).…”

Section: Introductionmentioning

confidence: 99%

Basic Psychological Need Frustration and Work Engagement of Employees in Andres Bonifacio College, Inc.

Baes¹,

Naparota²,

Cabalida³

et al. 2023

This study aimed to determine the basic psychological need for frustration and how it affects the work engagement of Andres Bonifacio College, Inc. employees during the school year 2022-2023. A quantitative descriptive-correlational research design was employed in this study. Using frequency counting and percent, weighted mean, standard deviation, Mann-Whitney U test, Kruskal-Wallis test, and Spearman Rank-Order Correlation, data were obtained from 120 employees of Andres Bonifacio College, Inc. The study discovered that the respondents' perceived level of basic psychological need frustration is not Frustrated. Standard deviations less than 3.0 supported a high degree of homogeneity in their responses. Moreover, the study found that the respondents perceived level of work engagement is highly engaged. The study found a significant difference in the perceived level of basic psychological need frustration when the respondents were grouped in age, position, and educational attainment. However, there is no significant difference in the perceived level of basic psychological need frustration when the respondents are grouped in terms of sex, monthly income, and years of service. Furthermore, there is no significant relationship between basic psychological needs, frustration, and work engagement. This indicates that the basic psychological need frustration was not significantly related to employees' work engagement in Andres Bonifacio College, Inc. Hence, management strategy and working environments would be enhanced to boost employee job satisfaction, psychological well-being, and engagement.

“…Furthermore, when employees get frustrated, it can result in work goals being followed by feelings of emptiness, disappointment, and demotivation (Vansteenkiste & Ryan, 2013). Hence, disengaged employees become disconnected from their jobs and conceal their fundamental identities and ideas, leading to negative emotions during the performance of duties (Lovina, Genuba, & Naparota, 2020).…”

Section: Introductionmentioning

confidence: 99%

Basic Psychological Need Satisfaction and Work Engagement of Employees in Andres Bonifacio College, Inc., Dipolog City, Philippines

Baes¹,

Naparota²

2022

This study aimed to determine the basic psychological need satisfaction and how it affects the work engagement of Andres Bonifacio College, Inc. employees during the school year 2022-2023. A quantitative descriptive-correlational research design was employed in this study. Using frequency counting and percent, weighted mean, standard deviation, Mann-Whitney U test, Kruskal-Wallis test, and Spearman Rank-Order Correlation, data were obtained from 120 employees of Andres Bonifacio College, Inc. The study found that the respondents' perceived level of basic psychological need satisfaction is agreed upon and interpreted as satisfied. Standard deviations less than 3.0 supported a high degree of homogeneity in their responses. Moreover, the study found that the respondents perceived level of work engagement is agreed upon and interpreted as highly engaged. The study found that there existed a significant difference in the perceived level of basic psychological need satisfaction when the respondents were grouped in terms of age, position, and educational attainment, but no significant difference in the perceived level of basic psychological need satisfaction when the respondents are grouped in terms of sex, monthly income and years in service. Furthermore, data analysis also revealed a significant relationship between basic psychological need satisfaction and work engagement. This indicates that the basic psychological need satisfaction was significantly related to employees' work engagement in Andres Bonifacio College, Inc. Hence, management strategy and working environments would be enhanced to boost employee job satisfaction, psychological well-being, and engagement.