CHAPTER I

BACKGROUND OF THE STUDY

Introduction

Capitalism, an economic organization built on the basis of the global market and

operates – employs and prices – under the guidelines set by a private individual and/or a

sector (Scott, 2006, p.3), modified the set-up of businesses around the globe. Eventually,

what was initially created to safeguard peace and avoid terrorism in the United States of

America (Krieger and Meierrieks, 2014, p.48) settled amongst the principles of

employment and gave birth to contractualization.

Based on Sofi & Sharma (2015), the rapid growth of contractualization in a

number of industries in India constitutes the development of its manufacturing sector.

The effects are detrimental as Indian manufacturers who formerly stand on pro-laborer

regulations now try to employ under contracts to lessen salary expenses. Consequently,

Asian countries followed suit – China, Hong Kong, Vietnam, and the Philippines are

among some.

In an article by Fernandez (2016), two reasons stand out as to how contracting

was brought to the Philippine industry: the Herrera Law and the Department of Labor and

Employment (DOLE) memorandums. However each may stand on different grounds,

both recognize the duration set for chosen individuals to work and make a living is

usually five to six months. Accordingly, as contractuals increase in number, the appeal to

end or at least amend contractualization volumes. Cable News Network (CNN)

Philippines in 2016 reported a number of government and non-government organizations

3
wishing to rectify certain articles in the existing labor law. Furthermore, President

Rodrigo Duterte has shared his disapproval of the matter since campaign days. Duterte

also vowed to remove end-of-contract or endo, a policy that limits a worker under

contract to five-month job guarantee, in the Philippine set-up of employment to promote

equal labor rights for both regulars and contractuals (Regalado, 2017).

In Batangas, where a number of laborers are contractuals, the insolvency of the

issue has pressed down minimum-wage earners and gave rise to unlawful labor practices.

The laborers were protesting against the termination of their Soro-Soro Development

Cooperative (SIDC) leader Ismael Dimaano, who, according to them, was not presented

just and reasonable grounds for termination. Even more so, they refuse to return to work

unless all their demands are met (Batangas Porters Protest vs. Contractualization, par. 2,

5 & 13). This, in turn, hampers productivity and promotes division among the workforce.

With these things cited, the researchers propose this study on the motivations set

by the contractual workers in Batangas to encourage themselves to continuously engage

in such a work status given challenges and circumstances presented above.

Statement of the Problem

This study will explore the motivations of workers in Batangas to engage in

contractual works. Likewise, an action plan will be proposed on how to make them aware

that engaging in contractual work is approved under certain circumstances.

4
Theoretical Framework

The study revolves around two theories: the Equity Theory of John Stacey Adams

and and the Self-Determination Theory of Ryan and Deci.

Adams’ Equity Theory in 1963 mainly focuses on the worker’s perceived equality

in the working environment through recognition and compensation in exchange for one’s

inputs (Adams, 1963). According to Adams (1965), a person feels discriminated when

he/she produces more outputs that his/her co-workers and yet he/she receives the similar

amount. Accordingly, this can be associated to one of the theories under Self-

Determination Theory, the Extrinsic Motivation. This theory explains that a person does

work in exchange of a reward or to avoid punishment afterwards. On the other hand,

intrinsic motivation means doing work on one’s own will because it is perceived as

enjoyable (Ryan & Deci, 2000).

These theories shall be adopted in the seminars and talks, one of the objectives of

the study, to facilitate flow of knowledge from one worker to another. Using these

theories, workers can assess which one serves as the ground for their motivations.

5
Conceptual Framework

Figure 1

Research Paradigm

Figure 1 shows the characteristics workers should possess in order to engage in

contractual work. They should be hardworking and industrious because most of them are

the breadwinners of their families and without them, no one would earn money and

provide their everyday needs. Being workers that commonly earn a minimum wage

salary, they should be smart and thrift to budget the daily allowance for the household.

Punctuality at work is also essential so that the number of working hours is fulfilled and

they can earn the salary they worked for. In order to carry out all of these, workers should

manifest patience since it is always needed in every job in the labor market.

