AMA UNIVERSITY

School of Graduate Studies

Project 8, Quezon City

The Implication of the Hybrid Work Environment on Job Satisfaction and

Productivity of Employees in JPMorgan and Chase Philippines

A Thesis

Presented to the Faculty of the

School of Graduate Studies

AMA University

Project 8, Quezon City

In Partial Fulfillment

of the Requirements for the Degree of

MASTER IN BUSINESS ADMINISTRATION (MBA)

By

Jose Español III

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Chapter I

Introduction

The covid 19 pandemic is something that has not been experienced by

most of us ever before. This impacted most if not all of the countries worldwide.

This had caused financial turmoil, sickness and even death. The pandemic made

the government impose on restrictions with the height of the pandemic not

allowing anyone to go outside unless for essential needs. This had a big impact

on businesses related to restaurants, hotels and tourism, with them closing, due

to lack of customers. This then caused many to be unemployed.

According to a report last 2020, close to 70% of Philippine businesses

were strongly affected by COVID-19 pandemic and more than 80% have seen a

reduction in sales, according to a report by the International Trade Centre

(ITC)(Philstar, 2020). Micro, small and medium enterprises, and have been

forced to temporarily closed, as revealed by a paper published by Asian

Development Bank (hrmasia, 2020).

However, for some very large enterprises here in the Philippines, multi-

national and local, they were impacted by the pandemic but were able to

continue to operate. They were able to adjust on the restrictions cased by the

pandemic, by enabling employees to work remotely from home. The goal was to

minimize impact on productivity as much as possible.

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Should companies start considering the importance of establishing a

hybrid work environment, or should they just target on going back to normal the

way office workers work, that is, going to and from the office based on their

schedules?

Filipinos has always been resilient in terms of going to the office no matter

what the conditions are. It can be bad weather, transportation strike, floods etc. I

can say that during my time, I go to the office no matter what.

With today’s workforce, it has changed in such a way that things like

safety and having a work life balance have a high degree of importance that it

has ever before. In addition, with the boom of the BPO industry, there has been

an abundance of work availability, and employees can sometime jump from one

work or another, looking for companies that provide more work life balance and

easier to commute to, on top of salary considerations.

That is why in the post-pandemic era, it is necessary for business to

establish long-term work environment programs, and this include the analysis of

how the hybrid setup of working from home and in the office can be useful for

them or otherwise. There is a need to study the impact on the productivity of the

workforce, as well as the impact on job satisfaction.

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Background of the Study

JPMorgan and Chase Philippines (JPMC), has been operating in the

Philippines since 1961. Currently it has about 10,000 employees, with offices in

the cities of Taguig and Cebu. Functions serve include consumer and retail

banking, investment banking, and back office operations such as finance and

human resources. The headquarters in located in New York City, USA. As of

2022, JPMorgan Chase is the largest bank in the United States, the world's

largest bank by market capitalization, and the fifth largest bank in the world in

terms of total assets, with total assets of US$3.954 trillion (JPMorgan Chase,

2022)

At the start of the pandemic, JPMC Philippines was able to enable its

employees to be able to work from home (WFH). This setup was for period of

two years, from early 2020, up until the first quarter of 2022. As with any other

company experiencing the pandemic for the first time, there were challenges in

setting up initially. People has to adjust on the new lifestyle of working from

home, which brings about challenges such as those that involve taking care of

children or any other loved one for that matter. There is the issue on the internet

connection, and even the reliability of the power supply. Employees were also

trying to adjust on how to collaborate efficiently online. So this has raised a

concern on the productivity. Is it still the same as working in the office?

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Management had to establish some means on how productivity can be

measured working from home and comparing it when working in the office.

Those two years working from home has worked well for the company in

terms of performing the business as usual tasks. The employees are fortunate

that the company still did well during the pandemic, and also because most of

the work here can be done remotely and does not necessarily require face-to-

face work. This work form home setup has even been termed as the “new

normal” not just in JPMC but in the entire country and even globally.

While there have been many studies related to productivity during the

pandemic and with the boom of the hybrid work setup, they are mostly based on

surveys done on multiple companies from multiple industries. With this study, the

focus is within JPMC Phlippines and the goal is to collect data from a couple of

years prior to the pandemic, up until 2022. This should give more data to work

with in terms of seeking correlations between the hybrid work setup and

productivity. In JPMC, it started doing full-time office work, then full-time work

from home, and now having the hybrid work setup. More data point can also be

added in this study, such as common issues that might affect productivity such

as those related to technology, commuting, etc.

