Final Thesis

University of Perpetual Help Laguna
Old National Highway, Biñan, Laguna
COLLEGE OF CRIMINOLOGY
www.uphsl.edu.ph
COMMITMENT TO SERVE AND PROTECT THE PEOPLE AND WORK
SATISFACTION AMONG SELECTED POLICE OFFICERS AT SANTA ROSA
CITY POLICE STATION
An Undergraduate Thesis
Presented to
The Faculty of the College of Criminology
University of Perpetual Help System Laguna
In Partial Fulfillment
Of the Requirements for the Degree
Bachelor of Science in Criminology
By:
Carteciano, Elaine R.
Garingo, Jose Lorenzo N.
Parra, Gerald Jay L. - Leader
Señeres, John Ferdinand A.

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TABLE OF CONTENTS
Title Page
Chapter 1: THE PROBLEM AND ITS SETTING
Introduction
Theoretical/Conceptual Framework
Operational Framework
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Operational Model
Statement of the Problem
Statement of the Hypothesis

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Assumptions of the Study
Scope and Delimitation
Significance of the Study
Definition of Terms
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Chapter 2: REVIEW OF RELATED LITERATURE AND STUDIES
State of the Art
Related Literature
Related Studies
Synthesis of the State of the Art

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Gap/s Bridged by the Present Study

Chapter 3: RESEARCH DESIGN AND METHODOLOGY
Research Design
Source of Data
Population of the Study

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Instrumentation and Validation
Evaluation and Scoring
Data Gathering Procedure

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Statistical Treatment of Data
Chapter 1
THE PROBLEM AND ITS SETTING
Introduction
The Philippine National Police (PNP) has seen and been through the most taxing issues
that have threatened the entire organization several times in the past. Owning to a dropping
public perception and a performance that was considered its lowest, staying afloat was not
easy. With police inefficacy reports hurting most men in uniform, the top leaders had to
press on a work-in-progress of transformation to reclaim its rightful seat as the people's
protector.
Today Philippine society is facing many problems and issues in the economic, social and
political aspects. More so, in the article written by Rambo Talabong (2018), he mentioned
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some challenges that police agency are facing such as drug-trade, SAF allowances mess,
terrorism and insurgency, and even the politics in new post. In line with this, as posted in
the PNP website, these issues on corruption and other concerns related to the law
enforcement agency are already being addressed under PNP's comprehensive
Transformation Plan: P.A.T.R.O.L. Plan 2030 as reinforced by the PNP chief’s CODE P
reform agenda that focuses on Competence, Organizational reforms, Discipline, Excellence
and Professionalism. As the different problems arise like terrorism, poverty, bureaucracies
and other socio-political and socio-economic issues happening today in our country, the
Philippine National Police (PNP) is still the one people looked up to as the institution that
could at least safeguard its citizens. The PNP is mandated by our constitution to protect the
welfare of every citizenry.
The police org
its best to achieve the purpose for which created through its people by utilizing skills,
knowledge and techniques in the performance of their duties and responsibilities. The PNP
is an organization tasked to enforce the law, prevent crimes, maintain peace and order and
ensure public safety and internal security with the support of the community.
Loan (2020) pointed out that commitment in the service has significant impacts in the
work performance of the employee, commitment might develop or improve the employee’s
willingness to do the work, it affects the job productivity and performance. Commitment
also helps to promote the job satisfaction and work performance of the employee. In is
noteworthy in the article of Hill (2016) when she explained the service commitment. She
said that People who are committed to excellence in the service they provide have a clear
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understanding why their jobs are important, and how they are making a difference for the
other people. More so, she added that commitment to service is an emotional connection to
the work, it is precise connection that directly link duties to the heart. In the past study of
Shusta (2015), police officers agree that they are indeed committed to their profession and
are morally principled. Doing an effective job or rendering an effective service; developing
one’s skill level and career; ensuring ethical and sensitive behavior in one’s self and other
organizational members; and capitalizing on diversity in people and organizations. The
performance observes the code of ethics expected of a public employee.
For both police and other law enforcement agencies, life happiness is a crucial topic.
Higher life satisfaction leads to greater physical health, more open-mindedness, increased
effort, and longer life expectancy, according to previous studies on the spillover idea.
The role of police in the present society has been described and analyzed in a number of
ways. The PNP is charged with the responsibility of promoting peace and order and public
safety. As guardians in the continuing search for ensuring peace and order, it shall utilize
different kinds of measure, for fast and effective communication and information
dissemination. The PNP is faced with an important task and that is motivating people to
become highly professional, dynamic and motivated and all of them most be inspired to
live in service, honor and justice.
The connection of this study in the field of criminology is that, based on our title it talks
about the police officer how much they are committed and satisfied in their job, how do
they protect people such activities in order to prevent such crimes, in our course it is very
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important to enlighten our minds what will be our future duties and responsible when we
are already one of the police officers, we need to know the direction of our fields, as a
criminology, we have a particular path that we need to obtain and exercise, as we go on
with our study, it is easy for our to observe how our police officers especially in Santa Rosa
handle such particular crimes, are they performing well? Or are they do their duties
completely? that is one of the questions in our society that needs an answer police officer is
the one who maintain the safety and the public order in some communities.
Impelled by the above viewpoints, the focus of this study was to determine if there was
significant relationship among commitment to serve, protect the people and work
satisfaction of Philippine National Police Officers.
Theoretical/Conceptual Framework
The researchers primarily considered the ‘’Abraham Maslow’s Needs Hierarchy
Theory’’. According to Maslow’s cited as Kelly (2017) which states that there are five
levels of needs that humans and as such employees need to meet. The focus is on first
achieving the lowest order or basic need and there after work towards achieving the next
higher or more complex needs. Maslow explained the needs in terms of a hierarchical
triangle comprising of five needs identified as physiological needs, safety, social or
belongingness/love, esteem, and self-actualization. People have biological, psychological
and social aspects and therefore have various needs these needs, which can vary from
person to person, follow a hierarchical order that progresses from basic physiological needs
towards social and psychological needs at a higher level.

