1

CAMARADERIE: ANALYZING THE INTERPERSONAL RELATIONSHIPS

OF CONVENIENCE STORES EMPLOYEES

JEMABEL VINSON
CUTIELYN BOREMBAO
GABRIEL ANNE PAYAC
HENNYLET LACARION
MARIELLE ESGANA
RUBY ANNE BELMORO

A Research Presented to the Faculty of Senior High School, Hagonoy

National High School, Guihing, Hagonoy, Davao del Sur,

In Partial Fulfillment of the Requirements in

Practical Research I

SENIOR HIGH SCHOOL PROGRAM

Hagonoy National High School
Hagonoy, Davao del Sur

May 2024
 APPROVAL SHEET

This research “CAMARADERIE:

entitled ANALYZING THE
INTERPERSONAL RELATIONSHIP OF CONVENIENCE STORES
EMPLOYEES” prepared by VINSON, JEMABEL A., BOREMBAO,
CUTIELYN B., PAYAC, GABRIEL ANNE F., LACARION, HENNYLET THEA
G., ESGANA, MARIELLE A., BELMORO, RUBY ANNE M., in partial
fulfillment of the requirements of Practical Research I, has been examined
and is hereby recommended for approval and acceptance.

ALFIE V. ANDO, MASE

Research Adviser

PANELS OF EXAMINERS

APPROVED by the panel of examiners on oral examination with a grade of

__

ALFIE V. ANDO, MASE SHERYL S. TANGUANCO, MSERM

Chairman Member

THERESA T. PLAZA, MAELT POLICARPIO L. TIDOR JR., MAELT

Member Member

ACCEPTED in partial fulfillment of the requirements in Practical Research I.

ALFIE V. ANDO, MASE

MT II / Research Coordinator
 iii

ACKNOWLEDGMENT

The completion of this research paper would not have been possible

without the help and encouragement of so many people. All those who

contributed their time, effort, and expertise to the creation of this study are

acknowledged by the researchers with their deepest gratitude.

The Researchers would like to offer their deep appreciation to Dr.

Romualdo G. Pajigal Jr., ED. D, the Secondary School Principal IV of

Hagonoy National High School, for permitting them to conduct this research

beyond the boundaries of the school. His support and encouragement were

essential in ensuring the swift development of this study.

To the research panelists, Ms. Theresa Plaza, Mrs. Sheryl Tanguanco,

Mrs. Maria Fe Aimee Niones, and Mr. Policarpio Tidor, whose rich knowledge

led the researchers to understand the important aspects of the study. Despite

their busy schedules, they were able to offer the researchers a variety of

suggestions for making their research paper commendable. The success of

the paper was greatly influenced by their passion and advice.

The researchers would also like to express their sincere gratitude to

their research adviser, Mr. Alfie Ando, for providing them with valuable

supervision and the support they received while doing their research. The

researchers also want to express their gratitude to him for the knowledge,

empathy, and patience he has shared with them. He also offered excellent

advice and improved ideas, which helped to further the research.

 iv

To Ms. Neptune Ailey May I. Ayuste, for her continuous support. The

researchers appreciate her efforts to enhance the quality of this paper's

outcome by contributing your opinions, thoughts, and proposals.

The participants' willingness to take part in the study by answering the

questions and entrusting the researchers with their information is also

acknowledged by the researchers, who are grateful for it. Without their

responses, this study would not have been able to be conducted.

To the researchers dearest family, who have shown them undying love,

support, motivation, and most crucially, financial assistance during the study.

To their friends who helped them throughout the process despite their

personal commitment to their individual studies, thank you.

Finally, but not least, the researchers would like to thank God Almighty

for His unending blessings, guidance, and wisdom throughout the study, as

well as for endowing the researchers with the wisdom to carry out the study

successfully.

THE RESEARCHERS
 v

DEDICATION

I want to express my heartfelt gratitude to my family.To my beloved people

surrounding me, thank you for your unwavering support and

encouragement. I am forever grateful for your presence

in my life.I am also grateful to Gabriel Anne

for the countless hours we

worked together

on this

project. To my

group members, thank you

for your Contributions to this studies

success. I am thankful to Sir Alfie V. Ando, Miss

Neptune Ailey May Ayuste, Ms. Theresa Plaza, Ma'am Sheryl

Tanguanco, Mrs. Maria Fe Niones, and Sir Policarpio Tidor for providing

guidance and instruction.Lastly, I express my deepest gratitude to Jehovah

God for providing me with the necessary knowledge and guidance throughout

this journey.

Jemabel
 vi

DEDICATION

This work

is a fruit of sacrifices.

Through the researchers' effort,

this work is proudly dedicated to the

people who serve as inspiration. From parents

to classmates, especially to our leader Jemabel Vinson, whom

extended their help while doing this research.To the faculty and staff of

Hagonoy National High School. We look up and dedicated this

whole study to our Almighty God for the knowledge, wisdom,

strength and guidance. Our deepest gratitude also for Sir

Alfie Ando, for his unwavering support as

well as imparting their skills

and knowledge

unto us.

Cutie
 vii

DEDICATION

This research paper is wholeheartedly dedicated

to my encouraging family, who inspired and supported

me in conducting this study. They provided me strength throughout

the process and never left my side. To my friends, thank you for the support,

notably Ahman. I will always be grateful for everything they have

done. Also, to our Lead Researcher, Jemabel Vinson

for guiding us throughout the study.I would

also like to sincerely thank the teachers behind in making this

research paper possible. Especially to Mr. Alfie Ando for his excellent

advice and unwavering support throughout our journey. Their expertise and

assistance played a vital role in shaping the direction of our study

and ensuring we delivered our best efforts. To our Almighty

Lord, for giving us wisdom, strength,

support, and knowledge. This

research is dedicated

to you.

Gab
 viii

DEDICATION

I dedicated

this study to my groupmates

who are consistent in accomplishing this

study, especially to our leader, Ms. Jemabel A. Vinson,

who helps us understand our study better.To my grandparents, thank

you for supporting me financially, guiding me, and being my motivation. To

my brother, thank you for cheering

me up and showing your love to me.

To my friends and classmates thank

you for your

support and help. I am grateful

that you always listen and have the patience

to answer my questions.To Almighty God thank you for always

being here with me. Thank you for giving me strength, good health, good

companionship, wisdom, love, care, and knowledge.To our subject teacher in

Practical Research 1, Mr.

Alfie Ando thank you.

Henny let
 ix

DEDICATION

I dedicate this research first of all to our Almighty God, who constantly gives

his strength in times of our weakness and for giving us knowledge

everyday. To my parents for their understandingand

overwhelming support morally and financially.

And to the teachers who taught me to

think and to understand,

I appreciate their

efforts

a lot, because without their

inspiration and guidance, we would not

be able to pass through the

tiring process of this

research.

Marielle

DEDICATION
 x

This research paper is sincerely

dedicated to my supportive parents who

encouraged and inspired me in conducting this study.

They have never left my side throughout the process and gave

me strength and hope when I thought of giving this up. They provided me

A great sense of enthusiasm and perseverance in continuing this. Without

their love and assistance, this research would not have been made

possible. Moreover, I dedicate this to my family for cheering up

for me, and to my friends who have helped me in finishing

this study. I really appreciate your words of advice and

in continuously giving me moral,

emotional, and financial support. And

lastly, I dedicate this research

paper to the Almighty God who gives me strength,

wisdom, guidance, power of thinking, security, competence,

and for giving me good health while doing this. All of these, I offer to you.

Ruby Anne
 xi

ABSTRACT

VINSON, JEMABEL A., BOREMBAO, CUTIELYN B., PAYAC, GABRIEL

ANNE F., LACARION, HENNYLET THEA G., ESGANA, MARIELLE A.,
BELMORO, RUBY ANNE M., Senior High School Program, Hagonoy
National High School, Guihing, Hagonoy, Davao del Sur. 2023.
CAMARADERIE: ANALYZING THE INTERPERSONAL RELATIONSHIP OF
CONVENIENCE STORES EMPLOYEES. Practical Research I.
Adviser: Alfie V. Ando, MASE

The overall aim of this study was to analyze the interpersonal

relationships and camaraderie among convenience store employees in Digos
City. By employing a purposive sampling technique, six convenience store
employees from Digos City were included, ensuring that they had the
necessary knowledge and experience to provide thorough descriptions of their
experiences. In-depth interviews using a qualitative research design,
particularly a phenomenological transcendental approach, and the use of
validated interview questionnaires were utilized in this study. The results
showed that the employees had a range of perspectives specifically synergy
and communication amongst coworkers, as well as the propensity of
challenges toward unhealthy working experience, additionally, it was found
that they overcome these difficulties by collaborative working experience,
maintaining positive working environment, and realizing the importance of
teamwork to have a healthy work atmosphere. This study focused on the
situations that were found to be the experiences faced by convenience store
employees. Furthermore, the outcomes of this research have implications for
the company sectors in terms of promoting employees welfare, implementing
conflict resolution strategies, strengthening employee satisfaction, enhancing
communication and understanding and improving shift scheduling, to increase
organizational and occupational integration so that managers can foster
cooperation, communication, and productive interactions. It is further implied
that future research should explore long-term studies that can uncover
valuable insights influencing interpersonal relationships among convenience
store employees, diversity and inclusion, leadership and management styles,
as well as investigating the impact on employee performance and unfolding
emotional intelligence skills in fostering interpersonal relationships among
convenience store employees.
Keywords: interpersonal relationship, convenience store employees,
working experience, teamwork, collaboration
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TABLE OF CONTENTS

PRELIMINARY PAGES PAGE

TITLE PAGE
APPROVAL SHEET i
ACKNOWLEDGEMENT ii
DEDICATION iii
ABSTRACT v
TABLE OF CONTENTS xi
xii
CHAPTERS
I INTRODUCTION
Purpose of the Study
3
Research Questions
4
Theoretical Lens
4
Significance of the Study
5
Limitations and Delimitations
6
Definition of Terms
6
Organization of the Study
7

II REVIEW OF RELATED LITERATURE

III METHODOLOGY
23
Research Design
23
Research Participants
24
Data Sources
24
Data Collection
25
Data Analysis
25
Role of the Researchers
26
Trustworthiness
26
Ethical Consideration

28
IV RESULTS AND DISCUSSION
 xiii

V IMPLICATIONS
For Practice 53
For Future Researchers 54

REFERENCES 56

LIST OF APPENDICES 64
APPENDIX
A. Permission Letter 65
B. Letter of Consent 67
C. Member Checking 70
D. Participants Profile 72
E. Audit Trailing and Diary Type 74
F. Gantt Chart 82

CURRICULUM VITAE 85
 Chapter I

INTRODUCTION

Noah, a Digos City convenience store employee, began his

workday, the first rays of sunlight appeared through the blinds. He

smiled warmly to greet coworkers, replenished shelves with popular

snacks and beverages, and made fresh coffee in preparation for the

early morning rush. Noah engaged in conversations with an ongoing

number of customers throughout the day, ranging from greetings to

product queries to entertaining conversation. Noah's day progressed in

a rhythm of replenishing supplies, registering sales, and fostering

relationships with others, one customer at a time. Noah's experience

highlights the day-to-day activities of a convenience store employee in

Digos City.

The city mentioned is renowned for having a wide variety of

developed businesses, both small and large ones. Employees in Digos

City were faced with the dilemma that certain coworker behaviors had

an impact on how well they performed and interacted with one another.

As a result, the purpose of this study is to explore how employees

interact with one another and their experiences working at convenience

stores in Digos City.

Globally, there is employee engagement and disengagement,

conflict, and a lack of clarity in understanding (Walia, 2020). In addition,

their interpersonal interactions may be of high quality, good or helpful,

or of poor quality, bad or harmful. In fact, they could be impartial,

differentiated, impersonal, or casual. But they are also employees who

continue to display
 2

their camaraderie and remain confident in the performance of

their tasks at work.

In the Philippines, it has been observed that Filipino workers'

experiences of showing camaraderie can vary depending on several

factors including their work environment, cultural differences,

communication barriers and life circumstances. Several studies have

examined the impact of the working environment on the employees of

convenience stores in the Philippines, SciSpace (2023.) However,

Filipino workers are known for their keen sense of camaraderie and

respect for superiors and associates. They place a great deal of

importance on interpersonal connections and often give their co-

workers a great deal of support and respect.

Camaraderie can have a significant impact on the local workers

in Digos. Digos City's workers spend a significant part of their time in

the workplace, and employee behaviour has an important role to play

at work (Cabrillos, 2022), It is essential that local employees in Digos

place a high priority on developing strong relationships with their co-

workers in order to foster a favourable working environment. Other

employees show their camaraderie in the workplace despite heavy

workload and highlight a friendly relationship with co-workers.

