ORGANIZATIONAL CLIMATE AND PERFORMANCE OF SELECTED PUBLIC

ELEMENTARY TEACHERS IN THE PROVINCE OF CAVITE:

BASIS FOR A PROPOSED STRATEGIC MODEL

A Thesis
presented to the
Faculty of the Graduate School
PACIFIC INTERCONTINENTAL COLLEGE
Las Pinas City
Philippines

In Partial Fulfillment
of the Requirements for the Degree
Master of Arts in Education
Major in Educational Management

by
JUAN DELA CRUZ
2022

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 CHAPTER 1

The Problem and Its Background

Introduction

Development of nation is primarily dependent on the education system

available in the country. Education is nowhere without teacher’s playing a pivotal

role in ensuring achievement in an educational institution. Teacher’s job

performance play a crucial role in student’s learning process.

Teachers play a basic and dynamic role in the educational system. It is

said that good performance of students depends upon effective teaching of

their teachers. As professionals, teachers need to be appropriate role models

and exhibit to their students a commitment to scholarly values and to life-long

learning.

Teacher’s behavior too plays a role in the teacher’s job performance.

Both principals’ behavior and teachers’ behavior are part of organizational

climate which influence the teacher’s job performance. Teachers are arguably the

most important group of professionals for our nation’s future. Without teacher,

the education system will be crippled. The increased importance in teacher’s

job performance has made it extremely important to identify the factors that

influence teacher’s job performance.

Teachers’ job performance is the way in which a teacher behaves in the

process of teaching and it is known to be related to teachers’ effectiveness. It is said

that good performance of students depends upon effective teaching of their

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teachers. Thus, it is important to examine the factor that could enhance teachers’

job performance in school.

Teaching is working for a noble cause and generating self-reward by personal

esteem and professional growth. Teachers as the advocators of this profession are

completely challenged by the demand of this continuous development in the world

of academe. The success of this profession is highly dependent on the effective

transport of knowledge and the improvement of personality, but in order for such

indicator to take place, performance of the teachers should be deliberately deemed.

Teacher’s performance is a very significant component in the basic foundation

of essential knowledge and character formation of the learners. It equates the

learning quality and standard of the school. Thus, it must be aimed in achieving

specific and defined outcomes.

Likewise, teacher’s performance is linked with teacher’s characteristics, which

has an impact to teacher’s effectiveness. It is also important to note that the

efficacy of performance level may due to complexity of characteristics. A refined

understanding of how teacher’s attributes affect performance quality across the

different teaching context can be helped in determining the basis of evaluation and

policy options.

Hence, the study aims to outbuilding light to the inquiry that may entail the

organization climate in relation to demographic profile and performance of public

elementary teachers in the Province of Cavite.

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Theoretical Framework

McGregor (1960) developed the theory of job performance in his ‘X’ and

‘Y’ theories. Theory ‘X’ postulates that a negative attribute brings low

performance while theory ‘Y’ predicts that positive attributes result in high

performance. The theory that a teacher exhibits influences his or her level of

performance (Adeyemi, 2004). There are a few reasons contributing to low level

of teachers’ job performance such as inadequate pay, poor career structure, lack

of promotion opportunities, poor school facilities, inadequate school disciplinary

policy, principal’s leadership behavior and students’ poor work attitudes and

teachers’ behavior (George, Louw and Badenhost, 2008). However, this study

focus on organizational climate as one of the factors that influence teachers’ job

performance

Conceptual Framework

This study is guided by system approach framework such as INPUT, PROCESS,

and OUTPUT model as reflected in Figure 1.

The INPUT consists of respondents of the study such as school heads and

teachers, survey results on organizational climate of elementary teachers, teachers’

performance for the last three years, problems encountered, and references such as

book, journal and magazine, thesis/dissertation and sources.

On PROCESS is the assessment of the organizational climate of public

elementary teachers such as structural, human resource, political, and symbolic;

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 INPUT PROCESS OUTPUT

 Assessment on the
 Respondent of the
Organizational
Study
-School Heads Climate of Public
-Teachers Elementary
Teachers in terms
 Survey result on the of:
Organizational Climate - Structural;
of Elementary - Human
Teachers
Resource;
 Teachers’ - Political; and
Performance for the - Symbolic Proposed
Last Three Years
Strategic

 Assessment on the Model

 Problems Encountered problems
 References: encountered
- Books
- Theses &  Statistical treatment
dissertation of data
- Magazines
- Other online
 Analyses and
interpretations of
data

FEEDBACK

Figure 1. Conceptual Paradigm of the Study

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problems encountered; statistical treatment of data; and analyses and

interpretations of the data gathered.

