Hesis

NATIONAL COLLEGE OF SCIENCE & TECHNOLOGY
Amafel Bldg. Aguinaldo Hi-way, Dasmariñas, Cavite

EdPsyComm Department
A CORRELATIONAL RESEARCH OF PERSONAL GROWTH INITIATIVE (PGI)
AND SELF-EFFICACY OF THE SANGGUNIANG KABATAAN CHAIRPERSONS
(2018-2022) OF CAVITE PROVINCE
A thesis presented to the faculty
Of The EdPsyCom Department
National College of Science and Technology in Dasmariñas City, Cavite
In partial
Fulfillment of the Requirements
For the degree of Bachelor of Science in Psychology
Marcelino, Jayven Ace A.
Pague, Christian Karen S.
January 2023
ABSTRACT
In the Philippines, Sangguniang Kabataan (SK) organization were created
through the Local Government Code of 1991 (Republic Act 7160) that provides
opportunity for young people to directly participate in local governance. However, it
was also identified that the SK’s performance for the past ten years has been generally
weak. This is especially true in terms of coming up with legislation, promoting the
personal growth development of young people, submitting reports and holding
consultations with their constituent.
In this study, the researchers will [1] determine the demographic profile of the
Sangguniang Kabataan (SK) Chairpersons as the respondents in terms of their sex and
educational attainment, [2] determine the level of Personal Growth Initiative (PGI) of the
Sangguniang Kabataan Chairpersons (2018-2022) of Cavite Province, [3] determine
the level of Self-efficacy of the Sangguniang Kabataan Chairpersons (2018-2022) of
Cavite Province, and [4] determine if there is a significant relationship between
Personal Growth Initiative (PGI) and Self-efficacy of the Sangguniang Kabataan
Chairpersons (2018-2022) of Cavite Province
For the data gathering, a researcher-made questionnaire has been used by the
researcher to assemble the necessary data the researcher used a quantitative research
and applied descriptive correlational research design. The researcher also used
random sampling technique in selecting the respondents. With that being said, the
respondents of the study are the Sangguniang Kabataan Chairperson (2018-1022) of
Cavite Province with 89 sample size. It was determined using the Slovin’s Formula
applying to the total population of Sangguniang Kabataan Chairperson (2018-1022).
In accordance to the findings, the researchers concluded that there is a weak
positive correlation between Personal Growth Initiative (PGI) and self-efficacy.
Therefore, the null hypothesis will be accepted which means that there is no significant
relationship between Personal Growth Initiative (PGI) and Self-efficacy of the
Sangguniang Kabataan Chairpersons (2018-2022) of Cavite Province.
..
ACKNOWLEDGEMENT
First and foremost, praise and thanks to God, the Almighty, for his showers
of blessing throughout our research work to complete the research successfully.
We would like to express our sincere gratitude to our thesis adviser Mr.
Leovegilio II D. Beler, RPm for the unconditional support for our study and research; for
his patience, motivation, enthusiasm and immense knowledge. His guidance helped us
in all the time of research and writing of this thesis.
We would also like to thank other professors for being part of our thesis. To
Ms. Alyssa Nicole Guingab, Rpm, Mr. Kyle Russelle P. Paredes, Rpm and Ms. Ginalyn
T. Gaspan as our validators. To Mr. Jay Lacaba for sharing his expertise as our
statistician and to Ms. Donna Chel F. Maranan, Lpt as our English critic. Lastly, we
would like also to express our gratitude towards our family and friends for the
encouragement which helped us in completion of this paper.
This paper is dedicated to our family who serves as our driven force in
accomplishing the whole research. We would like to express our genuine gratitude for
supporting us especially in terms of financial and moral support. We would also like to
show appreciation to our friends who always motivates us whenever we feel giving up.
There are no words that can describe how thankful we are to all of you for being part of
this research.
TABLE OF CONTENTS
APPROVAL SHEET ................................................................................................

ABSTRACT .............................................................................................................
ACKNOWLEDGEMENT .........................................................................................
TABLE OF CONTENTS ........................................................................................
LIST OF TABLES ..................................................................................................
LIST OF FIGURES ................................................................................................
CHAPTER 1
Introduction ....................................................................................................
The Problem and its Background ..................................................................
Objectives of the Study ..................................................................................
Statement of the Problem ..............................................................................
Hypothesis .....................................................................................................
Theoretical Framework ..................................................................................
Conceptual Framework ..................................................................................
Scope and Delimitation ..................................................................................
Significance of the Study ...............................................................................
Definition of Terms .......................................................................................
CHAPTER 2
Review of Related Literature and Studies ....................................................

Limitation……………………………………………………………………….............
Synthesis .....................................................................................................
Justification ..................................................................................................
CHAPTER 3
Methodology ................................................................................................
Research Design ........................................................................................
Research Respondents, Locale and Duration......................................…….
Sampling Technique ...................................................................................
Research Instrument ..................................................................................
Statistical Treatment ...................................................................................
Data Gathering Procedure ..........................................................................
CHAPTER 4
Presentation, Interpretation, and Data Analysis ........................................
Problem 1: What is the demographic profile of the Sangguniang Kabataan

Chairpersons (SK) respondents?..........................................................
Problem 2: What is the level Personal Growth Initiative (PGI) of the Sangguniang
Kabataan Chairpersons (2018-2022) of Cavite Province?...................
Problem 3: What is the level of the Self-Efficacy of the Sangguniang Kabataan

Chairpersons (2018-2022) of Cavite Province?....................................
Problem 4: Is there any significant relationship between Personal Growth

Initiative (PGI) and Self-efficacy of the Sangguniang Kabataan Chairpersons
(2018-2022) of Cavite Province. ........................................................
CHAPTER 5
Summary of Findings, Conclusion, and Recommendations .....................

Summary of Findings ……………………………….....................................
Conclusion ................................................................................................
Recommendations.....................................................................................
References ................................................................................................
APPENDICES
Appendix A ................................................................................................
Appendix B ................................................................................................
Appendix C ................................................................................................
Appendix D ................................................................................................
Appendix E……………………………………………………………………….
Appendix F………………………………………………………………………..
Appendix G……………………………………………………………………….
Appendix H……………………………………………………………………….
Appendix I………………………………………………………………………
LIST OF TABLES
Table 4.1.1: Demographic Profile of the Sangguniang Kabataan Chairperson

Respondents based on Sex……………………………………………….
Table 4.1.2: Demographic Profile of the Sangguniang Kabataan Chairperson

Respondents based on the Educational Attainment…………………….
Table 4.2.1: Level of the Personal Growth Initiative (PGI) of the Sangguniang
Kabataan Chairpersons (2018-2022) of Cavite Province.....................
Table 4.3.1: Level of the Self-Efficacy of the Sangguniang Kabataan Chairpersons

(2018-2022) of Cavite Province...........................................................
Table 4.4.1: Relationship between Personal Growth Initiative (PGI) and Self-efficacy
of the Sangguniang Kabataan Chairpersons (2018-2022) of Cavite
Province..................................................................................................
LIST OF FIGURES
Figure 1. 1 Paradigm of the study: A correlational research of Personal Growth

(2018-2022) of Cavite Province................................................................
Figure 3.1: Rating scale and interpretation to the level of Personal Growth Initiative
(PGI) of the Sangguniang Kabataan Chairpersons (2018-2022) of Cavite
Province.................................................................................................
Figure 3.2: Rating scale and interpretation to the level of Self-efficacy of the
Sangguniang Kabataan (SK) Chairpersons (2018-2022) of Cavite
Province…………………………………………………………....................
CHAPTER 1
THE PROBLEM AND ITS BACKGROUND
Introduction
The field of leadership has been dominated by a focus on adult leaders.
Although investment in leadership development for adults has been extensive, research
on youth leader development is still in its infancy (Murphy & Johnson, 2011). In fact,
there is a significant gap in the literature concerning the development of leadership
among young adults and the factors that contribute to leadership in young adults have
not been systematically assessed. Despite the large body of research on leadership, it
is noteworthy that little research exists with regard to the experience of developing
young adults to be leaders. (Despoina Karagianni & Anthony Jude Montgomery, 2018).
In the Philippines, Sangguniang Kabataan (SK) organization were created
through the Local Government Code of 1991 (Republic Act 7160) that provides
opportunity for young people to directly participate in local governance. It represents
the youth in their respective local government councils and have the same functions
and privileges as any member of the council. The organization was designed to develop
young people’s leadership skills and confidence. In a study entitled “The Impact of
Youth Participation in the Local Government Process, The Sangguniang Kabataan
Experience” by Balanon, Faye & Ong, Michelle & Torre, Beatriz & Puzon, Marco &
Granada, Juan & Trinidad, Arnie. (2007), it was identified that the SK’s performance for
the past ten years has been generally weak. This is especially true in terms of coming
up with legislation, promoting the personal growth development of young people,
submitting reports and holding consultations with their constituents.
In relation to this, Personal Growth Initiative (PGI) has been recognized as
essential in leadership. To be effective in leading others, one must be able to lead
himself. Becoming more aware of yourself is the basis for leading yourself as well as
others. Awareness of strengths and weaknesses that are owned will facilitate a person
to carry out development programs (Odom, Boyd & Williams, 2012). Technically, PGI
is a concept that describes the process by which individuals are actively and intensely
bound in the process of personal change in a domain of life (Robitschek, 1999). This
concept involves cognition, behavior, attitude and motivation (Robitschek, 2009).
Personal growth initiatives are displayed when individuals actively seek out personal
growth experiences and have the intention to involve themselves in the development
process (Le Cunff, 2019).
On the other hand, as a leader our thoughts, motivation, perseverance, well-
being, vulnerabilities and choices are all affected by our self-efficacy. Essentially, every
part of the leadership experience is affected. An article entitled “The Role Self-Efficacy,
Confidence & Resilience Plays in Leadership” by Herb Stevenson (2015) stated that
self-efficacy is the cornerstone of leadership. A leader that is technically qualified for
the position, but lacks the confidence generated by self-efficacy, will find it difficult to
lead others.
Relationship of Personal Growth Initiative (PGI) and Self-efficacy has been
discussed in an article by Elif Merve Çankaya (2017) entitled “An examination of the
relationship between self-efficacy and personal growth initiative in international context”.
It stated that existing research studies shown a link between self-efficacy and Personal
Growth Initiative (Ogunyemi & Mabekoje, 2017; Sharma & Rani, 2013; Weigold et al.,
2014). A notable gap in these studies, however, was the inconsistent strength of the
relations found between self-efficacy and PGI, which ranged from small to large.
With this, it is important to study the relationship of Personal Growth Initiative
(PGI) and Self efficacy to validate whether the result from previous studies will be
consistent considering the study will be conducted in the Philippine context. This would
also highlight the importance of Personal Growth Initiative and Self-efficacy in
leadership arena especially for youth leaders. In response, the researcher conducted
the study entitled “A correlational research of Personal Growth Initiative (PGI) and Self-
efficacy of the Sangguniang Kabataan Chairpersons (2018-2022) of Cavite Province”,
for the 2nd semester of the academic year 2021-2022 until the first semester of the
academic year 2022-2023 and gathered the necessary data from which result was
obtained.
Objective of the Study
The general objective of the study is to determine the relationship of Personal
Growth Initiative (PGI) and Self-efficacy of the Sangguniang Kabataan Chairpersons
(2018-2022) of Cavite Province. Specifically, it aims to answer the following:
1. To determine the demographic profile of the participants in terms of:
1.1. Sex;
1.2. Educational attainment;
2.To determine the level of Personal Growth Initiative (PGI) of the Sangguniang
Kabataan Chairpersons (2018-2022) of Cavite Province.
3.To determine the level of Self-efficacy of the Sangguniang Kabataan Chairpersons
(2018-2022) of Cavite Province.
4. To determine the relationship of Personal Growth Initiative (PGI) and Self-efficacy of
the Sangguniang Kabataan Chairpersons (2018-2022) of Cavite Province.
Statement of the problem.
This study explored Personal Growth Initiative (PGI) and Self-efficacy of the
Sangguniang Kabataan Chairpersons (2018-2022) of Cavite Province. Specifically, it
seeks to answer the following problems:
1. What is the demographic profile of the participants in terms of:
1.1. Sex;
1.2. Educational attainment;

