Effects of the Alternative Work Arrangement Under the New Normal on the Performance of DEPED Non-Teaching Personnel

Date of Award

2025

Document Type

Thesis

Degree Name

Master of Management (MM)

First Advisor

Dinah Pura T. Depositario

Abstract

The imposition of strict quarantine restrictions caused by the COVID-19 pandemic have resulted in the implementation of alternative work arrangement in the form of a combination of work from home and traditional face-to-face work. The study seeks to address the effect of alternative work arrangement on employees’ work performance and job satisfaction. The study also identifies the moderating effect of sociodemographic factors on the relationship between job satisfaction and work performance. A total of 82 non-teaching personnel of DepEd Calamba, who are having the 3-day onsite work and 2-day work from home weekly work schedule, serve as respondents in the study. Work performance is measured through the individual performance ratings of employees (before and during the pandemic) and the 17-item survey questionnaire on work performance. Job satisfaction is measured through the 48-item survey questionnaire, which consists of the following: policies, supervision, salary, interpersonal relationships, working conditions, work itself, achievement, recognition, responsibility, and advancement. The sociodemographic factors of sex, age, level of education, number of years working, and work position act as moderating variables of the study. Results show that the majority of the respondents have very satisfactory work performance ratings before and during the COVID-19 pandemic as reflected in their individual work performance ratings in 2019 and 2020. With regard to work performance and job satisfaction questionnaires, the majority of the respondents both show high levels of work performance and job satisfaction. Correlation analysis reveals that increased levels of work performance result in heightened levels of job satisfaction pertaining to salary, interpersonal relationships, achievement, and responsibility. In terms of sociodemographic factors, results reveal that employees who have completed post-graduate degrees tend to exert more time and effort in performing their work. However, older employees seem to care less in improving their work performance and show less participation in work meetings. In addition, older employees tend to show less appreciation on job satisfaction concerning Policies, Supervision, Achievement, and Responsibility. Overall, alternative work arrangement implemented by DepEd Calamba does not seem to affect both work performance and job satisfaction of its employees. As a result, the majority of the employees prefer to continue the current alternative work arrangement. Even though most of the employees show high levels of work performance and job satisfaction as a result of alternative work arrangement, it is recommended to periodically assess employees’ work performance and job satisfaction in its second or third year of implementation. In terms of the moderating effect of sociodemographic factors, the positive effect of job satisfaction on work performance are among employees aged 36-41, those who have completed post-graduate education, and those who have been working for 6-10 years. It is recommended that employees should be encouraged to pursue post-graduate degrees as the level of education seems to show a positive effect of job satisfaction on work performance.

Comments

Best MM Business Research 2025

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