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RESEARCH METHODOLOGY
This chapter describes the research methodology used in this study specifically, it focuses on the techniques and procedures of gathering the data, the population and sampling design, the instruments to be used and the statistical tools and techniques necessary for analysis of data.
Method of Research
This study used descriptive correlational research design in order to attain its objectives. It determined the relationship between the dependent variable (Adversity Quotient®) and independent variables (Job Satisfaction and Personal Characteristics).
Descriptive method proceeds to describe certain phenomena. For this reason, some authorities in research describe it to be “fact-finding” or “information gathering”
with analytical interpretations. According to Sanchez (1993), the descriptive method is something more and beyond than just data gathering. The true meaning of data collected should be reported from the point of view of the objectives to and the basic assumptions of the study. Facts obtained maybe accurate expression of central tendency or deviation or correlation; but the report is not research unless discussion
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of the data is carried out up to the level of adequate interpretation. The data must be subjected to the thinking process by means of ordered reasoning.
Sample Population and Sample Size
The population of the study includes the Police Officers in Manila Police District. Random Sampling was used to determine the sample size because the total population was not clearly obtained. This is due to the fact that many policemen were already retired, dead, on leave, on a vacation, on a seminar or on studies so they can’t keep track of the total population. The researchers assumed that 100 respondents were enough to cover the population of Police Officers in Manila Police District.
Instrumentation
To gather data for the study, the following research instruments were used:
Adversity Quotient® Profile Version 8.1 Online. This is a self-rating questionnaire to measure an individual’s style of responding to adverse situations.
There are four dimensions of Adversity Quotient® – Control, Ownership, Reach and Endurance. Although these dimension maybe intercorrelated, they measure many different aspects of Adversity Quotient. The sum of the four dimensions (CORE) is the person’s Overall Adversity Quotient®.
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The Control scale measures the degree of control the person perceives he or she has over adverse events. Ownership is the extent to which the person owns or takes responsibility for the outcomes of adversity and the extent to which the person holds himself or herself accountable for improving the situation. Reach is the degree to which the person perceives good and bad events reaching in other areas of life.
Endurance is the perception time over which good and bad events and their consequences will last or endure.
The researcher secured the permission from Dr. Paul Stoltz to use the Adversity Quotient Profile® Version 8.1 Online in measuring the Adversity Quotient®
level of the respondents. Approval was granted through the reply letters from Dr.
Paul Stoltz through Ms. Katie Martin attached on Appendix B.
Job Satisfaction Questionnaire. This questionnaire measures the level of a person’s job satisfaction. It was developed and validated by Miguel in 1980 and has been adapted and modified by Galacio in 1985 to suit the educational setting (Salazar, 1989). The said questionnaire was also used by Dr. Marissa B. Ferrer in her dissertation entitled “Relationship of Personal Characteristics, Leadership Styles and Job Satisfaction to Adversity Quotient of Academic Heads of selected State Colleges and Universities in the National Capital Region”. There are 38 items in the questionnaire which are patterned from two set factors-hygiene and motivators- as
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described by Herzberg in his theory. The response mode to this questionnaire is arranged in numeric scales with the following interpretations:
5 – Very Satisfied (VS), which means that you’re happy with the condition all the time.
4 – Satisfied (S), which means that you are happy with the condition most of the time.
3 – Less Satisfied (LS), this means that you’re sometimes happy with the condition.
2 – Dissatisfied (D), which means that you are not happy with the condition most of the time.
1 – Very Dissatisfied (DS), which means that you are not happy with the condition all of the time.
Distribution of Items
The questionnaire has 38 items which are based on Herzberg's Two-Factor Theory. The distribution of items is as follows:
Factors 1. Motivation
1.1. Achievement 1, 27, 34
1.2. Growth and Advancement 4, 16, 18, 19, 35, 37
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1.3. Recognition 14, 15, 26, 28, 33
1.4. Responsibility 5, 6, 20
1.5. Work Itself 2, 13, 17, 36
2. Hygiene
2.1. Company Policy and Administration 10, 30, 31 2.2. Interpersonal Relations 8, 9, 21, 24, 29
2.3. Remuneration 7, 12, 23, 25
2.4. Supervision 22, 30
2.5. Working Condition 3, 11, 32
Total 38 items
The researchers seek the permission of Dr. Marissa B. Ferrer to use the Job Satisfaction Questionnaire in measuring the job satisfaction level of the respondents.
But maybe due to her busy schedule no response has been made. However, proper acknowledgment is accorded to Dr. Ferrer as indicated in the acknowledgment page.
Personal Characteristics Questionnaire. This questionnaire, prepared by the researchers, consists of information about the personal characteristics of the respondents. The questions include age bracket, gender, civil status, length of
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service as a Police Officer and highest educational attainment. The researchers chose these variables based upon the review of related literature.
Data-Gathering Procedure
The researchers sought the permission of the Police Officers in selected PNP Police Stations in Metro Manila for the former to administer the questionnaire and the Adversity Quotient® Profile Version 8.1 Online and Job Satisfaction Questionnaire to the Police Officers.
Statistical Treatment Used
The study used the following statistical tools and techniques:
FREQUENCIES-PERCENTAGE
Frequencies-Percentage was used in determining the profiles of the respondents in terms of demographic variables (age, gender, civil status, length of service as police officers and educational attainment) and Adversity Quotient®.
Formula:
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f – Frequency
N – Number of cases
PEARSON CORRELATION COEFFICIENT r
Pearson r was used to determine if there is significant relationship between Adversity Quotient® and Personal Characteristics and Job Satisfaction.
Formula:
WEIGHTED ARITHMETIC MEAN
The Weighted Arithmetic Mean was used in determining the profile of the respondents in terms of Adversity Quotient® and its dimension (CORE) and job satisfaction level. In particular, the mean is denoted by x of the scores
is given by the formula:
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