1 - WLB Thesis

Westmead International School
College of Tourism and Hospitality Management
CHAPTER I
THE PROBLEM AND ITS BACKGROUND
This chapter discusses the proposed study, statement of the problem,
scope and limitations and definition of terms.
Introduction
In the Philippines, the different firms in the airline industry have brought
many Filipinos and tourists across various international and local destinations at
present. This has brought development in the fast mobility of the citizens. This
development in transportation would also correlate a positive significance to the
progress in the Philippine economy.
According to the Civil Aviation Authority of the Philippines, the country has
71 airports. The most prominent of these airports is the Ninoy Aquino
International Airport, which is located in Pasay City. It has four terminals and can
handle hundreds of both international and domestic flights every day, making it
by far the busiest airport in the country. In these airports are hundreds of planes
coming in and out, handled by different airlines. There are four major commercial
airlines in the country: Cebu Pacific, Air Asia, Philippine Airlines, and Skyjet.
These airlines carry majority of the international and domestic flights in the
country.
A flight attendants primary objective is the safety of the aircraft cabin and
the comfort of its passengers in-flight. Flight attendants spend most of their time
in the passenger cabin of an airliner. In addition to passenger safety, flight

1
Work Life Balance Among Cabin Crew in Philippine Airlines
attendants provide either elaborate service to a small number of first-class
passengers or, less elaborate service to a large number of passengers. Flight
attendants work evenings, weekends, and holidays, because airlines operate
every day and have overnight flights. Attendants work in aircraft and may be
away from home several nights per week. Most have variable schedule, it must
be present for check-in to crew scheduling and briefing at least one hour before
flight time.
According to Delta's careers page, flight attendants can expect 4 a.m. wake-
up calls and infrequent hours, delays, and flight cancellations that will no plans,
and weekends and holidays spent working.
Work-life balance is a concept that describes the ideal of splitting one's
time and energy between work and other important aspects of their life. It can be
hard to make time for family, friends, community participation, spirituality,
personal growth, self-care, and other personal activities, in addition the demands
of the workplace, it reduces the stress employee’s experience. When someone
spends the majority of their days on work-related activities and feel as if they are
neglecting other important components of their lives, stress and unhappiness
result.
And to Chancey, (2019) having a good work-life balance has numerous
positive effects, including minimizing stress and burnout, and promoting overall
well-being. In addition, work-life balance is less about neatly dividing the hours in
your day between work and personal life and more about having the flexibility to
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get things done in your professional life while still having time and energy to truly
enjoy your personal life. Furthermore, it is important to understand that work-life
balance will mean different things to different people because, after all, we all
have different life commitments.
In this regard, the researchers choose to study the work life balance
among cabin crew in Philippine Airlines to identify the factors that impact the
employees work life balance, to know the relationship between employee’s job
and its impact on employee’s personal life and to know the relationship between
the supervisors’ support and employee’s job performance.
Statement of the Problem
A study of Work Life Balance Among Cabin Crew in Philippine Airlines.
Specifically, the proponents aim to answer the following questions:
1. What are the demographic profile of respondents in terms of:

1.1 Age;
1.2 Gender;
1.3 Civil Status;
1.4 Educational Level;
1.5 Years in service in PAL;
2. What is the level of Work Life Balance practiced by the Cabin crews in
terms of:
2.1 Individual life at work
2.2Individual life for myself
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2.3 Individual life at family and friends
3. What activities do you pursue to promote Work Life Balance?
4. Is there a significant difference in the level of Work Life Balance among

respondent based on: Gender and Civil status
Hypothesis
In the conduct of the study, the null hypotheses will be tested:
1. There is no significant difference in the level of Work Life Balance among
respondents.
Significance of the study
The study was created to determine the Work Balance of the Cabin Crew
in the Philippine Airlines. The researchers believe that their study will be helpful
to the following:
The result of the study engaged to Philippine Airlines that undergoes for
collecting data among Cabin Crews to get the idea about Work Life Balance. It
will also give them an idea about there current life status. This study will help the
researchers to improve and promote the Work Life Balance of each other
employee`s.
It will also beneficial to other researchers who undertaking same related
topic. It also benefits for the students of our school for having this thesis
materials and to gained more knowledge about this topic. With this research the
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inspiring Cabin Crews will be aware of what Tourism industry is and what
happened to the real world of our industry.
The study will also provide the current life status of the Cabin Crew in
Philippine Airlines. It will also help advance the existing data. The research
material can be a source of information and basis for future researchers who may
take interest in the subject matter herein presented.
Scope and Limitations of the study
This study was conducted to assess the Work Life Balance of Cabin crews
in Philippine Airlines. The respondents of the study are the cabin crews of
Philippine Airlines who have 3 minimum years of experience in international flight
(inflight). Their age, gender, civil status and educational attainment from their
demographic profile were also assessed. A total of 200 respondents, were the
participants of the study.
In addition, this study used four factors to assess and compared the level
of Work Life Balance terms of family, work, colleagues, and their selves
Definition of terms
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On this part, terms used in the study is given its theoretical and
operational definition on better understanding. Theoretical definitions are based
on these theories and other references while operational definitions are provided
in relation to the actual process on how the words were used on the study.
Aircraft the essential components of an aircraft are a wing system to
sustain it in flight, tail surfaces to stabilize the wings, movable surfaces to control
the attitude of the plane in flight, and a power plant to provide the thrust
necessary to push the vehicle through the air. In addition, any of a class of fixed-
wing aircraft that is heavier than air, propelled by a screw propeller or a high-
velocity jet, and supported by the dynamic reaction of the air against its wings. In
this study, a vehicle that is able to fly by gaining support from the air.
Airlines The term is used extensively, and its meaning is well understood:
air carriers flying passengers on large aircraft on scheduled routes. In this study,
organization providing a regular public service of air transportation on one or
more routes.
Airport a tract of land or water with facilities for the landing, takeoff,
shelter, supply, and repair of aircraft, especially one used for receiving or
discharging passengers and cargo at regularly scheduled times. In this study the
same definition was used.
Cabin Crew an appropriately qualified crew member, other than a flight
crew or technical crew member, who is assigned by an operator to perform duties
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related to the safety of passengers and flight during operations. In this study, the
people whose job is to look after the passengers in the aircraft.
Domestic Flight A domestic flight is a form of commercial flight within civil
aviation where the departure and the arrival take place in the same country.
Airports serving domestic flights only are known as domestic airports. In this
study, domestic flights are generally cheaper and shorter than most international
flights.
Inflight occurring or provided during an aircraft flight done, available, or
experienced during an aircraft flight. In this study, this happens during the time
when the aircraft is in the air.
International Flight An international flight is a form of commercial flight
within civil aviation where the departure and the arrival take place in different
countries. In this study the same definition was used.
Jetlag feeling of tiredness and confusion that people experience after
making a long journey by plane to a place where the time is different from the
place they left. In this study, the same definition was used.
Work Life Balance state of equilibrium in which demands of personal life,
professional life, and family life are equal. In addition, it is not limited to, flexible
work arrangements that allow employees to carry out other life programs and
practices. In this study, the same definition was used.
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CHAPTER II
REVIEW OF RELATED LITERATURE
This chapter presents the collection of data and information that support
the study. The following review of conceptual and review of literature were
collected for the purpose of gathering additional knowledge and ideas about the
study.
Conceptual Literature
This part of the study gives a clear view and understanding of the topic
through the help of books, internet articles and other researches.
Work Life balance as the name suggests refers to balancing work and
lifestyle. It refers to the relationship between work and life and how they influence
each other; it requires the balance between work and all outside responsibilities
and pleasures life brings. It discusses balance as unchanging; in order to have
balance you must be able to not only prioritize what needs to be done but also be
ready for change and be able to react to any given situation. In addition, Work-
Life Balance does not mean an equal balance. Trying to schedule an equal
number of hours for each of your various work and personal activities is usually
unrewarding and unrealistic. Life is and should be more fluid than that. (Burton
2004) Work Life Balance should not only mean a balance between work and
family but between work and the rest of life activities. Shankar, (2010)
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There is no perfect, one-size fits all, balance you should be striving
for. The best work-life balance is different for each of us because we all have
different priorities and different lives.
Having a life that is too work- focused can cause a lot of stress, it can lead
to exhaustion and poor health, and it could also create a feeling of loneliness and
emptiness. All of these things can affect the way you perform at work as well. It is
very unhealthy to have an unbalanced life and as a current/future employee of
our company.
However, at the core of an effective work-life balance definition are two
key everyday concepts that are relevant to each of us. They are
daily Achievement and Enjoyment, ideas almost deceptive in their simplicity.
Time management has been known to be the most talked about concern
in work and life balance. According to Savant and Dhavan (2012) time
management is considered as an important aspect to maintain Work/Life
Balance.
Individual Life at Work is a good work-life balance, can only be achieve if
certain conditions can be achieve with the workplace that ensure it does not
stand in the ways of the employee’s happiness. As a cabin crew. In addition, a
day in a cabin crew life, they goes on to describe very thoroughly what goes on
when she’s on the plane. They wakes up at early hours of the morning and
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returns home in the evening, even though they are exhausted after a long day
they expresses how proud they are with their career and showing their love at
work. It’s important for you to keep in mind that being a cabin crew is not easy
work, even though you do get a lot of time off during the month it’s important that
you keep in mind that the your plan is untraditional and always changing.
Sometimes you will have to work back to back days, this is why it’s important to
have work life balance, it’s important to lead a healthy happy life and achieving
this balance will help you get there. (Lu 1999)
You should always have a balance especially in the airline industry. It’s
easy to lose yourself when you are working back to back and long hours; it’s
easy to lose touch from family members and friends. That’s where work life
balance comes in; everyone is different and has different priorities, it’s important
to figure out what is important to you and what you want to prioritize on your time
off.
According to Anna (2010).Work–life balance is a situation in which
employees are able to give right amount of time and efforts to their work as well
as their personal life outside work.
In general work life balance is tricky to achieve with any career, however
for a flight attendant it is a lot more complicated. Between untraditional
schedules, long hours of work, jetlag, and flying around the world, work life
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balance may seem to you like a dream more than a goal. If you want a career in
the air industry, most of you will want to end up working in international flights not
only for monetary reasons, but also international routes means you will get to see
the world. In addition, Airline companies might put pressure on organisations to
increase their demands on employees to become more flexible and work longer
hours, and, therefore, increase cabin crew work-life conflict. Major, (2006)
Overall, WLB is a question of choice between work and life and with
demands in personal and work life different to every person, the drive within each
person can be significantly different with every individuals behaviour different
also (Chandra, 2012).
Individual Life for Myself it`s tempting to sacrifice “me” time, but this
actually leads to a better work-life balance. As a cabin crew. In addition, same as
any other jobs in the world, being a cabin crew has also advantages and
disadvantages. The best advantage is to travel for free considering “me time”,
they used to learn new skills in different countries having the opportunity to
experience the local life during discounts and privileges, they have a earned off
they used their time for shopping, pampering their selves, eating healthy foods,
time for exercise to stay healthy and physically fit and most important is giving
their presence to Almighty God and to have a spiritual bow.
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According to Edmund Heery & Noon (2008) stated that Work-life balance
is the principle that paid employment should be integrated with domestic life and
community involvement in the interests of personal and social wellbeing. There is
interconnection and interdependence relationship among work and personal life.
Individual Life with family and friends, a family is an essential part of
leading a happy life. Personal happiness, is the result of longstanding friendship
forming relationship anchor points outside of the workplace. As a cabin crew. The
work/family balance in the context of selected characteristics that can put
individuals at risk for work/family imbalance (dual career partnerships, number of
children, and hours worked per week). The concept of work-life balance defines
the amount of time available to an employee in balancing between family and the
demands of work. Sue Campbell Clark (2001)
Three components must contain in Family Work Life Balance: First is time
balance (time dedicated equitably to work and family responsibilities); the second
is involvement balance (equitable psychological involvement in work and family
roles); and the last is satisfaction balance (the equitable satisfaction level that
individuals get from work and family responsibilities). Goni-Legaz (2016)
A work life balance isn’t about only about childcare and families. Nor is it
about working less. It`s about working “smart”. About being fresh enough to give
you all you need for both work and home, without endanger one for the other,
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and it`s necessity for everyone, at whatever stage you are in your life. In addition,
Work – family balance is largely associated with the modern image of the dual-
career couple with young children. However, unmarried nonparents across the
globe also experience work – family conflict, based on the obligations from others
in one's social network, like extended family members, friends, and neighbors.
Department for Trade and Industry, (2001)
Work life balance in a glance. The work-life and quality of life literates
have identified 170 different life domains that are important in achieving work-life
balance; a few of the top domains include work, financial resources, leisure,
dwelling and neighbourhood, family, friendship, social participation and health
(Warren, 2004).In addition, Work life balance issues have been found to affect
one’s identity, well-being and quality of functioning (Cinamon & Rich, 2010).
Work life balance is about effectively managing the juggling act between
all paid work and the all other activities that are important to people such as
family, community activities, voluntary work, personal development, and leisure
recreation. (Dundas 2008).
In addition, balance was defined as satisfaction and good functioning at
work and at home with a minimum of role conflict . (Clark 2001). Balance is also
taken as the middle of excessive functions or roles and deficiency of such.
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“Work family balance” into “work life balance” partly in response workers
without family responsibilities who felt that employee with children were getting
benefits that they were not. The term “life” applies to any non-paid activities or
commitments. While the term does not generally include “unpaid work” when
referring to work, it could be extended to cover that. In addition the term “work/life
balance has replaced that used to be known as “work/life balance”. Drew
Hympreys (2003)
Work varied across time and culture - a curse, a calling, a social
obligation, natural activity, a means to be better life or simply what they do
because they have to. (Porter 2004) In addition, the technological revolution is
supposed to bring an increased time for leisure and provide opportunities for
individuals to pursue activities that gave them variety in their lives Lewis et al.,
(2003).
WLB is a combination of interactions among different areas of one’s life,
the advantages and disadvantages associated with that balance or imbalance
can affect multiple levels of society. The disadvantages associated with WLB can
impact both employee and employer. For the employee, consequences can have
a negative impact on work and life satisfaction, mental health, physical health
and on individual performance in organization. Guest (2001)
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Productivity leads to favourable economic growth, large profitability and
better social progress. Furthermore, employee productivity is based on the
amount of time that an employee is physically present at his/her job, besides the
extent to which he/she “mentally present” or efficiently working during the
presence at the job. Sharma & Sharma (2014) In addition, cabin crew who are
more productive can obtain better wages/ salaries, better working conditions and
favourable employment opportunities. Hill (2014)
According to Sharma and