Consequently, employers' camaraderie plays a vital role in

developing good relationships with their managers, supervisors, co-

workers, and even customers. For instance, in Digos City, employees’

roles are becoming more complicated, and as a result, they are under

a lot of stress and pressure. In

 3

line with this, these factors may cause divisions among workers

and serve as the root of workplace annoyance and demotivation.

Undoubtedly, one of the most crucial foundations supporting the

current and future success of the company is its employees. They were

the ones whose arrival and performance you could rely on. Every

employee is skilled in a variety of areas, including communication,

collaboration, and dispute resolution. They indeed represent corporate

success and market competition.

Several studies have been undertaken on employees' experienc

es, but few mainly focus on their interactions, especially among those

who work in Digos City convenience stores. Therefore, the intent of this

study was to examine the interpersonal relationships among convenien

ce store employees in Digos City.

Purpose of the Study

The purpose of this study was to analyze the essence of

employee camaraderie through shared experiences of the employees

and hence in doing so add value to the existing literature on the

concept. This research project was important because its findings

contributed to helping the corporate sector when developing new

policies, identifying opportunities to enhance working conditions, or

reviewing the current initiatives to support employees in developing

healthy relationships with one another and displaying camaraderie

constantly. By exploring the interpersonal relationships of convenience

 4

store employees, the study aimed to be beneficial for the Department

of Labor and
 4

Employment as well as other corporate sectors to extend help

and support to the employees interpersonal welfare. The study also

contributed to expanding the knowledge that researchers already have

on the topic.

Research Questions

This main purpose of this study was to analyze the interpersonal

relationships of the employees while working in one of the convenience

stores in Digos City. Notably, it sought to answer the following

questions:

1. What are the experiences of employees as they work in a convenience

store?

2. How do they cope with challenges that they face in the workplace?

3. What are the insights gained of employees in their experiences in the

convenience store?

Theoretical Lens

This study is anchored on the "Broaden-and-Build Theory of

Positive Feeling" by Fredrickson (2001), which claims that frequent

positive effect is influenced by subjective companionship and affects

work outcomes, was used in this study. Also, it is well recognized that

experiencing pleasant emotions frequently encourages individuals to

broaden their thought-action repertoire, resulting in increased

propensities for self-efficacy, resilience, and optimism as well as the

development of strong working relationships (Fredrickson, 2001).

 5

It is significant to note that research demonstrates that people

who are flexible and upbeat frequently exhibit higher levels of activity,

vigor, and interest in their jobs (Joo & Lee, 2017). Positive employees

reportedly outperform their unhappy counterparts more often because

they produce more resources related to their jobs, which in turn results

in fewer levels of turnover, less absenteeism, and stronger social

relationships at work (Diener et al., 2018). In recent years, it has been

increasingly evident that employee health and mentality have a big

impact on performance and other factors that directly affect the

performance and outcomes of the firm.

Significance of the Study

This section outlines the significance of the study. By exploring

interpersonal relationships among convenience store employees, this

research provide valuable insights often overlooked.

Department of Labor and Employment (DOLE). This study would help the

Department of Labor and Employment to raise awareness and create

programs for employees' welfare. They can also provide just and humane

conditions and maintain industrial peace by promoting new policies and

regulations.

Students. The findings of this study would assist students in developing

appropriate behavior toward their peers and teachers. Since students are

expected to consider their actions, this research would assist them in

improving their organizational abilities and, more importantly, in growing into

reliable colleagues.
 6

Future Researchers. This research would work as a tool to direct and

navigate the researchers as they seek out substantial, verifiable, and credible

indicators that are known as essential information for a deeper

comprehension of the subject. Future studies would mostly need to rely on

this source for illumination.

Limitations and Delimitations

This study was limited by the fact that it is only the first step to

discovering convenience store employees' camaraderie. Additional

limitations on our analysis occur from the quality of the available

previous information. Certain data may be incomplete, incorrect or not

available at all for certain variables. Another disadvantage of the study

is that it cannot be generalized to other entities.

This study limits the responses of participants regarding their

experiences in bridging the gap among employees. It includes the

involvement of the 6 participants in the study composed of

convenience store employees and were selected through a purposive

sampling technique. The main source of the gathered data was the

Interview Guide Question, which was prepared by the researchers, and

which was thematically analyzed the responses of the participants in

each question.

Definition of Terms

To help readers understand how they are used in this study, the

following terminology has been given operational definitions.

 7

Camaraderie. In this study, this word represents the friendship and mutual

trust between employees who spend a lot of time together working in the

convenience store.

Employees. The term refers to the participants involved in the study,

specifically, employees who are currently employed in any convenience

stores in Davao del Sur.

Interpersonal relationship. It is used in the study to identify the process of

relations that connects or affects the employees.

Convenience store. It refers to a store with extended opening hours and in a

convenient location, stocking a limited range of household goods and

groceries.

Organization of the Study

The study is introduced with a vignette in Chapter 1, which also

discussed the experiences of interpersonal relationships by

convenience store employees on a global, national, and local level as

well as the research gaps, the necessity of the study, the purpose, the

research questions, the theoretical lens, the significance, the limitations

and delimitations, and the definitions of key terms. The reviews of the

literature on analyzing interpersonal relationships by convenience store

employees are presented in Chapter 2. Also, Chapter 3 offers a

methodology that outlines the research plan, research subjects, data

sources, data collecting, and data analysis. While Chapter 4 offers the

study's findings, related topics such as the function of the researchers

 8

and ethical and trustworthy issues are also covered. The study is

concluded in Chapter 5 by summarizing the results, emphasizing the

implications, and outlining possible future research.

 Chapter II

REVIEW OF RELATED LITERATURE

The purpose of this section is to draw links between the current

research and previous investigations. The review encompasses

subjects related to Convenience Store Employees' Interpersonal

Relationship, Interpersonal Relationship, Influences of Interpersonal

Relationship, Employee Engagement and Employee Disengagement.

Convenience Store Employees’ Interpersonal Relationship

Employees are expected to adapt to changing job requirements

and diverse groups of people (Rasheed & Weng, 2019; Uhl-Bien &

Arena, 2018). It produced, among other things, leadership studies

(Elswick et al., 2018), participative management studies (Matsuki &

Nakamura 2019), and organizational development and change

strategies that placed a strong emphasis on cultivating interpersonal

trust, openness, and communication as well as other tactics that

presuppose a natural congruence between the objectives of individuals

in the organizations (Afsar, et al., 2018). An organization is made up of

a collection of people who share similar purposes, objectives, insights,

and ambitions and who work collaboratively as a team to accomplish

things that no one person could do alone. Yet, cooperative efforts

among employees are essential in any goal-oriented business such as

convenience store, along with their degree of interpersonal

relationships likely to have an impact on the productivity of the entire

 9

workplace. So, the importance of interpersonal relationships at work cannot

be overstated. Valued interpersonal relationship can have an impact on

organizational results by raising institutional involvement, creating

environments that are supportive and creative, boosting organizational

productivity, and indirectly lowering turnover intentions (Beauty, et al., 2022).

A recent empirical study within the service sector found that career and

development opportunities moderate the relationship between affective

commitment and turnover intentions (Lapointe, et al., 2017). Moreover,

workers in the convenience store sector are expected to be more creative and

innovative when responding to changes inherent in today's dynamic work

environment (Bani-Melhem, et al 2018.

In a convenience store, employee relationships are crucial for

fostering the growth of trust and other positive emotions and

perceptions. In order to increase job happiness, the relationship

between the boss and the employee, or among coworkers, should be

reinforced (Lodisso 2019). Without mutual respect and trust between

the company and its employees, this climate cannot grow (Wattanasak

2021). Employees are confident that their company will act with

goodwill and look out for their best interests when they believe it can be

trusted. They will respond in kind by exhibiting a sense of connection

with the group as a result of this attitude (Koirala &

Charoensukmongkol, 2020). Convenience stores struggle with

employee retention and turnover despite their growth and expansion.

According to Phungsoonthorn and Charoensukmongkol (2020),

voluntary turnover has a negative impact on employees' attitudes,

 10

business growth, productivity, and organizational revenue. The results

of earlier studies (Berisha & Lajçi, 2020; Ikatrinasaria et al., 2018) show

that one of the sectors with the highest turnover rates is retail. So, it is

crucial to look into the elements that encourage workers in this industry

to feel connected to their co-workers.

Job characteristics and perceived organizational support are

significant predictors of work engagement, and work engagement

predicts job satisfaction, organizational commitment, organizational

citizenship behaviour and intentions to quit and mediates the

relationship (Saks, 2019). It is possible to achieve the growth of mutual

understanding with other employees and the management at work by

maintaining fair interpersonal relationships. Better understanding

among the workers will lead to improved teamwork as a result of this.

Employees that get along well at work will be more productive and

have fewer disagreements and other problems to deal with. An

environment where people may operate effectively is one where there

are fair interpersonal relationships. In such a setting, workers will feel

at ease arriving at work and achieving goals. Also, improved

communication between the staff members will lessen any potential

future dispute that may arise. A positive working environment will be

advantageous and is likely to boost employee morale and dedication

as well as motivate them to produce high-quality work (Lodisso, 2019).

In another international study, Cong Liu and fellow researchers looked

at how harmonious relationships have a positive impact on satisfaction and

performance. The researchers collected data from Chinese employees and

 11

United States employees and found that harmony, which is more commonly

found in Chinese work environments, is very effective at improving job

satisfaction and performance. Similarly, a study conducted by Kander and

Byne found that personality and social interaction between employees can

influence satisfaction and task performance. Rather than focusing on positive

relationships, this study focused on negative aspects. The findings showed

that disagreements can harm social relationships, resulting in a negative

impact on satisfaction and performance (Safavi & Karatepe, 2018). Like the

previous study, another study that focuses on more negative aspects was

done by Seung-Yoon Rhee et al. Data was collected on 217 employees of a

5-star South Korean hotel to see how incivility among employees would affect

job performance. The results showed that coworker incivility had a negative

relationship with job satisfaction and performance (Rhee, et al., 2017)

Further information on these factors can be gained by examining

the degree of coworker convenience. Data from Singaporean security

officers and security managers were collected for a study by Mahesh

Nalla et al. (2022 )Researchers looked examined how each guard's

participation affected general performance and satisfaction. The

findings show a correlation between greater group participation and job

satisfaction (Zuhra, 2022). The involvement of convenience store

employees, as well as their managers and coworkers, is the subject of

a related study. It comes to the conclusion that overall performance

and satisfaction are positively correlated with each attendant's level of

participation (Kim, et al., 2017).

 12

According to the study's findings, coworker assistance is essential for

job satisfaction and performance following extended leave. Normally,

employees have difficulty reintegrating, but with the assistance of coworkers,

the process goes much more smoothly (Peterson, et al., 2017).

Karatepe & Olugbade (2017) defined the working environment

as the totality of forces, actions, and other influencing elements that are

currently or may in the future be in conflict with the employee's

performance and activities. The interaction between employees and

the setting in which they operate is what makes up the working

environment.

The capacity to transmit information, the ability of businesses to

use the work environment as if it were an advantage depends on how

the work environment is designed. Employers can gain from common

knowledge and organizations can become more effective as a result.

Additionally, he contended that encouraging people to perform more

productively through a work environment tailored to their needs and a

free interchange of ideas is more effective than other methods

(Fominiene, 2017).

It was defined by Chang & Busser (2020) that working

environment is a composite of three major subenvironments: the

technical environment, the human environment and the organizational

environment. Technical environment refers to tools, equipment,

technological infrastructure and other physical or technical elements.

The technical environment creates elements that enable employees

 13

perform their respective responsibilities and activities. The human

environment refers to peers, others with whom employees relates,

team and work groups, interactional issues, the leadership and

management. This environment is designed in such a way that

encourages informal interaction in the workplace so that the

opportunity to share knowledge and exchange ideas could be

enhanced. This is a basis to attain maximum productivity.

Organizational environment includes systems, procedures, practices,

values and philosophies. Management has control over the

organizational environment. Measurement system where people are

rewarded on quantity, hence workers will have little interest in helping

those workers who are trying to improve quality. Thus, issues of the

organizational environment influence employee’s productivity.

An employee's performance is based on how willing and open they are to

carrying out their duties. He added that having staff that are willing and open

to executing their jobs could lead to an improvement in productivity, which in

turn affects performance (Rasheed & Weng, 2019). According to Lin & Hsu

(2021), employers must ensure that employees complete their tasks on time

in order to meet the organization's goal or target in order to have a standard

performance. Employers may be able to monitor their staff members'

performance and assist them in improving it if the work or job is completed on

schedule.

Also, a system of rewards based on employee performance ought to be

put in place. This is done to encourage the workers to work harder on their

tasks. As pointed by Lin and Hsu (2021), there are a number of aspects that
 14

contribute to the effectiveness of an employee's performance. The variables

include things like the physical workspace, tools, purposeful work,

performance expectations, performance feedback, rewards for good or bad

performance, standard operating procedures, knowledge, skills, and attitudes.

