IOER INTERNATIONAL MULTIDISCIPLINARY RESEARCH JOURNAL, VOL. 6, NO.

2, JUNE 2024

EMPLOYEES’ ASSESSMENT OF THEIR TIME MANAGEMENT

AND WORK-LIFE BALANCE

JESSZON B. CANO1, CHRIS JOHN I. CASUL2, JEMSEL R. CALIPES3, JOVELYN AYOP4, CIARA P.
EROY5, RICA YVONNE A. EXCLAMADOR6, ALVIN B. PARDONCILLO7
[email protected], [email protected], [email protected],
[email protected], [email protected], [email protected],
[email protected]
Bohol Island State University – Candijay
Candijay, Bohol, Philippines

DOI: https://doi.org/10.54476/ioer-imrj/447719

ABSTRACT

In an organizational context, various resources like finances, manpower, and materials are essential.
However, time stands out as a universally shared resource. This study explored how effectively time could
be managed to enhance performance, focusing on employees' time management at LGU Anda's office.
The study had three main objectives: first, to profile respondents in terms of demographics and
departmental details; second, to assess the extent of standard time management practices among
employees; and third, to examine their work-life balance concerning happiness, job satisfaction, work
environment, stress management, remote work, relaxation time, and loyalty. A literature review on
effective time management among employees was conducted to support the study, aiding in study
formulation and research streamlining. A descriptive research design was adopted, employing a
standardized questionnaire to collect data. Data collection methods included questionnaires, interviews,
and observations, with results presented through percentages, frequency distributions, and tables.
Respondent profiles were analyzed using percentage and frequency, providing insights into demographic
characteristics such as age, gender, education, and experience. Evaluation of time management and
work-life balance utilized weighted mean, considering both importance and satisfaction levels of various
factors. This approach offered a nuanced understanding of how employees manage time and balance
their personal and professional lives. Overall, findings indicated that most employees were relatively new
and young in their roles, with limited experience. The sample comprised 83 respondents, revealing a
strong implementation of time management practices and a solid grasp of time's value.

Keywords: Business management, employee assessment, quantitative study, Anda, Bohol

