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Work-Life Balance and Job Performance Among Employees of a Tertiary

Hospital in the Philippines

Article · April 2017

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 Asia Pacific Journal of Academic Research in Business Administration, Vol. 3, April 2017
______________________________________________________________________________________________________________
Asia Pacific Journal of
Work-Life Balance and Job Performance Academic Research in
Among Employees of a Tertiary Hospital in Business Administration
Vol. 3, No. 1, 10-24
the Philippines April 2017
[email protected]
David Angelo D. Sianquita (MBA)1, Jake M. Laguador (Ed.D.)2 P-ISSN: 2467-6691
Graduate School, Lyceum of the Philippines University, E-ISSN: 2467-5148
Batangas City, Philippines
1
[email protected], [email protected]

Date Received: March 20, 2017; Date Revised: April 9, 2017

Abstract - This study aimed to determine the degree of work-life balance and job performance of
employees in one tertiary hospital in the Philippines. Descriptive type of research was utilized in the
study. Results showed that there are six (6) in every ten (10) hospital employees have high level of work-
life balance in terms of managing time and stress while half of them have perceived very high level of
social skills and work habits in terms of job performance. The group of male late-middle aged adults from
41-50 years old has significantly higher work-life balance in terms of managing self while young
unmarried adults have significantly lower work-life balance in managing leisure. Employees who are
high school graduates having 2-4 years in service have significantly higher work-life balance in terms of
managing self compared to employees with 8-10 and 11 years and above in service and bachelor’s and
master’s degree holders. Meanwhile, non-medical employees have significantly higher level of managing
self than those employees belong to medical group.

Keywords: work-life balance, job performance, tertiary hospital, descriptive research

INTRODUCTION expectations, work-life balance enables employees to

People often overlooked the idea of weighing the easily pursue more balanced lives.
purpose of their daily activities that lead to imbalance This study explored on the work-life balance in
quality of living. Employees with a high need for terms of managing self, time, stress and leisure
achievement are often considered by a continuous according to the concept of Davidson [5] who is an
urge to strive for excellence [1]. For those who try to expert in the field under study. Managing self with
balance priorities in life, this has been a popular respect to time is a basic consideration to avoid stress
phrase “We work to live, not live to work”. Juggling and more opportunities for leisure. In support,
work demands and non-work priorities, as well as Rubenfire [6] emphasized that people want to work
considering work-life balance can be very hard to really hard and know their work needs to fit well with
manage [2]. Beauregard and Henry [3] noted that the their personal life where setting a framework for
business case for work-life balance practices, as culture or ideas that employees can rally around is one
espoused by many organizations, rests on attracting way of accomplishing this.
better applicants and reducing work-life conflict According to research conducted by the Corporate
among existing employees in order to enhance Executive Board among more than 50,000 global
organizational performance. workers, work-life balance ranks as the second most
Heathfield [4] described work-life balance as a important workplace attribute behind compensation.
model that sustains the efforts of employees to split Employees who feel they have a better work-life
their time and energy between work and the other balance tend to work 21 percent harder than those that
important aspects of their lives. It is a daily effort to do not [7].
make time for family, friends, community Heathfield [4] added that when people spend the
participation, personal growth, self-care, and other majority of their days on work-related activities, they
personal activities, in addition to the demands of the have the feeling of neglecting the other important
workplace. With the assistance of the employers, who components of their lives and resulting to stress and
institute policies, procedures, actions, and unhappiness. People in careers devoted to helping
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 Asia Pacific Journal of Academic Research in Business Administration, Vol. 3, April 2017
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others, like those in the healthcare industry are the METHODS
ones facing challenges to find time for self-care [8] Research Design
and they are often the worst at maintaining a healthy The descriptive correlation method of research
work-life balance [9]. They are facing a lot of pressure was used to gather the needed information on the
from the expectations of the patients and the hospital work-life balance and job performance among the
clients where they are in the forefront of the business employees of a tertiary hospital in the Philippines and
operation of the organization. their demographic profile. Descriptive studies
In today’s fast paced business world, it is provides essential knowledge about the structure of
becoming more and more difficult to achieve work object, persons, events or phenomenon such as
life balance. Employers expect more from staff, and schedules, interviews, observation, test questionnaires
they are increasingly putting additional pressure on to mention and so on. Furthermore it shows the
them to achieve greater results. Maintaining work life relationship between variables.
balance is not only important for the personal health
and relationships, but it can also improve the Participants
efficiency of work performance [10]. The result of a Based on the supplied data by the Human
poor balance between work and personal life not only Resource Department of the tertiary hospital under
affects employees, but it also affects the companies study, there were 306 total populations of regular
that they work for [11]. Employee stress can increase employees as of first quarter of 2017. Only regular
to the level of burnout, resulting in lower productivity employees were considered because they have enough
at work, a higher potential for stress related health experience in dealing with people and they have
problems and absenteeism, with the associated costs already an idea regarding the culture and behavior in
related to these being passed on to the company. In the organization. They could able to adjust in the work
addition to this, personal and co-worker relationships environment.
and reduced job satisfaction can be experienced by The researcher retrieved the 279 or 91 percent out
employees. of the 306 distributed questionnaires to the
It is therefore the aim of the study to provide a respondents. Some limitations are being considered
baseline data about the work-life balance of the during the time of distribution by the researcher
employees in one tertiary hospital in the Philippines. including the period when respondents are full of
The results may be used as inputs to propose a activity and extremely toxic in view of their work
program to enhance the work-life balance and job demand.
performance among these employees under study.
Helping the organization to find more ways on how to Instrument
serve better all of its stakeholders is the significant The data gathering instrument was divided into
purpose of this investigation. three different parts which include the demographic
profile, work-life balance and job performance. The
OBJECTIVES OF THE STUDY introductory part includes short information
The main focus of this research is to determine the explaining the background and purpose of the
degree of work-life balance and job performance of research.
employees in one tertiary hospital in the Philippines. Part 1 includes the demographic profile of the
More specifically, it described the demographic respondents in terms of age, sex, marital status,
profile of the hospital employee-respondents educational attainment, length of service and nature of
according to age, sex, marital status, educational work.
attainment, length of service and nature of work; Part 2 is a combination of self-made and
determine the respondent’s degree of work-life standardized but modified questionnaire according to
balance in terms of managing self, time, stress and the Questionnaire on an Empirical Analysis of Work-
leisure; determines the job performance of the life balance on women employees by Swarnalatha
respondents; identify the difference of responses on [12]. The instrument for Work-Life Balance was pilot
the degree of work-life balance and job performance tested and obtained a computed cronbach’s alpha
when grouped according to demographic profile; and value of 0.928 for self management, 0.942 for time
test the significant relationship between work-life management, 0.934 for stress management and 0.942
balance and job performance. for leisure management after reliability test which are

