Organizational Commitment, Work Ethics, and Performance of Government Employees

Mia Danica Lachica Alonso; Trudy C Cerbo

Organizational Commitment, Work Ethics, and Performance of Government Employees

Author(s)	Ms. Mia Danica Lachica Alonso, Dr. Trudy C Cerbo
Country	Philippines
Abstract	Public sector performance is shaped not only by technical capacity but also by employees’ psychological attachment to the organization and the ethical standards that guide daily work. This study examined the levels of organizational commitment, work ethics, and job performance among government employees of the Sangguniang Panlalawigan of Negros Occidental and determined the relationships of organizational commitment and work ethics with job performance. A quantitative, descriptive-correlational design was used. The entire recorded population of 107 government employees was included, and data were gathered in June 2026 through a structured questionnaire covering affective, continuance, and normative commitment; work itself, moral attitude toward work, and intrinsic motivation; and job performance. Descriptive statistics and Spearman's rank-order correlation were used because the study treated the measures as ordinal and the assumptions for parametric correlation were not met. Organizational commitment was moderate overall (M = 3.16, SD = 0.61), with affective commitment (M = 3.05), continuance commitment (M = 3.23), and normative commitment (M = 3.18) all at moderate levels. Work ethics were high overall (M = 3.85, SD = 0.89), with work itself (M = 3.67), moral attitude toward work (M = 3.90), and intrinsic motivation (M = 3.94) all high. Job performance was very high (M = 4.28, SD = 0.19), with 66 employees rated very high and 41 rated high. Organizational commitment had a significant but weak positive relationship with job performance (ρ = .236, p = .014), whereas work ethics showed a significant and moderately strong positive relationship with job performance (ρ = .511, p < .001). The findings suggest that ethical orientation and intrinsic motivation are more closely associated with performance than organizational attachment alone. The study recommends strengthening ethical leadership, professional development, employee recognition, organizational belonging, and the alignment of Individual Performance Commitment and Review (IPCR) practices with behavioral and ethical expectations.
Keywords	Organizational Commitment, Work Ethics, Job Performance, Government Employees, Public Service, Employee Engagement
Field	Business Administration
Published In	Volume 7, Issue 4, July-August 2026
Published On	2026-08-23

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Organizational Commitment, Work Ethics, and Performance of Government Employees

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