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This study was also considered the theory “Becoming Selfless: A grounded theory of
Commitment to Service” as cited by Borja et al., (2019) which states that becoming selfless
emerged as a theory about pattern of behavior of educational partner that seeks to resolve
the main concern of commitment to service. Essentially, educational partners undergo five
stages of attachment to the Lasallian school of organization: 1) Discovering the nature of
being an educational partner; 2) realizing implications; 3) contextualizing: 4) living out; 5)
unveiling expected outcome or consequences.
Furthermore, this study was also considered “Edwin A. Locke’s Range of Affect
Theory’’ as cited Kumar, (2017) which states that the main premise of this theory is that
satisfaction is determined by a discrepancy between based on two factors – his expectations
from the job and the actual things he receives. Additionally, the theory states that the value
employees place on a given facet of work moderates how satisfied or dissatisfied they are
when the expectations are met or not me. An employee’s satisfaction, who values a specific
work facet, will be influenced either positively or negatively compared to others whom
don’t value that facet.
This study was also considered ‘’Becker's Commitment Theory’’ it views commitment as
a tendency to engage in activity resulting from his recognition of the cost or lost side bets
associated with the discontinuance of that activity. The study also described commitment
as the unanticipated involvement of other sources of rewards or other aspects of a person.
Thus, it can be concluded that in this decade commitment was viewed as more relevant to
industries than to other social systems. Researches by and large focused on the supremacy
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of organization and individual’s attitudinal inclination towards it due to shared beliefs,
values or rewards.
Operational Framework
The researchers primarily considered the ‘’Abraham Maslow’s Needs Hierarchy
Theory’’. According to Maslow’s cited as Kelly (2017) which states that there are five
levels of needs that humans and as such employees need to meet. The focus is on first
achieving the lowest order or basic need and there after work towards achieving the next
higher or more complex needs. Maslow explained the needs in terms of a hierarchical
triangle comprising of five needs identified as physiological needs, safety, social or
belongingness/love, esteem, and self-actualization. People have biological, psychological
and social aspects and therefore have various needs these needs, which can vary from
person to person, follow a hierarchical order that progresses from basic physiological needs
towards social and psychological needs at a higher level.
The researchers came up with an operational model for better understanding of the study.
The researchers attempted to find it where was a significant relationship among the
variables of this research study. In this study, the researcher considered the level of
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commitment to serve as the independent variable; the of protect the people as the
independent/dependent variable; level of work satisfaction as the dependent variable.
Operational Model
Dependent Variable
Respondent’s
Level of
Commitment to
Serve and Protect
the People
Independent Variable
Respondent’s
Profile
 Age
 Gender
Dependent Variable
 Length of
service
 Rank/Position
Respondent’s
Level of Job
Satisfaction
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Statement of the Problem
This study aimed at determining the level of commitment to serve and protect the people
and level of work satisfaction among selected police officers at Santa Rosa city police
station. Specifically, it sought answer to the following sub-problems:
1. What is the profile of the respondents in terms of:
- Age
- Gender
- Length of service
- Rank/Position
2. What is the respondent’s level of commitment to serve and protect the people?
3. What is the respondent’s level of work satisfaction?
4. Is there significant relationship between respondent’s level of commitment to serve
and protect the people when grouped according to their profile variable?
5. Is there significant relationship between the respondent’s level of work satisfaction
when grouped according to their profile variable?
Statement of the Hypothesis
1. There is no significant relationship between respondent’s level of commitment to
serve and protect the people when grouped according to their profile variable?
2. There is no significant relationship between the respondent’s level of work
satisfaction when grouped according to their profile variable?

