WORK ATTITUDES AND JOB SATISFACTION OF PHARMACISTS

IN GOVERNMENT TERTIARY HOSPITALS

OF BAGUIO AND BENGUET
______________

A Thesis Proposal
Presented to the Faculty
of the Graduate School
Baguio Central University
Baguio City

______________

In Partial Fulfillment
of the Requirements for the Degree
Master of Arts in Public Administration

_____________

Cherrybelle L. Gawidan
January 2015

APPROVAL SHEET
This thesis proposal entitled, WORK ATTITUDES AND JOB
SATISFACTION OF PHARMACISTS IN GOVERNMENT TERTIARY
HOSPITALS OF BAGUIO AND BENGUET, prepared and submitted by
CHERRYBELLE L. GAWIDAN, in partial fulfillment of the requirements for the
degree, MASTER OF ARTS PUBLIC ADMINISTRATION (MPA), has been
reviewed and examined and is hereby endorsed for acceptance and approval for
proposal defense.

LOUELLA M. BROWN, Ed.D.

Professor 300-A

PROPOSAL EXAMINATION COMMITTEE

PEDRING C. CAGAS, Ed.D.

Chairman

LOUELLA M. BROWN, Ed.D.

Member

ESTRELLA BISQUERRA, Ph.D.

Member

ACKNOWLEDGMENT
With heartfelt gratitude, the researcher wishes to convey her deep appreciation
and thanks to those who contributed to the completion of this humble thesis proposal,
without them, this piece will never have been realized.
The Good Lord, for bringing her into this world with a life equipped with
wisdom and overflowing opportunities to experience wonderful things in life.
Her family, especially her husband and children, for all the support,
understanding and unconditional love;
Members of the proposal committee, Dr. Pedring C. Cagas, Dr. Louella M.
Brown, Dr. Estrella Bisquerra, for their comments, and suggestions that helped the
researcher to continually enhance and develop the study to be more comprehensive;
Her other relatives and friends for their utmost support and words of
encouragement;
To the librarians of BCU for assisting and lending her the most related
references;
And to all those who, in one way or another, contributed in the completion of
this manuscript.
To God be the glory!
C.L.G.

TABLE OF CONTENTS
Page No.
TITLE PAGE

APPROVAL SHEET

..

i
ii

ACKNOWLEDGMENT

..

iii

TABLE OF CONTENTS

..

iv

FIGURE USED ....

vi

CHAPTER
1

THE PROBLEM
Background of the Study 1
Conceptual Framework ..

Paradigm of the Study 10

Statement of the Problem and Hypotheses . 12
Scope and Delimitation of the Study . 13
Definition of Terms 14
Significance of the Study . 15
2

DESIGN AND METHODOLOGY

Research Design .. 17
Locale and Population
Data Gathering Tool

... 17
..... 18

Validity and Reliability of Research Instrument . 19

Data Gathering Procedure ...... 19

Statistical Treatment of the Data .... 20

REFERENCES

..... 22

APPENDICES
A. Letter to the Respondents
B. The Questionnaire

... 24

.... 25

CURRICULUM VITAE ...... 30

FIGURE USED

Figure

Page No.

Paradigm of the Study .......

Chapter 1

11

THE PROBLEM
Background of the study
Working environment of government offices

Worker attitude and job satisfaction deals with how an organization behaves. It
involves the management directing employees into improving organizational and
personal effectiveness. It plays an enormous role in determining the attitudes of
employees and their job satisfaction. When an employee is happy, it is usually because
they are satisfied with their work. This also improves the quality of their work.
Attitude and job satisfaction may not fall completely on the management but also on
the employees. If employees enjoy their work, they will not need external motivation
from management, but instead the satisfaction they attain from completing their work
will motivate them (Robbins, 2004).
Job satisfaction is an individuals contentment with their work. Its effect on
productivity is either positive or negative. The relationship between job satisfaction
and job productivity is however not consistent. An individual may still obtain high job
productivity without having the satisfaction in the work. This happens mostly when
money is their motivation. Another motivator is improving in his or her work in order
to receive a promotion. Other employees may increase their productivity due to the
satisfaction they get from their work. A reason for job satisfaction may also come from
an employee getting a good salary. It improves job satisfaction as long as an employee

has knowledge of the fact that they get fair payment for their efforts at the end of the
day.
Job satisfaction has an effect on an individuals satisfaction with life. If an
employee does not get satisfaction in their work, they may seek for satisfaction in
other work unrelated areas. This provides fulfillment and balance in their life. He or
she may also be content with work as it relates with those work unrelated areas. Job
dissatisfaction may also cause an employee to quit (Robbins, 2004).
An employees attitude towards authority may affect his or her relationship
with management. Negative attitude towards authority will cause clashes in the work
place. Psychology is another reason that affects an individuals attitude. Another
reason for a negative attitude towards authority is jealous for their position. This
attitude affects job productivity in a negative way. If the workers attitude is a negative
one so is their ability to produce positive results. Worker attitude and job satisfaction
are two factors that affect a companys productivity. There are different issues that
affect worker attitude and job satisfaction either in a negative or positive way. These
issues include the management, employee, sociology, communication, culture, and
work environment.
The managements style of leading plays a huge role in worker attitude and job
production. Empowerment is one factor that can motivate better productivity. If the
management gives an employee opportunity to work according to their own standards,
preferred that these standards measure up to those of the company, job productivity

