WORK VALUES AND STRESS LEVELS OF

SELECTED DISPLACED FILIPINO WORKERS OF

COVID-19 PANDEMIC

PSYCHOLOGY AND EDUCATION: A MULTIDISCIPLINARY JOURNAL

2022
Volume: 5
Pages: 575-582
Document ID: 2022PEMJ350
DOI: 10.5281/zenodo.7325483
Manuscript Accepted: 2022-16-11
Psych Educ, 2022, 5(1): 575-582, Document ID: PEMJ350, doi: 10.5281/zenodo.7325483, ISSN 2822-4353
Research Article

Work Values and Stress Levels of Selected Displaced Filipino Workers of

COVID-19 Pandemic
Henmar C. Cardiño*, Hector M. Perez
For affiliations and correspondence, see the last page.

Abstract
The economic crisis brought on by the COVID-19 Pandemic directly impacted the growing numbers
of displaced workers in the Philippines. This scenario motivates the researchers to conduct this
study which has the primary objective to assess the work values and stress levels of selected
displaced Filipino workers by the COVID-19 Pandemic in the Philippines. Respondents are 57
displaced workers from six different regions of the country who completed the Work Values
Inventory by Super (1970) and Perceived Stress Scale (1983) in February 2021. Achievement
(M=13.46), Surroundings (M=13.42), Supervisory Relationships (M=13.37), Intellectual Stimulation
(M=13.23), Way of Life (M=13.23), Economic Return (M=13.23), Security (M=13.12), Creativity
(M=12.95), Altruism (M=12.88), Aesthetic (M=12.44), and Independence (M=12.28) are very
important work values to the respondents, while Variety (M=12.18), Prestige (M=12.16), Associates
(M=11.37), and Management (M=11.05) are considered as equally important. Study shows that
respondents have a moderate level of stress (M=23.61), and there’s no significant relationship
between work values and the level of stress (r=-.04) of displaced Filipino workers by the COVID-19
Pandemic.

Keywords: work values, stress, pandemic, Filipino workers, displaced workers

Introduction study, which has a primary objective to assess the

The COVID-19 or the Corona Virus of 2019 caused by
severe acute respiratory syndrome coronavirus 2
(SARS-CoV-2) was first reported in Wuhan City,
China in December 2019. The World Health
Organization (WHO) declared it a pandemic in March
2020 given the statistical number of 118,000 cases in
114 countries and 4,291 people have lost their lives
during that time.
In the Philippines, the first case was identified on
January 30, 2020, involving a 38-year-old Chinese
woman. From this date, cases in the country continue
to grow, and one of the aggressive actions of the
government is to implement lockdowns or community
quarantine throughout the country starting March 15,
2020, to limit the spread of the virus. This COVID-19
Pandemic together with the various government
actions provides us with different waves of crisis. Hau
and Minn (2020) identify the first wave of the crisis as
affecting the physical health of various individuals, the
second wave as an economic crisis affecting
businesses, works, and resources, and lastly, the third
wave as affecting mental health. The impact of the
Economic Crisis or Wave 2 is evidently observable in
the growing numbers of displaced workers brought on
by this pandemic. And these displaced workers are
also vulnerable to experiencing mental health
problems of concern due to stress and anxiety.
This scenario motivates the researcher to conduct this
work values and stress levels of selected displaced
Filipino workers by the COVID-19 Pandemic in the
country. From the possible results, it is targeted to be
one of the bases for developing plans and programs to
be initiated and developed by the government,
especially the Department of Labor and Employment
(DOLE) for the private sector and the Civil Service
Commission (CSC) in government. The study will
help to identify works that possibly match the needs of
the worker with the assessment of their level of stress
so that government will also contribute to the welfare
of the workers by enforcing the Mental Health Law
simultaneously.
Research Questions
The study aims to assess the significant relationship
between work values and stress levels of selected
displaced workers during the COVID-19 Pandemic.
The problem tends to answer the following questions:
1. What is the level of importance of work values of
selected displaced workers of the COVID-19
Pandemic in terms of:
1.1 creativity;
1.2 management;
1.3 achievement;
1.4 surroundings;
1.5 supervisory relationships;
1.6 way of life;
1.7 security;
1.8 associates;

