A Preliminaries-Finl-Rvsid-1.1

Republic of the Philippines
City of Taguig
Gen. Santos Ave. Central Bicutan, Taguig City
Taguig City University i
PERCEPTION ON WORKPLACE GENDER EQUALITY OF SELECTED

WORKING STUDENTS OF HUMAN RESOURCE DEVELOPMENT
MANAGEMENT IN TAGUIG CITY UNIVERSITY A.Y. 2020-2021:
BASIS FOR INTERVENTION PROGRAM
An Undergraduate Thesis Presented to the Faculty

Of the College of Business Management
TAGUIG CITY UNIVERSITY
In Partial Fulfillment of the Requirements for the Degree

Bachelor of Science in Business Administration Major in
Human Resources Development Management
By
BARRIENTOS MICHAELLA M.
DAACA IAN DAVE D.
ORGAYA DEVI FELISE Y.
PULGADO, ALYSSA VERNETTE E.
RIEGO PATRICIA ANNE L.
TALAVERA PIA ALEXIS B.
TAMBO SOFIA KRISTINA S.
VILLEGAS DANIEL JOHN L.
August 2021
City of Taguig
Taguig City University ii
APPROVAL SHEET
This thesis entitled, “Perception on Workplace Gender Equality of Selected
Working Students of Human Resource Development Management at Taguig
City
University A.Y. 2020-2021: Basis for Intervention Program” prepared and
submitted by Barrientos, Michaella M., Daaca, Ian Dave D., Orgaya, Devi Felise Y.,
Pulgado, Alyssa Vernette E., Riego, Patricia Anne L., Talavera, Pia Alexis B., Tambo,
Sofia Kristina S., Villegas, Daniel John L. in partial fulfilment of the requirements for
B.S. in Business Administration Major in Human Resource Development
Management
has been examined and recommended for ORAL EXAMINATION.
PROF. EUNICE G. PARCO

Thesis Adviser
THESIS REVIEW PANEL
Approved in partial fulfilment of the requirements for the degree Bachelor of Science in
Business Administration Major in Human Resource Development Management by the
Oral Examination Committee with a grade of _________.
MARIO S. NILLO, Ph.D.

Chairman
SYLVIA M. MARIANO, MAED FLORENZ M. REAL, MBA
Member Member
NORLYN I. GOZUM, MM, LPT ZANDRA L. BRINAS, MBA

Member Member
City of Taguig
Taguig City University iii
Accepted in partial fulfillment of the requirements for the degree Bachelor of

Science in Business Administration Major in Human Resource Development
Management.
CARLITO R. OSTRIA, DBA, PhD

Dean, College of Business Management
City of Taguig
Taguig City University iv
ACKNOWLEDGEMENT
The completion of this undertaking could not have been possible without the
participation and assistance of so many people whose names may not all be
enumerated. Their contributions are sincerely appreciated and gratefully
acknowledge.
However, the group would like to express their deep appreciation and indebtedness
particularly to the following;
To the City Government headed by our beloved Mayor Lino Edgardo “Lino”
Cayetano for the continuous support to the students of Taguig City University;
To the OIC, Office of the University President, Dr. Jaime M. Jimenez for his good
leadership and management of this University that provides opportunities to students
to reach their dreams;
To our College Dean, Dr. Carlito R. Ostria for the words of wisdom and
continuous support;
To our Business Research subject adviser, Professor Sylvia M. Mariano for
sharing her expertise, guidance, support, and encouragement as we go along our
study;
To our thesis adviser, Professor Eunice G. Parco for her advices, inputs and
motivation to finish this research paper;
To our Panelists, Professor Norlyn Gozum-Ilarina, Dr. Mario S. Nillo,
Professor
Florenz M. Real, Professor Zandra L. Briñas, and Professor Sylvia M. Mariano
for
their endless support, kind understanding spirit and sharing their precious time,
suggestions and invaluable inputs that have greatly improved this study;
City of Taguig
Taguig City University v
1
To our Statistician, Professor Junry P. Bacalso for guiding and helping us in
the
statistical treatment and analysis of data.
To the respondents of this study, the Human Resource Management
Development
students for being approachable, cooperative and supportive in answering the
questionnaire;
To our beloved parents who have been very supportive in this undertaking,
including the moral and financial support we needed badly;
And most of all, to God Almighty who blessed the researchers with wisdom and
strength to overcome all challenges towards the completion of this study.
City of Taguig
Taguig City University vi
DEDICATION
We humbly dedicate this research study to the enhancement of working students