6
Significance of the Study

The paper entitled “The Motivation of Batangueno Workers to Engage in

Contractualization Despite Challenges Faced at Work” imposes great significance to the

following:

The Researchers. The study enables them to hone their knowledge about the

permissible regulations on work. It develops within them a sense of responsibility as well

that they can apply when they have successfully implemented their own businesses, of

course in line with their strand Accountancy and Business Management (ABM). It shall

aid in the management of their human resource, to promote a just and healthy working

environment in the future.

The Contractual Workers. They gain awareness of the different motivations of

their fellow workers that can serve as their drives as well. The study also speaks of their

labor rights and it voices out the insufficiencies that have transpired from

contractualization. Moreover, the laborers gain familiarity with the actions taken by the

government to alleviate the matter at hand.

The Employers and Contractors. The study enables them to understand more of

their responsibilities and duties to their employees. Similarly, it educates them about the

limitations and boundaries of contracting workers to hopefully and possibly lessen the

chance of complaints and laborers filing law suits against them.

The Local Government Officials of Batangas. They learn how to assess

employing companies in their vicinity to know which operates legally and not.

7
Additionally, the study instills within them a sense of accountability for all their

residents, especially the contractuals.

Scope and Delimitation

The scope of this research is to know the motivation of the employees to work

even when they are engaged in contractualization. The following key informants will be

coming from a class of the senior high school students in De La Salle Lipa.

The target key informants are at least three and at most seven students in De La

Salle Lipa who has relatives or acquaintances that experienced or are currently

experiencing working as contractuals in Batangas. The age preference of the key

informants would be from 16 to 18 years old. Focus group discussions will be used to

gather data from the key informants.

Definition of Terms

Contractualization. Agreement between contractors and workers with the

knowledge of the responsibilities of both parties: to work under probationary periods with

the presence of legality.

Challenges. Perceived problems or dilemma faced at work by contractuals

Engage . Involve workers in employment under the basis of contractualization

Motivation. The influence that keeps the contractuals oriented and eager to go to

work.

8
 Workers. Laborers who agreed upon six-month contracts and who are subject to

termination or laying off after contract expires

9
 CHAPTER II
REVIEW OF RELATED LITERATURE AND STUDIES

Related Literature

The development of the Philippine economy and the establishment of government

programs caused a significant increase in demand for employment as the supply of job

opportunities became the foremost priority in the labor market. Accordingly, the

increasing average wage may perhaps be attributed to the increasing labor productivity in

the Philippines form 2013 to 2015 (Villena, 2016). In relation to this, the theory of Social

Representations as studied by Cainglet, Vega, and Zapata in 2012, presents the coping

strategies of employees and their responses to conflicts encountered in work. Subdivided

into three namely Hegemonic, Emancipated, and Polemic, the theory suggests the various

perspectives affecting the working environment and the motivation of workers,

particularly contractuals and seasonals.

Over the years, lesser benefits have been given to contractuals and lesser

opportunities for a regular job as employers, nowadays, have grown accustomed to

laying-off their workers or suspending them temporarily to lower operating expenses

(Srinagar, 2016). Accordingly, the study conducted by Sampaio, Sousa, and Dos Reis

(2015) shows how the hiring styles of companies are quite traditional with regards to

contractualization and sub-contractualization.

10
Related Studies

Inequity in the workplace often leads to varying levels of work performance. This

usually happens inside discriminative and manipulative working environments

(Government, 2011) where some managers and/or employers pay a significant amount of

time weighing down job requirements such as educational attainment, literacy, and

multilingualism more than the inputs and outputs contributed in the organization. Some

managers, however, believe that the success of their businesses lie in the performance of

their workers. In an study by Banting (2007), the skills performed by their managers and

superiors become the motivation of the subordinates in achieving self-efficacy and a

sense of purpose, hence it is vital for executives to define their responsibilities and

capabilities, and clarify their roles.

Not enough opportunity to satisfy their needs impedes the eagerness of the

workers to make his/her living work. To compensate them properly and provide them

with sufficient benefits should be the foremost priority of companies to encourage

equality and give proper credit for a job well done (Juntilla, 2003). Hence, manipulation

happens when their efforts are ignored and when they are not given appropriate

acknowledgement (McConnell, 1998).

Synthesis

This study demonstrates similarities to the working environment present in the

Philippine industry nowadays. By analyzing the themes and the construction of opinions

from the subjects, the researchers became familiar with the sectors affecting contracting

11
companies and employers. Through the use of these themes as well, the development of

the study became manageable and possible.

