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The study aimed to determine the correlation between self-efficacy and work performance as mediated by the work environment. To support the theory of study, literature was reviewed. The study used the descriptive correlational research design and to gather the data, questionnaires were used. The population of the study was all the faculty and employees of the Divine Word Colleges in the Ilocos Region, Philippines. The study found that their self-efficacy is high and it affects the work performance specifically task and contextual work performance but no correlation with the counterproductive behavior. The study found that work environment affects self-efficacy and work performance along with the three dimensions such as task performance, contextual performance, and counterproductive work behavior. Therefore, the hypotheses of the study are accepted.

The study aims to determine the correlation between organizational climate and work engagement of the employees. To strengthen the theory of the study, related literature was reviewed. The study used a descriptive correlational research design. To gather the data, questionnaires were used. The population of the study was all faculty and employees of the colleges in the Ilocos region. Since it is a quantitative study, the statistic was used to interpret the data. The weighted mean was used to determine the average mean of different organizational climate dimensions and different dimensions of work engagement, while Pearson r Correlation was used to determine the correlation between the organizational climate and work engagement of the employees. The results indicate that there is a significant correlation between organizational climate and work engagement of employees.

The study aims to determine the effect of educational attainment, length of work experience on self-efficacy and also to determine the difference of self-efficacy of employees based on the educational attainment and the length of work experience. To support the theories of the study, literature was reviewed. The study used a descriptive correlational research design and the questionnaires were used to gather the data. The population of the study was all employees of the Divine Word College of Laoag, Ilocos Norte, Philippines. The Multilinear regression analysis was used to determine the correlation and the analysis of variance (ANOVA) was used to determine the difference of self-efficacy among employees based on educational attainment and the length of work experience. The study found that the self-efficacy of employees was high and there is a correlation between educational attainment and self-efficacy and the length of work experience and self-efficacy. It is also found that there is a significant difference in self-efficacy among employees based on educational attainment and the length of work experience. Thus, based on the findings, then the hypotheses of the study are accepted.

Core values are critical to an organization’s identity, mission, strategy, and success.  Harmonizing personal values and the core values espoused by the organization addresses congruence gaps and ensures that the actions of employees are consistent and aligned with organizational strategies. This study aims to identify the HR management practices of a University in Manila, Philippines that promote the congruence between the personal values of employees and the core values of the organization.  The qualitative research methodology was utilized to identify practices in the areas of Recruitment and Selection, Performance Management System, and Training and Development that promote congruence of values.  Semi-structured interviews of key University officials were conducted using open-ended questions. A review of relevant and pertinent documents was also undertaken. The three identified HR functional areas are highlighted because these are critical in the selection, motivation, and retention of high-quality employees.  Leveraging HR management practices to promote congruence entails that the values of the organization are well-defined.  Employees must understand how these are translated into workplace behaviors and actions.  It must be clearly laid down how these relate to their performance and the impact these have on the achievement of the overall goals of the organization.

The study aimed to determine the influence of the attitude of employees toward work and work environment toward work self-efficacy. To deepen the understanding of the study, literature was reviewed and theories were established. The study used the descriptive correlational research design and it used questionnaires to gather the data. The study found that the cognitive attitude of employees toward work is high but the work environment is at a moderate level. Taking the independent variables together, both are correlated to the work self-efficacy of employees. It means that both, attitude toward work and work environment can affect work self-efficacy. Therefore, the hypothesis of the study is accepted.

Employees’ level of career intention plays an important role in organizational readiness and dynamism to achieve success. Several studies were conducted on career adaptability and career intention, however, only a few were able to find evidence on the influence of position and years in service to government employees in the Philippines. This study aims to determine the significant differences in career adaptability and career intention of government employees based on years of service and job level. Results showed a significant difference in career intention when grouped according to job level and years in service and no significant difference in career adaptability when grouped according to job level and years in service.

The study aimed to determine the influence of the attitude of employees toward work and work environment toward work self-efficacy. To deepen the understanding of the study, literature was reviewed and theories were established. The study used the descriptive correlational research design and it used questionnaires to gather the data. The study found that the cognitive attitude of employees toward work is high but the work environment is at a moderate level. Taking the independent variables together, both are correlated to the work self-efficacy of employees. It means that both, attitude toward work and work environment can affect work self-efficacy. Therefore, the hypothesis of the study is accepted.

The study aimed to determine the correlation between self-efficacy and work performance as mediated by the work environment. To support the theory of study, literature was reviewed. The study used the descriptive correlational research design and to gather the data, questionnaires were used. The population of the study was all the faculty and employees of the Divine Word Colleges in the Ilocos Region, Philippines. The study found that their self-efficacy is high and it affects the work performance specifically task and contextual work performance but no correlation with the counterproductive behavior. The study found that work environment affects self-efficacy and work performance along with the three dimensions such as task performance, contextual performance, and counterproductive work behavior. Therefore, the hypotheses of the study are accepted.

The study aims to determine the effect of educational attainment, length of work experience on self-efficacy and also to determine the difference of self-efficacy of employees based on the educational attainment and the length of work experience. To support the theories of the study, literature was reviewed. The study used a descriptive correlational research design and the questionnaires were used to gather the data. The population of the study was all employees of the Divine Word College of Laoag, Ilocos Norte, Philippines. The Multilinear regression analysis was used to determine the correlation and the analysis of variance (ANOVA) was used to determine the difference of self-efficacy among employees based on educational attainment and the length of work experience. The study found that the self-efficacy of employees was high and there is a correlation between educational attainment and self-efficacy and the length of work experience and self-efficacy. It is also found that there is a significant difference in self-efficacy among employees based on educational attainment and the length of work experience. Thus, based on the findings, then the hypotheses of the study are accepted.

This study aimed to determine the effect of bureaucratic and humanistic management styles of administrators on the organizational citizenship behaviours of employees. To deepen the study, literature was reviewed and theories were established. The study used a descriptive correlational research design and used questionnaires to gather the data. The study found that the bureaucratic management style is higher than the humanistic management style. The higher the bureaucratic management style, the lower the humanistic management style becomes. Based on the correlational analysis, it found that management styles of administrators correlate to the organizational citizenship behaviours of employees. Therefore, the hypothesis of the study is accepted.