INTRODUCTION skills experience less job stress, leading to better

quality of life. Effective time management enables
Time management involves identifying needs, individuals to allocate time to important activities,
setting goals, prioritizing tasks, and planning to prioritize tasks, and achieve a balanced life. It
achieve organizational objectives. It's essential for promotes job performance, creativity, and
worker and organizational sustainability, satisfaction, benefiting both individuals and
maximizing productivity, and reducing stress. organizations.
Employees who improve their time management
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CANO, J.B., CASUL, C.J.I., CALIPES, J.R., AYOP, J., EROY, C.P., EXCLAMADOR, R.Y.A., PARDONCILLO, A.B.,
Employees’ Assessment of their Time Management and Work – Life Balance, pp.87 - 96
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Managers and employees must be well- Research Respondent. The study focused
organized and possess self-discipline to manage on employees from various departments within
their time effectively. They should realistically LGU Anda, including the KALAHI CIDDSS Office,
assess their workload, communicate needs MDRRM Office, Municipal Planning and
assertively, and focus on high-priority tasks. Development Council (MPDC), Municipal
Prioritizing urgent and important tasks, creating "to- Agriculture Office (MAO), DSWD Office, Rural
do" lists, and saying no to non-priority activities are Health Unit (RHU), Tourism Office, PNP, BFP,
crucial for effective time management. Municipal Assessors Office, Municipal Engineering
In modern workplaces like LGU Anda, time Office, Post Office, DILG, COMELEC, Local Civil
management is crucial for meeting organizational Registrar (LCR), Accounting Office, Budget Office,
goals and reducing time pressures. Proper time and Mayor’s Office. A total of 83 respondents were
management practices, including creating selected to participate in the study. They were
timetables, planning ahead, and prioritizing tasks, provided with a descriptive questionnaire to assess
are essential for educational institutions as well. their level of time management and work-life
Interventions targeting employee time balance.
management skills and work-life balance aim to Research Instrument. In collecting data, the
improve productivity, efficiency, and meeting study utilized a questionnaire developed by Ganiyu
deadlines. Employees can optimize their time (2020) titled "Employee Work-life Balance Survey
usage and achieve better outcomes by minimizing Template and Level of Time Management Scale."
time wasted on non-essential tasks. The questionnaire comprised two sections:
1. The first section focused on gathering
OBJECTIVES OF THE STUDY respondents' profiles.
2. The second section included questions
The primary focus of the study was to regarding the efficiency of employees' time
evaluate the Employees' Assessment of their Time management and their work-life balance.
Management within the Office of LGU Anda in
Bohol. Specifically, the researchers aimed to The researchers made slight modifications to
address two key aspects: the questionnaire to align it with the specific
objectives of their study.
1. Profile of the respondents, including their age,
sex, marital status, length of service, and
Research Procedure. The researcher obtained
department within the organization.
permission from the Mayor of the Municipality of
2. Assessment of the employees' adherence to
Anda to conduct a study on the Effect of Time
standard practices related to time
Management on Employee Performance Efficiency
management, as well as their work-life balance
in LGU Anda. Once consent was obtained from the
concerning happiness, job satisfaction, work
employees to participate as respondents and to
environment, control over work-life balance,
answer the survey questionnaire, they were
stress management, handling work brought
informed about the research objectives.
home, opportunities for relaxation, and loyalty
Additionally, they were given time to provide their
to their jobs.
responses. The researcher ensured the utmost
confidentiality of the respondents' identities and
information.
METHODOLOGY
Statistical Treatment. The analysis of the
respondents' profiles involved using percentage
Research Design. To achieve the study's and frequency to gain insights into their
objectives, the researchers utilized a descriptive demographic characteristics, including age,
survey design. They employed a standardized gender, educational background, and years of
questionnaire to collect data from the respondents. experience. This statistical method provided a
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CANO, J.B., CASUL, C.J.I., CALIPES, J.R., AYOP, J., EROY, C.P., EXCLAMADOR, R.Y.A., PARDONCILLO, A.B.,
Employees’ Assessment of their Time Management and Work – Life Balance, pp.87 - 96
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IOER INTERNATIONAL MULTIDISCIPLINARY RESEARCH JOURNAL, VOL. 6, NO. 2, JUNE 2024
comprehensive understanding of the composition 18-24, 42-47, and 54-59 years old, suggesting
of the respondent pool. a diverse age distribution within the organization.
In contrast, the evaluation of the level of time
Table 1
management scale and employees' work-life Profile of the Respondents, (n=83)
balance employed a weighted mean approach. Indicators Frequency Percentage
This method considered both the importance and I. Sex
