St.

Matthew College
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Employees on Business Industry: A Comparative Study on the

Effectiveness of Working from Home and Working on Site

In the Partial Fulfillment of the

Requirements in
Inquiries, Investigation, and Immersion

Presented to:
Ms. Camille T. Gabito
III Teacher

Submitted by:
Falalimpa, Lenard
Fernandez, Lee Harvey
Soriano, Tehillah Jehiel
Flordeliz, Aliyah
Llantino, Lana Alexa
Mendoza, Arabela
Palacio, Hazel
Plotado, Katrina
Reyes, Angeline
Sison, Jhomary
Segurigan, Julliana

12 – ABM FAYOL (CLUSTER B)

May 2021
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ABSTRACT

The overall purpose of this study is to compare the effectiveness of work at home

and work at site of BPO employees in San Mateo and Rodriguez, Rizal. Moreover, for

the researchers to answer these main questions that can identify the effectiveness of

these work settings such as: Is there a significant difference on the effectiveness

between working at home and working in the office? Are there any significant changes

in the employees’ level of productivity ever since they started working from home? The

researchers used quantitative research design. The instruments used were survey

questionnaires, particularly google form to gather the information needed for the output

of the study. To find respondents, non-probability sampling was used, particularly

snowball and purposive sampling. The researchers gathered data to a total of 19

respondents. Afterwards, the researchers conduct a data collection and data analysis.

Therefore, the study revealed that most of the respondents prefer to work on site rather

than to work at home. However, the productivity of employees has increased when they

started working from home. It was concluded that there are significant changes in the

experiences of the respondents when working at home and working on site. In relation

to this, the researchers gave recommendations to the industry or people who will benefit

from this study, such as company or employer, employees, household members, and

future researchers.

Keywords: Effectiveness, Productivity, Work from home, Work from site, Pandemic,

COVID-19, Working environment.

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ACKNOWLEDGEMENT

This paper and the research behind it would not have been possible without the

exceptional support of the following people who helped the researchers in making this

research study possible. The researcher would like to express their deepest gratitude

for every individual who participates and guides them throughout their journey. To the

BPO employees, who became a great part in conducting their data, for giving an honest

and reliable answer, we truly appreciate you, the researchers are very grateful for your

cooperation. To Miss Camille T. Gabito, their research teacher, for teaching and guiding

the researcher carefully from the very beginning to give corrections and

recommendations to improve the study. Everyone are also thankful to their fellow

researchers for putting an effort of giving time and elaborating their ideas all throughout

the writing process for the completion of the whole research study. The researchers are

also very grateful to their parents, for supporting the needs of researcher especially

during these hard times, for serving as their strength and motivation. For continuously

giving a moral and financial support while researchers are conducting this study. Last

but not least, to God Almighty, for giving the researchers the knowledge, wisdom, and

strength that they need. For giving the ability to conduct a research and for guiding each

and every one of them. He is the one who provides the needs of the researchers to

make this study successfully.

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TABLE OF CONTENTS

I. Introduction
Background of the study 8
Statement of the problem 10
Hypotheses 10
Scope and delimitation 11
Significance of the study 11
Definition of terms 12

II. Review of related literature and studies

Conceptual Framework 15
Review of related literature and studies 16

III. Research Methodology

Research design 35
The subject of the study 36
Instrumentation 37
Data gathering procedure 38

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IV. Presentation, Interpretation and analysis of data

Interpretation of graphs and tables 39

V. Summary, conclusion, and recommendation

Summary 53
Conclusion 56
Recommendation 59

VI. Appendices
Bibliographic Entries 62
Research Instruments 68
Survey questionnaires 69
Letter of request 72
Curriculum vitae 74

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LIST OF FIGURES

RQ1. Effectiveness between working at home and working on

site

1.1. Name of the company of the employees 39

1.2. The number of employees who prefer working in the 40
office or working from home
1.3. The number of employees who are satisfied in the 41
current work arrangement
1.4. The number of employees who experienced working 42
from home prior to this pandemic
1.5. The number of employees who have suitable work space 43
at home
1.6. The number of employees who have properly working 44
gadgets to do their job

RQ2. The significant change in the employee’s level of

productivity since they started working from home

2.1. The number of employees that decreases/increases their 45

level of productivity after they started working from home
2.2. The number of employees who feels more physically and 46
mentally exhausting after working from home or working on
site
2.3. The number of employees who have a longer time to 47
work
2.4. The number of employees who feel more comfortable 48
working from home or working on site
2.5. The number of employees who have more leisure time 49

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RQ3. The reasons why the level of productivity of the

employees increased or decreased after working from home

3.1 The factors that increase the level of productivity of the 50

employees after they started working from home.

3.2 The factors that decrease the level of productivity of the 51

employees after they started working from home

3.3 The rates/scale on how hard it is to cope up with the 52

sudden change of your working environment.

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Chapter I

INTRODUCTION

As we are all aware of, coronavirus hit the world and created a 180 degree

change in the everyday lifestyle of the people including the way of working. Before the

pandemic started, employees are required to be physically at work but due to the

pandemic, they are needed to stay and work inside their homes. The researchers

conducted a study about the effectiveness between working at home and being

physically at work among the employees in the business industry.

Background of the Study

A typical life of an adult revolves around waking up early, preparing breakfast,

commuting or driving to work, finish his/her tasks, and then go home. Unfortunately,

since the pandemic started, people are told to stay at home and not go to workplace

unless the work requires the employee to do so which is really not advised nowadays.

However, people will not be able to buy their daily necessities if they do not work and

that is when the companies allowed the employees to work at home. The opinions of

the people regarding this matter are not always the same, some are happy that they can

save time and money by working at home and some says that it is difficult to

communicate which sometimes causes misunderstandings between the employees that

can affect the company in a negative way.

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A study that was conducted by Sprout Solutions on October 2020 found out that

almost 72% of the companies in the Philippines are letting their employees work at

home since the community quarantine started. The study also shows that the biggest

industries that let their employees work from home are BPO industry which takes up

31% of the survey, information and communication industry which takes up 9.79%, and

healthcare sectors which takes up 8.51%. In addition to that, a survey was conducted

by the Robert Walters Hiring Agency to ask the employees on what they feel and what

are their thoughts about remote working and adopting to the so called new normal way

of working. According to the survey, majority of the respondents are somewhat satisfied

with their current work from home arrangement and that there is some increase in their

level of productivity. Because of that, majority of them would like to work from home at

least once a week even when the community quarantine policy is lifted.

Remote working and working on-site are two different things that has its own

advantages and disadvantages. The perspectives of people regarding this matter will

differ depending on how satisfies or not they are with it and how they view it. In this

research paper, the effectiveness of the two will be discussed in accordance to the data

gathered.

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Statement of the Problem

This study aims to answer the research questions about the effectiveness

between working from home and being physically at work among the employees in the

business industry. In addition to that, this study also tackles about the perspectives of

the respondents regarding this matter. The researchers propose the following questions

to further understand the study:

1. Is there a significant difference on the effectiveness between working at home

and working in the office?

2. Are there any significant changes in the employees’ level of productivity ever

since they started working from home?

3. What are the reasons why does the level of productivity of the employees

increased or decreased after they started working from home?

Hypotheses

The hypotheses that could be envision or foretell by this study are the following:

(1) There is no significant difference, and (2) there exists a significant difference.

(H0) There is no significant difference between the effectiveness of

working at home and being physically at work among the employees in the

business industry.

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(H1) There is a significant difference between the effectiveness of working

at home and being physically at work among the employees in the

business industry.

Scope and Delimitation of the Study

The study focuses on the effectiveness between working from home and being

physically at work. The researchers plan to have fifty (50) respondents to work with but

were only able to gather a total of nineteen (19) respondents. The respondents will

come from different business industry who lives within San Mateo and Montalban, Rizal

area, can be either male or female with an age of 18 years old and above. To gather

information, the researchers used survey questionnaire method and opt to find

quantifiable results. Moreover, the sampling method that was used is availability and

snowball sampling, where the researchers chose the respondents from the population

that is accessible to them then the respondents will suggest other possible respondents

to the researchers.

Significance of the Study

The study aims to benefit the following: company or employers, employees,

household family members of the employees, and future researchers. To start with, the

study aims to give knowledge to the companies or employers on how they can provide

their employees with proper guidance and gadgets to do their jobs even at home.

