Chapter 1

BACKGROUND OF THE STUDY

Introduction

Many working mothers undergo difficulties in reconciling work and home

responsibilities. Numerous married women have entered the paid workforce, yet they still

face gender discrimination in both the labor market and at home. Because of male-

dominated traditions, working mothers are still expected to carry heavy burdens of

disproportionate family responsibilities, although they are also working outside the home.

Working mothers' multiple roles greatly affect their psychological status. If

working mothers become stressed because of their multiple roles and overloaded

domestic labors, they may suffer from "aggression, envy, shame, guilt, and work-family

conflict. As a result, many working mothers must leave their jobs to focus on home

responsibilities, including childcare. However, the female resource can positively affect

not only organizations' productivity, but also national competitiveness. Thus, if female

wage earners continue to suffer from work-home conflicts, their performance and

organizational commitments may be significantly decreased, which could potentially lead

to organizations' depreciated productivity and efficiency. In this context, because of the

difficulties they have to face as working mothers, many married women in paid jobs are

more likely to avoid having a child, which could ultimately undermine the country's

position in the competitive global market.

1
 To promote childbirth, practical welfare policies should be established that would

allow working mothers to better manage their work and domestic responsibilities after the

birth of their children.

Today’s women are once again finding themselves and their decisions place under

the microscope. Women find their decisions to enter the workforce with their male

counterparts criticized, because some felt women could not measure up when it came to

performance and dedication. Women are now being scrutinized if they decide to enter the

workforce and have children.

Some research seems to incline that the working mother is having detrimental

effects on the child, however new research is showing no such result. While working

mothers may be exhibiting excess stress on their decision to work outside the home any

ill emotional and academic effects on their children seem to be nonexistent. In some

situations, it seems that children of working mothers benefit compared to those of

nonworking mothers.

Women have always worked to produce goods and services for themselves and

their families. In almost every society, this work has included processing and preparing

food and clothing, household care, repair, and similar housekeeping tasks. In most

societies, it’s also has included agricultural and selecting tasks, in which some of the

goods to be consumed in the family were produced directly by women. In many other

societies, it’s included the production of items either in this household or in factories and

offices, which were sold or exchanged for salary or wages.

2
 What defines the problems encountered by the working mothers is the necessity

of the community to tailor interventions to improve the quality of work. This study will

look into the issues that cause challenges for working mothers in Marawi City.

Theoretical Framework of the Study

Theories will be used as a guide for the researcher to anchor the data gathered

from this study in order to better understand the problems faced by working mothers.

These are the following: work-family theory, empowerment theory, social learning

theory, and balance theory.

In Work-Family Theory, the experiences associated with engaging in multiple

roles have led to the development of several distinct but related theories (Waterhouse et

al., 2017). Role strain arises from issues of compatibility between activities performed in

the fulfillment of role obligations and from overload through demands exceeding

available resources (Goode,1960). Role conflict happens when work and family roles are

incompatible; by engaging in work, participation in family life becomes difficult and vice

versa (Beutell&Greenhaus, 1985).Role enhancement is the privileges, compensation, the

accumulation, and transfer of resources, and enrichment of personality acquired from

multiple roles (Sieber, 1974). Focusing on role enhancement, this study identifies the

fulfillment mothers derive from performing double roles.

Work-family theory is a theory that explains how individuals manage and

negotiate the work and family spheres and the borders between them in order to attain

balance. Central to this theory is the idea that work and family, constitute different

domains that influence each other (Clark, 2000). This theory “is devoted only to work

3
and family domains. The outcome of interest in this theory is work-family balance, which

refers to ‘satisfaction and good functioning at work and at home, with a minimum of role

conflict’ (Clark, 2000, p. 751). It also differs from boundary theory in that its definition

of borders encompasses not only those psychological categories but also tangible

boundaries that divide the times, place and people associated with work versus family.”

(Desrochers & Sargent)

According to Clark (2000), work-family border theory “explains how individuals

manage and negotiate the work and family spheres and the borders between them in order

to attain balance. Central to this theory is the idea that ‘work’ and ‘family’ constitute

different domains or spheres which influence each other…Given their contrasting

purposes and cultures, work and home can be likened to two different countries where

there are differences in language or word use, differences in what constitutes acceptable

behavior, and differences in how to accomplish tasks” (p. 750-751). (Desrochers citing

Clark)

The Empowerment theory has something to do with empowerment, individuals

learn to see a closer correspondence between their goals and a sense of how to achieve

them, and a relationship between their effort sand life outcomes (Mechanic, 1991).

According to Kabeer (2005), one way to think about power is the ability to make choices,

so to be disempowered means to be denied choice. Some women have been denied the

ability to make choices so far as balancing motherhood and career is concerned. This

research problematizes a situation where mothers working in the formal sector have little

or no control over their life choices. Their inability to challenge existing power relations

and institutional norms and biases are constraining mothers’ ability to make strategic life

4
choices (N. Kabeer, 2005). This study looks at the meanings, motivations, and purposes

that mothers in the formal sector and those that quit their formal work, attach to their

decisions. Also, it shares the view that empowerment cannot be bestowed by a third party

rather those who desire to be empowered must claim it (Mosedale,2005), consequently,

the outcome of this research is to facilitate women to empower themselves and others as

well, especially the younger generation. Empowerment theory social work involves using

intervention methods to guide people toward achieving a sense of control. People may

feel helpless in their lives for any number of reasons, but empowerment theory focuses

on how oppression contributes to this experience. It centers on helping marginalized

people at individual, group and community levels gain the personal, interpersonal and

political power to improve their lives. Additionally, the model seeks to challenge systems

that prevent or hinder people from having their needs met.

Social learning theory suggests that individuals who are internally driven tend to

believe that the outcomes that occur within their lives are based upon their actions.

However, individuals who tend to believe that their outcomes are based on outside forces

such as situations, luck, or chance tend to be externally driven (Cheng, Cheung, Chio,

&Chan, 2013; Sprung, &Jex, 2012). Rotter (1966) explains that locus of control is the

general belief that outcomes are contingent upon one’s own doing and the patterned

behaviors later become a blueprint in determining outcomes. This blueprint helps predict

future outcomes for personal and professional usage. Individuals learn that they have

control over events or that they have no control based on experiences that are then

generalized and applied to various situations (Rotter, 1966). The tendency to identify

with either an external locus of control or an internal locus of control is not dependent on

5
choice; it is a learned expectancy that is based on past events and generalized to future

situations (Rotter, 1966). For example, a working mother who has an internal locus of

control may feel that it is a struggle to get home from work, prepare dinner, and get

homework done with the children and that this is her fault because the tasks are within

her control. Whereas another mother with the same tasks, who have an external locus of

control, may feel that the struggle to complete tasks is out of her control. Perception

largely influences the identification of locus of control in that the value that an individual

places on the outcomes may reinforce internal or external expectancy (Cheng,

Cheung,Chio, & Chan, 2013). For example, if a working mother feels that she has

successfully overcome difficulty in the past by utilizing her inner strength and ability, she

may see a pattern and learn to value her strength in the future. However, if a woman has

learned that she has no control, and her experiences support that fate and luck shaped her

experiences, she may place more value on luck or outside forces to predict outcomes. The

value that is given to an outcome or reinforcement helps to develop an expectancy that

may be internal or external (Cheng, Cheung, Chio, & Chan, 2013).

