CHAPTER I

PROBLEM AND ITS BACKGROUND

Introduction

The study is about “The Observance of Solo Parents Welfare Act to ensure the

development of Solo Parent employees in District VI, Manila”.

Article II, Section 12 under the 1987 Constitution states that “The State

recognizes the sanctity of family life and shall protect and strengthen the family as a

basic autonomous social institution. It shall equally protect the life of the mother and the

life of the unborn from conception. The natural and primary right and duty of the parents

in the rearing of the youth for civic efficiency and the development of the moral character

shall receive the support of the government” (De Leon 2008) according to the article the

family is recognize by the state as a socially useful and necessary. It outlaws abortion and

it balances the need of the mother. The state recognize even the unborn from conception.

One of the most precious traits of Filipino is closer family ties compared to other

nationality the Filipinos values their family more than anything else, they protect, love

and care each other unconditionally.

The parents are very first significant persons in the life of the child. They are the

first to give love, warmth, and affection. They are the first to whom the child terms for

guidance and support. They are the first with whom the child has close emotional

attachment and feeling of belonging.

It is a culture of having a complete and happy family is all the people want to

have and every child is a blessing from God. Mother is a primary caregiver to the

children and the Father provides all the resources in order for them to live. Absence of

1|Page
parent someday will come, but then, even though without the mother or father the

children must be raise even if they were all by themselves.

In this generation the number of the Solo Parents increases. The researcher aims

to know whether the benefits, programs and privileges help solo parent and the children

to ensure their development.

Solo parents is defined a parent not living a spouse and partner who has

responsibilities in raising child or children. Single parenthood has been common,

historically due to high parental mortality rate due to disease, wars and maternal

mortality. During wars the fathers always protect their family they always make sure to

give the protection and their families will be safe even though their life will be at risk.

Many died during war most are fathers who has family. The mother’s left with their child

she need to raise this even though it’s very hard for the sake of the children.

Being a Solo parent is really a huge responsibility. Isn’t it? Nowadays people see

that there are many Solo parent in the Philippines, Being a solo parent is already a

challenging role it’s really hard to work at the same time raising for your child. Doing an

excellent job raising their children singlehandedly. Solo parents are considered a

vulnerable sector since they shoulder the challenges of parenthood by themselves, they

must be given special protection. Solo parents is faced with many trials. Along are the

problems on financial, emotional, and social aspects. But even though it is hard to be a

single parent, it also has a good result when it comes to the relationship between the

parent and child.

There are many categories to be considered a parent is a solo parent, if a women

gives birth as a result of rape and other crimes against chastity and the mother keeps and

2|Page
raises the child then, she is considered as a solo parent. Another, is if you are alone in the

responsibility of parenthood due to following circumstances like, the death of the spouse,

serving sentence for criminal conviction for at least one (1) year, physical or mental

incapacity certified by a public medical practitioner, legal separation and annulment of

marriage at least one (1) year as long as the custody of the children is entrusted with

he/she, unmarried father/mother who has preferred to keep rear his/her child instead give

them up to a welfare institution, any parent who solely provide parental care and support

of a child, and any family members who assumes the responsibility of a head of the

family as a result of death, abandonment, disappearance of the parents, if any individuals

who falls in the following is considered as solo parent.

Statement of the Problem

This study seeks how “The Observance of Solo Parents Welfare Act to ensure the

development of Solo Parent employees in District VI, Manila” specifically to answer the

following question:

Major Problem

How does the provision of benefits under the Solo parent’s welfare act ensure the

development of solo parent employees in District VI, Manila?

Minor Problem

1. How does the permitting parental leave ensure the development of the Solo

Parent Employees in District VI, Manila?

3|Page
 2. How does the providing flexible working schedule ensure the development of

the Solo Parent Employees in District VI, Manila?

3. How does the prohibition work discrimination ensure the development of the

Solo Parent Employees in District VI, Manila?

Hypotheses

The researcher formulate hypothesis for this study to determine the “The

Observance of Solo Parents Welfare Act to ensure the development of Solo Parent

employees in District VI, Manila”.

HO1: The permitting of parental leave has no significant effect to ensure the

development of the Solo parent employees.

HA1: The permitting of parental leave has significant effect to ensure the

development of the Solo parent employees.

HO2: The providing of flexible working schedule has no significant effect to

ensure the development of the Solo parent employees.

HA2: The providing of flexible working schedule has significant effect to ensure

development of the Solo parent employees.

HO3: The prohibition of work discrimination has no significant effect to ensure

the development of the Solo parent employees.

HA3: The prohibition of work discrimination has significant effect to ensure the

development of the Solo parent employees.

4|Page
Significance of the study

This study can help the solo parent because it helps them to know what are the

benefits given by the government, to be able them to perform their task on their children

and able to know their rights.

This study can help an individual to be aware of the rights, benefits and

privileges given by the law to the solo parent to be able to know what the penalties are for

those people degrading or discriminating the solo parent.

This study is important to employers because as the employers of the solo parent

it gives good background to their company by giving the right benefits and incentives that

the solo parent will receive to them.

This study has a significant impact in child/children of a solo parent, because

when the employers grants the benefits of the solo parent, they will have much time in

child rearing and in watch the development of the child at the same time give the material

needs of their child.

This study help the government to boost their economy by giving the right and

equal benefits of the solo parent, the parent will use it as inspiration because the

government take care of them they will work hard and give the right amount of taxes.

This study is important to the Political science student because it helps them to

know the situation, problems and society acceptability of solo parent and children about

their benefits and give information for the implementation of Solo Parent Act of 2000.

This study is important to future researcher because this research will serve

them as their guide to their own research and make a better research out of it.

5|Page
Scope and Delimitation

The scope of this study limits only in the solo parent employee in District VI,

Manila who is currently working in any public or private institution.

By the data given by the Department of Social Welfare and Development- District

VI, Manila from January to June 2015 the respondent of this study will be 61 solo parents

employee located in District VI, Manila.

The distribution of questionnaires happened in the month of August to September

2015.

Conceptual Paradigm

R.A. 8972 Solo Parent’s

Welfare Act

 Permitting parental leave

 Providing flexible working schedule
 Prohibiting work discrimination

Ensure the development of solo parent

employee

The paradigm shows Republic Act no. 8972 or also known as Solo Parents

Welfare Act of 2000. It is the policy of the State to promote the family as the foundation

6|Page
of the nation, strengthen its solidarity and ensure its total development. The process to

ensure the development of the solo parents is providing the following benefits which are

permitting parental leave, providing flexible working schedule and prohibiting work

discrimination. By giving the benefits to solo parent employee first is parental leave if the

company allow the solo parent to avail parental leave and flexible working schedule so

that they have enough time to raise, take care and watch out for their children. Prohibits

work discrimination. Solo parent should be treated equally because they are also human

with feelings The solo parent need to be strong to face all the struggle in their life they

need to fight for themselves especially for their children But we can’t control other

people on what they’re thinking. It is prohibited from discriminating against any solo

parent employee with respect to terms and conditions of employment on account of

his/her status.

OUTPUT

Through the proper Observance of Solo Parents’ Welfare Act and permitting the

parental leave, providing flexible work schedule and the prohibiting work discrimination,

it ensure the total development among solo parent employees. It is the policy of the State

to promote the family as the foundation of the nation, strengthen its solidarity and ensure

its development.

Theoretical Framework

Family and Household Decision Making Theory by Becker

Family and household decision making theory of Becker views that

individual actions are understood as the results of actors’ evaluating possible courses of

7|Page
action in terms of how well they will maximize rewards over costs. Rewards include

love, support, companionship, emotional security, social status and connections, sexual

relations, as well as property, financial resources, and assistance with daily tasks. Costs

include extra work and responsibilities, annoying habits, or limited individual choices

and freedom. Therefore, individuals voluntarily enter and stay in any relationship only as

long as it is adequately satisfactory in terms of rewards and costs. When people feel that

the rewards of the relationship are equitable and the costs have been equally distributed,

the relationship is stabilized and strengthened; an unequal exchange pushes the

relationship toward dissolution. By relating it to this study this theory has a relation to the

topic. Husband, wife and their child called a family. A solo parent also consider to be

called family although recognize by own, role to become as housewife vis-à-vis husband.

