Work Life Balance of

Employees in Railways
Sector
Business Research
 Researchers

Asuncion, Pio III C.

Manager, Finance
Management Division
North Luzon Railways
(NORTHRAIL) Corporation

Cunanan, Kim Arrianne A. Bondoc, Mark Alvin C.

College Instructor Administrative Aide VI,
Holy Cross College DOH CLCHD
 Introduction

The main purpose of this study was to assess the work life balance of
employees in railways sector. The researcher used a quantitative approach in
assessing the employees by conducting an online survey questionnaire in which
some questions are graded through Likert Scale. The collected data are treated
through frequency method and ranking through the use of mean rating. There
were only 39 respondents who participated in the study.
 Statement of the Problem
1. How may the demographic profile of the respondents be described in terms of?
• Age;
• Sex;
• Civil status;
• Year of service
• Residence.

And does it have a significant effect into the work life balance of an employee?
2. How may the respondents’ work life balance be assessed?
3. Based from the findings, what interventions may be proposed?

HYPHOTESIS
Ha: There is significant level of work-life balance among the employees working in railways sector
 Significance of the Study

• Employer: The data will provide management the information needed to

adopt and create policies that have greatly effect on the performance of
employees.

• Employee: This study will provide guidance on how to weigh and assess the
time to devote to work and on to family matters.
 Scope and Delimitations

• The scope of the study was to determine the work life balance among
employees working on Railways Sector in National Capital Region.

• Limitation of the study was only limited to 49 respondents and research was
solely based on the response gathered through online questionnaires.
 Conceptual Framework
INPUT PROCESS OUTPUT

1. How may the demographic

profile of the respondents be
described in terms of?
Age; 
Sex; Survey Questionnaire (Google
form)
Civil status;
Year of service To determine the work life
Mean Rating  balance among employees
Residence. 
working in the Railways Sector
And does it have a significant in the National Capital Region.
effect on the work life balance Frequency Method 
of an employee?
2. How may the respondents’ Analysis  
work life balance be assessed?
3. Based on the findings, what
interventions may be
proposed?

FIGURE 1: Paradigm of the Study

 Methods
• Research Design
The study utilized quantitative design method of research in assessing
the respondents’ perception on work life balance.

• Respondents
The study was conducted among the personnel of North Luzon Railways
Corporation located at Barangay Matandang Balara, Quezon City. The target
populations of this study are the regular employees regardless of rank for a total
number of forty nine (49) employees.
• Instrument
Respondents were asked to indicate to what level they agreed with each
statement whereas 1 corresponds to Strongly Disagree while 4 correspond to
Strongly Agree. Close-ended survey questionnaires were distributed and sent to
the respondents via electronic copy to determine the work-life balance of
employees in railways sector.

• Data Gathering
The distribution of the questionnaire to the employees is by using Google
form. The questionnaire sent to employees explained the purpose of the research
and stated that a copy of the aggregated results would be provided if requested.
• Data Analysis
The following statistical tools were employed in interpreting the data
obtained from the survey: percentage and frequency was used to analyze the
demographic profile of the respondents; mean was measured using the 4 point
Likert Scale. The equivalent scale is shown below.
Range Scale Verbal Interpretation

4 3.26 – 4.00 Strongly Agree

3 2.51 – 3.25 Agree

2 1.76 – 2.50 Disagree

1 1.00 – 1.75 Strongly Disagree

• Ethical Consideration
To ensure privacy of data, confidentiality of the responses will be
maintained. The researchers have references and also asked permission to
conduct a survey. The researcher put citation on the secondary data and
gathered primary data through sharing of ideas and survey research.