Predicting outcomes helps understand how mothers may perceive the roles of

motherhood and the responsibilities of maintaining domestic duties; however, the act of

finding balance is still unclear. Therefore, I used the concepts of work and family border

theory and the social learning theory to understand how some mothers can achieve work-

life balance, and others cannot by examining if there are differences between mothers

with an internal or external locus of control. Mothers who work outside of the home may

attempt to achieve balance by crossing borders or spheres of work and life. Switching

between borders and setting boundaries between work and life may require the use of

6
outside resources such as childcare, or access to supportive factors such as a spouse or

nearby support system. Alternatively, they may have learned to depend on past

experiences to help them determine outcomes; such as beliefs in self, or outside others,

luck or fate.

Balance Theory is a hypothesis of attitude modification proposed by Fritz Heider

in the psychology of motivation. The cognitive consistency motive is viewed as a drive

toward psychological equilibrium. The desire to maintain one's principles and views

across time is known as the consistency motive. If the effect valence in a system

multiplies out to a positive conclusion, Heider claimed, "sentiment" or liking interactions

are balanced.

Balance theory as formulated by Heider should be considered within the context

of Gestalt views regarding the perception of objects. Gestaltists contended that there is a

tendency toward simplicity in the perceptual system such that simple structures are

preferred. For example, faces are perceived as symmetrical although this is not exactly

the case, and even when a circular form is not quite closed, it is nonetheless perceived as

a circle. Furthermore, parts of a system become organized and the groupings form a

particular structure uncontrollably and inevitably.

This theory describes the structure of people’s opinions about other individuals

and objects as well as the perceived relation between them. The central notion of balance

theory is that certain structures between individuals and objects are balanced, whereas

other structures are imbalanced, and that balanced structures are generally preferred over

imbalanced structures. Specifically, balance theory claims that unbalanced structures are

associated with an uncomfortable feeling of negative affect and that this negative feeling

7
leads people to strive for balanced structures and to avoid imbalanced structures. An

example of a balanced structure is when your best friend also likes your favorite rock

band; an example of an imbalanced structure is when your best friend dislikes your

favorite rock band. According to balance theory, the first case makes you feel good,

whereas the second case creates an uncomfortable tension.

Conceptual Framework of the Study

The study focuses on what defines the problems encountered by the working

mothers is the necessity of the community to tailor interventions to improve the quality of

work. This study will look into the issues that cause challenges for working mothers in

Marawi City.

The independent variables of this research are the Bangsamoro mother’s profile.

Mothers’ profile includes age, sex, civil status, educational attainment, languages are

spoken, monthly income, number of children and occupation. The dependent variables of

the study are the problems encountered by the working mothers in Marawi City.

Hence, the following figure shows the schematic diagram of the study.

8
 Working Mothers’
Profile
1.1 Age;
1.2 Civil Status;
1.3 Educational PROBLEM
Attainment; ENCOUNTERED BY
IV Income;
1.4Monthly THE MERANAO
WORKING IMPLICATION
1.5 Number of
Children; MOTHERS ON
1.6 Occupation FAMILY AND HOME
MANAGEMENT IN
MARAWI CITY

DV
Figure 1. Schematic Diagram of the Conceptual Framework of the Study

9
Statement of the Problem

The study aims to survey the problems encountered by the selected working

mothers in Marawi City.

Specifically, the study attempts to answer the following questions:

1. What is the demographic profile of the teachers in terms of:

1.1 Age;

1.2 Civil Status;

1.3 Educational Attainment;

1.4 Monthly Income;

1.5 Number of Children; and

1.6 Occupation

2. What are the problems encountered by the selected working mothers?

3. Is there a significant relationship between the respondents’ profile and the

problems encountered by a Meranao working mother?

4. What implications and recommendations can be drawn from the study?

Null Hypothesis

The following were the hypotheses formulated by the researcher:

Ho1: There is no significant relationship between the respondents’ profile and the

problems encountered by a Meranao working mother.

10
Scope and Limitations

The study will be conducted to determine the problems encountered by the

Meranao working mothers. The study will be limited to selected Meranao working

mothers in Marawi City.

One limitation of this study is the limited time that the researcher will have to

work on with the respondents. The data will be based only on the information derived

from the questionnaire with the working mothers in Marawi City.

Significance of the Study

Expectantly, the study will provide a great contribution to education and find the

value of the following:

Employer. The findings of the study would equip employers with the necessary

information on policies to improve administration and supervision. Employers at a

different organization, company, or agency can use the resources and strategies in this

document to strengthen their efforts to ensure that working mothers acquire high-quality

work.

Working Mother. The study will help the working mothers to have a good

fortune to be able to balance their home and work and enjoy the stimulation that a job or

career provides. By doing this they can develop the ability to raise a useful member of

society and at the same time gain financial independence. Along with motherhood, work

adds to the completeness of being a woman.

11
 Son/Daughter/Child. The study will help the son/daughter/child become aware

of the problems encountered by the working mothers. By doing this they can then

develop strategies when or if there is a mismatch between their abilities and needs to

what the mother offers.

Parents. The result of the study can benefit the parents through knowing the

problems encountered by working mothers. It can guide them to mold their children,

support and motivate in working, and assess what and where parents can do for their

children.

Stakeholders. The findings will assist stakeholders in becoming more aware of

the issues faced by working mothers. They can then devise strategies when or if there is a

mismatch between the mother's ability and needs as a result of this.

Future Researchers. The study can serve as one of the references for those future

researchers who would like to conduct a similar study.

Definition of Terms

The following definitions of terms are defined conceptually and operationally

dictionary defined to facilitate effective understanding.

Work. It is defined as a task or task to be undertaken; something a person or thing

has to do. In this study, it is used as an activity involving mental or physical effort done

to achieve a purpose or result.

Woman. It is an adult female human being. Woman as used in this study refers to

a female person associated with a particular place, activity, or occupation.

12
 Empowerment. The process of becoming stronger and more confident, especially

in controlling one's life and claiming one's rights. This study is used as the degree of

autonomy and self-determination in people and communities. This enables them to

represent their interests in a responsible and self-determined way, acting on their

authority. It is the process of becoming stronger and more confident, especially in

controlling one's life and claiming one's rights.

