Authors: MARCEL ANGELO A. MIRANDA

Issue: 2021 – 2022

Abstract:

Today, work from home set up is now being adapted by almost every company worldwide. This is due to the pandemic that has affected and is still affecting the world. For the economy to run again, companies have started adapting the work from home set up. Which is a big save to both the company as well as their employees. Both parties will be able to operate and provide to their families without going outside and being in contact with the virus Covid-19. With this, the workforce of the companies that has adapted this kind of set up has been functioning again without the employees leaving their homes.

Undeniably, the workforce is one of the main factors and is also considered the most significant asset in any organization. One of the main issues regarding the workforce is the job performance and employee productivity which is very essential in every organization.

In defining job performance, it is explained that it is a valuation of how an individual behaves or functions according with his/her tasks. Contrastingly, Sultana et al., (2012) defined employee productivity as the capability to act of an individual or employee in accomplishing the duties assigned to them in compliant with promptness, standards, totality, price and cost.

This research is focused on the job performance as well as the employee productivity of employees that are working from home under the Public Relations Industry. The job performance is determined by using three dimensions namely: task performance, contextual performance, and counterproductive behavior. Moreover, the employee productivity is determined using three factors as well namely: institutional factors, environmental factors, and personal characteristics.

Respondents had agreed on the assessment of job performance in terms of task performance; contextual performance; and counterproductive behaviors.

They had also agreed on the assessment of employee productivity in terms of institutional factors; environmental factors; and personal characteristics. There is significant relationship between assessment in job performance in terms of task performance and contextual performance and assessment in employee productivity in terms of institutional factors, environment factors and personal characteristics. Additionally, there is also significant relationship between assessment in job performance in terms of counterproductive behaviors and assessment in employee productivity in terms of personal characteristics. However, there is no significant relationship between assessment in job performance in terms of counterproductive behaviors and assessment in employee productivity in terms of institutional factors and environmental factors

This study showed that there is no significant difference in assessment in job performance in terms of Task Performance when grouped to sex, age, civil status, educational attainment, job position, length of service and salary. However, there is a significant difference in assessment in job performance in terms of Task Performance when grouped to job status. There is also no significant difference in assessment in job performance in terms of Contextual Performance when grouped to sex, civil status, educational attainment, job status, job position, length of service and salary. But there is a significant difference in assessment in job performance in terms of Contextual Performance when grouped to age. Lastly, there is also no significant difference in assessment in job performance in terms of Counterproductive Behaviors when grouped to sex, age, educational attainment, job status and length of service. However, there is a significant difference in assessment in job performance in terms of Counterproductive Behaviors when grouped to civil status, job position and salary.

This study also showed that there is no significant difference in assessment employee productivity in terms of Institutional Factors and Environmental Factors when grouped to sex, age, civil status, educational attainment, job status, job position, length of service and salary. There is also no significant difference in assessment in employee productivity in terms of Personal Characteristics when grouped to sex, age, educational attainment, job status, job position and length of service. Nonetheless, there is a significant difference in assessment in employee productivity in terms of Personal Characteristics when grouped to civil status and salary.

Lastly, future researchers may use this study as their basis or may adapt this research study for their future research, they may include variables like employee retention, job satisfaction, organizational behavior and other variables that are not included in this study.

Keywords: Employee Productivity, Job Performance, Public Relations Industry, Employee Retention, Task Performance, Contextual Performance, Counterproductive Behavior,