1.-SUAREZ-BATILARAN-FLORES-BSN-3A-1

ORGANIZATIONAL CLIMATE AND SUPPORT TO NURSES
IN PRIVATE HOSPITALS
BACHELOR OF SCIENCE IN NURSING
BATILARAN, WILLY T.
FLORES, ALEXANDRA B.
SUAREZ, HANNAH YASMIN L.
JUNE 2024
ii
ORGANIZATIONAL CLIMATE AND SUPPORT TO NURSES

IN PRIVATE HOSPITALS
An Undergraduate Thesis Presented to the Faculty

of North Valley College Foundation Incorporated
Lanao, Kidapawan City, in Partial Fulfillment
of the Requirements for the Degree
BACHELOR OF SCIENCE IN NURSING
BATILARAN, WILLY T.
FLORES, ALEXANDRA B.
SUAREZ, HANNAH YASMIN L.
JUNE 2024
iii
ABSTRACT
This study aimed to determine the quality of organizational climate
among nurses in private hospitals in terms of communication effectiveness,
leadership support, and value of opinions; and assess the level of support
provided to nurses in terms of training opportunities, mentorship programs, and
stress management initiatives. Moreover, the study also sought to investigate the
relationship between Organizational climate and Support to nurses in private
hospitals. The researchers utilized a quantitative descriptive research design. A
total of fifty (50) staff nurses participated in answering the survey adopted from
the NHS Staff Survey (2021), they were selected through convenience sampling
method. Descriptive statistics were used to interpret data through mean,
weighted mean, and Pearson r to investigate the significant relationship of
organizational climate and support to nurses in private hospitals. Based on the
findings of the study, there is a significant relationship between organizational
climate and support for nurses in private hospitals. This demonstrates that a
positive organizational climate, characterized by effective communication,
supportive leadership, and value for nurses' opinions, contributes to a higher
level of support for nurses in terms of training, mentorship, and stress
management initiatives.
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TRANSMITTAL SHEET
This thesis entitled “ORGANIZATIONAL CLIMATE AND SUPPORT TO

NURSES IN PRIVATE HOSPITALS”, prepared and submitted by WILLY T.
BATILARAN JR., ALEXANDRA B. FLORES AND HANNAH YASMIN L.
SUAREZ in a partial fulfilment of the requirements for the degree, Bachelor of
Science in Nursing, is hereby accepted and endorsed:
ASMYRA M. MAMADES, RN, MAN

Adviser
____________
Date
v
APPROVAL SHEET
This thesis entitled “ORGANIZATIONAL CLIMATE AND SUPPORT TO

NURSES IN PRIVATE HOSPITALS”, prepared and submitted by WILLY T.
BATILARAN JR., ALEXANDRA B. FLORES AND HANNAH YASMIN L.
SUAREZ, in a partial fulfilment of the requirements for the degree, Bachelor of
Science in Nursing, has passed the standards set by North Valley College
Foundation Incorporated and has been successfully defended before this Panel
of Examiners:
RHODELLA M. RANIOLA, PhD

Chairman
CARIDEL GUILLARDO, RN, MAN EMELOU N. GALLARDO, RN, MAN, PhD

Member Member
KEVIN JADE AUDITOR, RM, RN, LPT, MAN, MAEd, EdD

Member
Accepted as fulfillment of the requirements for the degree Bachelor of

Science in Nursing.
MYLYN APRIL SA BABOL, RN, MAN, PhD

Dean
___________
Date
vi
ACKNOWLEDGEMENT
By the name of God, the most compassionate, most merciful, sympathetic
to His creation, at the beginning of this writing, we would like to thank Him who
always empowers us to conduct this study, for giving us strength and knowledge
to conquer all the challenges we faced as nursing students. Without Him, this
research would not have been possible. We entrust to Him our life and may He
continue to bless our journey to becoming registered nurses someday.
We are grateful to address our sincere acknowledgement to the Faculty of
Nursing, North Valley College Foundation Inc., for allowing us to conduct this
study.
We would like to express our great appreciation and deepest sense of
gratitude to our research adviser, Rhodella M. Raniola, PhD, without her
professional support and guidance to enhance our study, this research would not
be possible.
At the same time, we would like to extend our appreciation to Asmyra
Mamades, RN, MAN, for guiding and co-advising this research. Her suggestions,
and encouragement have contributed greatly in the progress this study.
Next, it might be impossible to complete this study without the help, ideas,
efforts, and invaluable corrections of the committee members, Mr. Ronie Q.
Arao-Arao, MAEd, Mrs. Emilou N. Gallardo, RN, MAN, Mrs. Caridel Guillardo,
RN, MAN, and Mr. Kevin Jade Auditor, RM, RN, LPT, MAN, MAEd, EdD. We are
beyond thankful for all your corrections, guidance and knowledge you imparted
during proposal to final defense.

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Also, we would like to extend our sincere gratitude for all the respondents
who participated in this study, for their active cooperation in the data collection
process. Their perspectives and suggestions have enriched the depth and
breadth of this study, ensuring its robustness and relevance.
Finally, great respect and thanks to our loving and supportive parents,
who have been so supportive to our course, especially during the process of
making this study. Without them, we would not be able to study this program
thus, we share this success with them. Additionally, we also like to acknowledge
the people who were unmentioned here, who in one way or another, gave us
support and guidance to finish the study.
The Researchers
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TABLE OF CONTENTS
Preliminaries Page
Title Page i
Abstract iii
Transmittal Sheet iv
Approval Sheet v
Acknowledgment vi
Table of Contents viii
CHAPTER 1 INTRODUCTION
Background of the Study 1
Review of Related Literature 4
Theoretical Framework 20
Research Objectives 25
Scope and Limitations 26
Definition of Terms 26
CHAPTER 2 METHODOLOGY
Research Design 28
Research Locale and Participant 28
Research Instrument 29
Data Gathering Procedure 30
Data Analysis 30
Ethical Considerations 32
CHAPTER 3 RESULTS AND DISCUSSION

Quality of Organizational Climate 34
Support to Nurses 39
CHAPTER 4 SUMMARY, CONCLUSION, AND RECOMMENDATIONS
Summary 45
Conclusion 46
Recommendations 47
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REFERENCES 49
APPENDICES
A – Permission Letter 57
B – Informed Consent 79
C – Survey Questionnaire 81
D – Plagiarism Result
E – Grammarian Certificate
CURRICULUM VITAE 84
CHAPTER 1
INTRODUCTION
Background of the Study
Career change in relation to job refers to changes in the staff, some leave
and new employees begin. Turnover intentions happen specifically, intention to
change job– are considered an outcome of affective variables, while actual
turnover also includes nurses retiring and leaving involuntarily. Turnover intention
also measures what influences the nurses and makes them want to quit
(Andresen et al., 2017). One in four nurses wants to leave the job. The high
turnover rate of nurses frequently results in a decrease in job satisfaction for the
remaining nurses. Job satisfaction is a concept incorporating each of the nurses'
subjective opinions on their 'satisfaction with the job (Valizadeh et al., 2016).
There are many factors that have a major and decisive role to frame the nurses’
career change; which can be wages, job satisfaction, growth of the career,
service conditions, work environment, style of supervisor, employee commitment,
support of manager, organizational culture, and policies that support human
resource. Career change of nurses is the result from number of pressures and
attractive factors that can be done during the relationship of employment
(Barthauer et al., 2020); (Acosta-Ramos et al., 2021).
Organizational work climate is linked with diverse types of organizational
performance especially nursing performance. Within the hospital setting, as
nurses do not work alone (Adams & Bond, 2018), interactions with co-workers
are significant to the work environment and organizational climate. Feelings of

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trust, belongingness, respect, and loyalty are important aspects of the
atmosphere inside the workplace, as are supportive peer relations (Qin & Men,
2022).
The climate of the organization is deeply affected by the behaviors of its
members. When the staff supports each other, a climate of cooperation and
communication is fostered (Vong et al., 2018). When there is a positive work
atmosphere in the healthcare system, staff members can collaborate well toward
the common objective of professional teams, where each member is aware of
their own role and utilizes their skills and background to provide patients with
better treatment and care (Sanduvete et al., 2018). These are the predictors for
intention to stay among nurses because individuals are more willing to stay in an
organization in workplaces where they feel supported and valued (Vong et al.,
2018). Burnout and job dissatisfaction are two work-related outcomes that are
significantly influenced by unhealthy work environments (Aiken et al., 2011).
Conversely, nurses who perceive their work environments as being supportive
and friendly are more likely to exhibit positive behaviors and good performance
(Wolf, et al., 2012).
A research from Kosydar-Bochenek et al. (2023) says that, research on
the relationship between and the importance of the working environment and
support for nurses has been done in the field of healthcare professions
education. This research has been used to understand nurses' perceptions of
their work environment. This study, which took place from November to
December 2021 at the Institute of Health Sciences, College of Medical Sciences

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of the University of Rzeszow, Poland, involved registered nurses as participants.
Additionally, a study of the Relationship between Organizational Climate and
Nurses' Performance was conducted by the American Journal of Nursing
Research in the year 2018. The study concluded that a statistically significant
positive association was also identified between nurses’ perception of work
climate and job performance, that hospital administrators must push nurses’
performance forward to a high level of competency through creating an
exemplary work climate which values nurses, and allows them to share ideas,
team spirit and creativity.
The existing literature might provide substantial information about the
influence of organizational climate in general workplace settings but might lack
specific insights into how these dynamics operate within the unique context of
private hospitals. Therefore, the knowledge gap in this research could revolve
around a lack of comprehensive studies specifically analyzing the organizational
climate and how nurses get support within private healthcare settings.
In the realm of nursing, this research could offer invaluable insights. It may
prompt curriculum adjustments to include topics related to organizational
dynamics, leadership, and support systems within healthcare settings.
Additionally, it could encourage discussions around the significance of
advocating for supportive work environments to improve both nurse well-being
and patient care quality. Ultimately, it can equip nursing students with a deeper
understanding of the complexities within healthcare organizations and the
importance of nurturing a positive organizational climate.

