Chapter I

Employment Status of the Bachelor of Science in
Nursing Graduates of PHINMA University of Pangasinan
CHAPTER I
BACKGROUND AND RATIONALE OF THE STUDY
Introduction
Nursing has always been considered to be one of the noblest professions. It has
always been regarded as pro-human and nurses have been known for their selfless caring and
tireless service regardless of someone’s economic status. According to Woya (2019), an
essential aspect of quality in higher education is the quality of the outcomes achieved. Higher
education adds value by developing job-related skills and competencies that prepare students
for the workplace. Thus, adequate knowledge on employment outcomes of training graduates
could assist in formulating policy towards combating some of the social problems such as
unemployment. Students, particularly graduates of any course, are required to earn a sense of
competence in theirfield of interest and develop the confidence to explore new possibilities
and new employment especially if there is increasing competition among rivals at work.
It is therefore important that schools must keep track of their graduates to determine
the extent of progress made by them in their adjustments to the world of work. Further
through follow up of graduates, some information which suggests a need for improvement of
the school program, data essential to continuous appraisal and modification of curriculum
and other services will be gathered. This study could be used to get systemic feedback
from former students to know their whereabouts, their working conditions and their
retrospective assessment of their course of study which may serve as a basis to conduct
revisions for more productive graduates.
On the other hand, the understanding of employability has widened in recent years.
Nowadays, employability focuses mostly on technical skills and attributes mandatory for the
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graduates for them to be considered as work-ready (Rowe, 2017). When Covid-19 started,
some healthcare workers resigned. Hospitals and other healthcare facilities have a shortage of
nurses. The numbers of nurses around the world are falling further just as the Omicron
coronavirus spreads, and there is also an imbalance as Western countries step up recruitment
of healthcare workers from African and other poorer countries, the International Council of
Nurses said on Friday (Nebehay, 2021). There is a demand for nurses nowadays in the world
because of the effect of Covid-19.
Contradictorily, Filipino nurses are globally in high demand because of the
standardized and Unified Curriculum on Bachelor of Science in Nursing. This globalized
demand leads to mushrooming of nursing schools which gives a threat to the image of
Filipino nurses abroad. Furthermore, this also worsens the quality of provision of health
service and nursing education in the country (Crisostomo, 2013). Higher education
institutions serve as instruments in delivering the quality education that students need
towards achieving a better future. The outcomes of students are important, and the
improvement of knowledge, skills, and competencies are the main concerns that should be
taken up in every educational institution (Terano, 2018).
In line with this period of globalization, higher education has been concerned with the
development of the whole person as well as knowledge, attributes, and skills which any
educated person should expect to have by the time of graduation. It further aims to inspire
and enable individuals to develop their capabilities to the highest potential levels throughout
life so that they grow intellectually, contribute effectively to society, achieve personal
fulfillment, and are well equipped for work (Abas, et. al, 2016).
Employment of students after graduation can be determined by how the expected student
outcomes were achieved. Thus, educational institutions’ designed curriculum and its
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implementation are factors for achieving student outcomes (Terano, 2019). The labor
markets in the Philippines and abroad have become very competitive. When parents are
confronted with the choice of Universities and Colleges where their children will attend and
get a degree, the prospects for future employment carry much weight. Employability, thus,
becomes a matter of crucial consideration when schools define their curriculum and their
policies on recruitment, entrance, and retention (Albina et al., 2020).
3
Statement of the Problem
Nurse employment is one of the most sensationalized issues nowadays. This research
study aimed to determine the employment status of the Bachelor of Science in nursing
graduates of PHINMA University of Pangasinan.
Specifically, it sought to answer the following sub problems:
1. What is the socio-demographic profile of nursing graduates in terms of:
a) Age;
b) Sex;
c) Civil Status and
d) Year Graduated?
2. What is the employment status of PHINMA University of Pangasinan
nursing graduatesin terms of:
a. Type of Work;
b. B1. Nature of Employment
B2. Position;
c. Field of Specialization;
d. Length of Service;
e. Work Location and
f. Monthly Income
4
INPUT PROCESS OUTPUT
Socio demographic profile of nursingDescriptiveResearch

