The Provincial Government of Nueva Vizcaya is known for its vision to network partnership with all sectors to be able to improve the quality of life and conditions of every Novo Vizcayano and to make them globally competitive. The economic growth of the province can be traced to the governance that they have since they were very fortunate to have been assisted by USAID through the Governance and local Democracy Program. With this, the researcher was motivated and inspired to conduct this study, to look into the different organization development practices of its leaders, and to make a comprehensive analysis on the existence of correlation between their emotional quotient competencies and administrative capability.
The researchers, who are also members of the social development committee of the province and active community development organizers, believes that organizational excellence begins with the performance of people. It is what people do or do not do that ultimately determines what the organization can or cannot become. It is the members' dedication and commitment to organizational purposes that make the necessary contribution. This research endeavor is also guided by the concept advanced by Martires (1993:39) that the attainment of goals depends on the willingness of people to make the necessary contributions. The performance of people is the true benchmark of organizational performance which can be equated with the administrator's capabilities.
Employing the descriptive type of research utilizing the correlation method, this research study involved a total of 59 division chiefs and administrators, and 11 members of the Provincial Legislative Body of Nueva Vizcaya as respondents through scientific sampling procedure. In the analysis of data, appropriate statistical procedures were utilized.
Salient results show that majority of the respondents are 40-59 years old, appointed, have a salary grade of 20 and above, bachelors degree holder with masteral units, 20 years and above in government service, have attended 20 and above trainings and seminars, and are members of the Roman Catholic Church.
The overall perception of the respondents of their administrative capability registered a grand mean score of 4.26 with a qualitative description of "often". The respondents always manifest visioning skill, team building, and decision-making as administrative capability and often manifest communication management as dimension of administrative capability.
Moreover, the respondents perceived that they have an "optimal" intentionality (4.34); creativity (4.39); integrity (4.01); and constructive discontent (4.45). They also have "proficient" resilience as dimension of their emotional quotient competencies as evidenced by the grand mean of 3.65. On the other hand, the same group of respondents under study perceived that they have an excellent organization development practices along people (4.57); strategy (4.62), technology (4.75), empowerment (4.56), work ethics (4.38), goal setting (4.52), products and services (4.46), and quality of work life (4.68). They also have a very good organization development practices along structure (4.34), and change management (4.34). Their grand mean score perception of 4.52 reflects that they have "optimal" organization development practices.
Further analysis of data shows that there are no significant differences in the respondents' mean score perceptions of their administrative capability when grouped according to position (t=1.26), salary grade (F=2.98), and religious affiliation (t=1.09) because their computed mean score differences are lower than their critical value. However, when the respondents are grouped according to age, educational attainment, years of government service, and number of trainings and seminars attended, there exist significant differences on their perceived administrative capability, because the computed F-ratio of 5.27, 4.73, 6.01 and 3.90 respectively, are very much higher than the critical value of 0.05 level of confidence.
It is also noted that there are no significant differences in the respondents' mean score perceptions of their emotional quotient competencies when grouped according to position (t=1.53), salary grade (F=3.07), number of trainings and seminars attended (F=2.89) and religious affiliation (t=1.62) because their computed mean score differences are lower compared to their critical value at 0.05 level of confidence. However, there exists a significant difference in the perceived emotional quotient competencies of the respondents when they are grouped according to age, educational attainment, and years in government service as evidenced by the computed F-ratio of 4.28, 5.72, and 3.35 which are very much higher compared to their critical value at 0.05 level of confidence.
There is a very high positive correlation between the perceived administrative capability and emotional quotient competencies of the respondents as shown in the computed correlation coefficient of 0.864 with 74.6 percent as coefficient of determination. A very high positive correlation between the perceived administrative capability and organization development practices of the respondents was also observed as shown in the computed correlation coefficient of 0.762 which is significant at 0.05 level of confidence with 58.06 as coefficient of determination. Finally, there is a very high positive correlation between the perceived emotional quotient competencies and organization development practices of the respondents as reflected by the computed correlation coefficient of 0.891 which is significant at 0.05 level of confidence with 79.38 as coefficient of determination.
The Local Government Unit of the province of Nueva Vizcaya should strive to conduct several and continuous organization development programs like conferences, symposia, seminars, and in-service trainings to tackle issues on emotional intelligence, administrative capability, and organization development. An intervention or development program on the sustainability of administrative capability and emotional quotient competencies was proposed to the local government officials of Nueva Vizcaya and it was integrated as a regular activity of the Provincial Human Resource Management Office. Strengths and weaknesses identified from the dimensions of the main variables considered in this research investigation also served as basis for developing criteria for the selection of candidates to main key positions in managing the affairs of local government unit. Further studies on emotional intelligence, administrative capability, and organization development maybe conducted in other local government units in the country and among ASEAN nations using the same instrument, purposely to cross validate and enhance the veracity of the data gathered through the research instruments used in this study.
Carlo Fonbuena Vadil, DPA
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