1

STRESS AND COPING STRATEGIES OF THE PHILIPPINE

NATIONAL POLICE UNIFORMED PERSONNEL
TOWARD WORK PERFORMANCE

A Dissertation Proposal
Presented to
The Faculty of the School of Graduate Studies
STI West Negros University
Bacolod City

In Partial Fulfillment of the Requirements for the Degree

Doctor in Public Administration

LUMYAEN LIDAWAN

June 2023
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Chapter 1

Introduction

Background of Study

The effectiveness of Philippine National Police uniformed personnel

in maintaining law and order relies on comprehending the connection

between stress and coping strategies, emphasizing the need to

understand how these factors interplay to enhance their performance.

With these pervasive factors, stress has been extensively studied

and recognized as a potent influence on individual functioning

(Stogner,220). The PNP uniformed personnel encounter various

stressors, such as high-pressure situations, critical decision-making,

and exposure to potentially traumatic events. Chronic stress negatively

impacts their physical and mental health toward work performance.

Recognizing these stressors and their consequences is crucial for

developing tailored interventions and support systems (Smith et al.,

2018).

The effectiveness of proactive coping strategies, such as seeking

social support and utilizing problem-solving skills, in mitigating the

negative impact of stress. Furthermore, the study suggests that targeted

interventions, including resilience training and mindfulness-based

programs, can significantly enhance work and performance. It

underscores the need for comprehensive training programs and

organizational support to promote the development and utilization of

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effective coping strategies among law enforcement personnel (Anderson &

Crego, 2021).

Parallel to this, the significant occurrence of 109 reported cases of

Grave Misconduct and Irregularity in the Performance of Duty among the

PNP from 2017 to the present year has sparked profound concerns

regarding the integrity and professionalism of PNP's uniformed personnel

according to the consolidated report (Provincial Administrative and

Records Management Unit, 2023). Thus, understanding the impact of

stress on their behavior and coping strategies developed to mitigate any

related misconduct, restore accountability, regain public trust, and

ensure the highest standards of law enforcement in the province.

The multifaceted interplay between stress and coping strategies

among PNP uniformed personnel delve into an investigation that

motivates the present researcher as a Provincial Intelligence Unit Officer

to contribute to the development of interventions and support systems

that can enhance their work performance. It is imperative to identify

effective coping strategies and provide appropriate resources to enable

PNP personnel to thrive in their demanding roles. By doing so, this

research aims to contribute to the overall effectiveness and efficiency of

the PNP uniformed personnel, ultimately benefiting the organization and

the communities it serves.

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Statement of the Problem

This study aims to determine the level of stress and extent coping

strategies of the Philippine National Police uniformed personnel toward

work performance in the Province of Capiz for the second quarter year of

2023, as the basis for an enhancement plan.

Specifically, it seeks to answer the following questions:

1. What is the profile of the respondents in terms of the following

variables?

a. Age

b. Sex

c. Civil Status

d. Average Family Monthly Income

e. Length of Service

2. What is the level of stress of the respondents toward work

performance according to the following areas?

a. Occupational

b. Organizational

c. Personal

3. What is the extent of coping strategies toward work performance

according to the following areas?

a. Appraisal-focused

b. Problem-focused
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c. Emotion-focused

4. What is the level of stress of the respondents toward work

performance when grouped according to the aforementioned variables?

5. What is the extent of coping strategies toward work performance when

grouped according to the aforementioned variables?

6. Is there a significant difference in the level of stress toward work

performance when grouped and compared according to the

aforementioned variables?

7. Is there a significant difference in the extent of coping strategies of the

respondents toward work performance when grouped and compared

according to the aforementioned variables?

8. Is there a significant relationship between the level of stress and the

extent of coping strategies of the respondents toward work performance?

9. Based on the findings of the study, what enhancement plan can be

formulated?

Hypotheses

With the problems postulated, the hypotheses will be formulated in

advance.

1. There is no significant difference in the level of stress of the

respondents toward work performance when grouped and compared

according to the aforementioned variables.

2. There is no significant difference in the extent of coping

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strategies of the respondents toward work performance when grouped

and compared according to the aforementioned variables.

3. There is no significant relationship between the level of stress

and the extent of coping strategies toward work performance of the

respondent.

4. There is there no significant relationship between the level of

stress and the extent of coping strategies toward work performance of the

respondents

Assumption of the Study

The researcher advances the following assumptions:

1. The stress of the respondents toward work performance varies

to a certain level.

2. The coping strategies of the respondents toward work

performance varies to a certain extent.

3. The relationship between the level of stress may influence the

extent of coping strategies of the respondents toward work performance.

Study Variables, Indicators, Categories of Respondents

Variables Indicators Categories

Age Length of time a Younger (below ___
person lives as years old)
indicated by Birth Older (___ years old and
Certificate above)
Sex Biological Male
characteristics Female
Civil Status Legal status related to Single
marriage law Married
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Average Family Monthly Socio-economic status Low (less than P____)

Income High P____ and above)

Length of Service Number of years spent Shorter (below_ years)

in the health services Longer (_years and
above)

Theoretical Framework

One appropriate theory that can be applied to the study of stress and

coping strategies among the Philippine National Police (PNP) uniformed

personnel toward work performance is the Transactional Theory of Stress and

Coping (Lazarus & Folkman, 1984). This theory suggests that stress is a result

of the transactional process between individuals and their environment, where

individuals appraise the demands of a situation and their available coping

resources.

In the context of the PNP personnel, stressors may include high-pressure

situations, critical decision-making, exposure to potentially traumatic events,

organizational challenges, and workload demands. The Transactional theory

emphasizes that the PNP uniformed personnel's cognitive appraisals of these

stressors, such as their perception of threat or harm, and their coping

strategies play a significant role in determining their stress levels and work

performance outcomes.

By applying the Transactional theory to the study, researcher can

investigate how the appraisal of stressors and the utilization of coping strategies

impact the stress levels and work performance of the PNP uniformed personnel.

This theory provides a framework for understanding the dynamic process of

stress highlighting the importance of effective coping strategies, such as

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problem-solving, seeking social support, and engaging in self-care practices.

Understanding the relationship between stress and coping can inform

interventions and support systems to enhance the well-being and work

performance of the PNP personnel.

Conceptual Framework

The study aims to determine the level of stress and extent coping

strategies of the Philippine National Police uniformed personnel toward

work performance in the Province of Capiz for the second quarter year of

2023, as the basis for an enhancement plan.

Occupational stress refers to stressors specific to the nature of the

job and work-related demands faced by the PNP uniformed personnel.

These stressors may include exposure to potentially dangerous

situations, critical decision-making, high workload, and job insecurity.

Understanding the impact of occupational stress on work performance

requires assessing the perceived levels of stress within this domain

(Smith et al., 2019).

Organizational stress encompasses stressors originating from the

organizational environment in which the PNP personnel operate. Factors

such as inadequate communication, lack of support from superiors,

conflicting roles, and limited career advancement opportunities can

contribute to organizational stress. Exploring the relationship between

organizational stress and work performance provides insights into the

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role of organizational factors in shaping the stress experiences of the PNP

personnel (Johnson & Cooper, 2018).

Personal stressors for PNP personnel may include factors such as

personal health issues, family-related stressors, financial concerns,

work-life balance challenges, and coping with the emotional toll of their

work. These stressors can significantly affect an individual's ability to

cope with job demands and maintain optimal work performance

(Johnson et al., 2023).

Appraisal-focused coping strategies involve the cognitive evaluation

and reinterpretation of stressors to reduce their negative impact. PNP

personnel may engage in activities such as positive self-talk, reframing

stressful situations, and seeking meaning in their work. These strategies

aim to modify the perception of stressors and enhance personal

resilience (Jones et al., 2023).

Problem-focused coping strategies involve actively addressing the

stressor itself to reduce its impact. PNP personnel may adopt strategies

such as time management, task prioritization, and seeking additional

training or resources. These strategies aim to enhance their ability to

manage work-related challenges effectively (Jones et al., 2023).

Emotion-focused coping strategies involves managing emotional

distress caused by stress. It reduces negative emotions like anxiety,

anger, and sadness and helps people accept and adapt to stress.

Strategies include expressing emotions, seeking support, using

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relaxation techniques, employing humor, and engaging in distracting

activities. Emotion-focused coping is effective, but problem-focused

coping may be better for addressing the stress source (Weintraub, 2013).

The conceptual framework for the level of stress among the

Philippine National Police (PNP) uniformed personnel toward work

performance involves comprises of three key areas: Occupational stress,

Organizational stress, and Personal stress will be rated 5 as “Very High

Level”; 4 as “High Level”; 3. “Moderate Level”; 2 as “Low Level”; and 1 as

“Very Low Level”.

Moreover, to conceptualize the extent of coping strategies among

the Philippine National Police (PNP) uniformed personnel toward work

performance also comprises three key areas of Appraisal-focused,

Problem-focused, and Emotion-focused, the said respondents will be

rated 5 as “Very Great Extent”, 4 as “Great Extent”, 3 as “Moderate

Extent”, 2 as “Low Extent”, and 1 as “Very Low Extent.” To conceptualize

the study, the researcher illustrated this correlation in Figure 1, the

researcher gathered the data using a survey questionnaire. Figure 1

illustrates the schematic diagram demonstrating the relationship

between the two (2) study variables.

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Independent Variable Dependent Variable

Level of Stress Extent of Coping Strategies

Occupational Appraisal-focused

Organizational Problem-focused

Personal Emotion-focused

Very High Level Very Great Extent

High Level Great Extent

Moderate Level Moderate Extent

Low Level Low Extent

Very Low Level Very Low Extent

Figure 1

Schematic Diagram Illustrating the Hypothesized Relationship

between the Study Variables

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Scope of the Study

A Descriptive research design will be used to determine the level of

stress and extent of coping strategies of PNP uniformed personnel toward

work performance. Where a total of ___ out of 363 PNP uniformed

personnel. The stratified random sampling using Cochran’s formula

randomly selected using the lottery technique will be answered by a

research-made instrument and the data gather and will be subjected to

SPSS with frequency count and percentage, mean, Mann-Whitney U test,

and Spearman-Rho as the statistical tools, and descriptive, comparative,

and relational will be utilized as analytical schemes.

Significance of the Study

The findings of the study will be beneficial to the following:

PNP Uniformed Personnel

The study will directly benefit the PNP uniformed personnel by

raising awareness about stress and coping strategies. It will provide them

with evidence-based information on effective coping mechanisms,

allowing them to better manage and navigate the stressors inherent in

their work.

PNP Provincial Director

The study will provide valuable insights to PNP leadership and

policymakers in understanding the stressors faced by the uniformed

personnel and the effectiveness of coping strategies. This knowledge can

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inform the development of evidence-based policies, programs, and

interventions aimed at improving the work environment, enhancing

coping mechanisms, and ultimately optimizing work performance.

Chief of Police

The study's findings can help the Chief of Police in identifying

potential areas for improvement within the organization. The insights

gained from this study will serve as a foundation for evidence-based

decision-making and strategic planning, enabling the Chief of Police to

create a supportive and conducive work environment for the Philippine

National Police uniformed personnel.

Human Resource Management

The study's findings will guide human resource management

practices within the PNP. By identifying specific stressors and coping

strategies, HR professionals can design targeted training programs,

workshops, and support systems to enhance stress management skills,

promote resilience, and foster a supportive work environment. This, in

turn, can lead to improved job satisfaction, well-being, and overall

performance among the PNP personnel.

Community Members

The study's findings can have an indirect impact on the public and

community at large. By understanding the stressors and coping

strategies of the PNP uniformed personnel, the public can gain insights

into the challenges faced by law enforcement officers and develop a

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greater appreciation for their work. This understanding can lead to

improved public support and collaboration with the police force, fostering

a positive relationship between the PNP and the community they serve.

Policy Makers

The study's results can inform government agencies and policy

makers involved in the formulation of policies and regulations related to

the well-being and performance of law enforcement personnel. By

considering the findings, policymakers can develop initiatives aimed at

reducing stress levels among the PNP uniformed personnel, enhancing

coping strategies, and promoting a healthier work environment. This can

ultimately contribute to the overall effectiveness and efficiency of law

enforcement operations in the country.

Other Law Enforcement Agency Officials

The findings of this study can also have implications both within

and outside the Philippines. By understanding the stressors and coping

strategies identified among the PNP uniformed personnel, other agencies

can gain insights into common challenges and potential solutions. This

cross-pollination of knowledge and practices can contribute to the

development of best practices and foster collaboration among law

enforcement organizations.

Occupational Health Practitioners

The study's findings in designing tailored interventions and

support systems for the PNP uniformed personnel by the Occupational

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health practitioners, including psychologists, counselors, and therapists.

The knowledge gained can guide the development of targeted stress

management programs, mental health services, and counseling

approaches that address the specific needs and challenges faced by law

enforcement officers.

