The Effects of COVID-19 to the Employees of St.

Jude Thaddeus
Institute of Technology: Basis for an Intervention Program

An Undergraduate Thesis Proposal Submitted to the Faculty of

Customs Administration of Saint Jude Thaddeus Institute of
Technology

In Partial Fulfillment of the Requirement for the Degree of Bachelor

of Science in Customs Administration

By

ANIMO, ELJIN M.
CORREOS, STANLEY R.
GALVEZ, JHON MICHAEL L.
ROLUNA, CHANIEL S. JR.
REY, EVE A.
 CHAPTER 1

THE PROBLEM AND ITS SCOPE

The COVID-19 pandemic has resulted in a dramatic loss of human life

around the world, posing an unparalleled threat to public health, food

systems, and the workplace. The pandemic's economic and social impact is

devastating: tens of millions of people are at risk of falling into extreme

poverty, and the number of undernourished people, which is currently

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

no food, or at best, less food that is less nutritious (Kimberly Chriscaden,

2020).

Kimberly Chriscaden (2020), added that food security, public health,

and jobs and labor issues, especially worker health and safety, all intersect

in the COVID-19 crisis. Adhering to occupational safety and wellness

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

expanding social security to include universal health care and income

support for the most vulnerable. Workers in the informal sector, as well as

those in poorly secured and low-paying employment, include teenagers,

older workers, and migrants. Women, who are over-represented in low-wage

employment and care positions, must be given special consideration. Cash

transfers, child allowances and nutritious school meals, shelter and food

assistance programs, funding for work preservation and recovery, and

financial relief for businesses, including micro, small, and medium-sized

enterprises, are all important.

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

employees. Saint Jude Thaddeus Institute of Technology employees are one

of the elements of the economy who experienced drastic change from

normal to the new normal.

The cases of COVID-19 in Surigao City becomes higher and the City

Government commits to the decision to follow the rules implemented by the

National Government. City experienced entire lockdown. The jobs, schools,

businesses and churches are affected. Hence, the Saint Jude Thaddeus

Institute of Technology employees as well are affected and experienced a

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

are the effects of COVID-19 to the employees employed in Saint Jude

 3

Thaddeus Institute of Technology as they are experiencing a new normal

workplace.

Review of Related Literature and Studies

This research study cited books, articles and laws, which are relevant

to the present investigation. It composed of related literature and studies,

both local and foreign which contain facts and information on the research

problem at hand. It also provides explanations and logical connections

between previous researcher and present work.

Related Literature

Foreign

The Coronavirus disease 2019 (COVID-19) outbreak has had a

negative effect on global economies and jobs. It is estimated that

approximately eight million jobs in the United Kingdom were lost as a result

of the outbreak and the resulting restrictions on travel or shielding measures.

Unemployment and forced work loss have repeatedly been shown to have a

serious and long-term effect on mental health. In addition, the emergence of

depression after job loss raises the likelihood of becoming unemployed.

Similarly, work instability is known as a stressor that is harmful to one's

well-being and mental health, and it is related to higher levels of depression

(Bethany Chapman, 2020).

 4

Students, parents, and educators around the world have felt the

sudden ripple impact of the COVID-19 pandemic as schools have been

closed to deal with the global pandemic. As states, frontline staff, and health

officials work tirelessly to contain the epidemic, education systems strive to

continue providing high-quality education to all students during these

challenging times. Many students have experienced psychological and

emotional distress at home/living space and have been unable to participate

productively. The best practices for online homeschooling have yet to be

discovered. The use of appropriate and applicable pedagogy for online

education may be dependent on both educators' and learners' skills and

exposure to information and communications technology (ICT) (Sumitra

Pokhrel & Roshan Chhetri, 2021).

Sumitra Pokhrel & Roshan Chhetri (2021), added that some of the

online tools that have been used so far include unified communication and

collaboration platforms like Microsoft Teams, Google Classroom, Canvas, and

Blackboard, which allow teachers to build instructional classes, training, and

skill development programs. They provide workplace chat, video meetings,

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

monitoring of student learning and assessment through the use of quizzes

and the rubric-based evaluation of submitted assignments.

 5

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

is a once-in-a-lifetime opportunity to assess the feasibility of WFH as one of

the potential working models for such a densely populated area (Lina Vyas

&Nantapong Butakhieo, 2020).

The coronavirus pandemic has had a huge impact on people's mental

health and has the potential to increase workplace burnout during COVID-19.

According to a Mental Health Foundation survey conducted in mid-June, one

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

percent at the start of the lockdown to 49 percent more recently. The

 6

Guardian developed a visual guide of charts based on survey results that

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

Interiors' latest research found that nearly three-quarters of business

leaders are now planning to implement flexible and agile working. Face-to-

face meetings would still be important, but with social distancing measures

in place. As a result, many organizations are beginning to examine their own

return-on-work strategies. When work life returns to a new standard, more

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

them wanted their workplace to keep flexible working after COVID-19. In

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

affected their ability to function (Louise Grieb, 2020).

Employee output is also influenced by their emotional state.

Employees were most worried about their wellbeing during the COVID-19

pandemic. In her post, Hamouche (2020) addresses employee mental

wellbeing, specifically stress and depression. Employees are most worried

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

tension and decreased output at work. To minimize stress and increase

employee performance, the company must ensure the protection of

employees' wellbeing, social distance, financial security, and job security

(Mahmud Hamid, et. Al, 2020).

Local

The effect of COVID-19 on the economy and labor market is projected

to disrupt one-quarter of total jobs in the Philippines, either by reduced

earnings and working hours or total job loss. This equates to about 10.9

million employees. Women account for 38% of the workers at risk of

disruption due to COVID-19. COVID19 induced workplace disruption

threatens approximately 900,000 jobs, or more than one-fifth of total

manufacturing employment. A closer analysis shows that the subsectors that

gain from value chain connectivity are in the low- or high-risk groups

(International Labour Organization, 2020).

International Labour Organization (2020), COVID-19 is likely to

accelerate digitalization in order to maintain health and safety standards

while sustaining economic activity. The intersection of COVID-19 work

disruption and disruptive digitalization, on the other hand, could intensify the

risks faced by women and men in some occupations. Approximately two-

thirds of the 10.9 million employees at risk of workplace disruption due to

COVID-19 work in collapsing or computer terrain occupations (that is, facing

 8

high risk of destructive digitalization). This equates to over 7.2 million

employees who face a two-tiered chance of job disruption.