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Assumptions of the Study
The researchers assumed the following:
1. Respondent’s profile indicates individual differences in characteristic
2. Commitment to serve and protect the people has significant impacts in the work
performance.
3. Work satisfaction affects people to commit humanitarian actions that would benefit
their community.
Scope and Delimitation of the Study
The study focused on the commitment to serve and protect the people and work
satisfaction. The respondents were be 30 selected Philippine National Police (PNP)
Officers of Santa Rosa City. The study was conducted during Academic Year 2021-2022.
Significance of the Study
The researchers believed that this study would benefit the following:
Philippine National Police – This will provide the PNP the opportunity to improve its past
and current image by becoming a more God-fearing and service – oriented institution. This
will also provide the PNP the opportunity and adopt measures to improve its interpersonal
relations with the varied stakeholders, their anti – crime activities and public safety
responsibilities. The findings of this study may help PNP in designing a program and rules.
It may also help them in choosing on what kind of policemen they will acquire.
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The PNP TOP Officials – This study will give the officers the baseline that would evince
the effectiveness of their performance. They will therefore have a basis for improvement if
needed.
Law Enforcer - this study will help the Law enforcement to enhance their role and
functions by achieving peace and order and this study will also provide suggestions that
will help them to their responsibility to achieve peace.
The Community - this study aims to help the Filipino community in general. The ultimate
goal of this study is to come up with a better assessment on the performance of policemen
towards the vision of attaining safer place to live, work and does business.
The Government Units and other Agencies - the results of this study may prompt them
to give the PNP their utmost support. The data extracted by this study will be able to
provide them with the PNP’s best practices worthy of praise and commendation.
Filipino Citizens - this will also be benefited by the study for them to be aware on the
quality of service of policemen.
Criminology students - the result of this investigation may encourage other enthusiasts to
study about peace and order. This would furnish those pertinent data that serve as a
reference material. This study would give them insights as to the impact of policemen to
the community.
Researchers. this study would beneficial to the present researchers or future researchers.
This study may be one of the bases that new theory in learning will arise.
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Future Researchers - the study would serve as a reference material for those students who
would like to conduct similar or related study.
Definitions of Terms
For a better understanding of the discussions of this paper, the following terms were
defined both conceptually and operationally:
Level is a specific amount of something (Tan, 2016). In this study, it refers to measure the
degree of the respondent’s commitment to serve and protect the people and work
satisfaction as PNP officers. It is measured using the 4-point Likert scale such as very high
(4), high (3), low (2) and very low (1).
Commitment willing to contribute to joint actions (Michael, 2016). Operationally, it refers
to the state of being dedicated.
Serve is the vibrant and cogent deeds and actions in response to the needs and wants of the
people in distress (PNP, 2020). In the study, it refers the action of helping or doing work
for someone.
Commitment to serve is the willingness to do the work (Loan, 2020). Operationally, it
refers to the respondent’s engagement to their roles/ task in PNP.
Protect the people - keep safe the community from harm or injury. In the study, it refers
the action of helping or doing work for someone.
Work - an occupation or something that someone does or has done (Kadtong, 2016).
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Satisfaction - to determine whether employees are happy and contented in fulfilling their
work (Lane, 2016).
Work satisfaction is simply how people feel about their jobs. It is the extent to which
people like (satisfaction) or dislike (dissatisfaction) their jobs. It can also be a reflection of
good treatment and an indicator of emotional well-being (Topa, 2018).
Police Officers Police officers are generally charged with the apprehension of suspects and
the prevention, detection, and reporting of crime, protection and assistance of the general
public, and the maintenance of public order.
Chapter 2
REVIEW OF RELATED LITERATURE AND STUDIES
This chapter presents the information gathered from different books, undergraduate thesis,
websites and studies both foreign and local origin which sustained the facilitation of this
research. This chapter also includes filling of gaps which contributed to the theory building
of this study. At the end of this chapter, synthesis of related literature and studies stated the
summary of what others have researched so that they may help in the improvement of the
present study.
State of the Art

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The literature and
study. They served as bases for conceptualization the study’s problem, research design and
methodology.
Related Literature
According to Frow (2017) commitment means feeling attached to and intending to ensure
the continuity of a relationship with a service provider or a brand. Commitment includes an
intention to further develop, not simply to maintain the relationships. Commitment was
defined in service quality as “employees’ dedication to bring service quality and ready to
give service beyond what expectation’’ (Pahi et al., 2016).
Effiong (2017) added that commitment is primarily a function of individual behavior and
willingness of individuals to give their energy to the organization through actions and
choices over time. In other words, commitment as the tendency to engage in consistent
lines of activity, such as intent to stay in the organization. It demonstrated that when the
goals of the organizations and the members of the organizations integrated or congruent,
attitudinal commitment occurs. Organizations need workers who are psychologically
attached to their work, both now and in the future (Rossenberg, 2018).
Loan (2020) pointed out that commitment in the service has significant impacts in the
work performance of the employee, commitment might develop or improve the employee’s
willingness to do the work, it affects the job productivity and performance. Commitment
also helps to promote the job satisfaction and work performance of the employee.
Achieving the objectives to facilitates the organization, commitment in the services or

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work is the key component. It attracted the interest of the organization. Implementation of
practices that promotes employee motivation and commitment has significant positive
impacts on organizations (Topa, 2018).
Furthermore, Hein (2016) added that a public servant is a government employee at any
one of several levels who provides some type of service which benefits the general public
particularly the disadvantaged. A police department provides a public service and can be
considered a social service agency because of the myriad issues addressed by police
officers recall that most police issues are not crime related. Real police work can include
dealing with truancy, family issues, traffic safety and control, community health and safety,
neighborhood disputes, and many other issues.
Elntib (2018) expresses his view stating that as communicated in the Police regulations
even when off duty, Police officers do not behave in a manner that discredits the Police
service or undermines public confidence and in determining whether a Police officer’s off-
duty conduct discredits the Police service, the test is not whether the Police officer
discredits herself or himself but the Police service as a whole.
Saduski, (2019) stated that policing has some unique obstacles in terms of organizational
commitment. These obstacles include police stress, community distrust of the officers who
serve there, and budgetary challenges. Police stress can also affect officers’ personal
commitment to their employers and their job performance, especially when that stress is
perceived to be the result of a lack of organizational support or internal agency problems.