graduates in terms of:
Design using: Identifiedemployment
Age; Simplerandom sampling statusof PHINMA
Sex; Stratified random sampling
of nursing
CivilStatus and Questionnaire StatisticalAnalysis using: University Pangasinan
Year Frequency graduates.
Graduated? Percentage
Employment rate status of PHINMA Universityof Pangasinan nursing graduates in terms of:
Type of Work;
Nature of
Employment; Position;
Field
of
Specialization;
Lengthof Service;
Work
Location;
Monthly
Income?
5
Conceptual Framework
This study was primarily focused on the nursing graduates of PHINMA University of
Pangasinan. To comprehend the capability of nursing graduates to discern things they have
learned in college and induce the scope of progression they have made to modify in their
profession. In this study, the researcher applied the Input – Process – Output model shown in
Figure 1.
In Figure 1 shows the Input column, it contained of the socio demographic profile of
nursing graduates based on (a) Age (b) Sex (c) Civil Status (d) Year Graduated; following
was the employment rate status of PHINMA University of Pangasinan Nursing Graduates in
terms of (a) Type of Work (b1) of b. Nature of Employment and (b2) of b. Position (c) Field
of Specialization (d) Length of Service (e) Work Location, and lastly (f) Monthly Income.
On the process columns it explained the processes involved in the making of the
study composed of the questionnaire as well as the simple and stratified random sampling
used, from which the collected data or information will be subjected to analysis and
interpretation. As wellas the statistical analysis used which are the percentage and frequency.
Lastly, the output identified the employment status of PHINMA University of
Pangasinannursing graduates.
6
Theoretical Framework
In this study, the Two Factor Theory of Frederick Herzberg and Adaptation Model of
Nursing, which was developed by Sr. Callista Roy, was utilized.
As nursing evolves, competencies continue to be an important element of superior
nursing in a rapidly changing medical environment. Skill development is just one step
towards becoming an experienced nurse. Nursing expertise is the product of experience and
has grown over the years.
According to the mainstream hypothesis, imparting general skills at the university
level will improve graduates’ employability and, as a result, help them advance in their
careers (Selvadurai, et al., 2012). Universities are obliged to incorporate general skills into
their curricula to improve graduates' employability (Hooley, 2017; Mncayi, 2016).
Universities should prioritize such inclusion because theoretical knowledge is no longer
sufficient in the labor market.
In consonance to a psychologist Frederick Herzberg, the two-factor theory states that
there are certain factors in the workplace that cause job satisfaction while a separate set of
factorscause dissatisfaction, all of which act independently of each other. Herzberg's Two-
Factor Theory was used to study motivation and hygiene factors enticing RNs to practice.
The lack of motivators such as recognition of one's work and achievements was one reason
why RNs left the practice. The hygiene factors of money, improved working conditions,
refresher courses, and health insurance would motivate RNs to return to practice. Those
wishing to entice inactive nurses to practice will need to offer sign-on bonuses or make the
hourly wages and benefits package very competitive. This study indicates that nurses value
flexible working hours, part- time opportunities, consideration of family lives, and positive
7
relationships with administrators.
On the other hand, in Roy’s Adaptation Model, it has been used extensively for
nursing curriculum and translates for use in practical nursing settings promoting direct
purpose. This was applied to the nursing practice utilizing the nursing process to assess
behaviors affected by stimuli and develop interventions that promote positive adaptation.
There is a constant interaction on many levels allowing individuals and groups (including
families, communities, etc.) mutability and transformation. Utilizing the nursing process,
nurses can assess for “maladaptive behaviors” and develop care plans with interventions
that augment adaptation positively for improved outcomes (Kenney, 2013). The life course
perspective emphasizes the historical and social context of individuals’ lives, taking into
consideration the overall trajectory, beginning at birth, and accounting for how events and
relationships influence one another. A life transition represents a change in role or status into
a clearly different role or status (Hutchinson, 2007). Education and employment are
historically and socially constructed events in the lives of young adults and represent role
changes. The events and roles experienced by graduates influence the transition from
students to graduated employees; this transition is not always a smooth one and may result in
role confusion.
Applicable to the school-work transition, “life course perspective elaborates the
importance of time, context, process, and meaning on human development and family life.”
(Bengtson & Allen, 1993). While such an event is viewed as a life transition, it is also a
natural part of a developing life course. Career is made up of aspects of people’s lives which
develop over time and include the developmental process, not just work-related experiences
and paid employment.
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Significance of the Study
The findings of this study were considered significant and beneficial to the following
entities:
PHINMA University of Pangasinan. This study provided enlightenment and better support
for all of its students. Through the results of this research, more alumni will be able to
identify themselves and understand the nature of establishing a career.
College of Nursing Administrator. This study was a beneficial tool to help nurses to
develop a relationship with those they serve, within that relationship they can bring their
knowledge while delivering a high quality of patient care.
Nursing Education. This study was beneficial to better understanding of and experience in
caremanagement, quality improvement methods, systems-level change management and the
conceptualized roles of nurses in a reformed health care system.
Nursing Practice. This study contributed to the foundation of clinical practice and
reinforced the following: prevent disease & disability, manage symptoms of illness and
enhance end-of-life care.
Nursing Research. This study was beneficial to future nurse researchers to get a baseline
data that could be utilized for more tracer studies.
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Scope, Delimitation, Limitation
The following would expound on the scope of this study, including its delimitation
and limitations. The scope would describe the characteristics of the participants who were
included in the study. The delimitation would emphasize those participants who were
excluded, while the limitation would discuss the barriers and issues that we encountered
throughout the research process, thus solutions were also provided.
Scope
The researchers conducted this study to determine the demographic profile and the
characteristics of nursing graduates from PHINMA University of Pangasinan. The
demographic profile of the participants includes age, sex, civil status, and their monthly
income and the nursing graduate’s characteristics which includes type of work, field of
specialization, work location and how employment affects their education. The participants
in the study were the Bachelor of Science in nursing graduates of PHINMA University of
Pangasinan. Nurses who studied during the academic year 2016-2019, in particular.
Delimitation
This study was delimited to nursing graduates who were not able to pass the Nursing
Licensure Examination. Also, nurses who did not graduate in the academic year 2016-2019
were not taken in the study. Graduates of nursing from the year 2020 were likewise delimited
because most of these nursing graduates are just about to start their steps in their careers or
profession. Most likely, most of them are just starting to establish a stable career path.
Limitations
The limitations of this study were the respondents who lack time and interest. Those
who were unreachable during data gathering, those who have no account on the social media
1
application, facebook or messenger and lastly those respondents who denied their
employment status were also considered as limitations for this study. However, measures
were conducted by the student researchers in order to prevent these limitations. Establishing
a good rapport and practicing good communication skills with the nursing graduates were
done by the student researchers. Exertion of more effort for the participation of the
respondents through properly communicating the purpose and benefits of the study was
also done. Furthermore, when investigating and analyzing our research, we noticed sources
and localinformation was also limited. As a result, in order to compensate, we make use of
any foreign support materials that are available online to help us gauge the scope of our
research.
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Definition of Terms
The following terms were defined operationally in order to support a clearer and
betterunderstanding of the study.
Nursing graduates. This was pertained to the nurses who have graduated from PHINMA
University of Pangasinan in the academic year 2016-2019 and are the respondents of this
study.
Employment Status. Status of PHINMA University of Pangasinan nursing graduates
employability in terms of their position and affiliation with an organization.
Education. It is an acquired knowledge when a professional use their profession, such as
nursing.
Bachelor of Science. A baccalaureate degree that specializes in the field of science in
PHINMA University of Pangasinan.
Field of Specialization. A type of expertise that the professional practices within the range
of his/her work.
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CHAPTER II
REVIEW OF RELATED LITERATURE
This chapter presented the related literature and studies on both local and foreign
articles which were comparative to the researcher in constructing their study. These reviews
of related literature provide conceptualizations that give a broad foundation that connects
with the research design, methodologies, and how to analyze and synthesize research sources
to give rise to the unknown and highlight the known figures on a particular situation or a
research problem to fully understand the research to be done.
Conceptual Literature
This part emphasizes the literature coming from books, journalism and other forms of
material, concerning or relevant to the study, but were data free and non-empirical material
coming from both local and foreign sources.
Local
According to an article from Summit Express (2018), lawmakers are intending to
increasethe basic salary of nurses in government hospitals to a minimum of Php 30 000 per
month. This was filed last February 19, 2018 by the Makabayan bloc of representatives. This
was called as the House Bill 7196 or the “An Act Upgrading the Minimum Monthly Salary
of Nurses to Php 30 000 and Providing for Benefits for Nurses”. This is due to the belief of
the group that under the Republic Act 9173 (Philippine Nursing Act of 2002), nurses should
have a salary of Grade 15 which amounts to 30 531 Php per month. The lead group of
Makabayan, Rep. Carlos Zarate of Bayan Muna, said that changes must be made due to the
persistent clamor of government workers and nurses in response to the rising cost of living.
It was added that nurses seem to lack laws that grant them additional benefits in terms of
1
overtime pay, hazard pay, call pay, and night shift differential. The group is hoping that the
administration will approve, likewise as how the administration approved, the increase of
salaries of soldiers and police officers. Meanwhile, the Department of Budget and
Management has fixed the salary of nurses at Salary Grade 11 that amounts to Php 20,754
per month (Seek, 2018).
The employability of graduates is now an essential concern as a competition for
students, both local and overseas. The employment situation remains particularly
challenging for all kinds\of professions. As we leave the age of production and enter the age
of knowledge, new careers are likely to develop; different skills will be needed, and certain
industries will grow while others fade. New graduates are in a transition phase in their
careers. One of the important and challenging issues many students are facing today is the
rapidly changing world of work. Trends in the labour market should be paid close attention
(Commission on Higher Education, 2012).
According to the report by CNN, the health care sector had the most increase in
employment during the recession but the registered nurses find it difficult to find a job.
For a three percent of registered nurses from January 1, 2009 to March 31, 2010 were not
employed within eighteen months of graduation (Biolchini, 2013). Furthermore, some of the
100,000 unemployed Filipino nurses in the country were advised to engage in the business
process outsourcing industry and call centers. This was according to the labor secretary
Rosalinda Baldoz. A sector of BPO such as healthcare information outsourcing is one of the
medical-related jobs available to the graduates. These jobs may have pays ranging from P14,
000 to P40, 000 and theirpay may also depend on the number of hours of work and type of
employment. In addition, the starting pay received by regular nurses per month is almost half
of the monthly salary of these alternate medical careers (Tubeza, 2012).
1
In addition, Navidad (2012) revealed that there is an oversupply of nurses since there
were 100,000 unemployed Filipino nurses as of November 2008 and it may tend to increase
by almost 50% in less than two years. The Professional Regulation Commission (PRC)
estimated that the number of unemployed nurses had reached 187,000 in July 2010. In July
2011 NLE 37,513 passed the exam out of 78,135 takers, from that number alone it can be
concluded that there are more than 200,000 unemployed Filipino nurses.
