A Correlational Study Between Benefits Gained and Work Attitude of Espiritu Santo Parochial School Teachers

ESPIRITU SANTO PAROCHIAL SCHOOL OF MANILA, INC.
CHAPTER 1
RESEARCH PROBLEM AND ITS BACKGROUND
1.1 Background of the Study
A benefit plan is a benefit for working in a specific company. It is a benefit
that is more than just the salary. It can be in the form of an insurance, a retirement
plan, paid sick days or vacation days, and many more. The reason why the
researchers decided to look for solutions to the problem is because there is a lack
of study in the relationship of benefits gained to work attitude based on the related
literature that the researchers have read.
The data was gathered, collected and studied at the school where the
researchers enrolled in which is Espiritu Santo Parochial School particularly in the
Main Building and the Annex 1 Building as these areas are where most of the
employees are located.
The researchers identified the independent variable as the benefits gained
explained as an advantage or profit gained from something such as health
insurance, pension and etc. (Oxford living dictionaries, 2018), such as subsidies,
bonuses, 13th month pay, health cards, financial support and scholarships. To be
A CORRELATIONAL STUDY BETWEEN BENEFITS GAINED AND WORK ATTITUDE OF ESPIRITU SANTO PAROCHIAL
1 SCHOOL TEACHERS
used in order to get the dependent variable, the work attitude is defined as the way
a person views something or tends to behave in their line of work (Collins
Dictionary) of the Espiritu Santo Parochial School employees and whether these
benefits have an effect on the performance expounded as the process of improving
and increasing capabilities of staff through access to education and training
opportunities in the workplace (Business Dictionary, 2018). Work attitude that the
researchers defined by the researcher’s as the way a teacher passes the
requirements that they are tasked to do. Furthermore, the variable, benefits
gained, could be a possible cause on why there is a relation between benefits and
the work attitude of the Espiritu Santo Parochial School employees.
The researchers identified the research gap by reading related literatures.
According to Umali et al. (2013), improving performance is the great impact of
incentives. The findings of Park and Sturman (2009) also mentioned that there is
a strong connection between (merit) pay and performance have shown a positive
effect on future performance, though there are other aspects that can affect the
job satisfaction of an employee, namely: general working conditions, pay and
promotional potential, work relationship, use of skills and abilities, work activities
and supervision, and leadership (Blance and Memes, n.d.). Also, a research
conducted by Bronson (2017) has shown that nearly 60% of employees say that
benefits are “very important” and that employees who are satisfied with benefits
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gained are four times likely to be satisfied with their job. However, the researchers
have found a gap which is the work attitude of the employee. It has become the
research gap because of the related literature that the researchers used are more
on the motivation, satisfaction, and employee retention.
This research can benefit the whole of Espiritu Santo Parochial School in a
way that the administration can create benefits that can contribute to the work
attitude of its employees. The research study can help the beneficiaries by making
them realize the relationship between benefits gained and work attitude and how
these benefits can affect employee performance and work efficiency.
1.2 Problem Statement
The researchers aimed to determine the relationship between the benefits gained
by employees and their work attitude.
1. What is the significant relationship between the benefits gained by an
employee in his/her work attitude,
2. How can these benefits packages affect the Espiritu Santo Parochial School
employees in terms of:
• Employee Performance,
• Work Efficiency?
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1.3 Research Hypotheses
Null Hypothesis
There is no significant relationship between benefits gained and work
attitude.
Alternate Hypothesis
There is significant relationship between benefits gained and work attitude.
1.4 Significance of the Study
The significance of this research was to know whether there is a significant
relationship between employee benefits and work attitude of the employees of
Espiritu Santo Parochial School in terms of productivity, motivation, and
assurance. In fact, this study can help the school with the awareness of what the
relationship between the benefits gained by employees and their work attitude.
The employees of Espiritu Santo Parochial School will gain more
information about the relationship of the benefits gained to their work attitude. The
employees can realize that there is a connection between the benefits that they
gained in work and the attitude that they do in their work. They can be more aware
of the effects of benefit packages to their employee performance and work
efficiency
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The principal can utilize this relationship as an asset to the overall
performance of the employees in the school. As the leader of the school, the
principal can easily use this data as one way of making their subordinates more
efficient in their field of work. Results can also be used to improve employees’ skills
even more with the benefit packages affecting employee performance, which can
overall give the school a high standard of quality teaching.
With the knowledge of the study. The head of the H.R can think of a good
benefit reward to be given to their employees to improve their work attitude.
Through this research’s findings, the H.R of the school will have more knowledge
on how they will handle their employees to make them more productive. It can also
help them create a more innovative benefit system in the future as it can affect the
performance and work efficiency gain of their employees.
One purpose of this research is to provide support for those people of
Espiritu Santo Parochial School who will decide to have the same study for future
reference. Future researchers of the same field of study can use this research as
one of their references to their future research work, especially researchers who
seeks answers about work attitudes and/or benefits that a worker can get. This
can help the people of Espiritu Santo Parochial School since the locality study is
related to it.
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The researchers gained knowledge on the subject of employee benefits and
work attitude in a way that the researchers can be familiarized with this topic to a
point that the researchers can use these ideas in a different research, such as
those within the range of employee satisfaction and/or motivation, the ideas of
benefit packages itself, a work attitude of an employee and many more. Also, the
researchers can basically answer a question that revolves around this field of study
1.5 Scope and Delimitations
This study determined whether there is a significant relationship of benefits
gained by the employee and work attitude in Espiritu Santo Parochial School. The
data was gathered, collected and studied at the school where the researchers are
in which is Espiritu Santo Parochial School. The respondents are teachers that
were given a questionnaire to answer the questions about the benefit plans that
the school offers them. In addition, the researchers also interviewed the
coordinators of the Mathematics department, Christian Living Eduation
department, and English department. Furthermore, this survey form covers the
variables of benefits gained as stated in the background of the study such as:
subsidies, bonuses, 13th month pay, health cards, financial support and
scholarships; and work attitude that the employees are expressing in their work for
the respondents to answer to uncover the how can benefit packages affect
employee performance and work efficiency. The respondents are chosen from
specific faculties under the junior and senior high school department. In addition,
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the teachers who are not fully employed in Espiritu Santo Parochial School like
part-time teachers and student teachers were excluded as key contributors to the
research as they do not have the information needed.
The research was limited to the benefit plan that is exclusively offered by
Espiritu Santo Parochial School. Any teacher who works in the school but is not
within its vicinity will not be a possible contributor until they return to the campus.
The weakness of this research is that the benefit plan is just a small margin in
relation to other factors that can affect the work attitude in terms of teaching
students of an employee, though the research is mostly focused on the relationship
of benefits gained and work attitude. Furthermore, the research did not cover the
benefit plans that are regulated by the government because it is enforced by the
law. The research is limited to the employees of Espiritu Santo Parochial School
due to its being the locality in the research.
1.6 Definition of Terms/Variables
1. Benefits – These are various non-wage compensation provided to
employee in addition to their wages or salaries (Marx, 1847). In this study,
benefits are what the school exclusively offer to their employee.
2. Employee – These are people who contribute labor and expertise to an
endeavor of an employer (Archer, Borthwick, Travers, & Ruschena, 2017).
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In this study, an employee is personnel that the school or organization has
hired.
3. Employee Performance – This refers to the capacity of an individual in an
organization to achieve both independent goals and organizational goals
(Muda, Rafiki, Harahap, 2014). In this study, employee performance was
used as a concept that covers a teacher’s capability to teach.
4. Work Attitude – This refers to one’s attitude towards one’s work, employer
and other employees (Judge & Kammeyer – Mueller, 2012). In this study,
work attitude
was identified as the attitude that employees express at work. It is
determined by the interaction between the employees in the school.
5. Work Efficiency – Refers to the accomplishment of or ability to accomplish
a job with a minimum expenditure of time and effort (Dictionary.com, n.d).
In this study, work efficiency is the ability of teachers and coordinators to
finish their tasks as completely and professionally as possible.
6. Working Condition – It refers to the working environment and all existing
circumstances affecting labor in the workplace including job hours, physical
aspects, legal rights and responsibilities (USLegal, n.d). In this study, the
working condition are the conditions that the employees experience or
undergo through in their work environment such as stress, safety,
environment amenity and environment danger.
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CHAPTER 2
REVIEW OF RELATED LITERATURE
The review of related literature is an essential part of a research paper, thus
the researchers has gathered research papers from credible sources and came
up with 3 subtopics that are similar to each other: Employees Engagement and
Retention, Employee Work Attitude, Productivity and Performance, and Employee
Satisfaction and Motivation.
2.1 Employee Engagement and Retention
The review of related literature is all about the benefits that an employee
can get in relation to how employees engage their jobs and their desire to retain in
the company. Similarly, according to Humphre (2011) there is a significant
relationship between these variables meaning that reward systems have a
significant effect on the levels of organizational commitment among the study
population. Also, people have become the primary source of competitive
advantage that is why they value them to engage and retain in company (Wellins
and Berthnal, n.d.).
The relation of the related literatures are mostly to the relationship of benefit
packages to employee engagement and their retention to the company. According
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to Wellins and Berthnal, (n.d.) the definition of engagement is “the extent to which
people enjoy and believe in what they do and feel valued for doing it.” Furthermore,
Humphre (2011) said employees who experience job satisfaction are more likely
to be productive, effective performers are committed to the organization. As a
matter of fact, the concept of employee retention can be linked to work attitude
(Gering, and Conner, 2002). Then in terms of reward packages each organization
or company are somehow allowing the employees to choose what plan is the best