Present Researcher

The study will contribute to the existing body of knowledge on

stress and coping strategies within the law enforcement context,

specifically focusing on the Philippine National Police. It will provide

researchers and academics with valuable insights into the unique

stressors faced by the PNP uniformed personnel and the effectiveness of

different coping strategies.

Future Researchers

With the result of this study, other researchers will encourage to

conduct similar studies in a wider scope which may particularly deal

with areas and variables not included in this study.

Definition of Terms

The following terms are conceptually and operationally defined to

facilitate a better understanding of the study.

Age

In this study, age is conceptually defined as the chronological

number of years a person has lived since birth. It refers to an individual's

stage in the lifespan (Smith, 2015).

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Operationally, it refers to the employees’ number of years of

existence as to younger (below __ years old) and older (__years old and

above).

Appraisal-focused

Conceptual definition: Appraisal-focused coping is a type of coping

strategy that involves changing the way you think about a stressful

situation. This can involve reframing the situation in a more positive

light, seeking social support, or using relaxation techniques (Moskowitz,

2013).

Operationally, is a set of behaviors that are aimed at changing the

way you think about a stressful situation. These behaviors can include:

reframing the situation in a more positive light, seeking social support

and using relaxation techniques.

Average Family Monthly Income

It is defined as the total income received by a family unit within a

month. It includes various sources of income such as salaries, wages,

business earnings, and other financial resources (Gonzalez et al., 2019).

Operationally, it indicates the economic resources available to the

family, categorized as lower (less than P___) and higher (P___ and above),

which can influence their living conditions, access to resources, and

financial stress levels.

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Civil Status

The term legal status concerning marriage law can be single,

married, in a civil union, a member of a single-parent family, or any form

of family ties or affinity with another person (Berman, 2017).

As used in this study, influence is an individual's social support

network, responsibilities, and stress levels associated with relationships

and family dynamics, categorized as single or married.

Coping Strategies

Conceptually, coping strategies are cognitive and behavioral efforts

to manage internal and external demands that are appraised as taxing or

exceeding one's resources. Coping strategies can be used to reduce

stress, anxiety, and other negative emotions, and to promote adaptation

and resilience (Connor-Smith, 2014).

Operationally, coping strategies can be classified into two broad

categories: appraisal-focused, problem-focused and emotion-focused.

Emotion-focused Coping Strategies

Conceptually, emotion-focused coping is a type of coping strategy

that involves managing the emotional distress caused by a stressful

event. This type of coping can be helpful in reducing negative emotions,

such as anxiety, anger, and sadness. Emotion-focused coping can also

help people to accept and adapt to stressful situations.

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Operationally, emotion-focused coping can be defined as any

behavior or cognitive strategy that is used to reduce or manage negative

emotions in response to a stressful event.

Length of Service

Conceptually, the number of years spent in a specified service or

organization and institution. (Spears, 2005).

In the context of this study, refers to the duration of time an

individual has been employed or served in their current position or

organization varies on shorter (below __ years) and longer (__ years and

above). The length of service can influence an individual's stress levels,

coping strategies, and job performance, as more experienced individuals

may have developed better-coping mechanisms and job-related skills.

Occupational Stress

Conceptually, occupational stress is a state of mental or emotional

strain that results from the interaction of an individual's personality and

the demands of their work environment. It can be caused by a variety of

factors, including heavy workload, unrealistic deadlines, lack of control

over one's work, poor relationships with colleagues or supervisors, and

exposure to violence or harassment (Hogan, 2022)).

As used in this study, it includes factors such as high workload,

time pressure, role conflict, and job insecurity, which can lead to adverse

effects on employees' work performance. can be measured using a

questionnaire or interviews, and or physiological measurements.

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Organizational Stress

Conceptually, organizational stress is a state of tension

experienced by individuals in organizations due to the interaction of their

personal characteristics and the demands of their work environment.

As used in this study, it includes factors such as organizational

culture, leadership style, work design, and interpersonal relationships,

which can impact PNP uniformed personnel work performance.

Operationally, organizational stress can be measured in a number of

ways, including self-report surveys, physiological measures, and

performance data.

Personal

Conceptually, personal stress is a state of mental or emotional

strain that results from adverse or demanding circumstances. It can be

caused by a variety of factors, such as work, relationships, finances, or

health problems, (Mermelstein, 2012)..

In the context of this study, it refers to individual characteristics,

traits, and experiences that influence how individuals perceive and

respond to stress.

Philippine National Police Uniformed Personnel

Defined as individuals who are part of the law enforcement agency

in the Philippines. They are responsible for maintaining peace and order,

enforcing the law, and ensuring public safety in the country.

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Operationally, the term refers to the law enforcement personnel

serving as respondents that were deployed in the locales of the study.

Problem-focused Coping Strategies

Conceptually, problem-focused coping strategies are those that

involve actively trying to change or manage the stressful situation. This

can involve seeking information, planning, problem-solving, or taking

direct action to change the situation (Lazarus, 2012).

As operationally defined, it includes problem-solving, planning,

and seeking information or resources to manage the stressor effectively.

Sex

This refers to the physical, biological, mental, and behavioral

characteristics, and differentiating between, masculinity and femininity

(Kozier B., 2016).

In this study, as an essential aspect of human biology and plays a

significant role in various aspects of life, including health, reproduction,

and social interactions to adapt to stress, categorize the respondents as

male and female.

Stress

Defined as a psychological and physiological response to demands

or pressure experienced in response to internal or external stimuli,

known as stressors (McEwen, 2016).

Operationally, it involves a state of occupational, organizational,

and personal arousal, often accompanied by feelings of tension, unease,

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and the perception of threat or challenge being experienced by the PNP

Uniformed Personnel.

Work Performance

Conceptually, refers to the effectiveness, efficiency, and quality of

an individual's job-related tasks, responsibilities, and outcomes (Van

Scotter, 2014).

As used in this study, it encompasses the ability to meet job

requirements, achieve desired goals and targets, and contribute to

organizational success. Work performance of PNP Uniformed Personnel

are influenced by factors of stress and coping strategies through

objective measures.
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Chapter 2

REVIEW OF RELATED LITERATURE

This part of the study reviews the different literatures the

researcher could gather and read from variety of sources on stress and

coping strategies of Philippine National Police Uniformed Personnel

toward work performance.

Conceptual Literature

Foreign

Stress of the Philippine National Police Uniformed Personnel

toward Work Performance.

Critical incident stress refers to an unexpected and intense event

that causes a loss of control and poses a threat to one's life. It can result

in emotional or physical harm and deeply affects individuals. Examples

of such incidents include natural disasters, accidents with multiple

casualties, harassment experiences, traumatic family deaths, and any

event that deeply impacts a person. Certain occupational groups, such

as firefighters, emergency healthcare workers, search and rescue

personnel, police officers, and United Nations peacemakers, are

particularly susceptible to these traumatic events. Organizations need to

respond promptly and provide support and awareness to address this

life-threatening stress (Staff Counsellor's Office, 2017).

Beshears (2017 mentioned that one major issue for police officers

is that stress often goes unnoticed and unacknowledged. They are

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constantly exposed to stress but often hesitate to seek treatment due to

fear of being perceived as weak or incapable of handling their job. The

causes of stress in law enforcement include poor management,

inadequate equipment, excessive overtime, rotating shifts, and personal

factors like family problems and financial difficulties. The daily

responsibilities of the job, such as dealing with distressing situations,

ensuring safety, controlling emotions, and the uncertain nature of police

work, also contribute to stress. Untreated stress can lead to various

consequences, including cynicism, emotional detachment, reduced

efficiency, absenteeism, aggression, substance abuse, relationship

issues, health problems, and even suicide.

The stress experienced by police officers is influenced by factors

both within and outside the individual. The need to follow standard

operating procedures and departmental policies has been identified as a

source of stress. Officers feel a lack of control over the way police work is

carried out and perceive their influence over departmental policies and

procedures as limited, leading to significant stress. Moreover, officers

who believe that agency personnel policies regarding job assignments

and discipline are unfair are more likely to experience burnout (McCarty

& Skogan, 2013).

Police occupational stress stems from personal failure, dangerous

situations, misconduct, supervision, court procedures, public and media

criticism, special assignments, and work condition changes. The book

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explores stress management, including acceptable stress levels,

physiological effects, and balancing law enforcement demands. Specific

stress factors like shift work, dealing with death and injury, post-

shooting trauma, supervision, public relations, court testimony, and

specialized tasks are discussed. The impact of stress on female and

minority officers, stress management in rural departments, and

techniques for physical and psychological well-being are covered

(Anderson et al., 2015).

Police officers face unique challenges that can lead to stress and

burnout. To effectively deal with these pressures, it is crucial to adopt

healthy coping strategies. Regular exercise, such as brisk walking or

jogging, releases endorphins that boost mood and reduce stress

hormones. Consistency is key, and even shorter workouts can be highly

beneficial. Meditation aids in stress reduction by calming the mind and

lowering adrenaline levels. Adequate sleep is vital for mental health, and

creating time for relaxation away from work, building a support system,

and pursuing hobbies can greatly alleviate stress and promote overall

well-being. By implementing these practices, police officers can better

manage stress and enhance their quality of life (Picincu, 2021).

This professional group could experience consequences reflected in

the risk of developing psychopathological disorders such as post-

traumatic stress disorder (PTSD), acute stress disorder, and adaptation

disorders; in addition, physical and psychosomatic consequences (sleep

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disorders, eating disorders, and cardiovascular disorders) should be

reported Interestingly, as reported by Kerswell et al. (2020), the sources

of suffering are the same for operational and non-operational police

officers, proving that direct contact is not the only source of suffering.

One reason for this seems to be the organizational factors rather

than the occupational factors. As suggested by the scholars ,

organizational stressors seem to be the main cause of the stress process

in police officers (Suresh et al., 2013). Moreover, Garbarino et al. (2013)

found that depressive symptoms in police officers were related to

organizational stressors rather than to individual stressors. Similarly,

the results of a study by Suresh et al. (2013) showed that stressors in

police officers were related to organizational rather than other aspects of

their work, such as job content.

As described by Shane (2012), organizational stressors, also

referred to as work context stressors, include the characteristics of the

organization and the behaviors of the people in that organization that

can generate stress. In police officers, these stressors can be perceived as

oppressive, unnecessary, and inescapable. They include “lack of support,

heavy workloads, interpersonal conflicts with colleagues and supervisors,

inadequate resources, time pressures, and an overly bureaucratic

organizational system that punishes and harshly manages employees.”

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As Chae and Boyle (2013) noted, organizational stressors are the

result of both the structural environment and the functional aspects of

organizational life. In particular, the structural environment is related to

organizational culture, which determines management style and lack of

autonomy and influences interactions among officers. Functional aspects

are related to shift work, irregular working hours, and consecutive

working days, which can cause emotional stress.

Shane (2012) also pointed out that the effects of these types of

stressors are relentless and unavoidable, making interventions a priority

in police officer assistance programs. Organizational stress in police

officers could be caused by the culture, conditions, rules, and

procedures inherent in the organizational context in which they work.

The interest in organizational factors that might affect police officers’

perceived discomfort lies in the possibility of intervention. While it is

possible to change the organization specifically (e.g., by redesigning the

work), individual factors are less susceptible to intervention.

Police officers are profoundly affected by their daily exposure to

human suffering and the stress of dealing with a hostile public. The long-

term effects of these stressors, if left unaddressed, can lead to serious

health issues. Police stress can be categorized into inherent job stresses,

internal department stresses, external criminal justice system stresses,

and individual internal stresses. Female officers may face additional

stressors related to societal expectations. Changing the perception of

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police officers and promoting wellness strategies can help mitigate the

negative impact of a stressful work environment (Hans, 2018).

Raynolds (2020), added that some of the top policing organizations

in the country share common features: organizational policies and

culture. Culture, not policies, has the greatest influence on behavior.

Even with well-developed policies, if the organizational culture does not

align with the values and expectations of the profession, the policies are

ineffective. The culture of an organization is shaped by the underlying

assumptions held by its members regarding acceptable behavior. These

assumptions are developed by observing and following leaders. Leaders

who ignore problems, tolerate misconduct, or retain unfit officers

contribute to a toxic culture, leading to organizational dysfunction and

eventual misconduct. Policing organizations, like many others, resist

change and innovation, but in a time when public trust is at stake,

maintaining the status quo is no longer an option.

Police officers may face psychological health problems due to the

demanding nature of their work. Challenges such as mental health stigmas, a

traditional police culture resistant to change, concerns about confidentiality,

and time commitments can hinder officers from seeking help for stress-related

issues. However, many police departments offer services like counseling, peer

support, and critical incident stress debriefing to address these challenges.

Training programs also aim to help officers recognize stress symptoms and

build resilience. Research indicates that officers are more inclined to seek

treatment when they feel supported by their departments, underscoring the

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importance of creating an environment that fosters open discussions about

mental health and avoids stigmatization (Otto & Gatens, 2022).