For job satisfaction, studies do show that employees prefer hybrid setup

which then impact their job satisfaction. But up to what extent? How does having

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a flexible work schedule and location stack up to other motivational factors such

as compensation, challenging work, good working environment, etc. The goal of

this study is to address that question, and again to focus on the population of

JPMC Philippines. The hybrid setup is entirely new for the company and so this

study would help management better understand the sentiment of the employees

regarding this matter.

Attrition data will also be analyzed to help determine if the cause of

employees leaving has anything to with having a flexible work schedule.

Employyes will also be asked of what type of flexibility they are looking for, and if

this is a priority for them to leave or stay in the company. Hybrid work schedule

has not been part of the employee survey before and so as a result of this sudy,

it might help management to start considering adding this work flexibility as one

of the items asked to see the level of satisfaction of the employees.

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Theoretical/Conceptual Framework

A psychologist named Frederick Herzberg established the Two-factor

theory or the Motivation-Hygiene theory, wherein job satisfaction is caused by a

set of factors, while dissatisfaction is caused by another set of factors (Two-

factor theory,n.d.). The theory suggests that in order to improce job attitudes and

productivity, management must address both set of factors.

According to Herzberg, employees look for satisfaction at the workplace

that have something to do with achievement, rewards and recognition,

responsibility, achievement, and the nature of the work itself. These are the

Motivators. On the other hand, factors that causes dissatisfaction include

company policies, supervision, interpersonal relationships, working conditions,

benefits and salary. These are the Hygiene factors. As the motivators make the

employee satisfied, lack of it does not cause dissatisfaction. However,

dissatisfaction is caused by the Hygiene factors such as working conditions. So if

management wants to increase job satisfaction, they should focus on the

motivators, and if they want to decrease dissatisfaction, they should focus on the

hygiene factors.

Affect theory of Edwin Locke is of of the most famous job satisfaction

model. It stated that the level of satisfaction of a person depends on the

discrepancy between what is wanted in a job and what one has in a job (Morris,

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2021). It depends on the facet the person values in a job and gets the level of

satisfaction if the expectation are met or otherwise.

For example, if Employee A values flexible work schedule while Employee

B does not value it that much. Employee A would then be more satisfied in a

position that has a flexible work schedule and less satisfied with no flexibility at

all, as compared to Employee B. The theory also states that the more the

employee values a facet, the greater the level of dissatisfaction when it is not

fulfilled.

In this study, These two theories are importanct in this study as it provides

basis on the concept of job satisfaction. As per Herzberg, the hygiene factors

can contribute to the dissatisfaction of an employee. Factors like work schedule

or working on a hybrid environment for example, can have an impact on the level

of job dissatisfaction. Then in relation to the Affect Theory of Locke, each

employee has different facets of work that he or she values. Other may value the

type of work done, while others can value the hybrid work environment. And

depending if management can address these facets, will determing the level of

job satisfaction of an employee. Questions asked in the study would include the

how much the employees value the hybrid setup in relation to the other

motivators.

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In relation to productivity, Hawthorne Landsberger introduced the

Hawthorne Effect in 1958 which states the increase in the performance of

individuals who are notice, watched and observed by supervisors (Perera, 2021).

The Hawthorne effect also refers to the tendency of individuals to change their

conduct once they are aware of being watched.

The Hawthorne Effect is significant to this study as since working from

home does not include the presence of a supervisor or manager, and this may

have an impact on productivity, as compared to working in the office when the

individual is in the presence of the manager.

The Research Paradigm

Input Process Output

•Employee Profile • Analysis of the • List of impacts on

•Age gathered inputs: of hybrid work on
•Length of service • productivity employee job
data (working satisfaction and
•Level
from home vs productivity in
(management or
working in the JPMorgan Chase
staff)
office) Philippines
•Role (customer-
facing, •survey results on
operations or job satifaction
back-office (e.g. •employee profile
finance, HR, •Analysis hybrid
etc.)) work environment
• Work schedule rating as
• Productivity data compared to
other
• Job satisfaction
motivational
level
factors
•Attrition data
•Motivational
factors

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The research paradigm uses the input-process-output model. The input

would be including the employee profile, as well as the variable inputs like work

schedule, which would help identify the different work schedule like day, mid or

night shift, hybrid or not. There is also the role, which can be related to the

preference of the respondent since customer facing roles may require them to be

more productive and effective when working in the office rather than working

from home. Then the productivity data which can be things like the volume of

transactions handled, and finally the job satisfaction rating which will show the

overall satisfaction level of the employee in relation to the work schedule.

