FINALE Effects of Covid 19 To The Employees of SJTIT FINALE
FINALE Effects of Covid 19 To The Employees of SJTIT FINALE
FINALE Effects of Covid 19 To The Employees of SJTIT FINALE
Jude Thaddeus
Institute of Technology: Basis for an Intervention Program
By
ANIMO, ELJIN M.
CORREOS, STANLEY R.
GALVEZ, JHON MICHAEL L.
ROLUNA, CHANIEL S. JR.
REY, EVE A.
CHAPTER 1
systems, and the workplace. The pandemic's economic and social impact is
estimated at nearly 690 million, could rise by up to 132 million by the end of
the year. Millions of companies are facing extinction. Almost half of the
world's 3.3 billion population is at risk of losing their jobs. Jobs in the
informal sector are especially vulnerable because the majority lack social
security, access to quality health care, and productive assets. Many people
are unable to feed themselves and their families during lockdowns because
they lack the resources to make a living. For most people, no money means
2020).
and jobs and labor issues, especially worker health and safety, all intersect
standards, as well as ensuring access to fair jobs and the defense of labor
rights in all sectors, would be vital in resolving the crisis's human dimension.
Immediate and focused steps to save lives and livelihoods should include
2
support for the most vulnerable. Workers in the informal sector, as well as
transfers, child allowances and nutritious school meals, shelter and food
As the 2020 enters to the scenery and the COVID-19 comes along the
way, one of the affected elements on the economy of the Philippines are the
The cases of COVID-19 in Surigao City becomes higher and the City
businesses and churches are affected. Hence, the Saint Jude Thaddeus
work from home mode and currently they can go to school to do their job
with protocols to follow. In line with this, the researcher aims to know what
workplace.
This research study cited books, articles and laws, which are relevant
both local and foreign which contain facts and information on the research
Related Literature
Foreign
approximately eight million jobs in the United Kingdom were lost as a result
Unemployment and forced work loss have repeatedly been shown to have a
Students, parents, and educators around the world have felt the
closed to deal with the global pandemic. As states, frontline staff, and health
Sumitra Pokhrel & Roshan Chhetri (2021), added that some of the
online tools that have been used so far include unified communication and
and file storage solutions to keep classes organized and simple to work with.
They typically allow for the sharing of a wide range of content, including
Word, PDF, Excel, audio, and video files, among others. These also allow
Before the pandemic, many people thought WFH was a pipe dream,
but such a procedure was deemed impractical in densely populated cities like
Hong Kong. This is largely due to the fact that home working necessitates a
quiet and dedicated space to conduct work duties, which can be challenging
for those living in small spaces. Hong Kong is undoubtedly popular for its
tiny homes, with an average living space per person of just 161 square feet
in 2018 (Task Force on Land Supply 2018), which is approximately 25% less
than Tokyo and 60% less than Singapore (Ng 2018). Over the years, there
has been a common perception in the city that staff must be physically
present in the workplace to fulfill their duties. Now that the pandemic has
forced WFH to conduct a trial run in the area, several people are working
remotely for the first time, and it is proving to be a success. As a result, this
the potential working models for such a densely populated area (Lina Vyas
health and has the potential to increase workplace burnout during COVID-19.
in every five adults also feels helpless as coronavirus lockout restrictions are
relaxed and lifted. However, there is some indication that things are
changing. Anxiety and fear about the pandemic have declined from 62
portrayed five areas of mental strain encountered by people around the UK.
This included data from mental health charity polls, which showed that 59
percent of people said their mental health had declined during lockdown.
