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CHAPTER 1
THE PROBLEM
Introduction
Interest in the concepts of job satisfaction has grown in recent
years because of their efficacy on work commitment, and their basic
importance to the understanding of a worker’s behavior and the
continuous effective operations of organizations.
In the Philippines, nurses have been constantly exposed to
considerable internal and external organizational issues which could
have negative effects on their level of job satisfaction and work
commitment. Several literature on nursing have raised the issues on
heavy workload, poor working conditions, meager compensation
packages, poor interpersonal relationships, weak leadership, non-
recognition of exemplary work, and lack of opportunities for career
growth as possible major factors of work stress and dissatisfaction.
These issues may serve as possible causes for nurses to reconsider
their long-range work options, and lower their work commitment.
In spite of an average of 600,000 college students enrolling in
nursing courses every year, making up 25% of the total college
enrollees, the nursing sector of the Philippines is incurring a shortage
of nurses (Solmerin, 2007). This could be the result of massive exodus
of nurses to many countries. Data from the World Health Organization
1
(WHO) show that the Philippines is leading other nations in the
exportation of nurses (www.abbaphilippines.com; Gatbonton, 2006;
Villas, 2004), comprising 25% of all overseas nurses worldwide (Estella,
2005). As of 2006, there are already 164,000 Filipino nurses, 85% of
the country’s total, working outside the Philippines in about 46
countries. Out of this total, around 100,000 of them have left only
within the past 10 years (Cueto, 2006; www.sunstar.com.ph; Estella,
2005; Omi, 2006). There are also those who are still in the country
who, while waiting for opportunities to be hired abroad, are not
practicing their profession, instead they end up working as call center
agents and tellers in some private banks.
Dr. Irineo Bernardo, executive officer of the Philippine Hospital
Association, as quoted by Estella (2005), avers that the turnover of
nurses has been particularly high from year 2000 to 2007. And as
more nurses leave, the Philippines is only left with more unskilled and
untrained nurses.
In 2001, the Philippine Overseas and Employment Agency (POEA)
reported that 13,536 Filipino nurses went overseas. In contrast, that
same year, only 4,430 students passed the Nursing Board
Examination, clearly showing that the country has been exporting
more nurses than it is producing (Estella, 2005).
Jossel Ebesate, secretary general of the Alliance of Health
Workers (AHW) as cited by www.sunstar.com.ph, said that if the trend
2
of exporting nurses outside the country continues, the Philippine
health-care system will soon collapse. This observation is supported by
records from the Department of Education (DepEd) which show that as
of 2007, the nurse-to-student ratio in schools is already standing at
1:4,830 (Hicap, 2006; www.gov.ph). This broad ratio gap manifests
the difficulty of the government to help students who are facing
malnutrition and health problems to perform well in school. DepEd
officials explain that if only schools have enough medical personnel,
then the health concerns of students could have easily been responded
(Hicap, 2006; www.gov.ph).
The public school nurses are among those responsible for the
implementation of DepEd’s key programs on school health and
nutrition. These programs are (www.deped.gov.ph): a) health and
nutrition education; b) national drug education; c) health services; d)
medical, dental and nursing; e) TB (pulmonary tuberculosis) prevention
and control; f) school milk project; and g) breakfast feeding program.
Given such important duties and responsibilities, the DepEd
nurses are only receiving an entry basic monthly salary of P11,167.00
(www.sunstar.com.ph), a far cry from the salaries they could get
abroad which range from P100, 000 to P150,000, exclusive of fringe
benefits (Adversario, 2003; Rosario, 2006).
Under the Republic Act 9173, otherwise known as the Nursing
Act of 1992, government nurses are supposedly provided with salary
3
adjustment. But until now, this adjustment has remained
unimplemented (Villas, 2004). It could have increased the monthly
entry-level pay of nurses from P9,900 to P14,000. According to the
Health Alliance for Democracy (HAD), the present health care services
in the Philippines are already operating at 3.5% of the Gross National
Product (GNP) budget, below the 5% recommended by the WHO
(Lacerna, 2005).
Moreover, not only that they receive low compensation, DepEd
nurses are also faced with many work-related problems, such as lack of
opportunity for career advancement, heavy workload, limited budget
for transportation, and the scarcity of laboratory equipment, medicines
and office supplies (CYR, 2005). These problems according to Health
Undersecretary Dr. Susan P. Mercado (2007) are brought about by poor
situations of the health care system of the country which include the
following: a) inappropriate service delivery as shown by poorly
targeted facilities, fragmented primary health system, ineffective
delivery mechanisms for public health programs, and maldistribution of
health human resources; and b) poor financing as shown by
inadequate funding, inefficient sourcing and ineffective allocation of
funds.
Because of this abovementioned scenario, the researcher
developed the interest to examine the prospects of a nursing career at
the DepEd, particularly the relationship between the level of job
4
satisfaction and work commitment among DepEd nurses. He believed
that through this study, the DepEd, or the government in general,
would become more aware and conscious of the present psychological
make up of its people as affected by negative internal and external
environment and therefore could devise measures to improve its
human resource programs, more particularly in the aspect of hiring
people and in retaining employees.
Statement of the Problem
Generally, this study examines the prospects of a nursing career
at the DepEd in the context of job satisfaction and work commitment.
Specifically this seeks to answer the following questions:
1. What is the demographic profile of Southern Leyte DepEd
nurses in terms of the following:
1.1. Job position;
1.2. Year of service;
1.3. Educational qualifications;
1.4. Employment status;
1.5. Age;
1.6. Sex;
1.7. Civil status; and,
1.8. Distance of residence from place of assignment?
5
2. What is the level of sufficiency given to DepEd nurses in terms
of:
2.1. Remuneration and other monetary benefits;
2.2. Non-monetary benefits;
2.3. Budget allocation; and
2.4. Career advancement?
3. What is the level of job satisfaction among the DepEd nurses?
4. What is the level of work commitment among the DepEd
nurses?
5. Is there a significant relationship between job satisfaction and
work commitment among the DepEd nurses? And finally,
6. Based on findings, what implementing guidelines for
monetary and non-monetary benefits of DepEd nurses can be
proposed?
Statement of Hypothesis
Ho: There is no significant relationship between job satisfaction and
work commitment.
Significance of the Study
This study will benefit the following people as it will give them
clearer view of job satisfaction and work commitment among the
DepEd nurses.
6
The health legislators. To legislate laws that may answer
problems affecting job satisfaction and work commitment among
DepEd nurses as maybe manifested by the proliferation of malnutrition
and other health problems of students resulting to poor academic
performance.
The management of the Department of Education. To
formulate plans, programs and strategies geared towards the
improvement of its human resource programs.
The academe. To acquire additional reference materials for
students pursuing studies on job satisfaction and work commitment.
The DepEd nurses and other public nurses. To look at this
study as a reflection of themselves so that they become aware or
conscious of the profession they are in and therefore more equipped
and empowered.
The researcher. To broaden his knowledge on human behavior
in organization, thus helping him become more effective supervisor
and manager in the future.
The Filipino people in general. To determine how job
satisfaction and work commitment among DepEd nurses could affect
the physical well-being of their children.
7
Scope and Delimitation
This study examines the prospects of a nursing career at DepEd,
particularly the relationship between the level of job satisfaction and
work commitment among the nurses assigned at the DepEd Southern
Leyte Division, located at Mantahan, Maasin City.
Only the DepEd registered nurses served as the respondents of
the study. Exempted from the study were registered nurses who
performed administrative functions.
Definition of Terms
For the purpose of this study, the following terms are defined as
follows:
Career Commitment. The intent of DepEd nurses to build a
vocation or profession that is a meaningful and lifelong pursuit.
DepEd Nurse. A registered nurse working at the Department of
Education, Southern Leyte Division, Mantahan, Maasin City.
Job Involvement. The degree to which the DepEd nurses
immerse themselves in their jobs, invest time and energy in them, and
view work as a central part of their overall lives.
Job Satisfaction. The outcome of the DepEd nurses’ good
feelings and beliefs regarding the nature of their jobs and experiences
related to their jobs.
Job Turnover. The rate of DepEd nurses leaving their jobs.
8
Level of Sufficiency. It is the perception on the degree of
modest comfort of DepEd nurses towards their benefits, budget
allocation and career advancement.
Motivation. The strength of the DepEd nurses’ drive towards
work performance.
Nursing Career. It is the progression of the nurses’ work life at
DepEd.
Organizational Commitment. The relative strength of nurses’
identification with, and involvement in DepEd as their organization.
Prospects. The over-all view and perspective of pursuing a
nursing profession at DepEd.
Registered Nurse (RN). An individual who passed the
Licensure Examination for Nurses and is currently working as a public
school nurse at the DepEd Southern Leyte Division.
Remuneration. A payment or reward for services that the
DepEd nurses rendered.
Work commitment. The relative importance of DepEd nurses’
sense of self, encompassing job involvement, career commitment, and
organizational commitment.
9
CHAPTER 2
REVIEW OF RELATED LITERATURE AND STUDIES
The literature and studies cited in this chapter tackle the
prospects of a nursing career, as well as the concepts on job
satisfaction and work commitment.
Related Literature
According to www.bls.gov, www.education-online-search.com
and www.nursingworld.org, there is a present acute worldwide
shortage of nurses. Hence, there is a positive prospect of a nursing
career in the coming years as the employment of nurses is expected to
grow faster than the other occupations. The Canada Nurses Association
(CNA) predicts that their country will have a shortfall of registered
nurses between 60,000 and 115,000 by 2010. In the US, the Bureau of
Labor statistics reveals that from 2001 to 2008, a total of 450,000
additional registered nurses are needed to fill the demand (Gonzales,
2004).
10
To attract and retain qualified nurses, hospitals in developed
countries such as the US, United Kingdom (UK), and Canada are now
offering salaries which range from $37,300 to $74,760 a year
(www.bls.gov). Those are aside from additional benefits such as
bonuses, family-friendly work schedules, and subsidized trainings.
Gonzales (2004) mentions that because of this great demand for
nurses, accompanied by attractive good compensation packages,
which the Philippine government could not offer, some of our best-
educated and most-experienced Filipino nurses are now migrating to
the developed countries such as the US, UK, and Canada. He further
explains that this demand, based on statistical projections will never
shrink, instead it will even grow.
www.bls.gov states that nurses, regardless of specialty or work
setting, perform basic duties that include treating patients, educating
patients and the public about various medical conditions, and
providing advice and emotional support to patients’ family members.
Nurses record patients’ medical histories and symptoms, help to
perform diagnostic tests and analyze results, operate medical
machinery, administer treatment and medications and help with
patient follow-up and rehabilitation.
Nursing is defined by www.nursingworld.org as “the protection,
promotion, and optimization of health and abilities, prevention of
illness and injury, alleviation of suffering through the diagnosis and
11
treatment of human response, and advocacy in the care of individuals,
families, communities, and populations.”
Keenan (2003) identifies three types of nursing professions:
registered nurses, licensed practical nurses, and nurse aides.
