Attitudes of private recruitment agency administrators toward some laws and regulations on overseas employment / Alejandro V. Sasis. 6

Thesis (M.A.) -- Pamantasan ng Lungsod ng Maynila, 1987.;A thesis presented to the faculty of the Graduate School of Arts, Sciences and Education in partial fulfillment of the requirements for the degree Master of Arts in Psychology. 56

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ABSTRACT: STATEMENT OF THE PROBLEM: The purpose of the present study was to the attitudes of private recruitment agency administrators toward some laws and regulations on overseas employment. It also attempted to determine the actual implementation of these policies. In connection with this, the general question is: What are the attitudes of private recruitment agency administrators toward the policies on overseas employment and how are these policies implemented. Based on this general question, the following specific questions were raised: 1.

Is there a significant difference in the attitudes of upper and lower fifty recruitment agency administrators toward some laws and regulations on overseas employment specifically in terms of: 1.1.

Issuance of License and Authority? 1.2.

Placement and Documentation Fees? 1.3.

Accreditation of Principals and Projects? 1.4.

Documentary Processing? 1.5.

Standard Salary Rates? 2.

To what extent do workers respondents indicate that private recruitment agencies implement laws and regulations on overseas employment as required by law specifically in terms of:

2.2 Standard Salary Rates? PROCEDURES:

One hundred recruitment administrators, 50 which come from the upper and other from the lower fifty served as respondents. With regard to the implementation problem, 200 workers were purposively selected. An attitude scale (Likert Type) was constructed and validate for this purpose. This scale was used to assess the favorableness of the attitudes of the administrator respondents toward the policies. On other set of questionnaire was utilized to determine the extent of policy implementation as indicated by the worker-respondents. TREATMENT OF DATA: Frequency and per cent distributions as well as means and standard deviations were then computed. The Z test was used to determine significant differences. (ɀ=05). FINDINGS: The following are the findings from the data analysis: (Q1) 1.1 There is no significant difference in the attitudes of upper and lower fifty recruitment agency administrators toward issuance of license and authority. Both groups showed neutral attitudes. (Q1) 1.2 There is no significant difference in the attitudes of upper and lower fifty recruitment agency administrators toward placement and documentation fees. Both groups showed negative attitudes. (Q1) 1.3 There is no significant difference in the attitudes of upper and lower fifty recruitment agency administrators toward accreditation of principals and projects. Both expressed neutral attitudes. (Q1) 1.4 There is no significant difference in the attitudes of upper and lower fifty recruitment agency administrators toward documentary processing. Both indicated neutral attitudes. (Q1) 1.5 There is no significant difference in the attitudes of upper and lower fifty recruitment agency administrators toward standard salary rates. Upper fifty showed disagreeable attitudes while lower fifty maintained neutral attitudes. (Q2) 2.1 Worker-respondents indicated that private recruitment agencies do not implement laws and regulations as required by law on overseas employment. Findings showed, recruitment agencies charged 67 percent higher than the legal fees. At least 78 per cent claimed that the agencies charge additional fees aside from the legally charged. (Q2) 2.2 Worker-respondents indicated that private recruitment agencies do not implement laws and regulations on overseas employment. For the construction work force, 35 per cent lower than the legal rates set by the POEA, 38 per cent lower for the staff personnel, medical workers, hotel workers and entertainers received 47, 40 and 36 per cent lower respectively. CONCLUSIONS: Based on the above mentioned findings, the researcher therefore concludes the following: 1.

Attitudes toward overseas employment do not depend on whether one belong to the upper 50 and lower 50 of the POEA listing. This is mainly due to the fact that this ranking changes from time to time. It is therefore no unusual to see an agency who is now in number one being relegated to number 100 in the next ranking. It seems that attitudes are as a personal matter. This conclusion explains why no significant differences exist between upper and lower fifty agencies. 2.

A neutral attitude also comes from the fact that the policies are implemented in equal extent to each and every agency, regardless of position in the ranking of the POEA. 3.

Government policy makers should make a thorough study of the different effects of the overseas employment policies. It is recommended that ambiguities, and irrelevances as well as the possibility of outdated existing policies be examined before changes are to be made. 2.

To minimize cut-throat competition in the industry, it is recommended that the number of licensed recruitment agencies be reduced. Thus, it will reduce competition in bidding for low salary rates, lessen representation expenses and in effect, the legal standard salary rates and placement fees can be implemented as prescribed by law. 3.

Encourage recruitment agency administrators to come up with a body of policy makers who will support the government law-makers and at the same time inform them of the actual situations in the industry. 4.

The government must strictly implement penalties on agencies violating the rules and regulations as prescribed by law. 5.

A replication of the present study may be conducted using other subjects such as those from rank and file and the managerial level.