The Health and Sanitary Status of Mamanwa Indigenous People in Selected Areas in Caraga Region

This study aims to determine the health and sanitary status of the Mamanwa indigenous people in selected areas in CARAGA Region. The respondents were the Mamanwa people who are residents of Cantugas, Mainit, Surigao del Norte community, and Kitcharao, Agusan del Norte community. The study used descriptive research design utilizing questionnaire and personal interview in gathering the data. The total population of the respondents is 69 and respondents from both communities were selected based on simple random design.   The study used percentage and mode/majority criterion, weighted mean, and Kendal-tau correlation. The findings showed that in the extent of health and sanitation education which was divided into three factors: Factor 1 which is the regularity of adopting health and sanitation practices shows a mean rating described as always except for item 9. Factor 2 was about exposure to health and sanitation campaign and education show a mean rating of sometimes. Factor 3 is about awareness on health and sanitation show a mean rating of sometimes. On the economic status of Mamanwa people which was the (factor 1) economic status of Mamanwa parents, 75.4% of the Mamanwa parents send their children to school and 64.9% of Mamanwa parents’ allocated budget for clothing and other personal necessities. On social status of the location (factor 2), only 35.1% of the respondents said that they have proper waste disposal and segregation.  The results showed that Mamanwa children regardless of sex and age were undernourished and there is a significant relationship between the regularity of adopting health and sanitation practices with hygiene on health care where it had an R-value of 0.47 and 0.35 respectively. Lastly, only economic factor on the social status of the location had a significant relationship on the health status of Mamanwa children in terms of BMI which had an R-value -0.20 and p-value 0.049.

Evaluation of Union Commitment As an Outcome of Negative Workplace Events, Using the Lens of Affective Event Theory: A Six Time Lags Study

This study examines union commitment as an outcome of negative workplace events. An integrated framework consisting cronyism as an event at workplace was developed using theoretical underpinning of AET. AET describes how events happening at workplace can elicit a ect. The basic postulation of AET lies in characteristics of the work environment which contributes in the occurrence of the event. For that purpose the unique context of public sector organizations in Pakistan was used to study the dynamics of union commitment. The model explains the linkage between internal in uences and reactions to incidents. The internal in uences are the cognitions and emotions involved. The purpose of study was to understand the psychological mechanism of union commitment through discrete cycle of event and emotions. It explores the causes that a ect the formation of union among employees. The data were collected from employees working in public sector organizations throughout Pakistan. These organizations have recognized active employee unions. Data were collected in 6 time lags. Thenal analyses show results of 415 respondents. Results indicate that existence of cronyism triggers employees interest in unionization. The moderating role of narcissism between organizational cronyism and hatred could not be established. Hatred also proved to be a predictor of breach of psychological contract. The role of breach of psychological contract as mediator between hatred and pro-union commitment was also established. Moreover, contrary to the belief union commitment did not prove to be a predictor of union participation. This study developed a deeper understanding of union commitment in relation to discrete negative emotions. It has given an insight into how political intolerance in the form of cronyism in a unionized context of public sector organizations can lead to formation of attitudes and behaviors.The multiple manifestation of cronyistic relationships can alert managers and employees equally, managers should be discouraged to minimize on such foundations.Over all, the development and testing of incorporation of AET into the union commitment framework helped to explain how, and under what circumstances, employees cognitions about cronyism may lead to union commitment through the emotional reaction of negative a ectivity.