As stated by the study of Quarmyne (2018), he defines

performance is characterized as relying on internal motivation,

although the presence of internal elements such as the required

abilities, mental capacity, and resources to complete the task has an

impact. To ensure that employees' performance meets the

requirements, employers are expected to offer suitable working

circumstances.

Interpersonal Relationship

In today’s workplace, interpersonal relationships are equally

vital. Interpersonal relationships are described by (Li, Kim & Zhao,

2017) as a common willingness among individuals to communicate in a

particular manner, accompanied by emotions (either positive or

negative), in the context of communication and other shared activities.

This association typically has a reason for being, such as friendship,

social support, easing of worries, reaching of objectives, etc.

Personality traits, values, beliefs, culture, and environmental factors—

all of which can be categorized as internal and external factors—have

an impact on interpersonal relationships (Hoffman & Stokburger, 2017).

Association may be based on inference of love, solidarity, support,

regular business interactions, or some other type of social connection

 15

or commitment. Interpersonal relationships thrive through equitable and

reciprocal compromise; they form in the context of social, cultural, and

other influences (Backer 2022). On the other hand, interpersonal

relationships at work, Brake & Kelly (2019) have indicated the daily

interactions between coworkers, bosses, and employees. These

factors include employees' worries about meeting deadlines for tasks,

achieving specific goals, friendship, social support, seeking approval,

gathering knowledge, reducing anxiety, etc. (Ribeiro, Duarte & Fidalgo,

2020). However, the elements that influence interpersonal interactions

at work are not well understood, thus additional research must be done

to add to our understanding of these issues (Brake & Kelly, 2019).

There are two types of outcomes: positive results (which are

viewed as rewards) and bad consequences (which are regarded as

costs). Based on the social exchange hypothesis, relationships are not

one-sided. As a result, people engage their time and effort in a

relationship only when it is profitable, which is more of a "give and

take" arrangement. People frequently become unhappy when equity in

a relationship disappears or when others receive greater rewards for

the same expenditures that those folks incurred (Gherardi &

Whittlesey-Jerome, 2017). Creating interpersonal connections is a

serious endeavor that pays off for those who are dedicated to it.

Anybody involved in interpersonal relationships needs to have

objectives for each level of the relationship in order for it to serve its

intended purpose. According to Phillippo, Kelly, Shayman & Frey’s

(2017) research, a shared experience keeps people in a relationship.

 16

The Johari window provides a beginning place for people to

learn about themselves and others, as well as how they might learn to

understand others even better.It is a behavioural model created by two

psychologists, Joseph Luft and Harry Lingham.For a relationship to be

effective and survive a long time, sentiments and emotions must be

reciprocated, according to the Social Exchange Theory. Conflict should

be defined as open arguments between one or more persons (Michael,

N., 2022). It can undoubtedly cause or appear to be related to a

number of other issues with interpersonal relationships, such as a lack

of bullying or support. Arguments at work result from differences in

mindset, attitude, and perception. Dispute have never been used to

train anyone or anything.

Influences of Interpersonal Relationships

An element, factor, or condition that contributes to a result is

referred to as an influence. Many factors, both internal and external,

each different from the other, heavily influence interpersonal

connections between people. These impacts can be grouped according

to the internal characteristics of the person as well as their interactions

with other people, among other things (external). In addition, these

factors play a role in how people behave in general at work. It has been

claimed by Yang, Guo, Wang & Li (2019) that interpersonal interactions

accompany people throughout their lives, changing as a result of many

 17

factors like age, personal qualities, career inclination, and sociocultural

shifts.

Interpersonal relationships are determined by internal influences

which can only be attributed to the individual (Li, Kim & Zhao, 2017).

Internal factors include the personality traits that a person is born with,

includi ng their innate talents, aptitudes, and particular competencies,

as well as their need for affection, inclusion, and control, which affect

how they interact with others as a whole (Shafique, Kalyar & Ahmad,

2018). This is the major attribute that makes individuals unique and

distinct from one another. These influences are referred to as factors

by Li, Kim & Zhao, (2017), who identified two of these elements as

internal and external influences.However, since other external

variables also interact with internal effects to shape interpersonal

relationships as a whole, the found internal influences only partially

impact interpersonal relationships at work.

External influences partly account for the outcome of

interpersonal relationships in the workplace (Lapointe &

Vandenberghe, 2017). These external effects, defined by Li, Kim &

Zhao (2017), include the workplace where the individual is placed as

well as the group of people with whom the individual interacts to carry

out specific activities at work. The attitudes displayed by the group that

was discovered may affect how people interact and complete tasks at

work. This is due to the fact that individual employees notice other

employees' attitudes at work and react in a way that they find socially

significant (Li, Kim & Zhao, 2017).

 18

Referring to what Petrovsky (1992) said on the article published

on 2018, external variables contribute to the result of interpersonal

relationships in the workplace. These external influences include both

the work environment in which the individual is placed and the group of

individuals with whom the individual interacts to fulfill specific tasks at

work. The group's attitudes can influence how people interact and

complete tasks at work. This is because individual workers see other

people's attitudes at work and respond in ways that they find socially

relevant (Kleptsova & Balabanov, 2016).

Interpersonal connections are influenced by internal factors that

are unique to each individual (Kleptsova & Balabanov, 2016). Internal

influences include personality traits that an individual is born with, such

as inherent characteristics, abilities, and distinct competences, as well

as the individual's need for affection, inclusion, and control, which

determine the individual's overall interaction characteristics (Schutz,

1958). This is the primary characteristic that distinguishes individuals

from one another. Kleptsova and Balabanov (2016) define these

influences as factors, categorizing them as internal and external

influences. As a result, internal influences account for all of the

individual's features (Kleptsova & Balabanov, 2016). However, the

observed internal effects only partially explain interpersonal

relationships at work since other external influences work in tandem

with internal influences to account for interpersonal relationships in

general.
 19

These considerations affect the result of an Individuals' general

workplace conduct. According to Myasischev (1995), an article

published on 2018, interpersonal interactions accompany people

throughout their lives and are influenced by a variety of factors such as

age, personal qualities, professional preferences, and sociocultural

changes.

Employee Engagement

A multitude of qualities make up the approaches required to develop

employee-to-employee engagement, rather than basic communication, which

is only one aspect (Osborne & Hammond, 2017). Leaders must be

forthcoming with facts, work diligently with staff, and permit staff participation

in workplace decisions. Participating in workplace decisions shows leadership

commitment to the organization. Leadership must show that the company

cares about its workers by incorporating them into workplace decisions.

Employee engagement and loyalty to the company are improved as a result

(Reyhanoglu, M., & Balıkçıoğlu, B. (2019). Mutual trust can be developed via

commitment between leadership and their subordinates.

A study conducted by Patel, Moake, and Oh's (2019), states that

increasing employee requirements may boost engagement because

they challenge people and give them more opportunities to use their

personal resources (education, talent, and experience). When

employees are challenged, they demonstrate their strengths, draw on

their knowledge, and exercise their ingenuity (Hla, Mayuree,

&Tanakorn, 2019; Patel, Moake, & Oh, 2019; Sekhar et al., 2018). The
 20

company's efforts to maximize staff resources have the effect of

fostering work success, performance, and a desire to stay with the

company (Bailey et al., 2017; Cesario & Chambel, 2017; Hla et al.,

2019). Employee satisfaction is influenced by both employee

engagement and performance. The ability to convey happiness from

one person to another (Wu & Wu, 2019).

Employee Disengagement

Gallup research from 2017 indicated that two-thirds of U.S.

workers are disengaged, which is a huge challenge for organizational

managers since it lowers the organization's productivity and profitability

(Wolff, 2019). The opposite of engagement is disengagement. The

employee is present at work but lacks motivation, excitement, and

interest. They also whine and are pessimistic (Wolff, 2019). Employee

turnover and employee disengagement have been linked by

researchers to staff burnout. According to Bangwal & Tiwari (2019),

employee burnout is the result of stress and overwhelm at work which

lowers engagement.

As interpersonal relationships are linked to employee retention,

organizational commitment, job happiness, and performance,

businesses that invest resources in hiring people who suit their culture

may see a decrease in employee turnover. When an employee's skills,

experience, knowledge, values, and goals are in line with those of the

organization, the term "employee relationship fit" is used (Memon et al.,

2018). Moreover, it might lead to the loss of corporate skills, client

 21

relationships, and productivity (Reina et al., 2018). By addressing

disengagement from the perspective of an employee's needs, a

business can modify its culture to be more inclusive, compassionate,

and empowering, which will increase employee engagement and lower

employee turnover. The culture of the company should be changed,

and managers should develop a strategy that includes closely

examining the requirements of the employees to address the core

reasons for employee disengagement (Wolff, 2019). According to Wolff

(2019), employers should respond to employees' needs by paying

attention to and comprehending their worries, matching their work

assignments to their skills, establishing a clear vision, and holding them

accountable for their performance.

Building on the significance of commitment during employee

engagement, pPass et al. (2019) discovered that trust and support are

the two key elements of successfully engaging employees. Building

trust enables people to experience greater value within a company.

More dedicated workers create a possibility for the company to

succeed more (Cayabat, C. V. (2018). The construction of certainty

between leadership and employees is one of the most crucial qualities

of building employee engagement, in accordance to Holland et al.

(2017), who elaborated on the significance of trust.

Eldor and Vigoda-Gadot (2017) found that to generate employee

engagement, leadership must seek to foster employee commitment.

The psychological empowerment that leaders give their subordinates

leads to commitment from workers. Employee engagement was

 22

defined by Kang and Sung (2017) as better communication between

the leadership and their subordinates. Kang and Sung (2017)

discovered that improved communication results from the

empowerment strategies that leadership instilled in their workers, which

is similar to the findings of Eldor and Vigoda-Gadot (2017).

Employees play a significant role in an organization's increased

operational success (Osborne & Hammond, 2017). Leadership must

esteem every individual and make an effort to interact with them more

effectively. According to Cesário, F., & Chambel, M. J., (2017), good

employee-to-employee engagement is the key to operational success.

Workers who feel appreciated by management are more likely to stick

with the company (Cesário, F., & Chambel, M. J., 2017). Engaged

workers exhibit lower absenteeism and more employee loyalty,

according to Antony (2018). Employees who are dedicated and

devoted perform better than those who are disengaged, which

enhances an organization's operations (Antony, 2018). Employees play

a significant role in an organization's increased operational success

(Osborne & Hammond, 2017).

Insights Gained

It is necessary for employees to deal with certain co-worker behaviors

because they interact with one another on a daily basis. Integrating

interpersonal relationships in the convenience store requires a foundation of

better mutual understanding in order to create a better working environment.

Personality was found to be the most powerful factor influencing interpersonal

 23

relationships, so their practice and actions should encompass positive

communication in order to have a better relation.

To strengthen interpersonal relationships among employees, it is

crucial to understand each employee's function, in which workplace

interactions play a major part. Also, this research helps students comprehend

the underlying causes of the connections among convenience store

employees.

The evaluation of the related literature that was done previously will

also be of great help to the researchers as they continue to study the

interactions between employees at convenience stores as well as the things

that people think about before relating to and engaging with their co-workers.

Also, it will help researchers in their discussion of whether or not there is

significant information regarding the interpersonal relationships of

convenience store employees. This study will take place once they have

collected the necessary data.

 Chapter III

METHODOLOGY

This chapter provides definitions for the research methodology used to

carry out the study. These are justifications and explanations provided for the

research design, research participants, data sources, data collection, data

analysis, role of the researcher, trustworthiness, and ethical considerations

that were employed.

Research Design

The researchers used a qualitative research approach in this study,

particularly a phenomenological transcendental approach. It is a method of

qualitative research that contributes to the investigation into human

experiences (Sheehan, 2014). This study also used descriptive research

methodologies that aid in addressing the who, what, when, where, and how

questions (Shuttleworth, 2008). This research design identified solutions to

the research challenge addressed in this study. This phenomenological

study's primary goal was to investigate the experiences of the employees and

comprehend the interpersonal relationships they have in Digos City

convenience stores.

Research Participants

The participants in this study were employees of convenience stores

who have a lot of experience working. In this analysis, the method of sampling

used by the researcher was purposive sampling. Creswell (2002) describes

"purposive sampling" as a general term for "judgmental sampling," in which

 25

certain groups or individuals are intentionally selected by the

researcher for their importance to the problem being studied. This study has a

total of six participants who are employees of the convenience store around

Digos City, which ensures that the participants have the necessary experience

and knowledge to provide rich and detailed accounts of their experiences.

Data Sources

The data sources of this study were primary data in the form of semi-

structured in-depth interview responses from participants in Digos City. Data

obtained directly from research participants primary data. A primary data

source contains original information that is not obtained from summarizing or

analyzing another person’s work (Ithaca, 2017). Primary data sources include

eyewitness accounts, interviews, surveys, fieldwork, etc. (Shodhganga, 2017).

