Organizational Commitment, Job Satisfaction, and Performance of Non-teaching Personnel in the Division of Tacurong City and Sultan Kudarat Amidst MATATAG Curriculum Implementation

Aim: This study determined the organizational commitment, job satisfaction, and job performance of non-teaching personnel amidst the MATATAG Curriculum implementation in the Division of Tacurong City and Sultan Kudarat. Methodology:The study utilized a quantitative non-experimental research design, employing the correlational method of research to determine the relationship among variables.This study was conducted in the division of Tacurong City and Sultan Kudarat with 224 respondents.Total population sampling was used to and with the inclusion criteria that they must be working as non-teaching personnel in these divisions, regardeless of employment. Results:The non-teaching personnel in DepEd Tacurong Division and Sultan Kudarat demonstrate a statistically significant relationship between organizational commitment and job performance during MATATAG Curriculum implementation, as evidenced by a moderate positive correlation (r=.406, p<.001).There is a statistically significant relationship between job satisfaction and performance during MATATAG Curriculum implementation, evidenced by a moderate positive correlation (r=.436, p<.001).The chi-square analysis showed that employment status ( = 564.67,df = 3, p = .000),age ( = 67.99,df = 32, p = .000),sex ( = 330.01,df = 1, p = .000),highest educational attainment ( = 404.17,df = 3, p = .000),and length of service ( = 201.71,df = 31, p = .000)significantly influenced job performance. Conclusion:There is a statistically significant relationship between organizational commitment and job performance during MATATAG Curriculum implementation, as evidenced by a moderate positive correlation.A statistically significant relationship between job satisfaction and performance during MATATAG Curriculum implementation, evidenced by a moderate positive correlation.The chi-square analysis showed that employment status, age, sex, highest educational attainment, and length of service significantly influenced job performance..