Program structure options, such as in-house or external organizations,

are considered for stress programs, with a focus on accessible and private

service delivery. Staffing configurations may include nonsworn or sworn mental

health professionals, interns, chaplains, volunteers, and peer supporters,

requiring careful screening, training, and management support. Additional

topics addressed include referral networks, confidentiality, program marketing,

stress prevention, organizational stress reduction, response to stress-related

problems, family member services, program monitoring and evaluation, cost

management, and resource utilization (Finn & Tomz, 2013).

According to Rineer (2018), Law enforcement is a high-risk, high-stress

occupation, and the stressors officers face can have negative effects on their

physical health, mental health, and work-life balance. These effects manifest as

increased absenteeism, turnover, and declines in performance. Despite efforts

to reduce officer stress, research on intervention studies shows limited success.

Acknowledging the limitations of existing research, recommendations for future

research and practice include utilizing a Total Worker Health® approach, using

experimental designs, examining interventions from other countries and

occupational groups, developing scalable interventions, improving

measurement practices, and tailoring interventions to address specific stressors

officers face. Implementing these changes is crucial to better support officers,

improve their well-being, and enhance their relationships with the community.
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Meanwhile, being a police officer is highly stressful, and it can lead to

burnout if not managed properly. Factors like excessive overtime, work

environment stressors, and personal struggles contribute to this stress.

Untreated stress can affect officers' efficiency, mental health, relationships, and

physical well-being. To promote stress management, police leaders should

identify stressors, recognize signs of fatigue, implement stress management

programs, monitor overtime, and mitigate long shifts. Building relationships,

improving morale, and fostering open communication are also crucial for

reducing officer stress. Systemic changes and joint efforts between leaders and

officers can effectively address stress and promote overall well-being (Belasky,

2022).

It is well documented that the stress of the job eventually affects an

officer’s personal life, relationships, communication patterns, and identity.

Officers develop a shell or protective barrier to safeguard them from the

situations they confront on a daily basis. As a result of this emotional barrier,

officers may develop maladaptive coping mechanisms, which include bad habits

such as abusing alcohol, excessive smoking, insomnia, and a vast variety of

other health-depleting habits (Hall et al., 2013).

An officer’s perception of an event is a huge indicator of how he or she

experiences an actual or potentially harmful threat and the brain’s reaction to

it. Under critical-incident stress or during an acute stress response, the brain

shifts into fight, flight, or freeze mode for survival. Once alerted to a threat, the

brain and autonomic nervous system produce a powerful hormonal cascade in

an effort to create a boost of energy, increased strength, and speed in

 30

anticipation of fighting or running. At the same time, the brain takes in a

massive amount of information, potentially creating memories of the incident

that may trigger similar stress responses unconsciously in later situations. The

resulting acute stress response can leave an officer physically, emotionally, and

psychologically depleted, as well as drain his or her cognitive reserves. Thus,

providing support to officers after such events is critical (McCarty and Lawrence

(2016).

Police work is inherently stressful due to its dangers and

unpredictability. Officers often witness more accidents, deaths, and graphic

scenes in a single day than most people do in a lifetime. This constant exposure

takes a toll on their mental well-being, leading to cumulative post-traumatic

stress disorder. Factors such as long hours, shift work, and sleep deprivation

contribute to physical fatigue and emotional exhaustion, increasing the risk of

burnout. Additionally, police officers have a higher susceptibility to

cardiovascular disease Harvard School of Public Health, (2019).

In 2013, the American Psychiatric Association (APA) identified that

exposure to a traumatic or stressful event is a diagnostic criterion for post-

traumatic stress disorder (PTSD). In the fifth edition of its Diagnostic and

Statistical Manual of Mental Disorders (DSM-5, p. 1), PTSD is included in a new

category, Trauma and Stressor-Related Disorders. (It was previously identified

as an anxiety disorder.) However, the difficulty remains in ascertaining the

actual number of officers who could be formally diagnosed with PTSD, since

this is frequently overlooked in policing as a possible consequence or issue.

 31

Likewise, Johnson (2018), said that despite being aware of the risks

associated with their profession, police officers often lack knowledge about the

direct and indirect dangers related to stress, trauma, and mental health. They

may not realize the connections between unmanaged stress and negative

outcomes like anger, burnout, fatigue, and overall poor health. This lack of

awareness is rooted in a culture that downplays these risks, leading to a

collective denial within the law enforcement community. The absence of training

on these issues sends a message that there is no problem, causing officers to

believe something is inherently wrong with them. Agencies may even dismiss

struggling officers as being unfit for the job. Without access to resources,

officers suffer silently, greatly increasing the risk of mental health issues and

even suicide.

According to Schaible and Six (2016), police officers often develop

unhealthy coping strategies as they adapt to the police culture. These strategies

can involve avoiding social interactions with friends and family, turning to

substance abuse, and suppressing their emotions, which further perpetuates

their sense of isolation. Alcohol consumption is frequently used as a means of

socializing and as a maladaptive coping mechanism for stress among officers.

Following traumatic experiences, some officers develop coping mechanisms that

reinforce their detachment and distance from the general public.

Coping Strategies of the Philippine National Police Uniformed

Personnel toward Work Performance.

According to Chism (2016), police officers felt a need for police

departments to implement policies regarding physical fitness standards

 32

throughout all stages of their careers. The need to provide more

education so the officers can make better informed decisions regarding

their fitness. Positive social change may result if police officers recognize

the need for health and fitness and understand how being fit could

prepare them for greater usefulness in serving the community, thereby

leading to a reduction of injuries, medical claims, and early retirement.

The Law Enforcement Officer Safety and Wellness Initiative, led by

the Bureau of Justice Assistance (BJA) and its partners, offers a

comprehensive range of programs to address the impact of stress on law

enforcement officers and their families. These initiatives, including the

Law Enforcement Agency and Officer Resilience Program, VALOR Officer

Safety and Wellness Program, and Innovative Approaches to

Strengthening Officer Wellness Program, provide valuable resources and

support. Surge resources are also available, offering practical guidance

on strengthening family relationships, promoting officer wellness and

resilience, and managing work-life balance. Additionally, there are

resources focused on retirement considerations, stress reduction

strategies, and providing support to officers beyond their active service.

These initiatives are designed to enhance the overall health, well-being,

and resilience of law enforcement officers (Bureau of Justice Assistance,

US-DOJ, 2020).

Officers should be encouraged to address traumatic experiences

through various avenues. Peer support officers who have gone through
 33

similar situations can offer a confidential space for discussing trauma-

related stress. Officers can also seek support from their own family

members, sharing the emotional burden they carry from their work.

Police departments can implement strategies like supervisor training,

supervisor-subordinate meetings focused on stress management,

aligning officers' strengths with assignments, supporting police families,

and creating incentives for mental health promotion. By providing

support and resources, police agencies can significantly improve officers'

stress and mental well-being (American Military University

Moreover, to alleviate officer stress, recommendations for improved

practices include implementing exercise programs, stress reduction

programs, conducting anonymous surveys to assess stress levels,

enhancing job meaningfulness, and establishing clear criteria for career

advancement, (NIJ, 2012).

According to Morash et al. (2014), the presence of organizational

psychologists who monitor negative workplace conditions can effectively

decrease employee stress. Implementing measures to reduce bias and

providing officers with greater influence over work activities can be

advantageous, as it allows them to perceive fair treatment and regain a

sense of control. In the law enforcement field, the Employee Assistance

Program (EAP) plays a crucial role in addressing the daily operations and

challenges faced by police personnel. Peer-led critical stress debriefings,

as suggested by Newbold, Lohr, and Gist (2015), have proven effective in

 34

mitigating the stress experienced by individuals affected by critical

incidents. These debriefings create a controlled environment where

participants can openly express their feelings and receive understanding

and support.

According to Terpstra and Schaap (2013), the style of policing

adopted by officers significantly influences the amount of stress they

encounter. Officers who have a service-oriented approach experience

fewer stressors, such as receiving more respect for their authority from

the public, compared to those with strict crime-fighting styles.

Furthermore, education plays a crucial role in managing stress. Morgan

et al. (2012) discovered that officers with higher levels of education

perceive greater personal accomplishments. Based on these findings,

Morgan suggests implementing incentives for officers to pursue further

education.

Furthermore, when developing policies and procedures to address

police officer stress, it is important to consider several beneficial

programs. Counseling services and employee assistance programs (EAP)

can provide support to individuals affected by stress (McCarty & Skogan,

2012, p.80). Hiring individuals based on their backgrounds, coping

abilities, and education levels could also help reduce future stressors.

The Department of Justice recommends involving both officers and their

families in decisions related to stress-related policies, procedures, or

training initiatives.
 35

Police leaders have the ability to alleviate administrative and

bureaucratic stressors on officers through strategic changes. This may

involve transitioning to community-oriented policing or engaging in more

effective negotiations with bargaining units to improve working

conditions (Chapin et al., 2016). Additionally, the impact of law

enforcement shift work and assignments on officer stress cannot be

overlooked. Redesigning patrol districts to ensure a balanced workload is

one approach that can lead to reduced stress levels among officers

(Hickman, Fricas, Strom, & Pope, 2012).

Law enforcement is recognized as a highly demanding profession,

affecting officers mentally, physically, and emotionally. This study

examines stressors and coping strategies among law enforcement officers

in Illinois, USA. Finances, poor personal relationships, exposure to

trauma, and difficulties with supervisors were identified as top stressors.

Exercise and communication with family, friends, and peers were the

most preferred stress-relief methods. Officers expressed a willingness to

utilize critical incident stress management and sought stress

intervention training. Financial support programs and peer support

groups were recommended for police agencies. However, further research

involving a diverse national sample is needed to fully understand the

stressors and coping mechanisms of police officers (Ermasova, 2020).

 36

Policing has always presented significant psychological challenges,

with officers frequently encountering various stress-inducing situations

such as domestic violence, mental health crises, and violent crime.

Additionally, the demanding and lengthy shifts contribute to stress in

personal relationships. Factors like the COVID pandemic and political

controversies have intensified these stressors. This course aims to

achieve two objectives. Firstly, it provides officers with an understanding

of their stress system and why they experience certain feelings. Building

upon this foundation, the course offers strategies for managing the stress

response, allowing officers to take necessary breaks and regain control

over their physiological reactions to stress, (Joordens, 2019).

Local

Stress of the Philippine National Police Uniformed Personnel

toward Work Performance.

The PNP recognizes the detrimental effects of occupational stress

on the well-being and effectiveness of its personnel, prompting the

implementation of various programs and practices. In 2017, the PNP

launched the "PNP Transformation 2030" plan, which included initiatives

aimed at improving the physical and mental health of its personnel. The

plan emphasizes the importance of stress management and psychological

well-being through programs such as counseling services, stress

 37

debriefing sessions, and peer support networks (Ateneo de Manila

University, 2019).

Recognizing the importance of addressing occupational stress, the

PNP has implemented several initiatives to support their personnel. In

2019, the PNP Health Service launched the PNP Wellness Program,

which focuses on improving the physical, mental, and emotional health

of uniformed personnel. The program includes activities such as physical

fitness programs, stress management workshops, and mental health

support services (Philippine National Police, 2019).

Moreover, to further enhance stress management and resilience

among PNP personnel, the PNP Directorate for Police Community

Relations launched the "Kalasag" (Shield) Program in 2020. This program

aims to provide psychosocial support and counseling services to

personnel who have been exposed to traumatic incidents, helping them

cope with the resulting stress and potential post-traumatic reactions

(Mendoza, 2020).

According to the Philippine National Police. (2021), the

multifaceted issue of occupational stress, the PNP has implemented

various programs and practices. One notable initiative is the "Oplan

Sagip Buhay" (Operation Save Lives) program, launched in 2021. This

program focuses on the mental health and well-being of PNP personnel,

providing access to mental health professionals, counseling services, and

stress management interventions. Oplan Sagip Buhay emphasizes the

 38

importance of early intervention and destigmatizing mental health

concerns within the police force.

Ateneo Center for Psychological and Educational Assessment,

(2021), advocates within the PNP have been instrumental in driving

awareness and support for occupational stress. The PNP Health Service

continues to lead efforts in promoting the well-being of PNP personnel.

They conduct regular stress management workshops, mental health

awareness campaigns, and peer support programs to foster a supportive

environment. The PNP Psychological Services likewise provide counseling

services and critical incident stress management support to personnel

exposed to traumatic events.

The Philippine National Police is putting together an auxiliary

corps of personnel trained in psychology to address concerns of mental

wellness within its ranks. The PNP's public information office, the PNP's

Directorate for Personnel and Records Management has begun

conducting an inventory of PNP personnel trained in general and clinical

psychology to compose the care group (Luna, 2020).

