| 000 | 07339nam a2201225Ia 4500 | ||
|---|---|---|---|
| 000 | 05328ntm a2200217 i 4500 | ||
| 001 | 70842 | ||
| 003 | 0 | ||
| 005 | 20250921113124.0 | ||
| 008 | 180130n 000 0 eng d | ||
| 010 |
_z _z _o _a _b |
||
| 015 |
_22 _a |
||
| 016 |
_2 _2 _a _z |
||
| 020 |
_e _e _a _b _z _c _q _x |
||
| 022 |
_y _y _l _a2 |
||
| 024 |
_2 _2 _d _c _a _q |
||
| 028 |
_a _a _b |
||
| 029 |
_a _a _b |
||
| 032 |
_a _a _b |
||
| 035 |
_a _a _b _z _c _q |
||
| 037 |
_n _n _c _a _b |
||
| 040 |
_e _erda _a _d _b _c |
||
| 041 |
_e _e _a _b _g _h _r |
||
| 043 |
_a _a _b |
||
| 045 |
_b _b _a |
||
| 050 |
_a _a _d _b2 _c0 |
||
| 051 |
_c _c _a _b |
||
| 055 |
_a _a _b |
||
| 060 |
_a _a _b |
||
| 070 |
_a _a _b |
||
| 072 |
_2 _2 _d _a _x |
||
| 082 |
_a _a _d _b2 _c |
||
| 084 |
_2 _2 _a |
||
| 086 |
_2 _2 _a |
||
| 090 |
_a _a _m _b _q |
||
| 092 |
_f _f _a _b |
||
| 096 |
_a _a _b |
||
| 097 |
_a _a _b |
||
| 100 |
_e _e _aPantoja-Heradura, Rowena. _d _b4 _u _c0 _q16 |
||
| 110 |
_e _e _a _d _b _n _c _k |
||
| 111 |
_a _a _d _b _n _c |
||
| 130 |
_s _s _a _p _f _l _k |
||
| 210 |
_a _a _b |
||
| 222 |
_a _a _b |
||
| 240 |
_s _s _a _m _g _n _f _l _o _p _k |
||
| 245 | 0 |
_a _aOrganizational culture of selectd non-life insurance firms as perceived by its rank and file employees in relation to work commitment and job satisfaction / _d _b _n _cRowena Pantoja-Heradura. _h6 _p |
|
| 246 |
_a _a _b _n _i _f6 _p |
||
| 249 |
_i _i _a |
||
| 250 |
_6 _6 _a _b |
||
| 260 |
_e _e _a _b _f _c _g |
||
| 264 |
_3 _3 _a _d _b _c46 |
||
| 300 |
_e _e _c28 cm. _aviii, 88 pages _b |
||
| 310 |
_a _a _b |
||
| 321 |
_a _a _b |
||
| 336 |
_b _atext _2rdacontent |
||
| 337 |
_3 _30 _b _aunmediated _2rdamedia |
||
| 338 |
_3 _30 _b _avolume _2rdacarrier |
||
| 340 |
_2 _20 _g _n |
||
| 344 |
_2 _2 _a0 _b |
||
| 347 |
_2 _2 _a0 |
||
| 362 |
_a _a _b |
||
| 385 |
_m _m _a2 |
||
| 410 |
_t _t _b _a _v |
||
| 440 |
_p _p _a _x _v |
||
| 490 |
_a _a _x _v |
||
| 500 |
_a _aThesis (M.A.) -- Pamantasan ng Lungsod ng Maynila, 2002.;A thesis presented to the faculty of the Graduate School of Arts, Sciences, and Education in partial fulfillment of the requirements for the degree of Master of Arts Psychology major in Industrial Psychology. _d _b _c56 |
||
| 504 |
_a _a _x |
||
| 505 |
_a _a _b _t _g _r |
||
| 506 |
_a _a5 |
||
| 510 |
_a _a _x |
||
| 520 |
_b _b _c _aABSTRACT: The study focused on determining and describing the organizational culture of selected non-life insurance firms as perceived by the rank and file employees and its relationship to work commitment and job satisfaction. The researcher tested if there is a significant relationship between the level of each characteristic of organizational culture to overall work commitment and job satisfaction levels. At the same time, the relationship between work commitment and job satisfaction was also ascertained. The descriptive-correlation method was employed in the study. A total of 114 employees from 12 non-life insurance firms were sampled using the following criteria: permanent; belonging to rank and file; have been in the firm for three (3) years and above; and, were available to respond to the survey at the time of data-gathering process. The instruments, Organizational Culture Characteristics Questionnaires (OCCQ), Organizational Commitment Questionnaire (OCQ), and the Job Satisfaction Survey (JSS) were administered to the respondents. Data were encoded into the software Statistical Package for the Social Sciences (SPSS) for statistical treatment. Frequencies, percentage, ranking, mean scores, and average weighted mean were computed in describing the respondents' demographic data, the level of each organizational culture characteristics, and the overall level of work commitment and job satisfaction. Chi-square test of