I

UNDERSTANDING ORGANIZATION’S SALARY MANAGEMENT AND

ITS IMPACTS ON CEBU EASTERN COLLEGE (CEC) TEACHERS’

FINANCIAL STRATEGIES

A Research Paper
Submitted to
SENIOR HIGH SCHOOL DEPARTMENT
CEBU EASTERN COLLEGE
Leon Kilat St., Cebu City
Cebu, Philippines, 6000

In Partial Fulfillment
of the Requirements for the ACADEMIC STRAND
OF ACCOUNTANCY, BUSINESS, AND MANAGEMENT

Cruz, Jessa Mae L.

Diacosa, Riza E.

Lodia, Chynna A.

Lopez, Shawn P.

Maluya, Ailyn Jane P.

Navarro, Khandi A.

Redoble, Honey V.

November 2024

ABSTRACT
 II

In today's complex and dynamic business environment, the

management of workers' salaries has become a critically important

issue for organizations, as it plays a crucial role in building trust and

satisfaction among employees. This study utilizes a quantitative

research design to explore how organizational salary management

impacts financial strategies. By collecting survey data from teachers in

various departments at Cebu Eastern College (CEC), who are the

participants of this research, the researchers determine the impacts of

one’s salary.

Findings indicate that teachers generally perceive the salary

structure at CEC as fair and transparent, fostering a sense of

confidence and satisfaction that positively influences their financial

strategies for spending, saving, and investing their salaries, with

financial challenges remaining bearable and manageable. This derives

the conclusion that organizational salary management indeed

influences the employment of financial strategies. Moreover, through

the lens of Equity theory, Goal-setting theory, and Conservation of

Resources theory, the researchers determine how salary influences

perceptions of fairness, the ability to achieve financial goals, and the

capacity to have financial strategies, all of which directly impact the

financial aspect of life. Furthermore, the findings underscore the

importance of organizations implementing thoughtful and equitable

 III

salary distribution systems to better support the financial well-being of

their employees.

ACKNOWLEDGEMENTS

The researchers would like to acknowledge the support and

guidance of several individuals who have contributed and extended

their valuable assistance to the completion of the research. We would

like to thank:

God Almighty

First and foremost, the researchers would like to thank God

Almighty for guiding and accompanying them throughout the journey.

Everything would be impossible without him and his blessings to the

researchers to successfully complete the research study.

Dr. Darlene Tan- Rivera

The researchers extend their sincere thanks to Dr. Rivera for

letting us conduct this research. Without her approval, this study would

have been impossible.

Mr. Angelo Abugho

The researchers would like to thank their Practical Research 2

teacher, Mr. Angelo Abugho, for his patience, valuable feedback, and

advice throughout the research process. His guidance has helped us in

all the research and writing of this study.

 IV

Teachers of CEC (The Respondents)

The researchers would also like to express their gratitude to the

Elementary, Highschool, and Senior Highschool teachers of Cebu

Eastern College for their cooperation and willingness to participate in

the study. Their answers have provided valuable data that have

enriched the findings of the study.

Families and Friends

The researchers would like to acknowledge the support of their

families and friends who have encouraged and provided emotional

support throughout the research process. Their encouragement has

been a source of motivation during challenging times.

Co-members

Lastly, the researchers would also like to thank their co-members

for this research. Thank you very much for your cooperation and your

contribution to the research study. The hard work has paid off.
 V

DEDICATION

First and foremost, I dedicate this research to our Almighty God.

His guidance and blessings have been a constant source of strength for

me throughout this research journey.

Secondly, I dedicate this research to my family. They have been

my pillars of support, encouraging me to pursue my academic goals

and never giving up on me, even when I faced setbacks. Their love and

encouragement have motivated me to work hard and strive for

excellence in everything I do. I am grateful for their sacrifices and

unwavering belief in me, and I dedicate my research to them as a

token of my gratitude.

Thirdly, I dedicate this research to my best friends. Their love,

support, and companionship have been a source of comfort and

motivation for me during the tough times. They have been there to

listen to my concerns, offer advice, and lift my spirits when I needed it

most. Their unwavering support has helped me stay focused and

determined to achieve my academic goals, and I am thankful for their

constant presence in my life.

Lastly, I dedicate this research to my co-members. Their

camaraderie and collaboration have enriched my research experience

 VI

and made the journey more enjoyable. Working together as a team has

allowed us to share ideas, provide feedback, and push each other to do

our best. I am grateful for their contributions to this research.

Ailyn Jane P. Maluya

DEDICATION

First and foremost, I sincerely dedicate this research to my best

friend, Sarah Mae Justina Carredo, whose insightful words and

experiences provided me with the ideas that played a key role in this

journey. Her emotional support was the reason to hold on during my

darkest days.

I would also like to dedicate this research to Mckenny Ghodfrey

De Jesus, as it is a representation of my progress and how I’m doing

well in my new school. His presence and competitiveness motivated

me to strive harder.

Additionally, I dedicate this work to myself. As the editor of this

research, my efforts and sacrifices have led to the completion of this

manuscript and the upcoming defense.

I also extend my heartfelt gratitude to Mr. Angelo Abugho. His

guidance, humorous advice, and corrections have been a big help to

ensure the quality and accuracy of this research. Though I didn’t

always understand his adjustments, I still recognized their value for

improvements.
 VII

Lastly, I dedicate this research to my members, whose presence

kept me focused on our shared success, knowing that all of our grades

depend on this research.

Jessa Mae L. Cruz

DEDICATION

This research paper is dedicated to the unwavering support and

comfort provided by the dogs of our neighbors, who became my true

companions during the stressful and demanding period of my

academic journey. Their presence offered a much-needed relaxation

from the anxieties of challenging schoolwork. Their playful antics and

unwavering loyalty provided a sense of peace and calmness, helping

me to handle the challenges of my academic pursuit with repaired

strength and determination.

Moreover, this research paper is dedicated to my loving best

friend Reece David, who is always there to give guidance and critique

to improve my work. In addition, I also dedicate this research to my

supportive friends, who always offer advice on how to do things

correctly.

Lastly, this research paper is dedicated to our group leader and

assistant leader, whose patience and guidance were essential to our

 VIII

success. Their willingness to answer my questions and provide

direction throughout the project was helpful.

Khandi A. Navarro

DEDICATION

This study is dedicated with heartfelt gratitude to my beloved

parents, who have been my unwavering source of inspiration and

strength during challenging times. Their continuous moral, spiritual,

emotional, and financial support has been invaluable.

I would also like to dedicate this research to my brothers, sisters,

relatives, mentors, friends, and classmates, especially to our leader

and assistant leader for their encouraging words and advice that

helped us complete this study.

To our instructor, Mr. Angelo Abugho, with his great teaching

skills, patience, and kindness to all of his students.

Furthermore, I dedicate this work to the Almighty God,

expressing my thanks for the guidance, strength, clarity of mind,

protection, and skills bestowed upon me, as well as for the gift of good

health. I offer all of this in gratitude.

 IX

Chynna A. Lodia

DEDICATION

On this research, I sincerely dedicate it to my family, who gave

their full support in making the research. I would also like to dedicate

this research to my co-members for their unending hard work and

contribution. Furthermore, I would also like to dedicate this research to

our Practical Research 2 teacher for his encouragement,

acknowledging us to accomplish this research.

Shawn Marie P. Lopez

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DEDICATION

I would like to dedicate this research to my family, especially to

my sister Rica E. Diacosa, who has been my strength, love, support,

and inspiration throughout my academic journey. I would also like to

express my gratitude to Sir Angelo Abugho for his guidance and for

challenging me to grow and develop as a student. His dedication to

teaching and commitment to excellence have been a source of

motivation. I am honored to have the opportunity to learn from you.

Lastly, thank you to my co-researchers for their encouragement and

collaboration. I am grateful for the memories that we have made.

Riza E. Diacosa
 XI

DEDICATION

This journey has been full of challenges, but my mentors and the

support from family and friends helped me stay strong and keep going.

I learned a lot, not just in academics but also about life, and their

encouragement kept me on track. I’m truly grateful for the inspiration I

got from others who are passionate about learning. Their love for

discovery motivated me throughout this work. I hope this research

adds to what we know and inspires others to keep working towards

their academic goals with determination and passion not just by

budgeting needs but also enjoy things during the whole journey.

Honey Reyjalyn V. Redoble

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TABLE OF CONTENTS

PRELIMINARY SECTIONS
Title Page
………………………………………………………………………………………… I
The Research Abstract
…………………………………………………………………….. II
Acknowledgements
………………………………………………………………………… III
Dedication
……………………………………………………………………………………… V
Table of Contents
……………………………………………………………………………XII
CHAPTER I: INTRODUCTION
Background of the Study
………………………………………………………………….. 1
Statement of the Problem
…………………………………………………………………. 5
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Scope and Delimitation

…………………………………………………………………….. 6
Significance of the Study
………………………………………………………………….. 7
CHAPTER II: RELATED LITERATURE AND FRAMEWORK
Review of Related Literature
……………………………………………………………… 8
Review of Related Studies
………………………………………………………………. 13
Theoretical Background
………………………………………………………………….. 17
Conceptual Framework
…………………………………………………………………… 20
Assumptions of the Study
……………………………………………………………….. 21
Definition of Terms
………………………………………………………………………… 23
CHAPTER III: METHODOLOGY
Research
Design…………………………………………………………………………….. 24
Research Respondents
…………………………………………………………………… 24
Research Instruments
……………………………………………………………………. 25
Research Environment
…………………………………………………………………… 25
Validity and Reliability
……………………………………………………………………. 26
Data Collection
……………………………………………………………………………… 26
Data Analysis Plan
………………………………………………………………………….. 27
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CHAPTER IV: RESULTS