Sharma
(2014), employee
productivity is based on
the amount of time that
an employee is
physically present at
his/ her job, besides the
extent to which he/ she
is “mentally present” or 15
efficiently working
during the
presence at the job.
Companies should
address such issues in
order to ensure high
worker productivity
According to Sharma and
Sharma
(2014), employee
productivity is based on
the amount of time that
an employee is
physically present at
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his/ her job, besides the

extent to which he/ she
is “mentally present” or
efficiently working
during the
presence at the job.
Companies should
address such issues in
order to ensure high
worker productivity
In general, work-life balance promoting cabin crew practices such as
telecommuting, job sharing, flexitime and etc. lead to improve the employee
performance by eliminating the work-life conflict. Thus, work life balance leads to
improve the job performance by improving the employee loyalty, satisfaction,
commitment, organizational citizenship behavior and productivity as well as
reducing employee turnover and absenteeism. Moreover, stated that organization
which neglects issues related to employee work-life balance will end up with
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lower employee productivity and in turn will find it more difficult to improve the
employee job performance. Naithani (2010)
Energy WLB is usually defined in terms of having the time and energy for
both work and personal life activities, that is, without work dominating cabin
crews lives. However, although the WLB discourse is widely used by flight
attendants, flight stewards, and flight pursers and the general public, it`s meaning
is contested. Lewis et al., (2007).
Energy work is used to help balance the systems of energy throughout the
body to lessen stress, ailments, and disease. When one feels unbalanced either
physically, emotionally, or mentally, energy work aids to restore and realign the
body's noticeable vibrations. Gamarra (2019). In addition, it understands balance
as the “achievement” of an individual who combines the various life of a cabin
crew and energy at work in a successful and in balanced way. Pichler (2009)
According to Wayne, Musisca & Fleeson, (2004).Cabin crews who view
the performance of multiple roles as functional to the work and home lives might
stay committed to this course and enjoy the benefits associated with it.
Job satisfaction Values these are connected to a person’s consciously
and unconsciously desires to obtain. People will be satisfied with their jobs as
long as they perceive their jobs meet their important values. Ideas is important to
know what different employees have different views in work because the same
circumstances can produce different levels of job satisfactions. And the last
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Perceptions job satisfaction is not always based on objective and complete
measurement of the situation. Each person compares the job satisfaction to his
or her values, and people are likely to differ in what they perceive (Noe, et al.,
2009) In addition, job satisfaction is how content an individual is with his or her
job. The term ‘job satisfaction’ refers to the attitudes and feelings people have
about their work. Positive and favourable attitudes towards the job indicate job
satisfaction. Negative and unfavourable attitudes towards the job indicate job
dissatisfaction.
According to (Gregory & Milner, 2009) There is a large number of studies
which suggest that WLB impacts job satisfaction of the employees and the
outcomes it can have for the employees and their employers. In addition, Job
satisfaction can be simply explained as the employee’s personal opinion and
evaluation of their work based around a specific set of extrinsic and intrinsic
factors of their job. Bozionelos (2010). Furthermore, Job satisfaction further
implies enthusiasm and happiness with one’s work. Job satisfaction is the key
ingredient leads to recognition, income, promotion and the achievement of other
lead to feeling of fulfillment.
The relationship of job satisfaction with the concept of work-life balance.
The purpose of the study was to provide empirical evidence to prove the
relationship. A cabin crews who seeks satisfaction from the work he/she carries
out generally does not feel stressed at workplace. Those who are satisfied with
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their work will perform better than those who are not satisfied. A satisfied
workforce will achieve any task assigned to them.
They concluded that higher the work life balance higher will be the job
satisfaction of the cabin crews. Malik (2010). In addition, dissatisfaction with work
family conflicts than corporate employees, which leads to stress and cause harm
to physiological wellbeing of the employees. This affect the job performance
negatively, whenever the conflicts arises between work life and personal life
among cabin crews. Anderson D.M (2002). Moreover, Job satisfaction is
collection of feeling and beliefs that people have their current job. People’s levels
of degrees of job satisfaction can range from extreme satisfaction to extreme
dissatisfaction. In addition to having attitudes about their job as a whole, people
also can have attitudes about various aspects of their jobs such as the kind of
work they do, their coworkers, supervisors and subordinates and their pay.
George (2008)
According to Robbins and Judge (2013) also explained that job
satisfaction depicts a positive perception towards a particular job, resulting by
assessment of its characteristic. In other words, workers who sustain
extraordinary level of job satisfaction hold positive discernment towards his/her
work. On the opposite, employees with low satisfaction tend to consume bad
perception toward their job.
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Employees with high job satisfaction will work in healthier mood and they
are ready to learn more skills which can lead to promotion in their job
performance clarified in what way satisfied a person by his/her work. It’s
expected that employees would be more fulfilled with their job if they were found
to be satisfied and enjoyable in doing their work. The study to explore the
influence of occupational stress and organizational climate on job satisfaction of
cabin crews working in Philippine Airlines. Noah (2012)
According to Kulkarni and Kulkarni (2012) have suggest that successful
employees are recognizing that positive Work Life Balance outcomes for cabin
crews from achieving Work Life Balance to the satisfactions of challenging work
and career development are key ingredients of a successful individual strategy.
In addition, Work Life Balance related issues and how to maintain a proper Work
Life Balance policy is helpful in increasing level of productivity and job
satisfaction.
Family life a family is made up of people who care about one another. All
members of a family give and receive love and support from the others. Family
members reach out to one another and share both happy and sad times together.
They talk and listen one another, they share ideas, thoughts and concerns. They
share fun as well as sorrow and help heal another’s hurts. It refers to ‘family’
which includes married couple’s (male and female category) with children, as
well as individual’s (male and female category), it also refers to one’s overall
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home-life, which apart from partners, spouses and children, also includes
parents, siblings, and other relatives. Furthermore, it explains that focus on the
domains of work and family is essential, as family and work are the most
important elements of everyone’s life. Any competing demands of work and
family life will cause conflict and negatively affect the well-being of workers. Clark
(2000) The higher demands on employees’ duties and longer working hours
reduce the time workers have to spend with their families. The combining of work
and family is harder than it has ever been. People work longer hours in a very
competitive and fast changing labour market in which there is no such thing as
job security anymore. Unless some changes are made to handle the dual roles of
men and women as members of families as well.
The family is measurable by four aspects of the balance between work
and family roles are: (a) work-family conflict, (b) family-work conflict, (c) work-
family enhancement, and (d) family-work enhancement. As these components
have bi-directional effects on work and family domains, participation in the work
role may interfere or enhance the performance in the family role, and vice versa,
participation in the family role may interfere or enhance performance in the work
role. Furthermore, employees have many responsibilities, as their work, taking
care of children, home works, and voluntary works and taking care of parents
and old people. Aldulaimi, (2018).
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In addition, where both parents are working, there are added influence of
both being employed for economic sustainability of the family unit, as the top of
mid dle class families have limited savings and a high debt load. Sweet (2009)
The performance of an individual’s family role could create a state of being
priority and consume precious time both on and off the job. Activities such as
providing care to elderly parents, infant, children, or family members with special
needs, dealing with domestic relations, issues with spouses or domestic
partners, maintenance of social relationships outside the family or even routine
household maintenance. In addition, it have made an attempt to understand how
work and family related factors influence the work-family balance of cabin crews.
Valk (2011)
According to Culbertson S. (2012). Attending mass every Sunday had a
positive effect on family life. The effect of daily engagement in facilitating work-
family relations was not totally resolve by positive mood, and the relationship
between God engagement and family relations was moderated by family
capitalization, or sharing of positive and spiritually bow at home.
They asserted that work-family imbalance can yield negative impact on
both in-role performance and extra-role performance, but if the employee
