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UCU GS Research Journal
ETHICS AND WORK CULTURE OF GOVERNMENT EMPLOYEES
GLOREY MAE E. SARILLANA

This study aimed to determine the ethics and work culture practices of government
workers in the fifth district of Pangasinan. Specifically, this study sought answers to the following:
the profile of the respondents in terms of age, sex, civil status, highest educational attainment,
current position, number of years in service, number of relevant trainings attended, and CS
eligibility; the level of awareness of the respondents on the standards in ethics and work
culture of government employees along the eight (8) norms of conduct; the extent of practice
of the respondents on the standards in ethics and work culture of government employees;
the relationship between the level of awareness of the respondents on the standards in ethics
and work culture and their selected profile variables; the significant differences in the extent
of practice of the respondents on the standards in ethics and work culture across their profile
variables; the proposed intervention measure.
The following summarizes the salient findings of this investigation: Majority of the
respondents were 40 years old and below, females, married, college graduates, occupying non-
career positions, with less than 10 years in the service, and without training and civil service
eligibility. The respondents were “highly aware” about the standards in ethics and work culture
of government employees. The respondents “highly practiced” the standards in ethics and work
culture of government employees.
On basis of the foregoing findings, the following conclusions were drawn: Majority of
the respondents are relatively young women, responsible, academically prepared, temporary
workers, inexperienced, untrained and ineligible. The respondents are knowledgeable or
informed about the norms of conduct for public officials and employees. The application of the
norms of conduct has become habitual or customary course of action in the daily lives of the
government workers. 4) The profile variables of the respondents do not influence their level of
awareness of the norms of conduct.
In view of the foregoing finding and conclusions, the following recommendations are
forwarded: The Civil Service Commission should further enhance its capability building efforts by
reaching out to the local government units (LGUs) in the conduct of values orientation workshops
and other relevant training programs especially for frontline service providers. The LGUs should
look for ways and means for the placement of their emergency and temporary workers to
appropriate plantilla items so that their workers would enjoy security of tenure; thus, become
more responsive in dealing with the public. LGU workers are encouraged to take the civil service
examinations to pave the way for their appointment or promotion to a more secure position. The
proposed enhancement program is highly recommended to be adopted by the LGUs in order to
further improve their services to the public.
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