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_aLugtu, Vincent E.
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_aAdversity qoutient as correlates to personality-temperament traits among the special weapon and tactics SWAT police :
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_bbasis for a proposed recruitment and selection /
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_cVincent E. Lugtu.
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_c28 cm.
_axvii, 96 pages
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_aThesis (M.A.) -- Pamantasan ng Lungsod ng Maynila, 2010.;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.
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_aABSTRACT: This research was undertaken to identify the significant relationship of Adversity Quotient ® and Personality-Temperament Traits of the Special Weapons and Tactics (SWAT) Police of Manila. This study aims to answer the following questions: 1.
521 _aWhat are the demographic characteristics of the Special Weapons and Tactics (SWAT) Police of Manila in terms of: a.
525 _aAge; b.
530 _aBirth order; c.
533 _eFamily size; d.
536 _aSocio-economic status; e.
538 _aJob rank; and f.
540 _cLength of service? 2.
542 _gControl; b.
546 _aOrigin and Ownership; c.
550 _aReach; and d.
555 _aEndurance? 3.
580 _aGeneral Activity; b.
583 _5Restraint; c.
588 _aAscendance; d.
590 _aSociability; e.
591 _aEmotional Stability; f.
592 _aObjectivity; g.
598 _aFriendliness; h.
600 _bThoughtfulness i.
610 _bPersonal Relations; and j.
611 _aMasculinity? 4.
630 _xIs there a significant difference between the demographic characteristics of the respondents and each of the following variables: a.
648 _2Adversity Quotient®; b.
650 _xPersonality-Temperament Traits? 5.
651 _xIs there a significant relationship between the levels of Adversity Quotient® and the levels of Personality-Temperament Traits of the Special Weapons and Tactics (SWAT) Police of Manila? 6.
653 _aHow do Adversity Quotient® and Personality-Temperament Traits be useful in the recruitment and selection process of the Special Weapons and Tactics (SWAT) Police of Manila? The findings of the study are as follows: 1.
655 _0The distribution of the respondents were fairly distributed in terms of age. Fifty-one of the respondents were of thirty-seven years of age and below. On the other hand, almost forty-nine percent of the respondents were thirty-eight years of age and above. A large majority of the respondents are middle-borns and are from average family size. Large majority of them are from middle class families which garnered 78.30% in the distribution. In addition, 60.90% respondents belong to the Police job rank of Police Officer or PO1, PO2 and PO3. 39.10% or 36 among the respondents belong to Chief of Police, Senior Police Officer or SPO1, SPO2, SPO3 and SPO4. Lastly, majority of the respondents, 45.70% have been in the service for eleven to sixteen years. 2.
700 _iThe level of Adversity Quotient® of the SWAT Police respondents was measured by the Adversity Quotient® Profile version 8.1 and revealed that majority of the respondents have an average level of Control, Origin and Ownership, Reach, and Endurance. Also, in terms of the over-all AQ® of the respondents, 52.1% have an Average level of Adversity Quotient®. According to the Adversity Quotient® Profile Interpretation. Average AQ® is characterized by the ability to do decent job of navigating life. Also, 26.0% of the respondents fall under the Above Average level of AQ®, while 14.2% of the population has Below Average of AQ®. The High level of Adversity Quotient® got a distribution of 4.3% from the total number of respondents. . Lastly, the percentage of the fourth distribution is the Low level of Adversity Quotient® which has 3.3% of the distribution. 3.
710 _bThe responses which the respondents provided by completing the Guilford-Zimmerman Temperament Survey revealed that the SWAT Police of Manila generally manifest an above average level of Restraint and Ascendance have been observed among the respondents. For Restraints, the general mean score of the respondents is 18.41, which is interpreted as above average, while the general mean score for Ascendance is 19.97, which is also interpreted as above average. Correspondingly, the SWAT Police of Manila generally manifest an average level Sociability and Emotional Stability traits. The general mean score for Sociability trait 21.75 interpreted as average level. For Emotional Stability trait, the general mean score of the respondents is 18.79, thus fall under the average level. Accordingly, the respondents have an above average level of Objectivity, having the general mean score of 20.25. Similarly, the respondents manifest an above average level of friendliness, having the general mean score of 16.88. With Thoughtfulness trait, the general mean score of the respondents is 19.11 which appear to be in the average level. Personal Relations trait appears to be high among the Police respondents. They gathered a general mean of 18.08 which fall under the above average level. Lastly, with Masculinity trait, the respondents obtain a general mean score of 21.07 which is interpreted as average level. 4.