experiences work-family balance, this experience will generate feelings of loyalty
to organization, and increase the morale and affective commitment level. This
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because the employees become strongly attached to their organizations when
their needs and expectations are satisfied. According to them, work-family
balance satisfies the employees' psychological demands to maintain the balance
between work and family. Lei (2014)
Free Time is time spent away from business, work, job hunting, domestic
chores, and education, as well as necessary activities such
as eating and sleeping. A free time is consider three distinct sets of measures of
work-life balance, specifically proportion of free time, the overlap of work and
other dimensions of life, and the time spent with other people. Several reviews
have highlighted other issues such as age, gender, life-cycle stage, ethnicity,
citizenship, and childcare arrangements which also good attention Fisher (2003).
Successful people tend to spend their free time, by exercising regularly
also helps you remain disciplined, which can be valuable in a demanding work
environment, and can reduce the long-term effects of stress as well-meaning
regular exercisers tend to be less stressed about their jobs, next is finding and
pursuing a hobby, on the other hand, helps you relieve stress, put your job in
perspective, and build skills that complement ones you use at work. It's a breath
of fresh air that keeps you grounded, and if it's a social hobby, also offers
networking opportunities and interest with my colleagues and spending time with
family and friends, you have to prioritize your personal relationships--your bond
with your friends and family members and lastly lend much time worshiping God.
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Leisure activities dimensions of perceived freedom and choice. It is
done for "its own sake", for the quality of experience and involvement,
opportunities for leisure came with more money, or organization, and less
working time. In addition, the decline in work hours and is shaped by moral
values, and the ethnic-religious and gender communities are health-promoting
behaviors that lighten the stress-health relationship. Almeida (2013)
Leisure activities are often defined in terms of state of mind, time spent in
self – care, work/ productivity, enjoyment, taking vacation, playing computer
games, or doing volunteer work, are known to restore positive resources, leisure-
time physical activities seem particularly effective in relieving stress and
improving health. Qian (2013) classify leisure activities as socializing with friends
or relatives; participating in creative or artistic activities; reading or studying;
participating in sports and participating in fraternal or community organization.
Moreover, concerning the leisure and recreation among students, social network
sites such as Facebook, Twitter and Instagram may also be included as it is the
fastest growing and most popular of internet-based technologies with young
people including higher education students. Roblyer (2010).
Leisure researchers have demonstrated that pleasant in leisure activities
facilitates positive efforts to recover from work stress to lessen the negative
impact or enhance the positive impact of work-family spillover on health exist.
Furthermore, some people can spend more time with their family and relatives,
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while others prefer to spend their free time with friends and have fun. Each
method can be seen as a part of an activity to increase his/her quality of life.
Therefore, people should have a balanced work life and non-work life to a have
qualified life in both spheres and be productive and successful at all aspects of
life. Nimrod (2012)
According to Grund et al. (2014) it is not only success that is sufficient for
cabin crew, on the contrary, they should hold a keen focus on leisure time and
other activities also in order to be successful employee. Therefore, it can
represent the connection to work life balance by the context that employees
should concentrate on work along with leisure time.
Nowadays people do not have much free time. It has become a very
valuable asset. Leisure time exists as a social phenomenon and is a composed
part of every person’s life. The problem that exists is how to prevent unhelpful
use of leisure time, which is a part of everyday life. In addition, freedom leads to
longer working hours, caused partially by higher availability demands.
Commuting does not affect job satisfaction but exerts a significant negative effect
on free time and family life satisfaction. Havziu, (2015).
Personal life Modern people tend to distinguish their work activities from
their personal life and may seek work–life balance. It is a person's choices and
preferences outside of work that define personal life, including one's choice of
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hobbies, cultural interests, manner of dress, mate, friends, and so on. In
particular, what activities one engages in during leisure-time defines a person's
personal life.
Women struggle with balancing work and personal life demands to a
greater extent than their male counterparts. Compared to men, women were
found to undertake the majority of the household duties and therefore more likely
to suffer from role overload and moreover women were more likely to have made
sacrifices with regard to having children. In addition, they found that parent
employees exhibit significantly higher levels of conflict between work and
family/personal life than non-parents. The transition to parenthood appears to be a
period characterized by an increased level of stress in which significant changes in
the couple's relationship, responsibilities and preoccupations take place. Bridge,
(2009)
According to Hyman et al., (2003) indicated that intrusion of work
demands into personal life was related to the reports of heightened stress and
emotional fatigue for employees. Furthermore, employees perceived that
intrusion of work obligations into their personal lives negatively affected health.
Career is taken into account as a lifelong sequences which is an
accumulation of role related experiences and both family and personal life
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experiences/relations which encounters over a lifetime of the individuals. Arnold
(2008)
Binding “Care” is the only strategy you need to connect and establish a
great relationship that is based on trust and friendship and getting people to like
you and having genuine relationships with other people is the essence to a good
quality of life.
According to Gamarra (2019) Energy work is used to help balance the
systems of energy throughout the body to lessen stress, ailments, and disease.
When one feels unbalanced either physically, emotionally, or mentally, energy
work aids to restore and realign the lose energy from their colleagues.
Happiness an experience of the feeling of an emotion (affect) such
as pleasure or joy, or of a more general sense of 'emotional condition as a whole
appraisal of life satisfaction, such as of quality of life people experience and
appraise their lives in total. In addition, Happiness sometimes causes people to
cry when they laugh because the emotion takes control of them, people should
learn how to be happy in life.
According to Huang et al.,(2016) reported Happiness at Work (HAW) as
happy feelings towards the job itself, the characteristics embraced by the job, as
well as that of the organization all together. Furthermore, HAW is described as an
all-embracing construct that carries the traits “job satisfaction” and

28
“organizational commitment.” Meanwhile, the concept of Job satisfaction has
been elaborated as a pleasant or positive emotional state caused by an appraisal
of job or job experiences of a given individual. Fisher (2010)
According to Saenghiran, (2014) Happiness at Work is more than the
possession of sense of pleasure, positive affective experience, good feelings and
enjoyment because it also means having meaningful work life. Furthermore, a
person is deemed as a happy person when he or she feels positive emotions
repetitively. A person possessing positive emotions means that he or she has
good life with no readily visible threats. In addition, contentment at work was
described as the enjoyment of pleasant working relationship and career
development, and also the enjoyment of the feeling of being valued and treated
well.
According to Abualoush et al., (2017). It is yet to be affirmed when it
comes to the association between the happiness of worker and productivity in the
workplace. Still, the common result is that a happy employee will become a
productive employee.
Social Life Strong social connections make people happier and physically
healthier, which can into work performance. Employers who support social
connections in the workplace and help employees from strong relationship with
one another help build a successful workforce. In addition, The social life and
29
work lies in creating a healthy and preserved work environment it enables
employees to balance between their work and personal responsibilities, and it
reinforces their work loyalty, so their productivity increases.
According to Ducharme and Martin (2000) If employees enjoy a good
social life i.e. relation with the seniors and peers, they feel good about working in
such organizations. Social gathering where employees family is also invited are
perceived good by the employees.
Friends A friend is someone you love and who loves you,
someone you respect and who respects you, someone whom you
trust and who trusts you. A friend is honest and makes you want
to be honest, too. A friend is loyal. Moreover, a friend who is
happy to spend time with you doing absolutely nothing; someone
who forgives you no matter what you do; a friend whose willing
to sacrifice their life and happiness for you and a friend is a
partner, not a leader or a follower.
According to Joubert, (2012) Support from friends and colleagues will help
an employee feel as if they are valued and this will help enhance their work/life
balance positively related to employees’ job satisfaction, creativity, job
performance, job involvement, and organizational commitment; and is negatively