of Human Resource Development Management in making research studies.
The researcher’s aim to develop a study that is worthy of credit as a Certificate
References in the continuing implementation of Perception on Workplace Gender
Equality of Selected Working Students of Human Resource Development
Management in Taguig City University, Basis for Intervention Program, the contents
of
this study should be able to provide data for future researchers in the area covered.
We finally dedicate this to our families who gives untiring support and assistance
have made possible the fruition of our efforts. To our friends and classmates for their
cooperation while conducting the study.
And most of all to our great creator our Almighty God the author of knowledge
and
wisdom who made this possible.
The Researchers
City of Taguig
Taguig City University vii
TABLE OF CONTENTS
Page
TITLE PAGE ……………………………............... i

APPROVAL SHEET ……………………………................ ii
ACKNOWLEDGMENT ……………………………................ iv
DEDICATION ……………………………................ vi
TABLE OF CONTENTS ……………………………................ vii
LIST OF TABLES ……………………………................ xii
LIST OF FIGURES ……………………………................ xv
ABSTRACT ……………………………................ xvi
Chapter 1 THE PROBLEM AND ITS BACKGROUND
Introduction …….…………………………. 1
Background of the Study …….…………………………. 3
Theoretical Framework …….…………………………. 5
Conceptual Framework …….…………………………. 8
Statement of the Problem …….…………………………. 9
Hypothesis of the Study …….…………………………. 11
Scope and Limitation of the Study ….………………………….... 11
Significance of the Study …….…………………………. 11
Definition of Terms ...…….………………………. 12

City of Taguig
Taguig City University viii
Chapter 2 REVIEW OF RELATED LITERATURE AND STUDIES
The perception of the respondents on ................................... 15-24

workplace gender equality in terms of the variables
of Statement of the problem no.2
Leadership ................................... 15
HR policy ................................... 17
Culture ................................... 18
Climate ................................... 20
Strategy ................................... 21
Structure ................................... 23
Synthesis ................................... 24
Chapter 3 RESEARCH AND METHODOLOGY
Research Method Used ................................... 26
Respondents of the study ................................... 26
Population and Sampling Technique ................................... 27
Instrumentation ................................... 29
Validation of instrument ................................... 29

City of Taguig
Taguig City University ix
1
Data Gathering Procedure ................................... 30
Statistical Treatment of Data ................................... 30
Chapter 4 PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA
Profile of Respondents ................................... 35
in terms of Age (SOP1)
in terms of Sex (SOP1)
Profile of Respondents in ................................... 36
terms of Civil Status (SOP1)
in terms of Year Level (SOP1)
in terms of Position in the Company (SOP1)
Profile of Respondents in terms of ................................... 39
Length of Service in Company (SOP1)
Perception of Respondents on ................................... 40
Implementation of Workplace Gender Equality
in terms of Leadership (SOP2)