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5
Review of Related Literature
The organizational climate and support systems for nurses within private
hospital settings are pivotal elements that significantly influence both the
professional experiences of nursing staff and the quality of patient care delivery.
Understanding and evaluating these aspects through an exploration of existing
literature is essential to comprehend the multifaceted dynamics shaping the work
environments experienced by nurses.
Organizational Climate
Research on organizational climate and its effects on worker performance
and satisfaction has been done in great detail. (Xiaojing, 2022) underscored the
importance of the level of organizational climate and its association with work-
related factors among nurses. The results showed that organizational climate
was negatively correlated with adverse factors such as stress and burnout, and
positively correlated with positive work-related factors such as job involvement.
This concludes that the organizational climate among nurses was generally high.
A good organizational climate can improve nurses’ job involvement, relieve
pressure, and reduce burnout. Therefore, nursing managers should create a
good organizational climate to improve the working environment of nurses, thus
enhancing the quality of nursing.
According to a study by (Khadivi et al., 2021), organizational atmosphere
affects nurses' performance. This study investigated the relationship between
organizational performance, staff satisfaction, and organizational climate among
Tabriz's treatment and teaching hospitals' nursing staff. Additionally, the study
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showed a strong and significant association between organizational performance
and work satisfaction as it related to organizational encouragement. All things
considered, these results highlight the value of organizational support in creating
work happiness, which in turn enhances organizational performance among
nursing staff members in the hospitals under study. (Hossny et al., 2023)
additional research on the impact of perceived organizational climate on nurses'
performance in private hospitals revealed a favorable correlation between
perceived organizational climate and nurses' performance. In order to improve
nurses' performance, managers and practitioners of private hospitals in Rasht
should focus on enhancing the organizational climate as well as factors like
offering work-related facilities, considering nurses' interests, valuing team
building, involving nurses in decision-making, enhancing customer service,
enhancing staff relationships, and enhancing compensation practices.
To sum up, the literature presented here emphasizes the pivotal role of
organizational climate in impacting worker performance and satisfaction. Overall,
these studies collectively underscore the significance of organizational climate,
leadership, and employee behaviors in shaping organizational outcomes and
effectiveness.
Communication Effectiveness
In order to promote nurses' willingness to care for patients in the ICU
during a public health emergency, (Lord et al., 2021) conducted a study with the
goal of theoretically establishing the role of effective communication as a key to
intensive care nurses' willingness to provide nursing care during the COVID-19
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pandemic. The study's findings demonstrated this. About 60% of respondents
said they had received enough information from management about COVID-19
and how to treat a patient who had the virus. A full 90% of nurses expressed fear
about infecting their family members with COVID-19. A total of 61% of the nurses
expressed their willingness to provide care for patients who had COVID-19. The
sole indicator of ICU nurses' motivation to provide care was receiving prompt
contact from managers.
Further evidence that communication is the cornerstone of the nurse-
patient connection and is crucial to fostering comfort and trust in nursing care
came from research done by (Afriyie, 2020). A model case, related ideas,
antecedents, consequences, surrogate terms, qualities, and a comprehensive
explanation of the fundamental yet intricate concept of effective communication
between nurses and patients are provided. It was found that effective
communication is a multifaceted concept that nurses and patients can both agree
upon. Clinical reasoning and decision-making are influenced by this in the
nursing process. Therefore, it encourages excellent nursing care, favorable
patient outcomes, and nurse and patient satisfaction with care. They stressed
that studies conducted by researchers such as (Al-Kalaldeh et al., 2020) have
provided evidence indicating that poor communication between nurses and
patients in emergency departments can result in frustration, mistrust, and
insufficient pain management. This study found that knowledge-related factors
were perceived as a greater communication barrier by male nurses more than
female nurses, and by younger nurses more than older nurses. As a result, it is
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important to recognize the potential barriers to effective communication, including
nurse patient-related factors. Creating a welcoming work atmosphere and giving
nurses continual training to improve their communication skills are crucial for
improving nurse-patient communication.
Furthermore, (Desai, 2024) made clear how important effective
communication is in the nursing profession. Building relationships with patients,
promoting information sharing among medical personnel, and fostering a safe
and supportive environment in healthcare settings are all critical tasks for
nurses. Therefore, the promotion of patient safety is one of the reasons that
excellent communication in nursing is important. Effective communication
reduces the possibility of mistakes leading to dangerous consequences.
Healthcare professionals learn about their patients' medical histories, present
conditions, and any unique concerns about their care when they communicate
with them effectively. Additionally, smooth sharing of patient information is made
possible by efficient communication between nurses and other healthcare team
members.
Leadership support
A study by (Astita, 2023) emphasized the Transformational Leadership
Style, Organizational Culture, On Affective Commitment Through Organizational
Climate. Their findings indicate that transformational leadership style has a
significant effect on affective commitment, organizational culture has a significant
effect on affective commitment. transformational leadership has a significant
effect on organizational climate, organizational culture has a significant effect on

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organizational climate and affective commitment has an effect on organizational
climate. Meanwhile, transformational leadership has an influence on affective
commitment through organizational climate and organizational culture has an
influence on affective commitment through organizational climate.
Furthermore, research conducted by (Aulia, 2023) underscored the
Mediating Role of Organizational Commitment. They emphasized that in an
organization, commitment is the desire of an employee to continue working for
the company. Commitment to influence and guide employees is a necessary
quality in good leadership. Organizational climate, or an employee's perspective
at work, can influence an employee's decision to stay with the company. This
study aims to determine the mediating role of commitment to sharia engagement
which is influenced by leadership and organizational climate. The results show
that leadership, organizational climate, and commitment have a positive and
significant influence on Sharia Engagement. Furthermore, leadership and
organizational climate have a positive and significant influence on increasing
Sharia Engagement of Bank BTN Syariah Surabaya City employees through
organizational commitment.
Moreover, the increasing challenges in healthcare and nursing
environments highlight the importance of good leadership in positively shaping
nurses' job experiences. Based on (Hatchett, 2023) explores the shifting
paradigm of nurse leadership, moving away from conventional hierarchical
organizations based on a small number of leaders and toward a relational model
known as collective leadership. As healthcare work environments become more

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demanding, the study emphasizes the benefits of collaborative leadership for
nurses' working experiences, the overall care environment, productivity, and
patient outcomes. Notably, this leadership style respects and honors nurses'
unique leadership talents, with the purpose of actively engaging them in
corporate goals. This study presents collaborative leadership as a revolutionary
method, providing useful insights into its ability to reduce stress, improve
workplace conditions, and improve patient care quality in the complex and
demanding context of healthcare services.
Work engagement is extremely important in nursing, impacting both
service quality and nurses' occupational health. According to (Mehrad, 2021)
explores the complex relationship between nursing supervisors' leadership styles
and job commitment, focusing on the mediating function of perceived
organizational support (POS). Transformational and transactional leadership both
correlate favorably with work participation; however, laissez-faire has a negative
correlation. The study emphasizes the importance of POS, which positively
correlates with job participation and acts as a strong mediator in the link between
leadership styles and workplace engagement. Transformational and transactional
leadership appear to have significant impacts on nurses' attitudes and
engagement, but laissez-faire leadership reduces job engagement. The findings
make concrete recommendations for health care organizations to improve
employee engagement by cultivating successful leadership styles and creating a
supportive organizational environment.
Value of opinions
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A research from (Rogers, 2018), demonstrates that people value two
distinct types of respect: ‘Owed’ and ‘Earned.' Owed respect meets the universal
need to feel valued and included. It rests on the concept that all individuals have
inherent value and the right to be treated with dignity. When owed respect is
lacking, it manifests as over-monitoring (i.e., micromanagement), distrust,
misconduct and indifference (i.e., making people feel like they are easily
replaceable). Disrespect can lead to a toxic atmosphere that diminishes joy and
fulfillment, leading to dissatisfaction and burnout. Earned respect recognizes
individuals who have gone above and beyond expectations. It meets the need to
feel valued for accomplishments and a job well-done. Neglecting to provide
earned respect can reduce motivation and accountability.
Respect is also established by supporting other members of the health
care team. especially when nurses are voicing out their opinions. Speaking
poorly of another service or health care professional undermines patients’
confidence in the entire health care team and lowers their impression of the
system. Interactions with colleagues can be improved by always assuming best
intentions and giving other people the benefit of the doubt. Before reaching a
negative conclusion, ask questions to clarify and assume that best intentions
were in mind. A culture of respect also recognizes that everyone in the
organization plays a meaningful role in the ability to care for patients. All
members of the team are valued and have important contributions to make.
On the other hand, (Mason, 2016) launched a ‘Respect for People’
initiative that engaged all of their employees in approaches to respecting one