30
associated with employees’ turnover intentions and negative emotions.
Furthermore, when there`s a friendship at work, people might feel comfortable
with their workplace friends and reduce feelings of insecurity and uncertainty.
They also share more information and empathize with workplace friends about
work-related problems and concerns.
It seems that actual friendships are valued for particular attributes, and
these attributes can compensate for other shortcomings, so that friends may be
fun but unreliable, trustworthy but dull and so on, and it is this particular
combination of qualities which gives each friendship its distinctive character.
Spencer (2006)
Family someone to love you unconditionally in spite of you and
your shortcomings. Family is loving and supporting one another even
when it’s not easy to do so. It’s being the best person you could be so
that you may inspire your love ones. Family doesn’t see color, race,
creed not culture it sees heart. Family isn’t always about being
connected biologically, because understands that other things and
influences bind us. Family is unrelenting, it’s secure and reliable.
Family isn’t just important, it’s what is most important.
Family life are important aspects of adult life, and these professional and
family roles significant components of identity and are key determinants of social
31
roles. Nowadays, a successful career and family life are both considered
valuable and worth pursuing. The work-to-family enrichment significantly
predicted home performance, home commitment, home satisfaction, and global
life satisfaction Van Steenbergen (2007)
According to Allen et al. (2000) indicate that the difficulty of balancing work
and family life also has an impact on marital life. Indeed, a high degree of tension
between family life and single life responsibilities decreases marital harmony.
Employees are more productive and tend to show positive behavior in an
organizational commitment. A big stressor for many employees is a lack of
balance with work and family tasks. Due to high competition in labor market,
employees spend most of the time on work and may not be able to participate in
family life and other personnel activities. Robbins (2011)
Organizational Roll It involves the efforts of a number of partners: the
employee, the organization for which the employee works, the family with whom
the cabin crew lives and the society in which all are embedded. It involves mutual
understanding and respect between all of these players. N.Gayathri (2013)
The organizational environment includes the interaction between workers,
risk-taking orientation, and a trusting and caring atmosphere Organizational
structure determines levels of responsibility, decision-making authority and formal
32
reporting relations. In addition, Work domain determinants such as schedule
flexibility, hours worked, the amount of social support provided by Flight Pursers,
Cabin Service Manager and Cabin Administration Manager, and the existence of
family-friendly work policies directly influence work-life balance. Chong (2010)
Job enrichment is a management concept that involves redesigning jobs
so that they're more challenging to the employee and have less repetitive work it
helps to involve employees in more pleasurable activities.
Job enrichment is an effort to inspire employees by giving them enough
opportunity to use all their capabilities in a performing task. In addition,
organizations can enrich employee’s job by involving them in decision-making
roles of the upper level, giving them more responsibilities, giving them more
autonomy, to receive more opinion which enables employees to evaluate their
own performance. Neyshabor, (2013).
Enriching jobs is based on the job characteristics, which offer motivation,
satisfaction, commitment, involvement, performance quality, and withdrawal
behaviors such as absenteeism and turnover are a function of three critical
psychological which are experienced meaningfulness, responsibility for
outcomes, and knowledge of results. Grant (2003)
Co-worker support Challenges at various times in life can overwhelm
any of us and impact our wellbeing. They can also affect our ability to perform
well at work and other areas of life. Reaching out to say hello to a co-worker, or
33
helping them feel valued and accepted in the workplace helps create a more
supportive work environment.
. Generally, those that perceive support could work longer hours before
identifying a work-life conflict than employees who did not utilize flexible work-life
balance benefits In addition, is one of the resources that helps employees
developed a caring and helpful workplace in integrating work and non-work
domain, it will help employees to divide their time and energy in personal life with
the tangible support from their co-worker. Richman, (2008).
According to Vallerand and Houlfort (2003), emotions, such as satisfaction
and commitment, as well as disappointment and anger, can also be understood
as active forces for people’s actions. Accordingly, a worker’s positive emotion for
his or her occupation and/or colleagues can be an active force in, for example,
creating various forms of communities of coping or other strategies to
handle a specific situation.
According to Korczynski, (2007).When workers share bad experiences of
their work, strong emotions can be an “important collective element to the
(emotional) labour process” by strengthening the attachment in the group.
According to Doble and Supriya (2010) in their study researchers have
mentioned that the cabin crews do appreciate the organizational efforts in
providing a supportive work environment which enhance Work/Life Balance
34
According to (Russo et al., 2015). There is a study that to communicate
co-worker support is classified into different aspects, they are; instrument,
emotion, role modelling and work-life management. Instrumental refers to
tangible support from co-worker such as considerate to the demands of job
sharing due to some personal issues. Although emotional refers to support in
physiological such as exchanging opinions and ideas in better regulating work-
life and personal life. These two elements help in regulating work and non-work
domain. In fact, co-workers support contributes to positive job result as well.
According to Chiaburu, Van Dam & Hutchis, (2010) Support includes co-
workers and supervisor helping with accomplishing task, providing guidance or
advice and giving access to information in order to enhance productivity.
According to (Warner et al., 2009) General co-worker support (i.e., not
speciﬁcally for Work to Family balance) has also been shown to have a direct
positive impact on organizational and individual outcomes. It has been related to
decrease emotional exhaustion, deper-sonalization and lack of personal
accomplishment; as well as to increased job satisfaction and performance,
organizational commitment and family cohesion.
According to Hegtvedt et al. (2002) that the level of co-worker
supportiveness had the greatest influence on employee resentment in relation to
the use of work life/family policies. Furthermore, co-workers’ support were
35
positively related to job, family, and life satisfaction as well as positive balance
between job and family, and negatively related to stress, intentions to quit, and
work-to-family conflicts Thompson & Prottas, (2006).
Supervisor support Supervisor support describes the extent to which an
employee’s supervisor is sensitive to the employee’s non-work responsibilities
and is willing to accommodate those when conflicting work and non-work
demands arise (Carlson; Mesmer-Magnus and Viswesvaran, 2006). Hence,
scholars suggest that supervisor support may make one’s work situation less
stressful by providing emotional support, instrumental aid or greater control over
one’s situation Anderson et al., (2002)
According to as expected when individuals have flexibility in their work
schedules they apparently experience less job stress. Similarly, supervisor
support was found to be significantly negatively associated with job stress. The
results of the regression analysis also supported these claims. These findings
support previous research that 12 reported support from immediate supervisor
Anderson et al., (2002) and the usage of flexible work scheduling help individuals
to reduce stress. Almer and Kaplan, (2002).
According to Rhoades & Eisenberger, (2002) Supervisor support denotes
to employee perception and general opinion about his/her supervisor being
acknowledging, contributory, and appreciating.
36
According to Menguc et al. (2013) outlined supervisor support was
insignificantly related with work engagement. The study underlined that not
necessarily everyone appreciates support from supervisors which is primarily due
to their individual psychological and behavioral traits.
According to Bhatti et al., (2013), supervisor plays important roles in
training effectiveness. Without getting support from the supervisor, the transfer of
training process cannot be successful. This is because the employee will tend to
lost focus when they are not monitor or supervise.
According to Putter (2013), the support can be in terms of emotional,
instrumental, and at the same time support which are provided before and after
the training program. Providing feedback also would be a form of supervisor
support (van der Klink et al., 2001). This is because feedback is relatively seen
as part of supervisor support whereby the supervisor identify which area of their
employees needs to be improved, encouraging them to join the training program,
and help them to apply the learned skills upon completing their job.
According to (Karatepe, 2013) supervisor support as the supervisor is care
and responsible for their employees’ career which they will spend time together
to discuss the matter, thus taking into account actions to be taken for the sake of
the employees’ development. As a matter of fact, the supervisor themselves must
have basic understanding of development concept before they can facilitate their
employees.
37
Flexible working hour are also decrease satisfaction, compared with
strictly fixed working hours. Although commuting has no effect on job satisfaction,
its influence is significantly negative for free time and family life. Therefore, they
say that the time component affects satisfaction with free time and family life;
overall, types of satisfaction with various aspects of life interact. Likewise they
observe the interaction effects for satisfaction measures, though without
explaining them fully STUTZER AND FREY (2006)
The effects of flexible working hours basically deals with the management,
behaviours, labour productivity, employee turnover, capital utilization, coping with
personnel problems, job satisfaction, workers’ absenteeism, lack of skilled
labours, etc. Flexible working hours gives the opportunity to adjust the input of
labour without additional costs for hiring or firing workers.
According to Vallerand and Houlfort (2003), emotions, such as satisfaction
and commitment, as well as disappointment and anger, can also be understood
as active forces for people’s actions. Accordingly, a worker’s positive emotion for
his or her occupation and/or colleagues can be an active force in, for example,
creating various forms of communities of coping or other strategies to
handle a specific situation.
According to (Korczynski, 2007:578).When workers share bad
experiences of their work, strong emotions can be an “important collective
38
element to the (emotional) labor process” by strengthening the attachment in the
group.
According to Doble and Supriya (2010) in their study researchers have
mentioned that the cabin crews do appreciate the organizational efforts in
providing a supportive work environment which enhance Work/Life Balance
According to (Possenriede, 2014) Flexible working policies give
employees more freedom and higher degree of choice manage competing work
and family domains and attain a balance between work and personal life in
today's 24/7 global economy. This helps them to achieve a more satisfactory
work–life balance (Kelliher and Anderson, 2010).
According to (Golden, 2001; Meyer et al., 2001) Having employees who
make use of available flexible work schedules may also incur cost savings for
organizations via longer work hours and enhanced productivity. Employees may
work longer hours because flexible arrangements increase their availability for
work and reduce their commuting time, or because they are exchanging leisure
time for flexibility.
According to (Galea, Houkes & De Rijk, 2013) Flexible working hours,
flexitime or flexible schedules are commonly used and quite extensively studied.
Flexible working hours are usually arrangements between employer and
employee in which they agree to schedule the work flexibly, aiming to gain
benefits to both parties.