for them, examples of it are flexible benefit plan (Ayache and Naima, 2014),
cafeteria plan (Ahmad, Toh Pei Yei, and Bujang, 2013) and “family-friendly
practices” (Yamamoto, 2011). The intended effect of these plans according to
Humphre (2011) is to provide high reward packages that could lead to higher
organizational commitment through a variety of reasons. The first high
compensation serves as an indication of how much an organization values its
people, thereby enhancing their self-worth and feelings of importance that leads to
their engagement at work. Second effect is the growth and development
opportunities, strong leadership, and meaningful work (Wellins and Berthnal, n.d.).
The, third effect that it enhances employees’ feeling of belongingness, emotional
attachment and enhance commitment to an organization (Ayache and Naima,
2014). Moreover, is believed that satisfied workers will be committed to their job
and remain in the organization (Humphre, 2011) and the employees will reduce
the tendency to think about other job opportunities (Ahmad, Toh Pei Yei, and
Bujang, 2013). In addition, highly engaged employees give extra effort because
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inside, they care and, they feel someone is caring for them (Wellins and Berthnal,
n.d.). Ayache and Naima (2014), Ahmad, Toh Pei Yei, and Bujang (2013) and
Yamamoto (2011) used demographic variables like gender, age, status, and etc.
to know if these variables can affect their engagement to the company. Equally
important is that employers should put the right employees working in the right jobs
because when they say “right” employees they mean that individuals have the
skills to do the job and that their jobs tap into their personal motivators or the will
to do it (Wellins and Berthnal, n.d.). In connection to these according to Dias
(2012), if the employees are not being placed in the right job, some of them feel
stuck in their job and do not see a way to have upward mobility in the organization
and have the tendency to leave.
Some companies still give benefit packages like a compensation plan (Dias,
2012) and a traditional plan (Ayache and Naima, 2014) that lets the employer
decides if he or she will give it. Sometimes benefit packages can affect their
engagement to the company and in return produce very low organizational
commitment (Humphre, 2011). In fact, the study found that many employees leave
their jobs for better growth and development opportunities, often offered by other
organizations (Wellins and Berthnal, n.d.). On the other hand, gender difference is
likely a factor in differences among employees. Women are said to put greater
importance on family and private life than men. Women have greater workloads at
home, and they frequently resign after childbirth (Yamamoto, 2011). On contrary
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to what Ayache and Naima (2014) said, female, older, married, have dependent,
and high tenure, less education level workers had higher levels of organizational
commitment and lower intention to quit than male, younger, single, less tenure and
higher education background.
All of the review of related literatures that was found can help and guide the
researchers on how they can gather the data needed. The researcher can get an
insight of the types of benefits plans that different organization offers like flexible
and traditional and if those types are similar to what Espiritu Santo Parochial
School offers. Next, the literatures gave the researchers an idea on how to
formulate questions in the survey and how to analyze it. Of course, these
literatures give the researchers knowledge about the connection of benefit
packages to their engagement to work which is their work attitudes and how they
retain loyal to the company.
2.2 Employee Work Attitude, Productivity and Performance
The related literatures found below is a summary of the connection of
employee benefit plans to their Work attitude, Performance and Productivity in the
company. According to Idemobi, Ngige and Ofili (2017) workers perceptions of the
reward system affect their attitude to work. Also, since the study was
conducted in a school, a connection can also be made. According to Ahmad et.
Al., (2013), there is a close relationship between teachers’ professional attitude
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and their performance. Moreover, the theories that were used in these related
literatures are Adams’ Equity Theory that calls for the balance of employee input
and employee output and Vroom’s Expectancy Theory that also handles input and
output, but in a way that employees maximize the benefits and minimize the pain,
all of which connects to an employee’s work attitude, productivity and
performance.
The relation of the related literatures focuses on the relationship of
employee rewards to work attitude. According to Idemobi, Ngige and Ofilli (2017),
workers satisfaction with the organizational reward system will help them develop
positive attitude to works, as well as higher commitment. Furthermore, the success
of performance-based compensation will depend on the employees’ attitude
towards the PBC that the employer is providing (Kitheka, 2015). In addition, a
connection to work attitude and performance can be found. According to Triuitt
(n.d) employees who fully agreed that they received effective coaching and those
who fully agreed they received meaningful coaching both on their attitudes felt they
demonstrated an increase in job proficiency. Moreover, reward systems also can
affect the performance of an employee as reward systems are considered as
number one motivators of their performance (Humphrey, 2011). Humphrey (2011)
also mentions the work of Brundney and Coundry (1993) in their study on pay for
performance, describe various variables that could affect employee performance.
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These are attitudes towards merit pay, importance of monetary rewards, linkage
between pay and performance of an employee and fairness of pay system.
With relation of the topics also comes with their differences of how they
tackle the variables that are correlated to the reward system of a company.
According to Raderbauer (2011) higher classified, chain managed and larger
businesses tended to be more active and perceive more benefits whereas lower
classified, owner-managed and smaller businesses take significantly fewer
actions. Significantly fewer action means that it can affect its employees. According
to Idemobi Ngige and Ofili (2017) mentions the work of Olubusayo et. Al., (2014)
in their study, strong relationship exists between incentives packages and
employees’ attitudes towards work and the workers are not satisfied with the
present incentive packages. It shows a problem within the benefit packages given
to them by their employer contrary to the research of Bhaga (2010) where many
employers are recognizing that personal, as well as work-related issues may affect
employee productivity and well-being.
The review of literature that have been acquired can be of great use in the
data that the researchers will gather as these sub variables can be taken in
consideration even though they are not the focus of the research itself, can still
help the researchers by making them conscious of it. Also, the theories that were
used in these related literatures can also be used in the study that the researchers
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make. Those theories are Adams’ Equity Theory and Vroom’s Expectancy Theory
that both focus on employee rewards and the effects that it brings, in which, work
attitude, the dependent variable of the study is a part of it.
2.3 Employee Satisfaction and Motivation
The books and research are about a brief overview of employee benefits
and how it can lead to employee motivation and satisfaction. These related
literatures are focused on various factors that can lead to employee motivation and
employee satisfaction. Furthermore, these related literatures are concerned with
the relationship of compensation to job satisfaction. In addition, these related
literatures mentioned various theories that is concerned with employee behavior
such as Herzberg’s Two Factor Theory and theories concerned with the needs of
a human person such as Maslow’s Hierarchy of Human Needs.
The relation of the related literatures revolves around on the relationship of
employee rewards to job satisfaction. According to Imaran, Ahmad, Nisar, and
Ahmad (2013), rewards and recognition are important elements of motivation to
motivation so that the employee can be satisfied with his/her job which can lead to
an increase in job performance. In addition, the concept of motivation is a key
factor in empowering employees that can create the environment in where an
employee can be satisfied with his/her job (Toe, Murhadi, and Lin, 2013).
Furthermore, according to Shanks (N.d), there is a misconception about employee
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satisfaction and employee motivation namely that there is one kind of employee
satisfaction on where it states that employees respond depending on the reward
that the manager can give to them. These related literatures also mentioned of the
idea of two types of benefits. There are Extrinsic rewards which can be in the form
of money, benefits, promotions and more and Intrinsic Rewards which can be in
the form of meaningful work, competence and healthy relationship (Shanks, N.d).
This idea is further strengthened by Toe, Hurhadi, and Lin (2013) on where they
stated tha there are intrinsic motivation factors which is about job enrichment and
extrinsic factors which is in the form of bonuses, promotions and more. In addition,
benefits are not always quantifiable meaning that benefits can be in the form of
trainings which can be beneficial to the employee (Jones, 2005).
Some organizations believe in giving out aggressive monetary rewards that
can promote the motivation of an employee (Toe, Murhadi, and Lin, 2013). In
contrast, to what Banks (1997) said that benefits are not focused on monetary
rewards due to a person’s responsibility with his/her family. Furthermore, he also
stated that it is a misconception that employees are motivated because of money.
Though some department officials believed that giving out rewards can reduce
corruption in the company (Zakaria, 2015). Humphrey (2011) insisted that giving
compensations in the company serves as an indicator of how much an
organization value its employees.
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These related literatures can be used in the research in creating an in depth
analysis of the data that the researchers gathered. Furthermore, these literatures
can be used in order to create the instrument the researchers will use in order to
get the necessary data to answer the problem statement. In addition, these
literatures provide concepts that are present in the research thus creating an in-
depth discussion of what a benefit is and more. Therefore, these related literatures
can help the researchers in understanding if there is a relationship between
benefits gained and employee work attitude.
2.4 Theoretical Framework
Figure 1
Diagram of the Adam’s Equity Theory
Equity Theory was proposed by Stacey Adams in 1960. This theory
measures the ratio of contributions (or costs) and benefits (or rewards) for each
employee. The belief is that employees’ value fair treatment which causes them to
be motivated to keep the fairness maintained within the relationships of the
employee’s co-workers and the organization. This theory is structured with three
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factors namely inputs, equity, and balance. Input is covering the effort that the
employee is giving to the company/organization. Output is covering the benefits
that the employee receives in compensation to the employee’s work. These are
benefits that are more than the salary, it may be in the form of recognition and
achievements. Equity is the balance between the input and output on where the
input of the employee is balanced or has equal value with what the output or benefit
that the employee can receive. This theory was used by the researchers in creating
the tool and the process of interpreting data by using the variables stated. These
variables were used as indicators in order to create the instrument in data
gathering and an indicator for the data analysis. In relation with the variables of the
research, the researchers used the input variable of the theory as an indicator of
the work attitude variable of the research and the output variable of the theory will
be used as an indicator of the benefits gained variable of the research.
2.5 Conceptual Framework
Benefits Gained Work Attitude