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Research Article
1.9 aesthetic;
1.10 prestige;
1.11 independence;
1.12 variety;
1.13 economic return;
1.14 altruism; and
1.15 intellectual stimulation?
2. What is the stress level of selected displaced
workers during the COVID-19 Pandemic?
3. Is there any significant relationship between the
work values and the level of stress of selected
displaced workers during the COVID-19 Pandemic?
Literature Review
Work Values
Work values occupy a specific domain within the
context of people's lives according to Pryce (2014).
They govern the importance placed on work and work-
related aspects by individuals (and groups of people)
within the context of the entirety of their lives. In her
research, she found that the work values of frontline
hospitality workers are similar in terms of their
attitudes to their work as providers of hospitality and
stark differences emerged in relation to the work
values of managers when contrasted with those of the
frontline workers and work values amongst managerial
staff were not congruent. On the one hand, the
managerial staff exerted work values commensurate
with a higher emphasis on power and authority and a
lack of consideration for social values. On the other
hand, they exhibited work values indicative of a more
altruistic nature.
Manero (2013) conducted her research in one of the
leisure companies in the Philippines that focuses on
the relationship of work values to its recognition
program. Among all 15 work values, only Creativity is
rated as very important, while the others are rated as
important. She concludes that the demographic profile
has a big impact when compared to work values. The
female gender has a moderate positive relationship
with Surroundings, Supervisory Relations, Esthetics,
and Variety. While the Male gender has no significant
relationship when compared to work values. As to
Single civil status, Independence has a moderate
relationship, while Married civil status on Associate
has a strong positive relationship. Job Rank/Level
from Assistant Manager 1-4 has moderate positive
relationships on Achievement, Surroundings, and
Supervisory. Whereas Job Rank/Level from Manager
1-3 on Management, Achievement, Security, Esthetics,
Variety, and Intellectual Stimulation also have a
Cardiño & Perez
moderate positive relationship. And as to Length of
Service, Creativity has the highest interpretation which
is a weak positive relationship.
Cardiño and Briones (2017) seek also to understand
the work values of HR Personnel of the same
institution using the Work Values Inventory (WVI) of
Donald Super as the primary research instrument.
Researchers identify Achievement, Surroundings,
Supervisory Relations, Way of Life, Economic Return,
Altruism, and Intellectual Stimulation as work values
is considered very important in their work as HR
Personnel. While some work values such as Creativity,
Management, Security, Associates, Esthetics, Prestige,
Independence, and Variety are considered equally
important.
Stress
Hechanova (2005) assesses the stress and coping style
of Filipino working parents from various locations in
Metro Manila. According to Hechanova (2005), the
most common work-related sources of stress are
difficulty with the boss, increasing time at work and
away from family, demotion, and starting a new
business or job. Financial concerns include increasing
expenses without an increase in income, debt, and
major expenditures (car, house, appliances, education).
Family and children are also potent sources of stress.
The most common family-related sources of stress are
marriage, pregnancy, death in the family, sickness,
building or moving residence, children’s school
problems, returning to school, marital problems, and
relationship problems with children. The research
reveals that the incidence of family-related stress is
highest among those with lower educational
attainment, and low self-esteem and among solo
(single, separated, or widowed) working parents. The
results suggest that stress is greatest among those with
fewer resources to cope, be it knowledge, esteem, or
partners who can share the burden of raising a family.
On the other hand, the most frequently used coping
style is reframing and seeking spiritual support,
followed by problem-focused coping, seeking social
support, and escape. The least used coping style
according to the researcher is acquiring formal
support.
Caino et. al. (2010) assessed the work-related stressors
using the Stress O-meter of Robin Perkins in the
working environment of regular employees in one of
the private Cooperatives in Quezon City. They found
out that Role-Related Stressors have the highest
computed weighted mean compared to other work-
related stressors such as Interpersonal stressors,