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The State shall establish and maintain one police force, which shall be national in scope
and civilian in character, to be administered and controlled by a National Police
Commission. The PNP shall be a community and service-oriented agency responsible for
the maintenance of peace and order and public safety; and the PNP shall be so organized to
ensure accountability and uprightness in police exercise of discretion as well as to achieve
efficiency and effectiveness of its members and units in the performance of their functions.
COPs shall be professional managers; hence, they must be proficient so that they could
effectively realize the goals of the PNP. (Gaylord & Galliher, 2016).
Police professional is one who is properly educated and public service-oriented; one
whose behavior and conduct on the job is appropriate and ethical, avoiding clear conflict of
interests; one who respects the dignity of humanity of everyone contacted in the course of
his/her work, attempting to treat all fairly and with equal justice; one who is culturally
sensitive to the differences and potential of others; one who is aware of the impact of
agency culture on the professional behavior of officers; and one who is a learner concerned
about personal and career development for both one’s self and others (Shusta, 2016).
According to Davidescu (2020) that job satisfaction is an orientation of emotions that
employees possess towards role they are performing at the work place. Job Satisfaction is
the essential component for employee motivation and encouragement towards better
performance. Many people have defined job satisfaction over the years. Job satisfaction as
the integrated set of psychological, physiological and environmental conditions that
encourage employees to admit that they are satisfied or happy with their jobs. Further, the
role of employees at workplace is emphasized as there is an influence of various elements

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on an employee within the organization. Job satisfaction refers to the positive attitudes or
emotional dispositions people may gain from work or through aspects of work. Employees’
job satisfaction becomes a central attention in the researches and discussions in work and
organizational psychology because it is believed to have relationship with the job
performance (Lane, 2016).
Tatar (2020) explain that job satisfaction is just how people relate to their work and
various aspects of their work. This is the degree to which people like (satisfaction) or
dislike (dissatisfaction) aspects of their work or work, such as “work for themselves”,
“pay”, “promotion of opportunities", "control", and "cooperation". Job Satisfaction is a
common indicator measured by JDI factors (ie, work itself, career opportunities, and salary,
and relationship with colleagues).
Sree and Satyavathi (2017) define job satisfaction as the integrated set of psychological,
physiological and environmental conditions that encourage employees to admit that they
are satisfied or happy with their jobs. Further, the role of employees at workplace is
emphasized as there is an influence of various elements on an employee within the
organization.
Raziq and Maulabakhsh (2016) argues that if employees are not satisfied with the task
assigned to them, they are not certain about factors such as their rights, working conditions
are unsafe, co-workers are not cooperative, supervisor is not giving them respect and they
are not considered in the decision-making process; resulting them to feel separate from the
organization. Furthermore, he highlighted that in current times, firms cannot afford

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dissatisfied employees as they will not perform up to the standards or the expectations of
their supervisor, they will be fired, resulting firms to bear additional costs for recruiting
new staff. So, it is beneficial for firms to provide flexible working environment to
employees where they feel their opinions are valued and they are a part of the organization.
Employee morale should be high as it will be reflected in their performance because with
low morale, they will make lesser efforts to improve.
Job satisfaction is a complex and multifaceted concept, which can mean different things
to different people. Job satisfaction is usually linked with motivation, but the nature of this
relationship is not clear. Satisfaction is not the same as motivation. "Job satisfaction is
more an attitude, an internal state. It could, for example, be associated with a personal
feeling of achievement, either quantitative or qualitative." In recent years attention to job
satisfaction has become more closely associated with broader approaches to improved job
design and work organization, and the quality of working life movement (Kadtong, 2016).
There are three aspects of job satisfaction. Values are aspects of a job satisfaction. These
are connected to a person’ consciously and unconsciously desires to obtain. People will be
satisfied with their jobs as long as they perceive their jobs meet their important values.
Ideas are considered as the second aspect of job satisfaction because it is important to know
that different employees have different views in work because the same circumstances can
produce different levels of jobs satisfaction. The perception is the third aspect of job
satisfaction. Job satisfaction is not always based on objective and complete measurement of
the situation. Each person compares the job satisfaction to his or her values, and people are
likely to differ in what they perceive (Angeles, et al., 2016).

