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Research

Research reports and policy analysis.

Long-form studies with abstracts, keywords, and full downloadable reports — written for executives, policymakers, and practitioners.

  1. Organizational Behavior & HR

    August 20, 2026 · 16 min read

    People & HR

    Emotions and Emotional Intelligence in the Workplace

    A metasynthesis of selected research on workplace emotions, emotional intelligence, and organizational behavior — and what the findings mean for building healthier, higher-performing workplaces.

    Abstract

    This metasynthesis integrates the findings of Schutte and Loi (2014), Connections between Emotional Intelligence and Workplace Flourishing, and Ashkanasy and Dorris (2017), Emotions in the Workplace. Together they demonstrate that emotions are fundamental to workplace functioning and employee flourishing. Schutte and Loi provide empirical evidence that emotional intelligence is positively associated with mental health, work engagement, workplace social support, and perceived power. Ashkanasy and Dorris provide a broader theoretical framework explaining how emotions operate across individual, interpersonal, team, leadership, and organizational levels. Synthesized, they suggest that emotional intelligence is an individual resource through which employees manage emotional experiences, build positive relationships, maintain a sense of control, and ultimately achieve greater workplace flourishing.

    • emotional intelligence
    • workplace emotions
    • organizational behavior
    • workplace flourishing
    • emotional regulation
    • affective events theory
    • leadership
    • employee well-being
    Read the reportDownload PDF

  2. Public Policy & Constitutional Law

    August 19, 2026 · 18 min read

    Research & Public Policy

    From Audit Findings to Impeachment: The Legal Question Behind the ₱612.5-Million Confidential-Fund Controversy

    What does Philippine law actually require? A legal and constitutional analysis of the confidential-fund controversy involving Vice President Sara Duterte.

    Abstract

    This paper examines the ₱612.5-million confidential-fund controversy involving Vice President Sara Duterte and asks what Philippine law actually requires. Confidential funds are legally recognized public funds governed by COA-DBM-DILG-GCG-DND Joint Circular No. 2015-01 and the annual General Appropriations Act — confidentiality protects sensitive operations but does not exempt public money from accountability. The analysis distinguishes audit liability, criminal or administrative liability, and constitutional liability; explains why a COA Notice of Disallowance is not automatically malversation; and argues that the central question is not why ₱125 million was spent in 11 days, but whether proven conduct attributable to the Vice President falls within a ground for impeachment under Article XI, Section 2 of the Constitution.

    • constitutional law
    • impeachment
    • confidential funds
    • COA
    • public accountability
    • malversation
    • betrayal of public trust
    • audit
    Read the reportDownload PDF

  3. Organizational Behavior & Well-Being

    August 1, 2026 · 22 min read

    Workplace & Well-being

    Beyond Equal Hours: A Conceptual Meta-Synthesis of Work–Life Balance as Prioritization, Schedule Management, and Mindfulness

    A targeted, literature-based conceptual meta-synthesis reframing work–life balance as a dynamic judgment of feasible fit rather than an equal division of the clock.

    Abstract

    The metaphor of work–life “balance” is commonly read as a demand for equal hours at work and outside it. This interpretation is analytically weak: equal time does not account for unequal role demands, caregiving intensity, recovery needs, involuntary overtime, or the quality of attention within time. This paper develops a targeted, literature-based conceptual meta-synthesis of supplied work–family and work–life scholarship. It is not a formal systematic review or a new statistical meta-analysis. The synthesis argues that balance is better understood as a dynamic, subjective judgment of feasible fit: whether a changing configuration of work and non-work roles is workable, sufficiently controlled, and congruent with current priorities. Higher-order themes show that values-based prioritization, schedule and boundary management, and mindful attention/recovery can support this judgment, but only where people have usable control. Meta-analytic evidence links long hours, overload, and job insecurity negatively—and autonomy, schedule control, and workplace support positively—with work–family balance. Flexible work is therefore a conditional resource, not an automatic remedy: it may enable alignment, while also increasing permeability and work creep. Mindfulness-based interventions are promising as supports for attention, transitions, detachment, and work–life balance, but the supplied record does not justify claims about pooled effects, certainty, or definitive causal mechanisms. The proposed Dynamic Feasible Fit Model integrates structural conditions, boundary options, personal orientations, dynamic practices, interface processes, and subjective outcomes. It rejects both equal-hours logic and individual blame.

    • work–life balance
    • work–family balance
    • boundary management
    • schedule control
    • psychological detachment
    • mindfulness
    • work–family conflict
    • work–family enrichment
    • person–environment fit
    Read the report

  4. Human Resources & Labor Compliance

    August 1, 2026 · 18 min read

    People & HR

    Building Family-Oriented and Family-Friendly Workplaces in the Philippines

    An employer research brief on the legal baseline, leading voluntary practices, and the realistic business case for family-friendly workplaces in the Philippine setting.

    Abstract

    This Philippines-focused employer brief, researched 1 August 2026, is general research and not legal advice. Employers should verify current DOLE, SSS, DSWD, and PCW rules, sector coverage, implementing rules, and case law before changing policy. The Philippine baseline is a set of separate statutes rather than one consolidated family-friendly-workplace law. The core mandatory floor includes maternity, paternity, solo-parent and other protected leaves; lactation facilities and breaks; anti-sexual-harassment and safe-spaces systems; equal-opportunity and non-discrimination duties; and, in defined circumstances, flexible work and telecommuting arrangements. The strongest voluntary employer package adds gender-neutral caregiver leave, predictable scheduling, genuine flexibility, re-entry support, dependent-care and wellbeing benefits, and manager accountability. The evidence reviewed supports the direction of these practices but did not yield a Philippines-specific causal estimate for retention or productivity; claims of business impact should therefore be tested with internal metrics rather than presented as guaranteed outcomes.

    • family-friendly workplace
    • Philippine labor law
    • maternity leave RA 11210
    • paternity leave RA 8187
    • solo parent leave RA 11861
    • Safe Spaces Act
    • telecommuting RA 11165
    • HR compliance Philippines
    Read the report

  5. Executive Research Report

    2026 · 18 min read

    Research & Public Policy

    Pax Silica and the Philippines: A Fact-Based Assessment of Industrial Opportunity, Policy Risk, and Evidentiary Limits

    An evidence-based research publication synthesizing relevant, reliable, and credible research on Pax Silica in the Philippines.

    Abstract

    This paper reorganizes and reframes the combined research base on Pax Silica into a journal-style analytical article. Based solely on the sources and claims evidenced in the research base, it argues that Pax Silica should not be reduced to a data-center project, but rather understood as a proposed strategic industrial ecosystem involving semiconductors, artificial intelligence (AI), advanced manufacturing, critical minerals, logistics, and research and development (R&D). The available evidence supports several core facts: the Philippines joined the U.S.-led Pax Silica initiative in 2026; a proposed approximately 4,000-acre (1,620-hectare) development site in New Clark City has been identified; and Philippine officials have publicly linked the initiative to advanced manufacturing, semiconductor-related activity, and AI infrastructure. At the same time, the most widely circulated headline figures — including projected investment volumes, job creation, and technology-transfer outcomes — remain contingent rather than realized. The paper concludes that Pax Silica is best interpreted neither as a guaranteed industrial breakthrough nor as a demonstrated extractive threat, but as a still-emergent policy and bargaining framework.

    • Pax Silica
    • Philippines
    • semiconductors
    • industrial policy
    • critical minerals
    • data centers
    • technology transfer
    • Luzon Economic Corridor
    Read the reportDownload PDF

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