IOER INTERNATIONAL MULTIDISCIPLINARY RESEARCH JOURNAL, VOL. 4, NO.

2, JUNE 2022

INFLUENCE OF ENGAGEMENT ON THE PERFORMANCE

OF COMPANY EMPLOYEES IN CAVITE, PHILIPPINES

JAYSI T. CORPUZ, LPT, MBA1, MARIA CRISTINA L. DESEPIDA, MBA2, CARMELA V.

LAUREANO3, RICALYN T. MORALEDA 4, ELOUISE DIANNE R. SUPERIORIDAD5
https://orcid.org/0000-0003-3505-0377 1, https://orcid.org/0000-0002-8765-76672,
https://orcid.org/0000-0002-5906-32473, https://orcid.org/0000-0002-2194-492X4,
https://orcid.org/0000-0002-8870-76385
[email protected], [email protected], [email protected],
[email protected], [email protected]
College of Economics, Management and Development Studies
Cavite State University, Don Severino Delas Alas Campus, Indang, Cavite, Philippines1-2
Philippine Economic Zone Authority (PEZA), Cavite, Philippines3,
KJCM Maritime Corporation, Makati, Philippines4
W Bridges Manpower Corporation, Cavite, Philippines5

DOI: https://doi.org/10.54476/2481513

ABSTRACT

Employee is considered one of the most important stakeholders in an organization. Hence, their
performance should always be in accordance with the company’s goals and objectives.
Nevertheless, in meeting all these expectations, employees’ engagement towards their work
should also be considered. Keeping employees’ high engagement will uphold faithfulness and
maintain a productive work environment. Therefore, the main objective of this research was to
evaluate the level of employee engagement and its effect on their performance, specifically the
sales associates working in the province of Cavite, Philippines. A total of 153 participants were
selected using Slovin’s formula. Researchers used descriptive, comparative, and causal research
designs in the analysis of the gathered data. In comparing employee engagement and
performance across socio-demographic profiles, it was found that only sex was found to have a
significant difference. Lastly, when simple linear regression was used, it was found that a socio-
demographic profile in terms of sex is also a determinant for the employees' engagement in their
work. However, it was found that employee engagement is highly significant in the productivity of
sales associates in Cavite, Philippines. Hence, it implies that employers should value their
employees for them to be highly engaged in their jobs, which will in turn provide more profit for the
company.

Keywords: Quantitative Research, Company Employees, Employee Engagement, Employee