Decision all by themselves by making decision by themselves it helps them to develop

their mentally and morally they know what is right and wrong, they able to think

critically and plan for the future of his/her children.

Definition of Terms

Benefits – refers to various types of non-wage compensation provided to employees in

addition to their normal wages or salaries.

Children- refers to those living with and dependent upon the solo parent for support who

are unmarried, unemployed and not more than eighteen (18) years of age, or even over

eighteen (18) years but are incapable of self-support because of mental and/or physical

defect/disability.

Company- refers to a business enterprise.

8|Page
Discrimination- the practice of unfairly treating a person or group of people differently.

Family- refers to a group consisting of parents and children living together in a

household.

Father- refers to a man in relation to his natural child or children

Flexible work schedule- refers to the right granted to a solo parent employee to vary

his/her arrival and departure time without affecting the core work hours as defined by the

employer.

Human resources- refers to a group consisting of parents and children living together in

a household.

Mother- refers to a women in a relation to a child or a children to whom she has given

birth.

Parental leave- refers to leave benefits granted to a solo parent to enable him/her to

perform parental duties and responsibilities where physical presence is required.

Parental responsibility- refers to respect to their minor children shall refer to the rights

and duties of the parents as defined in Article 220 of Executive Order No. 209, as

amended, otherwise known as the "Family Code of the Philippines."

Solo Parent- refers to any individual who falls under any of the following:

1. A woman who gives birth as a result of rape and other crimes against chastity

even without a final conviction of the offender, provided that mother keeps and

raises the child.

2. Parent left solo or alone with the responsibility of parenthood due to the

following circumstances:

9|Page
a. Due to death of spouse.

b. Spouse is detained or is serving sentence for a criminal conviction for at least

one (1) year.

c. Physical and/or mental incapacity of spouse as certified by a public medical

practitioner.

d. Legal separation or de facto separation from spouse for at least one (1) year, as

long as he/she is entrusted with the custody of the children.

e. Declaration of nullity or annulment of marriage as decreed by a court or by a

church as long as he/she is entrusted with the custody of the children.

3. Unmarried mother/father who has preferred to keep and rear her/his

child/children instead of having others care for them or give them up to a welfare

institution.

4. Any other person who solely provides parental care and support to a child or

children.

5. Any family member who assumes the responsibility of head of family as a

result of the death, abandonment, disappearance or prolonged absence of the

parents or solo parent.

10 | P a g e
 CHAPTER II
REVIEW OF RELATED LITERATURE AND STUDIES

This chapter presents a review of related literature and studies which is relevant to

the research study and give more knowledge and understanding about the topic. This

chapter presents the review of related research about “The Observance of Solo Parents

Welfare Act to ensure the development of Solo Parent employees in District VI, Manila”.

This chapter ends with the summary of literature and studies review. The materials cited

in this chapter are very important because it helps the researcher to have broad

information about the study. Related literature and studies which contains references of

facts information gathered and explored by the researcher to serves as guide and data

base to support the study and be helpful for developing and acquiring new knowledge

which will be applicable in the present time.

Local Literature

News related article follows:

According to Philippine Daily Inquirer article entitled “More benefits for Single

parent” the most costly for employers is the “single-parent leave” of seven working days

every year, in addition to an existing five-day service incentive leave, the seven day

paternity leave and the maternity leave for pregnant women, which is two weeks prior

and four weeks after delivery and CBA provided vacation and sick leave.

The single parent law also grants education benefits in the form of scholarship

programs and non-formal education programs. It also grants housing benefits to single

parents. This very Erap-like, the fraction of housing and a special love for single parents.

11 | P a g e
The law also grants comprehensive health care programs for solo parents and their

children on top of PhilHealth or Medicare. (Jimenez, 2001)

According to Philippine Daily Inquirer, single parents often find themselves

desperate for resources to support the young children often left in their custody,

according to provisions in the Family Code. As one single mother explains it, the stigma

“often focuses on the circumstances on why some women became solo parents rather

than how they can be the best parent even without a partner”. Which makes the Solo

parents’ welfare act of 2000, or republic act no. 8972, a welcome relief. This progressive

piece of legislation focuses on the evolving nature of Filipino families, and the need to

acknowledge and support alternative versions of this basic unit of society.

The law also addresses the discrimination that children of Solo parents often experience

from private schools that would insist on traditional notions of a nuclear family. Among

other benefits, RA 8972 allows single mothers flexible work hours, as long as this does

not affect their work performance. They may also avail themselves of educational

benefits from the Department of Education, The Commission on Higher Education and

Technical education and skills development authority (TESDA). (Aragon, 2015)

According to Philippine Daily Inquirer in the section of “Family Lifestyle and

Leisure” pointed out that those who have been single-parents for a longer period of time

will tell you about the discrimination that they have encountered in the most unlikely

places and the little everyday things that rub salt in to the stigma of being a single parent.

There were churches that turn away baptism if the parents were unable to present

12 | P a g e
marriage certificate. (Since when do people have to married to have kids). There were

schools that refused admissions to children because their parents were divorced or worst

never married. (Santos, 2008)

Solo parents find hope amid challenges through the Pantawid Pamilyang Pilipinong

Program (4Ps) of the Department of Social Welfare and Development (DSWD) 4Ps is the

Aquino administration’s poverty-alleviation program, which has assisted over 4 million

households. The program provides cash, education and health assistance to poor families

on the condition that their children are enrolled in schools and that they undergo health

check-ups. Being a solo parent is not a hindrance to securing a good future for their

children. 4Ps requires parent beneficiaries to attend Family Development Sessions (FDS),

where they are trained on effective parenting. Child development, gender and

development, and home management. FDS also orients them about the rights and

obligations of each family member has. These projects can help augment the income of

families led by solo parents. (Reyes, 2014)

The plight of single mothers as workers burdened with the responsibility of being

sole bread winner has prompted some lawmakers to seek amendments to the law to

support this vulnerable sector even more. The proposed amendments include an increase

in tax exemptions, the provisions of PhilHealth cards for solo parents living below the

poverty line, discounts on products, food supplements and medical supplies needed by

very young children, and increasing the age of a solo parents dependent from 18-21.

More significantly, the suggested changes have increased the accountability of

13 | P a g e
employers, some of whom look unkindly at single mother because of the perception of

their reduced productivity as they juggle twin responsibilities at work and at home. To

address work discrimination, one of the proposed amendments seeks to penalize

employers who fail to provide solo parents the benefits due to them under R.A 8972, with

a fine of 50,000 or one-year imprisonment, or both. (Tajonera 2012)

Local Studies

According to study entitled “The Stress of Single Mothers and its Effect on

Quality Child Care” stress out that the single mother lives with the competing priorities

of earning money and providing caring services to their children example, a rotation

schedule with other neighborhood mothers frees up time for everyone Sharing residence

reduces the cost of living in addition to creating a family-like community looking after

each other and the children.