Through concepts such as the correlation of workplace inequity and the varying

work performance of the contractuals, lay-off mechanisms, and coping strategies, the

study gained sufficient information and had grown a wider spectrum in terms of data

garnered.

12
 CHAPTER III
RESEARCH METHODOLOGY

Research Design

The qualitative method of research was used in this study, specifically Grounded

Theory, which explored the motivations of workers in Batangas to engage in contractual

works. The data were collected from the respondents' responses in a focus group

discussion administered. The list of questions in the focus group discussion revolved

around the challenges faced by the workers in terms of compensation, benefits,

government programs, and perceived work equity, and their respective coping strategies

for each.

Research Locale

The study was conducted in one of the rooms of Noli Me Tangere building inside De

La Salle Lipa. This was held as the venue being that the researchers were not able to go

directly to the barangay because of the moratorium released by the Commission on

Higher Education that hinders schools and universities to participate or conduct outside

activities.

13
Key Informants of the Study

The key informants were three students of A11-06 of De La Salle Lipa with prior

knowledge to contractualization due to exposure to work experiences from their

contractual relatives and/or neighbors, and since the proponents have no direct access to

the contractuals themselves. The three key informants were teens with ages 17 to 18 who

were chosen voluntarily based on raising of hands.

Research Instrument

The main instrument used in conducting this qualitative research was a list of

guide questions for focus group discussions. Specifically, these questions addressed the

challenges, dilemmas, and inequities faced by contractual workers of Batangas and their

respective motivations for each, perceived and recognized by the representative key

informants. Also, the correlation of their motivation and work performance was

addressed for further analysis of the data gathered.

Data Gathering Procedure

In gathering data, the researchers followed the steps suggested by Oak Ridge

Institute for Science and Education, U.S. Department of Energy (n.d.) in conducting

focus group discussions. This was followed primarily because of its efficiency and

systematic approach.

14
Step 1. Plan the study

In selecting the participants of this study, the researchers, with the help of their

Practical Research 1 adviser, garnered sufficient key informants through raising of hands.

No screening of participants was made because the informants were limited and no

replacement would be found given the short amount of time.

Step 2. Choose the location and format for focus group discussion

The face-to-face focus group discussion was held in one of the rooms in the Noli

Me Tangere building inside the campus of De La Salle Lipa. This site was chosen

primarily for the convenience of the students who served as the key informants of the

study, also because multimedia was already made available in the said location.

Step 3. Draft a recruitment screener

From the students of A11-06 available for interview in De La Salle Lipa, the

researchers identified the participants of the study based on the following criteria: (1) a

relative, friend, confidant, acquaintance, or neighbor of a contractual worker; (2) have

had familiarity with the subject matter because of news reports, website articles, and

other forms of media; (3) can relate a story well; and, (4) and is not subjective in a sense

that he/she prioritizes one’s opinions over that of the real contractuals he/she is

representing. Those who did not meet the criteria were not included in the focus group

discussion.

15
Step 4. Recruit participants

The contractual workers were interviewed by the three representative students two

days prior to the actual interview held in De La Salle Lipa. All three of the students were

able to attend the focus group discussion because the following conditions were

considered: (1) the focus group discussion was scheduled on a weekday for the

convenience of the students; (2) snacks were served while discussion was going on; (3)

discussion was done inside the classroom of the participants which made them feel

comfortable; and, (4) multimedia equipment was made available for audio recording and

data gathering.

Step 5. Develop a moderator’s guide

The moderator’s guide contained the following information that helped the

moderator solicit information needed by the researchers to maximize the time allotted for

the discussion: (1) a topic guide to attain a smooth flow of the discussion, written in a

piece of paper to guide the moderator in the flow of topic – general to specific; and, (2) a

list of questions that addressed the purpose of the research as seen in the statement of the

problem and as presented in the objectives of the study.

Step 6. Conduct the focus group discussion

The focus group discussion started with the moderator, a member of another

group of researchers from the same class in De La Salle Lipa Senior High School who is

currently taking up Practical Research 1, welcoming the participants, briefing them on the

process, and emphasizing that there are no right or wrong answers as he requested that

each participant would speak one at a time and maintain confidentiality of one another’s

16
responses. He also informed the key informants that the session was recorded for research

purposes.