will increase. Human empowerment is satisfactory to every individual. Selfsatisfaction leads to job satisfaction. We also have strategic planning by management.
This is crucial when dealing with influencing job productivity. An example of a way to
motivate employees is the management offering them opportunities for promotions
and pay rise negotiations. This will encourage job productivity since employees will
want to receive these rewards (Jackson, 2002).
Organizational objectives also affect how the management relates with the
employees. If the organizational goal is to achieve a certain percentage of profit in a
business year, then it will exert pressure on the employees to increase productivity.
Positive influence is not the only way to ensure an increase in productivity. Some
organizations offer contracts that clear states the amount of productivity needed from
employees. This is in the case of sales and marketing where a sales representative
needs to achieve a target on a certain deadline. This may mount pressure on the
employees and in turn affect their job satisfaction. In some cases, the management is
not as strict with the employees. The problem with this is that the employees might
eventually relax on the job. An organization may also decide to add more working
days depending on their goals. Complying with such a decision is hard and it may
leave the employees bitter and resentful towards management. This attitude will affect
job productivity, as the employees will arrive to work with no motivation. Another
factor in work attitude is time away from work. Apart from free time on the weekend,

10

which is compulsory according to work ethics, employees need to take time off from
work. This normally is the leave period (Jackson, 2002).
Some individuals choose professions that they like while others end up in their
profession due to pressure. Pressure may come from the need to make money or a
parent or guardian deciding on what their kids will do. When one chooses something
they love doing or has an interest in, then they are content and happy about what they
do. Love for a profession encourages a positive attitude. This is all the motivation
employees need when it comes to productivity. A happy employee is a productive
employee. When an employee loves what they are doing, they attain job satisfaction.
This automatically affects productivity in a positive way. Productivity however suffers
with negative employees who only work to make money. Their aim is to increase their
productivity in order to get more money but this eventually makes them stressful and
bitter. Since they have no interest in the work, satisfaction is hard for them to achieve.
This is another form of motivation but is not sufficient. The two major ways for
employees to improve, productivity in their professional areas is the choice of
profession.
Employees need ways to relieve their stress if they want to improve their work
attitude and productivity. Work related stress is common among most employees. This
is especially by employees that do not experience any job satisfaction from their work.
Stress is something that may lead to more serious illnesses. This lowers productivity
from the absence of employees in the work place. Stress is relieved by taking breaks

11

from work, exercising, socializing with friends, and having fun. Psychological
development is also another factor that affects attitude. Since psychology is what
determines human behavior, it affects how we react and relate with others. Every one
of us reacts differently to different situations. An example is when management is
brutally honest about an employees work, some may take it is a warning to do better
others may take it as criticism and give up. This depends on how an individual makes
decisions. External factors such as the family, relationships, financial status are a few
of other things that also affect the employees attitude. A healthy employee is a
productive employee and a happy one.
It is based on the above facts, issues and researches that prompted the
researcher to determine the work attitudes and job satisfaction of pharmacist among
the government tertiary hospitals of Baguio-Benguet.
Conceptual Framework
There are many probable influences that affect how favorably an individual
appraises his or her job. To explain the development of job satisfaction, researchers
have taken three common approaches: job characteristics, social information
processing (organizational characteristics), and dispositional (worker characteristics)
as proposed by Jex (2002).
Job Characteristics
In relation to the job characteristics approach, research has revealed that the
nature of an individuals job or the characteristics of the organization that the

12

individual works for predominantly determines job satisfaction. Job characteristic is an

aspect of a job that generates ideal conditions for high levels of motivation,
satisfaction, and performance. The five core job characteristics that all jobs should
contain: skill variety, task identity, task significance, autonomy, and feedback. There
were also four personal and work outcomes identified namely: internal work
motivation, growth satisfaction, general satisfaction, and work effectiveness. These
characteristics have been added to the more popular dimensions of job satisfaction
assessment: the work itself, pay, promotional opportunities, supervision, and coworker relations.
A common premise in research of the effects of job circumstances on job
satisfaction is that individuals determine job satisfaction by comparing what they are
currently receiving from the job and what they would like to or believe that they
should receive. According to Locke (1976), this process becomes complex since the
importance of work facets differs for each individual. For example, one employee
may feel that pay rate is extremely important while another may feel that social
relationships are more important. To explain the effects of these differences, Locke
put forward the ideas of the range of affect theory. The hypothesis of this theory is
that employees weigh facets differently when assessing job satisfaction. Consequently,
this leads to an individual measure of satisfaction or dissatisfaction when expectations
are met or not. For example, the job satisfaction of an employee who places extreme
importance on pay would be positively impacted if he or she receives a salary within