City of Taguig
Taguig City University x
1
in terms of HR Policy (SOP2)
Workplace Gender Equality
in terms Culture (SOP2)
Perception of Respondents on .............……………...... 44
Workplace Gender Equality
in terms of Climate (SOP2)
Perception of Respondents on .................…………........ 45
in terms of Strategy (SOP2)
Perception of Respondents on .................……………...... 47
in terms of Structure (SOP2)
Problems encountered …................……………...... 48
by the respondents relating
to Gender Equality/Inequality (SOP3)
Significant difference between ….................…………….... 49
the perception on Workplace Gender
Equality and the Respondents profile (SOP4)
5 SUMMARIES OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS
Summary of the Findings ………………………............. 50
Conclusions …………………………….…. 52
City of Taguig
Taguig City University xi
1
Recommendations ............................................... 55
Proposed Action Plan ……………………………….... 57
REFERENCES ……………………………….... 59
APPENDICES ……………………………….... 66
A. Request Letter to Conduct ……………………………….... 67
B. Survey Questionnaire ……………………………….... 68
CERTIFICATE OF VALIDATION
Certificate of Grammarian ……………………………….... 75
Certificate of Statistician ……………………………….... 76
CURRICULUM VITAE ……………………………….... 77

City of Taguig
Taguig City University xii
LIST OF TABLES
Table Page No.
1 Respondents and Sample ……………………...... 27
2 Arbitrary scale of values ……………………...... 33
3 Weighted Means .……………………...... 34
4 Frequency and Percentage of ……………………...... 35
Respondents Distribution
in Terms of Age (SOP1)
5 Frequency and Percentage of ……………………......... 36
in Terms of Sex (SOP1)
in Terms of Civil Status (SOP1)
7 Frequency and Percentage of …………………….......... 37
in Terms of Year Level (SOP1)

City of Taguig
Taguig City University xiii
1
Respondents Distribution in Terms of
Position in the Company (SOP1)
9 Frequency and Percentage of …………………….......... 39
in Terms of Length of Service in Company (SOP1)
10 Perception of Respondents on ……………………........... 40
in terms of Leadership (SOP2)
in terms of HR Policy (SOP2)
in terms of Culture (SOP2)
13 Perception of Respondents on ……………………............ 44
in terms of Climate (SOP2)
14 Perception of Respondents on ……………………......... 45
in terms of Strategy (SOP2)

City of Taguig
Taguig City University xiv
1
15 Perception of Respondents on …………………….......... 47
in terms of Structure (SOP2)
16 Problems encountered by ……………………........... 48
the respondents relating to
Gender Equality/Inequality (SOP3)
17 Significant differences between ……………………............ 49
the Perception on Workplace Gender Equality
and the Respondents’ Profile (SOP4)

City of Taguig
Taguig City University xv
LIST OF FIGURES
Figures Page No.
1 Theoretical Framework ……………………………….. 5
2 Conceptual Framework ………………………………… 8
3 Proposed Action Plan ............................................. 57

City of Taguig
Taguig City University xvi
ABSTRACT
TITLE: Perception on Workplace Gender Equality of Selected Working Students
Of Selected Human Resource Development Management
In Taguig City University A.Y. 2020-202:
Basis for Intervention Program
Researchers: BARRIENTOS MICHAELLA M.

DAACA IAN DAVE D.
ORGAYA DEVI FELISE Y.
PULGADO, ALYSSA VERNETTE E.
RIEGO PATRICIA ANNE L.
TALAVERA PIA ALEXIS B.
TAMBO SOFIA KRISTINA S.
VILLEGAS DANIEL JOHN L.
Degree: Bachelor of Science in Business Administration major in Human

Resource Development Management
Institution: Taguig City University

Gen. Santos Ave., Central Bicutan, Taguig City.
Thesis Adviser: Ms. Eunice G. Parco
No.Of Pages: 111

City of Taguig
Taguig City University xvii
Gender inequality is a problem in some workplaces. Despite decades of
research and advocacy on gender equality, little attention has been paid to broad
workplace measures to promote gender equality. We address this gap Based on the
findings and conclusions of workplace gender equality, examining the gap in gender
equality research, and providing a practitioner paradigm for organizational gender
equality action.
This study used a descriptive type of method and utilized purposive sampling for
the selected working students of Human Resource Development Management
students of Taguig City University as the respondents of this study. Data collection
was done through a researcher-made survey instrument that captured the problems
define under the statement of the problem. Frequency distribution, slovin’s formula,
percentage, weighted mean, and ANOVA test were used to treat and analyze the
data collected. The Perception of respondents on Implementation of Workplace
Gender Equality in terms of the variables under the statement of the problem number
two and measured what experiences they encountered and rated whether Strongly
agree, Agree, Disagree and Strongly Disagree. In terms of profile, the majority of the
respondents are female, single and within the age bracket of 18 to 22 years old, third-
year college students of HRDM, and working as a crew within 6months to 1year
length of service in the company.