Furthermore, RN Heals was created in order to solve the problem of unemployment.
However, “NARS” sees RN Heals a form of exploitation. These registered nurses were hired
as “contractual” who were tasked to perform the same nursing responsibilities of a regular
staff. They have a monthly allowance of Php 8,000 per month which is sometimes delayed
for about two to three months. According to the Philippine Nursing Law of 2002, the starting
monthly salary of a public health nurse should be Php24, 887 but the government does not
provide and budget for this law. The government has the responsibility to allot enough
budgets for health so the health care professionals will be given the standard salary so that
they will be motivated to
improve the growing needs of the population (Abenojar, 2012). Filipino nurses are globally
in high demand because of the standardized and unified curriculum on Bachelor of Science
in nursing. This globalized demand leads to mushrooming of nursing schools which gives a
threat to the image of Filipino nurses abroad. Furthermore, this also worsens the quality of
provision of health service and nursing education in the country (Crisostomo, 2013).
Dionaldo (2012) said that the statistics of nursing school enrollees and board exam
applications have decreased. This shows that the boom that nursing in the Philippines has
createdis a flash in a pan. He also added that with today’s economy, there are a lot of job
vacancies which need to be filled up despite the number of graduates each year, but
mostly, this isunknown by most nurses. This may be due to the fact that there may be a lot
1
of nurses looking for a job but only a few are really qualified to do the job which may be a
result of low quality education and insufficient training.
Preparing students to be successful in their employment or job is basic to be highly
competitive (Rosenberg, Heimler, & Morote, 2012) particularly now that organizations
definethe quality of workforce they need. For example, in other countries, employers expect
graduates to be competent in specific soft skills like high quality of communication or
interpersonal skills, foreign language acquisition and proficiency, ICT or technical skills,
high spirit of teamwork, and specific personal attributes to achieve personal and professional
objectives (Shafie & Nayan, 2010; Efendi, Chen, Nursalam, Indarwati, & Ulfiana, 2016). In
the Philippines, the Commission on Higher Education (CHED) leads in the monitoring of the
quality of programs in partnership with Higher Education Institutions (Concha & Tiongco,
2015). According to the collaborative Tracer Study done by CHED, Fund for Assistance to
Private Education (FAPE), and Expanded Core Curriculum (ECC) of 2012, private
institutions reached more than 80 percent of their graduates joining the workforce.
Outcomes of the long years of preparing students academically can be summarized
through the tracer studies done by the HEIs. As an older profession, Filipino nurses have
several well established organizations, all of which are actively involved in the formation and
delivery of nursing education (Cabanda, 2015). However, despite the popularity of nursing
education as a stepping stone to migration, practicing nurses within the Philippines
continue to struggle with low status and poor work conditions, similar to the struggles faced
by nurses in other developing nations. In many ways, Filipino nurses face the ironic dilemma
of having a high social status only when they are working outside the Philippines. Such
contradicting images about the benefits of the profession then undermine efforts to raise
wages for nurses in Philippine hospitals, as mostlawmakers regard nurses as likely to migrate
1
and therefore too privileged to deserve special attention from the government (Cabanda,
2017).
Foreign
Employees with higher salary range, higher level job title, and often more and higher
level job responsibility is called promotion. They viewed promotion as desirable that has an
impact on pay, authority, responsibility, and ability to influence broader organizational
decision making. Promotion helps the employees and raises their status. Promotion is a form
of recognition that makes significant and effective work contribute. Consequently, the
dilemma arises because of promotion putting employees in management roles. Employers
are challenged to provide alternative career paths for employees who don’t get their
deserving benefits and recognition (Heathfield, 2013).
Furthermore, being a registered nurse can lead you to promotions and achievements.
A nurse who is capable enough, ambitious, hardworking, and responsible can be
successful andearn salaries. Nurses can work in different set-ups aside from clinical. They
can work in information systems as informatics has been in demand since 2012. They can
also work as case- management nurses, researchers, or educators. All of these provide a very
good salary. Nurses can work as managers, supervisors, or heads of an institution. This is
because nurses have the skills, leadership, time management skills, and organizational skills
which make them on the management track (Decker, 2013).
For many years now, registered nurses have a difficult time finding a job. Hospitals
and healthcare facilities made drastic cut-backs to nurse positions in previous years leaving
new graduates unemployed or underemployed. However, recently there has been a nursing
shortage inthe U.S. and the healthcare industry simply cannot keep up with the demand. This
job growth hasoccurred for a number of reasons and one of these is increased emphasis on
1
preventative care which demands healthcare services for Baby Boomers. In fact, according to
the American NursesAssociation, there will be an additional 1.13 million nurses needed in
the workforce by 2022.
Even with this projected growth, supply and demand in the nursing workforce can be
affected by numerous factors, including population, location, healthcare changes, and
economic conditions (Stringer, 2017).
The Ministry of Education and Higher Education (MEHE) in Lebanon developed a
decree which enables universities to provide bridging programs for students who are certified
with a Higher Technical (TS) Degree in nursing (with a GPA of 12/20 or above) to attain a
university baccalaureate degree. In accordance, the Faculty of Health Sciences - Nursing
Department inaugurated, with the advisory of the Order of Nurses (ONL) in Lebanon and the
Ministry of education and Higher Education in Lebanon, the “Nursing Bridging Program” to
interest those students which the Ministry's decree targets. This articulate program entails a
curriculum with 54 credits which extends over three semesters at the least. Thus,
bridgingarrangements between BS programs and TS programs at 2-year institutions facilitate
pursuing bachelor-level nursing education for such students. These arrangements between the
two- and three-year institutions distinguish which course credits transfer across schools and
contribute to an integrated education track to the BSN. The complete bridging nationwide
arrangement enablescredits to be transmittable among all institutions in the country. MEHE
accords on improving the quality and safety in Lebanon healthcare, MEHE and ONL
promote the aim of increasing the education of all registered nurses to a BSN level or higher
(EP-Nuffic, 2016).
Nursing practice nowadays and specifically in Lebanon is confronted by various
obstacles such as the age and increasingly ill segment of the population of hospitalized
1
patients the burden of healthcare expenses and the need to stay up to date with the
medical knowledge and technology advancements. These demands are aggravated by a
notable increasing deficit of nurses and an aged nursing labor force. In addition, novice
designs of holistic healthcare services are being created to tackle a wide variety of demands
in healthcare and influence the structure of the workforce and care delivery (Jamshidi,
Mehrdad, & Jamshidi, 2012).
To tackle these obstacles, employers will pursue nurses whose competencies are
compatible with the practice settings demands, and can function potently in interdisciplinary
teams across a wide range of healthcare environments. They should also be able to offer
conventional nursing services in addition to other facilities such as case management and
practice leadership, health advocacy and illness prevention (Fukada, 2018). The nursing
milieu must track the modifications in the healthcare settings to guarantee the continuous
production of highquality, secure and efficient patient services. To achieve this, nurses must
be prepared with the necessary competencies. Thus, policymakers and educators must
primarily evaluate demands for the prospective workforce, based on requirements of the
work setting (Ahluwalia, Damberg, Silverman, Motala & Shekelle, 2017).
In the United States, to practice nursing professionally, one must graduate from a state
approved school of nursing, a four-year university program, a two-year associate nursing
degree program, or a three-year diploma program, and then upon graduation they have to
pass the RN licensing examination which goes by the name National Council Licensure
Examination for Registered Nurses (Nurse together, 2012). An Associate's degree in Nursing
in the United States takes 2-3 years and is offered at community colleges, or senior colleges
and universities. The studies include coursework in general education and nursing and it
prepares graduates for licensure and registered nursing and students are prepared to practice
1
in structured care settings. The baccalaureate is studied in senior colleges and universities
and the graduates arelicensed as registered nurses and employed in a variety of inpatient
settings and ambulatory care settings. The program lasts for four years and upon completion
of a state approved program, graduates may take the Registered Nurse state licensing
examination (Gilbert, 2013).
For the sake of clarity, employability from the demand said refers to knowledge,
skills, attitudes, and commercial understandings that enable graduates to contribute
meaningfully to the achievement of organizational objectives after commencement of duties
(Omar, Manaf, Mohd, Kassim & Aziz, 2012). According to Lina (2019), after graduation is
the time where fresh graduates confront with the realities beyond the academic world and
become an active jobseeker, but will face the harsh statistics that only 35 to 40% will land a
job and barely 10% will start a career related to the degree earned and the rest will join the
unemployed status. In the practice of criminal justice of which 63.8% are employed, the most
common job 15 months after graduation is welfare and housing associate professional while
the police officer, legal associate professional,prison service officer and probation officer are
also among the top ten jobs (Association of Graduate Careers Advisory Services, 2020).
An essential aspect of quality in higher education is the quality of the outcomes
achieved. Higher education adds value by developing job-related skills and
competencies that prepare for the workplace. Thus, adequate knowledge on employment
outcomes of training graduates could assist in formulating policy towards combating some of
the social problems suchas unemployment. Students, particularly graduates of any course, are
required to earn a sense of competence in their field of interest and develop the confidence to
explore new possibilities and new employment especially if there is increasing competition
among rivals at work (Woya, 2019).
2
In a study by McHugh and Ma (2014), which was conducted in the United States of
America, shows that provision of a good working environment and better staffing decreases
the tendency for the job dissatisfaction of nurses. Though wages play an important part in
motivatingthe nurses in remaining in the job, having a good working environment and better
staffing still remains as the main motivation and source of job satisfaction of nurses. The
study further states that high patient-to-nurse ratio is associated with burnout and job
dissatisfaction, regardless of wage. This higher nurse-to-patient ratio also impedes the nurses
to deliver quality care to the patients and hinders the effective and gratifying work that a
nurse can attain by providing the best care for his or her patients. Furthermore, there are
reports of dissatisfaction of nurses in terms of wages and non-wage benefits such as
retirement benefits despite the good pay that the United States provides. Hospitals have the
tendency to provide wages lesser than their value. Wage rates as well as distribution must
complement the nurses’ skills in order to encourage them to enter theprofession.
Statistical data of the employment service of Slovenia (2013) show that there 829
jobs offered in nursing care in 2011. After 2012, the Employment Service of Slovenia
gathered no more data about job offers by the law. Today’s data shows increased
unemployment in nursing. In August 2014 there were 171 registered unemployed graduate
students in the field of nursing (European Federation of Nurses Association Workforce
Committee, 2014).
2
Research Literature
In this part it consists of a detailed review of existing literature related to the
topic, it includes foreign and local studies that are gathered and collected from
research websites on the internet.
Local
Nurses happened on January 15, 2014. Sec. Enrique T. Ona mentioned in his speech
that the employment data from Philippine Overseas Employment Administration (POEA)
reveals that out of the 526,897 registered nurses nationwide in 2012, 177, 414 nurses are
employed abroad. Meanwhile, in the same year, the National Database of Human Resources
for Health Information System reports that there are only 38,488 nurses employed in the
country's government and private hospitals (Department of Health, 2014).
The outcomes of student learning can be determined by how well an educational
institution designs and implements the entire curriculum for a specific program (Terano,
2019). Thus, higher education institutions must be flexible enough to deliver the necessary
learning so that the graduates will be knowledgeable and competent to face the challenging
