WORK LIFE BALANCE AND WORK PERFORMANCE AMONG THE

NON-TEACHING PERSONNEL IN THE GOVERNMENT

AGENCY DURING COVID 19

____________________

A Research Proposal

Presented to the Graduate School

University of the Immaculate Conception

Davao City

____________________

In Partial Fulfillment

of the Requirements for the Degree

Master in Business Management

Gladys L. Abellana
Marinil B. Askali
Rex C. Aniscal
Hazel Barcelona
Ivy Mae M. Carballo

November 2021
 CHAPTER 1

INTRODUCTION

Background of the Study

COVID-19 outbreak has implied significant changes in the way service

organizations work, affecting employees' routine, activities and performance (Tortorella,
2020). As some employees have been required to take immediate action to change
their work styles under the direction of their company or organization without much
preparation (Imamura, Kataoka, 2021). Some employees have been required to take
immediate action to change their work styles under the direction of their company or
organization without preparation. Others must continue their usual work. Moreover, with
COVID-19, many people report greater fear, worry, and psychological stress.
Employees’ work performance could also suffer as a result (Sasaki, et.al., 2021). It
would be meaningful to know if the workplace measures taken by employers could
reduce employees' fear and worry about COVID-19 and maintain acceptable work
performance (Tsuno, et.al, 2020). Employees need to know what constitutes an
acceptable level of work performance. This is not so easy when we look at the variety of
messages that they may receive from their employers about the work performance
required amidst the COVID-19 pandemic (Strebler, 2013). Owan (2012) identified poor
motivation, non-involvement in decision making, poor leadership styles, poor working
environment, uneven distribution of tasks, and poor staff welfare as some variables that
may impede on the work performance of an employee. Many employees have been
observed to be ineffective in their work performance as manifested in their poor record
keeping attitudes, tardiness, lack of self-discipline, nonchalant attitude towards the
given work, and several other unacceptable behaviors which cannot contribute to the
goals of a company (Agunwa, 2019).

Despite the mentioned issues above, knowing the level of the non-teaching
personnel, the organizational satisfaction and performance is an important component
of success in maintaining excellence in providing quality services (Mendoza, et al 2014).
DepEd Philippines (2015) mandated that every end of the school year a Results-based
Performance Management System (RPMS) which is an Individual Performance
Commitment and Review Form (IPCR) is a must to the non-teaching personnel of the
Department of Education for them to be rated with their performance within the year
wherein their indicated objectives are actually duties and responsibilities they do which
provided a big contribution to the direction of the organization even if they work from
home. Nowadays, many organizations have recognized the importance of developing a
culture that supports employees’ attempts to balance their work and family
responsibilities. Organizations strive to adopt work-life balance practices such as
flexitime, teleworking to improve the employee performance (Aslam, 2015). On the
other hand, employee performance in an organization is very important as it is a key
determinant in achieving organizational goals and objectives. For this reason,
organizations explore various ways of motivating their workforce (Hyde et al. 2013).

There is a higher relationship between work life balance and employees‘ work
performance (Tharsiny and Umma, 2015) . Moreover, Kaushik and Guleria (2020) also
revealed that there is a powerful relationship between both. Work-Life balance and
employee performance are equally proportional to each other. Tiroina et. al (2021) study
shows that work-life balance plays a role in this employee performance model as a
partial mediator. In recent days, organizations continually focus on implementing the
several high performance employee practices and strategies to improve the employee
job performance such as training, performance appraisal, compensation, career
development and team work. Among human resource practices, improving work-life
balance is considered as the one of the major high performance practices which highly
contribute to enhanced employee performance (Hyde et al., 2013). As noted above,
work-life balance plays a pivotal role in determining the job performance of employees.
In this context, many researchers have found that work life balance has a positive
relationship to work performance (Navarro, 2012).

