Thesis Body

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 the 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.

Records from the Philippine Overseas and Employment Agency

(POEA) show that 13,536 Filipino nurses went overseas in 2001. 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, explains that if the

2

trend 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 employed under the Health and

Nutrition Center (HNC) to safeguard the health and nutritional well-

being of the total school population by particularly implementing the

Integrated School Health and Nutrition Program (ISHNP) of DepEd. The

School Health Program is an integral part of the school program with

special focus on the health development of the child, anchoring on the

following legal bases:

1. PD 603 Child and Youth Welfare Code, specifically Article II

(Promotion of Health) which states that “ it should be the

responsibility of the health, welfare and education entities to

assist the parents in looking after the health of the child.”

2. 1986 Constitution of the Philippines, specifically Article VIII

(Social Justice and Human Rights) which Section 11 states

3

that “ the State shall adopt an integrated and comprehensive

approach to health development which shall endeavor to

make essential goods, health and other social services

available to the people at affordable cost.”

The ISHNP is composed of four (4) components (Health and

Nutrition Center, 1997):

1. Health and Nutrition Education – the organization of learning

experiences directed towards the development of favorable

health and nutrition knowledge, attitudes and practices which

may be formal or informal;

2. Health and Nutrition Services – designed to determine the

health and nutrition status of the school population with

appropriate intervention;

3. Healthful School Living – pertains to the provision of

wholesome, and safe environment, harmonious interpersonal

relationship and organization of a healthful school day; and,

4. School-Community Coordination for Health and Nutrition –

coordinated endeavor to link the school with the home and

the community so that there is an effective carry-over of

health and nutrition habits and practices learned in the

school to the home and community.

The deployment of public nurses to schools all over the

Philippines to implement health and nutrition was made possible

4

through the Redesigned Approach in School health Nursing (RASHN)

under DECS Memorandum No. 37, series of 1991. RASHN is based on

the philosophy that the academic performance of the pupils and the

instructional outcomes are determined by the quality of health of the

school population and the community where they come from. It is the

general objective of RASHN to provide quality nursing service and

education to develop the child physically, mentally, socially and

spiritually healthy to become a productive, self-reliant and responsible

member of society.

The school nurses are expected to implement the school health

programs, and organize functional school clinics in cooperation with

the school administrator. They coordinate with the school physician in

the conduct of health examination, and treatment of minor ailments

and emergency cases. They also conduct classroom health lectures,

and initiates School Health Guardian trainings for teachers (Health and

Nutrition Center, 1997).

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

5

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 in the context of job satisfaction among nurses.

6

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.

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?

2. What is the level of sufficiency as perceived by DepEd nurses

in terms of:

7

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

as perceived by themselves?

Significance of the Study

This study will benefit the following people as it will give them

clearer view of job satisfaction among the DepEd nurses.

The health legislators. To legislate laws that may answer

problems affecting job satisfaction among DepEd nurses as 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.

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.

8

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 among DepEd nurses could affect the physical well-being

of their children.

Scope and Delimitation

This study examines the prospects of a nursing career at DepEd

in the context of job satisfaction 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:

DepEd Nurse. A registered nurse working at the Department of

Education, Southern Leyte Division, Mantahan, Maasin City.

Job Satisfaction. The outcome of the DepEd nurses’ good

feelings and beliefs regarding the nature of their jobs and experiences

related to their jobs.

9

Job Turnover. The rate of DepEd nurses leaving their jobs.

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.

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.

10

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.

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).

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

11

(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 patient for

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

treatment of human response, and advocacy in the care of individuals,

families, communities, and populations.

12

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

development, and quality assurance. Other nurses work in colleges

and universities as members of the faculty or as researchers.

13

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 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 job

satisfaction.

Locke (1976) defines job satisfaction as the outcome of an

employee’s good feelings and beliefs regarding the nature of his job

and experiences related to the job. It is generally recognized as a

14

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.

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

15

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.