As the moderator knew all the participants, introductions as well as asking for

“icebreaker” questions were no longer felt needed. In-depth discussion about the

motivations of contractual workers on maintaining vigor and work-orientation followed

the discussion of the challenges and inequities they see at work. The moderator made

sure all were answered. Although there were times the key informants disagreed with

another participant’s point of view, everyone had their fair share of opinion about

contractualization, and no one dominated the discussion. It was also noticeable that from

time to time, the moderator was checking the person in charge of audio recording and

note taking to ensure everything had been recorded and jotted down. Consequently, the

session ended with a statement of gratitude from the moderator.

Data Analysis

In analyzing qualitative data, the researchers used framework analysis. According

to Srivastava and Thomson (2009), framework analysis is being used because there are

specific questions, which in this case, the questions focuses on the motivations of

contractual workers in Batangas despite petitions for its removal from the different

sectors of the government and challenges faced at work; a pre-designed sample which are

the three students of De La Salle Lipa who have prior knowledge on contractualization

because of relatives or friends; and a prior issue which will focus on maintaining a

healthy and just working environment as the required framework of contracting stated in

17
Articles 296, 297, and 298 of the Labor Code of the Philippines. Likewise, Ritchie

Spencer (1994), as cited by Srivastava and Thomson (2009), explained that the main

concern of this kind of analysis is to describe and interpret what is happening in a

particular setting which in this study is on the working environment of contractual

workers.

The researchers followed the steps of framework analysis by Gale, Heath,

Cameron, Rashid, and Redwood (2013) in which qualitative data from focus group

discussions were sorted in accordance with key issues and themes:

Step 1: Transcription

One of the researchers worked on the verbatim or word for word transcription of

the interview after audio recording of the focus group discussion. One of the researchers

did the transcription to become immersed with the data for analysis and interpretation.

This decision was based on the statement of Srivastava and Thomson (2009) that the

process of transcription is a good opportunity to become immersed in the data and is

strongly encouraged for new researchers.

Step 2: Familiarization with the interview

To become familiar with the data collected from the focus group interview, the

researchers listened to the audio recording for several times during and after the verbatim

or word for word transcription. The transcription was encoded in the computer Microsoft

Word format and was printed in several copies for continuous review and further

analysis.

18
Step 3: Coding

The researchers read their own copy of the printed transcripts several times and

put labels or codes on the lines or passages that best described the motivations of

contractual workers in Batangas in each of the principles of maintaining a just and

healthy working environment. The motivations of contractual workers were used as the

theme the researchers looked for.

Step 4: Developing a working analytical framework

After putting labels or codes in each of the passages or lines, the researchers

gathered their interpretations and reconciled them to come up with the same labelling or

coding of data. Then, the researchers identified each of the lines or passages according to

the principles of maintaining a healthy working environment and classified them whether

motivations or discouragements, advantages or disadvantages, in favor or not in favor.

These principles served as the theme.

Step 5: Applying the analytical framework

The researchers made a working diagram as an analytical framework for each of

the principles of maintaining a just and healthy working environment with

contractualization’s advantages on the right side and disadvantages on the right, and

reasons for favorability on the right and the other on the left.

Step 6: Charting data into the framework matrix

Because verbatim or word for word transcription served as the source of data,

diagrams were used to summarize the effects of contractualization to the workers in

19
Batangas. Below each of the diagrams, which will correspond to the principles of

maintaining a just and healthy working environment, are direct quotations or statements

of the respondents together with reference numbers such as Key Informant 1 to Key

Informant 3 to explain the findings of the study.

Step 7: Interpreting the data

For ease of interpretation, each of the diagrams had a corresponding principle of

contractualization. The graph for their advantages, disadvantages, favorability and non-

favorability are strategically designed for ease of comprehension. All of which have

specific arrows pointing to the different principles observed under contractualization

Writing of the Action Plan

Based on the findings of this study, an action plan was forwarded. The said action

plan was based on the motivations of contractual workers identified in the employment

set-up in Batangas. The inclusion of the motivations in the action plan depended on the

number of times it or they appeared in the analysis of data through the diagram.

Each component of the action plan was implemented and they shall become part

of the professional development activities of organizations engaged in contractualization.