39
Activities to promote Work Life Balance. The activities that I practice to
helps work life balance. An activities that are generally designed to allow cabin
crews to become more involved on their work and offers opportunities in
leadership, social responsibility, citizenship, volunteerism, and good employment.
Set manageable goals each day. To meet priorities helps us feel a
sense of accomplishment and control. The latest research shows that the more
control we have over our work, the less stressed we get. So be realistic about
workloads and deadlines. Make a “to do” list, and take care of important tasks
first and eliminate unessential ones.
According to Emma Roberts (2008) The researcher found that
conceptualization of work–life balance based in manageable goals that only
made possible by relying on the widespread ‘clock time’ worldview, which
understands employment practices in terms of the basic time. Furthermore
the employees who had customized their working pattern to suit the various and
multi‐dimensional facets of their lifestyles and thereby successfully improved
their work–life balance.
The authors argue that if people feel a life of a countless of life sustaining
and enriching aspects is a goal to work towards , then there is a need to consider
effective policies but also to deal with implementation gaps between policy and
behaviour. Moreover that there is a need for collective collective reflection about
assumptions that economic growth - regards of the personal or social cost - is the
40
main consideration for workplace organizations, society and many individuals.
And they raise important questions about how people can participate in changing
mindsets at collective levels. Richenda Gambles et al.,(2007).
Happy Workaholics serve as role models not for “balance” in the usual
sense but, rather, for authenticity. Happy Workaholics closely examine their core
values about work and personal life. They focus on acting in accord with these
values. They know “in their bones” the benefits of expressing their values in their
day-to-day actions. And they realize that not everyone's values match theirs.
Armed with this knowledge, they muster the credibility needed to genuinely
encourage employees to act according to their own values. Stewart D. Friedman
et al., (2003). In Addition happy workaholics have advantages of leading an
organization in which employees freely choose to devote energy to their work
and personal lives in accord with their deeply held values.
According to Ingemar Andersson et al. (2019). The importance of
awareness and reflection on everyday life to promote work-life balance and well-
being. The BELE program (Balance in Everyday Life Empowerment program)
was described as a wake-up call to one’s own life and as an enhancer of
empowerment processes and equality in the homes. Moreover, the results
showed the need for health education in the workplace focusing on both work
and private life.
41
Be efficient with your time at work. When we procrastinate, the task
often grows in our minds until it seems insurmountable. So when you face a big
project at work or home, start by dividing it into smaller tasks. Complete the first
one before moving on to the next. Give yourself small rewards upon each
completion, whether it’s a five minute break or a walk to the coffee shop. If you
feel overwhelmed by routines that seem unnecessary, tell your boss. The less
time you spend doing busy work or procrastinating, the more time you can spend
productively, or with friends or family.
According to Dr. Pranav Naithani (2009) Conclude that work demands
increasingly interfere on family and personal time at a faster pace, employers
acknowledged the need of work-life balance programs to facilitate employees
maintain a healthy balance between the conflicting demands of their work and
personal life. In addition Bill Thomack (2012) state that time management is the
ability to use time to get things done when they should be done. To be effective,
time must be used to accomplish what must be done in the time available.
Take a break and relax. Taking a break at work isn’t only acceptable, it’s
often encouraged by many employers. Small breaks at work—or on any project
—will help clear your head, and improve your ability to deal with stress and make
good decisions when you jump back into the grind.
42
Communicate and be honest to your colleagues and family. Be
honest with colleagues or your boss when you feel you’re in a bind. Chances are,
you’re not alone. But don’t just complain—suggest practical alternatives. Looking
at a situation from someone else’s viewpoint can also reduce your stress. In a
tense situation, either rethink your strategy or stand your ground, calmly and
rationally. Make allowances for other opinions, and compromise. Retreat before
you lose control, and allow time for all involved to cool off. You’ll be better
equipped to handle the problem constructively later.
Divide and conquer your responsibilities. Make sure responsibilities at
home are evenly distributed and clearly outlined—you’ll avoid confusion and
problems later.
Take advantage of your company’s Employee Assistance Program
(EAP). Many organizations offer resources through an EAP, which can save you
precious time by providing guidance on issues like where to find a day-care
centers and caretaking for an elderly parent, as well as referrals to mental health
and other services.
Treat your body right. Being in good shape physically increases your
tolerance to stress and reduces sick days. Eat right, exercise and get adequate
rest. Don’t rely on drugs, alcohol or cigarettes to cope with stress; they’ll only
lead to more problems.
43
Prioritize work tasks It is important to determine the most urgent tasks
for the day and allocate sufficient time to complete them. If you are unsure about
what requires your direct attention, ask your manager for some advice and
assistance. Other responsibilities that are not a high priority can be scheduled for
a later date or delegated to another colleague. This will help keep you on top of
your workload and limit the amount of hours that you spend at work.
Make use of annual holidays to recharge yourself If you are unable to
make time for yourself during the day, consider going on extended leave. You
may take time for your hobbies, an overseas holiday or Christmas. Taking this
time away from work allows you to dedicate it to your interests and spend some
time relaxing and unwinding.
Leverage technology to work smarter Use technology to work smarter
and increase productivity. Can a simple email replace the need to meet face-
to-face? If your daily commute to and fro work takes two hours, investigate if
working from home is an option. If a face-to-face meeting out of the office is
required with a client or key stakeholder, use video technology to cut down travel
time. If you need to attend meetings in overseas offices, use video conferencing
solutions to reduce the amount of time spent travelling and being away from the
family.
Prioritize your health Your overall physical, emotional and mental health
should be your main concern. If anxiety struggles you think for a therapy that will
44
help you, look for a schedule and make time for it. Monahan said, “Prioritizing
your health first and foremost will make you a better employee and person you
will miss less work, and when you are there, you will be happier and more
productive." At the end of the day, it’s not how much you earn and save for the
future that matters all the time. Having a decent job is secondary to being healthy
in and out. One's health is more important and must be given priority
Research Literature
The researchers reviewed previous studies that are related to the present
study. This directed the researchers to come up with the desired understanding
of their topic.
Synthesis
The related studies and concepts came from similarities and differences
from the definite relationship with the present study. And it’s all about the Work
Life Balance.
45
Conceptual Framework
For a clearer understanding of this study, the researchers had provided a
conceptual framework as well as the conceptual paradigm which showed the
variables that were taken into consideration. The model was based from Sajeela
Ismail 2015 model of Work Life Balance
Respondent’s Demographic Level of Work Life Balance

Profile 1. Individual life at work
2. Individual life for myself
a. Age 3. Individual life at family and
b. Gender Friends
c. Civil Status
d. Level of Education
e. Year of Experience in
PAL
Activities to Pursue Promote

Work Life Balance
46
Core Resources and attractors

a. Ph
Figure I
Conceptual Paradigm
The conceptual paradigm presents the essence of this study. The first box
establishes the Work Life Balance among Cabin Crew in Philippine Airlines. The
next box contains the level of Work Life Balance. This component of the model
describes the primary elements of a cabin crews. These factors fall into three
categories; Individual life at work, Individual life for myself, Individual life at family
and friends. The next box contains the activities to pursue, promote Work life
balance. The framework above contains an intervening box which contains the
demographic profile of the
47
CHAPTER III
RESEARCH METHODOLOGY
Research Design
The research design is utilized as it aimed to assess the Work Life
Balance of a cabin crews in Philippine Airlines.
The researchers employed this method with the help of standardized
questionnaires to get all the necessary informat. This chapter describes and
explains in full detail how the present study was conducted. It presents the
research method and sampling procedures that were used in the study. It also
includes the data gathering instruments, instrumentation, and data gathering
procedure on to achieve the goal of the study. Through this research design,
appropriate conclusions, findings and recommendations were gathered.
Respondents of the study
48
The participants of the study are the cabin crews of Philippine Airlines who
are assigned international flight both male and female, which includes their civil
status. The respondents were chosen using the random sampling procedure
based from the total number of international cabin crews in Philippine Airlines.
Data Gathering Instrument
After the approval of the research title, the researchers immediately
started gathering of data pertinent to the topic using various resources such as
books, internet sources, and unpublished & published thesis. However, the study
used a self- made survey questionnaire as the primary data gathering instrument.
Data Gathering Procedure
For the survey questionnaire, the researchers used a standardized
questionnaire accumulated from various articles from different reading reference
materials like several books, journals, and the internet about the Work Life
Balance of Cabin crew in Philippine Airlines. Also, in order to gather data,
researchers searched from different libraries such as City Library, Provincial
Library and Westmead International School Library.
The questionnaire was based on the statement of the problem. The data
gathered were then tallied and were given appropriate statistical treatment
relative to the objectives of the study.
49
Given the permission, the researchers personally distributed the
questionnaire to the respondents. The questionnaire had an attached letter
explaining the purpose of the study. Respondents were requested to participate
in the survey by answering the questionnaire. After all the questionnaire were
answered, the data were gathered, recorded, tallied, tabulated, and statistically
analyzed and later interpreted. Concerning the results of the data, assistance of
a statistician was sought to ensure the precision of statistical decision,
computation, and tabulation.
Likert Scale. It was used to determine the respondent responses. This
was utilized in rating he results gathered from the survey.

Weighted Mean. It refers to the arithmetic average of the overall
responses of the respondents. This statistical treatment was used in this study to
be able to determine the weighted average and corresponding verbal
interpretation of each of the specific responses based on the following Likert
scale:
Weighted Mean Verbal Interpretation

4.50 – 5.00 Strongly Satisfied
3.50 – 4.49 Very Satisfied
2.50 – 3.49 Satisfied
1.50 – 2.49 Slightly Satisfied
1.00 – 1.49 Not Satisfied
50
CHAPTER IV
PRESENTATION, INTERPRETATION AND ANALYSIS OF DATA
This chapter presents the data which were analyzed and interpreted within
the framework of the objectives found in the statement of the problem.
1. Profile of the Respondents
The proceeding set of tables shows the demographic profile of the
respondents in terms of age, gender, civil status, educational level and years of
service in PAL.
Table 4.1.1
Frequency and Percentage Distribution of the Respondents in terms of Age
Age Frequency Percentage Rank

Under 20 0 0 5
21-30 79 39.5 2
31-40 83 41.5 1
41-50 23 11.5 3
Over 51 15 7.5 4
51
TOTAL 200 100
Table 4.1.1 above presents the distribution of respondents in terms of
their age. The table shows that most of the respondents belongs to the age
bracket of 31- 40 years old equating to 41. 5 % of the total respondents. Those
who are in the bracket of 21-30 years old had a percentage of 39.5%, followed by
41-50 years old. Lastly, the age bracket of 51 years old and above had a
percentage of 7.5% of the total respondents. This shows that cabin crews of age
bracket from 31-40 years old dominates the number of respondents and had a
slight edge to 21-30 years old bracket of only 2%. While 41-50 years old and 51
above corresponded for 19% combined.
According to Wang, Lawler et al., (2010) identify age as a determinant of
work-life conflict that individuals experience. Tausig and Fenwick (2001) argue
that older employees enjoy greater success with work-life balance than younger
employees. The authors further suggest that at the late stage of their career,
older employees might not be able to endure work pressure; hence it is advisable
to reduce their workload. This might eventually reduce work-family conflict.
Table 4.1.2
Frequency and Percentage Distribution of the Respondents in terms of
Gender
Profile of respondents in terms of Gender
Gender Frequency Percentage Rank