Extrinsic Rewards
 Study Subsidy
 Employee
 Health Card
Performance
 13th month pay
 Work Efficiency
 Employee
Scholarship
Figure 2
Conceptual Framework of the Study
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The conceptual framework of the study is in the PC model on where it only
measures the relationship between benefits gained and work attitude. These major
variables are more specified by using sub variables in where the benefits gained
are only extrinsic rewards which can be in monetary form such as study subsidy,
health cards, 13th month pay and employee scholarship and work attitude which
has sub variables of employee performance and work efficiency.
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CHAPTER 3
METHODOLOGY
3.1 Research Design
The type of research design that was used to conduct this study is mixed
method, which is a combination of quantitative, and qualitative with the research
being primarily quantitative in the form of a correlational design and secondarily
qualitative. Futhermore, the use of correlation allows the researchers to see if there
is a relationship between the independent variable and the dependent variable that
was chosen. Also, it can help the researchers accomplish their goal that can
appeal to the beneficiaries of this research.
3.2 Context and Participants
Following the scope and delimitations of the research, the study was held
at the Annex I and the Main building area of Espiritu Santo Parochial School. The
target population of the research was the school’s teaching staff therefore the
samples of the research were the teachers with the inclusion of subject
coordinators as these were the people that were the most accessible to gain a
data from and they made up the majority of the population in the school that applied
to this study. The researchers have picked chose the sample by using two
probability sampling methods: The Stratified sampling method and the Simple
Random Sampling Method. Moreover, the researchers have used these two
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sampling methods to organize and know who their respondents would be. The
Stratified Sampling method was used to group and divide the target population
according to their faculty in the school, thus the sample of teaching coordinators
and teachers were obtained. In addition, after using the Stratified Sampling method
the researchers have used Simple Random Sampling method in order to get the
needed number of respondents for the data analysis.
3.3 Instruments
The researchers gathered the data through the use of questionnaire in the
form of an online survey and an interview. The type of questionnaire that the
researchers used was structured questionnaire so that the answers that the
researchers will be getting from the respondents can be turned into a quantitative
material that can be used in the statistical analysis later in the research.
Furthermore, a structured questionnaire was beneficial to the research since the
respondents can answer the questionnaire based on the given form the survey
takes. Also, with that in mind, the questions in the questionnaire were in a scalar
form. In addition, the researchers conducted an interview regarding the benefit
plans to the subject coordinators and this data was used to support the gathered
quantitative data from the surveys that was conducted. Also, the interview was
used to answer how work efficiency can be measured.
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3.4 Data Gathering Procedure
First, the researchers informed the respondents that were chosen through
the probability sampling that was used about the survey that they will be given
before hand so that they would know that they have been chosen as participants
to this research.
Thus, the questionnaire was in a form of a traditional survey meaning that the
researcher can give the questionnaire to the target respondents without having to
interrupt them in the middle of their work. As for the interview, it only revolved
around the subject area coordinators of the Mathematics, CLEd, and English
department. Second, the data gathering occured and the proper instruments to
gather data were used and given to the respondents and those are again the
survey and interview. Third and final would be the attainment of data gathered
from the respondents and its analysis.
3.5 Data Analysis
The researchers analyzed the data by tabulating the answers that the
researchers got from the questionnaire. Furthermore, the researchers tabulated
the data in order to have a clear distinction of the different frequency of answers.
This ensured that the data gathered in the survey was analyzed thoroughly to get
the most optimal result in the data analysis. The data was analyzed by using Chi-
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square test of independence due to one the variables that the researchers had
was in the nominal level of measurement. In addition, the Chi square test of
independence was used to test the hypothesis of the researchers.
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Chapter 4
PRESENTATION, ANALYSIS, AND INTERPRETATION OF DATA
In this chapter, the researchers were able to interpret the data that they had
gathered. With this, the researchers were able to answer the research questions
that the researchers have formulated during the creation of the study. This will give
way to the conclusion on where the researchers were able to create implications
to the answers that the research question gave.
4.1 Is there a significant relationship between the benefits gained by an
employee in his/her work attitude?
Questions 4 3 2 1 Total
1 10(5.1) 7(9) 3(4.8) 0(1.1) 20
2 6(5.1) 14(9) 0(4.8) 0(1.1) 20
3 8(5.1) 12(9) 0(4.8) 0(1.1) 20
4 3(5.1) 12(9) 5(4.8) 0(1.1) 20
5 8(5.1) 12(9) 0(4.8) 0(1.1) 20
6 6(5.1) 3(9) 10(4.8) 1(1.1) 20
7 3(5.1) 11(9) 6(4.8) 0(1.1) 20
8 1(5.1) 5(9) 10(4.8) 4(1.1) 20
9 3(5.1) 7(9) 7(4.8) 3(1.1) 20
10 3(5.1) 7(9) 7(4.8) 3(1.1) 20
Total 51 90 48 11 200
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Chi-square Value: 77.89661319
Degrees of Freedom: 27
P value: 7.83524e-7
Rows X Columns: 10 X 4
Critical Value: 40.113
Table 1: Chi Square table for the relationship