Demographics of the Respondents
………………………………………………….. 28
Perception and Value of Salaries
……………………………………………………... 34
Making Decisions About Spending, Saving, and Investing Salaries
……… 36
Relation of Salary to Financial Challenges
………………………………………… 39
CHAPTER V
Summary of the Findings
………………………………………………………………… 42
Conclusion
…………………………………………………………………………………….
45
Recommendations
…………………………………………………………………………. 46
REFERENCES
………………………………………………………………………………………… 48
APPENDICES
Appendix A Transmittal Letter
…………………………………………………………. 53
Appendix B Informed Consent
………………………………………………………… 54
Appendix C Research Instrument
…………………………………………………….. 55
Appendix D Raw Data
…………………………………………………………………….. 59
Appendix E Research Locale
……………………………………………………………. 63
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Appendix F Table 1.1

……………………………………………………………………… 64
Appendix G Table 1.2
……………………………………………………………………… 64
Appendix H Table 1.3
……………………………………………………………………… 64
Appendix I Table 1.4
………………………………………………………………………. 65
Appendix J Table 1.5
………………………………………………………………………. 65
Appendix K Table 2
………………………………………………………………………… 66
Appendix L Table 3
………………………………………………………………………… 67
Appendix M Table 4
………………………………………………………………………… 69
Appendix N Figure 1
……………………………………………………………………….. 71
Appendix O Figure 2
………………………………………………………………………. 72
Appendix P Documentation
……………………………………………………………… 73
CURRICULUM VITAE
…………………………………………………………………………… 74

CHAPTER 1

THE PROBLEM AND ITS SCOPE

INTRODUCTION
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Background of the Study

Work, from a sociological perspective, is anything that a person

undertakes with the goal of being productive in a way that meets

human needs (Airth, 2017). This is a trade that takes place between a

company and its employees, both giving something in exchange for

something else. Salary is defined as the monetary compensation

received by employees due to their role within the company and

efforts that contribute to achieving company goals (Ratnasari &

Mahmud, 2020). Their contributions include their time, knowledge,

skills, abilities, and commitment. However, salary is not just a financial

reward; it also represents an employee’s worth and value within the

organization. Hence, exploring the relationship between salary

satisfaction and job performance is significant.

An employee’s salary depends on factors such as their position

or job level, work hours, and passion. For instance, if the employee

belongs to a lower-level position, the salary is lower than those in a

higher-level position. Similarly, if the employee works full day, the

salary is higher than those who work half day. In addition, if the

employee is not committed to work, it will negatively impact how well

they do at work, resulting in a decrease in their salary. Research has

shown that employees' perceptions of fairness in salary management

are strongly related to their job satisfaction, engagement, and

commitment to the organization. According to Armstrong and Murlis

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(2007), employees value fair and transparent salary structures that are

directly linked to their performance, skills, and contributions to the

organization. When employees feel that they are being paid fairly for

their work, they tend to be motivated, productive, and loyal to their

employers (Chiang & Birtch, 2007). In contrast, unfair and inequitable

salary practices can lead to low morale, high turnover, and negative

perceptions towards the organization. An employee’s bad performance

will then result in undesirable consequences that will affect the whole

organization because employees serve as the backbone of any

organization. Therefore, it is crucial for companies to understand and

implement best practices in salary management.

On the other hand, salary is very important for people who work

in order to provide and meet their needs (Arrazie, 2019). An

employee’s ability to fulfill and save money for needs is directly linked

to their salary, as it is the primary source of income, and how they

choose to allocate those funds can have a significant impact on their

overall financial well-being. Some may prioritize immediate spending,

while others may focus on building savings or investing for the future.

Employees with higher salaries have greater capacity to save more

and set aside budget. In contrast, employees with inadequate salaries

would have a harder time saving. This financial instability often results

in constant worry about meeting essential needs, which can contribute

to poor mental health and lower overall life satisfaction. When salaries
 XVIII

do not meet employees’ financial needs or are perceived as unfair,

employees may struggle to cover their basic expenses, leaving little

room for savings. Financial challenges can arise from various personal

and external factors, and understanding the intersection of individual

perspectives and societal influences is crucial for addressing these

challenges effectively (Tagapulot & Macalisang, 2024). It could be

associated with failure in managing one’s finances that lead to serious

effects and consequences. Therefore, how an organization manages an

employee’s salary also affects how employees prioritize their needs

and financial goals. A well-structured salary that aligns with

employees’ responsibilities and performance can help them manage

their finances more wisely, setting clear priorities for spending, saving,

and investing.

Effective salary management within organizations plays a crucial

role in shaping employees’ financial strategies. This research was

conducted with the objective of determining how an organization’s

salary management system influences financial strategies. It is to

gather insights from teachers themselves through survey, allowing

them to indicate their thoughts, feelings, and experiences regarding

the salary management in their respective workplace, as their

perceptions are directly linked with their financial planning and

strategies. This research seeks to uncover the challenges teachers face

in managing their finances due to the organization's salary

 XIX

management practices. The purpose of this research is that it will

serve as a foundation for enhancing the significance of salary

regulation within organizations, about how ensuring fair and equitable

compensation not only fosters a motivated and productive workforce

but also helps employees build a secure and preposterous financial

future. Ultimately, this research aims to open opportunities for

improvement in an organization's approach to salary management.

The findings of this study are expected to offer practical implications

for organizational leaders and policymakers seeking to enhance

organizational effectiveness and employee well-being and financial

wellness.
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THE PROBLEM

Statement of the Problem

This study aims to explore and understand how an organization’s

salary management impacts Cebu Eastern College (CEC) teachers’

financial strategies. By using a quantitative approach, this research will

allow us to collect and analyze data into employees’ perspectives and

experiences related to their salaries.

Specifically, this study seeks to answer the following questions:

1. What are the respondents’ demographics in terms of:

1.1. Age

1.2. Gender

1.3. Civil Status

1.4. Salary History

1.5. Teaching Department

2. How do teachers perceive and value their salaries in the workplace?

3. How do teachers make decisions about spending, saving, and

investing their salaries?

3.1. Spending
 XXI

3.2. Saving

3.3. Investing

4. How does their salary relate to the financial challenges they face in

their lives?

SCOPE AND DELIMITATION

The scope of the research is focused on exploring how

organizational salary management practices affect teachers’ financial

strategies. Specifically, the study will examine the influence of salary

on job satisfaction, financial well-being, and overall quality of life. In

addition, the research will explore the various factors that influence

financial strategies, such as financial literacy, budgeting practices,

financial goals, and financial challenges. By understanding how

teachers navigate their salaries, this study aims to provide valuable

insights for organizations to develop better financial literacy programs,

support systems, and policies to help workers manage their salaries

more effectively.

However, it is important to acknowledge the limitations and

delimitations of the study. One delimitation is that the research will

focus on a specific group of employees from a particular industry or

organization, which are the teachers of Cebu Eastern College, the

researchers’ Alma Mater. This may limit the generalizability of the

 XXII

findings to a broader population of workers. Additionally, the study

may not capture the perspectives of all teachers, as some individuals

may choose not to participate in the research. Another limitation of the

study is the limited depth of responses due to the use of close-ended

questions, which may prevent respondents from fully expressing their

thoughts.

SIGNIFICANCE OF THE STUDY

The results of this study will be of great benefit to the following:

Teachers. This study will help them gain insights about how

their organization manages their salary. Knowing how their salaries are

being managed fairly and justifiably will aid them in exhibiting positive

behaviors such as being satisfied and motivated in their job.

Additionally, it will aid in improving their financial strategies, leading to

better management and decision-making.

Human Resource Department. This study will be an eye-

opener to understanding teachers’ perspectives towards their salary. It

will encourage them to enhance their salary management practices,

such as giving bonuses and benefits to motivate the teachers’

performance and increase their salaries.

 XXIII

Department of Labor and Employment (DOLE). This study

can guide them in making policies and regulations related to work

conditions and salary management systems. This study can provide

data that can be used by DOLE to raise awareness and promote fair

labor and salary practices among employers and employees.

Fellow and future researchers. This study will be useful to

them as it provides ideas and knowledge. Moreover, this study can be

used as a reference for future researchers who will conduct related

studies for further exploration.

CHAPTER 2

RELATED LITERATURE AND FRAMEWORK

This chapter presents the selected literature, and studies

reviewed connected to organization’s salary management, personal

financial strategies, and financial challenges.

Related Literature

This section summarizes the related literature from journals and

online sources for the review.

Organization’s Salary Management

In order to improve employee performance, compensation has

been an output that employees receive in the form of salary, wages,

 XXIV

and similar rewards like monetary exchange for their work. In today's

businesses, salary plays a critical role in attracting and motivating

employees (Mohammed et al., 2022). Salary is a powerful instrument

of organizations, which they use to guarantee that the workers fulfill

their goal of providing services in an effective and efficient manner.

Proper salary positively impacts employees’ behavior as it

increases overall productivity (Bustamam, Teng & Abdullah; Greene,

2014). As said by Karakoc et al. (2019), having clear communication

and openness in salary management practices fosters a positive work

environment and enhances employees' trust and loyalty towards the

organization. Moreover, pay transparency should be implemented

since it prompts employees to negotiate personalized rewards (Lam,

2022). When employees have access to information about their

organization's salary structures, including compensation levels for

various roles and positions, it empowers them to advocate for fair and

competitive compensation based on their abilities, experience, and

contributions.

Not only does it benefit employees, but it also benefit the

employers by improved trust, transparency, and better decision-

making. Employers should ensure that employees understand the pay

system and pay transparency policies so that they can effectively

convey salary plans (Scott et al., 2023). After all, the most valuable

resource that any organization may have is its human resources, which
 XXV

serves as the center of organizational effectiveness. The growth and

general effectiveness of an organization are directly related to the

retention of a skilled and well-equipped workforce.