Mother. A mother is the female parent of a child. Mothers are women who

inhabit or perform the role of bearing some relation to their children, who may or may

not be their biological offspring. (Henderson and Mapp, 2002). The mother in this study

refers to a woman concerning her child or children and brings up (a child) with care and

affection.

Parents. The definition of parents is the one who carries the primary

responsibility for the child’s development, education, and general well-being. The same

definition is used conceptually and operationally.

Motherhood. It is the state of being a mother. A person enters motherhood when

they become a mother. This study refers to a period in a woman’s life in which a mother

has a choice to make every day to put someone else’s happiness.

Career. The way or route over which one passes a course of continued progress

(as in the life of a person or nation). In this study, it is used as the present profession or

job of a certain person.

Family. It is a group of persons united by the ties of marriage, blood, or adoption,

constituting a single household and interacting with each other in their respective social

13
positions, usually those of spouses, parents, children, and siblings. This study refers to a

woman’snuclear relations including her husband and children.

Meranao. It is the term used by the Philippine government to refer to the

southern indigenous people who are the "people of the lake", a predominantly-Muslim

Lanao province region of the Philippine island of Mindanao. In this study it is used as the

splinter group who took up Islam and is one of the larger group in the country professing

the religion Islam.

14
 Chapter 2

REVIEW OF RELATED LITERATURE AND RELATED STUDIES

The literature and studies cited in this chapter will tackle the different

concepts, understanding, and ideas, generalization or conclusions, and different

development related to the problems encountered by the working mother from the

past up to the present and which serves as the researcher’s guide in developing the

scheme. Those that were also included in this chapter will help in familiarizing

information that is relevant and similar to the present study.

Related Literature

With more mothers entering the workforce the impacts on their children is

growing from 30% of mothers in the 1970’s to over 50% presently the debate continues

to present questions as to what is best for the child (American Academy of Pediatrics,

1999). Many studies argue about everything from emotional to academic impacts on

children of working mothers. Many researchers have also begun studies on how the stress

of working mothers impacts their children.

Parental education was also a positive aspect of a child’s success. It has been

shown that children of a nonworking parent “fail to see the point of getting an

education”(Figes, 2001) Other studies found that children of “two working parents get

higher grades in high school”, but at the same time feel less pressure about doing

so(Essortment, 2002). They also found that these children score higher on intelligence

tests(Gershaw, 1988).

15
 Children who had to go to childcare also showed positive gains. There were

positive effects on the child's social and cognitive development when the child was

placed in a quality childcare situation (Figes, 2001). The study discovered that a trained

nursery worker was able to stimulate the child with a wide variety of educational toys and

games compared to a stay-at-home mother (Figes, 2001).

Children of working mothers do not suffer any differently from anxiety, antisocial

behavior, or stress-related problems than those of nonworking mothers. They did,

however, find that children of working mothers held fewer stereotyped gender-role

attitudes and felt their mothers were more competent. Also, daughters of working

mothers were found to set higher goals for themselves (Gershaw, 1988). Children of

working mothers were also seen as feeling that they had control over their environment

(Gershaw, 1988).

Moreover, working mothers not only bear the burden of leaving the children to

work, but also the stresses of what in many cases equals two full-time jobs. The mother

has her job that she must leave her family for and then she has her job of taking care of

the family she had to leave during the day. At times it seems like she is always playing

catch-up and never quite finishes. While fathers are beginning to take on more

responsibility in the home, “working mothers still perform most of the household chores”

(2001,September).

Some houses may say chores are egalitarian, shared equally, however this is not

seen in surveys conducted by The Wall Street Journal. In executives polled 52% of

women were found to complete laundry duties compared to 7% of the men. Likewise,

47% of women planned and shopped for meals compared to 8% of men. Similar findings

16
were found in chores such as shopping for children’s clothing and staying home with

children who came down sick (Gershaw, 1988).

Other stresses that working mothers are running into include when one of the

children is sick. The responsibility of caring for the sick child still falls predominantly on

the mother. The mother feels guilty about missing work or they feel guilty for having to

leave the child with someone else when they are sick (2001, September).

Lastly, working mothers are also feeling stressed about their sex lives. They feel

guilt for being too stressed or fatigued for intercourse. The working mother may also hold

resentment toward her spouse for not sharing in the housework duties more equally(2001,

September).

Many working mothers undergo difficulties in reconciling work and domestic

responsibilities. Numerous married women have entered the paid workforce since the

1980s, yet they still face gender discrimination in both the labor market and at home.1)

Because of male-dominated traditions, working mothers are still expected to carry heavy

burdens of disproportionate family responsibilities, although they are working outside the

home as well.2) Working mothers' multiple roles greatly affect their psychological status.

If working mothers become stressed because of their multiple roles and overloaded

domestic labors, they may suffer from "aggression, envy, shame, guilt, and work-family

conflict."3) As a result, many working mothers must leave their jobs in order to focus on

domestic responsibilities, including childcare. However, the female resource can

positively affect not only organizations' productivity, but also national competitiveness.4)

Thus if female wage earners continue to suffer from work-home conflicts, their

performance and organizational commitments may be significantly decreased, which

17
could potentially lead to organizations' depreciated productivity and efficiency. In this

context, because of the difficulties they have to face as working mothers, many married

women in paid jobs are more likely to avoid having a child, which could ultimately

undermine the country's position in the competitive global market. In order to promote

childbirth, practical welfare policies should be established that would allow working

mothers to better manage their work and domestic responsibilities after the birth of their

children.

Therefore, it is imperative to conduct research that can provide more specific and

exact causes of working mothers' problems in society and suggest more realistic and

satisfying solutions to the problems. Working mothers' difficulties can potentially affect

their profession because generally is a female-dominated profession.

Demographics indicate that the number of women with young children who have

joined the workforce has increased from 44% to 71% in the past 30 years. Hayes, Bonner,

and Pryor report that many of these mothers who are working outside the home have

children under 12 months of age. Researchers have given particular focus to the effects

that working full-time has on children, children’s relationships within the family of a full-

time working mother, children’s temperament and the mother’s work functioning, inter-

role conflict, and the effects of child-rearing on the working mother’s wages.

Much of the reported research in the literature focuses on the benefits of working

mothers. Galinsky found that 81% of 13-18-year-olds believed working mothers can

have as good a relationship with their children as do stay-at-home mothers. Also, 77% of

8-18-year-old in Galinsky’s sample did not believe that working mothers were more

concerned about being successful in their careers than they were about taking care of

18
their children’s needs. Generally, Galinsky found that, especially when both parents are

involved, the employment of mothers outside of the home does not, per se, negatively

affect children.

