Psychology

This action research explored college application experiences of 12 graduating senior high school students for AY 2020-2021. The purpose of the study is to increase students' information about college preparation and to eventually have a framework which can be integrated in the career guidance program. This research answered the central question: What does college preparedness mean to DLSZ grade 12 students? With sub-questions: 1. How do grade 12 students prepare for college applications? 2. In what ways do grade 12 students prepare themselves from high school to college transition? 3. What have the grade 12 students discovered about themselves during college preparation? Data collection was done through individual interviews, focus group discussions, and written questionnaire. Thematic coding was used to analyze the data using qualitative design. Trustworthiness was established though member checking and triangulation. Result revealed the following 5 categories on college preparedness: Academic Skills, Goal-Setting, New Beginnings, Self-Efficacy and Self-Care.

Corporate Social Responsibility (CSR) has been implemented in the Philippines since Memorandum Circular No. 6, Series of 2009 or Code of Corporate Governance. In line with this, studies had begun focusing on CSR.The researcher then investigated the relationship between CSR and Employee Retention in the Philippines. The results showed a positive correlation on CSRs economic, legal, ethical and philanthropic on employee retention's career opportunities, appreciation and stimulation, and intention to stay. Only ethical showed a positive relationship on work life balance other corporate social responsibility showed no relationship.

Business Process Outsourcing (BPO) has been one of the contributors in the Philippine economy since 1992. As it continuously flourishes, the problem on retaining employees has been a challenge since then. Many have employed understanding the role of organizational culture. An additional variable that the researcher finds to have an essential role in employee retention is corporate social initiative. In this study the researcher investigated the mechanistic role of corporate social initiative and its dimensions: economic, legal, ethical and philanthropic to organizational culture: hierarchy, market, clan and adhocracy, and employee retention: work life balance, career opportunities, appreciation and stimulation, and intention to stay. Through purposive sampling the researcher was able to gather 234 participants from BPO organizations in Metro Manila. The participants completed the Corporate Social Initiative Survey, Organizational Culture Assessment Inventory (OCAI) and Employee Retention Scale. With the use of multiple regression results suggest that hierarchy has a negative effect on legal and ethical, while all the dimensions in corporate social initiative has a positive effect on career opportunities, appreciation and stimulation, and intention to stay, and only ethical dimension has a positive effect on work life balance. Clan culture on the other hand gives a positive effect on career opportunities, and appreciation and stimulation. Hierarchy however, gives a negative effect on appreciation and stimulation. Mediation analysis further suggests that hierarchy has an inverse effect on employee appreciation and stimulation, and corporate social initiative have a positive effect on employee retention. With corporate social initiative as a mediator, the effect of hierarchy to appreciation and stimulation decreases. Employee retention programs were suggested at the end of this study.

Business Process Outsourcing (BPO) has been one of the contributors in the Philippine economy since 1992. As it continuously flourishes, the problem on retaining employees has been a challenge since then. Many have employed understanding the role of organizational culture. An additional variable that the researcher finds to have an essential role in employee retention is corporate social initiative. In this study the researcher investigated the mechanistic role of corporate social initiative and its dimensions: economic, legal, ethical and philanthropic to organizational culture: hierarchy, market, clan and adhocracy, and employee retention: work life balance, career opportunities, appreciation and stimulation, and intention to stay. Through purposive sampling the researcher was able to gather 234 participants from BPO organizations in Metro Manila. The participants completed the Corporate Social Initiative Survey, Organizational Culture Assessment Inventory (OCAI) and Employee Retention Scale. With the use of multiple regression results suggest that hierarchy has a negative effect on legal and ethical, while all the dimensions in corporate social initiative has a positive effect on career opportunities, appreciation and stimulation, and intention to stay, and only ethical dimension has a positive effect on work life balance. Clan culture on the other hand gives a positive effect on career opportunities, and appreciation and stimulation. Hierarchy however, gives a negative effect on appreciation and stimulation. Mediation analysis further suggests that hierarchy has an inverse effect on employee appreciation and stimulation, and corporate social initiative have a positive effect on employee retention. With corporate social initiative as a mediator, the effect of hierarchy to appreciation and stimulation decreases. Employee retention programs were suggested at the end of this study.

Business Process Outsourcing (BPO) has been one of the contributors in the Philippine economy since 1992. As it continuously flourishes, the problem on retaining employees has been a challenge since then. Many have employed understanding the role of organizational culture. An additional variable that the researcher finds to have an essential role in employee retention is corporate social initiative. In this study the researcher investigated the mechanistic role of corporate social initiative and its dimensions: economic, legal, ethical and philanthropic to organizational culture: hierarchy, market, clan and adhocracy, and employee retention: work life balance, career opportunities, appreciation and stimulation, and intention to stay. Through purposive sampling the researcher was able to gather 234 participants from BPO organizations in Metro Manila. The participants completed the Corporate Social Initiative Survey, Organizational Culture Assessment Inventory (OCAI) and Employee Retention Scale. With the use of multiple regression results suggest that hierarchy has a negative effect on legal and ethical, while all the dimensions in corporate social initiative has a positive effect on career opportunities, appreciation and stimulation, and intention to stay, and only ethical dimension has a positive effect on work life balance. Clan culture on the other hand gives a positive effect on career opportunities, and appreciation and stimulation. Hierarchy however, gives a negative effect on appreciation and stimulation. Mediation analysis further suggests that hierarchy has an inverse effect on employee appreciation and stimulation, and corporate social initiative have a positive effect on employee retention. With corporate social initiative as a mediator, the effect of hierarchy to appreciation and stimulation decreases. Employee retention programs were suggested at the end of this study.

In Univocation, the same word in two different sentences has unity and identity in word and meaning; in Equivocation, there is unity only in Word – identical spelling – and there is a diversity of meaning behind the word; but in Analogy, there is unity in words with identical spelling, with regard to meaning of the word in two different sentences it is partly same and partly different.