Registered nurses provide direct patient care and also manage nursing
care. Licensed Practical Nurses (LPNs) on the other hand provide
patient care under direction of an RN or physician. Nurse Aides (NAs)
assist in routine care activities, such as bathing, dressing, and feeding
patients.
In terms of career path, www.bls.gov discloses that today’s
nurses are offered with many work alternatives and choices. There is a
wide variety of nursing specialty areas which include surgery,
emergency, pediatric, psychiatric, school, public health, nurse-
midwives, and others. Some RNs follow the career path by starting as
licensed practical nurses or nursing aides, and then go back to school
to receive their RN degree. Most RNs begin as staff nurses, and with
experience and good performance often are promoted to more
responsible positions. In management, nurses can advance to
assistant head nurse or head nurse, and from there, to assistant
director, director, and vice president. Some nurses move into the
business side of health care. Business establishments need nurses for
health planning and development, marketing, consulting, policy
12
development, and quality assurance. Other nurses work in colleges
and universities as members of the faculty or as researchers.
www.education-online-search.com stipulates that nurses need to
be well educated, adaptable, and be able to act as patient advocates.
They also need to be able to deal with the stress of critical and
demanding situations and the emotional strain of dealing with sick,
injured, and even dying patients. Nurses require good observation
skills, communication skills, and the ability to make decisions based on
assimilation and evaluation of information. Nurses also need
management skills, at a minimum, to be able to manage nurses aides
and other resources for their patients health care whatever the
location or setting. Head nurses and nurse supervisors require
additional leadership and administrative skills as well as negotiating
skills and budgeting and financial skills.
Freeland and www.bls.gov attest that on global setting, most
nurses are treated well than the workers from other sectors as they are
provided with high compensation packages, high level of job security,
and well-lighted, comfortable health care facilities.
Moreover, just like the workers of any occupation, nurses can
only be efficient in the performance of their duties and responsibilities
towards their respective organizations if they possess high level of job
satisfaction.
13
Locke (1976) defines job satisfaction as the outcome of an
employee’s good feelings (affect) and beliefs (cognition) regarding the
nature of his job and experiences related to the job. It is generally
recognized as a multifaceted construct that includes employee feelings
about a variety of both intrinsic and extrinsic job elements (Stordeur,
et al., 2001).
Stordeur et al. (2001) contend that job satisfaction is an
immediate antecedent of work commitment, and work commitment an
immediate antecedent of intention to leave the workplace and
turnover. They expound the idea by saying that the higher an
employee’s job satisfaction and work commitment, the lower his
intention to leave. Based on this contention the researcher has raised
this question: what are the causes of job satisfaction, so that an
employee will stay committed to his work, and will continue to hold on
to it? Numerous motivation theories address this question. Among
them are: Herzberg’s Satisfaction-Motivation Theory; McClelland’s
Three Motives Theory; Vroom’s Expectancy Theory; and Alderfer’s
Three-tiered Model of Needs.
Motivation is defined by Newstrom and Davis (1993) as “strength
of the drive toward an action.” This definition according to Steers and
Porter (1991) have three common denominators: 1) what energizes
human behavior; 2) what directs or channels such behavior; and, 3)
how this behavior is maintained or sustained.
14
Newstrom and Davis (1993) explains that when people join an
organization, they bring with them certain drives and needs that affect
their work performance. Sometimes these drives and needs are not
only difficult to determine and satisfy but also vary greatly from one
person to another.
Herzberg (Hollyforde and Whiddett, 2005), in his Satisfaction-
Motivation theory explains that the things people find satisfying in their
jobs are not always the opposite of the things they find dissatisfying.
This is because the things that lead to job satisfaction are distinct from
those that lead to job dissatisfaction.
According to Herzberg (Stoner and Wankel, 1987), every
individual worker has two different categories of needs: the hygiene
factors, and the satisfying factors. The hygiene factors are known as
the dissatisfiers, but they do not affect the motivation and output of
workers. The satisfying factors on the other hand are the real
motivators, but their absence does not necessarily lead to
dissatisfaction.
The hygiene factors include the environment around the job,
such as policies and administration, supervision, working conditions,
interpersonal relations, money, and security. While the satisfying
factors include the job content of a worker, such as achievement,
recognition for accomplishment, challenging work, increased
responsibility, and growth and development.
15
The Three Motives Theory of McClelland (Cherrington, 1991)
explains that every worker has the need for achievement, a behavior
directed toward competition with a standard of excellence. The three
characteristics of high need achievers are identified as follows:
1. Strong desire to assume personal responsibility for
performing a task or finding a solution to a problem;
2. Tendency to set moderately difficult goals and take
calculated risks; and,
3. Strong desire for performance feedback.
The Expectancy Theory of Vroom ( Adler,1986) is based on the
assumption that people are driven by the expectation that their acts
will produce results. Workers assess both their ability to perform a
task and the probable type of reward for successful performance. The
theory depends on the extent to which employees believe they have
control over the outcomes of their efforts as well as the manager’s
ability to identify desired rewards.
Alderfer’s Three-tiered Model of Needs, also popularly known as
ERG (Adler, 1986), posits that man’s needs are progressing from
Existence to Relatedness, and last to Growth :
1. Existence needs. Refer to all forms of material and
physiological factors necessary to sustain human
existence;
16
2. Relatedness needs. Refer to all the socially oriented
needs; and,
3. Growth needs. Refer to the development of human
potential.
On the other hand, work commitment as an outcome of job
satisfaction as contended by Stordeur et al. (2001) is defined by
Loscocco (Cooper, 2002) as the relative importance of work to one’s
sense of self, encompassing job involvement, career commitment, and
organizational commitment. It is negatively correlated with variables
like tardiness, absenteeism, turnover, reduced effort, and job
dissatisfaction. It is also positively correlated with outcome variables
like job satisfaction and job performance (Wegge, et al., 2004).
Job involvement as a facet of work commitment is defined by
Newstrom and Davis (1993), as the “degree to which employees
immerse themselves in their jobs, invest time and energy in them, and
view work as a central part of their overall lives”.
Career commitment, as another facet of work commitment, is
defined by Blau (1985) as “the intent of an individual to build a
vocation or profession that is a meaningful and lifelong pursuit.” It is
often used interchangeably with professional commitment because
both terms, as confirmed by Blau (1985), are synonymous to each
other. The only definitional difference is that professional commitment
is considered to be restrictive as it is commonly used only for studies
17
involving occupations generally classified as professionals (e.g.
registered nurses), while career commitment is more generic as it can
be applied to any type and form of occupation, including non-
professionals (e.g barangay health workers)(Kadyschuk, 1997).
Organizational commitment on the other hand is defined by
Mowday, Porter, and Steers (1982) as the relative strength of an
individual’s identification with, and involvement in, a particular
organization.
All the facets of work commitment could be examined according
to Belovich (1997) in two ways: as independent subsets of a whole,
and as interrelated subsets of a whole. They may be able to share the
same outcomes, but at the same time they also have effects or
influences, causes and consequences, that are different from the other.
Related Studies
To acquire broader outlook about the prospects of a nursing
career in the context of job satisfaction and work commitment, the
researcher cites in this portion studies that include not only the nursing
population but also samples from other occupations. Among those
reviewed are foreign studies conducted by Jones (1999), Laine (2005),
and Academy Health Organization (2007); as well as Philippine studies
conducted by Lopez (1982), Martires and Zamora (1983), Bancud et al
(1991), Dajoc et al (1991), and Padua et al (1991).
18
In 1999, Jones conducted a study on workplace outcomes such
as absenteeism and job satisfaction by combining aspects of two-
disciplines of psychology: environmental psychology and
industrial/organizational psychology. Borrowing from Person-
Environment Fit theory, the fit between employees’ perceived and
desired levels of physical environment control and job autonomy were
hypothesized to explain significant amounts of variance in job
satisfaction, environmental satisfaction, job competence,
environmental competence, self-rated job performance, absenteeism,
intent to turnover, and stress. In this cross sectional study, 90
employees from educational institutions were obtained as
respondents, and findings indicated that the application of Person-
Environment Fit theory to workplace still needs further examination
and that the relationship between environmental psychology and
industrial/organizational psychology have to be continuously explored.
In 2005, Laine examined the relationship of organizational and
career commitment of 3,626 Finnish nurses, and how this relationship
corresponded to their intention to leave, as well as whether the
intention to leave was a signal of actually leaving. Results showed that
nurses were strongly committed both to the organization and to their
career. The work-related factors which correlated most strongly with
reduced commitment were: feeling that one’s work is not meaningful
or important, less opportunities for career advancement, low level of
19
work influence, organization’s under utilization of one’s own abilities,
poor work atmosphere, and low quality of leadership. On the other
hand, the work-related factors which correlated most strongly with
high commitment were: improved organization of work, optimum
utilization of one’s abilities, more opportunities for career
advancement, continuous professional trainings, and higher level of
work influence.
In 2007, the Academy Health Organization posted in the Internet
(www.academyhealth.org) a manuscript, “Better Jobs Better Care”.
The manuscript is a study on job satisfaction and work commitment
among nursing assistants. Results revealed that the primary factors
which affect the respondents’ intention to stay were wages, benefits,
and opportunities for career advancement. They were followed by
good basic supervision.
On the other hand, in the Philippines, an empirical study on
factors affecting job satisfaction among employees in five-star hotels in
Metro Manila was conducted by Lopez in 1982. The results of the
study was noteworthy because they challenged the Motivation-
Satisfaction theory (also known as Two-Factor Theory of Motivation) of
Herzberg. As opposed to Herzberg’s theory, the study showed that the
respondents derived more satisfaction from the job environment
(hygiene factors) rather than the job content (motivators).
20
In 1983, Martires and Zamora examined motivation strengths
and job satisfaction among 176 department heads of 38 Philippine
government-owned corporations. The study revealed that it was the
physiological needs of the respondents which topped the motivational
ranking, followed by the self-realization needs. The results indicated
that the respondents’ incomes were not enough to satisfy their needs.
They also had strong desire for challenge and responsibility, since
most of them were holding higher positions and were professionals.
In 1991, Bancud et al. examined the correlation of job
satisfaction and money among social workers in six charitable
institutions in Metro Manila. The findings, however, did not correlate
the two variables thereby invalidating their hypotheses. Results
showed that the respondents were highly satisfied with their jobs even
if their salaries were just enough for their basic needs. What
appeared as the most satisfying for the respondents was the need for
self-fulfillment through service thereby rising above the need for
material things.
Another in 1991, Dajoc et al. delved into the ways of motivating
employees of six commercial banks in Metro Manila to increase
productivity. The study revealed that the primary factors which made
the employees stay in their jobs were self-fulfillment, growth
opportunities, and recognition. Secondary only were salaries, benefits
and other compensation, nature of work, and career advancement.