Personal Financial Strategies

Salary is a crucial factor in how employees manage their

personal financial lives. According to Al-Daghari et al. (2021), the main

base of an individual’s spending and savings are their income levels.

Every individual’s spending and saving potential are directly linked to

their daily/weekly/monthly/annual income levels. Individuals may give

different priorities to their percentage of spending and percentage of

savings as per their living styles. As workers earn their income, it

becomes essential for them to allocate their earnings toward fulfilling

various needs. This includes not just daily expenses but also long-term

financial planning such as saving, investing, and securing future

financial stability.

By monitoring their salary and adjusting how much they spend to

match their expenses, employees can create a structured approach to

managing their finances (Wilner, 2009). This will then lead to effective

financial strategies, enabling them to prioritize their financial goals and

make informed decisions that enhance their overall financial well-

being. According to Bhatt (2011), financial management helps to

manage the finances of their home, which includes budgeting, saving,

investing, debt management, and other aspects related to money

 XXVI

where an individual can achieve personal goals. In addition, effective

budgeting helps align spending with income, preventing debt

accumulation (Thaler & Benartzi, 2004).

With the right and sufficient salary, it helps employees to meet

their needs and have financial resources. Those with higher earnings

were likely to have more needs met (Davis et al. 2018). It is because

they have more financial resources to allocate towards their expenses

than those with lower earnings. As noted by Kassim et al. (2019),

people who can save more money have less financial stress and enjoy

higher-quality lives; however, when people do not earn a lot of money,

they preserve and maintain their financial reputation. There is reliance

on responsible money management to make the most of their limited

income. With fewer resources, workers need to be more cautious in

handling their finances, ensuring they pay bills on time and avoid

excessive debt. Most are resourceful in trying to make ends meet, but

those living on a low income face difficult choices between minimizing

spending or falling into debt.

Financial capability becomes essential in this context, as it

equips low-income families with the knowledge and skills necessary to

navigate these tough choices. As mentioned by Mandell (2008),

financial capability is crucial for low-income families, as it empowers

them to make informed decisions that benefit their well-being. Being

financially knowledgeable and skilled are thought to be able to make

 XXVII

financial decisions that are in their best financial interests. This enables

them to analyze their options, weigh potential outcomes, and choose

strategies that optimize their financial well-being.

Salary and Well-being

While income levels form the root of spending and saving,

individuals prioritize these activities differently based on their lifestyles

and values (Sabri & Zakaria, 2015). The rising cost of living, associated

with severe demand of economic conditions, has serious financial

anxieties among workers. As indicated by Diener and Biswas-Diener

(2002), salaries have a direct impact on employee well-being,

influencing both financial security and mental health. Moreover,

personal income is closely linked to individuals' mental states,

including depression and anxiety (Gou et al., 2022).

Those with lower incomes are less able to access health-

promoting goods and services, which makes it difficult for them to

maintain a sense of control or security over their lives, increasing the

likelihood of mental health disorders (Golberstein, 2015). Balancing

income and expenses attempt to maintain hope and proactivity in

addressing challenges despite stress (Samuel et al., 2021). In contrast,

employees with higher income improves their financial capacity to

afford better living standards that contribute to healthier lifestyles.

This can lessen issues such as depression, strained relationships, and

food insecurity (Thomson et al., 2020). Furthermore, salary satisfaction

 XXVIII

may have a positive impact on mental health, as individuals with

higher salary satisfaction exhibit more positive emotions and attitudes

toward life compared to those with low salary satisfaction (Sorhagen

and Wurster, 2017). Moreover, Wu and Zhou (2017) state that when

individuals earn more than they expect, their overall happiness

increases.

It is evident that income, especially when it exceeds

expectations, has a strong influence on both financial well-being and

emotional satisfaction. This connection between salary and mental

health highlights the importance of fair and competitive compensation

in promoting not just financial stability but also overall well-being.

Employers should consider how salary satisfaction influences

employees' emotional and mental states, as happier and healthier

employees are likely to be more productive and engaged in their work.

Related Studies
 XXIX

This section contains additional literature from other academic

studies that are thought to be important to the current thesis.

Adeoye and Fields (2014) investigated the relationship between

compensation management and employees’ job satisfaction in

Nigeria’s Insurance Sector. The findings showed a significant

connection between salary management and workers' job satisfaction,

as well as the effect salary management has on workers' motivation

and job satisfaction. Based on the research findings, the researchers

emphasized, and made suggestions for managers regarding HR

procedures.

In the United Kingdom, a study by Kramar et al. (2014) showed

that there was a positive relationship between pay and employee job

satisfaction, organizational commitment, and intention to stay.

Ibojo and Asabi (2014) studied the extent on how compensation

management contributes to workers' performance, how working

conditions and worker performance are related, and how compensation

management and employee retention are related. The study's findings

indicate that there is a strong correlation between an employee's

performance and quality welfare services. Furthermore, there is a

strong positive correlation between salary management and worker

performance. By understanding the impact of salary management on

employee retention, organizations can implement strategies to

improve their salary structures and reduce turnover rates.

 XXX

Meanwhile, Charles et. al. (2022) conducted a study to examine

compensation management and employee performance in selected

organizations in Cross River State. The results showed that there was a

strong connection between all of the independent variables and the

performance of the workers in the chosen organizations in Nigeria's

Cross River State. Therefore, the researchers concluded that the

organization's management should provide compensation plans that

can motivate top performing employees and help workers develop

their skills, knowledge, and competences as these initiatives will boost

worker productivity and improve the success of the company as a

whole, which shows that employees are crucial contributors to the

organization's success.

Research by Smithson et al. (2020) found that employees who

receive regular salary increases are more likely to save and invest for

the future, compared to those who do not. This emphasizes the

importance of organizations conducting regular salary reviews to help

employees plan for their financial future.

In a study by Hewitt in 2018, it was found that salary

management practices can also influence employees' personal

financial strategies. The study revealed that employees who feel

adequately compensated are more likely to save and invest their

money wisely. On the other hand, employees who feel underpaid may

struggle to make ends meet and may resort to risky financial behavior
 XXXI

such as taking on debt or living paycheck to paycheck. This highlights

the importance of organizations ensuring that their salary

management practices align with employees' financial needs and

expectations.

A qualitative study by Blaylock and Sanders (2019) explored how

organizational salary management practices influence employees'

financial well-being. The study found that employees who perceived

their salaries to be fair and competitive were more likely to have better

financial management strategies in place. On the other hand,

employees who felt their salaries were not commensurate with their

skills and contributions were more likely to struggle with managing

their finances effectively.

According to the study of Abeler et al. (2011), the frequency of

salary payments (e.g., monthly vs. bi-weekly) can influence financial

behaviors such as spending and saving. The study shows that

individuals paid more frequently are likely to budget more effectively

and avoid overspending compared to those paid less frequently. This

frequency can also impact savings patterns and investment behaviors.

A study by Brown et al. (2018) found that employees who are

satisfied with their salaries are more likely to engage in long-term

financial planning and saving. On the other hand, employees who feel

that their salaries are unfair or inadequate may struggle to meet their

financial goals and experience higher levels of stress and anxiety.

 XXXII

Growing evidence reveals that financial strains and worries play

significant roles in mental health (Asebedo & Wilmarth, 2017). All of

them prove that income can affect people’s lives and physical health.

A study by Brown and White (2018) focused on the impact of

merit-based salary increases on employees' financial security. The

study found that employees who received regular merit-based salary

increases were more likely to have stable financial situations and feel

more secure about their future financial prospects. This suggests that

organizations that prioritize merit-based salary adjustments can

positively influence employees' financial well-being.

Furthermore, a study by Plaza & Jamito (2021) among public

school teachers stated that financial challenges occur when an

individual finds difficulty in meeting the needs of himself and his family

and that the most common financial challenges were from their

household expenses.
 XXXIII

Theoretical Background

This study is anchored on the Equity Theory of John Stacey

Adams, corroborated by the Goal-Setting Theory of Dr. Edwin Locke,

and the Conservation of Resources Theory by Stevan Hobfoll.

The Equity Theory, which is the main theory of this research, as

the name suggests, involves sense of fairness at work. This theory was

proposed by John Stacey Adams in 1963. In the context of

organizational salary management, Equity Theory becomes relevant. In

order to make sure that the salary is in line with employees'

contributions and seen as fair, organization’s salary management

should consider the input-output relationship of every employee.

Employees who believed that their salaries were fair and

commensurate with their contributions to the organization reported

higher levels of job satisfaction (Gopalan et al., 2018). Employees'

motivation and performance are strongly related of how fair salaries

are managed. If an employee thinks that their contributions and

rewards are on par with their contributions, they are likely to feel a

higher sense of motivation and job satisfaction. Moreover, this theory

states that companies cannot pay different salaries to employees who

 XXXIV

perform the same task under the same working conditions. According

to a review of Johnson et al. (2018), they found that clear and

transparent communication about salary structures and performance

expectations can help employees understand how their salaries are

determined and feel valued in the organization. Organizations with a

strong culture of transparency, fairness, and employee empowerment

are more likely to have satisfied and engaged employees (Brown et al.,

2019). Equity theory is a useful tool for managers and business owners

to ensure a motivated workforce and promote fairness in the

organization.

The above theory is supported by Goal-Setting Theory, which

was proposed by American psychologist, Dr. Edwin A. Locke (1968). In

the realm of personal finance, this theory is highly influential in guiding

individuals' spending and investment decisions. It’s about setting goals

in allocating and prioritizing money-related goals. Having goals usually

creates better outcomes through increased motivation. As claimed by

Vinson (2023), goal setting is a way to achieve many things. By

applying the principles of this theory, individuals can improve their

financial management skills and make informed choices that align with

their long-term financial goals. As said by Gharsama, et al. (2017), goal

setting is an important aspect of financial planning, as there are

strategies that can help achieve optimal results. By establishing

specific, measurable, challenging, and time-bound goals, individuals

 XXXV

can effectively manage their spending and investing strategies. There

would be balanced approach in addressing both essential needs and

personal desires. This approach fosters a proper management of

necessary spending and allowing savings for optional things. When

individuals commit to their financial objectives, they are more likely to

engage in disciplined saving and investing behaviors (Ang, 2024).

