A PHENOMENOLOGICAL STUDY: THE EXPERIENCES OF RETRENCHED

PERSONNEL DURING PANDEMIC

In Partial Fulfilment for the Requirements of

Practical Research 1
Academic Year 2021 – 2022

Submitted to:

April Rose C. Gultiano, LPT

Research Adviser

Submitted by:

Mary Christine D. Baga-an Norvie rose Midel

Jade Brian Sangarios Jefrille Duran Linihan
Kiethel Jean Pagaran Cindy Delos Santos
Jeremy Pineda Kenneth Elorde Cahilog
Ernalyn Ugos Allen Mark Martinez

HUMSS 11 – Camellia
May 2022
 Approval Sheet

This research entitled The Experiences of Retrenched Personnel during

Pandemic prepared and submitted by Group 2 in partial fulfilment of the requirements
for Practical Research 1 has been examined and is recommended for oral examination,
acceptance, and approval.

April Rose C. Gultiano, LPT

Research Adviser

PANEL OF EXAMINERS

Approved by the Committee on Oral Examination with a grade of _______.

SUZANNE ROSE B. SEPANTON, Ph.D.

Chairperson

GLADYS B. PRECILLAS, LPT

Member

LUMER SALVADOR, LPT MIRASOL INTIA, LPT

Member Member

APRIL ROSE C. GULTIANO, LPT

Member
 ACKNOWLEDGEMENT

With great appreciation for your support, encouragement, guidance and wisdom,

we, the researchers would like to extend our gratitude and thanksgiving to the following

individuals:

To Ms. April Rose C. Gultiano, our beloved research adviser for her patience,

motivation, enthusiasm, and immense knowledge. Her guidance helped the researchers

in all the time of this research journey.

To Ms. Nelenor M. Baron, our supportive adviser, for inspiring and encouraging

us to really work hard and take our research seriously and for guiding us in making our

research.

To the subject teachers, who encouraged us in making our study and shred their

wisdom and knowledge in the entire duration of our research.

To our friends, classmates, and group mates who gave meaningful discussion,

arguments and laughter, for sharing ideas and giving suggestions that can help in

making our research, for the cooperation, respect, and unconditional friendship love for

each other.

To Dr. Suzanne Rose B. Sepanton, our beloved principal for imparting her

knowledge and moral guidance all throughout the desertion process.

To the panel of expert, for sharing their expertise, support, constructive feedback,

persistence in critiquing the manuscript from the proposal up to the final term.
 To our very supportive parents for understanding the nature of our studies, for

the encouragements and inspirational words, for the moral and financial support, and for

understanding us for staying up late at night for the completion of this study.

Last and foremost, we can’t do anything without the help of our Almighty Father

in Heaven, the researcher’s ultimate source of knowledge, wisdom, strength, and

graces for the entire duration of this research. All glory is yours.

DEDICATION

The researchers dedicate this research to all the retrenched workers who choose

to continue in all aspects of their lives. That despite of their setbacks in career they still

decided to provide for their family and personal necessities. Also, we dedicate this study

for the retrenched workers who never give up in putting enormous efforts in developing

their characters in terms of personal and career growth amidst the pandemic.
 Table of Contents
Title Page 1
Approval Sheet 2
Acknowledgement 3
Dedication 4
Abstract 5
Table of Contents 6-7
CHAPTER
1 The Problem and Its Scope 8-12
Purpose of the Study 13
Research Objectives 14
Literature Review 15-20
Theoretical Lens 20-21
CHAPTER
2 Method 22
Philosophical Assumption 22-23
Interpretive Framework 23
Research Design 23-24
Participants and Sampling 24-25
Ethical Consideration 25-26
Role of the Researcher 26
Data Collection 27
Data Analysis 28
Trustworthiness of the Study 28-29
CHAPTER
3 Results and Discussions 30-44
4 Conclusions and Recommendation 45-49
Conclusions 45-47
 Recommendations 48-49
References 50-54
Appendices
A Research Locale
B Interview Guide Questions
C Letter to the Principal
D Letter to the Participants
E Participants’ Consent Form
F Transcriptions

Curriculum Vitae
 CHAPTER 1

Introduction

One of the most heartbreaking results of the global crisis COVID – 19 is labor

retrenchment. According to Keka (2022) labor retrenchment means when an

organization is forced to downsize the number of employees to balance losses in the

operation of a business, it is called retrenchment. In addition, retrenchment is another

method of terminating employees’ contract if the cause is the company's financial

situation rather than the employee's performance. Moreover, Leza (2020) stated that

retrenchment is a form of dismissal due to no fault of the employee, it is a process

whereby the employer reviews its business needs in order to increase profits or limit

losses, which leads to reducing its employees. Given with all the effects of the global

pandemic, it cannot be denied that the COVID-19 epidemic is causing mess on

business working hours and incomes. Moreover, Payos (2019) the COVID-19 pandemic

has impacted the global market. It shut down the world economy, paralyzed domestic

and international travel, closed down schools, malls, churches, mosques, bars

restaurants, and almost all businesses.

In global scenario, in Geneva, the COVID-19 crisis is expected to wipe out 6.7

per cent of working hours globally in the second quarter of 2020 – equivalent to 195

million full-time workers. The sectors most at risk include accommodation and food

services, manufacturing, retail, and business and administrative activities (International

Labor Organization, 2020). According to Ryder (2020) Workers and businesses are

facing catastrophe, in both developed and developing economies. In addition, there are

1.25 billion workers are employed in the sectors identified as being at high risk of
“drastic and devastating” increases in layoffs and reductions in wages and working

hours. Many are in low-paid, low-skilled jobs, where a sudden loss of income is

devastating (International Labor Organization, 2020). Ryder (2020) highlighted that in

the current situation, businesses across a range of economic sectors are facing

catastrophic losses, which threaten their operations and solvency, especially among

smaller enterprises, while millions of workers are vulnerable to income loss and layoffs.

