Jiomarie Jesus

This study examines the relationship between sustainability and employee perceptions of Human Capital Management(HCM) practices in Cebu City's Business Process Outsourcing (BPO) industry. The participation of 370 different BPOcompanies at Cebu I.T. Park indicates their dedication to HCM and highlights areas that require improvement,particularly in labor relations and HRIS deployment. Employee evaluations are influenced by demographic factorssuch as age, gender, and educational attainment. Suggestions for improvement include implementing employeedevelopment plans, streamlining the HRIS, strengthening due process, integrating sustainability into HCM practices,and personalizing strategies based on demographics. To foster adaptable workplaces and keep pace with the changingBPO landscape, it is strongly advised to employ continuous monitoring and feedback mechanisms.

This research examines how it is to have tailored training programs to improve behavior at work. It focuses on aspectsincluding interpersonal skills, communication, adaptability, and work ethics. Acknowledging the paucity of empiricalresearch on particular training requirements for these characteristics, the study uses a descriptive-correlationalmethodology to examine information from ninety production employees at Fine Interiors Trading and ManufacturingIncorporated. To guarantee participation from a range of employment roles, participants were chosen using purposivesampling. Utilizing an extensive survey to evaluate training requirements and demographic data. An assessment of therelationship between training requirements and demographic factors was done using statistical methods such as Chi-Square tests and descriptive statistics. The findings indicate that different people have different levels of trainingdemands, and there are strong relationships between the training needs and age, civil status, length of service,educational attainment, assignment area, and employment status. The results highlight the need to tailor traininginitiatives to particular worker requirements, fostering ongoing enhancement and career advancement. This researchadds to the body of knowledge in academia and has real-world implications for businesses looking to get the most outof their training initiatives.

In an increasingly complex business environment, organizations are under growing pressure to enhance performance through data-driven strategies and agile decision-making. Management accounting has emerged as a pivotal function that extends beyond traditional financial control to support strategic execution and organizational alignment. This study investigates the effect of management accounting practices on organizational performance, with strategic decision-making analyzed as a mediating variable—a relationship that remains underexplored in existing literature. While previous studies have examined the individual effects of management accounting tools and decision-making quality, few have empirically tested their dynamic interaction within a unified model. The study adopts a descriptive correlational design to address this gap, surveying 300 finance professionals and executives from medium to large enterprises in Metro Cebu, Philippines. Data were gathered using a structured questionnaire and analyzed through SPSS version 25 and Hayes’ PROCESS macro (Model 4) to assess both direct and indirect effects among variables. Results indicate that management accounting significantly predicts organizational performance (β = 0.685, p < .001), and strategic decision-making partially mediates this relationship (indirect effect = 0.384, p < .001). The study further identifies performance measurement as the most influential accounting tool in guiding strategic outcomes. These findings offer empirical validation for the theoretical link between accounting practices and decision-driven performance enhancement. Moreover, sectoral differences in performance outcomes underscore the need for industry specific customization of management accounting systems. The results carry practical value for organizations aiming to integrate accounting data more effectively into strategic planning and execution. This research advances current knowledge by positioning management accounting as a strategic enabler, not merely a financial support function, and lays the groundwork for future studies involving digital transformation and behavioral dimensions of decision-making.

This study explored how Hazard Analysis and Critical Control Point (HACCP) is understood, practiced, and maintained in buffet restaurants in Cebu City, aiming to create a sustainable integration framework suitable for high-volume dining settings. Buffet venues encounter unique food safety challenges, including extended food displays, direct customer contact with shared utensils, and quick service turnover, which make HACCP implementation both difficult and essential. A descriptive phenomenological approach was used, involving ten carefully selected participants aged 25–45, with 2–12 years of experience in managerial and operational roles such as managers, chefs, food handlers, and food safety officers. Data analysis followed Colaizzi’s seven-step method, revealing six key themes: awareness and understanding, operational practices, training and capacity building, implementation challenges, external influences, and sustainability strategies. Results showed that although participants were aware of and willing to follow HACCP principles, consistent application was hindered by staffing shortages, equipment failures, peak-hour service pressures, and insufficient training systems. In response, the Sustainable HACCP Integration Framework was developed, emphasizing structured training, digital monitoring tools, and the promotion of a robust food safety culture. This framework promotes proactive and sustainable compliance efforts, providing a context specific contribution to food safety management in buffet restaurant operations.

