Psychological Well-being and

Turnover Intentions among

Registered Nurses in Roxas City,
Capiz during the COVID-19
Pandemic
By: Amantillo, Nielsen P.
Belleza, Frietz
Belvis, Belle Brian
Tablo, Jan Mileno
Andrada, Janna
Elauria, Ranelyn
Estolas, Angela
 01.
Statement of the
Problem
 Statement of the Problem
1
What was the demographic profile of the participating registered
nurses in the study in terms of:

a. Age
b. Sex
2
c. Area of exposure
d. Nurse-Patient ratio
e. Years of professional service in
the hospital
f. Current work shift
g. Monthly wage
 Statement of the Problem
2 What was the level of psychological well-being of registered nurses
during the COVID-19 pandemic when taken as a whole and when
grouped according to age, sex, area of exposure, nurse- patient ratio,
years of professional service in the hospital, current work shift, and
monthly wage?

What was the level of turnover intentions of registered nurses during

the COVID-19 pandemic when taken as a whole and when grouped
according to age, sex, area of exposure, nurse-patient ratio, years of
professional service in the hospital, current work shift, and monthly
3
wage?
 Statement of the Problem
4 Is there a significant difference in the psychological well-being of
registered nurses during the COVID-19 pandemic when grouped
according to age, sex, area of exposure, nurse-patient ratio, years of
professional service in the hospital, current work shift, and monthly
wage?

Is there a significant difference in the turnover intentions of registered

nurses during the COVID-19 pandemic when grouped according to
age, sex, area of exposure, nurse-patient ratio, years of professional
service in the hospital, current work shift, and monthly wage.
5
 Statement of the Problem
6
Is there a linear relationship between the
psychological well-being and turnover intentions
among registered nurses during the COVID-19
pandemic?
02.
Method
The researchers used a survey-correlational
under a quantitative approach research design.
Purposive sampling was utilized in choosing
the respondents to participate in the study. A
criterion was used in order to meet the target
population. 43 out of 44 respondents
participated in the study.
The participants were grouped according to the following: Age, Sex,
Area of Exposure, Nurse-Patient Ratio, Years of Professional Service,
Current Work Shift, and Monthly Wage. The research instrument was
adapted from Havaei F, Ma A, Staempfli S, MacPhee M. (2021) and
Brown, R.; Wey, H.; Foland, K. (2018) to gather the data. The
instrument was validated with the help of three experts, they are: a
Nurse, the Dean of College of Nursing in SACHRI, and the other
person knowledgeable enough in the field of research..
After which, the survey was distributed via Google forms. A total
number of 70 registered nurses responded. 27 respondents were
used for pilot study and 43 nurses were for the actual research.
Data gathering was done, after that the data were tallied and
interpreted
The data were analyzed using the mean and standard deviation
for descriptive statistics and T-test for Independent Samples, One-
Way Analysis of Variance (ANOVA) and Pearson Correlation
wherein the p-value was compared to a set alpha value of 0.05 for
the inferential statistics.
CHAPTER IV
Results and Discussion
Figure 1. Socio-Demographic Profile: Age
of 43 Registered Nurses

7%

24% 40%

29%

20-30 y/o 31-40 y/o 41-50 y/o 51-60 y/o 60 and above
Figure 2. Socio-Demographic Profile: Sex
of 43 Registered Nurses

34%

66%

Male Female
  
Figure 3. Socio-Demographic Profile:
Nursing patient ratio of 43 Registered Nurses

19%

36%

21%

24%

1:1-1:5 1:6-1:10 1:11-1:15 1:16-1:20

Figure 4. Socio-Demographic Profile: Area of
Exposure of 43 Registered Nurses

20%

39%

10%

14%

17%

COVID - 19 ward ICU ER Medical Ward Other

Figure 5. Socio-Demographic Profile: Years if
professional service of 43 Registered Nurses
11% 10%

7%

11%

20%

40%

1 - 6 months 7 months – 1 year 2 - 5 years 6 - 10 years 11 - 15 years 16 - 25 years

Figure 6. Socio-Demographic Profile: Years if
professional service of 43 Registered Nurses
11% 10%

7%

11%

20%

40%

1 - 6 months 7 months – 1 year 2 - 5 years 6 - 10 years 11 - 15 years 16 - 25 years

