Job Requirements and Job Resources as Bases for a Balanced Employee Well-Being Program

This study examined the influence of demographic characteristics on job demands, job resources, and employee well-being among local government unit (LGU) employees delivering decentralized health services in Pasig City. Using a quantitative descriptive-comparative design, 287 employees were surveyed, and data were analyzed using weighted means, ANOVA, Chi-square tests, and measures of association (Cramer’s V) to identify patterns across sex, age, civil status, residence location, and educational attainment. Results indicated that these demographic factors significantly influenced both job demands and resources. Employees reported moderate to high work and time pressures, while resources such as autonomy, coaching, career growth, work relationships, and collaborative tools were only moderately available, with notable gaps in mentoring and role clarity. Based on these findings, a Balanced Employee Well-Being Program is proposed, structured around five key areas: stress and time management, career growth and personal development, autonomy and role clarity, work relationships and collaboration, and personal well-being. The program includes bi-weekly workshops, monthly mentorship and coaching sessions, team-building activities, and role clarification exercises, implemented over a 3 to 6-month period with trained HR personnel, supervisors, and experienced employees serving as facilitators. Continuous monitoring through pre- and post-program surveys and key performance indicators will assess improvements in employee engagement, resource utilization, and overall well-being. By directly linking program components to the deficits identified in the study, this approach provides an actionable, evidence-based strategy to enhance employee well-being and strengthen LGU performance in delivering decentralized health services.