The use of telework/telecommuting or working from home

arrangements allowed by digital technology is becoming more common. In

the Philippines, the government also passed a bill known as the

“Telecommuting Act” in 2019 that allows employers of various types of

companies to adopt work from home or alternative working arrangements

for their workers (Jon Pauline Ramos, 2020).

Employers in the Philippines have been dealing with the COVID-19

pandemic since early this year, far longer than their counterparts in the

country and around the world. Survey findings indicate that many are

improving health care and wellbeing as they look forward to restoring

prosperity for their workers and companies. Approximately 75% of

employers have developed a reopening policy, procedures, or

communication plan. 70% of employers expect a staggered or incremental

reopening of the workplace. However, 10% believe they will be able to open

soon (almost all employees reporting at once) (Susan La Chica, 2020).

Related Studies

Foreign
 9

Perception of protection, hazard, and contagion danger. Fear and panic

set in during a pandemic. Individuals' anxiety may increase as a result of the

first death and increased media coverage related to the number of new

cases. Individuals in this situation are concerned about their own health as

well as the health of their family members. The outbreak of COVID-19, as

well as the control measures implemented, could trigger widespread fear

and panic. Fear can intensify virus transmission and spread in pandemic

areas. For example, during the Ebola outbreak, some frightened

symptomatic patients fled treatment centers, concealing sick relatives at

home. According to some scholars, feeling unsafe and vulnerable to

pandemics are predictors of poor mental health. During a pandemic epidemic,

people experience infobesity, or information overload. They are frustrated by

the infection's documented lethality as well as the strength of media

coverage of this pandemic outbreak, which heightens their sense of risk

(Salima Hamouche, et. Al, 2020).

Salima Hamouche, et. Al (2020), added that individuals who are

quarantined can feel boredom, anger, and loneliness. According to some

reports, quarantine during a pandemic, such as COVID-19, is associated with

worse mental wellbeing, with a high prevalence of symptoms of

psychological distress and disorder. Because of the length of the quarantine,

this relationship can be exacerbated. Furthermore, quarantined employees

were substantially more likely to experience fatigue, anxiety when coping

 10

with febrile patients, insomnia, irritability, low levels of work efficiency, and

poor focus. suggested that quarantine encounters may have long-term

detrimental psychological consequences; not only for those who are

quarantined, but also for those who are not.

Employee morale, efficiency, and overall satisfaction have all been

shown to suffer as a result of stress. Stress can make people more

vulnerable to COVID-19 virus infection. This must be addressed as an urgent

occupational health concern. Many people misunderstand tension, which is a

complicated question. The word "stress" has a negative connotation in the

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

identify it as having both negative (distress) and positive (eustress)

elements. It described stress as "the body's non-specific response to any

demand placed on it." Prolonged tension, on the other hand, has been linked

to a variety of causes of death, including hearing loss. Nonetheless, any

form of stress must be treated with caution and by individuals and

organizations by providing adequate and effective support. Many stress

management techniques, such as therapy, may help workers relieve stress

and improve their workplace health (Dr. Jolly Sahni, 2020).

Local
 11

Teleworking as a method of work arrangement has grown in popularity

as a result of the rapid and impressive advancement of technology,

especially information and communications technology. Telework is

described as work done from a remote location, such as home, that allows

employees to use information and communication technology. After the

advent of telework, numerous countries have conducted comprehensive

studies and analysis on its effect on individual teleworkers, organisations,

and society. Some of the results on the benefits and outcomes of telework

include: increased employee efficiency because they can work when they are

most productive and are not interrupted by coworkers. Increased work

satisfaction, increased employee engagement, traffic and air pollution

reduction Employers, on the other hand, can save money by saving office

space, power, and supplies (Jon Pauline Ramos, 2020).

According to their figures, workplace closures rose exponentially in the

weeks following the pandemic. Currently, 81 percent of the global workforce

works in countries where closures are either obligatory or recommended.

Jobs in these sectors accounts for 87% of the workforce in upper-middle-

income countries and 70% of the workforce in high-income countries. The

pandemic affects a global workforce of 3.3 billion people, with the arts,

entertainment, and leisure, transportation, lodging and food services, real

estate, and manufacturing being the most impacted sectors. Employees in

 12

these industries account for 1.25 billion people, or about 38% of the global

workforce (Emerald Jay D. Ilac, PhD, 2020).

Emerald Jay D. Ilac, PhD (2020), added that There are many reasons

for anxiety during a pandemic quarantine lockout, including the possibility of

contamination, the fear of being ill, the loss of loved ones, and financial

hardship. In a country like the Philippines, the financial ramifications of

providing food for one's family cause increased stress, especially for informal

workers whose livelihood is in jeopardy. Changes to the workplace as a

result of the pandemic will almost certainly be permanent. One crucial reality

of the current changes is that there is no going back to normalcy as we once

knew it. As long as the virus is present in asymptomatic individuals and

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.

Theoretical Framework and Conceptual Framework

This study is anchored on the theory of “The Behavioral Management

Theory by Elton Mayo and F. J. Roethlisberger” as it is mentioned in the

Principles of Management from the book of Houghton Mifflin Harcourt as it is

published also on the website of Cliff Notes (2020) where it is stated that

human relations movement addresses the human dimension of work.

Behavioral theorists believed that a better understanding of human behavior

 13

at work, such as motivation, conflict, expectations, and group dynamics,

improved productivity.

In line with the theory of The Behavioral Management Theory,

Abraham Maslow, a practicing psychologist, developed one of the most

widely recognized need theories, a theory of motivation based upon a

consideration of human needs. Maslow broke down the need’s hierarchy into

five specific areas:

Physiological needs. Maslow grouped all physical needs necessary for

maintaining basic human well‐being, such as food and drink, into this

category. After the need is satisfied, however, it is no longer is a motivator.

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

emerges as a primary motivator. The individual strives to establish

meaningful relationships with significant others.

Esteem needs. An individual must develop self‐confidence and wants to

achieve status, reputation, fame, and glory.