satisfaction levels of various factors related to time Male 55 66.27
Female 28 33.73
management and work-life balance. By assigning
II. Age
weights to each response based on its significance, 18-23 6 7.23
the weighted mean offered a nuanced assessment 24-29 33 39.76
of how effectively employees manage their time 30-35 15 18.07
and balance their professional and personal lives. 36-41 7 8.43
42-47 6 7.23
48-53 10 12.05
RESULTS AND DISCUSSION 54-59 6 7.23
III. Civil Status
This section is divided into three parts: Single 46 55.42
Married 37 44.58
IV. Length of Service
1. The first part presents the respondents'
0-5 years 62 74..71
profile, covering aspects such as age, sex, civil 6-10 years 11 13.25
status, length of service, and office/department. 11-15 years 5 06.02
2. The second part examines the level of More than 15 years 5 65.02
standard practices of employees regarding time V. Department
management. KALAHI 3 3.61
MDRRM Office 4 4.82
3. The third part delves into how employees MPDC 2 2.41
manage their work-life balance, considering factors MAO 5 6.02
like happiness, work satisfaction, work DSWD Office 2 2.41
environment, control over work-life balance, stress Rural Health Unit 15 18.07
management, bringing work home, opportunities Tourism Unit 6 7.23
PNP 4 4.82
for relaxation, and job loyalty.
BFP 3 3.61
MAO 5 6.02
1. Demographic Profile MEO 4 4.82
POST Office 3 3.61
DILG 3 3.61
This section provides an overview of the
COMELEC 2 2.41
respondents' profile, encompassing key LCR 3 3.61
demographic factors such as age, gender, civil Accounting Office 5 6.02
status, length of service, and office/department. HR Office 3 3.61
Understanding the demographic profile of Budget Office 2 2.41
Mayor’s Office 3 3.61
respondents is crucial in administrative research,
MTO 6 7.23
as managerial decisions often differ based on
demographic variables.
This diversity may contribute to a dynamic and
Table 1 presents the demographic profile of the
multi-generational workforce, bringing different
respondents. The highest proportion (39.76%) falls
perspectives and approaches to the workplace.
within the age bracket of 24-29 years old, indicating
In terms of gender, the data indicates that
that the employees of LGU Anda are predominantly
females constitute a higher percentage (66.27%) of
young, with many being fresh graduates.
respondents compared to males (33.73%). This
Additionally, an equivalent proportion of
suggests a gender imbalance in the office, with
respondents (7.23%) belongs to the age groups of
more female employees than male employees.
Such a demographic composition may reflect
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CANO, J.B., CASUL, C.J.I., CALIPES, J.R., AYOP, J., EROY, C.P., EXCLAMADOR, R.Y.A., PARDONCILLO, A.B.,
Employees’ Assessment of their Time Management and Work – Life Balance, pp.87 - 96
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societal norms or hiring practices within the Table 2
Level of Standard Practices of Employees in terms of Time
organization. Management, (n=83)
Regarding civil status, the majority of
respondents (44.58%) are married, while the Items WM Description
I. Time Management
remaining (55.42%)are single. This distribution 1. I prioritize the tasks I have to do
highlights the varying family commitments among according to their importance and 3.61 Strongly Agree
employees, with married individuals likely urgency
2. I do the most important tasks at my
prioritizing familial responsibilities, while single best time during the day
3.41 Strongly Agree
employees may focus more on career 3. I keep everything in its proper place 3.39 Strongly Agree
4. I avoid time wasters 3.39 Strongly Agree
advancement and personal development. 5. I make a list of tasks to accomplish
In terms of years in service, the majority of 3.34 Strongly Agree
each day
employees at LGU Anda are relatively new, with 6. I do something productive
3.29 Strongly Agree
whenever I am writing
74.71% of them having served the organization for 7. I concentrate on only one important
0-5 years. Additionally, 6.02% of respondents have task at a time, but I do multiple trivial 3.22 Agree
been with the organization for 10-15 years or more. tasks at once
8. I do today what needs to be done, I
These findings indicate that a significant portion of don’t procrastinate
3.18 Agree
the workforce comprises new employees, 9. I set deadlines for myself if they are
3.18 Agree
not provided for me
suggesting a turnover or recruitment trend that 10. I review my planner each day after I
favors recent hires. 3.17 Agree
complete my tasks
The highest weighted mean of 3.61 indicates 11. I divide large projects into smaller,
3.10 Agree
separated stages
that employees strongly agree with the statement 12. I finish at least one thing every day 3.10 Agree
"I prioritize the tasks I have to do according to their 13. I scheduled some time during the
importance and urgency" in terms of time day for personal time alone (for
3.00 Agree
planning, meditation, prayer and
management. This suggests that employees at exercise)
LGU Anda demonstrate a strong ability to prioritize 14. I continually try to find little ways to
3.00 Agree
use my time more efficiently
their work effectively, ensuring that important tasks 15. I have some time during each day
are addressed promptly. 3.06 Agree
when I can work uninterrupted
16. I make a list of short five- or ten-
3.00 Agree
minute tasks to do
Composite Mean 3.23 Agree
2. Level of Standard Practices of Employees