Similarly, in the Philippines, mass layoffs worsened in the last quarter of 2020

and millions of workers continue to suffer from no pay or reduced pay a year since

COVID-19 broke out (Pazzibugan, 2021). In line with this, nearly half of the total

428,701 job losses reported to the DOLE last year occurred from October to December,

according to its 2020 job displacement report released and presented to its senior

officials this week. The report said a total 26,060 micro, small, medium and large

businesses closed permanently or retrenched some of their workers. The report also

showed that from start of the lockdown in March until December last year, at least

4,577,027 workers in 161,251 establishments were trapped in a “no work, no pay”

situation due to the prolonged temporary business closure or reduced working hours

(Pazzibugan, 2021). According to Rubia (2021) many businesses apparently tried to

keep operating through the pandemic last year only to give up in the last quarter. Rubia

(2021) even highlighted that based on the trend, in the last quarter of 2020 their office

recorded a higher number of companies resorting to either permanent closure or

retrenchment.

Pazzibugan (2021) reported the series of the DOLE’s report in terms of job

losses and labor retrenchment throughout the area of Luzon. In its report, the DOLE
recorded the highest job losses in November—94,711 in 4,838 establishments. The

next highest was 67,609 jobs in 5,934 establishments in October, and 50,589 jobs in

2,602 establishments in June. In December, 50,232 more workers lost their jobs in

2,942 establishments. Nearly half, or 210,157 workers who were laid off, were in Metro

Manila; 56,223 in Calabarzon; 42,485 in Central Visayas; and 40,368 in Central Luzon.

The DOLE reported that 23,324 businesses retrenched part of their workforce while

2,736 others permanently closed last year. Of those who were retrenched, 162,568

worked in large companies, 68,301 in small businesses, 26,257 in medium and 13,567

in microenterprises. Lastly, of those who lost their jobs due to the permanent closures,

11,528 were in small, 4,705 in micro and 4,221 in medium enterprises.

In Davao region, The Department of Labor and Employment Region 11 (DOLE-

11) has shed light on the rights of workers on issues of retrenchment and closure of

establishments that have been affected by the lockdown measures to slow the spread

of the coronavirus (City Government of Davao, 2020). Torralba (2020) highlighted that

DOLE has been expecting mass retrenchment of workers and closure of companies

that suffered losses in the past three months of the coronavirus pandemic. That is why

the department released labor advisories suggesting or encouraging the employers to

implement alternative schemes. These schemes include work-from-home, shifting, or

alternative work arrangements. In line with this notion, Nicolas & De Vega (2022) stated

that pursuant to Labor Advisory 09 and 11 issued by the Philippine Department of Labor

& Employment (DOLE), employers are urged and encouraged to adopt flexible work

arrangements as remedial measures due to COVID-19. It enunciates that employers

should consider these remedial measures instead of removing employees or closing

businesses. However, sometimes, these remedial measures are not enough.

Companies have to make painful decisions to lay off or retrench employees to save the

business.

As a result, the focus of this research will be on the experiences of the

retrenched workers in many communities in Davao City. This research was carried out

to find out the different lived experiences such as daily struggles, difficulties, and ways

to survive the day of the workers after they are being retrenched. The findings of this

study will be beneficial not only to the researchers but also to family members, other

workers, and company owners to provide preventive programs that goals to assist and

support their workers work positions and job descriptions.

Purpose of the Study

The purpose of this study is to identify the lived experiences of the retrenched

personnel during pandemic. The researchers wanted to examine the different point of

views of the retrenched workers about the retrenchment. In line with this, the

researchers would like to identify the different coping mechanisms that the retrenched

workers applied in providing for their family and personal needs. In every study, there is

a time where the beneficiaries are given benefits. This study has a distinctive advantage

in which it teaches and inspire the readers of this research to handle life’s adversaries

graciously with a positive mind and actions and with a hopeful heart which are the major

core values that everyone should acquire in attain in living life.

 Research Objectives

The study explained the experiences of retrenched personnel during pandemic in one of

the business company in Davao City for the year 2020 – 2022. Specifically, this study

aimed to:

a. identify the experiences of retrenched personnel in terms of:

i. retrenchment

ii. personal expenses

iii. family expenses

iv. unemployment

b. discover the negative effects of retrenchment in terms of:

i. self – confidence

ii. self – esteem

c. explain the causes of retrenchment in the lives of retrenched personnel during

pandemic.
 Review of Related Literature

It is undeniable that the results of COVID-19 pandemic affected many lives.

Included on the most affected lives are the workers. According to Torralba (2020) DOLE

has been anticipating huge layoffs and the closure of businesses that have experienced

losses as a result of the coronavirus outbreak during the last three months. The

communal quarantine has restricted people's travel between cities. Going to work and

getting basic requirements are the only things that allow you to move about. Malls were

forced to close, air, land, and sea travel was prohibited, and a curfew was established.

In the end, this would have an impact on both businesses and the labor force,

particularly for firms that are heavily impacted by the quarantine measures.

Unfortunately, some firms may close and jobs may be lost as a result of this.

Financial Problems

Financial problems occur for many reasons. Often, they occur after personal or

professional problems. Sometimes while we try to solve these problems, we lose sight

of our financial situation and debts pile up. Now they suffer more because others have

lost their jobs because of the pandemic. According to the World Bank (2020) the

country’s first incidence of Covid-19 infection was recorded in January 2020, and by

March. The country had been placed under severe community quarantine, restricting

mobility and commercial operations. While these actions reduced the development of

Covid-19 in the community, they had a major negative impact on family incomes, jobs,

children’s education, food security, and enterprises. Kim Parker, Rachel Minkin and

Jesse Bennett (2020) admit the fact that one-in-four adults have had difficulty paying

their bills since the corona virus outbreak began, a third have dipped into savings or
retirement accounts to make ends meet, and about one-in-six have borrowed money

from friends or family. As was the case continue to be increasingly prevalent among

adults.

Felix Richter (2020) admit the fact that114 million people lose their jobs over

2020. According to the most current edition of the International Labor Organization

(2020) 114 million jobs were lost in 2020, which when combined with working-hour

reductions in employment, resulted in working-hour losses over four times as high as

during the 2009 financial crisis. Moreover, the working hours lost in 2020 (relative to

pre-pandemic levels) were equivalent to 255 million full-time jobs, leading to a $3.7

trillion loss in labor income. That’s even higher than the ILO’s worst-case estimate in

spring 2020 when it predicted lost labor income between $860 billion - $3.44 trillion for

the entire year.

Robin Greenwood and Josh Coval (2021) admit the fact that the estimated

employment impact of Covid-19 on Metropolitan Statistical Areas (MSAs) in the United

States is depicted on this interactive map. MSA- level estimates are based on industry

mix at the MSA level and live stock market pricing. These projections show the relative

expected impact as the MSA level without attempting to estimate the overall decrease in

employment.