21
Also in 1991, Padua et al. conducted study on motivation and
how it affected work commitment among secondary school educators
in both public and private institutions in the Philippines. The study
revealed a complete opposite of Bancud et al’s (1991) findings, as it
indicated money as the number one motivator of the respondents. The
respondents perceived money as their means of survival and security.
The study also indicated high correlation of job satisfaction and the
intentions for job turnover. Respondents from the private schools
showed general dissatisfaction with their salary and benefits and were
willing to transfer to other organizations that could offer them higher
pay and benefits. Respondents from the public schools on the other
hand showed general satisfaction with their salary and benefits and
were willing to stay with the organization.
All the literature and studies reviewed in this chapter have
showed that there is a present acute shortage of nurses worldwide.
Thus globally, the need for nurses is very good with employment as it
is expected to grow faster than the other occupations. As a matter of
fact, to attract and retain qualified nurses, hospitals in developed
countries are now offering good compensation packages.
In terms of career path, today’s nurses are offered with many
work alternatives and choices. Most RNs begin as staff nurses, and with
experience and good performance often are promoted to more
responsible positions. In management, nurses can advance to
22
assistant head nurse or head nurse, and from there, to assistant
director, director, and vice president.
On global setting, most nurses are treated well than the workers
from other sectors as they are provided with high compensation
packages, high level of job security, and well-lighted, comfortable
health care facilities.
Moreover, just like the workers of any occupation, nurses can
only be efficient in the performance of their duties and responsibilities
towards their respective organizations if they possess high level of job
satisfaction and work commitment.
Job satisfaction is an immediate antecedent of work
commitment, and work commitment an immediate antecedent of
intention to leave the workplace and turnover. It means that the
higher an employee’s job satisfaction and work commitment, the lower
his intention to leave (Stordeur, et al., 2001).
Job satisfaction is defined as the outcome of an employee’s good
feelings and beliefs regarding the nature of his job and experiences
related to the job (Locke, 1976).
Work commitment on the other hand is defined as the relative
importance of work to one’s sense of self, encompassing job
involvement, career commitment, work ethic, and organizational
commitment (Cooper, 2002).
23
Conceptual Framework
Based on the contention by Stordeur et al. (2001) which states
that job satisfaction is immediate antecedent of work commitment,
and that work commitment is the immediate antecedent of intention to
leave the workplace and turnover, the researcher examined the
relationship between the level of job satisfaction and work
commitment among DepEd nurses.
The pursuit for understanding was done through the following
process: data collection through the use of questionnaires and
interviews; data analysis, clarifying statistical statements; and data
interpretation, findings, conclusions, and recommendations.
The output of this pursuit was proposed implementing guidelines
for monetary and non-monetary benefits of DepEd nurses.
24
JOBSATISFACTION
INPUT PROCESS OUTPUT
WORK COMMITMENT
JOBTURNOVER
DATA COLLECTION/
QUESTIONNAIRES/
INTERVIEWS
DATA ANALYSIS/
CLARIFYING
STATISTICAL
STATEMENTS
DATA INTERPRETATION/
FINDINGS/
CONCLUSIONS/
RECOMMENDATIONS
PROPOSED
IMPLEMENTING
GUIDELINES FOR
MONETARY AND
NON-MONETARY
BENEFITS OF
DepEd NURSES
Figure 1. Conceptual Framework of the Study
25
CHAPTER 3
RESEARCH METHODOLOGY
Research Design
In this study, the researcher used the Descriptive-Correlation
Method of Research. The descriptive method describes the data and
characteristics about what is being studied (http://wiki.answers.com);
while the correlation method measures the relation between two or
more variables (www.statsoft.com).
Research Environment
The research was conducted at DepEd, Southern Leyte Division
where the respondents are working.
Located at Mantahan, Maasin City, the DepEd Southern Leyte
Division comprises of 16 educational districts. It oversees 321 public
elementary schools and 48 national high schools. Among the said 321
elementary schools, 198 are complete elementary schools, while 123
are incomplete elementary schools. Through its Non-Formal Education
(NFE) Section, the Division has the following extension programs:
literacy classes, literacy cum livelihood program, Literacy Service
Contracting (LSC), Barangay Operation for Livelihood Development
(BOLD) projects and the Philippine Educational Placement Test (PEPT)
for the average in school and/or out-of-school youths.
26
Research Instrument
The following three (3) questionnaires were used by the
researcher in gathering the data:
1. Respondent’s Profile Questionnaire. This questionnaire,
a 9-item instrument, was developed to gather information
regarding work life variables which might affect the DepEd
nurses’ job satisfaction and work commitment. All responses
to the questions on sex and marital status were coded and
entered as categorical data. However, the questions on
position, years of service, educational qualifications,
employment status, age, and distance of residence were
coded and treated as ordinal data due to their inherent order.
2. Level of Sufficiency on Benefits, Budget Allocation and
Career Advancement Questionnaire. This questionnaire is
divided into 4 portions: a) Remuneration and Other Monetary
Benefits; b) Non-monetary Benefits; c) Budget Allocation; and
d) Career Advancement. For each question of each portion,
the respondents answered on a 4-point Likert scale: 1 means
‘Very insufficient’ , 2 means ‘Insufficient’, 3 means ‘Sufficient’,
and 4 means ‘Very sufficient’. Item scores were summed for
a total score.
27
3. Job Satisfaction Questionnaire. The Short-Form Minnesota
Satisfaction Questionnaire (MSQ) as modified by Anderson, et
al. (1984) was used in this study. The response options were
assigned ordinal weights with ‘Very dissatisfied as number 1,
‘Dissatisfied’ as number 2, ‘Satisfied’ as number 3, and ‘Very
satisfied’ as number 4. Item scores were summed for a total
score. The MSQ scales which represent the twenty dimensions
of the job are described as follows:
1. Activity – Being able to keep busy all the time.
2. Independence – The chance to work alone on the job.
3. Variety – The chance to do different things from time to
time.
4. Social status – The chance to be somebody in the
community.
5. Supervision-human relations – The way my immediate
supervisor handles his/her subordinates.
6. Supervision-technical – The competence of my supervisor
in making decisions.
7. Moral values – Being able to do things that don’t go
against my conscience.
8. Security – The way my job provides for steady
employment.
9. Social service – The chance to do things for other people.
28
10. Authority- The chance to tell people what to do.
11. Ability utilization – The chance to do something that
makes use of my abilities.
12. Company policies and practices – The way the policies of
DepEd are put into practice.
13. Compensation – My salary and the amount of work I do.
14. Advancement – The chances of advancement on this job.
15. Responsibility – The freedom to use my own judgment.
16. Creativity – The chance to try my own method to do the
job.
17. Working conditions – The physical aspect of my work.
18. Coworkers – The way my coworkers get along with each
other.
19. Recognition – The praise I get for doing a good job.
20. Achievement – The feeling of accomplishment I get from
the job.
4. Work Commitment Questionnaire. This questionnaire is
divided into 3 sub-questionnaires:
a. Job Involvement Questionnaire. The questionnaire used
in this study was developed by Kanungo (1982). It is a
10-item instrument measured on a 6-point Likert scale:
1 means ‘Strongly disagree’, 2 means ‘Disagree’, 3
means ‘Mildly disagree’, 4 means ‘Mildly agree’, 5
29
means ‘Agree’, and 6 means ‘Strongly agree’. Item
scores were summed for a total score.
b. Career Commitment Questionnaire. The questionnaire
used in this study was developed by Blau (1985). It is
an 8-item instrument measured on a 5-point Likert
scale: 1 means ‘Strongly disagree’, 2 means ‘Disagree’,
3 means ‘Unsure’, 4 means ‘Agree’, and 5 means
‘Strongly agree’. Item scores were summed for a total
score. And,
c. Organizational Commitment Questionnaire. The
questionnaire used in this study was developed by
Mowday et al (1970). It is a 9-item instrument
measured on a 7-point Likert scale: 1 means ‘Strongly
disagree’, 2 means ‘Moderately disagree’, 3 means
‘Slightly disagree’, 4 means ‘neither disagree nor
agree’, 5 means ‘Slightly agree’, 6 means ‘Moderately
agree’, and 7 means ‘Strongly agree’. Item scores
were summed for a total score.
Respondents of the Study
The respondents of the study were composed of 30 out of 39
active elementary and high school public school nurses under DepEd,
Division of Southern Leyte.
30
However, to clarify and validate data, the researcher also
included through informal interviews the people from the Human
Resource, Budget, and Administrative Department of DepEd.
As can be shown in the following table, all the respondents of
this study are holding Public Health Nurse I position because based on
data provided by the Administrative Section of DepEd there is no single
nurse in the division appointed higher than the said position, even their
Acting Head Nurse.
Table 1. Respondents of the Study
Position Frequency Percent (%)
Public Health Nurse I 30 100Public Health Nurse II 0 0Public health Nurse III 0 0Head Nurse 0 0
TOTAL 30 100
Data Collection Procedure
The researcher contacted the DepEd Division Superintendent to
ask for permission to conduct a study, and to obtain the names and
other pertinent data of the respondents from the Administrative
Section of the division.
The questionnaires were the main instruments for data gathering
which were personally distributed by the researcher himself. They
contained a covering letter describing the study and indicating the
31
confidentiality of the information that may be given out by the
respondents.
Statistical Treatment
The data were subjected to analysis using the Statistical
Packages for Social Sciences (SPSS). The following statistical tools
were used:
1. Frequencies and Percentages. This was used to
determine the demographic profile of Southern Leyte DepEd nurses.
Formula: P = freq X 100 where N
N = total number of respondents
2. Mean. This was used to determine the level of sufficiency
given to DepEd nurses in terms of remuneration and other monetary
benefits, non-monetary benefits, budget allocation, and career
advancement; the level of job satisfaction; and the level of work
commitment.
Formula: X = Σx where N
Σx = the sum of the responses
N = total number of respondents
3. Kendall tau Correlation. This was employed to determine
the significant relationship between job satisfaction and work
commitment among DepEd nurses.
S
32
Formula: = where 1/2N(N-1)
S = actual responses
N = total number of respondents
CHAPTER 4
PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA
This chapter presents, analyzes and interprets the following data
gathered from the responses to the questionnaires relative to the
research subjects of this study:
A. The Profile of the Nurses at DepEd, Division of Southern Leyte
in Terms of Position, Length of Service, Educational
Qualifications, Employment Status, Age, Sex, Civil Status, and
Distance of Residence from Place of Assignment;
B. The Level of Sufficiency Given to DepEd Nurses, Division of
Southern Leyte in Terms of Remuneration and Other
Monetary Benefits, Non-monetary Benefits, Budget Allocation
and Career Advancement;
C. The Level of Job Satisfaction Among Nurses at DepEd,
Division of Southern Leyte;
D. The Level of Work Commitment Among Nurses at DepEd,
Division of Southern Leyte; And,
33
E. The Relationship Between Job Satisfaction and Work
Commitment Among the DepEd Nurses, Division of Southern
Leyte.
The data are presented using tables in accordance to the
sequencing of the sub-problems enumerated under the Statement of
the Problem portion in Chapter I.