Performance, and Sales associates

INTRODUCTION attitude toward his or her job, bosses, and

company. It is not constant, rather it varies
Engagement has been defined as a according to employment environments,
satisfied disposition combined with a supervisors, coworkers, pay, and other
willingness to continue working toward the factors. Participation levels can range from
company's success. Engagement is not just an extremely high to quite low. Workers' positive
emotional experience; it is also an individual's attitudes, such as eagerness to obey
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CORPUZ, J.T., DESEPIDA, M.C.L., LAUREANO, C.V., MORALEDA, R.T., SUPERIORIDAD, E.D.R., Influence of
Engagement on the Performance of Company Employees in Cavite, Philippines, pp. 278 - 286
278
IOER INTERNATIONAL MULTIDISCIPLINARY RESEARCH JOURNAL, VOL. 4, NO. 2, JUNE 2022
commands, and readiness to collaborate with citizenship behavior, and reducing the
colleagues, indicate high engagement. likelihood of turnover (Rana et al., 2014). This
Workers' negative sentiments, such as is established by the study of Kwon et al.
discontent, disappointment, or hate of the job, (2016), who found a favorable correlation
reveal poor or low engagement Karthikeyan between job engagement and good
and Kavitha (2014). Employee performance performance, good customer commitment,
has a significant impact on leadership and and minimal attrition are examples of
organizational improvement measures institutional outcomes and low absenteeism.
(Zelenski et al., 2008). In other words, In the Philippines, due to modernization, the
performance is seen as a vital source of number of sales associates licensed by the
economic development and productivity, and Department of Labor and Employment (DOLE)
as such, it serves as the basis for so many based on applications and recruitment in many
comparable countries and national organizations is greatly needed in the fast-
performance reviews. Organizations are growing economy. With technology as the
concerned with what should be done to reach cause, many products have been modernized
and maintain maximum performance through and renovated for greater use. With reference
employees, which is an issue for to the clothing industry, different kinds of
organizations. Joblessness, which is thought clothes are used to cater to the diverse tastes
to be an indication of a crumbling economy, of consumers, who need the skills of these
has always been the fate of millions around the sales associates to promote and sell them.
world, particularly in third-world nations. There are studies conducted in the field of
According to the World Bank's analysis of employee engagement and its relationship to
poverty in these nations, around 75 million performance. However, there are only a few
people are practically jobless. In order to be who evaluated the effects of the said variable
effective, different types and levels of on the performance of employees, particularly
work demand varying amounts of the sales associates working in one of the
engagement. A lot of elements affect prestigious malls in the Philippines. Hence,
employee engagement, including how workers this study concentrated more on determining
devote themselves to their work, which the effects of employee engagement on the
includes the use of actions, emotions, and performance of sales associates in Cavite.
cognitive processes (Saks, 2006). Sales This study was anchored on the
professionals who are employed on a short- conceptual framework that is shown in Figure
term basis are only one of the few positions 1 in which it primary analyzes the determinants
that necessitate a high level of engagement of employee engagement and its influence on
owing to the nature of the contract or their performance.
the limited period of their employment with the
company. Employee engagement may be
defined as the level of dedication and the
inclusion with the organization and its ideals in
general that an individual has with the
institution and that the former idea of
employee engagement was only addressed as
a whole as one of the requirements to improve
and develop a work atmosphere that is
collaborative and inventive that leads to the
achievement of goals (Anitha, 2014) as cited
by Ayub (2018). In accordance with previous Figure 1. Conceptual framework of the study
studies, employee engagement is critical for
enhancing employee performance, corporate
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CORPUZ, J.T., DESEPIDA, M.C.L., LAUREANO, C.V., MORALEDA, R.T., SUPERIORIDAD, E.D.R., Influence
of Engagement on the Performance of Company Employees in Cavite, Philippines, pp. 278 - 286
279
IOER INTERNATIONAL MULTIDISCIPLINARY RESEARCH JOURNAL, VOL. 4, NO. 2, JUNE 2022
The independent variable for the first study. The participants' profiles, level of
model is the socio-demographic profile, while employee engagement, and performance
the dependent variable is the employee were all measured using a descriptive
engagement. Moreover, for the second research approach. Furthermore, the levels of
construct, the independent variable is the employee engagement and performance were
employee engagement and the dependent compared across socio-demographic profiles
variable is employed performance. Employee using a comparative study approach. Lastly,
engagement refers to how workers seem at the causal research design was employed to
work, as well as their attitude, contentment, identify the factors that influence employee
and trust. People work or act in ways that help engagement and their effect on performance.
the company achieve its objectives. Population is a group of individuals
Performance of employees, on the other hand, being examined Ngechu (2004). In order to
is the act, method, or way of performing or gather the necessary information needed for
operating, the execution of a responsibility, or the study, the researchers targeted the
the completion of a job. Performance is also employees working in SM stores located in
interchangeably used with productivity which Bacoor, Dasmarinas City, Molino, Trece
refers to the rate at which goods are produced Martires City, and Rosario in Cavite. A total of
or services are rendered or work is completed. 153 participants were selected using stratified
In this study, employee engagement and random sampling.
performance were measured using 5-point The research questionnaire has 3
Likert Scale where 5 as the highest and 1 sections, which include the following: the
being the lowest. participants’ profile, such as age, sex, and civil
status; the level of employee engagement; and
OBJECTIVES OF THE STUDY the level of performance of sales associates. It
has 12 items each on employee engagement
This study examined the effects of and employee performance. It was
engagement on the performance of conceptualized by the main researchers but, at
employees of concessionaire stores of SM, in the same time, was based on some of the
the province of Cavite, Philippines. previous studies. This was later tested in terms
Specifically, it aimed to: of validity by three experts and reliability
1. Determine the socio-demographic through pilot testing with a Cronbach Alpha
profile of the participants in terms of coefficient of 0.72. Moreover, before the
age, sex, and civil status. gathering of data, a consent letter was given to
2. Identify the level of engagement and the target respondents, asking permission to
performance of the sales associates; gather data from them, and the said letter was
3. Compare the level of engagement and also signed by the participants.
employee performance when the A total of 153 participants were
respondents are grouped based on selected using Slovin’s formula and stratified
their socio-demographic profile; random sampling technique. The following
4. Ascertain the effects of socio- statistical tools were used to analyze the data.
demographic profile on the level of Frequency, percentage, and standard
engagement; and deviation were computed to describe the
5. Analyze if employee engagement is a profile of the respondents such as age, sex,
predictor of employee performance. and civil status. Mean and standard deviation
were also used in analyzing the level of
METHODOLOGY employee engagement and the level of
employee performance. Analysis of variance
The descriptive, comparative, and (ANOVA) was used to compare employee
causality methods were employed in this engagement and the level of employee
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CORPUZ, J.T., DESEPIDA, M.C.L., LAUREANO, C.V., MORALEDA, R.T., SUPERIORIDAD, E.D.R., Influence
of Engagement on the Performance of Company Employees in Cavite, Philippines, pp. 278 - 286
280
IOER INTERNATIONAL MULTIDISCIPLINARY RESEARCH JOURNAL, VOL. 4, NO. 2, JUNE 2022
performance across the demographic profile. reports that 70% of women achieve their sales
Lastly, the simple linear regression method quotas, compared to only 67% of men in the
was used to predict the variability of the same position as them. Lastly, in terms of civil
dependent variable-Y using independent status, the findings revealed that most (73%)
variable – X or it was also used to determine of the participants were single, 26% were
the effects of IV (X) on DV (Y). married, and only 1% belonged to a widow.

