San Jose National High School

Sen. Lorenzo Sumulong Mem. Cir. Road

Brgy. San Jose, Antipolo City

Correlation of Employees Workload and Salary in Antipolo City Amidst Pandemic

Calderon, Christian Dale, A.

Banday, Kylla Jane

Biñas, Jeah, P.

Buella, Ladylyn S.

12- ABM A

September 2021
 Chapter 1:
Introduction

This chapter presents the Background of the Study, Statement of the Problem, Significance

of the Study, Scope and Limitation of the Study, Review of Related Literature, and Definition of

Terms.

Background of the Study

In this season of time, health is more important than wealth. However, wealth also becomes a

primary source of need to survive. There are employees that have their responsibility to work and

serve other people especially in this time of pandemic where their health is also at risk. These

employees called “frontliner” tend to sacrifice themselves for the sake of service and duty to help

people who are in need. According to statistics, this pandemic has cause a lot of people to

become unemployed which has create a huge impact to economy, causing many families suffer

from poverty and hunger. For some instances, many were also underpaid due to pandemic

response even working fair. In addition, according to World Bank, With COVID-19 it has

projected a 13 per cent drop in remittances to the Philippines, amid an average 20 per cent

decline globally. Hence, resulted into a more hassle living.

Statement of the Problem

This study aims to weigh the relationship between the workload and salary of employees

working in Antipolo City.

This study aims to investigate the ff:

1. Job workloads salary

2. Field of specification workloads

3. Performance of employees
Significance of Study

The researchers conducted this study to determine the relation of workload and salary of

an employee working in Antipolo City.

Hypothesis

Ho – There is no significant relationship between the workloads and the salary of the

employees working in Antipolo City. Their salary do not correlate to the

workloads they perform.

Ho – There is a significant relationship between the workloads and the salary of the

employees working in Antipolo City. Their salary correlates to the workloads

they perform.

Scope and Limitation

The study covers the information and relationship of workloads and salary of employees.

The subject for this study will be the parents of the Senior High School students of SJNHS.

Survey will be used to conduct this study using Google Forms and Messenger as platforms in

collecting data.
Definition of Terms

Employee - a person employed for wages or salary, especially at nonexecutive level.

Salary - a fixed regular payment, typically paid on a monthly or biweekly basis

Workloads - the amount of work to be done by an employee

 Chapter 2: Review of Related Literature

This paper contributes to several strands of literature, including the burgeoning literature

on the labor-market effects of COVID-19 in general (see Brodeur et al., 2020 for a review).

More specifically, this paper is related to the literature on the effects of the business cycle on the

unincorporated self-employed, the effects of economic downturns in general, and the

unprecedented effects of the simultaneous health shock on households and families.

Carter (2019) stated in The Impact of Wages on Employee Productivity that, triggering a

sense of loss aversion seems to connect wage increases with productivity and reciprocity can be

an extremely powerful force, triggering employees to expend more effort in order to “pay back”

the original favor. According to Bruggen (2015) in an empirical investigation of the relationship

between workload and performance that, output of employees increases up to a certain point

after which it decreases. Similarly, the quality of performance is highest under moderate levels of

workload, which provides evidence against a tradeoff between quantity and quality.

The above mentioned studies and literatures are connected to the present study because it

discusses about the factors that affect the salary of the employees and the workload they ought to

do. The findings proclaim that if the salary increases, the employees’ productivity also increases.

However, if we continue to carry on with this research, we will understand if the salary increases

and the workload of the employee also increases or their workload will remain static.

Peter (2020) mentioned in Perception of workload balance and employee job satisfaction

in work organizations that, if their workload is below the standard workload, it will evoke

laziness and provides opportunity for them to be idle and indulge in non-productive activities

like group politics, with its attendant implications on performance. Workload management helps

to reduce the need for specialized and technical skills as well as facilitate the organization,

management and monitoring of workloads in line with business goals.

Situmorang (2019) uttered that the low workload will cause boredom and a sense of

monotonous. Boredom in daily routine work because of too little work or work results in a lack

of attention to work will potentially harms and lowers employee performance.

 The mentioned literature and studies by Peter (2020) and Situmorang (2019) enlightens

the fact that the employees do not care about how high or how low their salary is when they have

below average workloads. It also causes laziness and boredom to the employees, in addition, the

bad performance of the employees will follow.

Azhar (2017) stated that workload do not have significant positive relationship with job

satisfaction compare to salary and coworker. More importantly, based to findings salary and

coworker will positively influence job satisfaction but for the workload case this variables will

not positively influence job satisfaction.

Based on the findings, the workload has no positive relationship with the employee, if the

employees’ are given a low workload, they tend to become bored. However, if they are given a

high workload, they tend to become stressed and over-worked. To summarize, the workloads

affect the performance of the employee and the salary adds on the motivation of the employee to

become more productive.

According to Inegbedion (2020), employee task requirements vary since employees of

the same rank may be unequally tasked. The discrepancies in workload may be largely

influenced by educational qualification, area of specialization or position in the organization. In

most organizations, the variability in employee workload may be largely influenced by the

departments to which they belong. But even within the same department, there is no guarantee

that employee workload will balance. An Employee's perception of workload balance or

imbalance as a result of perceived discrepancies between his workload and that of other

organizational members can cause disaffection.