Having a goal in mind for budget is important to decide how much

money to set aside and how much to spend. Therefore, this theory

provides a structured framework for making informed financial

decisions, achieving set objectives, and enhancing overall well-being,

which leads to effective financial strategies.

It is further supported by the Conservation of Resources Theory

that was proposed by Stevan Hobfoll (1989), which explores how

individuals strive to acquire, maintain, and protect their resources. In

this context, “salary” is regarded as a crucial resource. Stress often

arises from perceived or actual threats to one's income, which in turn

leads to anxiety and negative thoughts (King, 2018). When faced with

financial difficulties, individuals may experience stress, anxiety, and a

sense of insecurity, which results in engaging in various strategies to

conserve and protect their resources. This may involve cutting back on

expenses, seeking additional sources of income, or relying on social

support networks for assistance. For instance, when employees feel

underpaid, they may perceive a loss of resources, triggering stress.

 XXXVI

This loss leads to dissatisfaction with their salary. COR Theory indicates

how individuals respond to stress, and how financial challenges and

salary-related issues can significantly heighten stress levels. As noted

by Unal-Karguven (2009), the loss of economic resources can strongly

correlate with feelings of anxiety and anger. Furthermore, this theory

illustrates the effects of resource loss on mental health, as the

depletion of economic resources correlates strongly with negative

emotional phases. Understanding how resource loss or gain impacts

financial and emotional health is crucial for developing financial

strategies. It provides a framework for understanding the cause of

significant stress, which is derived in the process of making financial

strategies due to financial challenges.

Conceptual Framework

Goal -Setting Conservation of

Equity Theory
Theory Resources
Theory

Organizational
Financial Financial
Salary
Strategies Challenges
Management

*Performance *Saving and

Evaluation Investing *Income-
System Expense
*Prioritization Imbalance
*Transparency
*Financial *Health and
and Fairness
Preparedness Well-being
*Value of Salary
 XXXVII

Understanding Organization’s Salary Management and its Impacts

on Cebu Eastern College (CEC) Teachers’ Financial Strategies

Figure 1 Conceptual Framework

This conceptual framework provides a structured approach to

understanding organization’s salary management and its impacts on

Cebu Eastern College (CEC) teachers’ financial strategies. By

examining the interactions between organizational salary

management, financial strategies, and salary-related hardships,

researchers can gain insights into how salary management practices at

CEC affect the financial well-being and job satisfaction of its teachers.

ASSUMPTIONS OF THE STUDY

The first assumption that is made in this study is that teachers

have valuable insights into how their salaries are managed within the

organization. By focusing on the perspectives of the teachers

themselves, the researchers are assuming that they have a deep

understanding of the factors that influence their salary levels, as well

as the processes and mechanisms that are used to manage their

salaries. This assumption is based on the premise that teachers are the

most direct and primary stakeholders when it comes to salary, and

therefore their perspectives are essential for gaining a comprehensive

understanding of the topic.

 XXXVIII

Another assumption that underlies this study is that teachers are

willing and able to provide honest answers about their experiences

with their salary. This assumption is crucial for the success of

quantitative research, as it is predicted on the idea that participants

will be forthright and transparent in sharing their thoughts and

opinions.

Additionally, this study assumes that the perspectives of

teachers are diverse and varied, reflecting the range of experiences

and attitudes that exist within the workforce. This assumption

recognizes that individual teachers may have different perceptions

about their salary based on factors such as their position or teaching

level, personal values, and past experiences. By acknowledging this

diversity, the researchers are able to capture a more nuanced and

comprehensive picture of how teachers perceive and interact with the

salary management processes in their organization.

Finally, the researchers assume that by exploring the teachers

perspectives on their salaries, valuable insights can be gained that

may help inform and improve existing practices within the

organization. It is assumed that by understanding and analyzing the

responses of teachers, organizations can identify areas for

improvement, address potential issues or concerns, and ultimately

enhance the overall effectiveness of their salary management

processes. This assumption underscores the practical relevance and

 XXXIX

significance of the research, highlighting its potential impact on real-

world organizational practices.

DEFINITION OF TERMS

For better understanding of this study, the following terms are

defined in the context of this research.

Financial Capability. The ability to manage financial resources

effectively, making informed decisions to achieve stability, security,

and long-term goals.

 XL

Financial Challenges. Difficulties or obstacles that hinder an

individual's ability to manage finances, achieve financial goals, or

maintain financial stability.

Financial Literacy. This refers to the knowledge learned on how to

manage money or income wisely, like budgeting, saving, and

investing.

Financial Strategies. Purposeful plans and tactics for managing

one's financial resources effectively.

Job Satisfaction. A positive emotional state resulting from a fulfilling

alignment of personal values, skills, and expectations with one's work

environment, role, and experiences.

Salary Management. A management within an organization primarily

in charge of salaries; an organized payroll system.

Salary Management Practices. These are the strategies that the

salary management employ in order to handle salaries fairly.

CHAPTER 3

RESEARCH METHODOLOGY

This chapter introduces the methodology and procedures

employed in the current study. In this section, research design,

 XLI

research respondents, sampling techniques used, research

environment, instruments used, validity and reliability, data collection,

and data analysis are detailed.

Research Design

This research employs a quantitative, non-experimental design

utilizing a descriptive technique. Quantitative research design is a

formal, objective, systematic process that uses numerical data to

obtain information about the variables, while descriptive design is a

type of quantitative research method that focuses on describing the

characteristics of a phenomenon. This design is appropriate for the

study as it seeks to describe how organizational salary management at

Cebu Eastern College (CEC) influences the financial strategies adopted

by teachers, which also leads to possible financial challenges.

Moreover, this research used a quantitative design in order to gather a

large sample of respondents and to have easy interpretation of results.

Respondents of the Study

This research utilizes convenience sampling. It is a type of non-

probability sampling that involves selecting participants based on their

availability and willingness to participate. Convenience sampling allows

researchers to quickly gather data from a specific group of individuals

who are easily accessible. In this case, the respondents of the study

are teachers from various departments in CEC, including Elementary,

High School, and Senior High School department. Survey

 XLII

questionnaires would be distributed to the teachers that are willing to

participate in the research. Out of thirty-six (36) teachers in overall

population, the researchers aim to survey at least twenty-five (25)

teachers to gather the data needed for the study.

Research Instrument

The instrument of this study will include a combination of a self-

made and standardized survey questionnaire, designed in alignment

with the Statement of the Problem. The questions are structured to

address the research objectives, ensuring that it effectively capture

relevant data on the relationship between organizational salary

management and the financial strategies adopted by CEC teachers.

The questionnaire incorporates Likert scale questions to express their

level of agreement or confidence regarding a particular statement. To

promote honesty and ensure the anonymity of respondents, the survey

sheets do not include their name.

Research Environment

This research study will be conducted at Cebu Eastern College.

Cebu Eastern College is a private, co-educational Chinese-Filipino

school located at Leon Kilat Street, Cebu City, 6000 Cebu, Philippines -

Region VII. It was established in 1915 and has since become a

significant educational institution in the region. This school offers

preschool, grade school, junior and senior high schools, as well as

undergraduate and post-graduate degrees, catering to a diverse

 XLIII

student population. The campus is known for its vibrant community

and commitment to academic excellence.

Validity and Reliability

To ensure the validity and reliability of the research, various

measures will be taken. The validity of the study can be ensured

through the use of appropriate research methods and instruments that

accurately measure the variables of interest. The researchers use

structured surveys to collect data on teachers' perceptions of their

salary, financial strategies, and financial challenges. To ensure the

reliability of the study, the researchers use consistent research

methods and procedures throughout the study. This includes collecting

data from a diverse sample of teachers from different departments at

Cebu Eastern College. By comparing and analyzing data from various

sources, researchers can identify patterns and trends that support

their conclusions and increase the credibility of the study.

Data Collection

The researchers first secured a transmittal letter requesting

permission from the Human Resources Coordinator of Cebu Eastern

College to conduct a study. After the approval of the letter,

convenience sampling was utilized to survey the teachers who were

willing to participate in the study. The researchers obtained a verbal

agreement from the teachers, ensuring they understood the goal and

purpose of the study, as well as the risks and their rights associated
 XLIV

with participation. Once the verbal agreement was made, the survey

questionnaire was given to them. After answering the surveys, the

responses were collected and tallied for data analysis and

interpretation.

Data Analysis Plan

The data analysis process begins with tallying the frequency of

responses collected from the survey. Each response will be carefully

reviewed, and the number of occurrences for each answer across all

questions will be recorded, so that all data is accurately captured and

prepared for interpretation. Once the responses are tallied, the data

will be systematically encoded into Microsoft Excel to have a

visualization of the raw data.

The next step is to find the weighted mean and standard

deviation for each item of the survey questionnaire. The researchers

use the Jamovi website to automatically calculate the weighted mean

and standard deviation of every question. Once all the data was

entered in the software, the researchers were able to explore the data

using descriptive statistics. This allows to gain a better understanding

of the central tendency and dispersion of the data, providing valuable

insights into the overall trends and patterns. Through this process, the

researchers will be able to draw a clear conclusion regarding the

influence of salary towards financial strategies, contributing valuable

insights to the study.

 XLV

CHAPTER 4

PRESENTATION, ANALYSIS, AND INTERPRETATION OF DATA

Introduction

This chapter presents the results of the quantitative study

conducted to understand organization’s salary management and its

impacts on financial strategies through teachers’ perspectives. In this

study, survey questionnaires were implemented to a diverse group of

teachers from various levels and departments. The data collected from

the surveys was analyzed to identify common themes and patterns

that emerged from the participants' responses.

