CHAPTER II
REVIEW OF RELATED LITERATURE
A. Legal Basis
Republic Act No. 11165 – Telecommuting Act (2018)
Republic Act No. 11165, known as the Telecommuting Act, institutionalizes flexible work
arrangements in the Philippines. It allows employees in the private sector to work remotely while
ensuring equal treatment with on-site employees in terms of compensation, benefits, and
workload (Department of Labor and Employment [DOLE], 2019). This act serves as a
foundation for promoting work-life balance by enabling employees to manage personal
responsibilities alongside professional duties.
The Labor Code of the Philippines (Articles 83–87)
The Labor Code of the Philippines provides essential legal guidelines
regarding working hours, rest days, and overtime compensation. Article 83
specifies the standard eight-hour workday, ensuring that employees are
protected from excessive workloads that could negatively affect their well-
being and productivity (DOLE, 2019). This legal framework supports
organizational practices that advocate for reasonable working hours and rest
periods—key components of work-life balance.
Civil Service Commission Memorandum Circular No. 6, s. 2012
This circular institutionalized flexible working hours and work-from-home
arrangements in the public sector. It highlights the importance of managing
employee fatigue and promoting wellness to maintain productivity and
efficiency in government institutions (Civil Service Commission [CSC], 2012).
As Passi City College operates under public administration, this
memorandum provides the legal and operational foundation for
implementing work-life balance practices among its employees.
B. Related Literature of the Variables
B.1 Local Literature
Work-life balance (WLB) is increasingly recognized as a crucial factor
influencing job satisfaction and performance among Filipino employees,
especially in academic institutions. Lear and Nabo (2023) explored how
higher education employees in the Philippines perceive work-life balance.
Their findings showed that faculty members who have control over their
schedules and receive support from administrators experience greater job
satisfaction and productivity. The study highlighted the role of organizational
culture in promoting balance, arguing that institutions that value well-being
can sustain high-quality service delivery.
Similarly, Deslate (2022) examined the relationship between WLB and
engagement among medical technologists in Iloilo City. Using a descriptive-
correlational design, the study revealed that employees who reported having
time for rest, family, and recreation also displayed stronger professional
dedication and job enthusiasm. Deslate concluded that promoting work-life
balance through flexible policies can prevent burnout and foster continuous
productivity in both healthcare and education sectors.
Caringal-Go et al. (2022) proposed the concept of work-life balance crafting,
which emphasizes how employees actively adjust their work and personal
lives to achieve equilibrium. Their study of Filipino dual-income households
found that workers who engaged in time management, communication, and
boundary-setting achieved higher well-being and efficiency. This supports the
notion that WLB is both an institutional responsibility and a personal skill that
can be developed to enhance productivity.
In a study by Tejero, Seva, and Camacho (2021) on work-life balance during
remote work, findings indicated that flexible work setups and managerial
support play critical roles in maintaining productivity. The study emphasized
that employees who had autonomy and access to technological resources
were more likely to report balanced lives and improved task performance.
This finding is significant for public colleges adapting to digital operations
post-pandemic.
Furthermore, Reyes (2020) studied morale and productivity among educators in Philippine
higher education institutions. The research found that when employees are overburdened with
administrative tasks, their motivation and job quality decline. Conversely, supportive leadership,
fair workload distribution, and wellness programs promote both well-being and efficiency.
Bautista (2019) examined the effects of work-life imbalance on government employees in Metro
Manila. The study found that employees working extended hours experience decreased
satisfaction and mental exhaustion, leading to lower performance. Bautista recommended that
government offices adopt structured rest periods and recognition programs to mitigate stress and
enhance productivity.
Domingo (2018) conducted psychological research on the relationship between emotional
exhaustion and productivity among teachers. Results showed that teachers with little personal
time exhibit higher stress levels and lower classroom performance. The researcher suggested the
integration of wellness programs and mental health counseling to support employee resilience
and balance.
A study by Mendoza and Valenzuela (2017) focused on flexible work arrangements in local
government offices. The results showed that employees who had flexible schedules and
supportive supervisors were more productive and satisfied with their jobs. The researchers
recommended formal policy integration of flexible hours to improve public service delivery and
staff morale.
Soriano (2016) analyzed the impact of family support on work-life balance among public-school
educators. Findings indicated that strong family understanding and communication helped
employees manage work demands effectively, reducing stress and enhancing productivity. This
reinforces that external social support complements institutional efforts to promote WLB.