Most of the studies conducted on work life balance were focused mainly on the
factors affecting employees' work performance in an organization. The thorough review
of literature reveals the few researchers about the work performance of employees in
the government agency during Covid-19. While there are plenty of articles and research
about the employees work life balance and work performance, there is only little
research on the relationship between work life balance and work performance of
employees during COVID-19 especially those who are working in the government
agency situated within the researchers` locality. Considering the above evidence, the
researcher of this study would like to conduct research to fulfil the empirical knowledge
gaps in connection with the relationship between work-life balance and work
performance among the non-teaching personnel in the government agency during
COVID -19.

The researchers intended to present the results of this study through a virtual
conference to the non-teaching staff of DepEd Panabo. Moreover, it will be
disseminated to the Inter-school forum that will be attended by the non-teaching staff
and publishing it through local and international journals as well. Results of this study
may also be disseminated in the DepEd meetings and causes wherein they could draw
possible guidelines for enhancing the work life balance and work performance among
non-teaching personnel in the midst of the pandemic COVID-19. Lastly, a copy of this
study will be provided to the library of UIC Graduate School.

Statement of the Problem

The purpose of this study is to investigate the Impact of the Work Life Balance
and Work Performance among the Non-Teaching Personnel in the Government during
COVID-19. Specifically, in DepEd - Panabo City, Davao del Norte. The researchers
intend to answer the following questions:

1. What is the status of Work Life Balance of the Non-teaching personnel in DepEd,
Panabo City in terms of:

2.1 Flexible Working Hours

2.2 Employee Assistance Program

2.3 Leave Policy

 2. What is the level of Work Performance of the non-teaching personnel in
government agency ?

3. Is there a significant relationship between work life balance and work

performance among the non-teaching personnel in government agency?

4. Which among the indicators of work life balance significantly influence work
performance?

Literature Review

This chapter will dwell on relevant literature about the work life balance and

work performance of the employees gathered by the researchers from various

sources such as online articles, published research, and journals. A variety of

concepts in relation to the variables and their indicators will be discussed.

Work Life Balance

The basis of work-life balance departs from personal and work life conflicts
experienced by employees. Work-life balance is said to be the balance of the time
someone spends working compared to the time spent on one's personal life (Abioro et
al., 2018). Additionally, Work-life balance is also how to create a healthy and supportive
work environment, which allows employees to have a balance between work and
personal responsibility and thereby improve employee performance (Dhas, 2015). In
addition, work-life balance is supported by two concepts, namely achievement, and
happiness. Someone must have both of these two concepts. This is the reason why
those who are considered successful do not feel as happy or unhappy as they should
be (Bataineh, 2019).

The dimensions of the work-life balance itself include the individual himself who
is the most important factor in the work-life balance. A person's success is not only how
much money he has, but also ensures you have a good family life. Thus, poorly
managed schedules, domestic life conflicts due to lack of time to gather and
communicate can cause depression and poor performance in the company (Meenakshi
et al., 2013). In addition, family factors where marital, child and parent relationships
affect work-life balance. Likewise, in social life, individuals also have responsibilities
towards the surrounding community groups (Delecta, 2011). The most effective work-
life balance policy is implemented after a dialogue between the company and
employees (Oa et al., 2018).

Work-life balance strategies can be adopted through flexible working time even
without attendance, but employee performance targets must be met and ultimately
employee satisfaction will be created (Costa, 2013). In the same way, conducting
teleconferences and telecommuting where employees can still work from home without
burdening household life and can save energy, time and money (Oa et al., 2018). The
form of informal support is in the form of support and permission from family members,
colleagues, and supervisors to reduce employee workload and or stress that is not part
of the company's written regulations (DarkoAsumadu et al., 2018). This, of course, is
expected to improve the performance of these employees.