The Three Motives Theory of McClelland (Cherrington, 1991)

explains that every worker has the need for achievement, a behavior

16

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;

2. Relatedness needs. Refer to all the socially oriented

needs; and,

17

3. Growth needs. Refer to the development of human

potential.

Related Studies

To acquire broader outlook about the prospects of a nursing

career in the context of job satisfaction, 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).

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

18

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

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

19

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 rather

than the job content.

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

20

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.

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.

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. They

perceived money as their means of survival and security.

Furthermore, the study 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

21

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 would mean more 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

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.

22

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).

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 level

of job satisfaction among DepEd nurses as perceived by themselves.

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 for the DepEd management and

the government in general to devise measures to improve its human

resource programs for public nurses, more particularly on hiring and

retaining employees.

23

JOBSATISFACTIO

N

INPUT PROCESS OUTPUT

Remuneration and Other Monetary Benefits

Non-monetary Benefits

DATA COLLECTION/

QUESTIONNAIRES/

INTERVIEWS

DATA ANALYSIS/

CLARIFYING

STATISTICAL

STATEMENTS

DATA INTERPRETATION/

FINDINGS/

CONCLUSIONS/

RECOMMENDATIONS

DEPED MANAGEMENT AND THE GOVERNMENT TO DEVISE MEASURES TO IMPROVE ITS HUMAN RESOURCE PROGRAMS FOR PUBLIC NURSES, PARTICULARLY IN THE ASPECT OF HIRING AND RETAINING EMPLOYEES.

Figure 4. Conceptual Framework of the Study

Career Advancement

Budget Allocation

24

CHAPTER 3

RESEARCH METHODOLOGY

Research Design

The researcher used the Descriptive Method of Research which

describes the data and characteristics of what is being studied

(http://wiki.answers.com).

Research Environment

The research was conducted at the School Health and Nutrition

Section (SHNS) of DepEd, Southern Leyte Division where the

respondents are working.

The SHNS is composed of forty six (46) personnel headed by a

Medical Officer IV. It has three (3) dentists, three (3) dental aides, and

thirty nine (39) public health nurses. It oversees and maintains sixteen

(16) clinics located at the central schools of the following localities:

Maasin City, Macrohon, Padre Burgos, Malitbog, Tomas Oppus, Bontoc,

Sogod, Libagon, St. Bernard, San Juan, Hinundayan, Hinunangan,

Silago, Liloan, San Francisco, and Pintuyan.

Hereunder are figures 2, 3 and 4, presenting the organizational

structure of DepEd Central Office’s School Health and Nutrition Center,

Regional Office’s School Health and Nutrition Unit, and Division Office’s

School Health and Nutrition Section, respectively.

25

Department of Education Culture and SportsIntegrated School Health and Nutrition Center

Organizational Structure

Medical SectionMedical Officer V

DentalSectionDentist III Dentist IIDentist II

Nursing SectionSenior Health Program Officer

Health Ed SectionHepo IIIHepo IIHepo I

Figure 2. Central Office ISHNC Organizational Structure

Secretary

Undersecretary for Programs and Projects

Health and Nutrition CenterDirector III

Director II

Administration Unit

School Health DivisionChief Health Program Officer

School Nutrition DivisionChief Education Program Specialist

Supervising Health Program Officer

Supervising Education Program Specialist

Senior Education Program SpecialistEducation Program Specialist IINutrition Dietitian IArtist Illustrator II

Regional OfficesHealth and Nutrition Unit

Division OfficesHealth and Nutrition Section

26

Regional OfficesSchool Health and Nutrition Unit


Figure 3. Regional Office SHNU Organizational Structure

Regional Director

Assistant Regional Director

Medical Officer V(Chief, HNU)

Dentist III Nutrition Dietitian II

Nutrition Dietitian I

27

Division OfficesSchool Health and Nutrition Section


Figure 4. Division Office SHNS Organizational Structure

Schools Division Superintendent

Assistant Schools Superintendent

Assistant Schools Superintendent

Medical Officer IV

Dentist IIIn-Charge

Public Health NurseIn-Charge

Dentist II Public Health Nurse

Dental Aide

28

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 up

to get a total score.