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 Asia Pacific Journal of Academic Research in Business Administration, Vol. 3, April 2017
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considered good/acceptable for use based on the rule individuals that mostly ranges from 21-30 years old
of thumb. and followed by 31-40 years old.
Part 3 is adapted from the employee performance
evaluation of the hospital. The content of the Table 1. Frequency and Percentage Distribution of
questionnaire are validated by the experts and the Respondents’ Profile
result of reliability are secured from the statistics Age f %
center. 21-30 140 49.6
31-40 81 28.7
Procedure 41-50 48 17.0
A letter of request is submitted to the Human 51 & Above 13 4.6
Resource Department thru the Hospital Administrator. Sex
Upon approval of the request to conduct the survey of Male 112 40.88
its employees, the researcher distributed and retrieved female 162 59.12
the questionnaire with the help of some employees Marital Status
from the respondents. Single 118 42.14
Support compliance to research ethics protocol Married 145 51.79
such as informed consent was done. They were Widower/Separated 8 2.86
informed regarding the purpose of the study and the Single Parent 9 3.21
researcher ensured that they are willing to participate Educational Attainment
as respondents of this study. Those respondents who High School 30 10.6
were not able to accomplish the questionnaire were Associate 52 18.4
not pressured nor obliged to answer. They were also Bachelor 164 58.2
informed that all information they provided in the Master's 36 12.8
questionnaire will be treated with strict confidentiality Length of Service
and will solely be used for the purpose of this study. Less Than 2 years 85 30.47
2-4 years 79 28.32
Data Analysis 5-7 years 53 19.00
The needed data were tallied, encoded and 8-10 years 33 11.83
interpreted using descriptive and inferential statistics 11 years & Above 29 10.39
such as frequency count, weighted mean, Analysis of
Nature of Work
Variance (ANOVA) and Pearson. Product Moment
Non-medical 134 48.03
Correlation was used to test the relationship between
Medical 145 51.97
the work-life balance and job performance. The given
scale was used to interpret the result of the work-life
As to sex distribution, more than half of the
balance and performance: 3.50-4.00: Always (A)/Very
respondents were female with the frequency of 162 or
Good (VG); 2:50-3.49: Sometimes (So)/Good (G);
59 percent while 112 or 41 percent of the respondents
1.50-2.49: Seldom (Se)/Fair (F); 1.00-1.49:Never
are male. The result shows that majority of the
(N)/Poor (P).
respondents are female compared to the number of
male respondents.
RESULTS AND DISCUSSION
In terms of the respondent’s marital status, more
Table 1 shows the frequency and percentage
than half of the respondents were married with a
distribution of respondents according to their socio
frequency of 145 or 52 percent. This is followed by
demographic profile. In terms of age, majority of the
single with a frequency of 118 or 42 percent. While
respondents fall on the age bracket of 21-30 years old
Single parent and widower/ separated are almost the
and obtained a frequency of 140 or 50 percent. This is
same which has a frequency of 9 and 8 respectively or
followed by the age bracket of 31-40 years old with
with equal number of percentage of 3. The result
the frequency of 81 or 29 percent. The age of 41-50
shows that majority of the respondents are married
years old has a frequency of 48 or 17 percent. The age
employees and followed by single ones that is more
51 years old and above has the least number of
than 40 percent and the rest are single parent and
frequency of 13 or 4 percent. The result shows that
widower / separated.
majority of the employee are relatively young
The educational attainment reveals that the
majority of the respondents were Bachelor’s Degree
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 Asia Pacific Journal of Academic Research in Business Administration, Vol. 3, April 2017
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holder with a frequency of 164 or 58 percent. It is a frequency of 145 or 52 percent while 134 or 48
followed by respondents with Associate Degree with a percent of the respondents were in non-medical. The
frequency of 52 or 18 percent. The respondents with result shows that the in terms of nature of work, it is
Masters Degree have a frequency of 36 or 13 percent. safe to say that there is an equal distribution of work
While respondents who are High School graduate since the percentage for medical and non-medical is
have a frequency of 30 or 11 percent. The result almost equal.
shows that more almost 60 percent of the respondents Table 2 presents the degree of work-life balance
finished Bachelor’s Degree and the rest are Associate of the hospital employees in terms of managing self.
and Master’s Degree. The least are High School There is a 45 percent of the respondents believed that
graduates. sometimes they have enough time to think, plan and
In the length of service, most of respondents have schedule their day-to-day activities (3.28) while 41.8
been in the service for less than 2 years since it percent of them are always doing this. Meanwhile,
obtained the highest frequency of 85 or 31 percent. 79 52.1 percent of the respondents believed that
or 28 percent of the respondents fall in the year sometimes they have sufficient time to take care of
bracket of 2 to 4 years while 53 or 19 percent fall in themselves (3.18) while 33.3 percent of them always
the year bracket of 5 to 7 years. 33 or 12 percent of have adequate time. The 68.8 percent of them
the respondents are employed for 8 to 10 years and sometimes can spend the time they want on their own
only 29 or 10 percent of the respondents fall in the self-development (3.16) while 24.1 percent can
year bracket of 11 years and above. always have time for career growth.
The result shows that majority of the respondents The 58.2 percent of the respondents believed that
are relatively new in terms of the length of service sometimes they are able to spend suitable time on
since most of them are less than 2 years followed by their personal endeavors (3.12) while 27.7 percent of
2-4 years which is more than 30 percent. The rest are them are always doing this. Meanwhile, 52.1 percent
5-7 years, 8-10 years and 29 of the respondents of respondents believed that sometimes they are able
worked with the hospital for 11 years and above. to eat regularly for their proper nutrition (3.11) while
In terms of the respondent’s nature of work, more 30.5 percent of them are always able to eat on a
than half of the respondents were in the medical with regular basis for their health.