20
 CHAPTER IV

PRESENTATION, ANALYSIS, AND INTERPRETATION OF DATA

The study explored the motivations of the workers to engage in contractual works

in favorable and unfavorable circumstances. Based on the focus group discussion

conducted, their perceptions as to what makes contractualization good and/or bad are

distinct and varying.

Figure 2

Perceptions of the Key Informants to Contractualization in Accordance to the

Advantages, Motivations, Dilemma, and Disadvantages Faced at Work

21
 Figure 2 presents the perceptions of the informants to contractualization

subdivided into four groups: advantages, disadvantages, motivations, and dilemmas.

Based on the answers of the three informants, the subdivisions correlate with one

another. Specifically, motivation and dilemma can both work as a subdivision of

contractualization in general or can be suited under advantages and disadvantages,

respectively.

In accordance to this, inequity in the workplace often leads to varying levels of

work performance. This usually happens inside discriminative and manipulative working

environments (Government, 2011) where some managers and/or employers pay a

significant amount of time weighing down job requirements more than the inputs and

outputs contributed in the organization.

The key informants also narrated how they don’t necessarily have a choice when

choosing their jobs. They ventured mostly into this business because there were no other

offers that match their credentials.

Key informant 1 particularly said that,

“According to someone I know, he did not choose to be a

contractual worker, he just did not have a choice. (Sabi ng kakilala

ko ay hindi naman daw niya ‘yung pinili kumbaga wala… wala

daw talaga siyang choice.)”

Key informant 2 agreed and said that she had the similar reason while key

informant 3 stated that,

22
 “He chose to be a contractual worker just because it was the only

offer of DOH [Department of Health] because he was a nurse and

he needed to hired immediately. (Pinili daw niyang maging isang

kontraktuwal na manggawa dahil ito lamang ang ino-offer ng DOH

kasi nurse nga siya, atsaka kailangan din daw niya magkatrabaho

agad.)”

Based on the responses, it is evident that contractualization was not their primary

choice rather they chose it solely for the reason of earning a little. However, when they

were asked about the sufficiency or their salaries, they each had a distinct answers as

what key informant 1 emphasized.

“It is inadequate…[however] if no one will work for the family,

there would be nothing to eat. (Kulang daw…kung wala daw

kikilos sa pamilya nila ay wala din daw makakain ang pamilya

nila.)”

Key informant 2 answered quite similarly to informant 1 that,

“The wage is not enough but…he has no other alternative to

contractualization. (Hindi sapat ‘yung nakukuha niyang kita sa

araw-araw kaya lang… parang wala siyang magagawa kunti

makontraktuwal.)”

23
 Meanwhile, key informant 3 said it was fairly sufficient that,

“The salary he receives is enough although delayed, hence

sometimes he needs to make loans. (Sapat naman daw kaso

delayed kaya minsan kailangan niyang mangutang…)”

Meanwhile, when asked what keeps them motivated despite these circumstances,

they all agreed it was their families.

Key Informant 1 said,

“To provide for my family [is my motivation] because only they

give me the strength as to why I should keep pursuing work. (Ang

maitaguyod ko ang aking pamilya dahil ang pamilya ko na lang

ang nagbibigay lakas sa akin kung bakit ko kailangan magpursige

pa sa pagtatrabaho.)”

Aside from the response of key informant 1, key informant 2 stated that,

“His motivation is his family and he thinks that it would be better

to be a contractual worker in times that no regular work has been

found. (‘Yung motibasyon niya ay ‘yung pamilya niya atsaka

24
 iniisip niya na ano mas magiging maganda ang pagiging

contractual nila habang wala pang nakikitang regular na trabaho.)”

Key informant 3’s response, on the other hand, was short and simple,

“So, what serves as his motivation in his work is his willl to help

his family and to progress in life. (So, ang nagsisilbing motibasyon

niya sa kaniyang pagtatrabaho ay ang kaniyang nais na makatulong

sa pamilya at para makaangat din sa kaniyang buhay.)”

Based on the results of the focus group discussion, the family serves an important

role to contractual workers as they are the main motivators of the latter to continuously

work hard and endure difficult circumstances of working under contracts.

Not enough opportunity to satisfy their needs impedes the eagerness of the

workers to make his/her living work. And to compensate them properly and provide them

with sufficient benefits should be the foremost priority of companies to encourage

equality and give proper credit for a job well done (Juntilla, 2003).