 14

Self‐actualization needs. Assuming that all the previous needs in the

hierarchy are satisfied, an individual feels a need to find himself.

According also to the study of Jon Pauline Ramos (2020), where “The

Impact of Work-Home Arrangement on the Productivity of Employees during

COVID-19 Pandemic in the Philippines: A Structural Equation Modelling

Approach” which states that “It investigates the influence of work-from-

home arrangements on worker productivity in the Philippines. Teleworking

as a method of work arrangement has grown in popularity as a result of the

rapid and impressive advancement of technology, especially information and

communications technology.” However, in this study, the researcher will look

for the effects of COVID-19 to the employees of SJTIT.

This framework gives the conceptual definition of the effects of COVID-

19 to the employees in conducting or doing their specific job. It also shows

that demographic factors play a significant role in influencing the employees.

As mentioned by Annierah M. Usop, et. Al (2013), job satisfaction was

influenced by age, highest educational attainments, and length of service.

There is a significant difference in job satisfaction based on sex and civil

status. Moreover, Annierah M. Usop, et. Al (2013), mentioned that, personal

attributes like as age, sex, marital status, and tenure have an impact on

employee performance. During the next decade, the relationship between

age and work performance may become increasingly important. There is a

 15

general assumption that as people get older, their work performance

deteriorates.

On the other hand, according to John Mark R. Asio (2021), when

respondents are categorized by department, gender, civil status, and years

of service, there are significant findings in terms of productivity. There is

also evidence of a link between the five demographic profiles (department,

age, gender, civil status, and years of service) and productivity, both directly

and indirectly. Higher education has a stronger impact on productivity, which

is especially true for younger workers and women.

According to Sungjin Park, et. Al (2020), the demographic variables

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

amount of time to their jobs as their male counterparts. The increase in

working hours was proportionate to the increase in stress levels, with more

labor leading to higher observed stress levels. Employees experience higher

stress levels as a result of increased working hours, particularly those that

are unintended or unwanted. Stress, in turn, causes unhealthy behaviors

and has been linked to a variety of disorders.

 16

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

Figure 1. Schematic Diagram of the Study

Statement of the Problem

The purpose of this study is to determine the effects of COVID-19 to

the employees of SJTIT.

Specifically, it aims to answer the following questions:

1. What is the profile of the respondents in terms of:

1.1 Age:

1.2 Sex:
 18

1.3 Civil Status

1.4 Number of Years in Service

1.5 Highest Educational Attainment

2. To what extent is the effects of COVID-19 to the of the employees of

SJTIT in terms of;

2.1 Job Satisfaction

2.2 Productivity; and

2.3 Mental Health

3. Is there a significant relationship between the effects of COVID-19 to the

employees of St. Jude Thaddeus Institute of Technology and their profile

variables?

4. Based on the findings, an intervention program can be proposed?

Hypothesis
Problems 1, 2 and 4 are hypothesis free while problem 3 is

hypothesized as:

Ho: There is no significant relationship between the effects of COVID-

19 to the employees of St. Jude Thaddeus Institute of Technology when

grouped according to their profile variables.

 19

Scope and Limitation of the study

This study focuses on determining the effects of COVID-19 to the

employees of SJTIT. As the employees of SJTIT also experience drastic

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

second semester of Academic Year 2020-2021. The respondents of this

study will be the employees of SJTIT.

Significance of the Study

The result of the study can have a useful implication for the following

group:

St. Jude Thaddeus Institute of Technology Administration

This study will serve as an essential information for the SJTIT

Administration where they are going to have an assessment on what are the

possible ways on helping or guiding their employees to have a good

performance.

Employees of St. Jude Thaddeus Institute of Technology

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

and do their job.

 20

Community

This study will give enlightenment to all the individuals as well as the

Government to have an idea as to what are the effects of Covid-19 to the

performance of all the employees who experienced shifting of work

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

sustain their needs physically, mentally and emotionally.

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

or can be replicated using additional variables another setting.

Definition of Terms:

The following terms need to be defined either theoretically or

operationally.

Age. It is the current year of a specific individual according to his or her

living period.

Arithmetic Mean and Standard Deviation. It is used to determine effects

of COVID-19 to the employees of SJTIT.

 21

Behavioral Management Theory. This theory is all about behavior, where

it consists factors that contributes the way the employees or individual

behave.

Civil Status. It is the status of an individual whether he or she is a single,

married or widow.

COVID-19. It is referring to the disease that caused this new normal work

routine.

Depression. It is a constant feeling of sadness and loss of interest, which

stops you doing your normal activities. Different types of depression exist,

with symptoms ranging from relatively minor to severe. Generally,

depression does not result from a single event, but from a mix of events and

factors.]

Employees- It is an individual that has a task or a job to perform and is

paid accordingly.

Extent. It is the area covered by the effects of Covid-19 to the employees of

SJTIT.

Frequency Count and Percentage. It used to determine the quantity

profile of the respondents.

Highest Educational Attainment. It is the highest level of education of an

individual has.
 22

Intervention Plan. It is intended to use for imposing solutions that can

help the employee and SJTIT Administration to impose solutions to solve or

to lessen the problem.

Job Satisfaction. It is the satisfaction level of an employee where he or she

is working. It is about working with interest that will make he or she

satisfied to his/her work.

Mental Health. It talks about emotional, psychological, and social well-

being of an employee that contribute to his/her mental wellbeing.

Number of Years in Service. It is the year an individual spent working in a

specific institution.

Pandemic. It is an epidemic of an infectious disease that has spread across

a large region, for instance multiple continents or worldwide, affecting a

substantial number of people.

Pearson Product Moment Correlation. It is to measure the degree of the

relationship between linearly related variables.

Performance- The action or process of carrying out or accomplishing a task

or a work by an employee.

Productivity. It is the number of tasks or jobs that the employee has done

in a specific day.

Sex. It refers to male or female.

 23

Stress. It is the body's response to physical, mental, or emotional pressure.

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,

anxiety, anger, or depression.

Stressor. A stressor is anything that causes the release of stress hormones.

There are two broad categories of stressors: Physiological (or physical)

stressors and Psychological Stressors.

