Republic of the Philippines

SOUTHERN LUZON STATE UNIVERSITY

College of Teacher Education
GRADUATE PROGRAM
Lucban, Quezon

TITLE PROPOSAL

Prepared by:

NAME
Doctor of Philosophy
Major in Educational Management
Title
No: 1 write here

Rationale

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“Title Proposal” Prepared by; your name
“Title Proposal” Prepared by; your name
“Title Proposal” Prepared by; Your name
 Objectives of the Study

type here

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 Objectives of the Study

type here

“Title Proposal” Prepared by; your name

 Research Paradigm
 Student-respondents assessment of
 Teacher-respondents assessment of
modular learning modality in terms of;
modular learning modality in terms of;
A. Reciprocal Learning;
a. Authority of learning;
B. Cooperative Learning;
b. Delegator of learning;
C. Collaborative Learning; and
c. Facilitator of learning; and
D. Peer Instruction?
d. Demonstrator of learning?
 Factors that cause students-
Factors that cause teacher-respondents a
respondents a delay in their continuous
delay in fulfilling their duties.
learning.

Experiential Setbacks of Teachers and Students in

Modular Distance Learning

Recommendation for the Enhancement of

Curriculum

Figure #1: The Research Paradigm.

“Title Proposal” Prepared by; your name
 Methodology

Locale of the Study Research Design Population

“Title Proposal” Prepared by; Albert P. Mercado

 Methodology

Research Instrument Statistical Treatment

“Title Proposal” Prepared by; Albert P. Mercado

 Thank You!

“Title Proposal” Prepared by; Albert P. Mercado

Title Job Performance and Satisfaction of Teachers in Modular Distance Learning: A Basis for
No: 2 Intervention and Development Plan
Rationale
“Feelings or affective responses to elements of the employment situation” is how job satisfaction is described. Researchers
have lately recognized that work satisfaction is a phenomenon that is both cognitive (thoughts) and affective (feelings) in
nature. Employee reports can impact at work, according to several researchers, it may be used to evaluate job satisfaction,
and emotional events on the job can also be a source of job satisfaction. In other words, employee job satisfaction refers to
employees' emotional reactions to various aspects of their jobs. As a result, job satisfaction encompasses employee
sentiments about a range of aspects of their employment. Job satisfaction has a cognitive component as well. This cognitive
component consists of job-related judgements and beliefs, whereas the emotional component consists of job-related
feelings and emotions. Job satisfaction is thought to be a dispositional trait. This dispositional perspective holds that
assessing personal traits might help predict work happiness. Some research indicates that work satisfaction consistency
over time and across diverse conditions support the dispositional source of job satisfaction (Sumeda 2019). Workplace
satisfaction is important to research for a number of reasons: (a) higher satisfaction has been linked to increased
productivity, and (b) boosting employee satisfaction has inherent humanitarian value. Furthermore, job satisfaction is
linked to other beneficial workplace outcomes such as improved organizational citizenship behaviors, higher life
satisfaction, reduced counterproductive work behaviors, and reduced absenteeism. Each of these outcomes is desirable in
businesses, demonstrating the importance of researching and understanding work satisfaction (Bagdi, 2018).

“Title Proposal” Prepared by; Albert P. Mercado

 Job performance, on the other hand, is defined as the observable behaviors that employees engage in at work that are important to the

organization's goals. Organizations are interested in job performance because good productivity is important in the workplace. Performance

criteria should be based on behaviors rather than outcomes, because a focus on outcomes may encourage workers to seek out the quickest

method to accomplish the required results, which is likely to be damaging to the business because other critical behaviors may go unnoticed. It

has been claimed that performance is not a result of behaviors, but rather a result of behaviors. To put it another way, performance refers to the

behaviors that may be seen among employees

The link between satisfaction and performance has been researched for decades. The human relations movement and the Hawthorne studies in

the 1930s sparked interest in the link between employee attitudes and performance. In a narrative assessment of the satisfaction-performance

link, Brayfield and Crockett (1955) determined that the relationship was minor or nonexistent. However, the study was restricted by the small

number of primary research on the satisfaction-performance that were available at the time.

