University of the Cordilleras

Governor Pack Road, Baguio City 2600

College of Arts and Sciences
A.Y. 2016-2017

NAME: BACUD, EMMANUEL J.

ID No.: 16-3791-782
MA Political Science
Email: ejb.louisiano@gmail.com

SUBMITTED TO: Dr. Dante L. Caseldo

Faculty-in-charge
EDUC 200: Statistical Methods in Research
5:30-9:30 Friday

RESEARCH TITLE: The Workload Performance Level of UC Non-

Teaching Staff Before and After the Seminar-Workshop

Research Problem: 1.) What is the difference on the workload

performance level of the UC Non-Teaching Staff before and after
the seminar-workshop?

STEP 1: Hypothesis-Formulation

Ho: There is no significant difference on the workload

performance level of the UC Non-Teaching Staff before and after
the seminar-workshop.

Ha: There is a significant difference on the workload performance

level of the UC Non-Teaching Staff before and after the seminar-
workshop.

STEP 2: Determining the level of significance

alpha= 0.05 (two-tailed)

Step 3: Determining the Degrees of Freedom

df= 8-1

= 7 (or the ttv is equal to 2.635)

STEP 4: Conducting Statistical Computation (Salient Computation)

A.) Tabular Presentation
 (Comparative Presentation on the Performance Level of UC
Non-Teaching Staff Before and After the Implementation of
the Seminar-Workshop)
Respondent Number of Number of
Workload Done Workload d d2
BEFORE THE Done
SEMINAR AFTER THE
SEMINAR
1 10 9 -1 1
2 12 14 2 4
3 8 11 3 9
4 7 12 5 25
5 11 15 4 16
6 10 13 3 9
7 13 12 -1 1
8 9 14 5 25
d= 20 d2 = 90

B.) Finding the values of S (sd of the differences) and Ttv

STEP 5: Compare the TCV and TTV Values

*Illustrative Presentation:

2.96 2.365 2.365 2.96

*Comparing Values: Tcv= 2.96 ; Ttv= 2.365

Guide: If tcv > ttv, reject the null hypothesis.
2.96 > 2.365 (TRUE)
STEP 6: DECISION RULE
Reject the null hypothesis and accept the alternative
hypothesis.

STEP 7: ANALYSIS/INTERPRETATION
The computation stipulated in Step 4 shows that the tcv (2.96)
is greater than the ttv (2.365). This shows that the null
hypothesis must be rejected. In addition, this implies that the
workload performance of the UC Non-teaching Staff was changed after
the seminar-workshop as it conforms the analysis of Mwesigwa
(2010), arguing that seminar-workshops and job-related trainings
have significant impact on the job performance of employees in
Ghana.
This finding also supports the claims of Aibieyi (2012) Kepha,
et al. (2014) and Asfaw, et al (2015) that training and career
development through seminar-workshops or forum have significant
effect on the job performance of the employee. Furthermore, it has
been argued in the research of Kennedy (2009), Onyango, et. al
(2014) and Kepha (2014) that inducement of quality trainings and
seminar-workshops and work performance of organizational employees
have positive correlation (direct effects); hence, quality
seminar-workshops are good predictors on the job performance of
the employees.
However, the effect of the seminar-workshop on the job
performance of the UC Non-teaching staff may have adverse impact
on some respondents as observed in respondent 1 and respondent 7
who obtained a negative score after the seminar-workshop in terms
of their workload performance. This observation was elucidated in
the alternative finding in the research of Kennedy (2009) and Otuko
(2013) that there some instances that training and career
development workshops are less effective to employees who were
preoccupied with personal struggles such as lack of personal
motivation, health issues and home-related issues. Thus, the goal
of the seminar-workshops may not be totally converted into the
improvement of work performance.

STEP 8: CONCLUSION
It is hereby concluded that there is a significant difference
on the workload performance level of UC Non-Teaching Staff before
and after the implementation of the seminar-workshop. Hence, the
seminar-workshop is effective in improving the workload
performance level of the non-teaching employees in the University
of the Cordilleras.
STEP 9: RECOMMENDATION
To further improve the workload performance level of
employees, it is highly recommended that institutions like the
University of the Cordilleras should conduct periodic seminar-
workshop that will boost the morale of employees working
etiquette. Seminar-workshops that aim to improve the behavior or
skills of the workers and to increase the personal motivation of
the workers should also be implemented to ensure the optimum
productivity of the institution and to ensure that the workers
embody the right amount of motivation in performing their
workloads.

References

Aibieyi, S. (2012). The Impact of Post-Training on Job

Performance in Nigerias Oil Company. University of Benins
Educational Research Quarterly Journal. vol.35 (3). pp. 1-31

Asfaw, A., Argaw, M., Bayissa, L. (2015). The Impact of Training

and Development on Employee Performance and Effectiveness: A
Case Study of District Five Administration Office, Bole Sub-
City, Addis Ababa, Ethiopia. Journal of Human Resource and
Sustainability Studies. Vol. 3. pp. 188-202

Kennedy, J. (2009). The Impact of Training and Development on

Job Performance: A Case Study on the Judicial Service in
Ghana. Masters Thesis. Kwame Nkrumah University of Science
and Technology.

Kepha, O., Kagiri, A., & Omoke D. (2014). The Influence of

Training and Development on the Performance of Employees in
Research Institute in Kenya. International Journal of
Science and Research. ISSN 2319-7064. Pp. 139-146

Mwesigwa, A. (2010). The Impact of Training on Employee Work

Performance Behaviour- A Case Study of Government Secondary
Schools in Ibanda District, Uganda. Masters Thesis.
International Institute of Social Studies, The Hague,
Netherlands.

Onyango, J., & Wanyoike, D. (2014). Effects of Training on

Employee Performance: A Survey of Health Workers in Siaya
County, Kenya. European Journal of Material Sciences. Vol.2
(1)1, pp. 11-15

Otuko, A., Chege, K., & Douglas, M. (2013). Effects of Training

Dimensions on Employees Work Performance: A Case of Mumias
Sugar Company in Kakamega County. International Journal of
Business and Management Invention. vol. 2 (9). pp. 138-149