Telework. It is a work from home, making use of the internet, email, and

the telephone.

T-test. It is used to determine the significant relationship between the

profile of the respondents and the effects of Covid-19 to the employees of

SJTIT.

Work Instability. It is a state in which the consequences of a mismatch

between an individual's functional and/or cognitive abilities and demands of

their job can threaten continuing employment if not resolved

24
 CHAPTER 2

RESEARCH METHODOLOGY

This chapter presents the research design, the determination of the

sample size and sampling design, the respondents of the study, research

locale, the research instrument, and data gathering, data processing method

and statistical treatment.

Research Design

This study utilized the descriptive and correlational design. It is

descriptive because it examined the effects of Covid-19 to the employees of

SJTIT and it is correlational because it determined the relationship between

the effects of Covid-19 and job satisfaction of the employees of SJTIT; the

relationship between the effects of Covid-19 and job productivity of the

employees of SJTIT; and the relationship between the effects of Covid-19

and mental health of the employees of SJTIT.

Determination of the Sample Size

This study have a minimal number of 50 respondents. The

respondents of this study were composed of 28 teaching staff, 16 non-

teaching staff and 6 FM personnel. In effect, this study has treated the 50

respondents as the primary source of information and a sample is not

applicable because of the limited number of the respondents.

 25

Sampling Design and Technique

This study did use any sampling design and technique because of the

limited number of the respondents. The whole population of 50 respondents

will be taken as the primary source of information for this study and all of

the respondents was asked to answer the survey questionnaire.

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.

To facilitate the systematic identification of the respondents, the researchers

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

them to become the respondents of this study.

Research Locale

This study was conducted in St. Jude Thaddeus Institute of Technology

campuses, both the College Main located at Borromeo Street, Surigao City

and Annex Campus that enters the high school department located at

Eastern Nautical Highway in Barangay Lipata, Surigao City, Surigao del

Norte.

The Research Instrument

 26

The research instrument that was used in this study is a researcher-

made questionnaire. It is composed of two parts; Part 1 dealt on the profile

of the respondents. Part 2 dealt on determining effects of COVID-19 to the

employees of SJTIT is given.

Validation of the Research Instrument

The researcher made questionnaire was validated by the experts. Then

after the validation, distribution of questionnaires to the respondents

followed in order that the desired information for the study was obtained.

Data Gathering

The researchers used a researcher-made questionnaire administered

to the employees of St. Jude Thaddeus Institute of Technology. The

researchers administered the test questionnaire through survey form. The

respondents answered the questionnaire given by the researchers.

Afterwards, it was retrieved, analyzed and interpreted through the use of

statistical tools.

Data Processing Method

After answering the questionnaire, the researchers collected the

answered questionnaires from the respondents for tallying, tabulating and

analyzing the results followed.

Statistical Treatment
 27

The following statistical tools were used by the researchers in treating

the data of the study:

Frequency Count and Percentage. These tools were used in determining

the profile of the respondents as stated in problem number one of the

statements of the problem.

Arithmetic Mean and Standard Deviation. These tools were used to

determine effects of COVID-19 to the employees of SJTIT.

Pearson Product Moment Correlation. This tool was used to measure the

degree of the relationship between linearly related variables.

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.

To find out the effects of COVID-19 to the employees of SJTIT as they

also experience some changes in their workplace and their environment

itself and these can affect their performance as they perform their duties,

the following parameters was used.

Scale Parameters Verbal Description

5 3.25-4.00 Strongly Agree

4 2.50-3.24 Agree

3 1.75-2.49 Disagree
 28

2 1.00-1.74 Strongly Agree

 CHAPTER 3

RESULTS, ANALYSIS AND INTERPRETATION

This chapter presents the result, analysis and interpretation of data

obtained from the respondents.

Table 1. The profile of the respondents as to Sex, Age, Civil Status,

Number of Years in Service and Highest Educational Attainment.

 29

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

1. 20 to 25 years of age 18 36.0

2. 26 to 30 years of age 7 14.0
3. 31 to 35 years of age 3 6.0
4. 36 to 40 years of age 6 12.0
5. 41 to 49 years of age 3 6.0
6. 50 years of age and above 13 26.0

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

Number of Years in service

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

Highest Educational Attainment

1. Elementary Graduate 2 4.0
2. High School Graduate 6 12.0
3. Vocational Course 4 8.0
4. College Undergraduate 1 2.0
5. College Graduate 20 40.0
6. Master’s Degree Units 8 16.0
7. Master’s Degree 7 14.0
 30

8. Doctor’s Degree Units 1 2.0

9. Doctor’s Degree 1 2.0

Total Number of Respondents 50

Table 1 presents the profile of the respondents in terms of Sex, Age,

Civil Status, Number of Years in Service and Highest Educational Attainment.

There were 50 respondents who answered the survey-questionnaire by the

researchers.

In terms of sex, majority of the respondents were female (29 or

58.0%) while there are only 21 (42.0%) male respondents, it implies that

there are more female respondents than male.

In terms of age, majority of the respondents ages 20 to 25 years of

age (18 or 36.0%), 6. 50 years of age and above got a frequency of 13 or

26.0%, 26 to 30 years of age 7 or 14.0%, 36 to 40 years of age got a

frequency of 6 or 12.0%, lastly, 31 to 35 years of age and 41 to 49 years of

age both got the frequency of 3 or 6.0%. It implies that there are more

employees ages 20 to 25 years old employed in SJTIT.

In terms of civil status, majority of the respondents were Single and

got the frequency of 28 or 56.0%. Married got the frequency of 15 or 30.0%,

Widow/Widower got the frequency of 4 or 8.0 %, With live-in Partner got the

frequency of 2 or 4.0% and lastly, Legally Separated got the frequency of 1

or 2.0%. It implies that there are more single employees employed in SJTIT.
 31

In terms of number of years in service of the respondents, 33 or

66.0% worked for 1 to 5 years, 8 or 16.0% have worked for 16 years and

above, 6 or 12.0% have worked for 6 to 10 years and 3 or 6.0% have

worked for 11 to 15 years. It implies that majority of the employees

employed in SJTIT have worked for 1 to 5 years.