The PNP has implemented a number of programs to reduce

organizational stress among its uniformed personnel, including the

Employee Assistance Program (EAP), Stress Management Program, and

Work-Life Balance Program. These programs have been shown to be

effective in reducing organizational stress among PNP personnel. For

example, a study by the PNP's Directorate for Human Resources

 39

Development found that the EAP reduced stress levels among PNP

personnel by an average of 25% (PNP Employee Assistance Program

(EAP) Annual Report, 2017).

Abarca & Mendez, (2016), added that organizational stress is a

significant issue for police officers, impacting their work performance,

health, and overall well-being. Efforts to address this problem in the

Philippine National Police (PNP) involve various programs, practices, and

advocates. Stress management training equips officers with techniques

like meditation and yoga to effectively manage stress. Peer support

programs offer a confidential platform for officers to discuss their

stressors and seek support from colleagues. Work-life balance programs

aim to help officers find equilibrium between their professional and

personal lives. Additionally, advocates for police officer wellness raise

awareness and advocate for programs and policies that support the well-

being of officers. These initiatives are crucial for ensuring the health and

safety of both officers and the communities they serve.

PNP personnel face various stressors including work-related

demands, role ambiguity, interpersonal conflict, and the risk of violence.

Stress negatively affects their work performance by increasing errors,

reducing productivity, and raising absenteeism and turnover rates. To

mitigate stress, programs such as employee assistance, stress

management training, work-life balance, and physical fitness initiatives

 40

can be implemented. The PNP, NGOs like PNPF and PPSC, and academic

institutions like UP Diliman and Ateneo de Manila are working as

advocates for change. Addressing stress among PNP personnel is crucial

for their well-being and overall performance (Abad & Bernardo, 2016).

PNP personnel face various stressors, including organizational

factors. Stress can result in physical and mental health problems, as well

as decreased work performance. The PNP itself, non-governmental

organizations, and academic institutions, are actively involved in

addressing stress and developing effective solutions. Reducing stress

among PNP personnel is crucial for their well-being and performance on

the job (Custodio, 2015).

According to Aldana & Spector, (2014), the PNP personnel

experience various stressors, including financial stress, physiologic

stress, mental stress, and family-related stress. Financial stress arises

from low salaries and high living costs, leading to anxiety, depression,

and debt. Physiologic stress results from exposure to high stress levels,

causing physical issues like fatigue and heart disease. Mental stress

stems from traumatic events and can result in PTSD, anxiety, and

depression. Family-related stress arises from long work hours, leading to

marital discord and social isolation. These stressors negatively impact

work performance by reducing productivity, increasing errors, and

causing absenteeism. They also contribute to poor decision-making,

aggression, and reduced job satisfaction.

 41

PNP personnel often have to work long hours and be away from

their families. This can lead to problems such as marital discord, child

neglect, and social isolation. For example, De Guzman and Dizon (2014)

mentioned that family-related stress was the second most common type

of stress experienced by PNP personnel, with 60% of respondents

reporting that they were experiencing family-related problems. Family-

related stress can have a negative impact on the work performance of

PNP personnel, leading to decreased productivity, increased errors, and

increased absenteeism.

Similarly, Reyes & Dizon, (2017), added that physiologic stress has

the potential to trigger additional mental health issues, including

anxiety, depression, and anger. These mental health challenges can

impede the ability of PNP personnel to carry out their duties effectively.

Physiologic stress refers to a state of physical and mental strain that can

arise from various factors, including stressors related to work. Given the

demanding nature of their roles, PNP personnel frequently encounter

heightened levels of physiologic stress, contributing to a range of

physical and mental health concerns. One of the most common physical

problems associated with physiologic stress is fatigue. Fatigue can lead

to decreased productivity, increased errors, and increased absenteeism.

Other physical problems associated with physiologic stress include

headaches, stomach problems, and heart disease.

 42

PNP uniformed personnel often face financial stress due to low

salaries and unexpected expenses. Consequently, they are more

susceptible to physical health issues like heart disease, high blood

pressure, and ulcers, as well as mental health problems such as anxiety,

depression, and PTSD. Financial stress negatively impacts work

performance by reducing productivity, increasing errors, and raising

absenteeism rates. It also contributes to poor decision-making,

heightened aggression, and diminished job satisfaction. To alleviate

financial stress among PNP uniformed personnel, measures such as

improving salaries and benefits, providing financial counseling and

education, fostering a supportive work environment, and ensuring access

to mental health services are essential (Yap, & Canlas, 2019).

The PNPHS discovered that PNPUP are highly susceptible to mental

health problems like anxiety, depression, and PTSD, which adversely affect

their job performance. Violence exposure is a major stressor for PNPUP, leading

to anxiety, fear, and stress. Additionally, the demanding nature and long hours

of the job contribute to fatigue, burnout, and stress. Work-related stress can

also spill over into personal life, causing imbalances and further stress. These

mental health issues can impede productivity, increase errors, and lead to

attrition. To alleviate PNPUP stress, interventions such as stress management

training, counseling, a supportive work environment, and workload

adjustments are crucial in enhancing mental well-being and job effectiveness

(Philippine National Police Health Service, 2017).

 43

Coping Strategies of the Philippine National Police Uniformed

Personnel toward Work Performance.

Philippine National Police Psychological Services (2018), the

advocacy groups within the PNP have played a vital role in promoting

appraisal-focused coping. The PNP Psychological Services actively

advocate for the development of resilient mindsets through various

campaigns and awareness programs. They emphasize the importance of

cognitive appraisal in managing stress and improving work performance.

These efforts have been complemented by collaborations with external

mental health organizations, such as the Philippine Mental Health

Association, to provide specialized training on appraisal-focused coping

techniques. Appraisal-focused coping strategies hold significant potential

for mitigating work-related stress among PNP uniformed personnel. The

PNP's initiatives, combined with the advocacy of various groups and

collaborations with external organizations, have contributed to promoting

and implementing these coping mechanisms.

Ateneo Center for Psychological and Educational Assessment.

(2019), the implementation of programs, advocacy efforts, and campaigns

promoting appraisal-focused coping strategies among PNP uniformed

personnel holds great promise in mitigating work-related stress and

enhancing work performance. The PNP's initiatives, along with the

support of advocacy groups, emphasize the importance of cognitive

restructuring and positive self-appraisal as essential tools for coping with

 44

stress. This training equips PNP personnel with appraisal-focused coping

skills, encouraging them to reframe stressors and develop positive

thinking patterns to enhance work performance.

Meanwhile, Garcia et al., (2021) mentioned that the PNP has

recognized the importance of appraisal-focused coping strategies and has

implemented targeted programs to address this area. The "Mindful

Policing Program," launched in collaboration with a local university's

psychology department in 2020, emphasizes mindfulness-based

techniques as an appraisal-focused coping strategy. The program

includes mindfulness training, guided meditation sessions, and stress

management workshops to enhance self-awareness and cognitive

reappraisal among PNP personnel. The implementation of programs,

advocacy efforts, and campaigns promoting appraisal-focused coping

strategies among PNP uniformed personnel holds immense potential in

mitigating work-related stress and enhancing work performance.

The Blue H.E.L.P. Program has been recognized for its work in

supporting law enforcement officers. In 2017, the program was awarded

the National Law Enforcement Officers Memorial Fund's Lifesaving

Award for its work in preventing officer suicide. The Blue H.E.L.P.

Program is an important resource for law enforcement officers who are

struggling with stress, trauma, and mental health issues. The program

provides support, education, and advocacy to help officers cope with the
 45

challenges of their profession and to live healthy and productive lives,

(Blue H.E.L.P. Program. (2023).

These programs, promotional, advocacies, and campaigns have

been shown to be effective in helping PNP uniformed personnel to cope

with stress and improve their work performance. The stress management

training reduced burnout and improved work performance among PNP

personnel (Adlawan & Francisco, 2017). Further, the PNP is committed

to providing its uniformed personnel with the resources they need to

cope with stress and improve their work performance. These programs,

promotional, advocacies, and campaigns are an important part of this

commitment.

PNP-HS launches program to ensure healthy PRO Cor personnel

(Cawis, 2022). Medina explained that the objectives of the program are to

protect healthy PNP personnel from acquiring lifestyle diseases, identify

common health risk factors prevalent among PNP personnel through the

annual physical screening, manage and treat health risk factors detected

by the medical officer through patient education, follow-up check-ups,

and continuous medication and monitor patients’ compliance and

response to treatment through quarterly visitation and by subjecting

them to laboratory examination every six months.

The wellness program helps officers manage stress and anxiety, A

meditation room, therapy dog and heart rate variability tools are all part

of a peer support program designed to improve employee wellness

 46

(Perry,2020). Ed Morales is Gilbert's peer support and wellness

coordinator, helping officers and staff members manage their mental

health. The stress of a career in the military and police force was

catching up to him. “Eventually I felt my body starting to break down,”

he said. Morales turned to yoga and meditation to get back on track. He

went back to school to get a degree in social work and he took his

knowledge and experience back to the police department.

Similarly, the PNP Chaplain Service and Health Service (2021), the

Philippine National Police (PNP) recognizes the significance of addressing

the spiritual, moral, and mental well-being of its personnel during the

challenging times brought about by the Covid-19 pandemic. With the

guidance of Police General Debold M Sinas, Chief PNP, the PNP's

Chaplain Service and Health Service have implemented interventions to

provide support and counseling to officers and their families. The

Chaplain Service conducts online and physical visits to uplift morale,

while the Health Service organizes training sessions and offers mental

health services such as anger and stress management seminars,

psychological counseling, and stress debriefing. These initiatives aim to

ensure the overall well-being of PNP personnel, recognizing the

importance of mental health alongside physical health in fulfilling their

duty to maintain law and order.

 47

Yumsuan (2021), reported about the “Cops and stress: What PNP tests

can or cannot tell.” Police Lt. Col. Michelle Cruz, a medical doctor and head of

the health service’s psychiatry department, said the purpose of a PPE is to

check a person’s mental fitness and to measure his IQ (intelligence quotient),

and EQ (emotional quotient), or emotional intelligence. The PPE will help the

examiners see whether the officers taking the test have certain “personality

traits” that could be manifested in their answers to questions, she said, without

mentioning what those traits were. Examinees refused admission into the PNP

are told: “You did not fail the neuropsychiatric test but you did not fulfill the

criteria needed to become a police officer.”

Police Regional Office 10 conducted the closing ceremony of Batches 10

& 11 of this PRO’s 15-Day Enhanced Health and Fitness Program at RHQ

Covered Court, Camp Alagar, Cagayan de Oro City on July 21, 2022 (RPIO

PRO10, 2022). A total of 109 PNP personnel graduated in the said program

under batches 10 and 11, aiming to gain the standard body mass index of the

police. PCOL DANILDO B TUMANDA, Chief of the Regional Staff, reminded the

participants that this program is made to help them achieve their standard or

acceptable BMI. “We have a coach for this program who volunteered to teach

our personnel about nutrition. Kaya nga po this program is not just all about

exercise but it also teaches our personnel how to be healthy conscious. With

regard of transferring personnel if an acceptable BMI will not be met, we don’t

do that.”

Research Literature

Foreign
 48

Stress of the Philippine National Police Uniformed Personnel

toward Work Performance.

While there is abundant research explored by Chikwem,(2017) the

relationship between high stress occupations and environmental health,

researchers have yet to sufficiently explore the relationships between police

officers’ job stress and job performance. The findings also indicated that police

officers’ physical exercise was positively related to their job performance.

Positive social change implications stemming from study may include

recommendations to police department leadership to emphasize the importance

of moderating occupational stress through exercise as a method to improve

their job performance. These efforts may contribute to improved public safety

outcomes in communities in the United States.

A recent study conducted by Queirós et al., (2020), in Portugal found

that occupational stress is related to burnout as an inadequate method of

managing chronic job stress. Some differences were found according to gender,

age and job experience. Job stress and burnout correlated negatively with

resilient coping, enthusiasm towards job and task-orientated coping. Results

reinforce the importance to invest on police officers’ occupational health.

Nisar & Ahmad, (2019), explored the impact of occupational stress on job

performance of police employees as an underlying mechanism. The results have

shown that occupational stress is negatively related to career satisfaction, in‐

role performance, and extra‐role performance of police employees. Moreover,

career satisfaction mediates the relationships between occupational stress and

in‐role and extra‐role performance of police employees.

 49

In the study conducted by Gul & Delice, (2014), the effects of the job

stress on the spousal relationship are examined. A secondary data that have

1,632 responses by police officer are used to test the hypotheses. Because the

dependent variable is ordinal, ordinal logistic estimators are used to find the

coefficient effects. The findings indicate that high level of stress experienced in

the job is positively, strongly and significantly associated with the dependent

variable. Moreover, when the officer used stress reduction/coping programs

(SRCPs), the better gets the relationship with his/her spouse. Interestingly,

higher level of education increases the likelihood of the spousal relational

problems. At the end, several suggestions were made to the police departments

in terms of helping the officers that are affected adversely by job stress.

