THE INFLUENCE OF WORKFORCE

DIVERSITY TOWARDS EMPLOYEES’

PERFORMANCE IN DRUGSTORES OF
SANTO TOMAS, DAVAO DEL NORTE

Renz Marie L. Amper Hyacinth D. Afable

 CHAPTER III
RESULTS AND DISCUSSIONS
Table 2. Level of Workforce Diversity in terms of
Gender
Descriptive
Items SD Mean
Equivalent
1. The employees have not been discriminated by employer while hiring and
1.18 4.17 High
recruitment process on the gender basis.
2. The company does a good job of attracting and hiring women. 0.90 4.29 Very High

3. Fair treatment is given to all employees, whether they are male or female. 1.23 4.17 High
4. Opportunities for growth and advancement exist for women in our
0.75 3.98 High
organization.
5. A career development that includes women is encouraged within our
0.86 4.04 High
company.
6. The companies training and development program is developed to meet
0.91 4.11 High
the criteria/requirement of the male and female.

7. Women are involved in the company’s decision making as much as men. 1.21 3.64 High

8. The performance criteria for success are expected to be higher for men
1.06 3.04 Average
than women.
9. The performance criteria for success are expected to be higher for women
1.08 3.22 Average
than for men.

10. I am positive about gender diversity in this workplace 0.82 4.34 Very High

Category Mean 0.99 3.90 High

Table 3. Level of Workforce Diversity in terms of Age
Descriptive
Items SD Mean
Equivalent
1. My team leaders include all members at different ages in
0.86 4.13 High
problem solving and decision making.

2. The age differences in work group might cause conflict. 1.36 2.57 Low
3. At work, I experience a lot of bonding with people of different age
1.05 4.40 Very High
group.
4. I am positive about age diversity in this workplace. 0.74 4.23 Very High
5. I always welcome young employees to develop their skills and
0.88 4.46 Very High
knowledge in there different department.
6. 40s and 50s employee is competence. 1.16 3.03 Average
7. Making a career change is possible in your 40s and 50s so long
1.00 3.46 High
as you can recognize your skills as transferrable.
8. No matter which sector you’re coming from or what you
experience looks like, it’s never too late to make a fulfilling and 0.62 4.42 Very High
successful career shift in your 40s and 50s.
9. I feel comfortable working without discrimination of age. 0.72 4.60 Very High
10. The level of work is not base on the age. 0.83 4.50 Very High
Category Mean 0.92 3.98 High
Table 4. Level of Workforce Diversity in terms of Attitude
Descriptive
Items SD Mean
Equivalent
1. I have asked for training to do my job better. 0.97 4.32 Very High

2. I have the right tools and equipment to do my job. 0.75 4.33 Very High

3. When change is about to happen, I am consulted. 0.87 4.09 High

4. I think people appreciate the work I do. 0.89 3.93 High

5. I think I am paid the right amount of money for the work I do. 1.44 3.13 Average

6. I think the company cares about me as an employee. 1.41 3.50 High

7. Contributes to a positive and fun work environment. 0.82 3.82 High

8. Shows by their action that they trust in the positive intentions of others. 0.95 3.91 High

9. Treats all people fairly and with respect. 1.12 4.08 High

10. Works to eliminate unnecessary work or barriers that get in others’

0.87 3.82 High
way.
Category Mean 1.00 3.89 High
Table 5. Level of Workforce Diversity in terms of Personality
Traits
Descriptive
Items SD Mean
Equivalent

1. I will do my best if I accept the task. Very High

0.64 4.59
2. I enjoy being part of the group. Very High
0.64 4.50
3. I easily comes up new ideas. Very High
0.87 4.20
4. I am considerate and kind to everyone. Very High
0.75 4.27

5. I feel that I am able to deal with things. Very High

0.67 4.20

6. I have rich vocabulary.

0.80 3.33 Average

7. I feel comfortable around people.

0.74 4.03 High

8. I love to help others. Very High

0.78 4.39

9. I want everything to be “just right”. Very High

0.71 4.30

10. I handle tasks smoothly. Very High

0.85 4.27

Category Mean 0.74 4.21 Very High

TABLE 6.
SUMMARY ON LEVEL OF WORKFORCE
DIVERSITY

Descriptive
Indicators SD Mean
Equivalent

1. gender 0.99 3.90 High

2. age 0.92 3.98 High

3. attitude 1.00 3.89 High

4. personality traits 0.74 4.21 Very High

Overall 0.91 4.00 High

Table 7. Level of Employees’ Performance in terms of
Organizational Performance
Descriptive
Items SD Mean
Equivalent

1. I am willing to perform all my duties in the institution.

0.50 4.52 Very High
2. I make sure that I am always the first one to arrive in the office.
0.67 3.55 High
3. I have received recommendation for the good quality of my work.
0.64 3.54 High
4. I have been rated as one of the best performing employees in the
institution. 0.69 3.34 Average

5. I apply a lot of effort when performing my task.

0.67 4.06 High

6. I leave the office clearly organize.

0.76 3.94 High
Category Mean 0.65 3.83 High
 Table 8. Level of Employees’ Performance in terms of
Altruism
Descriptive
Items SD Mean
Equivalent

1. I give my time to help employees with work-related problems.

0.70 4.14 High
2. I talk to other employees before taking actions that might affect them.
0.94 3.98 High
3. I take time out of my day to train and assist new employees.
0.92 4.00 High
4. I help out other teammates if someone falls behind once own practice.
0.73 4.09 High

5. I feel a strong sense of belonging to my institution.

0.90 3.88 High

6. I feel the gap when others are absent from their jobs.
0.86 3.68 High
Category Mean 0.84 3.96 High
Table 9. Level of Employees’ Performance in terms of Civic
Virtue
Descriptive
Items SD Mean
Equivalent
1. I really feel as if this institution’s problems are my own problems. 1.08 3.54 High