Simply being able to share thoughts with someone else who is in a similar

situation can prove to be extremely helpful. Even if the woman is unable to find this

within her social realm, online sites and magazines can be a source of encouragement and

connection with other single mothers. Grandparents of the child, especially grandmothers

who live nearby, have also played an important role in the life of single mothers. It has

been estimated that one-third of single mothers live in their parents’ home at some point,

the length of that stay averaging almost two years. Life is made easier by the loving care

and aged wisdom grandmas can provide as well as help with cooking, chauffeuring, and

pitching in with daily tasks. (Bronnimann, 2006)

14 | P a g e
Foreign Studies

According to study entitled “Solo parents and employment in Europe” states that

for women with children who have a cohabitating spouse or partner, 90.5 per cent are

employed (55.4per cent full-time). For single mothers, 84.1 per cent are employed, with

47.9 per cent employed fulltime. Employment for mothers with partners (hereafter we use

the term “partners” irrespective of marital status) is higher than the European

employment average for all women. Across the majority of countries, mothers with

partners have noticeably higher rates of participation in the labour force compared to

single mothers. This is a critical finding which may explain an increasing socio-economic

gap between single parents and those with partners: Mothers with partners are able to

share responsibility as well as contribute to household income, whereas single parents are

less able to provide even a single source of income. (Bird and Ruggeri, 2014)

Synthesis of the study

The researcher collected the studies and literature wherein it has relation to the

topic “The Observance of Solo Parents Welfare Act to ensure the development of Solo

Parent employees and in District VI, Manila”. It was mention in the following literatures

the following benefits of the solo parent, the parental leave, flexible working schedule

and prohibition of work discrimination, fines and penalties for violation and the programs

organized by the government and the common problems encountered by the solo parent

in their daily lives. The difficulties face by the solo parent but in spite of problem they

encounter they stand up and fight for their rights not only for themselves but also for their

children.

15 | P a g e
 CHAPTER III
METHODOLOGY

The researcher organized the design used to make a better research. Different

methods and techniques used order to collect data for in the study. This part of the

research shows the design used by the researcher to determine “The Observance of Solo

Parents Welfare Act to ensure the development of Solo Parent employees in District VI,

Manila’’.

Research Design

The researcher used the descriptive research design to determine “The

Observance of Solo Parents Welfare Act to ensure the development of Solo Parent

employees in District VI, Manila”.

The study used descriptive method of research design. Descriptive study are

usually the best methods for collecting information, it is a fact-finding study with

adequate and accurate interpretation of findings. It describes what it is. It describes with

emphasis what actually exist such as current conditions, practices, situations, or any

phenomena.

Gathering Data

The researcher gathered data for this study by reading different articles in the

newspaper, reading books, magazine and other literary works. The researcher also used

internets to obtained information needed in this study.

On the first part of the questionnaire is the profile of the respondents and on the

second part of the questionnaire the respondent were asked on how they rate the question

regarding to this study and the third part is comment or suggestion by the respondent. The

16 | P a g e
distribution of questionnaires happened in the month of August to September 2015. The

researcher is accompanied by the social worker officer in conducting a survey to the solo

parent.

Respondents of the Study

The respondent of the study based on the data given by the DSWD is 61 solo

parent employee in District VI. Each respondent will be given the same questionnaire for

the researcher’s conduct of study about the “The Observance of Solo Parents Welfare Act

to ensure the development of Solo Parent employees in District VI, Manila’.

Research Instrument

The researchers used the survey questionnaire to determine the “The Observance

of Solo Parents Welfare Act to ensure the development of Solo Parent employees in

District VI, Manila”.

Survey questionnaires will use to collect demographic data about people’s

behavior, practices, intentions, beliefs, attitudes, opinions, judgments, interests,

perceptions, and the like and such data to be analyze, organize, and will interpret.

The researcher distributed 61 survey questionnaires in different Solo parent

employee in District VI, Manila. The questionnaires will be validate by some persons

who are competent and knowledgeable in the study to prevent misleading ideas and

erroneous questions.

17 | P a g e
Validity and Reliability Test

After all preparation of the researcher in constructing the instrument. The

questionnaire undergo validity test, in which the researcher asked the cooperation and

advice of Atty. Luzviminda B. Manahan, Chairman of PLEB; Gregoria C. Lozada, a

Social Worker Officer I-DSWD District VI; Noami Solano, a UDM Professor; Camilo

Matunayo, a Social Worker- DSWD Main; Violeta N. Munoz, Secretary of BWSC.

The validators indicated some comments and suggestions; such arrange the

respondents profile, indicate the age, position and reason why they are solo parent.

The comments and suggestions of the validators were adopted by the researcher

for the betterment of the questionnaire. A total of five (5) questionnaires distributed for

the validation test, out of this number only three (3) were retrieved. The other two do

some oral suggestions to the researcher, but the letter is still in their respective office.

After the validity test, the researcher proceeded to the reliability test. The

researcher asked the help of the residents in District VI, Manila.

The researcher distributed twenty (20) questionnaires for reliability test, all the

questionnaires were retrieved. Then after all testing method the researcher proceeds to the

actual distribution of the questionnaires to the respondents, upon the approval and

supervision of the researcher’s adviser.

Sampling Technique

The researcher used the purposive sampling technique in determining the number

of respondents for this study. With this method, the researcher distributed the

questionnaires to the subject respondent and also knowledgeable in this study.

18 | P a g e
Statistical Treatment of Data

Using a descriptive type of study, the researcher used fitted software

which is known as SPSS (Special Packages for Social Sciences) for the study entitled

“The Observance of Solo Parent’s Welfare Act to ensure the development of the Solo

Parent Employees in District VI, Manila”

For the descriptive presentation of the profile of the respondents, the percentage

formula was utilized.

Likert Scale

1 - Totally Not Observed

2 - Not Observed

3 - Moderately Observed

4 - Observed

5 - Highly Observed

Frequency – these tools facilitate the tallying and counting of frequencies based on each

item or category.

Percentage – used to quantity the actual responses given by the respondents regarding

the questionnaire. This was computed by dividing the number of responses bu the number

of respondents and the quotient was multiplied by one (100) hundred.

Percentage Formula:

% = f / n x 100

Where:

% = percentage

f = frequency

19 | P a g e
 n = total number of respondents

Multiple Linear Regression – to determine the relationship between the dependent and

independent variables. It was utilized with the assistance of the Statistical Package of

Social Sciences (SPSS).

Multiple Regression Formula:

i. MSR- mean square due to regression

SSR SSR

MSR= ----------------------------- = ----------------------------

Regression DF P

ii. MSE- mean square due to error

SSE SSE

MSR= ----------------------------- = ----------------------------

Error DF n–p–l

iii. The F Statistics

MSR=SSR / p

-----------------------------------

MSE=SSE / (n-p-l)

iv. Multiple Coefficient of Determination

SSR Computation of Residuals

R2= ------------------------------- = ----------------------------------------

SST Estimated regression equation y

20 | P a g e
Weighted Mean - the average of differently weighted scores. It is sum of the weighted

scores over the sum of the weights. It takes into account some measure of weight attach

to different scores.

Formula: WM= W1 (P1) + W2 (P2) + W3 (P3) + W4 (P4) + W5 (P5)

__________________________________________

Where:

WM – computed weighted means

W1 – first weighted frequency

P1 – first value

W2 – second weighted frequency

P2 – second value

W3 – third weighted frequency

P3 – third value

W4 – fourth weighted frequency

P4 – fourth value

W5 – fifth weighted frequency

P5 – fifth value

N – no. of respondents

1.00 - 1.81 = Totally Not Observed

1.82 - 2.63 =Not Observed

2.64 - 3.45 = Moderately Observed

3.46 - 4.27 = Observed

4.28 - 5.00 = Highly Observed

21 | P a g e
Coding

The researcher uses the following codes in the conduct of the study:

GENDER

1 – Male

2 – Female

AGE

1 – 18-25 years old

2 – 26-30 years old

3 – 31-35 years old

4 – 36-40 years old

5 – 41-45 years old

6- 46-50 years old

7- 51-59 years old

NUMBER OF CHILDREN

1- 1-2

2- 3-4

3- 5-Above

EDUCATIONAL ATTAINMENT

1 – Elementary Graduate

2 – High School Graduate

3- College Graduate

4- Post Graduate

22 | P a g e
KINDS OF COMPANY

1- Local

2- International

3- Others

TYPES OF COMPANY

1- Large Scale Company (200-Above employees)

2- Medium Scale Company (11-199 employees)

3- Small Scale Company (1-10 employees)