Table 2. Degree of Work-Life Balance in terms of Managing Self

Percentage of Responses
Managing Self WM VI Rank
Always Sometimes Seldom- Never
1. I can spend the time I want on my
24.1 68.8 7.1 3.16 So 3
own self development.
2. I have enough time to think, plan
and to schedule my day-to-day 41.8 45.0 13.1 3.28 So 1
activities.
3. I have sufficient time to take care of
33.2 52.1 14.6 3.18 So 2
myself.
4. I am able to eat regularly for my
30.5 52.1 17.4 3.11 So 5
proper nutrition.
5. I have sufficient time to rest and
28.7 52.8 18.4 3.10 So 6
relax.
6. I undergo physical exercise
22.4 47.0 30.6 2.85 So 10
regularly.
7. I have enough time to treat myself. 24.1 54.3 21.6 3.01 So 9
8. I have sufficient time of sleep every
26.6 54.3 19.1 3.07 So 8
day.
9. I have time and energy to engage in
26.6 56.4 17.0 3.09 So 7
any activities that I want to do.
10. I am spending suitable time on my
27.7 58.2 14.2 3.12 So 4
personal endeavors.
Average Percentage 28.6 54.1 17.3
Composite Mean 3.10 So
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The 52.8 percent of them sometimes have undertaking that prepares employees for more career
sufficient time to rest and relax (3.10) while 28.7 opportunities and higher responsibilities. Having clear
percent can always do. There is a 56.4 percent of the set of policies on promotions would have a greater
respondents believed that sometimes they have time pushed among the employees to strive harder in
and energy to engage in any activities that they want performing their functions effectively which served as
to do (3.09) while 26.6 percent of them are always an intrinsic motivation to climb in the corporate
doing this. ladder.
The result showed that regular employee members Table 3 presents the degree of work-life balance
sometimes have sufficient time to take care of their of the hospital employees in terms of managing time.
selves and have enough time to think, and plan for The 49.6 percent of the respondents believed that
their day-to-day activities. It shows that even on a sometimes they can meet their requirements of their
workplace that is considered busy most of the time; job without working for long hours (3.31) while 41.5
employees are still able to manage their selves as part percent of them are always doing this.
of the work-life balance. Meanwhile, 56.2 percent of the respondents
However, having sufficient time of sleep every believed that sometimes they can schedule their
day (3.07), having enough time to treat themselves preferred leave of absence with the support of their
(3.01) and undergoing physical exercise regularly immediate superior (3.30) while 37.0 percent of them
(2.85) obtained the least weighted mean scores where can always do this. The 59.9 percent of them
almost more than 50 percent of the respondents sometimes can are able to spend their day off with
answered sometimes and almost more than 20 percent their family and social life without worrying about
agreed that they can always do these activities. their job responsibility (3.25) while 32.6 percent are
Based on the article of National Sleep Foundation always doing this.
[13] that not all shift workers suffer from sleep issues. This signifies that the hospital gives daily tasks to
Shift workers between roughly 25-30% experience the employees that can be accomplished within 8
symptoms of the disorder such as excessive sleepiness hours of work where overtime is not always necessary
or insomnia. With insufficient time of sleep, it may which supports the finding of having only one (1) in
result to lack of time to manage their selves in every four (4) employees seldom or never file for
involving on physical activities including exercise. offset. The result shows that allowing the employees
With almost 30.6 percent of the regular employees to have flexible hours and offset overtime hours
have seldom to never chance of undergoing physical sometimes has an impact on the respondents.
exercise regularly is an indication that is not being The 69.1 percent of the respondents believed that
given emphasis on their day-to-day activity due to sometimes they are satisfied with the number of hours
other routines which they seemed as priority. Having a they work (3.18) while 24.8 percent of them are
15 minute exercise everyday in various manners and always satisfied. Meanwhile, 63.9 percent of
anytime of the day would help them keep awake and respondents believed that sometimes the time for their
feel better to perform their respective work family does not suffer as a result of their working
assignments. hours (3.16) while 26.4 percent of them have
It is evident that the employee-respondents have answered as always. The 64.9 percent of them
enough time to keep their daily activities in place sometimes are able to go out and have their social life
according to plan. They really devote time to manage despite the number spent in working hours (3.14)
their schedule to meet everyday targets and goals of while 25.5 percent are always capable making this
the organization especially those employees in the possible. The 68.1 percent of the respondents
nursing service where they need to establish good sometimes are able to attend their family needs even if
schedule of duty for them to address the operations of they have long job hours (3.11) while 22.3 percent of
the hospital efficiently. The shifting schedule gave them are always able of doing this.
them different work-life activities weekly, that’s why The result shows that respondents are still able to
they have to keep their schedule planned and updated. sometimes manage their time and does not require
Taking care of oneself is a mind-set that needs to them to work for longer hours and even manage to
be considered and conditioned. They thought that this choose their leave of absence as supported by their
is being addressed eventually but in reality, they lack immediate superior. It is an indication that employees
sufficient time to make it happen. Giving priority to of this hospital are still able to have a good work-life
self-development is like investing time for future balance in terms of managing time.
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Table 3. Degree of Work-Life Balance in terms of Managing Time
Percentage of Responses
Managing Time Seldom- WM VI Rank
Always Sometimes
Never
1. I am satisfied with the number of hours I
24.8 69.1 6.0 3.18 So 4
work.
2. I can meet the requirements of my job
41.5 49.6 8.9 3.31 So 1
without working long hours.
3. My family time does not suffer as a result
26.4 63.9 9.6 3.16 So 5
of my working hours.
4. My workplace provides technological
resources that allow me to work from 19.9 63.5 16.7 2.98 So 9
home if I have family affairs to attend to.
5. I can attend to my family needs even if I
22.3 68.1 9.6 3.11 So 7
have long hours on my job.
6. I can schedule my preferred leave of
absence supported by my immediate 37.0 56.2 6.8 3.30 So 2
superior.
7. I am able to spend my day off with my
family and social life without worrying 32.6 59.9 7.4 3.25 So 3
about my job responsibility.
8. Despite the number of hours spent
working, I am still able to go out and have 25.5 64.9 9.6 3.14 So 6
my social life.
9. Flexible number of hours is allowed in my
31.6 54.3 14.2 3.09 So 8
workplace.
10. We are allowed to offset for the overtime
16.2 57.9 25.9 2.78 So 10
we worked instead of paying us.
Average Percentage 27.78 60.74 11.47
Composite Mean 3.13 So