Demographics of the Respondents

The demographic profile of the respondents in terms of age,

gender, civil status, salary history, and teaching department was

gathered and analyzed to provide an accurate description of the

respondents. The following table presents the frequency distribution of

the respondents by age, gender, civil status, salary history, and their

teaching department.
 XLVI

Table 1.1

Frequency Distribution of Respondents’ Ages

AGE FREQUENCY PERCENT (%)

21-30 17 68%
31-40 6 24%
41-50 0 0%
51-60 2 8%
61-70 0 0%
TOTAL 25 100 %

Table 1.1 presents the age distribution of the respondents. The

table above indicates that the majority of the respondents are between

the ages of twenty-one (21) and thirty (30) years old, with seventeen

(17) individuals representing sixty-eight percent (68%) of the sample.

Next are the six (6) respondents from the age range of thirty-one to

forty (31-40), which is equivalent to twenty-four percent (24%) of the

sample. Few of the respondents are ages fifty-one to sixty (51-60),

comprising two (2) respondents or eight percent (8%) of the sample.

Additionally, no respondents are in age groups of forty-one to fifty (41–

50) and sixty-one to seventy (61–70). Overall, the data reveals a clear

concentration of younger adults.

 XLVII

The age distribution of respondents is significant in

understanding the financial strategies of teachers at Cebu Eastern

College (CEC), as it reflects the different levels of experience that can

greatly influence financial decision-making.

Table 1.2

Frequency Distribution of Respondents’ Gender

GENDER FREQUENCY PERCENT (%)

Male 7 28%
Female 18 72%
TOTAL 25 100%

Table 1.2 presents the gender distribution of the respondents.

The majority are female, with eighteen (18) respondents representing

seventy-two percent (72%) of the sample, while seven (7) respondents

are male, accounting for twenty-eight percent (28%) of the sample.

Based on the results, most of the respondents surveyed by the

researchers are female teachers of Cebu Eastern College.

Gender is a significant variable in this study, as it may influence

the respondents’ attitudes towards the way they perceive and value

their salaries, make decisions about spending, saving, and investing

their salaries, and the way they handle financial challenges. Moreover,

gender often reflects societal expectations and norms.

 XLVIII

Table 1.3

Frequency Distribution of Respondents’ Civil Status

CIVIL STATUS FREQUENCY PERCENT (%)

Single 14 56%
In a Relationship 6 24%
Married 5 20%
TOTAL 25 100%

Table 1.3 displays the civil status distribution of the respondents.

Most of the respondents are single, comprising fourteen (14)

respondents or fifty-six percent (56%) of the sample. Followed by the

six (6) respondents, corresponding to twenty-four percent (24%) of the

sample that are in a relationship. The remaining five (5) respondents,

which constitute twenty percent (20%) of the sample, are married. In

short, the majority of the respondents are single, with fewer individuals

in relationships or married.

The civil status of the respondents is significant to this research

because there are different financial priorities. For instance, if the

respondent is married and has children, there is an allocation for

 XLIX

tuition fees and for extra needs since there are more than two (2)

people involved. Understanding the impact of civil status allows the

study to explore how different personal circumstances shape financial

strategies.

Table 1.4

Frequency Distribution of Respondents’ Salary History

RECEIVED SALARY FREQUENCY PERCENT (%)

Yes 25 100%
No 0 0%
TOTAL 25 100%

Table 1.4 shows the respondents’ salary history, revealing that

all twenty-five (25) respondents or one hundred percent (100%) of the

sample have received a salary from Cebu Eastern College.

Whether respondents have received a salary is a critical variable

in this study, because this study is about understanding the

organizations’ salary management. In order to evaluate the salary

management practices of this certain institution, one must have

received a salary particularly at Cebu Eastern College.

 L

Table 1.5

Frequency Distribution of Respondents’ Teaching Department

DEPARTMENT FREQUENCY PERCENT (%)

Elementary 5 20%
High School 4 16%
Senior High School 16 64%
TOTAL 25 100%

Table 1.5 displays the respondents’ teaching department. From

the table above, the majority of the teachers surveyed are from the

Senior High School department, with sixteen (16) individuals

representing sixty-four percent (64%) of the sample. Next are the five

(5) teachers from the Elementary department, with five (5)

respondents, comprising twenty percent (20%) of the sample. Lastly,

four (4) teachers have been surveyed from the High School

department, making up sixteen percent (16%) of the sample. The data

indicates a strong representation of Senior High School teachers, and

 LI

this is due to the fact that the sample has been influenced by the

overall population of teachers at Cebu Eastern College.

This demographic is significant, since the salary varies

depending on the position, which can impact the financial strategies

that teachers employ. Moreover, the researchers included this

demographic to specifically know how many teachers in each

department were surveyed.

Perception and Value of Salaries

In the workplace, employees’ perception of their salary can

greatly impact their attitude towards their job. Moreover, the value of

salaries is not only about the literal monetary value; it also serves as a

reflection of an employee’s worth and value in their workplace. In

addition, salary management practices are crucial in shaping this

perception and value, ensuring employees’ salary satisfaction and

productivity. These practices encompass various elements, including

fair performance evaluations, benefits, and promotions. The way

salaries are managed by the organization has a profound impact on

how the employee perceives and values their salary.

 LII

The researchers developed a 5-point Likert scale survey

questionnaire to assess the perceptions and satisfaction levels of

teachers regarding their salaries and the salary management practices

of Cebu Eastern College.

Table 2

Level of Agreement on the Perception and Value of Salaries

Among Teachers

OVERALL

STANDAR
ITEMS VERBAL
WEIGHTE D
DESCRIPTIO
D MEAN DEVIATIO
N
N

I am satisfied with my
3.60 1.04 Agree
current salary.
 LIII

My salary is fair and

transparent in relation to
3.68 1.25 Agree
my work responsibilities
and contributions.

Individual performance
evaluations significantly 3.68 1.03 Agree
impact my salary.

Salary increases based on

4.04 1.17 Agree
performance motivate me.

I am satisfied with the

salary management
3.48 1.12 Agree
practices and policies in
my workplace.

My salary positively
impacts my overall job
3.80 1.00 Agree
satisfaction and
motivation.

TOTAL 3.713 1.1017 Agree

Table 2 shows an overall mean score of 3.713, indicating that

most respondents or teachers agree with all of the statements. The

results revealed that the majority of respondents selected a rating of

four (4) on the scale, with findings falling within the range of 3.41 to

4.20. This range corresponds to a rating of "agreeable" statements.

Consequently, the results suggest that the teachers generally agree

with all the statements and have positive perceptions of how their

organization manages their salary, particularly in relation to fairness

based on performance and work contributions. Additionally, the

teachers perceive the value of their salary as a key factor impacting

 LIV

their overall job satisfaction and motivation. Furthermore, these

findings will serve as a basis on how their salary may influence their

financial strategies.

Making Decisions About Spending, Saving, and Investing

Salaries

The value of one’s salary, whether big or small, impacts decision-

making about saving, spending, and investing a portion of salary.

Deciding how to allocate salary is a fundamental aspect in financial

planning and in decision-making, as it deals with prioritizing financial

goals. This process is crucial to having effective implementation of

personal financial strategies that will help achieve the employees’

financial goals.

The researchers created a 5-point Likert scale survey to assess

the respondents’ confidence level regarding how they make their

decisions about spending, saving, and investing their salaries. In order

to evaluate these decisions specifically, the researchers divided each

item categorically. Items one to four (1-4) are decisions about

spending, items five to seven (5-7) are judgments about saving, and

items eight to ten (8-10) are choices about investing.

Table 3

Confidence Level in Making Decisions About Spending, Saving,

and Investing Salaries

 LV

OVERALL

STANDAR
ITEMS VERBAL
WEIGHTE D
DESCRIPTIO
D MEAN DEVIATIO
N
N

I am confident in Fairly
managing my salary 3.56 0.870
without overspending. Confident

I am confident in tracking
Fairly
daily expenses. 3.64 0.860
Confident

I am confident in reviewing
and adjusting my budget
Fairly
regularly to ensure I'm 3.84 0.898
Confident
meeting my financial
goals.

I am confident in
Very
prioritizing needs over 4.40 0.707
Confident
wants when spending.

I am confident in the
Very
importance of saving 4.48 0.714
Confident
money.

I am confident in saving a Fairly

portion of my income 4.04 0.790
regularly. Confident

I am confident in putting
up my savings on savings Fairly
account, property, pension 3.64 0.952
house or in collective Confident
investment scheme.

I am confident in my Fairly
investment knowledge. 3.72 0.843
Confident
 LVI

I am confident in investing Fairly

as part of my regular 3.72 0.891
budget. Confident

I am confident in
diversifying my Fairly
3.60 0.957
investments to minimize Confident
risk.

Fairly
TOTAL 3.864 0.8482
Confident

Table 3 displays an overall mean score of 3.864, indicating that

respondents are fairly confident in making decisions about their salary,

including allocating portions for spending, saving, and investing. The

survey results suggest that most respondents rated four (4), with some

rating five (5) on the scale, reflecting a strong sense of confidence.

While a significant number of respondents feel fairly confident in their

financial management skills, two specific findings highlighted the

importance of saving money and prioritizing needs over wants, with

scores indicating high confidence, ranging from 4.21 to 5.00. Overall,

the findings reflect assurance that the respondents have an ability to

effectively manage and allocate their salary across different financial

needs, demonstrating successful implementation of financial

strategies.
 LVII

Salary Relating to the Challenges Employees Face

This problem focuses on understanding the influence of salary on

the everyday challenges that employees encounter in their personal

lives. Effective salary management system can significantly influence

not only employees' financial stability but also their personal well-

being and life balance. By exploring this relationship, the researchers

of this study aim to identify whether the salary management system in

the employees’ workplace contributes positively or negatively to

employees' overall life satisfaction.