This study investigated the labor demand-supply dynamics among small and medium-sized enterprises (SMEs) in Mandaue City within the broader context of digital transformation. Guided by a descriptive-correlational quantitative research design, the study aimed to describe the current state of labor equilibrium and assess the predictive influence of six key organizational and technological factors: automation anxiety, digital skills readiness, access to policy incentives, recruitment technology usage, perceived market volatility, and flexibility in work arrangements. Data were collected from 300 purposively selected SME owners and decision-makers across the manufacturing, retail, and service sectors using a structured survey instrument. Descriptive statistics were employed to summarize prevailing labor challenges, while multiple linear regression analysis was used to identify significant predictors of labor stability. Findings revealed that SMEs moderately sustain labor demand-supply equilibrium but continue to struggle with timely hiring and skills mismatch. Digital skills readiness (β = 0.261), recruitment technology usage (β = 0.189), and flexible work arrangements (β = 0.143) were found to significantly and positively influence labor equilibrium, whereas automation anxiety (β =-0.142) and perceived market volatility (β =-0.124) exerted negative effects. Access to policy incentives was not statistically significant. These results underscore the strategic importance of digital preparedness, agile workforce systems, and proactive talent alignment in navigating labor market challenges. The study contributes empirical insights to the evolving literature on digital labor economics in emerging markets and offers practical guidance for workforce development, policy design, and SME resilience in urbanized economies such as Mandaue City and across Southeast Asia.

Organizations undergoing digital transformation increasingly rely on structured decision models and robust governance of business logic to sustain agility, quality, and compliance. This study introduced and validated the Business Logic Governance Index (BLGI)—a multidimensional construct encompassing declarative logic, normalization, integrity, and technology independence—to address the lack of an empirical measure of governance quality. Using survey and archival data from 250 professionals in shared services centers and IT-intensive organizations, structural equation modeling revealed that stronger business logic governance significantly improved organizational agility, reduced decision defects, and enhanced requirements and testing quality. Mediation and moderation analyses further demonstrated that representational clarity, structural discipline, and technology independence strengthened the pathways through which governance influenced performance. The findings advanced governance and decision-modeling theory by offering a validated index that captured how logic structures shaped organizational outcomes. In practice, the BLGI provided managers with a diagnostic tool for benchmarking and improving decision-making environments. Future research was recommended to extend the index across industries and to explore its implications for digital governance and policy development in emerging economies.