Lastly, Rivera (2015) examined the effects of occupational stress on performance among
Western Visayas educators. The study concluded that stress from excessive workloads and
limited rest leads to lower productivity. Rivera suggested that schools and colleges implement
time management and stress-reduction programs to sustain employee performance and wellness.
B.2 Foreign Literature
International research continues to highlight the importance of work-life
balance in promoting business productivity and employee satisfaction.
Greenhaus and Allen (2017) defined WLB as equal engagement and
satisfaction across work and personal domains. Their research established
that employees who achieve balance tend to perform better, show stronger
organizational loyalty, and maintain healthier interpersonal relationships at
work. They emphasized that institutions with family-friendly policies often
experience higher retention rates and reduced absenteeism.
Clark (2020) argued that organizational culture significantly shapes work-life
outcomes. Her study of European corporations found that businesses
emphasizing flexibility and well-being improved both productivity and
employee morale. Clark concluded that management’s willingness to
accommodate employees’ personal needs enhances long-term institutional
efficiency.
Bloom et al. (2015) conducted an experimental study on remote work among
Chinese employees, revealing a 13% increase in productivity. The research
found that autonomy, fewer distractions, and reduced commuting
contributed to better output. This supports the idea that flexible
arrangements can enhance business performance without compromising
accountability.
Sirgy and Lee (2018) incorporated psychological well-being into
organizational effectiveness frameworks. They discovered that employees
who perceive genuine concern for their welfare are more creative and
motivated. Their research concluded that work-life balance serves as both a
moral and strategic component of modern management.
Pattnaik and Panda (2021) studied the psychological effects of work-life imbalance on teachers
and administrative staff in India. Their results showed that employees experiencing chronic
stress displayed lower job satisfaction and reduced output. They proposed institutional wellness
programs and workload management as remedies to maintain balance and efficiency.
Kossek et al. (2018) explored managerial roles in promoting work-life balance. They found that
supportive supervisors who show empathy and flexibility positively influence subordinates’
performance and organizational commitment. This study underscores the need for leadership
development programs that integrate WLB values.
Haar et al. (2019) compared WLB and productivity across multiple cultures and industries.
Their findings revealed consistent positive relationships between perceived balance and
engagement, regardless of location. The researchers suggested that global institutions prioritize
employee-centered management to maintain performance in diverse contexts.
Mas-Machuca et al. (2016) examined the relationship between work-life balance and firm
performance among European organizations. Their data indicated that employee satisfaction
mediates productivity outcomes. They concluded that promoting work-life programs is a cost-
effective investment for improving efficiency.
Johnson (2021) studied hybrid work arrangements in digital organizations
and reported that employees who alternate between remote and on-site
work perform better when organizational communication is strong. This
implies that a balanced hybrid system encourages motivation and sustained
output.
Finally, Parkes and Langford (2017) conducted a meta-analysis of
occupational stress reduction programs. They found that wellness initiatives
targeting work-life conflict significantly improved morale, engagement, and
task performance. Their findings support implementing integrated WLB and
wellness strategies for better productivity outcomes.
C. Related Studies of the Variables (10-Year Inclusion)
C.1 Local Studies
1. Lear and Nabo (2023)
This study investigated the relationship between work-life balance and job
satisfaction among faculty members in Philippine higher education
institutions. The researchers used a descriptive-correlational method with
120 respondents across universities. Findings revealed that flexible
scheduling and supportive leadership were key predictors of employee
satisfaction and commitment. They concluded that administrators who
promote balance encourage a healthier and more productive work culture.
2. Deslate (2022)
Deslate examined work-life balance and engagement among medical
technologists in Iloilo City using a survey method. The study revealed a
strong positive correlation between rest periods, family time, and
productivity levels. Employees who experienced less work stress reported
better focus and job performance. The study recommended adopting
wellness programs and flexible work options for sustainable institutional
productivity.
3. Caringal-Go et al. (2022)
Their research on work-life balance crafting among Filipino professionals
used interviews and quantitative surveys to assess self-management
strategies. They found that employees who actively shape their daily
routines achieve greater productivity and satisfaction. The study emphasized
the importance of organizational autonomy and supportive HR systems that
enable workers to manage their balance effectively.
