2026 IJRSE – Volume 15 Issue 12
Available Online: 11 May 2026
Author/s:
Manangkil, Hamill Ray J.
Nueva Vizcaya State University, Philippines
Castriciones, Serapio O.*
Nueva Vizcaya State University, Philippines
Agustin, Arnel A.
Nueva Vizcaya State University, Philippines (draaagustin777@yahoo.com)
Abstract:
This study examined the organization development (OD) practices and human resource management (HRM) systems of Nueva Vizcaya Electric Cooperative and their relationship with organizational integrity. Specifically, it assessed the extent of implementation of OD practices across the dimensions of personnel, structure, strategy, change management, technology, empowerment, work ethics, goal setting, products and services, and quality of work life; evaluated HRM practices in terms of staffing, performance appraisal, career development, incentives and rewards, human resource development, compensation and benefits, and employee-management relations; and determined their correlation with organizational integrity, particularly in ethical leadership, transparency and accountability, compliance with laws and regulations, and community engagement. Employing a descriptive-correlational research design, data were collected from regular and permanent employees selected through multi-stage sampling using stratified and simple random sampling techniques. A validated and reliable survey instrument was utilized, and data were analyzed using weighted mean and Pearson product-moment correlation at a 0.05 level of significance. Findings revealed that NUVELCO’s OD practices (M = 4.49), HRM practices (M = 4.42), and organizational integrity (M = 3.60) were all rated Very Good, indicating strong organizational systems and generally favorable ethical standards. Correlation analysis further showed significant positive relationships between OD practices and organizational integrity (r = 0.628), HRM practices and organizational integrity (r = 0.712), and OD practices and HRM (r = 0.694), suggesting that strengthened organizational systems contribute substantially to ethical behavior, transparency, accountability, and organizational credibility. Based on these findings, a holistic OD intervention framework was developed to strategically align OD and HRM practices toward reinforcing organizational integrity, improving workforce engagement, and sustaining long-term organizational effectiveness.
Keywords: human resource management, organization development practices, organizational integrity
DOI: https://doi.org/10.5861/ijrse.2026.26196
Cite this article:
Manangkil, H. R. J., Castriciones, S. O., & Agustin, A. A. (2026). Decision making practices as determinants of employees’ emotional intelligence and organizational commitment: The case of the Nueva Vizcaya Electric Cooperative (NUVELCO). International Journal of Research Studies in Education, 15(12), 1-16. https://doi.org/10.5861/ijrse.2026.26196
* Corresponding Author