Endorsement of tasks to the next shift of duties is According to Landrum [14], providing people
being done on-time because nurses report to the office space and time away from work permits them to catch
ahead of time. It is evident based on the findings that up on truly needed activities, such as spending time
the duties and responsibilities of the hospital with their families and getting sufficient sleep. When
employees are not being taken home to be employees feel rested, they’re much better-off to
accomplished unlike other professions where job report to work.
assignments and tasks can be done anywhere they are Table 4 presents the degree of work-life balance
because of the support of online technology. But in of the hospital employees in terms of managing stress.
the hospital setting is different, once the employee The 58 percent of the respondents believed that
leaves the work place, they can do anything they want sometimes they are able to manage their self when
for themselves and family. they experience mood swings, difficulty in making
However, allowing flexible hours allowed in the decisions, and loss of concentration (3.28) while 35.2
workplace (3.09), providing technological resources percent of them could always able to manage this.
that allows them to work from home whenever they Meanwhile, 64.1 percent of the respondents believed
have family affairs to attend to (2.98) and allowing that sometimes they are still able to perform their
them to offset for the overtime they worked overtime work properly even when they feel fatigued or tired
instead of paying them (2.78) obtained the least (3.19) while 27.4 percent of them could always do.
weighted mean scores where almost more than 50 The 68 percent of them sometimes able to manage
percent of the respondents answered sometimes and their self when they experience that their work
almost more than 15 percent agreed that they can do performance is affected by stress and anxiety (3.17)
these activities always. while 24.9 percent an always do.

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Table 4. Degree of Work-Life Balance in terms of Managing Stress
Percentage of Responses
Managing Stress Seldom- WM VI Rank
Always Sometimes
Never
1. I don’t easily get irritated or frustrated. 12.1 76.2 11.7 2.99 So 10
2. I don’t easily get tired and exhausted
29.4 57.4 13.1 3.15 So 4
even if I don’t have enough rest.
3. I am able to manage myself when I
experience mental distraction caused 21.3 67.7 11.0 3.09 So 8
by non-fulfilment of obligations.
4. My self-confidence / self-esteem is not
affected even if I do mistakes most of 18.1 70.5 11.4 3.05 So 9
the time.
5. I am able to manage myself when I
experience mood swings, difficulty in
35.2 58.0 6.8 3.28 So 1
making decisions, and loss of
concentration.
6. I can still manage myself at work even
20.3 73.0 6.8 3.13 So 5
if I am frustrated.
7. I am able to manage myself when I
experience that my work performance 24.9 68.0 7.1 3.17 So 3
is affected by stress and anxiety.
8. I am still able to perform my work
properly even when I feel fatigued or 27.4 64.1 8.5 3.19 So 2
tired.
9. I don’t lose my appetite or skip meals
26.1 61.8 12.1 3.12 So 6
even if I am stressed.
10. I don’t easily get distracted even if
something or someone really annoys 21.5 68.8 9.7 3.11 So 7
me.
Average Percentage 23.6 66.5 9.8
Composite Mean 3.13 So

