JOB SATISFACTION OF RURAL

NURSES IN DISTRICT HOSPITALS IN

THE PROVINCE OF LEYTE

A Thesis by:

NIÑO ARCHIE S. LABORDO

February 2010
 Introduction:
Background and Rationale

1. The Increasing Shortage and Turnover of

Competent Nurses
a. Martinez et al. 1998
b. Zurn et al. 2004
c. Pascal et al, 2005
d. Awases et al. 2003
e. Aiken et al. 2001
f. Mutizwa-Mangiza 1998
 Introduction:
Background and Rationale

2. Migration of Nurses in the Philippines

a. Ronquillo et al, 2005

3. The Increasing Low Level of Satisfaction among

Nurses and Other Health Care Professionals
a. Castle, 2001
b. Mrayyan, 2005
c. Kavanaugh, Duffy, and Lilly, 2006
 Introduction:
Background and Rationale

4. The Need to Operationalize the Theories of Job

Satisfaction in the Local Context

5. The Need to Contribute to Better Retention of

Competent Nurses in the Local Setting
 Statement of the Problem

The study was conducted to determine the level of job

satisfaction of rural nurses in different district hospitals in the
province of Leyte. Specifically, it also sought to answer the
following research questions:
 Statement of the Problem
 1. What is the profile of nurses employed in different district hospitals in the province of Leyte in terms of the
following categories?
 1.1. Demographic Factors
 1.1.1 Age
 1.1.2. Sex
 1.1.3. Educational Attainment
 1.1.4. Civil Status
 1.1.5. Position/Designation
 1.1.6. Memberships in Organizations
 1.1.7. Trainings/Seminars Attended
 1.1.8. Area of Current Practice
 1.1.9. Length of Service
 1.2. Attitude towards Nursing
 Statement of the Problem
2. What is the level of job satisfaction of nurses in various hospitals in the
province of Leyte:
2.1. Autonomy
2.2. Salary
2.3. Organizational Policy
2.4. Professional Status
2.5. Work Relationships
2.6. Work Environment
2.7. Home Community
 Statement of the Problem
2. What is the level of job satisfaction of nurses in various hospitals in the
province of Leyte:
2.1. Autonomy
2.2. Salary
2.3. Organizational Policy
2.4. Professional Status
2.5. Work Relationships
2.6. Work Environment
2.7. Home Community
 Statement of the Problem

3. Is there a significant correlation between the job satisfaction and the

demographic profile of the respondents?
4. Is there a significant correlation between the job satisfaction and the
attitude towards nursing of the respondents?
5. What intervention scheme can be proposed in order to improve the level of
job satisfaction of the nurses employed in district hospitals in the province
of Leyte?
 Null Hypothesis

1. There is no significant correlation between the level of job

satisfaction and demographic profile of the respondent.

2. There is no significant correlation between the level of job

satisfaction and the respondents attitude towards nursing.
 Theoretical/Conceptual
Framework
Fung-Kam (2001) highlights the idea that there are
person characteristics that suit working environments
better than others and working environment
characteristics that suit certain individuals better. It can
be implied from this theory of job satisfaction that one’s
environmental setting such as work environment and
conditions can have great influence on one’s perception
towards work or even job satisfaction.
 Theoretical/Conceptual
Framework
Moreover, two other theories that have been important in
the development of an understanding of job satisfaction in
nursing are Maslow's human needs theory and Herzberg and
Mausner's motivation-hygiene theory (2002). Basic to the
Maslowe’s theory of the hierarchy of needs is the assumption
that one’s motivation, which is extended to one’s satisfaction,
maybe greatly influenced by a person’s current actualization
or realization of his/her basic needs. In other words, a person
can only be motivated to continue what he/she is doing if all
the basic needs are first actualized.
 Demographic
Factors

Age

Sex

Educational Job Satisfaction

Attainment

Civil Status Intervention

Autonomy Scheme to
Position/Designation improve the level
Salary of Job
Memberships in Satisfaction of
Organizations Organizational Nurses in District
Policy Hospitals in
Trainings/ Leyte
Seminars Work
Attended Relationships