world of employment. As of July 2015, the employment rate estimated in the Philippines
was at 93.5 percent while the unemployment rate was 6.5 percent. Among the unemployed
persons in July 2015, 62.1 percent were males. Of the total unemployed, the age group 15 to
24 years comprised 50.4 percent, while the age group 25 to 34, 29.5 percent. By educational
attainment, 22.2 percent of the unemployed were college graduates, 13.5 percent were
college undergraduates, and 33.2 percent were high school graduates (Philippine Statistics
Authority, 2015).
2
Graduate Tracer studies are essential as a way of understanding the relevance and
quality of programs offered by the universities as well as the labor market. There is a
demand for empirical evidence regarding the professional relevance of Higher Education
Institutions (HEIs) study programs using graduate tracer studies. HEIs require graduate
tracer studies for accreditation of study programs. HEIs must be interested in feedback from
their graduates on the quality of education (Obando & Shisanya, 2013).
Just as the country is preparing towards Association of Southeast Asian Nations
(ASEAN) which envisions a single market and production base, the Philippine
Qualifications Framework (PQF) should address the work force competencies recognized by
the region. With PQF in place, it is assured that the qualification issued in the country will
be recognized by other countries, which means that the country’s professionals can freely
practice their profession and get salaries equal to the nationals of the host countries (Riguer,
2014).
Based on a study which involved the graduates of University of Cebu Lapu-Lapu and
Mandaue from 2007-2014, the majority of the nursing graduates are employed. In addition,
these graduates are majority employed in line with the healthcare and social work sector.
This includes employment of being regular employees, being professionals and being
employees of doing localjobs under the health and social work field. Most of the respondents
are regularly employed and only less than a fifth is temporarily employed. Furthermore, most
of the respondents are employed in the Philippines. Most of them were able to be employed
within 1 to 6 months after graduating. Although, two thirds of them were able to get a job
related to the degree they have (Sanchez & Diamante, 2017).
2
Foreign
In the study of Patillo (2012), he reports that nursing graduates are concerned about
the fact their lack of experience will impact future employability. Hence, it is not a case that
clinical training is of significant relevance for the acquisition of competences in nursing
education (Bergjan & Hertel, 2013). A recent survey conducted by Ipsos Market and
Opinion Research International (Falcone, 2016) in March and April of 2015 where 5,550
parents from 16 countries participated in the study. The results indicate that 79 percent of
the parents find an undergraduate degree important as it enables their children to achieve
their personal and ultimate goals in their lives. The survey also revealed that 83 percent of
the parents wish their children to have a career in a specific type of employment. For
example, 19 percent of the parents expect their children to secure a job in the medical
industry, 11 percent in engineering, and 8 percent in computer science. The results of the
study indicate that there is a clear linkage between education and subsequent employment.
Despite a high expectation on tertiary education in producing quality graduates to meet the
need of the labor market, a “graduate skills gap” still exists when comes to fulfilling the
demands of the labor market (Aziz, 2018).
A study was conducted by the Institute of Student Employers in 2018 to examine the
relationship between graduate skills and employer expectations in today’s dynamic business
environment. This study surveyed the opinions of 11,000 employers and 16,000 students
across the world. The results of the study show that there are “sizable and consistent
disparities” between employers’ expectation and actual skills that the students possessed
(Aziz, 2018). This implies that curriculum provided by the universities may not have
successfully equipped their graduates with the “employability skills” needed by the
employers in the industry.
2
It is also found that today’s employers are reluctant to provide training to their
employees unlike those employers of the past (Kasriel, 2018). Present employers expect
university graduates to be able to perform in their jobs once they are hired. However, a
survey conducted by Monster India with over 5,000 job seekers and employers found that
66 percent of the fresh graduates are not ready for the job market (Pant, 2018). Once again,
this implies that formal education provided by universities may not have prepared their
students for the working world.
Synthesis of the study
The series of study and literature written by foreign and local authors in this chapter
discusses the concept and narrative details of relevant and related information to the study.
The information from the literature gathered is also important in determining if the nursing
graduates produced by the university were successful or not in their chosen field, it also
provide significant information that will help the researchers in conducting the study
regarding employment status of Bachelor of Science in nursing graduates in PHINMA
University of Pangasinan.
Nursing is defined 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 (American Nurses Association, 2012).
A study revealed that registered nurses and nursing students chose to study nursing
because of the opportunity for caring and that it was their vocation in life which were
congruent with the character and temperament found in the participants (Eley, Bertello &
Rogers, 2012) compared with high school, the aim of a college education is to cultivate
2
professionals who have the competency required by society for providing students with a
deeper level of knowledge and problem-solving ability as result of the curriculum. Recently,
because of the popularization of college entrance exams, the role of academic universities in
the past has been emphasized in terms of the industry-academic link, and the functions of
universities have changed in a complex way. In order to enable the transition of nursing
care graduates to the labour market, it is important that the education system and the
labour market (clinical environment) are constantly adjusted and closely coordinated. This
means that educational institutions should be in constant contact with employers who offer
jobs to graduates and should know which competences are needed for certain work positions.
On the other hand, employers should thoroughly define skills and competences
required at certain positions. Higher education institutions are actually becoming economic
institutionsand get involved into competitive market relations (Pavleka, 2014). The level of
nursing care graduate’s employment is therefore important factor of their success. One of the
main indicators of nursing care graduate’s success is their average grade. Unfortunately, the
relationship betweentraditional measures of academic success, such as average grade and post
graduation job performance is not well established (Codier and Odell, 2014).
In this paper we will look at the global view of the employment status of the nursing
graduates in which will help us perceived the educations and aspirations of the individuals,
and toprovide meaningful informations about the study and to further improve the nursing
program in PHINMA University of Pangasinan so as to develop and sustain interest and to
further enhance their motivation and development of competencies.
2
CHAPTER III
METHODOLOGY
This chapter covered the researcher's methodology and procedures in order for
readers to understand how the study was conducted and what findings were produced. It
includes the research design used in the study, data sources, data gathering instrument, locale
of the study, validity and reliability of the instrument, data gathering procedure, and
statistical analysis to be used.
Research Design
The researchers used Descriptive Research Design. A Descriptive Research Design is
a sort of study that tries to collect data in order to characterize a phenomenon, condition, or
population. Descriptive Research Design mostly assists on answering the what, when, where,
and how questions about the research problem, rather than the why. This research design
aimed to identify the employment status of Bachelor of Science in Nursing Graduates of
PHINMA University of Pangasinan in terms of: type of work, nature of employment,
position, field of specialization, length of service, work location and monthly income.
It concentrated on generating data from the nursing graduates using open-ended
questions to gain enough information about the said topic. The researchers had collected
characteristics and socio-demographic profiles of nursing graduates such as age, sex, civil
status, and the year they graduated. The findings were reported using non-verbatim accounts
of the participants.
Sampling Types and Technique
In the selection of the respondents for the study, stratified random sampling and
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simple random sampling were used.
In the quantitative aspect, stratified random sampling was employed. Stratified
random sampling is a type of probability sampling using which a research group can divide
the total population into multiple non-overlapping, corresponding groups and randomly
select the final members from the several strata for research which reduces value and
proficiency. The researchers were to summarize the entire population of the nursing
graduates in 2016-2019. The researchers had a total population of 200 nursing graduates as
respondents but due to limited time for data gathering, only 57 nursing graduates were
surveyed.
In the interval, the researchers utilized simple random sampling. The simple random
sampling is a method that requires selecting based on a system of intervals in a numbered
population.
Source of Data
The study was focused on PHINMA University of Pangasinan nursing graduates from
2016 to 2019, who met the inclusion criteria. The graduates were included in the study
regardless of their demographic characteristics. Considering the time, they have graduated,
the nursing graduates from 2016 to 2019 were assumed to be working within or outside the
profession, and were more likely reliable sources for the purpose of the study. The exclusion
criteria, on the other hand, consists of nurses who were ineligible and do not meet the
characteristics of the study.
Data Gathering Instrument
Structured questionnaire was used to obtain the necessary data from the participants.
The survey questionnaire was divided into two parts. The first part was the respondent’s
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profile that includes age, sex, civil status, and year graduated. While the second part included
the employment status of the nursing graduates which consists of type of work, nature of
employment, position, field of specialization, length of service, work location and monthly
income.
Locale of the study
The study was conducted online. Therefore, respondents had the free will where to
answer the survey. These respondents were given a survey questionnaire that was disposed
via facebook messenger and was answered in google forms. Respondents were more
productive in this online setup because they will save time. When more detailed analysis is
required, the data is instantly available and may be simply exported into specialized
statistical tools or spreadsheets. This could be due to the greater ease of online data collection
compared to traditional face-to-face interviews while adhering to COVID-19, which is still
a harm in our community.
Validity and Reliability of Instrument
The researchers used a researcher formulated questionnaire, properly validated as
the main instrument in gathering the data needed. The questionnaire's credibility was
determined using the Scale Content Validity Index (S-CVI) and Item Content Validity Index
(I-CVI). The first part of the questionnaire focused on the initial statement of the problem,
which received an ICVI of one for each variable. In addition, the second part of the
questionnaire, which was essentially the second statement of the problem, had a total of one
because all of the validators agreed that it was extremely significant to the study.
The questionnaire's reliability was tested through a pilot test. Pilot testing was
conductedon ten nursing graduates from 2016 to 2019. However, their responses were tested
for reliability.
2
Data Gathering Procedure
After the validation of data, the researchers conducted the actual data gathering. Prior
to the actual data gathering, the researchers forwarded a letter to Dean Maria Teresa R.
Fajardo of the College of Health Sciences to secure permission to allow researchers to
conduct a research study on nursing graduates of PHINMA University of Pangasinan.
Following the dean's approval, the researchers worked with the faculty of the College
of Health Sciences – Nursing Department via a written letter to determine the total
population of nursing graduates from 2016 to 2020 and who were eligible to participate in
the study, as well as to allow them to conduct a survey or interview with the participants
about their employment status.
Statistical Analysis
To evaluate the data gathered from the conducted questionnaires, the following
statistical methods were used to answer the sub problem 1 and 2: Percentage Frequency
Distribution. This method was used to express the relative frequency of survey responses and
other data.
Percentage. The statistical tool used by the researcher to determine the percentage of the
respondents in terms of their demographic data. It was calculated by taking the frequency in
the category divided by the number of participants and multiplying by 100%.
Frequency. The statistical tool was also used by the researchers to determine the number of
occurrences of a particular item in each data set. The formula was as follows:
3
P= F/n x 100
Where:
P= Percentage
F= Frequency
n=Total number of respondents
Protection of Subject’s Human Rights