For the employees, the study aims to benefit them in a way that they can get

informed on how to be an effective worker even when at home.

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This study can be also beneficial to the household members by being aware that

every single action that they do can affect the one who is working at home.

Future researchers who also wants to study about the effectiveness between

working at home and being physically at work can have a deeper view and

understanding about this, they can use this study as their initial information as well as

review of related literature.

Definition of Terms

Operational Definition

Coronavirus: a common virus that infects human health with an upper respiratory

infection (URI.)

Pandemic: an occurrence of an infectious disease that spreads over a massive

geographical area, affecting a substantial percentage of the world's population over the

span of several months.

BPO (Business Process Outsourcing): pertaining to the operation of contracting

standard business functions to be handled by a party outside of the company.

Remote Working: a working style that allows professionals to work outside of a

traditional office environment; work at home.

Working on the Site: a working style that allows professionals to work inside of a

traditional office environment.

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New Normal: a prevailing condition throughout the country that is different to what

has been encountered before, and expected to become normal.

Community Quarantine: a precaution taken to prevent disease transmission from a

certain population to another.

Level of productivity: a measurement that tracks how well an individual applies his/her

talents and skills in order to produce within a specified time period.

Theoretical Definition

Coronavirus: a common virus that infects human health with an upper respiratory

infection (URI.)

Pandemic: an occurrence of an infectious disease that spreads over a massive

geographical area, affecting a substantial percentage of the world's population over the

span of several months.

BPO: (Business Process Outsourcing) pertaining to the operation of contracting

standard business functions to be handled by a party outside of the company.

Remote Working: a working style that allows professionals to work outside of a

traditional office environment; work at home.

Working on the Site: a working style that allows professionals to work inside of a

traditional office environment.

New Normal: present-day living conditions of humanity, precipitated by the pandemic.

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Community Quarantine: a precaution taken to prevent disease transmission from a

certain population to another.

Level of productivity: a measurement that tracks how well an individual applies his/her

talents and skills in order to produce within a specified time period.

Effectiveness: the effectivity of oneself to attain something.

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CHAPTER II

REVIEW OF RELATED LITERATURE AND STUDIES

This chapter presents the conceptual model of the study and the review of

related literature and studies. This chapter provides knowledge to the readers about the

chosen topic. The following literatures and studies give emphasis on stress and anxiety,

the cause and effects of stress and anxiety, and other factors related to this study.

Conceptual Framework

INPUT PROCESS
OUTPUT
• 19 employees from different • Comparative
Research Design. • Data gathered
companies with experience
• Selecting the from the
in working with two
respondents by respondents’
different working
environments. Non-Probability perception and
• Validated survey questions Sampling, experience on
• Information of the specifically their working
respondents in terms of: Snowball Sampling environments.
Name, Company that they and Purposive • The effects of
are affiliated with, sampling. their working
determining the • Dissemination of productivity base
respondents experience in survey on their working
terms of their performance questionnaires environment.
and in their perspective through online • Recommendation
working place; Satisfaction (google form). , Summarizations
with their current working • Data Gathering. and Conclusion
environment; Preferred of the results of
• Analysis and
working environment; the study.
interpretation of
Working gadgets or
raw data gathered
equipments.
from the
respondents.
Review of Related Literature

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Review of Related Literature

A Comparative Study on Work from Home during Covid 2019: Employees

Perception and Experiences

A Comparative Study on Work from Home during Covid 2019: Employees

Perception and Experiences (Dr. K. Selvasundaram & Suganya Dasaradhan, 2020).

The researchers used a survey questionnaire to collect data from respondents. The

researchers then used a purposive sampling technique. A survey of over 3000 workers

done in 2019 over 100 occupations listed in the 2004 National Classification of

Occupations to assess the susceptibility of the occupations to automation. The research

aims to know the quality of life of employees in a work from home setting.

The results of this study revealed that most of the respondents are willing to

work from home, but in some case, respondents cannot decide whether they really want

it due to the uncomfortable situation at home. In the conclusion of the research

objectives, it states that employees willingly complete their work in work from home is

depending upon occurrence of their kids and family, happy universe in home, discreet

atmosphere at home-based and also virtuous network connectivity.

This study and the researcher’s study can be related in terms of knowing the

average workers that prefer work from home or work in site in terms of its effectivity to

the respondents. In addition, it also measures the other factors that affects the worker’s

decision and productivity towards different work settings. On the other hand, it differs in

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terms of the sampling technique and about how they collect the suitability of the

occupation to the remote work or work from home.

A Rapid Review of Mental and Physical Health Effects of Working at Home: How

do we optimize Health?

The study, a rapid review of mental and physical health effects of working at

home: how do we optimize health? Was conducted by Jodi Oakman, Natasha Kinsman,

Rwth Stuckey, Melissa Graham and Victoria Weale in 2020. The researchers collected

data from three data bases, PsychInfo, ProQuest, and Web of Science, from 2007 to

May 2020. The researchers used data mining as the process of extracting useful

information from large data sets through the use of any relevant data analysis for data

collection method.

The results of this study revealed that WAH health outcomes were reported:

pain, self-reported health, safety, well-being, stress, depression, fatigue, quality of life,

strain and happiness. The impact on health outcomes was strongly influenced by the

degree of organizational support available to employees, colleague support, social

connectedness (outside of work), and levels of work to family conflict.

This study and the Researcher’s study can be related in terms of knowing the

possible effects of working from home to individual workers. On the other hand, the

study shows that it differs from the Researcher’s study because it just focuses on the

mental health of the respondents rather than on any other factors such as productivity

and the likes.

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The Influence of Working from Home on Employees' Productivity

The study, The Influence of Working from Home on Employees' Productivity

Comparative document analysis between the years 2000 and 2019-2020 is conducted

by Esra Thorstensson, 2020. The target respondents are from both public and private

organizations, which offer or consider offering their employees to work from home and

employees who work from home or consider working from home. 80 articles out of 1000

were filtered to ensure selecting relevant articles that will produce objectivity not

personal opinions.

The results of this study revealed that productivity (negative and positive) of

the workers can be affected by the work from home setting. The study also states that

productivity also depends on how organizations manage their employees. The technical

factors are one of the factors, too. If employees have better internet, gadgets, and other

equipment while at home, worker leisure can decrease.

This study and the Researcher’s study can be related in terms of the objective

which to know if what work setting is more effective. Also, the study also measures the

effect of the setting to the productivity, which is also relevant to the Researcher’s study.

On the other hand, it only differs in the way that this study compares the factors of year

2000 and years 2019-2020, while the Researcher’s study only focuses on the COVID-

19 pandemic years 2020-2021.

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The Impact of Pandemic COVID -19 in Workplace

This study is conducted by Dr. Meenakshi Kaushik and Neha Guleria, 2020.

The research paper is basically descriptive and analytical in nature. Data collection is

based on primary data and secondary data. Primary data is collected from the

telephonic interviews and questions asked from the HR consultants and few industry top

level people in HR positions and working professionals. The secondary data is based on

the current data and scenario. Secondary data is collected from various research

papers, articles and publishing of 2019-2020 year according to the need of the study.

The results of this study revealed that the adoption of workers towards the

work from home is not easy as it seems, there are ample of benefits, but it can result to

laziness when a worker is in his or her comfortable place. Skilling/ Reskilling/ Up-skilling

are vital to ensure the effectiveness of productivity of workers because of multi-skills

imparted to them.

The Consequence of Work Environment on Employees Productivity

This study is conducted by Dr. Aram Hanna Massoudi and Dr. Samir Salah

Aldin Hamdi, 2017. The data collected from a questionnaire and was distributed to 50

respondents working in foreign banks.

The results of this study revealed that environmental factors have great effects

on employee’s productivity. In addition, respondents revealed that emotional factors are

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the most factor that affect their productivity, second is the interpersonal relationships,

third is the job assignment, fourth is the overtime duty, and last is the extended work.

This concludes that this study is related to the Researcher’s study, this pandemic

greatly affects the workers especially that they have limitations when it comes to work,

this greatly affects the emotional factors of a worker resulting to the ineffective result of

work.