Area of Current Work

Practice Environment

Length of Service Home

Community
Attitude towards
Nursing

Figure I: Schematic Diagram Showing the Conceptual Flow of the Study

 Significance of the Study

1. District Hospitals
2. Local Community and Local Government
3. Nurses
4.Patients
5. Future Researchers
 Scope and Delimitation

The study was conducted in selected municipalities of the Province of

Leyte during the first quarter of 2010. It determined the level of job
satisfaction among rural nurses employed in various district hospitals of
Leyte. On a more specific note, the sociodemographic factors involve the
age, sex, educational attainment, membership in organizations, current
position or designation, and other demographic-related categories.
Attitude towards nursing as an independent variable was described and
investigated in this research. Analysis of the respondents’ level of job
satisfaction was part of the description process since this is considered the
independent variable.
 Review of Related Literature

A. Related Literature
1. Pearson, 1991
2. Smith et al, 1974
3. Stamps et al, 1986
4. Chou, 2002
5. Gillies, Foreman, and Pettengill, 1996
6. Coward et al, 1995
 Review of Related Literature

A. Related Literature
7. Castle, 2006
8. Beecroft et al, 2007
9. Hinshaw and Atwood, 1983
10. Wormsbecker, 2008
11. Mueller and McCloskey, 1990
 Review of Related Literature

A. Related Studies
1. Hinshaw and Atwood, 1984
2. Irvine and Evans,1995
3. Dizon et al, 2009
4. Molinari and Monserud, 2008
5. Davidson et al, 1997
6. Kangas et al., 1999
7. Barribal, 2005
 Review of Related Literature

A. Related Studies
8. AL-Hussami, 2008
9. Bartram et al, 2004
10. Murrels et al, 2008
11. Finn, 2001
12. Ying, 2008
13. Tourangeau and Cranley, 2006
14. McNeese-Smith, 1999
 Review of Related Literature

A. Related Studies
15. Kettle, 2008
16. Elloy, 2005
17. Lee, 2005
18. Loke, 2001
19. Meyer and Herscovitch, 2001
20. Wagner and Huber, 2003
21. Cuaton, 2003
 METHOODOLOGY
Research Design
This research used the descriptive-correlational design.
It is considered an appropriate design since the study aims to
describe the level of job satisfaction among nurses in the
different district hospitals in the province of Leyte.
Apparently, a descriptive design was incorporated because
one of the objectives of the research is to describe the profile
of nurses employed in various district hospitals of Leyte.
Description of demographic factors involved the description
of age, sex, educational attainment, membership in
organizations, current position or designation, and other
demographic-related categories.
 METHOODOLOGY
Respondents of the Study

The respondents of the study are the nurses who are currently
employed in various district hospitals in the Province of Leyte.
Based on the record, there are 13 nurses in Burauen District
Hospital, 8 nurses in Carigara District Hospital, 14 nurses in
Abuyog District Hospital, 20 nurses in Baybay Western Leyte
District Hospital, and 8 nurses in Hilongos District Hospital. In
total, there are 63 rural nurses who were involved as respondents in
this research.


 METHOODOLOGY
Research Locale
The study was conducted in 5 municipalities with district
hospitals in the Province of Leyte. The selection of these
municipalities is inevitable since these are the only
municipalities that have district hospitals. This includes the
municipalities of Burauen, Carigara, Abuyog, Baybay, and
Hilongos. All district hospitals in this research have a bed
capacity of 25-75 in primary care reserved to the community.
These hospitals are considered as secondary hospitals and has
a Level II PhilHealth accreditation.
 METHOODOLOGY