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Statement of the Problem

Over the past couple of years, as a result of the pandemic, most of the

employees of JPMC have been working from home, for the entire work week.

With the issue on safety, as well as with transportation, the aim was for the

pandemic to have minimal impact on the productivity as much as possible.

From the past couple of months, starting early 2022, more and more employees

are now going back to the office, as mandated by management. Some working in

the office for a few days, then working from home on the other days. Thus is the

advent of the term hybrid work environment. There are different opinions and

experience on this from different employees, even from staff and management.

Some say that working in the office will make you more productive as there will

be lesser distractions, and the internet and technologies used are much more

reliable. Other say that working from home gives the employee more work life

balance and thus addresses job satisfaction. There have been some instances

wherein employees have left the company as they are looking for work that has

more work from home opportunities.

The problem is the lack of a study done on what are the actual conclusive

impacts of having a hybrid environment on productivity and job satisfaction in

JPMC. There are many opinions being shared with regards to this topic and this

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study can hopefully establish some concrete impacts based on data gathered.

The purpose of this study is to answer the following question:

1) In which level of importance does having a hybrid work schedule fall in the list of

motivational factors of JPMC employees?

2) What hybrid work model is the most preferred model of JPMC employees?

3) Does the hybrid work schedule inreases or decreases the productivity of JPMC

employees? Or does it stay the same?

4) Are the employees currently looking for jobs outside JPMC Philppines that offer

hybrid work schedule?

Significance of the Study

This study will help the company in their decision making when it come to

employee benefits. Having a hybrid work environment can serve as a “benefit” in

terms of addressing the work-life balance of an employee. By analysing the

impacts of the hybrid work environment, the company can determine if it should

continue such a schedule for the employees, or maybe make some adjustments

or make them flexible as per the needs of the employee. This may result to high

emplpoyee motivation and at the end, will make then delivery the results needed

by the business. At the same time, with high motivation, comes high retention

rates, which in the end will also help the company achieve its results and avoid

the cost of high employee turnover.

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However, JPMC can also use this study to determine the impact of the

hybrid setup on the productivity. It will also help them in their decision on how to

balance providing high job satisfaction to the employees, without sacrificing the

required output from the employees.

This study can also be used by employees in terms of how their

productivity is affected by the hybrid work environment, if any. This can help

them make adjustments on how they work, as well as their perspective on the

hybrid setup.

Eventhough the scope of this study include only JPMC, the results can

also be beneficial to other companies similar with similar employee profiles as

JPMC.

Scope and Limitations of the Study

This study only covers the organization of JPMorgan and Chase

Philippines, located in Bonifacio Global City, Taguig City. The instrument that will

be used will be a questionnaire, the these will be sent to targeted respondents,

meaning it is already pre-determined to whom the questionnaires will be sent.

This is to ensure that the different employee profiles would be able to participate.

The respondents however will include employees from the different departments,

with different roles, and with different tenures.

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The productivity data on the other hand will only cover a few departments

only (e.g. 3-5), as it is a challenge to get such information from the organization

due to confidentiality. Productivity data will only include transactional volume

handled post pandemic and pre pandemic (to serve as baseline). The data

gathering process will be done in a span of 30 days.

The study will not include the correlation of the profiles with productivity

and job satisfaction. It will only cover and list the general impacts on job

satisfaction and productivity caused by the hybrid work setup of working from

home and working in the office.

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Definition of Terms

For a better understanding of this study, the following terms are defined in the

context of this research:

Hybrid – defined as a combination of two different things. It is a schedule

where the employee works from home on certain days, while works in the

office in the other days.

Productivity – the volume of work of an employee. This can be the number

of transactions processed per day, per week or per month.

Job Satisfaction – the feeling of fulfillment that an employee experiences

from the job.