The Impact of Working from Home During COVID-19 on Work and Life Domains:

An Exploratory Study on Hong Kong

This study was conducted by the Department of Asian and Policy Studies by the

author Vivian Wong, Nantapong Butakhieo, and Lina Vyas in 2021. It provides unique

insight to know how working from home works and may play a vital role in future policies

that reshape the current structure of working hours, possibly allowing for more flexibility.

Besides, they use an exploratory framework and a SWOT analysis, to investigates the

continuing experience of the employer and employees face in Hong Kong.

According to the research of Mello, Robertson, Maynard, and McDevitt working

from home has beneficial effects for employers and employees. The advantages such

as it can reduce commuting time, avoiding office politics, using less office space,

increased motivation, improved gender diversity (e.g., women and careers), healthier

workforces with less absenteeism and turnover, higher talent retention, job satisfaction,

and better productivity. According to the research of Purwanto et al. (2020), there are
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certain drawbacks of WFH, such as employees working at home have to pay for

electricity and the internet costs themselves. Employees might be distracted by the

presence of young children or family members while working at home. Also, they found

that workers were isolated from their co-workers, and managers are concerned about

reductions in productivity while working from home.

This study and the Researchers' study are related in terms of having the same

target respondents which are employees who experience new working arrangements

which is, working from home. On the other hand, this article and the Researcher's study

differs in terms of scrutinizing how these factors influenced WFH. Also, to explore the

impacts of Work from home during this Covid-19. Besides, to examine if this work

arrangement will remain as a transitory element responding to the exceptional

circumstances, or whether it could be a permanent arrangement.

Telework: The Advantages and Challenges of Working Here, There, Anywhere,

and Anytime

A study that is conducted by Nancy B. Kurland and Diane E. Bailey. This study

aims to know the advantages and challenges of telework. Also, to determine what kind

of workplace is effective and suitable to employees. According to the study, home

based telecommuting provides an opportunity to improve workplace productivity

because telecommuting employees can experience greater schedule flexibility and they

can work any time they want. It has benefit including it can cut costs of their office

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space, as well as to address space constraints. Also, it helps them to avoid having

difficulty to travel to their workplace. However, the major challenges of managers are in

terms of observing the physical performance of their employees. Aside from that, they

are not well-informed about what are the struggles and what is the strength of their

employees.

According to Kurland & Bailey, there are four types of telework: home-based

telecommuting, satellite offices, neighborhood work centers, and mobile working. Home-

based telecommuting refers to employees who work at home on a regular basis. In

satellite offices, employees work both outside the home and away from the conventional

workplace in a location convenient to the employees and/or customers. A neighborhood

work center is essentially identical to a satellite office with one major difference: the

neighborhood work center houses more than one company's employees. In other

words, several companies may share the lease on an office building and maintain

separate office areas within the building for employees of each company. Mobile

workers refer to a person who work from one designated location outside the main

office and who communicate with the use of transportations.

This study and the Researchers study are related study since both studies has

something to do with comparative study to determine and to identify what workplace is

much better and what are the advantages and disadvantages of it.

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Working in a Physically Dangerous Work Environment: Employee Vitality and

Sustainable Behavior

A study that is conducted by Asghar Afshar Jahanshahi, Alexander Brem, and

Hussain Gholami last 2019. This study tackles about the vitality and sustainable

behavior of the employee towards dangerous situation and not workable surroundings

for them. Also, it tackles about the unpleasant experience of employees in their

workplace. According to the study, Afghanistan is one of the countries that already

encountered dangerous situation such as war that dictated them to have a high level of

poverty, illiteracy, insecurity, and widespread of unethical working behavior such as

bribery. Terrorist attracts suicide bombings and internal war had a great and dangerous

effect on the country's economy. Also, they said that having a friendly work place and

economic friendly events is a big help in terms of business especially for the employees

to work and to have grater result such as big improvement of the employee and to

improve their business. This study aims to know which factors impact the vitality of

employees at work because a vitalized employee, in general, has higher mental, and

physical health which are important factors for facing and solving organizational

problems and challenges. The finding of this study shows that vitalized employees

should have more emotional energy, and they should feel a higher level of cognitive

liveliness which makes them more proactive in the workplace. This can create a more

enjoyable work environment for himself/herself and their coworkers. Aside from that, it

shows that vitality employees should have highly productive, creative, and enthusiastic

about their work, which will eventually have a positive effect on the satisfaction of the
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company’s customers. Additionally, vitalized employees show more mental resilience in

their job which is an important factor for facing difficulties and challenges in the

workplace

All in all, the study contains helpful content that makes researchers have a

good related literature and the literature may also serve as a guide for the future

purposes. The literature used a wide variety of ideas that resulted in a very good

conclusion in the end. The study is also foreign that it makes a big help to know the

other circumstances may occur in other countries that may be related to this study. The

study is a relatable source to this study since the topic is almost the same and both

tackles about the different kind of workplace and what are the positive and negative

experiences they encountered in their workplace.

Effective Employee Engagement in the Workplace

This study was conducted by Scharita Osborne and Mohamad S. Hammoud from

Walden University. The purpose of this case study was to explore strategies that some

communication business leaders use to engage their employees. Because they believe

that in order to make or maintain their company’s profitability, leaders of the companies

must work hard to engage to their employees. Researchers have used case studies to

explore and conduct comprehensive analysis of experiences, which promotes better

understanding of real-world contexts. Also, business leader adopts the concept of Self-

Determination Theory (SDT) to enable employees to hold positive attitudes toward their

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organization. According to the study, employee engagement has emerged is one of the

greatest challenges in today’s workplace. Besides, they said that employee

engagement is related to the psychological experiences of people who shape their work

process and behavior. Employee engagement is multidimensional; engaged employees

are emotionally, physically, and cognitively engaged in their daily work. The

organization has the responsibility to provide for the needs of employees by providing

proper training and building a meaningful workplace environment in return employees

should provide a meaningful contribution to the organization.

This study and the Researchers' study are correlated in terms of identifying how

can workplace be effective so that, employees will gain productivity, improve and to

contribute when it comes to business growth. The findings of this research indicated

that the bond between leaders and employees is an essential element for engaging

employees, which in return it increased organizational profitability. Aside from that, three

themes emerged from the research: rewards and recognition, empowering employees,

and building a bond between leaders and employees. If business leaders incorporate

these three themes into their leadership practice, they could create growth potential for

the organization. The findings indicated that implementing successful employee

engagement strategies is critical to organizational success and leaders who embark on

an employee engagement strategy must develop good listening techniques, be fair,

have and demonstrate respect, build trust, and understand the employees’ concerns.

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Six Key Advantages and Disadvantages of Working from Home in Europe during

COVID-19

This study was conducted by Christine Ipsen, Marc van Veldhoven, Kathrin

Kirchner, and John Paulin Hansen. The purpose of this study is to investigate people’s

experiences of WFH during the pandemic and to identify the main factors of advantages

and disadvantages of WFH. They used an online survey that was published on social

media platforms and disseminated via email. This dataset included 5748 professional

and managerial workers from Europe. The respondents came from 29 different

countries, with the majority from Denmark (23.3%), Germany (23.1%), Italy (15.3%) and

Sweden (14.5%). Aside from that, they apply snowball sampling to contact as many

respondents as possible as they include the risk of bias in a data.

According to the study, the advantages of distance work that have been

mentioned are increased productivity, less stress, a better work–life balance, reduced

commuting time, increased control of work patterns and being in less contact with

others. However, the disadvantages associated with distance work, including isolation,

misunderstanding, decreased interpersonal contact and role ambiguity. This study and

the Researchers' study are related in terms of identifying the experiences, advantages

and disadvantages of working from home to compare which workplace arrangement is

preferable to employees.

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A Comparative Analysis on Productivity and Performance with Respect to

Employees who Work from Home and Work from Office of Medical

Transcriptionists, in Mysore, Karnataka

The study is conducted from 5th International Conference on Contemporary Issue

in Management by Manjunath Shivaramu, Vidya Vardhaka college of Engineering. The

main objective of the study is to find the difference in productivity levels of employees

who work from home and who work from office in medical transcription field and make a

comparative study between both the groups. There are 60 each from both work from

home and work from office. 15 items under both work from home and work from office

were considered to get response for employee performance.