Flexible Working Hours. Janza (2020) stated that flexible working hours,
sometimes also called flextime, is a working schedule which allows employees to
choose when to start and end their workday, and/or how long to take their break for,
within agreed limits set by management. And according to Kamau et al. (2013)
flexibility working hours enhanced employee motivation and commitment to the
organization. Leave from work created a change of environment and a break from the
daily working environment. This has a lot of impact on employees’ psychological well-
being, eliminating fatigue, and work related stress which translated to better employee
performance after the leave. While many employers believed that flexible working hours
was a benefit only to young employees' desire. But, several recent studies have found,
workers of all types desire more flexible working arrangements. Marvin (2019) stated
the positive impact of flexible work hours, such as less stress, increased job
satisfaction, better health and money savings.

Employee Assistance Program. Employee assistance programs help

employees deal with their problems that impact their job (Rabha, 2021). It is a
counseling and consulting program where employees put forward the problems they are
facing. The corporate world is evolving and changing at an incredible pace. It is
modernizing so that employees are finding it hard to cope with the pressure that has
drained them in the long run. To help employees with all the pressure, organizations
can install employee assistance programs. Such programs have helped organizations to
reduce turnover rates and increase productivity as a whole.

Leave Policy. Leave is the amount of hours or days employees of an

organization are permitted to be away from their employment position within a period of
time without consequences. This time off is paid by the organization and employees are
allowed to request the time for any reason they wish to be off work. Additionally, Gatimu
and Kagiri (2017) stressed that every organization should ensure that they adopt and
implement leave policies so as to ensure employees are given time to break
from their job responsibilities. Employees should be given the opportunity to
schedule when they would like to take their leave on a convenience basis. All the
leaves should be given without any discrimination and as per the employment Act.

As cited in the Civil Service Commission Memorandum Circular No. 41, Series
of 1988, omnibus rules of leave, in general, appointive officials and employees of the
government whether permanent or temporary, or casual, who render work during the
prescribed office hours, shall be entitled to 15 days vacation and 15 days sick leave
annually with full pay exclusive of saturdays, sundays and public holidays, without
limitation as to the number of days of vacation and sick leave that they may accumulate.

President Rodrigo Duterte signed into law in 2019 Republic Act No. 11210, or the
“105-Day Expanded Maternity Leave Law,” which extends paid maternity leave from 60
days to 105 days.This law covers female workers in the public and private sectors,
including those in the informal economy, and entitles them to 105 days of maternity
leave paid at 100 percent of their average daily salary credit. The law also provides for
an additional 15 days of paid leave if the female worker qualifies as a solo parent under
the Solo Parent Welfare Act of 2000, with an option to extend for an additional 30 days
without pay. The law increases the daily maternity leave benefit from the initial 60 days
for normal delivery, or 72 days for cesarean delivery, to 105 days, regardless of the type
of delivery. In case of a miscarriage or an emergency termination of pregnancy, the
entitlement is 60 days of paid maternity leave. The law further expands maternity leave
to every instance of pregnancy, miscarriage, or emergency termination, regardless of
frequency, from the previous limit of the first four deliveries or miscarriages. Moreover, a
female worker entitled to maternity leave may, at her option, allocate up to seven days
of the paid leave to the child’s father, in addition to the benefits granted to him under the
Republic Act 8187 also known as Paternity Leave Act of 1996 (if applicable), whether or
not he is married to the female worker. In case of death, absence, or incapacity of the
father, the benefit may be allocated to an alternate caregiver, who may be a relative
within the fourth civil degree of consanguinity or the current partner of the female worker
sharing the same household.