Based on Ivanović-Đukić (2018), job satisfaction is rising with increasing the level of

education, except in case of highest level of education. Also, all job related characteristics

(except contingent rewards) have significantly different influence on job satisfaction of

employees with different levels of education. The results also showed that pay has greater

influence on job satisfaction of the lowest educated employees than it has on job satisfaction of

others. For employees with secondary education, communication and relationship with co-

workers has such influence. For job satisfaction of employees with higher level of education,

relationships with superiors and operating procedures have greater influence, while for the

highest educated employees those are fringe benefits and nature of work.
 The mentioned studies and literatures concisely deliberate about the system of workload

giving or the task requirements that the employees’ are obligated to do. The main factor that

affects the workload and the salary of an employee is his level of education because the

companies are looking for the specialization, skills, and the qualification in educational

background of an employee.

According to Ratri (2021), employers should conduct a workload analysis for each

position, developing an appropriate reward system, further research to determine the factors that

can predict performance, and research continued by using unstructured demographic data, such

as income levels or workloads.

The above-mentioned study should be conducted by the employers in order for them to

recognize and identify the correlation of employees’ workload and salary to avoid wasting

budget for human resources and be able to give what is appropriate salary to the employees’

workloads.

The unincorporated self-employed have unique characteristics. One is their tendency to

remain self-employed for relatively short durations, which is dependent on macroeconomic

4 conditions.

In addition, compared to the incorporated self-employed, they tend to engage in work

activities that demand relatively low levels of cognitive skills and high levels of manual

coordination (Levine and Rubinstein 2017).

Globalisation, as Kirton (2020), Savych and Molchanova (2019), Smyslov (2019), and

Deming (2017) agree, is currently considered as the key factor in the future development of the

world economy. Globalisation is entrepreneurship specific mainly to the growing range of cross-

border economic activities, i.e., penetration of competitors to domestic markets and opening

foreign markets, international acquisitions, strategic alliances as well as their influence on the

restructuring of industry.

COVID-19 has been characterised as a pandemic by the World Health Organization

(W.H.O.) due to the high numbers of confirmed cases and deaths; the pandemic has posed an

unprecedented health crisis to human beings ( Chan et al., 2020; Stier et al., 2020; World Health

Organization, 2020). Restrictions on the use of public spaces, quarantine and social distancing
are key measures which have been implemented to tackle the pandemic and protect public health

(Dehui et al., 2021).

THEORETICAL FRAMEWORK

The study was based on to Herzberg’s theory. According to these theory, there are two

independent factors that influence job satisfaction. These are motivators and hygiene factors.

Motivators are those who have a positive influence on job satisfaction and hygiene factors

prevent job dissatisfaction. According to Herzberg, the motivators will provide employees with

the motivation to work harder. The cleanliness aspects will just keep them satisfied with their

work in general. Financial rewards, according to his idea, are hygiene considerations. In other

words, pay doesn't truly enhance performance; rather, it protects people from becoming

dissatisfied with their jobs and helps you increase retention rates.
 Survey
A. Workloads
B. Salary
C. Satisfaction

Interpretation and
analysis of
gathered data
results

CONCEPTUAL FRAMEWORK

INPUT PROCESS OUTPUT

Salary of The correlation of

employees in salary to the
their field. workloads of
employees
Workloads of
employees in
their fields.
 FEEDBACK
Figure 2: Conceptual Framework

Chapter 3: Research Methods

Research Designs

The study was a descriptive research seeking to find the relationship of employees

workload and salary in Antipolo City amidst pandemic. Furthermore, the study utilized the

quantitative method and used quantitative research tools to gather data.

Questionnaires hosted in Google Forms were used to gather the needed data from the

participants in a form of a survey to evaluate the respondent's data, perspective, and openness to

discussion about their work salary.

The Descriptive Approach is appropriate in this study as the researcher aims to accurately

and systematically describe the status of employees regarding their salary in terms of the
workloads in their job. Lastly, this study will be implementing random sampling technique for

the diversity of results.

Participants

The participants of the study will be the parents of Senior High School students of San

Jose National High School. The participants are the parents from all academic strands such as

Science, Technology, Engineering and Mathematics (STEM) students, Accountancy, Business

and Management (ABM) students, Humanities and Social Sciences (HUMSS) students, General

Academic Strand (GAS) stands, Information, Communications and Technology (ICT) students,

and Tourism students.

Research Instrument

The researchers will use subjective questionnaires in order to determine the respondent’s

perception, and ask situational events to judge the feelings of the respondents regarding the state

of relationship between their salary and workloads. The researchers will also use objective

questions answerable by yes or no regarding their state of satisfaction.

Research Procedure
The study will gather its data by using the research instrument of questionnaires and

surveys to determine the correlation of Employees Workload and Salary using the parents of the

Senior High School Students of San Jose National High School.

The platform that will be used to host the questionnaires and survey is Google Forms.

The questionnaire has been designed in a quiz like form wherein the respondents will have to

answer the questionnaires given.

The formation of questionnaire will be based on the Label Standards in the Philippines in

accordance to the treatment of the employer to its employees. The gathered results will be

classified into positive or negative result and the researchers will derive a conclusion from the

gathered data.