Aim/Purpose: This study investigated the influence of Human Resource Organizational Support (HROS) practices on employee commitment in a technology-driven business environment. Employee commitment is a strategic imperative for organizations navigating rapid innovation and digital transformation. Despite extensive research, there remains limited empirical evidence on how specific organizational support practices, such as recognition, communication, professional development, work-life balance, and employee involvement, impact employee commitment within tech-oriented workplaces in Southeast Asia. By focusing on Sun Asterisk Development Inc. in Cebu City, Philippines, this research aimed to contribute regional and industry-specific insights to the global discourse on human capital management. Introduction/Background: This paper addresses the issue of a limited understanding of how HROS factors impact employee commitment within technology-driven and innovative environments. Drawing on Social Exchange Theory (SET) and Job Characteristics Theory (JCT), the study examined the relationships between recognition, communication, professional development, work-life balance, employee involvement, and their influence on commitment. Focusing on Sun Asterisk Development Inc., a dynamic and tech-oriented organization, the research highlights the importance of modern HR practices in enhancing employee engagement and loyalty. This study contributes valuable insights into strategies that can sustain commitment in rapidly evolving business contexts. Methodology: A descriptive-correlational research design was employed in this study. Data were gathered from 50 purposively selected full-time employees of Sun Asterisk Development Inc., a software development company with a dynamic organizational culture. A structured survey instrument was utilized to capture employees' perceptions of HROS practices and their levels of commitment. The instrument included multiple items per construct and used a five-point Likert scale ranging from “Strongly Disagree” to “Strongly Agree.” Descriptive statistics such as means and standard deviations were used to summarize employee perceptions. Pearson’s correlation analysis was applied to examine the strength and direction of relationships between HROS indicators and employee commitment dimensions based on Job Characteristics Theory. Instrument validity was ensured through expert review, and internal consistency was established via Cronbach’s alpha coefficients. Findings: The findings revealed that employees perceived high levels of support across all five HROS domains, with average mean scores falling under the “Strongly Agree” category. Among these, work life balance received the highest rating (M = 3.49), followed by communication and employee involvement. Significant positive correlations were found between HROS practices and key job characteristics. Recognition and reward systems were strongly correlated with autonomy (r = .472, p < .001) and feedback (r = .411, p = .002). Communication mechanisms showed a high correlation with task significance (r = .597, p < .001), while professional development and employee involvement were positively linked to skill variety and task identity. These results suggest that reinforcing HROS factors enhances both the perceived meaningfulness of work and employee commitment. 395 Contribution/Impact on Society: This research contributes to the theoretical and practical understanding of employee commitment in three significant ways. First, it operationalizes the relationship between HROS and job characteristics in a single, integrated framework grounded in Social Exchange Theory and Job Characteristics Theory, addressing the call for multidimensional models in HR literature. Second, it contextualizes this framework within a Southeast Asian tech enterprise, offering localized insights often absent in mainstream HR research. Third, it introduces the Enhanced Metrics Evaluation Plan, a proposed diagnostic tool for assessing organizational support practices in technology-driven firms. This model can serve as a basis for comparative studies across industries and regions. Recommendations: Organizations should enhance Human Resource Organizational Support by implementing robust recognition systems, open communication channels, and continuous professional development programs. Emphasizing work-life balance and actively involving employees in decision-making are essential for fostering commitment. HR practitioners should regularly assess employee perceptions through surveys and feedback mechanisms to identify areas for improvement. Additionally, managers should tailor support practices to align with employees' needs and organizational goals. Integrating flexible work arrangements and fostering a culture of appreciation can further boost commitment and reduce turnover. Future initiatives should prioritize employee well being to sustain productivity and job satisfaction within dynamic work environments. Research Limitations: Despite its contributions, the study had limitations. The sample size, though representative of the company’s workforce, was relatively small and drawn from a single firm, which limits the generalizability of findings. Its cross-sectional nature prevents assessment of changes over time, and reliance on self-reported data may have introduced response bias. Moreover, Objective 2, which explored the impact of job characteristics on commitment, requires further analytical depth in future iterations. Future Research: Future studies should employ longitudinal or mixed method designs to capture evolving employee perceptions and deepen theoretical insights. Expanding the sample to include other tech firms or comparing findings with traditional industries could broaden the applicability of results. Researchers may also explore mediating or moderating effects (e.g., leadership style, organizational culture) between HROS and commitment. Finally, incorporating qualitative methods such as interviews or focus groups would enrich the interpretation of the nuanced interplay between HR practices and employee engagement.

The rapid advancement of artificial intelligence (AI) has significantly transformed digital branding, necessitating a deeper investigation into how AI-driven strategies influence consumer behavior in emerging markets. This study examined the impact of AI-driven customer interaction, social media engagement, and sustainability messaging on brand trust and purchase intention, with brand trust hypothesized as a mediating variable. A descriptive-correlational design was employed, using structured questionnaires distributed to 600 digitally active consumers in Metro Cebu. Data analysis included Pearson correlation, multiple regression, and mediation analysis via bootstrapping to test the proposed relationships. Results revealed that all three digital branding strategies significantly predicted brand trust, which in turn was the strongest predictor of purchase intention; mediation analysis confirmed the critical role of trust in translating digital interactions into consumer decisions. These findings offer practical implications for marketers aiming to build sustainable brand reputations in AI-intensive environments, emphasizing the integration of personalization, ethical messaging, and trust-building as key components of future-ready digital branding models.