The data source chosen for this study consisted of interviews which were

conducted in Digos City.

Data Collection

The data from the selected participants was collected through an in-

depth interview that was guided by the Interview Guide Protocol (IGP)

reviewed by experts. The request letter addressed to the participants was first

obtained by the researchers. Prospective participants received the letter of

consent with the agreement letter attached after receiving the request letter.

The location and schedule of the interviews were up to the participants to

choose ahead of time. As a result, the participants selected the location and

time for the interview. The interview was all conducted in English, but the

participants were allowed to use their home language. As long as the

 26

participants gave their permission, the researcher’s audio record and the

individuals' comments, which was afterward transcribed.

Data Analysis

The researchers followed Colaizzi’s (1978) phenomenology data

analysis model as well as the current data analytical procedures of Saldaña

(2013) which highlights conceptual patterns and describes the processes

used for the study. To ensure the validity of the findings by following a step-

by-step guide for qualitative data analysis, was followed by interview

transcripts from the audio data were shown and repeatedly checked (Bailey,

2008). The information received from the participants was arranged so that it

would be simple to identify the study's main theme. The comparison of

differences and similarities between the performed in-depth interviews came

next. To better understand the complexity and significance of the social

phenomena, the researchers merged and improved the categories until the

themes were clear (Bailey, 2008).

Role of the Researcher

The researcher's role in this study was to better understand the

participants' points of view. The purpose of this research was to explore

interviews, analyze the interview data that has been collected, and look into

and analyze the experiences of convenience store employees. The

convenience store employees' interpersonal interactions were highlighted in

this study. The researchers are also present during the interview but won't

force the subject by demanding a response.

 27

Trustworthiness

This section will revolve around the criteria that many qualitative

researchers are based on, as described by Lincoln and Guba (1985). These

criteria include credibility, dependability, confirmability, and transferability

(Guba & Lincoln, 1994). The researchers used triangulation to ensure

credibility through the In-Depth Interview (IDI) and member checking by

sharing the results with the participants and asking for feedback, which can

help to increase dependability, in order to provide and enhance the

trustworthiness of this research study and increase the validity and reliability

of our findings. The capacity of thick description to provide a comprehensive

account of the research background, participants, and processes to aid

transferability was also utilized. Additionally, a thorough audit trail was used to

collect, analyze, and interpret data in order to increase the research's

dependability and confirmability.

Ethical Consideration

Ethical consideration was of utmost importance in doing this qualitative

research. Since this study involved personal perspectives, the researchers

exercised consent, confidentiality, and justice in the conduct of this study.

Consent letters were given to the selected participants. Stated in the consent

letter were the objectives of the study and the protocols. Torres et al., (2020)

mentioned that consent gives participants leeway to decide for the study. The

safety of the participants, as well as ensuring their beneficence and non-

maleficence, was a major priority in ensuring that the study is carried out

ethically and responsibly. Consent should indicate that the participants’

 28

involvement is voluntary while the protocols ensure that the participants are

secured from undue intrusion, distress, indignity, physical discomfort, and

embarrassment. Likewise, confidentiality was also stated in the protocols.

Hence, the participants will ask not to reveal their real names but instead

codes. On the other hand, justice was observed by giving back the verbatim

transcription to the participants for information verification. They were given

time to review the information they had given and a chance to expunge

information that they believed unnecessary or too personal. Finally, this study

did not involve vulnerable groups; hence, it was given a low impact

vulnerability rating.
 Chapter IV

RESULTS

This chapter presents the gathered data through the conduct of in-

depth interviews. The responses of the participants were transcribed, read,

and reviewed for a thorough examination. These were later supported by

researchers from past studies.

The analysis of the coded data on interview responses revealed four themes

describing the challenges and coping mechanisms experienced by

convenience store employees. These are (1) Synergy and Communication

Amongst Co-Workers, (2) Unhealthy Working Experience, (3)

Collaborative Working Experience, (4) Maintaining Positive Working

Environment, and (5) Realizing the Importance of Teamwork.

Theme 1: Synergy and Communication Amongst Co-Workers

Audio Clip Transcripts on the Experiences of the Convenience Stores’
Employees

Question: How can you describe your experience while working at the
conveience store?

RP1: Kuan ra mi dira… teamwork kailangan gyud mag sinabtanay mi para

amoang trabaho kay okay siya ug dili ma apektohan kung unsay mga
trabahoon ana ra tapos sinabtanay ana ra kung unsa man tong kuan dapat
maminaw sa imong supervisor especially sa imong manager.

(We’re just… Teamwork is needed so we can understand each other for the
sake of our work because it is okay, and it will not affect on whatever work
that is needed to do, that’s it, just understanding each other on anything, and
you should listen to your supervisor especially to your manager.)
 29

Question: Do your co-workers make sure that you build opportunities to

connect with one another? How?

RP3: Oo ma’am like kuan kanang kuan ma’am teamwork ma’am ana bitaw,
then ano sinabtanay lang ug naay kanang kuan bitaw ma’am naay naa man
gyud tay di masinabtan sa atong kauban ana lang gyud ma’am sabton lang
jud nato ma’am, pasensya lang jud na ma’am.

(Yes, ma’am like we do teamwork and try to understand each other whenever
there’s misunderstandings between us; just understand and just patience.)

Question: Do your co-workers make sure that you build opportunities to

connect with one another? How?

RP4: Oo naa jud like sa ilang mga problema and sa share nila sakoa naging
connected mi each other sa naging comfortable sila sa amoa dili lang kay sa
trabaho lang ug lagi outside dapat man gud ano dili lang kay ano ka sa sulod
diri dapat inig sulod ana nila comfortable sila sa problema sa tindahan sa
communication ninyo ana gud tapos connected mo tanan diria nga dili sya
ano dili lang jud mo paasahon inyong isa ka grupo lisod man gud naa kay
pinalabi ana gud naa kay mga dili gusto naa kay mga like ing ani sya dili ko
ganahan ani niya tapulan dili dapat ing ana dapat pantay pantay para tanan
magka sinabot mo.

(Yes, there is, like some of their problems, they share it with me, and we
became connected to each other, became comfortable, not only at work but
also outside. Not just because of what you are inside, they are already
comfortable with the problems in the store, communication, and all of you are
connected so you are not going to break the hope of the group. It’s hard when
you have a favorite and you have someone you don’t like just because they’re
lazy. It shouldn’t be like that; you should treat everyone equally so that you
can understand each other.)

Question: How can you describe your experience while working?

 30

RP5:Ang ma describe nako sila nga malipayon lang mi nga kauban. Then
ang dili gyud mawala nga dapat teamwork gyud para magkasinabtanay sa
mga trabahoon.

(What I can describe is that we’re just happy company and what should not be
lost is teamwork so that we get along at work.)

Question: Do your co-workers make sure that you build opportunities to

connect with one another? How?

RP6: Oo kanang magka sinabot man mi tanan kay kung dili mi magka sinabot
wala mi diha karung naa nay nihawa so magkasinabot man mi. (Yes,
everyone understands each other because if we don’t, we aren’t longer
working here and so we try to understand each other.)

Frame 1

The participants were asked about their experience working with their

co-workers in the convenience store. Several statements from their answers

shared the same thought, and this led the researchers to the theme of

"Synergy and Communication Amongst Co-workers."

Regarding the experiences that the participants shared while working

with their co-workers in the convenience store, they all perceived that

teamwork and coordination promote effective employee productivity that leads

to a better working environment.

As shown in the frame above, it is precisely stated that their responses

consist of how they interact with one another to create and improve teamwork

to be able to understand each other. Participant 4 shared that “Oo naa jud like

sa ilang mga problema and sa share nila sakoa naging connected mi each

other sa naging comfortable sila sa amoa dili lang kay sa trabaho lang ug lagi
 31

outside dapat man gud ano dili lang kay ano ka sa sulod diri dapat inig sulod

ana nila comfortable sila sa problema sa tindahan sa communication ninyo

ana gud tapos connected mo tanan diria nga dili sya ano dili lang jud mo

paasahon inyong isa ka grupo lisod man gud naa kay pinalabi ana gud naa

kay mga dili gusto naa kay mga like ing ani sya dili ko ganahan ani niya

tapulan dili dapat ing ana dapat pantay pantay para tanan magka sinabot mo.

The following statement presented on the first frame demonstrates that

the participant and their co-workers are connected to each other because they

shared their problems with her. Participant 1 stated that “Kuan ra mi dira…

teamwork kailangan gyud mag sinabtanay mi para amoang trabaho kay okay

siya ug dili ma apektohan kung unsay mga trabahoon ana ra tapos

sinabtanay ana ra kung unsa man tong kuan dapat maminaw sa imong

supervisor especially sa imong manager.” Participant 3 aforesaid “Oo ma’am

like kuan kanang kuan ma’am teamwork ma’am ana bitaw, then ano

sinabtanay lang ug naay kanang kuan bitaw ma’am naay naa man gyud tay di

masinabtan sa atong kauban ana lang gyud ma’am sabton lang jud nato

ma’am, pasensya lang jud na ma’am.” Both Participants gave the same

response saying that teamwork is crucial in order to understand each other.

One claimed that understanding each other is one of the most important

aspects of teamwork.

And is later supported by Participants 5 and 6. As Participant 5 said

“Ang ma describe nako sila nga malipayon lang mi nga kauban. Then ang dili

gyud mawala nga dapat teamwork gyud para magkasinabtanay sa mga

trabahoon.” “Oo kanang magka sinabot man mi tanan kay kung dili mi magka

sinabot wala mi diha karung naa nay nihawa so magkasinabot man mi.”
 32

Participant 6 added. All Participants insist to communicate; interact with the

co-workers, in order to develop their relationships even though they have

different experiences while working at the Convenience Store.

All individuals who work at convenience stores could have experienced

different perspectives on collaboration as a result of their interactions with

coworkers at other workplaces, which may have been indirectly caused by

excellent funding. They could assume that it is difficult to build deep

relationships with coworkers so they must therefore try to interact with them in

order to function as a team. It could also imply that by working together, they

can complete their task quickly. It could additionally indicate that they can

improve their connection by getting to know one another. It could also imply

that they want their relationship to grow.

Also, it is well recognized that experiencing pleasant emotions

frequently encourages individuals to broaden their thought-action repertoire,

resulting in increased propensities for self-efficacy, resilience, and optimism

as well as the development of strong working relationships (Fredrickson,

2001). When coworkers work together well, they are more likely to be

innovative, exhibit organizational citizenship, and produce higher-quality work

while displaying more propensities to avoid undesirable and expensive

attributes like anxiety or emotional fatigue (Fan et al., 2019).

As what Lodisso (2019) stated, convenience store employee

relationships are crucial for fostering the growth of trust and other positive

emotions and perceptions. To increase job happiness, the relationship

 33

between the boss and the employee, or among coworkers, should be

reinforced.

Employees are confident that their company will act with goodwill and

look out for their best interests when they believe it can be trusted. They will

respond in kind by exhibiting a sense of connection with the group as a result

of this attitude (Koirala & Charoensukmongkol, 2020).

In addition, employees who get along well at work will be more

productive and have fewer disagreements and other problems to deal with. An

environment where people may operate effectively is one where there are fair

interpersonal relationships in such a setting, and workers will feel at ease

arriving at work and achieving goals. Also, improved communication between

the staff members will lessen any potential future disputes that may arise. A

positive working environment will be advantageous and is likely to boost

employee morale and dedication as well as motivate them to produce high-

quality work (Lodisso 2019).

However, one participant, participant 2, had a different response,

“usahay murag dili kaayu ingon nga bag o paman gud ko deria gud kaso sa

lain store ko dati tapos na balhin ko deria kay kulang silag tao wala pud ko

kasinati sa uban kung maayu ba ing-ana syempre bag-o pako mao pay pag

kita nako nila mao ray permi makauban ang uban wala kay nako naka uban

ana lang” he said that since he’s new to the workplace, he doesn’t really have

experience yet. The other perspective of participant 2 could imply that without

trust, their team would not work. It may also indicate that because they do not

know one other well, it will be challenging for them to adjust to and interact at
 34

work. Wattanasak (2021) said that, without mutual respect and trust between

the company and its employees, this climate cannot grow.

Theme 2: Unhealthy Working Experience

Audio Clip Transcripts on the Experiences of Convenience Stores’ Employees

Question: What challenges have you faced while working at the convenience
store?
RP1: Oo daghan kuan challenge gyud ana kanang maka atubang kag
costumer nga kalit rag ka dato ba ingon ana dili gyud na mawala nga
costumer ni kalit rag ka datu nga murag hilas gyud kaayo mao nay pinaka
challenge sa kuan tapos kuan as cashier ang challenge ana everyday naga
kaha ka ga huna huna ka na ma short ba ka or dili mao gyud na.