In a study by Bowers (2017) on UK police officers, stress was identified

as one of the main factors contributing to a decline in job performance and low

productivity. The author further emphasized the role of organizational factors

such as lack of support, inadequate resources, and poor communication in

exacerbating work stress among the police officers.

In a comprehensive review of the literature, Violanti and Aron (2015)

found that police officers were exposed to a unique set of stressors that

included danger, shift work, low pay, and public scrutiny. These acute and

chronic stressors were associated with negative mental and physical health

outcomes such as depression, anxiety, and cardiovascular diseases.

One study by Chen et al., (2016) investigated the relationship between

occupational stress and work performance among Chinese police officers. The

study found a significant negative correlation between occupational stress and

 50

work performance. Police officers who experienced high levels of stress had

lower levels of work performance than those who experienced low levels of

stress. Another study by McCreary and Thompson (2006) examined the sources

of occupational stress among Canadian police officers. The study revealed that

the most significant sources of stress were organizational factors, such as

inadequate resources, unsupportive leadership, and excessive bureaucracy.

Likewise, Pasillas et a., 2012), The sample was majority Caucasian, male,

and married with a mean of 12.4 years of law enforcement experience. Results

indicated that participants reported high levels of psychological distress as

compared to an adult male non-patient sample. The use of avoidant coping was

associated with higher levels of organizational stress. Additionally, a predictor of

psychological distress was the use of avoidant coping strategies and high levels

of occupational stress, respectively. Implications of these findings concerning

the role of workplace acceptance in a law enforcement setting are discussed

(Pasillas et a., 2012).

Furthermore, Raj and Kumar (2018) conducted a study on the impact of

mindfulness-based stress reduction on stress levels and work performance

among Indian police officers. The results demonstrated that mindfulness-based

stress reduction led to a significant reduction in stress levels and improved

work performance among police officers.

Research conducted by Steinbauer and Andreasen (2015) suggests that

job stress has been found to result in negative outcomes, including mental

health issues such as depression, anxiety, burnout, and PTSD. Furthermore, it

has been found that stress can lead to reduced work performance among police
 51

officers. In particular, stress can lead to decreased attention and concentration,

impulsive behavior, and poor decision-making.

Several studies have been conducted to alleviate stress among police

officers. One such study conducted by Violanti et al. (2017) tested the

effectiveness of yoga in reducing stress levels among police officers. The study

found that participation in a yoga program resulted in significant stress

reduction and improvements in mood, quality of life, and overall well-being.

Another approach to addressing occupational stress is through the

implementation of stress management training. A study by Smith et al. (2011)

found that police officers who participated in a stress management training

program reported significant reductions in stress and improved job satisfaction.

Despite the availability of interventions to address occupational stress

among police officers, several factors contribute to the persistence of stress in

this profession. Nielsen and Einarsen (2018) suggest that the hierarchical and

hierarchical nature of the police organization may hinder effective stress

management efforts. Additionally, cultural factors such as the normalization of

stress and difficulty in seeking help may perpetuate the prevalence of

occupational stress among police officers.

According to a study by Lim and Che-Ha (2010), occupational stress is a

significant predictor of work performance in the police force. They found that

police officers who experienced higher levels of stress tended to display lower

levels of work performance. This study highlights the importance of addressing

occupational stress among police officers to improve work performance.

 52

Another study by Kishore and Mohamed (2015) also explored the effects

of occupational stress on the work performance of police officers. Their findings

revealed that police officers who experienced higher levels of stress displayed

diminished work performance, including decreased decision-making skills,

reduced work productivity, and higher absenteeism rates.

Furthermore, research conducted by Wong et al. (2013) showed that

occupational stress had a direct impact on the mental health and well-being of

police officers, which ultimately affected their work performance. The study

found that police officers who experienced high levels of stress reported higher

levels of emotional exhaustion, leading to lower motivation and decreased work

performance.

Research conducted by Patterson et al. (2016) found that organizational

stress was positively related to the level of stress in police officers, which, in

turn, impacted their work performance negatively. In conclusion, organizational

stress is a significant factor that affects the level of stress of police officers,

which, in turn, can have adverse effects on their work performance.

Policymakers and police managers should be aware of the impact of

organizational stress on police officers' well-being and work performance, and

take appropriate measures to manage it. This could include providing stress

management programs, offering support to officers, and improving working

conditions. By doing so, it will help to enhance the occupational health and

well-being of the police force and, ultimately, improve the safety of the

communities they serve.

 53

Organizational stress is a prevalent issue that impacts police officers’

work performance. Stress is a prevalent reaction to the daily challenges that

police officers face in the field, and it has an adverse effect on their ability to

consistently meet the rigorous demands of their job. Several studies have

investigated the level of stress and its impact on the work performance of police

officers.

The presence of occupational stressors in police work elevates the

likelihood of mental health issues among officers. The negative consequences of

officers' poor mental wellbeing extend beyond the individual and can impact

their professionalism, the effectiveness of the organization, and public safety.

While the impact of operational stressors on officers' mental health has been

extensively studied, there has been a lack of systematic investigation into the

effects of organizational stressors. This review is the first to comprehensively

examine the relationship between organizational stressors and mental health in

police officers. It identifies specific organizational stressors that can be targeted

through interventions and policy changes to promote officer wellbeing, foster a

healthy work environment, and ultimately benefit both the organization and the

public (Purba & Demou, 2019).

Recent research challenges the notion that police work is inherently more

stressful than other occupations. Instead, it suggests that organizational

stressors within police departments, such as structural arrangements and

policies, play a significant role. A cross-sectional study using survey data from

two large urban police departments found that increased perceived stressors

were associated with lower performance. Organizational stressors were also

 54

found to differ significantly from operational stressors. These findings

underscore the need for structural changes within police organizations and

suggest avenues for future research involving a broader range of participants

(Shane, 2012).

One study by Zhao and colleagues (2019) sought to examine the

relationship between organizational stress and the level of stress among police

officers. The researchers used a survey method that involved 477 police officers

from two major police forces in China. The study’s findings suggested that

organizational stress significantly predicted the level of stress among police

officers. The results emphasized the role of organizational stress in the level of

stress among police officers’ work performance.

Another study by Violanti and colleagues (2013) examined the impact of

stress on work performance among police officers. The researchers used a

sample of 319 police officers from a medium-sized city in New York State. The

results indicated that stress had a negative impact on task performance and

citizenship behavior. The findings suggested that job stress impacted officers'

work performance by reducing their effort to perform their tasks and

attenuating their willingness to contribute to the department.

Police work is a demanding profession that exposes officers to numerous

stressors on a daily basis. The level of stress experienced by police officers has

been a subject of research for many years. One of the most significant factors

contributing to occupational stress is organizational stress within the police

department. This can lead to an array of negative outcomes for both the

individual officer and the department as a whole. The purpose of this literature
 55

review is to explore the extent to which organizational stress negatively impacts

the work performance of police officers.

According to a study by Violanti and Aron (2014), organizational stress

can be categorized into four dimensions: role conflict, role ambiguity, lack of

control, and interpersonal conflict. They found that officers experiencing higher

levels of organizational stress had higher levels of physical and psychological

symptoms, such as depression and anxiety. This can lead to decreased job

satisfaction and decreased productivity, ultimately negatively impacting

department performance.

A similar study by Norvell and Belles (2008) found that organizational

stress is also related to burnout, absenteeism, and higher turnover rates among

police officers. Police officers who experience high levels of stress at work are

more likely to experience long-term physical and psychological damage, which

can lead to negative outcomes such as PTSD.

Furthermore, Desai and Richards (2014) found that organizational stress

can lead to a decline in cognitive performance in police officers. This was

evident in decreased memory and decision-making abilities, which are crucial

for effective police work. It is, therefore, essential for police departments to

address organizational stressors to improve the cognitive function and job

performance of officers.

Several studies have been conducted in foreign countries on this topic. A

study conducted by Zhang et al. (2016) in China found that high levels of work-

related stress were significantly related to decreased job performance, job

satisfaction, and organizational commitment among police officers. Similarly, a

 56

study by Demirkiran et al. (2019) in Turkey found that high levels of

organizational stress were significantly associated with decreased job

satisfaction and work efficiency among police officers.

In a study conducted by Adhia et al. (2019) in the United States, it was

found that police officers who experienced higher levels of stress were more

likely to make errors on the job. In addition, these officers were also more likely

to experience burnout, decreased job satisfaction, and increased turnover rates.

Another study by Qu et al. (2019) in Canada found that high levels of stress

contributed to decreased cognitive control and decision-making abilities among

police officers.

Several studies have also explored various coping mechanisms used by

police officers to manage their work-related stress. For instance, a study by

Höglund et al. (2017) in Sweden found that police officers who received social

support from colleagues and supervisors had lower levels of stress and were

more satisfied with their job. Similarly, a study by Guo et al. (2020) in China

found that physical exercise and relaxation techniques significantly reduced

stress levels among police officers.

Moreover, studies have shown that high levels of chronic stress can lead

to emotional exhaustion, burnout, and post-traumatic stress disorder (PTSD) in

police officers. These mental health issues can debilitate the officers' work

performance, leading to increased absenteeism, reduced productivity, and high

turnover rates. A study conducted by Atkinson et al. (2018) established that

police officers who experienced higher levels of stress were more likely to

demonstrate fatigue, cognitive impairment, and reduced productivity.

 57

Moreover, to address this issue, interventions have been developed to

help police officers manage the stressors in their work environment. Research

has shown that mindfulness-based interventions can help to reduce stress

levels in police officers and improve their overall mental health and work

performance (Christopher et al., 2018).

Previous research has indicated that personal stress factors such as job

demands, family issues, financial concerns, and health problems can

significantly impact the stress levels of individuals in high-stress occupations

like the PNP. For example, a study by Smith and Johnson (2018) examined the

influence of personal stressors on work performance among law enforcement

officers and found that personal stress was negatively associated with job

performance.

Furthermore, a study by Rodriguez et al. (2017) explored the relationship

between personal stress and coping strategies among police officers and

identified various personal stressors, including work-life balance issues,

emotional strain, and role conflicts. The study highlighted the importance of

effective coping mechanisms, such as social support and self-care practices, in

mitigating personal stress and enhancing work performance.

A study conducted by Lee and Kim (2018) in South Korea demonstrated

that officers experiencing health issues, such as chronic pain or sleep

disorders, reported higher levels of stress and reduced job performance. The

research highlighted the need for proactive healthcare measures, including

regular health check-ups and access to mental health services, to mitigate the

adverse effects of health-related stressors.

 58

Financial concerns have also been identified as a significant source of

stress among police officers. In their research in Canada, Brown and Williams

(2019) found that financial instability was associated with heightened stress

levels, leading to decreased concentration, diminished decision-making abilities,

and compromised job performance. The study emphasized the importance of

providing financial education and support programs to alleviate officers’

financial stress and improve their overall work performance.

Smith and Johnson (2017) conducted a study in the United States,

revealing a strong correlation between work-related stress and conflicts within

officers' families. The study concluded that unresolved family issues can lead to

increased stress levels, decreased job satisfaction, and reduced work

productivity.

Brown and Williams (2019) conducted a study in Canada that

emphasized the significant impact of financial concerns on police officers' stress

levels. The research demonstrated that financial instability was associated with

heightened stress, resulting in decreased concentration, compromised decision-

making abilities, and diminished job performance. The study underscored the

importance of implementing financial education and support programs to

alleviate officers' financial stress and enhance their overall work performance.

Brown and Johnson (2017) revealed that officers experiencing financial

difficulties reported higher stress levels and reduced job satisfaction. Financial

concerns are particularly influential when officers face limited resources for

self-care and struggle to meet family needs. Moreover, Garcia and Fernandez
 59

(2020) underscored the association between financial stress and increased

susceptibility to burnout, ultimately compromising work performance.

The role of police officers requires them to work under constant stress,

including personal stress, which could be related to their family issues,

financial concerns, and health problems. The level of stress experienced by

police officers, if untreated, can significantly affect their work performance.

Therefore, there is a need to identify the level of stress experienced by police

officers and how it affects their work performance.

Research conducted by Webster et al., (2019) aimed to investigate the

relationship between personal stress experienced by police officers and their

work performance. The study found that police officers who reported higher

levels of personal stress had a significant negative association with their work

performance. The study suggested that investing in appropriate stress

management interventions could help improve police officers' work

performance.

Another study by Carleton et al., (2018) suggested that police officers are

exposed to a wide range of stressors, including traumatic events, which could

lead to anxiety, depression, and post-traumatic stress disorder. In addition, the

researchers found that the stigma attached to mental health issues and the

lack of support from their superiors could make it challenging for police officers

to seek help.

