Leader-Member Exchange and Its Relationship to Workplace Conflict as Mediated by Organizational Citizenship Behavior

This study aimed to explore the relationship between leader-member exchange and workplace conflicts as mediated by organizational citizenship behaviors among private hospital workers in the Philippines. Data from 309 regular workers were collected through random sampling from conveniently selected private hospitals in the Philippines. Descriptive-correlational design was used in this study. Correlation, descriptive statistics and regression analysis were used to analyze the data. The respondents were satisfied by leader-member exchange on the leaders’ side, highly demonstrated their citizenship behaviors and perceived a low intensity of workplace conflicts. Leader-Member exchange and organizational citizenship behaviors had a significant positive relationship. However, there was no significant relationship between organizational citizenship behaviors and workplace conflicts. There was a significant negative relationship between leader-member exchange and workplace conflicts. There were significant mediating effects of organizational citizenship behaviors on the relationship between leader-member exchange and workplace interpersonal and intrapersonal conflicts. There was no significant difference in workplace conflicts when age, gender, and length of work experience of respondents were considered

Predictors of Organizational Innovation of Selected Hospitals in the Philippines

This study explored the relationship between vision, mission, policy, administrative support, customer demand, and organizational innovation in selected hospitals in the Philippines. A quantitative research study using descriptive correlation design was done in targeting 300 respondents, where 276 (92%) full-time workers that includes regular and non-regular participated by answering and returning the survey questionnaires. The descriptive statistics findings showed that the vision, mission, and policy were perceived by the respondents to be good. Respondents perceive the level of administrative support in terms of supervision, training, and accountability to be high and the hospitals’ customer demand was also perceived as high. The study also revealed that the level of organizational innovation in terms of marketing innovation, product innovation, and process innovation to be at an agree, which is translated to be high as perceived by the respondents of the hospitals. Further, the results also revealed that there is a correlation between vision (r = .418), mission (r= .352), and then policy (r=.442). There is also a positive correlation between administrative support and overall organizational. Customer demand also correlated positively with organizational innovation. The result indicates that the hospitals under study perceived innovation in their various departments to be high

OCCUPATIONAL HEALTH AND SAFETY MANAGEMENT, TEAMWORK, AND BURNOUT OF NURSES IN SELECTED GOVERNMENT HOSPITALS IN NORTHERN GHANA

This study explored the relationship  between occupational health and safety management,  teamwork, and burnout of 321 nurses in five selected government hospitals in Northern Ghana. The majority (72%) of the respondents  were female, married (50%), and with age ranged between 21-39 years old (88%). The descriptive statistics findings showed that the hospital’s occupational health and safety management in terms of policy, planning, implementation, evaluation, improvement and integration of the health and safety practices was  perceived by the respondents to be somewhat effective. The level of teamwork in terms of team leadership, mutual performance monitoring, backup behavior and team orientation among the nurse's team was also perceived to be effective. It also revealed the degree of burnout in terms emotional exhaustion, depersonalization,  and inefficacy to be at a low level. Regression analysis showed that integration as one dimension of occupational health and safety management significantly predict burnout in terms of emotional exhaustion and only backup behavior significantly influence burnout in terms of emotional exhaustion. The study also revealed that none of the variables  predicted depersonalization but recorded team orientation, integration, and length of work experience significantly predict inefficacy. Furthermore, team orientation which accounted for 11.6% of the total variance to be the highest predictor of inefficacy. The result also confirmed other studies that revealed no significant difference between burnout and demographic variables such as; age, marital  status, the level of education, and length of working experience, except for gender and unit of assignment which recorded a significant difference in burnout in terms of emotional exhaustion and inefficacy, respectively. This result supports the Maslach Burnout Inventory-Human Services Survey (MBI-HSS) theory

Management Control System, Human Resource Management Practices, and Organizational Performance of Selected Higher Education Institutions in the Southern Asia Pacific

This study aimed to evaluate and analyze the Management Control Systems and Human Resource Management practices of selected tertiary institutions in the Southern Asia Pacific and determine their relationship to organizational performance. The respondents’ profile such as age, educational attainment, position, and length of service were also considered in the study as moderator variables. The study used the descriptive-correlational research design. Data from 483 respondents were analyzed using descriptive and inferential statistics. Results of the study showed that management control system, human resource management practices, and organizational performance of the respondent institutions were good. Management control system and human resource management practices were significantly related to organizational performance. There was no significant difference in the level of the schools’ performance when the respondents’ profile was considered. Among the dimensions of Management Control System and Human Resource Management practices that significantly predict organizational performance were relationship, operating and measurement, compensation, recruitment, reporting and evaluation, training and development, and strategic planning. The relationship was found to be the best predictor of organizational performance, learning and growth, business and pr