13

expectation. Conversely, his or her level of pay would minimally impact the job
satisfaction of an employee who places little importance on pay.
Social information processing (organizational characteristics)
Based mainly on Social Comparison Theory, Jex (2002) explains that during
social information processing, employees look to coworkers to make sense of and
develop attitudes about their work environment. In other words, if employees see that
their coworkers are positive and satisfied then they will most likely be satisfied;
however, if their co-workers are negative and dissatisfied then the employee will most
likely become dissatisfied as well. Accordingly, organizations are informed that new
hires can become tainted during the socialization process if they are placed around
employees who are dissatisfied. Although laboratory studies have found that social
information has a prevailing impact on job satisfaction and characteristic perceptions,
organizational tests have been less supportive.
There is also a similar study conducted where the subjects performed a task
with two experimenters who were pretending to be other subjects (referred to as
confederates). In one condition, positive comments were made by the confederates
about the job and how much they enjoyed it. In the second condition, the confederates
made negative comments about the job and how much they disliked it. In the control
condition, no positive or negative comments were made regarding the job. The actual
subjects exposed to the confederates who made positive comments rated the job tasks
as more enjoyable than the subjects exposed to the negative comments by the

14

confederates. This further supports social information processing theory (Aamondt,

2009). Generally, the research on social information processing theory supports the
idea that social environment does have an effect on employees attitudes and
behaviors
Dispositional (worker characteristics)
Internal disposition is the basis of the latest method of explaining job
satisfaction and hints that some people are inclined to be satisfied or dissatisfied with
their work no matter the nature of the job or the organizational environment. More
simply, some people are genetically positive in disposition (the glass half full),
whereas others are innately negative in disposition (the glass half empty). For
instance, a study of twins who were reared apart (same genetic characteristics but
different experiences) found that 30 percent of inconsistency in satisfaction was
accredited to genetic factors. Furthermore, although individuals change jobs and
employers, individual disposition has been shown to be consistent by the use of survey
results on job satisfaction.
Many years of research have been conducted on the dispositional source of job
satisfaction, and have presented strong evidence that job satisfaction, to some extent,
is based on disposition (Judge & Larsen, 2001). Dispositional affect is the
predisposition to experience related emotional moods over time. Accordingly, this
approach assumes that an employees attitude about his or her job originates from an
internal (mental) state. Positive affect is a predisposition favorable to positive

15

emotional experience, whereas negative affect is a predisposition to experience a wide

array of negative emotions. Positive affective people feel enthusiastic, active, alert,
and optimistic. On the contrary, negative affective people feel anger, contempt,
disgust, guilt, fear, and nervousness.
There is strong evidence supporting disposition causing job satisfaction from a
Social Cognitive aspect as well. Causation through disposition indicates that job
satisfaction can be determined by an individual's general overall outlook. In
psychology, Cognitive Theory of Depression states that individuals thought processes
and perceptions can be a source of unhappiness. Further, the automated thoughts and
processes resulting from irrational and dysfunctional thinking perpetuate emotions of
depression and unhappiness in individuals. Judge and Locke (1992) examine these
concepts in detail. They discuss cognitive processes like perfectionism, overgeneralization, and dependence on others as causation for depression leading to
unhappiness. They claim that subjective well-being resulting from an affective
disposition leads to individuals experiencing information recall regarding their job. In
short, happy individuals tend to store and evaluate job information differently than
unhappy individuals do. This type of recollection indicates that job satisfaction can be
influenced by subjective well-being. Also, Bandura (1986) states that individual's
aspirations become their standards of self-satisfaction indicating that those with high
goals, theoretically, should be harder to satisfy than people with low goals. This
would indicate that a high level of ambition resulting from high standards can point to

16

a lower satisfaction as an end result. In addition, it is oftentimes the case that

unsatisfied workers are highly ambitious but unhappy as a result of their inability to be
promoted within an organization. For this reason, ambition can negatively influence
job satisfaction. However, Judge and Locke caution that dysfunctional thinking is not
singularly responsible for dispositional factors affecting job satisfaction. They
mention self-esteem, locus of control, self-efficacy, intelligence, and ambition as well.
Paradigm of the Study
The operational paradigm of the study shows the flow of the study and the
relationship of the variable which are the dependent and independent variables as
shown in figure 1.
The independent variables of the study include the following: 1) Work attitudes of
pharmacists along the following areas: Communication, Training, Career, Appraisals,
Superiors or heads, Department, Teamwork, Respect, Equality, Security; 2) Job
satisfaction of pharmacists; 3) Contributory factors to the work attitudes and job
satisfaction of pharmacist; and, 4) Problems encountered with regard to work attitudes
and job satisfaction.
On the other hand, the dependent variables of the study are as follows: Manifested
work attitudes of pharmacist along the following areas according to age and years of
experience: Communication, Training, Career, Appraisals, Superiors or heads,
Department, Teamwork, Respect, Equality, and Security; Degree of job satisfaction

17

Independent Variables
1. Work attitudes of pharmacist

along the following areas:

a. Communication,
b. Training,
c. Career,
d. Appraisals,
e. Superiors or heads,
f. Department,
g. Teamwork,
h. Respect,
i. Equality,
j. Security

Dependent Variables
1.
M

2. Job satisfaction of pharmacist

3. Contributory factors to the work

attitudes and job satisfaction of

pharmacist
4. Problems encountered with

regard to work attitudes and job

satisfaction
anifested work attitudes of
pharmacists along the following
areas according to age and years of
experience:
a. Communication,
b. Training,
c. Career,
d. Appraisals,
e. Superiors or heads,
f. Department,

18

g.
h.
i.
j.