association was carried out to determine relationship between each organizational culture characteristic and work commitment, and between the former and job satisfaction. Pearson-product moment correlation was employed to determine relationship between work commitment and job satisfaction. Demographic data showed that majority of the respondents were female, aged 22-30. Most of the respondents were married, college graduates, and occupying staff positions related to finance/treasury. Most had been in the firm for 3-7 years and were receiving monthly salary range of Php8,000-10,999. The organizational culture of the firm is high in terms of innovation and risk-taking; attention to detail; outcome, people, and team orientation; and stability, but is moderate in terms of aggressiveness. When ranked overall, the top three characteristics of the firms are attention to detail, people, and team orientation. However, the firms are perceived as low in terms of aggressiveness. Generally speaking, the organizational culture of non-life insurance firms is high. Respondents reported a high level of work commitment and job satisfaction. The study negated the hypotheses that there is no significant relationship between each characteristic of organizational culture and work commitment except for the indicator, stability. Likewise, the hypotheses that there is no significant relationship between each characteristic of organizational culture and job satisfaction were rejected except this time for the indicator, attention to detail. It was found out, though, that there is a significant relationship between work commitment and job satisfaction. In the light of the foregoing findings, it is recommended that non life insurance firms must continuously orient and update their old and new employees of the company's culture for the following purposes: information dissemination, socialization, facilitating work behaviors, and adaptation within the organization. Programs promoting work and motivational reward systems may be developed for maintaining as well as increasing high levels of commitment and satisfaction among employees on the job. Furthermore, surveys may be administered to assess culture and attitudes that could develop or improve both the firm and employees. Finally, it is strongly encouraged that the variables in this study are to be examined along with other organization-related variables; with other levels in the hierarchy; across industry sectors; and according to the factor/scales of the attitudinal instruments used in this study for further in-depth analyses of data. This in order to come up with more solid, valid and reliable research findings. _u |
||
| 521 |
_a _a _b |
||
| 533 |
_e _e _a _d _b _n _c |
||
| 540 |
_c _c _a5 |
||
| 542 |
_g _g _f |
||
| 546 |
_a _a _b |
||
| 583 |
_5 _5 _k _c _a _b |
||
| 590 |
_a _a _b |
||
| 600 |
_b _b _v _t _c2 _q _a _x0 _z _d _y |
||
| 610 |
_b _b _v _t2 _x _a _k0 _p _z _d6 _y |
||
| 611 |
_a _a _d _n2 _c0 _v |
||
| 630 |
_x _x _a _d _p20 _v |
||
| 648 |
_2 _2 _a |
||
| 650 |
_x _x _a _d _b _z _y20 _v |
||
| 651 |
_x _x _a _y20 _v _z |
||
| 655 |
_0 _0 _a _y2 _z |
||
| 700 |
_i _i _t _c _b _s1 _q _f _k40 _p _d _e _a _l _n6 |
||
| 710 |
_b _b _t _c _e _f _k40 _p _d5 _l _n6 _a |
||
| 711 |
_a _a _d _b _n _t _c |
||
| 730 |
_s _s _a _d _n _p _f _l _k |
||
| 740 |
_e _e _a _d _b _n _c6 |
||
| 753 |
_c _c _a |
||
| 767 |
_t _t _w |
||
| 770 |
_t _t _w _x |
||
| 773 |
_a _a _d _g _m _t _b _v _i _p |
||
| 775 |
_t _t _w _x |
||
| 776 |
_s _s _a _d _b _z _i _t _x _h _c _w |
||
| 780 |
_x _x _a _g _t _w |
||
| 785 |
_t _t _w _a _x |
||
| 787 |
_x _x _d _g _i _t _w |
||
| 800 |
_a _a _d _l _f _t0 _q _v |
||
| 810 |
_a _a _b _f _t _q _v |
||
| 830 |
_x _x _a _p _n _l0 _v |
||
| 942 |
_a _alcc _cBK |
||
| 999 |
_c35172 _d35172 |
||