2. What is the level of the Personal Growth Initiative (PGI) of the Sangguniang Kabataan
Chairpersons (2018-2022) of Cavite Province?
3. What is the level of the Self-efficacy of the Sangguniang Kabataan Chairpersons
(2018-2022) of Cavite Province?
4. Is there any significant relationship between the Personal Growth Initiative (PGI) and
Self-efficacy of the Sangguniang Kabataan Chairpersons (2018-2022) of Cavite
Province?
Hypothesis
Ho1: There is no significant relationship between the Personal Growth Initiative (PGI)
and Self-efficacy of the Sangguniang Kabataan Chairpersons (2018-2022) of Cavite
Province.
Theoretical Framework
Roots of Self-efficacy and personal growth initiative are found in Positive
Psychology. Martin Seligman, often referred to as the founder of positive psychology,
describes it as the scientific study of optimal human functioning that aims to discover
and promote the factors that allow individuals and communities to thrive. Both construct
of Personal Growth Initiative (PGI) and Self-efficacy give importance to the role of an
individual as determinants of their own life. These variable focusses on the internal
locus of control wherein individuals are likely to believe in their own actions determine
the outcome.
Theory of Locus of Control by Julian Rotter
Locus of control is a concept created by psychologist Julian Rotter (1954). Rotter
was interested in social learning and why some behaviors stick while others languish.
Locus of control is an underlying structure of Rotter’s social learning theory, but as a
standalone theory, it has had significant applications in education, health, and clinical
psychology. It has driven research in motivation, learning, depression, and addiction.
The concept behind locus of control is fairly simple. Our lives are full of actions
and outcomes. Each of us will ascribe a certain locus of control over these outcomes.
The theory states that we will place the location, or locus, either externally or internally.
If we place the locus of control externally, we are likely to blame the outcome on fate,
luck, or happenstance. If we place the locus of control internally, we are likely to believe
our own actions determine the outcome. Rotter (1966) stated that where we place that
locus will either reinforce or punish our actions.
The development of locus of control orientation is described within the context of
Rotter’s (1954) social learning theory, where future outcome expectancies for specific
or seemingly related events are strengthened through reinforcement. Individuals’ own
experiences and reinforcement history are hypothesized to be related to the extent to
which they attribute outcomes to their own actions (i.e., a more internalized or more
externalized orientation). Thus, attitudes, beliefs, and expectancies associated with an
individual’s locus of control orientation are suggested to develop, be reinforced, and
strengthen through their interactions with others, the environment, as well as individual
differences (e.g., cognitive development, feelings of alienation or powerlessness, need
for autonomy or active mastery of the environment, and need for achievement; Rotter,
1966). Rotter’s (1966) construct theory of locus of control has proved highly popular in
the psychological literature, attracting much attention from researchers.
This theory supports the study since the construct of Personal Growth
Initiative (PGI) and Self-efficacy were considered an internal locus of control. Personal
Growth Initiative (PGI) focusses on the active involvement of an individual towards
changes meanwhile the construct of Self-efficacy is defined as an individual’s belief
towards their capabilities. Both variable gives importance to the role of an individual as
the main drivers of their actions. Therefore, these variables are considered to be an
internal locus of control.
Conceptual Framework
This part of the study will present the direction of the study and able to show the
relationships of two variables that will be investigate.
Figure 1. 1 Paradigm of the study: A correlational research of Personal Growth

The figure above shows the researcher’s guide in doing the process of the study
wherein quantitative and descriptive correlational method was applied to the study. The
researcher first identifies the profile of the respondents The respondents were the
current member of the Sangguniang Kabataan Chairpersons (2018-2022) of Cavite
Province. The sex and educational attainment of the respondents was also collected.
The line connecting the respondents into the variables (Personal Growth Initiative and
Self-efficacy) demonstrate that the selected participants of the study were subjected to
answer the researcher-made instrument, the personal growth initiative scale (PGI) and
the Self-efficacy scale. The researcher measured the level of each variables using the
appropriate statistical treatment. Moreover, the double headed arrow represents the
relationship of the variables. The researcher also investigated the correlation of the
variables using the appropriate statistical treatment.
Significance of the Study
The results of this research are beneficial to the following persons:
Government of the Philippines- Although the study is intended for the Sangguniang
Kabataan (SK) organization, the researcher wanted to extend this research for all the
aspiring leaders and those who currently in the position in every organization of the
Philippine government. Aside from investigating the relationship of the variables, this
research also signifies the importance of Personal Growth Initiative (PGI) and Self-
efficacy in youth leadership. This study may serve as a reference for our government
to consider conducting development training for Personal Growth Initiative and Self-
efficacy.
Sangguniang Kabataan Organization of the Philippine- The study encompasses the
overall Sangguniang Kabataan (SK) organization. The respondents of the study are just
a representation of the whole organization. The result and discussion of this research
may possibly apply for the improvement of the organization as a whole.
Schools/ Institutions- Personal Growth Initiative as well as Self-efficacy can possibly
develop a competent individual. This research may potentially help schools, institutions
and organization to consider development training in line with these two variables.
Although the research is intended for the young leaders of SK organization, Personal
Growth Initiative (PGI) and Self-efficacy can help every individual’s personal and
professional lives regardless of background.
Industrial Organization- This may also possibly help the talent management of some
organizations and company to give importance to such training and development that
can intrinsically motivate the people they manage. If the people are intrinsically
motivated, they will exhibit the willingness to improve their professional as well as
personal lives.
Researcher – The researcher was able to attained fulfillment in their work after
completing the study, for the researchers becomes more knowledgeable on research
methods and how to undertake research studies. It also helps the researchers
understand the relationship of Personal Growth Initiative (PGI) and Self-efficacy

Future Researchers – The result of this study may be useful also as a reference in
their future research in related to the same topic. Since Personal Growth Initiative (PGI)
is not a widely explored construct especially in the Philippines, this study may possibly
contribute to the researches discussing the topic and will serve as a reference for
possible future researchers.
Scope and Delimitation
This study is intended to investigate the relationship of Personal Growth
Initiative (PGI) and Self-efficacy of the Sangguniang Kabataan Chairpersons (2018-
2022) of Cavite Province. The study is limited only for the respondents who qualified
the target profile. Moreover, the research is specific only for the current Chairpersons
of the SK organization (2018-2022) and will not include and reflect on former
chairpersons. The data from demographic profile (sex and educational attainment) was
collected as additional information but the research will not go further beyond
investigating significant effects perhaps it was included on the recommendation for
future researches. Moreover, the data collected serves as an implication on the result
and discussion of the study.
In terms of the variables, other constructs examine personal growth as an
outcome, whereas personal growth initiative (PGI) in this study is specific to measure
personal growth as a process. The research focusses on the Personal Growth Initiative
as a whole construct and will not go further beyond the dimensions of PGI. Moreover,
the construct of self-efficacy is multi-faceted that is why the study is intended only to
measure the level of Self-efficacy in general perspective.

Definition of Terms
To provide the readers a better understanding of the frequently used terms in the
study, the following terms are defined operationally:
Personal Growth Initiative (PGI)- Personal Growth Initiative is a future-looking
perspective in which individuals believe they will be able to improve themselves. It
involves a desire to engage in growth, a perceived ability to recognize the resources
required, and a particular plan that will allow the individual to realize their personal
growth goals (Robitshek, 1998), and is a paramount expression of eudemonia
(Robitschek & Keyes, 2009).
Positive Psychology- Positive psychology is a scientific approach to studying human
thoughts, feelings, and behavior, with a focus on strengths instead of weaknesses,
building the good in life instead of repairing the bad, and taking the lives of average
people up to “great” instead of focusing solely on moving those who are struggling up
to “normal” (Peterson, 2008).
Proactive- To be proactive is to anticipate a problem and provide skills such as advice,
training, and knowledge in advance of the intended problem. Proactive behavior
involves acting in advance of a future situation, rather than just reacting. In this view,
proactivity or proactive behavior by individuals refers to anticipatory, change-oriented,

and self-initiated behavior in situations that call for it. (Proactive. In Alleydog.com's
online glossary)
Sangguniang Kabataan (SK) organization- The Sangguniang Kabataan or youth
council is the governing body of the youth assembly or Katipunan ng Kabataan of
every barangay. They are elected by the members of, the Katipunan ng Kabataan in
elections conducted by the Commission on Elections (COMELEC).
Self-efficacy- Self-Efficacy is “a general set of expectations that the individual carries
into new situations”. It is a construct which describes personal competence to deal
effectively with a variety of situations and an individual’s ability to effectively manage
new situations, initiate effort and persist in the face of adversities across numerous
domains. It represents willingness to initiate behaviour (initiative), willingness to expend
effort in completing the behaviour (effort) and perseverance, persistence or
determination in the face of adversity (Persistence)