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Research Article
Environment stressors, and Organizational stressors.
In the study of Andres et. al. (2011) on the Level of
Stress and Coping Strategies among Guidance
Counselors in Private and Public High School in
Camarin, Caloocan City for the S.Y. 2010-2011, they
identify the common stress experienced by the
respondents are on their Work Satisfaction and
Personal Satisfaction. On other hand, the common
Coping Strategy they used is Adaptability. They also
discussed that some stressors are significantly related
to other coping responses such as Work Pressures to
Direct Action, Work Satisfaction to Time
Management, Personal Changes to Direct Action and
Time Management, and lastly, Personal Satisfaction to
Support Seeking.
The result of the study by Montano and Acebes (2020)
shows that students and unemployed respondents are
highly vulnerable to COVID stress and its mental
health implications. Men and women did not
significantly differ in distress.
Work Values and Stress
Fraboni and Salstone (2013) compare the male and
female entrepreneurs on demographic characteristics,
work values, and work stress. They use the Job Stress
Questionnaire to measure work-stress, and similarly,
Work Values Inventory measures fifteen values. In
their study, they found that values which differentiated
between males and females were consistent with those
differentiated between males and females in the
general population. Needs for accomplishment,
independence, and ability to choose one's lifestyle
were valued more by the entrepreneurs than job
security, economic return, and contact with fellow
workers. Work-related stress did not differ
significantly between males and females.
Entrepreneurs differed from samples of employed
workers in that they had slightly higher workloads and
less stress related to role ambiguity and utilization of
skills.
Siu (2003) investigates the direct and moderating
effects of Chinese Work Values and Organizational
Commitment on the stress-job performance
relationship of Hong Kong employees in 2001. The
research discussed the sources of pressure and self-
rated job performance were negatively related.
Furthermore, organizational commitment and Chinese
work values were positively related to job
performance. A series of hierarchical regressions,
while controlling for age, tenure, and job level,
revealed that Chinese work values and organizational
Cardiño & Perez
commitment were significant stress moderators.
Chinese work values were found to be significant
moderators of the stress–performance relationship in
both samples. However, those values only safeguarded
performance when work stress was low or moderately
high. When work stress was very high, employees with
high levels of Chinese work values reported lower job
performance. Organizational commitment, in contrast,
protected employees from the negative effects of
stressors and moderated the stress–performance
relationship in a positive direction.
In another study, Siu, Spector, Cooper, and Lu (2005)
tested the direct and moderating effects of self-efficacy
and Chinse work values (CWV) on relationships
between job stressors and work well-being. Their
results revealed that self-efficacy was positively
related to job satisfaction among employees in Hong
Kong and Beijing. Self-efficacy was found to be a
stress moderator in some of the stressor–work well-
being relationships of the same respondents. The direct
effect of Chinese work values on work well-being was
minimal, and its moderating effects were partially
demonstrated in some of the stressor–job satisfaction
relationships.
In a similar study, Lu, Kao, Siu, and Lu (2011) assess
the direct moderating effects of Chinese Work Values
on relationships between work stressors and well-
being among employees from the three major cities in
China, namely Beijing, Hong Kong, and Taipei.
According to this study, work stressors were
negatively related to work well-being, whereas CWV
was positively related to work well-being. In addition,
CWV also demonstrated moderating effects in some of
the stressor–job satisfaction relationships.
Methodology
Methods of Research
The researcher will use the Quantitative Descriptive
Method in this study. The descriptive was designed to
gather the work values and level of stress of selected
displaced workers by the COVID-19 Pandemic. It
determines and reports the way is, according to
Travers, as cited by Angel et. al, (2011). Principal data
will be gathered using two different research
instruments and will be analyzed, summarized, and
interpreted to be able to present the answers to each
specific question in the statement of the problem.
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Research Article