With so many people working from home, it's not shocking that Dale Office
leaders are now planning to implement flexible and agile working. Face-to-
face meetings would still be important, but with social distancing measures
workers are likely to choose to work from home again. Or, at the very least,
the right to choose when and how they function. Working Families polled
over a thousand working parents and discovered that more than 90% of
certain cases, this was due to increased care duties after the outbreak. In
reality, 30 percent of the workers polled said that shifts in caring roles had
Employees were most worried about their wellbeing during the COVID-19
about their own wellbeing, the risk of catching a virus, social isolation,
7
financial loss, and job insecurity. These are the primary causes of employee
Local
earnings and working hours or total job loss. This equates to about 10.9
gain from value chain connectivity are in the low- or high-risk groups
disruption and disruptive digitalization, on the other hand, could intensify the
pandemic since early this year, far longer than their counterparts in the
country and around the world. Survey findings indicate that many are
reopening of the workplace. However, 10% believe they will be able to open
Related Studies
Foreign
9
first death and increased media coverage related to the number of new
cases. Individuals in this situation are concerned about their own health as
and panic. Fear can intensify virus transmission and spread in pandemic
with febrile patients, insomnia, irritability, low levels of work efficiency, and
context of danger and anxiety. The word "stress" has a negative connotation
in terms of danger and scarcity of resources. Hans Selye was the first to
demand placed on it." Prolonged tension, on the other hand, has been linked
Local
11
described as work done from a remote location, such as home, that allows
and society. Some of the results on the benefits and outcomes of telework
include: increased employee efficiency because they can work when they are
reduction Employers, on the other hand, can save money by saving office
pandemic affects a global workforce of 3.3 billion people, with the arts,
these industries account for 1.25 billion people, or about 38% of the global
Emerald Jay D. Ilac, PhD (2020), added that There are many reasons
contamination, the fear of being ill, the loss of loved ones, and financial
providing food for one's family cause increased stress, especially for informal
result of the pandemic will almost certainly be permanent. One crucial reality
vaccination is still a long way off, social distancing may remain the standard.
When people move outside, they can still be expected to wear masks.
published also on the website of Cliff Notes (2020) where it is stated that
improved productivity.
consideration of human needs. Maslow broke down the need’s hierarchy into
maintaining basic human well‐being, such as food and drink, into this
Safety needs. These needs include the need for basic security, stability,
protection, and freedom from fear. A normal state exists for an individual to
have all these needs generally satisfied. Otherwise, they become primary
motivators.
Belonging and love needs. After the physical and safety needs are
satisfied and are no longer motivators, the need for belonging and love
According also to the study of Jon Pauline Ramos (2020), where “The
attributes like as age, sex, marital status, and tenure have an impact on
deteriorates.
age, gender, civil status, and years of service) and productivity, both directly
such as sex, age, marital status and educational level have an effect on
mental health. Wherein with longer working hours, the share of male
employees grew. This could be due to the fact that women often take on
many duties, including housework, and are unable to devote the same
working hours was proportionate to the increase in stress levels, with more
1. Profile of the
Respondents as
2. The extent of
to:
the effects of
1.1 Sex COVID-19 to the
employees of
1.2 Age
SJTIT in terms
1.3 Civil Status of: 3. Intervention
Program
1.4 Number of 2.1 Job
Years in Satisfaction
Service 2.2 Productivity
2.3 Mental
1.5 Highest
Health
Educational
Attainment
17
1.1 Age:
1.2 Sex:
18
variables?
Hypothesis
Problems 1, 2 and 4 are hypothesis free while problem 3 is
hypothesized as:
change from normal to new normal during the COVID-19 pandemic. This
study will be conducted in Surigao City. The study will be conducted this
The result of the study can have a useful implication for the following
group:
Administration where they are going to have an assessment on what are the
performance.
This study will serve as a way to understand their co-workers who are
having a hard time when COVID-19 drastically changed the way they look
Community
This study will give enlightenment to all the individuals as well as the
environment from office to home and the time schedule they have. In this
manner, this will give them the idea of what should the community
especially the government will do to have a full support to all the workers to
Future Researchers
This study may provide them a lead linking when researching related
studies in the future. This will be a source of information for a related study
Definition of Terms:
operationally.
living period.
behave.
married or widow.
COVID-19. It is referring to the disease that caused this new normal work
routine.
stops you doing your normal activities. Different types of depression exist,
depression does not result from a single event, but from a mix of events and
factors.]
paid accordingly.
SJTIT.
individual has.
22
specific institution.
or a work by an employee.
Productivity. It is the number of tasks or jobs that the employee has done
in a specific day.
Stress causes chemical changes in the body that can raise blood pressure,
heart rate, and blood sugar levels. It may also lead to feelings of frustration,
Telework. It is a work from home, making use of the internet, email, and
the telephone.
SJTIT.
