Group 8 FINAL MANUSCRIPT (PDF File)

Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ

INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
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THE IMPACT OF WORK FROM HOME SET UP TO THE SELECTED CALL CENTER
COMPANY IN MANILA BASIS FOR EMPLOYEE SATISFACTION
A Research
Presented to the
Faculty of the College of Business Administration
Eulogio Amang Rodriguez Institute of
Science and Technology
In partial Fulfillment
of the Requirements for the Degree of
Bachelor of Science in Business Administration
By:
RAMIREZ, CHRISTINE JOY R.
DELA CRUZ, KIMBERLY MAE
FERNANDEZ, MARLYN M.
GENOBIS, JOYCE Q.
JUGAN, JONALYN
February 2022
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CERTIFICATION
This research entitled “The Impact of WORK FROM Home

Set-up to the Selected Call center Company in Manila Basis
for Employee Satisfaction “ prepared and submitted by
Ramirez, Christine Joy R.Dela Cruz, Kimberly Mae, Fernandez,
Marlyn M, Genobis, Joyce Q, Jugan, Jonalyn in partial
fulfillment of the requirements for the degree of Bachelor of
Science in Business Administration has been examined and
recommended for ORAL EXAMINATION.
DR. AGUIDA V. CABREROS, DBA

Adviser
APPROVAL SHEET
Approved by the Panel for Oral Defense on _________,
2022 with a rating of ___________.
_________________________ _______________________
Accepted in partial fulfillment of the degree of Doctor
of Business Administration.
Dr. WILLY O. GAPASIN

Dean
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ACKNOWLEDGEMENTS
The researchers would like to express their deepest
gratitude to the following who contributed for the success of
the study.
First and for most, the researchers would like to express
their deepness thankfulness to our Almighty God who gave them
the strength, wisdom and hope.
Second, for their family that they trust their beloved
children for letting them to the researchers.
The researchers are also grateful to their beloved
research professor, Dr. Aguida Cabreros for sharing her immense
knowledge about writing research for her continuous supporting
and helping they’re for them to be easier and also for guiding
them for every chapter of research.
Lastly, for the willing respondents whom gave their time
to answer the questions honestly for the success of the study.
Without the help of the following the research done would not
be successful and accomplished. Thus, the researchers showed
their appreciation by acknowledging them. That their hearts be
blessed and continue to spread the greatness to the world.

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Dedication
We, the researchers, hereby dedicate this study

To our God Almighty.
To our never-ending supportive parents.
To our dearest thesis adviser, Dr. Aguida Cabreros, who

helped us throughout the creation of the paper.
To the work from home call Center who connects with

employee satisfaction.
And lastly, to the person behind the work from home of

employee satisfaction that inspired us to do this study.
This study for all of you, To God be the glory.

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TABLE OF CONTENTS
Page
TITLE PAGE ........................................ i
CERTIFICATION ..................................... ii
ACKNOWLEDGEMENT ................................... iii
DEDICATION ........................................ iv
TABLE OF CONTENTS ................................. v
LIST OF TABLES .................................... vii
CHAPTER
1 The Problem and Its Background
Introduction ................................. 1
Theoretical Framework ........................ 3
Conceptual Framework ......................... 4
Statement of the Problem ..................... 6
Hypothesis ................................... 6
Scope and Limitation ......................... 7
Significance of Study ........................ 7

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Operational Definition of Variables .......... 8
2 Review of Related Literature and Studies
Local Literature ............................. 9
Foreign Literature ........................... 12
Local Studies ................................ 15
Foreign Studies .............................. 17
Synthesis of Related Literature and Studies .. 19
3 Methodology
Research Design .............................. 21
Population and Sampling ...................... 21
Respondents of the Study ..................... 22
Research Instrument .......................... 23
Data Gathering Procedures .................... 24
Statistical Treatment of Data ................ 24
Bibliography ...................................... 28
Curriculum Vitae .................................. 31

