Administrative Accountability Practices, Public Trust And Career Satisfaction: The Case Of Line Agencies In Sulu

Abstract

This descriptive-correlational study determined the levels of administrative accountability practices and the extent of public trust and career satisfaction among line-agencies in Sulu during the Fiscal Year 2023. With 200 respondents, it employed frequency counts and percentage, weighted mean and standard deviation, t-test for independent samples and One-way ANOVA, and Pearson’s r. This study revealed the following findings: 1) Out of 200 employee-respondents, great majority are female employees, many are within 31 to 40 years old, are casual/contractual employees, have 10 years and below of years of service, and almost all have Bachelor’s degree. 2) Generally, public administrative accountability is practiced to a high extent by line-agencies in Sulu. 3) Generally, there is a high extent of public trust being practiced among line-agencies in Sulu. 4) Generally, employees of line-agencies in Sulu have extent of career satisfaction. 5) Variables gender, age, status of appointment, length of service, and educational attainment significantly intervene in ways how employees of line-agencies in Sulu perceive towards the levels of administrative accountability practices. 6) Except for educational attainment, variables gender, age, status of appointment, and length of service significantly intervene in ways how employees of line-agencies in Sulu perceive towards the extent of public trust. 7) Variables gender, age, status of appointment, length of service, and educational attainment significantly intervene in ways how employees of line-agencies in Sulu perceive towards the extent of career satisfaction. 8) Employee-respondents among line-agencies in Sulu who rated the level of Administrative Transparency as “Agree” or “High Extent” is most probably the same group of employee-respondents who perceived the extent of Public trust and Career Satisfaction as “Agree” or “High Extent”. 9) This particularly study tends to support the model introduced Abu Hasanein’s (2017) Administrative Accountability Model derived from Bovens (2007), AbuHasanein’s (2017) Public Trust Model based on Poortinga & Pidgeon (2003); and  Lee, Kyoung-Joo (2016) Concept of Career Satisfaction based on Allan and Duffy (2014). Accordingly, accountability often covers other distinct concepts such as transparency, efficiency, responsiveness, responsibility, integrity and equity. Public trust includes the core elements, namely: perceived competence, which represents the degree of technical expertise of the source; objectivity, reflecting the absence of bias in information; fairness, or the degree to which the source takes into account all relevant points of view; consistency, or the predictability of arguments and behavior based on past experience and previous communication efforts; and faith, which reflects the perception of good will of the source.