Pandemic – the period when the Covid-19 virus was widespread not just

in the Philippines but the whole world

Purposive Sampling – also known as subjective sampling wherein a

researcher has the discretion to choose the sample population. The

sampling process depends on the researcher’s jugdement (Formplus

Blog, 2021)

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Chapter II

Revew of Related Literature

Hybrid Work Model

What does hybrid work mean? According to Apollo Technical, it is a

working arrangement whereby the location from which employees work is

flexible. The hybrid model basically combines working in both the office and at

home into an employees schedule (Apollo Technical, 2021).

There are different types of hybrid work model. One is the flexible model,

wherein the employees choose their location and working hours. Depending on

the preferences on the employees, they can choose to work either in the office or

at home, or even at other places such as coffee shops. The advantage of this

setup is that it gives flexibility and freedom to the employees and builds trust,

which can be factors in increased job satisfaction (Webex, n.d.). The challenge

however for this model is the difficulty in finding commong time for teams to d in-

person collaboration. The other model is the fixed hybrid work model wherein the

company sets the specific schedule on when employees can work remotely or go

to the office. For example, in some companies, employees are required to work

from home on Mondays and Tuesday, while they can work remotely from

Wednesdays to Fridays. The advantage of this model is that it increases the

face-to-face collaboration, and for employees to have the option to schedule

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personal tasks within the week. The challenge however is the lack of individual

choice.

There are other models wherein the employees are expected to be on-site

with the flexibility to choose which days to work from home, and another wherein

the employees are expected to work remotely but with occasional visits in the

office. These types of models also provide more flexibility to employees but

again provide a challenge of finding common time to do face to face

collaboration.

Productivity

In the context of work, productivity can be defined to the amount of work

that is accomplished in a particular work environment, over a particular period of

time (Hanna, 2018). For businesses, productivity is one of the main determining

factors to make profit and so the goal is to maximize productivity, which is

dependent on the ability of the workforce or the employees. There are many

ways to measure productivity, and the most common are the output per hour

worked and output per worker. In JPMC, it will usually involve the number of

transactions processed over a period of time, or the average time it takes for a

transaction to be completed. There are many factors that can affect productivity,

and this includes things like technology, working environment, finance,

employee’s knowledge and skills, and managerial skills (Commercemates). At

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the start of the pandemic, productivity was one of those concerns by

management, expecially when it was transitioning from office to working from

home setup.

Negative impact on productivity

At home, an individual may have limited access to a comfortable chair, a

quiet work area, air conditioning, etc., and this may have an impact on job

performance and job satisfaction (Vischer, 2007).

Most people in a study reveal that they had work from home issues related to

technology (phone, internet and software), over-eating, and lack of discipline

(Bhattarai, 2020).

There is also a study involving the effect of stress on productivity, and the

cause of the stress is due to working from home. The inability to detach from

work can be a cause of stress. Detachment implies not thinking about work or

doing work-related duties at home, and the boundaries between personal and

work times become blurred, which causes stress, but just a small total effect on

productivity (Tejero, Camacho, 2021)

Positive impact on productivity

In a research with Microsoft and the Boston Consulting group, which

involved 9,000 manager and employees from 15 European countries, reveal that

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88% expected remote working to be more prevalent of a more hybrid form of

working in the future (Gaskell, 2020). The data also shows the productivity did

not decline when working from home, since the employees can create an

environment that works for them.

Last 2020, Deloitte released a report on the firms work productivity during

the pandemic stating that there was an increase in productivity even during the

lockdown period (Stone, 2022). This worked by providing employees the

necessary tools to work remotely, clearly defining goals and objectives, and

providing trust and autonomy.

In a Philippine study, the results showed that work from home factors

increases productivity. These factors include a comfortable working area, less

distraction by co-workers, autonomy on how to schedule work, work life balance

and avoiding commute (Ramos, Prasetyo, 2020).

In a survey conducted by the IT-Business Process Association of the

Philippines (IBPAP), it showed that the local IT-business prcess management

(IT-BPM) industry was able to sustain and even improve the productivity of their

workforce, and there was even a significant reduction in absenteeism (Magkilat,

2022). JPMorgan Philippines, whici is the scope of this study, is a member of

IBPAP.

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Neutral impact

In one of the studies analyzing the impacts of the pandemic done in

Cananda last 2021, there was no conclusive evidence to show that working from

home increases or decreases productivity. The results show that industries with

higher capacity to do work from home, did not have an increase in labor

productivity (Wang, 2021)

Based on the available researches and study, it can be seen that there

are many factors the can affect the productivity of an employee working from

home. This includes issues related to technology (e.g. internet, power outages,

printer, PC, etc.), as well as the working environment wherein distractions at

home can become an issue.