Dissatisfaction with the New Work Scheme

Clark and Saxberg (2019) emphasized that employees that are unmotivated may

lose interest in their job. His performance may decrease as a result of his lack of
interest, and he may want to avoid the job as much as possible. An employee who

passively punches the clock, bides his time in the office, looks to be unmotivated and is

anxious to punch out at the end of the day, is typically not the greatest employee. You

need a staff that is driven and believes in the company's vision. You'll notice lower

attrition, more production, and higher customer satisfaction when your staff are driven.

Nikos Andriotis (2017) admit the fact the perhaps you've had a similar experience

in your career: you land an interesting, difficult job with a great business. On paper, it

appears to be an ideal job. The job is exciting, the pay is competitive, and the company

offers several advantages. Moreover, Andriotis (2017) mentioned that there are workers

who are unsatisfied and discouraged. In connection with this, even if the workers are

being rehired they just can’t seem to increase work morale.

According to Chron (2022) employees that are dissatisfied with their jobs are a

typical source of loss. Employee and productivity losses are examples of this. Employee

who show a lack of interest in a job or a firm are more likely to look for work elsewhere.

This person may leave with short warning, leaving you with little time to locate and train

a successor. Furthermore, uninspired employees are less inclined to offer their all. They

may skip deadlines, submit subpar work, or operate at a slower pace.

Hani Khan (2021) admit the fact that poor communication frequently result in a

hostile climate in which employees are unmotivated to be productive and uninspired to

collaborate. This lack of motivation subsequently impacts how employees interact with

clients and potential consumers, which has a detrimental impact on the bottom line.

Furthermore, Ashley Donohoe (2019) admit the fact that inadequate training results in

lower- quality products and services. Even though an unskilled person can do his work
as rapidly as his colleagues, the completed product may have more flaws or careless

errors.

Stress and Poverty

Stressful life situations such as pandemics can have significant negative

implications for the mental health and psychological functioning of an individual. Stress,

anxiety, mental confusion, social deprivation, and depression are a few examples of

these mental and psychological issues (Yıldırım and Arslan, 2020). Brooks et al. (2020)

also support that quarantined experiences due to COVID-19 lead to stress, fear, and

frustration in individuals. Similarly, uncertainty due to COVID-19 is also associated with

significant changes in our daily routines that can increase stress, depression, and

anxiety (Arslan et al., 2020; Talaee et al., 2020; Mergel and Schützwohl, 2021).

Likewise, a recent systematic review on the COVID-19 pandemic and mental health by

Vindegaard and Benros (2020) and a narrative review on COVID-19 related mental

health effects in the workplace by Giorgi et al. (2020) also concluded that COVID-19

has resulted in increased levels of depression, anxiety, and poor sleep quality. Other

prior literature has investigated work stress having an impact on various work practices

(Ram et al., 2011; Kinyita, 2015; Yunita and Saputra, 2019) under normal conditions,

but the literature has not taken into account the effects of work stress on employee

performance (EP) in uncertain conditions such as the outbreak of the COVID-19

pandemic.

Organizations continuously try to survive and sustain themselves (Bishwas and

Sushil, 2016) requiring well-performing employees (Rani et al., 2013; Mensah et al.,

2016). However, it becomes difficult for organizations to maintain consistency in their

operations in uncertain external situations that can affect the well-being of their

employees. These uncertain situations, such as the COVID-19 pandemic, can develop

stress which hampers the performance of employees. The hazards prevailing in the

work environment due to pandemics not only distract the attention of employees from

work but also threaten their survival at the workplace by causing health problems

(Carroll et al., 2009). In a recent study, Yunita and Saputra (2019) noted that a change

in the environment is a common phenomenon that is frequently faced by employees in

organizations. The changes taking place may cause stress among employees and this

may lead to the generation of interpersonal conflicts that damage the working patterns

of individuals (Kinyita, 2015). Correspondingly, stressed employees may experience

depression and become unable to concentrate on their work, thus resulting in

decreased performance (Yunita and Saputra, 2019).

The studies on workplace stress have considered two main streams that help in

understanding how stress is created. The first stream highlights the traditional job-

related stress (Roster and Ferrari, 2019; Yunita and Saputra, 2019; Jex and Beehr,

1991). These researchers examined how stressful psychosocial aspects of work

environments, such as increased workloads, role conflict, lack of autonomy, and lack of

social support, can lead to job strains and hamper performance (Beehr et al., 2001;

Kinyita, 2015; Kożusznik et al., 2018). The second stream looked at the environmental

aspects examining how worker abilities and their physical environment affects

performance and how a person-environment “misfit,” if any, leads to adverse

psychological or physiological responses (Lazarus and Cohen, 1977; Ram et al., 2011;

Yunita and Saputra, 2019). However, there is another important perspective that can
create stress in employees: uncertainty and threatful situations in the external

environment. As such, elements of the physical environment interfere with workers’

ability to perform or pose undue demands on workers, thereby impeding the

performance of employees by producing stress (McCoy and Evans, 2005).

The question now is how organizations can reduce the negative impact of

COVID-19 stress on performance of employees. To address this, the current study

synthesizes the literature of stress and performance with safety culture (SC). Social

exchange theory (SET) is used for introducing SC as a moderator for COVID-19 stress

and performance relationship. According to SET, social exchanges taking place in the

organization fosters trust in employees. The provision of SC by the top management

encourages employees to return by showing their sincere efforts toward achieving

organizational goals (Cropanzano and Mitchell, 2005). SC can thus act as a boundary-

condition between the relationship of stress and performance under situations created

by COVID-19.

This study contributes to the existing literature in many ways; firstly, the current

investigation is focused on the impact of external factors like the outbreak of COVID-19

on stress and performance relationship. However, internal organizational factors

affecting employee stress and performance has dominated the existing literature.

Secondly, the current study has developed and tested the proposed model in the

banking sector of a developing country where, due to limited use of online banking

services, the banking staff had to come to the bank during the outbreak of COVID-19.