A. The Profile of the Nurses at DepEd, Division of Southern
Leyte in Terms of Length of Service, Educational
Qualifications, Employment Status, Age, Sex, Civil Status,
and Distance of Residence from Place of Assignment.
Table 2 presents the profile of the DepEd nurses in terms of length
of service.
Table 2. Profile of DepEd Nurses in Terms of Length of Service
Number of Years in Service Frequency Percent (%)
Less than 2 years 2 6.7More than 2 to 10 years 26 86.7More than 10 to 20 years 1 3.3 More than 20 years 1 3.3
TOTAL 30 100
The table shows that 86.7% of the DepEd nurses have only been
working with the agency from 2 to 10 years. Super et al (1996) call this
time span of career development as Establishment Stage, wherein an
individual has just passed through the work process of exploration and
34
adaptation, and started working on the stabilization, consolidation and
advancement of his career. It is in this stage when an individual moves
from a beginner to an expert, no longer relying largely upon a superior,
but more upon peers interaction to further increase his knowledge and
skills (Flippo, 1984).
Only 3.3% of the total population of nurses have been able to
pass the Establishment Stage of their career and reached the
Maintenance Stage which is described by Super et al (1996) as the
holding action of one’s career, the phase wherein the employee
attempts to retain what he has established.
The table further shows that another 3.3% also have been able to
pass the Maintenance Stage and reached the Disengagement Stage,
the stability and decline of one’s career. It is the time when the
individual has firmly established experience and responsibilities and is
no longer open to new experiences (Flippo, 1984). His energy
decreases, and focus is now more directed towards retirement.
Table 3 presents the profile of the DepEd nurses in terms of
educational qualifications.
Table 3. Profile of DepEd Nurses in Terms of Educational Qualifications
Educational Qualifications Frequency Percent (%)
Nursing Graduate 23 76.7Masteral Level 7 23.3Masteral Graduate 0 0Doctoral Level 0 0Doctoral Graduate 0 0
35
TOTAL 30 100
The table shows that no one of the respondents is a masteral
graduate, on a doctoral level, nor a doctoral graduate. There are those
on masteral level but they only comprise 23.3% of the total population.
Hill, Hoffman and Rex (2005) state that acquiring higher
education is a form of human capital investment, and it generally leads
to higher worker productivity, greater output, and enhanced economic
prosperity. They aver that investments in higher education may yield
the following monetary social returns: technological spillovers, human
and physical capital complementaries, and increasing returns.
Technological spillovers means that social interaction is a catalyst
for learning and overall knowledge creation. The more contact that
takes place among educated people, the more the stock of knowledge
expands. Human and physical capital complementaries, on the other
hand, means that increased education, knowledge, and skills create an
increase in the quality of the existing physical capital stock. For
example, more educated workers use more sophisticated equipment
that results in improved productivity. And lastly, increasing returns
means that the acquisition of knowledge capital creates “endogenous”
growth ( or growth that feeds on itself) and economic returns that
accelarate (Hill, Hoffman and Rex, 2005).
Table 4 presents the profile of the DepEd nurses in terms of employment status.
36
Table 4. Profile of DepEd Nurses in Terms of Employment Status
Employment Status Frequency Percent (%)
Permanent 30 100Probationary 0 0Casual 0 0Contractual 0 0
TOTAL 30 100
The table shows that 100% the respondents already hold
permanent employment status at DepEd. Permanent employment
status is issued only to a person whose position is considered by
management as essential for the effective long term operation of the
organization. Thus, it is a proof of the school nurses’ importance to the
continuous effective operation of DepEd as an institution.
The permanency of a worker’s employment is part of job safety
that protects him under the law from job termination without due
process. It also guards him from coercion or feeling of arbitrary
treatment by management (Stoner and Wankel, 1987), and entitles him
the privileges and benefits associated with permanent status
employment.
Job safety is identified by Maslow, as cited by Newstrom and
Davis (1993) as one of human’s lower order needs, comprising bodily
safety such as freedom from a dangerous work environment, and
37
economic security such as a no-layoff guarantee, or a comfortable
retirement.
Miranda (1999) claims that an employee who is reasonably
secured enjoys a type of freedom or independence that stimulates him
to participate more wholeheartedly on the job and to work toward the
achievement of the organization objectives.
Table 5 presents the profile of the DepEd nurses in terms of age.
Table 5. Profile of DepEd Nurses in Terms of Age
Age Frequency Percent (%)
30 years old and below 2 6.731 to 40 years old 22 73.341 to 50 years old 5 16.7 51 to 60 years old 1 3.361 years old and above 0 0
TOTAL 30 100
The table shows that the DepEd nurse population are dominantly
young, with age group ranging from 31 to 40 years old.
Kanfer and Ackerman (2004) bring together several domains of
research and theory to provide a framework through which they believe
age related changes can effect motivational variables and in turn
influence work outcomes. They suggest that the psychological affects
of ageing can be thought of in four terms of development: loss, growth,
reorganization and exchange. Ageing, for example, may bring the loss
of fluid of mental ability and the growth of crystallized mental ability,
but it may also change other individual features such as shifts in the
38
values of certain goals (reorganization) and general changes in
personality traits (exchange).
In the evolution of career provided by Levinson and his
colleagues, as cited by Stoner and Wankel (1987), the 31 to 40 age
bracket, where 73.3% of the sample population belong, can be
generalized in two (2) series of personal and career-related crises or
transitions that occur in predictable sequence every five to seven years:
Age-30 Transition, and Settling Down.
Age-30 Transition is the state when an individual reviews his
progress towards previously established personal and career goals. If
the progress is satisfactory and in accordance to plans, he may keep on
following the track. If not, he may forge radical changes by moving into
another geographical location, another organization, or another career.
On the other hand, Settling Down is the state when an individual
strives toward job and career advancement, and become his own
person. Everything else is subordinated as he concentrate on getting
ahead on the job. However, if he feels that all his efforts are going
nowhere, he may also forge changes by moving into another
organization, no longer much with geographical or career since during
this time he may already have a family of his own, and become an
expert to the career he nurtures.
Table 6 presents the profile of the DepEd nurses in terms of sex.
39
Table 6. Profile of DepEd Nurses in Terms of Sex
Sex Frequency Percent (%)
Male 6 20 Female 24 80
TOTAL 30 100
Even though the number of male of nurses has been observed to
be on the rise, the table shows that the nursing career at DepEd is still
dominated by female population.
The dominance of women in the field of nursing in the Philippines
is rooted in our culture. Some Filipinos stereotype nursing as a female
job as it is attached to the traditional caregivers of every Filipino home:
the wife, mother, and sister (Estella, 2005).
Although it is already waning in the larger portion of society, the
stigma dictating that nursing is only for women and for effeminate men
is still one of the reasons why presently nursing courses are still ruled
by female enrollees.
The identification of the field of nursing with women could be
traced back during the pre-colonial era when Filipino women had status
as medicine women or mananambal (Karnow, 1990). Even at present
time, the Filipino women are still considered as home nurturers. It is
their responsibility to keep children clean and healthy. Even if they
already hold corporate jobs, they still are expected to fulfill their
traditional functions such as cooking, cleaning, teaching the children,
washing clothes, budgeting, and managing the home (Clamonte, 2007).
40
Table 7 presents the profile of the DepEd nurses in terms of civil status.
Table 7. Profile of DepEd Nurses in Terms of Civil Status
Civil Status Frequency Percent (%)
Single 5 16.7Married 25 83.3Separated 0 0 Widowed 0 0
TOTAL 30 100
The table shows that majority of the nurse population are already
married. Marital status is identified by Katz and Kahn (1978) as one of
the elements in Inter-role Conflict, a type of role conflict that individuals
can experience in the course of performing their jobs. Inter-role conflict
occurs when the different roles played by the same person give rise to
conflicting demands. To accomplish their roles as spouse and parents,
individuals maybe pressed to share child-care and other activities at
home that the performance of their roles as loyal workers maybe
neglected and may suffer.
Table 8 presents the profile of the DepEd nurses in terms of
distance of residence from place of assignment.
41
Table 8. Profile of DepEd Nurses in Terms of Distance of Residence from Place of Assignment
Distance of Residence from Frequency Percent (%)Place of Assignment (in Kilometers)
3 kilometers and below 2 6.74 to 30 kilometers 16 53.3 31 to 50 kilometers 3 10.051 to 150 kilometers 8 26.7 151 kilometers and above 1 3.3
TOTAL 30 100
The table shows that 53.3% of the respondents are living 4 to 30
kilometers away from the place of assignment. Within these distances,
a worker has to commute daily in going to work and could no longer go
home at noon break. He either packs his lunch in the morning before
going to the office, or has to buy it at the affordable nearest canteen or
cafeteria. Stoner and Wankel (1987) reveal that distance of residence
from the place of assignment is one of the essential factors affecting
physical stress among workers: the hassles of waking up early and
catching the early public vehicle, and the anxiety of being late for
work.
Stress is defined by Newstrom and Davis (1993) as the general
term applied to the pressures people feel in life. Flippo (1984) claims it
creates a physiological or psychological imbalance within the individual.
Stress can have serious consequences for both the workers’ health and
42
their work performance because it can cause depression, irritation,
anxiety, fatigue, lowered self-eteem, and reduced job satisfaction
(Stoner and Wankel, 1987).
B. The Level of Sufficiency Given to DepEd Nurses, Division of
Southern Leyte in Terms of Remuneration and Other
Monetary Benefits, Non-monetary Benefits, Budget
Allocation and Career Advancement
Table 9 presents the level of sufficiency given to DepEd nurses in
terms of remuneration and other monetary benefits.
Table 9. Level of Sufficiency Given to DepEd Nurses in Terms of Remuneration and Other Monetray Benefits
Indicators Mean Description Weighted Mean Description Response Response Monthly Salary 2.23 InsufficientPERA and ADCOM 2.20 InsufficientTransportation and Fieldwork Allowances 1.47 Very InsufficientHazard Pay 2.70 SufficientYear-end Bonus and Cash Gift 2.53 SufficientProductivity Incentive 2.53 SufficientStep Increment 2.47 InsufficientClothing Allowance 2.60 SufficientMedical and Hospitalization 1.63 Very Insufficient
2.26 Insufficient
Legend: Mean Response Adjectival Rating 3.25 – 4.00 - Very Sufficient 2.50 – 3.24 - Sufficient 1.75 – 2.49 - Insufficient 1.00 – 1.74 - Very Insufficient
The table shows that in terms of remuneration and other
monetary benefits, majority of the DepEd nurses find their
43
transportation and field work allowances, and medical and
hospitalization to be Very Insufficient; and their monthly salary, PERA
and ADCOM, and step increment to be insufficient. They however find
their hazard pay, year-end bonus and cash gift, productivity incentive,
and clothing allowance to be Sufficient.
Over all the DepEd nurses reported their remuneration and other
monetary benefits to be Insufficient, with the weighted mean response
of 2.26.
