Occupational Safety and Health Compliance and Operational performance: DPWH Engineering District Offices
DOI:
https://doi.org/10.67167/vertex.750Keywords:
Public Administration, Occupational Safety and Health (OSH), Field Engineers, Operational Performance, Job Demands-Resources (JD-R) Model, DPWH Bohol, Strategic Action Plan (SAP), Descriptive Design, DPWH-Bohol District Engineering Offices, PhilippinesAbstract
This research evaluated the occupational safety, health (OSH) conditions, operational performance, and workplace hurdles experienced by field engineers across the Department of Public Works and Highways (DPWH) Bohol First, Second, and Third District Engineering Offices (DEO). Anchored upon the Job Demands-Resources (JD-R) Theory, Institutional Theory, and the Swiss Cheese Model, the research used a total population census design (N=75, n=25 per district) involving Project Engineers, Project Inspectors, and Material Testing Engineers. Data were gathered via a structured four-point Likert questionnaire and analyzed using descriptive statistics. Findings revealed a predominantly young (73.33% aged ≤40), male (68.00%), and early-career (72.00% tenure ≤5 years) workforce. All respondents held a BS in Civil Engineering, with 28.00% pursuing or possessing post-graduate qualifications. Non-permanent staff (Contractual and Job Order) constituted 40.00% of the respondents. The overall OSH condition was rated standardly maintained (M=2.51,SD=0.49),but revealed a gap between administrative compliance and worker well-being. While Workplace Safety Practices (M=3.04) and Regulatory Compliance/PPE Availability (M=2.79) scored positively, human well-being dimensions fell into negative thresholds: Physical Well-being (M=2.17) and Mental/Emotional Stress Levels (M=2.04), highlighting physical exhaustion and cognitive burnout. Operational performance was rated Satisfactory (M=2.79,SD=0.46), led by Technical Oversight Quality (M=3.16), Quantitative Productivity (M=2.97), and Attendance (M=2.77). However, Core Job Satisfaction dropped into the negative range (M=2.25), showing that performance is sustained primarily through civil service duty despite low morale. Primary operational hurdles included Environmental Stressors (94.67%, Rank 1), Administrative Workloads (90.67%, Rank 2), and PPE Ergonomic Discomfort (82.67%, Rank 3). To address these findings, the study developed the Strategic Action Plan for Engineering Welfare and Effectiveness (SAP), a 10-Point administrative matrix providing targeted interventions for ergonomic PPE, climate-resilient schedules, mental health support, 100% COSH certification, benefits parity, and digital reporting tools.
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