RESEARCH METHODOLOGY
sample size and sampling design, the respondents of the study, research
locale, the research instrument, and data gathering, data processing method
Research Design
the effects of Covid-19 and job satisfaction of the employees of SJTIT; the
teaching staff and 6 FM personnel. In effect, this study has treated the 50
This study did use any sampling design and technique because of the
will be taken as the primary source of information for this study and all of
The Respondents
The respondents of the study were the employees of SJTIT. They were
the one who provided pertinent data as regards to the concerns of this study.
will ask the permission of the President of SJTIT that he gave permission to
get the list of all the employees employed in SJTIT for their identity and for
Research Locale
campuses, both the College Main located at Borromeo Street, Surigao City
and Annex Campus that enters the high school department located at
Norte.
followed in order that the desired information for the study was obtained.
Data Gathering
statistical tools.
Statistical Treatment
27
Pearson Product Moment Correlation. This tool was used to measure the
T-test. This tool was used to determine the significant relationship between
the profile of the respondents and the effects of Covid-19 to the employees
of SJTIT.
itself and these can affect their performance as they perform their duties,
4 2.50-3.24 Agree
3 1.75-2.49 Disagree
28
Table 1
Profile of the Respondents as to Age, Sex, Civil Status and
Highest Educational Attainment
Profile Frequency %
Sex
1. Male 21 42.0
2. Female 29 58.0
Age
Civil Status
1. Single 28 56.0
2. Married 15 30.0
3. Widow/Widower 4 8.0
4. Legally Separated 1 2.0
5. With live-in Partner 2 4.0
1. 1 to 5 years 33 66.0
2. 6 to 10 years 6 12.0
3. 11 to 15 years 3 6.0
4. 16 years and above 8 16.0
researchers.
58.0%) while there are only 21 (42.0%) male respondents, it implies that
age both got the frequency of 3 or 6.0%. It implies that there are more
Widow/Widower got the frequency of 4 or 8.0 %, With live-in Partner got the
or 2.0%. It implies that there are more single employees employed in SJTIT.
31
66.0% worked for 1 to 5 years, 8 or 16.0% have worked for 16 years and
Doctor’s Degree Units, and Doctor’s Degree. It implies that majority of the
Table 2
Mean Distribution of the Extent on the Effects of COVID-19 to the
Employees of SJTIT as to Job Satisfaction
Agree, rank of 2.5. item no. 2, “Receive the right amount of support and
33
no. 5, “Provide a conducive and safe workplace.” got a mean of 2.92 with a
no. 6, “Establish rules align with IATF (Inter-Agency Task Force).” got a
Agree, rank of 1. Item no. 7, “Make changes based on the suggestions and
verbal description of Agree, rank of 2.5. Item no. 8, “Receive fair incentives
0.99 and a verbal description of Agree, rank of 9. Item no. 9,” Experience
and a verbal description of Agree, rank of 10. Item no. 10, “Get adequate
Agency Task Force)” got the highest mean of 3.18 and a standard deviation
SJTIT implements the rules and health protocols according to AITF in which
hand, the item no. 9, “Experience competitive salaries” got the lowest mean
as Agree, which implies that respondents least agreed that they have
Table 3
Mean Distribution of the Extent on the
Effects of COVID-19 to the Employees of SJTIT as to Productivity
productive at work.
Overall Mean 3.28 Strongly
Agree
As shown in the table 3, item no. 1, “Look for ways to improve one’s
deviation of 0.62 and a verbal description of Agree, rank of 6.5. Item no. 3,
no. 4, “Avoid manana habit.” got a mean of 3.16 with a standard deviation
of 0.58 and a verbal description of Agree, rank of 10. Item no. 5, “Work and
of 5. Item no. 6, “Manage to plan work so that it can finished on time.” got a
Strongly Agree, rank of 4. Item no. 7, “Align goals and aims with
achieving the desired result.” got a mean of 3.42 with a standard deviation
“Able to carry out work efficiently.” got a mean of 3.18 with a standard
deviation of 0.63 and a verbal description of Agree, rank of 8.5. Item no. 10,
36
got the highest mean of 3.44 and standard deviation of 0.64 which can be
hand, item no. 4, “Avoid manana habit” got the lowest mean of 3.16 and a
implies that the respondents have the least of avoiding manana habit on
Table 4
about yourself.