(Yes, there are many challenges. The biggest challenge is when you
encounter a customer that suddenly got wealthy; they act arrogantly and it’s
very difficult to deal with, also when you’re a cashier, you constantly wonder if
you have enough money in the cash register.)

Question: What are some of the most frustrating aspects that you have
encountered as a convenience store employee?

RP2: Kuan kanang daghan bagolbol usahay mo absent lang ka nya kalit lang
ba, syempre sila mo straight kita dili absent man ka dapat silay mo straight.

(Sometimes there’s a lot of murmuring when you are absent from work so
suddenly, they force me to work constantly and that's why we're not always
understanding each other.)

Question: What challenges have you faced while working at the convenience
store?

RP3: Mga kauban sa trabaho maam? Ano maam naay usahay maka
experience ka’g ano maam kanang usahay dili mo lihok imong mga kauban
nya ikaw ray mo lihok maam walay teamwork gani.

(The co-workers ma'am? Sometimes there are circumstances where my co-

 35

workers are being lazy and I'm just the only one who's working, it seems like
there's no teamwork.)

Question: What challenges have you faced while working at the convenience
store?

RP4: Ang pinaka dakong hagit nga among naatubang so far is katong dili pa
uso ang communication skills namo, kumbaga napasagdaan nalang sila diri
pasagdan nako sila. dili nako makuha ang timpla sa batasan nila wala jud
mao tong pinaka dakong challenge sa akong sa akong position diri sa
business company.

(The most challenging situation that I encountered so far is when our

communication skills are outdated, in the sense that I will just neglect them
and disregard them here. I can't get the blend of their attitudes, I really can't,
and that is the biggest challenge on my part in my position here in our
business company.)

Question: What challenges have you faced while working at the convenience
store?

RP5: Ay kung sa kauban man dili namo na siya kanang wala kaayo kanang
parang sa akoa wala na siya sa amoa mas dako na kaayo na sa customer
pag treat nila sa amoa baba kaayo. In ana pero sa kauban wala mi kakuan
para sa akoa dile maka kuan sa akoa nga ano kay murag okay man amoang
panag-uyog perog sa customer kana kay dile malikayan ang baba pag lantaw
sa mga tawo sa amoa usahay itsaan mig kwarta, usahay boysiton mi ana
pero sa kauban dile ko ka ano kay wala mi anang murag dili mi.
Magkasinabot jud og trabahoun wala mi ana.

(There aren’t any problems in terms of my relationship with co-workers

because we understand each other well, it’s just when some customer treats
us very low; they sometimes just throw their money at us and speak
unpleasant words.)

Question: What challenges have you faced while working at the convenience
 36

store?

RP6: Kanang balikan mi ug costumer, example naay nagpa load, naay nagpa
gcash nya walay niabot so magkabuang among utok and kung unsaon namo.

(When our customer goes back to our store after they purchase load or
GCash and they didn't receive it because of some technical problems, and
we're confused since we don't know what to do to solve that problem.)

Frame 2

The participants were asked about what are the challenges they faced

while working at the convenience store. Due to the similarity of their claims,

this has made up the primary theme of "Unhealthy Working Experience."

Based on their responses, the participants do not only face challenges

towards their coworkers but their relationship to the customers also

contributed to their challenges as employees. As Participant 4 said “Ang

pinaka dakong hagit nga among naatubang so far is katong dili pa uso ang

communication skills namo, kumbaga napasagdaan nalang sila diri pasagdan

nako sila. dili nako makuha ang timpla sa batasan nila wala jud mao tong

pinaka dakong challenge sa akong position diri sa business company.”

The following response of the second frame explains his concern to his

co-workers. Participant 2 shared that “Kuan kanang daghan bagolbol usahay

mo absent lang ka nya kalit lang ba, syempre sila mo straight, kita dili, absent

man ka dapat silay mo straight.” When he is abruptly away at work, his co-

workers will protest. “Mga kauban sa trabaho maam? Ano maam naay usahay

maka experience ka’g ano maam kanang usahay dili mo lihok imong mga

kauban nya ikaw ray mo lihok maam walay teamwork gani.” Stated by
 37

Participant 3, when none of your coworkers are working and you are the only

one working, there is no such thing as teamwork. Both Participants 2 and 3

shared the same response in relation to their working relationships.

“Oo daghan kuan challenge gyud ana kanang maka atubang kag

costumer nga kalit rag ka dato ba ingon ana dili gyud na mawala nga

costumer ni kalit rag ka datu nga murag hilas gyud kaayo mao nay pinaka

challenge sa kuan tapos kuan as cashier ang challenge ana everyday naga

kaha ka ga huna huna ka na ma short ba ka or dili mao gyud na.) Participant

1 shared that the hardest thing for her is when a wealthy customer treats them

with snobbery. Participant 6 also shared that, “Kanang balikan mi ug

costumer, example naay nagpa load, naay nagpa gcash nya walay niabot so

magkabuang among utok and kung unsaon namo.” They are clueless when

technical problems occur.

Participant 5 said that “Ay kung sa kauban man dili namo na siya

kanang wala kaayo kanang parang sa akoa wala na siya sa amoa mas dako

na kaayo na sa customer pag treat nila sa amoa baba kaayo. In ana pero sa

kauban wala mi kakuan para sa akoa dile maka kuan sa akoa nga ano kay

murag okay man amoang panagkuyog perog sa customer kana kay dile

malikayan ang baba pag lantaw sa mga tawo sa amoa usahay itsaan mig

kwarta, usahay boysiton mi ana pero sa kauban dile ko ka ano kay wala mi

anang murag dili mi. Magkasinabot jud og trabahoun wala mi ana.” The

relationship with her co-workers is great since they communicate well with

one another, however occasionally a customer treats them poorly and throw

money while using foul language.

 38

What Participant 2 stated could indicate that his coworkers may have

complained to him because of his recent absence and he is hesitant to talk

about it, but it can be seen from their behavior that they felt offended. This

may also imply that he was the subject of gossip spread by his coworkers.

Perhaps his coworkers believe that his absence is invalid even though they

are unaware of the true reason for his absence. What Participant 3 also stated

could imply that he is afraid to tell his coworker that he always works alone. It

could also mean that his co-workers are busy and cannot do the task, so he

should be the one to do it. According to Lin & Hsu (2021), employers must

ensure that employees complete their tasks on time in order to meet the

organization’s goal or target in order to have a standard performance.

Employers may be able to monitor their staff members' performance and

assist them in improving it if the work or job is completed on schedule.

Participant 4 also said; “Ang pinaka dakong hagit nga among

naatubang so far is katong dili pa uso ang communication skills namo,

kumbaga napasagdaan nalang sila diri pasagdan nako sila, dili nako makuha

ang timpla sa batasan nila wala jud mao tong pinaka dakong hagit sa akong

position diri sa business company.” They could be reluctant to initiate

conversation with one another out of shyness. It could also be that he feels

that if he expresses his opinion, it will be disregarded. Furthermore, he might

not be interested in interacting with his coworkers due to their attitudes.

As stated by several reviews on communication, the basic

components based on the result of the studies of (Phunthasaen &

Chungviwatanant, 2020), (Brummans, Hwang, & Cheong, 2019), and (Cooren

& Seidl, 2019) suggested that organizational communication should be

 39

conducted as a daily routine, and it should be oriented as a whole-level

strategy. Communication shall be set up by sharing knowledge, experience,

and even conflicts, which is part of the learning and improving the process.

On the same token, a positive communication atmosphere could also

enhance productivity and support personnel to achieve a significant goal and

influence employee job satisfaction and job retention that defines the

organization’s long-term success competitiveness.

However, one participant has different work experience. Participant 5

stated; “Ay kung sa kauban man dili namo na siya kanang wala kaayo,

kanang parang sa akoa wala na siya sa amoa mas dako na kaayo na sa

customer pag treat nila sa amoa baba kaayo. In ana pero sa kauban wala mi

kakuan para sa akoa dile maka kuan sa akoa nga ano kay murag okay man

amoang panag-kuyog perog sa customer kana kay dile malikayan ang baba

pag lantaw sa mga tawo sa amoa usahay itsaan mig kwarta, usahay boysiton

mi ana pero sa kauban dile ko ka ano kay wala mi anang murag dili mi in-ana

kay magkasinabot jud sa trabahoun, wala mi ana.” It could be that they have

a good relationship and understands each other. It could also imply that they

lack the courage to confront because they fear offending someone. It could

also mean that they just tolerate and ignore mistakes made by their coworkers

in order to preserve their working relationship. Karatepe & Olugbade (2017)

defined the working environment as the totality of forces, actions, and other

influencing elements that are currently or may in the future be in conflict with

the employee's performance and activities. The interaction between

employees and the setting in which they operate is what makes up the

working environment.
 40

Theme 3: Collaborative Working Experience

Audio Clip Transcripts on the Experiences of Convenience Stores’ Employees

Question: If you have disagreement with your coworker how do you handle it?

RP4: Stay calm. Kana sila pag halimbawa man gud kung mas isog pa sa
imoha imong mga kauban sa trabaho dapat taas ka ug pagsabot tapos
laparon nimo unsay irason sa imoha imo ng sakupon nga mabalik sa iyaha
tanan, patient lang jud unsaon pag kuan patient lang jud ka tapos respito
gihapon miskan unsang kasuko ana niya sa imoha ayaw hunahunaa respito
gihapon ta sa iyaha kay wala ta kabalo unsa poy side niya.

(Just maintain calm even though the workers are tougher than you. You
should take a broader view of their justifications. No matter how irate they are
with you, simply be patient and respectful and don’t give it a second thought
because we don’t know what they are thinking.)

Question: If you have disagreement with your coworker how do you handle it?

RP5: Ano lang siya istoryahan jud nimo siya para ma settle gud siya dayon
kong baga porket wala siya ni tingog di pod ka mo tingog anohun lang nimo
"Hoy! Nalain baka?" in ana lang prangkahon lang nimo siyag istorya aron mo
balik inyong teamwork ana lang.
(Just talk to the person whom you have a misunderstanding within order to
settle the situation not just because they’re trying to avoid you, you must also
do the same. You confront them and say “Hey! Do we have a problem? and
talk about it to be able to regain your teamwork.)

Question: What strategies have you found to be effective in maintaining

positive interactions in the workplace?

RP6: Istoryahon namo ang kung kinsa toy naay gikalainan para ma solve ang
problem.

(In an effort to sort out the situation, we simply try to communicate with the
person who misinterpreted our attitude.)
 41

Frame 3

The participants were asked about their ways of handling

misunderstandings/disagreements with their co-workers. From the gathered

data, we noticed that some of the participants prefer to talk about the issue in

order to resolve it which led to the theme "Collaborative Working

Experience."

Based on the table above, they all responded that they must

communicate with the person with whom they have a misunderstanding so

that they can regain their synergy. As Participant 4 voiced “Stay calm kana

sila pag halimbawa man gud kung mas isog pa sa imoha imong trabahante

dapat taas ka ug pagsabot tapos laparon nimo unsay irason sa imoha imo ng

sakupon nga mabalik sa iyaha tanan, patient lang jud unsaon pag kuan

patient lang jud ka tapos respito gihapon miskan unsang kasuko ana niya sa

imoha ayaw hunahunaa respito gihapon ta sa iyaha kay wala ta kabalo unsa

poy side niya.” The participant ought to consider their arguments from a wider

perspective and be patient with them.

Participant 5 shared “Ano lang siya istoryahan jud nimo siya para ma

settle gud siya dayon kong baga porket wala siya ni tingog di pod ka mo

tingog anohun lang nimo "Hoy! Nalain baka?" in ana lang prangkahon lang

nimo siyag istorya aron mo balik inyong teamwork ana lang.” In addition to

what the Participant 5 shared, Participant 6 added “Istoryahon namo ang kung

kinsa toy naay gikalainan para ma solve ang problem.” Both Participants

claimed that, talking to the person who misunderstood you can assist to

resolve the issue and restore cooperation.

 42

However, 3 Participants, Participants 1, 2, and 3 responded differently.

“I-kuan deadma nalang na nimo ikaw nalang mag adjust sa imong

kaugalingon d ili lang nimo huna-hunaon na dili nalang bet kay ingon ani gina

kasab-an ko niya ana dili lang nimo huna-hunaon kailangan mag addjust lang

gyud ka.” “Kuan sagdan lang.” “Ano maam murag dili lang kay nimo pansinon,

murag i baliwala lang bitaw nimo maam.” All of their responses are dissimilar

from the other participants. They stated that, they do not have to think about

the situation at all, just let it go and just ignore it.

This could imply that both parties want to find a solution to the issue.

Participants 5 and 6 could also mean that they are aware that their co-workers

don't like them. It may also imply that he does not want their coworkers to act

inappropriately because that would affect their ability to function as a team.