Some research reports liabilities of working mothers, however Barglow, Vaughn,

and Molitor found that 31% of infants with working mothers were classified as having

insecure-avoidant attachment and 54% were classified as having a secure attachment. In

contrast, 9% of infants of non-working mothers were classified as insecure-avoidant and

71% as secure. Similarly, childcare, other than that given by the mother, can have some

negative effects. In sum, potential risks may exist for some children of working women.

Research suggests particular hardships are experienced by women employed

especially when they have children at home. Barnett and Marshall described some

women’s professions as high-stress occupations, with high job demand and low job

control. Letvak emphasized the pressures that working mothers particularly encounter,

such as long and irregular hours, staff shortages, downsizing, and the like. Williams

described a campaign to help working mothers balance work and home life, noting that

some working mothers have to quit their jobs because they find it impossible to balance

both of these roles. Garey explained how many working mothers with children at

homework the night-shift or part-time in order to remain at home with their children

during the day. Rich, LePine, & Crawford described various dissatisfactions with

working conditions among mothers who have young children.

Given the potential stresses involved with full-time working mothers, needs exist

19
regarding a better understanding of what motivates them to engage and develop their

careers. While working mother positions possess both benefits and liabilities, relatively

little is known from the current research literature regarding how working mothers

maintain professional and personal equilibrium with these life presses.

In terms of difficulties related to work environment, working mothers have

disagreed with "I have experienced gender discrimination in terms of wage or promotion

process." and 23% of them responded "neutral.," This is perhaps because of the work

field being a female-dominated workplace. In terms of satisfaction with supervisors' and

co-workers' support toward childrearing, 6 % responded with "neutral" and 27 % reported

"somewhat satisfied." It is possible that most of the participants felt uncomfortable about

expressing dissatisfaction with their supervisors' and other coworkers' attitudes toward

childrearing, or that they did not think critically about them. However, working mothers

said that they require greater understanding from their co-workers' about the difficulties

faced by working mothers. Interestingly, some participants said that their fellow workers

were considerate of working mothers' hardships, perhaps because it is a female-

dominated field. Perhaps working mothers rarely get support from colleagues and are

often subordinate to male employees.

Shared parental child care by definition requires the care giving of both parents.

The female biological ability to nurture an infant has caused women's broader nurturing

capacity to be taken for granted in our society. A section describing the mother-child

bond discusses this issue and touches on the related topic of maternal guilt.

On the other hand, males in our society have been assumed to be uninterested in,

if not incapable of, providing nurturance for young children (Darley, 1976). This review

20
addresses the issue of male involvement with their offspring with a discussion of recent

findings.

Parents' choice of child care arrangements is a function of psychological factors as

well as of broader considerations such as dominant cultural values and the structure of the

economic sector. Sex-role orientation, attitudes about sex-appropriate behavior, and

commitment to personal ideals are examples of such factors. The early life experiences of

those now choosing childcare arrangements also seem to contain important psychological

influences. It also suggests that there are demographic and life-style differences between

women and their spouses who have chosen to combine family and work roles in this

manner and those who have not.

What are generally considered to be traditional child care arrangements in our

society--around-the-clock care of young children by mothers while fathers provide

economic support for the family--are the product of an affluent society. As such, they

have a relatively short history.

Prior to industrialization, women's economic contribution was too valuable to

allow severance of maternal and productive worker roles. Women fulfilled both roles at

the same time and in the same setting, typically an agricultural one. Bernard (1974)

reports, "there was a time when a mother's work could be fitted into the rest of a woman's

life without a seam" (p. x). Young and Wilmott (1973) contend that it was the economic

value of a woman as a worker, together with her ability to produce other workers, which

gave her what power she had in the marital relationship.

The Industrial Revolution brought with it the separation of the workplace from the

home. Participation in the paid labor force became the domain of men, and in some cases

21
unmarried women and children. Women were expected to perform the unpaid tasks of

child care and housework. A distinction developed between the "productive" labor of

men in the workplace and the "non-productive" labor of women in the home, with much

higher status being assigned to the former.

World War II created a short-lived respite for some American women from this

rigid differentiation of roles. These women entered the labor force to fill positions left

vacant by men who had joined the military. As •soon as the war ended, however, patriotic

encouragement helped them· to leave the labor force and refocus on their families.

The move out of the labor force was complimented by reports from authorities on

childhood (psychologists, pediatricians, etc.) of "the crucial importance of mothering"

(Rapoport, Rapoport, Strelitz, & Kew, 1977). Child care manuals were written with the

underlying assumption that mothers oversaw every moment of a child’s development

(Curtis, 1975).

Throughout the remainder of the 1940s and the 1950s it was expected that women

would be exclusively invested in the roles of mother and homemaker. Veroff and Feld

(1970) collected data from a national survey of women and men during the 1950s and

concluded, "motherhood still remains a role in which an educated woman can find the

personal gratification she needs to justify her existence" (p. 335). Women who were not

fully satisfied by this role prescription found socially accepted outlets in volunteer

religious or community work. Other women utilized their talents to help advance the

careers of their husbands, creating what Papanek (1973) described as "the two-person

career".

22
 By the 1960s it had started to become acceptable for middleclass married woman

to seek employment, provided it was clear that her family and children were her first

priority (Helson, 1972). This is not to say that it had become acceptable to pursue a

career. "'Career woman 1 had a negative, entirely non feminine connotation, which meant

that a woman was maladjusted or resigned to spinsterhood" (Helson, 1972, p.36). In the

context of the family, a woman's work outside the home was thought of as a diversion,

something to do to get out of the house for a few hours. In the context of the economic

sector, women were "pulled" into the job market because they were needed to fill

available positions (Dunlop, 1981).

Alternately, because men were viewed as having sole responsibility for the

economic stability of their families, there was much pressure for them to advance in the

work world. Bernard (1980) observes that the term "workaholic" was coined during the

1960s to describe a man who had invested himself in his work life to the exclusion of any

involvement in the daily life of his family. Occupational success also became a socially

accepted way for a man to demonstrate his love and caring for his wife and children.

A new outlook emerged in the early 1970s. While men still provided the primary

income for most families, increasing numbers of married women entered the labor force,

more because of the financial needs of their families than because of boredom with

household drudgery. Women were also pushed into the job market by divorce, which was

by then rapidly on the rise.

For a variety of reasons, families had become smaller by this time. The post war

baby boom was over. Highly effective contraceptive methods were on the market. While

23
some women resented what they perceived as the devaluation of the childrearing role by the

women's movement, others rejoiced to learn that there were other women who shared

their desires for fulfillment in more than their roles as wives and mothers.

By 1980, the dual worker family had become the dominant family form (Pleck, 1980).