29

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 up to get 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.

30

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.

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. However, to clarify and validate data, the

researcher also included informal interviews from the Human

Resource, Budget, and Administrative Department of DepEd.

31

As 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 who is appointed higher than the said position.

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

confidentiality of the information that were given out by the

respondents.

Statistical Treatment

32

The data were subjected to analysis using the Statistical

Packages for Social Sciences (SPSS). The following statistical tools

were used:

1. Frequencies and Percentages. This was used to

determine the demographic profile of Southern Leyte DepEd nurses.

Formula: P = freq X 100 where N

N = total number of respondents

2. Mean. This was used to determine the level of sufficiency

given to DepEd nurses in terms of remuneration and other monetary

benefits, non-monetary benefits, budget allocation, and career

advancement; the level of job satisfaction; and the level of work

commitment.

Formula: X = Σx where N

Σx = the sum of the responses

N = total number of respondents

33

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 as Perceived by 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.

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.

34

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

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).

35

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

TOTAL 30 100

The table shows that no one of the respondents is a masteral nor

a doctoral graduate. There are those who are in the masteral program

but they only comprise 23.3% of the total population.

36

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. 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).


employment status.

Table 4. Profile of DepEd Nurses in Terms of Employment Status

Employment Status Frequency Percent (%)

37

Permanent 30 100Probationary 0 0Casual 0 0Contractual 0 0

TOTAL 30 100

The table shows that 100% of the respondents already hold

permanent employment status at DepEd, which 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

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

38

to participate more wholeheartedly on the job and to work toward the

achievement of the organization’s 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

values of certain goals and general changes in personality traits.

39

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 belongs, can be

generalized in two 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. Everything else is

subordinated as he concentrates 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.

Table 6. Profile of DepEd Nurses in Terms of Sex

Sex Frequency Percent (%)

Male 6 20 Female 24 80

40

TOTAL 30 100

Even though the number of male 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 the

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).

Table 7 presents the profile of the DepEd nurses in terms of civil

status.

41

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 wherein individuals 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.


distance of residence from place of assignment.

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

42

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

as a physiological or psychological imbalance within the individual.

Stress can have serious consequences for both the workers’ health and

their work performance because it can cause depression, irritation,

anxiety, fatigue, lowered self-eteem, and reduced job satisfaction

(Stoner and Wankel, 1987).



43

Other Monetary Benefits, Non-monetary Benefits, Budget

Allocation and Career Advancement

Table 9 presents the level of sufficiency as perceived by DepEd

nurses in terms of remuneration and other monetary benefits.

Table 9. Level of Sufficiency as Perceived by DepEd Nursesin 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

Table 9 shows that 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, Personnel Economic Relief

44

Allowance (PERA) and Additional Compensation (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.

The over all findings reveal that the DepEd nurses’ remuneration

and other monetary benefits are 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

talent and skills, but rather on the remuneration that such a job offers,

that is money rewards, whether expressed as salaries or wages.

45


nurses in terms of non-monetary benefits.

Table 10. Level of Sufficiency as Perceived by 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


Table 10 shows that the DepEd nurses find their non-monetary

benefits to be Very Insufficient with 1.68 as the weighted mean

response.

46

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

types of esteem needs: 1) the desire for achievement and competence;

and 2) the desire for status and recognition. In organizational terms, it

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 in 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

47

thinks is sufficient for his needs, he often shows 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

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

48

Folger, 1991). The focus shifts from what was decided 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

level of work commitment than those who were frustrated by modest

pay and meager benefits.


nurses in terms of budget allocation.

Table 11. Level of Sufficiency as Perceived by 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


49

Table 11 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.

The over-all findings reveal that the budget allocated for their

department is 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

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

is below from what they feel as sufficient to answer their financial and

50

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 frontliners and 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

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.


nurses in terms of career advancement.