Figure II. Map of the Province of Leyte Showing the Local of the Study
 METHOODOLOGY
Research Instruments
A questionnaire was used in order to measure the variables
of this study. Thus questionnaire has two major parts. Part I
measures and determines the respondents’ attitude towards
nursing and their demographic profile such as their age, sex,
educational attainment, membership in organizations, current
position or designation, and seminars/trainings attended. A
checklist tool was used in this part of the research instruments
since the data expected from these variables are nominal or
categorical data. However, a 5-point rating scale was used to
measure the respondents’ attitude towards nursing.
 METHOODOLOGY
Research Instruments
Part II measures the respondents’ level of job satisfaction. Instruments
from previous studies were modified and tailored to make them relevant to
the local nursing contexts. This Job Satisfaction Rating Scale (Specter,
1994; Wormsbecker, 2008) was based on the previously conducted
research related to the present research. The said rating scale covers
areas of job satisfaction of the local nursing context such as the nurse-
respondents’ autonomy, salary, organizational policy of work, professional
status, work relationship, work environment, and home community. A 1-5
Likert Scale was adapted in the construction and development of the said
job satisfaction rating scale.
 METHOODOLOGY
Method of Scoring
Method of Scoring
METHOODOLOGY
 METHOODOLOGY
Method of Scoring
 METHOODOLOGY
Method of Scoring
 METHOODOLOGY
Method of Scoring
ATTITUDE TOWARDS NURSING
 METHOODOLOGY
Method of Scoring
 METHOODOLOGY
Validation of Instruments

In order to establish face validity and content validity

of the research instruments, pilot testing was
conducted. The said pilot testing of the researcher-
constructed questionnaires was administered to
selected nurses of Basey District Hospital. Results of
the pilot testing were used as the basis for item
revision and retention.
 METHOODOLOGY
Data-Gathering Procedures

The initial phase of the data gathering

procedures shall commence once the approval
from the different district hospitals of Leyte has
been obtained. This was facilitated through the
recommendations of the research adviser of the
researcher.
 METHOODOLOGY
Data-Gathering Procedures

Official data gathering process involved the administration

of the research instruments to the respondents of the study, who
are the nurses employed in different district hospitals in the
Province of Leyte. Elucidation of the salient points of the
questionnaires were made by the researcher in order to obtain
valid and reliable results from the target respondents of the
study. Moreover, the researcher assured the respondents that all
the data that were obtained from their responses in the
questionnaire was treated confidential.
 METHOODOLOGY
Statistical Treatment

In order to process the data that were obtained from

the data-gathering procedures, the use of both descriptive
and inferential statistics were applied. Descriptive
statistics such as the mean, percentage, and frequency
counts were applied in order to analyze and summarize
the demographic profile, attitude towards nursing, and the
level of job satisfaction of the respondents.
RESULTS AND FINDINGS
RESULTS AND FINDINGS
RESULTS AND FINDINGS
RESULTS AND FINDINGS
RESULTS AND FINDINGS
 TABLE I-F
Profile of Organizational Membership

ORGANIZATION CATEGORIES FREQUENCY PERCENTAGE

COUNT

Philippine Nurses Association 42 66.6%

Operating Room Nurses of the Philippines 1 1.58%
Maternal and Child Nurses Association of the Philippines 3 4.76%

National League of Government Nurses 3 4.76%

Association of Nurse Supervisors and Administrators of the 3 4.76%
Philippines

Provincial Association of Government Employee 1 1.58%

Leyte Integrated Health Association 2 3.17%

No membership 8 12.69%
Total 63 100%
RESULTS AND FINDINGS
RESULTS AND FINDINGS
RESULTS AND FINDINGS
RESULTS AND FINDINGS
RESULTS AND FINDINGS
RESULTS AND FINDINGS
RESULTS AND FINDINGS
RESULTS AND FINDINGS
RESULTS AND FINDINGS
RESULTS AND FINDINGS
RESULTS AND FINDINGS
RESULTS AND FINDINGS
RESULTS AND FINDINGS
RESULTS AND FINDINGS
 RESULTS AND FINDINGS

1. Salary
a. Additional Benefits •Initiate collaborative activities in •Livelihood Projects
Orie
generating resources and income
•Establishment of multi-purpose •Functional Cooperative
cooperative for nurses

•Orientation of staff on the vision, mission,

•Competent Nurse
philosophy, objectives, policies, and standards
of the hospital

•Regular meeting per month and creation of

unit staff organization

•Regular Training and Conference of Nurses

RESULTS AND FINDINGS
•Policy on triaging the patient •Proper triaging

•Isolation of infectious patients and •Functional Isolation Rooms

cohorting the same patient in a room.