Job Satisfaction

Job satisfaction is a measure of how employees are contented with their

work, which includes the feeling of enjoyment or fulfillment. It is usually

measured based on subjective perception and emotion, in addition to factors like

compensation, work environment, people you work with, your manager and

company culture (Indeed, 2021). In most companies in the Philippines, there is

usually a regular survey sent out to employees, to get their sentiments with

regards to the different factors earlier mentioned. By knowing the employee

sentiments, management can then address those that need to be addressed.

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Having satisfied employees would mean higher productivity, lower attrition, and

at the end, have a positive impact at the bottomline. That is why having

programs related to job satisfaction is essential for businesses to succeed.

In a recent study by the global technology firm Cisco, majority of the

Filipino employees are happier when they are given hybrid work options. The

study indicated that 59.6% of employees want a hybrid work arrangement.

89.2% of those believe their overall well-being improved with hybrid working, with

92.2% saying they are happier (Cabuenas, 2022)

Research from Qualtrics reveals that there is a strong preference for

working remotely in the Philippines, with 58% saying they would be most

satisfied working from home at 5 days, 55% at 4 days working from home, and

52% working from home at 2 to 3 days. However the top driver on the intent to

stay for employees is meeting their career goals (Inquirer, 2022).

In a recent presentation by IBPAP, the the hybrid work arrangement is the

most preferred post pandemic work model in the IT-BPM industry, and that it is

needed to maintain the competitiveness of companies in the Philippines

(Magkilat, 2022). Based on the survey conducted by IBPAP, 91% of the Filipino

employees prefer a hybrid work model rather than full-time work. For IBPAP,

60% prefer hybrid, 30% prefer full-time work from home, and 10% prefer work in

the office for the next 6 to 12 months. What is also an important insight from this

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survey is that 62% of the respondents said that the type of hybrid work

arrangement will affect their decision to stay in the IT-BPM industry, while 38%

said it will not affect their decision. In terms of attrition, this is being addressed by

the industry by allowing flexibility as part of future work.

In a study in India, working from home affected job satisfaction of the

workers. Work autonomy, work-family conflict and anxiety related to the

pandemic significantly predicted job satisfaction. Work autonomy provided a

positive impact on job satisfaction, while having conflict and experiencing anxiety

have a negative effect (Mohammed, 2021). In a US study, the findings suggest

that working remotely increases the employee’s job satisfaction level. Moreover,

the higher the frequency of working from home, the higher the job satisfaction

level is (Schall, 2019).

The review of related literature and studies reveal that employees in the

Philippines, and those even in India and US, prefer to work in the hybrid

environment as it gives them a sense of autonomy, and mostly being able to

balance work with their personal lives.

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Chapter III

Research Methodology

This chapter contains the methods and procedures used in this reaserch

paper in order to address the problem. This includes the research method,

sampling, data gathering process, data analysis and providing insights based on

the data.

Methodology

The goal of this paper is to identify the effects on productivity and job

satisfaction. To achieve this, as mentioned in the paradigm, surveys,

questionnaires, productivity data and analysis of the data will be used, which is

more on the side on the quantitative type of research. This type of research is

defined as the process of collecting and analyzing numerical data, and can be

used to find pattens and averages, make predictions, test relationships, and

generalize results (Bhandari, 2020).

There are also different types of quantitative research methods available,

but in this study, the descriptive research method will be used. The aim of

descriptive research is to accurately and systematically describe a population or

a phenomenon (McCombes, 2019). For this study, the phenomenon is the effect

of the hybrid setup on productivity and job satisfaction, and the aim is to list the

effects. In descriptive research, the researcher does not have th ability to control

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any of the variable but only observes and measures them. For this study, the

results of the survery, questionnaires and productivity data will be measured and

analyzed.

Population and Samples

Non-probability sampling will be used, specifically Purposive sampling.

This method is selected so that the repondents will be balanced and composed

of employees from the different levels in the organization, namely management

and the staff. This should provide the study a balance result of opinions from the

perspective people who are at a senior level and to those who are handling the

transactions.

It is also intended to have samples from different departments, from those

doing back office work such as finance and HR, as well as those that are heavily

involved in processing transactions, and those that are involved in direct contact

with the customers such as call agents.