Table 12. Level of Sufficiency as Perceived by 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

51


Table 12 shows that the DepEd nurses find their career

advancement opportunities to be Very Insufficient with 1.88 as the

weighted mean response.

Insufficiency 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

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.

52

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

53

Employment 2.87 SatisfiedThe 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

Table 13 shows that the DepEd nurses are Satisfied with their

jobs, indicating a 2.67 weighted mean response. They however admit

to be Dissatisfied in the aspects of human relations supervision,

technical supervision, company policies and practices, compensation,

and job advancement.

Supervision forms a significant role relating to job satisfaction in

terms of the ability of the supervisor to provide his subordinates with

emotional and technical support and guidance with work-related tasks

(Robbins et al, 2003).

54

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 gives 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 the 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 factors 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

and file to show them how they are expected to obtain the desired

results (Miranda and Miranda, 2002), thus if these policies are

55

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

related to career advancement, either in the form of promotion or

career enhancement.

56

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 with the opportunities for training to

learn and enhance skill or for continuing the individual’s education,

twice as many as those who reported that salary is significantly related

to work commitment.

CHAPTER 5

SUMMARY OF FINDINGS, CONCLUSIONS AND

RECOMMENDATIONS

57

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 has attended masteral

programs, but no one has finished Master of Arts nor has reached the

doctoral level. Already holding permanent positions, the respondents

are 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.



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

58

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;

The over-all findings reveal that the DepEd nurses are satisfied

with their job. However, they are dissatisfied in the aspect of human

relations supervision, technical supervision, company policies and

practices, compensation, and advancement.

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,

or changed other career paths. The dominance of young

59

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.

Recommendations

Based on the findings and conclusions presented, the researcher

has recommended theDepEd management to revisit and effect

changes in their human resource policies and programs, particularly on

the following:

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;

2. Budget allocations for nurses that are directed towards the increase

of salary and other monetary benefit increases, purchase of office

60

supplies, fixtures and furnitures, and improvement of laboratory

equipment and facilities;

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; and,

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.

BIBLIOGRAPHY

61

A. BOOKS

Adler, N.J. (1986). International Dimensions of Organizational Behavior. Boston: PWS-KENT Publishing Company.

Cherrington, D.J. (1991). Need theories of motivation. In R.M. Steers and L.W. Porter, Motivation and Work Behavior (5th ed). New York: McGraw-Hill.

Cropanzano R. and R. Folger (1991). Procedural justice and worker motivation. In R.M. Steers and L.W. Porter, Motivation and Work Behavior (5th ed). New York: McGraw-Hill.

Flippo, E. B. (1984). Personnel Management (6th ed.). New York: McGraw-Hill.

Health and Nutrition center (1997). School Health and Nutrition Service Manual. Pasig City: Department of Education, Culture and Sports.

Hollyforde, S. and S. Whiddett (2005). The Motivation Handbook. Mumbai: Jaico Publishing House.

Karnow, S. (1990). In Our Image: America’s Empire in the Philippines. New York: Random House, Inc.

Katz, D. and R.L. Kahn (1978). The Social Psychology of Organizations. New York: Wiley Publishing, Inc.

Kreitner, R. and A. Kinicki (2001). Organizational Behavior (5th ed.). New York: Mc Graw-Hill, Inc.

Locke, E.A. (1976). The nature and causes of job satisfaction. In M.D. Dunnete, Handbook of Industrial and Organizational Psychology. Chicago: Rand McNally.

Miranda, G.S. (1999). Supervisory Management: The Management of

Effective Supervision. Mandaluyong: National Book Store.

Miranda, G.S. and C.M. Miranda (2002). Management Principles and

Practices. Binan: L&G Business House.

62

Newstrom J.W. and K. Davis (1993). Organizational Behavior: Human

Behavior at Work (9th ed). New York: McGraw-Hill.

Robbins, S.P. et al (2003). Organisational Behavior (9th ed). Cape Town: Prentice-Hall International.

