Adversity quotient and the performance level of selected middle managers of the different departments of the City of Manila / Antonette Reginaldo Lazaro. 6

Thesis (M.A.) -- Pamantasan ng Lungsod ng Maynila, 2003.;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 in Industrial Psychology. 56

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ABSTRACT: The study focused on the relationship between adversity quotient and performance level measured by the 360-degree feedback system among selected middle managers in the different departments of the City of Manila. Specifically, the researcher tested if there was a significant relationship between the respondents' profile variables such as age, gender, civil status, and length of service on the adversity quotient and performance level revealed by the 360-degree feedback system. Likewise, differences among the ratings given by the different raters of the 360-degree system were also explored. The study employed descriptive, correlational-survey method in assessing the relationship between adversity quotient and performance level of the middle managers. In undertaking the study, a total of 102 middle manager from different departments of the City of Manila were involved. The researcher utilized two types of instruments- Adversity response profile, an adversity quotient test, and the performance evaluation instrument in obtaining information. The data were encoded and were entered into the matrix software Statistical program for Social Sciences for statistical treatment. For the descriptive analysis of data, the frequency and percentage were used specifically in dealing with nominal data generated from the demographic profile variables such as age, gender, civil status and length of service. To ascertain the relationship between the respondents' demographic variables and adversity quotient and performance level, Chi-square was used. To determine the mean differences of the ratings given by the different raters of the 360-degree feedback system, the t-test was employed. The Pearson Product Correlation was used to establish the relationship between adversity quotient and performance level revealed by the 360-degeee feedback system. It was found that majority of the respondents are within the age bracket 36-43. There is a greater number of female than male respondents; mostly married who have been in service for 10 years and above in the City of Manila. The respondents have an average level of control over events that affect their life circumstances and see adversities as temporary- rather than enduring - setbacks. Also, respondents sense greater ownership regarding the outcome of adversity to influence other areas of their lives. Moreover, their performance level reached high ratings with no single supervisor received low rating from any of the raters of the 360-degree feedback system. Among the raters- peer-subordinate, peer-self, and peer-supervisor have found to have a significant differences in rating the middle managers' level of performance. The findings establish a strong argument that peer as well as subordinate assessments appears to be an important comparison with other sources. The study found that the demographic profile variables included in this study were not significantly related to the adversity quotient similarly to the performance level of the respondents. However, there was a high correlation between adversity quotient and performance revealed by the 360-degree feedback system. In the light of the foregoing data, it is recommended that adversity quotient be included as part of modifying the qualifications in recruiting and promoting employees. The study can also lead to include the practice of adversity quotient in employees' training and development to instill awareness not only of personal adversity but also of adversity inherent in their jobs. Moreover, peer assessments may be included in the existing performance appraisal instrument used in the organization. A parallel study can also be concluded using similar, additional, or different variables to contribute knowledge in the psychological field.

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