Employee satisfaction is influenced by both employee engagement and

performance. The ability to convey happiness from one person to another (Wu

& Wu, 2019). Open discussions between one or more parties should be

regarded as a conflict (Michael, N., 2022). It surely has the potential to

contribute to or appear to be connected to a variety of other interpersonal

connection problems, such as a lack of bullying or support. Differences in

thought, attitude, and perception lead to arguments at work. Disputes have

never been utilized as a teaching tool.

However, the 3 participants which are Participants 1,2, and 3 had a

different perspective about dealing with circumstances. It could imply that both

parties do not want to make things worse, so they do not have a conflict and

have a nice working relationship. It could also imply that they are more mature

and able to adjust. Additionally, this could also mean that building a good
 43

reputation for oneself can lead to positive outcomes, such as being able to

form close relationships with others and potentially getting ahead in one's

career. This could also mean that taking action and making changes is

necessary in order to achieve a desired outcome, rather than simply hoping or

wishing for things to turn out well. Trust and Relationship Building: Numerous

studies emphasize the importance of trust in forming and maintaining

relationships. Creating interpersonal connections is a serious endeavor that

pays off for those who are dedicated to it. Anybody involved in interpersonal

relationships needs to have objectives for each level of the relationship in

order for it to serve its intended purpose. In Phillippo, Kelly, Shayman & Frey’s

(2017) research, a shared experience keeps people in a relationship.

Theme 4: Maintaining Positive Working Environment

Audio Clip Transcripts on the Experiences of Convenience Stores’ Employees

Question: What strategies have you found to be effective in maintaining
positive interactions in the workplace?

RP2: Librehon nako sila.

(I treat them.)

RP3: Kuan ma’am bali… siguro ma’am sabton, sinabtanay din ahh naa moy
dili pagka sinabtanay ana din storya lang maam din storya sa ano private lang
mong duha para wala nay ano, para wala nay gubot.

(Just try to understand them, ma'am, and if there is a misunderstanding, we

will just discuss it privately to avoid more conflict.)

Question: What are your ways in creating a healthy employee relationship?

RP4: Healthy communication mao jud na syay pinaka way, communication

jud nimo, dapat communicate ka parati para mas healthy pa inyohang panag-
uban diba, kay kung wala kay communication mag tinutokay lang mo diha,
 44

unsa man ana lang ta? o diba communication lang jud siya pinaka
communication skills lang tapos attitude, mag base pud ka sa attitude, attitude
over skills kay maskin pag hawd ka motrabaho dira pero imong attitude bati
murag masapawan imong skills, mao ng ganahan jud kog nindot nga attitude.

(We must constantly communicate in order to maintain healthy

communication; otherwise, what would happen if we just stood there staring at
one other? So, communication is essential, followed by attitude, which is more
important than skills since even if a person is skilled at their job but has a
negative attitude, it will still affect their performance. I, therefore, prefer
someone with a positive personality.)

Question: What are your ways in creating a healthy employee relationship?

RP5: Kuan gyud diri... Kailangan naay respeto sa usag usa kanang
sinabtanay jud ninyo ang pag panarbaho dire. Kanang mo katawa dili man jud
malikayan kanang joke joke. Dali ra man kaayo ang oras para dile jud tas ano
kong nan kaya madungog istorya dili lang banumbalingon pareha raman mo
trabahante ana lang.

(Here we are just... it is necessary that we must have respect for each other,
that is how we show bonds while working here, laughing and catching jokes is
inevitable since the time is running faster, but if we suddenly heard an
unexpected word from others, we should not throw attention since we are all
workers here.)

Question: What are your ways in creating a healthy employee relationship?

RP6: Respeto sa isat isa.

(Just respect one another.)

Frame 4
 45

The participants were asked about their ways of creating a healthy

employee relationship. Their response was the same as one another which

made, “Positive Working Environment” the theme.

Their statements were about how they create a healthy relationship

with their co-worker. As Participant 5 stated “Kuan gyud diri... Kailangan naay

respeto sa usag usa kanang sinabtanay jud ninyo ang pag panarbaho diri.

Kanang mo katawa dili man jud malikayan kanang joke joke. Dali ra man

kaayo ang oras para dili jud tas ano kong nan kaya madungog istorya dili lang

banumbalingon pareha raman mo trabahante ana lang.” She explained that

having respect towards each other is essential because it is their bond.

“Respeto sa isat isa.” Participant 6 adds. Hearing both statements, they

conclude that respect is a must.

“Healthy communication mao jud na syay pinaka way, communication

jud nimo, dapat communicate ka parati para mas healthy pa inyohang panag-

uban diba, kay kung wala kay communication mag tinutokay lang mo diha,

unsa man ana lang ta? o diba communication lang jud siya pinaka

communication skills lang tapos attitude, mag base pud ka sa attitude, attitude

over skills kay maskin pag hawd ka motrabaho dira pero imong attitude bati

murag masapawan imong skills, mao ng ganahan jud kog nindot nga

attitude.” Participant 4 shared, to maintain their healthy communication, they

must communicate constantly since it is crucial. Participant 2 said that

“Librehon nako sila.” His way of maintaining their healthy communication is to

treat them.
 46

Participant 3 aforesaid that “Kuan ma’am bali… siguro ma’am sabton,

sinabtanay din ahh naa moy dili pagka sinabtanay ana din storya lang maam

din storya sa ano private lang mong duha para wala nay ano, para wala nay

gubot.” He declares that if there is ever a misunderstanding, they will discuss

it thoroughly in private so that they can understand each other well. However,

Participant 1 had a different response from the others. “Kuan dili lang gyud ka

magpakita ug bati na batasan mao mana makaguba sa inyong trabaho lain

man gud nang magpa dungog-dungog ka, mang-libak ka niya kauban ra mo

bawal gyud na siya kung mahimo palang mag paka-anghel ka para okay ra

ang imong trabaho dra lisod baya mangita ug trabaho ni unya maldita pa gyud

ka lain kag batasan walay maganahan nimo pag-lain kag batasan dili ka

maka-balik balik ana nga tindahan pag bati kag batasan.” She mentioned that

pretending to have a positive attitude is necessary because it will be difficult to

find work if you have a negative mindset.

It could mean that the key to a successful team is mutual respect and

an understanding of each other’s work. It could also mean that telling jokes at

work may lessen their burden. Perhaps they are mature enough to handle a

situation.

Participant 4 stated; “Healthy communication mao jud na syay pinaka

way, communication jud nimo, dapat communicate ka parati para mas healthy

pa inyohang panag-uban diba, kay kung wala kay communication mag

tinutokay lang mo diha, unsa man ana lang ta? o diba communication lang jud

siya pinaka communication skills lang tapos attitude, mag base pud ka sa

attitude, attitude over skills kay maskin pag hawd ka motrabaho dira pero

imong attitude bati murag masapawan imong skills, mao ng ganahan jud kog
 47

nindot nga attitude.” This could mean that they will have a friend and have an

understanding of their fellow co-workers if they have the ability to

communicate with their co-workers. If someone is skilled in their job but has

the inappropriate attitudes, it could have an affect on interactions. It could also

be that Participant 3 believes the key to a successful relationship is mutual

understanding, and that if there is ever a misunderstanding, they will simply

discuss it privately.

However, Participant 1 had different response from the others. “Kuan dili

lang gyud ka magpakita ug bati na batasan mao mana makaguba sa inyong

trabaho lain man gud nang magpa dungog-dungog ka, mang-libak ka niya

kauban ra mo bawal gyud na siya kung mahimo palang mag paka-anghel ka

para okay ra ang imong trabaho dra lisod baya mangita ug trabaho ni unya

maldita pa gyud ka lain kag batasan walay maganahan nimo pag-lain kag

batasan dili ka maka-balik balik ana nga tindahan pag bati kag batasan.” This

could mean that they need to show the positive attitudes, in order to have a

good relationship at work. It could be that good behavior is important for job

security and success. If someone does not exhibit good behavior, it could

potentially harm their job performance or even lead to losing their job. On the

other hand, if someone has bad habits and a poor reputation, it could make it

difficult for them to find other job opportunities, and they may become limited

to certain jobs or stores that are willing to overlook their negative traits.

Internal factors include the personality traits that a person is born with,

including their innate talents, aptitudes, and particular competencies, as well

as their need for affection, inclusion, and control, which affect how they

interact with others as a whole (Shafique, Kalyar & Ahmad, 2018).

 48

Theme 5: Realizing the Importance of Teamwork

Audio Clip Transcripts on the Realization of Convenience Stores’ Employees

Question: What are your ways of creating a healthy employee relationship?

RP 4: Himsog nga strategies uhm healthy relationship communication mao jud na

syay pinaka way communication jud nimo dapat communicate ka parati para mas

healthy pa inyohang panag uban diba kay kung wala kay communication mag

tinutokay lang mo diha okay unsa man ana lang ta o diba communication lang jud

sya pinaka communication skills lang tapos attitude nag base pud ko diri sa attitude

over skills kay maskin pag hawod ka mo tambling dira hawod ka manarbaho dira

hawod ka tanan kung imong attitude, ganahan jud kog mga skills.

(Healthy strategies, uhm, healthy relationship communication is the best way that you

should always communicate so your connection of your coworkers will be healthier,

right? only communication skills and then attitude, I also base in attitude over skills

because even if you are good at it, you are also good at working, you are good at

everything if you have bad attitude, I like skills over attitude.)

Question: How can you describe your experience while working?

RP 1: Kuan ra me dira teamwork kailangan gyud mag sinabtanay me para amoang

trabaho kay okay siya og dili ma apektuhan kung unsay mga trabahoon ana ra tapos

sinabtanay ana ra kung unsa man tong kuan dapat maminaw sa imong supervisor.

especially sa imong manager.

(In order for our teamwork to be effective, it is necessary for us to understand each

other so that our work will be smooth and unaffected by whatever tasks need to be

done. Understanding each other is also important in knowing what issues should be
 49

brought up to your supervisor, especially to your manager)

Question: Do your co-workers make sure that you build opportunities to connect with

one another? How?

RP 3: Oo maam ahh like kuan kanang kuan maam teamwork maam ana bitaw din

ano sinabtanay lang og naay kanang kuan bitaw maam nay naa man gyud tay di

masinabtan sa atong kauban ana lang gyud maam sabton lang jud nato maam,

pasensya lang jud na maam.

(Yes ma'am, we should have teamwork, and if there are any misunderstandings, we

must strive to understand each other better. Let's be patient and accepting of one

another.

Question: What positive experiences have you had with your co-workers while

working at a convenience store?

RP 6: Kanang mag meeting mi, example ganiha nag meeting mi nagsabot mi nga

dapat naa jud mi teamwork sa isa ka store kay kung wala may teamwork dili mi niya

natarung, okay raman ang among kasination, kanang dako mi og sales tapos

buhaton namo ang maayo nga dili makadaot sa store.

(When we have meetings, for example, earlier we had a meeting and we agreed that

we really need teamwork in one store because without teamwork, we cannot function

properly. Our coordination is fine, when we have big sales, and we'll ensure that we

do things well so as not to harm the store.)

Question: What else have you done to overcome it?

RP 5: Gi share. Naa koy kauban nga gi share nako sa ilaha (inaudible) nga kana
 50

akong problem kay dili nako i share sakong pamilya kay di man sila ka relate sakong

trabaho. Sa uban ko ni share katong kuan gi share nako sa ilaha nga in ana

panghitabo.

(I shared. I have a companion whom I shared with (inaudible) about my problem

because I don't share it with my family since they can't relate to my work. With others,

I shared what happened like that.)

Frame 5

The participants were asked about the importance of employees'

insights gained. Their response was consistent across the board, leading to

the theme of ‘Realizing the Importance of Teamwork.’

Their statements were all about the important realization of teamwork

with their co-employees’. Participant 1 stated that “Kuan ra me dira teamwork

kailangan gyud mag sinabtanay me para amoang trabaho kay okay siya og

dili ma apektuhan kung unsay mga trabahoon ana ra tapos sinabtanay ana ra

kung unsa man tong kuan dapat maminaw sa imong supervisor.” She said

teamwork is essential in understanding each other. “Kanang mag meeting mi,

example ganiha nag meeting mi nagsabot mi nga dapat naa jud mi teamwork

sa isa ka store kay kung wala may teamwork dili mi niya natarung, okay

raman ang among kasination, kanang dako mi og sales tapos buhaton namo

ang maayo nga dili makadaot sa store.” Participant 6 added. She mentioned

that teamwork contributes to the smooth flow of their work. Additionally,

Participant 3 also stated that “Oo maam ahh like kuan kanang kuan maam

teamwork maam ana bitaw din ano sinabtanay lang og naay kanang kuan

bitaw maam nay naa man gyud tay di masinabtan sa atong kauban ana lang
 51

gyud maam sabton lang jud nato maam, pasensya lang jud na maam.” He

emphasized that teamwork and understanding are crucial, while patience is

also essential.