City of Taguig
Taguig City University xviii
1
The findings revealed that the assessment of the respondents based on the six
goals of HRDM working student's verbal interpretation was strongly agree and for the
verbal interpretation in problems encountered by the respondents relating to gender
equality/inequality was seldom. Also, the analysis stated that there is no significant
difference between the perception of workplace gender equality and the respondent’s
profile. Based on the findings and conclusion the researchers recommend having
awareness about fair insights and understandings in all genders and maintain
equality in the workplace.
This research looks into the subject of gender discrimination in the workplace and
how it affects employee satisfaction. This study looks at how organizations use the
statutory equality plan and gender equality policies to manage human resource
development for working students. Because many firms include workforce diversity in
their gender equality policies, worker diversity was also a major consideration in our
study.

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Republic of the Philippines

Taguig City University i

PERCEPTION ON WORKPLACE GENDER EQUALITY OF SELECTED

An Undergraduate Thesis Presented to the Faculty

In Partial Fulfillment of the Requirements for the Degree

Taguig City University ii

PROF. EUNICE G. PARCO

MARIO S. NILLO, Ph.D.

NORLYN I. GOZUM, MM, LPT ZANDRA L. BRINAS, MBA

Taguig City University iii

Accepted in partial fulfillment of the requirements for the degree Bachelor of

CARLITO R. OSTRIA, DBA, PhD

Taguig City University iv

Taguig City University v

Taguig City University vi

We humbly dedicate this research study to the enhancement of working students

Taguig City University vii

TITLE PAGE ……………………………............... i

Chapter 1 THE PROBLEM AND ITS BACKGROUND

Background of the Study …….…………………………. 3

Theoretical Framework …….…………………………. 5

Conceptual Framework …….…………………………. 8

Statement of the Problem …….…………………………. 9

Hypothesis of the Study …….…………………………. 11

Scope and Limitation of the Study ….………………………….... 11

Significance of the Study …….…………………………. 11

Definition of Terms ...…….………………………. 12

Taguig City University viii

Chapter 2 REVIEW OF RELATED LITERATURE AND STUDIES

The perception of the respondents on ................................... 15-24

Chapter 3 RESEARCH AND METHODOLOGY

Research Method Used ................................... 26

Respondents of the study ................................... 26

Population and Sampling Technique ................................... 27

Validation of instrument ................................... 29

Taguig City University ix

Statistical Treatment of Data ................................... 30

Chapter 4 PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA

Profile of Respondents ................................... 35

in terms of Age (SOP1)

Profile of Respondents ................................... 36

in terms of Sex (SOP1)

Profile of Respondents in ................................... 36

terms of Civil Status (SOP1)

Profile of Respondents ................................... 37

in terms of Year Level (SOP1)

Profile of Respondents ................................... 38

in terms of Position in the Company (SOP1)

Profile of Respondents in terms of ................................... 39

Length of Service in Company (SOP1)

Perception of Respondents on ................................... 40

Implementation of Workplace Gender Equality

in terms of Leadership (SOP2)

Perception of Respondents on ................................... 41

Implementation of Workplace Gender Equality

Taguig City University x

Perception of Respondents on ................................... 43

Workplace Gender Equality

in terms Culture (SOP2)

Perception of Respondents on .............……………...... 44

Workplace Gender Equality

in terms of Climate (SOP2)

Perception of Respondents on .................…………........ 45