As the service providers, the employees working in the banks have more vulnerability

toward prevailing hazards of COVID-19 due to the frequent human-to-human

interactions. Similarly, we do find literature focusing on the stress and mental health of

healthcare workers and its impact on their burnout (Luceño-Moreno et al., 2020;

Yıldırım and Solmaz, 2020), work life balance (Magnavita et al., 2020), psychological

wellbeing and anxiety (Denning et al., 2021; Galbraith et al., 2021; Mo et al., 2021), and

their willingness to work (Maraqa et al., 2020) during the COVID-19 pandemic.

However, very little is known about the impact of stress due to COVID-19 (COVID-19

STR) on the performance of banking staff who had to be available on duty during these

tough times. Lastly, this study examines the influence of SC as a boundary-condition for

the relationship between work COVID-19 STR and EP.

Unemployment

Romero et. al. (2021) mentioned that the COVID-19 pandemic has affected the

unemployment rates for every state, economic sector, and major demographic group.

During the most recent recession, unemployment rates disproportionately increased

among economic sectors delivering in-person services. Some demographic groups are

overrepresented in such sectors, contributing to higher unemployment rates for those

workers. Also affecting the family’s financial problems having hard time making it

through this pandemic. In April 2020, the unemployment rate reached 14.8%—the

highest rate observed since data collection began in 1948. In July 2021, unemployment

remained higher (5.4%) than it had been in February 2020 (3.5%). The labor force

participation rate declined to 60.2% in April 2020—a level not seen since the early

1970s—then began a partial recovery in May 2020. The labor force participation rate
was 61.7% in July 2021, 1.7 percentage points below the level in January 2020, before

the pandemic and the economic recession.

In addition, the COVID-19 pandemic has impacted economic sectors disparately.

The leisure and hospitality sector lost the largest number of jobs since January 2020,

and persons last employed in this sector have consistently exhibited some of the

highest unemployment rates throughout the pandemic. Additionally, the education and

services sector and the government sector have exhibited the second and third-largest

losses in jobs since January 2020, despite relatively low unemployment rates among

persons last employed in these sectors (Romero et. al., 2021).

With tens of millions of people losing their jobs or seeing their working hours

reduced due to the COVID-19 pandemic, the ongoing crisis has disrupted labor markets

around the world at an unprecedented scale.

Nyhof (2021) highlighted that prior recessions typically developed with gradually

increasing economic distress. The most recent recession caused by the COVID-19

pandemic was an abrupt and exogenous shock to the economy. The pandemic resulted

in rapidly implemented efforts to limit contact among individuals and many shutdown

orders. Therefore, the trends in the unemployment rate in the most recent recession

differ from those in prior recessions. Additionally, congress expanded Unemployment

Insurance (UI) program benefits and extended length of coverage. Some say this policy

could directly lead to the unemployment rate remaining above what it would be

otherwise because past research has shown UI extensions can extend the duration of

unemployment for a relatively small segment of unemployed workers. Recently, 26

states announced their intention to terminate their agreements to pay COVID-19

Unemployment Insurance (UI) benefits. However, according to the U.S. Department of

Labor as of August 4, 2021, in two of these states (Indiana and Maryland) state courts

have issued temporary orders prohibiting withdrawal from COVID-19 Unemployment

Insurance (UI) programs. There have also been media reports of additional legal

challenges in other states that have announced terminations of COVID-19 UI

agreements. Many of these states have cited the potential work disincentives of

expanded UI as one reason for ending the program.25 A recent study examining data

from April to July 2020 found that while UI benefit increases reduced employment by

0.2% to 0.4%, overall spending by recipients increased by 2.0% to 2.6%. 26 The

authors note that while these expansions directly decreased employment among

recipients, that increased spending among recipients may have insulated the labor

market from further deterioration (Nyhof, 2021).

Unemployment Rates by Part Time-Worker

Romero et. al., (2021) emphasized that higher peak unemployment rate (24.5%

in April 2020) than full-time workers (12.8% in April 2020). This disparity modestly

reversed as the recession progressed, as the unemployment rate for part-time workers

in July 2021 (5.0%) was less than the unemployment rate for full-time workers (5.5%).

According to Economic Policy Institute (2022) there are a few considerations that may

provide additional context. First, some workers who last worked part-time jobs may

have left the labor force, and hence are not counted in the official unemployment

statistics used in this report. It is unclear whether that is the case. Additionally, there

was a considerable increase in the number of part-time workers who reported that they
would have preferred to work full-time but worked part-time because their hours were

reduced or they could only find part-time jobs. This could be reflected as a reduced

unemployment rate among part-time workers. Further, BLS has observed that labor

underutilization has remained elevated for workers, including those who have been

working part-time for economic reasons.

Unemployment Rates by Sex and Age

Fleming (2021) stated that young people were left unemployed by the pandemic

in far greater numbers than adults, with the effects being felt worse in lower income

countries. Young women have tended to be more likely to become unemployed as a

result of COVID-19 disruption than young men. The equivalent of 255 million full-time

jobs were lost around the world due to the pandemic. Unemployment rates tended to

increase more for younger workers and were higher for women early in the most recent

recession. Between February and April 2020, the rate for women ages 16-19 increased

by 25.3 percentage points to 36.3%; in contrast, the rates for men of the same age

increased by 16.2 percentage points to 28.2%. Since then, the gap between younger

men and women has narrowed. The unemployment rate for teenaged men (10.4%) was

higher than the rate for teenaged women (8.7%) in July 2021. The rate for men ages

20-24 (10.4%) was higher than the rate for women of the same age (7.7%). For older

age groups, unemployment rates were much lower in July 2021. The unemployment

rate for women ages 25 to 54 (4.8%) was lower than the rate for men (5.1%) in that age

band, while the rate for women ages 55 and over (4.3%) was slightly lower than that of

men ages 55 and over (4.4%). Discouraged worker, since not actively seeking

employment, has fallen out of the core statistics of the unemployment rate since he is
neither working nor job-seeking. Their giving up on job-seeking may derive from a

variety of factors including a shortage of jobs in their locality or line of work;

discrimination for reasons such as age, race, sex, religion, sexual orientation, and

disability; a lack of necessary skills, training, or experience; a chronic illness or

disability; or simply a lack of success in finding a job.

As a general practice, discouraged workers, who are often classified as

marginally attached to the labor force, on the margins of the labor force, or as part of

hidden unemployment, are not considered part of the labor force, and are thus not

counted in most official unemployment rates which influences the appearance and

interpretation of unemployment statistics. Although some countries offer alternative

measures of unemployment rate, the existence of discouraged workers can be inferred

from a low employment-to-population ratio.