YEARS WORKING IN THE COMPANY

1- 1-3 years

2- 4-7 years

3- 8-10 years

4- 11 years and above

MONTHLY INCOME

1- Below 10, 000

2- 10,001-20,000

3- 20,001-30,000

4- 30,001-40,000

5- 40,001-50,000

6- 50,001-Above

23 | P a g e
REASON OF BEING SOLO PARENT

1- Widow/Widower

2- Separated

3- Single

4- Others

OVERALL GENERAL QUESTION

1 - Totally Not Observed

2 - Not Observed

3 - Moderately Observed

4 - Observed

5 - Highly Observed

PERMIT PARENTAL LEAVE

1 - Totally Not Observed

2 - Not Observed

3 - Moderately Observed

4 - Observed

5 - Highly Observed

24 | P a g e
PROVIDE FLEXIBLE WORKING SCHEDULE

1 - Totally Not Observed

2 - Not Observed

3 - Moderately Observed

4 - Observed

5 - Highly Observed

PROHIBITS WORK DISCRIMINATION

1 - Totally Not Observed

2 - Not Observed

3 - Moderately Observed

4 - Observed

5 - Highly Observed

25 | P a g e
 CHAPTER IV
PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA
This chapter is designed to present, analyze, and interpret the data that the

researcher gathered in relation to the problem presented to determine “The Observance of

Solo Parents Welfare Act to ensure the development of Solo Parent employees and in

District VI, Manila”.

Table 1
Gender of the Respondents

GENDER FREQUENCY
MALE 4
FEMALE 57
TOTAL 61

Table 1 shows that 57 out of 61 solo parent employees are Female and 4 out of 61

solo parents are Male.

Table 2
Age of Respondents

AGE FREQUENCY
18-25 years old 15
26-30 years old 5
31-35 years old 10
36-40 years old 12
41-45 years old 11
46-50 years old 6
51-59 years old 2
TOTAL 61

Table 2 shows that 15 out of 61 solo parent employees are in the age bracket of

18-25 years old, 5 out of 61 solo parents are in the age bracket of 26-30 years old, 10 out
26 | P a g e
of 61 solo parents are in the age bracket of 31-35 years old, 12 out of 61 solo parents are

in the age bracket of 36-40 years old, 11 out of 61 solo parents are in the age bracket of

41-45 years old, 6 out of 61 solo parents are in the age bracket of 46-50 years old, and 2

out of 61 solo parents are in the age bracket of 51-59 years old.

Table 3
Number of Children of Respondents

NUMBER OF CHILDREN FREQUENCY

1-2 34
3-4 21
5-ABOVE 6
TOTAL 61

Table 3 shows that 34 out of 61 solo parent employees have 1-2 children, 21 out

of 61 solo parents have 3-4 children and 6 out of 61 solo parents have 5-above children.

Table 4
Educational Attainment of Respondents

EDUCATIONAL ATTAINMENT FREQUENCY

Elementary Graduate 1
High School Graduate 29
College Graduate 27
Post Graduate 4
TOTAL 61

Table 4 shows that 1 out of 61 solo parent employees is Elementary Graduate, 29

out of 61 solo parents are High School Graduate, 27 out of 61 solo parents are College

Graduate and 4 out of 61 solo parents are Post Graduate.

27 | P a g e
 Table 5
Kinds of Company

Type of Company Frequency

Local Company 38
International Company 23
Others 0
Total 61

Table 5 shows that 38 out of 61 solo parent employees works in the local

company while 23 out of 61 solo parents works in the International Company.

Table 6
Types of Company

Class of Company Frequency

Large Scale Company 15
Medium Scale Company 29
Small Scale Company 17
Total 61

Table 6 shows that 15 out of 61 solo parent employees belongs to the large scale

companies, 29 out of 61 solo parents belongs to medium scale companies and 17 out of

61 solo parents belongs to small scale companies.

Table 7
Years of Working in the Company of the Respondents

Years of working in the company Frequency

1-3 years 32
4-7 years 21
8-10 years 7
11 years-above 1
Total 61

Table 7 shows that 32 out of 61 solo parent employees works in the company for

1-3 years, 21 out 61 of solo parents works in the company for 4-7 years, 7 out of 61 solo

28 | P a g e
parents works in the company for 8-10 years and 1 out of 61 solo parents works in the

company for 11 years-above.

Table 8
Monthly Income of the Respondents

Monthly Income Frequency

Below 10,000 16
10,001-20,000 26
20,001-30,000 15
30,001-40,000 4
40,001-50,000 0
50,001-Above 0
Total 61

Table 8 shows that 16 out of 61 solo parent employees has a monthly income of

10,000 below, 26 out of 61 solo parents has a monthly income of 10,001-20,000, 15 out

of 61 solo parents has a monthly income of 20,001-30,000, 4 out of 61 solo parents has a

monthly income of 30,001-40,000.

Table 9
Reason why being a Solo parent

Reason why being a Solo Parent Frequency

Widow/Widower 23
Separated 22
Single 10
Others 6
Total 61

Table 9 shows that 23 out of 61 solo parent employees became solo parent in the

reason of his/her spouse died, 22 out of 61 solo parents became solo parent in the reason

of his/her spouse is separated for 1 year and above, 10 out of 61 solo parents became solo

parent in the reason that they are not married in the first place and 6 out of 61 solo

29 | P a g e
parents became solo parent in the reason of other circumstances like his/her husband

detained for 1 year and above, due to mental incapacity, etc.

Table 10
Frequency Response to the General Question “Sa pangkalahatan, Paano mo
bibigyan ng marka ang pagpapatupad ng benepisyo upang matiyak ang pag-unlad
ng “Solo parent” na empleyado sa District VI, Manila?”

Frequency
Highly Observed 39
Observed 14
Moderately Observed 5
Not Observed 2
Totally Not Observed 1
Total 61

Table 10 shows that 39 out of 61 solo parent’s employee stated that the provision

of benefits under the solo parents welfare act to ensure the development are Highly

Observed, 14 out of 61 solo parent’s employee stated that the provision of benefits under

the solo parents welfare act to ensure the development are Observed, 5 out of 61 solo

parent’s employees stated that the provision of benefits under the solo parents welfare act

to ensure the development are Moderately Observed, 2 out 61 solo parent’s employee

stated that the provision of benefits under the solo parents welfare act to ensure the

development are Not Observed, and 1 out 61 solo parent’s employee stated that the

provision of benefits under the solo parents welfare act to ensure the development are

Totally Not Observed.

30 | P a g e
 Table 11
Overall General Question “Sa pangkalahatan, Paano mo bibigyan ng marka ang
pagpapatupad ng benepisyo upang matiyak ang pag-unlad ng “Solo parent” na
empleyado sa District VI, Manila?”

Weighted Mean Verbal Interpretation

4.44 Highly Observed

Table 11 shows that the Solo Parent Employees Highly Observed the provision

of benefits under the Solo Parents’ Welfare Act ensure the development with a weighted

mean of 4.44.

Table 12
Model Summary of the Variables in Relation to the Over-all General Question

Model R R Square Adjusted R Square Std. Error of the

Estimate
1 .936a .875 .786 .41822

a. Predictors: (Constant): In total, prohibiting work discrimination to a solo parent

employee observed?, Gender, Reason being Solo parent, Monthly Income,
Educational Attainment, Permitting parental leave to a solo parent not more than 7
days working every year, Number of Children, Type of Company, Prohibiting work
discrimination as preventing acquiring habits detrimental to their health, studies and
moral of solo parent, Years of Working, Class of Company, In total, providing
flexible work schedule observed?, Prohibiting work discrimination to any solo parent
employee with respect to the conditions of employment on account of status, In total,
permitting parental leave to a solo parent employee observed?, Prohibiting work
discrimination among solo parent by upbringing and keeping in their institution,
Permitting parental leave to a solo parent to perform their duties as a parent for the
enrollment of their children, programs and PTA Meeting, Prohibiting work
discrimination among solo parent by understanding in a matter of being solo parent
affecting their interest, Age, Permitting parental leave to a solo parent to join in
medical care, counseling and spiritual enrichment, Providing flexible working
schedule without affecting company productivity, Permitting parental leave to a solo
parent for a reason of his or her contingency emergency situation based in company
policy, Providing flexible working hours subject to the discretion of the head of the
agency, Providing flexible working schedule in the occasion that you are not able to
work on time, does company respect your reason?, Permitting parental leave to a solo
parent to perform their duties as a parent for the graduation, confession, birthday and

31 | P a g e
 so on, Providing flexible working schedule in the event requiring exemption from
DOLE even if not prescribing the total 8 hours of working but job is efficient to do.