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another in the workplace. The program involved training, simulation and defining
what respect meant. The outcome was a greater sense of personal ownership for
how employees respect, support and appreciate their coworkers. The following is
their “Top 10” list of ways to show respect: (1) Listen to understand, (2) Keep
your promises, (3) Be encouraging, (4) Connect with others, (5) Express
gratitude, (6) Share information, (7) Speak up, (8) Walk in their shoes, (9) Grow
and develop, (10) Be a team player.
Additionally, the study by (Hutchinson et al., 2004) highlighted the nurses’
opinions regarding barriers to, and facilitators of, research utilization in the
practice setting. Many researchers have explored the barriers to research uptake
in order to overcome them and identify strategies to facilitate research utilization.
However, the research–practice gap remains a persistent issue for the nursing
profession. This results in the greatest barriers to research utilization reported
included time constraints, lack of awareness of available research literature,
insufficient authority to change practice, inadequate skills in critical appraisal and
lack of support for implementation of research findings. Greatest facilitators to
research utilization reported included availability of more time to review and
implement research findings, availability of more relevant research and colleague
support. In conclusion, one of the most striking features of the findings of the
present study is that perceptions of Australian nurses are remarkably consistent
with reported perceptions of nurses in the US, UK and Northern Ireland during
the past decade.
Support to Nurses
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Additionally, the (Desai, 2024) study highlighted the vital need of effective
communication in the nursing field. Building relationships with patients,
promoting communication among medical staff, and creating a secure and
comforting environment are all vital tasks for nurses in hospital settings. (Desai,
2024) study further highlighted the vital role that effective communication plays in
the nursing profession. In hospital settings, it is imperative that nurses establish
trusting connections with their patients, promote communication among medical
professionals, and create a secure and comforting environment. Thus, one of
the reasons effective communications is crucial in nursing is to promote patient
safety. Clear and concise communication reduces errors that could have harmful
repercussions. Healthcare professionals and patients can better understand
each other's medical histories, present illnesses, and any particular care-related
concerns when they communicate effectively. Furthermore, good communication
facilitates the easy exchange of information between nurses and other members
of the healthcare team.
(Poikkeus et al., 2018) research indicates that Nurses’ ethical competence
has been identified as a significant factor governing high quality of care.
However, nurses lack support in dealing with ethical problems, and therefore
managerial support for nurses’ ethical competence is needed. Despite the
findings that ethical competence was estimated at a high level among nurse
leaders, perceptions of support for nurses’ ethical competence were not at a
satisfactory level. At the organizational level, nurse leaders need to inform of
ethical procedures and practices in orientation; encourage multidisciplinary ethics

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discussions and collaboration; and support nurses at an individual level to
participate in ethics education, multidisciplinary ethics discussions and in solving
ethical problems.
Understanding the role that social support plays in keeping nurses from
experiencing burnout syndrome is crucial. According to (Velando et al., 2019),
burnout is a common occurrence in the nursing field. It stems from prolonged
exposure to stress in the healthcare setting and has three components:
depersonalization, diminished personal accomplishment, and emotional
weariness. The help and shielding provided by others, or social support (SS), is a
predictor and shield against burnout syndrome. The findings showed that all of
the examined papers mentioned burnout, albeit to varying degrees, and that the
support that coworkers and supervisors provided to nurses at work was crucial in
averting the syndrome. There isn't much agreement on the amount of SS
received, though, and there isn't much literature on the subject to date. Plans for
preventing burnout should be created with special consideration for SS in order
to improve the care that nurses offer and their own quality of life.
The viewpoints of nurse managers about interventions meant to assist
nurses who are second victims of patient safety incidents are examined in a
piece of literature by (Järvisalo et al., 2023). The study suggests that in order to
enhance general support, there should be a greater understanding of the second
victim phenomena and a culture of open, nonjudgmental patient safety. With a
focus on the potential to improve nurse well-being, lessen the negative impacts
of patient safety incidents, and have a positive worldwide influence on patient

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safety, the implications for the nursing profession and patient care are significant.
The study emphasizes how crucial nurse managers' roles are and how complete
support systems that are based on raised awareness and well-coordinated
operating models are necessary.
Additionally, attention has been focused on nurses' organizational
commitment and nurse supervisors' assistance during organizational transition.
This study underlines the relevance of frontline nurse management support,
covering both preparation for organizational change and personal counseling, in
retaining nurses' organizational commitment during hospital organizational
changes. The complex results imply that depending on the stage of a nurse's
career, the efficacy of each kind of assistance may differ. Notably, personal
counseling was found to be more important in affecting organizational
commitment for nurses with more than 20 years of experience than
organizational change readiness. This emphasizes the necessity of customized
support plans for nurses undergoing organizational transitions based on their
career stages.
In conclusion, the reviewed literature emphasizes the critical role of
support structures, ethical competence, and organizational climate in shaping
nurses' well-being, ethical practices, and overall job satisfaction. Addressing
these aspects through robust support mechanisms, ethics education, and
fostering collaborative environments holds the potential to significantly improve
nursing staff's experiences and the quality of care provided in healthcare
settings.
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Training opportunities
(Macedo, 2023) alludes to the difficulties of nursing schooling and
preparing in an emergency unit. The discoveries shed light on fundamental parts
like prosperity, satisfaction, and inspiration, underscoring their importance in
forming the instructive climate inside the structure of expert movement. The
review underlines the pertinence of hierarchical strategies that energize relational
associations, which assist experts with being more ready to adopt a prize-
situated strategy for progressing instruction and preparing. The close connection
between the formal, informal, and non-formal components of the educational
process is one notable feature. The review finishes by featuring that an
association's allure is straightforwardly corresponding to the worth and
acknowledgment it conveys to medical caretakers. Besides, it advances a
proportional dynamic, stressing the connection between an emergency clinic's
help for state-of-the art treatment and experts' proactive commitment to social
events and utilizing logical data. This study includes knowledge of the
interconnected elements that influence schooling and preparing approaches for
attendants in basic consideration units, adding to the more prominent issue of
expert advancement in medical services settings.
Moreover, research was done by (Haken et al., 2021) investigates the link
between education, training, and patient safety in the context of using advanced
medical technology (AMTs) in home care. The study, which focuses on
specialized knowledge, skills, and risk awareness, looks at nurses' experiences
with educational interventions and organizational reporting systems. The cross-

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sectional study of 209 home care nurses revealed common educational
approaches such as nurse instruction, practical skills training, and theoretical
knowledge acquisition. Despite a focus on patient safety, the study finds possible
risk concerns, such as nurses utilizing AMTs without competence assessment.
While most respondents are aware of incident reporting mechanisms, only half
receive regular feedback on the actions taken in response to reported
occurrences. The findings emphasize the necessity of structured and
comprehensive training, particularly in practical skills, for improving patient
safety, as well as the critical role of effective incident reporting systems within
healthcare institutions.
Furthermore, the contribution of nurses to health policy and advocacy
requires leaders to provide training and mentorship. The research by (Turale et
al., 2019) emphasized that at this crucial stage in nursing’s development, key
organizations around the world are voicing the need for nurses to become more
involved in leadership, advocacy and policy making. The importance of
leadership and health policy training cannot be overemphasized. However, the
widespread education and training of nurses about policy is yet to be realized.
Moving nurses from being the recipients and implementers of health policy
decisions to being leaders with a strong voice in the development or reform of
policy will take concerted, strategic effort into the future. We argue that for nurses
around the world to take their place at decision-making tables and to be rightfully
engaged in policy, health reform and advocacy, nurse leaders need to provide
them with access to well-thought-out policy training programmes. This access

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needs to be wide-ranging, from exposure to policy knowledge in undergraduate
education to more specialized graduate programs focused in every specialization
on some aspects of policy, through to a variety of continuing educational
opportunities.
Mentorship programs
(Bölenius et al., 2023) study emphasized the significance of creating an
evidence-based mentorship program for recently licensed nurses. The Nordic
countries have a significant issue with high turnover among newly qualified
nurses (NQNs), which calls for evidence-based retention solutions. Research
demonstrates the efficacy of mentorship programs, although they are not
routinely implemented in medical facilities. Thus, the goal of this Nordic
cooperative effort was to create a workable, evidence-based mentoring program.
According to their findings, a mentorship program serves as a framework that
outlines the various roles and duties of mentors and first-line managers within the
units. Regular development talks with mentees (new hires) highlight the critical
role of intermediate managers. Based on each mentee's specific and indicated
need for support, mentors and mentees should schedule regular conversations.
For the first six weeks, it is recommended to have the reflective talks once a
week, then progressively fewer. Furthermore, digital content was created and
made available to the attendees. Using the double diamond approach to develop
a mentorship program in close collaboration with clinical practice staff has shown
to be successful.
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Additionally, (Tan et al., 2023) highlighted the outline of nurse prescribing
education programs. They stressed how the role of nurse prescribers is evolving
quickly to keep up with the growing demand for healthcare across the globe.
Nonetheless, prescribing is a difficult procedure that necessitates the right
training for nurses. The authors came to the conclusion that the substance and
style of nurse prescribing education vary significantly based on the results. The
advantages of developing educational initiatives to get nurses ready to write
prescriptions are highlighted in this scoping review. Nurses still have some unmet
requirements when it comes to prescribing education, though. Long-term effects
require more longitudinal research and assessment instruments. In order to
increase nurse motivation and the caliber of instruction, future nurse prescription
education programs should take into account the dual mentorship system,
interactive educational activities, and specialized courses.
Stress management initiatives
Stress at work can have a detrimental impact on one's health and quality
of life because nursing is seen as a difficult profession. This study looked into
how nurses' quality of life and caregiving practices were correlated with job
stress. An imbalance between providing high quality care and managing or
minimizing the assault of stressors can lead to increased job stress. (Babapour
et al., 2022) highlighted the crucial role of nurses' job stress and its impact on
quality of life and caring behaviors. Nurses are expected to provide safe, high-
quality healthcare in working environments where resources are limited and
responsibilities are growing. In general, the outcomes of this study demonstrated

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that employed nurses had greater levels of perceived job stress that can have
detrimental consequences on their quality of life and caring behaviors.
Workplace stress can put nurses' physical and emotional health in danger, sap
their energy and productivity, and prevent them from giving patients the
necessary nursing care, all of which have a detrimental effect on patient
outcomes. Investigating the stressors and making appropriate plans are
therefore necessary to get rid of these elements. By offering educational
programs to properly introduce this profession to the community, nurses'
challenges and concerns can be better understood, which will ultimately improve
their quality of life. That being said, it is advised that the organizational level
handles the first administration. A hospital manager can enhance the quality of
life and caring behaviors of nurses by offering cognitive-behavioral intervention
programs that target workplace stressors and teach effective coping strategies.
These programs also aim to teach soft skills like teamwork, communication, and
behavior management. A purposeful education in nursing professional values is
crucial for nursing schools.
Moreover, research by (Chesak et al., 2019) highlighted the Stress
Management Interventions for Nurses. They emphasized that nursing literature
contains numerous studies on stress management interventions for nurses, but
their overall levels of evidence remain unclear. Holistic nurses use best-available
evidence to guide practice with self-care interventions. Ongoing discovery of
knowledge, dissemination of research findings, and evidence-based practice are
the foundation of specialized practice in holistic nursing. This supportive

21
approach positively impacts various stress management interventions for nurses,
most of which are aimed at treatment of the individual versus the environment.
Contemporary studies only moderately meet the identified standards of research
design. Issues identified include lack of randomized controlled trials, little use of
common measurement instruments across studies, and paucity of investigations
regarding organizational strategies to reduce nurses’ stress.