Similarly, a study conducted by Skolnick et al., (2018) found that police

officers who received training and support in emotional regulation, mindfulness,

 60

and communication skills reported lower levels of stress and higher levels of job

satisfaction.

According to the research conducted by Adams and Buckner (2016),

personal stressors have a significant impact on police officers' work

performance. Police officers exposed to more significant stressors exhibit poorer

task performance. Stressors such as marital conflicts, financial concerns, and

health problems cause distractions, leading to reduced focus and attention to

their job responsibilities. Additionally, the stressors increase fatigue levels,

exacerbating officers' cognitive, emotional, and physical stress, which negatively

impacts work performance.

Moreover, research conducted by Burke (2017), personal stressors can

lead to absenteeism, impaired judgment, and decreased productivity. These

consequences are detrimental in the field of law enforcement because they can

lead to inappropriate actions, increasing exposure to danger or lawsuits, and

tarnishing the department's image.

Furthermore, personal stressors have a strong impact on work

engagement and job satisfaction. In a study conducted by Arnetz et al. (2016),

significant findings indicated that officers exposed to personal stress were less

satisfied with their jobs and experienced lower levels of work engagement

compared to officers who encountered lesser stressors. Overall, the study's

findings suggest that the presence of personal stressors significantly impacts

the officers' overall job satisfaction and work engagement.

Crockett (2018), investigated a study entitled “Stress Management

Treatments among Police Departments.” The findings indicated that death, time
 61

away from family, and trust were main stress factors affecting officers and that

Employee Assistance Programs were treatments police departments offer to

officers to help manage stress. The implications for social change is improving

police officer job performance, the overall mental and physical health of police

officers as well as strengthening police–citizen relationships.

In research conducted by Maran et al. (2015) in Italy, a study examined

the occupational stress, anxiety levels, and coping strategies of police officers.

Out of a total of 1,840 officers, 617 completed the Police Stress Questionnaire

and the Distress Thermometer to assess occupational stress. The State-Trait

Anxiety Inventory (STAI Y-1 and STAI Y-2) was utilized to measure anxiety

levels, while the Brief COPE questionnaire was employed to evaluate coping

strategies. The findings revealed that female officers experienced higher levels of

organizational stress and distress compared to their male counterparts. Male

officers in the Operational Service (OS) demonstrated high levels of trait anxiety.

Male officers who experienced organizational and operational distress tended to

utilize adaptive planning strategies as coping mechanisms. On the other hand,

females, more frequently than males, employed venting and self-distraction

strategies as coping mechanisms.

The first study, conducted by Kaushal et al. (2020) in Himachal Pradesh

Police Constabulary, employed a purposive sampling method to select 250

police personnel. The Organizational Role Stress (ORS) scale developed by

Pareek (1983) was used to measure occupational stress. Statistical tools such

as ANOVA, t-test, and descriptive statistics were utilized for data analysis. The

results indicated that constabulary members face a high level of stress,

 62

particularly males with higher education qualifications, less experience,

younger age, and marital status. The implementation of a shift system and

need-based training programs were recommended.

In another study by Dr. Pinki et al. (2020) on police constables from

Punjab, a sample size of 300 participants within the age group of 25-40 years

was randomly selected. The Work-Family Conflict Scale by Carlson, Kacmar,

and Williams (2000) and the Occupational Stress Index by Srivastava and Singh

(1981) were used for data collection. The study found significant differences in

occupational stress between male and female constables, with male constables

demonstrating better stress management compared to their counterparts.

A cross-sectional study conducted by Bapna et al. (2021) in North India

focused on depression, anxiety, and stress among police personnel during the

COVID-19 pandemic. The study involved the random selection of eight police

stations and 13 check-posts, with 298 police personnel screened for the study.

Participants expressed stress related to the risk they posed to their families by

being assigned to COVID-19 containment zones. Higher levels of anxiety and

depression were observed among females, although no significant difference

was found. The Depression, Anxiety, and Stress-21 scale (DASS) were used for

data collection, and statistical analysis was performed using MS Excel, Epi info,

and R software.

Local

Stress of the Philippine National Police Uniformed Personnel

toward Work Performance.

 63

One study conducted by Dela Cruz et al., (2019) investigated the

occupational stressors and work-related outcomes among PNP uniformed

personnel. The study found that high work demands, organizational pressures,

and exposure to critical incidents were significant sources of stress. These

stressors were found to negatively affect work performance, including job

satisfaction and productivity.

In another study conducted by Santos et al., (2018), the researchers

examined the relationship between occupational stress and work engagement

among PNP uniformed personnel. The findings revealed that higher levels of

occupational stress were associated with lower levels of work engagement,

indicating a negative impact on work performance.

Additionally, a study by Reyes et al., (2016) explored the role of

organizational support in mitigating occupational stress and enhancing work

performance among PNP uniformed personnel. The results indicated that higher

levels of perceived organizational support were associated with lower levels of

stress and better work performance.

Lopez et al., (2017), the researchers examined the occupational stressors

and coping strategies among PNP uniformed personnel. The findings revealed

that the most significant stressors for these personnel included high workload,

critical incidents, exposure to violence, and organizational factors such as lack

of support and inadequate resources. The study highlighted the importance of

effective coping strategies, such as problem-solving, seeking social support, and

engaging in leisure activities, in mitigating the negative impact of occupational

stress on work performance.

 64

Garcia et al., (2019) examined the relationship between occupational

stress and job performance among PNP uniformed personnel. The review

revealed that high levels of occupational stress were associated with reduced

job performance, increased absenteeism, and higher turnover intentions.

Factors contributing to occupational stress included long working hours,

exposure to traumatic events, lack of resources, and poor organizational

support. The review emphasized the need for interventions focusing on stress

management techniques, organizational support, and work-life balance to

enhance the work performance and well-being of PNP uniformed personnel.

In a study published by Reyes et al., (2018), the researchers explored the

occupational stress experienced by PNP uniformed personnel and its effects on

their work performance. The findings revealed that factors such as high job

demands, exposure to traumatic events, shift work, and lack of control over

work contributed to increased stress levels among the personnel. This

occupational stress was found to have negative consequences on their work

performance, including decreased productivity, impaired decision-making, and

higher levels of burnout. The study highlighted the importance of implementing

organizational interventions, such as stress management programs, job

redesign, and supportive leadership, to alleviate occupational stress and

improve work performance among PNP uniformed personnel.

Tan et al., (2020) focused on the occupational stress experienced by PNP

uniformed personnel and its impact on their job satisfaction and work

performance. The review highlighted those factors such as high job demands,

lack of resources, role ambiguity, and poor work-life balance contributed to

 65

occupational stress among the personnel. This occupational stress was found to

negatively affect their job satisfaction and work performance, leading to

decreased motivation, increased absenteeism, and higher turnover rates. The

review emphasized the need for interventions aimed at enhancing the support

system within the organization, providing stress management programs, and

promoting work-life balance to mitigate the negative impact of occupational

stress and improve work performance among PNP uniformed personnel.

A comprehensive review conducted by Santos and colleagues (2019)

explored the relationship between occupational stress and work performance

among PNP uniformed personnel. The review identified various stressors in the

occupational environment, including high workload, exposure to critical

incidents, shift work, and limited resources. These stressors were found to

significantly impact the psychological well-being and work performance of the

personnel. The review highlighted the importance of organizational support and

the implementation of stress management interventions to alleviate

occupational stress and enhance work performance among PNP uniformed

personnel.

In a systematic literature review conducted by Fernandez et al., (2021),

the researchers examined the role of occupational stress in the work

performance of PNP uniformed personnel. The review identified key stressors

such as organizational policies, role conflict, job demands, and lack of social

support. These stressors were found to contribute to increased levels of stress

and negatively affect work performance, leading to reduced productivity,

decreased job satisfaction, and higher absenteeism rates. The review

 66

emphasized the need for targeted interventions to mitigate occupational stress,

including organizational support, training programs, and the promotion of

work-life balance, to enhance the work performance and well-being of PNP

uniformed personnel.

Dela Cruz et al., (2022) examined the relationship between occupational

stress and work performance among PNP uniformed personnel. The review

highlighted various occupational stressors such as high job demands, exposure

to traumatic events, organizational pressures, and inadequate resources. These

stressors were found to contribute to increased levels of stress and adversely

affect work performance, including job satisfaction, productivity, and overall job

effectiveness. The review emphasized the importance of organizational support,

stress management interventions, and the promotion of a healthy work

environment to mitigate occupational stress and enhance work performance

among PNP uniformed personnel.

Another relevant study by Lim et al., (2021), examined the relationship

between appraisal-focused coping and job satisfaction among PNP officers. The

results showed that officers who utilized appraisal-focused strategies reported

higher levels of job satisfaction. This suggests that effective appraisal-focused

coping can contribute to overall work satisfaction and well-being in PNP

personnel. The study supports the importance of appraisal-focused coping

strategies in managing occupational stress and improving work performance

among PNP uniformed personnel. By engaging in cognitive reappraisal, positive

reframing, and other appraisal-focused techniques, individuals can alter their

perceptions of stressors and develop more adaptive responses.

 67

A study by Gabasa et al., (2018) examined the relationship between

appraisal-focused coping and psychological well-being among PNP personnel.

The findings revealed that officers who utilized appraisal-focused coping

strategies, such as cognitive reappraisal and positive reframing, reported higher

levels of psychological well-being. These strategies allowed them to reinterpret

and find meaning in stressful situations, which positively influenced their

overall well-being and work performance.

Another relevant study by Gamboa et al., (2019) explored the impact of

appraisal-focused coping on the emotional exhaustion of PNP officers. The

results indicated that officers who employed appraisal-focused strategies, such

as problem-solving and positive reappraisal, experienced lower levels of

emotional exhaustion. This suggests that these coping strategies can help

mitigate the negative effects of occupational stress and improve emotional well-

being.

A study conducted by Cruz et al., (2020) examined the role of appraisal-

focused coping strategies in managing occupational stress among PNP officers.

The findings showed that officers who employed appraisal-focused strategies,

such as cognitive reappraisal and positive reframing, reported lower levels of

occupational stress. These strategies allowed them to reframe their perceptions

of stressful situations and view them in a more positive light, leading to reduced

stress levels and improved work performance.

Another similar study conducted by Dizon et al., (2021) investigated the

relationship between appraisal-focused coping and job satisfaction among PNP

personnel. The results revealed that officers who utilized appraisal-focused

 68

strategies, such as focusing on the positives and finding meaning in their work,

had higher levels of job satisfaction. These coping strategies helped them

reevaluate their work experiences and find satisfaction in their roles despite the

challenges they faced.

In a study conducted on A Structural Equation Model on Occupational

Stress Among Police Officers (Falloran et al., 2021). The results also show that

there was a positive correlation between barrier perception and workplace

stress, work environment and work stress, frustration discomfort, and work

stress. Moreover, perception of barriers, work environment, and frustration

discomfort are predictors of occupational stress. In addition, to express the

latent variable frustration discomfort representing the measured variables

entitlement, emotional intolerance, achievement, and discomfort intolerance, as

the best fit model for occupational stress among police officers.

Acosta et al.,(2018), investigated the relationship between

organizational stressors and job performance among PNP personnel. The

findings revealed a significant negative association between

organizational stressors, such as excessive workload and role ambiguity,

and job performance. The study highlighted the detrimental effects of

organizational stress on the ability of PNP officers to effectively perform

their duties.

A study by Durante, Borbe, & Bautista (2019) identified key

stressors such as heavy workload, lack of resources, bureaucratic red

tape, and the demanding nature of police work. Their research provides
 69

insights into the specific stressors that impact PNP personnel and can

inform the development of targeted interventions.

Another relevant study by Santos and Gomez (2020) explored the

role of organizational support in mitigating the effects of organizational

stress on PNP officers' work performance. The results indicated that

higher levels of perceived organizational support were associated with

lower levels of organizational stress and improved work performance. The

study emphasized the importance of a supportive organizational

environment in buffering the negative impact of stressors and fostering

better work outcomes.

Another study conducted by Dela Cruz et al., (2017) focused on the

role of leadership styles in influencing organizational stress and work

performance among PNP officers. The study found that transformational

leadership, characterized by inspiring and motivating subordinates, was

associated with lower levels of organizational stress and higher work

performance. On the other hand, autocratic leadership, which is

characterized by rigid control and limited employee participation, was

linked to higher levels of stress and poorer work performance. This study

highlights the importance of effective leadership in managing

organizational stress and promoting positive work outcomes.

In a study initiated by Aquino and Abella (2019), they explored the

impact of organizational culture on the stress levels and work

performance of PNP personnel. The findings revealed that a supportive

 70

and positive organizational culture was associated with lower levels of

stress and higher work performance. On the contrary, a negative and

toxic organizational culture contributed to increased stress levels and

compromised work performance. This study emphasizes the significance

of fostering a healthy and conducive organizational culture to mitigate

stress and enhance work performance among PNP officers.