Newstrom and Davis (1993) stress that money is very important
to employees because of its both economic and social value. It serves
as a medium of exchange for allocation of economic resources, as well
as a social status symbol for those who have it and can save or spend
it. It is the most tangible form of a worker’s survival because it
immediately answers his physiological needs for food, shelter, and
clothing. Thus, the most grieve disservice that an organization can
extend to its employees is to grant them with insufficient monetary
benefits.
Miranda and Miranda (2002) aver that money is the “greatest
motivator of them all,” and that man of the present century is a highly
materialistic creature craving more and more for material goods that
will contribute to higher standards of living. They add that a usual job
hunter is not interested in the job itself which will enable him to use his
44
talent and skills, but rather on the remuneration that such a job offers,
that is money rewards, whether expressed as salaries or wages.
Table 10 presents the level of sufficiency given to DepEd nurses
in terms of non-monetary benefits.
Table 10. Level of Sufficiency Given to DepEd Nurses in Terms of Non-monetray Benefits
Indicators Mean Description Weighted Mean Description Response Response Recognition for Completion Masteral/Doctoral Degree 1.70 Very InsufficientStudy Leave 1.83 InsufficientScholarships 1.50 Very Insufficient
1.68 Very Insufficient
Legend: Mean Response Adjectival Rating 3.25 – 4.00 - Very Sufficient 2.50 – 3.24 - Sufficient 1.75 – 2.49 - Insufficient 1.00 – 1.74 - Very Insufficient
The table shows that over-all, the DepEd nurses find their non-
monetary benefits to be Very Insufficient with 1.68 as the weighted
mean response.
Stoner and Wankel (1987) reveal that remuneration and other
monetary benefits are not enough to make a person satisfied and
committed. His esteem and self-actualization needs must also be
responded to by the organization through non-monetary benefits.
Maslow, as cited by Stoner and Wankel (1987) describes two (2)
types of esteem needs: 1) the desire for achievement and competence;
and 2) the desire for status and recognition. In organizational terms, it
45
has always been basically the drive of every person to be good at his
job, and at the same time to feel that he is achieving something
important when he performs his job.
Self-actualization need is the highest rung in Maslow’s hierarchy
of needs wherein a person looks for meaning and personal growth for
his work, and actively seeks out new responsibilities. This need would
vary from individual to individual. For some individuals, producing work
of high quality maybe a means for self-actualization, while for others,
developing creative, useful ideas serves the same need (Stoner and
Wankel, 1987).
Flippo (1984) explains that sufficient monetary and non-monetary
benefits could bring out three (3) things for the organization: 1) attract
capable employees; 2) motivate them toward superior performance;
and 3) retain their services over an extended period of time.
However, if a worker does not receive the remuneration and other
monetary and non-monetary benefits he feels entitled, and what he
thinks sufficient for his needs, he often show dissatisfaction and
eventually less commitment to his job as can be shown by becoming
angry and working less hard. He may even increase absenteeism, or
even leave his job (Cropanzano and Folger, 1991).
An individual could only feel that the compensation (monetary or
non monetary) he is getting is sufficient if it is attached to the concept
of fairness and equity. Cropanzano and Folger (1991) contend that
46
when employees react to the way they are treated at work, their
motivation to respond in one fashion or another cannot be understood
adequately without taking into account two separate notions of
fairness: the distributive justice, and the procedural justice.
Traditionally the organizational science literature has considered
only one way of describing what it means to be fairly treated. It is
through distributive justice as illustrated by the equity theory of Adams.
According to equity theory, a person determines whether or not he is
treated fairly at work by examining his own payoff ratio of outcomes to
inputs and comparing that ratio with the corresponding outcome-input
ratio obtained by others such as their coworkers (Cropanzano and
Folger, 1991).
A second way of thinking about what it means to be treated fairly
is through procedural justice wherein the focus lies on the manner in
which the decision-making process is conducted (Cropanzano and
Folger, 1991). The focus shifts from what was decided (distributive
justice) to how the decision was made.
In 2001, Valadez and Anthony examined the level of job
satisfaction and commitment among two-year college part-time faculty
members towards their professional roles, responsibilities and rewards.
They found out that part-time faculty members with higher level of
perception on fair and just compensation for their works had higher
47
level of work commitment than those who were frustrated by modest
pay and meager benefits.
Table 11 presents the level of sufficiency given to DepEd nurses
in terms of budget allocation.
Table 11. Level of Sufficiency Given to DepEd Nurses in Terms of Budget Allocation
Indicators Mean Description Weighted Mean Description Response Response Salaries and Wages 2.37 InsufficientOther Compensation and Benefits 2.40 InsufficientTransportation and Fieldwork Allowances 1.50 Very InsufficientOffice Supplies, Fixtures and Furnitures 1.50 Very InsufficientLaboratory Equipment and Facilities 1.33 Very Insufficient
1.82 Insufficient
Legend: Mean Response Adjectival Rating 3.25 – 4.00 - Very Sufficient 2.50 – 3.24 - Sufficient 1.75 – 2.49 - Insufficient 1.00 – 1.74 - Very Insufficient
The table shows that the DepEd nurses perceive their salaries and
wages, and other compensation benefits as Insufficient; while their
transportation and fieldwork allowances, office supplies, fixtures and
furnitures, and laboratory equipment and facilities as Very Insufficient.
Over-all, they find the budget allocated for their department to be Very
Insufficient with 1.88 as the weighted mean response.
Budget allocation is very important to every employee as it is the
process wherein organization allots money for its future programs and
48
activities. They may include raising salaries and wages, hiring and
training personnel, and purchasing new equipment.
Irvine (1970) states that budgets can have a positive impact on
motivation and morale of workers if they are included in the process.
Most individuals need to achieve things they are committed to and
desire to be accepted by groups to which they belong. Budgets can
activate these motivational factors by creating common goals and the
feeling that everyone is working toward them.
However, budgets could also be a foreteller of an undesirable
future for employees, and therefore a bringer of demoralization. In
series of oral interviews conducted by the researcher, the DepEd nurses
admitted that they are not included in the organization’s budget
preparation process, and that the amount allocated for them in the end
are below of what they feel as sufficient to answer their financial and
work resource needs. More particularly, in the aspect of allocating
budgets for office supplies and fixtures and furnitures, and laboratory
equipment and facilities, the respondents reported that they should
have been consulted by management on what items to prioritize for
allocation as they are the ones who are on the frontline and are the
main users of the equipment and dispensers of the medicine supplies.
A study conducted by Magner et al (1996) revealed that
performance among workers can be negatively affected by the
following resource allocation conditions: a) unfavorable distribution of a
49
helpful work resource; and b) unfair procedure of work resource
allocation. The negative effects would range from low morale,
tardiness, absenteeism, and low productivity, to eventual turnover.
Table 12 presents the level of sufficiency given to DepEd nurses
in terms of career advancement.
Table 12. Level of Sufficiency Given to DepEd Nurses in Terms of Career Advancement
Indicators Mean Description Weighted Mean Description Response Response Trainings, Seminars and Other Activities to Improve Present Job 2.07 InsufficientTrainings and Seminars and Other Activities to Prepare Higher Position and Responsibilities 1.77 InsufficientVacant Positions for Promotion 1.80 Insufficient
1.88 Insufficient
Legend: Mean Response Adjectival Rating 3.25 – 4.00 - Very Sufficient 2.50 – 3.24 - Sufficient 1.75 – 2.49 - Insufficient 1.00 – 1.74 - Very Insufficient
The table shows that over-all, the DepEd nurses find their career
advancement opportunities to be Very Insufficient with 1.88 as the
weighted mean response.
Insuffiency of opportunities for career advancement provides
negative impact both to employees and the organization. To the
employees, it could send the message that they are on a career
plateau and are not going anywhere in the corporate ladder. To the
organization, on the other hand, it reflects grieve indifference to its
50
people’s career progressions that eventually would contribute to its
downfall, considering that the quality of every organization will depend
primarily on the quality of skills, competence and motivation of the
people operating it.
Career plateau is defined by Stoner and Wankel (1987) as “the
point in a career where the likehood of additional hierarchical
promotion is very low.” Its cause is not always due to personal
shortcomings, but more often due to a normal organizational
occurrence such as lack of personnel development programs, and the
workers’ lack of skill in organizational politics.
C. The Level of Job Satisfaction Among Nurses at DepEd,
Division of Southern Leyte
Table 13 presents the level of job satisfaction among DepEd
nurses.
Table 13. Level of Job Satisfaction Among DepEd Nurses
Indicators Mean Description Weighted Mean Description Response Response Being able to keep busy all the time 2.90 SatisfiedThe chance to work alone on the job 2.80 SatisfiedThe chance to do different things from time to time 2.80 SatisfiedThe chance to be somebody in the community 2.83 SatisfiedThe way immediate supervisor handles his/her subordinates 2.23 DissatisfiedThe competence of supervisor in making decisions 2.40 DissatisfiedBeing able to do things that don’t go against conscience 2.70 SatisfiedThe way job provides for steady employment 2.87 Satisfied
51
The chance to do things for other people 2.83 SatisfiedThe chance to tell people what to do 2.83 SatisfiedThe chance to do something that makes use of abilities 2.77 SatisfiedThe way the policies of DepEd are put into practice 2.33 DissatisfiedSalary and amount of work 2.47 DissatisfiedThe chances of advancement on job 2.23 DissatisfiedThe freedom to use own judgement 2.83 SatisfiedThe chance to try own method to do the job 2.80 SatisfiedThe physical aspect of work 2.77 SatisfiedThe way coworkers get along with each other 2.70 SatisfiedThe praise for doing a good job 2.63 SatisfiedThe feeling of accomplishment from the job 2.63 Satisfied
2.67 Satisfied
Legend: Mean Response Adjectival Rating 3.25 – 4.00 - Very Satisfied 2.50 – 3.24 - Satisfied 1.75 – 2.49 - Dissatisfied 1.00 – 1.74 - Very Dissatisfied
The table shows that over-all, the DepEd nurses are Satisfied with
their jobs, indicating a 2.67 weighted mean response. They however
admit to be Dissatisfied in the following aspects: human relations
supervision (“The way my immediate supervisor handles his/her
subordinates”); technical supervision (“The competence of my
supervisor in making decisions”); company policies and practices ( “The
way the policies of depEd are put into practice”); compensation (“My
salary and the amount of work I do”); and, advancement (“The chances
of advancement on this job”).
Supervision forms a significant role relating to job satisfaction in
terms of the ability of the supervisor to provide his subordinates with
52
emotional and technical support and guidance with work-related tasks
(Robbins et al, 2003).
According to Ramsey (1997), supervisors contribute to their
subordinates’ high or low morale depending on how their technical and
human relations abilities are applied in the workplace. He adds that
supervisors with high relationship behavior strongly impact on job
satisfaction.