Employee Performance

Employee performance is the result of a person's work in carrying out the tasks
assigned to him and how much the employee contributes to the organization (Rizal,et
al. 2014), (Wolor, et al. 2019) & (Abdullah, et al. 2012). How a person is expected to
function and behave by the tasks assigned to him is geared towards employee
performance (Sutrisno, 20019). This is because for an organization to remain at the top
of competitors, it should improve the performance of the workforce and monitor it; failure
to which, an organization becomes liable to face several challenges which hinder
organizational performance (Obiagel, et.al 2015). Finally, with the inclusion of the
millennial generation in the industrial world, it is important to know who the millennial
generation is. Characteristics and nature of the millennial generation that is very
intelligent with technology (Solaja & Ogunola, 2016), multitasking, wants freedom and
flexibility in working time and tends to be open to communicating with leaders
(Putriastuti & Stasi, 2019), (Moorthy, 2014). Millennials have a negative aspect that is
not loyal to the company. They are willing to leave their jobs and look for better career
opportunities for the millennial generation, which means a lack of commitment to the
organization (Moorthy, 2014). Conversely, the millennial generation has positive
aspects as well where they are very optimistic, have confidence and do not hesitate to
give the best performance (Wolor, Pratama, et al., 2020) and maximum to get
promotions and awards from the company (Moorthy, 2014). Millennials are thirsty for
the challenge of achieving what they want (Putriastuti & Stasi, 2019); (Anderson et al.,
2016).

With the help of the literature reviews, the researchers identified that there are
three factors affecting the work life balance of an employee which includes : Flexible
working hours, employee assistance program and company leave policy. The related
literature stated has been a road map to the researchers in contextualizing this study.

Theoretical Framework

This study is anchored on the Mayo’s Motivation theory, containing the Hawthorn
effect. A theory of motivation in the workplace. A motivation theory can be helpful in
giving the researcher a research-based tool. Before Elton Mayo, the prevalent
motivational theory for workplace productivity was that of Frederick Taylor’s Scientific
Management. This theory proposed that employees were motivated primarily by pay.
Workers were generally thought of as lazy and treated as just another piece of
equipment. Additionally, Mayo’s motivation theory highlights the importance of
managers taking more interest in their employees. Mayo believed that both social
relationships and job content affect job performance (McCarthy, 2018).
 In the same way, Hawthorn recognized that the worker isn’t a machine and that
how they are treated and their environment is important. Hawthorn also recognized that
work is a group activity and their environment is important. Employees have a need for
comradery and recognition. In the same way employees also need a sense of
belongingness in an organization (Saha, 2018). The management of an organization
needs to understand that developing and implementing policies under work-life balance
is a necessity in today’s scenario in order to increase productivity, enhance education
standards as well as talent retention (Gokhroo, 2019). An employee is also a human
resource, which is basically a competitive advantage for any organization, as they are
required to fulfil their objectives, mission and vision (Chenoweth, 2014). Apart from
being an employee, an individual is also the life of a family, completing various roles on
a day-to-day basis, carrying out husbandly/wifely duties and possessing interests and
hobbies outside work (Acas, 2015; Kaur, 2013). Coser (1974) had said that, “Work–life
balance is the maintenance of a balance between responsibilities at work and at home.
Work and family have increasingly become antagonist spheres, equally greedy of
energy and time and responsible for work–family conflict”.

A proposition of this theory Tapomoy Deb (2016), in which quality of work life as
proposed by a solution to address the work-life imbalance issues, follow the objectives -
to attract and retain talent, to prevent stress and burnout, to increase quality and work
performance and to balance personal/family and work-related demands on an individual
employee for maintaining optimum levels of personal effectiveness. It is further
proposed that if the quality of life could be improved further, it shall benefit and uplift the
employees, the organization and the society collectively. Even so, employers now are
offering various work-life balance opportunities to help their employees. With building
pressures from organizations, it becomes difficult for a woman to maintain work life
balance and they end up living the lives of a workaholic (Yanchus, et. al, 2016)

However, Mayo’s experiment has been evaluated differently by different

researchers. Many people with conflicting points of view say that the increase in
productivity level was because of the fact that the employees knew they were being
observed and that they had to perform better (Hrkathata, 2018). At some point any
conflict in work-life balance affects an individual’s health significantly, as it leads to
stress and poor mental as well as physical health, which further leads to low morale,
emotional exhaustion, less physical activity, higher levels of stress, sadness, fatigue,
depression and eventually leading towards drug and alcohol abuse (Delecta, 2011). It is
argued by Cooper (2014), that high psychological well-being leads to positive outcomes
in an individual such as commitment, high morale and better health which further leads
to an improved organizational performance and productivity. Nonetheless, despite all
criticism, what the Hawthorne effect establishes is that employees, be it in the 1920s or
a hundred years later, want to be heard and valued. That is what increases their
motivation level, and the final outcome is enhanced productivity.