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LIST OF TABLES
Page
TABLE
1 Distribution of the Respondents ............ 21
2 Impact of work from home
to the call center employees ............... 25
3 Problems Encountered ....................... 26
Figure 1 Research Paradigm ...................... 5

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1
CHAPTER 1
The Problem and Its Background
Introduction
The outbreak of the Corona virus Disease (COVID-19)
pandemic has heavily shaken the world, affecting company
workforce. The disruption caused by the pandemic has rendered
a large proportion of the workforce unable to commute to
work, as to stop the spread of the virus. This has resulted
in both employers and employees seeking alternative work
arrangements such as work from home setup. Working from home
has its perks. But it also has its disadvantages. Since the
majority of the global workforce is not used to working from
home, this sudden change has led to many problems that have a
deep impact on employee satisfaction. Employees working from
home reported to be anxious and exhausted. Thus, affected
employee mental health. Feelings of isolation and loneliness
caused by working from home during the global pandemic lead
to lower levels of productivity and highly decreased job
satisfaction and work performance.
Every employee has its own criteria of measuring their
satisfaction with their job. The factor that influences it,

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is the style of management, as well as the salary, hours they
are spending with the job, schedule, benefits and
compensation, stress level and flexibility. Employee
satisfaction is related to productivity, motivation, work
performance and life satisfaction (Abuhashesh et.,2019),
which means that this also applies to the personal lives of
employees. One of the affected employees of this setup is the
call center agents plays a significant role as one of the
most reliable information and service sources even before
this pandemic. They are also considered as one of the front
lines as they are communicating and serving people twenty-
four hours. Therefore, it was difficult for many workers
especially the call center agents, to work regularly in this
kind of setup.
This study will tackle the advantages and disadvantages
of the work from home setup and how it affects satisfaction
of call center agents working remotely. Consequently, this
study intended to help the employees of the selected call
center company in Manila to cope up with new working
arrangements in this time of crisis. By implementing this
research, it will help them to identify the advantage and
disadvantage impact of work from home set up for call center

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employee’s job satisfaction and to alleviate those potential
disadvantages of working from home.
Theoretical Framework
Many theories of employee satisfaction have been proposed
to know how effective the work from home set up is and the
effect on the employees. Allowing employees to work from home
may even reduce firms, cost for office space, bill and
furniture (peek 2015).
Work from home employees should meet the criteria of
performance set by the company or organization to ensure the
quality and quantity of their work. Employee satisfaction can
be defined as job success and achievements. Working from home
offers sometimes a negative and positive outcome for employers
and employee for example, the negative outcome of working from
home is the environment the distractions and lack of positive
vibes since your working alone, And the positive outcome is you
have more time for your family, and you don't have to worry for
your safety since your working from home and also you can
manage your time more than working on site.
Job satisfaction is an important element. of work safety
(wolmak and olkiewicz, 2019: Niciejewska, 2017). Sometimes

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employees based the job satisfaction by their salary and how
they enjoyed their work. Different leadership and motivation
styles can work in different ways on every employee,
resulting in an increase of job satisfaction and work
performance. Job satisfaction is an essential element
motivating employees and encouraging them to achieve better
results (Razia and Maulabkhsh, 2015).
Conceptual Framework
The research paradigm used in this research inquiry is the
Input-Process-Output (IPO) Model.
Input, contains the profile of the respondents in terms of
name, age, gender, and company.
Process, reflects the steps by gathering data and
information using journals, dissertation and other studies to
support the study and collect inputs.
Output, shows the contributions of the study, which is the
impact of work from home set up to the selected call center
company in Manila basis for employee satisfaction.