Steers, R.M and L.W. Porter (1991). Motivation and Work Behavior (5th

ed). New York: McGraw-Hill.

Stoner, J. A.F. and C. Wankel (1987). Management (3rd ed). Englewood

Cliffs: Prentice-Hall.

Super, D.E., et al (1996). The lifespan, lifespace approach to careers. In D. S. Brown and L. Brooks (Eds.), Career Choice and Development (3rd ed.). San Francisco: Josse-Bass

B. PERIODICALS AND JOURNALS

Anderson, W.T. et al (1984). Job satisfaction among practicing school psychologists. School Psychology Review, vol. 13, no. 2.

Coleman, J. and B.H. Keiner (1999). How to orient employees into new positions successfully. Management Research News, vol. 22, no.10.

Cueto, F. (2006). Nurses going abroad: they train, we gain. Manila Times.

Daley, D.M. (1997). Putting the super in supervisor: Determinants of federal employee evaluation of supervisors. Public Personnel Management, vol. 26, no.3.

Ellickson, M.C. and K. Logsdon (2002). Determinants of job satisfaction of municipal government employees. Public Personnel Management, vol. 31, no. 3.

Hill, K., D. Hoffman and T.R. Rex (2005). The value of higher education:

individual and societal benefits. Productivity and Prosperity Project Report, no. 1.

63

Irvine, V.B. (1970). Budgeting: functional analysis and behavioral implications. Cost and Management, vol. 44, no.2.

Kanfer, R. and P.L. Ackerman (2004). Ageing, adult development, and work motivation. Academy of Management Review, vol 29,

no. 3.

Keenan, P. (2003). The nursing workforce: causes, consequences, proposed solutions. Issue Brief, no. 619.

Magner, N.R. et al (1996). The interactive effect of outcome favorability

and procedural justice in work resource allocation on work performance. Journal of Applied Social Psychology, vol. 26, no. 9.

Martires, C.R. and E.A. Zamora (1983). Motivational strengths and work

satisfaction among some department heads of government corporations in the Philippines. Business Research and Publications Program Discussion Paper, no. 83-7.

Ramsey, R.D. (1997). Employee morale: Does it matter anymore? Supervision, vol. 58, no. 9.

Rosario, A.G. (2006). From the sidelines: poor pay- root cause of government corruption. Manila Times.

Solmerin, F.S. (2007). Nursing enrollees up by 30%. Manila Standard

Today.

Stordeur, S. et al (2001). Leadership, organizational stress, and emotional exhaustion among nursing hospital staff. Journal of Advanced Nursing, vol. 35, no. 4.

Valadez, J.R. and J.S. Anthony (2001). Job satisfaction and commitment of two-year college part-time faculty. Community College Journal of Research and Practice, no. 25.

C. UNPUBLISHED MATERIALS

Andrews, C.G. (2003). Comparative analysis of management and employee job satisfaction and policy perceptions. Unpublished Doctoral Dissertation, University of North Texas.

64

Bancud, M. et al (1991). Motivation: money and/or service? Unpublished Research Paper, University of the Philippines.

Dajoc, M. et al (1991). Ways of motivating employees towards increased productivity. Unpublished Research Paper, University of the Philippines.

Jones, S.J. (1999). The effects of work and workplace control on employe satisfaction and performance. Unpublished Masteral Thesis, Carleton University.

Laine, M. (2005). Organisational and professional commitment of

nurses. Unpublished Research Paper, University of Turku.

Lopez, A.M. (1982). Some factors in job satisfaction among employees in a five-star hotel in Metro Manila. Unpublished Masteral Thesis, University of Santo Tomas.

Padua, A. et al (1991). Does money motivate secondary school educators? Unpublished Term Paper, University of the Philippines.