between benefit plans and work attitude.
Χ²(27) = 77.89, p < 0.05
Χ² > Crit Value
Since the Chi – Square Value which is equal to 77.89 is greater than the
Critical Value which is 40.113. The null hypothesis (H0) is rejected and alternate
variable (H1) is accepted which concludes that there is a significant relationship
between and work attitude, it also answers the researcher’s first research question.
The findings support the researchers aim in the research in knowing whether there
is a significant relationship between benefit plan and work attitude. The
researchers used first ten (10) survey questions due to its relation with the Adams
Equity theory on where the first ten (10) questions have indicators in the input
which focuses on the benefits itself, and the output on where it focuses on the
performance of the employee in his/her work.

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Hypothesis
H0: There is no significant relationship between benefits gained and work attitude.
H1: There is significant relationship between benefits gained and work attitude.
4.2 How can these benefits packages affect the Espiritu Santo Parochial
School employees in terms of:
• Employee Performance
• Work Efficiency
5%
30%
50%
15%
Strongly Agree Agree
Figure 3
My performance is affected by the benefits that I receive.
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In answering the second research question, the researcher’s basis is on the
theory Adam’s Equity Theory on where the researchers used the numbers eleven
(11) to fifteen (15) questions on the questionnaire that the researchers gave to the
respondents. In this context, the researchers used the equity indicator in the theory
for it shows the balance between the benefit and the performance of an employee.
This indicator can be the basis of answering the researchers second research
problem. Based on Figure 3, 50% of the teachers disagreed that their performance
was affected by the benefits that they received and according to the interview, they
said that teachers performance is affected due to the fatigue that they feel because
there are times that they do not have vacant time or they have meetings to attend,
which leads of delaying in passing the requirements on time. Furthermore, the
teachers interviewed said that the teachers have their own copy of the schedules
wherein they can see the target deadlines of the requirements. But they said that
if they give teachers an unexpected task, they cannot immediately pass in the day
itself because teachers usually pass it 1 to 2 days after receiving the task for them
to really think and ensure that they can produce a quality work. While in terms of
teaching performance they produced above standard or very exceptional it means
that teachers exert effort in everything they do.
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15% 15%
35% 35%
Strongly Agree Agree Disagree Strongly Disagree
Figure 4
The benefits given has an impact on my work behavior.
15% 15%
35% 35%
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Figure 5
The benefits given to me has an impact on my work attitude.
0%
15%
30%
55%
Figure 6
The school offers rewards based on my performance.
Figure 4 shows 35% agreed and 35% disagreed. It proposed that the
teacher’s work behavior was somehow affected and not by the benefits they
received which was also the same with the result in efficiency of their work based
on Figure 5. In the interview with the teachers, they said that most of the teachers
go to work ahead of time and only a few teachers are being late and their reason
was because of waking up late, traffic and body pain. There were still a few
relationships because based on Figure 6, 55% of teachers agreed that the school
offered rewards based on their performance. According to the interview, teachers
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were generally organized by passing the scheduled learning activities every
Thursday and able to prepared for the class ahead of time. One of the teachers
interviewed said must teachers go to school early, which means that the teachers
were really prepared.
0%
20% 20%
60%
Figure 7
The benefits given helps build employee to employer relationship.
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0%
15%
25%
60%
Strongly Agree Agree Disagree Stronly Disagree
Figure 8
The benefits given to me is fair and balanced.
Figure 7 shows that 60% agreed that the benefits help in building the
employee and employer relationship. In addition, based on Figure 8, 60% of
teachers said that the benefits given to them were fair and balanced. An example
of it was according to the interview, the school offered seminars because it helps
the teachers to be updated with new innovations or trends that could help them in
improving the quality of their teaching. It was also the obligation of the school to
give them seminars. There are times however that seminars happened to be in the
middle of the school year that is why not all of them are able to join. But the
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teachers who are able to join must share the things that he or she learned with all
of his or her co-teachers.
Chapter 5
SUMMARY OF FINDINGS, CONCLUSION, AND RECOMMENDATION
In this chapter, the researchers aimed to summarize all the data that they
have gathered and create some implications and insights to the result of the data.
Furthermore, the researchers gave some recommendations for future researchers
that will study on the same topic.
5.1 Summary of Findings
The primary objective of this study was to determine whether there is a
significant relationship between benefit packages and work attitude of Espiritu
Santo Parochial School teachers. It was in a mixed method research design, as
the researchers used a mix of quantitative and qualitative aspects to create the
study. The locale of the study was Espiritu Santo Parochial School on wherein
researchers gave out questionnaires to twenty (20) teachers that came from four
(4) different department which are the English, CLEd, Mathematics, and Senior
High School Department. In addition, the researchers interviewed the respective
coordinators of the said department.
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The researchers aimed to know whether there was a significant relationship
between benefit plan and work attitude. By using the chi square, the researchers
got the value of 77.89 meaning there was a relationship
between benefit packages and work attitude. Though, due to the nature of chi
square as a test of correlation, the researchers cannot determine whether there is
a strong relationship between the two variables due to the inability to insert a
scatter plot that can indicate its strength of relationship. In this context, the
researchers accepted the alternate hypothesis, which stated that there was a
relationship between benefit packages and work attitude.
For this reason, the researchers also determined the possible effects of
these benefit packages to the employees’ performance and the employees work
efficiency. The data showed that benefit plans had little impact on the performance
and work efficiency of an employee; still, the benefit packages given to them were
fair and balanced and creates better employee to employer relationship.
5.2 Conclusion
The findings of this study lead to the conclusion that the benefits gained by
Espiritu Santo Parochial School employees a connection with their work attitude
in the school which supported and answered the researchers’ aim of finding
significant relationship between benefits gained and the work attitude of ESPS
employees. Furthermore, the qualitative data gathered by interviewing and using
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the equity part of the survey, did not exactly answer the researcher’s aims. It was
conducted so that the researchers can have supporting
evidences regarding their goal in determining the relationship between benefits
gained and the work attitude of ESPS Employees. With this, in the context of the
relationship of benefit plan and work attitude, there can be implications with this
type of relationship. An employee is motivated with the benefits that he/she
receives because it makes them feel valued within the organization (Wellins &
Berthnal, nd).
5.3 Recommendation
 The researchers recommend that there be more teachers as respondents
and that there be it be not limited to employees of Espiritu Santo Parochial
School, that it should include other schools or other fields of work.
 The researchers advise future researchers to focus on factors affecting
employee attitude and job satisfaction, impact of motivation to the work
efficiency of the employees, and different motivation to increase employee
performance.
 The researchers propose to future researchers to make new theories and
try to use other types of instrument that will fit to the study that they will
conduct.
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 The researchers suggest to future researchers to be familiar with the
different kinds of benefits that their repondents get.
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Bhaga, T. (2010). The Impact of Working Conditions on the Productivity of
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Mabaso, C. M., & Dlamini, B. I. (2017). Impact of Compensation and
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Saari, L. M., & Judge, T. A. (2004). Employee Attitudes and Job
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Wellins, R. S., & Bernthal, P. (n.d.). Employee Engagement: The Key to
Realizing Competitive Advantage.
Work Attitude (n.d) In Collins Dictionary. Retrieved from
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Yamamoto, H. (2011). The Relationship between Employee Benefit
Management and Employee Retention. The International Journal of Human
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APPENDICES I: LETTERS FOR CONDUCTING RESEARCH
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APPENDICES II : ACCOMPLISHED SURVEY
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APPENDICES III: INTERVIEW QUESTIONERS
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APPENDICES IV: TRANSCRIBED INTERVIEW
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TRANSCRIBE INTERVIEW #1
Interviewer: How responsible is this teacher in passing all of the requirements on