20
Theoretical Framework
This study is primarily anchored to the Leadership and Job Demands-
Resources Theory (Tummer et al., 2021), the three quotes have been used in
this theory that leadership is essential for employee’s well-being and
performance (Antonakis et al., 2017). These quotes are: (1) “Inspirational
leadership as a work resource might lead to positive attitudes, such as happiness
at work.” (Salas-Vallina and Fernandez 2017), p. 628), (2) “In line with a job
demands-resources perspective, destructive forms of leadership may be
perceived as demands or stressors that increase the propensity to drink among
subordinates.” (Nielsen et al., 2018), p. 575), and (3) “Transformational
leadership behaviors could play a pivotal role than work organization factors by
acting simultaneously on perceived job resources and job demands.” (Fernet et
al., 2015), p. 27).
They also show that scholars link leadership to Job Demands-Resources
(JD-R) theory. The Job Demands-Resources (JD-R) theory is often used to
analyze how the work environment affects well-being and performance (Bakker
et al., 2017). The third point and the one we want to emphasize is that the quotes
show that scholars connect leadership and JD-R theory in various ways. Some
see leadership as a job resource (quote 1), others as a job demand (quote 2),
and still others see leadership not as a job resource or a job demand but as a
factor influencing job demands and resources (quote 3) offers valuable insights
into understanding the dynamics of organizational support and its impact on
nurses within healthcare settings. This theory revolves around the concept of
21
social exchanges within the workplace, where individuals engage in reciprocal
relationships with their organization. In the context of nursing, a supportive
organizational climate encompasses various facets, such as leadership support,
adequate resources, clear communication channels, and opportunities for
professional development. When an organization provides these supportive
elements, it creates a framework for positive social exchanges between the
nurses and the workplace.
Job Demands–Resources (JD-R) theory (Figure 1) explains how the
organizational environment impacts employee well-being and performance. A
central proposition in JD-R theory is that although employees work in various
sectors such as academia, manufacturing, transport, or finance their job
characteristics can be classified into two categories: job demands and job
resources.
Figure 1
Figure 1. Job Demands–Resources (JD-R) theory, adapted from Bakker &
Demerouti (2017).
Job demands are job aspects that require sustained effort and are,
therefore, associated with physiological and psychological costs (Demerouti et

22
al., 2001); (Bakker & Demerouti, 2017). Examples include having a high
workload, experiencing conflicting demands from managers and clients, and
bullying. Job resources refer to aspects of the job that help reach work-related
goals, reduce job demands and the associated costs, and stimulate personal
growth and development (Demerouti et al., 2001). Examples are social support
from colleagues, having the freedom to decide whether to work at home or the
office, and having opportunities to be promoted. A fundamental proposition of
JD-R theory is that job demands and job and personal resources activate
different processes (Demerouti et al., 2001). Job demands can lead to a health-
impairment process: having high job demands such as an extreme workload
leads to constant overtaxing and, in the end, to burnout. Burnout happens when
“one is cynical about the value of one's occupation and doubtful of one's capacity
to perform” (Maslach et al., 1996), p. 20).
JD-R theory has also incorporated two self-reinforcing paths Bakker et al.,
(2017). A positive self-reinforcing path or gain spiral involves job crafting. People
craft their jobs when they proactively change their job demands and resources
(Wrzesniewski et al., 2001); (Tims et al., 2012). For instance, a junior scholar can
increase her job resources by asking for regular feedback from her supervisor.
These increased job resources lead to even higher motivation, thereby restarting
the positive self-reinforcing path, or “gain spiral” (Hobfoll, 1989); (Van Wingerden
et al., 2017). However, not all self-reinforcing paths are positive. Scholars
highlighted the negative self-reinforcing path or loss spiral known as self-
undermining. Self-undermining is “behavior that creates obstacles that may

23
undermine performance” (Bakker et al., 2014) p. 115). Say that an accountant
experiences burnout. Because of this burnout, he starts making mistakes. As his
work quality diminishes, his director asks him to think about a plan to improve his
work. This additional task increases his workload, restarting the self-undermining
cycle (Bakker & Wang, 2020).
By highlighting three ways in which leadership can impact employees' job
characteristics. First, leaders can aim to influence job demands and resources
directly. For instance, when employees experience a high workload, leaders can
help reduce this job demand by deciding what the priorities are for the
organization and which work aspects can safely be ignored (Hesselgreaves &
Scholarios, 2014). Leaders can also increase job resources. For instance,
leaders can increase job autonomy by letting employees decide when and where
to work (Gajendran & Harrison, 2007). However, sometimes leaders cannot
change job demands and resources directly. Such situations often occur for mid-
level leaders. However, even in such cases, leaders can be helpful. Hence, the
second way in which leaders can be influential is by moderating job demands
and resources. For instance, (Syrek et al., 2013) showed that transformational
leadership lowered the impact of time pressure on work-life balance and
exhaustion. They conclude that transformational leadership is important for
employee work–life balance and exhaustion when time pressure is high. Hence,
even when leaders cannot influence a job characteristic in this case, time
pressure they can buffer the effects of such a job characteristic. The third way in
which leadership can affect job characteristics of employees is by influencing job

24
crafting and self-undermining. For instance, leaders can aim to make it easier for
people to craft their jobs. When leaders give autonomy to their employees and
are open about their own weaknesses, employees can feel the freedom to seek
new challenging projects, learn new skills, and ask for feedback (Harju et al.,
2018).
In conclusion, there is an abundance of studies on the connections
between leadership and JD-R theory. We identified three ways in which
leadership can influence the elements of JD-R theory. Leadership can (1) directly
impact job demands, job resources, and personal resources, (2) moderate the
link between job/personal resources and motivation as well as the link between
job demands and strain, and (3) directly impact follower job crafting and self-
undermining. We also indicated methodological and theoretical research gaps
that scholars can address to take the field forward. These include strengthening
research designs, using proper measurements of leadership concepts, clarifying
the mechanisms underlying the connections between leadership and JD-R, and
researching negative leadership concepts. Studying leadership and JD-R theory
should prove to be a timely and productive endeavor for researchers and
practitioners alike.
Conceptual Framework
To investigate the nurses’ perception about the organizational climate and
support they get in working in private hospitals. The conceptual framework of this
study was constructed based on literature reviews of nurses’ organization and
work status and its related factors.

25
Figure 1 shows the relationship of the variables of the study. The
independent variable is organizational climate indicated by Communication
effectiveness, Leadership support, and Value of opinions within the hospital.
The dependent variable is support to nurses, indicated by Training
opportunities, Mentorship programs, and Stress management initiatives.
Independent Variable Dependent Variable
Figure 1. Conceptual Framework of the Study
Research Objectives
This study aimed to investigate the Organizational climate and Support to
nurses in private hospitals.
Specifically, it aims to:
1. Determine the quality of organizational climate among nurses in private
hospitals in terms of Communication effectiveness, Leadership support,
and Value of opinions; and
2. Determine the level of support to nurses in private hospitals in terms of
Training opportunities, Mentorship programs, and Stress management
initiatives.
26
Scope and Limitations of the Study
This study focused primarily on organizational climate and support to
nurses in private hospitals in North Cotabato. Organizational climate focused on
Communication effectiveness, Leadership support, and Value of opinions; while
support to nurses will cover Training opportunities, Mentorship programs, and
Stress management initiatives.
Furthermore, it also determined the significant relationship between
organizational climate and support to nurses in private hospitals.
Definition of Terms
Organizational climate. This refers to situations covering Communication
effectiveness, Leadership support, and Value of opinions.
Support to Nurses. This refers to the situations covering Training
opportunities, Mentorship programs, and Stress management initiatives.
Communication effectiveness. This refers to the organizational climate
which involves timely and clear dissemination of important information to staff
members, coupled with a supportive culture that encourages open
communication and feedback.
Leadership support. This refers to the organizational climate which is
characterized by responsiveness to staff concerns, encouragement of
professional growth, and active engagement with the nursing team.
Value of opinions. This refers to the organizational climate which
emphasizes the significance attributed to the input of nursing staff in decision-
making, improvement initiatives, and the existence of mechanisms that

27
encourage open communication, including anonymous channels for expressing
opinions and concerns.
Training opportunities. This refers to the support for nurses which
encompasses a proactive approach to continuous learning and development for
nursing staff. It involves regular and relevant training sessions, effective program
design, and customization to address specific needs, all contributing to the
ongoing enhancement of skills and knowledge within the nursing workforce.
Mentorship programs. This refers to the support to nurses which
involves a structured approach to fostering the development of nursing staff by
pairing them with experienced mentors.
Stress management initiatives. This refers to the support to nurses
which involves proactive efforts to address and alleviate stress among nursing
staff.
CHAPTER 2
METHODOLOGY
This chapter covers the research design, research locale and participants,
research instrument, and the data gathering procedure and data analysis that
was utilized in the study. Moreover, ethical consideration is also mentioned and
provided.
Research Design
This study employed a descriptive correlation quantitative type of research
to examine the complex relationship between organizational climate and support
to nurses in private hospitals. This method seeks to give a thorough account of
the current organizational climate and closely examined the relationships
between different facets of the organizational climate and the nursing staff's
support systems. Combining quantitative, correlational, and descriptive
approaches show promise for providing a holistic view of organizational
dynamics and useful insights for improving support systems and cultivating a
supportive work environment for nurses in private hospital settings.
Research Locale and Participant
The researchers selected fifty (50) staff nurses who are available from any
private hospitals in Kidapawan City, North Cotabato. The participants of the study
were determined according to the following criteria:
a. nurses who are currently working, or those with one year and above
working in the hospital; and

