Lopez, Jeroselyn B. 4 0
Work-life boundary preference as correlates to subjective well-being : basis for human resource training program / 6 6 Jeroselyn B. Lopez. - - - 96 pages 28 cm. - - - - - . - . - 0 . - . - 0 .
Thesis (M.A.)-- Pamantasan ng Lungsod ng Maynila, 2018.;A thesis presented to the faculty of the College of Science-Graduate Programs in partial fulfillment of the requirement for the degree of Master of Arts in Psychology, major in Industrial Psychology.
5
ABSTRACT: This study was conceptualized based from the emerging trend about Work-life Blend and Work-life Balance in order to alleviate the quality of work life of the employees. This descriptive correlational study investigated the work-life boundary preference and subjective well-being status of the respondents. The difference between the variables of work-life boundary preference and subjective well-being, and the profile of the respondents when grouped according to age, gender, years of work experience, and civil status were also determined in the study. The emerging result serves as a basis for human resource training program. Eighty-eight supervisors and officer level of employees from five various agencies of Department of Labor and Employment, Manila participated in the survey and seven employees had joined the focus group discussion. The respondents were purposively sampled and were asked to answer to the Work Segmentation Preference and Supplies Scale, Flourishing Scale, and the Scales for Psychological Well-being. The results revealed that in terms of the Segmentation preference majority of the group belongs to the average continuum, while in Segmentation supplies they are on low level. Moreover, it reveals that boundary preference is highly influence by situational changes and demands in life. Their preference may vary from their enacted boundary, and they tend to craft in order to manage certain action. An indication of role blurring were observed among the employees based from the focus group discussion. Moreover, based from the result it showed that there is significant difference between Work-life boundary preference as measured by Segmentation Preference among gender and civil status profile. It implies that women tend to demarcate segmentation as compare to me. Moreover, marriage may transform one's preference into another in order to focus on certain roles and traditional division of household. The test result on other variables considered in the study reveals no significant relationship and difference. It was pointed out that the result can be explained due to no definite category of either segmentor or integrator emerge in the study. A proposed training program was produced in order to enhance and address the needs of the employees patterned from the result of the study, training needs emerge from focus group and as inspired by the positive psychology. The general objective is to enhance positive experience as influence by good relationship with others. Moreover, to regain the workforce gap in financial stability, finding life's purpose, and self-acceptance which can improve the boundary management and subjective well-being of the employees.
5
2 = =
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0 2 --
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----2
/ 2
/ 2
/
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Work-life boundary preference as correlates to subjective well-being : basis for human resource training program / 6 6 Jeroselyn B. Lopez. - - - 96 pages 28 cm. - - - - - . - . - 0 . - . - 0 .
Thesis (M.A.)-- Pamantasan ng Lungsod ng Maynila, 2018.;A thesis presented to the faculty of the College of Science-Graduate Programs in partial fulfillment of the requirement for the degree of Master of Arts in Psychology, major in Industrial Psychology.
5
ABSTRACT: This study was conceptualized based from the emerging trend about Work-life Blend and Work-life Balance in order to alleviate the quality of work life of the employees. This descriptive correlational study investigated the work-life boundary preference and subjective well-being status of the respondents. The difference between the variables of work-life boundary preference and subjective well-being, and the profile of the respondents when grouped according to age, gender, years of work experience, and civil status were also determined in the study. The emerging result serves as a basis for human resource training program. Eighty-eight supervisors and officer level of employees from five various agencies of Department of Labor and Employment, Manila participated in the survey and seven employees had joined the focus group discussion. The respondents were purposively sampled and were asked to answer to the Work Segmentation Preference and Supplies Scale, Flourishing Scale, and the Scales for Psychological Well-being. The results revealed that in terms of the Segmentation preference majority of the group belongs to the average continuum, while in Segmentation supplies they are on low level. Moreover, it reveals that boundary preference is highly influence by situational changes and demands in life. Their preference may vary from their enacted boundary, and they tend to craft in order to manage certain action. An indication of role blurring were observed among the employees based from the focus group discussion. Moreover, based from the result it showed that there is significant difference between Work-life boundary preference as measured by Segmentation Preference among gender and civil status profile. It implies that women tend to demarcate segmentation as compare to me. Moreover, marriage may transform one's preference into another in order to focus on certain roles and traditional division of household. The test result on other variables considered in the study reveals no significant relationship and difference. It was pointed out that the result can be explained due to no definite category of either segmentor or integrator emerge in the study. A proposed training program was produced in order to enhance and address the needs of the employees patterned from the result of the study, training needs emerge from focus group and as inspired by the positive psychology. The general objective is to enhance positive experience as influence by good relationship with others. Moreover, to regain the workforce gap in financial stability, finding life's purpose, and self-acceptance which can improve the boundary management and subjective well-being of the employees.
5
2 = =
2
2 --0------
6 --0-- 2 --------
0 2 --
--20------
--------20--
--------20--
----2
/ 2
/ 2
/
/