In this final section of the survey, the researchers combined

various standardized questionnaires from existing studies that align

with the research objective. This led to the formulation of the following

questionnaire to examine the challenges that teachers face in

managing their salaries.

 LVIII

Table 4

Level of Agreement on the Challenges Teachers Face in

Relation to their Salary

OVERALL

STANDAR
ITEMS VERBAL
WEIGHTE D
DESCRIPTIO
D MEAN DEVIATIO
N
N

I think my
salary/compensation is Describes me
3.00 0.866
keeping up with the rising Somewhat
cost of living expenses.

My income impacts my
Describes me
ability to cover my usual 3.08 1.038
Somewhat
expenses.

I find it difficult to meet my

household expenses on
time each month, but my Describes me
3.24 1.128
immediate financial Somewhat
concerns don’t affect my
work.

Being able to cover my

usual expenses and pay
Describes me
my bills on time would 4.08 0.812
Very Well
improve my financial well-
being.

I am just getting by Describes me

3.36 0.757
financially. Somewhat
 LIX

I am concerned that the

Describes me
money I have or will save 3.28 1.242
Somewhat
won’t last.

Because of my money
situation, I feel like I will Describes me
3.12 1.394
never have the things I Somewhat
want in life.

My finances and financial

Describes me
situation cause me 3.04 1.399
Somewhat
significant stress.

Describes
TOTAL 3.275 1.0795 me
Somewhat

Table 4 presents an overall mean score of 3.275, which shows

that most of the statements somewhat describe the respondents'

feelings and attitudes. Based on the findings, the majority of the

respondents surveyed chose a rating of 3, while some rated 4 on the

scale. Most findings are in the range of 2.61 to 3.40; however, one

finding interestingly differs from others—specifically, the improvement

of financial well-being if all expenses and bills were paid. This accounts

for a result that describes the respondents very well, highlighting a

desire for financial stability. Furthermore, the results still signify a

strong neutral stance regarding financial challenges. Therefore, in

conclusion, there may be strong confidence in allocating salaries

through financial strategies, but financial challenges still arise due to

circumstances.
 LX

CHAPTER 5

SUMMARY, CONCLUSION, AND RECOMMENDATIONS

This chapter contains the summary, conclusion, and

recommendations proposed by the researchers from the insights

obtained from teachers about their perspectives on salary

management practices within their workplace and how their salaries

influence their financial strategies.

Summary of Findings

The main objective of this study is to describe and observe how

the salary management of an organization influences the financial

strategies of teachers. In order to achieve this objective, this research

applies a quantitative, non-experimental descriptive design. With the

use of convenience sampling, the researchers were able to ensure that

the respondents chosen are based on their openness to participate in

the study. Moreover, teachers were surveyed from different teaching

departments within Cebu Eastern College to capture diversity of

 LXI

perspectives. The researchers gathered a total of twenty-five (25)

respondents: five (5) teachers from Elementary Department, four (4)

from High School Department, and sixteen (16) teachers from the

Senior High School Department. The data was gathered through

structured survey questionnaire that have self-made and standardized

5 rating Likert scale questions which are mainly focused on the

research’s Statement of the Problem.

SOP 2 - Perception and

30% 34% Value of Salaries
SOP 3 - Making Deci-
sions About Spending,
Saving, and Investing
SOP 4 - Financial Chal-
lenges
36%

Figure 2 Visualization of Findings

In order to evaluate what range the mean belongs to, the

researchers established the following scale with intervals of 0.80: a

mean of 1.00-1.80 is rated as one (1), the most negative; 1.81-2.60 as

two (2); 2.61-3.40 as three (3); 3.41-4.20 as four (4); and 4.21-5.00 as

five (5), the most positive. Based on the data presented in the pie
 LXII

graph, it is evident that there are varied responses across the different

areas.

The highest proportion, thirty-six percent (36%), was observed in

SOP 3, which focuses on spending, saving, and investing decisions.

With a confidence score of 3.864, corresponding to a rating of 4, this

suggests that respondents, particularly the teachers, showed a fair

level of assurance in managing and allocating their salaries for

financial decisions. This indicates their ability to manage their finances

effectively. This is followed by SOP 2, which relates to the respondents’

perception of their salaries that received thirty- four percent (34%).

Teachers rated their perceptions of salary fairness, transparency, and

alignment with performance positively, with an overall mean of 3.713,

still corresponding to a rating of 4. This reflects a favorable perception

of how their salaries align with their contributions and performance.

Lastly, SOP 4, which addresses financial challenges, has thirty percent

(30%). This segment revealed that teachers reported moderate

financial challenges, with a mean score of 3.275, corresponding to a

rating of 3. This indicates a more neutral stance, showing that there

are financial struggles, but they were not too overwhelming.

 LXIII

Conclusion

In conclusion, the researchers have found that the salary

management practices of the organization influences the financial

strategies adopted by teachers. The data gathered from the survey

clearly highlighted the importance of transparent and equitable salary

management practices within organizations. The study revealed that

teachers perceived the salary management system of Cebu Eastern

College as fair and transparent, which contributed to the satisfaction

with their salaries. Due to this satisfaction with the amount of their

salaries, this led to greater confidence in allocating their income for

spending, saving and investing purposes, despite differences in age,

 LXIV

gender, and civil status, which shape unique financial behaviors and

priorities. However, mild financial challenges still persist due to

external circumstances such as the rising cost of living, bills, and other

expenses. These challenges are considered mild because they

represent a neutral stance according to the results. Overall, the

findings suggest that it is crucial for organizations to give adequate

salaries based on an employee’s position and performance, as there

would be effective application of financial strategies due to sufficient

salary. Nevertheless, while financial challenges are inevitable, they

remain manageable.

Recommendations

From the study’s findings and conclusion, the researchers have

derived the following recommendations:

Employers

• The study recommend that the Human Resource Department at

Cebu Eastern College take a proactive role in addressing any salary-

related issues or concerns raised by teachers.

 LXV

• Conducting a comprehensive review of the current salary

structure to ensure that it is fair and competitive compared to

industry standards.

• Implement performance-based incentives and bonuses to reward

teachers for their hard work and dedication. The school should also

consider offering additional benefits, such as retirement plans.

• The study suggests that CEC should consider providing additional

financial planning and management resources for teachers. This

could include offering workshops or seminars on spending, saving,

and investing, as well as access to financial advisors or tools to help

teachers make informed decisions about their finances.

Employees

 Following personal finance podcasts and blogs on social media

that offer practical advice on how to manage salaries effectively

to make proper financial decisions.

 Encourage participation in financial literacy groups or online

communities where employees can share experiences and

exchange tips on effective allocation of salary.

 Promote regular discussions among colleagues to foster a

supportive environment for sharing insights in financial planning.

Future Researchers
 LXVI

• Future research could further investigate these findings through

quantitative studies and cross-cultural comparisons to better

understand effective salary management across different contexts.

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 LXXIII

APPENDIX A

TRANSMITTAL LETTER
 LXXIV

APPENDIX B

INFORMED CONSENT
 LXXV

I, ___________________________ hereby give my permission to participate

in the study “Understanding Organization’s Salary Management and its

Impacts on Cebu Eastern College (CEC) Teachers’ Financial Strategies.”

I acknowledge that the purpose of this study is to explore perceptions

in salary-related topics and how it influence financial strategies,

including budgeting, saving, investing, and addressing financial

hardships.

This document certifies my voluntary participation as a respondent

with outlined terms and conditions below:

1. I understand that the information acquired will be used solely for

academic purposes and will be handled with the strictest secrecy.

2. I understand that this interview was conducted as a requirement for

the Practical Research 2 subject.

3. I understand that the interview will take up few minutes of my time.

4. I promise to answer the questions with all honesty.

5. I understand that I am free to contact any of the people involved in

the research to seek further clarification and information.

By signing below, I acknowledge that I have understood the

information given.

Respondent’s Printed Name and Signature

Interviewer’s Printed Name and Signature

Date
 LXXVI

APPENDIX C

RESEARCH INSTRUMENT

Survey Questionnaire

Title of the Study:

Understanding

Organization’s Salary
Instructions: Please answer the following questions honestly and select the

choice that best corresponds to your answer by checking (√) the blank provided.

Your responses will be kept confidential and used for research purposes only.

I. The following questions describes the respondents demographic profile.

1. Age

__ 21-30 years old __ 51-60 years old

__ 31-40 years old

__ 41-50
__ 61-70 years
years old
old

2. Gender

__ Male __ Female

3. Civil Status

__ Single __ In a Relationship __ Married

4. Have received a salary in Cebu Eastern College

__ Yes __ No

5. Department you are in

__ Elementary (Elem) __ Highschool (HS) __ Senior

Highschool (SHS)
 LXXVII

II. The following statements identify how you perceive and value your

salary measured through the rating scale of 5 (Strongly Agree), 4

(Agree), 3 (Agree nor Disagree), 2 (Disagree), and 1 (Strongly

Disagree).

RATING SCALE

STATEMENT 5 4 3 2 1

6. I am satisfied with my current

salary.

7. My salary is fair and transparent in

relation to my work responsibilities
and contributions.

8. Individual performance evaluations

significantly impact my salary.

9. Salary increases based on

performance motivate me.

10. I am satisfied with the salary

management practices and policies
in my workplace.

11. My salary positively impacts my

overall job satisfaction and
motivation.
 LXXVIII

III. The following statements identify how you make decisions about

spending, saving and investing your salaries measured through the

rating scale of 5 (Very Confident), 4 (Fairly Confident), 3 (Somewhat

Confident), 2 (Slightly Confident), and 1 (Not Confident at All).

RATING SCALE
STATEMENT
5 4 3 2 1

12. I am confident in managing my

salary without overspending.