29
b. has the willingness to participate in the study.
The convenience sampling method was used to select the study
participant, Babbie (2016) stated that, convenience sampling involves selecting
participants based on their availability and accessibility.
Research Instrument
The research instrument for this quantitative study is a structured
questionnaire which has been validated and includes measures that identified
and interpreted the study variables. The researchers adopted a survey
questionnaire from the NHS Staff Survey (2021), Nursing and midwifery retention
self-assessment tool: staff survey questions to support the Nursing and midwifery
retention self-assessment tool. The survey aimed to systematically assess staff
nurses' perceptions regarding two key aspects: organizational climate and
support systems within their respective hospital settings.
The questionnaire comprised sections focusing on demographic
information, organizational climate, and support systems. The demographic
section collected basic details such as age, gender, years of nursing experience,
department/unit, and hospital type to understand the profile of the participants.
The survey's quantitative nature allows for structured data collection using
standardized responses, enabling statistical analysis to identify trends, patterns,
and correlations within the perceptions of organizational climate and support
systems among the 50 staff nurses. By administering this instrument to staff
nurses from different hospitals, the study aimed to gather diverse perspectives
and quantifiable insights into how nurses perceived the organizational climate
30
and support provided in various private hospital settings, contributing to a
comprehensive understanding of these crucial aspects in the nursing profession.
Data Gathering Procedure
The researchers were guided by the following guidelines in conducting the
data gathering:
Letter of approval. The researchers formulated a letter of approval noted
by the research adviser, to ask for permission to carry out a study from the
nursing department of a particular private institution. Moreover, an informed
consent has been formally noted to inform the prospective participants about the
study and request their participation.
Consent of the participants. After the approval, the researchers
presented a consent to the possible participants which was an indication that
they to take part in the study. This consent ensures that the decision of the
participants to participate in the study is not forced in any way.
Conduct the survey. The researchers administered the survey in a
suitable environment. Utilizing convenience sampling, 50 staff nurses were
selected based on their availability and willingness to participate. The study was
conducted in person, providing clear instructions for completion and ensuring
confidentiality of responses.
Data Analysis
This study interpreted data through descriptive statistics, a crucial
methodology for summarizing and elucidating the main features of our dataset.
31
This aimed to provide a clear and accessible overview, facilitating the
comprehension and interpretation of the extensive data collected for our analysis
(Peck et al., (2019). Thus, various statistical tools were utilized to aid the data
analysis. The tools include the following.
Frequency Distribution. Is an organized tabulation or graphical
representation of the number of individuals in each category on the scale of
measurement. It allows the researchers to have a glance at the entire data
conveniently. It shows whether the observations are high or low and also whether
they concentrated in one area or spread out across the entire scale
(Manikandan, 2011).
Mean. A mathematical measure that defines a specific number as a
representation of a population that has a precise analytical origin. Measured
when some values are more significant than the others in a set of data
(Manikandan, 2011).
Pearson r. It calculates the appearance given by a p-value and the
strength given by the coefficient r between negative one and positive two. Also,
Pearson r was used when its underlying assumptions are satisfied. In addition, if
the result is significant, that is the time to state that a correlation exists (Cohen,
2013).
Percentage. It is utilized to know how many of the participants gave a
particular answer. Generally, percentage is reported when the responses have
discrete categories (Korb, 2013)

32
Ethical Considerations
Ethical considerations were crucial in research involving human subjects.
In a study focusing on nurses' perceptions of organizational climate and support
in private hospitals, several ethical considerations were taken into account:
Informed Consent. Ensures that participants specifically the Staff nurses,
were fully informed about the study's purpose, procedures, potential risks, and
benefits before their participation. The researchers obtain their voluntary and
informed consent, clarifying their right to withdraw from the study at any time
without consequences.
Confidentiality and Anonymity. This step is to safeguard the
confidentiality of participants' information. The researchers used coding systems
or pseudonyms to anonymize responses, ensuring that individual responses
cannot be linked to specific individuals. Moreover the collected data were stored
securely ensuring that only de-identified information were shared when
necessary.
Protection of Participants' Rights. This step was applied by respecting
the rights and dignity of participants throughout the research process. Where the
researchers ensured to minimize any potential harm or discomfort to the
participants arising from the study. Additionally, participants were not coerced or
pressured into participating and that their participation is entirely voluntary.
Beneficence and Non-maleficence. The researchers strive to maximize
benefits and minimize harm to participants. They also ensured that the research
aims to benefit the nursing profession by identifying areas for improvement in

33
organizational support while avoiding any adverse impacts on participants' well-
being.
Approval from Ethics Committees. The researchers seek approval from
relevant ethics committees or institutional review boards (IRBs) before initiating
the study. Moreover, they complied with the ethical guidelines and regulations set
forth by these committees, ensuring that the research design, procedures, and
participant interactions aligned with ethical standards.
Transparent Communication. Clear and transparent communication with
participants regarding the research process was maintained, including any
updates or changes that may occur. Researchers provide avenues for
participants to ask questions or raise concerns throughout the study.
Professional Integrity. This research was conducted with honesty,
integrity, and respect for participants' rights. Researchers adhered to
professional standards and ethical guidelines outlined by professional
organizations or institutions.
By prioritizing these ethical considerations, researchers were able to
establish ethical integrity of their study while respecting the rights and well-being
of the nurses participating in the research on organizational climate and support
in private hospitals.
CHAPTER 3
RESULTS AND DISCUSSION
This chapter deals with the presentation, analysis and interpretation of
data gathered, and discussion of statistical findings that were analyzed through
mean, weighted mean, and Pearson r to investigate the organizational climate
and support to nurses in private hospitals.
Quality of Organizational Climate
The first research objective focused in determining the quality of
organizational climate among nurses in the private hospital in terms of
communication effectiveness, leadership support, and value of opinions.
Table 1 presents quality of organizational climate among nurses in terms
of communication effectiveness with a weighted mean of 4.49, described as
often which means that this is true most of the time.
Data revealed that nurses always communicated with important updates
and changes, and clarity of communication regarding institution’s policies and
procedures is evident. The findings imply effective teamwork and patient care
within the organizational climate among nurses, which leads to improved patient
outcomes, enhanced efficiency, and reduced errors. It emphasizes the
importance of effective communication to promote maximum performance and
quality of care.
35
Based on the research conducted by Noviyanti et al., (2021), professional
nursing practice is based on effective communication, according to the American
Nurses Association. A high degree of communication satisfaction among nurses
can be attributed to the freedom to express ideas and recommendations to other
medical professionals. Adopting a positive mindset while implementing patient
safety standards may be enhanced by a supportive work environment, which can
also help nurses feel more confident in expressing their opinions.
Further, nurses often encountered situations where inadequate
communication among staff members led to errors or delays in patient care;
nurses feel that communication breakdowns negatively affect their ability to
perform nursing duties effectively; and nurses feel comfortable providing
feedback or suggestions about communication gaps within the institution. This
implies that problems in terms of poor communication within hospitals emphasize
the importance of overcoming communication problems. When nurses are
comfortable providing feedback, it indicates an opportunity for improvement. The
hospitals may improve patient outcomes, increase organizational performance,
and proactively address challenges by promoting open communication and staff
feedback.
In accordance with research by Cho et al., (2023), nurse managers should
strongly encourage open communication within their team and show that they
are prepared to hear, discuss, and act upon staff recommendations, ideas, and
concerns in order to improve patient safety. If nurses feel that speaking out is
encouraged rather than invalidating their opinions, they will be more inclined to
36
own up to their mistakes, challenge the status quo, and provide
recommendations to enhance patient safety and care quality.
Table 1 Quality of Organizational Climate Among Nurses in terms of

Statement Mean Description
1. Nurses are communicated with important updates 4.58 Excellent
and
changes
2. Nurses have the clarity of communication regarding 4.54 Excellent
institution’s policies and procedures.
3. Nurses feel comfortable providing feedback or 4.40 Satisfactory
suggestions about communication gaps within the
institution
4. Nurses feel that communication breakdowns 4.46 Satisfactory
negatively affect their ability to perform nursing duties
effectively.
5. Nurses have encountered situations where 4.46 Satisfactory
inadequate
communication among staff members led to errors or
delays in patient care.
Weighted Mean 4.49 Satisfactor
y
Level Range Description
5 4.50 – 5.00 Excellent
4 3.50 – 4.49 Satisfactory
3 2.50 – 3.49 Moderate Satisfactory
2 1.50 – 2.49 Fair
1 1.00 – 1.49 Poor
Leadership Support
Table 2 states that the quality of organizational climate among nurses in
terms of leadership support with a weighted mean of 4.24, is described as often
observed, which means that this is true most of the time.
Data imply that nurses are often responsive towards institutional
leadership addressing staff concern; perceive understanding and empathy from
their immediate supervisors or managers towards the challenges faced by
nursing staff; actively engaged by the institution’s leaders to address challenges

37
or foster improvements; believe that the hospital's leadership values their input
and suggestions in decision-making processes; and nurses have the
encouragement provided by the institution’s leaders for professional growth
among the hospital staff. Support from leaders in the form of responsiveness,
empathy, and engagement with nursing staff members increases staff
confidence, fosters better teamwork, empowers decision-making, and expands
nursing staff members' prospects for professional development.
Research has shown that head nurses play a critical role in leading
nursing staff members. According to She et al. (2024), as the grassroots leaders
of frontline nursing staff, head nurses play a crucial role in influencing the
development of nursing organization. Support from leaders is essential in
ensuring patient safety and promoting professional growth among nurses.
Therefore, creating an atmosphere that is favorable to the growth of the nursing
staff and the provision of high-quality patient care requires the participation and
support of head nurses."