Table 12 shows that 87.5% of the variables are covered by the study with R

square of .875 and 12.5% are not covered and with a standard error of .41822.

Table 13
Analysis of Variance (ANOVA) of the Variables in Relation to the Over-all General
Question
Model Sum of Df Mean F Sig.
Squares Square
1 Regression 42.927 25 1.717 9.817 .000a
Residual 6.122 35 .175
Total 49.049 60

a. Dependent Variable: How does the provision of benefits under the Solo Parents’
Welfare Act ensure the development of solo parent employees in District VI,
Manila?
b. Predictors: (Constant): In total, prohibiting work discrimination to a solo parent
employee observed?, Gender, Reason being Solo parent, Monthly Income,
Educational Attainment, Permitting parental leave to a solo parent not more than
7 days working every year, Number of Children, Type of Company, Prohibiting
work discrimination as preventing acquiring habits detrimental to their health,
studies and moral of solo parent, Years of Working, Class of Company, In total,
providing flexible work schedule observed?, Prohibiting work discrimination to
any solo parent employee with respect to the conditions of employment on
account of status, In total, permitting parental leave to a solo parent employee
observed?, Prohibiting work discrimination among solo parent by upbringing and
keeping in their institution, Permitting parental leave to a solo parent to perform
their duties as a parent for the enrollment of their children, programs and PTA
Meeting, Prohibiting work discrimination among solo parent by understanding in
a matter of being solo parent affecting their interest, Age, Permitting parental
leave to a solo parent to join in medical care, counseling and spiritual enrichment,
Providing flexible working schedule without affecting company productivity,
Permitting parental leave to a solo parent for a reason of his or her contingency
emergency situation based in company policy, Providing flexible working hours
subject to the discretion of the head of the agency, Providing flexible working
schedule in the occasion that you are not able to work on time, does company
respect your reason?, Permitting parental leave to a solo parent to perform their
duties as a parent for the graduation, confession, birthday and so on, Providing
flexible working schedule in the event requiring exemption from DOLE even if
not prescribing the total 8 hours of working but job is efficient to do.

32 | P a g e
 Table 13 shows that the variables used in this study have a significant effect to the

overall general question with .000 level of significant with an F value of 9.817.

Therefore, the research is FIT or GOOD FOR STUDY.

Table 14
Coefficient of the Variables in Relation to the Over-all General Question

Unstandardized Standardized
Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) -1.001 .852 -1.174 .248
Gender .483 .337 .133 1.434 .160
Age .007 .059 .015 .127 .900
No. Of Children -.066 .131 -.049 -.504 .617
Educational Attainment .238 .114 .170 2.086 .044
Type Of Company -.099 .151 -.053 -.654 .517
Class Of Company .077 .109 .062 .706 .485
Years Of Working .070 .102 .059 .685 .498
Monthly Income -.140 .099 -.136 -1.412 .167
Reason Being Soloparent .010 .075 .011 .135 .893
QA1 .394 .139 .365 2.832 .008
QA2 .288 .131 .303 2.204 .034
QA3 -.137 .126 -.165 -1.093 .282
QA4 .209 .157 .247 1.334 .191
QA5 .030 .139 .035 .220 .827
QA6 -.213 .135 -.241 -1.579 .123
QB1 .332 .133 .443 2.500 .017
QB2 .207 .154 .194 1.343 .188
QB3 -.170 .173 -.190 -.984 .332
QB4 -.179 .159 -.204 -1.128 .267
QB5 .116 .142 .124 .814 .421
QC1 -.099 .146 -.090 -.674 .505
QC2 -.017 .129 -.016 -.128 .899
QC3 .176 .088 .202 1.994 .054
QC4 .010 .081 .012 .122 .903
QC5 -.015 .101 -.014 -.148 .883

33 | P a g e
 a. Dependent Variable: How does the provision of benefits under the Solo Parents’
Welfare Act ensure the development of solo parent employees in District VI,
Manila?

Table 14 presents the simple comparisons of the respondents; there are three (3)

factors which are positively affecting the observance of Solo Parents Welfare Act to

ensure the development of the Solo parent employees in District VI, Manila to permit

parental leave, provide flexible working schedule and prohibits work discrimination.

These are the: (QA1) Permitting parental leave to a solo parent not more than 7

days working every year with a t-value of 2.832 and has significant effect of .008 shows

that, in every 1 unit change in the variable Permitting parental leave to a solo parent not

more than 7 days working every year there is an increase of 36.5% in the mean level of

the observance of Solo parents welfare act to ensure the development of the solo parent

employees in District VI, Manila. The result is prompted positively which means the

higher the rating, the higher the rate of observance

(QB1) Providing flexible working hours subject to the discretion of the head of

the agency with a t-value of 2.500 and has significant effect of 0.17 shows that in every 1

unit change in the variable Providing flexible working hours subject to the discretion of

the head of the agency there is an increase of 44.3% in the mean level of the observance

of the Solo parents welfare act to ensure the development of the solo parent employees in

District VI, Manila. The result is prompted positively which means the higher the rating,

the higher the rate of observance.

(QA1) Permitting parental leave to a solo parent to join in medical care,

counseling and spiritual enrichment with a t-value of 2.208 and has a significant effect of

0.34 shows that in every 1 unit change in the variable Permitting parental leave to a solo

34 | P a g e
parent to join in medical care, counseling and spiritual enrichment there is an increase of

30.3% in the mean level of the observance of the Solo parents welfare act to ensure the

development of the solo parent employees in District VI, Manila. The result is prompted

positively which means the higher the rating, the higher the rate of observance.

Table 15
Weighted Mean Response of Independent Question: Observing the Permitting of
Parental leave

WEIGHTED VERBAL
MEAN INTERPRETATION
1.Pinapahintulutan ng hindi sosobra sa
pitong (7) araw ng pagtatrabaho kada 4.63 Highly Observed
taon.
2.Pinapahintulutan upang makadalo
sa mga medical na panlipunan,
4.36 Highly Observed
espirituwal at libangan
pangangailangan ng anak.
3.Pinapahintulutan upang maisagawa
ang obligasyon ng magulang tulad ng
4.27 Highly Observed
pagsama sa enrollment, pagdalo
programa ng paaralan, PTA meeting.
4. Pinapahintulutan upang makadalo
sa mga personal na milyahe ng bata
4.37 Highly Observed
tulad ng mga kaarawan,
pangungumpisal, graduation at iba pa.
5.Pinapahintulutan sa kadahilanang
may mga biglang nangyaring hindi
4.40 Highly Observed
maganda/emergency batay sa
patakaran ng pinagtatrabahuhan
6.Sa kabuuan, pinapahintulutan ang
Solo parent na empleyado na mag 4.39 Highly Observed
“Parental leave”?

Table 15 shows that the solo parent employees by observing the permitting of

Parental leave ensure the Development with a weighted mean of 4.63, 4.36, 4.27, 4.37,

4.40, 4.39.

35 | P a g e
 Table 15.1
Model Summary Model Summary of the Variables in Relation to the General
Question of Minor Problem “A”

Std. Error of the

Model R R Square Adjusted R Square Estimate
1 .861a .742 .713 .48439

a. Predictors: (Constant): In total, permitting parental leave to a solo parent employee

observed?, Permitting parental leave to a solo parent to perform their duties as a
parent for the enrollment of their children, programs and PTA Meeting, Permitting
parental leave to a solo parent not more than 7 days working every year, Permitting
parental leave to a solo parent to join in medical care, counseling and spiritual
enrichment, Permitting parental leave to a solo parent for a reason of his or her
contingency emergency situation based in company policy, Permitting parental leave
to a solo parent to perform their duties as a parent for the graduation, confession,
birthday and so on.,

Table 15.1 shows that 74.2% of the variables are covered by the minor problem

A with R-square of .742 and 25.5% are not covered by the minor problem.