Description of Respondents equal to 8.77% due to End of Contract, four

respondents due to Termination equal to 7.02%, 3
The respondents of the research are individuals who
respondents due to Redundancy equal to 5.26%, and
are passed on the standard is given by the researcher,
two respondents equal to 3.51% due of stopped
and describe as follows: (1) He or she willing to
operation of business due of COVID-19 pandemic, and
participate in the research voluntarily; (2) He or she
because of becoming Self-employed that falls under
must be a Filipino worker who is displaced by the
the category of other reasons. The COVID-19
COVID-19 Pandemic by any form of Employment
Pandemic directly hit the economy of the country, as
Separation (Termination, Resignation, Forced
evidence, respondents of this research are from various
Retirement, Layo ff, Closure of Business
Business Sectors, such as Arts, Entertainment, &
Establishment, Retrenchment, etc.); and lastly, (3) He
or she must be previously employed in the private Recreation (n=16, 28.07%), Banking & Finance (n=6,
company or any government institution by any form of 10.53%), Administrative & Support Service Activities
employment status (Regular, Probationary, Fixed (n=5, 8.77%), Education (n=5, 8.77%), Construction
Term, Project Based, Contractual, Casual, Seasonal, (n=4, 7.02%), Hotel, Restaurant, & Tourism (n=4,
etc.) that declares the existence of employer and 7.02%), BPO Industry (n=3, 5.26%), IT-BPM (n=5,
employee relationships. Researchers 5.26%), Accommodation & Food Service Activities
utilize Convenience Sampling (also known as grab (n=2, 3.51%), Environment (n=2, 3.51%), Health &
sampling, accidental sampling, or opportunity Wellness (n=2, 3.51%), Human Health & Social Work
sampling) in gathering participants Activities (n=2, 3.51%), Manufacturing (n=2, 3.51%),
and lastly, Wholesale & Retail Trade (n=1, 1.75%).
Table 1 shows the demographic profile of the
respondents according to Age, Sex, Civil Status, Table 1. Demographic Profile of the Respondents
Location, Form of Separation of Employment, and
from what specific Business Industry or Sector. As
per Age, the majority of respondents are aged from 20-
29 years old with 42 participants with 73.68%
equivalency. Both aged 30-39 and 40-49 have six
participants each, equivalent to 10.53% per age group.
While two participants for aged 50-59 with 3.51%
equivalency and one or 1.75% for those aged 60-65.
For Sex distribution, there are 33 Female respondents
equivalent to 57.89%, and 24 Male respondents
equivalent to 42.11%. Based on Civil Status, the
majority of respondents are Single with 44 frequency
equivalents to 77.19%. Married respondents have 12
frequency equivalents to 21.05% and 1 widowed
respondent corresponding to 1.75%.

Respondents to this research also came from different

geographical locations. The majority of respondents
came from National Capital Region (NCR) with 38
frequencies equal to 66.67%. Others are from Region
III: Central Luzon with eight participants at 14.04%,
seven from Region IV-A: CALABARZON equal to
12.28%, two from Region V: Bicol Region, and one
participant equal to 1.75% each from Region VI:
Western Visayas and Region IX: Zamboanga
Peninsula.

As per Form of Employment Separation or reason of

participants to become a displaced worker's
COVID-19 Pandemic, there are 19 respondents or
33.33% due to Retrenchment, 12 respondents due to
Resignation equal to 21.05%, six respondents
corresponding to 10.53% both due to Closure of
Business Establishment, and Layoff, five respondents