Self-Esteem, Study Habits, and Academic Performance of Business College Students

Individual’s academic success may be affected by personal and social dimensions of life. Self-esteem and study habits are that dimensions in life that have influential effects on academic achievement.  Thus, this study was conducted to determine if there is a significant relationship between self-esteem, study habits and the academic performance of 151 students from the College of Business.  This study utilized the descriptive and correlational designs.   Using stratified sampling, the questionnaires were administered to a sample of 151 business students.  The descriptive results revealed that the business students have high self-esteem, good study habits, and average academic performance (GPA=3.31).  Using Pearson’s correlation, a significant relationship was found between self-esteem and academic performance and between study habits and academic performance in terms of reading textbooks, taking notes and using resources. It was recommended that educators should encourage and cheer up students, raise their spirits when they are down, and congratulate them when they are doing well. Educators should find activities that will motivate students to study harder to improve their academic performance

Capability and Quality of Products in Relation to Sustainability: A Model for a Sustainable Subcontract Electronics Manufacturing Companies

The study aimed to determine the relationship of capability and quality of products in relation to sustainability of subcontract electronics manufacturing companies in the Philippines, Indonesia, Malaysia, Singapore, Taiwan, Thailand, and Vietnam. The respondents’ profile such as plant location and years of operations were considered as moderator variables. Data from 46 subcontract electronics manufacturing companies were analyzed using descriptive and inferential statistics.  Furthermore, bootstrapping procedure was used due to the limited number of electronics subcontract manufacturing companies who participated in this study. The study shows that the subcontract electronics manufacturing companies were all capable in terms of the control processes and packages classification; and highly capable in terms of production capacity. The quality of products in terms of goods and services was all perceived to be good.  Company respondents were perceived to be high in economic and social sustainability and very high in terms of environmental sustainability.  Further results revealed that packaging, production capacity, consumer specification, and reliability testing are significant predictors of the economic sustainability. It also shows that control processes, reliability testing, and inspection and quality were significant predictors of social sustainability. Customer specification and reliability testing are significant predictors of environmental sustainability.  Overall, the result showed that production capacity, consumer specification, and inspection and quality are the significant predictors of the sustainability.  CAPAQUALISUS model for sustainable subcontract electronics manufacturing companies was developed from this study

Workplace Bullying and Stress among Office Professionals

Workplace bullying has been identified as one of the major contemporary challenges for occupational health and safety and linked to other emerging riskssuch as work-related stress. This study aimed to determine the extent of workplacebullying and stress among office professionals of selected companies andinstitutions in Silang, Cavite and Sta. Rosa, Laguna. The study was conductedamong 102 office professionals using convenience sampling. This correlation studyon workplace bullying and stress were measured using a validated questionnaireadapted from Tabang (2017) and Gumarao (2011), respectively. The resultsrevealed that the overall workplace bullying was perceived to be very low in termsof verbal, nonverbal, psychological, and physical. The stress level of the officeprofessional was also perceived as low. The correlation analysis revealed thatverbal bullying (p=.010), nonverbal bullying (p=.000), psychological bullying(p=.005), and physical bullying (p=.005) were significantly associated with stress.Further results revealed that stress level is significant considering the demographicprofile (age, gender, marital status, educational attainment, length of service, andreligion). However, emotional stress significantly differs by age but not on the othertypes of stress. Recommendations were made to address the issues of bullying andstress in the workplace

Organizational Factors Contributing to Workplace Stress Among Office Professionals in Selected Hospitals in Laguna: Basis for Stress Management Program

This study determined the organizational factors contributing to workplace stress among office professionals in selected hospitals in Laguna that served as a basis for a stress management program. This quantitative research employed a descriptive correlational design using descriptive statistics in analyzing the data. Data were collected among 80 office professionals from four selected hospitals in Laguna, Philippines. Convenience sampling was utilized in choosing the respondents of the study. The study revealed that the respondents experienced or observed the following organizational factors: high in terms of leadership support, good for working conditions, fair for peer relationship, moderate for role ambiguity, while the workload is moderately heavy. It was also found out that the respondent’s physical and psychological stress is low. Moreover, correlation analysis revealed that role ambiguity, working condition, and leadership support is not significantly related to physical, psychological test, and the overall workplace stress and that there was no significant difference in the employees’ demographic profile considering the age, gender, highest educational attainment, year of service and civil status. Regression analysis also revealed that workload and peer relationship significantly predict workplace stress, with a variance accounted for 24.1%. Workload contributed a total of 19.3% of the variance in workplace stress and 4.8% for peer relationships and working conditions. This means the heavier the workload, the higher the workplace stress and the better peer relationship and working conditions, the higher the workplace stress. Based on the results, it is recommended that the proposed stress management program be utilized by the selected hospital respondents.Keywords: organizational factors, workplace stress, physical and psychological stress, peer relationship, working condition