Yet the values held in theory, if not in practice, about what constitutes appropriate child

care are those of 30 years ago. Maternal presence in the home is still assumed (and while

half of the married women with children under the age of 6 are not employed outside the

home, this group grows proportionately smaller every year).Fathers are expected only to

participate in the recreational aspect of child care and anything more they contribute is

viewed as an "extra", not as an obligation of parenthood.

The Mother-Child Bond

Any of the types of non parental care discussed above are likely to have one thing

in common--that the caregiver is female. This is an extension of the belief that women

have a "natural" maternal instinct which enables them to respond appropriately to the

needs of a young child. This belief is one element of what has been described as "the

motherhood myth" (Rich, 1976) in our culture.

A prevailing cultural ideal exists of an exclusive, dyadic relationship between

mother and child (Weiss, 1978). This ideal has been highlighted in the writings of

psychoanalytically-oriented theorists who view the mother-infant bond as unique and

necessary for the healthy psychological development of the child. Bowlby has been

described as placing "almost mystical importance" on the mother's ability to meet her

infant's needs (Rutter, 1972). Winnicott (1962) has written about the "good enough

mother" who determines the future psychological well-being of her child by the manner

24
in which she meets its earliest needs. Bowlby and Winnicott both insist in their writings

that a mother should give her infant's needs top priority. During the post-partum and early

infancy periods these needs are thought to complement those of her own. Mahler (1975)

has written of the symbiotic nature of the relationship between mother and child during

this time. Later the mother must allow the child to separate and develop its own identity.

Since the burden of children's emotional well-being has been placed on women by

experts from various disciplines, mothers who are absent from their children because of

their paid employment may be particularly susceptible to experiencing maternal guilt.

Many working mothers immediately blame themselves when their children come down

with colds or have difficulties in school, even though these things are as likely to happen

to children whose mothers are at home during the day (Scott, 1978). According to Rich

(1976), "it is all too easy to accept unconsciously the guilt so readily thrust upon any

woman who is seeking to broaden and deepen her own existence on the grounds that this

must somehow damage her children" (p.204).

Hoffman and Nye (1974) report:

“Initial reception of mothers into the labor force was hostile. Employed mothers

were accused of being responsible for juvenile delinquency, divorce, mental illness

among both mothers and children, frigidity, and other behavior considered

problematic(p.11).”

Because of a prevailing negative or at best ambivalent attitude toward maternal

employment, researchers have looked for these and other negative effects. A large body

of research has not found maternal employment to have a detrimental impact on children

(Dunlop, 1981). But by one analysis (Etaugh, 1980), a self-fulfilling prophecy may in

25
some cases evolve. If a working mother does not feel certain that the circumstances of her

employment are not harmful to her children, she may feel guilty and attempt to

compensate for time denied them by "s-mothering" them. Etaugh (1980) suggests that

working mothers are less likely to experience feelings of guilt if they feel certain that

their children are adequately cared for in their absence.

Moreover, a good mother is often defined as one who is a traditional stay-at-home

mother (Giele, 2008; Johnston & Swanson, 2006). However, the number of paid married

women with children under the age of 18 has dramatically increased over the past 50

years (Alger & Crowley, 2012). Women are now the second source of income for

families (Omori &Smith, 2010). In addition to working outside of the home, women

continue to devote more time to domestic duties and caring for the children when

compared to men (Alger &Crowley, 2012).

For these reasons, there is an increased need to understand how some women are

able to feel successful at maintaining work-life balance and others are not. The literature

provides limited information within the recent 5 years on why some mothers are able to

feel balanced and others are not. There is a gap in the literature regarding the impact of

how locus of control, perceived supportive factors, and income size influence work-life

balance for working mothers. Without the information from this study, women may

increasingly find themselves working outside of the home struggling to balance family

and personal lives, resulting in life dissatisfaction, career dissatisfaction, increased work

absences, and emotional strain.

In the United States, 69.8% of mothers represent the working force within a dual

working household (Alger & Crowley, 2012). This suggests that over two-thirds of

26
mothers are now working along with fathers to provide for the family. Women, however,

continue to manage the majority of the household duties, as well engaging in most of the

responsibilities of caring for the children (Alger & Crowley, 2012).

Hilbrecht, Shaw, Johnson, and Andrey (2008) suggests that to increase the feeling

of work-life balance, some women decided to work from home, but found that their work

and home life became meshed together (Hilbrecht, Shaw, Johnson, & Andrey, 2008).

Balancing work and life is difficult, even when working from the convenience of your

own home. Because mother’s roles can sometimes be multilayered, some mothers

struggle to balance caring for children, work, and leisure activities. Mothers working in

telecommuting found relief in believing they had some control over their schedule

(Hilbrecht, Shaw, Johnson, & Andrey, 2008). The difficulty in balancing work and life

has negative implications for physical health, emotional and psychological well-being,

and overall quality of life (Hilbrecht, Shaw, Johnson, & Andrey, 2008).

With regards to the movement of women into the formal sector and gender role

change, commitments to gender equality can be traced back to the 1970s when feminists

such as Ester Boserup argued for the inclusion of women and women’s needs in

development, particularly their economic contributions (Tiessen, Parpart, & Marchand,

2017). From the United Nations’ Sustainable Development Goals (SDGs), there is an

emphasis on the inclusion and empowerment of women in all aspects of society. By

encouraging women to break the glass ceiling and fulfill their career potentials, female

participation in the global workforce has grown extensively, with the trend reported for

the USA (Auster, 2001). According to Aryee (2005), although in sub-Saharan Africa,

women’s involvement in diverse forms of income- generation activities is largely in the

27
informal sector, access to better education and economic opportunities coupled with

urbanization and industrialization has increased women’s participation in formal wage

employment. He adds that even though the percentage of males working in professional

or managerial occupations remains higher than females, the proportion of females has

increased from 19.7percent in 1960 to 37.0 percent in 2000 (Aryee, 2005) and reports

from GSS also confirms this (Annor, 2016). In spite of these achievements, questions

have been raised as to whether the inflow of women into the paid labor force will

continue or not (Gutek, 1993; Long & Kahn, 1993). As women have adopted new roles

because of their movement into the paid labor force, their old roles in the unpaid realm of

the home domain still exist (England &Swoboda, 1988). It is believed that this has left

women in more stressful positions than before and that is why women are pulling out of

the formal sector.