Employee-respondents could still able to control even if they don’t have enough rest (3.15) while 29.4
their behavior during stressful situations in the percent of them always believe on this. Meanwhile, 73
hospital, when they are facing difficulty in making percent of respondents believed that sometimes they
decisions. They learn to keep themselves calm and in can still manage their self at work even if they are
focus to avoid loss of concentration. Being alert at all frustrated (3.13) while 20.3 percent of them are
times especially those in the night shift is hard to always able to control their self during times of
achieve and sustain which makes them feel tired and frustration. The 61.8 percent of them believe that
weary in the morning. They are also aware of their sometimes they don’t lose their appetite or skip meals
work performance which might be affected by even if they are stressed (3.12) while 26.1 percent
stressful and toxic cases during emergencies. always believe that they don’t lose their appetite and
According to the article of Hotelleriejobs [15], when have their meal regularly even when stressed. The
employees feel a greater sense of control and 68.8 percent of the respondents believed that
ownership over their own lives, they tend to have sometimes they don’t easily get distracted even if
better relationships with management and are able to something or someone really annoys them (3.11)
leave work issues at work and home issues at home. while 21.5 percent of them are always still focused
The 57.4 percent of the respondents believed that even if something or someone is annoying.
sometimes they don’t easily get tired and exhausted

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Johnson [16] viewed that when stress is managed, leisure. The 50.2 percent of the respondents believed
a more positive mood occurs which has been proven that sometimes they feel satisfied with their free /
to help protect physical and mental health with a leisure hours (3.22) while 37.7 percent of them are
happy, relaxed individual equals more positive and always feeling contented on their free / rest time.
productive times around the people they care about. Meanwhile, 52.3 percent of the respondents believed
However, being able to manage their self when that sometimes they have regular time off schedule
they experience mental distraction caused by non- every week (3.13) while 34.2 percent of them always
fulfillment of obligations (3.09), having their self- have adequate time off. The 49.6 percent of them
confidence / self-esteem not being affected even if sometimes are able to enjoy the days during their time
they do mistakes most of the time (3.05) and not off with their family and friends (3.18) while 35.6
getting irritated or frustrated obtained the least percent are always doing this.
weighted mean scores where almost more than 65 It is good to note that there is high percentage of
percent of the respondents answered sometimes and employees who feel satisfied with their leisure hours
almost more than 10 percent agreed that they can which is considered one of the important elements of
manage this instances always. providing quality services to the employees. Human
In average, nearly nine (9) in every ten (10) resources in any kind of business operations are being
employees have high to very high degree of work-life valued to get their full support in the achievement of
balance in terms of managing stress. Balanced the organization’s mission. People could still find time
employees tend to feel more motivated and less to manage their leisure hours despite of busy schedule
stressed out at work, which thereby increases in the hospital. They know how to use properly their
company productivity and reduces the number of free time during weekends and day offs that help them
conflicts among coworkers and management [15]. unwind and be relaxed to recharge their energy for
Table 5 presents the degree of work-life balance another week.
of the hospital employees in terms of managing

Table 5. Degree of Work-Life Balance in terms of Managing Leisure

Percentage of Responses
Managing Leisure WM VI Rank
Always Sometimes Seldom- Never
1. I have time and energy to engage in any
17.4 75.1 7.5 3.08 So 6
leisure activities that I want to do.
2. I feel satisfied with my free/leisure
37.7 50.2 12.1 3.22 So 1
hours.
3. I am able to join extra-curricular events
16.4 64.8 18.9 2.91 So 10
and social activities.
4. I am able to enjoy my time off without
24.9 58.4 16.7 3.05 So 7.5
thinking of my work duties.
5. I am able to use my time off for relaxing
25.3 58.7 16.0 3.05 So 7.5
and resting.
6. I am able to enjoy the days during my
35.6 49.6 14.6 3.18 So 2.5
time off with my family and friends.
7. I am able to enjoy my time off without
being bothered of reporting for work 26.0 54.8 19.2 3.02 So 9
during emergency cases.
8. I am able to schedule when it comes to
29.5 57.3 13.2 3.13 So 4.5
my vacation.
9. I have regular time off schedule every
34.2 52.3 13.5 3.18 So 2.5
week.
10. Despite the number of hours spent for
work and working shift, I am still able to 26.0 61.8 11.6 3.13 So 4.5
go out and have my social life.
Average Percentage 27.4 58.3 14.3
Composite Mean 3.10 So

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The 61.8 percent of the respondents believed that report to work regularly (3.58) while 34.8 percent of
sometimes despite the number of hours spent for work them are sometimes able to be on their work regularly.
and working shift, they are still able to go out and Meanwhile, 47.3 percent of the respondents believed
have their social life (3.13) while 26 percent of them that sometimes they are able to practice self-discipline
are always doing this. Meanwhile, 57.3 percent of on their work (3.47) while 50.2 percent of them are
respondents believed that sometimes they are able to always doing this. The 45.2 percent of them
schedule when it comes to their vacation (3.13) while sometimes are able to demonstrate dedication and
29.5 percent of them are always doing this. The 75.1 commitment to the task assigned to them (3.47) while
percent of them sometimes have the time and energy 50.9 percent are always able to show devotion to the
to engage in any leisure activities that they want to do errands given to them. The 53 percent of them
(3.08) while 17.4 percent believe that they have time sometimes are able to show punctuality on their work
and energy to be involved in other activities they want (3.41) and 44.1 percent could always able to observe
during their free time. that.
The result implies that the respondents are able to The result shows that majority of the respondents
manage their leisure since 50 percent of the responses are always able to report to work regularly where It
have the chance to have their regular time off and they can be classified as a positive indication for the job
feel satisfied with their free/leisure hours. performance in terms of work habits.
However, being able to use their time off for However, being able to perform their task without
relaxing and resting (3.05), being able to enjoy their much supervision (3.35) obtained the least weighted
time off without thinking their work duties (3.05), mean scores where almost 60 percent of the
being able to enjoy their time off without being respondents answered sometimes and almost more
bothered of reporting for work during emergency than 35 percent agreed that they can do these activities
cases (3.02) and being able to join extra-curricular always.
events and social activities (2.91) obtained the least The result implies that since majority sometimes
weighted mean scores where almost more than 50 still needs supervision and guidance from their
percent of the respondents answered sometimes and immediate superior since most of the respondents,
almost more than 15 percent agreed that they can do based on demographic profile in terms of length of
these activities always. service are less than 2 years, most of them are
In average, there are three (3) with very high relatively new.
degree and six (6) with high degree in every ten (10) It is already part of the culture and habit of the
employees that could be able to manage their leisure large percentage of the employees to report on their
activities appropriately. work regularly where they really value and practice
Table 6 presents the job performance of self-discipline that serve as their guiding principle to
employees in terms of work habits. The 61.6 percent demonstrate commitment and punctuality.
of the respondents believe that they are always able to

