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100			_e _e _aColadilla, Marilyn R. _d _b4 _u _c0 _q16
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245		0	_a _aDeveloping human resource management program for non academic personnel in selected state universities in Manila : _d _bwellness approach / _n _cMarilyn R. Coladilla. _h6 _p
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300			_e _e _c28 cm. _axix, 216 pages _b
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500			_a _aThesis (Ph.D.) -- Pamantasan ng Lungsod ng Maynila, 1999.;A dissertation presented to the faculty of Graduate School of Arts, Sciences and Education in partial fulfillment of the requirements for the degree Doctor of Education major in Educational Administration. _d _b _c56
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520			_b _b _c _aABSTRACT: STATEMENT OF THER PURPOSE: The study was undertaken to develop a Human Resource Management (HRM) Program using Wellness Approach for the non-academic personnel of the three selected state universities in Manila. These include Pamantasan ng Lungsod ng Maynila (PLM), Philippine Normal University (PNU), and Technological University of the Philippines (TUP). Specifically, it sought to answer the following questions: a. What is the profile of the respondents in terms of: 1.1 age, 1.2 gender, 1.3 civil status 1.4 length of service in the University, 1.5 type of work performed, and 1.6 educational attainment? b. What is the level of wellness of the respondents based on self-wellness assessment in terms of: 2.1 self-care, 2.2 nutrition, 2.3 physical fitness 2.4 social relationships, and 2.5 stress awareness and management? c. How do the levels of wellness of the respondents relate to the different profile variables? d. How do the employees regard the importance of wellness program? e. To what extent do employee accept the integration of the different aspects of wellness approach in HRM program in terms of: 5.1 self-care, 5.2 nutrition, 5.3 physical fitness, 5.4 social relationships, and 5.5 stress awareness and management? f. Based on the assessment and findings, what HRM program should be developed for the non-academic personnel using wellness approach? HYPOTHESIS: There is no significant relationship between the profile variables-age, gender, civil status, length of service in the University, and the educational attainment and the levels of wellness of the non-academic personnel of the selected state universities in Manila in terms of: a. Self-care, b. Nutrition, c. Physical fitness, d. Social relationships, and stress awareness and management. METHODOLOGY: The methodological design utilized in this study involved descriptive research through survey method with the use of checklist questionnaire as an instrument. The Wellness Needs Assessment Checklist (WNAC) containing the items include profile-age, gender, civil status, length of service in the university, type of work performed, and educational attainment and levels of wellness of the respondents in terms of self-care, nutrition, physical fitness, social relationships, and stress awareness and management. It also included the perceived importance of wellness program and the levels of acceptance of the integration of the different aspects of wellness approach in the HRM program. The study was conducted at PLM, PNU and TUP. Purposive sampling was used in the selection of the subjects. The respondents were 500 non-academic personnel of the three selected state universities. Out of the 500 personnel, 250 respondents or 125, 75, and 50 respondents were from PLM, PNU and TUP respectively. They represented the 50 percent of the non-academic personnel of the said universities. They were regular, rank and file employees, had been working in the selected Universities for at least one year. Data gathering was done through the use of questionnaire and interviews. A five point numerical scale was adopted to allow for the quantitative and statistical treatment of data. The data were then summarized into tables of frequencies, percentages, weighted mean. Analysis was done using chi-square test. FINDINGS: The significant findings of the study were as follows: 1. PROFILE OF THE RESPONDENTS: 1.1 Age, gender, and civil status: The highest percentage or thirty six and eighty percent (36.80%) of the employees belonged to the 30-39 age bracket, meaning, the majority of the employees were within the age bracket of middle adulthood. The females (59.20%) outnumbered the males (40.80%) and majority (63.60%) of the respondents were married. 1.2 Type of work performed and length of service in the university. Highest percentage in the length of service in the University belonged to 11-15 years (32%) and type of work performed represented by administrative services (57.29%). 1.3 Educational attainment. Majority of the personnel were bachelor's degree holders (31.60%) and either master's degrees (11.60%) or had masteral units (15.60%). 2. The level of wellness of the respondents in terms of self-care, nutrition, physical fitness, social relationships, and stress awareness and management. Based on self-wellness assessment were categorized as average wellness. The behaviors were relatively supportive to high level wellness that they occasionally or frequently practice positive lifestyle. 