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INPUT PROCESS OUTPUT
 Gathering data
and information
using journals,
and other
studies to
Profile of the support the
respondents in study and
terms of: collect inputs. The Impact of Work
from Home Set Up to
 Creating online
 Name the Selected Call
survey
questionnaire Center Company in
(optional)
using Google Manila Basis for
 Age Forms. Employee
Satisfaction
 Gender  Distribute the
survey
 Company
questionnaire to
respondents.
 Statistical
treatment and
analysis of
data.
FEEDBACK
Figure 1: RESEARCH PARADIGM

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Statement of the Problem
The study aimed to know the impact of work from home setup to
employee satisfaction.
Specifically, it sought to answer the following:
1. How does the effects of the work from home set up on the
employee’s satisfaction in the aspect of:
1.1. Personal Satisfaction;
1.2. Physical Health; and
1.3. Mental Health?
2. What are the advantages and disadvantages of work from
home set up?
3. Based on the findings, what are the alternative way to
alleviate the potential disadvantages of working from
home?
Hypothesis
The study hypothesizes that there is no significant
difference in the impact of work from home set up to the
selected call center company in Manila basis for employee
satisfaction.
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Scope and Limitation
The study covers the job satisfaction of work from home
setup employees, such as: satisfaction, impact of work from
home, place, promotion, people, process and setup and the
problems encountered by an employee and positive outcome is of
work from setup. The selected center company is based in
Manila. The respondents of the study a call center who worked
from home setup in Manila basis. The survey was conducted from
2021 to 2022.
Significance of the Study
Employee job satisfaction leads to increased
organizational productivity, and lower job stress. The impact
of work from home is thoroughly shown throughout the study.
This research proves to be significant to the following:
Call Center. this study will help the call center to know
about the impact of work from home base on employee
satisfaction.
Employing. this study will help the employee to have ideas
on how to adapt the basis satisfaction.
Future Researchers. the ideas shown in this study are
beneficial in understanding the impact of work from home to

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call center employee satisfaction. This research can be used as
a guide in searching for new knowledge to be used in their own
study.
Operational Definition of Variables
Anxious. A feeling nervous or showing unease about
something with uncertain outcome.
Corona virus. A type of disease that has spread around the
world.
Exhausted. A feeling of being overburdened and depleted.
Feeling of Isolation. A sense of not being able to express
their emotions to others.
Impact. In which you could witness the positive effects of
a certain action.
Mental Health. Refers to a person's health and how that
affects their behavior and emotional well-being.
Workforce. Those who are employed or available to labor or
perform a task.
Work from Home. A job that allows the individual to work
from home.
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CHAPTER 2
REVIEW OF LITERATURE AND STUDIES
This chapter presents the related literature and studies
after the thorough and in-depth search done by the researchers.
The literature and studies given in this chapter addresses the
insights, concepts, and generalizations in relation to the
study. The information cited in this chapter serves as a guide
for the researchers in developing the study.
Local Literature
Wang et al. (2020) found that teleworkers experienced
a more positive sense of well-being and fewer job-related
adverse effects on well-being. This varied by personality
type, with individuals expressing more ‘openness’ to the idea
of work from home being more likely to report positive
outcomes. Importantly, strong social networks beyond work
seem to be linked to higher levels of positive effects,
indicating that the sense of ‘physical isolation’ from the
working environment can be compensated by maintaining a
strong social network. Additionally, work from home may
provide tangible benefits of increased family time,
especially for new mothers through a reduction of commutes