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Work values are linked to workplace happiness and performance (Tomaevi et al., 2018).
In other professions, however, organizational efficiency is dependent on adherence to these
ideals. This is primarily due to the ethical standards of these professions. In the policing
profession, responsibility for the security and effective protection of citizens coexists with
a variety of interpersonal relationships with citizens, as victims or lawbreakers, and is linked
to occupational stress. As a result, police officers' preferred work values can have a
significant impact on organizational effectiveness (Wang et al., 2018).
For both police and other law enforcement agencies, life happiness is a crucial topic.
Higher life satisfaction leads to greater physical health, more open-mindedness, increased
effort, and longer life expectancy, according to previous studies on the spillover idea.
According to the spillover theory, what happens at work does not stay at work, but rather
spills over into a person's personal life. Workplace variables, including job stress, job
involvement, job satisfaction, and organizational commitment do not simply effect people
at work, but also affect people’s contentment with their complete lives. A sample of 827
police officers from the Indian state of Haryana were studied to see how job stress, job
involvement, job happiness, and organizational commitment were linked to life
satisfaction. Job stress had a substantial negative effect on life satisfaction in a multivariate
ordinary least square’s regression analysis, but job involvement, job satisfaction, and
organizational commitment showed significant positive effects. According to the findings,
police administrators should try to reduce job stress and increase job involvement, job
satisfaction, and organizational commitment among officers in order to improve their life
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satisfaction, which would benefit individual officers, the police agency, and the
communities they serve (Lambert et al., 2021).
Police as law enforcers are mandated to ensure that the rule of law is implicated in
the spirit equality for all citizens. However, some police are perceived as failing as to live
up to duty and uphold the law, but of directly violating the human rights of citizens or
excessive use of force. Moreover, in the performance of their duties, police officers
routinely make critical decisions which require discretion on their part. Uncontrolled
discretion may result in serious problems.
Low percentage of crime reporting was considered an indication of diminishing
public trust and confidence in the police and the criminal justice system and people
would rather depend on praying protection. Despite these issues and concerns faced by
police, the PNP stands strong as it moves towards regaining its own glory (Philippine
National Police Transformation Plan, 2022).
Related Studies
Sagpaey (2016) pointed out that a policemen and women agree that they are indeed
committed to their profession and are morally principled. Regardless of their ranks and
years in service, the police concur that they adhere to their profession and are morally
upright. The uniformed personnel regard themselves to be significantly more professional
and moral than the community does. Joseph (2017) Commitment was determined by
employee’s psychological and emotional factors as well as firm related factors. It was also
concluded that efforts towards building trust have significant contribution to commitment.
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Professionalism means approaching an activity, such as one’s occupation or career, with
a sense of dedication and expertise. A professional is a committed high performer, possesses
integrity and demonstrates competence- regardless of vocation or profession in which one
is engaged. A professional is also concerned with doing an effective job or rendering an
effective service; developing one’s skill level and career; ensuring ethical and sensitive
behavior in one’s self and other organizational members; and capitalizing on diversity in
people and organizations. Whether writing a report, conducting an investigation or an
interview, or commanding a police action, a professional peace officer does it consistently
well. Further, his or her performance observes the code of ethics expected of a public
employee (Shusta, 2016).
Inayat and Khan (2021) job satisfaction is the positive and negative feelings of an
employee towards his job or it is the amount of happiness connected with the job.
Therefore, job satisfaction is one of the most widely spread researched topics in the field of
organizational psychology. Job satisfaction is the positive and enjoyable feeling that results
from the evaluation of one’s job or job experience.
The studies done by Angeles, et al. (2016) that job satisfaction and performance level of
the employees is affected favorably by the factors of the nature and expectations in the job.
Job satisfaction represents the emotional feelings and thinking regarding the job of the
employees. It provides employees with growth opportunities and sometimes even creating
new positions to employ special talents. Job performance helps employees understand the
expected scope, key responsibilities, required knowledge and skills and duties of the job.
From this, the company and organizations will get the quality service that they want and
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need. Kadtong (2016) added that the higher rating of employee is line with the belief that
accomplishing tasks and performing at higher level can be a source of job satisfaction, with
feeling of mastery and pride.
Mete, E. S. (2019) also revealed the significant positive correlation between affective
commitment (AC) and organizational citizenship behavior (OCB) in their research made in
Oman. The findings show that employee engagement in the organization triggered by AC
which will thereby result in extra-role behaviors displayed by the employees. It can be
concluded that employees with a higher AC are related to increased OCB.
Therefore, Varona (2016) added that perhaps the issue of political patronage and its
attendant evils would not be resolved in the near term, but as the problems of policing are
merely part of a wider social problem, participation and collaborative governance could go
some way towards enabling both citizens and police to come to a realization about the true
nature of the problems in and around the Philippine National Police, the wider society to
which it belongs and in which it functions, come to a mutual understanding of each other
and what needs to be done, and eventually come to some meaningful and beneficial
decisions towards true institutional reform. This way, the knowledge gained and the results
obtained could become the basis for good policing, civic consciousness and the eventual.
Conquest of the problem of political patronage. Hopefully, it could Also provide some
solution to the problems of insurgency and Separatism, which could then lead, perhaps, to
the de‐ Militarization of policing. This paper is partly based on ongoing Research work on
the Philippine National Police and the possibility of implementing a participatory,