Although many women around the world have been successful in their careers,

many are confronted with choosing between a challenging and promising career and the

demands of home life (Dex& Joshi, 1999). In a research on professional women’s career

exit, the authors note that press publications center on mothers’ withdrawal from formal

work to take care of their children (Hamilton Volpe &Marcinkus Murphy, 2011). Among

the factors responsible for women’s exit, are the long and inflexible work schedules,

which makes it difficult to perform traditional female roles at home (Byron, 2005; Michel

et al., 2011). Women may feel they have no option than to sacrifice one for the other, and

it is normally their careers that are sacrificed because they do not want to be tagged as

‘bad’ mothers. In a study on Christian women dually called to motherhood and career, the

researchers cite Ashcroft’s work, where she notes that women can easily lose themselves

28
since they have been taught to idolize their family (Ashcroft, 1996; Schermer Sellers,

Thomas, Batts, &Ostman, 2005). Hence, women continued to view themselves as

responsible for children despite men’s increasing participation in childcare following

women’s progression into paid employment (Boeckmann, Misra, &Budig, 2014). Such

notions can reinforce women’s guilt, especially when they have to delegate ‘motherhood’

duties to others (Duncan, Edwards, Reynolds, &Alldred, 2004).

Mothers may consider other alternatives available to them before quitting their

careers. They might quit their formal job to be self- employed in the informal sector. The

informal sector, however, has its downsides. It is anticipated that being self- employed

grants mothers better flexibility as compared to work in the formal sector, but the

assumed flexibility of the latter has been questioned; for instance in a study of traders, it

was observed that traders worked at certain times of the day in order to get the best

business (G. Clark, 1999). Scholars have also argued that potential entrepreneurs face

difficulties starting up a business since states often put impediments in their way (Hansen

&Vaa, 2004).

Yet, some mothers find fulfillment in operating in two separate domains, and this

explains why they chose to remain in the formal sector. There is not necessarily a strict

distinction between motherhood and work, rather, they complement each other in special

ways (Paré&Dillaway, 2005). Tom’s (1993) early analyses on women’s work in western

industrialized societies critiques the ideologies surrounding motherhood-work dichotomy,

adding that these two are mutually inclusive; she states financial responsibility for

children as an incentive to find good jobs although the responsibility may complicate

having a job. Women may derive a sense of satisfaction and achievement from operating

29
successfully in two very different domains (S. C. Clark, 2002), for instance, Bushra Jamil

a Ph.D. student and a mother of three young children, emphasized that achieving a career

goal and contributing to household income gave women a sense of empowerment and

confidence which some stay-at-home moms lacked (Jamil, 2014). Auster (2001) confirms

that women could derive greater satisfaction from some employment duties than the

traditional duties of a wife and a mother. While there is a deep sense of motherhood

because becoming a mother changes one’s worldview, career is of high importance as

women seek stimulation, challenges, achievement and enrichment in their work (Grady

&McCarthy, 2008). However, lack of social support makes it difficult for mothers to find

a balance. The next section reviews literature on organizational and governmental support

available to working mothers.

Women’s formal work participation is closely related to the provision of

conducive work policies, including maternity or parental leave and childcare provisions

(Boeckmann et al., 2014). Labor Act, 2003 (Act 651) grants women 12 weeks of

maternity leave and during this period, a woman is fully paid her salary (Annor, 2016).

However, the 12-week maternity leave is inadequate, especially since lactating mothers

are advised to breastfeed exclusively for six months, so, to help overcome the challenge

of inadequate leave period, an advocacy to extend maternity leave from three to six

months has been put forward by stakeholders (Sarpong, 2017). Yet still, with the absence

of paternity leave in the country, Annor (2016) notes that mothers perform the bulk of the

work whiles employed fathers contribute less to child care, and this incites existing

gender inequalities in household labor. However, some countries have favorable policies

that ensures that fathers contribute as much to child care as mothers. For instance, there is

30
paternity leave and also a system known as the cash-for-care benefit which allows the

father or mother of young children to choose to remain at home even after their parental

leave has expired and this is intended to give parents more flexibility (Stangeland, 2012).

This lessens the burden on women since responsibilities are equally shared between

parents. Annor (2016) adds that since such support is largely unavailable from the

government, mothers have to depend on both formal(e.g. family-friendly policies) and

informal support (e.g. Supportive bosses) at their workplace. Having supportive

supervisors and family-friendly policies can decrease work-family conflict (Thomas

&Ganster, 1995). Likewise conducive organizational policies including child care,

parental leave, and eldercare services can shape women’s employment and reduce

stress(Boeckmann et al., 2014; Frye &Breaugh, 2004). However, in the absence of

family-supportive programs from government and organizations, mothers have to rely on

support from spouses, extended family members, or hired helps.

Marriage and procreation are of high relevance in culture, in addition to the

emphasis on extended family networks as they contribute to an increasing need to

provide care for young children and vulnerable relatives (Aryee, 2005). The extended

family which formerly used to be a major support for employees has declined, as

traditional kinship networks weaken due to increased migration and urbanization

(Namuggala, 2015; Oheneba-Sakyi&Takyi, 2006). These support embraces providing

information, advice and other assistance with the aim of helping individuals meet their

family obligations (Thomas &Ganster, 1995). Within the family domain, an integral

source of support is spousal support (Annor, 2016). Male involvement in household

chores and childcare is gradually increasing in urban settings (Statistical Service., 2008).

31
The findings of past research show that husbands who are supportive and contribute to

household labor are greatly appreciated by their wives (Piotrkowski, Rapoport, &

Rapoport, 1987). Aside from spousal support, extended family members play vital roles

for working mothers by caring for young children (Annor, 2016) and helping with house

chores. Also, drivers, cooks, house helps and nannies all fall under the category of

domestic help, who are alternative sources of support for employed parents (Annor,

2016). A study of the role of house helps in Kenya concluded that the inflexible work

schedules that is commonly found in urban formal sector in sub- Saharan Africa, forced

many workers to employ house helps as a strategy to balance work and family demands

(Muasya, 2014) and various chores are assigned to these people at a cost, which was

relatively lower (Mapedzahama, 2014) in sub-Saharan Africa. Regardless of their low

cost however, Sarpong (2017) cautions that care must be taken in hiring the services of

such people. Some parents are highly skeptical in employing house helps, although

retaining working mothers in the formal sector is closely related to the contributions of

house helps (Namuggala, 2015). Yet, Muasya (2014), emphasized that house helps are

essential because most of them live with the family and play basic parental roles in the

absence of parents; they are tasked with the most sensitive responsibilities including

picking up children from school, feeding them and supervising their homework, and also

protecting their employer’s house and properties. Social support including house helps

are therefore a source of satisfaction and appreciation for employed women (Piotrkowski

et al., 1987) that can keep working mothers in the formal sector. The ensuing paragraphs

examine the literature on mothers’ motivating factors and coping mechanisms that help

them deal with associated stress.