As researchers and future nurses, we have the responsibility to speak up for our subjects
for our respondents. Even outside of the study context, treating everyone equally and
respectfullyis necessary in our daily lives as humans. Respect for the person, beneficence,
and justice, according to Polit and Beck (2012), are traditional markers of research rigor.
Respect for Participants. The researchers obtained informed permission in order to ensure
that the future nursing graduate participant's autonomy is respected. The permission form
included information about the purpose of the study and how the data was handled. Before
the interview and survey questions were done and answered, the participant signed the
informed permission form. The research would be done at the participant's own discretion.
As a result, declining to participate is completely voluntary and will not result in any loss of
benefits. The participant has the option to withdraw from the study at any time without
incurring any penalties.
Beneficence. The beneficence principle emphasized that each research study would aim to
benefit the participants. Furthermore, the researchers were able to assess and explain to the
nursing graduates what advantages they would be eligible for. The researchers in this study
looked at potential dangers that could harm nursing graduates, such as a loss of
confidentiality. nursing graduates' names, ages, birthdays, addresses, and other sensitive
information will be protected from illegal invasion, maintaining their dignity and rights. For
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data that identified the participant, the researchers utilized substitution codes or control
numbers. They also stored the paper records in a database that was only accessible to them.
After that, the user data was properly disposed of via media sanitization.
Justice. Equal and fair participant selection was an efficient tool to eliminate prejudice and
offer more reliable results. The study was based on the principle of social justice, in which
the benefits and treatment that the nursing graduates’ participants were entitled to will be
distributed equally.
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CHAPTER IV
PRESENTION, ANALYSIS AND INTERPRETATION
This chapter presents the results that the researchers gathered during the research, the
respondents that participated are the Nursing Graduates of PHINMA University of
Pangasinan. The said data were presented in tabular form with the specific questions posited
on the statement of the problem.
Part 1: Socio Demographic Profile
Table 1.1 Age
Age: Frequency Percentage
22-24 32 56.14%
25-27 19 33.33%
28-30 2 3.51%
30 years old and 4 7.02%
above
Total: 57 100
As shown in the table, in terms of age, the largest number of the respondents fall into age of
22-24 years old having the frequency of 32 or 56.14% of the entire population. Meanwhile,
the second largest number of respondents were aged 25-27 years old with the frequency of 19
or 33.33% of the entire population. The next respondents fall into 30 years old and above
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with a frequency of 4 or 7.02% of the entire population. The least respondents fall into 28-30
years old with a frequency of 2 or 3.51% of the entire population.
Table 1.2 Sex
Sex: Frequency Percentage
Male 16 28.07%
Female 41 71.93%
Total: 57 100
In table 1.2, shows that there are more female respondents than male respondents. The
female makes up more that the half of the total respondents with a frequency of 41 or
71.93%, while the male has a frequency of 16 or 28.07% of the entire population. The results
showed that female is more than the male with regards to the gender of the respondents in
nursing profession. The nursing profession remains highly feminized, despite the need to
diversify the profession. Men are not entering into the occupation, even as society requires an
increase in the nursing workforce (Littlejohn et al., 2012).
Table 1.3 Civil Status
Civil Status: Frequency Percentage
Single 49 86%
Married 7 12.3%
Engaged 1 1.7%
Total: 57 100
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Table 1.3 shows the civil status of the respondents surveyed. In terms of the civil status, there
are more single than married or engaged respondents. The single respondents represent 86%
of the entire population, the married are 12.3% and the engaged makes up the 1.7% of the
entire population. When a man is married, he is considered to be socially supported and is
seen as having less family or role conflict with work roles, whereas when a woman is
married, she is considered to have more social responsibilities, contributing to greater work
or family role conflict (Nadler & Stockdale, 2012).
Table 1.4 Year Graduated
Year Frequency Percentage
Graduated:
2016 9 15.8%
2017 2 3.5%
2018 16 28.1%
2019 30 52.6%
Total: 57 100
Table 1.4 shows the year graduated of the respondents surveyed. Most of our respondents are
graduate of year 2019 which has a frequency of 30 or 52.6% of the entire population. The
second greatest number of respondents are graduates of year 2018 with a frequency of 16 or
28.1% of the entire population. The next respondents are from graduates of 2016 with a
frequency of 9 or 15.8% of the entire population, while the 3.5% of the entire populations are
from the graduates of year 2017.
3
Part 2: Employment Status of PHINMA University of Pangasinan Nursing
Graduates
Table 2.1 Type of Work
Type of Work: Frequency Percentage
Nursing 55 96.5%
Non – 2 3.5%
Nursing
Total: 57 100
Table 2.1 shows the type of work of our respondents surveyed. Most of the respondents are
working as a nurse with a frequency of 55 or 96.5% and 2 compromising 3.5% of the entire
population are non-nursing. Furthermore, The Nursing Council of Hong Kong (2012)
defines key competences as result of education. Nurses who graduate from a bachelor’s
nursing care study program, gain competences before entering the labor market and are
therefore capable to provide safe, effective, and ethical care to the public. Ravindra and
Sheelam (2013) also state that individuals’ capability or competence should be matched
with organizational job requirements.
Table 2.2 Nature of Employment
Natures of Frequency Percentage
Employment:
Private 41 71.9%
Public 16 28.1%
3
Total: 57 100
Table 2.2 shows the nature of employment of the respondents surveyed. This study found
that most of the respondents are working in private organization which makes up more than
half the entire population with a frequency of 41 or 71.9% and 16 of the respondents are
working in public compromising the 28.1% of the entire population. In addition to this,
Nurses must operate in a safe and satisfying work environment for them to realize their
potential in leading the way to improving health (Woolforde, 2019). However, nurses often
work in problematic work environments that can deter nurses’ full capacity to provide safe
and quality nursing care (Barandino & Soriano, 2019).
Table 2.3 Position
Position: Frequency Percentage
Staff Nurse 42 73..7%
Head Nurse 4 7%
Nurse 0 0
Supervisor
Assistant 1 1.8
Chief Nurse
Chief Nurse 1 1.8
Other 9 15.7
3
Total: 57 100
The table above shows the position of the respondents surveyed. This study discovered that
majority of the respondents are working as a staff nurse which compromise the 73.7% of the
entire population. The second majority of the respondent’s position is head nurse with a
frequency of 4 or 7% of the entire population. Next is the others which make up the
frequency of 9 or 15.7% of the entire population. The least number of the respondents is in
the position of assistant chief nurse with a frequency of 1 or 1.8% of the entire population
same as the chief nurse. This means that the New Graduate RNs’ overall clinical
competence developed most during their first six months (Lima et al., 2016). Results
relating to clinical competence 23 development in another longitudinal study of NGRNs
with three to twelve months of experience in hospital settings found that clinical
competence grew rapidly in the first six months before slowing down after this period
(Takase et al., 2014). This study, however, did not present separate clinical competence
areas. In another longitudinal study by Numminen, Leino-Kilpi, Isoaho, and Meretoja
(2017), RNs’ development of professional competence from one to three years of nursing
experience showed modest progress until their third year of practice.
Table 2.4 Field of Specialization
Field of Frequency Percentage
Specialization:
Clinical Area 12 21.05%
Medical- 25 43.85%
Surgical
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OB/GYN 6 10.52%
Pediatrics or 8 14.03%
Nursery
Community 4 7.02%
Geriatric 4 7.02%
Operating Room 9 15.8%
NICU 7 12.28%
ICU 9 15.8%
ICCU 0 0
NSICU 0 0
Dialysis Unit 1 1.8%
Nurse 1 1.8%
Anesthetist
Others 15 26.31%
Total: 57 100
In this data, you can find the most specialized field of the respondents. In terms of medical-
surgical, it has the largest number with 25 respondents having an average of 43.85% of the
entire population. Second is the others with 15 respondents and an average of 26.31 of the
entire population. Next is the clinical area with a frequency of 12 compromising the 21.05%
of the entire population. ICU has several 9 respondents or 15.8% of the entire population
same as the operating room. The pediatrics or nursery has a frequency of 8 compromising
the 14.3% of the entire population. The NICU has 7 respondents, an average of 12.28%.
While the community and geriatric have the same number of respondents of 4 or 7.02%.
3
The least number of respondents in terms of field specialization are the dialysis unit and
nurse anesthetist with the same frequency of 1 or 1.8% of the entire population. In addition
to this, the CNA 3 currently offers such certification in 20 specialties of nursing practice,
including areas such as cardiovascular nursing, critical care nursing, orthopedic nursing,
perioperative nursing, peri-anesthesia nursing, and medical-surgical nursing (CNA, 2014a).
While continuing education for nurses promotes ongoing safe, ethical, and competent
practice, it also offers nurses opportunities to pursue and achieve professional growth
throughout their careers (CNA, 2014b).
Table 2.5 Length of Service
Length of Frequency Percentage
Service:
3 – 6 months 5 8.8%
7 months – 1 13 22.8%
year
1 – 2 years 22 38.6%
3 – 4 years 13 22.8%
More than 5 4 7%
years
Total: 57 100
The table above shows the length of service of the respondents. In terms of the number of
years the respondents have been employed, it shows that majority of the respondents are in 1-
2 years in service with a frequency of 22 (38.6%). The second largest number of respondents
4
are in 7 months-1 year same with 3-4 years longevity of 13 respondents or 22.8%. The 5
respondents have been employed for 3-6 months or an average of 8.8% of the entire
population. The 4 respondents have been rendering service for more than 5 years which
makes up the 7% of the entire population. According to (Bormann, & Abrahamson, 2014),
Many nurses have worked in the nursing field for 10 or fewer years, while many others may
have been in the nursing field for 20 years or longer. Identifying whether there is a
relationship between retention and the 3 demographics of the nurses could help community
hospital leaders to find innovative ways to support nurses and increase nurse retention in
small rural hospitals. Many hospitals, particularly in rural areas, could face revenue loss or
closure when low staffing levels lead to fewer patients (Bormann & Abrahamson, 2014).
The longevity of a contract is an important aspect to consider. Most workers seek
good compensation or reward before they even try working for the company. Benefits that
include professional development and growth, professional support, and flexible work are
options that challenged the organization's competitors. These benefits could also help
employee retention and recruitment. In 2017, organizations increased professional and career