time?
Sir Melbhie: I think in the scale of 1 to 10, 8 kasi some of them dahil dala narin ng
pagod hindi rin makapagpasa on time. Halimbawa may meeting o kaya walang
vacant time sa araw na ito halimbawa submission na ng ganyan.
Interviewer: Sa requirements ba sa grades lang na ipapasa?
Sir Melbhie: Hindi eh marami rin requirements na ipapasa teaching world aside
sa grades. May lesson plan na tinatawag, may quiz notebook parang portfolio na
sinusubmit. 80% masasabi ko na on time sila magpasa. Un 20% dala un ng pagod,
nakakalimutan na mag papasa pala ngayon. Pero hindi naman sila un after,
kungwari thursday un submission friday naman magsusubmit sila. Hindi naman
sila tatagal ng hindi nagpapasa. Magpapasa pero malate.
Interviewer: Does this teacher go to the work on time or ahead of time? Parang
hindi po sila na late.
Sir Melbhie: Hindi perfect eh. Pero hindi ko naman masasabing hindi laging late.
May maaga may malate, ganun din mga 80% masasabi kong on time silang
pumapasok, on time mag report.
Interviewer: Anong common na dahilan nila pag nalate po sila?
Sir Melbhie: Ganun din kung ano dinadahilan niyo woke up late diba traffic. Kung
ano reasons niyo ganun din ang teachers’ pag nalate. Minsan naman masakit ang
katawan, may sakit un pinilit lang pumasok kinayanaman un mga ganung dahilan.
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Interviewer: Is this teacher generally organized and able to prepare for the class
ahead of time?
Sir Melbhie: Hindi naman naming sila nakikita araw-araw pag nag preprepare ng
mga lessons pero makikita mo sa kanila yan pag maaga pumasok. Para sa akin
kasi pag maaga pumapasok prepared un kasi ung unang symptoms or kung baga
sa sakit unang senyales na prepared ang teacher maaga pumasok maaga
nagsusubmit. Pag hindi nila nagagawang pumasok ng maaga at magsubmit on
time kung baga sa pangliligaw minus pogi points. Organize pwede naman teacher
eh.
Interviewer: Does this teacher perform his/her work exceptionally with minimal
effort?
Sir Melbhie: Hmmm. Above standards. Kung ito un standards nandun sila sa
above.
Interviewer: Pag nag peperform po sila ng below ano ginagawa niyo po?
Sir Melbhie: Kinakausap, parang kayo pinapalabas ng room usap tayo.
Interviewer: Gaano kadalas mangyari un below po?
Sir Melbhie: Un below once per quarter. Ano un eh pagod factor un pag hindi
nakakapag perform ng maayos. Parang kayo lang yan inaantok, tinatamad.
Interviewer: Paano niyo po nalalaman pag ganun ang performance nila? Na