In response to the rising incidence of burnout and employee turnover, this study examined the influence of healthyworkplace practices—conceptualized as "green flags"—on employee well-being and retention intentions. These greenflags included quality of life support, work-life boundary practices, mental health accommodation, psychologicalsafety, and recognition. Grounded in the Conservation of Resources theory, a quantitative descriptive-correlationaldesign was employed using structured surveys administered to 500 full-time employees across five industry sectorsin Metro Cebu, Philippines. Stratified random sampling ensured sectoral representation. The study applied descriptivestatistics, Pearson correlation, multiple regression, and structural equation modeling (SEM) for data analysis. Resultsrevealed high perceptions of healthy workplace practices, with mean scores ranging from 3.98 (SD = 0.74) to 4.21(SD = 0.63). Employee well-being (M = 4.12, SD = 0.69) and retention intentions (M = 3.87, SD = 0.78) were alsorated favorably. Correlation analyses revealed significant positive relationships between all green flag indicators andoutcome variables, with psychological safety (r = 0.65, p < 0.001) and recognition (r = 0.64, p < 0.001) exhibiting thestrongest associations. Multiple regression confirmed psychological safety (β = 0.30, p < .001) and recognition (β =0.24, p < .001) as the most influential predictors of well-being, while recognition (β = 0.33, p < .001) and psychologicalsafety (β = 0.28, p < .001) most strongly predicted retention intentions. SEM demonstrated excellent model fit (CFI =0.96, TLI = 0.95, RMSEA = 0.041, SRMR = 0.038), validating the theoretical framework. The study concluded thathealthy workplace practices were not merely cultural ideals but measurable strategic functions that enhanced employeeretention and psychological wellness. The validated green flag model offered a replicable structure for embeddingemployee-centered policies into organizational strategy, particularly in service-oriented and high-turnover industries.

This study addresses the persistent challenge of rehabilitating underperforming employees by proposing a leadership driven behavioral transformation framework grounded in Transformational Leadership Theory and Positive Relationship Theory. Despite extensive literature on workplace engagement, a critical gap remains in integrating psychological, relational, and motivational strategies to restore productivity among disengaged employees. Using a quantitative design, the study employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to analyze responses from 375 employees across diverse sectors in Metro Cebu, Philippines, who met criteria related to tenure and leadership exposure. Findings revealed that transformational leadership dimensions—individualized consideration (β= 0.428), intellectual stimulation (β= 0.392), inspirational motivation (β= 0.345), and idealized influence (β= 0.376)—significantly enhanced work engagement, which in turn predicted higher productivity (β= 0.615). Intrinsic motivation also moderated the engagement–productivity pathway (β= 0.283), affirming its role as a psychological catalyst; these insights contribute a validated, scalable model for inclusive leadership, employee recovery, and strategic organizational development.

Micromanagement, when excessively practiced, evolves into a toxic leadership approach that restricts employee autonomy and undermines organizational performance. This study examined the effects of ten micromanagement archetypes—including "The Control Freak," "The Nitpicker," and "The Idea Thief"—on employee productivity, trust in leadership, and innovation behavior across five major sectors in Metro Cebu, Philippines. Utilizing a descriptive-correlational quantitative design, data were gathered from 400 full-time employees selected through stratified random sampling. Standardized survey instruments revealed moderate employee productivity (M = 3.42, SD = 0.87), innovation behavior (M = 3.26, SD = 0.89), and moderate–low trust in leadership (M = 3.08, SD = 0.93). Pearson correlation results indicated significant negative associations between micromanagement frequency and employee outcomes (e.g., "The Control Freak" and trust: r = –0.49, p < .001; "The Idea Thief" and innovation: r = –0.42, p <.001). Multiple regression analysis confirmed, "The Control Freak" (β = –0.225, p < .001), "The Trust-Phobic" (β = –0.215, p < .001), and "The Idea Thief" (β = –0.211, p < .001) as significant negative predictors across outcomes. One-way ANOVA revealed statistically significant sectoral and managerial differences (e.g., F(4, 395) = 5.94, p < .001 for productivity). These findings underscore the importance of implementing autonomy-supportive leadership development programs, behaviorally anchored feedback mechanisms, and sector-specific policy reforms.