Using the Raosoft calculator (please see appendix), the computed numbers are

as follows:

Variable Value

Margin of error 5%

Confidence level 90%

Population size 10,000

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Response distribution 50%

Sample size 264

For the following are the characteristics of the profiles of the respondents:

• Level in the organization (Manager, staff)

• Work experience in years

• Work schedule (morning shift, mid-shift, nigh shift)

• Department

• Role

• Gender

• Age

This might provide additional information in the study, but in terms of the scope,

the correlation between the profiles and the results will not be included.

Research instrument used

Questionnaires will be the research instrument used in this study. The

questionnaire will be used to gather information with regards to the job

satisfaction of the employees. Survey Monkey will be used to administer the

questionnaire. It is intended to use a combination of a rating system, and multiple

choice.

Questions that will be asked will be

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1) What is your preferred work schedule (work from home, work in the office,

hybrid)?

2) How many times a week would you like to work from home (1, 2, 3, 4, 5)?

3) Do you want to choose which days you want to work in the office and at home, or

are you fine with the company telling you your schedule?

4) Where do you get more work done? In the office or at home?

5) What challenges do you experience when working from home? Select all that

apply:

a. Internet connection

b. Power outage

c. Taking care of children

d. Computer issues (hardware and software)

e. Difficulty reaching out to colleague (not online)

f. Others

6) How would you rate the impact of the work schedule in terms of your

motivation/job satisfaction (rate from 1 to 5 from not important to very important).

7) Based on the list of motivators listed below, rate them from 1 to 10:

a. Work schedule

b. Office Location

c. Compensation

d. Relationships with manager and team

e. Challenging work

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f. Career advancement opportunities

g. Established company

For productivity data, it will be gathered from the different departments in

the company. Productivity data will be composed of different metrics, but usually

focuses on volumes such as number of transactions processed, and the average

times to complete transactions. If quality data is available, that can also be used,

as well as the number of unplanned absent days. Data gathered will be available

via prepared spreadsheets.

For the baseline, data from the pre-pandemic period, specifically during

2019, will be used. Then data from 2020 will be used as comparison, since this

was the period wherein the work from home setup was at its peak. Then data

from 2021-2022 will also be used, since this is the time wherein the hybrid setup

was started. Gata gathered here should be able to show the difference (if any),

on the productivity in working full-time in the office, working full-time at home,

and working on a hybrid setup.

Attrition data will also be needed for this study. This will be requested from

the HR department dating from 2021 up until 2022. What is important to get from

this data are the causes for leaving the company, and to determine information

related to people looking for a more flexible work schedule.

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Analysis Method

Regression analysis is a statistical method that examines the relationship

between two or more variables. It can be used as an analysis method in

identifying which variables have impact on a topic of interest. The dependent

variable is the main factor to understand or predict, while the independent

variables are the factors hypothesized to have a impact on the dependent

variable (Alchemer, n.d.).

There are different types of regression analysis available, but for this

study, it will be using linear regression. The dependent variables here are job

satisfaction and productivity of the employees of JPMC, while the independent

variable is the hybrid schedule, working from home and working in the office.

Since the use of linear regression is mostly for continuous data, the hybrid

work schedule which is the independent variable, will need be converted into

binary. It will be represented by a 1 if the employee prefers the hybrid schedule,

and 0 if otherwise.

Once the data has been collected, it will be entered using Excel, which will

be the main tool used to perform the regression analysis. After entering the data,

the scatterplot will be used, and a linear trendline will then inserted. It will then

show the following formula:

Y = aX + b

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where Y is the job satisfaction level or productivity, and X is the hybrid

work schedule. Moreover, a is the estimated slope, while b is the estimated

intercept. Both of these values will automatically be computed by Excel. The

following are the formulas for the slope and the intercept:

Where n is the sample size (Statistics How To, n.d.).

By having this formula coming from Excel, it can then be determined what

the levels of productivity and job satisfaction are as a result of the existence or

otherwise of the hybrid work schedule.

Excel should also be able to show the correlation using the Correl function

and is represented by r, and has a value between -1 and 1. This means that 1

represents a strong positive relationship, while a -1 represents a strong negative

relationship. A zero value represents no relationship. This will be used to

determine if there is any relationship between the hybrid work schedule and

productivity, as well as on the level of job satisfaction of the employees.

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Appendix

Raosoft sample size calculator

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