Daley (1997), in his regression analysis of the cross-sectional
survey among US Federal employees, stated that an employee’s overall
sense of job satisfaction is related to their evaluation of their
supervisor. One of his conclusions is that the organization and
supevisors need to pay particular attention to those factors that
employees expect them to provide. He sees job satisfaction as the
responsibility of supervisor. The frontline supervisor is the frontline
employee’s link to the organization and determines to a great degree
how the organization is perceived. The supervisor is also the individual
who must establish expectancy links to the services offered by the
organization.
As to organizational policies as a factor on job satisfaction,
research by Andrews (2003) reveals that employees who perceive the
practice of organizational policies as fair and equitable are more
cooperative and supportive than those who perceive them as
inconsistent and discriminatory. Policies are rules of action for the rank
53
and file to show them how they are expected to obtain the desired
results (Miranda and Miranda, 2002), thus if these policies are
inconsistent, a worker may feel lost and may not be able to find his way
in a maze of organizational activities.
Coleman and Kleiner (1999) state that employees who can relate
to the policies and products or services of their organization can easily
relate more to organizational culture, and can make the necessary
adjustment to become an active member of that culture.
As to compensation, Flippo (1984) explains that it can only affect
job satisfaction if employees perceive it to be inequitable in relation to
their inputs and contributions. He adds that the introduction of pay
system is an event of major importance to employees, and that its
effects upon them cannot be ignored as it affects satisfaction. Under-
reward, over-reward, and inconsistency of reward not only tend to lead
to lower satisfaction but encourage behavior that often proves
dysfunctional to organizational objectives. According to him, a sound,
systematic, consistent system of compensation determination will do
much to promote equity and satisfaction, provided that such a system
is understood and reasonably accepted by most employees.
And lastly, as to career advancement, researchers conducted by
Ellickson and Logsdon (2002), Kreitner and Kinicki (2001), and the Info-
Tech Research Group (2001) yield that job satisfaction are strongly
54
related to career advancement, either in the form of promotion or
career enhancement.
Ellickson and Logsdon (2002) conducted a study among municipal
government workers and found out that promotional opportunities were
positively and significantly related to job satisfaction. Kreitner and
Kinicki (2001) states that the positive relationship between promotion
and job satisfaction is dependent on perceived equity by employees.
On the other hand, the Info-Tech Research Group (2001) revealed
that in their survey among information technology staffers, two thirds of
the respondents were attracted by the opportunities for training to
learn and enhance skill or for continuing the individual’s education,
twice as many as those who reported salary and benefits as main
attractors.
D. The Level of Work Commitment Among Nurses at DepEd,
Division of Southern Leyte
Table 14 presents the level of work commitment among DepEd
nurses.
Table 14. Level of Work Commitment Among DepEd Nurses
Areas and Indicators Mean Description Weighted Mean Description Response ResponseJob Involvement The most important things that happen involve present job 4.23 Mildly Committed Job is only a small part of who he is 3.33 Mildly not Committed Very much involved personally
55
in job 4.37 Committed Lives, eats, and breathes job 4.30 Mildly Committed Interests are centered around job 3.83 Mildly Committed Very strong ties with present job which would be very difficult to break 3.77 Mildly Committed Usually feels detached from job 2.67 Mildly not Committed Most of personal life goals are job oriented 3.80 Mildly Committed Considers job to be very central to existence 3.93 Mildly Committed Likes to be absorbed in job most of the time 3.70 Mildly Committed 3.79 Mildly CommittedCareer Commitment If could get another job different from being a nurse, and paying the same amount, would probably take it 2.33 Not Committed Definitely wants a career in nursing 3.83 Mildly Committed If could do it all over again, would not choose to work in the nursing profession 2.23 Not Committed If had all the money needed without working, would probably still continue to work in the nursing profession 3.57 Mildly Committed Likes the vocation too well to give it up 3.27 Mildly not Committed Nursing is the ideal vocation in a life work 3.33 Mildly not Committed Disappointed that ever entered the nursing profession 2.20 Not Committed Spends a significant amount of personal time reading nursing- related journals or books 3.47 Mildly not Committed 3.03 Mildly not CommittedOrganizational Commitment Willing to put in a great deal of effort beyond that normally expected in order to help DepEd be successful 5.30 Strongly Committed Talks up DepEd to friends as a great organization 4.90 Committed Accepts almost any type of job assignment in order to keep working at DepEd 4.23 Mildly Committed Finds that his values and DepEd’s values are very similar 4.50 Committed Proud to tell others that he is part of DepEd 5.17 Strongly Committed
56
DepEd really inspires the very best in him in the way of job performance 4.57 Committed Extremely glads that chooses DepEd to work for, over others he was considering at the time he joined 4.63 Committed Really cares about the fate of DepEd 5.13 Committed For him, DepEd is the best of all possible organizations for which to work 4.60 Committed 4.78 CommittedSUMMARY 3.87 Mildly CommittedLegend: Mean Response Adjectival Rating 5.15 – 6.00 - Strongly Committed 4.32 – 5.14 - Committed 3.49 – 4.31 - Mildly Committed 2.66 – 3.48 - Mildly not Committed 1.83 – 2.65 - Not Committed 1.00 – 1.82 - Strongly not Committed
The table reveals that the respondents are Committed to DepEd
as their organization, and Mildly Committed to their job as Public Health
Nurses. On the other hand, the table also reveals the respondents to
be Mildly not Committed to their nursing career. Over all, however, the
respondents reported to be Mildly Committed to their work with a
weighted mean response of 3.87.
In terms of organizational commitment, the respondents show
strong willingness towards putting a great deal of effort to help DepEd
be successful, and are highly proud to tell others that they are part of
the organization. These responses validate the first two of the three
related determinants characterizing organizational commitment
identified by Neale and Northcraft (1991) which are stated as follows: 1)
a strong belief in and acceptance of the organization’s goals and
57
values; and 2) a willingness to exert considerable effort on behalf of the
organization; and 3) a strong desire to maintain membership in the
organization. The third determinant still needs further validation
through future studies that would give focus on factors affecting
employee retention and turnover.
Moreover, in terms of job involvement, the respondents admit
that they are Committed to being “I am very much involved personally
in job”; and Mildly Committed to “I live, eat, and breathe my job”, and
“The most important things that happen to me involve my present job”.
These responses validate Newstrom and Davis’ (1993) definition of job
involvement as “degree to which employees immerse themselves in
their jobs, invest time and energy in them, and view work as a central
part of their overall lives”.
According to Newstrom and Davis (1993), a job-involved
employee is a compliant of work ethics and likes participating in
organizational activities. He always strives to exceed the normal job
expectations, welcomes the call of working long hours, and is seldom
late or absent.
Lastly, in terms of career commitment, it is interesting to note
that the DepEd nurses give it an adjectival rating of “Mildly not
Committed”, with a weighted mean response of 3.03. Their negative
responses prove that even if they are committed to the organization
and involved to their job, these are still not enough for them to be able
58
to build a meaningful and worth of a lifelong pursuit vocation or
profession. The most apparent questions which received from them
Mildly not Committed answers are the following: a) “I like this vocation
too well to give it up”; b) “This is the ideal vocation for a life work”; and
c) “I spend a significant amount of personal time reading nursing-
related journals or books”.
Hall (1997) states that career commitment is reinforced by
individual’s independent choice and attainment of goals, thereby
promoting feelings of success and growth. Career commitment then
has interdependency with career development. A person who is not
committed to his career will likely not be able to develop it. On the
other hand, a person who does not have opportunity to develop his
career will likely show lower career commitment.
Career commitment has been examined in relation to work
behaviours such as job withdrawal intentions and skill development,
and evidences support the strong relationships.
Bedeian et al (1991) examined career commitment and its
relationship to the expected utility of the present job as a predictor of
turnover intention and actual turnover behavior in a sample of 244
nurses. Using Blau’s career commitment questionnaire, results showed
that nurses with higher career commitment were also less likely to want
to leave their job.
59
Aryee and Tan (1992), in their study on the antecedents and
outcomes of career commitment in a sample of 510 nurses and
teachers revealed that the significant predictors of career commitment
were career satisfaction, organizational opportunity and organizational
commitment. The study further showed career commitment as
significantly and negatively correlated to career and job withdrawal
intentions.
E. The Relationship Between Job Satisfaction and Work
Commitment Among the DepEd Nurses, Division of Southern
Leyte
Table 15 presents the relationship between job satisfaction and
work commitment among DepEd nurses.
Table 15. Relationship Between Job Satisfactionand Work Commitment Among DepEd Nurses
Variables Correlation Coefficient
Interpretation p-value Decision
JobSatisfaction
WorkCommitment
0.48 ModerateAssociation
0.00 Reject Ho*
* If p-value <level of significance (0.05), then reject Ho.
The Kendall-tau correlation coefficient of 0.48 indicates a
moderate positive association between job satisfaction and work
commitment.
60
The p-value of 0.00 is less than the 5% level of significance, thus
the null hypothesis is rejected. This means that job satisfaction is
significantly related to work commitment.
The significant relationship of job satisfaction and work
commitment is evident in a study conducted by Stordeur et al (2001) on
leadership, organizational stress, and emotional exhaustion among
nursing hospital staff wherein job satisfaction emerged to be an
immediate antecedent of work commitment.
Belovich (1997) in her review of the related work commitment
literature suggested that lack of commitment can be an outcome of
dissatisfaction, and could result to employee absenteeism, turnover,
and reduced effort.
Kadyschuk (1997) in his explanation of the relationship between
job satisfaction and work commitment applied Becker’s theory of side
bets. He stated that an individual acts in committed manner because
of previously extraneous situational factors which have become agents
of influence or ‘investments’ in the individual’s present action. He
further supported it with Farrell and Rusbult’s investment model which
describes commitment as a function of several factors such as the
rewards and costs (satisfaction) derived from the job”.
61
CHAPTER 5
SUMMARY OF FINDINGS, CONCLUSIONS AND
RECOMMENDATIONS
This chapter summarizes the findings of the study. It also drafts
conclusions and recommendations based on the findings.
Findings
The findings are summed up as follows:
A. The Profile of the Nurses at DepEd, Division of Southern Leyte
in Terms of Position, Length of Service, Educational
Qualifications, Employment Status, Age, Sex, Civil Status, and
Distance of Residence from Place of Assignment
Majority of the DepEd nurses have only been working with the
agency from 2 to 10 years. 23.3% of them are on masteral level, but
no one is a masteral graduate, on doctoral level, nor a doctoral
graduate. Already holding permanent positions, the respondents are
62
dominantly married and young, with age bracket ranging from 31 to 40
years of age. Most of them are assigned to workstations 4 to 30
kilometers away from their residences.
B. The Level of Sufficiency Given to DepEd Nurses, Division of
Southern Leyte in Terms of Remuneration and other Benefits,
Non-monetary Benefits, Budget Allocation and Career
Advancement
In terms of remuneration and other monetary benefits, majority
of the DepEd nurses find their transportation and field work
allowances, and medical and hospitalization to be very insufficient; and
their monthly salary, PERA and ADCOM, and step increment to be
insufficient. They however find their hazard pay, year-end bonus and
cash gift, productivity incentive, and clothing allowance to be
sufficient.