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collaborative mechanism for Police reform. It is too soon to be conclusive, but the hopes
Expressed in this paper may not be excessive.
According to Wortley, K. S. (2021), young and racialized populations have low
perceptions of the police. In Canada, however, little is known regarding racialized youth's
attitudes of the police. Canada retains its international reputation as a friendly multicultural
country thanks to legal and informal limitations on the collecting of race-based data. This
article will highlight the views of Black and Indigenous kids and investigate their
experiences with law enforcement using the critical race approach of composite counter-
storytelling. This project intends to undermine Canada's international reputation as a
multicultural utopia by demonstrating how legal criminal justice actors, such as the police,
reinforce Black and Indigenous youth's marginalization through the criminalization
process.
In the study of Basilio (2017) The employees of Batangas City PNP are satisfied with
their jobs across all job satisfaction factors in terms of compensation and benefits, working
condition and work itself, interpersonal relationship and supervision, and policies and
recognition; and determine if there is a significant difference between the satisfaction levels
of respondents when grouped according to profile variables.
Johnson, M. R. (2020) added that motivating employees and building employee
commitment for all generational cohorts is a difficulty that employers encounter. These
topics have been researched in offices, but officers on the street in the United States have
little knowledge of them. It is critical to research the subject of law enforcement because it
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is one of the most stressful and dangerous careers, requiring strong motivation and
performance standards in order to provide secure communities. This study employed a
quantitative approach with t-tests and regressions to see if there are differences in intrinsic
and extrinsic motivation among police officers by generational cohort. Self-determination
theory, generational cohort theory, and organizational commitment theory were all part of
the theoretical framework. The Work Preferences Inventory and the Organizational
Commitment Questionnaire were both completed online by participants (n= 216). The
findings revealed that generational cohorts differed statistically in intrinsic drive but not in
extrinsic motivation. Intrinsic motivation was linked to organizational commitment, but
there was no difference between generations. Extrinsic motivation was linked to
organizational commitment, especially among Millennials. Implications for social change
include assisting police departments in better understanding its varied personnel and
increasing staff motivation and dedication so that agencies may deliver great services and
operate efficiently.
According to Tembur (2017) Rewarding employees in any organization is a motivating
tool to continually push themselves in order to achieve its goals. Failure to that the
employees feel dissatisfied hence low productivity of the organization financial rewards are
the motivating factor which satisfy the basic needs of an individual so, non-monetary form
which includes medical care, balancing duties or rotational duties also acts as a
motivational factor. Retention of employees by looking into their compensation reduces the
turnover rates in the company because employees will have more incentives to stay in their
work and saves the company from much expenses in looking for replacements. Good
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working environment is good to employees not only for the space they are using but also a
healthy and safe place to work in. The working schedules and periods of hours is also
crucial to many workers. Because in case of overtime duties they should have their perks
paid for overtime jobs. In this changing scenario retaining employees is a difficult task
because changing work environment cause stress and burnout. Employees feel satisfied and
like to work where they feel their worth and importance.
Lobete (2016) police organization is very much in need of evaluation of their
level of performance, for in a way, it would help them to strive more to do their best
while performing his/her duties and responsibilities. The people of the public are the first
to know the performance of the police officer that public perception is the first thing that
they need to know.
According to Maxson (2017) Los Angeles residents’ opinions of police job performance
and officers’ demeanor, police can increase residents’ approval of their job performance by
participating in community meetings, increasing officers’ visibility in neighborhoods, and
talking with citizens. Such informal contacts had a positive impact on job approval ratings
even when other factors associated with lower approval ratings such as residents’
perceptions that their neighborhoods are crime ridden, dangerous, and disorderly were
present.
Hammoud (2017) his study revealed that increasing employee commitment within an
organization will ultimately improve the productivity of employees. Organizations
provided security to their employees to increase their commitment to the organization and
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increase their productivity. Higher employee commitment within an organization for
individual projects or business is seen as the main reason for increasing employee
productivity, which leads to organizational success. Employee productivity can also be
improved when employees are more satisfied with their work and responsibilities. Their
satisfaction may depend on the pay system, organizational culture, and knowledge of
employee exchange.
Hassard et al. (2016) highlighted that if organizations want to promote job satisfaction,
they should strive to meet employee’s basic needs before proceeding to higher order needs.
According to Hassard et al. (2015) this approaches however does not consider the cognitive
process of employees and, in general, there is little empirical research as such it is losing
popularity
Bakotić (2016) explain that proper administration of affairs affects employee satisfaction,
greater employee commitment and decent work at work. In addition, the results showed a
positive link between job satisfaction and the organizational commitment of individuals.
The impact of strategic human resources on job satisfaction in her research. In addition, the
variables of employee learning, commitment, and work identity affect employee
satisfaction, where job satisfaction ultimately leads to higher human resource productivity
and greater competitive advantage for the organization.
Tatar (2020) his study revealed that most people seem to have a higher need, such as self-
realization. This means that people who have a great need for work are just satisfied with
having a job that can meet those needs. Identifies the relationship between job satisfaction
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and productivity, loyalty, activity and working hours. Job satisfaction is the sum of
pleasure or job satisfaction. Job satisfaction is the result of the employee's perception of
how well their work is what is considered important
Synthesis of the State of the Art
The literatures and studies presented gave significance to the goal of this research on
commitment to serve, protect the people and work satisfaction among selected Police
Officers at Santa Rosa City Police Station. Several existing studies focused on student’s
beliefs, attitudes, experiences regarding to the topic. The details support the goal of this
research and they give foundation to the structure of the whole search. This research will
help back up the other previous studies regarding this topic. The review of related literature
and studies has an implication on the present study. The review of related literature and
studies has an implication on the present study. The work of literature of different authors
like Frow (2017), (Pahi et al., 2016) and Effiong (2017) defines and give meaning
regarding commitment to serve. (Rossenberg, 2018), Loan (2020) and (Topa, 2018)
pointed out that commitment in the service has significant impacts in the work performance
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of the employee, commitment might develop or improve the employee’s willingness to do
the work, it affects the job productivity and performance. Commitment also helps to
promote the job satisfaction and work performance of the employee. Prebilič and Juvan
(2015), AlKahtani et al, (2020), Hein (2015), Elntib (2018), Varona (2016) and Gaylord &
Galliher (2015) talked about commitment in the service in which has significant impacts in
the work performance of the employee, commitment might develop or improve the
employee’s willingness to do the work, it affects the job productivity and performance.
Commitment also helps to promote the job satisfaction and work performance of the
employee. Achieving the objectives to facilitates the organization, commitment in the
services or work is the key component. It attracted the interest of the organization.
Implementation of practices that promotes employee motivation and commitment has
significant positive impacts on organizations. Moreover, Sagpaey (2016) and Shusta (2016)
believed that the one who is properly educated and public service-oriented; one whose
behavior and conduct on the job is appropriate and ethical, avoiding clear conflict of
interests; one who respects the dignity of humanity of everyone contacted in the course of
his/her work, attempting to treat all fairly and with equal justice; one who is culturally
sensitive to the differences and potential of others; one who is aware of the impact of
agency culture on the professional behavior of officers. Davidescu (2020), Tatar (2020),
Lane, (2016), Sree and Satyavathi (2017) defines job satisfaction as the integrated set of
psychological, physiological and environmental conditions that encourage employees to
admit that they are satisfied or happy with their jobs. Raziq and Maulabakhsh (2016),
Bakotić (2016) and Kadtong, (2016). argues that if employees are not satisfied with the
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task assigned to them, they are not certain about factors such as their rights, working
conditions are unsafe, co-workers are not cooperative, supervisor is not giving them respect
and they are not considered in the decision-making process; resulting them to feel separate
from the organization. Angeles, et al., (2016) and Tomaevi et al., (2018) talk about work
values are linked to workplace happiness and performance. Lambert et al., (2021) and
(Philippine National Police Transformation Plan, 2022) explain that higher life satisfaction
leads to greater physical health, more open-mindedness, increased effort, and longer life
expectancy, according to previous studies on the spillover idea.
Gaps Bridged by the Present Study
From the above review of the related literature and studies, the following gaps were
determined:
1. Though there were numbers of articles and studies concerning commitment to serve,
protect the people and work satisfaction there were studies yet conducted on exploring
these three variables altogether in one study.
2. There were no studies yet conducted on the concerning commitment to serve, protect the
people and work satisfaction among selected Police Officers at Santa Rosa City Police
Station the locale investigation.
3. There were no quantitative studies yet conducted on commitment to serve, protect the
people and work satisfaction,