The OUTPUT is the Proposed Strategic Model.

Statement of the Problem

The general problem of the study focused on the organizational climate and

performance of selected public elementary school teachers for the last three years in

the Province of Cavite.

Specifically, this study sought to answer the following sub-problems:

1. What is the organizational climate of public elementary teachers in selected

elementary school in the Province of Cavite in terms of:

1.1. Structural;

1.2. Human Resource;

1.3. Political; and

1.4. Symbolic?

2. What is the performance of selected public elementary school teachers

for the last three years?

3. Is there a significant relationship between the organizational climate and

performance of public elementary school teachers?

4. What are the problems encountered by the public elementary teachers in

school?

5. Based on the findings of the study, what strategic model may be

proposed?

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 6. How acceptable is the proposed strategic model as assessed by the

respondent?

Hypothesis

The researcher hypothesize that:

There is no significant relationship between organizational climate and

performance of public elementary school teachers

Scope and Limitation of the Study

The research is a descriptive investigation of the relationship of organizational

climate, demographic profile, and performance of public elementary school teachers

for last three years in the Province of Cavite for this current year.

The questionnaire was the primary instrument of this study. Its validity is

highly dependent on the sincerity and authenticity of the treatment imparted by the

respondents.

The respondents composed of ______ school heads and _____ teacher

respondents with a total of ______respondents from selected schools in the

Province of Cavite.

This study was conducted in the School Year 2021 – 2022.

Significance of the Study

The findings of this study could offer substantial benefits to the following:

Teachers. This study serves as a channel of awareness for them on what

makes a worker satisfied in the workplace and the kind of organizational climate.

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This is for them to make the necessary adjustment and be conscious of the

improvement of the said climate.

School Heads. The results of this study serve as an eye opener for them to

find out the efficacy of a relative dependency to job satisfaction and organizational

climate, so as device the appropriate intervention to improve and sustain the

organizational existence and development towards the attainment of the goal and

objectives of the program as prescribed by the DepEd.

Guidance Coordinators and Counselors. It serves as an overview of the

school climate and organizational commitment of their colleagues that serve as their

foundation in developing a relevant guidance program for the benefit of every

school personnel and the organization.

Stakeholders. It serves as venue for all schools the stakeholders to have

an all – out support to the school in terms of programs and projects for school

improvement and personnel development.

Other Researchers. The findings of this study would offer additional

review of related studies and references to other researchers that are equally

interested to conduct similar study.

Definition of Terms

The following terms are hereby defined operationally and conceptually for

better understanding of the study:

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 Acceptability. It refers to the degree, which the respondents find

appropriateness and feel satisfied on the presentation of the content/matrix of the

developed intervention plan.

Assessment. It refers to the evaluation made by the public elementary school

teachers on the organizational climate criteria.

Communication. It is the process of transmitting ideas, information, and

attitudes from one person to another by the use of symbols such as words, figures,

pictures and graph.

Decision Making. It is regarded as an outcome of mental processes

(cognitive process) leading to the selection of a course of action among several

alternatives.

Human Resources. It evolves from the term: personnel, as the functions of

the field, moved beyond paying employees and managing employee benefits.

Level of Performance. It refers to the effectiveness of the teachers based on

the Individual Performance Commitment Review Form (IPCRF).

Organizational Climate. It refers to the recurring patterns of behavior,

attitudes, and feelings that characterize life in the school organization, while an

organization culture tends to be deep and stable.

Politics. It refers to the workplace through organizational politics, or what is

commonly called “school politics,” and that includes efforts made in an attempt to

improve one's status or to increase one's power in the organization.

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 School Climate. It refers to the variables used in the study, which describes

how the teachers, the principal, and the students as well as parents interact and get

along with each other. It represents the attitude of the school.

School Type. It refers to the variable used in the study, which describes the

school location in terms of its proximity to the community and urban center. School

type can be categorized as urban or rural.

Strategic Model. It refers to the set of strategies to the employed to

enhance/improve the testing program for efficient and effective implementation.

Structure. It refers to the quality and suitability of the work environment. It

has to do with the support that employees feel they receive from the organization.

The organizational structure strongly influences the organizational climate. The

organizational climate is a reflection of the degree of employee motivation.

Symbolic Frame. It recognizes u and a strong culture and mission that

provide direction towards achieving organizational purpose.

Working Condition. It determines the organizational climate enjoyed and

shared by the employees who are dependent into their individual beliefs, attitudes,

principles, and characteristics.

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