25
 Figure 3

The Degree of Favorability of the Key Informants to Contractualization

As can be gleaned in figure 3, the informants were asked if they are in favor or

not of contractualization. Their responses greatly varied according to their level of

reasoning, and according to three different factors namely salary, benefits, and

government programs.

Key informant 2 clarified he was in favor because

“Something is being given to them compensate to the day-to-day

activities although it is still not enough. (May naiibigay naman

26
 daw sa kanila na ano panggastos ganon parang natustusan din nila

‘yung pangaraw-araw kaso kulang parang hindi sapat ganun.)”

Key informant 1 had the same answer, although key informant 3 reasoned that,

“He was not in favor because as what he have said earlier, he

doesn’t receive any benefits. (Hindi daw siya pabor gaya ng sinabi

niya kanina dahil wala nga daw siyang natatanggap na

benepisyo.)”

Accordingly, when asked about the benefits they are currently receiving, their

answers were minimal revolving mostly on PhilHealth [Philippine Health Insurance

Corporation] and SSS [Social Security System], although key informant 2 added that,

“SSS and PhilHealth, likewise, are the only offers to contractual

workers because the compensation is not enough to cover costs of

other benefits. (SSS, PhilHealth yun din naman kasi yung parang

inooffer sa mga kontraktuwal na manggagawa kasi hindi naman

sapat ang suweldo nila para magbayad pa ng ibang benepisyo.)”

In terms of government programs, on the other hand, their answers were mostly

generic and no specific program has been discussed. Key informant 1 clarified that,

27
 “He likes Duterte’s system of removing contractualization because

it will give him the chance to receive an increment in his usual

salary. (Gusto daw niya ‘yung sistema ni Duterte na tanggalin daw

ang kontraktuwal para naman mabigyan din ng pagkakataon ang

mag katulad ko na makatanggap din ng mataas na suweldo sa

pagtatrabaho namin.)”

Key informant 2 opposed the statement saying,

“There is no program specifically for the contractual [workers]

because… the benefits given by the government are insufficient.

(Wala naman daw programa para sa mga kontraktuwal na

manggagawa kasi… hindi naman sapat ‘yung benepisyo na ibingay

ng gobyerno.)”

Key informant 3, however, limited her answer to

“There is but did she not mention. (Meron naman sabi niya pero

hindi niya nabanggit.”

Based on these results, the researchers ascertained that the workers’ opinions

about contractualization are divided and no answer directly represents the perceptions of

28
the aforementioned. The data gathered shows how different factors affect their view of

the subjct and how each makes up the whole that is contractualization.

In an article written by Sicat (2016), he described how labor costs in the past have

encouraged the practice of contractualization in companies, compromising skill growth

and steady employment. Nevertheless, contractual jobs now focus mostly on developing

interpersonal, technical, and mechanical skills. The moral dilemma, however, lies in the

fact that albeit circumstances such as this, contractuals are deemed as those who need

help from the society when in fact, it is the other way around.

29
 CHAPTER V

SUMMARY, CONCLUSION, AND RECOMMENDATION

Summary of the Study

The study entitled “The Motivation of Batangueño Workers to Engage in

Contractualization Despite of Challenges Faced at Work” primarily revolves around the

objective of producing a paper that tackles the challenges and motivation of workers in

Batangas, particularly contractuals.

Through the qualitative method of research, specifically the Grounded Theory,

and the framework analysis, data were garnered, presented, analyzed, and interpreted.

Focus group discussions were used by the researchers for further clarity and

dependability of information. The questions created focused on the points of view of the

workers and its significance to their perceived working environment and work

performance. After the initial interview, the researchers familiarized themselves with the

data and categorized them according to underlying themes and groups. Afterwards,

emerging codes were developed to further organize the data and to prepare them for the

classifying and correlating process.

Based on the data gathered, contractuals have varying opinions as to what

contractualization is for them. However, with the recognition of the underlying themes

and concepts, four factors arise that give contractualization its whole definition:

advantage, disadvantage, motivation, and dilemma. Furthermore, the results have shown

how contractuals don’t necessarily have a choice in the jobs allocated to them. They

simply live with it because if not, their families would not have any financial resources to

30
support their daily expenses. Relatedly, derived from the data gathered, the researchers

have learned that the main motivation of the contractuals is their families. This implies

that although they face several challenges in terms of compensation, benefits, and

government attention, their families and loved ones drive them to continuously work with

vigor and prowess.