CHAPTER 2
Review of Related Literature
This chapter includes all related reviews and studies that can support the
research. All literature and articles are collected with proper citations and credentials.
The role of personal growth in psychological functioning has been
emphasized throughout the history of psychology (e.g., Erikson, 1950; Ryff, 1989a;
1989b). Recently, Robitschek and colleagues (2012) proposed that personal growth
initiative (PGI) is a developed skill set that supports intentional and active engagement
in growth processes. Although PGI has previously been found to be positively
associated with measures of psychological well-being and negatively associated with
indices of psychological distress, to date this research has been limited by the frequent
use of cross-sectional designs and non-clinical samples.
Personal growth is a change within a person that is cognitive, behavioral
or affective (Prochaska and Diclemente, 1986). Generally, this self-change is thought
of as positive, with movement in the direction of being “more complete and fully
functioning” at least from the perspective of the person who is changing. Personal
growth can occur as a result of both intentional and unintentional processes.
When a person is concerned only with intentional self change, that individual actively
and intentionally engages in the self change process in any life domain, the term is
generally known as Personal Growth Initiative (Robitschek, 1999). Personal Growth
Initiative is an active, intentional engagement in the process of personal growth
and in changing and developing as a person. Personal Growth Initiative is the active
seeking out of self-growth experiences. PGI is a global inclination to improve one’s
self. It is includes cognition, behavior, attitude and motivation that a person carries
into each life experience (Robitschek, Ashton, Martinez, Murrey and Shotts, 2009).
When a person intentionally involves himself in the growth process, he is said to be
on the path of personal growth initiative.
Over time, Robitschek has modified her operational definition of PGI. Rather
than continuing to view PGI as a process or orientation towards growth, Robitschek
now describes it as a developed skill-set, which encompasses both the global
inclination to intentionally improve oneself and the specific skills needed to do so
(Robitschek et al., 2012). Robitschek and colleagues posit that these skills are
transferable across life domains and that they can be targeted and enhanced in
response to an intervention (2012). Robitschek has continued to emphasize the
importance of intentional self-change. Specifically, she argues that a tendency toward
intentional self-change is distinctly different from the simple recognition that change is
inherent in human development and that this stance allows people to better sustain
changes, particularly when dealing with stressors (2012).
The measurement and evaluation of Personal Growth Initiative (PGI) was
discussed in “Personal Growth Initiative in the Therapeutic Process: An Exploratory
Study” (2018). PGI originally measured using the uni dimensional nine-item Personal
Growth Initiative Scale (Robitschek, 1998). However, Robitschek refined this measure
to better represent the multidimensional construct of PGI. The current measure of PGI,
the Personal Growth Initiative Scale-II (PGIS-II), consists of four interrelated sub scales
measuring the cognitive and behavioral components of PGI. The two sub scales
assessing the cognitive components are Readiness for Change, which is an individual’s
knowledge of when to begin the change process, and Planfulness, which is an
individual’s development of a plan to change. The two behavioral sub scales are using
resources, which is an individual’s use of external resources during the change process
and Intentional Behavior, which is an individual’s behavioral engagement in the change
process (Robitschek, 2012). Use of the PGIS-II has been promising, as research
employing this measure has shown adequate to strong reliability and validity in
community, student, and international populations (Robitschek, 2012; Weigold,
Weigold, Russell, & Drakeford, 2014; Yakunina, Weigold, & Weigold, 2013; Yang &
Chang, 2014). The PGIS-II’s factor structure has been confirmed across several
samples, with a four-factor correlated solution typically being selected over a single-
factor or second-order solution (Robitschek, 2012; Weigold, 2014; Yakunina, 2013).
However, the limited range of the samples investigated and the non-use of the version
of the PGIS-II adapted to the cultural context analyzed limited comprehension of the
PGI phenomenon. Thus, there is a need to develop studies that evaluate PGIS in
different cultures, and that seek to investigate comprehensive samples, which include
different groups present in the general population (Pinto Pizarro de Freitas, C.,
Figueiredo Damásio, B., Renovato Tobo, P., Hiroki Kamei, H., & Koller, S. H. (2016).
Systematic Review about Personal Growth Initiative)

Due to the awareness and intentionality of PGI being central characteristics
of this process of personal change, Robitschek (1999) investigated how PGI was
related to other personal growth processes. For this, the author analyzed the
associations of PGI with the unconscious and unintentional growth process, with the
conscious and unintentionally growth process, and with intentional ways of growing in
a sample of university students. The results showed that PGI was related negatively to
the unconscious and unintentional growth process and to the conscious and
unintentional growth process, and positively to intentional ways of growing (Robitschek,
1999), demonstrating that PGI is a developmental process deliberated by the individual.
In other studies, it was observed that PGI presented positive relationships
with positive characteristics of the individual, e.g. self-esteem (Kashubeck-West &
Meyer, 2008); self-efficacy (Ogunyemi & Mabekoje, 2007); and self-compassion (Neff,
2007). Similarly, PGI was negatively associated with negative personal characteristics,
such as increased chances of developing a pathological gambling disorder (Loo, 2014).
Personal growth initiative was positively related to the dimensions of self-acceptance,
positive relations with others, autonomy, environment mastery, purpose in life, and
personal growth of the psychological well-being (Ayub & Iqbal, 2012; Kashubeck-West
& Meyer, 2008; Robitschek & Kashubeck, 1999; Robitschek & Keyes, 2009).
Personal growth initiative was positively related to the dimensions of self-
acceptance, positive relations with others, autonomy, environment mastery, purpose in
life, and personal growth of the psychological well-being (Ayub & Iqbal, 2012;
Kashubeck-West & Meyer, 2008; Robitschek & Kashubeck, 1999; Robitschek & Keyes,
2009). Studies that investigated psychological well-being as a single-factor dimension

also evidenced the positive relationship between this and PGI (Kashubeck-West &
Meyer, 2008; Lasun & Odufowokan, 2012; Negovan, 2010; Robitschek, 1999; Shorey
et al., 2007) Higher levels of PGI were associated with the presence of higher indices
of emotional well-being, social well-being (Negovan, 2010) happiness, social
actualization, social contribution, social coherence, social integration (Robitschek &
Keyes, 2009), life satisfaction (Kashubeck-West & Meyer, 2008); positive mental health
(Ogunyemi & Mabekoje, 2007; Vaingankar, 2011); and positive affect (Hardin, 2007;
Robitschek & Keyes, 2009). Consequently, people who had higher levels of PGI were
more likely to possess lower levels of negative affect (Hardin, 2007), stress (Hardin,
2007; Shorey, 2007), lower levels of perceived stigma (Sultan, 2011) and more chance
of healthily recovering from traumatic experiences (Borja & Callahan, 2009; Callahan
et al., 2013).
The characteristics of the family system of individuals may be related to the
PGI indices (Robitschek & Kashubeck, 1999; Whittaker & Robitschek, 2001).
Regarding the family system in a sample of North-American university students, it was
demonstrated that family cohesion and communication were positively related to PGI,
whereas family conflict was negatively related to this variable. It was also observed that
PGI mediates the relationships between the family processes ant the levels of stress
experienced by individuals (Robitschek & Kashubeck, 1999).
In another North American study (Whittaker & Robitschek, 2001), it was
observed that among women the family processes and the encouragement of personal
development in the family system were positively associated with PGI. Among men, the
family processes and family organization were positively associated with PGI.
Personality characteristics may also have an impact on the PGI indices (Sharma et al.,
2011). In a sample of Indian students, it was observed that the dimensions that
compose the type A personality (tension, impatience, restlessness, directed toward
achievement, centralization of tasks, and addiction to work) were positively related to
PGI, while the dimensions of the type B personality (compliance, casualness, passivity,
relaxation and patience) presented a negative association with PGI (Sharma et al.,
2011).
Moreover, a large literature supports the association between PGI and a
broad array of positive personality attributes, such as assertiveness (Robitschek et al.,
2012), self-efficacy (Ogunyemi & Mabekoje, 2007), and hardiness (Yakunina, Weigold,
Weigold, Hercegovac, & Elsayed, 2013). Studies have also demonstrated a
relationship between PGI and psychological health and well-being using multiple
indicators including happiness, self-acceptance, life satisfaction, and emotional,
psychological, and social well-being (Robitschek & Keyes, 2009) across a variety of
samples including community adults (Klockner & Hicks, 2008), college students
(Hardin, Weigold, Robitschek & Nixon, 2007), international students (e.g., Yakunina,
Weigold, & Weigold, 2013), and women who have recently developed a hearing
disability (Kashubeck-West & Meyer, 2008)
In the Philippines, a study entitled “Personal Growth Initiative of Adolescents
from Different Filipino Family Structures” conducted by Sapico, Layla & Manlapaz,
Kayenna & Cho, Ha. (2019) was conducted to determine the level of PGI of
adolescents from different Filipino family structures and the differences on the specific
subscales of PGI, and identify if there is a significant difference on the PGI of

adolescents from different Filipino family structures. Results showed that there are
almost no differences on both the general and specific attributes of PGI of adolescents
from different family structure, with PGI mean scores of 3.66 (nuclear and single parent),
3.64 (extended), 3.65 (step), and 3.68 (conditionally separated). Personal Growth
Initiative (PGI) refers to the individual's active involvement and intent to developing
leading to growth in domains that are important to oneself. This quantitative study
utilized a questionnaire known as Personal Growth Initiative Scale II (PGIS-II) to gather
data about the PGI of adolescents from different family structures and analyzed the
data from 246 participants using One Way ANOVA. With an Fobt of 0.384, a pvalue of
0.820 and 0.05 alpha level, the researchers concluded that there is no significant
difference on the PGI of adolescents from different Filipino family structures.
Meanwhile, Umandap, Jofel D in his study entitled “Self-Compassion as a
Mediator Between Perfectionism and Personal Growth Initiative(2020)” examined the
mediating influence of self-compassion on the relationship between two types of
perfectionism and personal growth initiative in a sample of Filipino adults (N = 351). As
predicted, this study found that self-compassion could be a means through which
adaptive and maladaptive domains of perfectionism could facilitate personal growth
initiative in Filipino adults. The distinction is that, while self-compassion serves as an
enhancer for conscientious perfectionists, as it further allows them to develop and grow,
self-compassion may be a remedy for self-evaluative perfectionism, as it balances its
negative aspects. Conscientious perfectionism leads to personal growth initiative,
consistent with research demonstrating that aspects of adaptive perfectionism are
related to higher levels of personal growth initiative (Luyckx, 2008), while selfevaluative
perfectionism hampers personal growth initiative, which was hinted at in studies relating
forms of perfectionism to goal orientation (Damian, Stoeber, Negru, & Ba˘ban 2014).
In terms of demographic differences with regards to Personal Growth Initiative,
Robitschek (2012) review of research found that the PGIS displayed no significant
sexual differences in terms of descriptive statistics. However, frequent gender
differences have been found in the relationships between PGI and other constructs
such as internal locus of control (Whittaker & Robitschek, 2001). Although most
studies do not report significant gender differences in relation to PGI, the non-
significant differences that have been reported appear to be context specific as some
studies showed similar levels of PGI (Luyckx & Robitschek, 2014). Meanwhile in an
article entitled “Does academic performance influence personal growth initiative? An
institutional-based study among undergraduate dental students” by Patanapu, S. K.,
Doshi, D., Kulkarni, S., Reddy, P., Adepu, S., & Reddy, S. (2018) stated that a student
who has higher level of PGI is said to show higher academic performance because
higher level of PGI might increase the student's contribution and achievement in life.
Moreover, it was stated in an article by Agnafors S., Barmark, M. & Sydsjö, G. entitled
“Mental health and academic performance: a study on selection and causation effects
from childhood to early adulthood” (2020) that academic performance in childhood is,
however, related to later educational attainment, which in turn has a strong effect on
mental health in adulthood. Therefore, high level of Personal Growth Initiative (PGI)
may influence a higher academic performance which soon may lead to a better
educational attainment.
Another variable for this study is the Self-efficacy. The construct of self-
efficacy has become one of the most widely studied variables in the educational,
psychological, and organizational sciences (Scherbaum, Charash & Kern, 2006). Self-
efficacy is a construct which describes the confidence of an individual in their own
abilities. Self-Efficacy makes a difference to how people feel, think and act. People
with high self-efficacy choose to perform more challenging tasks. They set themselves
higher goals and stick to them. Actions are pre-shaped in thoughts and once an action
has been taken, highly self-efficacious people invest more effort and persist longer
than those low in self-efficacy. When setbacks occur, they recover more quickly and
remain committed to their goals (Bandura, 1997). Self-efficacy is usually understood
as being either task specific or domain specific. In recent years, a derivative of self-
efficacy called general self-efficacy (GSE) has been developed (Scherbaum, Charash
& Kern, 2006).
E.L. Usher, T. Urdan in his article entitled “Self-Efficacy” that was published in
Encyclopedia of Mental Health (Second Edition) year 2016 discusses the measurement
of Self-efficacy. It is stated that Self-efficacy is typically assessed with self-report
measures that ask individuals to rate how well they believe they can perform a given
task or achieve a certain benchmark. Self-efficacy measures should be designed with
a specific context in mind reflecting the particular situation an individual is facing. For
example, in the educational arena, self-efficacy items might assess a student’s beliefs
that she can perform mathematics skills related to a given unit. Such items will reflect
two critical aspects of valid self-efficacy assessment: (a) correspondence to the criterial
task at hand and (b) specificity to the task. By contrast, items that ask students to rate
their general belief that they can do well in school would not afford such predictive utility.
Self-efficacy is not a trait or a personality type. It is a context-specific set of
beliefs about what one can do in a given situation. Respondents rate the strength of
their belief that they can do a particular task. To be useful for explaining and predicting
motivation and behavior, self-efficacy measures must be tailored to the specific domain
of functioning of interest, and items must reflect varying levels of difficulty.
In terms of demographic differences, an article entitled “How gender
influences the effect of age on self-efficacy and training success” by Bausch, Sonja &
Michel, Alexandra & Sonntag, Karlheinz. (2014) discusses the demographic differences
in relation to Self-efficacy. It is stated that although men and women may show the
same performance levels, they may estimate their capabilities differently (Bandura,
1997). With regard to self-efficacy, many studies have shown that this is lower for
women (Beyer, 1990; Sieverding & Koch, 2009; West, 2002), but some evidence
supports that women have higher self-efficacy (Tsai & Lin, 2004). Furthermore, men
and women may differ in their development of self-efficacy (Artistic, 2003; Chou, 2001;
Chyung, 2007). Those mixed findings indicate that gender can affect self-efficacy, but
the relationships may be highly complex.
For educational attainment, an article entitled “The effect of educational
attainment, length of work experience on the self-efficacy of teachers and employees”
by Abun, Damianus (2021) investigated the possible correlation of educational
attainment and work experience on the self-efficacy. The study aimed to determine the
correlation between educational attainment, the length of work experience and the self-
efficacy of employees/faculty and the difference of self-efficacy of employees based on
their educational attainment and the length of work experience. The study found that
both, educational attainment and the length of work experience correlated to self-
efficacy. The study found that the higher the educational attainment is and the longer
the work experience is, the higher the self-efficacy becomes. The study also confirmed
through the analysis of variance that there are differences in self-efficacy among
employees based on educational attainment and the length of work experience.
Relationship of Personal Growth Initiative (PGI) and Self-efficacy has also been
explored in some articles and researches. An article by Elif Merve Çankaya entitled “An
examination of the relationship between social self-efficacy and personal growth
initiative in international context” (2017) stated that existing research studies have
shown a link between generalized self-efficacy and Personal Growth Initiative
(Ogunyemi & Mabekoje, 2017; Sharma & Rani, 2013; Weigold et al., 2014). More
specifically, self-efficacy was a predictor of PGI in a sample of graduate students in
India (Sharma & Rani, 2013) and in a sample of university students in Nigeria
(Ogunyemi & Mabekoje, 2017). A notable gap in these studies, however, was the
inconsistent strength of the relations found between self-efficacy and PGI, which ranged
from small to large.
In a study entitled “Impact of Self Efficacy on Personal Growth among Distance
Learners” by Batool, Iram; Ruqia Safdar Bajwa; Bibi, Hamida; Asghar Ali Shah. (2017),
the relation between self-efficacy and personal growth initiative was examined. The
study aimed to investigate which level self-efficacy has impact on personal growth
Initiative. It was assumed that there would be a significant relationship between