In terms of highest educational attainment of the respondents, 20 or

40.0% were College Graduate, 8 or 16.0% were Master’s Degree Units, 7 or

14.0% were Master’s Degree, 6 or 12.0% were High School Graduate, 4 or

8.0% were Vocational Course, 1 or 2.0% were College Undergraduate,

Doctor’s Degree Units, and Doctor’s Degree. It implies that majority of the

employees employed in SJTIT are college graduate.

Table 2 presents the Mean distribution of the Extent on the Effects of

COVID-19 to the Employees of SJTIT as to Job Satisfaction.

 32

Table 2
Mean Distribution of the Extent on the Effects of COVID-19 to the
Employees of SJTIT as to Job Satisfaction

Job Satisfaction Mean Standard Verbal Rank

Deviation Description
1. Go to work every day. Agree 2.5
3.10 0.93
2. Receive the right amount Agree 8
of support and guidance 2.82 0.75
from the administration.
3. Recognize job Agree 5
3.02 0.65
performance.
4. Provide adequate Agree 4
opportunity to develop 3.06 0.77
one's professional skills.
5. Provide a conducive and Agree 6
2.92 0.94
safe workplace.
6. Establish rules align with Agree 1
IATF (Inter-Agency Task 3.18 0.75
Force).
7. Make changes based on Agree 2.5
the suggestions and 3.10 0.71
feedback.
8. Receive fair incentives Agree 9
2.78 0.99
from the administration.
9. Experience competitive Agree 10
2.60 0.78
salaries.
10. Get adequate personal Agree 7
2.86 0.90
space at work.
Overall Mean 2.94 Agree
As shown in the table 2, item no. 1, “Go to work every day” got a

mean of 3.10 with a standard deviation of 0.93 and a verbal description of

Agree, rank of 2.5. item no. 2, “Receive the right amount of support and
 33

guidance from the administration” got a mean of 2.82 with standard

deviation of 0.75 and a verbal description of Agree, rank of 8. Item no. 3,

“Recognize job performance” got a mean of 3.02 with a standard deviation

of 0.65 and a verbal description of Agree. Item no. 4, “Provide adequate

opportunity to develop one's professional skills.” got a mean of 3.06 with a

standard deviation of 0.77 and a verbal description of Agree, rank of 4. Item

no. 5, “Provide a conducive and safe workplace.” got a mean of 2.92 with a

standard deviation of 0.94 and a verbal description of Agree, 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 description of

Agree, rank of 1. Item no. 7, “Make changes based on the suggestions and

feedback.” got a mean of 3.10 with a standard deviation of 0.71 and a

verbal description of Agree, rank of 2.5. Item no. 8, “Receive fair incentives

from the administration.” got a mean of 2.78 with a standard deviation of

0.99 and a verbal description of Agree, rank of 9. Item no. 9,” Experience

competitive salaries.” got a mean of 2.60 with a standard 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

0.90 and a verbal description of Agree, rank of 7.

As a summary, item no. 6, “Establish rules align with IATF (Inter-

Agency Task Force)” got the highest mean of 3.18 and a standard deviation

of 0.75 which can be verbally interpreted as Agree, which implies that in

 34

SJTIT implements the rules and health protocols according to AITF in which

the administration and the employees followed accordingly. On the other

hand, the item no. 9, “Experience competitive salaries” got the lowest mean

of 2.60 and a standard deviation of 0.78 which can be verbally interpreted

as Agree, which implies that respondents least agreed that they have

experienced competitive salaries.

Table 3 presents the Mean Distribution of the Extent on the Effects of

COVID-19 to the Employees of SJTIT as to Productivity.

Table 3
Mean Distribution of the Extent on the
Effects of COVID-19 to the Employees of SJTIT as to Productivity

Productivity Mean Standard Verbal Rank

Deviation Description
1. Look for ways to improve Agree 6.5
one’s performance in the 3.24 0.66
workplace.
2. Participate actively in work Agree 6.5
3.24 0.62
meetings.
3. Encourage new learning Strongly 3
3.40 0.64
activities. Agree
4. Avoid manana habit. 3.16 0.58 Agree 10
5. Work and keep the job- Strongly 5
related- knowledge up-to- 3.26 0.63 Agree
date.
6. Manage to plan work so that it Strongly 4
3.30 0.65
can finished on time. Agree
7. Align goals and aims with Strongly 1
3.44 0.64
performance. Agree
8. Keep focus in achieving the Strongly 2
3.42 0.54
desired result. Agree
9. Able to carry out work Agree 8.5
3.18 0.63
efficiently.
10. Helpful tips to become 3.18 0.60 Agree 8.5
 35

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

performance in the workplace.” got a mean of 3.24 with a standard deviation

of 0.66 and a verbal description of Agree, rank of 6.5. Item no. 2,

“Participate actively in work meetings.” got a mean of 3.24 with a standard

deviation of 0.62 and a verbal description of Agree, rank of 6.5. Item no. 3,

“Encourage new learning activities.” got a mean of 3.40 with a standard

deviation of 0.64 and a verbal description of Strongly Agree, rank of 3. Item

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

keep the job-related- knowledge up-to-date.” got a mean of 3.26 with a

standard deviation of 0.63 and a verbal description of Strongly Agree, rank

of 5. Item no. 6, “Manage to plan work so that it can finished on time.” got a

mean of 3.30 with a standard deviation of 0.65 and a verbal description of

Strongly Agree, rank of 4. Item no. 7, “Align goals and aims with

performance.” got a mean of 3.44 with a standard deviation of 0.64 and a

verbal description of Strongly Agree, rank of 1. Item no. 8, “Keep focus in

achieving the desired result.” got a mean of 3.42 with a standard deviation

of 0.54 and a verbal description of Strongly Agree, rank of 2. Item no. 9,

“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

“Helpful tips to become productive at work.” got a mean of 3.18 with a

standard deviation of 0.60 and a verbal description of Agree, rank of 8.5.

As a summary, item no. 7, “Align goals and aims with performance”

got the highest mean of 3.44 and standard deviation of 0.64 which can be

verbally interpreted as Strongly Agree, which implies that in SJTIT, the

respondents perform their jobs/tasks according to their goals. On the other

hand, item no. 4, “Avoid manana habit” got the lowest mean of 3.16 and a

standard deviation of 0.58 which can be verbally interpreted as Agree, this

implies that the respondents have the least of avoiding manana habit on

doing their tasks.