With that, Mayo Hawthorn’s theory is applicable to the variables of this study that
aims to know the effect of work life balance on the work performance of an employee.

Conceptual Framework

Presented below is the conceptual framework of the study. The independent

variable of this study is the Work-life Balance and the dependent variable is the
Employee Work Performance. The work-life balance is referring to the level of individual
satisfaction when they achieve harmony between all life areas (Osorio, et.al, 2014).
Moreover, work-life balance is the starting point for both individuals who need to
manage their resources and companies, because of the need to implement programs
enabling balance and therefore satisfying the demands from their employees (Devi,
2013). On the other hand, Work performance relates to the act of doing a job.It is a
means to reach the goal or set of goals within a job, role, or organization.Hence, work
performance is strictly a behavior and a separate entity form the outcomes of a
particular job which relates to success and productivity (Jacobs et. al, 2013).

In this study, the independent variable is the work life balance which contains
three indicators. First, flexible working hours is any schedule other than that which is
standard to the work setting. These flexible working hours may be modified to include
situations where the worker is working, but is not present at the worksite. Second, an
employee assistance program is a work-based intervention program designed to assist
employees in resolving personal problems that may be adversely affecting the
employee's performance. Lastly, leave policy is a document that lays down the rules
and regulations related to various types of leaves that an employee can avail of.

The dependent variable is the work performance defined as the overall expected
value from employees' behaviors carried out over the course of a set period of time.
Additionally, it is a relevant outcome of the measure of studies in the occupational
setting.

The researchers will attempt to explore the relationship between Work-Life

balance and Work Performance of non-teaching personnel in the Department of
Education, Panabo City.

Work Life Balance

Flexible Working Hours
Employee Performance
Employee Assistance Program
Leave Policy
 Figure 1: The Conceptual Framework of the Study

CHAPTER TWO

METHODOLOGY

This chapter presents how the research will be implemented. It contains the
research design, the research locale, the respondents, the research instrument, the
data collection, the statistical tools, and the ethical consideration.

Research Design

This study will utilize a descriptive-correlational research design. Descriptive

research aims to accurately and systematically describe a population, situation or
phenomenon (Shona McCombes, 2020). On the other hand, correlational research
design investigates relationships between variables without the researcher controlling or
manipulating any of them (Pritha Bhandari, 2021). Descriptive research design will be
used to describe status of work life balance and work performance of the non teaching
personnel in the Government on work from home arrangement during covid 19. While
correlational research design will be used to determine the relationship between Work
Life Balance and Employee performance of the non teaching personnel in government
employees on during covid 19.
Research Locale

This study will be conducted in the offices of the Department of Education,

Panabo City. Being one of the prime national government agencies, the Department of
Education in Panabo City comprises 167 plantilla employees, of which 99 are male and
68 are female, and are from various demographics and backgrounds, having different
workloads. The Department of Education Division of Panabo City will be a suitable
locale for the study considering the agency's work environment as a national
government institution and its diverse workforce.
 Figure 2. Map of the Philippines and Panabo City

Research Respondents

The target population of this study is 100 non-teaching personnel from the
Department of Education Division of Panabo. These respondents should have at least
one year in service in the institution who are regular employees in either supervisory,
managerial or rank-and-file positions. Purposive-quota sampling will be used by the
researchers in the selection of 100 respondents of which 15 respondents per section in
the DepEd Division will be assigned for quota sampling.