32
 Although financial motivation is key, it may not be the only reason mothers

maintain their jobs. According to Gutek (1993), women sought entry into many male-

dominated fields because those fields offered a variety of intrinsic and extrinsic rewards

such as challenge, exposure, job security, the opportunity for advancement, generous

fringe benefits including pensions, ample paid vacation, company-sponsored education

and the desire to make an impact in the lives of others (role model figure) which may

usually be unavailable in female-dominated jobs or even in the informal sector. These

serve as motivating factors that encourage some mothers to maintain their jobs in the

formal sector despite the challenges.

Although women have taken up new roles, they are still required to fully perform

their family duties, in addition to work responsibilities and this may burden them (Gutek,

1993). Hence, coping mechanisms are efforts to reduce negative the impacts of stress

(Edwards, 1988). Gutekk (1993) explains that work and family may ironically provide

coping mechanisms for working mothers. In her submission, she cites a woman who

finds solace and meaning in her work, after the death of her husband. For this widow, she

is using her work as a coping mechanism, vis a vis the presence of an active and

supportive family, who provide comfort towards work stress (Crosby, 1982). Other

mothers may take drastic measures like withdrawing completely from the formal sector

as a way to cope with stress.

The rush of married women into the workforce runs against traditional thinking

that women must choose between family and career. Many observers condemned

working mothers as selfish, unnatural and even dangerous to their children and society

(Wilson, 2006). It was complained that the rise in juvenile delinquency could also be

33
attributed to women who are working mothers, but needs and requirements of the family

unit will always supersede ill-defined logic. Women, motherhood or not, continue to

work. The reasons are, more often than not, aspirational. Many of these mothers are

young and have spent years developing their careers. When both spouses work it may be

necessary for them other to retain her job if she has insurance benefits, and if she wants to

retire with better retirement benefits (Edelman, 2002). Many of these women find the

need to maintain a parallel source of income a social security and a sign of independence.

A mother may work out of a financial compulsion, a desire to fulfill herself, or to

supplement the family income. In all of these three instances, she is a working mother,

but the implications of her situation are different.

As Wilson (2006) says “many working women said that they worked because

they ‘needed’ the money and which they defined as specific material goods-an extra

lesson, additional clothes, a vacation, furniture, owning a home, car or even just a

television-arguing their work was bringing a rise in the family's standard of living.” Both

men and women had material and emotional expectations for better standards of living

and a working wife could add considerably to achieving those goals (Wilson, 2006).

A financial compulsion could be a less competent spouse with an inadequate

income or a single mother who is dependent on her earnings for survival. A second

income from the mother adds to better living conditions and eases the stresses of

struggling for a comfortable life. However, when the mother is returning to work purely

to maintain and advance a career that satisfies her and keeps her independent, she comes

under scrutiny and criticism (Heilman and Okimoto, 2008).

34
 The working mother has to keep the convincing stance that she is working not just

for her own sustenance, but also for the betterment of the family. Something like, “a

working woman who put herself out for the kid's sake” (Wilson, 2006). Working women

changed the image of a good mother from one who stayed at home to one who also took

on extra burden for her family's benefit. This would however not recognize the working

mother as an important member of the workforce and an important worker in her own

right! It is possible for a working mother to defend her right to work in a number of ways.

A less affluent member of society would simply say it brings in much-needed extra

money. A woman from a better class of living would say she has more money to spare

and is utilizing her talents and skills to the best effect. In either case, the most important

aspect is that it shouldn‘t affect the health and well being of their children in any way. In

any case, “having to work” takes away much of the problems a working mother has to

face (Wilson, 2006).

Related Studies

Singer and Sarip (2012), on their study, stated that the conscious and unconscious

presumptions that are made regarding pregnancy, and, by extension, women and

motherhood in the workplace is colloquially coined as “motherhood penalties”. This

leads to biases about a woman’s commitment to her occupation and the workplace as a

whole. The penalties—whether they be immediate financial repercussions or distant

career stagnation—are placed onto a woman’s presumed responsibilities beyond her

present occupation. They perpetuate negative judgments as well as different, and often

unfair, standards that a woman must achieve for professional success.

35
 Alceso and Balistoy (2011) stated on their study, that as responsibilities of

motherhood and climbing the career development ladder can be hectic because it entails a

wide range of duties, including attending meetings, supervising children’s assignments,

sending and picking children to and from school, among others. Since childbearing is of

extreme importance in the society, some mothers are left with no choice than to sacrifice

their careers. Well- educated women who have risen high on career ladders are

confronted with gender- role conflict, causing some to quit or consider quitting their jobs.

The intersection between motherhood and career conflicts is largely explored especially

in societies, however, the benefits women derive from playing both roles still remain

scantly mapped.

On the study of Marandacan and Muhammad (2010) reveals that the women who

worked full-time and also had children at home for whom they provided care have

particular challenges they faced in their dual-roles, including separating home from work,

high stress, sleep deprivation, odd hours, and difficulty in advancing due to home life

pressures. The working mothers also related perceived assets and drawbacks of their

profession for the given season of life. They described what they believed to be

necessities for success in the dual-roles of professional and care taker.

Lagdamin (2001), on his research, showed that investigating the effect of working

mother’s increasing involvement in multiple domains of life typically assumes that

negative experiences from work and family domains accumulate to detrimentally affect

well-being. The aim of his study was to investigate how working mothers’ positive and

negative experiences across multiple roles (e.g. work, home, sport, religion) interact to

have cumulative, compensatory or segmented influences on their well-being.

36
 According to Batara as cited by ManteJali (1995) mothers work not because they

want to, but because it is necessary for them to do so. This is true, too, or the average

woman who earns her living. This being the case it would seem logical that more

emphasis should be placed on the training of women so that they would be better

prepared to earn their living and properly care for home and children at the same time.

Aside from that, women who studied certainly did not have the opportunity to earn

enough to take care of themselves and their children. However, these women earned as

much as their contemporaries in other cities. The fact that so large a portion were forced

into domestic and personal service is probably traceable to their lack or training. Only

one of the entire group had a high school education. There seems more possibility that the

woman's status as a homemaker is being recognized as a contributing occupation.

Abbas and Basmala (1998) stated that there was a dramatic increase of mothers in

the workforce. It demonstrates that mothers tend to work outside of the home while also

maintaining most of the domestic roles. There is a gap in the works concerning the

relationship between locus of control, perceived supportive factors, income size,

andwork-life balance for working mothers. The social change implications are to increase

understanding of work-life balance, reduce mental health risks associated with imbalance,

decrease job dissatisfaction, absenteeism, isolation, and increase universality and

normalcy of the working mother experience.

JayitaPoduval and Murali Poduval (2009) in their study stated that motherhood

confers upon a woman the responsibility of raising a child. This process also changes

how she is perceived in society and at her workplace. It can necessitate her to take more

than available leave options, and job security can be at risk. Significant social and

37
personal adjustments are necessary to cope with such a situation. A working mother,

especially one who has the good fortune to be able to balance her home and work, enjoys

the stimulation that a job or career provides. She develops the ability to raise a useful

member of society and at the same time gains financial independence. Along with

motherhood, work adds to the completeness of being a woman.