The findings of this study have an important factor which helped employees

working from home to be more productive are Convenience, Connectivity with family,

Reduced stress level, Time and career development Lesser absence from work,

Emotional stability, Reduced break time, better work life balance. This study found that

work from home concept has both positive and negative factors. Employees tend to stay

connected with family and feel less stressed and more productive, but also make them

loose connectivity and sense of authority as they do not stay in touch with daily process

of office functions.

The study and the researcher’s study can be related to each other in terms of the

productivity of the employees who work from home and work from office. Also, the

measurement of the Positive and negative factors of the new normal working due to

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COVID-19. On other hand employers find it convenient too as their operational cost is

reduced which include real estate cost and effective use of available office space for

carrying out daily working process.

Co‐workers Working from Home and Individual and Team Performance

The study is conducted by Zoltan Lippenyi and Tanja Van Der Lippe, 2019. The

study provides the information about the workers that work at home as an individual and

as a team performance of the worker. We use unique data from a large‐scale survey

involving nine European countries, 259 establishments, 869 teams and 11,011

employees to show that the impact of working from home by co‐workers on

performance is considerable and has remained hidden in past studies because they did

not account for co‐worker effects.

The findings of this study have an organizations and teams vary in their formal

support of working from home. Knowing that such formal support exists is likely to

inform employee decisions about working from home. Such knowledge is therefore

likely to influence the choice of telework, but unlikely to influence someone’s

performance. Knowing that working from home is supported may, however, increase

workers’ organizational commitment and job satisfaction, possibly improving their

performance through higher motivation.

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The study and Researcher’s study can be related because of the nature of this

study which established a comparative between the effect of working from home and

working from physical work. The study is about the co-workers that working from home

as an individual and as a team to see how the performance from home and office is

different. This study can be relevant to the study that the research will be conducted is

about the effect of work from home and work from office in business industry.

Working from Home: Characteristics and Outcomes of Telework.

The study is conducted by Nakrošienė, A., Bučiūnienė, I., & Goštautaitė, B in

2019. The study provides the information about the characteristics and outcome of

working from home of an employees. There are 128 teleworkers respondent that

answers the questions about the concerns of the researchers.

The results of prior research about the importance of the working place for

teleworkers’ efficiency. In general, our results reveal that the suitability of the working

place at home and decreased time for communication with co-workers are the most

important telework factors impacting different telework outcomes.

This study can be relevant to the study that the research will conducted is about

the effect of work from home and work from office in business industry. This probably

demonstrates changing gender lifestyles in the current social environment, where men

are increasingly involved in the delivery of family responsibilities. Although our research

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applied a cross-sectional study design, conclusions about causality could be tested

using a longitudinal study design, which would allow the long-term effects of telework to

be investigated. On the other hand, we limited the scope of our research to individuals

employed in organizations based on an employment contract.

Work from Home has Many Benefits than Working in an Office

The study is conducted by Faculty of Science & Technology Department of

Informatics Technology Universitas Buddhi Dharma Tangerang by the author Bagas in

2020. It provides the information about work from home has many benefits than working

in an office. Working from home or work from home certainly has the same obligations

and responsibilities as work from the office. The target respondents are from both public

and private employees, that has a two alternative way to work, working from home and

working from office.

The results of this study revealed the factors that can affect the implementation

of work from home such as the absence of work tools and communication, lack of

coordination, disruption of the "domestic" environment in the household, and so forth.

This study is related to researcher’s study, the pandemic has a huge impact to

the workers. They have a lot of limitations to face the work from home but, they need to

take full responsibility for carrying out all organizational policies by carrying out

continuous internal control in all stages of activities.

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Working from Home and Job Satisfaction During the Pandemic Times.

The study is conducted by Manoj Bhattarai, Employment Program Director in

YMCA of Greater Toronto, Canada as a Freelance Cloud Governance Researcher. It

provides the information about the job satisfaction of the employees during their job

experiences at home and the employee’s total positive feelings about the job and job

environment. Job satisfaction also includes the context of an individual’s experience of

work, their quality of work-life, and the value that a job has to offer to an employee. The

study was heavily dependent upon the survey data; there were 120 responses collected

via online surveys after data cleaning, only 96 responses were considered as the quality

responses to use.

The results indicate that if not all but some factors which were chosen to have

some degree of significant association with job satisfaction, hence, it opens a debate

about whether we need to start rethinking employee job satisfaction; for example,

whether organizations need to redesign contingent Employee Support Program-ESP to

offer holistic attention to employees for maintaining their level of satisfaction to enhance

motivation and eventually the productivity; in fact, there could be many more

considerations needed beyond this example.

This study and the Researcher’s study can be related in terms of job satisfaction

of employees working from home and the job satisfaction of working at office. The main

limitation of the study was the lack of review materials specialized in integrating job

satisfaction scopes during the pandemic environment.

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The Influence of Physical & Non-Physical Work Environment Towards Perceived

Employees Performance

This study is conducted by Vida Fitriani and Adita Pritasari in 2019. The purpose

of this research is to know how does physical and non-physical works environment

affects employee performance and the most dominant influence between physical work

environment and non-physical work environment. This study used questionnaires

relating to the work environment and perceived employee performance. Total

statements in the questionnaire amounted to 28. This study used multiple linear

regression method (MLR). Because at the beginning researchers still use the type of

ordinal scale data while for the purposes of multiple regression analysis is the interval

scale.

The results of this study show that the physical working environment has no

significant effect on perceived employee performance. While the non-physical work

environment significantly affects perceived employee performance. It means if the non-

physical work environment in the division of TC&AP good it will increase performance

perceived employees. Both the physical and non-physical work environment

simultaneously affects the perceived employee performance. It means that if both

variables are increased then the perceived employee performance will increase as well.

The result showed that non-physical work environment has dominant effect on

perceived employee performance 65.6% compared to physical work environment

variable 0.34%

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This study and the Researcher’s study can be related in terms of knowing the

average workers experiences in two different working environment and know how can it

affect workers performance. In addition, it also shows and measures the other factors

that affects the worker’s decision and productivity towards different working

environment.

The Influence of Non-Physical Work Environment and Job Characteristics on

Employee Performance at PT. Daliatex Kusuma in Bandung

This study is conducted by Izzah N; Rini N; and Poernomo B in 2019. This study

aims to determine the influence of non-physical work environment and job

scharacteristics either partially or simultaneously on the performance of employees in

their working environment. The research method used is the survey method. The

primary data in this study are data obtained by field surveys through distributing

questionnaires to respondents. The sample in this study is the same as the population,

namely 60 employees of PT. Daliatex Kusuma in Bandung.

The results in this study shows that there is a positive and significant influence

between the non-physical work environment on employee performance. It shows that a

better job characteristic or working environment influences workers performance in a

positive way.

This study is related to the Researchers study in terms of collecting information

and literature about non-physical working environment. In addition, it also shows

different relevant factors that will help the Researchers in their study, factors such as
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the significance or connection of an employees working environment and how can it

affect the employees working performance or productivity.

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CHAPTER III

RESEARCH METHODOLOGY

This chapter presents the different research methods used by the researcher to

collect and analyze the data. It indicates the description of the research design

selection, the subject of the study, the instrument used for data collection, and the data

gathering procedure.

Research Design

This study evaluates the Employees on business industry: A comparative study

about the effectiveness between work from home and being physically at work. The

researcher used causal comparative research or quasi experimental research. Causal

comparative research investigates the effect of an independent variable on a dependent

variable by comparing two or more groups of individuals. The researcher used this

method because it attempts to establish cause effect relationships among the variables.

Also, this method is useful because it helps the researcher to produce strong results

and conclude significant findings in the study that the researchers conducted. In order to

gather the relevant data and to answer the objectives of this study, the researcher used

quantitative research. Quantitative research is a research strategy that focuses on

quantifying the collection and analysis of data. It can be used to find patterns and

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averages, make predictions, test causal relationships, and generalize results to larger

populations. Moreover, the researchers decided to use the online survey-questionnaire

method to gather data from the respondents in order to assess the difference of the two

variables to the population.