Research Instrument

This study will utilize the adapted survey questionnaire from the Work-Life
Balance and Work Performance of the Commercial Bank of Ethiopia female top and
middle level administrative staffs, published by Tihut Zekarias of the St. Mary’s
University, School of Graduate Studies, Addis Ababa - Ethiopia last June 2016. The first
part of the survey questionnaire, which is the Work-Life balance with a cronbach alpha
result of 0.950, consists of three indicators, namely, Flexible Hours, Employees
Assistance Program and Leave Policy, and has five to six items per indicator. And the
second part of the survey questionnaire is to measure the level of work performance of
employees with a cronbach alpha result of 0.830 and has ten items. Furthermore, the
survey questionnaire was subjected to a reliability and validity test.

The researchers will use the 5 Likert Scale matrix for the range means is as
follow:

Work- Life Balance

Mean Range Description Interpretation

4.20 – 5.00 Very High The employee work-life is always manifested

3.40 – 4.19 High The employee work-life is manifested

2.60 – 3.39 Moderate The employee work – life is fairly manifested

1.80 – 2.59 Low The employee work-life is rarely manifested

1.00 – 1.79 Very Low The employee work-life balance not manifested

Work Performance of Employee

Mean Range Description Interpretation

4.20 – 5.00 Very High The work performance of employee is

very favorable

3.40 – 4.19 High The work performance of employee is

favorable

2.60 – 3.39 Moderate The work performance of employee is

fairly favorable

1.80 – 2.59 Low The work performance of employee is

less favorable

1.00 – 1.79 Very Low The work performance of employee is

not favorable
Data Collection

In gathering the information needed for the study, the researchers will follow the
proper procedures to collect data from the respondents. In addition, the data collection
will start after securing approval to conduct the survey from the Dean of the Graduate
School of the University of Immaculate Conception. After the permission will be granted,
submit to REC of the institution for the conformity of ethical consideration of the study.
Afterwards, the researchers will create the google form survey in which the consent
form is embedded and send it via messenger account and email to the respondents
since this is the most suitable means to gather data amid the Covid-19 Pandemic. The
respondents will be assured of the confidentiality of their responses and will be
instructed that the completed questionnaires will be collected directly through email and
there will be no other person seeing the completed questionnaires. Structured
questionnaires will be sent through email based on the location of the sample
respondents with a short note requesting for answering all the questions and returning
the questionnaire on the set time. The respondents will answer the questionnaires for
about 5 to 10 minutes.

Statistical Tool

The data to be collected will be analyzed using the following statistical tools:
Mean Score will be used in establishing the level of Work Performance of the non-
teaching personnel in government agency. Standard Deviation will be used in
measuring the dispersion of a data set relative to the resulting mean relationship of
work-life balance on performance among the non-teaching personnel working in the
government. Pearson r will be used in determining the relationship of work-life balance
on work performance among the non-teaching personnel working in the government.
Regression will be used in determining which indicators of work-life balance
significantly influence work performance among the non-teaching personnel working in
the government.
Ethical Consideration

In the conduct of this study, certain ethical considerations will be observed.

Further, the study has complied with the standards of the University of Immaculate
Conception Research Ethics Committee (UIC-REC) for the ethical aspects of the
investigation as regards the ten 10 dimension of research ethics that include social
value, informed consent, vulnerability issues, risk-benefit ratio, privacy and
confidentiality of information, justice, transparency, qualification of the reseav
rcher, adequacy of facilities and community involvement.