3. The level of wellness of the employees as to: 3.1 self-care was affected by age, sex, civil status, type of work performed and educational attainment. 3.2 nutrition was affected by age, sex, civil status, type of work performed, and educational attainment. 3.3 physical fitness was affected by all profile variables. 3.4 social relationship was affected by age, sex, and civil status. 3.5 stress awareness and management was affected by age, civil status, type of work performed, and educational attainment. 4. The perceived importance of wellness program were regarded as somewhat important by the respondents. Moreover, six (6) of the fifteen (15) listed perceived importance were regarded as highly important namely: ) learning to manage stress in effective ways, b) eating well, exercising, and maintaining normal weight, c) supplying the body with proper nutrition, d) having a sense of responsibility for own health and taking an active rather than passive stance toward own health, e) increased energy level and job productivity, and f) development of self-confidence and the ability to reach out to, understand and care about others. 5. The following were the levels of acceptance of the respondents on the integration of the different aspects of wellness: 5.1 SELF-CARE. Topics such as I care, self-care guide to common medical problems, and back and shoulder care were categorized as highly accepted. 5.2 NUTRITION. Highly accepted topics were nutrition, your foundation of wellness and weight control for better health. 5.3 PHYSICAL FITNESS. Benefits of physical fitness was highly accepted while getting younger categorized as accepted. 5.4 SOCIAL RELATIONSHIPS. Communication in relationships and assertiveness were both categorized as accepted. 5.5 STRESS AWARENESS AND MANAGEMENT. The only topic accepted was developing a low stress work style. 6. The developed wellness program was called Onward to Wellness Program. The ultimate goal of the program is to make wellness a way of life that everyone enjoys. It is called as Onward to Wellness Program because the pace of learning vary with age, health status, educational attainment and will depend on personal motivation, assertiveness, perseverance, and skills. The important factor is not how rapidly the skill is attained but the feelings of success and sense of forward movement to developing positive lifestyle. The long term objectives of the program include the following: a. Develop a sense of responsibility for own health and taking an active rather passive stance toward own wellness. b. Supply the body with proper nutrition, c. Acquire self-confidence and ability to reach out, understand and care about others, d. Manage stress effectively, and e. Eat well, exercise, and maintain normal weight. The wellness program could be a 5-day session or monthly session.
520			_aIt consists of twelve sessions namely: 1. SESSION A, Introducing the Wellness Concepts, Self-care Wellness Approach 2. SESSION B, Self-care Guide to Common Medical Problems 3. SESION C, I Care (Eye Care at Work, Home and Play) 4. SESSION D, Back and Shoulder Care, Nutritional Wellness Approach 5. SESSION E, Nutrition, Your Foundation of Wellness 6. SESSION F, Weight Control for Better Health 7. SESSION G, Heart Health, Physical Fitness Wellness Approach 8. SESSION H, Benefits of Physical Fitness 9. SESSION I, Getting Younger, Social Relationships Wellness Approach 10. SESSION J, Communication in Relationships 11. SESSION K, Assertiveness, Stress Awareness and Management Wellness Approach 12. SESSION L, Developing Low-stress Work Style CONCLUSIONS: 1. The null hypothesis was accepted that there was no significant relationship between the levels of wellness of the non-academic personnel of the selected state universities in Manila and the profile variables specifically: 1.1 self-care and length of service in the university. 1.2 nutrition and length of service in the university. 1.3 social relationships and length of service in the university, type of work performed, and educational attainment. 1.4 stress awareness and management and sex and length of service in the University. 2. The null hypothesis was rejected and the alternative hypothesis accepted that there was a significant relationship between the levels of wellness and the profile variables specifically: 2.1 self-care and age, sex, civil status, type of work performed and educational attainment profiles 2.2 nutrition and age, sex, civil status, type of work performed, and educational attainment profiles. 2.3 physical fitness and all profile variables. 2.4 social relationships and age, sex, and civil status profiles 2.5 stress awareness and management and age, type of work performed and educational attainment profiles. 3. There is a growing need of the integration of different wellness approach in HRM program because the more the employees participate in wellness programs, the healthier and more productive they will be and do a better job. 4. The levels of wellness, perceived importance, and the levels of acceptance of the integration of wellness approach could be used as a means of developing wellness program. RECOMMENDATIONS: 1. The proposed wellness program be implemented through a: 1.1 plan of action for the implementation of the program. 1.2 publication of a wellness primer based on wellness workbook f _u
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