Subject of the Study

The researchers used snowball sampling as a sampling technique in the

selection of the respondents that will participate in the study. The snowball sampling

falls in the category of non-probability sampling, in which the existing subjects provide

referrals to recruit samples required for a research study. It is also a recruitment

technique in which research participants are asked to assist researchers in identifying

other potential subjects. The researchers find snowball technique helpful and

convenient, allowing the researcher to easily gather the needed data. The researchers

choose employees who are currently working at home in the business industry as the

subject of this study. Due to amidst of the pandemic, the researcher did not set any

specific company or field. Furthermore, the fifty employees in the business industry from

different companies and field participated as the subject of this study.

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Instrumentation

In order for the researcher to achieve their desired outcomes, the researcher

used a survey questionnaire and distributed it through Google forms which suit the

current situation of a pandemic that did not allow the researcher to conduct the survey

questionnaire personally. The researcher used the convenient and easiest way to

conduct the collection of data. The survey questionnaire was chosen in the reason for it

could be the best way to present the set of questions in a way that I can minimize the

role and influence of the interview. On the other way, it can make also interpreting and

analyzing the gathered information easier and less effort in time.

The questionnaire contains a set of closed-ended questions that can answer our

statements of the problem better. The researcher used the closed-ended questions to

come up with the best answers possible, answers that will provide enough information

to know the comparative study between the effectiveness of work from home and

working physically at work. The researcher started the questionnaire asking the

company name of the respondents. To ask about the satisfaction with the arrangement

of their work, the researcher used yes or no questions. In addition to yes or no

questions, the researcher also used it to ask about the effectiveness of working from

home due to the pandemic. The researcher also used one type of scale which is the

Likert scale about the respondent cope up with the current situations.

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In other words, the researchers used the most effective way of conducting and

collecting data and information needed for the study, With the use of a survey

questionnaire, helps the researcher achieve their desirable ways of collecting such

information in times of limitation prior to the pandemic.

Data Gathering Procedure

The data techniques used by the researchers in this study were survey

questionnaire and indirect observation. First, the researchers selected the respondents

based on the purpose of the study, we choose the employees in the business industry

to know the comparison between working from home and being physically at work. As

an ABM student, researchers want to conduct a study relating on the strand that we

have, so we come up in an idea to know the situation of employees in a business

industry. Afterwards, the researchers made a survey questionnaire through Google

Form, which includes close ended questions that are typically a question answerable by

limited number of options only or in a rating scale basis. With the use of Google Form, it

automatically presents the responses of the respondents, including charts and

percentage of their answers, therefore, there is no need for the researchers to compute

for the responses manually. Through the help of advanced type of questionnaire in the

internet researchers are able to gather data in the most convenient and easiest way.

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CHAPTER IV

PRESENTATION, INTERPRETATION AND ANALYSIS OF DATA

This chapter describes the interpretation and the analysis of the findings of the

study. The gathered data were presented in a textual and diagram form.

Interpretation of Graphs and Tables

RQ1. Effectiveness between working at home and working on site

Figure 1.1. Name of the company of the employees

Company Names

Global Strategic World Systems Inc

Teleperformance Alorica
Acabar Marketing International Inc Jake Bros Inc
JBI Inc Mac Hardware
Sykes Taskus

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The figure above shows the name of the company of the employees who works

in the business industry. There are 6 employees who work in World Systems

Incorporation, 3 employees who work in Global Strategic , 2 employees who work in

Teleperformance and there are 1 employee who work in Alorica, Acabar Marketing

International Incorporation, Jake Bros Inc., JBI Inc., Mac Hardware, Sykes, Taskus.

Figure 1.2. The number of employees who prefer working in the office or working

from home

Sales

11

Working in Office Working from home

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The figure above shows the number of respondents who prefer working in the

office or working from home. It indicates that 58% of the respondents prefer working in

the office that corresponds to 11 employees. On the other hand, 43% of the

respondents who correspond to 8 employees prefer to work from home than to work in

the office.

Figure 1.3. The number of employees who are satisfied in the current work

arrangement

Satisfaction in working environment

14

Satisfied Not satisfied

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The figure above shows the number of respondents who are satisfied working

from home. The total number of employees that are satisfied with their current work

arrangement is 14. While, 5 employees answered that they are not satisfied with their

current work arrangement.

Figure 1.4. The number of employees who experienced working from home prior

to this pandemic

Working environment experience prior to

the pandemic

15

Experienced working from home Didn't experience working from home

The figure above shows the number of respondents who experienced working

from home due to this pandemic. The total number of employees that experience

working from home is 15. While, the total number of employees that didn’t experience

working from home due to this pandemic is 4.

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Figure 1.5. The number of employees who have suitable work space at home

Number of respondents with suitable

workspace at home

15

With suitable workspace at home Without suitable workspace at home

The figure above shows the number of employees who have suitable

workplace at home. The total number of respondents with suitable workplace is 4 while

the remaining 15 respondents doesn’t have a suitable workplace at home.

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Figure 1.6. The number of employees who have properly working gadgets to do

their job

Sales

18

With working gadgets Without working gadgets

The figure above shows the total number of respondents that have properly

working gadgets to do their job. The total number of employees that have working

gadgets to do their job is 18. On the other hand, only 1 employee doesn’t have a proper

working gadget to do his job.

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RQ2. The significant change in the employee’s level of productivity since they

started working from home

Figure 2.1. The number of employees that decreases/increases their level of

productivity after they started working from home

Productivity Rate

11
4

Increase Decrease Neutral/No change

The figure above shows the total number of respondents that

decreases/increases the level of their productivity after they started working from home.

It indicates that 58% increased their level of productivity which corresponds to 11

employees. While 21% of them said that their level of productivity decreased that

corresponds to 4 employees. On the other hand, 21% of the respondents who

correspond to 4 employees answered that nothing changed after working from home.
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Figure 2.2. The number of employees who feels more physically and mentally

exhausting after working from home or working on site

Number of respondents who feel more

physically and mentally exhausted after
working from home or working on site.

11

Phyisically and Mentally exhausted after working on site

Phyisically and Mentally exhausted after working from home

The figure above shows the total number of respondents who feel more

physically and mentally exhausted after working from home or working on site. The data

above indicates that 58% of the respondents feels more physically and mentally

exhausted after working on site, which corresponds to 11 employees. While 42% of

them said that they feel more physically and mentally exhausted after working from

home that corresponds to 8 employees.

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Figure 2.3. The number of employees who have a longer time to work

Number of respondents who have a longer

time to work on site or work from home.

14

Longer time to work from home Longer time to work on site

The figure above shows the total number of respondents who have a longer time

to work on site or work from home. It indicates that 74% of the respondents have a

longer time to work from home, which corresponds to 14 employees. On the other hand,

26% of the respondents who correspond to 5 employees answered that working on site

have a longer time to work than working from home.

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Figure 2.4. The number of employees who feel more comfortable working from home

or working on site

Comfortable working place

14

Comfortable in working from home Comfortable in working on site

The figure above shows the total number of respondents that feel more

comfortable working from home or working on site. The data above indicates that 74%

of the respondents feel more comfortable working from home, which corresponds to 14

employees. While, 26% of the respondents who correspond to 5 employees answered

that working on site is more comfortable to work than working from home.

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Figure 2.5. The number of employees who have more leisure time

The number of employees who have more

leisure time

16

Have more leisure time working from home Have more leisure time working on site than working

The figure above shows the total number of respondents that have more leisure

time in working from home or working on site. It indicates that 84% of the respondents

have leisure time working from home, which corresponds to 16 employees. While 16%

of the respondents who correspond to 3 employees said that they have more leisure

time working on site than working from home.

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RQ3. The reason why the level of productivity of the employees increased or

decreased after they started working from

Figure 3.1. The factors that increase the level of productivity of the employees after

they started working from home.

Factors that increase the level of working

productivity
12 11

10

8
6
6

4
2
2

0
Flexible working hours Less time to prepare for work Comfortable environment

Factors that increase the level of working productivity

The figure above shows the total number of respondents the factors that increase

their level of productivity after they started working from home. It indicates that 58% of

the respondents answered more flexibility in working hours, which answered have a

less time to prepare for work which corresponds to 6 employees corresponds to 11

employees. While 32% of them. On the other hand, 10% of the respondents who

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correspond to 2 employees answered that the factors that increases their productivity is

comfortable environment.