obserbahan niyo po ba kungwari po napadaan kayo sa klase.
Sir Melbhie: Physically pag laging lanta, mentally pag kausap mo parang may
iniiisip na iba o lutang ganyan. Ah kung titingin sa requirements minsan parang
ang daming mali un ang daming dapat edit sa mga sinusubmit nila. Halimbawa
mag susubmit ng exams un pinapaexam sa inyo pag maraming medyo dapat edit
un parang medyo sabog.
Interviewer: Can this teacher teach a lesson with very little difficulty?
Sir Melbhie: What do you mean by that?
Interviewer: Naiintindihan niya agad kung ano dapat un idiscuss niya po parang
pag nag turo siya maiintindihan agad ng mga estudyante.
Sir Melbhie: Oo naman. May ilang topics lang na nahihirapan intindihin nung bata
lalo na pag bago un lesson sa teacher. Pero pag un teacher matagal na dito sa
school, 5 years 6 years medyo makikitaan mo ng effort less na mag turo kahit naka
upo lang.
Interviewer: Factor rin po ba un tagal?
Sir Melbhie: Oo factor rin un tagal kasi kung bago lang fresh grad inapply nila un
natutunan nila sa college kung baga mismong sarili nila minomonitor nila kung
tama ba un sinasabi nila. Kaya ang manifestation nun sa teacher na bago nag
stutter. Pag nakikita niyo un teacher na nag stutter, medyo palakad lakad,
nabubulol ibigsabihin bago un tinuturo niya. Pero un teacher na naka upo na
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kabisado na un sinasabi ano na yan hasa nay an at at home na siya sa tinuturo
kaya ang effect parang ang dali dali na lang nun sa bata.
Interviewer: How much progress can this teacher accomplish within a given
amount of time?
Sir Melbhie: Usually binibigyan namin ng deadline ang mga teacher at ano yan
naka schedule yan meron silang kopya ng mga schedule. Pero pag biglaan un
mga pinapagawa bigyan mo ng atleast 2 days yan gagawin nila magaga nila yan
after 2 days. Pag exam matagal kasi exam yan pinagiisipan. Pero halimbawa
activity lang seatwork parang ano ah something document mga 2 days, 1 day
maswerte na, 2 days sapat nap ag lumagpas sa 2 days consider na yan late.
Interviewer: Does this teacher have the ability to accomplish a given task in a very
limited time?
Sir Melbhie: Pwede naman may ability naman sila wala lang time minsan. When
we talk about ability kasi lahat naman may ability sa paggawa ng task ang
problema iba-iba kasi tayo ng time management kaya minsan hindi na
aaccomplish within a given time.
Interviewer: Sir yan po ung parang mga deadline na before macommit ung …
Sir Melbhie: Oo
Interviewer: Pero pagbiglaan na kakaya naman po?
Sir Melbhie: Depende sa teacher. May teacher na wala naming ginagawa kaya
natatapos agad, may teacher naman na gagala muna, or may ibang commitment
kaya hindi nagagawa.
Interviewer: Sa faculty o department mo po sa tingin niyo?
Sir Melbhie: Sa math, pag ngayon mo lang sinabi hindi yan mapapasa ngayon.
Honestly ha baka bukas pa yan kasi as a professional you do not submit something
na mababa un quality. Ako rin pag ngayon sa akin sinabi papagawan mo ako ng
ganito hindi ko ipapasasa sa iyo yan unless super ganda na ng mabibigay ko sa
iyo. Noh! Kasi ichinicheck un quality parang sa inyo lang rin yan kung baga may
rubric chinicheck kung pasok sa rubric.
Interviewer: Does teachers uphold the quality of teaching that the school expects
from them?
Sir Melbhie: Hindi ko masasabing lahat kaso may ilan na nandun na quality ang
pag tuturo. Dala yan ng experience, kung saan galing na school, kung saan
grumaduate, dala ng kung sino siya, dala ng kung ano siya, kung paano siya, iba
– iba eh.
Interviewer: Nakakaaffect rin po ba un mga seminars na dinadalohan nila?
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Sir Melbhie: Pwede malaking bagay rin un kasi syempre kapag hindi ka nag
seminars hindi mo na update un sarili mo sa mga bagay na innovations, trends.
Halimbawa paano ituro un functions.
Interviewer: Ang school naman po diba nag bibigay ng mga ganun?
Sir Melbhie: Oo naman. Nagbibigay o sila un nagproprovide nitong fee. Pero
minsan kami un nakakakita sasabihin nalang namin. Pero ano un obligasyon un
ng school or perks un ng teachers ng school na tumatanggap ng seminars.
Interviewer: Tuwing summer lang po diba?
Sir Melbhie: Summer pero minsan kalagitnaan ng school. Minsan absent un
teacher kasi umattend ng seminar pinapadala sa seminar. Tapos ang ginagawa
naman un teacher na pinadala sa seminar ibabahagi niya sa iba kung ano un
natutunan niya dun sa seminar para sa mga teachers na hindi naka attend ay
matututo parin.
Interviewer: This teacher takes initiative at their work?

Sir Melbhie: Dapat. Lahat naman sila ganun may initiative sa work nila may kusa.
Interviewer: Pero may times na may lapses?
Sir Melbhie: Oo naman lahat naman tayo eh. Dala rin ng pagod gusto mo man
tapusin kaso pagod ka na hindi mo nalang tatapusin.
Interviewer: Is this teacher open for comments in improving his or her work?
Sir Melbhie: Oo, open naman un mga yan kasi un ang mundo naman kailangan
open ka na makinig sa isat-isa para ma improve mo un mali mo. Kasi kung close
minded ka hindi ka makakapag turo.
Interviewer: Dumating na ba un pagkakataon na may teacher na parang..
Sir Melbhie: Madami ng scenario na ganun hindi nakikinig sinabi mo nang bawal
gagawin parin, sinabi mo nang ganito un gagawin hindi parin susunod.
Interviewer: Paano un attitude nila sap ag take ng criticism?
Sir Melbhie: May ilang negative kaso karamihan positive. Constructive un
pananaw nila doon sa criticism nila. Halimbawa alam naman nila na para sa kanila
un pero may ilan na 10% na negative un reaction pag pinapagalitan, pag
pinapabago mo un gawa, pag ayaw nila un sinasabi mo.
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TRANSCRIBE INTERVIEW # 2
Interviewer: How responsible is this teachers in passing all of the requirements

on time?
Sir Genesis: The teachers pass their requirements on time but there are cases
because they are busy sometimes they forget to pass it. They usually pass 2 days
after.
Interviewer: May consequence pag ganun sir?
Sir Genesis: May ano record book. We put it to the record book the day they pass
it.
Interviewer: Does this teacher go to the work on time or ahead of time?

Sir Genesis: Almost all the CLED teachers go to work on time and a head of time.
They usually go to school around 6:00 am they are already here especially Sir Gab
and the new teacher Ms. Palisoc.
Interviewer: Is this teachers generally organized and able to prepare for the class
ahead of time?
Sir Genesis: I usually see them prepared but generally yes I can say that generally
prepared on time or ahead of time.
Interviewer: Pag ano ba sir sumisilip silip kayo sa klase nila? Kung baga
inoobserve mo sila.
Sir Genesis: Yes, we call it informal observation.
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Interviewer: Does this teacher perform his/her work exceptionally with minimal
effort?
Sir Genesis: hmmm. There are times that they perform very exceptionally.
Interviewer: So paano po un sa mga iba? Paarang nagtatanong pa sila o
nangangapa?
Sir Genesis: Yes, because hindi lahat ng CLED teachers ay Religious education
major tapos un ibang CLED teachers wala pang units ng education lalo na un mga
ex-semenarian.
Interviewer: Can this teacher teach a lesson with very little difficulty?
Sir Genesis: That I can a test that they have very little difficulty because they are
very familiar with the topic because all of them came from a religious background.
Some are seminarian, others are values education teachers so what we need to
do are to guide them.
Interviewer: How much progress can this teacher accomplish within a given
amount of time?
Sir Genesis: What do you mean progress?
Interviewer: Kung baga po pag binigay mo ngayon tapos pag sinabi niyo po na
ganito un deadline. Lalo na po pag rush un ganito agad un deadline. Nagagawa
po ba agad nila?
Sir Genesis: No, usually they pass 1 week after the given time.
Interviewer: Isang linggo sir ganun katagal?
Sir Genesis: Un iba hindi naman usually 2 teachers ah pass un requirements task
ahead of time. Kaso un iba after 1 week dun palang magpapasa. Case to case
basis depende sa document na ipapasa.
Interviewer: Does this teacher have the ability to accomplish a given task in a very
limited time? Kung baga kungwari sir pagsinabing niyo kunwari exam dapat ganto
meron na silang mapasa. Kasi sabi meron daw kayong notebook.
Sir Genesis: Yeah, meron. Ginagawa talaga nila yun they really need to pass.
Pag sinabi mong oh pasahan na ng c map o ng exam after 2 to 3 days pinapasa
na nila yun.
Interviewer: Kahit na may sinasabi silang notebook tapos nandun lahat.
Sir Genesis: Logbook yes.
Interviewer: Every week po ba yun?
Sir Genesis: Un SLA. Every Thursday they need to pass it.
Interviewer: Does teachers uphold the quality of teaching that the school expects
from them?
Sir Genesis: Of course or otherwise they will not be hired.
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Interviewer: Kaso sa umpisa lang pala pagdating sa dulo nagkukulang kulang na.
Sir Genesis: Of course kailangan mo iguide. But initially un na agad ung
hahanapin ng school When they apply for the teaching position the school make
sure that this teacher are quality teachers and then some of the old teachers we
guide them.
Interviewer: This teacher takes initiative at their work? Parang kahit hindi mo pa
sabihin ginagawa na niya.
Sir Genesis: Si sir Gab, magaling si sir Gab content, strategy. Bro. Emman.
Interviewer: Is this teacher open for comments in improving his or her work?
Sir Genesis: Of course lahat naman sila.
Interviewer: Wala naman pong close minded?
Sir Genesis: Wala, they are very eager to learn minsan nga matututo pa ako sa
kanila.
Interviewer: Wala naman pong pag na pagsabihan mo sila, na oofense po sila?
Sir Genesis: Wala naman sa kanilang ganun.
TRANSCRIBE INTERVIEW # 3
Interviewer: sa iyong first question po gaano po karesponsible ang department