52
Work Life Male 100Crew in Philippine Airlines
Balance Among Cabin 50 1.5
Female 100 50 1.5
Total 200 100

Table 4.1.2 presents the distribution of respondents in terms of their
gender. The table shows equal number of respondents of male and female
equating to 50% each.
In this profile, it is aimed to get equal number of respondents of male
and female cabin crews. Schwartz et al., (2009), state that “gender equality may
contribute to gender diversity rather than to gender similarity, at least in some
areas. Greater equality appears to promote the freer expression of values that
are inherently important for women”. If women and men differ inherently in their
dispositions toward investment in offspring care, then exposure to gender
egalitarianism in college may result in continued or even exacerbated differences
in men’s and women’s plans for combining work and family.
Table 4.1.3
Civil Status
Profile of respondents in terms of Civil Status
Civil Status Frequency Percentage Rank
Single 100 50 1.5
Married 100 50 1.5
Total 200 100

Table 4.1.4 presents the distribution of respondents in terms of their civil status.
The table shows that single and married status are composed of 100
53
respondents respectively with the percentage of 50% as well. Like the gender
profile it is targeted to get the same number of single and married cabin crews.
According to Forno (2014), single travelers meet more people, get into
more weird adventures, experience more and want to get out of their comfort
zone. On the other hand, according to Roseman (2016), travelling is a least thing
to do when you are married, as there are many responsibilities and jobs in your
family that you need to do. If you’re a mother especially, you need to add another
jobs to the list.
Table 4.1.4
Educational Level
Level of Education Frequency Percentage Rank

HS 0 0 4
VOC/CERT/ASS 0 0 4
COLLEGE 149 74.5 1
GRADUATE 51 25.5 2
OTHERS 0 0 4
TOTAL 200 100
Table 4.1.4 presents the distribution of respondents in terms of their educational
level. The table shows that majority of the respondents are Bachelor’s Degree
Holder composed of 149 respondents with the percentage of 74.5% while the
54
Graduate Degree Holder consisted of 51 respondents with the percentage of
25.5%.
The result showed that majority of the respondents are college
graduates. It proved that they were more interested and curious to explore their
knowledge regarding the tourism industry and have more means to travel. Bector
(2015), stated that college graduates earn more money throughout their life time
than those with high school education, and most of the non-degree holders have
responsibilities in providing the needs of a family that’s why they don’t allocate
more money for travel purposes.
Table 4.1.5
Years in Service
Years of experience in
Frequency Percentage Rank
PAL
1-3 37 18.5 3
4-6 101 50.5 1
7-9 43 21.5 2
10 Above 19 9.5 4
Total 200 100
55
Table 4.1.5 shows the distribution of the years in service of the respondents. It
can be seen in the table that the highest frequency of the respondents is 4-6
years in service which consisted of 101 respondents equating to 50.5%, 7-9
equating to 21.5% and composed of 43 respondents. Next is the 1-3 years in
service bracket with 18.5% and consisted of 37 respondents. And lastly, the 10
and above years in service bracket equating to 9.5% and consisted of 19
respondents.
It was concluded from the survey that cabin crews with 4-6 years in service
composed the half of the total number of respondents.
2. Level of Work Life Balance practiced by the Cabin Crews
The proceeding set of tables shows the level of work life balance with
regards to individual life at work, for myself and at family and friends.
2.1 Individual Life at Work
The table below shows the level of work life balance with regards to
individual life at work.
56
Table 4.2.1
Respondents Assessment on Level of Work Life Balance with regards to
Individual Life at Work
Verbal
Individual life at work Mean Rank
Interpretation
1. I believe I am an effective and efficient
3.75 Strongly Agree 1
employee.
2. I am happy with the quality of my work
output.
3. I am a highly productive employee. 3.66 Strongly Agree 4
4. I feel enthusiastic about my job. 3.59 Strongly Agree 7

5. I go out of my way to ensure that the
work is complete.
6. I have appropriate resources to
3.55 Strongly Agree 8.5
accomplish task/ work/ job.
7. I am proud to tell people that I am part
of this company.
8. I am team player. 3.64 Strongly Agree 5
9. I have less organizational stress. 3.40 Agree 10

10. I can accommodate well and express
3.55 Strongly Agree 8.5
my ideas with my colleagues.
Total 3.61 Strongly Agree
Table 4.2.1 clearly shows the level of work life balance with regards to
individual life at work. Item no. 1 has a composite mean of 3.75 which indicate
the highest among the rest, item no. 9 displays the lowest of 3.40 composite
mean. Nine items have a verbal interpretation of strongly agree while only one
item which is the no. 9 have agree verbal interpretation.
Cabin crews in Philippine Airlines are very satisfied with their individual
life at work. Philippine Airlines (PAL), Asia’s First Airline, is known as the flag
57
carrier airline here in the Philippines. It is servicing not only the Filipinos but also
foreigners for domestic and international flights.
In 2018, Philippine Airlines garnered the first-ever “4-Star Global Airline”
rating from Skytrax for Philippine carrier, along with the “2 nd Most Improved
Airline” and “Top 30 cleanest cabin” awards from Skytrax. These accolades were
the result of the flag carrier`s comprehensive top to bottom enhancements of
aircraft, product and overall services across key performance areas. Philippine
Airlines (2019)
58
2.2 Individual Life for myself
The table below shows the level of work life balance with regards to
individual life for myself.
Table 4.2.2
Respondents Assessment on Level of Work Life Balance with regards to Individual Life for myself
Individual life for my self Mean Verbal Interpretation Rank
1. I find to learn a new skills. 3.50 Strongly Agree 2
2. I have time for my hobbies. 3.22 Agree 7

3. I take good care of myself and make
sure that I won`t get sick.
3.47 Agree 3
4. I reward myself by shopping and
pampering at spa when I have time.
3.17 Agree 8
5. I have time to exercise everyday. 2.92 Agree 9
6. I eat healthy foods. 3.36 Agree 4

7. I have strong faith and relationship with
God.
8. I have enough sleep every day. 2.84 Agree 10

9. I appreciate eart`s natural beauty for
(gaze at the stars, watch the sunrise).
3.28 Agree 6
10. I unplug and simply be alone with my
thoughts.
3.30 Agree 5
Total 3.27 Agree
Table 4.2.2 shows the level of work life balance with regards to individual
life for myself. Cabin crews working in PAL agrees that they can still have “me
time’’ and it reflects to the composite mean of 3.27 overall. Item No. 7 which
pertains to having strong faith and relationship with God gains the highest mean
59
of 3.70 and this means that they are faithful and God fearing. Meanwhile having
enough sleep everyday got the lowest output of just 2.84 composite mean.
Nearly 9 in 10 Filipinos (87 percent) consider religion very important in
their lives, according to the 2015 Global Attitudes survey of the United States-
based Pew Research Center. Of the 40 countries surveyed, the Philippines
ranked 10th in religiosity. Filipinos also placed third among ten Asia-Pacific
nationalities included, next to Indonesians and Pakistanis.
This high sense of faith has deep historical roots, said sociologist Bro.
Clifford Sorita. In particular, it can be traced to the three centuries Spain occupied
the Philippines--what some have called 300 years in the convent. ABS CBN
News (2016)
Somehow, because of demanding flight schedules, crew members often
suffer disrupted sleep and desynchronized circadian rhythms, the combination of
which threatens alertness and performance. Unfortunately, market requirements
for transcontinental and transoceanic routes, as well as for night time departures
and early-morning arrivals, continue to pose challenges to human vigilance in
flight. However, regulatory attention to the physiological causes of fatigue, new
techniques for schedule optimization, advanced sleep-monitoring technology,
and behavioral strategies to counter fatigue will go a long way toward managing
fatigue-related risks in operational contexts. Caldwell (2012)
2.3 Individual Life with Family and Friends
60
The table shows below the level of work life balance with regards to
individual life with family and friends.
Table 4.2.3
Respondents Assessment on Level of Work Life Balance with regards to Individual Life with
Family and Friends
Individual life with Family and Friends Mean Verbal Interpretation Rank
1. After work, I have sufficient energy for the

3.21 Agree 7
things I need to do with my family.
2. The demands of my work makes it easy
3.15 Agree 8.5
for me to enjoy time I spend with my family.
3. Helps me feel personally fulfilled and this
3.25 Agree 3
helps me be a happy family member.
4. I devote sufficient time for household
3.15 Agree 8.5
responsibilities.
5. I maintain a positive attitude with my
3.37 Agree 1
family.
6. I spend quality time with my family. 3.24 Agree 4.5
7. I have time to attend commitments and

3.11 Agree 10
occasion with my family.
8. Provides me with a sense of
accomplishment and this helps me be a 3.26 Agree 2
happy family member.
9. I spend time with my friends who are not
3.22 Agree 6
part of my professional life.
10. I share hobbies and interest with my
3.24 Agree 4.5
colleagues.
Total 3.22 Agree
Table 4.2.3 presents the level of work life balance in terms of individual life
with family and friends. The composite mean of 3.22 showed that cabin crews
still manage to spend time with their family and friends. Maintaining positive
61
attitude with their family is measured to be the top priority that earned a mean of
3.37 while attending commitments and occasion comes last that equates to a
mean of 3.11.
One of the precious things that we have in our life is Family. We could not
live without them, Family stick together in anything that came along through our
daily life. A family is the most important thing we have and we should treasure,
love and care for it.
According to Kevin (2018), Filipino people are family oriented. In fact,
Filipinos are closest to their families. This can be seen in the Filipino tradition of
not leaving the house when they become adults. In the United States, and most
other countries, as soon as a person turns 18 years old or when they get a job
they move out of the family home. The Filipino family is so close to each other
that they normally don’t want to live far from each other. This is even when the
kids have already gotten good jobs or married. There are some Filipino families
that buy huge land areas so that they can make it a compound. This means that
in the future, when the kids are grown up, they will get their own houses – in the
compound. Therefore, the Filipino family will not need to be far from each other.
Filipinos cherish their family so much, love their children and love to their
parents. They also love their grandparents, grandchildren, aunts, uncles, nieces,
nephews, cousins, etc. Even our friends, co-worker, neighbors and friends of our
friends we treat them like our own family.