development benefits which in turn increased the potential retention of employees.
(Kennedy, Hill & Hominik 2017, 3-18.)
Table 2.6 Work Location
Work Location Frequency Percentage
Local 49 86%
Overseas 8 14%
Total: 57 100
4
The table above presents the work location of the respondents. In analysis of this table, it
shows that 86% or 49 of the respondents are working local. The average of 14% or the 8
respondents are working overseas. Moreover, with the growth in nursing graduates and the
restrictions to emigration, many Filipino nurses were not able to find paid jobs in the
Philippines. In 2009, only 31,058 nursing positions were available in hospitals (Lorenzo et al.
2012) compared to more than 70,000 nurses who passed the licensure exam that year. For
permanent nurse migration, the U.S. was the dominant destination country for Philippine
nurses. At the peak in 2006, 5,790 nurses migrated permanently to the U.S., but the number
fell to 1,107 in 2007 as U.S. visas became less available to Filipino nurses (Lorenzo et al.
2012).
Table 2.7 Monthly Income
Monthly Income: Frequency Percentage
Less than ₱10,000 8 14%
₱10,001 – ₱20,000 19 33.33%
₱20,001 - ₱30,000 8 14%
₱30,001- ₱40,000 11 19.29%
₱40,001 - ₱50,000 3 5.26%
More than 8 14.03%
₱50,000
Total: 57 100
4
In the table, the monthly income of the respondents were illustrated. The majority salary of
the respondents was ranging from ₱10,001-₱20,000 with a frequency of 19 (33.33%) of the
entire population. 11 of the respondents had a monthly income of ₱30,001-₱40,000
compromising the 19.29% of the entire population. The monthly income of less than
₱10,000, ₱20,001-₱30,000, and more than ₱50,000 had the same percentage of 14%. The
least number of the respondent’s monthly income is ₱40,001-₱50,000 having the percentage
of 5.26%. This only means that most of the nurse’s salaries are ranging from ₱10,001-
₱20,000. Furthermore, the present situation of employees in the Philippines shows low
salaries and inappropriate compensation that included professionals such as nurses, teachers,
and engineers.
Owing to this situation, many enthusiasts leave the country and prefer to work abroad
with better pay and benefits. (Andrea 2016.) Filipino nurses and other health professionals
are the major workers that intended to work overseas. The economic condition of the
Philippines is strongly affected by migrant remittances, which is about 10 percent of the
Gross Domestic Product margin. In 2014, 19 almost 24 billion U.S. dollars were being
remitted to the Philippine Bank (Bangko Sentral ng Pilipinas, 2015). Nurses who wish to
work abroad seek better opportunities in career development and a better salary. They save
better in a foreign country that makes them motivated. They help their families or family
members who are left in their home country. (Weber & Frenzel, 2014).
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CHAPTER V
SUMMARY, CONCLUSION, AND RECOMMENDATION
This chapter includes the summary of findings that the researchers analyzed, it constructs
conclusion based on the analysis and interpretation of data and researchers offer some
recommendation.
Summary
This study aimed to determine the Employment Status of the Bachelor of Science in
Nursing Graduates of PHINMA University of Pangasinan, located at Arellano Street,
Dagupan City, Pangasinan, Philippines. The researchers used descriptive research design to
obtain data from the respondents using open- ended questions. In the quantitative aspect,
stratified random sampling was employed which an institution can branch off the entire
population. However, the researchers employ simple random sampling.
The data gathering instrument used is a structured questionnaire to attain the
necessary data from the participants. The study is conducted online. These participants were
given a survey questionnaire that was given through facebook messenger and was answered
in google forms when more detailed analysis is required.
Findings
Based on the data gathered the following findings are revealed:
 Based on the analysis of data it shows the socio-demographic profile of nursing
graduates in terms of age. Those with an age of 22-24 years old hold the majority of
the population with a frequency of 32 or 55.14%. The majority of the respondents are
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female with a frequency of 71.93%. Most of the nursing graduates are single with a
frequency of 49 or 86%.
 In terms of year graduated majority of the respondents vote was in 2019 with a
frequency of 30 or 52.6% and most of the nursing graduates were nursing with a
frequency of 55 or 96.5%.
 The study found out that the majority of the respondents are working in private
institution which makes up more than half of the entire population with a frequency
of 41 or 71.9%. It discovered that most of the nursing graduates are working as staff
nurse which compromise with a frequency of 42 or 73.7% of the entire population.
 Medical Surgical is the most specialized field of the respondents with a
frequency of 25 with a percentage of 43.85 %. It shows that the length of
service of the respondents in terms of years that the nursing graduates employ
majority of the respondents are in 1 – 2 years in service with a frequency of 22
or 38.6%.
 In analysis of data it shows that 49 or 86% of the respondents are working
local and the majority salary of the respondents is ranging around ₱10,001 - ₱
20,000 with a frequency of 19 or 33.33%.
Conclusions
There is no doubt that nurses are very versatile on their chosen field. It was therefore
concluded that the transition from undergraduate to medical profession is seen as a time of
great stress for new graduates. Once clinical practice begins, new graduates enter a relatively
new and often challenging environment. They need to make significant adjustments to
practice independently of qualified medical professionals, from students whose procedures
and activities are supervised in a controlled environment, and who apply the theoretical
knowledge acquired in school. It needs to be put into the context of practice. To plan and
4
implement relevant client treatment programs. This transition has been described as a period
of stress that requires effective management of conflicting values and role
A more detailed assessment of the current state of the nursing profession has been
made possible by recent research on the employment status of nursing graduates from
Based on the findings presented, it is hereby concluded that the nurse graduates in
PHINMA University of Pangasinan majority of the respondents were currently employed a
year after their graduation most of them are female working as staff nurses & practicing their
profession and getting their experience within the locality . A large number of the respondents
are in the field of medical surgical nursing, The majority of the respondents had jobs related to the
course they took up in college.
Recommendations
On the foundation of present study the following recommendations are offered for
futures nurses. Employment Status of the Bachelor of Science in Nursing Graduates of
1. The College of Nursing should gather feedback from the employers of its
graduates to evaluate their work performance and develop a strategy to establish a
way on how to better track graduates to involve a bigger number of the graduate
activities.
2. The College of Nursing represents a useful source of knowledge for PHINMA
University of Pangasinan on the need to enhance the provision of clinical
practicum exercise and improve infrastructural facilities that is important for the
nursing program in order to expose learners to more practical experiences.
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3. Researchers/Practitioners may use this study to help in the conduct of more tracer
studies, increase student expertise and understanding behind the Nursing
Graduates of PHINMA University of Pangasinan. Future researchers may also
help to expand the scope of the study for new findings that will be beneficial to a
larger population.
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5
Appendix A
LETTER OF PERMISSION TO THE COLLEGE DEAN
PHINMA Universityof PangasinanCollege of Nursing
College of Health SciencesArellano St., Dagupan
City
Maria Teresa R. Fajardo, RN, MAN, Ed.D
Dean, College of Health Sciences
We, the Level III student nurses of PHINMA University of Pangasinan, are currently
conducting aresearch entitled “Employment Status of the Bachelor of Science in Nursing
Graduates of PHINMA University of Pangasinan” in partial fulfillment of the
requirements of the degree of Bachelor of Science in Nursing.
In this regard, may we respectfully request your permission to conduct interviews and
observation with our chosen participants as part of our research in order for us to collect
accurate narratives needed for proper interpretation and writing.
Thank you very much and God Bless!
Respectfully yours,
Leonor, Samantha Isabel C.
Fernandez, Jan Erika T.
Estrada, Carissa T.
5
Gangoso, Jovelyn L.
Gumawid, Faye Margarette R.
Laforteza, Hazel C.
Macadangdang, Natasha Nicole A.
Macam, Noriel C.
Robosa, Chenece Alyssa M.
Noted by:
Prof. Maria Teresa R. Fajardo, RN, MAN, Ed.D
Adviser, Nursing Research
Approved by:
Dean, Health Cluster
PHINMA University of Pangasinan
5
5
Appendix C
LETTER OF PERMISSION TO THE COLLEGE DEAN
PHINMA Universityof PangasinanCollege of Nursing
College of Health SciencesArellano St., Dagupan
City
Dear Ma’am/Sir!
Greetings!
We, the Level III student nurses from PHINMA University of Pangasinan, are currently
conducting a research entitled “EMPLOYMENT STATUS OF THE BACHELOR OF
SCIENCE IN NURSING GRADUATES OF PHINMA UNIVERSITY OF PANGASINAN”.
The study focuses on the Employment Status of Bachelor of Science in Nursing Graduates of
PHINMA University of Pangasinan. This will determine and sought to answer the following
questions in regards to their employment status after their graduation.
In line with this, we sincerely request your permission to validate the attached questionnaire,
which will be needed in eliciting significant information for the completion of our research.
We believe that with your assistance in evaluating our questionnaire, we will be able to
complete this study with the required data and results. Hoping for your positive response.
Thank you very much and God Bless!
5
Respectfully yours,
Leonor, Samantha Isabel C.
Fernandez, Jan Erika T.
Estrada, Carissa T.
Gangoso, Jovelyn L.
Gumawid, Faye Margarette R.
Laforteza, Hazel C.
Macadangdang, Natasha Nicole A.
Macam, Noriel C.
Robosa, Chenece Alyssa M.
Noted by:
Adviser, Nursing Research
Approved by:
Dean, Health Cluster
PHINMA University of Pangasinan
5
Appendix D
SURVEY QUESTIONNAIRE
This questionnaire will be used to determine the employment status of the
Bachelor of Science in nursing graduates of PHINMA University of Pangasinan.
As a result, we ask for your help in answering all of the questions honestly. Rest
assured that any information you supply will be kept in utmost confidentiality.
Thank you very much!
Part 1: Socio Demographic Profile
AGE:
22-24 years old
25-27 years old
28-30 years old
30 years old and above
SEX:
Male
Female
CIVIL STATUS:
Single
Married
Others:
5
YEAR GRADUATED:
2016
2017
2018
2019
Part 2: Employment Status of PHINMA University of Pangasinan Nursing Graduates
TYPE OF WORK:
Nursing
Non-Nursing
NATURE OF EMPLOYMENT:
Private
Public
POSITION:
Staff Nurse
Head Nurse
Nurse Supervisor
Assistant Chief Nurse
Chief Nurse
Others:
5
FIELD OF SPECIALIZATION: (Select All That Apply)
Clinical Area
Medical-Surgical
OB/GYN
Pediatrics or Nursery
Community
Geriatric
Operating Room
NICU
ICU
ICCU
NSICU
Dialysis Unit
Nurse Anesthetist
Others:
LENGTH OF SERVICE:
3-6 months
7 months – 1 year
1-2 years
3-4 years
More than 5 years
Others:
5
WORK LOCATION:
Local
Overseas
Country:
MONTHLY INCOME:
Less than ₱10,000
₱10,001-₱20,000
₱20,001-₱30,000
₱30,001-₱40,000
₱40,001-₱50,000
More than ₱50,000
5
Employment Status of the Bachelor of Science
in Nursing Graduates of PHINMA University of
CURRICULUM
ESTRADA, CARISSA MAE TAPEC