Personal Growth Initiative and Self-Efficacy. Furthermore, it was also assumed that
self-efficacy has significant impact on Total Personal Growth Initiative. The study was
under taken to investigate the impact of self-efficacy on personal growth among
distance learners. 300 respondents were randomly sampled from the university
distance learners. Data was analyzed on SPSS to get the results. Finally, the study
concluded that self-efficacy effects personal growth initiative. Moreover, self-efficacy
and personal growth are positively correlated.
Another study entitled “Relationship of Personal Growth Initiative with Self-
Efficacy among University Postgraduate Students” by Sharma, Hemant & Rani, Ritu,
Journal of Education and Practice (2013) discusses the relationship of the two variables.
The purpose of the study is to verify the relationship between Personal Growth Initiative
(PGI) and Self-Efficacy. Personal growth initiative is active and intentional engagement
in the process of self-change. Self-efficacy is a person’s belief in his/her ability to
succeed in a particular situation. In the present paper, relationship of personal growth
initiative with self-efficacy was found and PGI was predicted on the basis of self-efficacy.
Descriptive Survey Method with Ex-Post Facto design was used. Personal Growth
Initiative was measures by using PGIS-II by Robitschek et al (2009) and Self-Efficacy
was assessed by using Turkish Version of GSES by Yildrim and Ilhan(2010). Results
of the study revealed the positive relationship between PGI and Self-Efficacy. It was
also investigated that Self-Efficacy has significant impact on total PGI as well as its
dimensions. The findings of the present study are a pointer to the fact that present
education system need to be rejuvenated through introduction of new courses which
should be creativity oriented so that it can enhance students’ beliefs towards intentional
growth. The policy makers, government, university teachers, educationists and
counselors should work together to develop intervention program that could improve
the self-efficacy for taking personal growth initiative among our students as PGI is a
sine-qua-non for human development and survival.
Meanwhile in the study of Khalil Jebran, Irfan Ullah, Mohib Ur Rahman and
Abdullah entitled “Effects of Self Efficacy and Risk Taking Behavior on Personal (2014)
investigate the combined effect of self-efficacy and risk taking behavior on person
growth initiative of university students. Main objective is to explore the combine effect
of self-efficacy and risk taking behavior on personal growth initiative. Correlation
analyses reveal that all variables are positively integrated.The regression analyses
indicate that 18% positive variations are explained by self-efficacy and risk taking
behavior in personal growth initiative. Based on results it is suggested that there should
be motivational programs regarding self-efficacy and risk taking. This will further lead
to enhance the personal growth initiative level of university students.
Moreover, “Relationship of personal growth initiative with self-efficacy risk
taking behaviour and mental health among university post graduates” (2013) a study
conducted by Rani, Ritu identify the different levels of Personal Growth Initiative, Self-
Efficacy, Risk-Taking Behaviour and Mental Health among university postgraduates.
One of its objective is also to study the relationship of personal growth initiative with
self-efficacy and to find out the impact of self-efficacy on personal growth initiative on
total PGI and its four dimensions among university postgraduates. The result of the
study shows a significant relationship between total (overall) PGI and three dimensions
of Self-Efficacy I.e. Initiative, Effort and Persistence among university postgraduates”

was retained as overall personal growth initiative was found to be significantly related
to Initiative, Persistence and Effort dimension of self-efficacy. It was revealed that total
PGI correlated negatively with Initiative (r=-0.151) dimension of self-efficacy. The
results also reported that overall PGI showed significant positive correlations with
Persistence (r=0.177) and Effort (r= 0.331) dimensions of self-efficacy. This finding
supported the results of Ogunyemi and Mabekoje (2007) who examined significant
positive relationship of PGI with self-efficacy.
In addition, “An examination of the relationship between social self-efficacy and
personal growth initiative in international context” conducted by Elif Merve Çankaya,
Xin Dong, Jeffrey Liew (2017) discusses the cross-cultural transitioning experience of
international students has been viewed as a high-impact practice for student learning.
International students experience both challenges and growth opportunities when they
encounter new peoples and environments. However, limited research exists on the
student factors that predict benefits, growth or resilience for international students
through their cross-cultural transitioning experience. This study investigated social self-
efficacy as a predictor of personal growth initiative among international students, above
and beyond demographic and linguistic factors. In addition, the factorial structure of
Personal Growth Initiative Scale-II was examined.
The results of the study indicated that the perceived ability to successfully
negotiate social situations and produce positive social interactions predict greater
personal growth initiative and its dimensions regardless of students’ language
proficiency. Moreover, results from the confirmatory factor analysis (CFA) provided
further support for the first-order four-factor structure of the PGIS-II. Results have
implications for improving international student integration, because efforts to support
students’ social self-efficacy are linked to their personal growth initiative.
The respondents specific for this research was generally young adults involving
into a leadership role. It is said that children of all ages can take leadership roles.
However, research concerning leadership development has focused almost exclusively
on adult leadership and there is gap in the literature with regard to how we should
develop young leaders. Historically, organizations such as the Scouts/Girl Guide
movement and sports clubs have provided restricted opportunities for young adults to
experience themselves in a leadership role. School is the first formal organization that
the majority of individual’s experience. As noted by Montgomery and Kehoe (2015),
school is our primary organizational experience in childhood and adolescence and it is
communicated to children as being their most important organizational experience
throughout childhood. Wingenbach and Kahler (1997) suggest that secondary school
students have the ability to develop leadership skills via decision-making, getting along
with others, learning the organization of self, self-awareness, and working with groups
through taking part in many youth leadership organizations in school and/or community
activities.
Today, promoting and understanding leadership among young people is
attracting more attention as the lines between the ‘teen’ years and young adulthood
becomes blurred. Indeed, improved technology and greater mobility has ‘shortened’ the
distance between countries and as a result, leadership is about the local and the global
(Lee & Olszewski-Kubilius, 2014). Not surprisingly, younger adults are taking the lead
with regard to use and adaptation of social media and new technologies.
It is useful to examine leadership during childhood and adolescence as what
occurs during the developmental years can have an impact on the leadership
behaviours exhibited later in the workplace as an adult. Thus, studying adolescent
displays of leadership should further our understanding of adult leaders (Schneider,
Paul, White, & Holcombe, 1999). Cooper, Healy, and Simpson (1994) reported that
students who possess leadership positions in student organization achieve better than
non-leaders on scales such as educational participation, career development,
involvement in cultural and standard of living planning.
Adolescent leaders are more likely to take up managerial positions as adults,
and leadership skills developed early on can have a positive impact on future wages
(Kuhn & Weinberger, 2005). It is an important time for leadership growth. Increasing
leadership in adolescence can reinforce self-esteem and be a catalyst for flourishing
adulthood. Yet many adolescents are never offered the chance to act as leaders, and
adult leadership models are often inappropriate for teens that have unique
developmental needs (Linden & Fertman, 1998).
In the Philippines, Sangguninang Kabataan Organization is a well-known on
giving young adults a platform to show their leadership abilities A research entitled ““The
Impact of Youth Participation in the Local Government Process, The Sangguniang
Kabataan Experience” by Balanon, Faye & Ong, Michelle & Torre, Beatriz & Puzon,
Marco & Granada, Juan & Trinidad, Arnie. (2007) stated that that involvement in
governance at the local level can help develop young people’s leadership skills and
confidence. Through participation in the democratic process, young people are
empowered. They gain experience and learn new skills, become responsible and
accountable, develop confidence, and forge meaningful connections with other youth
and adults. Moreover, there is an emerging movement worldwide to give the youth a
direct role in shaping policies and programs. Young people have tremendous creativity
and energy that can be tapped to promote development and help ensure that they
achieve their fullest potential. The Philippines is way ahead of this movement. It has
already institutionalized the Sangguniang Kabataan (SK), a youth governance
mechanism created by law, with its own budget and a national agency as secretariat.
Philippine law has already set the stage for the youth to learn leadership skills and
create programs and policies that will benefit the Filipino people. The law also
encourages mentors to teach the youth how to speak and be heard in the world of adults.
When Republic Act No. 7160 or the Local Government Code (LGC) created the SK in
1991, there was also an unspoken goal: to bridge generations of leaders by helping
new ones to emerge.
Among the key findings of the research is that the SK’s performance of its
functions is generally weak. This is especially true in terms of coming up with
legislations, submitting reports and holding consultations with its constituents. There is
also a mismatch between the needs of the youth and current SK projects. On the other
hand, the study also identified the strengths of the SK, including its ability to source
alternative funding, and hold active consultation and coordination with various national
and local government units and NGOs. Respondents said the SK uses its limited funds
efficiently and affects the youth situation and the communities positively.
Limitation
Since the study of the researcher has a distinct topic, the review on related
literature and studies that are published is limited. However, the researcher managed
to accumulate sufficient and reasonable number of literature and studies to strongly
support the topic of the study.
Synthesis
The accumulated related literature and studies will be utilizing as a reference
for this study. Basically, it is stated that the field of leadership has been dominated by
a focus on adult leaders. There is a significant gap in the literature concerning the
development of leadership among young adults and the factors that contribute to
leadership in young adults have not been systematically assessed. Despite the large
body of research on leadership, it is noteworthy that little research exists with regard to
the experience of developing young adults to be leaders. (Despoina Karagianni &
Anthony Jude Montgomery, 2018).
The demographic profile (Sex and educational attainment) in relation with
variables Personal Growth Initiative (PGI) and Self-efficacy shows different influences
depending on the context and other locus to correlate. Some studies show relevant
effects but somehow it is not widely concluded since different results is still manifesting
concerning the context and other locus of the study.
Moreover, most studies shows a positive relation between Personal Growth
Initiative and Self-efficacy but it is also stated that there is a notable gap in the these
studies specifically the inconsistent strength of the relations found between self-efficacy
and Personal Growth Initiative, which ranged from small to large that is stated in an
article by Elif Merve Çankaya entitled “An examination of the relationship between
social self-efficacy and personal growth initiative in international context”(2017).
Justification
Researchers gathered all the related literature and studies as a reference
specific for this research. Although there are already some notable literature and
researches regarding the construct of Personal Growth Initiative(PGI) and Self-efficacy
and the possible relationship between this two variables, it is recommended to explore
the construct in different demographic and cultural background. Moreover, there are
still some contradictions regarding the relationship of Personal Growth Initiative (PGI)
and Self-efficacy despite of some studies resulting into the positive correlation of the
two variables.
This research is intended to determine the level of Personal Growth
Initiative(PGI) and Self-efficacy as well as the correlation of this two variables
considering the target respondents. As for the accumulated local and foreign studies
by the researcher, this study will have a great advantage in exploring the construct in
the Philippine context. In addition, since both construct is rooted from Positive
Psychology, the research will give an advantage to the development and enhancement
of every individual’s personal and professional lives.