2.1. In terms of Time Management 2.2. In Terms of Work-Life Balance

On the other hand, the lowest weighted mean Table 3

Work-Life Balance as to Happiness, (n=83)
of 3.00 specifies that the Municipality of LGU Anda Items WM Description
“Agree” in terms of “To make a list of short five- or I. Happiness
ten-minute tasks to do.” This data reveals that 1. My family is the most significant
3.72 Strongly Agree
factor in my happiness
making a list of short or ten-minute tasks makes 2. My team help me to complete my
their activities done quickly and easily. 3.46 Strongly Agree
work
3. I feel like I have opportunities for
In contrast, the ten-minute rule of productivity is growth and advancement
3.45 Strongly Agree
about “tricking” your limbic system by talking 4. My job is the most significant
3.35 Strongly Agree
yourself into getting started. The idea is to make factor to my happiness
5. My salary is the most significant
starting the task as easy as possible. Instead of factor to my happiness
3.04 Agree
focusing on the outcome, it is about focusing on the Sub-composite Mean 3.04 Agree
output to avoid over-planning and overthinking.
The sub-composite mean of 3.04 in the
employee work-life balance aspects shows that the

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CANO, J.B., CASUL, C.J.I., CALIPES, J.R., AYOP, J., EROY, C.P., EXCLAMADOR, R.Y.A., PARDONCILLO, A.B.,
Employees’ Assessment of their Time Management and Work – Life Balance, pp.87 - 96
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IOER INTERNATIONAL MULTIDISCIPLINARY RESEARCH JOURNAL, VOL. 6, NO. 2, JUNE 2024
practices of employees were “Agree” upon in terms and loving what they do is an overall
of happiness. These results indicated that work-life productivity that can help boost and enhance
balance and happiness positively and significantly performance because enjoying a career is more
affect employee performance. As an employee, important than earning a high salary.
there is a trusting workplace, culture, pride in and On the other hand, the lowest weighted mean
love of work done with other co-workers, and of 2.21 shows that the work-life balance was
employee happiness is positively connected with “Agree” in terms of “My job positively contributes to
the performance attained (Alaarj & Mohamed, my overall happiness.” This implies that the
2017). employees of LGU Anda that good salaries make
The highest weighted mean of 3.72 shows that employees more satisfied with their contributions
the employee work-life balance was “Strongly and collaborate with other awesome colleagues
Agree” in terms of “My family is the most significant with other awesome co-workers to make them
factor to my happiness.” This indicates that the satisfied.
employees of LGU Anda support in times of need,
and unconditional love is the unique way that 2.4. In terms of Work Environment
families can bring happiness, stress relief, and a
Table 5
sense of well-being. Work-Life Balance as to Work Environment, (n=83)
On the other hand, the lowest weighted mean Items WM Description
of 3.04 shows that the work-life balance was III. Work Environment
1. My supervisor treats me with
“Agree” in terms of “My salary is the most dignity and respect
3.41 Strongly Agree
significant factor to my happiness.” This means that 2. Co-workers positively contribute
3.39 Strongly Agree
the employees of LGU Anda need much more to my work environment
3. My supervisors/ managers
prioritized time, especially in today’s fast-paced, positively contribute to my work 3.37 Strongly Agree
overly competitive business world, because they environment
4. My department practices high
can get more money but cannot get more time. standards and ethics
3.22 Agree
5. I often do not know what is going
2.68 Agree
2.3. In terms of Work Satisfaction on with the organization
Sub-composite Mean 3.21 Agree
Table 4
Work-Life Balance as to Work Satisfaction, (n=83)
Items WM Description The sub-composite mean of 3.21 in the
II. Work Satisfaction employee work-life balance aspects shows that the
1. I fell fulfilled by my job 3.34 Strongly Agree
2. I enjoy my job 3.34 Strongly Agree
practices of employees were strongly agreed upon
3. I have too many responsibility 3.00 Agree in terms of their work environment. This means that
4. I would consider leaving my job the employees of LGU Anda’s work environment
for another with greater 2.93 Agree
opportunities for advancement can greatly influence how they feel about their jobs.
5. My job positively contributes to
2.21 Agree
It can help improve job satisfaction, increase
my overall work satisfaction productivity, and motivate those around them. The
Sub-composite Mean 3.51 Agree
highest weighted mean of 3.41 shows that the
employee work-life balance was “Strongly Agree”
The sub-composite mean of 3.51 in the
in terms of “My supervisor treats me with dignity
employee work-life balance aspects shows that the
and respect.” The data implies that the employees
practices of employees were “Agree” upon in terms
of LGU Anda understand that the first steps to
of work satisfaction. This result indicates that the
superior performance are to place as much control
employees of LGU Anda feel satisfied and
of work in the hands of employees as their
contended with their jobs.
capabilities allow and to support their autonomous
The highest weighted mean of 3.34 shows that
accomplishment of meaningful goals. The
the employee work-life balance was “Strongly
enlightened leader knows to treat employees with
Agree” in terms of “I feel fulfilled by my job” and “I
dignity. On the other hand, the lowest weighted
enjoy my job.” This means that being happy at work
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CANO, J.B., CASUL, C.J.I., CALIPES, J.R., AYOP, J., EROY, C.P., EXCLAMADOR, R.Y.A., PARDONCILLO, A.B.,
Employees’ Assessment of their Time Management and Work – Life Balance, pp.87 - 96
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IOER INTERNATIONAL MULTIDISCIPLINARY RESEARCH JOURNAL, VOL. 6, NO. 2, JUNE 2024
mean of 2.68 specifies that the employee work-life 2.6. In terms of Work Brought Home