Table 6. Job Performance of Employees in terms of Work Habits

Percentage of Responses
Work Habits WM VI Rank
Always Sometimes Seldom- Never
1. I am able to show punctuality on my
44.1 53.0 2.9 3.41 So 4
work.
2. I am able to report regularly on my
61.6 34.8 3.6 3.58 A 1
work.
3. I am able to perform my task without
38.7 58.1 3.2 3.35 So 5
much supervision.
4. I am able to practice self-discipline on
50.2 47.3 2.5 3.47 So 2
my work.
5. I am able to demonstrate dedication and
commitment to the tasks assigned to 50.9 45.2 3.9 3.47 So 3
me.
Average Percentage 49.1 47.7 3.2
Composite Mean 3.46 So

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Table 7. Job Performance of Employees in terms of Work Skills
Percentage of Responses
Work Skills WM VI Rank
Always Sometimes Seldom- Never
1. I am able to demonstrate the ability to operate
39.8 56.6 3.6 3.35 So 3
machines needed on my job.
2. I am able to handle the details of the work
60.9 36.9 2.2 3.58 A 1
assigned to me.
3. I am able to show flexibility (whenever the need
37.6 59.1 3.2 3.34 So 4
arises)
4. I am able to manifest thoroughness and precise
54.5 39.4 6.1 3.48 So 2
attention to details.
5. I am able to fully understand the linkage or
connection between my previous, intervening 39.4 55.7 5.0 3.33 So 5
and subsequent tasks.
6. I am able to usually come up with sound
37.6 57.1 5.4 3.32 So 6
suggestions to problems.
Average Percentage 44.9 50.8 4.2
Composite Mean 3.40 So

Table 7 presents the job performance of work skills while 4 to 5 in every ten (10) have rated
employees in terms of work skills. The 60.9 percent of themselves with very high degree of this skill.
the respondents believed that they are always able to Table 8 presents the job performance of
handle the details of the work assigned to them (3.58) employees in terms of social skills. The 58.2 percent
while 36.9 percent of them are sometimes are able to of the respondents believed that they are always able
do this. Meanwhile, 39.4 percent of the respondents to show respect and courtesy in dealing with their
believed that sometimes they are able to manifest peers and supervisors (3.53) while 36.4 percent of
thoroughness and precise attention to details (3.48) them are sometimes doing this. Meanwhile, 53.2
while 54.5 percent of them always observe and pay percent of the respondents believed that they are
close attention. The 56.6 percent of them sometimes always able to show poise, self-confidence and
are able to demonstrate the ability to operate machines gratitude for any form of assistance granted to them
needed on their job (3.35) while 39.8 percent are by others (3.50) while 44.3 percent of them are
always doing this. The 59.1 percent of the respondents sometimes doing this. The 52.5 percent of them
believed that sometimes they are able to show believe they are always capable of learning from and
flexibility whenever the need arises (3.34) while 37.6 listening to their co-workers (3.50) while 45.7 percent
percent of them are always doing this. The 55.7 are sometimes capable of it.
percent of the respondents are able to fully understand The 50.7 percent of the respondents believed that
the linkage or connections between their previous, sometimes they are able to show appreciation and
intervening and subsequent tasks (3.33) while 39.4 gratitude for any forms of assistance granted to them
percent of them are sometimes are able to do this. The by others (3.46) while 48.2 percent of them are always
result shows that majority of the respondents are doing this. Meanwhile, 48.6 percent of respondents
always able to handle the details of the work assigned are willingly helping others whenever necessary in the
to them which shows that the employees have the performance of their tasks (3.46) while 48.9 percent of
proper skills to perform the task given to them. them are always able to show being supportive when
However, being able to usually come up with need arises.
sound suggestions to problems (3.32) obtained the The result shows that majority of the respondents
least weighted mean scores where almost 60 percent are always able to respect and courtesy in dealing with
of the respondents answered sometimes and almost their peers and supervisors. This supports the article of
more than 35 percent agreed that they can do these Maislin [17] that a respectful workplace generates
activities always. Attention to detail is being given engaged and productive employees. Conversely,
emphasis on the work assignments of these hospital workplaces where employees feel disrespected
employees to manifest precision. Half of the total experience high levels of conflict, turnover,
populations of the respondents have high degree of grievances, and low levels of commitment, attendance
and productivity.
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Table 8. Job Performance of Employees in terms of Social Skills
Percentage of Responses
Social Skills WM VI Rank
Always Sometimes Seldom- Never
1. I am able to show tact in dealing with different
38.9 58.6 2.5 3.36 So 7
people I have contact with.
2. I am able to show respect and courtesy in
58.2 36.4 5.4 3.53 A 1
dealing with my peers and supervisors.
3. I am able to willingly help others (whenever
48.9 48.6 2.5 3.46 So 5
necessary) in the performance of my tasks.
4. I am capable of learning from and listening to
52.5 45.7 1.8 3.50 A 2.5
my co-workers.
5. I am able to show appreciation and gratitude for
48.2 50.7 1.1 3.46 So 4
any form of assistance granted to me by others.
6. I am able to show poise, self-confidence and
53.2 44.3 2.5 3.50 A 2.5
always well-groomed.
7. I am able to show maturity when it comes to my
42.9 55.4 1.8 3.41 So 6
emotion.
Average Percentage 49.0 48.5 2.5
Composite Mean 3.46 So

