The Influence of Work Ethics on Job Performance of Government Employees

Abstract

Ethics is associated with a positive influence on employee performance. Those who strongly support the practice of work ethics make beneficial changes to the goals and values of the organization. This descriptive-comparative correlational study assessed the influence of work ethics on the level of the job performance of government employees. A researcher-made survey questionnaire administered to 367 employees identified thru proportional random sampling was used. The study revealed that the practice of work ethics is very good job performance is very satisfactory, which implies that the influence of work ethics on job performance is great. However, significant differences were found when employees were grouped as to their demographic profiles. A significant relationship between work ethics and job performance was discovered; however, most employees' performance is on compliance level only. Hence the need to strengthen ethical values. The findings provided baseline information for an enhanced human resource management program.

Implementation of Assessment Principles, Performance, and Client Satisfaction of Municipal Assessment Offices in Negros Occidental, Philippines

“…This outstanding performance is demonstrated by assessors awarded by the Regional Office of BLGF DOF and some assessors designated by municipal mayors to handle functions such as Human Resource Officers, acting budget officers, and chairpersons of the Bids and Awards Committee, which shows the trust of the local chief executives in the abilities of the assessors. Volume 4 Number 3 July-September 2021 149 This finding strengthens the studies of Khalfan et al (2020), Sadikoglu and Olcay (2014), and Benedicto and Caelian (2021) that performance involves practices that improve efficiency, competitiveness, and quality service, which are above standards. That performance is affected by the habit of work, experience, and competence (Roberto & Madrigal, 2018), like seeking further studies and pursuing a master's degree and other professional courses to maintain performance quality.…”

“…This indicates that the assessment offices provide accurate and responsive services, employees demonstrate knowledge and expertise, are courteous and helpful, are willing to help property owners, and provide services to property owners on time. This also demonstrates that employees adhere to the mandate of the Civil Service Commissions' Citizens' Charter, where clients are guided on the activities, processes, procedures, and fees to avail of the service as well as a provision on how to file their complaints (Benedicto & Caelian, 2021;Alegata & Caelian, 2019).…”

“…In terms of the variables, the highest is on efficiency, with all municipalities rated outstanding. This finding is attributed to the prompt and courteous response to requests, judicious use of supplies and equipment, providing forms to clients for free, following the ethical standards of conduct, and the provisions of the Anti-Red Tape Act as prescribed by the Civil Service Commission for government employees (Alegata & Caelian, 2019;Benedicto & Caelian, 2021). The result is aligned with Cheymetova and Sherbakov (2017) and Inuwa (2016) on using indicators to measure efficiency that employee performance is influenced by organizational commitment affecting efficiency and performance.…”

“…A cursory investigation found that in second class municipalities, one assessor was on maternity leave, the other municipality had a newly appointed assessor, and a clerk only manned the third-class municipality, the position being vacant explains the lower mean rating on the timeliness of submission of outputs and a lower mean rating on quality (M=4.09) interpreted as very satisfactory (Reyes, 2013). Singh (2016) found that government employees practice service quality with timeliness as an essential component correlated with job performance; however, they have become complacent (Benedicto & Caelian, 2021).…”

“…interpreted as very satisfactory (Reyes, 2013). Singh (2016) found that government employees practice service quality with timeliness as an essential component correlated with job performance; however, they have become complacent (Benedicto & Caelian, 2021).…”