4. Tejero, Seva, and Camacho (2021)
This study analyzed how remote work affects productivity and balance during the pandemic. It
found that communication and digital literacy were essential factors influencing employee
performance. Respondents with family support and management trust achieved higher efficiency.
The study’s findings are directly relevant to Passi City College employees navigating post-
pandemic digital transitions.
5. Dela Cruz and Ramos (2020)
This research examined work overload and rest deprivation among administrative staff in the
Visayas region. Results indicated that employees working beyond standard hours reported lower
performance scores. The authors concluded that adjusting workloads and providing adequate rest
improve efficiency and satisfaction.
6. Reyes (2020)
Reyes studied morale among educators in higher education. Findings revealed that teachers with
a balanced workload display better teaching performance and stronger institutional loyalty. The
researcher recommended implementing fair scheduling systems and well-being seminars to
sustain productivity.
7. Bautista (2019)
A study on government employees’ productivity in relation to stress found that employees under
continuous pressure demonstrate reduced efficiency. Bautista’s study emphasized the need for
workload redistribution and team support mechanisms to improve morale.
8. Domingo (2018)
Domingo’s psychological assessment of teachers’ stress and motivation revealed that mental
exhaustion from long hours leads to declining productivity. The study recommended regular
mental health assessments and rest periods to improve classroom outcomes.
9. Mendoza and Valenzuela (2017)
This study examined the effects of flexible work schedules in local government offices.
Employees with flexible arrangements reported higher satisfaction and improved performance
metrics. The authors suggested policy institutionalization of flexible schedules for better public
service delivery.
10. Soriano (2016)
Soriano explored family support’s role in work-life balance among teachers. Findings
demonstrated that understanding families and supportive environments helped employees
maintain energy and effectiveness at work. The study affirmed the interplay between social
support and institutional well-being.
C.2 Foreign Studies
1. Bloom et al. (2015)
This large-scale experiment evaluated telecommuting among Chinese employees. The
researchers found that home-based workers achieved 13% higher productivity than their office-
based counterparts due to better focus and comfort. They concluded that flexible work
arrangements can simultaneously enhance efficiency and satisfaction.
2. Haar et al. (2019)
A cross-cultural comparison of WLB outcomes revealed that balanced employees consistently
outperform those facing work strain. The study identified emotional stability and autonomy as
major mediators. Its relevance lies in showing that global WLB patterns mirror those seen in the
Philippines.
3. Sirgy and Lee (2018)
Their study investigated the link between well-being and productivity, highlighting that
supportive institutions promote intrinsic motivation. They recommended that HR departments
design WLB programs aligned with psychological wellness goals.
4. Clark (2020)
Clark’s European study showed that flexible scheduling reduced absenteeism and enhanced
performance. The research stressed the need for consistent managerial support to make WLB
programs effective.
5. Kossek et al. (2018)
This meta-analysis demonstrated that supervisory empathy and policy clarity strengthen WLB
outcomes. The findings suggest that supportive leadership practices increase productivity in
diverse industries.
6. Mas-Machuca et al. (2016)
The researchers linked employee satisfaction and organizational performance, concluding that
WLB perceptions directly influence innovation and commitment. Their data supported WLB as a
predictor of long-term efficiency.
7. Johnson (2021)
Johnson analyzed hybrid work models and found that alternating remote and office work
improved motivation when clear communication was established. His research shows the
practical benefits of digital flexibility in modern organizations.
8. Pattnaik and Panda (2021)
This study on academic institutions in India showed that mental health interventions and flexible
schedules increased both morale and productivity. It affirmed the link between emotional
wellness and institutional success.
9. Parkes and Langford (2017)
Their meta-analysis of stress-reduction programs revealed that organizations integrating WLB
initiatives experienced measurable productivity gains. They concluded that employee wellness
correlates directly with institutional outcomes.
10. Allen et al. (2020)
Allen and colleagues found that promoting work-family boundary
management reduces turnover and enhances work quality. The study
emphasized that structured WLB programs improve employee commitment
and output across industries.
The reviewed literature and studies affirm that work-life balance practices
significantly influence both employee well-being and business productivity.
Local research underscores the importance of supportive management,
flexible scheduling, and personal autonomy in maintaining balance and
efficiency. Foreign findings align with these observations, confirming that
institutions adopting WLB programs experience increased engagement,
creativity, and organizational success. For Passi City College, implementing
balanced workload policies, wellness initiatives, and flexible arrangements
can strengthen productivity, morale, and institutional sustainability.