Leadership Support
1. Nurses are responsive towards institutional 4.44 Satisfactory
leadership
addressing staff concerns
2. Nurses have the encouragement provided by the 4.16 Satisfactory
institution’s leaders for professional growth among
the
hospital staff.
3. Nurses are actively engaged by the institution’s 4.20 Satisfactory
leaders to address challenges or foster
improvements.
4. Nurses perceive understanding and empathy from 4.22 Satisfactory
their immediate supervisors or managers towards the
challenges faced by nursing staff.
38
5. Nurses believe that the hospital's leadership values 4.18 Satisfactory

their input and suggestions in decision-making
processes.
Weighted Mean 4.24 Satisfactory
5 4.50 – 5.00 Excellent
2 1.50 – 2.49 Fair
1 1.00 – 1.49 Poor
Value of Opinions
Table 3 shows the quality of organizational climate among nurses in terms
of value of opinions with a weighted mean of 3.99, described as often observed,
which means that this is true most of the time.
Data shows that often, nurses are considered in decision-making
processes within the institution; their suggestions for improving work processes
are being acknowledged and recognized by the institution; they have the
opportunity to voice out their opinions and concerns anonymously; they believed
that there are effective mechanisms in place for voicing opinions and contributing
to the improvement of hospital operations; and when they perceived lack of
interest from their hospital management or colleagues when sharing opinions or
ideas, they felt discouraged. The findings show that when nurses are actively
involved in decision-making and their opinions are recognized, it fosters a
supportive work atmosphere.
According to Samuel et. al., (2018), critical care nurses perceive
themselves as advocates for patients' well-being, particularly in situations where
decisions may carry the risk of provoking clinical or ethical controversy. In such
instances, a joint approach to decision-making, predominantly between nurses

39
and doctors, is typically adopted. This collaborative decision-making process
highlights the recognition of nurses' expertise and opinions in patient care,
fostering a supportive work atmosphere.

Value of Opinions
1. Nurses are considered in decision-making processes 3.86 Satisfactory
within the institution.
2. Nurses’ suggestions for improving work processes 4.10 Satisfactory
are
being acknowledged and recognized by the
institution
3. Nurses have the opportunity to voice out their 3.86 Satisfactory
opinions
and concerns anonymously.
4. Nurses believe there are effective mechanisms in 4.00 Satisfactory
place for voicing opinions and contributing to the
improvement of hospital operations.
5. Nurses have felt discouraged from sharing opinions 4.14 Satisfactory
or
ideas due to a perceived lack of interest or
receptiveness from hospital management or
colleagues.
y
5 4.50 – 5.00 Excellent
2 1.50 – 2.49 Fair
1 1.00 – 1.49 Poor
Support to Nurses
The second research objective focused on determining the level of
support to nurses in private hospitals in terms of training opportunities,
mentorship programs, and stress management initiatives.
Training Opportunities
40
Table 4 displays the level of support to nurses in private hospitals in terms
of training opportunities with a weighted mean of 4.05, described as often
observed, which means that this is evident most of the time.
Data revealed that nurses in private hospitals often believe that training
sessions provided by the hospital contribute significantly to their ability to deliver
quality patient care, because they experienced instances where the lack of
training opportunities has hindered their professional growth within the hospitals.
Furthermore, they also confirmed that they were provided with, training
sessions/workshops to enhance nursing skills or knowledge. Moreover, the
institution also tailored them with training programs addressing specific needs,
and offers a relevant and effective training programs for them. The findings imply
that nurses in private hospitals generally perceive that access to comprehensive
training sessions directly correlates with their capacity to provide high-quality
patient care, highlighting a correlation between training opportunities and
professional development.
The findings agree to the statement of Rawashdeh & Tamimi (2020) that
hospitals are urged to enhance employee perception of training and correlated
development opportunities, so as to fulfill their employees’ needs in terms of
organizational development and also expectations. The hospital can achieve this
by giving effective and extensive training programs and advocating supervisors
to motivate their subordinates to participate in the training programs.
Table 4 Support to Nurses in Private Hospitals in terms of Training

Opportunities
1. Nurses are provided with training 4.02 Satisfactory
41
sessions/workshops
to enhance nursing skills or knowledge
2. The institution offers a relevant and effective training 3.96 Satisfactory
programs for the nurses
3. Nurses are tailored with training programs to address 3.98 Satisfactory
specific needs.
4. Nurses believe that training sessions provided by the 4.24 Satisfactory
hospital contribute significantly to their ability to
deliver
quality patient care.
5. Nurses have experienced instances where the lack 4.04 Satisfactory
of
training opportunities has hindered their professional
growth within the hospital.
y
5 4.50 – 5.00 Excellent
2 1.50 – 2.49 Fair
1 1.00 – 1.49 Poor
Mentorship Program
Table 5 reflects that level of support to nurses in private hospitals in terms
of mentorship program has a weighted mean of 4.30, described as often, which
means that this is observed most of the time.
Data revealed that nurses often perceive mentorship program to be
beneficial for professional development; they have received constructive
feedback and guidance from mentors that significantly influenced their
professional development; the senior nursing staff were willing to provide
guidance and support; and they perceive the mentorship programs as integral to
their success and satisfaction within the hospital which are true most of the time.
The findings indicate that nurses widely regard mentorship programs as
instrumental for their professional growth, emphasizing the substantial impact of

42
constructive feedback and guidance from experienced mentors. This
underscores the willingness of senior nursing staff to offer valuable support,
reflecting the pivotal role of mentorship programs in fostering nurses’ success
and job satisfaction within the hospital environment, as validated by their
experiences.
The findings are concomitant to the study of Rossiter et. al., (2024) stating
that Sustainable mentoring programs will be an important mechanism for
supporting the expanding roles required of nurses working in primary health. It
has been suggested that mentoring is one of the “most effective ways of helping
individuals to develop” yet outcomes have been reported to vary widely (Stoeger
et al., 2021). A systematic scoping review identified mentoring in medicine as
integral to nurturing professional identity formation. Toh et al. (2022) stated that,
positive benefits in the hospital setting have been described as supporting the
delivery of quality person-centered care and collegial workplace relationships
(Coventry & Hays, 2021). In the face of high levels of staff turnover, mentoring
relationships have also been identified as a strategy to support and build a
resilient nursing workforce (Hoover et al., 2020).
Table 5 Support to Nurses in Private Hospitals in terms of Mentorship

Program
1. Nurses are structured with mentorship programs 4.02 Satisfactory
available for novice or junior nursing staff
2. Nurses perceive mentorship program to be beneficial 4.44 Satisfactory
for professional development
3. Senior nursing staff are willing to provide guidance 4.38 Satisfactory
and
support
4. Nurses have received constructive feedback and 4.40 Satisfactory
guidance from mentors that significantly influenced
43
their professional development.

5. Nurses perceive the mentorship programs as integral 4.28 Satisfactory
to their success and satisfaction within the hospital.
y
5 4.50 – 5.00 Excellent
2 1.50 – 2.49 Fair
1 1.00 – 1.49 Poor
Stress Management Initiatives
Table 6 depicts the level of support to nurses in private hospitals in terms
of stress management initiatives with a weighted mean of 4.06, described as
often which means that this is true most of the time.
Data revealed that nurses in private hospitals often encountered instances
where the absence of stress management programs has negatively impacted
their mental health in the workplace; they believe that access to stress
management programs positively influence their job satisfaction and
performance; they were also offered by the institution with initiative and
resources to manage stress; the programs or resources provided are effective to
the nurses; the stress management tools are also readily accessible for them.
The findings highlight that nurses within private hospitals frequently face
challenges stemming from the absence of stress management programs, which
detrimentally affect their mental well-being in the workplace. However, they
perceive access to such programs as pivotal in enhancing job satisfaction and
performance. Notably, the institution's proactive provision of stress management
initiatives, coupled with effective resources, underscores its commitment to

44
supporting nurses' mental health needs. Consequently, nurses typically have
readily accessible stress management tools, aligning with their experiences and
affirming the significance of these programs in fostering a healthy work
environment.
The results conform to Dayrit & Jabonete (2018) who stated that, work-
related stress has received very minimal attention. It is important for an institution
to look at specific areas and investigate those issues affecting the staff and the
patient as well in the organization. Nurses working in hospitals are exposed to a
very stressful environment that could affect their health, the delivery of quality
patient care, and consequently the organization they belong to. In the recognition
of work-related stress, the issue remains low and unmanaged. Hence, effective
coping mechanisms or stress management program, and policies are vital before
turning this out into a severe level which may have a negative effect in the
health, job performance, and quality patient care of these nurses. Given the
findings of their study, it is recommended to review the scheduling plan, staffing
and equip enough staff to cover the unit to address workload stressors. It may be
useful to acknowledge team building activities between nurses and physicians
and even other medical professionals in the hospital to strengthen teamwork and
partnership. A training program can be planned that is culturally fit and evidence-
based.
Table 6 Support to Nurses in Private Hospitals in terms of Stress

Management Initiatives
1. Nurses are offered by the institution with initiative and 4.04 Satisfactory
resources to manage stress
2. The programs or resources provided are effective to 4.02 Satisfactory
45
the nurses
3. Nurses have the stress management tools that are 3.98 Satisfactory
readily accessible.
4. Nurses believe that access to stress management 4.08 Satisfactory
programs positively influence their job satisfaction
and performance.
5. Nurses have encountered instances where the 4.18 Satisfactory
absence of stress management programs has
negatively impacted their mental health in the
workplace.
y
5 4.50 – 5.00 Excellent
2 1.50 – 2.49 Fair
1 1.00 – 1.49 Poor
CHAPTER 4
SUMMARY, CONCLUSION, AND RECOMMENDATIONS
This chapter deals with the summary, conclusion, and recommendations
of the study.
Summary
This study determined the relationship between organizational climate and
support to nurses in private hospitals. It specifically determined the quality of
organizational climate in private hospitals in terms of communication
effectiveness, leadership support, value of opinions, the support to nurses in
private hospitals in terms of training opportunities, mentorship programs, and
stress management initiatives. This study was conducted at Kidapawan City,
North Cotabato.
This research utilized descriptive-correlation research design to analyze
the gathered data from 50 respondents taken through convenience sampling
method. The instrument used was adopted from the NHS survey form. The
researchers formally wrote a communication letter addressed to different private
hospital heads as one of the steps in data gathering. Furthermore, the statistical
findings were analyzed through mean, weighted mean, and Pearson r to
investigate the significant relationship of organizational climate and support to
nurses in private hospitals.
The quality of organizational climate in terms of communication
effectiveness, leadership support, and value of opinions, were often experienced
by the nurses in private hospitals.