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In view of
protect the people and work satisfaction among selected Police Officers at Santa Rosa City
Police Station.
Chapter 3
RESEARCH DESIGN AND METHODOLOGY
This chapter presents the procedures adapted by the researchers about the details on the
researcher design, sources of data, population of the study, instrumentation and validation,
data gathering procedure, and statistical treatment of data applied in order to come up with
this study.
Research Design
The researchers utilized the descriptive-correlational method of research that describes
the nature of the situation, as it exists at the time of the study and correlation method of
research (McCombes, 2019). It aims at determining the profile, the level of commitment to
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serve and protect the people and level of work satisfaction of Philippine National Police
(PNP) Officers in Santa Rosa City.
Sources of Data
The study had two sources of data namely; primary and secondary sources, the primary
sources of the data are the respondents from Philippine National Police (PNP) Officers in
Santa Rosa City. Secondary sources of the data were the books, thesis, internet, journals,
periodicals, magazine, and other reference materials deemed necessary to gather the needed
information of the study.
Population of the Study
The respondents of the study were the Philippine National Police (PNP) officers in Santa
Rosa City. The Slovin’s formula was used to determining the sample size. After computing
the total number of populations, the researchers will then determine the exact number of
respondents to represent the whole population as respondents of the study. Moreover, the
researcher will use simple random sampling as a method of identifying the sample from the
population.
Instrumentation and Validation
The researchers used non-standardized questionnaire consisting of three parts. Part one
focused on the respondent’s level of commitment to serve and protect the people; and part
two is on the respondent’s level of work satisfaction;

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Since the questionnaire was non-standardized, it was subjected to the face and content
validity. It was presented to the panel of experts; one in criminology, in research, and in
statistics for their comments and suggestions. After some modifications, it was presented to
the adviser for final approval and it was distributed to the target respondents.
Evaluation and Scoring
To determine the respondent’s level of commitment to serve and protect the people and
level of work satisfaction among select Philippine National Police (PNP) Officer in Santo
Rosa City, the following measures were used:
Assigned Points Numerical Categorical Responses Verbal
Ranges Interpretation
4 3.28-4.00 Strongly Agree Very High
3 2.52-3.27 Agree High
2 1.76-2.51 Disagree Low

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1 1.00-.1.75 Strongly Disagree Very Low
Data Gathering Procedure
The researchers personally administered the survey instrument to the respondents. First,
the researchers asked the Head of PNP Santa Rosa requesting to allow the conduct of the
study and the list and number of PNP officers in Santa Rosa. After having the list, the
researchers personally conducted the data gathering and explained to the respondents’ the
purpose of the study. Then, the researchers introduced themselves to the representative of
family households who answered the prepared questionnaire. They explained the
procedures of answering questionnaire and guaranteed then of confidentiality. The
questionnaires were collected right after they had answered them. The gathered data were
tallied, tabulated, analyzed, and interpreted.
Statistical Treatment of Data
The following statistical tools will be used to the gathered data:
1. Frequency and percentage will be used for the profile of the respondents.
2. Weighted mean will be used to determine the respondents’ (a) commitment to serve and
protect the people, and (b) level of work satisfaction.
3. Pearson Moment correlational coefficient will be used to determine if there is significant
relationship between the respondents’ (a) level of commitment to serve and protect the
people when grouped according to their profile variable, (b) level of work satisfaction
when grouped according to their profile variable.

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Reference:
Loan, L. (2020). The influence of organizational commitment on employees’ job

performance: The mediating role of job satisfaction. Management Science Letters,
10(14), 3307-3312. Retrieved February 18, 2022 from
Hein J. 2015. Why our best police officers are altruists? Inside Internal Affairs. Retrieved
February 7, 2021 from: https://www.ojp.gov/pdffiles1/nij/234052.pdf
Topa, G (2018). Job Satisfaction, Organizational Commitment and Job Involvement: The
Mediating Role of Job Involvement. Retrieved February 16 2022 from
https://www.frontiersin.org/articles/10.3389/fpsyg.2018.00132/full
Elntib, S., Milincic, D. Motivations for Becoming a Police Officer: A Global Snapshot. J
Police Crim Psych 36, 211–219 (2021). https://doi.org/10.1007/s11896-020-
09396-w
Davidescu, A. (2020). Work Flexibility, Job Satisfaction, and Job Performance among
Romanian Employees— Implications for Sustainable Human Resource
Management. Retrieved February 7, 2022 from http://mrp.ase.ro/no34/f7.pdf
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Lane, K. (2016). Job Satisfaction. Retrieved February 18, 2022 from

https://wikispaces.psu.edu/display/PSYCH484/11.+Job+Satisfaction
Raziq, A. and Maulabakhsh, R. (2016). Impact of Working Environment on Job
Satisfaction Retrieved February 7, 2022 from
https://www.sciencedirect.com/science/article/pii
Kadtong, M. (2016). THE SIGNIFICANT RELATIONSHIP BETWEEN WORK