Teamwork,
Respect,
Equality,
Security

2. Degree of job satisfaction among

the pharmacists according to age
and years of experience
3. Extent of contribution of factors to
the work attitudes and job
satisfaction of pharmacists
4. Degree of seriousness of problems
encountered with regard to work
attitudes and job satisfaction

Figure 1
Paradigm of the study

among the pharmacists according to age and years of experience; Extent of

contribution of factors to the work attitudes and job satisfaction of pharmacists; and,

19

Degree of seriousness of problems encountered with regard to work attitudes and job
satisfaction
Statement of the Problem
The focus of this study is to determine the manifested work attitudes and job
satisfaction of pharmacist in government tertiary hospitals in Baguio and Benguet?
Specifically, the study will seek to answer to the following questions:
1. What are the manifested work attitudes of pharmacist along the following areas
according to age and years of experience:
a. Communication,
b. Training,
c. Career,
d. Appraisals,
e. Superiors or heads,
f. Department,
g. Teamwork,
h. Respect,
i. Equality,
j. Security
2. What is the degree of job satisfaction among the pharmacists in terms of age and
ears of experience?

20

3. What is the extent of contribution of factors to the work attitudes and job
satisfaction of pharmacists?
4. What is the degree of seriousness of problems encountered with regard to work
attitudes and job satisfaction?
Null Hypotheses
1. Is there a significant relationship between the work attitudes and age of the
pharmacists?
2. Is there a significant relationship between the work attitudes and years of
experience of the pharmacists?
3. Is there a significant relationship between the job satisfaction and age of the
pharmacists?
4. Is there a significant relationship between the job satisfaction and years of
experience of the pharmacists?
Scope and Delimitation
The focus of this study is to assess the work attitudes and job satisfaction of
pharmacist in the government tertiary hospitals of Baguio and Benguet.
This study will be delimited to the responses of the pharmacists of the
participating institutions. There will a total of 28 pharmacists who will serve as
respondents of this study.
The scope of the study will only cover the following topics: (1)Work attitudes
of pharmacists along the following areas: Communication, Training, Career,

21

Appraisals, Superiors or heads, Department, Teamwork, Respect, Equality, Security;

(2) Job satisfaction of pharmacists; (3) Contributory factors to the work attitudes and
job satisfaction of pharmacist; and,(4) Problems encountered with regard to work
attitudes and job satisfaction.
Definition of Terms
The following terms are defined operationally/conceptually for the readers to
understand the research better.
Contributory factors. These are the factors that have impact or influence to
the development of work attitudes and job satisfaction of pharmacists.
Job satisfaction. It is defined as to how content an individual is with his or her
job, in other words, whether or not they like the job or individual aspects or facets of
jobs, such as nature of work or supervision.
Pharmacists. They are healthcare practitioner who checks and distributes
drugs to doctors or patients as prescribed. They also advise patients and health care
providers on the selection, dosages, interactions, and side effects of medications, and
act as a learned intermediary between a prescriber and a patient. For this study, they
are those who currently practice in the government tertiary hospitals in Baguio and
Benguet.
Problems. These are the hindrances or challenges experienced by the
pharmacists with regards to their work attitudes and job satisfaction.

22

Tertiary Government Hospital. It is defined as a major hospital that usually

has a full complement of services including pediatrics, obstetrics, general medicine,
gynecology, various branches of surgery and psychiatry with the necessary diagnostic
and therapeutic equipment with the expertise of trained specialist and personnel. It is
funded and supervised by the local and national government. In this study, Baguio
General Hospital and Medical Center and Benguet General Center were the only
hospital and Baguio and Benguet that fits the criteria.
Work attitudes. It refers to the feel part of ones work. It relates to how a
people feel about their work and their approach towards work. Hence, work attitude is
intangible. One cannot see it but people can feel it.
Significance of the Study
First and foremost, the result of this study is expected to benefit the researcher
being a pharmacist herself that she may have a clearer understanding of her work
attitudes and job satisfaction. In this way, she may be able to come up with appropriate
views and actions that will help her become better and productive both personally and
professionally.
The results of the study would be beneficial to the institutions administrators
who plan and make decisions for it will serve as a basis for strengthening relevant
activities, policies, strategies, and others that will contribute to improved work
attitudes, behaviors and better job satisfaction among their employees which is in this
case the pharmacists.

23

The study will also serve as an opportunity for the respondents to reflect and
look into their current growth as pharmacist. Also, this study will also be a way for
them to verbalized their perceived needs and problems that hinders them to contribute
to the betterment of their department and most importantly to the institution.
The result of this study would also be of great help to the clients and patients
who are the main beneficiaries of quality service. This study is expected to aid the
pharmacist in the provision of services by achieving job satisfaction and enriched
work attitudes.
Finally, to others researcher. This will serve as an inspiration to do more
research as what their profession calls and consequently to be more competent in their
chosen field.