8. Concentrate on task to get the Strongly 2
3.46 0.54
desired result. Agree
9. Maintains positive outlook in Strongly 1
3.48 0.50
life. Agree
10. Refrain from negative Strongly 6
3.32 0.65
thoughts. Agree
Overall Mean 3.30 Strongly
Agree
As shown in the table 4, item no. 1, “Gets enough time to sleep.” got a
Agree, rank of 10. Item no. 2, “Knows how to manage stress.” got a mean of
rank of 9. Item no. 3, “Socialize with colleagues.” got a mean of 3.28 with a
of 8. Item no. 4, “Keep in touch with co-workers.” got a mean of 3.34 with a
of 5. Item no. 5, “Influence others with positive vibes.” got a mean of 3.38
rank of 4. Item no. 6, “Maintains a happy soul.” got a mean of 3.30 with a
yourself.” got a mean of 3.42 with a standard deviation of 0.57 and a verbal
get the desired result.” got a mean of 3.46 with a standard deviation of 0.54
positive outlook in life.” got a mean of 3.48 with a standard deviation of 0.50
and a verbal description of Strongly Agree, rank of 1. Item no. 10, “Refrain
highest mean of 3.48 and a standard deviation of 0.65 which can be verbally
interpreted as Strongly Agree, which implies that the respondents have the
have in their lives. On the other hand, item no. 1, “Gets enough time to
sleep” got the lowest mean of 2.98 and a standard deviation of 0.71 which
can be verbally interpreted as Agree, this implies that the respondents least
Table 5
Summary of the Mean Distribution of the
Extent on the Effects of COVID-19 to the Employees of SJTIT
indicator Mental Health got the rank of 1 with the highest overall mean of
Productivity got the rank of 2 with the overall mean of 3.28 which can be
got the rank of 3 with the overall mean of 2.94 which can be verbally
interpreted as Agree.
employees of SJTIT.
Table 6
Test of Significant Relationship between the Respondent’s
Profiled Variables and the Effects of COVID-19 to the
employees of SJTIT.
age and the effects of COVID-19 to the employees of SJTIT. This implies that
age has a significant factor that contributes to the effects of Covid-19 to the
employees of SJTIT. This implies that sex, civil status, number of years in
Summary
employees of SJTIT.
of SJTIT. The study made use of descriptive and correlational design utilizing
the College Main located at Borromeo Street, Surigao City and Annex
and FM personnel. The statistical tools used in the study were Frequency
Count and Percentage for the profile of the respondents, Arithmetic Mean
between linearly related variables and T-test for the significant relationship
between the profile of the respondents and the effects of Covid-19 to the
employees of SJTIT.
42
Findings
female (29 or 58.0%) while there are only 21 (42.0%) male respondents.
age both got the frequency of 3 or 6.0% implying that there are more
Widow/Widower got the frequency of 4 or 8.0 %, With live-in Partner got the
or 2.0%. It implies that there are more single employees employed in SJTIT.
66.0% worked for 1 to 5 years, 8 or 16.0% have worked for 16 years and
SJTIT in terms of Job Satisfaction, item no. 1, “Go to work every day” got a
Agree, rank of 2.5. item no. 2, “Receive the right amount of support and
rank of 4. Item no. 5, “Provide a conducive and safe workplace.” got a mean
rank of 6. Item no. 6, “Establish rules align with IATF (Inter-Agency Task
Force).” got a mean of 3.18 with a standard deviation of 0.75 and a verbal
0.71 and a verbal description of Agree, rank of 2.5. Item no. 8, “Receive fair
44
deviation of 0.99 and a verbal description of Agree, rank of 9. Item no. 9,”
deviation of 0.78 and a verbal description of Agree, rank of 10. Item no. 10,
“Get adequate personal space at work.” got a mean of 2.86 with a standard
deviation of 0.62 and a verbal description of Agree, rank of 6.5. Item no. 3,
no. 4, “Avoid manana habit.” got a mean of 3.16 with a standard deviation
of 0.58 and a verbal description of Agree, rank of 10. Item no. 5, “Work and
of 5. Item no. 6, “Manage to plan work so that it can finished on time.” got a
Strongly Agree, rank of 4. Item no. 7, “Align goals and aims with
achieving the desired result.” got a mean of 3.42 with a standard deviation
“Able to carry out work efficiently.” got a mean of 3.18 with a standard
deviation of 0.63 and a verbal description of Agree, rank of 8.5. Item no. 10,
in terms of Mental Health, item no. 1, “Gets enough time to sleep.” got a
Agree, rank of 10. Item no. 2, “Knows how to manage stress.” got a mean of
rank of 9. Item no. 3, “Socialize with colleagues.” got a mean of 3.28 with a
of 8. Item no. 4, “Keep in touch with co-workers.” got a mean of 3.34 with a
of 5. Item no. 5, “Influence others with positive vibes.” got a mean of 3.38
rank of 4. Item no. 6, “Maintains a happy soul.” got a mean of 3.30 with a
yourself.” got a mean of 3.42 with a standard deviation of 0.57 and a verbal
46
get the desired result.” got a mean of 3.46 with a standard deviation of 0.54
positive outlook in life.” got a mean of 3.48 with a standard deviation of 0.50
and a verbal description of Strongly Agree, rank of 1. Item no. 10, “Refrain
of -1.073, 0.855, 0.855 and -2.427, respectively, r of -0.15, 0.12, 0.15 and -
between sex, civil status, number of years in service and highest educational
Conclusions
are offered:
47
competitive salary.