balance is “Agree” in terms of “I often feel that I do
not know what is going on with the organization” as Table 7
Work-Life Balance as to Work Brought Home, (n=83)
their work environment. This means that the Items WM Description
employees of LGU Anda do not know what is going VI. Work Brought Home
on in the organizations they lead, whether it is 1. I am still able to manage my time
in working while facilitating my 3.15 Agree
morale, productivity, or risk. family
2. I sometimes bring work home,
but it’s just a few things I may not 2.66 Agree
2.5. In terms of Work-life Balance Control have finished up
3. I often complete additional work
Table 6 at home beyond work hours to try 2.39 Disagree
Work-Life Balance as to Work-life Balance Control, (n=83) to keep up
Items WM Description 4. I am able to finished my work
2.21 Disagree
IV. Work-life Balance Control early at home than at my office
1. I prioritize my family over my 5. I leave my work at home 2.12 Disagree
3.26 Strongly Agree Sub-composite Mean 2.51 Agree
work life
2. I sacrifice sleep to make up time
3.07 Agree
with my family
3. I prioritize my job over my The highest weighted mean of 3.15 shows that
2.82 Agree
personal and family life the employee of LGU Anda was “Agree” in terms of
4. Family obligations reduce the “I able to manage my time in working while
time you need to relax or be by 2.60 Agree
yourself facilitating my family.” This means that the
5. My family’s worries or problems employees of LGU Anda are achieving a balance
2.55 Agree
distract you from your work
between work and family. However, the lowest
Sub-composite Mean 2.86 Agree
weighted mean of 2.12 specifies that the
The sub-composite mean 2.86 of work-life employees “Disagree” in terms of “I leave my work
balance control shows that the employee work-life at home.” This means that the employees of LGU
balance was “Agree” upon in terms of employees’ Anda will not practice work at home. This means
practices regarding work-life balance control. The that the employees of LGU Anda will not practice
results indicate that prioritizing things helps one work at home because working at home can lead
save both time and energy. It helps individuals to staff struggling to differentiate between work and
prioritize their actions according to the importance home life. This may lead to employees finding it
of a task. The highest weighted mean of 3.26 difficult to switch off from work leading to longer
shows that the work-life balance was “Agree” in hours, increased stress, and inevitable burnout.
terms of “I prioritize my family over my work life.”
This indicates that the employees of LGU Anda 2.7. In terms of Time to De-Stress
prioritize their families over their work. This means
that no one is irresponsible. They believe that when Table 8
Work-Life Balance as to Time to De-Stress, (n=83)
they leave an organization or a job, remember that Items WM Description
they will move on without, but their family will be the VII. Time to De-Stress
one thing that goes with them. They always 1. I plan to travel and create bond
3.24 Agree
with my family
remember that their family is much more important 2. I leave everyday at generally the
3.11 Agree
than their job. However, the lowest weighted mean same time
3. I love listening music while
of 2.55 shows that the work-life balance control working
3.09 Agree
was “Agree” in terms of “My family worries or 4. I often go into work on weekends
2.39 Disagree
problems distract you from work.” This implies that or during irregular work hours
5. When I am home, often spend
it is too difficult to concentrate on work when they time thinking about work
2.33 Disagree
are preoccupied with family issues. As a result, Sub-composite Mean 2.83 Agree
they reacted negatively to their co-workers rather
than employing more adaptive techniques like
asking for help from others or being assertive.
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CANO, J.B., CASUL, C.J.I., CALIPES, J.R., AYOP, J., EROY, C.P., EXCLAMADOR, R.Y.A., PARDONCILLO, A.B.,
Employees’ Assessment of their Time Management and Work – Life Balance, pp.87 - 96
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The sub-composite mean of 2.83 for the means that the employees of LGU Anda are
employee work-life balance aspects shows that the willing to invest in their work, innovating new ideas
practices of employees were “Agree” in terms of and going the extra mile. However, the lowest
their practices of employees as to time to de-stress. weighted mean of 2.63 specifies that the
These results indicate that the employees of LGU employees “Agree” in terms of “Whatever may
Anda need to take time each day. Like spending happen, I would never leave this job.” This implies
time with their favorite hobby or listening to music that the employees of LGU Anda are so committed
that can ease their emotions and give them a and dedicated to their work and workplace.
much-needed break from the stressor in their life.
The highest weighted mean of 3.24 shows the 3. Summary of Level of Standard Practices of
employees of LGU Anda in terms of “I plan to travel Employees in Terms of Work-Life Balance
and create a bond with my family.” This means that
having a vacation also serves as a form of stress Table 10
Summary of Level of Standard Practices of Employees in Terms of
relief, reducing their risk of developing both Work-Life Balance, (n=83)
physical and mental health risks over time. This will Items WM Description
make people more comfortable with stepping away I. Work Environment 3.21 Agree
from the office, leading to higher morale and better II. Work Satisfaction 3.15 Agree
III. Happiness 3.04 Agree
performance over time. The lowest mean 2.33 IV. Job loyalty 2.97 Agree
specifies that the employees “Disagree” in terms of V. Time to De-stress 2.83 Agree
“When I am home, I often spend time thinking about VI. Work-life Balance Control 2.66 Agree
work.” This means that the employees of LGU VII. Stress Management 2.61 Agree
Anda no longer prioritize their work whenever they VIII. Work Brought Home 2.51 Agree
Composite Mean 2.83 Agree
are in their respective homes.