PERFORMANCE AND JOB SATISFACTION IN PHILIPPINES. Retrieved
February 7, 2022 from http://www.tjprc.org/publishpapers/2-34-1364823381-
2THE%20SIGNIFICANT%20-%20full.pdf
Montgomery, A. (2019). Work Values of Police Officers and Their Relationship With
Job Burnout and Work Engagement Retrieved February 10, 2022 from
https://www.frontiersin.org/articles/10.3389/fpsyg.2019.00442/full
Jensen, S., & Hapal, K. (2018). Police Violence and Corruption in the Philippines:
Violent Exchange and the War on Drugs. Journal of Current Southeast Asian
Affairs, 37(2), 39–62. https://doi.org/10.1177/186810341803700202
Johnson, M. R. (2020). Motivation and Organizational Commitment Differences between

Generational Cohorts of United States Police Officers. Retrieved February 10,
2022 from https://scholarworks.waldenu.edu/dissertations/9962/
Kumar, S. (2017). JOB SATISFACTION-AN OVERVIEW Retrieved February 10, 2022

From https://euroasiapub.org/wp-content/uploads/2017/11/21ESSJan-4388-1.pdf
Ramshaw, P. & Cosgrove, F. (2020). Changing Motivations of The Special Constable: A

Qualitative Analysis of The Role of Organizational Experience in Retaining
Satisfaction and Commitment. Retrieved February 10, 2022 from https://nrl.
northumbria.ac.uk/id/eprint/39093/3/Ramshaw%2C%20Cosgrovee%20-%20C
hanging%20Motivations%20of%20the%20Special%20Constable%20AAM.pdf
Wortley, K. S. (2021). To serve and protect whom? Using composite counter-storytelling

to explore Black and Indigenous youth experiences and perceptions of the police
in Canada. Retrieved February 10, 2022 from
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Lambert, E.G., Qureshi, H. & Frank, J. (2021). The good life: Exploring the effects job
stress, job involvement, job satisfaction, and organizational commitment on the
life satisfaction of police officers Retrieved February 10, 2022 from
https://journals.sagepub.com/doi/abs/10.1177/14613557211016494
Talabong, R. (2018). 5 Challenges for New PNP Chief Oscar Alabayalde. Retrieved
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philippine-national-police-chief-oscar-albayalde
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Job_Satisfaction_on_Organizational_Commitment

Final Thesis

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Final Thesis

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University of Perpetual Help Laguna

Old National Highway, Biñan, Laguna

COMMITMENT TO SERVE AND PROTECT THE PEOPLE AND WORK

SATISFACTION AMONG SELECTED POLICE OFFICERS AT SANTA ROSA

CITY POLICE STATION

The Faculty of the College of Criminology

University of Perpetual Help System Laguna

Of the Requirements for the Degree

Bachelor of Science in Criminology

Garingo, Jose Lorenzo N.

Parra, Gerald Jay L. - Leader

Señeres, John Ferdinand A.

Chapter 1: THE PROBLEM AND ITS SETTING

Statement of the Problem

Statement of the Hypothesis

Assumptions of the Study

Scope and Delimitation

Significance of the Study

Chapter 2: REVIEW OF RELATED LITERATURE AND STUDIES

State of the Art

Synthesis of the State of the Art

Gap/s Bridged by the Present Study

Population of the Study

Instrumentation and Validation

Evaluation and Scoring

Data Gathering Procedure

Statistical Treatment of Data

press on a work-in-progress of transformation to reclaim its rightful seat as the people's

enforcement agency are already being addressed under PNP's comprehensive

reform agenda that focuses on Competence, Organizational reforms, Discipline, Excellence

welfare of every citizenry.

The police org

organizational members; and capitalizing on diversity in people and organizations. The

performance observes the code of ethics expected of a public employee.

live in service, honor and justice.

criminology, we have a particular path that we need to obtain and exercise, as we go on

satisfaction of Philippine National Police Officers.

The researchers primarily considered the ‘’Abraham Maslow’s Needs Hierarchy

triangle comprising of five needs identified as physiological needs, safety, social or

belongingness/love, esteem, and self-actualization. People have biological, psychological

towards social and psychological needs at a higher level.

stages of attachment to the Lasallian school of organization: 1) Discovering the nature of

being an educational partner; 2) realizing implications; 3) contextualizing: 4) living out; 5)

unveiling expected outcome or consequences.

satisfaction is determined by a discrepancy between based on two factors – his expectations

don’t value that facet.

as the unanticipated involvement of other sources of rewards or other aspects of a person.

of organization and individual’s attitudinal inclination towards it due to shared beliefs,

The researchers primarily considered the ‘’Abraham Maslow’s Needs Hierarchy

triangle comprising of five needs identified as physiological needs, safety, social or

belongingness/love, esteem, and self-actualization. People have biological, psychological

towards social and psychological needs at a higher level.

independent/dependent variable; level of work satisfaction as the dependent variable.

Statement of the Problem

station. Specifically, it sought answer to the following sub-problems:

1. What is the profile of the respondents in terms of:

3. What is the respondent’s level of work satisfaction?

4. Is there significant relationship between respondent’s level of commitment to serve

5. Is there significant relationship between the respondent’s level of work satisfaction

when grouped according to their profile variable?

Statement of the Hypothesis

1. There is no significant relationship between respondent’s level of commitment to

2. There is no significant relationship between the respondent’s level of work