000			05293nam a22002657a 4500
003			urs
005			20260212163954.0
008			260204b |||||||| |||| 00| 0 eng d
100			_a Bolante, Jomel James _eresearcher
245			_aWork-life Balance of Disaster risk reduction and management office (MDRRMO) personnel of Binangonan, Rizal / _cJomel James Bolante, Mark Raymond V. Guinto, Kurt Axl B. Picones
260			_c2025
300			_ax, 80 leaves; _b28 cm
336			_atext _btxt _2rdacontent
337			_aunmediated _bn _2rdamedia
338			_avolume _bnc _2rdacarrier
502			_aUndergraduate Thesis _bBachelor of Science in Business Administration major in Human Resource Managemen _cUniversity of Rizal System Binangonan _d2025
504			_aIncludes bibliographical references
520			_aThis study aimed assesses the Work-life Balance of Municipal Disaster Risk Reduction and Management Office Personnel in Binangonan. Specifically, the research explored how these personnel manage their time between work and personal life. The descriptive research method was utilized in this study, employing a questionnaire checklist as the primary instrument for data collection. Through this approach, the researchers were able to gather detailed information on the current state of work-life balance among the Municipal Disaster Risk Reduction Management office personnel of Binangonan. Various statistical treatments, including frequency, percentage and rank distribution, were used to describe the respondents' demographic profile, while the weighted mean was applied to determine their level of work-life balance in terms of time-based, strain-based, and behavior-based conflicts. The findings reveal that most respondents are aged 31-40 years old (56.7%), male (71.43%), and married (57.1%). A little over half holds a college degree (51.4%), indicating that the group is largely mature, educated, and family-oriented. In terms of work background, the majority have 6-10 years of service (62.9%), showing strong experience and commitment. However, more than half remain under job order status (54.3%), with 28.6% as employment responders, reflecting that despite their years of service, many still face non- permanent and less secure employment conditions. The respondents strongly agreed with all the statements, as indicated by the high mean scores. The highest-ranked issue (mean score of 4.60) was the struggle to find time for personal responsibilities, such as family or health, during peak disaster seasons. The highest-rated item, with a mean of 4.11, states that relationships with family or friends are affected by the emotional toll of their work, showing how deeply their job can interfere with personal connections. The most significant issue (mean score of 4.00) was the difficulty in transitioning from an occupational focus to a personal attitude, such as socializing or relaxing after work. The assumption of the study was found out through the results, which revealed that personnel encounter challenges in maintaining work-life balance due to the demanding and emotionally stressful nature of their work. Extended working hours, limited personal time, and job pressures during emergencies were found to significantly impact their personal relationships and overall well-being. The study concludes that personnel of the Municipal Disaster Risk Reduction and Management Office experience a high level of work-life imbalance mainly due to time-based, strain-based, and behavior-based conflicts. The demanding nature of their work limits personal time, affects relationships, and impacts overall well-being. Despite these challenges, employees adopt coping strategies such as time management, self-care, mindfulness, and setting clear boundaries between work and home. These findings highlight the need for continuous organizational support and effective coping mechanisms to promote a healthier and more sustainable work-life balance among disaster management personnel. The study proposes the implementation of a Work-Life Balance Model for the Municipal Disaster Risk Reduction and Management Office personnel in Binangonan, Rizal to address time-based, strain-based, and behavior-based conflicts affecting employee well-being. The model emphasizes flexible scheduling, structured rest periods, and self-care practices to manage time-related challenges; emotional and psychological support programs to reduce stress and prevent burnout; and post-duty routines and boundary-setting to improve personal relationships and emotional stability. Overall, the model seeks to enhance resilience, productivity, and job satisfaction among personnel. Future researchers are encouraged to expand the scope of similar studies across other agencies, employ qualitative methods for deeper insights, and assess the long-term impact of work-life balance initiatives on employee performance and well-being.
700			_aGuinto, Mark Raymond V. _eresearcher
700			_aPicones, Kurt Axl B. _eresearcher
700			_aBitong, Roselle Joy M. _eadviser
856			_3Online Request for Student Unpublished Works _uhttps://forms.gle/7LqvGGkaDrUQqz429
856			_uhttps://drive.google.com/file/d/1aPMG81pa9lML3K09LPBMLpgJBe98GHm_/view?usp=sharing
942			_2lcc _cT
999			_c89316 _d89313