13. I am confident in tracking my

daily expenses.

14. I am confident in reviewing and

adjusting my budget regularly to
ensure I'm meeting my financial
goals.

15. I am confident in prioritizing

needs over wants when spending.

16. I am confident in the importance

of saving money.

17. I am confident in saving a portion

of my income regularly.

18. I am confident in putting up my

savings on savings account, property,
pension house or in collective
investment scheme.

19. I am confident in my investment

knowledge.
 LXXIX

20. I am confident in investing as part

of my regular budget.

21. I am confident in diversifying my

investments to minimize risk.

IV. The following statements identify how salary relate to the financial challenges

you have face in your life measured through the rating scale of 5 (Describes

me Completely), 4 (Describes me Very Well), 3 (Describes me

Somewhat), 2 (Describes me Very Little), and 1 (Does Not Describe me

At All).

STATEMENT RATING SCALE

5 4 3 2 1
22. I think my salary/compensation
is keeping up with the rising cost of
living expenses.

23. My income impacts my ability to

cover my usual expenses.
24. I find it difficult to meet my
household expenses on time each
month, but my immediate financial
concerns don’t affect my work.
25. Being able to cover my usual
expenses and pay my bills on time
would improve my financial well-
being.
26. I am just getting by financially.
27. I am concerned that the money I
have or will save won’t last.

28. Because of my money situation,

I feel like I will never have the things
I want in life.
29. My finances and financial
situation cause me significant
 LXXX

stress.

This questionnaire is obtained from:

[Link]
Survey_Interpretation_Guide_FINAL.pdf
[Link]
wellness-survey
[Link]
Being_Scale_Technical_Report.pdf
APPENDIX D

RAW DATA

DEMOGRAPHIC PROFILE
RESPONDENTS
Age Gender Civil Status Have ReceivedaSalaryat CEC Department
1 51-60 yrs old Female Married Yes Elem
2 51-60 yrs old Female Married Yes SHS
3 31-40 yrs old Female Single Yes SHS
4 21-30 yrs old Female Single Yes SHS
5 21-30 yrs old Male Single Yes SHS
6 21-30 yrs old Female Single Yes HS
7 21-30 yrs old Male Single Yes HS
8 21-30 yrs old Female Single Yes SHS
9 21-30 yrs old Female Single Yes SHS
10 21-30 yrs old Female Single Yes SHS
11 21-30 yrs old Female In a Relationship Yes SHS
12 31-40 yrs old Male Single Yes HS
13 21-30 yrs old Female Single Yes HS
14 21-30 yrs old Female Single Yes Elem
15 21-30 yrs old Male In a Relationship Yes SHS
16 31-40 yrs old Female In a Relationship Yes SHS
17 31-40 yrs old Female In a Relationship Yes SHS
18 31-40 yrs old Female Married Yes SHS
19 31-40 yrs old Female Married Yes Elem
20 21-30 yrs old Male Single Yes SHS
21 21-30 yrs old Female In a Relationship Yes Elem
22 21-30 yrs old Female Married Yes Elem
23 21-30 yrs old Male Single Yes SHS
24 21-30 yrs old Male In a Relationship Yes SHS
25 21-30 yrs old Female Single Yes SHS
 LXXXI

PERCEPTION AND VALUE OFSALARIES

RESPONDENTS Salary Fair Performance Performance Management Job

Satisfaction Compensation Impact Motivation Satisfaction Motivation

1 3 2 3 3 3 3
2 4 4 5 5 4 4
3 4 4 4 5 4 4
4 4 5 5 4 3 4
5 2 2 2 5 2 4
6 5 5 4 4 5 5
7 4 4 4 4 5 5
8 3 3 2 3 3 3
9 4 5 4 5 5 5
10 4 5 4 4 4
11 2 2 3 4 3 4
12 3 4 3 3 2 4
13 4 4 4 4 4 4
14 3 3 3 1 2 2
15 4 4 4 5 2 5
16 5 5 3 5 5 5
17 3 2 4 5 3 3
18 3 4 3 3 2 3
19 5 5 5 5 5 5
20 3 3 4 4 3 3
21 4 4 4 5 4 4
22 5 5 5 5 4 3
23 5 5 5 5 5 5
24 1 1 1 1 2 2
25 3 2 4 4 3 2
LXXXII

MAKING DECISIONSABOUTSPENDING, SAVING AND INVESTING SALARIES

RESPONDENTS Managing Expense Budget Needs Savings Regular Savings Investment Budget Investment
Salaries Tracking Adjustment Prioritization Importance Saving Allocation Knowledge Investment Diversification
1 3 3 3 3 4 3 3 3 2 2
2 4 4 4 4 5 5 4 4 4 4
3 3 4 4 5 5 4 3 3 3 3
4 5 5 5 5 5 5 5 4 4 5
5 4 2 2 4 4 4 4 2 2 2
6 2 3 2 5 4 4 2 2 3 2
7 3 4 4 5 5 5 4 4 4 4
8 2 3 3 5 5 4 3 4 3 3
9 4 4 5 5 5 5 4 4 4 4
10 5 5 5 5 5 5 5 4 5 4
11 2 2 4 4 5 3 3 4 5 5
12 4 4 3 3 3 3 2 4 4 3
13 4 4 4 4 4 4 4 4 4 4
14 3 4 4 5 5 5 5 5 4 4
15 4 4 5 5 5 4 5 4 4 4
16 3 3 4 5 5 3 3 4 5 4
17 3 3 4 5 4 3 2 2 3 2
18 4 4 4 4 5 4 4 3 3 4
19 5 5 5 5 5 5 5 5 5 5
20 3 3 4 3 3 3 4 4 4 4
21 4 4 4 5 5 5 3 5 4 4
22 4 4 4 4 4 4 3 4 4 4
23 4 4 4 4 4 4 4 4 4 4
24 4 4 4 4 5 4 4 4 4 4
25 3 2 2 4 3 3 3 3 2 2
LXXXIII

FINANCIAL CHALLENGES
RESPONDENTS Cost Income Expense Financial Financial Savings Life Financial
Alignment Impact Difficulty Well-being Struggle Concern Aspirations Stress
1 2 1 2 2 2 2 2 2
2 4 4 3 4 4 3 2 2
3 3 3 1 4 3 2 1 1
4 4 4 4 4 3 4 5 5
5 2 3 4 4 3 5 5 5
6 3 3 2 4 3 2 1 1
7 4 4 3 5 4 5 5 5
8 3 3 5 4 3 4 3 3
9 4 5 4 5 4 5 4 4
10 4 5 4 4 3 3 2 2
11 2 2 5 5 5 5 5 5
12 3 2 3 4 4 3 4 3
13 4 4 4 4 4 4 4 4
14 3 2 3 2 2 1 3 3
15 4 4 2 5 4 3 2 2
16 3 3 5 5 4 3 1 1
17 2 2 4 4 3 4 3 2
18 1 2 3 4 2 3 1 2
19 2 2 4 5 4 2 2 1
20 3 3 3 3 3 3 3 4
21 3 3 3 5 3 2 4 3
22 3 4 2 4 3 4 4 4
23 4 4 1 4 1 3 3
24 3 3 4 4 4 4 4 4
25 2 2 3 4 3 5 5 5
 LXXXIV

APPENDIX E

RESEARCH LOCALE
 LXXXV

APPENDIX F

TABLE 1.1

Frequency Distribution of Respondents’ Ages

AGE FREQUENCY PERCENT (%)

21-30 17 68%
31-40 6 24%
41-50 0 0%
51-60 2 8%
61-70 0 0%
TOTAL 25 100 %

APPENDIX G

TABLE 1.2

Frequency Distribution of Respondents’ Gender

GENDER FREQUENCY PERCENT (%)

Male 7 28%
Female 18 72%
TOTAL 25 100%

APPENDIX H

TABLE 1.3

Frequency Distribution of Respondents’ Civil Status

CIVIL STATUS FREQUENCY PERCENT (%)

Single 14 56%
In a Relationship 6 24%
Married 5 20%
TOTAL 25 100%

APPENDIX I
 LXXXVI

TABLE 1.4

Frequency Distribution of Respondents’ Salary History

RECEIVED SALARY FREQUENCY PERCENT (%)

Yes 25 100%
No 0 0%
TOTAL 25 100%

APPENDIX J

TABLE 1.5

Frequency Distribution of Respondents’ Teaching Department

DEPARTMENT FREQUENCY PERCENT (%)

Elementary 5 20%
High School 4 16%
Senior High School 16 64%
TOTAL 25 100%

APPENDIX K

TABLE 2
 LXXXVII

Level of Agreement on the Perception and Value of Salaries

Among Teachers

OVERALL

STANDAR
ITEMS VERBAL
WEIGHTE D
DESCRIPTIO
D MEAN DEVIATIO
N
N

I am satisfied with my
3.60 1.04 Agree
current salary.

My salary is fair and

transparent in relation to
3.68 1.25 Agree
my work responsibilities
and contributions.

Individual performance
evaluations significantly 3.68 1.03 Agree
impact my salary.

Salary increases based on

4.04 1.17 Agree
performance motivate me.

I am satisfied with the

salary management
3.48 1.12 Agree
practices and policies in
my workplace.

My salary positively
impacts my overall job
3.80 1.00 Agree
satisfaction and
motivation.

TOTAL 3.713 1.1017 Agree

OVERALL

STANDAR
ITEMS VERBAL
WEIGHTE D
DESCRIPTIO
D MEAN DEVIATIO
N
N
 LXXXVIII

I am confident in Fairly
managing my salary 3.56 0.870
without overspending. Confident

I am confident in tracking
Fairly
daily expenses. 3.64 0.860
Confident

I am confident in reviewing
and adjusting my budget
Fairly
regularly to ensure I'm 3.84 0.898
Confident
meeting my financial
goals.