CHAPTER 3
Research Methodology
This chapter includes all the methods in the study. This discusses information
about the methods procedures of research that is used in this study. It explains how the
researchers choose the suitable method and procedures in the study. These are
presented in the following section (a) Research Design, (b) Research Respondents,
Locale and Duration, (c) Sampling Techniques, (d) Research Instruments, (e) Statistical
Treatment and (f) Data Gathering.
A. Research Design
Quantitative research was applied as the research design specific for this study.
Quantitative research design is a scientific investigation of phenomena by gathering
quantifiable data and performing statistical, mathematical, or computational techniques.
It can be used to find patterns and averages, make predictions, test causal relationships,
and generalize results to wider populations (Bhandari, 2020). Generally, it is the process
of collecting and analyzing numerical data.
Furthermore, descriptive correlational research design was also applied to the
study. As pointed out by Ariola (2006), a descriptive correlation study is intended to
describe the relationship among variables without seeking to establish a causal
connection. While descriptive research is simply to describe a population, a situation,

or a phenomenon. It is also used to describe profiles, frequency distribution, describe
characteristics of people, situations, or phenomena. In short, it answers the question of
what, when, how, where, and not why question (McCombes, 2020).).
B. Research Respondents, Locale and Duration
The respondents of this study was the Chairpersons of the Sangguniang
Kabatan (SK) organization for current term (2018-2022). Since the focus of the study is
in the field of leadership specifically youth leaders, researcher selected Sangguniang
Kabataan (SK) organization as the respondents of the study. “The Impact of Youth
Participation in the Local Government Process, The Sangguniang Kabataan
Experience” by Balanon, Faye & Ong, Michelle & Torre, Beatriz & Puzon, Marco &
Granada, Juan & Trinidad, Arnie. (2007), discusses the notable strengths of the SK
including its tremendous potential to develop the next generation of leaders, engage
the youth in the community and teach them accountability, honesty and creativity.
In relation to this, the study is specific only for the Chairperson of
Sangguniang Kabataan (SK) since chairperson are the most credible respondents
considering leadership. The researcher was able to gather an updated list of
Sangguniang Kabataan (SK) Chairpersons for all barangay in the province of Cavite for
the term 2018-2022. The total population of Sangguniang Kabataan Chairpersons in
Cavite is 828 and from that researcher used the Slovin’s Formula. This formula is used
to calculate the sample size (n) given the population size (N) and a margin of error (e).
In this study, the margin of error will be 10% and has a 90% confidence level. After
calculating, the total respondents of the study were 89 Sangguniang Kabataan
Chairpersons.
The locale of the study was located at the entire province of Cavite. The
Sangguniang Kabataan Organization in the entire province of Cavite was one of the
most organized active SK organization in the country (Youth Empowered Philippines).
In fact, it was noted for having an outstanding performance in Economic Empowerment,
Environment as well as Active Citizenship and Governance Category.
The duration of the study was occurred 2nd semester of the academic year
2021-2022 until the first semester of the academic year 2022-2023
C. Sampling Technique
In gathering the population, the researchers used simple random sampling.
This is a type of probability sampling in which the researcher randomly selects a subset
of participants from a population. Julia Simkus (2022) in her article entitled “Simple
Random Sampling: Definition, Steps and Examples” discusses that simple random
sampling is a sampling technique in which each member of a population has an equal
chance of being chosen, through the use of an unbiased selection method. The random
sampling method is one of the simplest and most common forms of collecting data as
it is meant to provide an unbiased representation of a group. The random subset of
selected individuals is used to represent an entire data set.
The goal of simple random sampling is to create a manageable, balanced
subset of individuals that is representative of a larger group that would otherwise be too
challenging to sample. The process includes choosing the target population to study
and determine the desired sample size. The list of the people from which the sample is
drawn is called the sampling frame. Then, assign a sequential number to each subject
in the sampling frame. Next, individuals are selected using an unbiased selection
method. Some examples of simple random sampling techniques include lotteries,
random computer number generators, or random draws.
D. Research Instrument
A survey questionnaire form was used to collect and organize the necessary
data and determine the level of Personal Growth Initiative (PGI) and Self-efficacy of the
target respondents. To measure the level of Personal Growth Initiative of the target
respondents. A researcher-made instrument entitled Personal Growth Initiative (PGI)
Scale was used. Content Analysis was applied by the researcher in constructing the
instrument. This approach allowed the researcher to construct a questionnaire based
on the content of the review related literature of the Personal Growth Initiative (PGI)
According to Colombian University School of Public Health (2019), a content analysis
is a research tool that is used to determine the presence of specific words, themes, or
concepts in qualitative data. Data sources could include interviews, open-ended
questions, field research notes, conversations, or any other instance of communicative
language (such as books, essays, discussions, newspaper headlines, speeches, media,
historical documents).
Scoring
The researcher-made instrument Personal Growth Initiative (PGI) Scale is a 20
items questionnaire constructed to measure the level of Personal Growth Initiative of
the target respondents. Responses are given on a Likert-type scale ranging from 1
(Strongly Disagree) to 5 (Strongly Agree). According to Dr. Saul McLeod (2019) Likert
scale will assumes the strength/intensity of attitudes that is linear and on a continuum
from strongly agree to strongly disagree wherein the advantage of this scale is there
will be no simple yes / no answer, but rather allow for degrees of opinion. If the
respondents answered 1= STRONGLY DISAGREE in a statement, it denotes that the
respondents have a very low level of Personal Growth Initiative. (PGI). If the
respondents answered 2=DISAGREE, it denotes that the respondents have a low level
of Personal Growth Initiative. (PGI). Response of 3=NEUTRAL denotes that the
respondents have an average level of Personal Growth. Response of 4=AGREE
denotes that the respondents have a high level of Personal Growth Initiative (PGI).
Lastly, if the respondents answered 5=STRONGLY AGREE, it denotes that they have
a very high level of Personal Growth Initiative (PGI)
All items are stated in a positive direction. To assess the score of the
respondents, the researcher summed up the 20 items score and computed using the
average weighted mean to get the total mean score and level of the Personal Growth
Initiative (PGI) of the respondents’ base on the interpretation of the rating scale.
Interpretation
This section of the paper provides insight to the rating scale and its
corresponding interpretation.
Figure 3.1: Rating scale and interpretation to the level of Personal Growth
Initiative (PGI) of the Sangguniang Kabataan Chairpersons (2018-2022) of Cavite
Province
To calculate the rating scale, the researcher used the class interval formula
Validity
The researcher-made instrument was validated by the experts; Mr. Kyle Russelle
P. Paredes, Ms. Ginalyn T. Gaspan, Rpm and Ms. Alyssa Nicole Guingab, Rpm. The
researcher submitted the instrument with 50 items, these items have been carefully
evaluated until some of the items has been accepted, revised, and rejected. From 50
items, the instrument remains 40 validated items that the researcher used for pilot
testing.
Reliability
The researcher conducted a pilot testing with reasonable number of
respondents, 50 individuals who has leadership experience in any field answered the
Personal Growth Initiative (PGI) Scale survey form with 40 items. After the computation
of the reliability, 20 items were expunged and only 20 items remain with the totality
of .946 Cronbach’s Alpha.
To measure the level of Self-efficacy of the respondents, Self-Efficacy Scale was
used. This scale is a 20 items researcher-made instrument constructed by the
researcher to measure the level of the Self-Efficacy of the respondents. It assesses the
strength of an individual’s belief in his or her own ability to respond to novel or difficult
situations and to deal with any associated obstacles or setbacks. Content Analysis was
also applied by the researcher in constructing the instrument. This approach allowed
the researcher to construct a questionnaire based on the content of the review related
literature of the Self-Efficacy.
Scoring
The researcher-made instrument Self-Efficacy Scale is a 20 items questionnaire
constructed to measure the level of Self-Efficacy of the target respondents. Responses
are also given on a Likert-type scale ranging from 1 (Strongly Disagree) to 5 (Strongly
Agree). If the respondents answered 1= STRONGLY DISAGREE in a statement, it
denotes that the respondents have a very low level of Self-Efficacy. If the respondents
answered 2=DISAGREE, it denotes that the respondents have a low level of Self-
Efficacy. Response of 3=NEUTRAL denotes that the respondents have an average
level of Self-Efficacy. Response of 4=AGREE denotes that the respondents have a high
level of Self-Efficacy. Lastly, if the respondents answered 5=STRONGLY AGREE, it
denotes that they have a very high level of Self-Efficacy.
All items are stated in a positive direction. To assess the score of the
respondents, the researcher summed up the 20 items score and computed using the
average weighted mean to get the total mean score and level of the Self-efficacy of the
respondents’ base on the interpretation of the rating scale.
Interpretation
This section of the paper provides insight to the rating scale and its corresponding
interpretation.
Figure 3.2: Rating scale and interpretation to the level of Self-efficacy of the
Sangguniang Kabataan (SK) Chairpersons (2018-2022) of Cavite Province
To calculate the rating scale, the researcher used the class interval formula.
Validity
The researcher-made instrument was validated by the experts; Mr. Kyle Russelle
P. Paredes, Ms. Ginalyn T. Gaspan, Rpm and Ms. Alyssa Nicole Guingab, Rpm. The
researcher submitted the instrument with 50 items, these items have been carefully
evaluated until some of the items has been accepted, revised, and rejected. From 50
items, the instrument remains 38 validated items that the researcher used for pilot
testing.
Reliability
The researcher conducted a pilot testing with reasonable number of respondents,
50 individuals who has leadership experience in any field answered the Self-Efficacy
Scale survey form with 38 items. After the computation of the reliability, 18 items were
expunged and only 20 items remain with the totality of .958 Cronbach’s Alpha.
E. Statistical Treatment
The researcher utilized the following statistical tools to answer the main
objectives of the study. The statistical treatments used to evaluate the accumulated
data are as follows:
1. To answer the statement of the problem number 1, frequency and percentage
formula was used to determine the demographic profile in terms of gender identity and
age of the respondents.
The formula for Percentage is:

Where:
F- Frequency
P- Percentage
N- Number of total populations
2. To answer the statement of the problem number 2, average weighted mean was
used to determine the level personal growth initiative (PGI) of the respondents.
The formula for weighted mean is:
Where:
= symbol of “summation”
x = the weight of each item
w = weight of each item value
3. To answer the statement of the problem number 3, average weighted mean was
used to determine the level of self-efficacy of the respondents.
The formula for weighted mean is:

Where:
= symbol of “summation”
x = the weight of each item
w = weight of each item value
4. To determine the relationship of Personal Growth Initiative and Self-efficacy of the
respondents, the researcher used Pearson Correlation Coefficient (r). Correlation
coefficients are used to measure how strong a relationship is between two variables.
Pearson’s correlation (also called Pearson’s R) is a correlation coefficient commonly
used in linear regression.
The formula for Pearson’s R is:
Where:
F: Data Gathering Procedure
In gathering the data, the researchers followed steps as significant to reliability
of the study. The following are the steps on data gathering procedures:
1. The researchers gathered the total population of the SK Chairpersons in the entire
Cavite province for the current term (2018-2022) and resulted to 828 in total.
Researchers used Slovin’s Formula to determine the sample size for the study and it
was calculated 89 respondents.
2. After determining the sample size, researcher selected the respondents of the
research through simple random sampling. This sampling technique will give an equal
chance for every respondent to be a part of the research.
3. The information was gathered through conducting an online survey. Researchers
opened an online survey to any current SK Chairpersons in Cavite province. The survey
contains two sections, first section contains the Personal Growth Initiative Scale and
the second contains the Self-Efficacy Scale. Both instrument was research made and
was validated. The online survey includes an informed consent to every respondent.
Details such as name, location, sex and educational attainment was also collected.
4. All 89 responses were recorded and collected with high confidentiality. The data from
the survey was tallied, analyzed, and interpreted and from that, researcher was able to
construct the conclusion and recommendations parallel to the result of the survey.
CHAPTER 4
PRESENTATION, INTERPRETATION AND DATA ANALYSIS
This chapter presents, analyses, and interprets the data gathered based on
the statement of the problems of the study.
Problem 1: What is the demographic profile of the Sangguniang Kabataan
Chairpersons (SK) respondents?
For the profile of the respondents, the questionnaire asked for the respondent’s
sex and educational attainment. The tables below are summarizing the gathered data
and values for each profile category.
Table 4.1.1: Demographic Profile of the Sangguniang Kabataan Chairpersons
(SK) Respondents based on Sex
The table above shows the tally of demographic profile of the respondents in
terms of their sex. Majority of the respondents are female with the frequency 47
equivalent to 53% of the total respondents. Meanwhile male respondents have a

frequency of 42 equivalents to 47% of the total respondents. The respondents were
selected through random sampling. Researchers was able to gather the list of the
Sangguniang Kabataan Chairpersons (SK) for the entire Cavite Province. From a total
of 828 SK Chairpersons, the researchers determined the sample size to be exactly 89
respondents. Table 4.1.1 represents the profile of the respondents in regards to their
sex.
There has been a previous study done on personal growth initiative (PGI) but
that study did not explain whether this phenomenon exceeds in men or in women. Plus,
previous studies were confined to college students only. Robitschek (2012) review of
research found that the PGIS displayed no significant gender differences in terms of
descriptive statistics. However, frequent gender differences have been found in the
relationships between PGI and other constructs such as internal locus of control
(Whittaker & Robitschek, 2001). In fact, the study done by Robitschek indicated that
females reported higher PGI than males. In addition, a study entitled “Psychometric
development and validation of personal growth initiative scale across male and female
in early adulthood population in Pakistan: a comparative study" by Zahid, B., Ehsan, S.,
Ashraf, M., Shoukat, N., Rafi, A., Naukhaiz, H. and Nawaz, Z. (2021) was done to
assess how gender influences PGI suggests that gender is positively predicting PGI as
results are statistically.
In terms of Self-efficacy, a study entitled “Student Self-Efficacy and Gender-
Personality Interactions” by Fallan, Lars and Opstad, Leiv (2016) shows that gender
does significantly affect self-efficacy strength. Male students have significantly higher
self-efficacy strength than their female peers. In contrast, an article from “A Meta-
Analysis of Gender Differences in e-Learners' Self-Efficacy, Satisfaction, Motivation,
Attitude, and Performance Across the World by Zhonggen Yu and Xinjie Deng (2022)
stated that in the USA, females present significantly higher self-efficacy than males.
Table 4.1.2: Demographic Profile of the Sangguniang Kabataan Respondents
based on the Educational Attainment
The table above shows that majority of the respondents are college graduate
with a total frequency of 45 equivalents to 51% of the total respondents. Following to
the highest number of respondents are college level with a frequency of 36 equivalents
to 40% of the total respondents. Only 8 respondents equivalent to 9% are High school
graduate and 0 for High School Level and Elementary Graduate.
In regards with the result, there are some studies supporting the significant
effects of Educational attainment in both Personal Growth Initiative and Self-efficacy. In
a study entitled “Self-Efficacy, Satisfaction, and Academic Achievement: The Mediator
Role of Students' Expectancy-Value Beliefs by Doménech-Betoret Fernando, Abellán-

Roselló Laura and Gómez-Artiga Amparo (2017), research revealed significant and
substantial direct effects of students' self-efficacy on academic expectations (Chemers
et al., 2001; Lent et al., 2008). According to these authors, students with high self-
efficacy have greater academic attainment and display better academic performance
that with low self-efficacy.
In addition, a study entitled “Does academic performance influence personal
growth initiative? An institutional-based study among undergraduate dental students”
by Patanapu, S. K., Doshi, D., Kulkarni, S., Reddy, P., Adepu, S., & Reddy, S. (2018)
stated that a student who has higher level of PGI is said to show higher academic
performance because higher level of PGI might increase the student's contribution and
achievement in life in result may achieve higher attainment.
Problem 2: What is the level Personal Growth Initiative (PGI) of the Sangguniang
Kabataan Chairpersons (2018-2022) of Cavite Province?
Table 4.2.1: Level of the Personal Growth Initiative (PGI) of the Sangguniang
The table 4.2.1 shows the level the Personal Growth Initiative (PGI) of the
Sangguniang Kabataan Chairpersons (2018-2022) of Cavite Province. The item 18 “I
am an innovator of my own self” appeared to have the highest weighted mean among
the items which garnered a 4.66 weighted mean with a verbal interpretation of Strongly
Agree. This indicates that most of the respondents was able to initiate innovation and
changes towards themselves. Innovation doesn't occur automatically. It only happens
when the individuals in an organization are growing and changing, taking on new
challenges, learning new skills, entertaining new ideas. Innovation is thus the result of
personal growth. Altogether, the total weighted mean for the 20 items survey
questionnaire to measure the Level of Personal Growth Initiative (PGI) of the

Sangguniang Kabataan Chairpersons (2018-2022) of Cavite Province is 4.45 with the
verbal interpretation of Strongly Agree. This means that all 89 respondents are more
likely to imply a Very High Level of Personal Growth Initiatives (PGI)
It is defined that Personal Growth Initiative is an “intentional involvement in
changing and developing as a person.” Having said that, Personal Growth Initiative
plays a big role in leadership. In fact, it is stated in a study entitled “Personal Growth
Initiative of Millenials Woman Leader in Indonesia: A Qualitative Study” by Dhania,
Dhini & Suryanto, Suryanto & Suhariadi, Fendy & Fajrianthi, Fajrianthi. (2021) that to
be an effective in leading others, one must be able to lead himself. Becoming more
aware of yourself is the basis for leading yourself and others. Awareness of strengths
and weaknesses that are owned will facilitate a person to carry out development
programs (Odom, Boyd & Williams,2012).
To sum up, the result of the level of Personal Growth Initiative (PGI) of
Sangguniang Kabataan (SK) Chairpersons in Cavite Province have an average
weighted mean of 4.45 with the verbal interpretation of Strongly Agree. This means
that all 89 respondents are more likely to imply a Very High Level of Personal Growth
Initiatives (PGI). The result of the study indicated that Sangguninang Kabataan (SK)
Chairpersons as a leader possess a great level of Personal Growth Initiative (PGI).

Problem 3: What is the level of the Self-Efficacy of the Sangguniang Kabataan
Chairpersons (2018-2022) of Cavite Province?
Table 4.3.1: Level of the Self-Efficacy of the Sangguniang Kabataan Chairpersons