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and more time available to spend with children at home (Wang
et al., 2020).
Grant et al., (2019), revealed that e-working can
increase flexibility, employee satisfaction, work life
balance while reducing work life conflict and commuting.
Controversy, satisfaction level of employees can decrease due
to a feeling of social distance and isolation from their
colleagues when the employees are force to work from home for
a longer period time.
Bourne, (2020) Job satisfaction is the combined satisfaction
of an employee in psychological, physiological, and
environmental circumstances at their work. Call center
employees' job satisfaction is a factor that leads to more
factors. Hence, job satisfaction is constructed by two
inferential levels of factors: the organizational and
individual levels. Wherein in the organizational level, the
desire to change jobs, absenteeism, turnovers, number of
employees, the poor quality of job performance, service and
product, customer satisfaction, and others may result in
dissatisfaction and damage to the resources that affect the job
satisfaction.
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Rivera-Rentas, (2019) stated that job satisfaction influences
employees' retention, motivation, burnout, and job performance,
making it a significant subject for researchers. Organizations
with high job satisfaction can accomplish their goals and
objective greatly while having high employee retention and high
organizational commitment. It is attested satisfied worker
feels greater engagement with their work.
Kazekami, (2020) studies the mechanisms having an influence
on productivity of the employees working from home. Several
factors are examined in particular: the stress of balancing
work and domestic chores, life satisfaction, work satisfaction
and decreasing time spent on commuting during rush hours
(Kazekami 2020:14). The article also lists the drawbacks of
teleworking, such as concentrating on work while caring for
children or another family member. According to the study
results, there is a positive correlation between telework hours
and productivity. She claims that telework increases life
satisfaction and work satisfaction; however while life
satisfaction improves labor productivity, work satisfaction
does not have an influence on productivity of the employees.
The stress of balancing work and domestic chores decreases the
productivity indirectly, through decreasing the life

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satisfaction. Another factor increasing productivity according
to the study is the chance to avoid commuting to work more than
1 hour by public transportation in rush hours.
Foreign Literature
With the outbreak of COVID-19, WHF arrangement have been
implemented globally in those sectors where services can be
delivered online (Arruda, 2020). Working from home reduces
exposure to the public for staff and reduces the need to
commute to workplaces that involves further exposure. To reduce
the spread of COVID-19, the Indonesian government urged staff
to social distance and where possible to conducting activities
at home, including learning from home and working from home
(Kemendikbud, 2020).
As part of the government working from home program, HR
managers were held responsible for providing support for the
implementation and supervision of work from home. In line
with this requirement, a recommendation to study and work
from home was issued by the Minister of Education and Culture
of the Republic of Indonesia (Kemendikbud, 2020). The
Minister required that for learning activities required that
for learning activities both in schools and colleges in the
Covid-19 affected areas to be carried out at home and

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academic staff and students were instructed to stay off
campus. The Indonesia Minister of Education and Culture
instructed Local Government and Higher Education managers to
ensure that working from did not adversely impact on the
quality of education or the productivity of staff. The
Indonesian Ministry of Education and Culture specifically
stated: “Physical presence is not a measure of performance.
The most important thing is that learning continues to
happen. Only the way that turns into online learning”
(Kemendikbud, 2020).
Jun Yu and Yihang Wu 2021, found that employee job
satisfaction and that a suitable home workspace is a core
addition. Long-term work from home was found to finish to
diminish job satisfaction in the absence of a suitable
workspace, digital social support, and an effective
monitoring mechanism. And regarding the relationship between
work from home and employee job satisfaction are inconclusive
remote work existing research identified factors that
increase employee job satisfaction of remote work, including
income working hours, free time, appropriate physical
activity, the frequency of remote work. Work from home
traditionally presented as an employee benefit that

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contributes to a positive work attitude and usually seen as a
work-family enrichment measure.
Schall (2019), found that remote work had a positive
relationship with job satisfaction. Work-family conflict, and
telecommuting intensity each mediated the relationship
between remote work and job satisfaction. This is due to the
effective method to boost employee job satisfaction. This is
due to the fact that remote work causes employees to have
less work-family conflict and more telecommuting intensity,
which affect job satisfaction.
Alghaithi, (2020), investigates the drawbacks of the
working from home in terms of the productivity of the
employees in his article “Improving Remote Employees”
Organizational Productivity - Practical Guidelines for
identifying and Managing Bottlenecks in Today’s World”. the
study is based on other peer-reviewed journal articles and
published reports. According to the article, working from
home increases the productivity, if their organizations offer
them the necessary support, such as enhanced communication
and the provision of support services. It is claimed that the
productivity is mainly a result of the work-life balance of
the employees and flexibility of the work hours. (Alghaithi