62
On the other hand, many airlines require cabin crews to live within close
proximity of a particular airport and crew members may have to go to work at
short notice if on call. Working hours may involve long shifts and unsociable
hours, and it may be necessary to work during public holidays. However, many
cabin crew members enjoy the chance to interact with a wide range of people
and the opportunities to explore and enjoy global destinations are almost
unparalleled. This scenario is very common and was experienced by the cabin
crews and there are things to compromise.
3. Activities that they pursue to promote Work Life Balance
63
The table shows below the activities that the cabin crews used to pursue
to promote work life balance.
Table 4.3
Respondents Assessment on the Activities that Cabin crews pursue to
promote work life balance
Activities Mean Verbal Interpretation Rank
1. I set manageable goal each

3.44 Agree 1
day.
2. I can efficient and flexible
with my time.
3.33 Agree 7
3. I take a break and relax to
prioritize my health.
3.35 Agree 5
4. I communicate honestly with
my colleagues and family.
3.39 Agree 2.5
5. I divide and conquer my
responsibilities.
3.34 Agree 6
6. I take advantage of my
company`s employee 3.25 Agree 10
assistance program.
7. I treat my job right. 3.37 Agree 4

8. I prioritize work task and set
3.32 Agree 8.5
boundaries.
9. I make use of annual
3.32 Agree 8.5
holidays to recharge myself.
10. I leverage technology to
3.39 Agree 2.5
work smarter.
Total 3.35 Agree
Table 4.3 shows the activities that the cabin crews used to pursue to
promote work life balance. Cabin crews agreed that they promote activities to
promote work life balance and it reflects to its composited mean of 3.35. It is
64
observed that setting manageable goal each day which is highest activity tallied
for 3.44 composite mean and taking advantage of Employee’s assistance
program garnered 3.25 that makes it last in the tally.
According to Wood (2019), Having a goals on a daily basis can change
your life for the better. It will help you keep moving faster and faster towards your
goals and dream. Handrick (2018), stated that EAP helps employers because it
makes for happier employees. Employees have a confidential place to go with
their personal problems. It also helps employees deal with stressors — from drug
abuse to legal problems — so they don’t carry over into the workplace.
65
4. Significant difference in the level of work life balance among
respondents based on: Gender and Civil Status
The table shows below the significant difference in the level of work life
balance among respondents based on their gender and civil status.
Table 4.4.1
F P- F Verbal
Work Life Balance Decision Ho
Value value crit Interpretation
Individual life at work 0.85 0.37 4.41 Accept Not Significant
Individual life for my self 9.27 0.01 4.41 Reject Significant

Individual life with Family
85.00 0.00 4.41 Reject Significant
and Friends
Activities 212.51 0.00 4.41 Reject Significant
Significant Difference between the gender of the respondents and the level
of work life balance
Table 4.4.1 shows the Significant Difference between the gender of the
respondents and the level of work life balance. The table shows that both male
and female are not significant in verbal interpretation of Individual life at work,
while in verbal interpretation of Individual life for myself, Individual life with Family
and Friends, and Activities said that there`s a significant interpretation. There`s
66
no difference between male and female when it comes to Individual life at work,
like in terms of salary, capability to perform job duties, to their promotions at
work, and their circle of friends. On the other hand, those that are significant are
different in their characteristics, their hobbies, their wants and needs for their
selves, the love and care showing to their family and giving the supports for
them. DePaulo (2017), stated that single childless people are emotionally
untethered and financially untroubled, which means they
Table 4.4.2
Significant Difference between the civil status of the respondents and the level of work life
balance
F P- F Verbal
Work Life Balance Decision Ho
Value value crit Interpretation
Individual life at work 11.04 0.00 4.41 Reject Significant
Individual life for my self 0.03 0.86 4.41 Accept Not Significant
Individual life with Family
4.77 0.04 4.41 Reject Significant
and Friends
Activities 0.18 0.67 4.41 Accept Not Significant
Table 4.4.2 shows the Significant Difference between the civil status of the
respondents and the level of work life balance. The table shows that single and
married cabin crews are significant in verbal interpretation based on Individual
Life at Work and Individual Life with Family and Friends, while Individual life for
myself and activities resulted not significant in verbal interpretation. In Individual
life at work, both male and female single people also have higher rates of
67
community engagement through volunteering to have a reserve flights unlike to
married they have to use their earned off to spend time to their kids and time for
their families. On the other hand, those that are single and married are not
significant in Individual life for myself and activities being single they have
enough time for doing makes them feel good while married they can also do
anything that makes them feel relaxed it depends upon to them, if they want to
do it so. As I mentioned above,
Martins et al. (2002) suggest that workers who are married give more
priority to their families’ relative to work. All too often, the role of being a spouse
along with the role of being an employee makes it difficult to balance work and
non-work activities.
68
CHAPTER V
CONCLUSION AND RECOMMENDATIONS
This chapter presents the conclusion and recommendations of the study.
Conclusion
After thorough analysis by the researchers on the study about the work life
balance among cabin crew of Philippine Airlines; they have come up with the
following conclusions:
1. Majority of the respondents are in the age bracket of 31-40 years old both
male and female, 50 for male and 50 for female (single and married). While
under the level of education, majority of the respondents have a college degree.
Most of them are 4-6 years in service at Philippine Airlines (PAL).
2. The result showed that in Philippine Airlines (PAL), respondents strongly agree
with their Work Life Balance in terms of Individual Life at Work. In terms of
Individual time for myself cabin crew of Philippine Airlines agree that they are
satisfied with their work life balance with regards to Individual time for family and
friends the respondents were also satisfied.
3. The result reveals that in Philippine Airlines (PAL), respondents agree with
their Work Life Balance in terms of Activities.
69
4. The result shows that in Philippine Airlines (PAL), stated that the significant
difference between the genders of the respondents in terms of Individual life at
work were not significant. On the other hand, the result of Individual life for
myself, Individual life for my family and friends, and the activities that promote
work life balance were resulted significant.
5. The result revealed that in Philippine Airlines (PAL), the significant difference
between the civil status of the respondents in terms of Individual life at work and
Individual Life for my family and friends were significant. Meanwhile, the result of
Individual life for myself and the activities that promote work life balance were
resulted not significant.
Recommendations
Based on the foregoing conclusions, the researchers offered the following
recommendations:
1. PAL to take care its employees by offering competitive pay scale, promote
work life balance and to encourage its employees to enhance their skills by
taking internal management trainings.
2. Another great way to increase engagement is through prizes, bonuses,
awards, and other incentives. Turning work into a competition or game can
motivate your team to do their best. This simple gesture is often enough
encouragement for workers to get their act together and step up their game.
70
3. Continuing education Assistance (Masteral) As higher education becomes
more difficult to afford, companies should offer tuition fee assistance as a perk of
employment. On the other hand, Employees should have an employment bond
with their employees that they cannot resign for a certain period of time once
enroll/ed in the program.
71
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83
APPENDENCES
APPENDIX A
LETTER FOR VALIDATION OF QUESTIONNAIRE
84
QUESTIONNAIRE
85

Batangas City
Dear Respondents,
We are 4th year BS Tourism Management students currently writing a thesis entitled,
“Work Life Balance Among Cabin Crew in Philippine Airlines”. In connection with this, we are
humbly seeking for your assistance by answering the succeeding questions. Your response will
be of great help to the overall completion of this study. Rest assured that all information will be
used for academic purposes only. Thank you!
Isabella Suzanne Salvacion H.

King Jeric Umali A.
Researchers:
Part I. Demographic Profile of the Respondents
Name (optional): ____________________________

Please put a check mark (√) on the box which corresponds to your answer.
Age:
□ Under 20 years old □ 30-40 years old □ Over 50
□ 21-30 years old □ 40-50 years old
Gender:
□ Male □ Female
Civil Status:
□ Single □ Married
Level of Education:
□ Primary School □ Post Grad
□ Vocational / HS / SHS Others ___________
□ Bachelor
Job Experience in years: _________________
How many Children do yo have? ____________________
Part II: Level of Work Life Balance

86
Direction: This part of the questionnaire seeks to determine the levels of the satisfaction with
your work-life, family-life, personal life, social life and organizational roll. Please put a check mark
(√) on the number corresponding to your level of agreement on the given statement following the
Like scale below:
5- ALWAYS 4- OTFEN 3- SOMETIMES 2- RARELY 1- NEVER

1
Personal
1.1 Self 5 4 3 2 1
1. I have time to attend appointments and special events of

my friends and my family.
2. I have time for my leisure activities.
3. I take good care of myself. (physical image and health)
4. I do at least one thing each day that I really enjoy.
5. I have a rewarding life outside work.
6. I am willing to accept feedback about my performance.
7. I am aware of my strength and which areas need

strengthening.
8. I asked for help when I need it.
9. I have clear Idea of what is important to me.
10. I know what I want for my life
11. I have time time to exercise everyday.
12. Eat healthy food.
13. I attend activities relating to faith or religion.
1.2 Family 5 4 3 2 1
1. I devote sufficient time for household responsibilities.
2. I maintain a positive attitude with my family.
3. I talk about my problems with my family.
4. I spend quality time with my family.
87
5. I take care of my family with their needs (ex. Drop and pick
kids from school prepare their foods and helps them with
their home works.)
6. I use to manage my time to get home errands done.
7. I have time to participate in leisure activities with my family.
8. My strength and all my hard works is for my family.
9.
10.
1.3 Social 5 4 3 2 1
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
2.1Professional 5 4 3 2 1
1. I am an effective and efficient employee.