Chapter 2
DESIGN AND METHODOLOGY
This chapter includes discussion of the research design, locale and population,
data gathering tool, validity and reliability of the research instrument, data gathering
procedure, and the statistical treatment used in the study.
Research Design
The descriptive survey method of research will be used in this study. The
descriptive method involves the description, recording, analysis, and interpretation of

24

the present nature, composition or process of phenomena. The focus is on prevailing

conditions, or how a person, group, or thing behaves or functions in the present. It
often involves some type of comparison or contrast (Calderon, 1993). This method is
used since the goal of this study is to assess the work attitudes and job satisfaction of
the pharmacists together with the factors and problems involved in these topics.
The researcher will use a survey questionnaire as a research tool, together with
informal interviews and observation. The informal interviews and observation as well
as the researchers experiences will serve as basis to clarify and reinforce the findings
of this study.
Locale and Population of the Study
The subjects of the study will be comprised 28 pharmacists during the fiscal
year 2015 in the government tertiary hospital of Baguio and Benguet. Total
enumeration will be employed where all the 28 pharmacists will participate in the
study. The distribution of respondents can be seen in the succeeding table
Table A
Distribution of Respondents
NAME OF INSTITUTION
1. Baguio General Hospital and
Medical Center
2. Benguet General Hospital
TOTAL
Data Gathering Tool

NO. OF
PHARMACI
STS
20
8
28

25

In gathering the data needed in the study, the questionnaire will be the main
instrument used. This will be supplemented by informal interviews, observations,
participation, and library techniques. In using these tools of gathering data, they will
all be focused on obtaining answers to the specific problems of the study. These will
also be used to clarify and augment the data gathered through the questionnaire.
A questionnaire is a form prepared and distributed to secure responses to certain
questions. A general rule is that these questions are factual and intended to obtain
information about condition or practices of which the respondents are presumed to
have knowledge.
The first part of the questionnaire was a letter to the respondents followed by
queries on the following topics: (1)Work attitudes of pharmacists along the following
areas: Communication, Training, Career, Appraisals, Superiors or heads, Department,
Teamwork, Respect, Equality, Security; (2) Job satisfaction of pharmacists; (3)
Contributory factors to the work attitudes and job satisfaction of pharmacist; and,(4)
Problems encountered with regard to work attitudes and job satisfaction.
Reliability and Validity of the Research Instrument
To establish the validity of the research instrument, the questionnaire
constructed based from informal interviews, journals and researches related to the
study will be shown to researchers adviser for comments and suggestions to further
enhance the data gathering tool

26

The Spearman-Brown Method (Subong, 2006) will be used to establish the

reliability of the questionnaire after a pretest to 5 pharmacists who are not part of the
actual number of respondents.
To get the Reliability of half test

oe

6 D2

N (N2 1)
Where:

Reliability of half test

oe

1, 6Constants
Summation
D2 Squared differences
N Number of cases/ subjects
To get the Reliability of the whole questionnaire

tt

1+

oe

oe

Data Gathering Procedure

Before floating the questionnaire, letter of request to float questionnaire will be
secured from the Dean of the Graduate School. Afterwards, permission will be
obtained from the Medical Directors of the participating hospitals. With the assistance
of the department head, the researcher will personally distribute the questionnaire to
the target respondents. The researcher had to personally administer the questionnaire
in order to explain to the respondents the proper accomplishment of the questionnaire.

27

It was during the distribution and retrieval of the questionnaire that some interviews
were conducted.
Statistical Treatment of the Data
The data that will be collected from the set of questionnaire will be classified,
tabulated, tallied, analyzed and interpreted. General descriptive measure will be used
in the treatment of data to be gathered. Among them, frequency count, weighted mean
value and Chi-square will be employed.
Three-Point scale will be used to determine the perceptions of the on the
questions asked. Below is the relative values used to interpret the data.
A. Manifested work attitudes of the pharmacists
NUMERICAL VALUE

DESCRIPTIVE
EQUIVALENT

SYMBOL

4
3
2
1

Agree
Somewhat Agree
Somewhat Disagree
Disagree

A
SA
SD
D

B. Degree of job satisfaction among the pharmacist

NUMERICAL VALUE

DESCRIPTIVE
EQUIVALENT

SYMBOL

4
3
2
1

Agree
Somewhat Agree
Somewhat Disagree
Disagree

A
SA
SD
D

28

C. Extent of contribution of factors to work attitudes and job satisfaction

of the pharmacists
NUMERICAL
VALUE

STATISTICAL LIMITS

4
3
2
1

3.26 4.00
2.51 3.25
4.76
2.50
1.00 1.75

DESCRIPTIVE
EQUIVALENT

SYMBOL

Highly Influential
Moderately Influential
Slightly Influential
No Influence at all

HI
MI
SI
NI

D. Degree of seriousness of problems encountered in parent-school partnership

NUMERICAL
VALUE

STATISTICAL LIMITS

4
3
2
1

3.26 4.00
2.51 3.25
4.77
2.50
1.00 1.75

DESCRIPTIVE
EQUIVALENT

SYMBOL

Very Serious
Serious
Moderate Serious
Least Serious

VS
S
MS
LS

Chi-square test (Subong, 2006) will be utilized to establish relationship

between the age and years of experience of pharmacists and their work attitudes and
job satisfaction with the formula of:
X