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2020:72). Alghaiti (2020:73) claims that there are also
drawbacks of the working from home. These drawbacks are
concerned with “the nature of an organization, the
personality of an employee, family demands” (Alghaithi
2020:63).
Local Studies
The results suggest according to Caringal (2021) that
work from home set up can boost the productivity of the
employee. Yet they can manage time and engage in a various
indoor and outdoor activities such as cooking and walking
together with their job regarding their salaries because of
notable outside and transportation. In result to the study of
Beckman (2019). How work from home can affect an employee
work effort. 4,444 employees who are rated as having higher
intrinsic motivation. Therefore, we expect to have a positive
impact on the workforce. Some workers satisfied during work
from home because they are able to engage in a different
activity. The homework program is effective and the
performance of job is very high. Based on the results, it was
concluded that there is a direct and significant relationship
between reorganization, work-life and balance and goals. In
addition, had a significant difference in employee job

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performance by gender and education level according to the
study of Seva (2021).
The results showed that the call centers workers have a
high risk in terms of their health problem. The study shows
that the more salaries increases the more employees satisfy
on their jobs. These themes arose in the subject area of the
task concept: definition, components, meaning of a task,
advantages, disadvantages, comparison with existing task
conditions, and intention to keep or leave current homework.
Other topics that shape awareness of work include
interconnections and competencies. This recommendation has
sparked hope for 4,444 lucrative and optimistic future
programs and legislation that protects and promotes the well-
being de la Cerna (2021).
Based from the study of Lizana and Fernandez (2021) the
study reveals that working from home can reduce the emotional
imbalance. Not just in emotional but also working from home
satisfy every worker during their works. Factors that
increase risk associated with burnout, reduced quality of
life. We also agree with recent studies that encourage the
development of public policies to mitigate these stressors
beyond the interaction of human information and communication

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technologies. It is also suggested that undergraduate
teachers receive adequate training to cope with career-
related conflicts.
Teleworking, or working from home, is on the rise,
according to Ramos (2020, as technology has advanced at a
breakneck pace. The goal of the international teleworker
association and council was to promote teleworker in order to
improve work-life balance, increase job opportunities, and
reduce traffic and pollution as a result of it. Work-life
balance, increased job satisfaction, increased loyalty,
traffic and air pollution reduction are just a few of the
studies on the benefits and results of teleworker. Employers,
on the other hand, can save money by reducing office space,
electricity, and equipment costs. Work from home has a large
beneficial impact on job satisfaction and productivity, but
it has no impact on job stress, according to the study.
However, it has a negative impact on job performance.
Furthermore, job performance has a considerable detrimental
impact on productivity.
Foreign Studies
Bellman and Hubler (2020), also point out the relevance of
considering the heterogeneity in non-working from home users as

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well as the (non-) existence of contractual agreements of Work
From Home. They state that on the one hand remote workers are
more satisfied with their jobs than employees who desire to
work from home but have decided against it. Moreover, they
found that Work From Home based on strict contractual
agreements increases job satisfaction compared to non-
contracted Work From Home.
The study of Arnts, Sarra, and Berlingieri (2019) found
that job satisfaction was significantly higher for those
working from home at least once a week (at least for childless
employees) while no statistically significant effect was found
for those who worked from home at least once a month.
According to the study of Wang et al. (2020), found that
teleworkers experienced a more positive sense of well-being and
fewer job-related adverse effects on well-being. This varied by
personality type, with individuals expressing more 'openness'
to the idea of WFH being more likely to report positive
outcomes. Importantly, strong social networks beyond work seem
to be linked to higher levels of positive effects, indicating
that the sense of 'physical isolation' from the working
environment can be compensated by maintaining a strong social
network. Additionally, WFH may provide tangible benefits of

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increased family time, especially for new mothers through a
reduction of commutes and more time available to spend with
children at home (Wang et al., 2020).
Synthesis of Related Literature and Studies
The recent pandemic brought into challenges of working
from home and focus on merits. While working from home and
found out at surveyed using continent sampling of 704 academics
working from home decreased due the work efficiency of
lockdown, but around quarter of the researchers found that were
more efficient this time compared to the time before. Since the
employees already adjusted of working from home, they know how
to manage their work and like they used to work on site, some
employees used to work on site since it keeping in touch with
their tram, sharing thoughts with colleagues and working with
positive people.
Recent literature of telecommuting discusses the forced
lockdowns due to pandemic that adopted by most countries around
the world due to COVID-19 pandemic to prevent it to spread. In
2020 study in Netherlands, de heas et. Al (2020) describes the
effect of arrangements of working from home and responding to
the requirements of the pandemic.