46
Similarly, the quality of support to nurses in terms of training opportunities,
mentorship programs, and stress management initiatives, results revealed that
these were often experienced by the nurses in private hospitals as well.
The study found a significant relationship between organizational climate
and support to nurses in private hospitals.
Conclusions
Based on the findings of the study, quality organizational climate and
support were all often experienced among nurses. Thus, the following
conclusions were drawn:
As perceived by the nurses, the study found that the quality of
organizational climate in private hospitals was generally positive. This was
evident in the effective communication, support from leadership, and the value
placed on nurses' opinions within these hospital settings.
In the private hospitals, Nurses reported that they received sufficient
support in terms of training opportunities, mentorship programs, and stress
management initiatives. This signifies that the hospitals are proactive in providing
support and programs to assist nurses in their professional development and
well-being.
The study constitutes a significant relationship between organizational
climate and support for nurses in private hospitals. This demonstrates that a
positive organizational climate, characterized by effective communication,
supportive leadership, and value for nurses' opinions, contributes to a higher

47
level of support for nurses in terms of training, mentorship, and stress
management initiatives.
Recommendations
Private Hospitals should fund mentoring programs, training opportunities,
and ongoing, perhaps extended stress management activities for nurses. It does
not only advances the professional growth of nurses, but it also enhances their
job satisfaction and general well-being.
Healthcare administrators and leaders should emphasize efforts to
preserve and improve the organizational climate in their institutions. This may be
accomplished by developing efficient communication channels, providing
supportive leadership, and recognizing nurses' viewpoints within the
organization.
Head Nurses should realize that assessing organizational climate should
also be conducted to ensure that it remains positive and supportive for nurses.
This might be a form of soliciting feedback from nurses through surveys, focus
groups, or other means of gathering input.
Nurses should actively participate in providing feedback to administrators
regarding their experiences and needs. They should also take advantage of
various training opportunities, mentoring programs, and stress management
efforts to help them advance professionally and improve their overall well-being.
Future Researchers should consider building upon the finding of this
study. Further research could explore additional factors influencing
organizational climate and support to nurses, as well as long-term effects of

48
these factors on nurse retention, job satisfaction, and patient outcomes. By
continuing these investigating topics, researchers can contribute valuable
insights to inform future organizational practices and policies within private
hospitals.
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APPENDICES
57
PERMISION LETTER
February 27, 2024

DR. PAULINE JEA VARGAS
Medical Director
St. Peregrine Hospital
Plaridel Street
Kidapawan City
Dear Ma’am,
We are the students of North Valley College Foundation, Inc. (NVCFI) of
Kidapawan City. We are writing to seek your consent for the participation of
nurses from St. Peregrine Hospital in a research study entitled "Organizational
Climate and Support to Nurses in Private Hospitals" This study aims to
achieve the following objectives:
1. Determine the quality of organizational climate among nurses in the

private hospital in terms of Communication effectiveness, Leadership
support, and Value of opinions.
2. Determine the level of support to nurses in the private hospital in terms of
initiatives.
3. Determine the significant relationship between organizational climate and
support to nurses in private hospitals.
The survey will be conducted by one of the student researcher of our

group as part of our academic research, and it is essential for us to include the
perspectives of nurses from diverse hospital settings. To gather data, we kindly
request the participation of five (5) available nurses in responding to our printed
survey questionnaires. We assure you that the information collected will be
treated with the utmost confidentiality.
We want to emphasize the following points:
1. Data Protection: The data gathered will be kept confidential and will only
be used for research purposes. No individual participant's name or any
identifying information will be disclosed in any publication or report.
2. Institutional Anonymity: The names of participating institutions, including

St. Peregrine Hospital, will not be revealed in any part of the research
findings. Our goal is to present collective insights without singling out any
specific hospital.
58
3. Participant Anonymity: The names of individual nurses participating in

the survey will not be disclosed. Responses will be aggregated to ensure
the anonymity of each participant.
We understand the importance of safeguarding the reputation and privacy

of St. Peregrine Hospital, and we are committed to conducting the research
responsibly and ethically. We believe that the outcomes of this study will
contribute significantly to the understanding of organizational climate and support
for nurses in private hospitals.
We kindly request your approval for our research team to distribute the
survey questionnaires among the nurses at St. Peregrine Hospital. If you have
any concerns or questions, please feel free to contact us at 09673761513 or
hannahysuarez08@gmail.com to further discuss this matter.
Thank you for considering our request. We look forward to your positive
response.
Respectfully yours,
ALEXANDRA B. FLORES
WILLY T. BATILARAN JR.
HANNAH YASMIN L. SUAREZ

Student Researchers
Noted:

Research Adviser
59
February 27, 2024

THERESA B. GO, MD, DPPS
Medical Director
Midway Hospital Kidapawan
Osmeña Drive
Kidapawan City
Dear Ma’am,
nurses from Midway Hospital Kidapawan in a research study entitled
"Organizational Climate and Support to Nurses in Private Hospitals" This
study aims to achieve the following objectives:

initiatives.


Midway Hospital Kidapawan, will not be revealed in any part of the
research findings. Our goal is to present collective insights without singling
out any specific hospital.

60

of Midway Hospital Kidapawan, and we are committed to conducting the
research responsibly and ethically. We believe that the outcomes of this study
will contribute significantly to the understanding of organizational climate and
support for nurses in private hospitals.
survey questionnaires among the nurses at Midway Hospital Kidapawan. If you
have any concerns or questions, please feel free to contact us at 09673761513
or hannahysuarez08@gmail.com to further discuss this matter.
response.
Respectfully yours,
ALEXANDRA B. FLORES

Student Researchers
Noted:

Research Adviser
61
February 27, 2024

ALFRED VILLARICO, MD
Medical Director
Madonna Medical Center, Inc.
Quezon Boulevard
Kidapawan City
Dear Sir,
nurses from Madonna Medical Center, Inc. in a research study entitled

initiatives.


Madonna Medical Center, Inc., will not be revealed in any part of the

62

of Madonna Medical Center, Inc., and we are committed to conducting the
survey questionnaires among the nurses at Madonna Medical Center, Inc. If you
have any concerns or questions, please feel free to contact us at 09673761513
or hannahysuarez08@gmail.com to further discuss this matter.
response.
Respectfully yours,
ALEXANDRA B. FLORES

Student Researchers
Noted:

Research Adviser
63
February 27, 2024

CESAR U. MANUEL JR., MD
Medical Director
Manuel Hospital
Lanao
Kidapawan City
Dear Sir,
nurses from Manuel Hospital in a research study entitled "Organizational
Climate and Support to Nurses in Private Hospitals" This study aims to
achieve the following objectives:

initiatives.


Manuel Hospital, will not be revealed in any part of the research findings.
Our goal is to present collective insights without singling out any specific
hospital.

64

of Manuel Hospital, and we are committed to conducting the research
responsibly and ethically. We believe that the outcomes of this study will
contribute significantly to the understanding of organizational climate and support
for nurses in private hospitals.
survey questionnaires among the nurses at Manuel Hospital. If you have any
concerns or questions, please feel free to contact us at 09673761513 or
hannahysuarez08@gmail.com to further discuss this matter.
response.
Respectfully yours,
ALEXANDRA B. FLORES

Student Researchers
Noted:

Research Adviser
65
February 27,
2024
EDWIN Y. GANTUANGCO, MD, FPCR
President & CEO
Kidapawan Doctors Hospital Inc.
Ninoy Aquino Avenue, Lanao
Kidapawan City
Dear Sir,
nurses from Kidapawan Doctors Hospital Inc. in a research study entitled

initiatives.


Kidapawan Doctors Hospital Inc., will not be revealed in any part of the

66

of Kidapawan Doctors Hospital Inc., and we are committed to conducting the
survey questionnaires among the nurses at Kidapawan Doctors Hospital Inc. If
you have any concerns or questions, please feel free to contact us at
09673761513 or hannahysuarez08@gmail.com to further discuss this matter.
response.
Respectfully yours,
ALEXANDRA B. FLORES

Student Researchers
Noted:

Research Adviser
67
February 27, 2024

MA. ARLENE V. TACIS, RM, RN, MAN, FANSAP
Nursing Services Director
Kidapawan City
Dear Ma’am,
nurses from Kidapawan Doctors Hospital Inc. in a research study entitled

initiatives.


Kidapawan Doctors Hospital Inc., will not be revealed in any part of the

68

of Kidapawan Doctors Hospital Inc., and we are committed to conducting the
survey questionnaires among the nurses at Kidapawan Doctors Hospital Inc. If
you have any concerns or questions, please feel free to contact us at
09673761513 or hannahysuarez08@gmail.com to further discuss this matter.
response.
Respectfully yours,
ALEXANDRA B. FLORES

Student Researchers
Noted:

Research Adviser
69
February 27, 2024
Staff Nurses
Kidapawan City
Dear Sir/Ma’am,
I hope this letter finds you well. We are the students of North Valley
College Foundation, Inc. (NVCFI), and we are researchers conducting a study on
"Organizational Climate and Support to Nurses in Private Hospitals." You
are invited to participate in this research, which aims to explore and understand
the quality of organizational climate and support available to nurses in private
hospital settings.
This research seeks to achieve the following objectives:

initiatives.