Purpose – The paper aims to investigate how blockchain technology can be strategically applied to enhance accountability, transparency, and operational integrity in governance and public health systems within a developing country context. The participants of the study were key stakeholders from government, healthcare, civil society, academia, and the technology sector in the Philippines. Design/methodology/approach – A qualitative exploratory research design was employed using semi-structured interviews with twelve purposively selected informants. Data were analyzed thematically following Braun and Clarke’s six-phase framework. The analysis was guided by blockchain governance theory, responsible innovation, and digital trust frameworks. Findings – The results revealed four core themes: governance transparency, health data integrity, adoption challenges, and ethical and social considerations. These themes informed the development of a four-pillar Strategic Framework for Accountability, which integrates governance transparency mechanisms, health data resilience, institutional readiness, and ethical inclusion. The findings further indicated that blockchain’s transformative potential extends beyond its technical design, offering mechanisms to restore institutional trust, safeguard health data, and strengthen credibility in procurement, land registration, and health systems. Research limitations/implications – As the present study only examined blockchain adoption in the Philippine setting, future research may expand the framework through cross-national comparisons, larger sample sizes, and mixedmethod evaluations to assess blockchain’s long-term impacts on institutional performance, equity, and trust. Practical implications – The findings of the study provide policymakers and institutions with a context-sensitive roadmap for blockchain adoption. The framework emphasizes regulatory foresight, stakeholder education, citizen participation, and organizational capacity as prerequisites for sustainable implementation. These insights can guide governments and health agencies in integrating blockchain ethically and effectively Social implications – The study highlights blockchain’s potential to promote inclusive and transparent public services by addressing corruption, data fragmentation, and inequitable access. By embedding ethical safeguards and participatory mechanisms, blockchain adoption can strengthen citizen trust and contribute to resilient governance in developing nations. Originality/value – The study offers one of the first empirically grounded frameworks that unites blockchain applications in governance and public health within a developing country context. By synthesizing theoretical perspectives with field insights, it advances blockchain scholarship while providing a scalable and ethically grounded model for transparent and accountable public service delivery in Southeast Asia and beyond.

The MATATAG Curriculum signifies a pivotal shift in the Philippine education system, prioritizing foundational skills, integrating 21st-century competencies, and promoting values education. This study conducts a comprehensive document analysis to examine the curriculum's impact on stakeholders, revealing positive reception and adaptation among educators, students, and parents. Through meticulous examination of official documents, policy papers, and curriculum guidelines, the study elucidates reductions in academic pressure and enhancements in teacher workload, fostering a conducive learning environment. Additionally, the analysis underscores the curriculum's emphasis on holistic development, nurturing responsible, compassionate individuals. Stakeholder engagement emerges as a critical component for ensuring the ongoing relevance and efficacy of the MATATAG Curriculum. As a beacon of educational progress, the MATATAG Curriculum steers the nation towards excellence in education and societal well-being.

The Matatag Curriculum represents a transformative approach to education in the Philippines, aiming to empower learners and enhance their competitiveness on the global stage. This research investigates the perceptions of educators, stakeholders, policymakers, and students regarding the implementation of the Matatag Curriculum. Findings reveal a consensus on the curriculum's potential to foster critical thinking, creativity, and holistic development among students, while also highlighting challenges such as resistance to change and resource constraints. Recommendations for improvement include additional training for educators, development of comprehensive support materials, and mechanisms for ongoing monitoring and evaluation. By addressing these challenges and implementing these recommendations, policymakers can enhance the effectiveness and impact of the Matatag Curriculum, paving the way for a more equitable, inclusive, and responsive education system in the Philippines.

This study examines employee satisfaction with HRM (Human Capital Management) practices in the Cebu City, Philippines' business process outsourcing (BPO) industry. Employing a descriptive-correlational methodology, the study explores important domains such as organizational socialization, work-life balance, adoption of Human Resource Information Systems (HRIS), labor-management relations, observance of due process, employee morale, and talent management. Significant differences in employee satisfaction levels are observed depending on demographic factors such as age, gender, civil status, educational attainment, and length of service, according to data gathered from 370 employees, including both rank-and-file and management employees. The results show that compared to rank-and-file employees, whooften report moderate levels of satisfaction, management employees show lower levels of satisfaction, especially regardinglabor-management relations and work-life balance. The study emphasizes the necessity of customized HCM methods that consider demographic differences, implying that a one-size-fits-all approachmight not be sufficient to meet the different demands of a contemporary workforce. It is advised that more research be done to investigate longitudinal viewpoints and qualitative insights into HCM satisfaction. By implementing focused HR initiatives, BPO companies may improve retention, increase employee satisfaction, and cultivate a more productive team.