Theoretical Lens

The study is supported by the broaden-and-build theory of positive emotions

cited by Fredrickson, (1998). The broaden-and-build theory suggests that experiences

of positive emotions broaden people's momentary thought-action supply, which in turn

serves to build their enduring personal resources, ranging from physical and intellectual

resources to social and psychological resources.

Psychol (2011) explained that this theory states that certain discrete positive

emotions—including joy, interest, contentment, pride, and love, all share the ability to

help expand people's immediate thought-action collection and increase their long-term
personal resources, which include everything from physical and intellectual resources to

social and psychological resources.

 CHAPTER 2

METHODOLOGY

This chapter presents the interpretive framework, design and procedure of the

study, participants and sampling, the ethical consideration, the role of the researcher,

and the data collection processes. It also includes how they were analyzed and steps

that were employed in order to come up with emergent themes.

Interpretive Framework

The researchers utilized the social action theory cited by Max Weber (1900).

Social action theory explains the behaviors, effects and consequences of human

behavior and how this behavior can influence the behavior of other people and become

a social movement, where it is no longer an isolated behavior, but part of a whole

(society). According to Max Weber (1900), social action can trigger means and ends for

social actors and social interaction who want to achieve something specific.

        This research will investigate the retrenched workers’ lived experiences.

Accordingly, the researcher's questions became increasingly detailed and wide in order

to gain a better understanding of the issue, which is normally accomplished through

discussion or other types of communication. Because the researchers pay great

attention to the respondents' experiences, the more open-minded the inquiry, the better.
 Research Design

The phenomenological study is being utilized in this study for the researchers

aims to determine the lived experiences of the retrenched workers during pandemic.

Harappa (2021) explained that a qualitative research approach that helps in describing

the lived experiences of an individual is known as phenomenological research. In

addition, the phenomenological method focuses on studying the phenomena that have

impacted an individual. This approach highlights the specifics and identifies a

phenomenon as perceived by an individual in a situation. It can also be used to study

the commonality in the behaviors of a group of people.

Participants and Sampling

There are three retrenched workers as the respondents of this study. The study

was conducted during the year 2021 – 2022.

Respondents Gender Age Line of Work

Respondents no. 1

Respondents no. 2

Respondents no. 3

This study utilized the convenience sampling technique. Thornhill (2012)

explained that convenience sampling (also known as availability sampling) is a specific

type of non-probability sampling method that relies on data collection from population
members who are conveniently available to participate in study. Facebook polls or

questions can be mentioned as a popular example for convenience sampling.

Moreover, Convenience sampling is a type of sampling where the first available primary

data source will be used for the research without additional requirements. In other

words, this sampling method involves getting participants wherever you can find them

and typically wherever is convenient (Thornhill, 2012).

Ethical Consideration

The ethical standards in research would be followed by the researchers in this

study to guarantee that they followed the norms and rules when doing their research.

Causing injury to research participants in any manner, despite the fact that they had

been informed the study was completely voluntary and would have no impact on their

life as employees. The participants were informed of all the facts. They should provide

their complete agreement to participate in this inquiry, and the researcher should avoid

making any incorrect or misleading comments regarding the study's objectives and

goals. The researchers conduct the interview only when the respondent has free time.

Finally, no one was forced to answer to the questioner by the researchers.

Role of the Researchers

The researcher's involvement in qualitative research is difficult, yet we had a

concept, perceptions, and views about the issue we were going to investigate. The

research is considered an instrument of data collection (Denzin & Lincoln, 2003) it

means that the data will be collected by the researchers through interviews. The
researcher had to collect, record, and analyze data to gather and measure some

information to encode the answers of the respondents. In the midst of pandemic, the

researcher uses electronic communication devices like mobile phones and email to

address the survey into the respondents. It is through the researcher’s facilitative

interaction that a conversational space is created – that is, an arena where respondents

feel safe to share stories on their experiences and life worlds (Owens, 2006). The

researchers’ main concerns were that the results should be kept confidential to

safeguard the respondents' identities and reputations.

Data Collection

According to Barrett & Twycross (2018) stated that collecting data through

interviews with participants is a characteristic of many qualitative studies. Interviews

give the most direct and straightforward approach to gathering detailed and rich data

regarding a particular phenomenon. The type of interview used to collect data can be

tailored to the research question, the characteristics of participants and the preferred

approach of the researcher. Interviews are most often carried out face-to-face, though

the use of telephone interviews to overcome geographical barriers to participant

recruitment is becoming more prevalent.

The following steps were observed in collecting the data.

Conduct of the focus group discussion. This was conducted in a Zoom

meeting. There are three retrenched workers as the respondents of this study. They

were informed of the objectives of the study as well as of their rights as respondents of
the study. They knew that they can withdraw anytime and their privacy shall be

respected. The researchers read the consent for them for they are acknowledged as

minor individuals. The focus group discussion lasted for one hour.

Conduct of the semi structured interview. The five researchers took time to

interview the respondents. The other three researchers were assigned to take note of

the answers of the respondents. Lastly, the two other researchers were in charge of the

audio and video recording of the entire interview. They were informed of the objectives

of the study and if they felt there are issues or questions that they felt uneasy, it shall be

respected.

Transcription of the minutes of the focus group discussion and the semi

structured interview. The minutes were transcribed for easy analysis.

Conduct of the thematic analysis. To determine the emerging theme(s), the

researchers analyzed the transcribed minutes using thematic analysis. According to

Labad, et al. (2015) thematic analysis is a method for identifying, analyzing, and

reporting patterns (themes) within data. Moreover, Braun, & Clarke (2006) stated that

thematic analysis minimally organizes and describes data set in (rich) detail.
 Data Analysis
According to Wong (2008) explained that data analysis in qualitative research is

defined as the process of systematically searching and arranging the interview

transcripts, observation notes, or other non-textual materials that the researcher

accumulates to increase the understanding of the phenomenon. The process of

analyzing qualitative data predominantly involves coding or categorizing the data.

Basically it involves making sense of huge amounts of data by reducing the volume of

raw information, followed by identifying significant patterns, and finally drawing meaning

from data and subsequently building a logical chain of evidence. The researchers

utilized the thematic analysis approach. According to Braun and Clarke (2006) thematic

analysis allow for a systematic way of seeing, as well as processing qualitative

information using “coding”.