niyo sa pagpasa ng mga requirements po?
Sir Allan: In general, most of the teachers are responsible in passing all the
requirements on time uhhh say for example for the past 3 quarters most of them
are able to submit the requirements for example the test the grades on time uh
there were only uhh there was just one instance that most of the teachers were
not able to submit on time because of the program for the English week celebration
uh since that the teachers are focused on the celebration itself we prioritize
finishing this celebration first because in the celebration there were contest so they
tried to finish the contest first before finishing the tests.
Interviewer: Maliban po sa English month po ano po yung mga sa tingin nyo po
na factors na nakakaaffect sa late po na pagpasa nila?
Sir Allan: kapag nagpatong patong ang deadline kasi during the first quarter
medyo blank pa yung slate kumabaga ano fresh ang deadline so walang prior
activities or commitments unlike 2nd and 3rd quarter medyo nagpapatong patong
na yung deadlines ah deadlines are tight kasi talagang medyo dikit dikit.
Interviewer: so second question po yung mga teacher po bas a department nyo

hindi nalalate
Sir Allan: Sorry sorry
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Interviewer: eto po (points at the interview questions) go to work on time or ahead
of time po parang po hindi nalalate pumasok
Sir Allan: Generally they go ahead of time
Interviewer: Pero sa third question po organize po sila at nakakaprepare po sa

klase ahead of time
Sir Allan: yes uh every Thursday they submit the schedule of learning activities
the schedule of learning activities uh is always telling what they are going to
accomplish for the upcoming week in that way uh they are being organized they
plan
Interviewer: pero kung may instance po na halimbawang hindi po nagpasa ano
po ginagawa niyo?
Sir Allan: Uh generally reminder verbal reminder
Interviewer: Fourth question po does this teacher perform his/her work

exceptionally without minimal effort?
Sir Allan: uh usually talagang nageexert ng effort ang teachers kasi if they are not
going to exert that amount of effort then yung sinusubmit nilang output hindi ganun
katas ang quality kasi kapag magsusubmit say for example im going to ask them
to submit a document say for example one of our documents is curriculum map,
curriculum map is going to dictate not really dictate but serves as a guide uh what
they are going to do for a certain quarter now, if they are not going to plan well for
the quarter that means they are letting quality past kasi I believe that failing to plan
is planning to fail so if you are going to do something then diba you are going to
do it the best way you can
Interviewer: So fifth question po can teachers in your department po teach a

lesson with very little difficulty
Sir Allan: I believe naman na teachers in the department are competent enough
to teach the subject itself since tinapos naman nila bilang majorship yun I believe
that they have enough content knowledge regarding naman the subject area
Interviewer: yung difficulty po ay nakabase sa topic po?
Sir Allan: oo nakaano din siya kumbaga the teachers planning say for example
when planning they try to do it half way kasi they try to do the students and tulad
ng sabi ko kanina yung curriculum map it’s a guide uh from time to time they can
modify so if ever students are having difficulty to learn a lesson then it will be
definitely addressed
Interviewer: so sixth question po how much progress can this teacher accomplish
within a given amount of time?
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Sir Allan: in terms of progress uh napapansin ko naman generally when they are
given a task uh although slowly nila natatapos yung tasks uh may quality naman
and they are sure of what they are doing so for example yung grades kasi pag
nagbigay ka ng grades kelangan pagisipan mo din like uh does this student really
deserve this kind of grade that im giving kasi if not uh there is a tendency to there
is a tendency that a mismatch say for example uh the student performs well and
then yung grade hindi naman ganun nagrereflect may tendency na magmismatch
Interviewer: sa seventh question po yung gma teachers po bas a sa department

nyo may capability o ability na maacomplish yung task nila with very limited
amount of time
Interviewee: with this question Ill be honest, not all if them can finish a task wit ha
very limited time kasi uh may teachers na overloaded kapag overload ang teacher
medyo limited ang time that’s why I do my best to take into consideration how
many student they are teaching how many how much time left rather how much
time left is given to them to accomplish extra tasks that im giving them
Interviewer: pero ineensure naman nila na maganda yung quality ng work nila
Sir Allan: yes even though sometimes they are late they are making sure that its
of quality say for example during this third quarter medyo na delay nga yung mga
exam although exams were delayed hindi siya masyadong pabalik balik for
corrections most of the corrections were minimal
Interviewer: For the eight question po uh yung mga teacher po ba nauuphold yung
quality ng teaching that the school expects from them?
Sir Allan: yes I can confidently say that they are making sure that the quality of
teaching really reflects what the school is asking from them
Interviewer: pero sa mga bagong teachers po ano po yung ginagawa po niyo
Sir Allan: uh most of what we are doing for the new teachers we do this somehow
mentoring uh for mentoring usually ang magkapartner sa isang grade level say for
example dalawang teacher sa isang grade level one is new one is old uh I do my
best to pair the best teacher for the new one kasi uh yung teacher nay un kasi
kaya niyang iorient ang bago kung saan mang pwede mangyari
Interviewer: sa ninth question po yung mga teacher po bas a department niyo

nagtatake ng initiative sa work po nila?
Sir Allan: yes say for example during the planning for the English campaign most
of the teachers were able to submit documents that are needed uh another thing
will be for the evaluation of the English month di ko na sila kailangan sabihan na
kailangan maibigay naten sa mga bata yung evaluation sheets
102 SCHOOL TEACHERS
Interviewer: yung last question po open po bas a mga comments yung mga
teacher sa pagimprove po ng work nila?
Sir Allan: yes uh all of them are open for comments because one of the this we
do for the department is uh observe observation when we do our observation
syempre we have this tool that we use in order for us to asses whether the teacher
is really hitting the target if there are hitting the target so to speak uh that’s what
we focus on syempre as a subject area coordinator one of the things I do is to give
comments uh when I give comments I make sure that the comments are generally
acceptable and I make sure that the comments that I will be giving may be useful
not only for me as a subject area coordinator but mostly for them as teachers who
need uh mentoring or help
Interviewer: that’s all lang po sir thank you po
ABOUT THE RESEARCHER(S) – CURRICULUM VITAE
John Lloyd V. Cabasan

