Influence of Work Values on the Teaching Performance of Faculty Members in State Universities and Colleges in Sulu

Abstract

This study aimed primarily to determine the influence of work values on the teaching performance of faculty members in State Universities and Colleges in Sulu. This study has six research problems and three hypotheses. The descriptive- correlational research design with Statistical tools such as T-test, ANOVA, and simple regression were utilized in the analysis and interpretation of data. The findings were majority of the respondents are from Mindanao State University- Sulu, at the age category 36 years above, married, with income 31-40 thousand pesos after taxation, earned doctoral units, rendered service 6-10 years occupy position/rank Instructor I–III. The faculty members have exercised work values to keep them work well in their service. These work values were perceived very important in the job such as: Intellectual, Independence, Achievement, Prestige, Surroundings, Supervisory Relations, and Associates while they perceived important of the work values such as: Economic Returns, Security, and Altruism. The faculty members of State Universities and Colleges (SUCs) in Sulu achieved outstanding performance in terms of knowledge of subject matter, procedures and techniques, classroom management, preparation and utilization of instructional materials, professional growth, community and allied services and personality and human relations while they perceived very satisfactory level of performance in terms of evaluation and remedial procedures and attendance and reports. The hypothesis was accepted. There is no significant influence of the work values of faculty members on their teaching performance. The second hypothesis is also accepted. There is no significant influence of the profile income, educational attainment and length of service on the work values of faculty members of State University and Colleges (SUCs) in Sulu. The third hypothesis was also accepted. Therefore, there is no significant difference of teaching performance of faculty members of SUCs in Sulu when the data are grouped according to profile such as age, gender, and marital status, length of service, monthly income, educational attainment and position/rank. Based on the findings of the study, the conclusions were formulated. Majority of the respondents were from Mindanao State University- Sulu, at the age category 36 years above, married, with the income 31 – 40 thousand pesos after taxation, earned doctoral units, rendered service 6 – 10 years and occupy position/rank Instructor I – III. They exercised very important work values in their job such as: Intellectual, Independence, Achievement, Prestige, Surroundings, Supervisory Relations, and Associates while they perceived important of the work values such as Economic Returns, Security, and Altruism. They achieved outstanding performance in terms of knowledge of subject matter, procedures and techniques, classroom management, preparation and utilization of instructional materials, professional growth, community and allied services and personality and human relations while they achieved very satisfactory level of performance in terms of evaluation and remedial procedures and attendance and reports. The work values have no significant influence on the teaching performance. There is no significant influence of the profile such as income, educational attainment and length of service on the work values of faculty members of SUCs in Sulu. There is no significant difference of the teaching performance of faculty members of the SUCs in Sulu when the data are grouped according to profile such as age, gender, and marital status, length of service, monthly income, educational attainment and position/rank. The significant findings and the conclusion of this study initiated certain recommendations. For research problems the following are forwarded. 1. Strategies on the improvement of work values: re-orientation activities of SUCs in Sulu. 2. Factors affecting the work values of Faculty Members in Tertiary Education. 3. Sourcing more strategies and improving work values and teaching performance. 4. Application of cooperative efforts to promote work values orientation: its effect on teaching performance. 5. Collaborative Efforts of Faculty Members and School Administrators of SUCs to administer work values. For research agenda the following are foresighted. 1. Another study may be conducted to follow up the results of this study. 2. The faculty members may continue to practice work values to enhance outstanding teaching performance. 3. The faculty members may collaboratively use work values to initiate motivation and job satisfaction. 4. The school administrator may include in their School Improvement Plan (SIP) the strategies to improve the work values of faculty members for better teaching performance. 5. The faculty members may develop personally their knowledge and skills work values to improve teaching performance. For research policies the following are advocated. 1. The SUCs in Sulu may understand the problems encountered by the faculty members in terms of work values as it is related to teaching performance. 2. The SUCs in Sulu may monitor the practice work values in relation to teaching performance. 3. The SUCs officials may transmit and find tangible solutions to the problems encountered by the faculty members in practicing work values. 4. The SUCs officials in Sulu may have proper re-orientation of the work values as it relates to teaching performance. 5. The faculty members may freely voice out the encountered problems on the work value.