2.8. In terms of Job Loyalty The composite mean of 2.83 indicates that the
employees of LGU Anda. “Employee Work-life
The sub-composite mean of 2.97 for the Balance” shows that employees’ practices were
employee work-life was “Agree” in terms of “Agree.” This means that time management is
employees' practices regarding job loyalty. essential to allocate time for their priorities. Then to
prioritize the two, learn to separate personal from
Table 9
Work-Life Balance as to Job Loyalty, (n=83) professional. Having separate to-do lists,
Items WM Description scheduling time for things, and just being realistic
VIII. Job Loyalty will never be stuck. Furthermore, many studies
1. I plan to stay at my current job for
the foreseeable future
3.09 Agree confirm the positive significant influence of work-life
2. I would recommend my job to
3.05 Agree
balance on productivity, specifically stating that
someone else flexible work arrangements significantly increase
3. I love my job even though I
receive a small amount of salary
3.05 Agree employee productivity (Abioro et al., 2018; & Ansari
4. I do not mind being too busy
3.05 Agree et al., 2015). Finally, Koushki et al. (2019) found a
because I love my job strong significant relationship between
5. Whatever may happen, I would
2.63 Agree organizational commitment and employee
never leave my job
Sub-composite Mean 2.97 Agree productivity.

This means that the employees of LGU Anda CONCLUSION

show genuine love and support for the
This review of time management studies gives
organization, which helps reduce attrition. The
an impression of how helpful time management
highest weighted mean of 3.09 shows that the
may be. Effective time management is a universal
employees were “Agree” in terms of “I plan to stay
remedy to employee effectiveness, not an excuse.
at my current job for the foreseeable future.” This
Effective time management will improve
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CANO, J.B., CASUL, C.J.I., CALIPES, J.R., AYOP, J., EROY, C.P., EXCLAMADOR, R.Y.A., PARDONCILLO, A.B.,
Employees’ Assessment of their Time Management and Work – Life Balance, pp.87 - 96
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IOER INTERNATIONAL MULTIDISCIPLINARY RESEARCH JOURNAL, VOL. 6, NO. 2, JUNE 2024
employees’ productivity, make scheduling jobs Ansari, S., Chimani, K., Baloch, R. A., and Bukhari,
easier, help them perform tasks at their highest skill S.F.H. (2015). Impact of work-life balance on
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Knoweldge Management, 5 (10), 52-60.
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RECOMMENDATIONS Berman, R. (2018). Women are more productive than
men, according to new research.
Recommendations were formulated to help the https://www.weforum.org/agenda/2018/10/women-
organization improve its employees’ performance; are-more-productive-than-men-at-work-these-days.
here are the following recommendations:
Elsabahy, H., EL., Sleem, W., F. & El Atroush, H., G.
1. The organization’s Human Resource (2015). Effect of time management program on job
Management Office may conduct a series of satisfaction for head nurses. Journal of Education
and Practice. 6: (32) 36-44.
training, workshops, and orientations to ensure
the efficiency and effectiveness of working; Ganiyu, O. (2020). Employee time management guide.
2. The HRMO may conduct seminars/trainings https://clockify.me/blog/productivity/employee-time-
and team building on Stress Management; management/
3. HR departments may give awards and
recognition to the employees in LGU Anda as Khodaveisi, M. Bahar, G. S., & Ahmadi, S. (2015). The
one of their motivations; relation between time management and job stress in
4. The employees in LGU Anda may refrain from physical education lecturers and faculty members of
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CANO, J.B., CASUL, C.J.I., CALIPES, J.R., AYOP, J., EROY, C.P., EXCLAMADOR, R.Y.A., PARDONCILLO, A.B.,
Employees’ Assessment of their Time Management and Work – Life Balance, pp.87 - 96
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IOER INTERNATIONAL MULTIDISCIPLINARY RESEARCH JOURNAL, VOL. 6, NO. 2, JUNE 2024
AUTHOR'S PROFILE Elementary School in 2012-2013 and his
secondary education at Holy Infant Academy in
Jesszon B. Cano, CHP, LPT, DBA
2017-2018. He pursued tertiary education at Bohol
is a graduate of Holy Name
Island State University. Chris has demonstrated
University (HNU), in 2015 with an
strong leadership skills, earning eligibility as a sub-
undergraduate degree Bachelor of
professional through his role as an SK chairperson.
Science in Hotel and Restaurant
Throughout his academic and professional journey,
Management (BSHRM). He
Chris has actively participated in various seminars
obtained his Master’s degree in Business
and conferences on youth development and
Administration majoring in Hotel and Restaurant
community empowerment. On August 12, 2018, he