“Title Proposal” Prepared by; Albert P. Mercado

 In any country, Teacher is the most well-respected profession. The teacher, according to Panda et al. (2003), is
the center of any educational system. Teachers, in fact, are a country's greatest asset. Teachers acquire perceptual and
cognitive performance style traits in their methods of interacting to the environment. As a result, a person is more
inclined to act in a way that makes the most of his abilities. Similarly, a teacher's good attitude toward teaching and
greater degree of aspiration influences his positive impression of the surroundings. It is well acknowledged that
teachers' instructional effectiveness has a significant impact on students' learning and academic success. Aptitude,
attitude, topic mastery, teaching style, personal traits, the classroom environment, general mental capacity,
personality, and relationships with students are all elements that impact teachers' work success. To produce great
teachers, one must first comprehend the elements involved. One of these crucial variables is job satisfaction.
Teachers that are disgruntled with their jobs will not be dedicated or productive.

“Title Proposal” Prepared by; Albert P. Mercado

 However, due to COVID-19 Pandemic and Modular Distance Learning Modality, many studies have been

carried out to assess the symptoms of stress, anxiety, and depression among instructors, but the findings show that

they have psychological symptoms. According to recent research, this crisis has prompted teachers to experience

issues that are frequently associated with pandemics, such as anxiety, depression, domestic violence, and

separation, all of which limit their capacity to teach effectively (Al Lily et al., 2020). Furthermore, prior research

has indicated that working from home can cause tension, worry, tiredness, and decreased job satisfaction that

affects job performance as well (Cuervo et al., 2018), and in the event of a pandemic, these were the only tools

accessible to instructors. Having said that, the researcher aims to investigate the Job Performance and Job

Satisfaction of Teachers during Distance Learning Modality.

“Title Proposal” Prepared by; Albert P. Mercado

 Objectives of the Study

This research aims to investigate the Job Performance and Job Satisfaction of Teachers during
Distance Learning Modality that could be a basis for Intervention and Development Plan for continuous
providing quality learning amidst the pandemic.

Specifically, it is geared towards the attainment of the following objectives:

1. What is the profile of the teacher-respondents in terms of
A. Age,
B. Sex,
C. Civil status,
D. Highest educational attainment, and
E. Length of service?

“Title Proposal” Prepared by; Albert P. Mercado

 Objectives of the Study

2. To determine the work performance rating of teacher respondents during distance learning modality
based on the seven domains
A. Diversity of learners;
B. Curriculum content and pedagogy;
C. Planning, assessing and reporting;
D. Learning environment;
E. Community linkages;
F. Social regard for learning; and
G. Personal, social growth and professional development?

“Title Proposal” Prepared by; Albert P. Mercado

 Objectives of the Study

3. To determine the job satisfaction rating of the teacher-respondents during distance learning modality on
the following job facets:
A. School policies;
B. Supervision;
C. Pay;
D. Interpersonal relations;
E. Opportunities for promotion and growth;
F. Working conditions;
G. Achievement;
H. Recognition; and
I. Responsibility?
4. What are the recommendations that arises from the analysis of the data provided that could be utilize for
an intervention and development plan of the faculty?

“Title Proposal” Prepared by; Albert P. Mercado

 Research Paradigm
Work performance rating of teacher respondents during Job satisfaction rating of the teacher-respondents during
distance learning modality on the following job facets:
distance learning modality based on the seven domains:  School policies;
 A. Diversity of learners;  Supervision;
 B. Curriculum content and pedagogy;  Pay;
 C. Planning, assessing and reporting;  Interpersonal relations;
 D. Learning environment;  Opportunities for promotion and growth;
 E. Community linkages;  Working conditions;
  Achievement;
F. Social regard for learning; and
 Recognition; and
 G. Personal, social growth and professional  Responsibility.
development.

Job Performance and Satisfaction of Teachers during distance learning

modality.

Recommendations for an intervention and development plan of the faculty.

Figure #1: The Research Paradigm.

“Title Proposal” Prepared by; Albert P. Mercado
 Methodology
Locale of the Study
This research will be conducted in
the Schools Division of Quezon. The
Division of Quezon is considered as one
of the four very large schools divisions
in the Philippines. DepEd Quezon
encompassing of 953 schools; 771
Elementary and 182 Secondary Schools.
166 out of 182 are offering Senior High
School Program. These schools are
distributed in four congressional districts
of Quezon. Quezon Province is
composed of 1,543 barangays.
“Title Proposal”
Research Design
The study will utilize the
descriptive correlation design. The
descriptive part presented
demographic characteristics of the
teachers as well as their job
satisfaction rating on the different job
facets. The correlation was used to
find out the relationship of teacher
profile, and work performance to job
satisfaction.
Prepared by; Albert P. Mercado
Population
The study will focus on the
Department Head, Master Teachers and
teachers of Senior High School in the
the
Division of Quezon. The total number of
department heads, master teachers and
teachers to be subjected as respondents of
the study will be based on the data
gathered from the Division. Furthermore,
the researcher will utilize Random
Sampling Design in choosing the number
of respondents per school so that a greater
number of the population has an equal
opportunity to participate in the study.
 Methodology
Research Instrument Statistical Treatment