• Statistical Treatment of Data

The basis of the data gathered by the researcher on this research are the
online survey questionnaire answers by the employees working in Railways
Sector in National Capital Region. The data gathered will be treated through
frequency method and ranking through the use of mean rating.
 Results and Discussion
Table 1: Demographic Profile of the Respondents
  Profile Frequency Percentage
Age 31 – 40 8 20.5
  41 – 50 20 51.3
  51 – 60 up 11 28.2
Total   39 100
Gender Male 26 66.7
Female 13 33.3
Total   39 100
Marital Status Married 34 87.2
  Single 4 10.2
  Widowed 1 2.6
  Divorced 0 0
Total   39 100
Length of Service 6 - 10 years 2 5.1
  11 – 15 30 76.9
  16 – 20 4 10.3
  21 up 3 7.7
Total   39 100
Postal Residence NCR 21 53.9
  Bulacan 13 33.3
  Pampanga 5 12.8
Total   39 100
 Table 2: Assessment of Feelings about the Organization
INDICATORS WM VI
Would be very happy to spend the rest of my career in this organization
  2.90 Agree
I really feel as if this organization’s problems are my own.
  2.62 Agree
I do not feel like “part of the family” in this organization.
  1.87 Disagree
I do not feel “emotionally attached” to this organization. 2.08 Disagree
This organization has a great deal of personal meaning to me.
  3.15 Agree
I do not feel a strong sense of belonging to this organization.
  1.92 Disagree
It would be very hard for me to leave this organization right now, even if I wanted to.
  2.90 Agree
Too much of my life would be disrupted if I decided I wanted to leave this organization
right now. 2.41 Disagree
 
Right now, staying with this organization is a matter of necessity as much as desire.
  2.59 Agree
I believe that I have too few options to consider leaving this organization.
  2.59 Agree
One of the few negative consequences of leaving this organization would be the
scarcity of available alternatives. 2.59 Agree
 
One of the major reasons I work for this organization is that leaving would require
considerable personal sacrifice; another organization may not match the overall
benefits I have here. 2.79 Agree
 
Mean 2.53 Agree
 Table 3: Family Situation
INDICATORS WM VI
My work keeps me from my family activities more than I would like.
2.23 Disagree
 
The time I must devote to my job keeps me from participating equally in Household
responsibilities and activities.
2.41 Disagree
 
I have to miss family activities due to the amount of time I must spend on work
responsibilities.
2.18 Disagree
 
When I get home from work I am often too frazzled to participate in family
activities/responsibilities
2.21 Disagree
 
I am often so emotionally drained when I get home from work that it prevents me from
contributing to my family.
2.18 Disagree
 
Due to all the pressures at work, sometimes when I come home I am too stressed to do the
things I enjoy.
2.18 Disagree
 
In most ways my family-life is close to my ideal.
2.95 Agree
 
The conditions of my family-life are excellent.
3.03 Agree
 
I am satisfied with my family-life. 3.31 Strongly Agree
So far I have got the important things I want in my family-life.
3.18 Agree
 
If I could live my family-life over, I would change almost nothing.
2.95 Agree
 
Mean 2.62 Agree
 Conclusions
• The employees of the Railway Sector are mostly Generation X or Baby Boomers whose age is ranging
from 41 to 60 years old which means that most of the employees have already served for almost 15
years in the service. As for the gender mostly are male, and in civil status 87.20% are married.
• As for the indicators in “Feelings of the respondents towards the organization”, based on the overall
computed mean it shows that the employees feel that they are a valuable asset to the company as well as
the company values its employees. The employees feel like they are real members of the company
which means that there is a strong relationship between the employee and employer.
• For the “Family situation indicators”, it shows that the employers value the family time of its
employees. Based on the answers of the employees they were able to attend to different family activities
duties and responsibilities, which means that the work and personal life of the employees exist.
• Based on the perception of employees about their feelings in their organization and family situation, the
researchers concluded that there was a significant level of work-life balance among the employees
working in railways sector.
 Recommendations
• The organizations in railway sector to boost up in hiring Gen Y or the Millennials so that
there is a continuous turn-over technology since the majority are in the edge of retirement.
• The organization to be more gender sensitive in hiring employees since transport sector is a
male dominated industry.
• The organization may create a team which may look and review about the workload of its
employees. The purpose of this is to reduce the workloads and burn-out of those employees
who are suffering from work overload.
• The organization may conduct a quarterly assessment towards the concerns of employees, to
monitor and have an insight towards the performance of their employees.
• The organization may impose a flexible work arrangement to its employees to give more
time to re-energize especially in this time of pandemic.
• Future research on the topic definitely worth to consider. Particularly on the assessment on
post pandemic or the new normal. Furthermore, to assess another organization that has
already a railway operation. This is surely needed for a thorough study and evaluation.
THANK YOU!