Table 4 presents the Mean Distribution of the Extent on the Effects of

COVID-19 to the Employees of SJTIT as to Mental Health.

Table 4

Mean Distribution of the Extent on the

Effects of COVID-19 to the Employees of SJTIT as to Mental Health

Mental Health Mean Standard Verbal Rank

Deviation Description
1. Gets enough time to sleep. 2.98 0.71 Agree 10
2. Knows how to manage stress. 3.08 0.63 Agree 9
3. Socialize with colleagues. Strongly 8
3.28 0.61
Agree
4. Keep in touch with co-workers. Strongly 5
3.34 0.56
Agree
5. Influence others with positive Strongly 4
3.38 0.64
vibes. Agree
6. Maintains a happy soul. Strongly 7
3.30 0.65
Agree
7. Celebrate small Strongly 3
3.42 0.57
accomplishments to feel good Agree
 37

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

mean of 2.98 with a standard deviation of 0.71 and a verbal description of

Agree, rank of 10. Item no. 2, “Knows how to manage stress.” got a mean of

3.08 with a standard deviation of 0.63 and a verbal description of Agree,

rank of 9. Item no. 3, “Socialize with colleagues.” got a mean of 3.28 with a

standard deviation of 0.61 and a verbal description of Strongly Agree, rank

of 8. Item no. 4, “Keep in touch with co-workers.” got a mean of 3.34 with a

standard deviation of 0.56 and a verbal description of Strongly Agree, rank

of 5. Item no. 5, “Influence others with positive vibes.” got a mean of 3.38

with a standard deviation of 0.64 and a verbal description of Strongly Agree,

rank of 4. Item no. 6, “Maintains a happy soul.” got a mean of 3.30 with a

standard deviation of 0.65 and a verbal description of Strongly Agree, rank

of 7. Item no. 7, “Celebrate small accomplishments to feel good about

yourself.” got a mean of 3.42 with a standard deviation of 0.57 and a verbal

description of Strongly Agree, rank of 3. Item no. 8, “Concentrate on task to

get the desired result.” got a mean of 3.46 with a standard deviation of 0.54

and a verbal description of Strongly Agree, rank of 2. Item no.9, “Maintains

 38

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

from negative thoughts.” got a mean of 3.32 with a standard deviation of

0.65 and a verbal description of Strongly Agree, rank of 6.

As a summary, item no. 9, “Maintains positive outlook in life” got the

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

mindset of maintaining positive outlooks in life despite of the challenges they

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

agreed that they get enough time to sleep.

Table 5 shows the summary of the Mean Distribution of the Extent on

the Effects of COVID-19 to the Employees of SJTIT.

Table 5
Summary of the Mean Distribution of the
Extent on the Effects of COVID-19 to the Employees of SJTIT

Effects of COVID-19 to the Employees Overall Verbal Rank

of SJTIT Mean Description
1. Job Satisfaction 2.94 Agree 3
2. Productivity 3.28 Strongly 2
Agree
3. Mental Health 3.30 Strongly 1
Agree
Grand Mean 3.18 Agree
 39

As seen in table 5, the summary of the Mean Distribution of the Extent

on the Effects of COVID-19 to the Employees of SJTIT shows that the

indicator Mental Health got the rank of 1 with the highest overall mean of

3.30 which can be verbally interpreted as Strongly Agree. The indicator

Productivity got the rank of 2 with the overall mean of 3.28 which can be

verbally interpreted as Strongly Agree. Lastly, the indicator Job Satisfaction

got the rank of 3 with the overall mean of 2.94 which can be verbally

interpreted as Agree.

Table 6 shows the test of significant relationship between the

respondent’s profiled variables and the effects of COVID-19 to the

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.

Profile of the r t-value p-value Decision on Conclusion

Respondents H0
1. Age 0.25 1.796 Reject Significant
2. Sex Accept Not
-0.15 -1.073
Significant
3. Civil Status Accept Not
0.12 0.855
Significant
4. Number of ±1.677 Accept Not
years in 0.15 0.855 Significant
Service
5. Highest Accept Not
Educational -0.33 -2.427 Significant
Attainment
*Significant at 0.05
 40

As to the test of significant relationship between the respondent’s

profiled variables and the effects of COVID-19 to the employees of SJTIT.

The respondent’s profile as to age has a p-value of ±1.677, t-value of 1.796,

r of 0.25, findings revealed that there is a significant relationship between

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. The respondent’s profile as to sex, civil status, number

of years in service and highest educational attainment has a p-value of

±1.677, t-value of -1.073, 0.855, 0.855 and -2.427, respectively, r of -0.15,

0.12, 0.15 and -0.33, respectively. Findings revealed that there is no

significant relationship between sex, civil status, number of years in service

and highest educational attainment and the effects of COVID-19 to the

employees of SJTIT. This implies that sex, civil status, number of years in

service and highest educational attainment considered as the least factors

that contributes to the effects of Covid-19 to the employees of SJTIT.

41
 CHAPTER 4

SUMMARY, FINDINGS, CONCLUSION AND RECOMMENDATION

This summary presents the summary, findings accompanied by

conclusion, assessment and recommendation for appropriate action.

Summary

This research study focuses on the effects of Covid-19 to the

employees of SJTIT.

The study aimed to evaluate the effects of Covid-19 to the employees

of SJTIT. The study made use of descriptive and correlational design utilizing

the validated research-made questionnaire for the employees. It was

conducted at the St. Jude Thaddeus Institute of Technology campuses, both

the College Main located at Borromeo Street, Surigao City and Annex

Campus. The respondents were 50 including the teaching, non-teaching staff

and FM personnel. The statistical tools used in the study were Frequency

Count and Percentage for the profile of the respondents, Arithmetic Mean

and Standard Deviation for effects of COVID-19 to the employees of SJTIT,

Pearson Product Moment Correlation for the degree of the relationship

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

Based on the analysis and interpretations done on the data gathered,

the different findings in this study are summarized as follows:

1. As to the profile of the respondents, majority of respondents were

female (29 or 58.0%) while there are only 21 (42.0%) male respondents.