RESULTS AND DISCUSSION 2. Level of engagement of the sales

associates
1. Socio-demographic characteristics of
the participants Using a 5-point Likert scale ranging
from 5 (Very High) to 1 (Very Low), the study
Results showed that almost half (47%) revealed that the level of engagement of sales
of the respondents belonged at the age of 18 associates was very high. This implies that the
to 22 years, 37% at the age of 23 to 27, 14% employees always meet the job requirements
at the ages of 28 to 32 years old and 1% at the and have the ability to adapt to changing
age of 33 to 37 and 38 to 42 years old. Since circumstances and handle internal conflicts.
most of the sales associates belonged to the This is in line with the findings of Ongera and
age bracket of 18 to 22 years old, this shows Jumo (n.d.), who argued that involuntary
that most of the employees in SM stores and temporary employees are extremely motivated
concessionaires belonged to the younger to get long-term work and that this incentive
generation. This may be because employers motivates them to perform well.
prefer young people for the reason that they Table 2
are easier to train than older ones. This was Level of employee engagement
supported by Dewitt (2016), who stated that
Mean Standard Remarks
young people contribute talents, passion, and Deviation
unique ideas to the workplace, which helps the 4.20 0.58 Very High
firm stay current and relevant. He further
stated that young employees can contribute to
the development of marketing ideas that are 3. Level of Performance of the sales
targeted to their age group. They can also associates
make suggestions for new methods to run your
company. Table 3
Fifty-nine percent of the participants Level of employee performance
were females, while 41% were males. This Mean Standard Remarks
means that, since the nature of the job involves Deviation
more personal contact with the customers,
4.44 0.63 Very High
women of younger generations prefer this kind
of working environment. Moreover, nowadays,
most companies prefer hiring female
Table 3 indicates that the level of
employees because, for them, women are
performance of sales associates was very
more considerate and concerned with their
high. This implies that since the employees are
jobs. Most businesses also consider that
in short-term employment, they may feel
female sales representative have distinct and
challenged, and aggressive, and look for job
unique characteristics and predilections that
security. Once hired, they will try to prove
enable them to be as capable as, if not more
themselves in their jobs and strive further to be
so, than male sales representatives. The result
rehired or have an extended contract in the
was supported by the study of Xactly (2019),
next 6 months (Morris, 2015).
who reported that the compensation platform
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CORPUZ, J.T., DESEPIDA, M.C.L., LAUREANO, C.V., MORALEDA, R.T., SUPERIORIDAD, E.D.R., Influence
of Engagement on the Performance of Company Employees in Cavite, Philippines, pp. 278 - 286
281
IOER INTERNATIONAL MULTIDISCIPLINARY RESEARCH JOURNAL, VOL. 4, NO. 2, JUNE 2022
4. Differences in Employee Engagement hypotheses of no significant difference were
Across Socio-Demographic Profile accepted since p values of 0.481 and 0.565,
respectively, are lower than the 0.05 level of
Table 4 significance.
Difference in employee engagement across socio-
demographic profile using ANOVA Table 5
Results of the difference in employees’ performance
across socio-demographic profiles