2. I go out of my way to ensure that the work is complete
3. I am proud to tell people that I am part of this company
4. It feels good working in this organization.
5. Better team work and communication.
6. Less negative organizational stress.
7. I rarely have to re-do work.
8. I get for good performance of work. 88
9. Attend training programmers inside and outside the
organization.
10. I am satisfied with the break and lunch time to have healthy
food and talk to my colleagues.
11. I am satisfied with the challenging opportunities I get in the
organization.
I ___________________ a resident of ____________________ do hereby accept to answer all the

questions of this questionnaire.
_______________________
Respondent’s Signature
89
APPENDIX C
PHOTOS
A.
B.
C.
D.
E.
F. SAN JUAN
90
Map going to San Juan Physiography of San Juan
Old House and the San Juan Church, which are part of San Juan’s culture
and history
Mix of Activities
91
Water activities that can enjoyed in Laiya, San Juan, Batangas
Hiking at Mt. Daguldol
Lambayok
Festival
Resorts and
Hotels in Laiya,
San Juan
92
Acuatico Beach and Resort Estrellas De Mendoza Playa Resort
Virgin Beach Resort Calubcub Bay Resort
Laluz Beach Resort Palm Beach Resort
93
Road signs going to San Juan
Taglines of Resorts
Products of the Municipality
94
B. MABINI
Map going to Mabini
Camp Netanya Vivere Azure Resort

95
Buceo Anilao Beach Lachevrerie Resort and Spa
Anilao Beach Club Aguila Beach and Resort
Mix Activities in Mabini
96
97
Hiking at Mt. Gulugod Baboy and Mt Pinagbanderahan
Kinulob Festival
C. Nasugbu
Map going to Nasugbu
98
Tali Beach Kawayan Cove
Twin Islands Fortune Islands
99
Pico De Loro Canyon Cove

Mix of Activities
100
Hiking at Mt. Batulao
Sugbuan Festival
APPENDIX D
CURRICULUM VITAE
AQUINO, ELAICA D.
Address: Barangay Namuco Rosario, Batangas
Contact #:09752909588
E-mail:elaica004@yahoo.com
EDUCATION Westmead International School
Alangilan, Batangas City

101
Bachelor of Science in Tourism Management

2015 – 2019
ICT-ED Institute of Science and Technology

Y Zuno st. Lipa, City
2- Year diploma course of Travel and Tourism
Management
2013- 2015
Padre Vicenta Garcia Memorial Academy

Poblacion E, Rosario,Batangas
2009 – 2013
Rosario East Central School

Brgy. D, Rosario, Batangas
2003 – 2009
INTERNSHIP TRAINING Skylogistics Philippines Inc.

Cargo Services Division and Accounting Dept.
Pal Inflight Gate 3, Baltao St. Pasay City
August – October 2018
G-Reliable Travel and Tours

San Juan, Batangas
April – May 2017
UNDER GRADUATE RESEARCH PAPER
DESTINATION COMPETITIVENESS AMONG THE

TOP THREE SUMMER DESTINATION OF
BATANGAS PROVINCE
SEMINARS ATTENDED Sustaining Competitive Advantage after Graduation

June 2018
Standard First Aid and Basic Life Support Orientation

102
May 2018
3rd Tourism and Hospitality Annual Research Convention

Far Eastern University, Manila
February 2018
8th Annual Tourism & Hospitality Forum, Developing

Interpersonal Skills for Airlines and Cruise Success
Epic Event Center, Brgy. Balagtas, Batangas City
March, 2018
EXTRA-CURRICULAR
ACTIVITIES NCII Passer Front Office
2014
Photo Essay
CTE Month 2015
Modern Dance Competition 2016

Sabayang Pagbigkas 2016

Kpop Competition 2016
Tour Guiding Competition 2016

Wis love opm 2017

PERSONAL INFORMATION
Date of Birth: November 4, 1996

Place of Birth: Manggahan, Montalban Rizal
Age: 21
Gender: Female
Height: 5’1
Weight: 49kg
103
Status: Single
LANGUAGES Filipino, English, Basic Nihongo, Korean, Spanish
SKILLS Dedicated and Hardworking Individual

Knowledgeable in Microsoft App
REFERENCES:
Ms. Sherly Manalo

092833332439
Program Chair of Hotel and Restaurant Management
College Department
Mr. Hyman Blanco

09177051293
Supreme Student Council Adviser
College Department
Prof. Antonio Maligaya

09169855882
Coordinator, External Affairs, IACEPO
College Department
I HEREBY CERTIFY THAT THE FORGOING ANSWERS ARE TRUE AND

CORRECT TO THE BEST OF MY KNOWLEDGE BELIEF AND ABILITY.
ELAICA D. AQUINO
104
RAMOS, HELEN GRACE M.

Address: MUZON, SAN JUAN, BATANGAS
Mobile #:09128040981
E-mail Address: graceramos712@gmail.com
EDUCATION Westmead International School
Alangilan, Batangas City

Bachelor of Science in Tourism Management
2015 – 2019
Palahanan National High School

Palahanan 2nd, San Juan, Batangas
2009 – 2013
Muzon Elementary School

Muzon, San Juan, Batangas
105
2003 – 2009
INTERNSHIP TRAINING Skylogistics Philippines Inc.

Cargo Services Division and Accounting Dept.
Pal Inflight Gate 3, Baltao St. Pasay City
August – October 2018
G-Reliable Travel and Tours

San Juan, Batangas
April – May 2017
UNDER GRADUATE RESEARCH PAPER

DESTINATION COMPETITIVENESS AMONG THE
TOP THREE SUMMER DESTINATION OF
BATANGAS PROVINCE
Sustaining Competitive Advantage after Graduation

June 2018
Standard First Aid and Basic Life Support Orientation

May 2018
3rd Tourism and Hospitality Annual Research Convention

Far Eastern University, Manila
February 2018
8th Annual Tourism & Hospitality Forum, Developing

Interpersonal Skills for Airlines and Cruise Success
Epic Event Center, Brgy. Balagtas, Batangas City
March, 2018
EXTRA CURRICULAR
ACTIVITIES Quiz Bee
CTE Week 2017
Class Treasurer
SY: 2015-2018
106
Organization Vice President

Association of Young Hoteliers and Tourism Students
SY: 2017-2018
Quiz Bee
WIS@XI
Photo Interpretation
WIS @ 11
PERSONAL INFORMATION
Date of Birth: April 07, 1997

Place of Birth: Libon, Albay
Age: 21
Gender: Female
Height: 5’1
Weight: 46 kg
Religion: Roman Catholic
Civil Status: Single
LANGUAGES Filipino, English, Basic Nihongo, Korean, Italian
SKILLS Dedicated and Hardworking Individual

Knowledgeable in Internet Research Tools
Adapt easily to new concept and responsibilities
Computer Literate
CHARACTER REFERENCES:
Ms. Sherly Manalo

092833332439
Program Chair of Hotel and Restaurant Management
College Department
Mr. Hyman Blanco

107
09177051293
Supreme Student Council Adviser
College Department
Prof. Antonio Maligaya

09169855882
Coordinator, External Affairs, IACEPO
College Department
I HEREBY CERTIFY THAT THE FOREGOING ANSWERS ARE TRUE AND

CORRECT TO THE BEST OF MY KNOWLEDGE BELIEF AND ABILITY
HELEN GRACE M. RAMOS
108

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Westmead International School

College of Tourism and Hospitality Management

THE PROBLEM AND ITS BACKGROUND

This chapter discusses the proposed study, statement of the problem,

scope and limitations and definition of terms.

development in transportation would also correlate a positive significance to the

progress in the Philippine economy.

71 airports. The most prominent of these airports is the Ninoy Aquino

in the passenger cabin of an airliner. In addition to passenger safety, flight

attendants provide either elaborate service to a small number of first-class

passengers or, less elaborate service to a large number of passengers. Flight

attendants work evenings, weekends, and holidays, because airlines operate

and weekends and holidays spent working.

Work-life balance is a concept that describes the ideal of splitting one's

hard to make time for family, friends, community participation, spirituality,

of the workplace, it reduces the stress employee’s experience. When someone

neglecting other important components of their lives, stress and unhappiness

And to Chancey, (2019) having a good work-life balance has numerous

enjoy your personal life. Furthermore, it is important to understand that work-life

have different life commitments.

the supervisors’ support and employee’s job performance.

Statement of the Problem

A study of Work Life Balance Among Cabin Crew in Philippine Airlines.

Specifically, the proponents aim to answer the following questions:

1. What are the demographic profile of respondents in terms of:

2.1 Individual life at work

2.2Individual life for myself

2.3 Individual life at family and friends

3. What activities do you pursue to promote Work Life Balance?

4. Is there a significant difference in the level of Work Life Balance among

In the conduct of the study, the null hypotheses will be tested:

1. There is no significant difference in the level of Work Life Balance among

It will also beneficial to other researchers who undertaking same related

happened to the real world of our industry.

take interest in the subject matter herein presented.

Scope and Limitations of the study

Philippine Airlines who have 3 minimum years of experience in international flight

participants of the study.

operational definition on better understanding. Theoretical definitions are based

Aircraft the essential components of an aircraft are a wing system to

organization providing a regular public service of air transportation on one or

same definition was used.

Cabin Crew an appropriately qualified crew member, other than a flight

crew or technical crew member, who is assigned by an operator to perform duties

people whose job is to look after the passengers in the aircraft.

Domestic Flight A domestic flight is a form of commercial flight within civil

Inflight occurring or provided during an aircraft flight done, available, or

when the aircraft is in the air.

International Flight An international flight is a form of commercial flight

countries. In this study the same definition was used.

Jetlag feeling of tiredness and confusion that people experience after

Work Life Balance state of equilibrium in which demands of personal life,

practices. In this study, the same definition was used.

REVIEW OF RELATED LITERATURE

through the help of books, internet articles and other researches.

and pleasures life brings. It discusses balance as unchanging; in order to have

There is no perfect, one-size fits all, balance you should be striving

different priorities and different lives.

very unhealthy to have an unbalanced life and as a current/future employee of

However, at the core of an effective work-life balance definition are two

daily Achievement and Enjoyment, ideas almost deceptive in their simplicity.

management is considered as an important aspect to maintain Work/Life

Individual Life at Work is a good work-life balance, can only be achieve if