Kim Young Mee (2013) stated in her study that familial support for child-rearing

is highly correlated with employed mothers' turnover intention. So, the improvement of

familial support for childrearing will reduce turnover intention. In addition, in terms of

childrearing, governmental welfare policies should provide improved and reliable

nurseries to promote working mothers' active participation in the labor market. To be

specific, 24-hour nursing facilities are needed for working mothers to allow them to

balance work and household duties because employees are sometimes required to work

overtime at night.

On the study of Kelly L. McIntosh and William Bauer (2006) ever since women

began entering the workforce the debate has been looming over mothers who enter the

workforce and those who choose to remain at home with their children. Such concerns

are whether or not having a working mother negatively affects their children emotionally

and/or academically. Another concern is the stress level a working mother faces daily.

The above–mentioned were found directly or indirectly associated with the

present study. Therefore, they were cited in this study.

38
 Chapter 3

RESEARCH METHODOLOGY

This chapter presents the research methodologies that will be used during the

collection and analyses of the data gathered for this study. This includes the research

design, research instruments, research locale, respondents, sampling procedure, data

gathering procedure, method of data analysis and statistical tools.

Research Design

This study is a qualitative study. Consequently, this study is qualitative in nature

because it will employ the use of statistical tools in calculating and analyzing majority of

the data gathered during the survey and some of the data collected.

The problems encountered on family and home management will be asked to

working mothers through a research-made survey questionnaire. Henceforth, with the

above justifications, the descriptive method will be appropriately use in the realization of

the objectives of this study for it will help the researcher deduce, identify and describe the

problems of working mothers on family and home management.

Locale of the Study

The study will be conducted in Marawi City, Province of Lanao del Sur. Marawi

is the capital of Lanao del Sur province, situated in the Autonomous Region in Muslim

Mindanao (ARMM).

39
 It is a fourth class city with a land area of 87.55 square kilometers, subdivided

into 96 barangays. It has always been predominantly Muslim since Islam was introduced

to the native population in the 14th century. On April 1980, it was declared "Islamic City

of Marawi" through a city council resolution.

The people of Marawi are called Maranaos, named after Lake Lanao which

borders the eastern side of the city. Maranao is among the ethnic group that make up the

wider Moro people. Before Marawi was known for its current name, it was first called

as "Dansalan" which means "destination point". During the Spanish colonization of the

Philippines, multiple attempts were done by Spanish troops to conquer Dansalan. It was

only then in 1895 that the colonizers defeated the Maranao warriors. When the

Americans came, they continued the campaign against Maranaos. As the place flourished

as a trading hub, non-Maranaos, mostly Chinese and Christian families, were invited to

settle in the area. In 1907, Dansalan was officially created as a municipality under the

Moro Province Legislative Council. It was declared as the capital of then Lanao province.

Following Commonwealth Act No. 592 in 1940, Dansalan was converted into city. It was

the last city chartered under the Commonwealth of the Philippines.

The participating working mothers will be done after the visitation of the

researcher to the various barangay chairman of Marawi City Division. This is to

objectively choose what barangay to include in the current research.

40
Figure 2. Map of the Local of the Study

41
Respondents of the Study

The respondents of the study will be working mothers in Marawi City. The

number of respondents will be determined by the researcher after visiting the Marawi

City Hall. Also, the choice of the barangay will be done by the Marawi City Hall Office.

Sampling Procedure

This study will use the purposive sampling method because of the reason that this

study only needed a small population of respondents. This sampling technique will be

appropriate in this study because it does not require information from probability tool that

is highly dependent on the numerical calculations. This kind of sampling operates on the

purposive principle that the researcher can only get the best information by focusing on a

relatively small number of respondents on the basis of a known attribute. Only the

barangay will be determined randomly. However, for the number of respondents, it will

be based on the available working mothers per barangay.

Research Instruments and Its Validity

The study will use a research-made questionnaire on problems encountered by the

working mothers on home and family management. The same set of questionnaire will be

given to the respondents. The researcher then will differentiate how the group of

respondents perceived the problems encountered by the working mothers on home and

family management. The questionnaire will be composed of two (2) parts. Part 1 is about

the demographic profile of the respondents. Part II is about the problems encountered by

the working mothers on home and family management.

42
For interpretation of data to be gathered, the following rating scale was used:

Range Interpretation Numerical Rating

1.00 - 1.75 Seldom 1

Data Gathering Procedure

The researcher will seek the permission of the Marawi City Hall Office. After its

approval, the barangay chairman of all the concerned barangay will be met by the

researcher discuss the matters under this study. After the approval of the request, the

researcher will seek an appointment with the working mothers in selected barangay to

ensure the active participation of the mothers. The researcher will coordinate with the

barangay chairman to explain the purpose of the study and to plan for some necessary

activities that will help the researcher elicit needed information for the study.

The researcher will then get the convenient schedule of the respondents as to the

administration of the survey questionnaire to prevent any untimely disruption of their

work. The researcher will conduct the survey at the end of their working hour sessions.

During the conduct of the survey method, the researcher will personally administer its

conduct to guide the respondents in answering the survey questionnaire. Respondents will

be given 30 minutes to accomplish the questionnaires.

43
 After completing the collection of all the data, the results gathered from the

questionnaires will be classified, tallied, tabulated and analyzed. The results of the survey

questionnaire will be validated vis-à-vis the recorded results of the respondents’

perception on the problems encountered by the working mothers on home and family

management. Finally, differences on the views will be identified among the group of

respondents.

Statistical tools

To interpret all of the quantitative data gathered, the following statistical tools

will be used:

1. Frequency. In this study, it will be used for the total number of respondents

and their answers on the demographic profile.

2.Percentage. In this study, it will be used to express the relative frequency of the

respondents’ perception and assessment as percentage

Percentage = f/n x 100 %

Where:

f is be the frequency class

n is be the total number of observed respondents

100% is constant

3.Weighted Mean. This will be used in the computation of the average response

of the respondents’ perception on the factors in building effective school.

Where: x is be the value of the nth item

44
 w is be the weight of the nth item

4.Standard Deviation.This will be used to measure the spread of the data about

the mean value.

Where:

x is the value if the nth item

x is the mean of the data

n is the total number of the respondents

5. Pearson r. This measured the level of acceptance of the hypotheses of this study.

(∑ )
n n n
n ∑ x i yi − xi∑ yi
i=1 i=1 i=1
r=

√( (∑ ) )( (∑ ) )
n n 2 n n 2
n ∑ x 2i − xi n ∑ y 2i − yi
i=1 i=1 i=1 i =1

45