Conclusion of the Study

From the interpretation of data after the framework analysis, the researchers can

conclude that the different factors from the worker’s opinions, including the perceptions

of the key informants in accordance with the advantages or disadvantages faced at work

and the degree of favorability of the key informants to contractualization, affect the

motivations and views of the subjects and each contributes a different factor to the whole

that is contractualization.

Recommendations

From the findings of this study, the researchers recommend an improvement for

social measurement of job equality resulting to non-discriminative perceptions of the

society to contractual workers and regular employees. Another recommendation is to give

contractual workers the right to work in an environment that complies with health and

safety standards and the right to receive proper benefits not only for them but also for

their families who serve as their primary motivation. A similar study is also

recommended to be conducted which will focus on the factors affecting the correlation of

31
the motivations and the employment set-up of contractual workers to further develop an

action plan for the beneficiaries of this study.

32
 REFERENCES

Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in

Experimental Psychology (pp. 267-299). New York, NY: Academic Press.
Adams, J.S. (1963). Toward an understanding of inequity. Journal of Abnormal and
Social Psychology, 67, 422-436.

Banting, F. (2007). Supervisors' Performance on Management Function, Roles and Skills

at Amkor Technology Philippines. (Unpublished Thesis). De La Salle Lipa, Lipa
City Batangas.

Batangas porters protest vs. contractualization. (2016, June 18). Retrieved from
https://pamantik2009.wordpress.com/2016/06/18/batangas-porters-protest-vs-
contractualization/

Cainglet, F. M., Vega, T., & Zapata, J. T. (2012). A Social Representation Study of
Contractualization (Unpublished thesis). Ateneo de Manila University. Retrieved
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http://www.academia.edu/14701985/A_SOCIAL_REPRESENTATIONS_STUD
Y_ OF_CONTRACTUALIZATION

CNN Philippines Staff. (2016, August 18). DOLE to Senate: Amend Labor law to end
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 Motivation of Contractual Workers in Brgy. Banay-Banay II

Engaged in Contractualization

Questions:

1. Para po sa inyo, ano ang kontraktuwalisasyon?

- Pabor po ba kayo dito o hindi? Bakit oo o bakit hindi?

2. Ano ang kagandahan at kasamaan ng pagtatrabaho sa isang kontraktuwal na

kompanya?

3. Bakit niyo po piniling maging isang kontraktuwal na manggagawa?

4. Sa inyong paligay, pantay ba ang pagtrato sa kontraktuwal na manggagawa at sa

regular na manggagawa? Bakit oo o bakit hindi?

5. Ano po ang mga benepisyong inyong tinatanggap sa pagiging isang manggagawang

kontraktuwal?

6. Sapat ba ang inyong tinatanggap na kita sa pang-araw-araw ninyong pamumuhay?

- Kung hindi, bakit niyo po pinagpapatuloy pa ang pagtatrabaho bilang isang

kontraktuwal na manggagawa?

- Kung oo, ipagpapatuloy niyo pa po ba ang pagpasok sa ilalim ng kontrata kapag

natapos ang inyong kontrata sa kasalukuyan ninyong kompanya?

35
7. Ano ang alternatibo ninyong pinagkukuhanan ng pera kung mayroon man?

8. May mga tulong o programa po ba kayong alam na inilatag ng gobyerno para sa mga

kontraktuwal na manggagawa?

- Kung mayroon, nakatutulong po ba ito sainyo?

- Kung hindi, ano pong programa ang mai-isuggest ninyo para sa benepisyo ng

kontraktuwal na manggagawa?

9. Sa inyong mga pinagdadaanan, alin po ang maituturing ninyong pinakamabigat na

suliranin ng isang kontraktuwal na manggagawa? At paano po ninyo ito hinarap?

10. Sa harap ng mga pagsubok na ito, ano po ang inyong nagsisilbing motibasyon upang

patuloy na magtrabaho bilang isang kontraktuwal na manggagawa?

11. Paano po nakakaapekto ng mga motibasyong ito sa inyong pagtatrabaho?

36