Role Clarity and Psycho-Social Attributes in Recruitment Process of SUCs: Basis for Human Resource Management Improvement

Abstract

This study investigated the role of structural and psycho-social factors in the recruitment and selection processes of State Universities and Colleges (SUCs) in the Philippines as a basis for improving human resource management. Using a mixed-methods approach, the research integrated quantitative and qualitative analyses to evaluate how role clarity and perceived fairness influence employee satisfaction, retention, and organizational trust. The quantitative results revealed that the recruitment process was rated “Very Good” (grand mean = 4.18), reflecting strong procedural alignment and well-defined job roles. However, transparency (4.07) and communication effectiveness (4.10) obtained comparatively lower scores, indicating areas where openness and feedback could be strengthened. Correlation analysis showed no significant relationship between recruitment effectiveness and employee satisfaction or retention, suggesting that structural soundness alone does not guarantee trust or motivation. The qualitative findings further revealed that perceptions of favoritism, lack of feedback, and unequal access to opportunities persist, subtly weakening confidence in the fairness of institutional processes. These results emphasize that the success of recruitment in SUCs depends on balancing role clarity with psycho-social credibility. Strengthening communication, enhancing transparency, and ensuring equitable participation are essential for building trust and sustaining institutional morale. The study concludes that human resource management improvement in SUCs requires integrating procedural integrity with authentic engagement transforming recruitment from a bureaucratic process into a strategic function that embodies fairness, transparency, and good governance in public education.