Attribution Study of Puna and Pakialam in Workplace Conflict

Renalyn J. Valdez

Abstract


The study examined the concept of puna (criticism) and pakialam (concern) in workplace conflict. This paper examined an organisation that underwent changes in leadership brought about by dissatisfaction among members.  It tried to understand and interpret the messages and behaviour of members in relation to the organisation’s culture (sense of morality and proper conduct), as well as the organisation’s power structure. The study used the Attribution Theory of Heider (1958), Kelly (1967), and Weiner (1985), as well as the Filipino Communicative Behavior of Lacson (2005). The study used Direct Participatory Observation and Textual Analysis as tools for qualitative research. Important events relevant to the study were recorded in a journal covering the period in which the crisis was at its peak. Facebook posts of the union faculty president, officers, and active members, all belonging to the same college undergoing conflict, were examined. Selective coding and thematic analysis were conducted. Puna and pakialam are valuable means of achieving positive change in an organisation. They become practical tools of influence and control when grounded on collective motivation, delivered by people with a high sense of ability, and seen as belonging to a credible circle. Puna and pakialam are highly operational in a workplace conflict. Interestingly, there are varying degrees and types of being critical, and there is a dichotomy of attributions of this concept.

 

Keywords: Puna at pakialam, workplace conflict, attribution, Filipino communicative behaviour, Facebook.


https://doi.org/10.17576/JKMJC-2025-4102-19


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