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The foregoing literature and studies provided necessary
ideas and insights towards the information of how employees
work from home affects to employees.
(Wang et al.2020; Grant et al., (2019); kemindikbud (2020)
considered that employee are satisfied in work from home set
up. It is convenient for them, because they have more time with
their family, reduce commute time and since we are currently
facing a pandemic it is safe for employees and also their
family.
Work from home set up increase flexibility, work life
balance and employee satisfaction while reducing work conflict
and also commuting. Employee are more satisfied to work from
home set up since they give an positive outcomes for them. And
satisfaction level of employees due to low risk chance to get
virus indicating physical isolation and feeling of social
distance with people.

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CHAPTER 3
METHODOLOGY
Research Design
This study employed the descriptive employed the
descriptive method of research using the questionnaire in
gathering the respondent’s assessment on the impact of work
from home set up to the selected call center company in Manila.
According to Shona McCombes,(2019).
Descriptive research aims to accurately and systematically
describe a population, situation or phenomenon. It can answer
what, where, when and how questions, but not why questions.
Descriptive research design can use a wide variety of
research methods to investigate one or more variables. Unlike
in experimental research, the researcher does not control or
manipulate any of the variables, but only observes and measures
them.
Population and Sampling
Table 1
Table 1: Distribution of Respondents

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Company Population Sample Percentage
Company A 20 10 50%
Call Center Company B 20 10 50%
Agent Employees
Company C 20 10 50%
Company D 20 10 50%
Company E 20 10 50%
It can be gleaned from this table that the researchers
will be using the Call Center Agent Employees of five companies
as the respondents of this study. The mentioned companies have
approximately 20 employees in each department, with the total
of 100 Call Center Agent employees in all companies. The
researchers will only use the 50 chosen employees or the 50% of
the total population as the total sample of the respondents for
the study.
Respondents of the Study
Call Center Agent employees are the respondents of the
study. They will be from 5 different companies. 20 respondents
per compay, with a total of 100 respondents. There are
particular age, gender, job position etc. are being based upon
selecting the respondents.

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Research Instrument
The study was made up of two survey questionnaires that
the researcher prepared. The information was gathered from
consenting participants' responses to survey questions. Each
participant was asked the identical survey questions.
First, survey questionnaire examines the demographic
profile of the respondents in order to assess the participants'
qualifications and determine if they are qualified to be
respondents.
The second part, asked participants when they first
started working remotely, how often they work remotely, if
their remote work is choice or involuntary, and how satisfied,
productive, and engaged they are at work. The participants were
given a variety of response alternatives. Yes/no,
voluntary/involuntary, no impact/somewhat impacted, not
unsatisfied at all/somewhat unsatisfied/mostly
unsatisfied/completely unsatisfied, as well as options for job
industry and number of days per week that the participant
worked remotely.
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Data Gathering Procedure
First, the researchers will look for a selected person
specifically those call center agent who works from home and as
soon as they agreed, they were officially considered a
participant of the study.
The researchers will provide questions that are suitable
for their topic and the researcher will gather all the answers
by means of google forms. The answers given by the time that
the google form questionnaire ended, the answers served as a
date that supported the topic of the researchers.
Statistical Treatment of Data
The data gathered will be reviewed, arranged, collected
and potted separately per column. The group for each item will
be ranked based on the specific problems raised.
The following will be applied in the handling of the data:
1.Frequency. The number of repetitions for each
questions/questionnaire.
2.Percentage. To determine the proportion or share in
relation to a whole.
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3. Weighted Mean. It is to aggregate a set of scores. It
is the average computed by giving different weights to some of
the individual values.
Formula: WM = ∑ (w1f1 + w2f2…+wnfn)
Where: WM = weighted mean
F1 = frequency of first column
W1 = weight of first column
F2 = frequency of second column
W2 = weight of second column
N = number of cases
4. Likert Scale. The method inferred by using the five (5)
Likert Scale Method, as the standard which serve as the
basis for the clarification of the data. The notion of the
border of the numbers presented will be used as follows:
Table 2
4.1 Impact of work from home to the call center employees.
SCALE RANGE VERBAL INTERPRETATION SYMBOL
5 5.00-4.20 High Encountered HP