711 _aThere was no significant difference on the measured Adversity Quotient® scores of the respondents when grouped according to age, birth order, family size, socio-economic status, job rank, and length of service. The t-value and F-ratio, together with the p-value were computed and tallied to support the findings. Also, there was no significant difference on several of the measured Personality-Temperament Traits scores of the respondents when grouped according to age, birth order, family size, socio-economic status, job rank, and length of service. However, several of the Traits were found to have significant difference on particular demographic profile. Mean scores of the respondents in terms of Ascendance trait was significantly different grouped according to age, socio-economic status, and length of service. Mean score for Sociability trait was significantly different when grouped according to birth order. Emotional stability score was significantly different grouped according to family size. Friendliness trait mean score was significantly different when grouped according to job rank. And lastly, mean scores for Thoughtfulness trait was significant grouped according to birth order. The t-value and F-ratio, together with the p-value were computed and tallied to support the findings. 5.
730 _sThere was significant relationship on the measured Adversity Quotient® and Personality -Temperament Traits Ascendance and Sociability. However, no significant relationship was found between Adversity Quotient® and Personality-Temperament Traits General Activity, Restraint, Emotional Stability, Objectivity, Friendliness, Thoughtfulness, Personal Relations, and Masculinity. The findings of the study led the researcher to come up with the following conclusions: 1.
740 _eMost of the Special Weapons and Tactics Police (SWAT) Police of Manila are in the adulthood level in human development, are middle-born children, are from average family size, and are from middle-class families. Additionally, majority of the SWAT respondents were on the Police Officer Ranks and have been in the Police Service for eleven to sixteen years. 2.
753 _cGenerally, the respondents have an average level of Adversity Quotient® characterized by being able to significantly navigate life, and thus may suffer unnecessarily due to life's frustrations and challenges. Moreover, the SWAT respondents were found to have average level of the four dimensions of AQ® namely: Control, Origin, and Ownership, Reach and Endurance. This signifies that most of our SWAT Police are competent and unbiased enough to do their respective jobs. 3.
767 _tMajority of the SWAT respondents have a fairly non-discriminatory and unbiased personality patterns as revealed by the Guilford-Zimmerman Temperament Survey. Most of them manifest an average level of Sociability, Emotional Stability, Thoughtfulness, and Masculinity. In addition, the respondents were found to have an above average level of General Activity, Restraint, Ascendance, Objectivity, Friendliness and Personal Relations. 4.
770 _tThe existence of non-significance between the levels of Adversity Quotient® to the demographic characteristics to the respondents signifies that the development of Adversity Quotient® is not partial in terms of one's demographics. This implies that other factors should be considered in developing one's level of AQ®. In addition, the existence of non-significance between the Personality-Temperament Traits of the respondents to several demographic characteristics signifies little influence in such. However, factors like birth order, social experiences, and age might have little influence in the developmental change in one's personality. 5.
773 _aThe existence of non-significance between Adversity Quotient® and Personality-Temperament Traits of the respondents signifies that certain personality traits do not influence the development of AQ® and AQ® to personality traits for this group of respondents. However, Trait Ascendance and Trait Sociability are factors to look into in terms of the development of AQ® and vice versa. 6.
774 _tBY identifying the level of AQ® and personality types of the possible Police candidate will help the recruitment and selection unit of SWAT in identifying the right person for the SWAR job. This could avoid job mismatch and possible future problems in employee performance. Based on the findings and conclusions, the following recommendations were formulated: 1.
775 _tThe researcher propose to the recruitment agencies of the Special Weapons and Tactics (SWAT), such as NAPOLCOM, and PNP to include Adversity Quotient® Questionnaire as part of their examination in the recruitment and selection of Police Officers. 2.
776 _sIt is also recommended that since SWAT Police are risking their lives in performing their duties, proper incentives like hazard pay, should be given to somehow compensate the risk they take in the performance of their job. 3.
780 _xIt is also suggested to the SWAT Administrators that the recruitment and selection programs should be attractive to encourage the best and the finest possible candidate to join this elite group of Police. 4.
785 _tScholarship grants and leadership programs may also attract possible Police candidates and it is therefore recommended that such programs be implemented t
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