Social Value: In general, this study will be useful to every non-teaching

personnel particularly those located in Panabo City. This research will help the
institution in determining the factors that will affect the work performance of their
personnel

Informed Consent: The researchers secured an informed consent through a

letter from the DepEd Panabo City Division to ensure that their participation is voluntary.
In order to do this, the researchers gathered the names and emails of the research
respondents. Once the needed contact information was already available, the
researchers sent a thorough explanation to the respondents’ email address stating the
nature of the research conducted, respondent’s participation and rights, and the
implication of their participation, since it is the most appropriate method amidst the
pandemic. The researchers made sure that before conducting the survey, the said
explanation is already received and acknowledged by the participants. This was done to
ensure that it is well understood and the participation of the respondents is voluntary.

Vulnerability of the Research Participants: The participants were non-

teaching personnel who may have sufficient knowledge and vital experiences regarding
the study. The researchers ensured that during the conduct of the study, the
respondents were not vulnerable since they impart relevant information. The selected
respondents were not vulnerable to any risks because they were secured with an
informed consent, their participation was strictly voluntary, they were approached with
utmost respect, their concerns were immediately addressed, their personal information
were not obtained, and they were given the complete freedom to withdraw their
participation from the survey in the event of any inconvenience. Throughout the conduct
of the study, assistance and advice were extended to these respondents online.

Risk-Benefit and Safety: The possible risk, burden, and benefits undergone
careful assessment and consideration prior to the conduct of the study. Any risk was
avoided by ensuring that the survey questionnaire does not contain any degrading,
discriminating or foul language; careful data collection to avoid gathering irrelevant data;
and extra precaution to preserve respondents’ well-being. The researchers also made
sure that they approached the research respondents with utmost politeness to ensure
that any psychological risks will be avoided. The data generated out of the survey would
compensate for the possible risk and burdens more so that it could be used by many
people, organizations, and institutions especially those who are part of the business
industry.

Privacy and Confidentiality of Information: The researchers strictly adhered to

the principles of privacy and confidentiality of the information governed by the Data
Privacy Act of 2012 of the Philippines (Republic Act 10173). The uses of the data or
information disclosed by the research respondents are judiciously done with written
consent in accordance to law to protect both the participants and the researchers.
Unless otherwise required by the law, such information is held strictly confidential, and
would be stored within the period prescribed by the law. As a measure of avoidance,
names and other leading to or identifiable personal information were not asked so as
not to develop fear in them for their free and voluntary participation. However, that
common information that would not pose any risk was treated accordingly. The
researchers likewise assured of the due respect to the commitment.

Justice: The researchers made sure that every respondent was treated
justifiably and equally. All the respondents were given enough time to answer the
survey questionnaire with no pressure at all. Aside from protecting the information
collected from the respondents, such data was not used against them as well. Even in
the selection of research respondents, the researchers guaranteed that they were fair,
non-discriminatory, and unbiased in doing so. These identified respondents were
provided with due care and respect. Additionally, the implications were thoroughly
explained to ensure that it is well understood by every research respondent prior to the
initiation of the survey. Further, it was clarified that the study is sanctioned by the
Research Committee for their personal assurance. As a source of the information,
respondents are the priority of the result of the study.

Transparency: Throughout the conduct of the survey, the researchers made

certain that they were open and transparent to the questions, concerns, and
clarifications that the respondents brought up. They substantially provided any
information that the respondents sought to help them clear out any confusion or
uncertainty that arose. In the end, the result of the study conducted will be made
available for them with transparent information.

Qualification of the Researchers: The researchers were responsible and

accountable for every process in the conduct of the study. To help them establish
credibility, they were guided by their research adviser who is an expert in the field of
research and has the capacity to adequately provide valuable insights in the study.
Through the academic preparations conducted by the university, the researchers were
equipped with enough knowledge and competence to conduct the study at hand. Both
the researchers and their research adviser worked hand-in-hand to ensure that the
research paper adheres to the needed quality and standards of the academe.

Adequacy of Facilities: The resources used in the conduct of this study, such
as laptops, internet, and smartphones, were all owned by the respective researchers.
They also utilized online and social media apps such as Messenger, Google Forms, and
Gmail in carrying out specific tasks in their research. Furthermore, most of the articles,
journals, and academic papers that were used as a reference for the study were all
acquired through online means such as Google and Google Scholar.