#0831 Magtaking Bugallon,
PangasinanEmail:
cata.estrada.up@phinmaed.com
PERSONAL INFORMATION:
Birthdate: January 20, 2002
Birth Place: Cainta, Rizal
Age: 20 years old
Sex: Female
Weight: 5’5
Height: 52kg
Religion: Roman Catholic
Citizenship: Filipino
Civil Status: Single
Language: Filipino, Pangasinan
Father’s Name: Jaime S. Estrada Occupation: Mechanical Engineer
Mother’s Name: Criselda T. Estrada Occupation: Government Employee
EDUCATIONAL BACKGROUND:
Elementary: Magtaking Elementary School
Date Graduated: March 2014
Junior High School: Saint Columban’s School Inc.

Senior High School: PHINMA University of Pangasinan

College: PHINMA University of Pangasinan

Date Graduated: Currently enrolled in college
Seminars Attended
 English for Healthcare Professionals (EHP)
6
CURRICULUM
FERNANDEZ, JAN ERIKA TIRAO
Brgy. Lambayan, Mapandan,
PangasinanEmail:
jati.fernandez.up@phinmaed.c
om
Birth Place: Capaoay, San Jacinto, Pangasinan
Age: 20 years old
Sex: Female
Weight: 4’11
Height: 70kg
Language: Filipino
Father’s Name: John A, Fernandez Occupation: Businessman
Mother’s Name: Jacqueline T. Fernandez Occupation: Housewife
Elementary: Mapandan Catholic School
Date Graduated: April 2014
Junior High School: Mapandan Catholic School



