@book{715,
	author = {Catiling, Alice Fontanilla},
	title = {Correlates of performance among cecap development wokers/},
	publisher = {Nueva Vizcaya State Institute of Technology},
	year = {1998},
	address = {Bayombong:},
	note = {	The study was conducted to determine the overriding performance rating of CECAP development workers using the Performance Evaluation System (PES) developed by the Civil Service Commission and to ascertain if it correlates with selected personal and job-related factors.

	Specifically, the study sought to establish whether performance ratings of CECAP development workers differed significantly when compared according to personal factors such as age. sex. marital status. number of children. residence, salary grade, and, work assignment It also sought to determine whether there was a significant relationship between performance ratings and job-related factors such as, a Hygiene factors: clarity of mission. clarity of functions. clarity of interpersonal communications: policies. degree relations. and b and Motivators: of supervision. openness feelings in of achievement, recognition of accomplishment, challenging job degree of responsibility. and growth and development.

	The study was conducted among 124 CECAP development workers in the Cordillera.

	The study used descriptive statistics to present the profile of the respondents: the distribution of means in performance ratings, and given for every job-related factors. the rating scores

	The t-test was used to measure significant differences between performance ratings of CECAP development workers and personal factors such as age. sex. marital status, and work assignment. The F-test was used to measure significant differences between performance ratings and personal factors such as number of children, residence, and salary grade.

	The Pearson Coefficient Correlation test was used to determine whether there was significant relationship between performance ratings of CECAP development workers and job-related factors categorized as hygiene factors and motivators.

	The study established that the general performance rating of CECAP development workers was on the "satisfactory level." The result also showed that there was no significant difference between performance ratings of CECAP development workers when compared according to the personal factors (null hypothesis accepted).

	Further, the study found there that was a significant relationship between performance ratings of CECAP development workers job-related factors (null hypothesis rejected) However, the significant relationship holds only when the factors were compared individually with performance ratings. When the factors were lumped together the relationship became weakened.
}
}