In terms of age, the majority of respondents ages 20 to 25 years of

age (18 or 36.0%), 50 years of age and above got a frequency of 13 or

26.0%, 26 to 30 years of age 7 or 14.0%, 36 to 40 years of age got a

frequency of 6 or 12.0%, lastly, 31 to 35 years of age and 41 to 49 years of

age both got the frequency of 3 or 6.0% implying that there are more

employees ages 20 to 25 years old employed in SJTIT.

In terms of civil status, majority of respondents were Single and got

the frequency of 28 or 56.0%. Married got the frequency of 15 or 30.0%,

Widow/Widower got the frequency of 4 or 8.0 %, With live-in Partner got the

frequency of 2 or 4.0% and lastly, Legally Separated got the frequency of 1

or 2.0%. It implies that there are more single employees employed in SJTIT.

In terms of number of years in service of the respondents, 33 or

66.0% worked for 1 to 5 years, 8 or 16.0% have worked for 16 years and

above, 6 or 12.0% have worked for 6 to 10 years and 3 or 6.0% have

worked for 11 to 15 years. It implies that majority of the employees

employed in SJTIT have worked for 1 to 5 years.

 43

In terms of highest educational attainment of the respondents, 20 or

40.0% were College Graduate, 8 or 16.0% were Master’s Degree Units, 7 or

14.0% were Master’s Degree, 6 or 12.0% were High School Graduate, 4 or

8.0% were Vocational Course, 1 or 2.0% were College Undergraduate,

Doctor’s Degree Units, and Doctor’s Degree.

2. As to the Extent on the Effects of COVID-19 to the Employees of

SJTIT in terms of Job Satisfaction, item no. 1, “Go to work every day” got a

mean of 3.10 with a standard deviation of 0.93 and a verbal description of

Agree, rank of 2.5. item no. 2, “Receive the right amount of support and

guidance from the administration” got a mean of 2.82 with standard

deviation of 0.75 and a verbal description as Agree, rank of 8. Item no. 3,

“Recognize job performance” got a mean of 3.02 with a standard deviation

of 0.65 and a verbal description of Agree, rank of 5. Item no. 4, “Provide

adequate opportunity to develop one's professional skills.” got a mean of

3.06 with a standard deviation of 0.77 and a verbal description of Agree,

rank of 4. Item no. 5, “Provide a conducive and safe workplace.” got a mean

of 2.92 with a standard deviation of 0.94 and a verbal description of Agree,

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

description of Agree, rank of 1. Item no. 7, “Make changes based on the

suggestions and feedback.” got a mean of 3.10 with a standard deviation of

0.71 and a verbal description of Agree, rank of 2.5. Item no. 8, “Receive fair
 44

incentives from the administration.” got a mean of 2.78 with a standard

deviation of 0.99 and a verbal description of Agree, rank of 9. Item no. 9,”

Experience competitive salaries.” got a mean of 2.60 with a standard

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 0.90 and a verbal description of Agree, rank of 7.

As to the Extent on the Effects of COVID-19 to the Employees of SJTIT

in terms of Productivity, item no. 1, “Look for ways to improve one’s

performance in the workplace.” got a mean of 3.24 with a standard deviation

of 0.66 and a verbal description of Agree, rank of 6.5. Item no. 2,

“Participate actively in work meetings.” got a mean of 3.24 with a standard

deviation of 0.62 and a verbal description of Agree, rank of 6.5. Item no. 3,

“Encourage new learning activities.” got a mean of 3.40 with a standard

deviation of 0.64 and a verbal description of Strongly Agree, rank of 3. Item

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

keep the job-related- knowledge up-to-date.” got a mean of 3.26 with a

standard deviation of 0.63 and a verbal description of Strongly Agree, rank

of 5. Item no. 6, “Manage to plan work so that it can finished on time.” got a

mean of 3.30 with a standard deviation of 0.65 and a verbal description of

Strongly Agree, rank of 4. Item no. 7, “Align goals and aims with

performance.” got a mean of 3.44 with a standard deviation of 0.64 and a

 45

verbal description of Strongly Agree, rank of 1. Item no. 8, “Keep focus in

achieving the desired result.” got a mean of 3.42 with a standard deviation

of 0.54 and a verbal description of Strongly Agree, rank of 2. Item no. 9,

“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,

“Helpful tips to become productive at work.” got a mean of 3.18 with a

standard deviation of 0.60 and a verbal description of Agree, rank of 8.5.

As to the Extent on the Effects of COVID-19 to the Employees of SJTIT

in terms of Mental Health, item no. 1, “Gets enough time to sleep.” got a

mean of 2.98 with a standard deviation of 0.71 and a verbal description of

Agree, rank of 10. Item no. 2, “Knows how to manage stress.” got a mean of

3.08 with a standard deviation of 0.63 and a verbal description of Agree,

rank of 9. Item no. 3, “Socialize with colleagues.” got a mean of 3.28 with a

standard deviation of 0.61 and a verbal description of Strongly Agree, rank

of 8. Item no. 4, “Keep in touch with co-workers.” got a mean of 3.34 with a

standard deviation of 0.56 and a verbal description of Strongly Agree, rank

of 5. Item no. 5, “Influence others with positive vibes.” got a mean of 3.38

with a standard deviation of 0.64 and a verbal description of Strongly Agree,

rank of 4. Item no. 6, “Maintains a happy soul.” got a mean of 3.30 with a

standard deviation of 0.65 and a verbal description of Strongly Agree, rank

of 7. Item no. 7, “Celebrate small accomplishments to feel good about

yourself.” got a mean of 3.42 with a standard deviation of 0.57 and a verbal
 46

description of Strongly Agree, rank of 3. Item no. 8, “Concentrate on task to

get the desired result.” got a mean of 3.46 with a standard deviation of 0.54

and a verbal description of Strongly Agree, rank of 2. Item no.9, “Maintains

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

from negative thoughts.” got a mean of 3.32 with a standard deviation of

0.65 and a verbal description of Strongly Agree, rank of 6.

3. The respondent’s profile as to age has a p-value of ±1.677, t-value

of 1.796, r of 0.25, findings revealed that there is a significant relationship

between age and the effects of COVID-19 to the employees of SJTIT.