However, being able to show maturity when it respondents belongs to 41-50 years old has
comes to their emotion (3.41) and able to show tact in significantly higher work-life balance in terms of
dealing with different people they have contact with managing self, compared to 21-30 and 31-40 years old
(3.36) obtained the least weighted mean scores where age brackets. Likewise, the group of respondents
almost more than 55 percent of the respondents belongs to 21-30 years old has significantly lower
answered sometimes and almost more than 35 percent work-life balance in managing leisure compared to
agreed that they can do these activities always. 31-40 and 41-50 years old age brackets.
The result implies that being able to show However, there is no significant difference on
maturity when it comes to their emotion and being managing time and stress in terms of work-life
able to show intact with different people they have balance as well as in the work habit, work skills and
contact with has an impact to the respondents. In social skills under the dimension of job performance
general, it shows that they really value respect and as indicated by the computed p-values which are
courtesy to maintain harmonious relationship among greater than the 0.05 level of significance. This
peers both in the medical and non-medical service signifies that no matter what age the employees will
departments. It gives high sense of professionalism be they have different approaches on how to manage
and adherence to ethical standards. time and stress with respect to their job performance.
This also implies that there is no specific age bracket
Table 9. Difference on Work-Life Balance and Job this can be handled appropriately.
Performance when grouped according to Age
Work-Life 21- 31- 41- 51- f- p- Table 10. Difference on Work-Life Balance and
Balance 30 40 50 Above value value Job Performance when grouped according to Sex
Self 3.02 3.07 3.31 3.30 5.419* .001 Work-Life
Time 3.10 3.11 3.25 3.11 1.806 .146 Male Female t-value p-value
Balance
Stress 3.11 3.17 3.12 3.07 .487 .692 Self 3.16 3.05 1.968* 0.049
Leisure 2.97 3.21 3.27 3.18 6.267* .000 Time 3.13 3.12 .130 0.897
Job Performance Stress 3.13 3.13 -.099 0.921
Work Habits 3.44 3.42 3.54 3.55 1.079 .359 Leisure 3.05 3.13 -1.224 0.222
Work Skills 3.40 3.39 3.41 3.45 .075 .974 Job
Social Skills 3.48 3.40 3.49 3.55 .992 .397 Performance
*Significant at p-value <0.05 Work Habits 3.38 3.52 -2.544* 0.012
Work Skills 3.33 3.44 -2.085* 0.038
Table 9 reveals the difference of responses on the Social Skills 3.40 3.50 -1.951 0.052
degree of work-life balance and job performance *Significant at p-value <0.05
when grouped according to age. The group of
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 Asia Pacific Journal of Academic Research in Business Administration, Vol. 3, April 2017
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Table 10 reveals the difference of responses on and relatives even once or twice in a year.
the degree of work-life balance and job performance However, there is no significant difference on
when grouped according to sex. There is a significant managing self, time and stress as well as in the job
difference of response on the degree of work-life performance between single and married employees
balance between male and female employees in terms as indicated by the computed p-values which are
of managing self as denoted by the computed p-value greater than the 0.05 level of significance. It means
of 0.049 which is less than the 0.05 level of that they have the tendency to obtain either high or
significance. Result shows that male employees have low levels on these dimensions of work-life balance
significantly higher level of work-life balance and job performance. There is no specific marital
activities in managing self compared to female status on the scope of this study that this can be
employees. differently performed. It is good to note that they can
Meanwhile, female employees have significantly both perform the duties and responsibilities in the
higher perceived level of job performance in terms of hospital very well.
work habits and skills compared to male employees as
indicated by the computed p-values of 0.012 and Table 12. Difference on Work-Life Balance and
0.038, respectively which are less than the 0.05 level Job Performance when grouped according to
of significance. Educational Attainment
Work-Life f- p-
HS Assoc BS MA
Table 11. Difference on Work-Life Balance and Balance value value
Job Performance when grouped according to Self 3.26 3.23 3.05 3.01 3.646* 0.013
Marital Status Time 3.17 3.13 3.12 3.13 .019 0.951
Work-Life Single Married Stress 3.04 3.14 3.15 3.11 .111 0.544
f-value p-value Leisure 3.15 3.11 3.07 3.14 .283 0.838
Balance
Self 3.06 3.13 -1.202 0.230 Job
Performance
Time 3.09 3.17 -1.506 0.133
Work Habits 3.46 3.45 3.47 3.41 .046 0.867
Stress 3.12 3.12 .031 0.976
Leisure 3.01 3.17 -2.440* 0.015 Work Skills 3.34 3.33 3.42 3.43 .154 0.499
Job Social Skills 3.40 3.40 3.49 3.48 .149 0.493
Performance *Significant at p-value <0.05
Work Habits 3.44 3.48 -.828 0.480
Work Skills 3.41 3.38 .482 0.630 Table 12 reveals the difference of responses on
Social Skills 3.47 3.45 .454 0.651 the degree of work-life balance and job performance
*Significant at p-value <0.05 when grouped according to educational attainment.
The group of respondents belongs to High School
Table 11 reveals the difference of responses on Graduates has significantly higher work – life balance
the degree of work-life balance and job performance in terms of managing self, compared to Bachelor’s
when grouped according to marital status. There is a and Master’s Degree Holders as denoted by the
significant difference of response between single and computed p-value of 0.013 which is lower than the
married employees in the work-life balance in terms 0.05 level of significance.
of managing leisure as denoted by the computed p- However, there is no significant difference in
value of 0.015 which is less than the 0,05 level of managing time, stress and leisure in terms of work-life
significance. This signifies that married employees balance as well as the job performance when grouped
have significantly higher level in managing leisure according to educational attainment as indicated by
compared to unmarried employees. A family man and the computed p-values which are greater than the 0.05
woman need to provide their children with the quality level of significance. This signifies that educational
time together especially going to church every Sunday attainment is not considered a good factor to describe
and eat for lunch compared to unmarried employees the job performance of these hospital employees.
where sometimes they devote their time sleeping all They could have low and high perceived level of job
day during day off or spend their time playing games performance across all groups of educational
in the cellphone. Unmarried employees have also time attainment where computed variances between groups
for long vacation but not always and they see to it are not sufficient to mark one group as different from
could be fun and exciting together with their friends the other.