It could mean the acknowledgement of the crucial role of teamwork

among employees. For instance, Participant 1 highlighted the indispensability

of teamwork, emphasizing that understanding each other is vital for their

work's effectiveness. Furthermore, Participant 6 reiterated this sentiment by

underscoring that teamwork facilitates the smooth execution of tasks.

Participant 5 stated that “Gi share. Naa koy kauban nga gi share nako

sa ilaha (inaudible) nga kana akong problem kay dili nako i share sakong

pamilya kay di man sila ka relate sakong trabaho. Sa uban ko ni share katong

kuan gi share nako sa ilaha nga in ana panghitabo.” She mentioned that she

shares her problems with her coworkers because she finds it challenging to

share her problems with her family. It could imply that she trusts her

coworkers with her personal problems because she feels uncomfortable or

unable to share them with her family.

However, Participant 4 stated that “Himsog nga strategies uhm healthy

relationship communication mao jud na syay pinaka way communication jud

nimo dapat communicate ka parati para mas healthy pa inyohang panag uban

diba kay kung wala kay communication mag tinutokay lang mo diha okay

unsa man ana lang ta o diba communication lang jud sya pinaka

communication skills lang tapos attitude nag base pud ko diri sa attitude over

skills kay maskin pag hawod ka mo tambling dira hawod ka manarbaho dira

hawod ka tanan kung imong attitude, ganahan jud kog mga skills.” He said
 52

that the strategies of healthy relationship communication are the easiest way

to keep your relationship stronger. Effective communication is consistently

linked to improved team performance, higher job satisfaction, and reduced

turnover rates. Transparent and respectful communication fosters trust and

cooperation among team members, leading to better problem-solving and

decision-making processes. (Salas, Cooke, & Rosen, 2008; Kock, 2018)

 Chapter V

IMPLICATION FOR FUTURE PRACTICE AND FUTURE RESEARCH

Implications for practice based on analyzing the interpersonal

relationships of convenience store employees.

A. Implications for Practice

1. Promoting Employees Welfare. The Department of Labor and

Employment (DOLE) may propose more programs focusing on raising

awareness towards new policies to companies and managers for employees

to build better communication and collaboration through training activities,

seminars, and team building to provide on their interpersonal welfare.

2. Implementing Conflict Resolution Strategies. Interpersonal conflicts is a

common issue in any workplace, it can be effectively resolved through

mediation techniques, conflict management training, and clear policies. By

addressing and creating those effective measurements it can help resolve the

conflict towards the employees.

3. Strengthening Employee Satisfaction. Managers or store owners can

identify factors that contribute to job satisfaction, such as recognizing and

rewarding those employees who foster positive behavior. This can address to

employee’s interpersonal growth and provides the employees to perform well

in the workplace.

4. Enhancing Communication and Understanding. Effective

communication is crucial for smooth operations in a convenience store,

promoting open and transparent communication, active listening skills, and

 54

overcoming communication barriers among employees can lessen

employees’ misunderstandings and conflicts towards one another.

5. Improving Shift Scheduling. One of the difficulties faced by employees

are conflicts on shift schedules, employees can get incompatible with sudden

shift arrangement, therefore managers can create ideal shift schedules that

consider employee preferences and compatibility. This can lessen shift

schedule conflict with their co-employees.

B. Implication for Future Research

1. Examining employees’ interpersonal relationship by conducting long-

term studies. Researchers could conduct long-term studies to uncover

valuable insights into the evolving factors of interpersonal relationships among

convenience store employees.

2. Exploring the impact of diversity and inclusion on interpersonal

relationships within convenience store employee. Future research can

delve into the influence of employees diverse age, gender or cultural

background to understand how these factors shape interpersonal relationship.

3.Study on the effects of leadership and management style. Future

research can examine how leadership and management styles offers insights

into supervisors' influence on employee interactions, satisfaction, and work

climate, affecting interpersonal relationships.

 55

4. Investigating impact on employee performance. Future research can

explore the link between interpersonal relationships among convenience store

employees and their performance outcomes.

5. Unfolding the role of emotional intelligence in fostering positive

interpersonal relationships among convenience store employees. Future

studies may explore how emotional intelligence skills, such as empathy, self-

awareness, social skills, conflict resolution, and teamwork in the workplace.

 56

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 64

APPENDICES
 65

APPENDIX A

PERMISSION LETTER
 Republic of the Philippines
Department of Education
Region XI – Davao Region
Division of Davao del Sur
HAGONOY NATIONAL HIGH SCHOOL
(Formerly Doña Gabriela Walstrom Memorial High School)
Guihing, Hagonoy, Davao del Sur

April 05, 2023

ROMUALDO G. PAJIGAL JR. ED. D

Secondary School Principal IV
Hagonoy National High School
Guihing, Hagonoy, Davao del Sur

Sir,
Greetings!

We, the senior high school students of ABM-FAYOL, are currently undergoing
a study entitled “Camaraderie: Analyzing the Interpersonal Relationship
of Convenience Stores’ Employees”. This is in partial fulfillment for the
requirement in Practical Research I, as a prerequisite for the completion of the
K-12 Education Curriculum here in Hagonoy National High School for the
school year 2022-2023.

In this regard, we would like to request permission for your good office to
perform this research outside of the school premises to collect the necessary
data. Rest assured that ethical considerations regarding the selection of
participants and study’s actual conduct are considered.
Your favorable response to this request will be highly appreciated.

Respectfully yours,

(SGD) JEMABEL A. VINSON (SGD) HENNYLET G. LACARION

(SGD) CUTIELYN B. BOREMBAO (SGD) MARIELLE A. ESGANA
(SGD) GABRIEL ANNE F. PAYAC (SGD) RUBY ANNE M. BELMORO

Noted:

Approved by:
(SGD) ALFIE V. ANDO, MASE
MT – II/SHS Research Coordinator (SGD) ROMUALDO G. PAJIGAL JR. ED. D
Secondary School Principal IV
 67

APPENDIX B

CONSENT LETTER
 Republic of the Philippines
Department of Education
Region XI – Davao Region
Division of Davao del Sur
HAGONOY NATIONAL HIGH SCHOOL
(Formerly Doña Gabriela Walstrom Memorial High School)
Guihing, Hagonoy, Davao del Sur

April 05, 2023

To whom it may concern:

Good day!

We, the senior high school students of ABM-FAYOL from Hagonoy National
High School. We are currently conducting a study entitled: “Camaraderie:
Analyzing the Interpersonal Relationship of Convenience Stores
Employees”.

This study will give benefits to the convenience stores employees as our
participants for them to share their personal perspectives and experiences.

Participation is voluntary. You can cancel at any moment and without penalty.
Further, your participation is not related with any known significant hazards. If
you agree to participate, you will be interviewed for less than an hour at your
most convenient time and date. The narratives you will be included in the final
report, but your name identity will be confidential. We also have chosen six (6)
other participants for the study who came from different convenience stores
around Digos City.

If something offended you or make you feel bad during the interview or while
participating in the study, please let the researchers know about it. You have
the right to decide whether to finish the interview or not. You can end
whenever you want.

The questionnaires for the interview will be shown to you so that you will be
ready for your answers. During the interview, we will audio-record your voice
or the discussion between you and the interviewer. You can ask any
questions from us about the study. You have the right to be informed. It would
be a huge contribution to our study.

If you agree to be our participant, please fill up the form below. You can also
have a copy for this to keep.

Sincerely,
(SGD) JEMABEL A. VINSON
 Agreement

I agree to participate in this research study, and I have received a copy of this
form.

Name: ____________________________________ Date: ______________

Participant’s Signature: ___________________________

We, the researchers, have explained to the above-named individual the

nature and purpose, benefits and possible risks associated with participation
in this research. We have answered all questions that have been raised and
provided the participant with a copy of this form. These elements of Informed
Consent conform to federal guidelines and to Hagonoy National High School’s
policy on the use of Human Subjects.

Researcher’s Signature: _____________________ Date: _______________

Researcher’s Signature: _____________________ Date: _______________
Researcher’s Signature: _____________________ Date: _______________
Researcher’s Signature: _____________________ Date: _______________
Researcher’s Signature: _____________________ Date: _______________
Researcher’s Signature: _____________________ Date: _______________
Researcher’s Signature: _____________________ Date: _______________
Researcher’s Signature: _____________________ Date: _______________
Researcher’s Signature: _____________________ Date: _______________
Researcher’s Signature: _____________________ Date: _______________
Researcher’s Signature: _____________________ Date: _______________

Noted: Approved:

(SGD) ALFIE V. ANDO, MASE (SGD) ROMUALDO G. PAJIGAL JR. ED, D

MT – II/Research Adviser Secondary School Principal IV
 70

APPENDIX C

MEMBER CHECKING
 Republic of the Philippines
Department of Education
Region XI – Davao Region
Division of Davao del Sur
HAGONOY NATIONAL HIGH SCHOOL
Guihing, Hagonoy, Davao del Sur

CERTIFICATE OF MEMBER CHECKING

This is to certify that “MR. CHIKA” has participated in the member checking process for the
qualitative research study entitled “Camaraderie: Analyzing the Interpersonal Relationship of
Convenience Store Employees”, conducted by Jemabel A. Vinson et al. ABM 11-Fayol.

The purpose of the member checking process was to verify the accuracy of the data collected
from the participant during the study. [participant's name] was given the opportunity to review
the data collected from her participation in the study, including transcripts, notes, and any other
relevant materials.

[participant's name] has provided feedback on the accuracy of the data and has confirmed that
the data presented in the study is a true and accurate reflection of his/her experiences and
opinions.

We, the undersigned, hereby acknowledge that the member checking process was conducted
in accordance with the standards of qualitative research and that the feedback provided by
[participant's name] was duly considered in the final analysis and interpretation of the data.

Jemabel A. Vinson, et al.

ABM 11-Fayol

Participant's Signature over Printed Name

Date: _________________

Address: Guihing, Hagonoy, Davao del Sur

Contanct No.: 0995-031-9213
E-Mail Address: hagonoy.nhs@deped.gov.ph
 72

APPENDIX D

PARTICIPANTS PROFILE
 PARTICIPANTS PROFILE

Participant 1

Participant 1, female, 29 years old, an employee of a central convenience

store in Digos City

Participant 2

Participant 2, male, 23 years old, an employee of a 7/11 convenience store in

Digos City

Participant 3

Participant 3, male, 24 years old, an employee of a 7/11 convenience store in

Digos City

Participant 4

Participant 4, male, 28 years old, an employee of a 7/11 convenience store in

Digos City

Participant 5

Participant 5, female, 37 years old, an employee of a 7/11 convenience store

in Digos City

Participant 6

Participant 6, female, 35 years old, an employee of a 7/11 convenience store

in Digos City
 74

APPENDIX E

AUDIT TRAILING ARROW AND DIARY TYPE


Feb. 28 Official
Groups. We the ABM
11 Fayol students have
been divided into groups
to develop a research
title specifically for
Practical Research 1.
Mar.1 Title Making. This day we created Mar. 2 Preparing for
some sample titles and then we have Title Defense. We
them checked with our PR Adviser, in the decided to meet at our
morning most sample titles have been leader’s house to
rejected since it is already overstudied, so prepare for the title
we proceed to make some more sample defense and
titles, and most of them were approved so anticipated some
our time spend that day to create those questions to be
approved titles was fruitful. prepared.

Mar. 3 Title Defense. This day

Mar. Chapter 1
was the title defense. The panel Mar. 9 Scanning for
Making. The
chose the title” Camaraderie: Related Articles.
researchers began
Analyzing the Interpersonal We compiled some
to write the
Relationships of Convenience PDFs and articles to
Introduction and
Store Employees” and after that cite related literature
the rest of Chapter
we the researchers of group 5 relevant to our study.
1.
used that title.

Mar. 13 Checking Mar. 15-16 Making Chapters 2 and 3. Mar. 17 Checking

Chapter 1. We The leader assigned the members to Chapters 2 and 3.
received the their respective tasks, searched for We printed chapters
corrections and more related literature articles, divided 2 and 3, and after
proceed to revise the themes for RRL, and continued to that, we brought
the parts that accomplish the rest such as research them to our PR
needed to be design, research participants, data adviser to get them
enhanced. sources and collection, etc. checked.

Mar. 21-22 Revising the Mar. 27 Printing of

Mar. 19 Corrections of
Chapters 2 and 3.
Received the corrections of
chapters 2 and 3 to get
them revised.
Chapters 1,2&3. After we
have it checked we began to
change the corrections that
our PR adviser had done and
created the letter for the
panels
Necessary Files. After
we bought new bond
paper we decided to
continue printing the
approval letters needed
for the stage 1 defense.

Mar. 28 Mar. 29. Preparing for Mar 30. Stage 1 Defense.