The respondent’s profile as to sex, civil status, number of years in

service and highest educational attainment has a p-value of ±1.677, t-value

of -1.073, 0.855, 0.855 and -2.427, respectively, r of -0.15, 0.12, 0.15 and -

0.33, respectively. Findings revealed that there is no significant relationship

between sex, civil status, number of years in service and highest educational

attainment and the effects of COVID-19 to the employees of SJTIT.

Conclusions

Based from the findings on the study, the following conclusions

are offered:
 47

1. The employees of SJTIT have the least experience of having a

competitive salary.

2. The employees of SJTIT have the least experience of avoiding

manana habits.

3. The employees of SJTIT have the least experience of getting enough

sleep.

4. There is a significant effect of Covid-19 to the employees of SJTIT.

5. There is a significant relationship between age and the effects of

COVID-19 to the employees of SJTIT.

6. There is no significant relationship between sex, civil status, number

of years in service and highest educational attainment and the effects of

COVID-19 to the employees of SJTIT.

Recommendations

Based on the findings and conclusions of the study, the following

recommendations are offered:

1. St. Jude Thaddeus Institute of Technology Administration may

consider to have an increase on every employee’s salary.

2. The administration can create an activity to practice avoiding manana

habits.
 48

3. St. Jude Thaddeus Institute of Technology Administration may create

an alternative activity that might help lift every employee's job satisfaction,

productivity, and mental health in their institution and to improve

employee’s performance.

4. Employees of St. Jude Thaddeus Institute of Technology may look or

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

the employees to sustain their needs physically, mentally and emotionally

where these are the most essential needs of every employee to continue

performing their tasks/jobs accordingly.

Proposed Intervention Program

This Proposed Intervention Program is designed to improve the work

performance of the employees in St. Jude Thaddeus Institute of Technology.

This will be recommended to the administration and the employees of the

aforementioned institution.

Rationale

The assessment on the effects of Covid-19 to the employees of SJTIT

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

activity intended to improve the skills and ability of every employee on

performing their tasks.

Objectives

1. To raise an appeal on salary increase or giving some incentives.

2. To learn what are the objectives of SJTIT in terms of work performance,

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.

3. To decrease office hours or cutting off overtime.

Plan Description

Th intervention program consist the following activities:

1. Employees should be given enough incentives whenever they have

done great in making the institution better.

2. The SJTIT Administration will conduct a yearly orientation, team

building and career trainings that will serves as the annual reminder of what

are the objectives and goals of the institution regarding work performance.

Employees can also be given positive psychological training to let them

practice of avoiding manana habit.

3. The SJTIT Administration should allocate enough time to settle

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

The Proposed Intervention Program will be evaluated in the following

year after it’s implementation. An instrument will be used to assist its

implementation.

An Intervention on the effects of Covid-19 to the employees of SJTIT.

Areas of Objectives Strategy Responsible Resources

Concern Agencies
Experience To raise an Employees Employees SJTIT
competitive appeal on should be given
salaries. salary increase enough Administration
or giving some incentives
incentives. whenever they
have done great
in making the
institution
better.
Avoid To learn what The SJTIT SJTIT SJTIT
manana are the Administration Administration Administration
habit. objectives of will conduct a
SJTIT in terms yearly
of work orientation,
performance, team building
and as well as and career
allowing the trainings that
head officers to will serves as
track how well the annual
they are reminder of
performing in what are the
their roles and objectives and
developing skill goals of the
sets to further institution
their careers to regarding work
avoid performance.
procrastination. Employees can
also be given
positive
psychological
training to let
them practice of
avoiding
manana habit.
 51

Gets enough To decrease The SJTIT SJTIT SJTIT

time to sleep office hours or Administration Administration Administration
cutting off should allocate
overtime. enough time to
settle 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.
 52

References
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people's-livelihoods-their-health-and-our-food-
 53

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industry-employees/
 54

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 55

Curriculum Vitae

Name: ELJIN M. ANIMO

Researcher 1

Date of Birth : February 6 1999

Place of Birth : Brgy. Banban Taganaan Surigao del Norte
Age : 22
Height : 5’3
Weight : 51
Home Address : Purok-4 Brgy. Banban Taganaan Surigao del Norte
Parents : Jinky M. Animo

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

Date of Birth : October 11 1999

Place of Birth : Surigao City
Age : 21
Height : 5’7
Weight : 65
Home Address : Purok Malinao Surigao City
Parents : Menolisa R. Correos

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

Name: JHON MICHAEL L. GALVEZ

Researcher 3

Date of Birth : August 11 1999

Place of Birth : Cantugas Mainit
Age : 21
Height : 5’6
Weight : 62
Home Address : Purok Cortes Brgy. Luna Sitio Bacud Surigao del Norte
Parents : Janelyn L. Galvez

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

Name: ROLUNA, CHANIEL S. JR.

Researcher 4

Date of Birth : November 7 1999

Place of Birth : Cantapoy Malimono Surigao Del Norte
Age : 21
Height : 5’6
Weight : 62
Home Address : Purok-4 Cantapoy Malimono Surigao Del Norte
Parents : Charita S. Roluna

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

Date of Birth : June 25, 1999

Place of Birth : Southern Leyte
Age : 22
Height : 5.1
Weight : 45
Home Address : P-9 Brgy. Canlanipa Surigao City
Parents : Charito A. Rey

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

TABLE NO. TITLE PAGE

1 Profile of the Respondents as to Age, Sex, Civil Status 28

and Highest Educational Attainment

2 Mean Distribution of the Extent on the Effects of 30

COVID-19 to the Employees of SJTIT as to Job
Satisfaction

3 Mean Distribution of the Extent on the Effects of 32

COVID-19 to the Employees of SJTIT as to Productivity

Mean Distribution of the Extent on the Effects of

COVID-19 to the Employees of SJTIT as to Mental
4 Health 34

Summary of the Mean Distribution of the Extent on the

5 Effects of COVID-19 to the Employees of SJTIT 36

Test of Significant Relationship between the

6 Respondent’s Profiled Variables 37
And the Effects of COVID-19 to the employees of
SJTIT.

List of Figures

FIGURE TITLE PAGE

NO.
1 Schematic Diagram of the Study 16