( fo -fe )
fe

Where:
X = the Chi-Square value
fo = the actually observed frequencies

29

fe = the expected frequencies

References
Aamodt, M. (2009). Industrial/Organizational Psychology. Belmont, CA.
Cengage Learning.
Bandura, A. (1986). Social foundations of thought and action: A social-cognitive
theory. Englewood Cliffs, NJ: Prentice Hall.
Jackson, T. (2002). The management of people across cultures: Valuing people
differently. Human Resource Management, 41, 455475.
Jex, S.M. (2002). Development and validation of scores on a two dimensional
workplace friendship scale. Educational and Psychological Measurement,
60, 628-643.
Judge, T. A., & Larsen, R. J. (2001). Dispositional affect and job satisfaction: A
review and theoretical extension. Organizational Behavior and Human
Decision Processes, 86(1), 67-98.
Judge T.A., & Locke, E.A. (1992). The Effect of Dysfunctional Thought Processes on

30

Subjective Well-Being and Job Satisfaction. Retrieved from

http://digitalcommons.ilr.cornell.edu/cahrswp/296
Locke, E. A. (1976). Dispositional effects on job and life satisfaction: The role of core
evaluations. Journal of Applied Psychology, 83, 1734.
Robbins, S. P. (2014). Job Satisfaction. Retrieved from http://www.directessays.
com/viewpaper/756.html

Subong, P. (2006). Statistics for Research: Applications in Research Thesis and

Dissertation Writing, and Statistical Data Management Using SPSS
Software.Manila, Philippines: Rex Book Store.
Sumineg, E. (2014). Work Ethics of officials and employees of the bureau of plant
industry Baguio National Crop Research and Development Center (EPIBNCRD). Unpublished Masters Thesis. Baguio Central University. Baguio
City.

31

APPENDIX A
BAGUIO CENTRAL UNIVERSITY
#18 Bonifacio St., Baguio City
Graduate Program

Dear Respondent,
The undersigned is conducting a study entitled WORK ATTITUDES AND
JOB SATISFACTION OF PHARMACISTS IN GOVERNMENT TERTIARY
HOSPITALS OF BAGUIO AND BENGUET. In this connection, she earnestly
requests your cooperation in answering the herein attached questionnaire. Rest assured
that all data gathered through the questionnaire will be treated with strict
confidentiality.
Your cooperation and kind consideration of this request is highly appreciated.

32

Very truly yours,

Cherrybelle L. Gawidan
Researcher

APPENDIX B
QUESTIONNAIRE

PART 1: Personal Information

Name: ______________ (optional)
Position: ______________
Institution: _________________________________________
Age: _________________________________________
Years of Experience: _____________________
Highest Educational Attainment: _________________________________
PART I1: Work Attitudes
Instruction: For the questions that follow, please use the following scale to
express the extent to which you agree or disagree.
NUMERICAL VALUE

DESCRIPTIVE EQUIVALENT

SYMBOL

4
3
2
1

Agree
Somewhat Agree
Somewhat Disagree
Disagree

A
SA
SD
D

A. Communication
1. I generally feel informed about changes that affect
me within institution.
2. I usually know in plenty of time when important

4
(A
)

3
(SA
)

2
(SD
)

1
(D
)

33

things happen.
3. I can see the link between my work and institutions
objectives.
4. Managers communicate clear objectives for the
company to achieve
B. Training

4
(A
)

3
(SA
)

2
(SD
)

1
(D
)

4
(A
)

3
(SA
)

2
(SD
)

1
(D
)

4
(A
)

3
(SA
)

2
(SD
)

1
(D
)

4
(A
)

3
(SA
)

2
(SD
)

1
(D
)

1. I get the training I need to do my job well.

2. I am aware of available training and development
activities.
3. I am given a real opportunity to improve my skills
in this institution
4. My training meets my needs for my current job.

C. Career
1. I believe there are a variety of ways for me to
develop my career at the institution
2. Job promotions within the company are fair and
reasonable.
3. I am aware of promotion opportunities within the
institution
4. I have the opportunity to progress
within institution
D. Appraisals
1. My superior holds me accountable for the work that
I do.
2. My superior provides me with adequate feedback.
3. I have clear measures for each of my objectives.
4. I know what is expected of me in my job.
E. Department Head or Superior
1. My superior helps me to get ahead at my job.
2. The relationship between superior and staff is good.
3. Our department head makes wise decisions.