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4 4.19-3.40 Practice P
3 3.39-2.60 Moderately Practice MP
2 2.59-1.80 Least Practice LP
1 1.79-1.00 Not Practice NP
Table 3
4.2 Problems Encountered
SCALE RANGE VERBAL INTERPRETATION SYMBOL
5 5.00-4.20 High Encountered HE
4 4.19-3.40 Encountered E
3 3.39-2.60 Moderately Encountered ME
2 2.59-1.80 Slightly Encountered SE
1 1.79-1.00 Not Practice NE
5. Analysis of Variance (ANOVA). To determine if there is
significant difference among the three groups of
respondents.
Formula:
TSS = ∑X2 - (∑X)2

N
Where:
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TSS = total sum of squares
46 X = individual values in each column
N = total sample size
SSB = (∑X)2__ - (∑X)2__ n
Where:
SSB = sum of squares between columns
∑X2 = sum of the individual values per column
N = size of the sample per column
Where:
SSW = sum of squares within columns.

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09-2017-0229
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Caringal, J (2020). Work-life balance crafting during Covid-
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Wang, W., et. al(2020). Employee isolation and telecommuter
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625. https://doi.org/10.1108/ER-06-2019-0246
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Albrieu,. (2020), “Evaluando las oportunidades y los limites
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Estimating the Worldwide Potenial”, VoxEU.org, 11, May.
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here)ILO (2020) “Working from Home: Estimating the
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work-safety trade-off”, Covid Economics 2, 8 April.
https://voxeu.org/article/working-home-during-covid-19-
pandemic-updated-
estimate#:~:text=Working%20from%20home,Weekly%Digest
Wang, W., Albert, L., & Sun, Q. (2020. Employee isolation and
telecommuter organizational commitment. Employee
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2019-0246
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COVID-19 Pandemic: Association between Work Hours, Work-
Family Balance and Quality of Life. Retrieved from
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De la Cerna, J (2021). Work never away from home: exploring the
concept of work among home-based workers. Retrieved from
https://jmds.upou.edu.ph/wp-content/uploads/2021/01/.Vol8-
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https://www.researchgate.net.publication
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https://scholarworks.sjsu.edu/cgi/.viewcontent.cgi?
https://journals.plos.org/.plosone/.article?id=10.1371/jou
rnals.pone.0249127
31
ii
CURRICULUM VITAE
PERSONAL DATA
Name : CHRISTINE JOY R. RAMIREZ
Address : LAIYA APLAYA SAN JUAN BATANGAS
Mobile No. : 09207884039
Place of Birth : SAN JUAN BATANGAS
Civil Status : SINGLE
EDUCATIONAL BACKGROUND
ELEMENTARY APLAYA ELEMENTARY SCHOOL
SECONDARY LAIYA NATIONAL HIGH SCHOOL
COLLEGE EULOGIO “AMANG” RODRIGUEZ INSTITUTE OF
SCIENCE AND TECHNOLOGY

32
ii
CURRICULUM VITAE
PERSONAL DATA
Name : KIMBERLY MAE DELA CRUZ
Address : 1946, INT. 1 GONZALES ST.
PANDACAN MANILA
Mobile No. : 09562502372
Place of Birth : MANILA
ELEMENTARY JACINTO ZAMORA ELEMENTARY SCHOOL
SECONDARY MANUEL A. ROXAS HIGH SCHOOL