0.05 level of significance

When compared, it was found that

0.05 level of significance
when employees were categorized based on
their socio-demographic profile, there is no This means that, whether young or old,
significant difference in employee engagement married, single or widowed, there is no
(age and sex). With p values of 0.216 and difference in their level of performance. This
0.744, the null hypotheses of no significant means that the employees strive to maintain
difference in employee engagement in terms their good performance in their jobs since most
of age and sex were accepted. The result is of them are only under a short-term contract of
contrary to the study of Sahni (2021), who employment and are afraid of losing their
stated that there was a reasonable element of jobs. This is contrary to the study by Rivers
employee engagement amongst millennials in and Barnett (2016) who found that older
the workplace. This means whether the sales workers’ work performance is more consistent
associates are young or old, male or female, than younger workers' and they have more
their levels of engagement are all the same. constant cognitive effectiveness than younger
On the other hand, in terms of civil status, with employees. Their enthusiasm was also
a p-value of 0.02, which is less than 0.05, the stronger than that of younger employees, and
null hypothesis was rejected. This indicates they were more consistent and less unstable,
that the civil status of employees differs in tending to perform well in their jobs because of
terms of their engagement with their work. This the fear of losing them.
could be possible since single individuals are
not occupied with many responsibilities at 6. Effects of Socio-Demographic Profile on
home and since most of the employees are in Employee Engagement
the age bracket of younger generations.
Table 6 presents the effects of a socio-
5. Differences in Employees’ Performance demographic profile on an employee's level of
Across Socio-Demographic Profile engagement. The data indicates that among
the three indicators of the socio-demographic
Table 5 illustrates that in comparing profile, only civil status was found to have a
employees’ performance across their socio- significant effect on employees’ level of
demographic profile, only sex was found to engagement. Based on the interview
have a significant difference. This indicates conducted by the researchers, most of the
that the level of performance in terms of sex is respondents who are married are more
different for a male or a female. It could be that engaged compared to those who are single.
males’ levels of performance are lower than This may be because of the fact that married
those of female sales associates, or vice associates are more serious and committed to
versa. For age and civil status, the null their job.
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CORPUZ, J.T., DESEPIDA, M.C.L., LAUREANO, C.V., MORALEDA, R.T., SUPERIORIDAD, E.D.R., Influence
of Engagement on the Performance of Company Employees in Cavite, Philippines, pp. 278 - 286
282
IOER INTERNATIONAL MULTIDISCIPLINARY RESEARCH JOURNAL, VOL. 4, NO. 2, JUNE 2022
Table 6 measures to increase engagement. He
Effects of Socio-Demographic Profile on Employee
Engagement
concluded that how members or employees feel
about their job has a strong impact on the quality
of their work. This means that engagement in an
organization is an attitude of emotional readiness
that enables an employee to improve their
0.05 level of significance performance level when an organization highly
motivates employees. As a result, employee
The result is related to the study of engagement in the organization will also be
Trajan (2017), who stated that the obligations equally high, and this tells us that motivation is
of a person without children versus a person the process, and engagement is the product.
with 3–4 children vary dramatically, and this This is supported by the study of Corpuz et al.
might have a significant impact on a staff (2022), which found that motivation is an
member's performance at work. important factor that explains performance.
Therefore, continuous monitoring and
7. Effects of Engagement on the Level of
Employee Performance improvement of engagement are necessary for
an organization (Nandhini et al., 2016).
Table 7
Effects of engagement on employees’ performance CONCLUSIONS
Predictor Coefficients P- Interpretation Decision
Value
Employee 0.413 0.000 Highly Reject Ho This study investigated the effects of