The table 4.3.1 shows the Level of the Self-Efficacy of the Sangguniang
Kabataan Chairpersons (2018-2022) of Cavite Province. The item 20 containing the
statement “I believe that I can accomplish any task delegated to me” have the highest
weighted mean among the items which garnered a 4.55 weighted mean with a verbal
interpretation of Strongly Agree. This indicates that most of the respondents believe
that they can accomplish every task they assigned to. Altogether, the total weighted
mean for the 20 items survey questionnaire to measure the Level of Self-Efficacy of the
Sangguniang Kabataan Chairpersons (2018-2022) is 4.37 with the verbal interpretation
of Strongly Agree. This means that all 89 respondents are more likely to imply a Very
High Level of Self-Efficacy.
As a leader, your thoughts, motivation, perseverance, well-being,
vulnerabilities and choices are all affected by your self-efficacy. Essentially, every part
of the leadership experience is affected. An article entitled “The Role Self-Efficacy,
Confidence & Resilience Plays in Leadership” by Herb Stevenson (2015) stated that
Self-efficacy is actually the cornerstone of leadership. A leader that is technically
qualified for the position, but lacks the confidence generated by self-efficacy, will find it
difficult to lead others. An effective leader believes in their perceived capabilities to
organize the psychological capabilities, motivation and courses of action required to
attain effective, sustainable performance across their unique leadership roles, demands,
and contexts” (Hannah ,2012)
To sum up, the result of the level of Self-efficacy of Sangguniang Kabataan
(SK) Chairpersons in Cavite Province have an average weighted mean of 4.37 with the
verbal interpretation of Strongly Agree. This means that all 89 respondents are more
likely to imply a Very High Level of Self-Efficacy. The result of the study indicated that
Sangguninang Kabataan (SK) Chairpersons as a leader possess a great level of Self
efficacy.
Problem 4: Is there any significant relationship between Personal Growth
Table 4.4.1: Relationship between Personal Growth Initiative (PGI) and Self-
efficacy of the Sangguniang Kabataan Chairpersons (2018-2022) of Cavite
Province.
On table 4.4.1 above presents the two variables of the study; Personal Growth
Initiative (PGI) and Self-efficacy. After encoding of the average weighted mean of two
variables by the used of Pearson R, the two variables show r =0.258 meaning, there is
a weak positive correlation between Personal Growth Initiative (PGI) and Self-
efficacy. This indicates that although both variables tend to go up in response to one
another, the relationship is not very strong. In terms of p-value the two variables show
0.271. Considering that the researcher used two-tailed test therefore the (α) or
significant level is 5%, since the P-value of two variables is 0.271 which is greater than
5% of the significant level therefore the null hypothesis will be accepted. This indicates
that there is no significant relationship between Personal Growth Initiative (PGI) and
Self-efficacy of the Sangguniang Kabataan Chairpersons (2018-2022) of Cavite
Province.
Although most of the recent studies shows the significant relationship of
Personal Growth Initiative and Self-efficacy, there still some discussions regarding the
connections of this two variables. First consideration is that most recent studies of this
variables applies only on the international foreign context. That is why this studies also
suggested to verify the relationship of Personal Growth Initiative (PGI) and Self-efficacy
on different context. Another consideration is that most studies of the relationship of this
variables focusses only to students as their respondents.
In an article written by Elif Merve Çankaya (2017) entitled entitled “An
examination of the relationship between self-efficacy and personal growth initiative in
international context “, relationship of Personal Growth Initiative (PGI) and Self-efficacy
has been discussed. It stated that existing research studies shown a link between self-
efficacy and Personal Growth Initiative (Ogunyemi & Mabekoje, 2017; Sharma & Rani,
2013; Weigold ,2014). A notable gap in these studies, however, was the inconsistent
strength of the relations found between self-efficacy and PGI, which ranged from small
to large
CHAPTER 5
SUMMARY OF FINDINGS, CONCLUSION, AND RECOMMENDATIONS
This chapter will present the summary of findings, and conclusion that will be
drawn from the result of presentation, interpretation and data analysis of the study.
There commendations will also be made base on the topic of the study.
Summary of Findings
The general aim of the study is to determine the relationship between Personal
Growth Initiative (PGI) and Self-efficacy of the Sangguniang Kabataan Chairpersons
(2018-2022) of Cavite Province. The researchers will [1] determine the demographic
profile of the Sangguniang Kabataan (SK) Chairpersons as the respondents in terms of
their sex and educational attainment, [2] determine the level of Personal Growth
Initiative (PGI) of the Sangguniang Kabataan Chairpersons (2018-2022) of Cavite
Province, [3] determine the level of Self-efficacy of the Sangguniang Kabataan
Chairpersons (2018-2022) of Cavite Province, and [4] determine if there is a significant
As per the result of the Pearson r and p-value of the variables, the null
hypothesis has been accepted which shows that there is no significant relationship
between Personal Growth Initiative (PGI) and Self-efficacy of the Sangguniang
For the data gathering, a researcher-made questionnaire has been used by the
researcher to organize the necessary data and determine the level of the variables. To
measure the level of Personal Growth Initiative (PGI) of the Sangguniang Kabataan
Chairpersons (2018-2022) of Cavite Province, a researcher made instrument called
Personal Growth Initiative (PGI) Scale is used. The researcher conducted a pilot testing
with reasonable number of respondents, the 50 individuals who has a leadership
experience in any field answered the Personal Growth Initiative (PGI) Scale section of
the survey form with 40 items. After the computation of the reliability, 20 items were
expunged and only 20 items remain with the totality of .946 Cronbach’s Alpha.
To measure the level of the Self-Efficacy of the Sangguniang Kabataan
Chairpersons (2018-2022) of Cavite Province, a researcher-made instrument called
Self-Efficacy Scale has been used by the researcher. The researcher conducted a pilot
testing with reasonable number of respondents, the 50 individuals who has a leadership
experience in any field answered the Self-Efficacy Scale section of the survey form with
38 items. After the computation of the reliability, 18 items were expunged and only 20
items remain with the totality of .958 Cronbach’s Alpha.
In this study, the researcher used a quantitative research and applied descriptive
correlational research design. The researcher used simple random sampling. This is a
type of probability sampling in which the researcher randomly selects a subset of
participants from a population. With that being said, the respondents of the study are
the Sangguniang Kabataan Chairperson (2018-1022) of Cavite Province with 89

sample size of the total population. The researchers were able to have the list of the
total population of Sangguniang Kabataan Chairpersons of Cavite (2018-2022) having
the total of 828. From that, the researchers used Slovin’s Formula to determine the
sample size and resulted to 89 respondents. Lastly, the study used a quantitative
research and descriptive correlational research design as the researcher is solely
interested to describe and determine the relationship of the two variables presented on
the study.
Summary of findings in terms of the demographic profile of the Sangguniang
Kabataan Chairpersons (SK) respondents.
Sex
Majority of the respondents are female with the frequency 47 equivalent to 53% of
the total respondents. Meanwhile male respondents have a frequency of 42 equivalents
to 47% of the total respondents.
Educational Attainment
Majority of the respondents are college graduate with a total frequency of 45
equivalents to 51% of the total respondents. Following to the highest number of
respondents are college level with a frequency of 36 equivalents to 40% of the total
respondents. Only 8 respondents equivalent to 9% are High school graduate and 0 for
High School Level and Elementary Graduate.

Summary of findings on the Level of Personal Growth Initiative (PGI) of the
Sangguniang Kabataan Chairpersons (2018-2022) of Cavite Province
The item 18 “I am an innovator of my own self” appeared to have the highest
weighted mean among the 20 items which garnered a 4.66 weighted mean with a verbal
interpretation of Strongly Agree. This indicates that most of the respondents was able
to initiate innovation and changes towards themselves. Innovation doesn't occur
automatically. It only happens when the individuals in an organization are growing and
changing, taking on new challenges, learning new skills, entertaining new ideas.
Innovation is thus the result of personal growth. Altogether, the total weighted mean for
the 20 items survey questionnaire to measure the Level of Personal Growth Initiative
(PGI) of the Sangguniang Kabataan Chairpersons (2018-2022) of Cavite Province is
4.45 with the verbal interpretation of Strongly Agree. This means that all 89
respondents are more likely to imply a Very High Level of Personal Growth Initiatives
(PGI)
Summary of findings on the Level of Self-efficacy of the Sangguniang Kabataan
Chairpersons (2018-2022) of Cavite Province
The item 20 containing the statement “I believe that I can accomplish any task
delegated to me” have the highest weighted mean among the items which garnered a
4.55 weighted mean with a verbal interpretation of Strongly Agree. This indicates that
most of the respondents believe that they can accomplish every task they assigned to.
Altogether, the total weighted mean for the 20 items survey questionnaire to measure
the Level of Self-Efficacy of the Sangguniang Kabataan Chairpersons (2018-2022) is

4.37 with the verbal interpretation of Strongly Agree. This means that all 89
respondents are more likely to imply a Very High Level of Self-Efficacy.
Summary of findings to the relationship between Personal Growth Initiative (PGI)
and Self-efficacy of the Sangguniang Kabataan Chairpersons (2018-2022) of
Cavite Province.
After encoding of the average weighted mean of two variables by the used of
Pearson R, the two variables show r =0.258 meaning, there is a weak positive
correlation between Personal Growth Initiative (PGI) and Self-efficacy. This indicates
that although both variables tend to go up in response to one another, the relationship
is not very strong. In terms of p-value, the two variables show 0.271. Considering that
the researcher used two-tailed test therefore the (α) or significant level is 5% the P-
value of two variables is 0.271 which is greater than 5% of the significant level therefore
the null hypothesis will be accepted. This indicates that there is no significant
Conclusion
With emanate from the findings of the study that was conversed on the previous
chapter and sections of the paper, the following are the conclusions that were drawn:
1. Majority of the respondents are female with the frequency 47 equivalent to 53% of
the total respondents. Meanwhile male respondents have a frequency of 42 equivalents

to 47% of the total respondents. Since majority of the respondents were female who
contributed to the level of Personal Growth Initiative (PGI) which resulted to a very high
PGI as well as the level of Self Efficacy which also resulted to a very high level,
researchers concluded that female respondents have significantly contributed to the
measurement of the level of the variables. In terms of educational attainment, majority
of the respondents are college graduate with a total frequency of 45 equivalents to 51%
of the total respondents. Following to the highest number of respondents are college
level with a frequency of 36 equivalents to 40% of the total respondents. Only 8
respondents equivalent to 9% are High school graduate and 0 for High School Level
and Elementary Graduate. The result of the educational attainment may also be
predicted due to the respondent’s profile which is SK chairpersons probably ages
ranging from 18 up to 20s. The sampling technique used for the research was Simple
Random Sampling therefore any current SK Chairperson in Cavite Province has an
equal chance to participate in the study. As stated in the scope and limitation intended
for the study, researchers will not go beyond investigating the significant effect of the
demographic profile (sex and educational attainment) instead it will serve as additional
descriptive information for the research.
2. As for the Level of Personal Growth Initiative (PGI) of the Sangguniang Kabataan
Chairpersons (2018-2022) of Cavite Province, out of 20 items in survey Questionnaire,
it appeared that the item 18 “I am an innovator of my own self” have the highest
weighted mean which garnered a 4.66 weighted mean with a verbal interpretation of
Strongly Agree. Altogether, the total weighted mean for the 20 items survey
questionnaire to measure the Level of Personal Growth Initiative (PGI) of the