Table 15.2
Analysis of Variance (ANOVA) of the Variables in Relation to the General Question
of Minor Problem “A”

Sum of
Model Squares Df Mean Square F Sig.
1 Regression 36.379 6 6.063 25.841 .000a
Residual 12.670 54 .235
Total 49.049 60

a. Dependent Variable: How does the provision of benefits under the Solo Parents’
Welfare Act ensure the development of solo parent employees in District VI,
Manila?

b. Predictors: (Constant): Predictors: (Constant) : In total, permitting parental leave

to a solo parent employee observed?, Permitting parental leave to a solo parent to
perform their duties as a parent for the enrollment of their children, programs and
PTA Meeting, Permitting parental leave to a solo parent not more than 7 days
working every year, Permitting parental leave to a solo parent to join in medical
care, counseling and spiritual enrichment, Permitting parental leave to a solo
parent for a reason of his or her contingency emergency situation based in

36 | P a g e
 company policy, Permitting parental leave to a solo parent to perform their duties
as a parent for the graduation, confession, birthday and so on.,

Table 15.2 shows that the variables use in this study have a significant effect to

the overall general question with .000 level of significant with an F value of 25.841.

Therefore, the research said to be good and enough for the study.

Table 15.3
Coefficients of the Variables in Relation to the General Question of Minor Problem
“A”

Unstandardized Standardized
Coefficients Coefficients
Std.
Model B Error Beta t Sig.
1 (Constant) .313 .369 .847 .400
QA1 .478 .122 .443 3.919 .000
QA2 .140 .108 .147 1.299 .200
QA3 -.047 .104 -.056 -.449 .655
QA4 .322 .133 .380 2.419 .019
QA5 .027 .112 .031 .240 .811
QA6 -.006 .100 -.007 -.063 .950

a. Dependent Variable: How does the provision of benefits under the Solo Parents’
Welfare Act ensure the development of solo parent employees in District VI,
Manila?

Table 12.3 presents the simple comparisons of the respondents; there are two (2)

factors which are positively affecting the observance of Solo Parents Welfare Act to

ensure the development of the Solo parent employees in District VI, Manila to permit

parental leave, provide flexible working schedule and prohibits work discrimination.

37 | P a g e
 These are: (QA1) Permitting parental leave to a solo parent not more than 7 days

working every year with the t-value of 3.919 and has significant effect .000 shows that in

every 1 unit change of variable Permitting parental leave to a solo parent not more than

7 days working every year there is an increase of 44% in the mean level of the

observance of Solo Parents Welfare Act to ensure the development of Solo parent

employees in District VI, Manila.

(QA4) Permitting parental leave to a solo parent to perform their duties as a

parent for the graduation, confession, birthday and so on with a t-value of 2.419 and has

a significant effect with 0.19 shows that in every 1 unit change of variable Permitting

parental leave to a solo parent to perform their duties as a parent for the graduation,

confession, birthday and so on there is an increase of 38.0% in the mean level of the

observance of Solo Parents Welfare Act to ensure the development of Solo parent

employees in District VI, Manila.

38 | P a g e
 Table 16
Weighted Mean Response of Independent Question: Observing the Providing
Flexible Working Schedule

WEIGHTED MEAN VERBAL

INTERPRETATION
1. Ibinibigay pag naiiba ang
oras ng kanyang pagdating at
pag-alis na hindi 4.18 Observed
naaapektuhan ang
pangunahing oras na
itinalaga.
2. Ibinibigay ang flexible
working schedule nang hindi 4.54 Highly Observed
naaapektuhan ang produktibo
ng pinagtatrabahuhan.
3. Nangangailangan ng
exemption mula sa DOLE
kahit na hindi nakukumpleto 4.31 Highly Observed
ang walong (8) oras nang
pagtatrabaho ngunit hindi
naaapektuhan at nagagawa
ng mahusay ang trabaho.
4. Pagtratrabaho na alinsunod
sa paggalang sa kanilang 4.32 Highly Observed
mga dahilan kung bakit sila
ay hindi nakapasok ng
trabaho sa tamang oras.
5. Sa kabuuan, ibinibigay sa
Solo parent na empleyado 4.36 Observed
ang “Flexible Working
Schedule”?

Table 16 shows that the solo parent employees by observing the providing of

flexible working schedule ensure the Development with a weighted mean of 4.18, 4.54,

4.31, 4.32, 4.36.

39 | P a g e
 Table 16.1
Model Summary of the Variables in Relation to the General Question of Minor
Problem “B”

Std. Error of the

Model R R Square Adjusted R Square Estimate
a
1 .749 .561 .521 .62545

a. Predictors: (Constant): In total, providing flexible work schedule observed?,

Providing flexible working schedule without affecting company productivity,
Providing flexible working hours subject to the discretion of the head of the agency,
Providing flexible working schedule in the event requiring exemption from DOLE
even if not prescribing the total 8 hours of working but job is efficient to do,
Providing flexible working schedule in the occasion that you are not able to work on
time, does company respect your reason?.

Table 16.1 shows that 56.1% of the variables are covered by the minor problem

B with R-square of .561 and 43.9% are not covered by the minor problem.

Table 16.2
Analysis of Variance (ANOVA) of the Variables in Relation to the General
Question of Minor Problem “B”

Sum of
Model Squares df Mean Square F Sig.
1 Regression 27.534 5 5.507 14.077 .000a
Residual 21.515 55 .391
Total 49.049 60

a. Dependent Variable: How does the provision of benefits under the Solo Parents’
Welfare Act ensure the development of solo parent employees in District VI,
Manila?
b. Predictors: (Constant): In total, providing flexible work schedule observed?,
Providing flexible working schedule without affecting company productivity,
Providing flexible working hours subject to the discretion of the head of the
agency, Providing flexible working schedule in the event requiring exemption
from DOLE even if not prescribing the total 8 hours of working but job is
efficient to do, Providing flexible working schedule in the occasion that you are
not able to work on time, does company respect your reason?.

40 | P a g e
 Table 16.2 shows that the variables use in this study have a significant

effect to the overall general question with .000 level of significant with an F

value of 14.077. Therefore, the research said to be good and enough for the

study.

Table 16.3
Coefficients

Unstandardized Standardized
Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) 1.384 .488 2.837 .006
QB1 .399 .119 .532 3.342 .002
QB2 .374 .147 .351 2.548 .014
QB3 -.215 .168 -.240 -1.285 .204
QB4 .118 .185 .134 .637 .527
QB5 .024 .161 .026 .151 .880

a. Dependent Variable: How does the provision of benefits under the Solo Parents’
Welfare Act ensure the development of solo parent employees in District VI,
Manila?

Table 16.3 presents the simple comparisons of the respondents; there are two (2)

factors which are positively affecting the observance of Solo Parents Welfare Act to

ensure the development of the Solo parent employees in District VI, Manila to permit

parental leave, provide flexible working schedule and prohibits work discrimination

These are: (QB1) Providing flexible working hours subject to the discretion of the

head of the agency with the t-value of 3.342 and has significant effect .002 shows that in

every 1 unit change of variable Providing flexible working hours subject to the discretion

of the head of the agency there is an increase of 52.3% in the mean level of the

41 | P a g e
observance of Solo Parents Welfare Act to ensure the development of Solo parent

employees in District VI, Manila.

(QB2) Providing flexible working schedule without affecting company

productivity with a t-value of 2.548 and has a significant effect with 0.14 shows that in

every 1 unit change of variable Providing flexible working schedule without affecting

company productivity there is an increase of 35.1% in the mean level of the observance of

Solo Parents Welfare Act to ensure the development of Solo parent employees in District

VI, Manila.

