Complete Thesis

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


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


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).


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


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.


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


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.


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


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.



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.



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.


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.



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.



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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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

www.abbaphilippines.com/nurses_filipino_recruitment.html

www.academyhealth.org/membership/forum/forum_posts.asp?TID=28

www.bls.gov/oco/ocos083.htm#nature

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www.csc.gov.ph

www.education-online-search.com/articles/careers/nursing_careers/

become_a_nurse?src=ii

www.gov.ph

www.deped.gov.ph/about_deped/organizationlinks.asp?id=15

www.nursingworld.org/nursecareer/www.statsoft.com/textbook.stbasic.html

www.sunstar.com.ph/forums/viewtopic.php?t=2488

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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Complete Thesis

Documents

filipino nurses

exportation of nurses

turnover of nurses

untrained nurses

trend of exporting nurses

shortage of nurses solmerin

work commitment

philippine health