Address: 2043 A, Oroquieta St.
Sta.Cruz, Manila
Cell no: 09286377473
Email Address:
OBJECTIVE
A student from Espiritu Santo that is looking for a company that will further hone his
skills in the field of management and organization as well as to gain the experience
necessary as preparation for his future.
CORE COMPETENCIES
 Has studied and practiced behavioral psychology that can be used to further
help improve the work environment.
 Has experienced managing, organizing and leading people.
103 SCHOOL TEACHERS
 Has observed and created several theories linked to the advances in Human
Resource Management.
 Is open-minded and listens to any suggestion and advice than can further help
finish the objective.
 Has knowledge and skill relating the use of productivity tools like Microsoft Office
or Google Drive.
EDUCATIONAL BACKGROUND
SENIOR HIGH SCHOOL
Espiritu Santo Parochial School of Manila, Inc.
2017 – 2019 | Grade 11 & 12: Accountancy and Business Management Strand
JUNIOR HIGH SCHOOL

2013 – 2017 | Grade 7 – 10
ACTIVITIES / SEMINARS ATTENDED

2019 | DIWA Business Week
2018 | The Impromptu Speaker
2017 | Lukot-Lukot, Bilog-BIlog
PERSONAL DETAILS
Name : John Lloyd V. Cabasan
Date of Birth : August 19, 2001
Place of Birth : Manila, Philippines
Relationship Status : Single
Religion : Roman Catholic
Nationality : Filipino
104 SCHOOL TEACHERS
Paolo F. Sabandal
Address: 1835 Franco Street
Tondo Manila
Contact no.: 0908-681-2033
Email Address: paosabandal@gmail.com
OBJECTIVE
Utilize my education in accounting to expand my knowledge. To build opportunities in
developing skills that is usable in the field that I am applying for.
CORE COMPETENCIES

SENIOR HIGH SCHOOL
JUNIOR HIGH SCHOOL
105 SCHOOL TEACHERS
2013 – 2017 | Grade 7 – 10
ELEMENTARY SCHOOL
2007 – 2013 | Grade 1 – 6
HONORS AND AWARDS

 Grade 11 With Honors
 Esc Scholar
2019 | DIWA Business Week
2017 | Lukot-Lukot, Bilog-BIlog
PERSONAL DETAILS
Name : Paolo F. Sabandal
Date of Birth : March 20, 2000
106 SCHOOL TEACHERS
Mikee Angelique A. Tan

Address: 1574 A. Lorenzo Jr.,
St. Sta. Cruz, Manila
Contact No.: 09437006348
Email Address: miata2019@esps.edu.ph
OBJECTIVE
A dedicated worker aiming to learn more, gain experience and help accomplish
company’s goals. Seeking for a position of staff trainee that will fit on my skills were I
could possibly reach my goals in life.
CORE COMPETENCIES
 Ability to balance workload efficiently.
 A good listener and understanding to those people who is in need.
 A trustworthy and reliable person.
 Knows how to manage time properly.
SENIOR HIGH SCHOOL
107 SCHOOL TEACHERS
JUNIOR HIGH SCHOOL

2013 – 2017 | Grade 7 – 10
ELEMENTARY SCHOOL
2007 – 2013 | Grade 1 – 6
HONORS AND AWARDS

 Grade 11 With Honors
 Esc Scholar
ORGANIZATIONAL AFFILIATION
2015 – 2019 | Outreach Program (Volunteer)
2013 – 2017 | Christ. Com. Ph
March 4 – 8, 2019 | DIWA Business Week
January 27, 2018 | The CEAP Youth Project: Peer Connection 2018
December 3, 2017 | Lukot – Lukot, Bilog – Bilog
November 7, 2015 – January 9, 2016 | MTAP – DepEd – NCR Saturday Program
PERSONAL DETAILS
Name : Mikee Angelique A. Tan
Date of Birth : April 13, 2000
108 SCHOOL TEACHERS

A Correlational Study Between Benefits Gained and Work Attitude of Espiritu Santo Parochial School Teachers

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A Correlational Study Between Benefits Gained and Work Attitude of Espiritu Santo Parochial School Teachers

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ESPIRITU SANTO PAROCHIAL SCHOOL OF MANILA, INC.

RESEARCH PROBLEM AND ITS BACKGROUND

1.1 Background of the Study

A benefit plan is a benefit for working in a specific company. It is a benefit

literature that the researchers have read.

researchers enrolled in which is Espiritu Santo Parochial School particularly in the

employees are located.

The researchers identified the independent variable as the benefits gained

explained as an advantage or profit gained from something such as health

a person views something or tends to behave in their line of work (Collins

benefits have an effect on the performance expounded as the process of improving

and increasing capabilities of staff through access to education and training

researchers defined by the researcher’s as the way a teacher passes the

the work attitude of the Espiritu Santo Parochial School employees.

The researchers identified the research gap by reading related literatures.

According to Umali et al. (2013), improving performance is the great impact of

job satisfaction of an employee, namely: general working conditions, pay and

on the motivation, satisfaction, and employee retention.

these benefits can affect employee performance and work efficiency.

1.2 Problem Statement

by employees and their work attitude.

1. What is the significant relationship between the benefits gained by an

employee in his/her work attitude,

employees in terms of:

1.3 Research Hypotheses

There is no significant relationship between benefits gained and work

There is significant relationship between benefits gained and work attitude.

1.4 Significance of the Study

The significance of this research was to know whether there is a significant

relationship between employee benefits and work attitude of the employees of

Espiritu Santo Parochial School in terms of productivity, motivation, and

The employees of Espiritu Santo Parochial School will gain more

of the effects of benefit packages to their employee performance and work

The principal can utilize this relationship as an asset to the overall

overall give the school a high standard of quality teaching.

benefit reward to be given to their employees to improve their work attitude.

performance and work efficiency gain of their employees.

One purpose of this research is to provide support for those people of

The researchers gained knowledge on the subject of employee benefits and

1.5 Scope and Delimitations

This study determined whether there is a significant relationship of benefits

coordinators of the Mathematics department, Christian Living Eduation

research as they do not have the information needed.

students of an employee, though the research is mostly focused on the relationship

due to its being the locality in the research.

1.6 Definition of Terms/Variables

1. Benefits – These are various non-wage compensation provided to

employee in addition to their wages or salaries (Marx, 1847). In this study,

benefits are what the school exclusively offer to their employee.

2. Employee – These are people who contribute labor and expertise to an

endeavor of an employer (Archer, Borthwick, Travers, & Ruschena, 2017).

In this study, an employee is personnel that the school or organization has

3. Employee Performance – This refers to the capacity of an individual in an

organization to achieve both independent goals and organizational goals

(Muda, Rafiki, Harahap, 2014). In this study, employee performance was

used as a concept that covers a teacher’s capability to teach.

was identified as the attitude that employees express at work. It is

determined by the interaction between the employees in the school.

5. Work Efficiency – Refers to the accomplishment of or ability to accomplish

a job with a minimum expenditure of time and effort (Dictionary.com, n.d).

In this study, work efficiency is the ability of teachers and coordinators to

finish their tasks as completely and professionally as possible.

6. Working Condition – It refers to the working environment and all existing