INTRODUCTION: The landscape of work has changed since the start of the COVID-19 pandemic as more companies shifted from face-to-face to the work-from-home (WFH) setup. This change has affected several aspects of human life especially the motivation to WFH. The study aimed to determine the motivation of WFH among office workers in the National Capital Region (NCR) from March 2020 to February 2022 METHODS: Using a descriptive cross-sectional study design, an online survey of WFH office workers around the NCR, Philippines was conducted. A 26-item questionnaire on motivation covering dimensions of availability (flexibility), safety (work-life balance), and meaningfulness (work performance) was used. Data was analyzed using SPSS version 24. RESULTS: A total of 252 respondents were included in the study, with a majority identifying as females aged 21 to 30, never married, and college graduates. Additionally, respondents reported having one to five years of work experience and were employed in professional/technical/managerial fields. Regarding the impact of remote work, the findings indicated that most individuals who worked from home (WFH) felt motivated by this setup due to its positive effects on availability, time and cost savings from reduced commuting, and the flexibility it provided for managing their schedules according to personal preferences. Furthermore, in terms of safety and conducive work environment, WFH office workers expressed agreement that the remote work setup contributed to a favorable work environment, leading to increased job satisfaction. This setup allowed them to effectively balance work responsibilities with personal and family commitments. The study also revealed that WFH office workers perceived a sense of meaningfulness in their work, as they felt trusted and valued by their employers. This sentiment contributed to their overall well-being, both physically and mentally CONCLUSION Work-from-home office workers are generally always motivated in terms of availability (flexibility), safety (work-life balance) and meaningfulness (work performance).
motivation ; flexibility ; work-life-balance ; work performance

INTRODUCTION: Noise-induced hearing loss (NIHL) attributed to occupational noise exposure is one of the most common causes of permanent hearing impairment. In the Philippines, road traffic remains the biggest source of noise. The authors aimed to determine the prevalence of NIHL among traffic enforcers in Quezon City and quantify their occupational noise exposure levels. METHODS: Traffic enforcers were recruited via convenience sampling and screened using a questionnaire and otoscopic examination. Participants underwent pure tone audiometry and those found to have hearing loss were classified as “indicative” or “suspected” NIHL. Audiometric measurements of noise levels in areas where the traffic enforcers were assigned were taken using a calibrated smartphone application. RESULTS: “Indicative of NIHL” was highest in the 41 to 50-year age group and “suspected NIHL” was highest in the 31 to 40-year age group. “Indicative of NIHL” was highest among those working for 1 to 5 and 11 to 15 years in the right ear (25%) and 11 to 15 years in the left ear (30%). “Suspected NIHL” was highest among those working for 6 to 10 years. The average noise levels from the different areas measured at different times ranged from 79.0 to 82.5 dB. CONCLUSION “Indicative of NIHL” is more prevalent in the older age group while “suspected NIHL” is more prevalent in the middle age group. The prevalence of “indicative of NIHL” is highest among those in service for 1 to 5 and 11 to 15 years while “suspected NIHL” is highest among those in the service for 6 to 10 years. The average noise level measurements were within the safe values suggested by WHO.
Audiometry, Pure-Tone ; Hearing Loss, Noise-Induced ; Noise, Occupational