manana habits.
sleep.
Recommendations
habits.
48
an alternative activity that might help lift every employee's job satisfaction,
employee’s performance.
checked their co-workers if they are having a hard time, allocate some time
to socialize with each other to help them cope up with whatever problems
they have.
5. The community or the government can create an activity that can help
where these are the most essential needs of every employee to continue
aforementioned institution.
Rationale
will help the respondents to be aware that the drastic change due to Covid-
19 can greatly affect them. This will also help the community to create an
49
Objectives
and as well as allowing the head officers to track how well they are
performing in their roles and developing skill sets to further their careers to
avoid procrastination.
Plan Description
building and career trainings that will serves as the annual reminder of what
are the objectives and goals of the institution regarding work performance.
schedules that is suitable and fair to all employees, and as much as possible,
avoid giving the employees overtime for them to have enough time to rest.
50
implementation.
References
Article Resources
1. Bethany Chapman (2020), COVID-19 Outbreak Effects on Job Security
and Emotional Functioning Amongst Women Living with Breast Cancer.
Retrieved from
https://www.frontiersin.org/articles/10.3389/fpsyg.2020.582014/full
2. Susan La Chica (2020), Philippine employers focus on health and
wellbeing in the new normal. Retrieved from
https://www.willistowerswatson.com/en-PH/Insights/2020/07/philippine-
employers-focus-on-health-and-wellbeing-in-the-new-normal
3. Salima Hamouche, et. Al (2020), COVID-19 and employees’ mental health:
stressors, moderators and agenda for organizational actions. Retrieved from
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7342058/
4. U.S. Department of Health & Human Services (2020), What Is Mental
Health? Retrieved from
https://www.mentalhealth.gov/basics/what-is-mental-health
Journal Resources
1. Sungjin Park, et. Al (2020), The negative impact of long working hours on
mental health in young Korean workers. Retrieved from
https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0236931
2. Sumitra Pokhrel & Roshan Chhetri (2021), A Literature Review on Impact
of COVID-19 Pandemic on Teaching and Learning. Retrieved from
https://journals.sagepub.com/doi/full/10.1177/2347631120983481
Electronic Resources
1. Kimberly Chriscaden (2020), Impact of COVID-19 on people's livelihoods,
their health and our food systems. Retrieved from
https://www.who.int/news/item/13-10-2020-impact-of-covid-19-on-
people's-livelihoods-their-health-and-our-food-
53
systems#:~:text=The%20economic%20and%20social%20disruption,the%2
0end%20of%20the%20year.
2. Lina Vyas & Nantapong Butakhieo (2020), The impact of working from
home during COVID-19 on work and life domains: an exploratory study on
Hong Kong. Retrieved from
https://www.tandfonline.com/doi/full/10.1080/25741292.2020.1863560
3. Louise Grieb (2020), The effects of COVID-19 on employees and the
workplace. Retrieved from
https://www.fusionoh.com/blog/effects-covid-19-employees-workplace
4. Sumitra Pokhrel & Roshan Chhetri (2021), A Literature Review on Impact
of COVID-19 Pandemic on Teaching and Learning. Retrieved from
https://journals.sagepub.com/doi/full/10.1177/2347631120983481
5. Mahmud Hamid, et. Al (2020), Impact of Coronavirus (COVID-19) and
Employees’ Reaction to Changes on Employee Performance of Bangladesh.
