E-Gazette Publication of Cavite State University / by Lyka A. Lee and Jan Mica Aila R. Mallari.

Thesis (Bachelor of Science in Information Technology) Cavite State University

Includes bibliographical references.

College of Engineering and Information Technology (CEIT)

BOZA, DEFFREY F., ESPENO CRISTOPHER L., and SENA, JANINE E. Workplace Grievance Management: Influence to Employees' Performance in Selected Manufacturing Companies in Cavite. Undergraduate Thesis. Bachelor of Science in Business Management major in Human Resource Development Management. Cavite State University, Indang Cavite. June 2018. Adviser. Ms. Mary Grace A. Ilagan
This study was conducted to determine the workplace grievance management practices of the manufacturing companies in Cavite and its influence on the employees' performance. Specifically, it aimed to describe the sociodemographic characteristics of the participants in the selected manufacturing companies in Cavite; the grievance experiential level of the employees; the level of implementation of grievance management practices in selected manufacturing companies in Cavite; the level of job performance of the employees as well as assess the influence of grievance experiential level of job performance and the level of implementation of grievance management practices to job performance. The participants of the study were 240 employees and 15 immediate supervisors from the selected manufacturing companies in Rosario, Dasmarinas, Silang, and Carmona all in the province of Cavite. A structured survey questionnaire was used to gather data from the participants. Mean, standard deviation and percentage were used to describe the sociodemographic characteristics of the participants, their grievance experiential level, the level of implementation of grievance management practices and the employees' level of job performance. More so, Spearman Rank correlation was employed to assess the influence between the variables. Four- point Liken Scale was also used to measure the grievance between the variables. Four- point Liked Scale was also used to measure the grievance experiential level of employees, level of implementation of grievance management practices and the level of performance of employees. The result showed that the employees were never experiencing grievance in terms of compensation, supervisor practices, employee relationship, unreasonable policies and procedures and training and were slightly experiencing specific grievances in terms of work environment, workloads and rewards while they. In terms of the level of implementation of grievance management practices with the grand mean of 2.11, immediate supervisors normally use the approaches in handling the grievance experienced by their employees. In addition, the findings of the study shows that the employees who experience grievance in the workplace were found to have exceptional job performance as indicated by the overall mean of 3.35 which further implies that that the employees can handle and perform well which result to good work performance. Moreover, the study also found that there is a significant influence between grievance experiential level to the job performance of the employees as well as the level of implementation of grievance management practices and job performance of employees. Thus, the researchers recommend that the garments company must encourage the workers to express their grievances because sometimes they do not want to submit their complaint due to lack of privacy and confidentiality. This study recommends to the authority of the company or grievance committee to handle the grievance box properly. When the grievance arises, the company needs to take fast action by identifying.

Submitted copy to the University Library. 08/20/2018 T-7506