Figure 3.2. The factors that decrease the level of productivity of the employees after

they started working from home

Factors that decreases their working

productivity
12 11

10

8
6
6

4
2
2

0
More distractions; less ability to Fewer meeting; less discussion with More meetings; checkng the work
focus co-workers progress more often

Factors that decreases their working productivity

The figure above shows the total number of respondents the factors that

decrease their level of productivity after they started working from home. It indicates that

58% of the respondents answered more distractions; less ability to focus, which

corresponds to 11 employees. While 32% of them answered fewer meeting; less

discussions with co-workers which corresponds to 6 employees. On the other hand,

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10% of the respondents who correspond to 2 employees answered that the factors that

decreases their productivity is more meetings; checking the work progress more often.

Figure 3.3. The rates/scale on how hard it is to cope up with the sudden change of

your working environment.

How hard it is to cope up with the sudden

change of your working environment

1 2 3 4 5

The graph shows how employees from manual labor cope up with the sudden

change in their working environment. From rating 1 being the lowest and 5 being the

highest, the graph shows that most of the respondents found transitioning hard.47% of

them rated 3 which corresponds to 9 respondents, 37% answered 4 which corresponds

to 6 respondents, while 16% answered 5 which corresponds to 3 respondents.

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Chapter V

SUMMARY, CONCLUSIONS, AND RECOMMENDATIONS

This chapter shows the summary of findings, conclusions, and

recommendations from the result of the data gathered about the effectiveness

between working at home and working on site among the employees in the

business industry.

Summary of Findings

RQ1. Is there a significant difference on the effectiveness between working at

home and working in the office?

As seen on the findings, 15 employees have experienced or experiencing

working from home and 4 said that they did not experience working from home prior to

this pandemic. Most of the respondents preferred working in the office than working on

a remote place or at home. 58% of the respondents preferred working in the office, and

42% said otherwise. However, the researchers asked the respondents if they were

satisfied in this set-up, most are satisfied with remote control working. 14 respondents

were satisfied and 5 were not. Also, the total number of employees that have suitable

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work space at home is 15. While, the total number of employees that does not have

suitable work space at home is 4. Furthermore, the total number of employees that have

working gadgets to do their job is 18. On the other hand, only 1 employee does not

have a proper working gadget to do his job.

RQ2. Are there any significant changes in the employees’ level of productivity

ever since they started working from home?

The findings indicate that most of the employees, which is 58%, increased

their level of productivity after they started working from home, 21% said that their level

of productivity decreased throughout the working experience from home, and also 21%

said that nothing has changed after working from home. On the other hand, when it

comes to their physical and mental state, the findings have seen that 58% of the

respondents feel more physically and mentally exhausted after working on site, while

least of them, 42% said that they feel more physically and mentally exhausted after

working from home. In addition to that, it was said that most of the respondents, 74%

have a longer time to work from home and, on the other hand, 26% of the employees

answered that working on site have a longer time to work than working from home. In

the question, what mode of working is the most comfortable for them, the data reveals

that most of the respondents, 74% feel more comfortable working from home, while

least of them, 26% said otherwise. Moreover, as for the time they spent on both mode

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of working, 84.2% of the respondents said that they have more leisure time working

from home, while 15.8% of them that they have more leisure time working on site than

working from home.

RQ3. Are there any reasons why do the level of productivity of the employees

increased or decreased after they started working from home?

The findings revealed the factors that affects, thus increases their level of

productivity of the employees as per the respondents’ have experienced when they

started working from home. 58% or most of the respondents answered they have more

flexibility in working hours, thus changed their level of productivity, on the other hand,

32% of them answered they have a less time to prepare for work, and the answered

that the factors that increases their productivity is the comfortable environment. The

findings also revealed the factors that decreases the level of productivity of the

respondents. 58% of the respondents answered that there were more distractions; less

ability to focus, 32% of them answered fewer meetings; less discussions with co-

workers, and least of the respondents answered that the factors that decreases their

productivity are more meetings; checking the work progress more often. In addition to

that, the respondents were asked how hard it is to cope up with this kind of set-up, they

can rate it in a scale of 1-5, with 1 being the lowest and 5 being the highest. Most of the

respondents found this set-up difficult, 47% of them rated 3, 37% answered 4, while

16% answered 5.

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Conclusions

RQ1. Difference in the effectiveness between working at home and working on

site

According to the data gathered, majority of the respondents are currently working

in World Systems Incorporation which is inclined in the business industry. When asked

what mode of working they prefer more, 58% or 11 out of 19 respondents chose

working in the office over working at home. Although the respondents prefer working in

the office, 14 out of 19 respondents said that they are satisfied with their current work

environment which is at home. Majority of the respondents said that they have already

experienced working at home even prior to the pandemic. In addition to that, most of the

respondents said that they have a suitable workspace at home and properly working

gadgets to do their job with accordance to their previous work in the office.

In conclusion, although majority of the respondents prefer working at the office

rather than at home, they are still satisfied with their current working environment and

can do their respective jobs at home as effective when they're working in the office.

Therefore, there is no significant difference between the effectiveness of working at

home and working in the office.

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RQ2. Changes in the employees’ level of productivity after they started to work

from home

58% of the respondents which is 11 put of 19 respondents said that their level of

productivity increased after they started working at home, 21% which corresponds to 4

respondents said that their level of productivity decreased after they started working

from home, and the remaining 21% said that there is no change in their level of

productivity even after they started working from home. Thus, majority of the

respondents experienced an increase in their level of productivity since they started

working at home.

When asked what mode of working they feel more physically and mentally

exhausting, 58% of the respondents chose working on site while the remaining 42%

chose working at home. According to the survey, there is much longer time to work at

home rather than working on site which is most likely due to the time used to commute

on the way to work. In addition to that, 74% of the respondents feel more comfortable to

work at home while the remaining 26% of the respondents are more comfortable in

working on site. Moreover, majority of the respondents said that they have more leisure

time when working at home over when working on site.

There are significant changes on the experiences of the respondents when

working at home and working on site. Majority of the respondents are more productive,

feels less physically and mentally exhausted, have more time to work, is more

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comfortable, and have more leisure time when working at home. In conclusion, the

respondents' level of productivity increased after working from home.

RQ3. Reasons why there is an increase or decrease in the employees’ level of

productivity after they started working at home

According to the data that was gathered from the survey, the factor that

increases their level of productivity the most is more flexibility in working hours. Other

factors are less time to prepare for work and comfortable working environment. On the

other hand, when asked what are the factors that decreases their level of productivity, if

there is any, majority of the respondents said that there are more distractions which

results to less ability to focus in work. The second factor is that got the most votes is

that there are fewer meetings when working at home which means that there are less

discussions between co-workers. In conclusion, the factor that increases the

respondents' level of productivity the most is the flexible working hours at home while

the factor the decreases the respondents' level of productivity the most is more

distractions when working at home.

To end the survey, the respondents were asked to rate on how hard it is for them

to cope up with the sudden change of their working environment. 47% of the

respondents rated it 3, 37% rated it 4, and the remaining 16% rated it 3. Therefore,

majority of the respondents found it hard to transition from working at the office to

working at home.

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Recommendations

RQ1. Choose what you prefer

The COVID-19 pandemic affects the nations involving business industries,

caused to precipitate the traditional working environment of the employees.

Professionals have their possess comfortability when it comes to occupational settings,

the purpose why we, researchers are recommending for:

Companies must permit their employees to specify the applicable working mode

of the company to themselves, the appropriate application of the health protocols is a

must to ensure the safety of the employees to their preferred working mode.

Employees should be outspoken when it comes to their manager to establish

cognizance, pertaining their thoughts and viewpoints to the working medium.

Family must manifest support to make it uncomplicated for the employees to

work in distinct occupational settings, to execute productivity and proficiency.

Future researchers have to establish research, with regard to strategies that an

employee can practice to simply adopt the working environment that they possess.

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RQ2. Make yourself motivated

Companies must furnish additional awards, rewards, promotions, etc., that uplift

the stimulation of the community.

Employees should acknowledge time management, which aids the boredom, and

administer the personal stuff to get themselves efficient in the working medium they

prefer.

On the other hand, family should retain bonding to extract the weariness of their

provider.

Future Researchers must conduct an experiment, concerning the factors

affecting employees' productivity.