34

4. My superior care about my ideas.

F. Department
1. Conditions in my department allow me to perform
to a high standard.
2. The department focuses on fixing the problem
rather than finding someone to blame.
3. Our department looks for ways to change processes
to improve performance.
4. The morale in my department is generally high.
G. Teamwork
1. I believe that all the divisions in the institution
work together to achieve a common goal.
2. The people I work with cooperate to get the work
done.
3. There is a spirit of were all in this together within
the institution.
4. There is cooperation among members of the
department
H. Respect
1. I feel I am valued at work.
2. At the department, my opinions count.
3. Employees in the institution are treated with
respect regardless of their job.
I. Equality
1. I believe that rewards are given fairly where I work.
2. Everyone in my department tries to do their share
of work.
3. The department is committed to ensuring equal
opportunities for all employees.
4. I feel favoritism is not a problem in my department.
J. Security

4
(A
)

3
(SA
)

2
(SD
)

1
(D
)

4
(A
)

3
(SA
)

2
(SD
)

1
(D
)

4
(A
)

3
(SA
)

2
(SD
)

1
(D
)

4
(A
)

3
(SA
)

2
(SD
)

1
(D
)

4
(A
)

3
(SA
)

2
(SD
)

1
(D
)

35

1. I feel free to express my opinions without worrying

about negative actions/responses.
2. I feel I have job security.
Reference: Scribd (2015) ( A digital library featuring ebook and audiobook)
PART I1: Job satisfaction
Instruction: For the statements that follow, please use the following scale to
express the extent to which you agree or disagree given.
NUMERICAL VALUE

DESCRIPTIVE EQUIVALENT

SYMBOL

4
3
2
1

Agree
Somewhat Agree
Somewhat Disagree
Disagree

A
SA
SD
D

Statements
1. I am recognized as an individual.
2. I get support and teamwork from other departments in
the Company.
3. I understand the companys objective and try to achieve
the same.
4. I am provided with all resources to perform.
5. The reporting structure is very easy and clear between
my superior and me.
6. My senior encourages high achievement by reducing
the fear of failure.
7. My senior clearly defines my job responsibilities.
8. My senior communicates to me the areas of
improvement in my job.
9. My senior is objective, in terms of tasks assigned and
outcomes observed, while evaluating my feedback.
10. My senior, or colleagues at work, seems to care about
me as a person.
11. I get an opportunity to do innovative things at work.
12. My views and participation are valued.
13. In this organization the tasks performed by an
individual is assessed with reference to ones
experience and expertise.
14. The organization structure facilitates teamwork, which

4
(A
)

3
(SA
)

2
(SD
)

1
(D
)

36

enhances effective accomplishment of tasks.

15. People who are hardworking and results oriented are
praised and rewarded in this organization.
16. The compensation paid in this organization is
commensurate to the responsibilities shouldered.
17. The work accomplished by teams is periodically
evaluated to check its effectiveness.
18. I am satisfied with the gratuity policy adopted by the
company.
19. Management is flexible and understands the
importance of balancing my work and personal life.
20. My organization shows respect for a diverse range of
opinions, ideas and people.
Reference: www.HR.survey.com (2015)
PART I1: Contributory factors
Instruction: For the statements that follow, please use the following scale to
express the extent to which the factors influences your work attitude and job
satisfaction.
NUMERICAL
VALUE

4
3
2
1

STATISTICAL LIMITS

3.26 4.00
2.51 3.25
1.76
2.50
1.00 1.75
Factors

1. Adequate salary
2. Promotion
3. Good working environment
4. Pleasant working relationships
5. Granting fringe benefits granted
6. Personal satisfaction with the job
7. Interesting job
8. Rewards or incentives for a job well done
9. Empathy from superiors
10. Attendance in trainings or seminars
Reference: Sumineg, Evelyn (2014)

DESCRIPTIVE
EQUIVALENT

SYMBOL

Highly Influential
Moderately Influential
Slightly Influential
No Influence at all

HI
MI
SI
NI

4
(HI)

3
(MI)

2
(SI)

1
(NI)

37

PART IV: Problems

Instruction: For the statements that follow, please use the following scale to
express the degree of seriousness of the problems encountered.
NUMERICAL
VALUE

STATISTICAL LIMITS

4
3
2
1

3.26 4.00
2.51 3.25
1.76
2.50
1.00 1.75

DESCRIPTIVE
EQUIVALENT

SYMBOL

Very Serious
Serious
Moderate Serious
Least Serious

VS
S
MS
LS

Problems

4
(A
)

3
(SA
)

2
(SD
)

1
(D
)

1.
2.
3.
4.
5.
6.

Favoritism in promotion
Unequal distribution of work
Too many bosses
Poor working environment
Too much agitation and rumors
Lack of communication/ Information with regard to
office program
7. Fellow workers are difficult in get along with
8. Superiors are difficult to approach or talk to
9. Unfulfilled premises from supervisors
10. There is laxity in supervision or lack of motivation
Reference: Sumineg, Evelyn (2014)
CURRICULUM VITAE
PERSONAL DATA:
Name:
Date of Birth:
Place of Birth:
Address:
Parents:
Civil Status:
Husband:
Children:

CHERRYBELLE LAIGO GAWIDAN

March 29, 1969
Baguio City
9 Clover Leaf Alley Padre Zamora Street, Baguio City
Horencio Costales Laigo
Violeta Velasco Peralta
Married
William Dogui-is Gawidan
Andrew Dominic Gawidan
Renz Guiller Villamor

38

Andrea Nicole Villamor

EDUCATIONAL BACKGROUND:
Graduate :

Master of Arts in Public Administration

Baguio Central University
Baguio City
Ongoing

Tertiary:

Bachelor of Science in Pharmacy

Saint Louis University
Baguio City
1985 to 1990

Secondary:

Saint Louis Girls High School

Baguio City
1981 to 1985

Primary:

Saint Louis Center

Baguio City
1975 to 1981

EXAMINATION PASSED:
Licensure Examination for Pharmacists given by the Professional
Regulatory Board last January 29 and 31, 1991.
WORK EXPERIENCE:
Pharmacist III
Baguio General Hospital and Medical Center
Baguio City
July 17, 1995 to present
Chief Pharmacist
Baguio General Hospital and Medical Center

39

Baguio City
January 1, 1994 to July 15, 1995
Medical Representative
E.A. Northam Pharmaceutical Corporation
Baguio City
May 1, 1993 to December 31, 1993
Chief Pharmacist
Victorias Pharmacy
Baguio City
January 1, 1992 to April 30, 1993
Chief Pharmacist
Victorias Pharmacy
Baguio City
July 1, 1990 to September 30, 1991
SEMINAR/CONFERENCE/WORKSHOP/SHORT COURSES
TITLE OF SEMINAR/
CONFERENCE/WORKSHOP/
SHORT COURSES
1.

2.

3.

4.

5.

Briefing on the Latest Issuances on

the Philippine Government
Procurement Law and its
Implementing Rules and Regulations
Philippine Drug Enforcement
Agency (PDEA) and Food and Drug
Administration (FDA) Updates
2014 Nationwide Continuing
Professional Education Seminar
Access to Pharmacists, Access to
Better Health
2014 PPhA National Convention
Access to Pharmacists, Access to
Better Health

Treatment Hubs National

Conference

INCLUSIVE
DATES OF
ATTENDANCE
(mm/dd/yyyy)
From
To

NUMBER
OF
HOURS

Department of Budget and

Management
Cordillera Administrative
Region
PHILLIPINE SOCIETY of
HOSPITAL PHARMACISTS
Baguio-Benguet and Mountain
Province Chapter

09-182014
08-232014
06-142014
04-242014

03-192014

CONDUCTED/
SPONSORED BY

8 PRC-CPE
units
04-262014

03-212014

15 PRCCPE units

THE PHILLIPINE
PHARMACISTS
ASSOCIATION, INC.
PHILIPPINE PHARMACISTS
ASSOCIATION INC.
NATIONAL CENTER FOR
DISEASE PREVENTION AND
CONTROL
NASPCP
In partnership w/
Research Institute for Tropical
Medicine

40

6.

CIVIL SERVICE
COMMISSION
Cordillera Administrative
Region Baguio City
Republic of the Philippines
Department of Health
BUREAU OF
INTERNATIONAL HEALTH
COOPERATION

Distance Learning Program on the

Rules of Conduct and Ethical
Behavior in the Civil Service

11-222013

7.

National Online Stock Inventory and

Reporting System

11-132013

8.

Making Mental Health a Global

Priority: Scaling up Services through
Citizen Advocacy and Action

10-182013

Republic of the Philippines

Baguio General Hospital &
Medical Center
Department of Psychiatry

07-122013

BCJA

07-92013

BCJA

9.

Root Cause Analysis & Effective

Corrective Action
10. ISO 9001:2008
Formulating Quality Policy and
Quality Objectives
11. CONNECT - CONtinuing
ProfessioNal EduCation for
PharmacisTs Role of Pharmacists in
Antibiotic Stewardship and Infection
Control

40 hrs

11-152013

05-242013

3 PRC-CPE
units

The Philippine Society of

Hospital Pharmacists with
GSK Philippines
Department of Health
Center for Health Development
Cordillera Administrative
Region
Department of Health
Center for Health Development
Cordillera Administrative
Region

12. A.O. no. 56: Revised Regulations for

the Licensing of Drug Establishments
and Outlets & FDA updates

08-302012

13. Health Workers on the Identification,

Management & Reporting of Adverse
Drug Reaction & Pharmacovigilance

08-292012

14. Best Pharmacy Practices for Quality

and Safety

6-162012

15. Completing the Care Loop through

Medication Reconciliation

03-232012

Medical and Regulatory Affairs

Division
Pfizer, Inc

03-142012

GSK Philippines

03-142012

FERN C, INC

16. CONNECT - CONtinuing

ProfessioNal EduCation for
PharmacisTs
17. Science of FERN C and Doctors
Forum
18. Annual Partners Forum: Working
Together to Sustain HIV/AIDS
Initiatives in the Philippines

10-252011

19. Treatment Hub National Meeting

10-252011

20. 2010 Continuing Professonal

Development Program
Raisng Pharmacy Practce to Global
Standards

06-202010

08-302012
8 PRCCPE
Pharmacy
Accredited
units

10-262011

8 CPE
Credit
Units

The Philippine Pharmacists

Association,Inc. w/ The Baguio
Pharmacists Association

Department of Health
Bureau of Intl Health Coop
Global Fund HIV Project
Department of Health
Natl Center for Disease
Prevention and Control
The Philippine Pharmacists
Association, INC.
In cooperation with
FOOD AND DRUG
ADMINISTRATION

41

21. Consultation Meeting on the

Prevention of HIV Drug Resistance
through Enhanced Adherence and
Treatment Monitoring Program

2-112010

2-122010

Department of Health
NCDPC
w/ RITM