6
CURRICULUM
GANGOSO, JOVELYN LICUANAN
#12 Legarda St., Nibaliw, Mangaldan, PangasinanEmail:
Birthdate: June 30,2001

Birth Place: Mangaldan, Pangasinan
Age: 20 years old
Weight: 5’5
Height: 50kg
Language: Filipino, Pangasinan
Father’s Name: Joeann A. Gangoso Occupation: Buy and Sell
Mother’s Name: Vivian L. Gangoso Occupation: Housewife
Elementary: Mangaldan Central School
Junior High School: Mangaldan National High School

Senior High School: Mangaldan National High School


Seminars Attended
English for Healthcare Professionals (EHP)
6
CURRICULUM VITAE
GUMAWID, FAYE MARGARETTE REYES

Purok 3, Brgy. Esperanza, Umingan,
Pangasinan
Email: fare.gumawid.up@phinmaed.com
Birthdate: November 18, 2002

Birth Place: Tayug, Pangasinan
19 years old
Sex: Female
Weight: 5’2
Height: 45kg
Language: Filipino, English, Ilocano
Father’s Name: Michael D. Gumawid Occupation: Lineman
Mother’s Name: Flordeliza R. Gumawid Occupation: Housewife
Elementary: Esperanza Elementary School
Junior High School: Umingan Central National High School

Senior High School: Umingan Central National High School


Seminars Attended
6
CURRICULUM
LAFORTEZA, HAZEL CABATBAT

#677 Buenlag, Calasiao, Pangasinan Email:
Birthdate: September 22, 1999
Birth Place: Dagupan City, Pangasinan
Age: 22 years old
Sex: Female
Weight: 4’11
Height: 52kg
Language: Filipino, Pangasinan, English
Father’s Name: Albino G. Laforteza Occupation: Technician
Mother’s Name: Gloria Heidy C. Laforteza Occupation: Registered Nurse
Elementary: Sir Melan Learning Center
Junior High School: Sir Melan Learning Center



Seminars Attended
6
CURRICULUM
LEONOR, SAMANTHA ISABEL CATUNGAL
#2 Jimenez St., Tempra Guilig, San Fabian, Pangasinan
Email:
Birthdate: December 24, 2001

Birth Place: San Fabian, Pangasinan
Age: 20 years old
Sex: Female
Weight: 5’4
Height: 45kg
Language: Filipino, English
Father’s Name: Pedro L. Leonor Occupation: Company Driver
Mother’s Name: Merle C. Mallari Occupation: Housewife
Elementary: Cherished Moments School
Junior High School: Santo Tomas Catholic School



Seminars Attended
 English for Healthcare Professionals (EHP)
6
CURRICULUM VITAE
MACADANGDANG, NATASHA NICOLE ARQUINES

#153 Baritao, Manaoag, Pangasinan
Email: naar.macadangdang.up@phinmaed.com
Birthdate: April 07, 2002
Birth Place: Manaoag, Pangasinan
Age: 19 years old
Sex: Female
Weight: 5’1
Height: 48kg
Language: Filipino, English, Ilocano, Pangasinan
Father’s Name: Nelson A. Macadangdang Occupation: OFW
Mother’s Name: Alona O. Macadangdang Occupation: Housewife
Elementary: Baritao Elementary School
Junior High School: Colegio de San Juan de Letran-Manaoag

Senior High School: Colegio de San Juan de Letran-Manaoag


Seminars Attended
6
CURRICULUM VITAE
MACAM, NORIEL CUARESMA

Brgy, Buenlag, Calasiao,
Pangasinan
Email:nocu.macam.up@phinmaed.com
Birth Place: Tarlac
Age: 19 years old
Sex: Male
Weight: 5’7
Height: 60kg
Language: Filipino
Father’s Name: Nathaniel Macam Occupation: Vendor
Mother’s Name: Helen Macam Occupation: Vendor
Elementary: Sto. Cristo Elementary School
Junior High School: Tibag High School

Senior High School: Philippine’s Women’s University Tarlac


Seminars Attended
6
CURRICULUM VITAE
ROBOSA, CHENECE ALYSSA MATIAS

#09 Burgos St., Brgy Zone V, Rosales,
Pangasinan
Email: chma.robosa.up@phinmaed.com
Birthdate: October 31, 1992

Birth Place: Rosales, Pangasinan
Age: 29 years old
Sex: Female
Weight: 5’4
Height: 60kg
Language: Filipino, Ilocano, English
Father’s Name: Robert P. Robosa Occupation: OFW
Mother’s Name: Jenina Catalina T. Matias Occupation: Housewife
Elementary: Rosales North Central School
Secondary: Rosales Wesleyan Academy

Tertiary: PHINMA University of Pangasinan

Seminars Attended
68

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Employment Status of the Bachelor of Science in

Nursing Graduates of PHINMA University of Pangasinan

BACKGROUND AND RATIONALE OF THE STUDY

tireless service regardless of someone’s economic status. According to Woya (2019), an

revisions for more productive graduates.

because of the effect of Covid-19.

Contradictorily, Filipino nurses are globally in high demand because of the

standardized and Unified Curriculum on Bachelor of Science in Nursing. This globalized

taken up in every educational institution (Terano, 2018).

policies on recruitment, entrance, and retention (Albina et al., 2020).

Statement of the Problem

graduates of PHINMA University of Pangasinan.

Specifically, it sought to answer the following sub problems:

1. What is the socio-demographic profile of nursing graduates in terms of:

c) Civil Status and

2. What is the employment status of PHINMA University of Pangasinan

nursing graduatesin terms of:

b. B1. Nature of Employment

e. Work Location and

INPUT PROCESS OUTPUT

Socio demographic profile of nursingDescriptiveResearch

Lastly, the output identified the employment status of PHINMA University of

Nursing, which was developed by Sr. Callista Roy, was utilized.

As nursing evolves, competencies continue to be an important element of superior

has grown over the years.

According to the mainstream hypothesis, imparting general skills at the university

their curricula to improve graduates' employability (Hooley, 2017; Mncayi, 2016).

Universities should prioritize such inclusion because theoretical knowledge is no longer

sufficient in the labor market.

In consonance to a psychologist Frederick Herzberg, the two-factor theory states that

relationships with administrators.

Applicable to the school-work transition, “life course perspective elaborates the

and paid employment.

Significance of the Study

identify themselves and understand the nature of establishing a career.

knowledge while delivering a high quality of patient care.

caremanagement, quality improvement methods, systems-level change management and the

conceptualized roles of nurses in a reformed health care system.

enhance end-of-life care.

data that could be utilized for more tracer studies.

Scope, Delimitation, Limitation

throughout the research process, thus solutions were also provided.

characteristics of nursing graduates from PHINMA University of Pangasinan. The

betterunderstanding of the study.

Employment Status. Status of PHINMA University of Pangasinan nursing graduates

employability in terms of their position and affiliation with an organization.

Education. It is an acquired knowledge when a professional use their profession, such as

Bachelor of Science. A baccalaureate degree that specializes in the field of science in

PHINMA University of Pangasinan.

REVIEW OF RELATED LITERATURE

research problem to fully understand the research to be done.

coming from both local and foreign sources.

According to an article from Summit Express (2018), lawmakers are intending to

per month (Seek, 2018).

The employability of graduates is now an essential concern as a competition for

(Commission on Higher Education, 2012).

of the monthly salary of these alternate medical careers (Tubeza, 2012).