QUESTIONNAIRE ON OCCUPATIONAL STRESS, COPING STRATEGIES AND

PERFORMANCE OF CIVIL ENGINEERS IN THE DEPARTMENT OF PUBLIC WORKS

AND HIGHWAYS

I. PERSONAL-PROFESSIONAL ATTRIBUTES OF DPWH CIVIL ENGINEERS

a. Personal Attributes

1. Name (Optional) ________________________________________

2. Civil Status: ___ Single ___ Married ___ Widowed
3. Sex: ___ Male ___ Female
4. Age ___
5. Total Monthly Household Income P ___________

b. Professional Attributes

1. Years employed in DPWH ____

2. Tenure ___Permanent ___ Contract of Service ___Job Order
3. Highest Educational Attainment: ____ BS/AB degree
____ MS/MA units
____ MS/MA Degree Holder
____ Doctoral units
____ Doctoral Degree Holder
4. Position: ___________________________________________
5. Work Unit/Department: ________________________________
6. Number of Seminars and Trainings Attended: _____________
PART II – LEVEL OF OCCUPATIONAL STRESS INCURRED

Below is a listing of possible occupational stressors. Please check and qualify the extent
of the seriousness of the stressors which you have encountered in the DPWH during the
past two (2) years (2018-2019) by using the following scale:

5 - Extremely Stressful
4 - Highly Stressful
3 - Moderately Serious
2 - Slightly Serious
1 - Not Serious

OCCUPATIONAL STRESSORS 5 4 3 2 1
WORK CONTENT
I. JOB CONTENT
1. Difficulty in attaining or completing the set
work targets and outputs in my division/unit
2. Poor delineation and demarcation as to the
specific duties/responsibilities I am assigned to
perform
3. Minimal or low incidence of meaningful work
assignment which relate with my educational
preparations or past work experience.
4. Difficulty in coping/adjusting to
developments and changes in my work
assignment/activities
5. There is a negative stigma or labeling
attached to being a DPWH personnel because
of the “perception of corruption in the DPWH
organization”
II. WORK LOAD AND WORK SPACE
6. The volume of given work assignments is not
duly compensated by the salary rate
7. Required to render extra load/services with
minimal or no incentives for overload
8. The work load is too excessive which puts
undue physical pressure and/or mental torture
9. The work space is too crowded and thus,
there is difficulty in movement and mobility
inside the office
10. There is no order and system in the way the
offices and units have been designed and
structured
III. WORKING HOURS
11. Strict and inflexible working schedules
12. Long and unsocial hours.
13. Unpredictable working hours
14. Badly designed shift systems
15. Requirement to report even during holidays
to rush reports and beat set deadlines
IV. PARTICIPATION AND CONTROL
16. Not given the chance to participate in
decision-making of policies/concerns affecting
one’s unit
17. Lack of control (e.g. over work methods,
work pace, working hours and the work
environment)
18. Absence of consultation and feedback
generation on matters affecting the welfare of
the personnel
19. Planning of programs and activities in the
DPWH usually follows the “top-to-bottom
scheme”
20. Grievance/conflict resolution is not very
functional as complainants do not feel direct
participation in the investigation process and
other procedures adopted
WORK CONTEXT
I. CAREER DEVELOPMENT STATUS AND PAY
21. Problems on security of tenure
22. Lack of promotion opportunities and
prospects
23. Under-promotion or over-promotion
24. “Low social value” of being a DPWH
personnel
25. Unclear and unfair performance evaluation
systems
26. Being over-skilled or under-skilled for the job
II. INTERPERSONAL RELATIONSHIPS WITH PEERS, SUPERIORS
AND SUBORDINATES
27. Inadequate, inconsiderate, or
unsupportive supervision
28. Poor relationships with co-workers
29. Bullying, harassment and violence
30. Isolated or solitary work that are beyond
one’s jurisdiction or capacity.
31. No agreed procedures for dealing
with problems or complains
III. HOME-WORK INTERFACE
32. Conflicting demands of work and home
33. Existing household loan/debts where there
is difficulty in repayment
34. Income not being sufficient to meet
household and family expenditures
35. Distance of residence to workplace or
station
36. Unsupportive spouse to the work demands
and requirements in the BIR
IV. ORGANIZATIONAL CULTURE
37. Poor organizational communication
38. Poor governance and leadership
39. Lack of clarity about organizational
objectives and structure
40. Outdated technology, equipment and
outdated systems and processes which do not
reflect developments in the field of ICT
41. Absence of the “we-feeling and bonding
among all personnel and staff of DPWH
PART III – COPING STRATEGIES ADOPTED

Below are various coping strategies which you apply when confronted with stress in the
performance of your functions and work responsibilities in the DPWH.

What is the level of effectiveness of the following coping strategies which you have
adopted? Please use the following scale:

5 - very effective
4 - effective
3 - moderately effective
2 - less effective
1 - not effective

COPING STRATEGIES 5 4 3 2 1
I. SELF-KNOWLEDGE
1. I try to recognize and accept my own
limitations and assets.
2. I try to believe that God’s hands are in the
event.
3. I exhibit self-confidence in my own abilities an
see myself realistically
4. I try to be independent rather than seek
approval of others
5. I continue to enjoy the benefits of a loving and
supportive family
II. VARIED INTERESTS IN STRESSFUL SITUATIONS
6. I read a lot of different topics
7. After office, I listen to soothing music and
other forms of recreations
8. I attend seminars that interest me.
9. I devote some of my time to personal hobbies
and interest
10. I get myself involved in civic and religious
groups.
III. ACCEPTANCE OF OTHERS’ VALUES AS COPING MECHANISMS
11. . I trust other people in Office as individuals
and all about their feelings and opinions when
I feel rejected and unwanted
12. I share my insights and opinions with my
colleagues in office who have different ways of
thinking about current issues
13. I try to recognize the uniqueness of persons
when mistrust overwhelms me.
14. I get myself involved with wide choices of
friends when I am not in the office
 15. I assist other people in thinking and solving
their problems in the light of their needs to ease
tension
IV. VARIED REACTIONS AS COPING MECHANISMS
16. I imagine and visualize myself as happy,
successful, healthy and joyous.
17. I set aside a certain amount of time during
evenings and weekends when I refuse to do
anything connected with Office.
18. I usually share my problems with my
husband, close friends or my colleagues at office
19. I try to say “no” to unnecessary demands.
20. I work to keep my relationship with my family
and friends healthy.
V. ENGAGING IN PRODUCTIVE ACTIVITIES
21. I read books and magazines and listen
to music
22. I try to relax by doing something which can
give me a sense of achievement (e.g. baking,
gardening)
23. Outside Office, I regularly engage in sports
and other physical activities which keep or
release pent-up energy thru exercise
24. I try to do something nice to someone else
25. I attend parties and other social gatherings
to meet and socialize with other people

PART IV – JOB PERFORMANCE

Attach a copy of the latest Individual Performance Commitment and Review Form
(IPCR) and Office Performance Commitment and Review Form (OPCR).

PART V – JOB SATISFACTION

1. The freedom to choose your own method of working

2. The amount of variety in your job
3. Your fellow workers
4. The amount of responsibility you are given
5. Your immediate supervisor
6. Your hours of work
7. Your opportunity to use your abilities
8. The physical work conditions
9. The recognition you get for good work
10. Your job security
11. Your rate of pay
12. Industrial relations between management and staff
13. The attention to suggestions you make
14. Your chance of promotion/reclassification
15. The way DPWH is managed
16. How do you feel about your job as a whole?

THANK YOU!