Trustworthiness of the Study

Trustworthiness or rigor of a study refers to the degree of confidence in data,

interpretation, and methods used to ensure the quality of a study (Pilot & Beck, 2014).

The researchers set protocols for each study. The protocols that must be followed in

order for a research to be regarded. Although most experts believe that trustworthiness

is vital, there has been dispute in the literature on what constitutes trustworthy (Leung,

2015). The researchers were given complete freedom to interview their subjects or their

families face-to-face, and we did not push them to answer questions about what they

were going through during the epidemic, which included poor earnings and a shortage

of necessities. The parents, who are also participants, have the option to join, and if

they accept, we follow basic safety protocols.

 The parent interviews were arranged and held throughout the morning and

afternoon hours when the parents had spare time. For the sake of safety and secrecy,

all of the interviews are taped, and the researchers guarantee that the parents'

information will not be released in public. The parent's personal profile and consent

documents were preserved, and the data was classified as private, meaning that no one

but the researchers had access to it.

Chapter 3

Results and Discussions

The results and discussions of the respondents’ insights, findings, and

experiences, how they cope up with their lived experiences as a retrenched personnel,

and how those experiences influence their family and daily expenses were discussed in

this section. In addition, the theories and themes that arose from the detailed interviews

were discussed in this chapter. The data gathered were from the experiences of the

research participants who experienced retrenchment in three of the different work

places in Davao City. Three main categories were derived and these categories

highlighted the fact that different experiences are taking place in terms of the retrenched

personnel. These experiences are: the unemployment experiences of the retrenched

personnel, the negative effects of retrenchment, and the causes of retrenchment to the

workers’ lives during pandemic.

 The Experiences of Retrenched Personnel during Pandemic

It cannot be denied that the having a good job may add many benefits to one’s

life, as it may allow an individual to live comfortably and provide stability for oneself and

to his/her family. During this pandemic, having a regular job or source of income is

really vital. However, as the pandemic outbreak intensifies it also resulted to the

unstable positions of many workers. Despite of being a regular employee is still not a

safe position if an individual is being retrenched. Retrenchment indicates the removal of

a tenured or continuing contract unit member from a job at any time, or a probationary

or fixed-term appointment before the end of the stipulated term, for legitimate financial

or program reasons, including temporary or permanent program suspension or

cancellation. According to Yeoh and Wen (2020) the resurgence of Covid-19 cases has

caught the nation’s capital off-guard and it will potentially overwhelm the already

shaking economic climate. Most businesses may not be prepared for the abrupt loss of

cash flow or the contraction of business so soon due to this Conditional Movement

Control Order (CMCO). While this second CMCO, implemented with less severe

movement regulations, may have caused the high number of retrenchments.

 The Experiences of Retrenched Personnel during
Pandemic

The Causes of
Unemployment The Negative Retrenchment to the
Experiences of the Effects of Workers’ Lives during
Retrenched Retrenchment Pandemic
Personnel

Self –
Pressure
Daily Attitude
Emotional
Expenses of Waiting
bondages
Self – confidence and
Trusting
 Unemployment Experiences of the Retrenched Personnel

It cannot be denied that the experience of retrenched personnel will bring them

into change, because when you got retrench and you depend all your needs in your

salary at work such as your daily expenses, your family expenses, and all. Of course,

what you will feel is that you will really worry, where will you get your expenses? of

course when you have that in your mindset, you will also think of a solution you will do

and try new so that can still sustain your needs or your family's needs, by trying you can

also got an experience.

Experience is the process of living through an event like retrenchment, the good thing in

experience is that you can learn by or while doing that thing, the skill or knowledge

gained by actually doing a thing.

According to Alvin Porton and Abigail Cabaguing's theory about the Lived Experiences

of Retrenched Employees Due to the Covid-19 Pandemic in Samar, Philippines,

"retrenched employees experienced significant difficulties in addressing the implications

of retrenchment in providing the needs and support of their families and people who

constantly rely on them." Financial hardship is the primary source of worry for these

retrenched employees, who are concerned about how they will meet the demands of

their families. Despite the trials, they persevered and triumphed because of their

unwavering love for their families and dependents.

 Theme no.1 Emotional bondages.

Most people affected by retrenchment often experience identical emotions. It usually

starts with denial, followed by anger and frustration and eventually ends with

acceptance – therefore the same emotions one experiences after the death of a loved

one. Over and above this, employees affected by a retrenchment process may harbour

feelings of resentment against their employers. At the same time employers who remain

behind after the retrenchment process might work themselves to exhaustion out of fear

that they themselves might be retrenched next. Remember – a retrenchment is a “no

mistake” termination of employment and is usually due to operational or financial

requirements of your employer

This statement was supported by the respondents. Most of them described their

experiences as difficult. As retrenched personnel, this theme has a negative impact on

their lives.

Respondent No. 1

"I was shocked and devastated to learn that I would be the one to be laid off at

that time, but it was still expected because the company had stated that they would be

reducing the number of employees and only regulars would be retained, so it was

expected."

Respondent No. 3
"I feel so devastated at disappointed because of I am a hard working person I feel so

betrayed and by this matter I feel nothing."

Enter

The words emotion and mood are sometimes used interchangeably, but psychologists

use these words to refer to two different things. Typically, the word emotion indicates a

subjective, affective state that is relatively intense and that occurs in response to

something we experience. Emotions are often thought to be consciously experienced

and intentional. Mood, on the other hand, refers to a prolonged, less intense, affective

state that does not occur in response to something we experience. Mood states may not

be consciously recognized and do not carry the intentionality that is associated with

emotion. Here we will focus on emotion, and you will learn more about mood in the

chapter that covers psychological disorders.

Theme no.2 Expenses.

Dealing with retrenchment or an unexpected loss of income can be challenging

for many people, causing significant financial and emotional hardship. These events can

take a serious toll on people’s health and wellbeing, their relationships, their expenses,

their families and how they see their future. Losing a job affects almost all of aspects of

an individual who got retrenched. One of the major effects of losing a job during the

pandemic is the way an individual manage his/her expenses and the family’s expenses.