In terms of non-monetary benefits, the DepEd nurses reported
them to be very insufficient, so are the budget allocated for their
department, and the opportunities provided by management for career
advancement.
C. The Level of Job Satisfaction Among Nurses at DepEd, Division
of Southern Leyte;
Over-all the DepEd nurses are satisfied with their job. They
however are dissatisfied in the aspect of human relations supervision,
63
technical supervision, company policies and practices, compensation,
and advancement.
D. The Level of Work Commitment Among Nurses at DepEd,
Division of Southern Leyte
The research shows that the DepEd nurses are committed to
DepEd as their organization, and mildly committed to their job. They
however mildly not committed to their career as nurse. Nevertheless,
in general, the respondents are mildly committed to their work.
E. The Relationship Between Job Satisfaction and Work
Commitment Among the DepEd Nurses, Division of Southern
Leyte.
The Kendall-tau indicates a moderate positive association
between job satisfaction and work commitment. The p-value is less
than the 5% level of significance, which means that job satisfaction is
significantly related to work commitment.
Conclusions
Based on the findings of the study, the researcher has attained
the following conclusions and generalizations:
1. Only a small percentage of the total population of nurses have
stayed with DepEd beyond ten years. Within the 10 year
period, 91.7% of the DepEd nurses have resigned from the
organization. They either transferred to other organization,
64
or changed other career paths. The dominance of young
nurses indicates that majority of them do not stay with DepEd
until retirement, but only until they gain enough experience
or find better opportunities.
2. As perceived by the DepEd nurses, there is a level of
insuffiency given to them by the organization in terms of
remuneration and other benefits, non-monetary benefits,
budget allocation, and career advancement.
3. The DepEd nurses are satisfied with their job, except in the
aspect of supervision, company policies and practices,
compensation, and advancement.
4. The DepEd nurses show commitment to DepEd as their
organization, and mild commitment to their job as public
health nurse. They however show mild non-commitment to
their career as nurse.
5. There is a significant relationship between job satisfaction and
work commitment.
Recommendations
Based on the findings and conclusions presented, the researcher
has arrived at the following recommendations:
65
1. The DepEd management to revisit and effect changes in their
human resource policies and programs, particularly on the
following:
1.1. The compensation packages that according to Flippo
(1984) can: a) attract capable employees to the
organization; b) motivate them toward superior
performance; and c) retain their services over an
extended period of time.
1.2. Budget allocations for nurses that are directed towards
the increase of salary and other monetary benefit
increases, purchase of office supplies, fixtures and
furnitures, and improvement of laboratory equipment
and facilities.
1.3. Career advancement programs such as career relevant
trainings, scholarships and job promotions, as well as
constant reorientation of the company’s policies and
best practices to inculcate positive culture among the
employees.
1.4. Regular supervisory trainings for supervisors to prevent
complaints and dissatisfaction from subordinates that
may be brought about by their lack of human relations
and technical skills.
66
2. The DepEd management and health legislators to consider
the herein proposed implementing guidelines for monetary
and non-monetary benefits of nurses in their studies and
research and formulation of human resource development
plans.
CHAPTER 6
OUTPUT OF THE STUDY
Proposed Implementing Guidelines for Monetary and Non-
monetary Benefits of Nurses at the Department of Education
(DepEd)
Overview
The primary intention of these proposed implementing guidelines
for monetary and non-monetary benefits of DepEd nurses is to respond
67
to the agency’s problems on job satisfaction, work commitment, and
job turnover.
The proposed implementing guidelines are divided into two (2)
portions: the augmentation of the monetary benefits of DepEd nurses;
and the augmentation of the non-monetary benefits of DepEd nurses.
The proposed implementing guidelines for monetary benefits of
DepEd nurses tackle the following agenda: 1) across-the-board
increase by 3,000; 2) increase of step increments by 7.5%; 3) full
implementation of Republic Act No. 9173, otherwise known as the
“Philippine Nursing Act of 2002”; 4) by-phase increase of salaries; and,
5) creation of provident fund for DepEd nurses.
On the other hand, the proposed implementing guidelines for
non-monetary benefits of DepEd nurses tackle the following agenda:
1) inclusion of Philippine Nursing Association (PNA) representative in
regional planning; 2) institutionalizing of a regional council of DepEd
nurses; 3) regular conduct of seminars and trainings; 4) granting of
scholarships; 5) adoption of an employees’ performance evaluation
devise; 6) implementation of a job promotion process; 7) increase of
medicine supplies and laboratory equipment; and 8) provision of
transportation vehicles to nurses assigned to far and secluded areas.
Background Information
68
The DepEd came into being on September 06, 1901 by virtue of
Public Act No. 222. Named first as the Department of Public Instruction
(DPI), it later underwent name revisions: Department of Education and
Culture (DEC); Ministry of Education and Culture (MEC); Department of
Education, Culture and Sports (DECS); and now, Department of
Education.
DepEd is organized into two major structural components: the
Central Office and the field offices, which consist of regional offices and
school divisions.
The Central Office consists of the Department proper, service
offices, staff bureaus and 6 centers. One of the centers is the School
Health and Nutrition Center (SHNC) where the school nurses belong.
The school nurses, together with the doctors and dentists are
responsible for the implementation of the school health and nutrition
programs of DepEd. These programs consist the following
(www.deped.gov.ph): health and nutrition education; national drug
education; health services; medical, dental and nursing; TB (pulmonary
tuberculosis) prevention and control; school milk project; and breakfast
feeding program.
Rationale
It is the mandate of DepEd to develop, promote, provide and
ensure basic education responsive to the internal, external and
69
emerging learning needs of every Filipino child. However, this
mandate has been constantly challenged by lack of job satisfaction and
work commitment, and fast turnover among the school nurses who
are among the key DepEd personnel expected to realize it.
Hence, utilizing the findings of this study, and with the eagerness
to help DepEd in the realization of its mandate, the researcher has
developed this proposed implementing guidelines for monetary and
non-monetary benefits of DepEd nurses as a response to the problems
on job satisfaction, work commitment, and job turnover.
Goal
These proposed implementing guidelines are aimed at the
monetary and non-monetary benefits of nurses at DepEd.
Objectives
These proposed implementing guidelines are formulated to
realize the following objectives:
1. To augment the monetary benefits of DepEd nurses; and
2. To augment the non-monetary benefits of DepEd nurses.
Implementation Strategies
The proposed implementing guidelines are divided into two (2)
portions: a) implementing guidelines on the augmentation of the
70
monetary benefits of DepEd nurses; and b) implementing guidelines on
the augmentation of the non-monetary benefits of DepEd nurses.
A. Augmentation of the Monetary Benefits of DepEd
Nurses. These proposed benefits are ontop of those
contained in the Magna Carta of Public Health Workers
(Republic Act No. 7305) that the DepEd nurses at the
Southern Leyte Division are already receiving. The following
proposed benefits are:
1. Across-the-board increase by 3,000. The recently
approved increase was only 10% of the DepEd nurses’
base pay, and therefore not enough to alleviate the effects
of inflation. Besides, the 10% percent increase was even
biased against the government employees with lower
salary and was only serving those executives receiving
monthly salaries of 30,000 and up, as it adversely
contributed to the yawning compensation gap between the
two employment levels.
2. Increase the step increments of DepEd nurses by 7.5%.
Presently, step increments received by government
employees for staying in the job for three years are fixed
at 2.5% of their base pay which are unrealistic since
inflation rates do not only go up 2.5% within a three year
period. According to the arbitrary estimates provided by
71
Civil Service Commission (www.csc.gov.ph), it will go
higher as 7.5% of a regular government employee holding
salary grade 8 or 9 positions.
3. Full implementation of Republic Act No. 9173, otherwise
known as the “Philippine Nursing Act of 2002”, particularly
the provision in Section 32 which raises the minimum
salary grade of nurses to 15. Presently the entry salary
grade of DepEd nurses is only 12, with a monthly base pay
of P11,167.00. With the full implementation of this law,
the entry base pay of nurses will be at P15,000.00 per
month.
4. A by-phase increase of salaries of DepEd nurses until they
become at par with those of nurses working in GOCCs and
GFIs.
5. Creation of a provident fund for DepEd nurses to help them
in times of financial constraints. Services to be offered by
this Fund could be: retirement pay, free hospitalization
(for the members and immediate families), and some
types of low-interest loan later deemed considered
necessary by the fund managers.
B. Augmentation of the Non-monetary Benefits of DepEd
Nurses.
72
1. Inclusion of Philippine Nursing Association (PNA)
representative in DepEd’s regional planning, specifically in
the aspect of budget allocation, career development and
management, recruitment and selection, and performance
management. Through proper representation, the
concerns of the DepEd nurses will reach to management
and could be considered in its formulation of upcoming
projects and programs.
2. Institutionalizing a regional council of DepEd nurses to
update members on information how to improve their jobs
and to facilitate their concerns, issues, and demands to
management.
3. Regular conduct of seminars and trainings that will enrich
the performance of the DepEd nurses’ present jobs, and
that will prepare them for movements, promotions, and
higher job responsibilities, such as series of supervisory
trainings, seminars on team building, patient relations,
performance evaluation, and other activities focused on
job efficiency and career pathing.
4. Granting of scholarships or “study now, pay later” scheme
for those deserving DepEd nurses who have interest in
pursuing doctoral degree in medicine.
73
5. Adoption of an objective employees’ performance
evaluation devise that will enable to recognize and
monitor the performance and competence of DepEd
nurses. At present, DepEd is not equipped with
performance and competency management system that
can eradicate subjectivity, link performance standards,
and enhance career management and growth.
6. Implementation of a systematic and objective process for
supervisors of moving and promoting employees that
delimit special treatments, and that which consider the
factors of performance, skills, and abilities instead.
7. Increase of medicine supplies and laboratory equipment.
One of the major demoralizing problems faced by DepEd
nurses today are the lack of medicines and equipment
which make them feel helpless. Some of the medicines
needed are for treatment of ailments found among
elementary school children, such as dental caries, acute
upper respiratory infections, pediculosis, undernutrition,
iron deficiency anemia, skin diseases (prevalent is Tinia
Flava or locally known as ‘ap ap’), and impacted cerumen.
8. Provision of transportation vehicles to nurses assigned to
far and secluded areas. Due to lack of DepEd service
vehicles, nurses are still risking their lives on public utility
74
motorcycles (locally known as “habal-habal”) in visiting
schools located in far-flung barangays.
Implementation Machinery
For effective and efficient implementation of the proposal, the
following should be placed:
The Division Superintendents. To facilitate the submission of
the subject proposed guidelines to top management so that they
maybe considered in its regular formulation of organizational
development plans.
The DepEd top management. To include the proposed
guidelines in the formulation of its development plans particularly in
the aspect of budget allocation, career advancement, and benefits.