2. I am eager to tell outsiders about the good of the institution 0.89 3.42 High

3. I am willing to stand up to protect the reputation of the institution. 0.94 3.67 High

4. I actively attend the institution’s meetings. 1.02 3.83 High

5. I do mind taking on new challenging assignments. 0.72 4.08 High

6. I make constructive suggestion that improve institution’s operation. 1.02 3.76 High
Category Mean 0.84 3.96 High
Table 10. Level of Employees’ Performance in terms of
Conscientious
Descriptive
Items SD Mean
Equivalent
1. I attend activities that are not normally required of me but help the
0.51 3.07 Average
institution’s image.
2. I often arrives early and starts to work immediately. 1.15 3.71 High
3. I obey the institution’s rules and procedures even when no one is
0.88 3.97 High
watching and no evidence can be traced.
4. I believe in giving an honest day for an honest day’s pay. 0.98 4.23 Very High

5. My attendance at work is above the expected. 0.82 4.13 High

6. I do not take extra breaks 0.90 3.59 High

Category Mean 0.84 3.96 High
TABLE 11.
SUMMARY ON LEVEL OF EMPLOYEES’
PERFORMANCE

Descriptive
Indicators SD Mean
Equivalent

1. Organizational
0.65 3.83 High
Performance

2. Altruism 0.84 3.96 High

3. Civic Virtue 0.94 3.71 High

4. Conscientious 0.87 3.78 High

Overall 0.83 3.82 High

TABLE 12.
SIGNIFICANCE OF THE RELATIONSHIP BETWEEN
WORKFORCE DIVERSITY AND EMPLOYEES’
PERFORMANCE IN DRUGSTORES OF SANTO TOMAS,
DAVAO DEL NORTE
 CHAPTER IV
SUMMARY, CONCLUSIONS,
AND RECOMMENDATIONS
 SUMMARY
1. For the level of workforce diversity, personality traits obtained the highest mean of 4.21 with a descriptive equivalent of very high and an

SD of 0.74. It was followed by the age which has a mean of 3.98 with a descriptive equivalent of high and an SD of 0.92. Next to the age is

gender which had a mean of 3.90 with a descriptive equivalent of high and an SD of 0.99. However, attitude obtained the lowest mean of

3.89 with a descriptive equivalent of high and an SD of 1.00. Moreover, it had an overall mean of 4.00 and an overall SD of 0.91 with a

descriptive equivalent of high.

2. For the level of employees’ performance, altruism obtained the highest mean of 3.96 with a descriptive equivalent of high and an SD of

0.84. It was followed by organizational performance which has a mean of 3.83 with a descriptive equivalent of high and an SD of 0.65.

Next to that was conscientious which has a mean of 3.78 with a descriptive equivalent of high and an SD of 0.84. Nevertheless, civic virtue

got the lowest mean which was 3.71 with a descriptive equivalent of high and an SD of 0.94. Furthermore, it had an overall mean of 3.82

with a descriptive equivalent of high and an overall SD of 0.83.

3. The relationship between workforce diveristy and employees’ performance showed a moderate positive correlation with an r-value of 0.334

and a p-value of 0.000 which was lower than the level of significant 0.05. The result indicated the rejection of null hypothesis.
CONCLUSIONS
1. The level of workforce diversity was high. This indicated that the workforce diversity in drugstores of Santo Tomas,

Davao del Norte was always manifested. The results of this study showed that workforce diversity has a big impact on

employees’ performance. It was one of the most important factors resulting in higher levels of employees’ performance.

The analysis findings demonstrated that personality traits had the capacity to provide an explanation for workforce

diversity. Regarding the four factors, personality traits shows that employees do their best when they accept the task.

2. The level of employees’ performance was high. This meant that employee’s performance in the Drugstores of Santo

Tomas Davao Del Norte was evident. The result of this study showed that employees’ performance in drugstores

depends on several factors, including organizational performance, altruism, civic virtue, and conscientious.

Furthermore, it was found that altruism play a significant role in determining how employees can give their full

potential in the workplace. Businesses that provide the needs of their employees can reassure that they care for the

referral of growth and profitability of the company.

CONCLUSIONS
3. There was a significant relationship between the level of workforce diversity and employees’ performance. It

meant that the higher the workforce diversity is, the higher the employees’ performance would be. Based on

the results of this study, the relationship between workforce diversity and employees’ performance of

drugstores was found significant.

RECOMMENDATIONS

1. The drugstores owners assess the value of workforce diversity and providing excellent services to their

staff and consumers. Owners can continue to have a positive influence on their environment and boost

performance by continuously improving their workforce diversity. This would allow them to have a greater

impact on society by delivering high-quality employment service.

2. To the managers, improving their service by handling and preserving high quality performance can affect

the satisfactory level and broaden their entrepreneurial competences in giving the right services for their

customers. Practice effective strategies in terms of providing a proper treatment for their staff leads to a

good quality service for the customers and ensure satisfaction.

RECOMMENDATIONS

3. The employees can lead to an array of good results that improves their performance, socialize, foster innovation, and

helps a company to succeed overall.

4. The entire study emphasizes that the higher the workforce diversity, the higher the employees’ performance. The null

hypothesis was rejected which means, the two variables was found significant.

5. Future researchers examine the effectiveness of existing educational programs and how they can be enhanced and

focused. They should provide additional knowledge and information about workforce diversity and employees’ performance

in drugstores. They must look precise and comprehensive studies to firmly support and incorporate the information

gathered.
THANK YOU!