The study made use of the survey questionnaire. There were two sets of The researcher used descriptive
statistics such as group frequency
questionnaires consisting of two parts. The first part is on the personal information of the
distribution, percentile, mean and
respondents. The second part of the instrument is on the Job Satisfaction questionnaire, standard deviation. And if needed, the
with its nine facets namely, school policies, supervision, pay, interpersonal relations, researcher will also use Pearson Product
Moment Correlation Coefficient r to
opportunities for promotion and growth, working conditions, work itself, achievement, determine the correlation between job
recognition, and responsibility. Also, the research instrument will undergo pilot testing to satisfaction and work performance.
Furthermore, no data in the study will be
determine the reliability of the survey tool and will be conducted to a group of thirty (30)
falsified and fabricated. Any form of
teachers. The formulated questionnaire shall have a Cronbach Alpha result of .9 to be deceit will be avoided. To assure
labelled as excellent. Laerd Statistics (2018) stated that Cronbach’s alpha is the most
originality of work.

common measure of internal consistency It is most commonly used when you have

multiple Likert questions in a survey/questionnaire that form a scale and you wish to

determine if the scale is reliable.

“Title Proposal” Prepared by; Albert P. Mercado

 Thank You!

“Title Proposal” Prepared by; Albert P. Mercado

Title Research Training Needs Assessment of Teachers in the Division of Quezon: Basis for
No: 3 Professional Development Training Program

Rationale

In todays’ era, research is a crucial part of education as well as for practitioners in this field. Research are being
utilized in a process of systematic, reflective inquiry to improve educational practices or resolve problems in any
operating unit (i.e., school, classroom, office). According to DepEd order No. 43, s. 2015, There are three types of
research based on per level of governance. The first one is National in which consists of research that would inform
policy and decision making at the national level; program development and implementation; program evaluation;
process evaluation and impact study. The second one is the regional that consist of research that would improve
contextualization and implementation of policy in the region, division and district; program development and
process and program evaluation. And the last one is the school based that consists of action research that would
improve teaching and learning and school governance; matters arising from SIP analysis and Learning Action Cells
sessions that require further investigation. These types of research does not only improve the quality of education
that the stakeholders can provide to the learners but also improves pedagogical and professional development of
teachers.

“Title Proposal” Prepared by; Albert P. Mercado

 Teachers have historically received professional development through in-service training at their schools. In the traditional model, a
district or school hires an outside consultant or curriculum expert to provide teachers with training or seminars on a range of
pedagogic or subject-area topics as part of a staff development program. Professional literature has frequently bemoaned such an
approach. According to experts, it lacks consistency and coherence, misunderstands how students learn best, and fails to
comprehend the complexity of teachers' work. Although professional development may be described in a variety of ways, many
educators define professional development, or staff development, as chances for teachers and other education employees to
participate in short-term or long-term conferences, seminars, or in-services. Schools, school districts, educational groups, and
organizations frequently provide these possibilities. However, it is becoming increasingly clear that in today's educational context, a
single vision of what constitutes good professional development is no longer relevant or useful (Corpuz, 2018). Alternative
definitions of professional development take into account a variety of elements that influence the many settings in which
professional development might be used. the importance of focusing efforts on student learning and achievement, the formation of
learning communities, the recognition of multiple roles within the professional life of teachers, the development and impact of
leadership skills and the provision of support, the necessity of dealing with uncertainties and exploring authentic problems and
challenges, and the necessity of dealing with uncertainties and exploring authentic problems and challenges Practitioners and
academics alike are realizing that the process of professional development is just as essential as the content in defining it.

“Title Proposal” Prepared by; Albert P. Mercado

 A significant body of research has examined the topic of efficacy in professional development programs and initiatives during the
last 10–15 years. However, determining what constitutes good professional growth is, at best, a subjective exercise. Professional
development efficacy is influenced by a variety of factors that are both simple and complicated. Regardless of the quality of
professional development research, it may be unrealistic to expect a single set of qualities leading to broad-brush rules and
recommendations for effective professional development to emerge (Sumuga, 2016).