Management (MBA-HRM) in 2018 at the University
contributed to a workshop on crafting
of Cebu, Graduate School, Main Campus (UC-
comprehensive youth development and annual
Main) and finished his degree in Doctor of Business
barangay youth investment plans. He further
Administration (DBA) last 2020 in the same
enhanced his leadership skills by attending the
university. He completed the Certificate of
Barangay Newly Elected Officials (BNEO) training
Professional Education (CPE) at the University of
for Grassroots Renewal and Empowerment for
Cebu - Lapu-Lapu and Mandaue Campus (UC-LM)
Accountable and Transparent (GREAT) Barangays
in the year 2021. He has also successfully met the
from August 22-24, 2018. In his commitment to
prescribed requirements for certification as
public health and social issues, Chris participated
established by the Institute of Tourism and
in a three-day, intensive outpatient treatment
Hospitality Professionals (ITHP) in co-certifying
program from September 26-28, 2018. He attended
partnership with Global Professional Advancement
the Badac strengthening training for six prioritized
(GPA) and awarded the professional designation of
barangays on October 2, 2018.
Certified Hospitality Professional
(CHP®) in the same year. In 2023 Jemsel R. Calipes, born on January 8, 2001, in
he took and passed the Licensure Bayong, Guindulman, Bohol, is a dedicated and
Examination for Professional academically driven individual. She completed her
Teachers majoring in Social elementary education at Bayong Elementary
Studies. Moreover, he is currently School in 2012-2013 and continued her secondary
the Program Chair of the Hospitality Management education at Mayuga National High School,
department at the College of Business and graduating in 2018-2019. Pursuing higher
Management. Furthermore, Dr. Cano actively education, Jemsel enrolled at Bohol Island State
participated in research presentations both in local University for her tertiary studies. Currently single,
and international forums. He also published several Jemsel is the daughter of Carlita and Edie Calipes.
articles in multidisciplinary, scientific, peer- Throughout her academic journey, she has
reviewed, indexed, and cross-referenced journals. demonstrated a commitment to learning and
His research interests include environmental personal growth, consistently striving for
management in tourism and hospitality, service excellence in her educational pursuits.
quality, destination marketing, community
participation in tourism development, career Jovelyn Ayop, born on April 4,
development in hospitality, and events 2000, in Cabidian, Mabini, Bohol, is
management. a committed and academically
motivated individual. She
Chris John I. Casul, born on completed her elementary
February 27, 1999, in Poblacion, education in Cabidian, Mabini, Bohol, during the
Anda, Bohol, is a dedicated and 2012-2013 academic year and went on to graduate
community-oriented individual. He from La Union National High School in 2018-2019.
completed his elementary Jovelyn pursued higher education at Bohol Island
education at Anda Central State University. Currently single, she is the
P – ISSN 2651 - 7701 | E – ISSN 2651 – 771X | www.ioer-imrj.com
CANO, J.B., CASUL, C.J.I., CALIPES, J.R., AYOP, J., EROY, C.P., EXCLAMADOR, R.Y.A., PARDONCILLO, A.B.,
Employees’ Assessment of their Time Management and Work – Life Balance, pp.87 - 96
95
IOER INTERNATIONAL MULTIDISCIPLINARY RESEARCH JOURNAL, VOL. 6, NO. 2, JUNE 2024
daughter of Josefina and Neciforo Muring. Pardoncillo and Apolinar M. Pardoncillo.
Jovelyn's dedication to her studies and her drive for Alvin's dedication to his studies and his
academic success have been evident throughout commitment to academic excellence have been
her educational journey, showcasing her evident throughout his educational journey,
commitment to personal and professional growth. reflecting his drive for personal and professional
growth.
Rica Yvonne A. Exclamador, born
on August 6, 2000, in Trinidad, COPYRIGHTS
Guindulman, Bohol, is a dedicated
and ambitious individual. She Copyright of this article is retained by the
completed her elementary author/s, with first publication rights granted to
education at Central Elementary IIMRJ. This is an open-access article distributed
School in the 2012-2013 academic year and under the terms and conditions of the Creative
graduated from Saint Mary Academy National High Commons Attribution – Noncommercial 4.0
School in 2018-2019. Rica pursued her tertiary International License (http://creative
education at Bohol Island State University. commons.org/licenses/by/4).
Currently single, she is the daughter of Aurea A.
Exclamador and Amel L. Exclamador Sr. Rica's
commitment to her studies and her drive for
academic excellence have been evident
throughout her educational journey, highlighting
her dedication to personal and professional growth.