Table 17
Weighted Mean Response of Independent Question: Observing the
Prohibition of work discrimination

WEIGHTED VERBAL
MEAN INTERPRETATION
1. Ipinagbabawal ang diskriminasyon sa
pamamagitan ng pag-aalaga at 4.50 Highly Observed
pagpapanatili sa kanila pinagtatrabahuhan.

2. Ipinagbabawal ang diskriminasyon sa

pamamagitan ng pag-unawa sa mga
bagay-bagay ng pagiging solo parent na 4.44 Highly Observed
nakakaapekto sa kanilang mga interes.

3. Pagbabawal ng paggawa ng mga tsismis

tungkol sa personal na buhay ng solo 4.13 Observed
parent.

4. Ipinagbabawal ang diskriminasyon para

mapigil ang mga masamang gawi na 4.08
nakapipinsala sa kanilang kalusugan, pag- Observed
aaral at moral ng solo parent.

5.Sa kabuuan, nababawalan ang “work

discrimation” sa mga solo parent na 4.22 Highly Observed
empleyado?

42 | P a g e
 Table 17 shows that the solo parent employees by observing the prohibition of

work discrimination ensure the Development with a weighted mean of 4.50, 4.44, 4.13,

4.08, 4.22.

Table 17.1
Model Summary of the Problem “C” Variables in Relation to the General Question
of Minor

Std. Error of the

Model R R Square Adjusted R Square Estimate
a
1 .645 .415 .362 .72201

a. Predictors: (Constant): In total, prohibiting work discrimination to a solo parent

employee observed, Prohibiting work discrimination as preventing acquiring habits
detrimental to their health, studies and moral of solo parent, Prohibiting work
discrimination to any solo parent employee with respect to the conditions of employment
on account of status, Prohibiting work discrimination among solo parent by
understanding in a matter of being solo parent affecting their interest.

Table 17.1 shows that 41.5% of the variables are covered by the minor problem C

with R-square .415 and 58.5% are not covered by the minor problem.

Table 17.2
Analysis of Variance (ANOVA) of the Variables in Relation to the General
Question of Minor Problem “C”

Sum of
Model Squares df Mean Square F Sig.
1 Regression 20.378 5 4.076 7.818 .000a
Residual 28.671 55 .521
Total 49.049 60

a. Predictors: (Constant): In total, prohibiting work discrimination to a solo parent

employee observed, Prohibiting work discrimination as preventing acquiring habits

43 | P a g e
detrimental to their health, studies and moral of solo parent, Prohibiting work
discrimination to any solo parent employee with respect to the conditions of employment
on account of status, Prohibiting work discrimination among solo parent by
understanding in a matter of being solo parent affecting their interest.

b. Dependent Variable: How does the provision of benefits under the Solo Parents’
Welfare Act ensure the development of solo parent employees in District VI, Manila?

Table 17.2 shows that the variables use in this study have a significant effect to

the overall general question with .000 level of significant with an F value of 7.818.

Therefore, the research said to be good and enough for the study.

Table 17.3
Coefficients of the Variables in Relation to the General Question of Minor Problem
“C”

Unstandardized Standardized
Coefficients Coefficients

Model B Std. Error Beta t Sig.

1 (Constant) .914 .635 1.440 .155
QC1 .392 .152 .359 2.582 .013
QC2 -.205 .154 -.201 -1.334 .188
QC3 .379 .117 .436 3.236 .002
QC4 -.029 .117 -.034 -.246 .807
QC5 .290 .125 .271 2.317 .024

a. Dependent Variable: How does the provision of benefits under the Solo Parents’
Welfare Act ensure the development of solo parent employees in District VI,
Manila?

Table 17.3 presents the simple comparisons of the respondents; there are three (3)

factors which are positively affecting the observance of Solo Parents Welfare Act to

ensure the development of the Solo parent employees in District VI, Manila to permit

parental leave, provide flexible working schedule and prohibits work discrimination.

44 | P a g e
 These are the: (QC1) Prohibiting work discrimination to any solo parent

employee with respect to the conditions of employment on account of status with a t-value

of 3.236. and has significant effect of .002 shows that, in every 1 unit change in the

variable Prohibiting work discrimination to any solo parent employee with respect to the

conditions of employment on account of status there is an increase of 43.6% in the mean

level of the observance of Solo parents welfare act to ensure the development of the solo

parent employees in District VI, Manila

(QC3) Prohibiting work discrimination among solo parent by upbringing and

keeping in their institution with a t-value of 2.582 and has significant effect of 0.13

shows that in every 1 unit change in the variable Providing flexible working hours subject

to the discretion of the head of the agency there is an increase of 35.9% in the mean level

of the observance of the Solo parents welfare act to ensure the development of the solo

parent employees in District VI, Manila.

(QC5) In total, prohibiting work discrimination to a solo parent employee

observed? With a t-value of 2.317 and has a significant effect of 0.24 shows that in every

1 unit change in the variable in total, prohibiting work discrimination to a solo parent

employee observed? There is an increase of 27.1% in the mean level of the observance of

the Solo parents welfare act to ensure the development of the solo parent employees in

District VI, Manila.

45 | P a g e
 CHAPTER V
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
In this chapter, the researcher presents the general summary of the study,

summary of finding, and the conclusions that were arrived from the findings and the

recommendation of the researcher, which are based from the findings and the conclusion

of the study.

Summary of findings

This descriptive type of research is intended to determine “The Observance of

Solo Parents Welfare Act to ensure the development of the Solo Parent Employees in

District VI, Manila.”

This study attempted to answer the following questions:

Major Problem

How does provision of benefits under the Solo Parents’ Welfare Act ensure the

development among solo parent employees in District V, Manila?

Minor Problem

1. How does permitting parental leave ensure the development of the Solo Parent

Employees in District VI, Manila?

2. How does providing flexible working schedule ensure the development of the

Solo Parent Employees in District VI, Manila?

3. How does prohibition work discrimination ensure the development of the Solo

Parent Employees in District VI, Manila?

46 | P a g e
 Based on the analysis and interpretations of data shown in the previous chapter,

the following findings are hereby presented.

There were 61 respondents which were the solo parent employees of District VI, Manila.

As to gender of the respondents 4 out of 61 Solo Parent Employees are male and

57 out of 61 Solo Parent Employees are female The majority of the respondents are

female.

As to age of the respondent 15 out of 61 solo parents are in the age bracket of 18-

25 years old, 5 out of 61 solo parents are in the age bracket of 26-30 years old, 10 out of

61 solo parents are in the age bracket of 31-35 years old, 12 out of 61 solo parents are in

the age bracket of 36-40 years old, 11 out of 61 solo parents are in the age bracket of 41-

45 years old, 6 out of 61 solo parents are in the age bracket of 46-50 years old, and 2 out

of 61 solo parents are in the age bracket of 51-59 years old. The majority of the

respondents is in age bracket of 18-25.

As to number of children 34 out of 61 solo parent employee have 1-2 children,

21 out of 61 solo parents have 3-4 children and 6 out of 61 solo parents have 5-above

children. The majority of respondents has a 1-2 children.

As to Educational Attainment 1 out of 61 solo parent employees is Elementary

Graduate, 29 out of 61 solo parents are High School Graduate, 27 out of 61 solo parents

are College Graduate and 4 out of 61 solo parents are Post Graduate. The majority of the

respondents is High School Graduate.

47 | P a g e
 As to kinds of company 38 out of 61 solo parent employees works in the Local

Company while 23 out of 61 solo parents works in the International Company. The

majority of the respondents works in a Local company.

As to types of company 15 out of 61 solo parent employees belongs to the large

scale companies, 29 out of 61 solo parents belongs to medium scale companies and 17

out of 61 solo parents belongs to small scale companies. The majority of respondents

belongs to the medium scale company.

As to years of working in the company 32 out of 61 solo parent employees

works in the company for 1-3 years, 21 out 61 of solo parents works in the company for

4-7 years, 7 out of 61 solo parents works in the company for 8-10 years and 1 out of 61

solo parents works in the company for 11 years-above. The majority of the respondents

works for 1-3 years.