33
ii
CURRICULUM VITAE
PERSONAL DATA
Name : MARLYN M. FERNANDEZ
Address : BAGACAY IBAJAY AKLAN
Mobile No. : 09612443723
Place of Birth : ANTIPOLO CITY
ELEMENTARY UNAT-BAGACAY ELEMENTARY SCHOOL
SECONDARY MELCHOR MEMORIAL SCHOOL INC.

34
ii
CURRICULUM VITAE
PERSONAL DATA
Name : JOYCE Q. GENOBIS
Address : 14 GUMAMELA ST. ROXAS DISTRICT
QUEZON CITY
Mobile No. : 09684176528
Place of Birth : JOSE PABELLA
ELEMENTARY CALAMPINAY ELEMENTARY SCHOOL
SECONDARY MANUEL ROXAS

35
ii
CURRICULUM VITAE
PERSONAL DATA
Name : JONALYN B. JUGAN
Address : 129 YAKAL ST. BALINGASA
BALINTAWAK QUEZON CITY
Mobile No. : 09550345565
Place of Birth : MANILA
ELEMENTARY BALINGASA ELEMENTARY SCHOOL
SECONDARY BALINGASA HIGH SCHOOL

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Republic of the Philippines

EULOGIO “AMANG” RODRIGUEZ

COMPANY IN MANILA BASIS FOR EMPLOYEE SATISFACTION

Faculty of the College of Business Administration

Eulogio Amang Rodriguez Institute of

Science and Technology

of the Requirements for the Degree of

Bachelor of Science in Business Administration

RAMIREZ, CHRISTINE JOY R.

DELA CRUZ, KIMBERLY MAE

This research entitled “The Impact of WORK FROM Home

DR. AGUIDA V. CABREROS, DBA

Approved by the Panel for Oral Defense on _________,

2022 with a rating of ___________.

Accepted in partial fulfillment of the degree of Doctor

Dr. WILLY O. GAPASIN

The researchers would like to express their deepest

gratitude to the following who contributed for the success of

First and for most, the researchers would like to express

their deepness thankfulness to our Almighty God who gave them

the strength, wisdom and hope.

Second, for their family that they trust their beloved

children for letting them to the researchers.

The researchers are also grateful to their beloved

research professor, Dr. Aguida Cabreros for sharing her immense

knowledge about writing research for her continuous supporting

them for every chapter of research.

Lastly, for the willing respondents whom gave their time

to answer the questions honestly for the success of the study.

be successful and accomplished. Thus, the researchers showed

their appreciation by acknowledging them. That their hearts be

blessed and continue to spread the greatness to the world.

We, the researchers, hereby dedicate this study

To our dearest thesis adviser, Dr. Aguida Cabreros, who

To the work from home call Center who connects with

And lastly, to the person behind the work from home of

This study for all of you, To God be the glory.

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

ACKNOWLEDGEMENT ................................... iii

TABLE OF CONTENTS ................................. v

LIST OF TABLES .................................... vii

1 The Problem and Its Background

Theoretical Framework ........................ 3

Conceptual Framework ......................... 4

Statement of the Problem ..................... 6

Scope and Limitation ......................... 7

Significance of Study ........................ 7

Operational Definition of Variables .......... 8

2 Review of Related Literature and Studies

Local Literature ............................. 9

Foreign Literature ........................... 12

Local Studies ................................ 15

Foreign Studies .............................. 17

Synthesis of Related Literature and Studies .. 19

Research Design .............................. 21

Population and Sampling ...................... 21

Respondents of the Study ..................... 22

Research Instrument .......................... 23

Data Gathering Procedures .................... 24

Statistical Treatment of Data ................ 24

Curriculum Vitae .................................. 31

1 Distribution of the Respondents ............ 21