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Research Article

the level of stress of displaced Filipino workers by the

COVID-19 Pandemic will be presented in this section.
Research Instrument
Table 2. Work Values of Selected Displaced Workers
The researcher utilized two research instruments in
this study, the Perceived Stress Scale (PSC) by of COVID-19 Pandemic
Sheldon Cohen, and the Work Values Inventory
(WVI) of Donald Super. The Perceived Stress Scale is
a 10 items scale that will measure 3 levels of stress
(Low, Moderate, and High). This tool helps the
researcher to understand how different situations affect
the feelings and perceived stress of the respondents.
While the Work Values Inventory is 45 items scale
that measures 15 work values, which are: Creativity,
Management, Achievement, Surroundings,
Supervisory Relationships, Way of Life, Security,
Associates, Aesthetic, Prestige, Independence, Variety,
Economic Return, Altruism, and Intellectual
Stimulation. The Work Values Inventory was
developed to meet the need for a means of assessing
the goals which motivate a man to work. According to
Super (1970), it is designed to measure the values Table 2 presents the level of importance of work
which are extrinsic as well as those which are intrinsic values based on responses of displaced Filipino
in work, the satisfactions which men and women seek workers to the COVID-19 Pandemic. The following
in work and the satisfaction which may be the work values are rated as Very Important: Achievement
concomitants or outcomes of work. (M=13.46), Surroundings (M=13.42), Supervisory
Relationships (M=13.37), Intellectual Stimulation
Data-gathering Procedure (M=13.23), Way of Life (M=13.23), Economic Return
(M=13.12), Creativity (M=12.95), Altruism
The following are the procedures on how the (M=12.88), Aesthetic (M=12.44), and Independence
researcher gathered the data for this research: (1) (M=12.28). While the other work values are rated as
Administration of Consent Form, Perceived Stress equally Important: Variety (M=12.18), Prestige
Scale, and Work Values Inventory through the (M=12.16), Associates (M=11.37), and Management
utilization of Google Forms on February 2021; (2) (M=11.05).
After taking the research instruments, the collected
data will undergo of process thru scoring and Table 3. Level of Stress of Selected Displaced Workers
interpretation; and (3) Data will analyze and discuss of COVID-19 Pandemic
the result.

To quantify the data obtained in the study, the

researcher used the following statistical measures: (1)
Percentage and Frequency to determine the
demographic profile of the respondents; (2) Weighted
Mean to determine the level of importance of work
values and level of stress of selected displaced workers
of COVID-19 Pandemic; and (3) Pearson-r to measure
the significant relationships of work values and levels
of stress of the respondents.
Table 3 shows the level of stress of displaced Filipino
workers during the COVID-19 Pandemic. The
computed mean value (M=23.61) represents the
moderate level of stress for the 57 respondents based
on their responses on the Perceived Stress Scale.

While Table 4 (see appendix) presents computed

Results
The level of Importance of Work Values, Level of
Stress, and the relationship between work values and
values for the relationship between levels of stress and
work values of selected displaced Filipino workers by
the COVID-19 Pandemic. It shows that there’s no