Organizing our stage 1 defense. As the The day of the stage 1
Paper for the defense approached, our defense began, and we are
Defense. In order group made the decision to all extremely nervous
to be ready for the get together to prepare for before we even have a
defense, we it. We looked for chance to present our
decided to finalize information and anticipated chosen area of study.
and polish our certain questions and Overall, it was such an
paper. answers. unforgettable moment.
 Apr. 5 Printing the IGP,
Apr. 3-4 Making Questions for
Apr. 1 Continuing consent letter, and
IGP. Prior to asking the
some Revisions. permission letter.
participants, we prepared some
Printed the IGP that
We revised several questions for the IGP and had
required to be verified as
parts that required them reviewed by our panels
well as the permission,
revision. because it is preferable to be
approval, and consent
confirmed first.
letters.

Apr. 12-14 Interviewing the Apr. 15-16 Transcribing

Apr. 11 Validating
Participants. After we have found the Audio Recording.
our IGP. Because of
our participants, we give them the Assigned the other group
certain events, days
opportunity to read and sign our members the task of
passed before we
consent letters before conducting transcribing the audio
validated our IGP.
interviews with them about their recording of our
However, we have it
experiences that are relevant to our participants and instructed
validated in the
study. We have interviewed 5 of our them to translate the
afternoon.
participants at this moment. passage.

Apr. 18-20 Trans-coding and Apr. 21-25 Making of

Apr.17 Interviewing
Finalizing the Translations of PAIS. Our group made
the Last Participant.
the Transcriptions. We have the decision to get
Since that was the only
completed the color coding, together to create the
day she had available
finalizing translation of the PAIS, and we gave each
for the interview, we
transcripts, and theme creation, member who are present
went to our
and have it reviewed by our PR a specific responsibility to
participant's home.
adviser. do.

May 8 Sudden Announcement. We were

Apr. 27 Member- May 1 Completing planning to get ready for our upcoming
Checking. Returning Unfinished Works. research defense, but when our PR adviser
to the participants to We decided to get announced that it had been postponed
confirm that their together and hold a because we are not included in the
response was in meeting in order to research congress. He said that only after
agreement with the complete certain the event, we shall continue our defense.
data used in our duties as we are not We knew we weren’t ready, so we were
study. yet finished. actually relieved on this particular day that
it was postponed.

May 22 Dedication June 5-13 June 14-16 Arranging

Reminder. The Notifying the the Required Task.
leader reminded Group Members. Preparing the paper for
her group members Reminding the Stage 2 submission,
to not forget to group members to compiling the references,
submit their submit their and organizing the
dedications. lacking tasks. appendices.
 DIARY-TYPE AUDIT TRAILING

February 28, 2023: Official Groups.

We the ABM 11 Fayol students have been divided into groups to develop a
research title specifically for Practical Research 1.

March 1, 2023: Title Making.

This day we created some sample titles and then we have them checked with
our PR Adviser, in the morning most sample titles have been rejected since it
is already over studied, so we proceed to make some more sample titles, and
most of them were approved so our time spend that day to create those
approved titles was fruitful.

March 2, 2023: Preparing for Title Defense.

We decided to meet at our leader’s house to prepare for the title defense and
anticipated some questions to be prepared.

March 3, 2023: Title Defense.

Today was the title defense. The panel chose the title ”Camaraderie:
Analyzing the Interpersonal Relationships of Convenience Store Employees”
and after that we the researchers of group 5 used that title.

March 9, 2023: Scanning for Related Articles.

We compiled some PDFs and articles to cite related literature relevant to our
study.

March 10, 2023: Chapter 1 Making.

The researchers began to write the Introduction and the rest of Chapter 1.
March 13, 2023: Checking Chapter 1.

We received the corrections and proceed to revise the parts that needed to be
enhanced.

March 15-16, 2023: Making Chapters 2 and 3.

The leader assigned the members to their respective tasks, searched for
more related literature articles, divided the themes for RRL, and continued to
accomplish the rest such as research design, research participants, data
sources and collection, etc.

March 17, 2023: Checking Chapters 2 and 3.

We printed chapters 2 and 3, and after that, we brought them to our PR

adviser to get them checked.

March 19, 2023: Corrections of Chapters 2 and 3.

Received the corrections of chapters 2 and 3 to get them revised.

March 21-22, 2023: Revising the Chapters 1, 2 & 3.

After we have it checked we began to change the corrections that our PR

adviser had done and created the letter for the panels

March 27, 2023: Printing of Necessary Files.

After we bought new bond paper we decided to continue printing the approval
letters needed for the stage 1 defense.

March 28, 2023: Organizing our Paper for the Defense.

In order to be ready for the defense, we decided to finalize and polish our
paper.
March 29, 2023: Preparing for Stage 1 Defense.

As the defense approached, our group made the decision to get together to
prepare for it. We looked for information and anticipated certain questions and
answers.

March 30, 2023: Stage 1 Defense.

The day of the stage 1 defense began, and we are all extremely nervous
before we even have a chance to present our chosen area of study. Overall, it
was such an unforgettable moment.

April 1, 2023: Continuing some Revisions.

We revised several parts that required revision.

April 3-4, 2023: Making Questions for IGP.

Prior to asking the participants, we prepared some questions for the IGP and
had them reviewed by our panels because it is preferable to be confirmed
first.

April 5, 2023: Printing the IGP, consent letter, and permission letter.

Printed the IGP that required to be verified as well as the permission,

approval, and consent letters.

April 11, 2023: Validating our IGP.

Because of certain events, days passed before we validated our IGP.

However, we have it validated in the afternoon.

April 12-14, 2023: Interviewing the Participants.

After we have found our participants, we give them the opportunity to read
and sign our consent letters before conducting interviews with them about
their experiences that are relevant to our study. We have interviewed 5 of our
participants at this moment.
April 15-16, 2023: Transcribing the Audio Recording.
Assigned the other group members the task of transcribing the audio
recording of our participants and instructed them to translate the passage.

April 17, 2023: Interviewing the Last Participant.

Since that was the only day, she had available for the interview, we went to
our participant's home.

April 18-20, 2023: Trans-coding and Finalizing the Translations of the

Transcriptions.

We have completed the color coding, finalizing translation of the transcripts,

and theme creation, and have it reviewed by our PR adviser.

April 21-25, 2023: Making of PAIS.

Our group made the decision to get together to create the PAIS, and we gave
each member who are present a specific responsibility to do.

April 27, 2023: Member-Checking.

Returning to the participants to confirm that their response was in agreement

with the data used in our study.

May 1, 2023: Completing Unfinished Works.

We decided to get together and hold a meeting in order to complete certain

duties as we are not yet finished.

May 8, 2023: Sudden Announcement.

We were planning to get ready for our upcoming research defense, but when
our PR adviser announced that it had been postponed because we are not
included in the research congress. He said that only after the event, we shall
continue our defense. We knew we weren’t ready, so we were actually
relieved on this particular day that it was postponed.

May 22, 2023: Dedication Reminder.

The leader reminded her group members to not forget to submit their
dedications.

June 5-13, 2023: Notifying the Group Members.

Reminding the group members to submit their lacking tasks.

June 14-16, 2023: Arranging the Required Task.

Preparing the paper for Stage 2 submission, compiling the references, and
organizing the appendices.
 83

APPENDIX F
GANTT CHART
 TASK DATE AMOUNT SOURCE OF
FUND
Official Groups February 28, Personal
2023
Title Making March 1, Personal
2023

Preparing for Title Defense March 2, Personal

2023

Title Defense March 3, 120 Group Funds

2023

Scanning for Related March 9, Personal

Articles 2023

Chapter 1 Making March 10, Personal

2023

Checking Chapter 1 March 13, 200 Group Funds

2023

Making Chapters 2 and 3 March 15-16, Personal

2023

Checking Chapters 2 and 3 March 17, 80 Group Funds

2023

Corrections of Chapters 2 March 19, Personal

and 3 2023

Revising Chapters 1,2&3 March 21-22, Personal

2023

Printing of Necessary Files March 27, 200 Group Funds

2023

Organizing our Paper for March 28, Personal

the Defense 2023

Preparing for Stage 1 March 29, Personal

Defense 2023

Stage 1 Defense March 30, 835 Group Funds

2023
Continuing some Revisions April 1, 2023 Personal

Making Questions for IGP April 3-4, Personal

2023

Printing the IGP, consent April 5, 2023 Personal

letter, and permission letter

Validating our IGP April 11, 2023 Personal

Interviewing the Participants April 12-14, 400 Group Funds

2023

Transcribing the Audio April 15-16, Personal

Recording 2023

Interviewing the Last April 17, 2023 150 Group Funds

Participant

Trans-coding and Finalizing April 18-20, Personal

the Translations of the 2023
Transcriptions

Making of PAIS April 21-25, Personal

2023
Member-Checking April 27, 2023 Personal

Completing Unfinished May 1, 2023 Personal

Works

Sudden Announcement May 8, 2023 Personal

Dedication Reminder May 22, 2023 Personal

Notifying the Group June 5-13, Personal

Members 2023

Arranging the Required June 14-16, Personal

Task 2023
 86

APPENDIX G
CURRICULUM VITAE
 Jemabel A. Vinson
jemabelvinson2006@gmail.com
09513781702

PERSONAL DATA

Home Address : Purok20,

Hagonoy, Davao del Sur

Date of Birth : March 20, 2006

Parents : James C. Vinson

Sherbel A. Vinson

Sibling/s :

EDUCATIONAL BACKGROUND

Senior High School : Currently Grade 11ABM

Hagonoy National High School

S.Y. 2022-2023

Guihing, Hagonoy, Davao del Sur

Junior High School : Hagonoy National High School

Elementary : Gadeco Elementary School

 Cutielyn B. Borembao
lynborembao@gmail.com
09285896722

PERSONAL DATA

Home Address : Purok 3, Kabataan Street, Guihing,

Hagonoy, Davao del Sur

Date of Birth : December 01, 2004

Parents : Elbert P. Borembao

Reynan B. Borembao

Sibling/s :

EDUCATIONAL BACKGROUND

Senior High School : Currently Grade 11ABM

Hagonoy National High School

S.Y. 2022-2023

Guihing, Hagonoy, Davao del Sur

Junior High School : Hagonoy National High School

Elementary : Guihing Central Elementary School

 Gabriel Anne F. Payac
gabannepayac02@gmail.com
09466398187

PERSONAL DATA

Home Address : Purok 1, Phase 1, Gilda Subdivision,

Guihing, Hagonoy, Davao del Sur

Date of Birth : July 02, 2006

Parents : Odessy Nonelo A. Payac

Rosalia F. Payac

Sibling/s : Marjunel P. Reintar

Odessy Nonelo II F. Payac

Lloyd Sheen F. Payac

Mark Raven F. Payac

EDUCATIONAL BACKGROUND

Senior High School : Currently Grade 11ABM

Hagonoy National High School

S.Y. 2022-2023

Guihing, Hagonoy, Davao del Sur

Junior High School : Hagonoy National High School

Elementary : Guihing Central Elementary School

 Hennylet Thea G. Lacarion
lacarionhennylet@gmail.com
09776258626

PERSONAL DATA

Home Address : Purok 20-E, Relocation Phase 2,

Guihing, Hagonoy, Davao del Sur

Date of Birth : August 14, 2005

Parents : Alfredo L. Lacarion

Henrietta W. Gascon

Sibling/s : Ryan Angelo G. Lacarion

EDUCATIONAL BACKGROUND

Senior High School : Currently Grade 11ABM

Hagonoy National High School

S.Y. 2022-2023

Guihing, Hagonoy, Davao del Sur

Junior High School : Hagonoy National High School

Elementary : Guihing Central Elementary School

 Marielle A. Esgana
esganamarielle@gmail.com
09702454527

PERSONAL DATA

Home Address : Purok Pinya, Paligue,

Hagonoy, Davao del Sur

Date of Birth : September 29, 2005

Parents : Endrique P. Esgana

Zeny A. Esgana

Sibling/s : Mark Clowie A. Esgana

Ericka Shane A. Esgana

Mico Chan A. Esgana

EDUCATIONAL BACKGROUND

Senior High School : Currently Grade 11ABM

Hagonoy National High School

S.Y. 2022-2023

Guihing, Hagonoy, Davao del Sur

Junior High School : Hagonoy National High School

Elementary : Romaguera Elementary School

 Ruby Anne M. Belmoro
belmororubyanne@gmail.com
09276038313

PERSONAL DATA

Home Address : Purok 19-A Monteclaro Compound,

Guihing, Hagonoy, Davao del Sur

Date of Birth : September 19, 2006

Parents : Ruel A. Belmoro

Joepe M. Belmoro

Sibling/s : Angelie Fe M. Belmoro

EDUCATIONAL BACKGROUND

Senior High School : Currently Grade 11ABM

Hagonoy National High School

S.Y. 2022-2023

Guihing, Hagonoy, Davao del Sur

Junior High School : Hagonoy National High School

Elementary : Guihing Central Elementary School