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Table 13. Difference of responses on the Degree of Work-Life Balance and Job Performance when
grouped according to Length of Service
Work-Life Balance <2 2-4 5-7 8-10 11&> f-value p-value
Managing Self 3.11 2.98 3.08 3.24 3.26 2.756* .028
Managing Time 3.17 3.08 3.07 3.15 3.22 1.142 .337
Managing Stress 3.20 3.10 3.06 3.15 3.11 1.176 .322
Managing Leisure 3.11 3.05 3.06 3.17 3.25 .990 .414
Job Performance
Work Habits 3.43 3.44 3.45 3.45 3.64 1.420 .227
Work Skills 3.39 3.45 3.32 3.37 3.51 1.196 .313
Social Skills 3.43 3.48 3.41 3.44 3.65 1.723 .145
*Significant at p-value <0.05

Table 13 reveals the difference of responses Therefore, the null hypothesis is rejected. This
on the degree of work-life balance and job signifies that the non-medical employees working in
performance when grouped according to length of the administrative personnel and utility have
service. There is a significant difference of responses significantly higher level of managing self than those
on the degree of work-life balance and job employees belong to medical group that include the
performance in terms managing self when grouped nurses and medical technologists.
according to length of service. The employees having However, there is no significant difference on
2-4 years have significantly lower level of managing managing time, stress and leisure, as well as the work
self, compared to employees with 8-10 and 11 years habits, work skills and social skills as indicated by the
and above in service. This signifies that those with computed p-values which are all greater than the 0.05
longer length of service have already adjusted to the level of significance. This signifies that both groups
nature of work where they can already handle have diverse work-life balance related activities and
appropriately any work conditions and they can levels of job performance wherein the computed
manage their duties and responsibilities with minimal variance is not sufficient to make any difference
stress. between groups.

Table 14. Difference on Work-Life Balance and Table 15. Significant relationship between work-
Job Performance when grouped according to life balance and job performance
Nature of Work Work Work Social
Work-Life Non- f- p- Habits Skills Skills
Medical Managing r-value
Balance Medical value value .228(**) .261(**) .182(**)
Managing Self 3.25 2.96 5.137* 0.000 Self p-value .000 .000 .002
Managing Time 3.15 3.12 .520 0.603 Managing r-value .350(**) .413(**) .329(**)
Managing Stress 3.10 3.16 -1.170 0.243 Time p-value .000 .000 .000
Managing Leisure 3.15 3.07 1.280 0.202 Managing r-value .277(**) .423(**) .296(**)
Job Performance Stress p-value .000 .000 .000
Work Habits 3.49 3.44 .833 0.406
Managing r-value .353(**) .405(**) .399(**)
Work Skills 3.38 3.42 -.778 0.437 Leisure p-value .000 .000 .000
Social Skills 3.44 3.49 -.945 0.345
*Significant at p-value <0.05 **Significant at p-value <0.01

Table 14 reveals the difference of responses on Table 15 reveals the significant relationship
between work-life balance and job performance.
the degree of work-life balance and job performance
when grouped according to nature of work. There is a There is a significant relationship between the work-
significant difference of response on the degree of life balance and job performance of the employees in
work-life balance and job performance of the one private hospital in Batangas City as denoted by
the computed p-values which are all less than the 0.05
employees between non-medical and medical in terms
managing self as denoted by the computed p-value level of significance. Therefore, the null hypothesis is
which is less than the 0.01 level of significance. rejected. This signifies that the higher the work-life
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 Asia Pacific Journal of Academic Research in Business Administration, Vol. 3, April 2017
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balance related activities of the respondents; there is a the promotion of work-life balance to employees and
possibility of having high job performance. may further encourage and offer training benefits to
Employees with adequate quality time for self, assist employees to improve their skills and
family and friends have also enough capacity to fulfill performance. The hospital management may review
their work assignments and job responsibilities and improve the salary scale to boost the employee
without suffering their health and social obligations. performance and satisfaction. Future researchers may
They have the motivation to explore their potentials to compare results of work-life balance between private
exhibit good work habits and social skills in the and public hospital and may include other variables
workplace in order to maintain conducive work such as productivity, job outcomes and quality service
environment. It helps the organization to have smooth as well as investigating the management support to the
flow of every operation that gives a positive image to work-life balance of the employees.
the services being delivered to all stakeholders.
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