Community Involvement: This study involved non-teaching personnel of DepEd

Panabo City Division. This study was conducted through online means since physical
gatherings are still not allowed due to the pandemic. Due to the probability of diversity,
the researchers exercised extra caution to avoid any misinterpretation and conflict with
the respondents in particular. Finally, the researchers made sure that they religiously
adhered to these ethical principles throughout the study.

REFERENCES

Diamantidis et, al., (2019), International Journal of Productivity and Performance

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Department of Education (2015). Guidelines on the establishment and implementation

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guidelines-on-the-establishment-and-implementation-of-the-results-based-
performance-management-system-rpms-in-the-department-of-education/

Department of Education (2015). Guidelines on the establishment and implementation

of the Result-based Performance Management System (RPMS) in the
Department of Education.https://www.deped.gov.ph/2015/02/06/do-2-s-2015-
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 APPENDIX A

Work Life Balance and Work Performance among Non-Teaching

Personnel in the Government during COVID-19

Name (optional) _______________________

Institution(optional): ________________________ :

Part I. - WORK LIFE BALANCE

Instruction: Please answer the items below related to work life balance on the scaling
below.

5 Strongly Agree 4 Agree 3 Neutral 2 Disagree 1 Strongly Disagree

Work-Life-Balance 5 4 3 2 1
2.1 At some point, because the job demands it, over time work is usually
done
2.2 There isn't much time to socialize or relax together with my partner /
family in a week.
2.3 Working at home in most of the evenings.
2.4 Relaxing and forgetting about work issues is hard to do.
2.5 Worrying about the effect of work stress on my health.
2.6 Relationship with partner/family is suffering because of the pressure
or long hours of my work.
2.7 Finding time for hobbies, leisure activities or to maintain friendships
and extended family relationships is difficult.
2.8 There is no control over the situation to reduce working hours and
stress levels,

Flexible Working Hours

3.1 Flexible hours allow to balance working and personal life.
3.2 Flexible working hours allow to balance personal commitments.
3.3 Attendance and punctuality has improved as a result of utilizing flexible
working hours.
3.4 Flexible working hours motivate and give a sense of satisfaction and
well-being.
3.5 Flexible hours allows me to balance working and personal life.

Employee Assistance Program

3.6 There is non-financial and financial support in the working environment.
3.7 There are health programs like stress management conducted in our
organization.
3.8 Financial support makes staff to be more committed and motivated at
work as well as to fulfil personal commitments.
3.9 Counseling has enabled staff to carry out assignments with expected
degree of independence and efficiency.
3.10 Organizational support (financial and non-financial) helps to balance
work and personal life commitments.
3.11 Health programs kept employees contributing at work as well as at
home
Leave Policy
3.12 Felt motivated after the leave.
3.13 Leave improves employee attendance rate.
3.14 Leave helps to handle personal commitments.
3.15 Leave has good effects on employees’ emotional health and ability to
perform their job.
3.16 Leave helps to balance working and personal life responsibilities
effectively.

Part II. - WORK PERFORMANCE

Instruction: Please answer the items below related to work life balance on the scaling
below.

5 Strongly Agree 4 Agree 3 Neutral 2 Disagree 1 Strongly Disagree

WORK PERFORMANCE 5 4 3 2 1
4.1 Arrive at work on time.
4.2 Usually meet the deadlines at work
4.3 Make sure to be present at all times
4.4 Use time effectively
4.5 Usually work independently.
4.6 Achieved target as always.
4.7 Don't usually receive warnings or get reprimanded at work.
4.8 Supervisor is generally satisfied with the work.
4.9 More efficient and effective on the work if there is a good organizational policy
that supports work life balance, I will be
4.10 Having a good work-life balance will be more effective and efficient at the
given work

Thank you.
.