Real Estate Agents' Personal Work Values Vis-A-Vis Their Perceptions on the Developer's Organizational Values

Mary Rose Tayag, Chere' Yturralde — Thu, 02 Jan 2025 00:00:00 +0700

The alignment between a developer’s organizational and personal work values underscores the importance of person-organization fit. This study aimed to explore the relationship between real estate agents’ personal work values and real estate developers’ organizational values. The quantitative research employed both descriptive and inferential statistical tools to analyze the frequency and correlations among variables. To establish the correlation between respondents’ perceived competencies and personality traits, Spearman’s Rho and Kruskal-Wallis tests were used. The results indicated that the five subscales of personal work values were deemed extremely important by the respondents, while two subscales were considered essential. Employees prioritized factors such as salary, welfare, awards, honesty, integrity in the workplace, reputation, health, and a safe working environment. Regarding organizational values, employees rated all seven subscales as very important. The findings suggest that organizations must address employee needs to enhance productivity and performance. Moreover, personal work values were significantly related to organizational values, with employees’ values aligning with the organization’s goals. This alignment fosters stronger employee commitment. Understanding and integrating personal and organizational values is essential for improving employee morale and dedication to the organization.

Relationship of Workplace Culture on Employee Performance: The Case of a Higher Education Institution in the Philippines

Thu, 02 Jan 2025 00:00:00 +0700

Workplace culture drives the transformation of individual employee performance. This study assessed the workplace culture across four dimensions in terms of communication, leadership, teamwork, and recognition, and determined its relationship with employee performance in terms of motivation, job satisfaction, and productivity. This descriptive-quantitative study employed a researcher-structured approach to examine the relationship of workplace culture on employee performance in a higher education institution (HEI) in the Philippines. The data were collected from 56 employees of the subject HEI using a researcher-structured questionnaire administered in-person. Statistical tests such as frequency, percentage, weighted mean, and multiple regression analysis using Partial Least Square SEM were employed in the data analysis. The findings revealed that the HEI has an appropriate and relevant workplace culture supportive of achieving common goals and making employees productively engaged in their work, though the employee performance can still be improved. Likewise, the study also confirmed that workplace culture is significantly related to employee performance in terms of productivity. On the other hand, no significant relationships exist between the dimensions of workplace culture and the motivation and job satisfaction dimensions of employee performance were revealed. While problems related to workplace culture rarely occur in the HEI, the researchers suggest a strategy roadmap for a more positive workplace culture to further improve employee performance. This study can be used as a reference in formulating workplace culture enhancement measures to increase employee performance.

People and Behavior Analysis

Real Estate Agents' Personal Work Values Vis-A-Vis Their Perceptions on the Developer's Organizational Values

Relationship of Workplace Culture on Employee Performance: The Case of a Higher Education Institution in the Philippines