As to monthly income 16 out of 61 solo parent employees has a monthly income

of 10,000 below, 26 out of 61 solo parents has a monthly income of 10,001-20,000, 15

out of 61 solo parents has a monthly income of 20,001-30,000, 4 out of 61 solo parents

has a monthly income of 30,001-40,000. The majority of the respondent has a monthly

income of 10,001-20,000.

As to reason of being solo parent 23 out of 61 solo parents employee became

solo parent in the reason of his/her spouse died, 22 out of 61 solo parents became solo

parent in the reason of his/her spouse is separated for 1 year and, 10 out of 61 solo

parents became solo parent in the reason that they are not married in the first place and 6

out of 61 solo parents became solo parent in the reason of other circumstances like

48 | P a g e
his/her husband detained for 1 year and above, due to mental incapacity, etc. The

majority of respondents became solo parent for the reason of his/her spouse died.

As to weighted mean response to the overall general question shows that the

provision of benefits under the Solo Parents’ Welfare Act observed ensure the

development with a weighted mean of 4.44.

As to frequency response to overall general question 39 out of 61 solo parent’s

employee stated that the provision of benefits under the solo parents welfare act to ensure

the development are Highly Observed, 14 out of 61 solo parent employees stated

Observed, 5 out of 61 solo parent employees stated Moderately Observed, 2 out 61 solo

parent employees Not Observed, and 1 out 61 solo parent employees stated Totally Not

Observed.

As to Solo parent employees by observing the permitting of Parental leave ensure

the Development with a weighted mean of 4.63, 4.36, 4.27, 4.37, 4.40, 4.39.

As to Solo parent employees by observing the providing of flexible working

schedule ensure the Development with a weighted mean of 4.18, 4.54, 4.31, 4.32, 4.36.

As to Solo parent employees by observing the prohibition of work discrimination

ensure the Development with a weighted mean of 4.50, 4.44, 4.13, 4.08, 4.22.

As to overall general question the model summary shows that 87.5% of the

variable are covered by the study with R-square and 12.5% of the variable are not

covered by the study.

49 | P a g e
 As to overall general question the analysis of variance (ANOVA) shows that the

variables used in this study have a significant effect to the overall general question with

.000 level of significant with an F value of 9.817. Therefore, the research is FIT or

GOOD FOR STUDY.

As to overall general question the coefficient presents the simple

comparisons of the respondents; there are three (3) factors which are positively affecting

the observance of Solo Parents Welfare Act to ensure the development of the Solo parent

employees in District VI, Manila to permit parental leave, provide flexible working

schedule and prohibits work discrimination.

These are the: (1)Permitting parental leave to a solo parent not more than 7 days

working every year with a t-value of 2.832 and has significant effect of .008 shows that,

in every 1 unit change in the variable there is an increase of 36.5% in the mean level of

the observance of Solo parents welfare act to ensure the development of the solo parent

employees in District VI, Manila.(2)Providing flexible working hours subject to the

discretion of the head of the agency with a t-value of 2.500 and has significant effect of

0.17 shows that in every 1 unit change in the variable there is an increase of 44.3% in the

mean level of the observance of the Solo parents welfare act to ensure the development of

the solo parent employees in District VI, Manila. (3)Permitting parental leave to a solo

parent to join in medical care, counseling and spiritual enrichment with a t-value of

2.208 and has a significant effect of 0.34 shows that in every 1 unit change in the variable

there is an increase of 30.3% in the mean level of the observance of the Solo parents

50 | P a g e
welfare act to ensure the development of the solo parent employees in District VI,

Manila.

Conclusion

After analyzing and interpreting the data presented in this study, the researcher

came up with the following conclusion;

HO1: The permitting of parental leave has no significant effect to ensure the

development of the Solo parent employees.

HA1: The permitting of parental leave has significant effect to ensure the

development of the Solo parent employees.

REJECT THE NULL HYPOTHESIS AND ACCEPT THE ALTERNATIVE

HYPOTHESIS

These are: Permitting parental leave to a solo parent not more than 7 days

working every year with the t-value of 3.919 and has significant effect .000 shows that in

every 1 unit change of variable Permitting parental leave to a solo parent not more than

7 days working every year there is an increase of 44% in the mean level of the

observance of Solo Parents Welfare Act to ensure the development of Solo parent

employees in District VI, Manila.

Permitting parental leave to a solo parent to perform their duties as a parent for

the graduation, confession, birthday and so on with a t-value of 2.419 and has a

significant effect with 0.19 shows that in every 1 unit change of variable Permitting

51 | P a g e
parental leave to a solo parent to perform their duties as a parent for the graduation,

confession, birthday and so on there is an increase of 38.0% in the mean level of the

observance of Solo Parents Welfare Act to ensure the development of Solo parent

employees in District VI, Manila.

HO2: The providing of flexible working schedule has no significant effect to

ensure the development of the Solo parent employees.

HA2: The providing of flexible working schedule has significant effect to

ensure development of the Solo parent employees.

REJECT THE NULL HYPOTHESIS AND ACCEPT THE ALTERNATIVE

HYPOTHESIS

These are: Providing flexible working hours subject to the discretion of the head

of the agency with the t-value of 3.342 and has significant effect .002 shows that in every

1 unit change of variable Providing flexible working hours subject to the discretion of the

head of the agency there is an increase of 52.3% in the mean level of the observance of

Solo Parents Welfare Act to ensure the development of Solo parent employees in District

VI, Manila.

Providing flexible working schedule without affecting company productivity with

a t-value of 2.548 and has a significant effect with 0.14 shows that in every 1 unit change

of variable Providing flexible working schedule without affecting company productivity

there is an increase of 35.1% in the mean level of the observance of Solo Parents Welfare

Act to ensure the development of Solo parent employees in District VI, Manila.

52 | P a g e
 HO3: The prohibition of work discrimination has no significant effect to ensure

the development of the Solo parent employees.

HA3: The prohibition of work discrimination has significant effect to ensure

the development of the Solo parent employees.

REJECT THE NULL HYPOTHESIS AND ACCEPT THE ALTERNATIVE

HYPOTHESIS

These are the: Prohibiting work discrimination to any solo parent employee with

respect to the conditions of employment on account of status with a t-value of 3.236. and

has significant effect of .002 shows that, in every 1 unit change in the variable

Prohibiting work discrimination to any solo parent employee with respect to the

conditions of employment on account of status there is an increase of 43.6% in the mean

level of the observance of Solo parents welfare act to ensure the development of the solo

parent employees in District VI, Manila

Prohibiting work discrimination among solo parent by upbringing and keeping in

their institution with a t-value of 2.582 and has significant effect of 0.13 shows that in

every 1 unit change in the variable Providing flexible working hours subject to the

discretion of the head of the agency there is an increase of 35.9% in the mean level of the

observance of the Solo parents welfare act to ensure the development of the solo parent

employees in District VI, Manila.

In total, prohibiting work discrimination to a solo parent employee observed?

With a t-value of 2.317 and has a significant effect of 0.24 shows that in every 1 unit

change in the variable in total, prohibiting work discrimination to a solo parent employee

53 | P a g e
observed? There is an increase of 27.1% in the mean level of the observance of the Solo

parents welfare act to ensure the development of the solo parent employees in District VI,

Manila.

Recommendation

The researcher recommends the following:

The Government should add more benefits to the solo parent who

belongs to the vulnerable sector to be able them to perform their duty as the only

parent of their children.

The Department of Labor and Employment to improved and observed

the following provision of benefits in the act specially the permitting of parental

leave, providing of flexible working schedule and prohibits discrimination among

the solo parent employees to value and increase protection of the solo parent

employees.

The Company should be more strict in providing the following benefits

stated in the provision solo parents welfare act and avoid discrimination among

the solo parent employees.

The future researcher must conduct same study focusing on the Solo

Parent’s Welfare Act to educate the people about the act.

54 | P a g e