I am confident in
Very
prioritizing needs over 4.40 0.707
Confident
wants when spending.

I am confident in the
Very
importance of saving 4.48 0.714
Confident
money.

I am confident in saving a Fairly

portion of my income 4.04 0.790
regularly. Confident

I am confident in putting
up my savings on savings Fairly
account, property, pension 3.64 0.952
house or in collective Confident
investment scheme.

I am confident in my Fairly
investment knowledge. 3.72 0.843
Confident

I am confident in investing Fairly

as part of my regular 3.72 0.891
budget. Confident
 LXXXIX

I am confident in
diversifying my Fairly
3.60 0.957
investments to minimize Confident
risk.

Fairly
TOTAL 3.864 0.8482
Confident

APPENDIX M

TABLE 4

Level of Agreement on the Challenges Teachers Face in

Relation to their Salary

OVERALL

STANDAR
ITEMS VERBAL
WEIGHTE D
DESCRIPTIO
D MEAN DEVIATIO
N
N
 XC

I think my
salary/compensation is Describes me
3.00 0.866
keeping up with the rising Somewhat
cost of living expenses.

My income impacts my
Describes me
ability to cover my usual 3.08 1.038
Somewhat
expenses.

I find it difficult to meet my

household expenses on
time each month, but my Describes me
3.24 1.128
immediate financial Somewhat
concerns don’t affect my
work.

Being able to cover my

usual expenses and pay
Describes me
my bills on time would 4.08 0.812
Very Well
improve my financial well-
being.

I am just getting by Describes me

3.36 0.757
financially. Somewhat

I am concerned that the

Describes me
money I have or will save 3.28 1.242
Somewhat
won’t last.

Because of my money
situation, I feel like I will Describes me
3.12 1.394
never have the things I Somewhat
want in life.

My finances and financial

Describes me
situation cause me 3.04 1.399
Somewhat
significant stress.

Describes
TOTAL 3.275 1.0795 me
Somewhat
 XCI

APPENDIX N

FIGURE 1

Conceptual Framework
 XCII

Equity Theory Goal -Setting Conservation of

Theory Resources Theory

Organizational Financial Financial

Salary Strategies Challenges
Management

*Performance *Saving and

Evaluation System Investing *Income-Expense
Imbalance
*Transparency *Prioritization
and Fairness *Health and Well-
*Financial
being
*Value of Salary Preparedness

Understanding Organization’s Salary Management and its Impacts on Cebu

Eastern College (CEC) Teachers’ Financial Strategies

APPENDIX O

FIGURE 2

Visualization of Findings
 XCIII

APPENDIX P

DOCUMENTATION
XCIV
 XCV

CURRICULUM

VITAE

AILYN JANE P. MALUYA

390 R. Duterte St. Banawa Riverside Cebu
City
Mobile Number: (+63)966 023 3958
Email Address :
ailynjane.maluya4@[Link]

PERSONAL
INFORMATION:
NICKNAME : Lyn
BIRTHDATE October 4,
:
BIRTHPLACE 2005 Bantayan
:
AGE Island 18
:
NATIONALITY Filipino
:
RELIGION Roman Catholic
:
CIVIL STATUS Single
:
FATHER’S NAME Lynmar P.
:
MOTHER’S NAME Maluya
:
Myrna P.
:
EDUCATIONAL BACKGROUND

SECONDARY: CEBU EASTERN COLLEGE, INCORPORATED

Leon Kilat St., Cebu City
2023-2025

RAMON DUTERTE MEMORIAL NATIONAL HIGH

SCHOOL
V Rama Ave, Cebu City
2019-2023

PRIMARY: GUADALUPE ELEMENTARY SCHOOL

V Rama Ave, Cebu City
2013-2019
 XCVI

CURRICULUM

VITAE

JESSA MAE L. CRUZ

1193 Andres Abellana Ext., Guadalupe Cebu
City
Mobile Number: (+63)921 971 5204
Email Address : jessacruz715@[Link]

PERSONAL :
INFORMATION: :
NICKNAME : Jess
BIRTHDATE : August 21,
BIRTHPLACE : 2007 Cebu City
AGE : 17
NATIONALITY : Filipino
RELIGION : Roman Catholic
CIVIL STATUS : Single
FATHER’S NAME: Mar Jess S. Cruz
MOTHER’S NAME Leysel L. Cruz

EDUCATIONAL BACKGROUND

SECONDARY: CEBU EASTERN COLLEGE, INCORPORATED

Leon Kilat St., Cebu City
2023-2025

ABELLANA NATIONAL SCHOOL

Osmeña Blvd., Cebu City
2019-2023

PRIMARY: GUADALUPE ELEMENTARY SCHOOL

V Rama Ave, Cebu City
2013-2019
 XCVII

CURRICULUM

VITAE

KHANDI MAE A. NAVARRO

Suba Masulog Basak Lapulapu City, Cebu
Mobile Number: (+63)961 634 8995
Email Address : khandsnavarro@[Link]

PERSONAL
INFORMATION: :
NICKNAME : Can2
:
BIRTHDATE February 16, 2007
:
BIRTHPLACE Cebu Doctors
:
AGE 17
:
NATIONALITY Filipino
:
RELIGION Roman Catholic
:
CIVIL STATUS Single
:
FATHER’S NAME Bertoldo A. Navarro
:
MOTHER’S NAME Jr. Amy A. Navarro

EDUCATIONAL BACKGROUND

SECONDARY: CEBU EASTERN COLLEGE, INCORPORATED

Leon Kilat St., Cebu City
2023-2025

ABELLANA NATIONAL SCHOOL

Osmeña Blvd., Cebu City
2019-2023

PRIMARY: SAN NICOLAS ELEMENTARY SCHOOL

Carlock St, Cebu City
2013-2019
 XCVIII

CURRICULUM

VITAE

CHYNNA A. LODIA
12 Quezon Blvd. Ermita Cebu City
Mobile Number: (+63)995 504 3122
Email Address : chynnalodia8@gmail com

PERSONAL
INFORMATION: :
NICKNAME : Chyn
:
BIRTHDATE March 08, 2007
:
BIRTHPLACE Cebu City
:
AGE 17
:
NATIONALITY Filipino
:
RELIGION Roman Catholic
:
CIVIL STATUS Single
:
FATHER’S NAME Felicisimo Lodia Jr.
:
MOTHER’S NAME Carlota A. Ramas

EDUCATIONAL BACKGROUND

SECONDARY: CEBU EASTERN COLLEGE, INCORPORATED

Leon Kilat St., Cebu City
2023-2025

REGINO MERCADO NIGHT HIGH SCHOOL

Sanciangko St, Cebu City
2019-2023

PRIMARY: CAMOTES HILLSIDE ACADEMY INC.

Poro, Cebu
2013-2019
 XCIX

CURRICULUM

VITAE

SHAWN MARIE P. LOPEZ

Inayawan Paula Maria, Cebu City
Mobile Number: (+63)993 814 6003
Email Address : shawnmarielopez@[Link]

PERSONAL :
INFORMATION: :
NICKNAME : Shane
:
BIRTHDATE August 23, 2007
:
BIRTHPLACE Cebu City
:
AGE 17
:
NATIONALITY Filipino
:
RELIGION Roman Catholic
:
CIVIL STATUS Single
:
FATHER’S NAME Dennis P. Lopez
MOTHER’S NAME Judy O. Paragoso

EDUCATIONAL BACKGROUND

SECONDARY: CEBU EASTERN COLLEGE, INCORPORATED

Leon Kilat St., Cebu City
2023-2025

PARDO NATIONAL HIGH SCHOOL

Gabuya St, Cebu City
2019-2023

PRIMARY: INAYAWAN ELEMENTARY SCHOOL

F. Jaca St, Cebu City
2013-2019
C
 101

CURRICULUM

VITAE

RIZA E. DIACOSA
Sto. Rosario, Jagobiao Mandaue
Mobile Number: (+63)975 388 1928
Email Address :
rizaembinodiacosa@[Link]

:
PERSONAL :
INFORMATION: :
NICKNAME : Sang2
BIRTHDATE : December 29, 2006
BIRTHPLACE : Negros Oriental
AGE : 17
NATIONALITY : Filipino
RELIGION : Roman Catholic
CIVIL STATUS : Single
FATHER’S NAME Ricardo A. Diacosa
MOTHER’S NAME Rebecca E. Diacosa

EDUCATIONAL BACKGROUND

SECONDARY: CEBU EASTERN COLLEGE, INCORPORATED

Leon Kilat St., Cebu City
2023-2025

DON SERGIO OSMEÑA MEMORIAL NATIONAL HIGH

SCHOOL
Bliss, Cebu City
2019-2023

PRIMARY: BANGA ELEMENTARY SCHOOL

Candoni, Negros Occidental
 102

2013-2019

CURRICULUM

VITAE

HONEY REYJALYN V. REDOBLE

401J Tandang Sora St. Brgy. Kasambagan,
Cebu City
Mobile Number: (+63)991 721 5698
Email Address : honeyredoble19@[Link]
:
:
:
:
PERSONAL
:
INFORMATION:
NICKNAME : : Jaja
BIRTHDATE : August 19, 2006
BIRTHPLACE : Cebu City
AGE : 18
NATIONALITY Filipino
RELIGION Roman Catholic
CIVIL STATUS Single
FATHER’S NAME Reynaldo A.
MOTHER’S NAME Redoble
Jackielyn V.
EDUCATIONAL BACKGROUND

SECONDARY: CEBU EASTERN COLLEGE, INCORPORATED

Leon Kilat St., Cebu City
2023-2025

MABOLO NATIONAL HIGH SCHOOL

Pope John Paul II Ave, Cebu City
2019-2023
 103

PRIMARY: MABOLO ELEMENTARY SCHOOL

M. J. Cuenco Ave, Cebu City
2013-2019