Your participation in this study involves completing a printed survey

questionnaire. Your honest and thoughtful responses are crucial in providing
valuable insights into the organizational climate and support systems within
private hospitals.
Please be assured that all information provided will be treated with the
utmost confidentiality. Your name and any identifying details will not be disclosed
in any publication or report. The data collected will only be used for research
purposes.
Participation in this study is entirely voluntary, and you have the right to
withdraw at any time without any consequences. Your decision will not affect
your relationship with Kidapawan Doctors Hospital Inc. or any associated entities.
If you have any questions or concerns regarding this research, please feel
free to contact us at 09673761513 or hannahysuarez08@gmail.com to further
discuss this matter.
Thank you for considering participation in this study. Your contribution is
invaluable, and it will significantly contribute to advancing our understanding of
the organizational climate and support for nurses in private hospitals.
70
Sincerely,
ALEXANDRA B. FLORES

Student Researchers
Noted:

Research Adviser
71
February 27, 2024
Staff Nurses
Manuel Hospital
Lanao
Kidapawan City
Dear Sir/Ma’am,
hospital settings.

initiatives.


private hospitals.
purposes.
your relationship with Manuel Hospital or any associated entities.
72
Sincerely,
ALEXANDRA B. FLORES

Student Researchers
Noted:

Research Adviser
73
February 27, 2024

Staff Nurses
Madonna Medical Center, Inc.
Quezon Boulevard
Kidapawan City
Dear Sir/Ma’am,
hospital settings.

initiatives.


private hospitals.
purposes.
your relationship with Madonna Medical Center, Inc. or any associated entities.
Sincerely,
74
ALEXANDRA B. FLORES

Student Researchers
Noted:

Research Adviser
75
February 27, 2024

Staff Nurses
Midway Hospital Kidapawan
Osmeña Drive
Kidapawan City
Dear Sir/Ma’am,
hospital settings.

initiatives.


private hospitals.
purposes.
your relationship with Midway Hospital Kidapawan or any associated entities.
Sincerely,
76
ALEXANDRA B. FLORES

Student Researchers
Noted:

Research Adviser
77
February 27, 2024

Staff Nurses
St. Peregrine Hospital
Plaridel Street
Kidapawan City
Dear Sir/Ma’am,
hospital settings.

initiatives.


private hospitals.
purposes.
your relationship with St. Peregrine Hospital or any associated entities.
Sincerely,
78
ALEXANDRA B. FLORES

Student Researchers
Noted:

Research Adviser
79
INFORMED CONSENT STATEMENT
Introduction
This study is entitled “Organizational Climate and Support to Nurses in
Private Hospitals.”
This study is in partial fulfilment of the requirements for the program:
Bachelor of Science in Nursing.
Process
The focal point of this study is the perception of the Registered Nurses in
dealing with Organizational Climate and Support to them. The main respondents
are Staff Nurses who had the experience and knowledge in their field in
Kidapawan City, North Cotabato.
Respondent Confidentiality
As a participant, you will be assigned with a code number that will be used
to match the data gathered. All information will be recorded anonymously. Only
the researchers will know the institution/hospital you are in and will not identify
your answers to anyone. The information will be strictly confidential.
Cancellation of Consent and Authorization
Participation in this study is voluntary. You may inform the researchers if
you wish to not participate or to answer the survey questionnaire.

80
Respondent Certification
I have read and had the opportunity to ask questions on the kind of data
asked from me. I am granting my permission to utilize my answer as part of the
data to be used in this research.
Accepted and Agreed
Signature: _______________________ Date: ______________
Printed Name: ______________________________________
Contact Number: ____________________________________
Address: __________________________________________
Interviewed by: _____________________________________
RESEARCH INSTRUMENT
81
SURVEY QUESTIONNAIRE
Instruction : Please respond (by checking the appropriate column) to the

following statements based on your experiences and observations of the
organizational climate and support for nurses. Use the following scale:
5- Always. This is true all the time.

4- Often. This is true most of the time.
3- Sometimes. This is true in some instances.
2- Rarely. This is true in a very rare instance.
1- Never. This is not true and will never be true.
The researchers extend their sincere appreciation for your participation in the
survey. Your honest feedback is crucial for an accurate assessment of the
organizational climate and support provided to nurses. Any information obtained
will be treated with the utmost confidentiality. Thank you for taking the time to
share your insights.
Organizational Climate
82
83
Adopted from NHS Staff Survey (2021)

84
CURRICULUM VITAE
Name : Hannah Yasmin L. Suarez
Address : Purok Chico, Singao, Kidapawan City
Email : hannahysuarez08@gmail.com
PERSONAL DATA
Age : 21
Date of birth : August 22, 2002
Place of birth : Cotabato Provincial Hospital, Amas, Kidapawan City
Nationality : Filipino
Sex : Female
Marital status : Single
Religion : Roman Catholic
Father : Allan G. Suarez
Mother : Vilma L. Suarez
EDUCATIONAL BACKGROUND
Elementary : Makilala Central Elementary School
Poblacion, Makilala, North Cotabato
Junior High School : Kidapawan City National High School
Roxas St. Kidapawan City
Senior High School : Kidapawan Doctors College Inc.
Ninoy Aquino Road, Lanao, Kidapawan City
College : North Valley College Foundation Inc.
Lanao, Kidapawan City

85
Name : Alexandra B. Flores
Address : Purok Sampaguita, Barangay Alibayon,
Magpet, North Cotabato
Email : xandraxandralexy@gmail.com
PERSONAL DATA
Age : 21
Date of birth : October 17, 2002
Place of birth : New Cebu, President Roxas, North Cotabato
Sex : Female
Father : Socrates D. Flores
Mother : Zarina B. Flores
Elementary : Del Pilar Learning Center
Magpet, North Cotabato
Junior High School : President Roxas National High School
President Roxas, North Cotabato
Senior High School : Kidapawan Doctors College Inc.
Ninoy Aquino Road, Lanao, Kidapawan City

86
Name : Willy T. Batilaran Jr.
Address : Purok Rosal, Poblacion, Matalam,
North Cotabato
Email : willybatilaran14@gmail.com
PERSONAL DATA
Age : 22
Date of birth : February 14, 2002
Place of birth : Cotabato Provincial Hospital, Amas, Kidapawan City
Sex : Male
Father : Willy D. Batilaran Sr.
Mother : Lolita T. Batilaran
Elementary : Matalam Central Elementary School
Matalam, Poblacion, North Cotabato
Junior High School : Matalam High School
Senior High School : Matalam High School

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ORGANIZATIONAL CLIMATE AND SUPPORT TO NURSES

BACHELOR OF SCIENCE IN NURSING

ORGANIZATIONAL CLIMATE AND SUPPORT TO NURSES

An Undergraduate Thesis Presented to the Faculty

BACHELOR OF SCIENCE IN NURSING

This study aimed to determine the quality of organizational climate

among nurses in private hospitals in terms of communication effectiveness,

provided to nurses in terms of training opportunities, mentorship programs, and

relationship between Organizational climate and Support to nurses in private

hospitals. The researchers utilized a quantitative descriptive research design. A

method. Descriptive statistics were used to interpret data through mean,

weighted mean, and Pearson r to investigate the significant relationship of

organizational climate and support to nurses in private hospitals. Based on the

findings of the study, there is a significant relationship between organizational

positive organizational climate, characterized by effective communication,

supportive leadership, and value for nurses' opinions, contributes to a higher

level of support for nurses in terms of training, mentorship, and stress

This thesis entitled “ORGANIZATIONAL CLIMATE AND SUPPORT TO

ASMYRA M. MAMADES, RN, MAN

This thesis entitled “ORGANIZATIONAL CLIMATE AND SUPPORT TO

RHODELLA M. RANIOLA, PhD

CARIDEL GUILLARDO, RN, MAN EMELOU N. GALLARDO, RN, MAN, PhD

KEVIN JADE AUDITOR, RM, RN, LPT, MAN, MAEd, EdD

Accepted as fulfillment of the requirements for the degree Bachelor of

MYLYN APRIL SA BABOL, RN, MAN, PhD

By the name of God, the most compassionate, most merciful, sympathetic

continue to bless our journey to becoming registered nurses someday.

We are grateful to address our sincere acknowledgement to the Faculty of

We would like to express our great appreciation and deepest sense of

gratitude to our research adviser, Rhodella M. Raniola, PhD, without her

At the same time, we would like to extend our appreciation to Asmyra

and encouragement have contributed greatly in the progress this study.

efforts, and invaluable corrections of the committee members, Mr. Ronie Q.

during proposal to final defense.

breadth of this study, ensuring its robustness and relevance.

support and guidance to finish the study.

Review of Related Literature 4

CHAPTER 3 RESULTS AND DISCUSSION

CHAPTER 4 SUMMARY, CONCLUSION, AND RECOMMENDATIONS

Background of the Study

and new employees begin. Turnover intentions happen specifically, intention to

change job– are considered an outcome of affective variables, while actual

remaining nurses. Job satisfaction is a concept incorporating each of the nurses'

service conditions, work environment, style of supervisor, employee commitment,

support of manager, organizational culture, and policies that support human

attractive factors that can be done during the relationship of employment

(Barthauer et al., 2020); (Acosta-Ramos et al., 2021).

Organizational work climate is linked with diverse types of organizational

performance especially nursing performance. Within the hospital setting, as

are significant to the work environment and organizational climate. Feelings of

trust, belongingness, respect, and loyalty are important aspects of the

The climate of the organization is deeply affected by the behaviors of its

communication is fostered (Vong et al., 2018). When there is a positive work

the common objective of professional teams, where each member is aware of

significantly influenced by unhealthy work environments (Aiken et al., 2011).

Conversely, nurses who perceive their work environments as being supportive

(Wolf, et al., 2012).

A research from Kosydar-Bochenek et al. (2023) says that, research on

education. This research has been used to understand nurses' perceptions of

December 2021 at the Institute of Health Sciences, College of Medical Sciences

of the University of Rzeszow, Poland, involved registered nurses as participants.

Additionally, a study of the Relationship between Organizational Climate and

Nurses' Performance was conducted by the American Journal of Nursing

positive association was also identified between nurses’ perception of work