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245		0	_a _aCompilation of research outputs : _d _bPsychology III-1. _n _c _h6 _p
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500			_a _aUndergraduate Thesis: (B.S. Psychology) - Pamantasan ng Lungsod ng Maynila, 2015. _d _b _c56
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505			_a _aThe Correlation of Job Satisfaction and Turnover Intention Among the Employees in a Communications Company.;The Correlation of the Emotional Intelligence and Work Engagement among Selected Public High School Teachers in Manila.;The Relationship of Workplace Stress Coping Mechanisms and Job Performance of Selected Private Employees. _b _t _g _r
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520			_b _b _c _aJOB SATISFACTION AND TURNOVER INTENTION AMONG THE EMPLOYEES IN A COMMUNICATIONS COMPANY ----ABSTRACT: Job satisfaction is the bearing employees hold toward their jobs, while turnover intention is their brewing resolve to leave the company. Several studies proposed that these two are intertwined in an inverse relationship, through at varying relationship significance. Having stated this, this study was conducted to delve into the relationship between the two and how significant it is. Twenty one (21) respondents participated in this study; they are all currently employed as Customer Sales Officer at Smart Communications, Inc. in Cavite. For the gathering of the data, the respondents were asked to complete the following questionnaires, namely, the Job Satisfaction Survey (JSS) by Paul E. Spector and the Turnover Intention Scale (TIS) by Prof. Gert Roodt. The collected data were treated with Pearson's Correlation Coefficient and t-test, with both at q=0.05. The results of the study revealed that the rate of the employees who answered JSS yielded an ambivalent stance in their job and the TIS findings to moderate turnover intention. It was then eventually found that there is a moderate negative correlation between the job satisfaction and turnover intention. However, it was shown that the null hypothesis, that is, there is no significant relationship between the two, is accepted. Moreover, the results revealed that there is no significant difference between the job satisfaction and turnover intention for the regular and contractual employees.;THE CORRELATION OF THE EMOTIONAL INTELLIGENCE AND WORK ENGAGEMENT AMONG SELECTED PUBLIC HIGH SCHOOL TEACHERS IN MANILA----ABSTRACT: Hiring is a very important process for it can contribute to either making or breaking an organization. Giving a chance to a deserving person can benefit his or her organization, bring it to a new level and give a source of sustained growth. There are many factors that may predict the work performance of employees in an organization. But in this research, Emotional Intelligence and Work Engagement, which have become two of the most applied concepts in the organizational setting, were chosen as the variables. The purpose of this study was to determine the existing relationship between El as a whole and WE and its subcategories, Vigor, Dedication and Absorption. Forty-two teachers from Ramon Magsaysay High School were selected as participants through convenience sampling technique. Two questionnaires, UWES Work Engagement Scale and the Assessing Emotions Scale, were administered to collect data. Results from the Test for Significance showed that within the variables, there's an existing significant relationship. While the use of Pearson's R formula, the yielded value indicated a significant relationship between the overall Work Engagement and Emotional Intelligence. It should be taken note too that despite of all the significance, they were negligible. And last but not the least, implications were stated and recommendations for the future researchers were made based on the findings.;THE RELATIONSHIP OF WORKPLACE STRESS COPING MECHANISMS AND JOB PERFORMANCE OF SELECTED PRIVATE EMPLOYEES----ABSTRACT: Workplace stress has become a universal phenomenon experienced around the world, and challenges at work are more strongly at hand and eventually affect an individual's job performance. Managing work place stress through coping mechanisms is a key concept in understanding people's adaptation. With that, the purpose of this study is to determine if there is a significant relationship between the employees job performance and coping mechanisms on workplace stress. Results garnered show that majority of the scores of the employees who took the ISMA UK Stress Questionnaire fall in the range of 5 to 13 bearing 78.26% of the sample, wherein it can be implied that most of the employees are more likely experiencing or to experience stress. In the use of Brief COPE Inventory Questionnaire, findings demonstrated that a great part of the respondents are included in the range of 50 to 70, wherein it means that coping mechanisms are seldom exercised. In this study, the Pearson's r Correlation was used to see the measure of how significant the variables - workplace stress and job performance and, coping mechanisms and job performance - were related. Values yielded a weak negative correlation of -0.2136 between Workplace Stress and Job Performance which means that as stress increases, job performance decreases and, a weak positive correlation of 0.452 between Coping Mechanism and Job Performance which indicated that the null hypothesis that performance is not significantly related to the coping mechanisms on workplace stress is rejected. _u
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