According to Szustak et al (2021) here is no doubt that the pandemic had an impact on

the situation of households, which is mainly visible in the labor market (rising
unemployment). In addition, Szustak et al (2021) highlighted that the pandemic has

hugely affected the economies, and through this, the finances of households. On some

of them, the impact will be temporary, but many of the consequences will probably be

visible in a long-term period. A 2015 study, conducted by The Pew Charitable Trusts,

shows that in 25% of responses, the impact of a simple event was still present 6 months

after the incident. The shock effect was longest for those with the lowest resources. It

can also be read in the article that financial shocks have long-term effects, regardless of

the level of household income, while the financial shock weakens the sense of financial

security in households.

This statement was supported by the respondents. Most of them described their

experiences as difficult. This theme has negative impact to their lives as a retrenched

personnel.

Respondent no. 1:

“Syempre ma minimize yung ano yung expenses mo kung dati yung alam mona

wala kang sweldo then next month so syempre hindi ka kaagad ahh mag bubuy ng

things kung dati expected mona darating yung sweldo so diba nag shshopee ka o

lazada so pag ano nung alam mo na ay wala na pala akong trabaho nun so stop muna

sa mga shopee limit limit”.

“Of course I minimize my expenses, knowing that I don't have a salary the next month,
So of course, I don't buy things. If before, I expected my salaries to arrive, usually i
used them to buy items on Shopee or Lazada, but when i don't have a job, I'll limit
myself from buying items on Shopee”.
 Personal Budgeting Theory cited by Simone Galperti (2019) analyzes the link

between budgeting and self-control problems in consumption-saving decisions. It shows

that the use of good-specific budgets depends on the combination of a demand for

commitment and the demand for flexibility resulting from uncertainty about intra-

temporal trade-offs between goods. It explains the subtle mechanism which renders

budgets useful commitments, their interaction with minimum-savings rules (another

widely-studied form of commitment), and how budgeting depends on the intensity of

self-control problems. This theory matches several empirical findings on personal

budgeting.

The Negative Effects of Retrenchment

Many people have lost their job in the midst of COVID-19 Pandemic due to

Retrenchment. The lockdown resulted to millions of lost jobs, permanent closure of

some businesses, and the pandemic led to the implementation of social distancing,

work-from-home arrangement schemes, and distance learning through Zoom platform.

Those people who lose their jobs are angry, bitter, and feel a sense of betrayal. It will

also affect their Self-confidence and Self-esteem.

Theme no.1 Self Confidence.

 The COVID-19 Pandemic has spread to more than 100 countries and the

Philippines is no exception. This pandemic has not only affected people’s life but also

impacted the world of employment which it led them to retrenchment. According to

Molinsky and Margolis (2006) confirm that like the victims and survivors of

retrenchments, the implementers of retrenchments too are negatively affected by the

retrenchment act, experiencing many emotional challenges when implementing the

retrenchment. Retrenchment losses affect self-identity resulting in enduring the

experience of grappling with self-esteem, humiliation, and shame. Stress and anxiety

are likely to be induced by the pressure to support their families. Retrenched personnel

can also experience Depression, it is natural to feel sadness, regret, fear, uncertainty as

it shows that as an individual you have started to accept reality. This follows once the

anger has subsided which goes hand in hand with low self-esteem and lack of energy.

This statement was supported by the respondents. Most of them described their

experiences as difficult. As retrenched personnel, this theme has a negative impact on

their lives.

Respondent no. 1:

“oo totoo to kasi ano diba sa work parang mas prefer na mga company yung

nasa 27. so sa age of 30 amh ma ano ka parang mag doubt ka sa sarili mo tatanggapin

paba ako? may kukuha pa kayang company saakin? at the age of 30 kasi 32 naman

ako so yun nag doubt ako kung makakapasok pa ako tapos hindi ko alam kung mag
aapply ba ako or mag nenegosyo nlg ako yun yung mga thinking ko that time nawala

din yung self confidence.”

“This is true because the corporation prefers employees who are 27 years old. So, at
the age of 30, you're questioning if I'll still be hired? Is there still a chance that a
corporation will hire me? I was 32 at the time, so I wasn't sure if I would still get in, and I
wasn't sure if I would rather apply for a job or do business, and my thoughts at the time
were that I had lost my confidence.”

Respondent no. 2:

“My self-esteem got affected but my confident was not, but it’s hard for me because I

don’t know what I want to do during that time.”

Self-efficacy theory cited by Bandura, (1986) According to Albert Bandura, self-

efficacy is "the belief in one's capabilities to organize and execute the courses of action

required to manage prospective situations." Self-efficacy is a person's belief in his or her

ability to succeed in a particular situation, it also refers to an individual's belief in his or

her capacity to execute behaviors necessary to produce specific performance

attainments (Bandura, 1977, 1986, 1997). It explains that Self-efficacy can play a role in

not only how you feel about yourself, but whether or not you successfully achieve your

goals in life.
 The Causes Retrenchment to the Worker’s Lives during Pandemic.

It cannot be denied that retrenchment has had several repercussions on workers

throughout this pandemic. These various causes evidently affect their daily lives during

this pandemic. According to Ngirande, Terera and Mutodi (2014) That Some of the

negative effects of retrenchment that have been reported amongst retrenchment

survivors include, depression, high levels of stress, low motivation, resentment and

anger towards management, poor performance and a decrease in job satisfaction.

Theme no 1. Self-Pressure

Retrenched personnel being pressured because they lost their jobs during the

pandemic. They will be unable to find new job since it is difficult to obtain work now that

the virus has spread. Now they are being pressured because they are thinking about

how to find money to buy daily necessities. According to (Ivancevich, Konapske &

Matteson, 2006) stress is scientifically described as that response of an individual to the

outcomes of the external environmental conditions that place excessive psychological,

behavioural, and physiological pressures on that individual. It involves how an individual

respond to external pressures.

This statement was supported by the respondents. All of them give an

encouragement massage to continue despite of the situation we are facing. This theme

has an impact to their live as retrenched personnel

Respondent no. 1

“ah ito ano tinuruan ako maging pasensyoso so totoo yung sinasabi na there is

ano there is the reward in waiting so god is always there so kahit hindi mo man nakikita

kahit wala pa sya or wala pang answer yung application mo yung na pepressured ka

first pero ano sa gabi parang nagkakaroon ng assurance na okay lang yan ahh in gods

time darating din so yun ah mas more naging prayerfull ahhh ano mag more naging

faithfull kay god and yun kung hanggat sa yung parang mga things na hindi mo pa

nakikita pero you just have to believe dun more nag anchore yung self ko at saka yung

faith ko kay god.”

