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GROUP REPORT SCRIPT
🎯 Slide 1: Title Slide
Speaker 1: ANGEL
Good day everyone. We are here to present our research proposal titled “The Effect of Work-
Life Balance on Job Performance and Turnover Intention of Employees in a Corporate
Workplace.”
As future HR practitioners, we chose this topic because work-life balance is one of the most
important issues affecting employees today. It impacts not only how people perform at work, but
also how long they stay in the company.
💡 Slide 2: Career Path and Research Interest
Speaker 1: ANGEL
As future HR professionals, we want to understand how people behave at work and what
factors influence their motivation and performance.
One of the biggest challenges in organizations today is maintaining a healthy balance between
work and personal life.
So, our main research question is:
Does work-life balance influence job performance and turnover intention among employees?
We believe this is an important area for HR to study because when employees are stressed or
overworked, their performance decreases, and they’re more likely to leave the organization.
🧠 Slide 3: Research Title and Hypothesis
Speaker: FLORESTA
Our proposed title is “The Effect of Work-Life Balance on Job Performance and Turnover
Intention of Employees in a Corporate Workplace.”
The hypothesis we want to test is that employees who have a good work-life balance will
perform better and will have a lower intention to leave the company.
This means that if a company supports the personal well-being of its employees, it can expect
more productive and loyal workers.
📘 Slide 4: Variables and Operationalization
Speaker: CASTRO & FLORESTA
We identified three main variables for this study.
● The independent variable is work-life balance — which means how well employees
can manage their job and personal responsibilities.
● The dependent variables are job performance and turnover intention.
We will measure these variables using a survey questionnaire with Likert-scale statements like:
● “I have enough time for both work and family,”
● “I complete my tasks on time,” and
● “I plan to look for another job soon.”
The goal is to see if there’s a relationship between work-life balance and these two work
behaviors.
📊 Slide 5: Methodology and Data Collection
Speaker: FLORESTA
For our methodology, we’ll use a quantitative research design, specifically a descriptive
study.
We’ll collect data using a survey questionnaire with simple rating-scale questions.
This approach is cost-effective, easy to distribute, and helps us gather measurable data from
many employees.
We will summarize the responses using mean scores and percentages to describe general
trends.
👥 Slide 6: Participants and Sampling
Speaker: CASTRO
Our participants will be corporate employees from selected private companies.
We’ll use purposive sampling, which means we will choose participants who have actual
experience working in office environments where work-life balance is an issue.
We plan to have around 50 to 100 participants, depending on availability and consent.
This number is enough to provide valid results without being too large for a small research
team.
📈 Slide 7: Statistical Treatment
Speaker: FLORESTA
To analyze the data, we’ll use descriptive statistics to summarize the responses, and
Pearson correlation to test our hypothesis.
This test will help us determine if there is a significant relationship between work-life balance
and job performance, as well as between work-life balance and turnover intention.
If the result shows a positive correlation, it means that better work-life balance leads to higher
job performance and lower turnover intention.
⚖️Slide 8: Ethical Considerations
Speaker: ANGEL
Our study will strictly follow research ethics.
We’ll ensure informed consent, meaning participants will be told about the purpose of the
study before answering.
We’ll also maintain confidentiality and anonymity — no names or personal details will appear
in the results.
Participants will have the right to withdraw anytime, and we promise to report our data
honestly without manipulation.
These ethical standards are based on the APA Code of Conduct (2020) and the Philippine
HR Research Ethics Guidelines (2023).
📘 Slide 9: Expected Results and Significance
Speaker: CASTRO
We expect that employees who experience good work-life balance will perform better and will
be less likely to leave their jobs.
This research can help HR departments design better programs, such as flexible scheduling,
wellness initiatives, and employee assistance programs.
By supporting work-life balance, companies can increase productivity while also promoting
employee well-being — which aligns with the ILO’s Decent Work Framework (2023).
🧩 Slide 10: Conclusion
Speaker: CASTRO
To conclude, work-life balance is more than just a personal issue — it’s a key factor in
organizational success.
When employees feel supported in both their personal and professional lives, they become
more motivated, productive, and loyal.
As future HR practitioners, it’s our role to promote policies that support this balance, because a
happy employee means a healthy organization.