D. WEBSITES

Adversario, P.L. (2003). Philippines suffers from hemorrhage of nurses. www.manilatimes.net/others/special/2003/apr/21/20030421spe1.html

Clamonte, N. (2007). Gender awareness seminars: women in the Philippines. www.ozamis.com

CYR (2005). Poor health hits Cebu’s schools. www.sunstar.com.ph/static/net/2005/05/23/poor.health.hits.cebu.s.schools.html

Estella, C. (2005). As nurses flee, RP falls ill. www.sunstar.com.ph/static/ceb/2005/03/21/news/as.nurses.flee.rp.falls.ill.html

Freeland, S. Starting a career in nursing. www.ezinearticles.com/ ?Starting-a-Career-in-Nursing&id=641087

65

Gatbonton, P.B. (2006). Revisiting the doctor-as-nurse phenomenon. www.manilatimes.net/national/2006/aug/06/yehey/top_stories/20060806top3.htm

Gonzales, E. (2004). Medical notes: why do many Filipinos want to become nurses? www.mb.com.ph/issues/2004/07/29/ HLTH2004072914832.html

Hicap, J.M. (2006). DepEd focuses on health needs. www.manilatimes.net/national/2006/july/15/yehey/metro/20060715met13.html

http://wiki.answers.com/q/what_is_descriptive_research.html

Info-Tech Research Group (2001). The business case for employee retention. www.technologynews.net/retention/index.cfm

Lacerna, C. (2005). Doctors taking up nursing to earn more in America.

www.sunstar.com.ph/forums/viewtopic.php?t=1898&sid=6de71c8438b8b335fee749e5893b69b1

Mercado, S.P. (2007). Managing the shift in nursing directions. www.doh.gov.ph

Omi, S. (2006). The exodus of health workers from the Western Pacific Region is endangering public-health systems. www.wpro.who.int/media_centre/press_releases/pr_20060407+(Op-ed).htm

Villas, A.T. (2004). The future of Filipino nurses. www.mb.com.ph/issues/2004/09/19/MTNN2004091918696.html

www.abbaphilippines.com/nurses_filipino_recruitment.html

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

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

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

become_a_nurse?src=ii

www.gov.ph

66

www.nursingworld.org/nursecareer/

www.statsoft.com/textbook.stbasic.html

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

E. OTHERS

1986 Constitution of the Philippines

DECS Memorandum No. 37, series of 1991

PD 603 “Child and Youth Welfare Code”

67

APPENDIX A

Letter Request for Research to Conduct

The College of Maasin“Nisi Dominus Frustra”

Maasin City

September 6, 2007

DR. VIOLETA M. ALOCILJA, CESO VSchools Division SuperintendentDivision of Southern LeyteMantahan, Maasin City

Dr. Alocilja:

I will be working on my thesis entitled, “The Prospects of a Nursing Career at the Department of Education in the Context of Job Satisfaction”, 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.

68

Very truly yours,

PORFERIO A. SALIDAGA, JR.Researcher

APPENDIX B

Letter to Respondents

The College of Maasin“Nisi Dominus Frustra”

Maasin City

September 10, 2007

Dear Respondent:

I am presently working on my thesis entitled, “The Prospects of a Nursing Career at the Department of Education in the Context of Job Satisfaction”, 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 at the Division of Southern Leyte, your participation and information will be helpful in providing a better understanding of the important issues facing nursing work today. Thus, with the permission from the Division Superintendent, Dr. Violeta M. Alocilja, I am respectfully asking your benevolence 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,

69

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):Male _____ Female _____

7. Civil status ( please affix check ( ) mark on applicable item):Single ______ Married ______ Separated ______Widowed _____

70

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

D. Career Advancement1. Trainings, seminars and other activities

to improve your present job 1 2 3 4 2. Trainings, seminars and other activities

71

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

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

72

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

73

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 CommunicationUniversity of the PhilippinesTacloban City1994

74

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

75

Thesis Body

Documents

filipino nurses

exportation of nurses

exodus of nurses

turnover of nurses

untrained nurses

trend of exporting nurses

shortage of nurses solmerin

work commitment