“:Ahh...So it taught me to be patient and that the phrase "there is reward in

waiting" is true even when you can't see or he isn't here or my application has still no
answers that I was pressured over at first but every night I feel having assurance that it
will come in God's time so more prayerful; ahh more faithful to God when it comes to
things we can't see, but you have to believe that's where my self-esteem and faith in
God are anchored.”

How to Stop Putting Pressure on Yourself Theory cited by Elizabeth Scott, PhD

(2020) We already have enough stress in our lives without adding to it, yet many of us

do, in some way or another, often without even recognizing it. The first step in easing up

on yourself is to recognize when you are unnecessarily making things more difficult for

yourself. Working hard can lead to less stress if it translates into greater resources and

a sense of accomplishment. Which can be associated with an extreme version of a

strong work ethic, on the other hand, can be hard on your mental and physical health.
 Theme no 2. Attitude of Waiting and Trusting

Even if they are struggling due to the pandemic, retrenched staff have the

patience to wait for a new job. Despite the fact that they lost their jobs as a result of the

pandemic, they do not lose hope that something better will arrive. These situations will

pass, and they are willing to wait till they achieve their goals. It may take years to attain

your job goals, but a patient individual understands that being proactive and persistent

will aid them in their efforts. Although it may not be visible, patience distinguishes

proficient from ineffective people in the job.

This statement was supported by the respondents. All of them give an

encouragement massage to continue despite of the situation we are facing. This theme

has an impact to their live as retrenched personnel.

Respondent No. 2

“The cause of retrenchment in my life during the pandemic is i am doing a

lot of things that i give a little income o salary every day.”

The Empowering Theory of Trust Theory cited by Victoria McGeer and Philip

Pettit (2016) We've both argued in previous publications that if I trust you in one area, I'll

trust you in another. Then you'll be in a better position to demonstrate that you're

trustworthy and deserving of respect. It’s possible that trust will have a beneficial,

uplifting effect on your psychology. It is a matter of common assumption that any

capacity may come in degrees or levels; more on this later.

 Chapter 4

Conclusion and Recommendation

This chapter contains the conclusion of the results and the recommendation of

study. The results have been summarized and underline the importance of the study.

Recommendations were offered to DOLE, family, friends, co-workers, and future

researchers how they might be used in future work.

The Researchers findings have shown that retrenchment has traumatic effects

on a person’s life and his or her family. Even the employees who manage to survive, the

company, the organization and the whole society experience the ill-effects of

retrenchment. The situation in case of retrenchment is impetuous and unalterable.

Unemployment, in keeping with the OECD, is human beings above a distinct age now

no longer being in paid employment or self-employment however presently to be had for

paintings for the duration of the reference period. Unemployment is measured via way

of means of the unemployment rate, that's the variety of individuals who are

unemployed as a percent of the labour force. According to Alvin Porton and Abigail

Cabaguing the present study aims to discover the social–economic impact of an

unanticipated and involuntary loss of employment retrenchment of workers, evaluating

the efficacy of the law in this regard and tries to assess as to how persons who have

lost their employment owing to retrenchment cope with the situation.

 According to our respondents they give the impression of seeing themselves

through their jobs, a measure of their sense of worth and a contribution to their identity.

Retrenchment losses affect self-identity resulting in enduring the experience of

grappling with self-esteem, humiliation, and shame. Stress and anxiety are likely to be

induced by the pressure to support dependants or families. Furthermore, this has an

impact on physical health as numbers of individuals resort to drinking excessively as a

coping mechanism. Those employees who are left behind and managers who deal with

the retrenchment can be affected by the process, especially if it is badly handled or

creates unnecessary conflict. A poorly executed retrenchment process can lead to loss

of productivity, low morale, and decreasing economic performance. Some of the

negative effects of retrenchment that have been reported amongst retrenchment

survivors include, depression, high levels of stress, low motivation, resentment and

anger towards management, poor performance and a decrease in job

satisfaction (Ngirande, Terera and Mutodi, 2014; Ochieno, 2010).

As can be observed, workers' lives have become more difficult since being laid

off; stress is one of their main issues, as they are without a job and under pressure to

find another. They have no choice but to find a means to survive the pandemic by

finding out different ways to manage their expenses, leaving them concerned as to what

to do. They are also afraid about what to do with or provide their families, as Christine

Merano stated “So oviously I was scared because what would I give to "Sisoy" that time
if I don't have work then I won't be able to buy his needs and those were my thoughts

that time” which It shows how worried they are to provide for their family's needs.

To conclude up this study on "The experiences of retrenched personnel during the

pandemic," the researchers reflected on our respondents' as to how they survived the

pandemic. Being retrenched from work is not easy and seeing and listening how these

people cope up after being retrenched gave us hope and confidence. From having

different problems from a member of their family being laid off and coping with it, as to

what to do to have something to offer to their families and for themselves, finding

opportunities and job to find a way to solve their financial and emotional problems from

taking them as what to do to pay their expenses, managing their life after what

happened. May they find stability and a solution to their difficulties. Therefore we

appreciate the efforts and determination of every retrenched workers that they still

persist and strive after facing many challenges giving us motivations not only to us

students but also to everyone.

 Recommendation

The researchers advise retrenched workers to seek support and take care of

themselves if they are having difficulty adjusting to their new circumstances. After

you've set yourself up and are ready, you may focus on managing and finding your next

career and, and they should encourage and support their retrenched family member in

the hope that he or she will be able to find work and solve their financial problems.

We researchers recommend that the retrenched person's family support each other in

need, especially the retrenched member of their family, by helping them in their

circumstances and providing emotional support and faith.

For the corporation and business owners, they should consider hiring some of the

affected people and treating them with respect, even if they are their employees.

DOLE (Department of Labor and Employment) should take action by focusing on

retrenched workers who are looking for work, as well as providing opportunities and

hiring jobs for the unemployed. Laborers should be given full support and job

opportunities, and people of all ages and genders should be able to find work.
The firm administrator should support their fellow employees by encouraging them in

their jobs, and the employees themselves should be supportive and respectful of one

another.
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