RQ3. Be mindful

Employees should show perseverance for them to be trusted by the different

companies. Aside from this, it will also help the employee adjust easily to the changes.

For a company, always consider giving enough time to every employee to adjust

if the changes happen. This study proves that there are big changes in being productive

depending on the situation. The company should be considerate and understandable.

For the family, provide a place that is comfortable to those who work at home.

For them to know what are things that need to be adjusted to make them feel better and

also to bring out their skill and potential.

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And for future researchers, they should consider expanding the idea or this type

of study for them to gather more information about the effectiveness between work from

home and being physically at work and for them to be able to understand the study.

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CHAPTER VI

APPENDICES

Bibliographic Entries

Selvasundaram, K., & Dasaradhan, S. (2020). A Comparative Study on Work from

Home During Covid 2019: Employees Perception and Experiences. European Journal

of Molecular & Clinical Medicine, 7(3), pp 4621-4627.

https://ejmcm.com/pdf_4695_52b6119f4aff7bc4614b70e7448feccf.html

Oakman, et al. (2017). A rapid overview of mental and physical health effects of working

at home: how do we optimize health? BMC Public Health. Retrieved April 20, 2021,

from https://bmcpublichealth.biomedcentral.com/track/pdf/10.1186/s12889-020-09875-

z.pdf

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Thorstensson, E. (2020). The Influence of Working from Home on Employees'

Productivity. Karlstad Business School. Retrieved April 20, 2021, from https://www.diva-

portal.org/smash/get/diva2:1446903/FULLTEXT01.pdf

Kaushik, M., & Guleria, N. (2020). The Impact of Pandemic COVID -19 in Workplace.

European Journal of Business and Management, 12(15), pp. 9-18.

https://www.researchgate.net/profile/Meenakshi-Pandey-

4/publication/342011150_The_Impact_of_Pandemic_COVID_-

19_in_Workplace/links/5ede65e892851cf13869888b/The-Impact-of-Pandemic-COVID-

19-in-Workplace.pdf

Massoudi, A.H., & Hamdi, S.S.A. (2017). Consequence of work environment on

Employees Productivity. IOSR Journal of Business and Management, 19(1), pp. 35-42.

https://www.researchgate.net/profile/Aram_Massoudi2/publication/312504772_The_Co

nsequence_of_work_environment_on_Employees_Productivity/links/5b93efc3299bf147

39295737/The-Consequence-of-work-environment-on-Employees-Productivity.pdf

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Izzah, et al. (2019). The Influence of Non-Physical Work Environment and

Job Characteristics on Employee Performance at PT. Daliatex Kusuma in Bandung.

Internatioal Journal of Social Sciences Perspectives, Vol. 4, No. 1, pp. 22-37.

https://www.researchgate.net/publication/332073779_The_Influence_of_Non-

Physical_Work_Environment_and_Job_sCharacteristics_on_Employee_Performance_a

t_PT_Daliatex_Kusuma_in_Bandung/link/5c9e0da745851506d7334874/download

Shivaramu, M. (2017). A Comparative Analysis on Productivity and

Performance with Respect to Employees Who Work from Home and Work from Office

of Medical Transcriptionists, in Mysore, Karnataka. ResearchGate. Retrieved April 12,

2019, from

https://www.researchgate.net/publication/332371816_A_COMPARATIVE_ANALYSIS_

ON_PRODUCTIVITY_AND_PERFORMANCE_WITH_RESPECT_TO_EMPLOYEES_

WHO_WORK_FROM_HOME_AND_WORK_FROM_OFFICE_OF_MEDICAL_TRANSC

RIPTIONISTS_IN_MYSORE_KARNATAKA.

Lippenyi, Z. & Lippe T. (2019). Co‐workers working from home and individual and team

performance. New Technology, Work and Employment, Vol.35(1), pp. 60-79.

https://onlinelibrary.wiley.com/doi/abs/10.1111/ntwe.12153

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Nakrošienė, A., Bučiūnienė, I., & Goštautaitė, B. (2019). Working from home:

characteristics and outcomes of telework. International Journal of Manpower.

International Journal of Manpower. Retrieved from

https://www.researchgate.net/publication/330325371_Working_from_home_characterist

ics_and_outcomes_of_telework

Bagas, (2020). Work from Home has Many Benefits than Working in an Office.

Academia (pp. 7). Universitas Buddhi Dharma Tangerang. Retrieved from

https://www.academia.edu/43375789/WORK_FROM_HOME_WFH_HAS_MANY_BEN

EFITS_THAN_WORKING_IN_AN_OFFICE

Bhattari, M. (2020). Working from Home and Job Satisfaction During the Pandemic

Times. ResearchGate. YMCA of Greater Toronto, Canada. Retrieved from

https://www.researchgate.net/publication/342914908_Working_from_Home_and_Job_S

atisfaction_During_the_Pandemic_Times

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Wong, et al. (2020). The impact of working from home during COVID-19 on work and

life domains: an exploratory study on Hong Kong. Department of Asian and Policy

Studies. Retrieved from

https://www.tandfonline.com/doi/full/10.1080/25741292.2020.1863560

Kurland, N. B., & Bailey, D. E. (2014). Telework: The Advantages and Challenges of

Working Here, There, Anywhere, and Anytime. Organizational Dynamics. Retrieved

from

https://www.researchgate.net/publication/247748414_The_Advantages_and_Challenge

s_of_Working_Here

Jahanshahi, et al. (2019). Working in a physically dangerous work environment:

Employee vitality and sustainable behavior. (Analytical Thesis, Licensee MDPI, Basel,

Switzerland). Retrieved from

https://res.mdpi.com/d_attachment/sustainability/sustainability-11-

05170/article_deploy/sustainability-11-05170-

v3.pdf?fbclid=IwAR05bNLv0z1Q1R1u3xMgA6gZ_joaZOOJQ73_HqT_PBdL0r3dmQPL7

He_6P4

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Osborne, S. & Hammoud, M. S. (2017). Effective Employee Engagement in the

Workplace. International Journal of Applied Management and Technology, 16(1), pp.

50-67.

https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=1239&context=ijamt&fbcli

d=IwAR35VAsEX7-qYb_KLdXqIj_3sQKD6k7k8aIDCamyalcAzE-Dp8c93BDze_A

Ipsen, et al. (2021). Six Key Advantages and Disadvantages of Working from Home in

Europe during COVID-19. International Journal of Applied Management and

Technology. 18(4), pp 1826. https://tinyurl.com/5h96r72m

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Research Instrument

In gathering data, the researcher used a survey questionnaire as a crucial

instrument to obtain such information and data needed. However, due to the pandemic,

the researcher adjusts to the online system. The survey questionnaire is conducted

online. The researcher used google forms in creating survey questionnaires and send

them through links to respective respondents. The online survey questions distributed

through an online messaging application where researchers can easily reach out to the

respondents. The questions are designed to be comprehensive that will assist the

researchers in measuring the comparative study. The online survey questionnaires

contain demographic questions that will help the researcher know the status of the

respondents. There are also primary questions and main questions prior to the objective

of the research.

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Survey Questionnaire

This questionnaire aims to assess the Employees on business industry: A

Comparative study about the effectiveness between work from home and being

physically at work. The researchers pledge to protect all the information gathered will

remain confidential between the respondents and the researchers and all the data that

has been collected will be discarded after the research is completely done.

Name (Optional):

1. Name of the company that you are affiliated with?

__________________________________________

2. Are you satisfied with your current work arrangement (working from home)?
o Yes
o No

3. Have you experienced working from home prior to this pandemic?

o Yes
o No

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4. Rate from 1-5, with 5 being the highest and 1 being the lowest, how hard it is to
cope up with the sudden change of your working environment?
o1
o2
o3
o4
o5
5. Do you have a suitable work space at home?
o Yes
o No

6. Do you have properly working gadgets to do your work?

o Yes
o No

7. Did your level of productivity increased/decreased after you started working

from home?
o Increased
o Decreased
o No Change

8. Among these factors, what do you think is the biggest reason why there is an
increase in the level of productivity of the employees after they started working
from home?
o Less time to prepare for work
o More flexibility in working hours
o Comfortable environment

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9. Among these factors, what do you think is the biggest reason why there is an
increase in the level of productivity of the employees after they started working
from home?
o More distractions; less ability to focus
o Fewer meeting; less discussions with co-workers
o More meetings; checking the work progress more often

10. Which do you prefer more, working in the office or working from home?
o Working in the office
o Working from home

11. What mode of working feels more physically and mentally exhausting?
o Work from home
o Work on Site

12. What mode of working have a longer work time?

o Work from home
o Work on Site

13. What mode of working feel more comfortable working at?

o Work from home
o Work on Site

14. What mode of working have more leisure time (free time)?
o Work from home
o Work on Site

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Letter of Request

April 20, 2021

Dear Respondents,

Good Day!
We are Grade 12 ABM students from St. Matthew College and we are

conducting a study entitled “Employees on Business Industry: A Comparative Study on

the Effectiveness of Working from Home and Manual Labor.