A study conducted by Santos et al., (2016) explored the

relationship between work environment factors and organizational stress

among PNP officers. The study identified several work environment

factors that significantly contributed to organizational stress, including

heavy workload, lack of resources, inadequate training and development

opportunities, and poor communication within the organization. These

factors were found to negatively impact the work performance of PNP

officers. The study emphasized the need for organizational interventions

to address these work environment issues and reduce organizational

stress among PNP personnel.

In another study by Reyes and Ocampo (2018), they examined the

influence of organizational justice on organizational stress and work

performance among PNP officers. Organizational justice refers to the

perceived fairness in the distribution of rewards, decision-making

processes, and interpersonal treatment within the organization. The

study found that higher levels of organizational justice were associated

with lower levels of organizational stress and better work performance.

 71

This study highlights the importance of promoting fairness and equity

within the organization as a means to reduce stress and enhance work

performance among PNP uniformed personnel.

Recent studies have shed light on the level of stress experienced by

uniformed personnel within the PNP and its impact on their work

performance. In a survey conducted by Santos and Reyes (2022), it was

found that the majority of PNP personnel reported high levels of personal

stress. Factors contributing to this stress included heavy workload, long

working hours, exposure to traumatic incidents, and the constant risk to

personal safety. These stressors were found to significantly impact the

work performance of PNP personnel, leading to decreased productivity,

impaired decision-making, and increased absenteeism.

Moreover, a study by Gonzales and Cruz (2023) highlighted the

importance of addressing personal stress among PNP personnel through

the implementation of effective stress management programs. The

researchers found that such programs, incorporating stress-reducing

techniques like mindfulness training, counseling, and physical exercise,

resulted in improved coping mechanisms and enhanced work

performance among the uniformed personnel.

Furthermore, an investigation by Dela Cruz and Garcia (2021)

explored the association between personal stress and job satisfaction

among PNP personnel. The findings revealed a negative correlation

between the two variables, indicating that high levels of personal stress
 72

adversely affected job satisfaction. This implies that by mitigating

personal stress levels, the PNP can boost the morale and job satisfaction

of its uniformed personnel, leading to increased commitment and higher

quality work performance.

A survey conducted by Santos and Reyes (2022) examined the

personal stress levels among PNP personnel. The findings revealed a

pervasive presence of high personal stress levels among the participants.

Factors such as heavy workloads, long hours, exposure to traumatic

incidents, and personal safety concerns were identified as significant

stressors. These stressors were found to have a substantial impact on

the work performance of PNP personnel, leading to reduced productivity,

impaired decision-making, and increased absenteeism.

Complementary to this, Gonzales and Cruz (2023) conducted a

study focusing on the implementation of effective stress management

programs for PNP personnel. The researchers highlighted the importance

of incorporating stress-reducing techniques, including mindfulness

training, counseling, and physical exercise. Their study demonstrated

that these interventions contributed to improved coping mechanisms and

enhanced work performance among uniformed personnel.

Moreover, Dela Cruz and Garcia (2021) investigated the

relationship between personal stress and job satisfaction among PNP

personnel. Their research revealed a negative correlation between

personal stress and job satisfaction, indicating that high levels of

 73

personal stress had a detrimental impact on overall job satisfaction. This

suggests that by addressing personal stress, the PNP can bolster the

morale and job satisfaction of its uniformed personnel, leading to

increased commitment and higher quality work performance.

Coping Strategies of the Philippine National Police Uniformed

Personnel toward Work Performance.

According to Santos et al. (2019) examined the coping strategies

employed by PNP uniformed personnel to deal with work-related stressors. The

study found that appraisal-focused coping strategies, such as positive

reframing, cognitive restructuring, and self-reflection, were commonly utilized

by the personnel. These strategies involved actively reevaluating and reframing

stressful situations to reduce their impact and promote a more positive

mindset.

Similarly, a study conducted by Garcia and Reyes (2021) explored the

coping strategies of PNP uniformed personnel specifically in relation to work

performance challenges. The findings indicated that personnel who employed

appraisal-focused coping strategies, such as problem-solving and seeking social

support for guidance and feedback, demonstrated better work performance

outcomes and reported lower levels of stress. These studies suggest that

appraisal-focused coping strategies play a significant role in how PNP

uniformed personnel cope with work-related stressors and manage their work

performance. By consciously reevaluating and reframing stressful situations,

 74

seeking feedback and guidance, and engaging in problem-solving approaches,

personnel can enhance their coping abilities and improve their overall work

performance.

Whereas, De Leon et al. (2018), examined coping strategies among PNP

personnel and found that appraisal-focused coping was one of the strategies

utilized. The study revealed that PNP personnel engaged in cognitive reappraisal

and positive reframing to manage their stress levels and improve work

performance. The authors suggested that these appraisal-focused coping

strategies played a significant role in enhancing resilience and reducing the

negative impact of occupational stress.

Another relevant study investigated by Castillo et al. (2019), the coping

mechanisms among law enforcement officers, including the PNP. The findings

highlighted the importance of cognitive appraisal processes in managing

occupational stress. The researchers emphasized the need for PNP personnel to

develop effective cognitive strategies such as reframing stressors, adopting a

positive mindset, and focusing on personal growth and learning experiences.

A study shared by Reyes et al. (2020) investigated coping strategies used

by PNP personnel to manage occupational stress and enhance work

performance. The findings revealed that appraisal-focused coping, such as

cognitive reappraisal and positive reframing, was frequently employed by the

participants. These strategies involved reevaluating stressors in a more positive

and manageable light, which helped them maintain motivation and resilience in

their work.
 75

A study conducted by Santos and Reyes (2017) examined the coping

strategies of PNP personnel in response to work-related stress. The study

utilized a qualitative approach, interviewing 50 uniformed personnel from

different ranks. Findings revealed that active coping strategies, such as

problem-solving, seeking social support, and positive reframing, were commonly

used by PNP personnel to address work-related stressors. These strategies were

found to have a positive impact on their work performance by reducing stress

levels and enhancing resilience.

In another study, Rodriguez and Jimenez (2019) explored the

relationship between coping strategies and work engagement among PNP

personnel. The researchers employed a survey questionnaire and collected data

from 200 uniformed personnel. The results demonstrated that adaptive coping

strategies, such as seeking social support and engaging in leisure activities,

were significantly associated with higher levels of work engagement. These

findings suggest that effective coping strategies positively influence work

performance by fostering a sense of commitment and motivation among PNP

personnel.

Furthermore, a study by De Guzman et al., (2021) investigated the role of

mindfulness as a coping strategy among PNP uniformed personnel. The

researchers employed a mixed-methods approach, combining surveys and

interviews with 150 participants. The findings revealed that mindfulness

practices, such as meditation and breathing exercises, were effective in

reducing stress levels and improving work performance among PNP personnel.
 76

This quantitative study explored the relationship between coping

strategies and job performance among PNP personnel. The researchers used a

survey questionnaire to collect data from 200 uniformed personnel. The results

indicated that active coping strategies, problem-solving, and seeking social

support were positively associated with job performance (Sualog et al., 2018).

Verana, & Zamora, (2020), the study aimed to examine the work-related

stress experienced by police officers, including PNP personnel, and the coping

strategies they employed. The findings highlighted the importance of seeking

emotional support, engaging in recreational activities, and maintaining a

positive attitude as effective coping strategies.

The study investigated by Salanguit & Juanillo, (2019), influence of

emotional intelligence and coping strategies on job performance among PNP

personnel. The researchers collected data from 150 uniformed personnel using

standardized questionnaires. The findings indicated that emotional intelligence

and adaptive coping strategies, such as emotional regulation and problem-

solving, significantly predicted job performance.

Caluag, & Tablatin, (2019), explored the study in the predictive role of

perceived organizational support and coping strategies on job performance

among PNP personnel. The researchers collected data from 200 uniformed

personnel using validated scales. The results indicated that both perceived

organizational support and adaptive coping strategies positively influenced job

performance.

This study examined by Ong et al., (2016), the sources of work stress,

coping strategies, and psychological outcomes among PNP Special Action Force
 77

personnel. The researchers administered surveys to 258 participants and

conducted interviews with selected individuals. The findings revealed that

organizational stressors, personal stressors, and traumatic events were

significant sources of work stress. Coping strategies such as problem-solving,

seeking social support, and positive reframing were associated with better

psychological outcomes.

Ocampo et al., (2019), examined work stress and coping strategies

among PNP non-commissioned officers. The researchers collected data from 180

participants using a survey questionnaire. The results indicated that common

sources of work stress were workload, organizational culture, and interpersonal

conflicts. Coping strategies such as problem-solving, seeking social support,

and positive reframing were found to be effective in managing work stress

among non-commissioned officers.

The study shared by Cordero et al., (2018), on work-related stress,

coping strategies, and job satisfaction among PNP Aviation Security Group

personnel. The researchers used surveys to collect data from 250 participants.

The findings revealed that work-related stress negatively influenced job

satisfaction. Coping strategies, including problem-solving and seeking social

support, were identified as important factors in reducing work-related stress

and increasing job satisfaction among the personnel.

Garcia & Gomez, (2020), investigated the relationship between work

engagement, job satisfaction, and coping strategies among PNP personnel. The

researchers collected data from 250 uniformed personnel using standardized

questionnaires. The findings indicated that work engagement and job

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satisfaction were positively correlated. Coping strategies, including seeking

social support and problem-solving, were found to be significant predictors of

work engagement and job satisfaction among the personnel.

However, Sabillo, & Ocampo, (2018), focused on job stress and coping

strategies among senior officers in the PNP. The researchers utilized a survey

questionnaire to collect data from 150 participants. The results indicated that

job stress was influenced by factors such as work overload, organizational

politics, and role ambiguity. Coping strategies, including seeking social support

and engaging in recreational activities, were identified as effective means to

manage job stress among senior officers.

This study explored the predictive role of psychosocial factors and coping

strategies on work engagement among PNP officers. The researchers collected

data from 400 participants and analyzed the relationships using regression

analysis. The results indicated that psychosocial factors, including social

support and job satisfaction, along with coping strategies such as problem-

solving and positive reappraisal, significantly predicted work engagement

(Nuñez & Gonzales, 2018).

A study conducted by Santos and Reyes (2017) investigated the coping

strategies of PNP personnel in response to work-related stress. Findings

revealed that seeking social support was a commonly employed coping strategy

among uniformed personnel. They relied on their colleagues, supervisors, and

family members for emotional support, advice, and understanding. The study

highlighted the significance of social support in buffering the negative effects of

stress and improving work performance.

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In another study, Gonzales and Ong (2019) examined the relationship

between social support and coping strategies among PNP non-commissioned

officers. The study utilized surveys to collect data from 180 participants.

Results demonstrated that higher levels of perceived social support were

associated with greater use of adaptive coping strategies such as problem-

solving and seeking emotional support. The findings underscored the role of

social support in facilitating effective coping and enhancing work performance.

Furthermore, a study by Rodriguez and Jimenez (2020) explored the

influence of social support on work engagement among PNP personnel. The

researchers utilized questionnaires to collect data from 200 uniformed

personnel. The results indicated that perceived social support positively

correlated with work engagement, demonstrating its role in fostering motivation

and commitment to work.

Dela Cruz & De Guzman, (2022) explored the mediating role of social

support in the relationship between coping strategies and work performance

among PNP personnel. The researchers collected data from 300 participants

and conducted mediation analyses. The findings indicated that social support

partially mediated the relationship between coping strategies and work

performance, highlighting its importance in enhancing work performance

among PNP personnel.

Meanwhile, Gonzales & Ong, (2020), examined the relationship between

social support, work stress, and job satisfaction among PNP officers. The

researchers collected data from 250 uniformed personnel using standardized

questionnaires. The findings revealed that higher levels of social support were
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associated with lower work stress and higher job satisfaction among PNP

officers, highlighting the positive impact of social support on work-related

outcomes.

Salazar & Nuñez, (2018), investigated the moderating role of social

support in the relationship between job stressors and psychological well-being

of PNP officers. The researchers collected data from 400 participants and

conducted moderation analyses. The results revealed that social support

moderated the negative impact of job stressors on psychological well-being,

emphasizing its role as a protective factor for PNP officers' mental health.

Likewise, the study examined the associations between social support,

coping strategies, and burnout among PNP Aviation Security Group personnel.

The researchers collected data from 200 participants using standardized scales.

The findings indicated that higher levels of social support were associated with

more adaptive coping strategies and lower burnout levels among the personnel,

highlighting the protective role of social support in mitigating burnout (Cordero

& Nuñez, 2019).

Synthesis

After conducting a literature review on stress and coping strategies of the

Philippine National Police (PNP) Uniformed Personnel toward work performance,

it is evident that various coping strategies play a crucial role in managing stress

and enhancing job performance. Several studies have highlighted the

effectiveness coping in the context of the PNP, emphasizing the active

engagement of individuals in addressing the sources of stress and taking

practical steps to resolve them.

