This document outlines a dissertation proposal on teachers' work morale and performance appraisal. It includes the following key points: 1. It will survey teachers in Tagaytay City, Philippines to understand their demographic profiles, levels of work morale across several domains, and current performance appraisal ratings. 2. Work morale will be measured using a survey tool across dimensions like organizational commitment, pedagogical competence, work climate, and job satisfaction. 3. Comparisons will be made between work morale levels based on teacher profiles and appraisal ratings. Correlations between morale and ratings will also be analyzed. 4. The study aims to identify school-based activities that could boost teacher morale and performance,

1. Doctor of Philosophy (PHD-EDM)
Major Educational Management
(Cand.)
TEACHERS’ WORK
MORALE AND
PERFORMANCE
APPRAISAL: BASIS
FOR SCHOOL-
BASED
INTERMEDIATION
PROGRAM

2. Dissertation
Proposal
Presentation

3. Introduction

4. 1. What is the demographic profile of the teacher respondents in
terms of:
a. Sex
b. Civil Status
c. Age
c. Years of Teaching Experience
d. Grade Level Assignment as to
d.1 Junior High school
d.2 Senior High School
e. School Assignation
e.1. Tagaytay City National H.S.
e. 2. Tagaytay City Science National H.S.
e.3. Tagaytay City Integrated High School
Statement
of
Objectives

5. 2. Determine the level of work spirituality of the teacher respondents in
the following dimensions:
2.1. Organizational Commitment
2.2. Pedagogical Competence
2.3 Work Climate and Workload Demands
2.4. Job Satisfaction
3. Work Morale
What is the level of
work morale (WM)
of the teachers
based on the four
predictors?
4. Appraisal Rating
What is the
appraisal rating
(AR) of the
teachers for the SY
2021-2022?
5.
Comparison/Correla
tion
- Is there significant
difference of the
level of WM when
grouped by profile,
when compared with
appraisal rating, and
across the four
predictors?
- Is there a
correlation between
the level of WM and
level of AR?
6. School-based
Activities
What school-based
activities can be
crafted and
proposed and
propose to boost
the WM of
teachers?
Statement of
Problem

6. Null Hypothesis
1. There is no significant difference on the level of work
morale of the teacher-respondents when grouped
according to profile variables.
2. There is no significant difference on the level of work
morale of the teacher respondents across the four
(4) predictors or domains.
3. there is no correlation on the level of work morale
and the performance rating of the teacher
respondents.

7. Conceptual &
Analytical
Framework
Performance Appraisal for Teachers. This refers to the yearly
performance rating of teachers pursuant to DepEd
Memorandum No. , 004 s. 2022 regarding the implementation
of the Results-based Performance Management System –
Philippine Professional Standard for Teachers for School year
2021-2022
Organizational Commitment. This domain includes the
intrinsic eagerness, trust, and motivation of teachers in
performing their duties and responsibilities in the teaching-
learning process.
Work Morale. Basically, work morale of teachers refers to the overall
outlook, attitude, satisfaction, and confidence that they feel at work.
By definition. work morale refers to principles, teachings, the mental
and emotional condition of an individual or group with regard to the
tasks at hand, a sense of common purpose with respect to a group,
or the level of individual psychological well-being (Webster Dictionary,
2012).
Some relevant concepts were utilized to establish an analytical framework of the
study:

8. Conceptual &
Analytical
Framework
Pedagogical Competence and Career Development. This
domain pertains to mastery of the curriculum, student and
classroom experiences and workload and demands of the
educational process.
Work Climate. The concept work climate as used in this
study includes the whole working environment of the
teachers which include administrative issues and conflicts,
basic resources and peer support. This includes workload
demands.

9. Research Paradigm
Based on the conceptual and analytical framework,
this study will utilize the IPO model –This is the
INPUT-PROCESS-OUTPUT model
The INPUT Phase include the teacher respondents’
demographic profile such as sex, civil status, age,
years of experience in teaching, grade level
assignment, and school assignation
The PROCESS Phase will try to measure and
determine the level of work morale that includes
four major domains, namely, organizational
commitment, pedagogical competence and career
development, work climate, and job fulfillment. The
process also includes the determination of the
current performance ratings of the teachers.
Significant differences and correlations shall be
determined. Open-ended questions shall be
included in the survey.
The OUTPUT Phase intends to produce a baseline
data and information that can be utilized for relevant
school-based intervention activities or programs to
boost the work morale and to improve the
performance ratings of the teachers.

10. Methodology
This study will utilize the descriptive-comparative correlational research
designs through survey technique and open-ended question techniques to
gather the necessary information for this research.
Research Environment
This research will be conducted in SDO Tagaytay District with four participating
schools, namely , Tagaytay City National H.S.; Tagaytay City Science National
H.S.; Tagaytay City Integrated High School; Francisco P. Tolentino Integrated High
School
Research Design
Research Instrument
1. Work Morale Survey Tool. This research tool was inspired, adopted and
contextualized from the study of Anderson (2020) The instrument consists of a
total of 47 items thematized in four dimensions based on the study of
Nellitawati (2020)
2. Open-ended Question. This is a researcher-made question that intend to
gather the suggestions and recommendations of the teacher respondents to
help boost their work morale.

11. Methodology
High Schools Male Female Freq. Percent
Tagaytay City National
High School
25 91 116 30.1
Tagaytay City Science
National High School
35 148 183 47.5
Francisco P. Tolentino
Integrated High
School
12 44 56 14.5
Tagaytay City
Integrated School
6 24 30 7.9
Total 78 307 385 100.0

12. Methodology
Codes Responses Mean
Scale
Qualitative
Descriptions
1 Poor/Unsatisfactor
y
1.00-
1.49
Very Low
2 Satisfactory 1.50-
2.49
Low
3 Very Satisfactory 2.50-
3.49
Moderate
4 Outstanding 3.50-
4.00
High
Likert Scale and Qualitative Description for
Level of Performance Appraisal Rating

13. Likert Scale and Qualitative Description for Level of Work Morale
Codes Responses Mean Scale Qualitative Descriptions
1 Strongly Disagree 1.00-1.49 Very Low
2 Disagree 1.50-2.49 Low
3 Agree 2.50-3.49 Moderate
4 Strongly Agree 3.50-4.00 High

14. FOR COMPARISONS/CORRELATIONS
Either the parametric (using t-test for two categorical variables and or
ANOVA for three or more categorical variables) will be used and or non-
parametric (using Mann-Whitney U for two categorical variables and or
Kruskal-Wallis for three or more categorical variables) tests will be used
depending on the normality in the distribution of the respondents.
To establish correlation between the work morale and performance
appraisal ratings, either the parametric (Pearson r test) and or the non-
parametric (Spearman rho test) tools will be used
FINAL OUTPUT
To craft the proposed prototype school-based activities or
program to enhance the high school teachers’ work morale and
performance ratings
Methodology

15. My Ultimate
Vision

16. Thank You!