In terms of Training Needs Assessment for teachers, TNAs (Training Needs Assessments) are determined in a variety of ways in
most organizations. The most frequent method is to hire an outside consultant to investigate the organization's and employees'
training needs. Consultants, according to McConnell (2003), are responsible for identifying potential training needs as part of
other initiatives such as organizational studies, performance evaluations, and management assessments. This occurs when a
schools management discovers holes that may be filled by training their teachers. Internally, when teachers and/or school
administration discover gaps or inconsistencies in which they believe training is the answer, they use other methods or techniques
to determine training requirements for the organization. Another approach to evaluate training needs is through the persistence of
production wastage, rumors, and gossips, among other variables, which are shown by poor performance. Teachers determining
their own training needs is important since it helps them enhance their present performance and prepare for new opportunities
(Kafwenji, 2015).

“Title Proposal” Prepared by; Albert P. Mercado

 Unfortunately, almost all professional development training that the schools and other stakeholder provided for teachers focuses

more on pedagogy and teaching techniques that the teachers may utilized in fulfilling their jobs as well as training needs assessment that

has been held for teachers focuses more on the possible training that may improved the pedagogical and teaching techniques of teachers.

Only some or none of it focuses on providing teachers a training program that will teach the teachers on the importance and significance

of doing research when in fact, research such as action research is very popular in the field of education because there is always room

for improvement when it comes to teaching and educating others. Sure, there are all types of methods of teaching in the classroom, but

action research works very well because the cycle offers opportunity for continued reflection. In all professional fields, the goal of

action research is to improve processes. Action research is also beneficial in areas of teaching practice that need to be explored or

settings in which continued improvement is the focus (Levitas, 2020). Having said that, this research aims to determine the research

training needs of teachers in the Division of Quezon that could be a basis for a professional development training program.

“Title Proposal” Prepared by; Albert P. Mercado

 Objectives of the Study

This research is geared towards the attainment of the following objectives:

1. To determine the profile of the respondents in terms of
A. Highest Educational Attainment;
B. Length of service in teaching profession;
C. Received research related trainings.

2. To analyze the current knowledge of the respondents in terms of doing research.

3. To determine the school-based trainings provided by the school to address the research
training needs of the respondents.
4. To determine the research training needs of the respondents when they are grouped according
to their highest educational attainment and length of service in the profession.

“Title Proposal” Prepared by; Albert P. Mercado

 Research Paradigm
Profile of the respondents in terms of:
A. Highest Educational Attainment;
B. Length of service in teaching
profession;
C. Received research related trainings.

Current knowledge of the School-based trainings provided by

respondents in terms of doing the school to address the research
research. training needs of teachers.

Research training needs of the

respondents

Figure #1: The Research Paradigm.

“Title Proposal” Prepared by; Albert P. Mercado

 Methodology
Locale of the Study
This research will be conducted in
the Schools Division of Quezon. The
Division of Quezon is considered as one
of the four very large schools divisions
in the Philippines. DepEd Quezon
encompassing of 953 schools; 771
Elementary and 182 Secondary Schools.
166 out of 182 are offering Senior High
School Program. These schools are
distributed in four congressional districts
of Quezon. Quezon Province is
composed of 1,543 barangays.
“Title Proposal”
Research Design
The study will utilize the
descriptive research design to analyze
the data and information provided by
the respondents.
Prepared by; Albert P. Mercado
Population
The study will focus on the
Senior High School Teachers. The total
number of SHS teachers to be subjected
as respondents of the study will be
based on the data from the Division
office. Furthermore, the researcher will
utilize Random Sampling Design in
choosing the number of respondents
per school so that a greater number of
the population has an equal opportunity
to participate in the study.
 Methodology
Research Instrument Statistical Treatment
The researcher will utilize online survey questionnaire to gather data
and information from the respondents, the questionnaire is anchored In analyzing the data provided by
with what Wmich (2015-a) & Lomboy, 2009) used in their study. It will the respondents, mean and standard
be modified by the researcher to identify research training needs of the deviation, and P-value will be utilized.
respondents. The modification in the survey was mostly deleting of Furthermore, no data in the study will
items not applicable in the present school setting where the study was be falsified and fabricated. Any form
conducted and those in in lined with the objectives of the study. Also,
of deceit will be avoided. To assure
the research instrument will undergo pilot testing to determine the
originality of work.
reliability of the survey tool and will be conducted to a group of thirty
(30) teachers. The modified questionnaire shall have a Cronbach Alpha
result of .9 to be labelled as excellent. Laerd Statistics (2018) stated
that Cronbach’s alpha is the most common measure of internal
consistency It is most commonly used when you have multiple Likert
questions in a survey/questionnaire that form a scale and you wish to
determine if the scale is reliable.

“Title Proposal” Prepared by; Albert P. Mercado

 Thank You!

“Title Proposal” Prepared by; Albert P. Mercado