Ciara P. Eroy, born on March 4,

2001, in Cayacay, Alicia, Bohol, is a
focused and academically driven
individual. She completed her
elementary education at Cayacay
Elementary School in the 2012-2013 academic
year and graduated from San Roque National High
School in 2018-2019. Ciara then pursued higher
education at Bohol Island State University.
Currently single, she is the daughter of Patricia and
Ramon Eroy. Ciara's dedication to her studies and
commitment to academic excellence have been
consistent throughout her educational journey,
reflecting her determination for personal and
professional growth.

Alvin B. Pardoncillo, born on

March 4, 1999, in Anoling, Candijay,
Bohol, is a diligent and ambitious
individual. He completed his
elementary education at Anoling
Elementary School in the 2012-2013 academic
year and graduated from Anoling National High
School in 2018-2019. Alvin pursued his tertiary
education at Bohol Island State University.
Currently single, he is the son of Marissa B.

P – ISSN 2651 - 7701 | E – ISSN 2651 – 771X | www.ioer-imrj.com

CANO, J.B., CASUL, C.J.I., CALIPES, J.R., AYOP, J., EROY, C.P., EXCLAMADOR, R.Y.A., PARDONCILLO, A.B.,
Employees’ Assessment of their Time Management and Work – Life Balance, pp.87 - 96
96