•Providing floor plans with fire exit •Good Floor Plans

•Providing fire safety equipment •Complete Fire Safety Equipment

Located in Strategic Positions of the
Hospital

 Local scholarship Program •Graduate in M.A.N.

Participation in Conventions, •Attended Seminars & Trainings
Seminars, and Trainings. for Professional Growth

•Medical-Dental Mission in far-flung •Medical-Dental Mission

areas. Coordinated
•Awareness Drive on Various Diseases •Awareness Drive Conducted
 CONCLUSIONS
In terms of the demographic profile, the most of the
rural nurses employed in different district hospitals
in the province of Leyte, are female, above middle
age, married, staff nurse, have baccalaureate degree
in nursing; are affiliated with the Philippine Nurses
Association (PNA); have national level of
organizational memberships; are employed in the
general nursing practice category, and have a
favorable attitude towards nursing.
 CONCLUSIONS

The respondent-nurses are satisfied in terms of

autonomy in their practice, professional status as a
nurse, and their work relationships; and has an overall
moderately satisfaction level towards their job.

Only the respondents’ attitude towards nursing,

their local health-related trainings and job position are
seen to be correlated with their level of job satisfaction.
 RECOMMENDATIONS

In order to improve the job satisfaction of the

nurses in the district hospitals of Leyte, hospital
administration and the local government should
follow the intervention scheme focused on the
poor areas of satisfaction among the said nurses
such as their salary, organizational policy, work
environment, home community, and professional
status.
 RECOMMENDATIONS

The intervention scheme proposed in the previous chapter

should be tried and evaluated in order to improve the
level of job satisfaction among rural nurses that might
lead to their retention in their current area of practice.

Other factors should be investigated in order to validate

the other correlates of job satisfaction.
 NINO
NINO ARCHIE
ARCHIE S.
S. LABORDO,
LABORDO, RN,
RN, MRDA
MRDA
--A
A graduate
graduate of
of BS
BS Nursing
Nursing of
of the
the Dona
Dona Remedios
Remedios T.
T. Romualdez
Romualdez Medical
Medical Foundation-College
Foundation-College
of
of Nursing
Nursing Amethyst
Amethyst Class
Class 2004,
2004, belongs
belongs to to the
the top
top 10
10 of
of the
the graduating
graduating class
class and
and received
received
the
the Best
Best in
in Clinical
Clinical Performance
Performance Award
Award and and The
The Exceptional
Exceptional Leadership
Leadership Award.
Award. He
He worked
worked at
at
St.
St. Luke’s
Luke’s Medical
Medical Center
Center as
as aa staff
staff nurse
nurse atat the
the Digestive
Digestive and
and Liver
Liver Unit
Unit and
and at
at the
the
NeuroCritical
NeuroCritical Care
Care Unit
Unit and
and holds
holds the the position
position asas the
the Unit
Unit Clinical
Clinical Educator
Educator (UCE)
(UCE)
In
In year
year 2007
2007 he
he became
became one
one of
of the
the faculty
faculty ofof RTRMF
RTRMF and and pursue
pursue his
his passion
passion to
to community.
community.
Studied
Studied his
his masters
masters in
in Rural
Rural Development
Development Administration
Administration at at the
the Eastern
Eastern Visayas
Visayas State
State
University
University year
year 2010.
2010. He
He works
works as as aa coordinator,
coordinator, an an organization
organization adviser
adviser and
and community
community
developer
developer in in Region
Region VIII.
VIII.