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Research Article
significant relationships between the Work Values and
level of stress (r=-.04), even considering the sub-
variables of work values both in .01 and .05 level of
significant: Achievement (r=-.18); Aesthetic (r=-.12);
Altruism (r=-.11); Associates (r=.073); Creativity (r=-
.17); Economic Return (r=.146); Independence
(r=.021); Intellectual Stimulation (r=-.21);
Management (r=.097); Prestige (r=-.01); Security (r=-
.12); Supervisory Relationship (r=-.02); Surroundings
(r=-.1); Variety (r=.011); and Way of Life (r=.148) .
Discussion
Selected displaced Filipino workers by the COVID-19
Pandemic rated as very important the following work
values; Achievement, Surroundings, Supervisory
Relationships, Intellectual Stimulation, Way of Life,
Economic Return, Security, Creativity, Altruism,
Aesthetic, and Independence. It means they highly
value work which gives individuals a feeling of
accomplishment in doing a job; permits an individual
to make beautiful things and to contribute beauty to
the world; enables an individual to contribute to the
welfare of others; which permits individuals to invent
new things, design new products or develop new ideas;
which plays well and enables to have things that they
want; which permits one to work in his or her own
way; which provides an opportunity for independent
thinking and for learning how and why things work;
provides individual with the certainty of having a job
even in hard times such as pandemic; carried out under
a supervisor who is fair and with whom one can get
along; which under pleasant conditions, especially
during a pandemic; and permits an individual to live
the kind of life he or she chooses and to be the type of
person he or she wishes to be. Also, they rated
Associates, Management, Prestige, and Variety as
important. It means that respondents likewise value
work that brings an individual into contact with fellow
workers whom he or she likes; which permits one to
plan and layout for others to do; which gives one
standing in the eyes of others and evokes respect; and
work that provides an opportunity to do different types
of job.
Similarly, HR Personnel of one of the Leisure
companies in the Philippines considered very
importantly some of the work values such as
Achievement, Surroundings, Supervisory Relations,
Way of Life, Economic Return, Altruism, and
Intellectual Stimulation. While, Associates, Aesthetic,
and Variety are also rated as equally Important
according to Cardiño and Briones (2017). In the same
Cardiño & Perez
company, Employees who are on the Officer levels
rated Creativity as very important and equally
important in Variety, Prestige, Associates, and
Management (Manero, 2013). It is also observable
that this data is conducted before the COVID-19
Pandemic. Consistently, Filipino workers identify
those 15 work values as very important and or
important. Employers may design work and work
environments aligned with those work values to be
able to motivate people to work and stay in their
organization.
On other hand, the selected displaced Filipino workers
in the country by the COVID-19 Pandemic have a
moderate level of stress considering their current
condition. Given the challenging situation, displaced
Filipino Workers are still able to manage their stress
levels. In another study, 13.4% of Filipino respondents
have a moderate-to-severe stress level during the
COVID-19 Pandemic (Tee et al. 2020). While
according to Montano and Acebes (2020) students and
unemployed Filipino individuals are highly vulnerable
to COVID Stress and its mental health implications.
The vulnerability of Filipino Workers are depending
on the time and instruments used in various research. It
is highly recommended to check the reliability of
various instruments to other forms or stress scales to
validate levels of stress.
The study also finds out that there are no significant
relationships between the work values and levels of
stress of the respondents. There are also no significant
relationships between the level of stress to all 15 sub-
variables of work values. It means that the current
pandemic situation is not a predictor of what Filipino
workers valued in their jobs.
Conclusion
The COVID-19 Pandemic directly hits the economy of
the country leading to the closure of various business
establishments and the loss of jobs for some
individuals. The demographic profile of the 57
respondents from six regions (NCR; Region III;
Region IV-A; Region V; Region VI; Region IX)
shows evident effects in various business sectors such
as Arts, Entertainment, & Recreation; Banking &
Finance: Administrative & Support Service Activities;
Education; Construction; Hotel, Restaurant, &
Tourism; BPO Industry; IT-BPM; Accommodation &
Food Service Activities; Environment; Health &
Wellness; Human Health & Social Work Activities;
Manufacturing; and lastly, Wholesale & Retail Trade.
Respondents of this research become displaced
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workers of the COVID-19 pandemic due to the
termination of the employer-employee relationship in
the forms of Retrenchment; Resignation; Closure of
Business Establishment; Layoff; End of Contract;
Termination; Redundancy; and other matters.
Achievement, Surroundings, Supervisory
Relationships, Intellectual Stimulation, Way of Life,
Economic Return, Security, Creativity, Altruism,
Aesthetic, and Independence are very important to
work values; and Associates, Management, Prestige,
and Variety are important to work values to selected
displaced Filipino Workers by the COVID-19
Pandemic in the country. The Respondents have a
moderate level of stress during the COVID-19
Pandemic considering they lost their jobs or their
primary source of income. Also, results show that
there’s no significant relationship between the work
values of the respondents and their level of stress.
Based on this, the null hypothesis will be accepted.
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Affiliations and Corresponding Information
Henmar C. Cardiño
University of Santo Tomas - Philippines
Hector M . Perez
Regulatory Board of Psychology
Professional Regulation Commission - Philippines
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Psych Educ, 2022, 5(1): 575-582, Document ID: PEMJ350, doi: 10.5281/zenodo.7325483, ISSN 2822-4353
Research Article

Appendix (Table 4). Relationships of Work Values and Level of Stress of Selected Displaced
Workers of COVID-19 Pandemic

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