This systematic review explores the role of digital transformation in modern accounting and business practices. Through an analysis of relevant literature, the study examines the prevalence of automated and routine activities in accounting, the progression of digitalization stages across different areas, and the impact on competence requirements for accounting professionals. The findings reveal a landscape marked by significant shifts, challenges, and opportunities. While technologies such as robotic process automation (RPA) and optical character recognition (OCR) have streamlined processes and enhanced efficiency, they also highlight the growing need for digital literacy and technical skills among employees. Furthermore, there is evidence of a progression in digitalization stages, with activities in financial forecasting and managerial accounting showing a higher proportion of digitalization in stages 2 and 3. Overall, the study underscores the importance of integrating technology-related competencies into accounting education and training programs toprepare future professionals for the digital age and emphasizes the need for organizations to navigate challenges and leverage opportunities effectively in their accounting practices.

For hospitality establishments like the House of Lechon to remain profitable and draw in new clients, maintaining high standards of service quality is essential. Despite this, satisfying and surpassing client expectations is a constant struggle given the dynamic nature of consumer preferences. To evaluate customer satisfaction at the House of Lechon, this study draws on previous research on service quality and examines customers' expectations and experiences in several areas, including responsiveness, tangibility, reliability, assurance, and empathy. This study, which involved a purposive sample of 100 participants, used a descriptive-quantitative technique to identify areas for improvement and suggest strategic actions to improve service quality and close the gap between customer experiences and expectations. The results emphasize how crucial it is to give service quality factors top priority to increase client happiness and loyalty in the cutthroat hotel sector.

This study critically examines the efficacy of Agile project management frameworks within the context of Business Process Outsourcing (BPO) in Cebu I.T. Park, Philippines. Employing a descriptivecorrelational research design, it gathers insights from 30 participants, comprising rank-and-file employees and management personnel, to evaluate client satisfaction, Agile framework effectiveness, project success metrics, client-provider communication, and continuous improvement practices. The study aims to explore disparities in perceptions between these groups and their implications for Agile adoption. Findings reveal notable differences in how Agile frameworks are perceived and practiced. Rank-and-file employees generally rate Agile practices more favorably, highlighting moderate implementation in areas like client satisfaction and project success metrics. Conversely, management personnel express reservations, rating several indicators as less practiced, particularly in communication and Agile framework effectiveness. These disparities underscore a disconnect between leadership and frontline staff, which hinders consistent implementation and alignment with organizational goals. However, management personnel recognize the importance of continuous improvement, providing a foundation for bridging these gaps. The study recommends targeted training programs, enhanced communication strategies, and the establishment of clear success metrics to align perspectives and foster a culture of collaboration. Incorporating customer feedback loops and iterative development cycles is also emphasized to enhance client satisfaction and adaptability. By addressing these challenges, organizations can optimize Agile adoption, improve project outcomes, and achieve greater efficiency and client satisfaction. The findings contribute to the ongoing discourse on Agile frameworks, offering actionable insights for their effective implementation in dynamic business environments.

This study looks at the relationship between organizational support, employee commitment, and human resource management (HRM) practices at Visayan Surety & Insurance Corporation in Cebu City, Philippines. This descriptive-correlational study used a survey questionnaire to gather data from 25 employees. The results show that although the company does a great job in areas like leadership development and talent management, employee development initiatives could need some work. The study also emphasizes the importance of organizational support in promoting employee commitment and the necessity of continual efforts to establish a supportive work environment. Additionally, demographic profiles have little bearing on HRM procedures and organizational support—except educational attainment, which affects several organizational commitment factors. These results highlight how crucial it is to develop tailored HRM strategies that both fit the varied demands of the workforce and the objectives of the company.