Sangguniang Kabataan Chairpersons (2018-2022) of Cavite Province is 4.45 with the
verbal interpretation of Strongly Agree. Having said that, researcher concluded most of
the respondents was able to initiate innovation and changes towards themselves. An
article entitled” Why the Key to Innovation Is Personal Growth” by Geoffrey James
(2015) stated that innovation doesn't occur automatically. It only happens when the
individuals in an organization are growing and changing, taking on new challenges,
learning new skills, entertaining new ideas. Innovation is thus the result of personal
growth. Moreover, the result of the survey shows that the Sangguniang Kabataan
Chairpersons (2018-2022) in Cavite Province have a very high level of Personal Growth
Initiative. This may imply that an individual who is inclined in leading mostly have a very
high level of Personal Growth Initiative. In fact, it is stated in a study entitled “Personal
Growth Initiative of Millenials Woman Leader in Indonesia: A Qualitative Study” by
Dhania, Dhini & Suryanto, Suryanto & Suhariadi, Fendy & Fajrianthi, Fajrianthi. (2021)
that to be an effective in leading others, one must be able to lead himself. Becoming
more aware of yourself is the basis for leading yourself and others. Awareness of
strengths and weaknesses that are owned will facilitate a person to carry out
development programs (Odom, Boyd & Williams,2012).
3.In terms on the Level of the Self-Efficacy of the Sangguniang Kabataan Chairpersons
(2018-2022) of Cavite Province. The item 20 containing the statement “I believe that I
can accomplish any task delegated to me” have the highest weighted mean among the
items which garnered a 4.55 weighted mean with a verbal interpretation of Strongly
Agree. This implies that most of the respondents believe that they can accomplish every
task they assigned to. Altogether, the total weighted mean for the 20 items survey
questionnaire to measure the Level of Self-Efficacy of the Sangguniang Kabataan
Chairpersons (2018-2022) is 4.37 with the verbal interpretation of Strongly Agree. This
means that all 89 respondents are more likely to possess a Very High Level of Self-
Efficacy. With this result, the researchers concluded that an individual who is inclined
in leading mostly have a very high level of Self-efficacy. As a leader, your thoughts,
motivation, perseverance, well-being, vulnerabilities and choices are all affected by
your self-efficacy. Essentially, every part of the leadership experience is affected. An
article entitled “The Role Self-Efficacy, Confidence & Resilience Plays in Leadership”
by Herb Stevenson (2015) stated that Self-efficacy is actually the cornerstone of
leadership. A leader that is technically qualified for the position, but lacks the confidence
generated by self-efficacy, will find it difficult to lead others. An effective leader believes
in their perceived capabilities to organize the psychological capabilities, motivation and
courses of action required to attain effective, sustainable performance across their
unique leadership roles, demands, and contexts (Hannah ,2012)
4. Lastly, for the relationship of the two variables of the study, the researchers
concluded that there is a weak positive correlation between Personal Growth Initiative
(PGI) and Self-efficacy. This indicates that although both variables tend to go up in
response to one another, the relationship is not very strong. In terms of p-value the two
variables show 0.271. Considering that the researcher used two-tailed test therefore
the (α) or significant level is 5%, since the P-value of two variables is 0.271 which is
greater than 5% of the significant level therefore the null hypothesis will be accepted.
This indicates that there is no significant relationship between Personal Growth Initiative
(PGI) and Self-efficacy of the Sangguniang Kabataan Chairpersons (2018-2022) of
Cavite Province. Although most of the recent studies shows the significant relationship
of Personal Growth Initiative and Self-efficacy, there are still some discussions
regarding the connections of this two variables. First consideration is that most recent
studies of this variables applies only on the international foreign context. This is why it
is also suggested to verify the relationship of Personal Growth Initiative (PGI) and Self-
efficacy on different context. Another consideration is that most studies of the
relationship of this variables focusses only to students as their respondents. In addition,
an article written by Elif Merve Çankaya (2017) entitled “An examination of the
relationship between self-efficacy and personal growth initiative in international context
“stated that a notable gap in these studies was the inconsistent strength of the relations
found between self-efficacy and PGI, which ranged from small to large.
The result of the study may also reflect on the locus of control of the respondents.
The concept behind locus of control is fairly simple. Our lives are full of actions and
outcomes. Each of us will ascribe a certain locus of control over these outcomes. The
theory states that we will place the location, or locus, either externally or internally. If
we place the locus of control externally, we are likely to blame the outcome on fate,
luck, or happenstance. If we place the locus of control internally, we are likely to believe
our own actions determine the outcome.
Some of the respondents possibly answered the survey thinking that they do not
have a control on everything resulting to a minimal level of Personal Growth Initiative
(PGI) and Self-efficacy. On the other hand, some have possibly answered the survey
perceiving that they have an ultimate control on their actions, capabilities and certain
circumstances resulting to a great level of Personal Growth Initiative (PGI) and Self-
efficacy.
Recommendations:
In this section of the study, the researcher will provide recommendations that
were drawn base on the conclusion of the study. This recommendation will contribute
and help to various individuals as well as groups that are related to the study.
Government of the Philippines- Since the study was participated by Sangguniang
Kabataan (SK) organization specifically the SK chairpersons, the research may
possibly use as a reference to improve not just the SK organization but other
government organization. Aside from investigating the relationship of the variables, this
research also gives relevance to the importance of Personal Growth Initiative (PGI) and
Self-efficacy in youth leadership. This study may serve as a reference for our
government to consider conducting development training for Personal Growth Initiative
and Self-efficacy.
Sangguniang Kabataan Organization of the Philippine- The study may
encompasses the overall Sangguniang Kabataan (SK) organization. The respondents
of the study are just a representation of the whole organization. Since the study shows
the level of Personal Growth Initiative (PGI) and Self-efficacy, the organization may
establish trainings and development that may enhance the Personal Growth Initiative
(PGI) and Self-efficacy since plays a big role in youth leadership.
Schools/ Institutions- Since the result of the study shows the level of Personal Growth
Initiative as well as Self-efficacy, schools and other institutions may use the study as a
reference to consider programs that can possibly shape an individual’s internal
development. Most of the early times of an individual was spent in schools therefore
through this study, schools may consider to include such programs to improve personal
development such as Personal Growth Initiative (PGI) and Self-efficacy.
Industrial Organization- The study may also put Personal Growth Initiative (PGI) and
Self-efficacy in the spotlight especially the talent management of some organizations
and company. Since both variables are considered a positive psychology, talent
management may give importance to such training and development that can
intrinsically motivate the people they manage. If the people are intrinsically motivated,
they will exhibit the willingness to improve their professional as well as personal lives.
Future Researchers – This study will be a useful reference if they want to pursue a
study similar to the topic. Future researchers might consider to include sub-scale of the
variables, a different profile of respondents, add different variables, and use different
research design such as qualitative research so that they can get the respondents’
physical response or gestures on every questions which might help them to have an
additional idea to what the respondents are going through that cannot observe during
quantitative research. Future researchers may also investigate the significant effect of
sex and educational attainment towards the variables. A different and extensive locale
may also be considered.

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Appendices
Appendix A
Letter of Request to Respondents and Locale

Appendix B
Letter of Request to the Thesis Statistician

Appendix C
Proof of Acceptance from Statistician

Appendix D
Certificate of Data Analysis and Treatment

Appendix E
Letter of Request to the Thesis English Critic

Appendix F
Proof of Acceptance from the English Critic

Appendix G
Certificate of Proofreading
Appendix H
Research Instrument, Cover letters, Research Instrument and it’s manual and
certificate of validation
Appendix I
Curriculum Vitae
Jayven Ace A. Marcelino

09067534871/ jayvenmarcii@gmail.com
Blk 2 Lot 18, Lawan Street, Phase V, Narra Homes, Pag-Asa
1, Imus City, Cavite
OBJECTIVE:
To work in an environment which encourages me to succeed and grow professionally
where I can utilize my skills and knowledge appropriately.
WORKING EXPERIENCE:
 ALR SAQ Documentation Services (September 2022- present)

SAQ Project Supervisor
 Philippine Statistics Authority (August 2020-November 2020)
Team Supervisor (CENSUS)
 Conduent PH (October 2017-February 2018)
Wageworks/Customer Care Representative
 Convergys (March 2016 – August 2016)
Microsoft/ Technical Support Associate
EDUCATIONAL BACKGROUND:
 National College of Science and Technology (2019-2023)

Bachelor of Science Major in Psychology
 Bacoor National High School -Main (2011-2012)
 Maliksi Elementary School (2007-2008)
PERSONAL INFORMATION:
Age: 27
Birthday: August 9,1995
Civil Status: Single
Religion: Roman Catholic
CHARACTER REFERENCE:
Ma. Melvy Catanduanes
Census Area Supervisor
09654402556
Ms. Emie Sierra

PSA Head Supervisor
09057689534
I hereby certify that the above information is factual to my knowledge and experiences.
JAYVEN ACE A. MARCELINO
Christian Karen S. Pague
09976918679/christiankarenpague@gmail.com
Blk. 21 Lot 48 Greenmark Homes 1 Malagasang 2B
Imus, Cavite
Objective:
A hardworking lady looking forward to improve my skills within a motivating and competitive
working experience and thereby contributing the company with proficiency and excellence.
Working Experience:
 Sanford Marketing Corporation (Savemore Lumina) 2017
Cashier
Eductional Background:
 National College of Science and Technology (2019-2023)
Bachelor of Science in Psychology
 Ignacio Villamor High School (2011-2015)
 Francisco Benitez Elementary School III
Personal Information:
Age: 23 yrs. old
Birthday: April 3, 1999
Civil Status: Single
Religion: Catholic
Character Reference:
Raven Venice Señal

Customer Service Representative (Amazon)
09982600998
Francis Mico D. Enriquez

Team Supervisor (Fiber Homes)
09690376823
I hereby certify that the above information is factual to my knowledge and experiences.
CHRISTIAN KAREN S. PAGUE

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NATIONAL COLLEGE OF SCIENCE & TECHNOLOGY

Amafel Bldg. Aguinaldo Hi-way, Dasmariñas, Cavite

A CORRELATIONAL RESEARCH OF PERSONAL GROWTH INITIATIVE (PGI)

AND SELF-EFFICACY OF THE SANGGUNIANG KABATAAN CHAIRPERSONS

(2018-2022) OF CAVITE PROVINCE

A thesis presented to the faculty

Of The EdPsyCom Department

National College of Science and Technology in Dasmariñas City, Cavite

Fulfillment of the Requirements

For the degree of Bachelor of Science in Psychology

Marcelino, Jayven Ace A.

Pague, Christian Karen S.

In the Philippines, Sangguniang Kabataan (SK) organization were created

opportunity for young people to directly participate in local governance. However, it

personal growth development of young people, submitting reports and holding

consultations with their constituent.

Sangguniang Kabataan Chairpersons (2018-2022) of Cavite Province, [3] determine

the level of Self-efficacy of the Sangguniang Kabataan Chairpersons (2018-2022) of

Cavite Province, and [4] determine if there is a significant relationship between

Personal Growth Initiative (PGI) and Self-efficacy of the Sangguniang Kabataan

Chairpersons (2018-2022) of Cavite Province

respondents of the study are the Sangguniang Kabataan Chairperson (2018-1022) of

applying to the total population of Sangguniang Kabataan Chairperson (2018-1022).

In accordance to the findings, the researchers concluded that there is a weak

positive correlation between Personal Growth Initiative (PGI) and self-efficacy.

relationship between Personal Growth Initiative (PGI) and Self-efficacy of the

Sangguniang Kabataan Chairpersons (2018-2022) of Cavite Province.

of blessing throughout our research work to complete the research successfully.

in all the time of research and writing of this thesis.

encouragement which helped us in completion of this paper.

APPROVAL SHEET ................................................................................................

Review of Related Literature and Studies ....................................................

Presentation, Interpretation, and Data Analysis ........................................

Problem 1: What is the demographic profile of the Sangguniang Kabataan

Problem 3: What is the level of the Self-Efficacy of the Sangguniang Kabataan

Problem 4: Is there any significant relationship between Personal Growth

Summary of Findings, Conclusion, and Recommendations .....................

Table 4.1.1: Demographic Profile of the Sangguniang Kabataan Chairperson

Table 4.1.2: Demographic Profile of the Sangguniang Kabataan Chairperson

Table 4.3.1: Level of the Self-Efficacy of the Sangguniang Kabataan Chairpersons

Figure 1. 1 Paradigm of the study: A correlational research of Personal Growth

THE PROBLEM AND ITS BACKGROUND

The field of leadership has been dominated by a focus on adult leaders.

there is a significant gap in the literature concerning the development of leadership

In the Philippines, Sangguniang Kabataan (SK) organization were created

opportunity for young people to directly participate in local governance. It represents

Youth Participation in the Local Government Process, The Sangguniang Kabataan

up with legislation, promoting the personal growth development of young people,

submitting reports and holding consultations with their constituents.

In relation to this, Personal Growth Initiative (PGI) has been recognized as

essential in leadership. To be effective in leading others, one must be able to lead

concept involves cognition, behavior, attitude and motivation (Robitschek, 2009).

process (Le Cunff, 2019).

On the other hand, as a leader our thoughts, motivation, perseverance, well-

self-efficacy is the cornerstone of leadership. A leader that is technically qualified for

Relationship of Personal Growth Initiative (PGI) and Self-efficacy has been

relationship between self-efficacy and personal growth initiative in international context”.

With this, it is important to study the relationship of Personal Growth Initiative