Retrieved from
https://www.researchgate.net/publication/343988182_Impact_of_Coronavir
us_COVID-
19_and_Employees'_Reaction_to_Changes_on_Employee_Performance_of_B
angladesh
6. International Labour Organization (2020), COVID-19 labour market
impact in the Philippines. Retrieved from
https://www.ilo.org/wcmsp5/groups/public/---asia/---ro-bangkok/---ilo-
manila/documents/publication/wcms_762209.pdf
7. Jon Pauline Ramos (2020), The Impact of Work-Home Arrangement on
the Productivity of Employees during COVID-19 Pandemic in the Philippines:
A Structural Equation Modelling Approach. Retrieved from
https://dl.acm.org/doi/10.1145/3429551.3429568
8. Dr. Jolly Sahni (2020), Impact of COVID-19 on Employee Behavior: Stress
and Coping Mechanism During WFH (Work From Home) Among Service
Industry Employees. Retrieved from
https://researchleap.com/impact-of-covid-19-on-employee-behavior-stress-
and-coping-mechanism-during-wfh-work-from-home-among-service-
industry-employees/
54
9. Emerald Jay D. Ilac, PhD (2020), After COVID-19: Work Life Post-
Quarantine. Retrieved from
https://www.ateneo.edu/cord/news/after-covid-19-work-life-post-quarantine
10. World Health Organization (2016), Gender: definitions. Retrieved from
https://www.euro.who.int/en/health-topics/health-
determinants/gender/gender-definitions
11. MBA Skool Team (2020), Job Satisfaction. Retrieved from
https://www.mbaskool.com/business-concepts/human-resources-hr-
terms/4394-job-
satisfaction.html#:~:text=Job%20satisfaction%20is%20defined%20as,a%2
0comfortable%20work%20life%20balance.
12. Paul Krugman (2017), DEFINING AND MEASURING PRODUCTIVITY.
Retrieved from
https://www.oecd.org/sdd/productivity-stats/40526851.pdf
13. Philippine Statistic Authority (2017), Marital Status. Retrieved from
https://psa.gov.ph/content/marital-status-1
14. Cliff Notes (2020), Principles of Management. Retrieved from
https://www.cliffsnotes.com/study-guides/principles-of-management/the-
evolution-of-management-thought/behavioral-management-theory
15. United States Census Bureau (2018), Educational Attainment. Retrieved
from
https://www.census.gov/topics/education/educational-attainment.html
16. Annierah M. Usop, et. Al (2013), THE SIGNIFICANT RELATIONSHIP
BETWEEN WORK PERFORMANCE AND JOB SATISFACTION IN PHILIPPINES.
Retrieved from
https://www.researchgate.net/publication/236017106_THE_SIGNIFICANT_R
ELATIONSHIP_BETWEEN_WORK_PERFORMANCE_AND_JOB_SATISFACTION_
IN_PHILIPPINES
17. John Mark R. Asio (2021), Determinants of work productivity among
selected tertiary education employees: A PreCOVID-19 pandemic analysis.
Retrieved from
https://files.eric.ed.gov/fulltext/ED611591.pdf
55
Curriculum Vitae
EDUCATIONAL BACKGROUND
ELEMENTARY : Banban Elementary School
SECONDARY : Taganaan National High School
TERTIARY : St. Jude Thaddeus Institute of Technology
COURSE : Bachelor of Science in Customs Administration
56
Curriculum Vitae
CORREOS, STANLEY R.
Researcher 2
EDUCATIONAL BACKGROUND
ELEMENTARY : Nueva Estrella Elementary School
SECONDARY : Nueva Estrella National High School
TERTIARY : St. Jude Thaddeus Institute of Technology
COURSE : Bachelor of Science in Customs Administration
57
Curriculum Vitae
EDUCATIONAL BACKGROUND
ELEMENTARY : Cantugas Elementary School
SECONDARY : Matin.ao National High School
TERTIARY : St. Jude Thaddeus Institute of Technology
COURSE : Bachelor of Science in Customs Administration
58
Curriculum Vitae
EDUCATIONAL BACKGROUND
ELEMENTARY : Cantapoy Elementary School
SECONDARY : Cantapoy National High School
TERTIARY : St. Jude Thaddeus Institute Of Technology
COURSE : Bachelor Of Science In Customs Administration
59
Curriculum Vitae
REY, EVE A.
Researcher 5
EDUCATIONAL BACKGROUND
ELEMENTARY : Canlanipa Central Elementary School
SECONDARY : Surigao Del Norte National High School
TERTIARY : St. Jude Thaddeus Institute of Technology
COURSE : Bachelor of Science in Customs Administration
60
List of Tables
List of Figures