Engagement Significant employee engagement on the performance of
R Square 0.171 company sales associates in the province of
0.05 level of significance Cavite, Philippines. The following are of the
conclusions derived from the findings:
Table 7 shows the effects of 1. The sales employees' levels of
employees’ engagement on the level of involvement are similar whether they
performance of sales associates in the are young or elderly, male or female.
province of Cavite, Philippines. The null Employees' civil status differs in terms
hypothesis that the level of employee of their commitment to their jobs. This
engagement has no significant effect on their may be achievable since single people
performance was rejected. The result shows do not have as many duties at home.
that employee engagement is a strong 2. Males and females perform at various
predictor of employee performance. This levels in terms of sex. It is possible that
means that as long as employees feel valued male sales associates are lower than
and happy at work, their engagement and female sales employees, or vice versa.
performance will rise, and they will become 3. Only civil status, out of the three socio-
more productive. However, R2 is only 0.171, demographic profile factors has a
which means that 17% of the variability in the significant impact on employee
worker's performance (dependent variable) is engagement. This might be because
explained by employee engagement married associates are more serious
(independent variable). and dedicated to their work.
The result is related to the study of Neely 4. Employees engagement is a strong
(1999), wherein he found that an increase in predictor of employee performance. As
engagement will result in an increase in long as employees feel valued and
happy at work, their engagement and
performance. Then, in order to increase the
productivity of personnel, one can take
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CORPUZ, J.T., DESEPIDA, M.C.L., LAUREANO, C.V., MORALEDA, R.T., SUPERIORIDAD, E.D.R., Influence
of Engagement on the Performance of Company Employees in Cavite, Philippines, pp. 278 - 286
283
IOER INTERNATIONAL MULTIDISCIPLINARY RESEARCH JOURNAL, VOL. 4, NO. 2, JUNE 2022
performance will rise, and they will employee morale and productivity of sales
become more productive. associates of concessionaires in SM Stores in
Cavite”.
RECOMMENDATIONS
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CORPUZ, J.T., DESEPIDA, M.C.L., LAUREANO, C.V., MORALEDA, R.T., SUPERIORIDAD, E.D.R., Influence
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AUTHORS’ PROFILE
Ongera, R., & Juma, D. (n,d) Influence of
temporary employment an employee
performance: A case study of Safaricom Jaysi T. Corpuz is a licensed
Limited. https://www.ijbcnet.com/4-4/IJBC-15-
educator and faculty member of
4404.pdf
Cavite State University. His
fields of interest are business
Rana, S., Ardichvili, A. & Tkachenko, O. (2014). A
theoretical model of the antecedents and
administration and community
outcomes of employee engagement. Journal of development.
Workplace Learning, 26(3/4), 249-266.
Maria Cristina L. Desepida is a
Rivers, C., & Barnett, R. (2016). Older workers can faculty member of Cavite State
be more reliable and productive than their University. Her field of
younger counterparts specialization is business
https://www.vox.com/2016/10/18/12427494/old administration.
-aging-high-tech

Sahni, J. (2021). Employee engagement among

millennial workforce: empirical study on Carmela V. Laureano is an
selected antecedents and alumna of Cavite State
consequences. SAGE University. She is a graduate
Open. https://doi.org/10.1177/2158244021100 of business management in
2208
2018.
Saks, A. M. (2006). Antecedents and
consequences of employee engagement.
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CORPUZ, J.T., DESEPIDA, M.C.L., LAUREANO, C.V., MORALEDA, R.T., SUPERIORIDAD, E.D.R., Influence
of Engagement on the Performance of Company Employees in Cavite, Philippines, pp. 278 - 286
285
IOER INTERNATIONAL MULTIDISCIPLINARY RESEARCH JOURNAL, VOL. 4, NO. 2, JUNE 2022
Ricalyn T. Moraleda is an
alumna of Cavite State
University. She is a graduate
of business management in
2018.

Elouise Dianne R.
Superioridad is an alumna of
Cavite State University. She is a
graduate of business
management in 2018.

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CORPUZ, J.T., DESEPIDA, M.C.L., LAUREANO, C.V., MORALEDA, R.T., SUPERIORIDAD, E.D.R., Influence
of Engagement on the Performance of Company Employees in Cavite, Philippines, pp. 278 - 286
286