In regards, we are asking for your precious time and cooperation to answer all

the questions in the questionnaire that are important and will be helpful for the

completion of the study.

Thank you for your cooperation and may God bless you.

Regards,

Falalimpa, Lenard A.
Fernandez, Lee Harvey J.
Soriano, Tehillah Jehiel D.
Flordeliz, Aliyah D.
Llantino, Lana Alexa R.
Mendoza, Arabella R.

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Palacio, Hazel C.
Plotado, Katrina G.
Reyes, Angeline G.
Segurigan, Julliana Azacci M.
Sison, Jhomary C.

Noted by:

Camille T. Gabito
Subject teacher

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CURRICULUM VITAE

PERSONAL INFORMATION
Name: Lenard Falalimpa
Age: 18 years old
Birthday: November 20, 2002
Gender: Male
Birthplace: Noveleta, Cavite

Ambition: To become an entrepreneur

Hobbies: Sleeping, playing online games

Interest: Sports, Books, Films, Travel, Foods

Motto: Convert your negativity to productivity

Father’s Name: Leonardo Falalimpa

Mother’s Name: Ma. Elena Falalimpa

EDUCATION ATTAINMENT

Elementary: Ampid 1 Elementary School

Secondary: Ampid National High School

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CURRICULUM VITAE

PERSONAL INFORMATION
Name: Lee Harvey J. Fernandez
Age: 18 years old
Birthday: January 7, 2003
Gender: Male
Birthplace: San Mateo Rizal

Ambition: To become a Certified Public Accountant (CPA)

Hobbies: Playing Table tennis and basketball

Interest: Discovering new things

Motto: Every day is a second chance

Father’s Name: Henry Fernandez

Mother’s Name: Noemie Fernandez

EDUCATION ATTAINMENT

Elementary: Justice Vicente Santiago Elementary School

Secondary: Ampid National High School

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CURRICULUM VITAE

PERSONAL INFORMATION
Name: Tehillah Jehiel D. Soriano
Age: 18 years old
Birthday: July 06 2002
Gender: Male
Birthplace: Marikina City

Ambition: Business Man

Hobbies: Engaging with sports and music

Interest: Music

Motto: Once you realize your worth, you will know that even earth did not deserve you.

Father’s Name: Harry C. Soriano

Mother’s Name: Gloria D. Soriano

EDUCATION ATTAINMENT

Elementary: Faith in God Christian School

Secondary: Gen. Licerio Geronimo Memorial National Highschool

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CURRICULUM VITAE

PERSONAL INFORMATION
Name: Aliyah D. Flordeliz
Age: 17 years old
Birthday: November 19,2003
Gender: Female
Birthplace: HVill Hospital, Manggahan,
Rodriguez, Rizal

Ambition: To be a Certified Public Accountant

Hobbies: To be a Certified Public Accountant

Interest: Sketching and reading fictional stories

Motto: “One must have the courage to take the first step."

Father’s Name: Wilson Flordeliz

Mother’s Name: Shirley Flordeliz

EDUCATION ATTAINMENT

Elementary: Geronimo Elementary School

Secondary: General Licerio Geronimo Memorial National High School

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PERSONAL INFORMATION
Name: Lana Alexa R. Llantino
Age: 17 years old
Birthday: July 30, 2001
Gender: Female
Birthplace: Quezon City, Philippines

Ambition: To become successful in life

Hobbies: Sleep

Interest: Sports, Films, Travel

Motto: Always choose to be happy and live your life to the fullest.

Father’s Name: Alexander Llantino

Mother’s Name: Rutchie Llantino

EDUCATION ATTAINMENT

Elementary: Geronimo Elementary School

Secondary: General Licerio Geronimo Memorial National High School

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PERSONAL INFORMATION
Name: Arabella R. Mendoza
Age: 18 years old
Birthday: November 1, 2002
Gender: Female
Birthplace: San Mateo, Rizal

Ambition: Become a successful person in my chosen profession. Provide for my family

Hobbies: Reading Novels, Listening to some old kind of music

Interest: Documentary Videos, Music & Arts

Motto: “Work hard in silence, let the success do the noise”

Father’s Name: Delfin C. Mendoza

Mother’s Name: Arlina R. Mendoza

EDUCATION ATTAINMENT

Elementary: Dulong Bayan Elementary School & Guitnang Bayan Elementary School

Secondary: San Mateo National High-school

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PERSONAL INFORMATION
Name: Hazel C. Palacio
Age: 18 years old
Birthday: September 11, 2002
Gender: Female
Birthplace: Manila

Ambition: To become a Licensed Public Accountant

Motto: “God Can Do Amazing Things We Just Have to Believe and Thank Him”

Hobbies: Reading and writing story and listening songs depends on my mood

Interest: Watching vlogs and writing stories

Father’s name: Wennie palacio

Mother’s name: Rosalinda Palacio

EDUCATIONAL ATTAINTMENT

Elementary: San Jose Elementary School

Secondary: San Jose National Highschool

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PERSONAL INFORMATION
Name: Katrina G. Plotado
Age: 17 years old
Birthday: June 22, 2003
Gender: Female
Birthplace: Quezon City

Ambition: I aspire to be a successful woman who can be a financially secure so that, I

can be able to provide for my family.

Hobbies: Drawing, Dancing, playing sports and listening to music.

Interest: Art, Photography, Instruments

Motto: “All our dreams can come true, if we have the courage to pursue them.”

Father’s Name: Nilo E. Plotado

Mother’s Name: Jacqueline C. Plotado

EDUCATION ATTAINMENT

Elementary: Burgos Elementary School

Secondary: Burgos National High School

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PERSONAL INFORMATION
Name: Angeline Reyes
Age: 17 years old
Birthday: November 27, 2003
Gender: Female
Birthplace: Amang Rodriguez Hospital

Ambition: To become a CPA

Motto: “Do it all or do nothing.”

Hobbies: Watching movies or drama series, listening to music, cooking, checking social
media accounts

Interest: KPOP, Thai series, Fictions

Father’s name: Dante Reyes

Mother’s name: Mherly Reyes

EDUCATIONAL ATTAINTMENT

Elementary: Our lady of Lights School &Justice Vicente Santiago Elem. School

Secondary: San Mateo National High School

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PESONAL INFORMATION
Name: Julliana Azacci M. Segurigan
Age: 19 years old
Birthday: Dec 22, 2001
Gender: Female
Birthplace: Marikina City

Ambition: To become a successful business woman

Hobbies: Playing online games, reading wattpad stories, and watching korean dramas

Interest: Travelling, Photography, Music and Kpop

Motto: “Negative thoughts will never give you a positive life."

Father’s Name: Ireneo C. Segurigan Jr.

Mother’s Name: Marlene M. Segurigan

EDUCATION ATTAINMENT

Elementary: St. Matthew Learning Center & Justice Vicente Santiago Elem. School

Secondary: Ampid National Highschool

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PERSONAL INFORMATION
Name: Jhomary C. Sison
Age: 18
Birthday: December 15, 2002
Gender: Female
Birthplace: Quezon City

Ambition: To become a successful woman and to have a stable financial job

Hobbies: Listening to music, reading books and wattpad, watching korean drama, and
eating

Interest: travelling and learning

Motto: Vision without action is a daydream

Father’s name: Rolando Sison

Mother’s name: Marites Sison

EDUCATIONAL ATTAINMENT

Elementary: Geronimo Elementary School Rodriguez, Rizal

Secondary: Gen. Licerio Geronimo Memorial National High School

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