EXAMINING THE LEVEL OF PERSONAL INTEGRITY OF EMPLOYEES APPROACHING RETIREMENT AND THEIR RETIREMENT BENEFITS IN ZAMBOANGA CITY BASED COMPANIES

This study employed both qualitative and quantitative methods to examine the similaritiesand differences in retirement program benefits and levels of personal integrity among 70employees from various organizations, including private, public, product-oriented, andservice-oriented sectors. Data were collected using a researcher-made questionnaire onretirement programs and personal integrity, which measured constructs such as selfacceptance,emotional intimacy, contribution, and responsibility. To analyze statisticaldifferences and relationships among groups, an independent t-test was used. Resultsindicated that employees in private organizations were less likely to receive retirementbenefits such as monetary, health, and loan-related support, while those in publicorganizations commonly received lump-sum and pension benefits but not 13th monthpay, or separation pay. In terms of personal integrity, both public and private sectoremployees showed average levels overall, with no significant differences in emotionalintimacy, contribution, and responsibility; however, a significant difference was found inthe construct of self-acceptance, suggesting that organizational context may influencecertain aspects of personal integrity.