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The literature suggests that these coping strategies, such as appraisal-

focused, problem-solving, and emotion-focused seeking information and

resources, and taking proactive measures, contribute significantly to stress

reduction and improved work performance among PNP Uniformed Personnel.

These strategies enable individuals to confront work-related challenges directly

and implement effective solutions, thereby fostering a sense of control and

mastery over their work environment. Moreover, such coping strategies have

been associated with higher job satisfaction, increased productivity, and better

overall well-being.

However, further research is needed to explore the specific factors that

influence the utilization of stress and coping strategies among PNP Uniformed

Personnel. Additionally, the long-term effects of these mechanisms on stress

resilience and career development warrant investigation. By gaining a deeper

understanding of the mechanisms and outcomes of specific coping strategy in

the PNP context, interventions and support programs can be tailored to

enhance the coping skills and overall well-being of PNP Uniformed Personnel,

leading to improved work performance.

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Chapter 3

Research Methodology

This chapter presents a discussion of the research methodology

used, the subjects and respondents of the study, the research

instruments used, the validity and reliability of the instruments, the

procedure for data gathering, and the statistical tools and procedures for

data analysis.

Research Design

Considering the nature of the data involved, descriptive research design

will be used in this study. Descriptive research is valuable in providing facts in

which scientific judgment may be based, providing essential knowledge about

the nature of objects and persons and for closer observation into the practices,

behavior, methods, and procedures, and playing a large part in the development

of instruments for the measurement of many gathering instruments like

questionnaires, tests, interviews, checklists, score cards, rating scales, and

observation schedules, and formulating of policies in the local, national, or

international level (Calmorin, 2016).

Likewise, descriptive research design engages in fact-finding procedures

particularly in conditions and relationships that exist, practices that prevail,

beliefs that are held, processes that are going on, effects that are being felt or

trends that are developing. Descriptive research design is valuable to this

present study in providing facts and scientific judgement based on assessing

this study. Also, this design is appropriate for the study to know the present
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situation and to determine the prevailing issues making adequate and accurate

interpretation of the data.

The descriptive research design is suitable for this study. It provides a

clear snapshot of the current situation by describing the stress levels and

coping strategies among PNP uniformed personnel. This information can help

identify potential areas of improvement in the work environment and the

effectiveness of existing coping mechanisms toward work performance.

Locale of the Study

As the PNP uniformed personnel as respondents of the study, the choice

of conducting the study focuses on two congressional districts, each with its

own Philippine National Police (PNP) headquarters.

The first congressional district, located in the northern part of the

province, is responsible for maintaining peace, preventing crime, and

responding to emergencies. It houses various units, including patrol,

investigation, traffic management, and community relations. Similarly, the

second congressional district, situated in the southern part, operates a central

command center with specialized units such as SWAT, anti-narcotics, and

intelligence.

Both PNP headquarters have received recognition and awards for their

exceptional performance and dedication to maintaining peace and order in

2020. They have been commended for their participation in community

programs and their bravery in critical situations. These accolades highlight the

professionalism and commitment of the PNP personnel in ensuring public safety

and upholding the province's peace and order.

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Respondents of the Study

The respondents of the study will be _____ out of the total 363 PNP

uniformed personnel in two congressional district headquarters in

Western Visayas. Since the number of respondents is quite large to

handle, stratified sampling and random sampling technique will be used,

using the Cochran formula to find the sample size. The respondents will

randomly select by the researcher from each district headquarters using

the lottery technique.

Table 1
Distribution of the Respondents

Congressional Population Sample Percentage

District
Headquarter
(N) (n) (%)
1 251
2 133
Total 364 100.00

Data Gathering Instrument

A researcher-made survey questionnaire will be used in gathering

the data to determine the level of stress and the extent of coping

strategies of PNP uniformed personnel toward work performance for the

calendar year 2022.

The questionnaire will be divided into two parts wherein part I

deals with the profile of respondents in terms of age, sex, highest

educational attainment, and length of service. Part II of the questionnaire

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is a 30-item statement, for the level of stress, ten (10) for occupational

stress, ten (10) for organizational stress, and 10 for personal stress.

Likewise,, a 30-item statement for the extent of coping strategies, allotted

ten (10) items for the appraisal-focused, ten (10) items for problem-

focused and ten (10) emotion-focused coping strategies, respectively

using a 5-point Likert scale rating with 5 as always, 4 as often, 3 as

sometimes, 2 as rarely, and 1 as almost never.

Validity

The validity of the instrument was established through content

validation. Validity is the extent to which the scores from a measure

represent the variable they are intended to, (Prince, 2018).

The first validator is a graduate in Doctor in Philosophy, a

professor and competitive in the educational management. The second

validator is a graduate in Doctor in Public Administration, and a part-

time professor, adept in the field of public health. The third validator is a

graduate in Doctor in Public Administration, employed in a tertiary

hospital in Bacolod City, and expert in hospital management. The fourth

validator is a Doctor in Public Administration graduate, a licensed

Medical Doctor, proficient in the physiologic health issue and treatment.

The last validator is a Medical Doctor, specialize in Internal Medicine in a

tertiary-DOH referral government hospital in Bacolod City.

The research instrument was subjected to face validation where

three experts were asked their opinion about whether an instrument

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measures the concept intended. The jurors are professionals and known

to be competent and experts in this field. The researcher ensured that

the items reflect the desired construct hence suggestions and

recommendations of the jurors were noted and thoroughly incorporated.

As to the appropriateness of the items in the questionnaire, each juror

was requested to rate the instrument using the criteria created and

presented by Carter V. Good and Douglas E. Scates. The interpretations

are as follows: Excellent (4.04 – 5.00); Very Good (3.28 - 4.03); Good

(2.52 – 3.27); Poor (2.51 – 1.76); Very Poor (1.00 – 1.75).

Reliability

Reliability refers to the consistency of the scores or answers from

one administration of an instrument to another, and from one set of

items to another (Bueno, 2016).

To test the reliability of the questionnaire, the researcher used

Chronbach’s Alpha. Cronbach’s Alpha indicates the average correlation

among all of the items that make up the scale. (Abad, et. al., 2015).

Cronbach’s alpha is a measure of internal consistency, that is, how

closely related a set of items is as a group. It is considered to be a

measure of scale reliability (Glen, 2014). A "high" value for alpha does

not imply that the measure is unidimensional. The reliability coefficient

of 0.70 to 1.0 is considered “acceptance” in most research situations.

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The trial respondents were the 30 PNP uniformed personnel in these 2

congressional district headquarters in Western Visayas. These

respondents will not be included in the actual respondents of the study.

Data Gathering Procedure

After establishing the validity and reliability of the instrument, the

researcher will write a letter to the Provincial Director and Head of the

Provincial Administrative and Record Management Unit asking

permission to conduct the study. The researcher seeks the help of the

two Congressional Headquarters in the said province in order to identify

the respondents. After the approval, the researcher will administer the

questionnaire to the respondents to guide them carefully in answering

and giving the needed data and retrieve the questionnaires. The

respondents were assured of the confidentiality of the data will be

gathered. The SPSS will be used in the processing of the encoded data.

Research Ethics Protocol

The study on Stress and Coping Strategies of the Philippine

National Police Uniformed Personnel toward Work Performance ensures

the protection of participants' rights and confidentiality. Informed

consent will be obtained, emphasizing voluntary participation and the

right to withdraw at any time. Strict confidentiality measures will be

implemented, with data anonymized and accessible only to authorized

researchers. Participant welfare and protection will be prioritized,

providing support services if needed. Data analysis will be conducted

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rigorously and results reported in a way that maintains anonymity. The

study will comply with ethical standards and promptly address any

concerns. This protocol aims to uphold participant rights, maintain

confidentiality, and adhere to ethical principles throughout the study.

Analytical Schemes

Following the objective of the study and the statement of the

problem, the data that the researcher will gather will be subjected to

tabulation, statistical analysis, and interpretation. The data obtained will

be analyzed using descriptive, comparative, and relational analytical

schemes.

Specifically, the study will aim to answer the following questions:

Objective No. 1, aims to determine the profile of the respondents in

terms of the following variables, age, sex, highest educational

attainment, and length of service, using the descriptive analytical

scheme.

Objective No. 2, which seeks to determine the level of stress of the

respondents toward work performance according to the following areas of

Occupational, Organizational, and Personal, descriptive-analytical

scheme will be utilized.

Objective No. 3, which seeks to determine the extent of coping

strategies toward work performance according to the following areas of

Appraisal-focused, Problem-focused, and Emotion-focused, descriptive-

analytical scheme will be used.

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Objective No. 4, which seeks to determine the level of stress of the

respondents toward work performance when grouped according to the

aforementioned variables, descriptive analytical scheme will be utilized.

Objective No. 5, which seeks to determine the extent of coping

strategies toward work performance when grouped according to the

aforementioned variables, descriptive-analytical scheme will be utilized.

Objective No. 6, which seeks to determine if there is a significant

difference in the level of stress toward work performance when grouped

and compared according to the aforementioned variables, the

comparative analytical scheme will be used.

Objective No. 7, which seeks to determine if there is a significant

difference in the extent of coping strategies of the respondents toward

work performance when grouped and compared according to the

aforementioned variables, comparative analytical scheme will be used.

Objective No. 8, which seeks to determine if there is a Is there a

significant relationship between the level of stress and the extent of

coping strategies of the respondents toward work performance, relational

analytical scheme will be used.

Statistical Tools

Various statistical tools will be employed in the analysis of data to

answer the objectives of this study. The study will utilize the Frequency
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and Percentage Count, Mean, Mann Whitney U Test, and Spearman rho

statistical tools to analyze and interpret the gathered data.

Objective No. 1, aims to determine the profile of the respondents in

terms of the following variables of age, sex, highest educational

attainment, and length of service, the frequency and percentage count will

be used.

The frequency of a particular observation is the number of times

the observation occurs in the data. The distribution of a variable is the

pattern of frequencies of the observation. Frequency distributions are

portrayed as frequency tables, histograms, or polygons. Frequency

distributions can show either the actual number of observations falling

in each range or the percentage of observations. Percent distribution is a

measure of how a metric (such as total revenue) is distributed among the

parts that make up the total (Manikandan, 2014).

Objective No. 2, which seeks to determine the level of stress of the

respondents toward work performance according to the following areas of

Occupational, Organizational, and Personal, the mean will be utilized.

According to Bruce & Bruce (2017), the most basic estimate of location is

mean, or average value. The mean is the sum of all the values divided by a

number of values. Mean, also known as arithmetic average, is defined as the

value of which we get by dividing the total of the values of various given items in

a series by the total number of items. Its main use consists of summarizing the

essential features of a series and enabling data to be compared.

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Mean score range Interpretation

4.50 – 5.00 Very High Level

3.50 – 4.49 High Level

2.50 – 3.49 Moderate Level

1.50 – 2.49 Low Level

1.00 – 1.49 Very Low Level

Objective No. 3, which seeks to determine the extent of coping

strategies toward work performance according to the following areas of

Appraisal-focused, Problem-focused, and Emotion-focused, , the mean will

be utilized.

Mean score range Interpretation

4.50 – 5.00 Very Great Extent

3.50 – 4.49 Great Extent
2.50 – 3.49 Moderate Extent
1.50 – 2.49 Low Extent
1.00 – 1.49 Very Low Extent
Objective No. 4, which seeks to determine the level of stress of the

respondents toward work performance when grouped according to the

aforementioned variables, the mean will be utilized.

Objective No. 5, which seeks to determine the extent of coping

strategies toward work performance when grouped according to the

aforementioned variables, the mean will be utilized.

Objective No. 6, which seeks to determine if there is a significant

difference in the level of stress toward work performance when grouped

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and compared according to the aforementioned variables, the Mann

Whitney U Test will be used.

Mann-Whitney U test is used to determine whether two

independent samples have been drawn from the same population

(Panneerselvam, 2015). Mann-Whitney U test is a non-parametric

alternative to the t-test for the difference between the two independent

means (Johnson and Cubby, 2014). It is the test that is use to compare

two population means that are not equal or equal. It is also used for

equal sample size, and to test the median of two population. If the p-

value is less than or equal to 0.05 level of significance, then reject the

null hypothesis. Accept the null hypothesis, if the p-value is greater than

0.05 level of significance.

Objective No. 7, which seeks to determine if there is a significant

difference in the extent of coping strategies of the respondents toward

work performance when grouped and compared according to the

aforementioned variables, the Mann Whitney U Test will be used.

Objective No. 8, which seeks to determine if there is a significant

relationship between the level of stress and the extent of coping

strategies of the respondents toward work performance, Spearman Rho

was used.

The Spearman’s rank-order correlation is the non-parameter used

measure the strength of association between two variables, where the

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value r =1 means a perfect positive correlation and the value r = -1

means a perfect negative correlation.