The health legislators. To pass into laws the proposed
guidelines on salary increase, step increment, and granting of
scholarships or “study now, pay later” schemes for DepEd nurses.
The DepEd nurses. To forward and lobby the proposed
guidelines that they may reach to the attention of the school
superintendents, the DepEd top management, and health legislators.
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75
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Gatbonton, P.B. (2006). Revisiting the doctor-as-nurse phenomenon. www.manilatimes.net/national/2006/aug/06/yehey/top_stories/20060806top3.htm
Gonzales, E. (2004). Medical notes: why do many Filipinos want to become nurses? www.mb.com.ph/issues/2004/07/29/ HLTH2004072914832.html
Hicap, J.M. (2006). DepEd focuses on health needs. www.manilatimes.net/national/2006/july/15/yehey/metro/20060715met13.html
http://wiki.answers.com/q/what_is_descriptive_research.html
Info-Tech Research Group (2001). The business case for employee retention. www.technologynews.net/retention/index.cfm
Lacerna, C. (2005). Doctors taking up nursing to earn more in America.
www.sunstar.com.ph/forums/viewtopic.php?t=1898&sid=6de71c8438b8b335fee749e5893b69b1
Mercado, S.P. (2007). Managing the shift in nursing directions. www.doh.gov.ph
Omi, S. (2006). The exodus of health workers from the Western Pacific Region is endangering public-health systems. www.wpro.who.int/media_centre/press_releases/pr_20060407+(Op-ed).htm
Villas, A.T. (2004). The future of Filipino nurses. www.mb.com.ph/issues/2004/09/19/MTNN2004091918696.html
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APPENDIX A
Letter Request for Research to Conduct
September 6, 2007
DR. VIOLETA M. ALOCILJA, CESO VSchools Division SuperintendentDepEd, Division of Southern LeyteMantahan, Maasin City
Dr. Alocilja:
I will be working on a thesis entitled, “The Prospects of a Nursing Career at the Department of Education in the Context of Job Satisfaction and Work Commitment”, as a requirement for the completion of my Masteral Degree in Public Administration at the College of Maasin, Maasin City.
In view of this, I am respectfully asking your good office for approval to conduct a research among the public school nurses in your division.
Rest assured that the data that will be gathered will be treated with utmost respect and confidentiality, and that the results will be used for research and educational purposes only.
Very truly yours,
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PORFERIO A. SALIDAGA, JR.Researcher
APPENDIX B
Letter to Respondents
September 10, 2007
Dear Respondent:
I am presently working on a thesis entitled, “The Prospects of a Nursing Career at the Department of Education in the Context of Job Satisfaction and Work Commitment”, as a requirement for the completion of my Masteral Degree in Public Administration at the College of Maasin, Maasin City.
As you are currently working as a DepEd nurse under the division of Southern Leyte, your participation and information will be helpful in providing a better understanding of the important issues facing nursing today. Thus, with the permission from Division Superintendent Dr. Violeta M. Alocilja, I am respectfully asking about 15 minutes of your time to complete the attached questionnaire.
Rest assured that your participation is completely anonymous as no identifying information will be collected. The data that you will provide will be treated with utmost respect and confidentiality, and that the results will be used for research and educational purposes only.
Very truly yours,
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PORFERIO A. SALIDAGA, JR.Researcher
APPENDIX C
Research Instruments
Respondent’s Profile Questionnaire
1. Job position: ____________________________
2. Number of years working as a nurse at DepEd: ________
3. Educational qualifications ( please affix check ( ) marks on applicable items):
Nursing graduate ____ Masteral level ____Masteral graduate ____ Doctoral level _____Doctoral graduate ____ Other (pls specify)
_______________________
4. Employment status ( please affix check ( ) mark on applicable item):
Permanent _____ Probationary _____Casual _____ Contractual ____
Other (pls. specify) _______________________
5. Age: _________
6. Sex ( please affix check ( ) mark on applicable item):
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Male _____ Female _____
7. Civil status ( please affix check ( ) mark on applicable item):Single ______ Married ______ Separated ______Widowed _____
8. Distance of residence from place of assignment (please specify in kilometers):____________
Level of Sufficiency on Benefits, Budget Allocation and Career Advancement Questionnaire
Scale: 1=Very insufficient; 2=Insufficient; 3=Sufficient; 4=Very sufficient
A. Remuneration and Other Monetary Benefits1. Monthly salary 1 2 3 4 2. PERA and ADCOM 1 2 3 4 3. Transportation and fieldwork allowances 1 2 3 4 4. Hazard pay 1 2 3 45. Year-End bonus and cash gift 1 2 3 4 6. Productivity incentive 1 2 3 47. Step increment 1 2 3 48. Clothing allowance 1 2 3 49. Medical and hospitalization 1 2 3 4
B. Non-monetary Benefits1. Recognition for completion of masteral/doctoral
degree, and other outstanding achievements 1 2 3 4 2. Study leave 1 2 3 4 3. Scholarships 1 2 3 4C. Budget Allocation
1. Salaries and wages 1 2 3 42. Other compensation and benefits 1 2 3 43. Transportation and fieldwork allowances 1 2 3 44. Office supplies, fixtures and furnitures 1 2 3 45. Laboratory equipment and facilities 1 2 3 4
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D. Career Advancement1. Trainings, seminars and other activities
to improve your present job 1 2 3 4 2. Trainings, seminars and other activities
to prepare you for higher positionand responsibilities 1 2 3 4
3. Vacant positions for promotion 1 2 3 4
Job Satisfaction Questionnaire(Modified Minnesota Satisfaction Questionnaire (MSQ), 1977)
Scale: 1=Very dissatisfied; 2=Dissatisfied; 3=Satisfied; 4=Very satisfied
On my present job, this is how I feel about…
1. Being able to keep busy all the time. 1 2 3 4
2. The chance to work alone on the job. 1 2 3 4
3. The chance to do different things from time to time. 1 2 3 4
4. The chance to be somebody in the community. 1 2 3 4
5. The way my immediate supervisor handles his/her subordinates. 1 2 3 4
7. The competence of my supervisor in making decisions. 1 2 3 4
8. Being able to do things that don’t go against my conscience. 1 2 3 4
8. The way my job provides for steady employment. 1 2 3 4
9. The chance to do things for other people. 1 2 3 4
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10. The chance to tell people what to do. 1 2 3 4
11. The chance to do something that makes use of my abilities. 1 2 3 4
12. The way the policies of DepEd are put into practice. 1 2 3 4
13. My salary and the amount of work I do. 1 2 3 4
14. The chances of advancement on this job. 1 2 3 4
15. The freedom to use my own judgment. 1 2 3 4
16. The chance to try my own method to do the job. 1 2 3 4
17. The physical aspect of my work. 1 2 3 4
18. The way my coworkers get along with each other. 1 2 3 4
19. The praise I get for doing a good job. 1 2 3 4
20. The feeling of accomplishment I get from the job. 1 2 3 4
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Work Commitment Questionnaires
A. Job Involvement Questionnaire (Kanungo, 1982)
Scale: 1=Strongly disagree; 2=Disagree; 3=Mildly disagree; 4=Mildly agree; 5=Agree; 6=Strongly agree
1. The most important things that 1 2 3 4 5 6 happen to me involve my present job.
2. To me, my job is only a small part ofwho I am. 1 2 3 4 5 6
3. I am very much involved personally in my job 1 2 3 4 5 6
4. I live, eat, and breathe my job. 1 2 3 4 5 6
5. Most of my interests are centered around my job. 1 2 3 4 5 66. I have very strong ties with my present job which would be very difficult to break. 1 2 3 4 5 6
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7. Usually I feel detached from my job. 1 2 3 4 5 6
8. Most of my personal life goals are job-oriented. 1 2 3 4 5 6
9. I consider my job to be very central to my existence. 1 2 3 4 5 6
10. I like to be absorbed in my job most of the time. 1 2 3 4 5 6
B. Career Commitment Questionnaire (Blau, 1985)
Scale: 1=Strongly disagree; 2=Disagree; 3=Unsure; 4= Agree; 5=Strongly agree
1. If I could get another job different from being a nurse, and paying the same
amount, would probably take it. 1 2 3 4 5
2. I definitely want a career for myself in nursing. 1 2 3 4 5
3. If I could do it all over again, I would notchoose to work in the nursingprofession. 1 2 3 4 5
4. If I had all the money I needed withoutworking, I would probably still continue to work in the nursing profession. 1 2 3 4 5
5. I like this vocation too well to give it up. 1 2 3 4 5
6. This is the ideal vocation for a life work.1 2 3 4 5
7. I am disappointed that I ever entered the nursing profession. 1 2 3 4 5
8. I spend a significant amount of personal time reading nursing-related journals or books 1 2 3 4 5
C. Organizational Commitment Questionnaire
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(Organizational Commitment Questionnaire developed by Mowday et al., 1970)
Scale: 1=Strongly disagree; 2=Moderately disagree; 3=Slightly disagree; 4= Neither disagree nor agree; 5=Slightly agree; 6=Moderately agree; 7=Strongly agree
1. I am willing to put in a great deal ofeffort beyond that normally expected in order to help DepEd be successful. 1 2 3 4 5 6 7
2. I talk up DepEd to my friends as agreat organization to work for. 1 2 3 4 5 6 7
3. I would accept almost any type of job assignment in order to keep working for DepEd. 1 2 3 4 5 6 7
4. I find that my values and DepEd’s values are very similar. 1 2 3 4 5 6 7
5. I am proud to tell others that I am part of DepEd. 1 2 3 4 5 6 7
6. DepEd really inspires the very best in me in the way of job performance. 1 2 3 4 5 6 7
7. I am extremely glad that I chose DepEd to work for, over others I was considering at the time I joined. 1 2 3 4 5 6 7
8. I really care about the fate of DepEd. 1 2 3 4 5 6 7
9. For me DepEd is the best of all possible organizations for which to work. 1 2 3 4 5 6 7
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CURRICULUM VITAE
Personal Information
Name : Porferio Arcuino Salidaga, Jr.
Birthdate : March 27, 1972
Birthplace : Brgy. Bunacan, Calubian, Leyte
Civil Status : Married
Spouse : Melfa Kangleon Delos Santos
Children : Phoebie GabriellePriam Gabriel
Educational Qualifications
College : Bachelor of Arts in Communication
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University of the PhilippinesTacloban City1994
Secondary : National Heroes InstituteKananga, Leyte1989
Elementary : Kananga Central SchoolKananga, Leyte1985
Work Experience
Team Head : Social Security SystemSSS Maasin Branch, Maasin CityNovember 2004 – present
Senior Analyst : Social Security SystemSSS Maasin Branch, Maasin CityJanuary 1998 – October 2004
Clerk : DBP Service CorporationSSS Ormoc Branch, Ormoc CityFebruary 1996 – December 1997
Staff Writer : Office of the City MayorOrmoc CityApril 1995 – January 1996
Civil Service Eligibility
C S Professional : October 17, 1993
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