Figure 7. Socio-Demographic Profile:
Monthly Wage of 43 Registered Nurses
6%

26%

26%

14%

29%

1000-3999 4000-7999 8000-11999

12000-15999 16000-19999 20000-23000
Table 1. Psychological Well-being Responses
    Total Weighted Mean

Workplace relationships with your nursing 158 3.76

colleagues changing during COVID-19    

Lack of opportunity to talk openly with other 146 3.39

Workplace personnel about problems in the work setting  

Feeling inadequately prepared to help with 149 3.46

the emotional needs of a patient  

Being held accountable for things over which 171 4.0

I have no control  
Lack of support from other health care 179 4.2
administrators and organizations  

Concern about contracting COVID-19 at your 164 3.8

workplace  
Concern about bringing COVID-19 home to 162 3.8
those with whom you live and/or
COVID-19 Pandemic family/friends
Severe rising number of cases of COVID-19 179 4.2

Number of deaths due to COVID-19 177 4.1

Coping with new situations with 163 3.8

unrealistically high expectations by others of
my role
Unpredictable staffing and scheduling 179 4.2

Floating to other units/services that are short- 170 4.0

staffed
Staffing/Management Not enough staff to adequately cover the unit 182 4.2

Access to necessary and essential resources 164 3.8

Security of employment with enough pay 174 4.0

Table 2. Turnover Intentions
    Total Weighted
Mean

   The recognition you get for good work  158 3.7

Compensation & Benefits

Amount of hours that you work 155 3.7
Job security and rate of pay for nurses (including 131 3.0
benefits, insurance, and incentives

Flexibility in scheduling your weekends off 156 3.6

Compensation for working during a pandemic and 110 2.6
working extra hours due to lack of staff

The physical conditions in which you work 157 3.7

The opportunity to use your abilities 179 4.2
The health organizations ability to implement 154 3.6
protocols and policies related to COVID - 19 changes
Workplace/Environment in all aspects
Adequacy of nurse staffing in your primary workplace 147 3.5
during COVID - 19
Safety of being exposed to health hazards most 139 3.3
especially to COVID - 19
Amount of encouragement and positive feedback 139 3.2

Employer-employee Support by your organization during the COVID-19

pandemic
143 3.3

relationship Relations between management and staf 151 3.5

Recognition for your work from superiors and the 142 3.3
government]
Response and handling of COVID - 19 by the health 155 3.6
organizations and administration
       
Table 3. Mean and Standard Deviation for Psychological Well-being
and Turnover Intentions
Descriptive Statistics

  Mean Std. Deviation N

Psychological_Well_Being
3.9023 .60864 43

Turnover_Intentions
3.4651 .73844 43
Table 4. ANOVA Result of Psychological Well-being according to Age

ANOVA

Sum of
  Squares df Mean Square F Sig.
PWB_Workplac Between Groups .208 3 .069 .117 .950
e Within Groups 23.050 39 .591    
Total 23.258 42      
PWB_COVID Between Groups .956 3 .319 .600 .619
Within Groups 20.715 39 .531    
Total 21.671 42      
PWB_Staffing Between Groups 2.165 3 .722 1.907 .144
Within Groups 14.760 39 .378    
Total 16.925 42      
Table 5. T-Test for Independent Samples Result of Psychological Well-
Being according to Sex
Table 6. ANOVA Result of Psychological Well-being According to Area
of Exposure
ANOVA

Sum of
  Squares df Mean Square F Sig.
PWB_Workplace Between Groups .464 3 .155 .265 .040
Within Groups 22.794 39 .584    
Total 23.258 42      
PWB_COVID Between Groups 1.574 3 .525 1.018 .045
Within Groups 20.097 39 .515    
Total 21.671 42      
PWB_Staffing Between Groups 1.073 3 .358 .880 .006
Within Groups 15.851 39 .406    
Total 16.925 42      
Table 7. ANOVA Result of Psychological Well-being According to
Nurse-Patient Ratio
ANOVA

  Sum of Squares df Mean Square F Sig.

PWB_Workplace Between Groups 2.323 3 .774 1.443 .025
Within Groups 20.935 39 .537    
Total 23.258 42      
PWB_COVID Between Groups 4.478 3 1.493 3.386 .027
Within Groups 17.193 39 .441    
Total 21.671 42      
PWB_Staffing Between Groups 2.475 3 .825 2.227 .010
Within Groups 14.449 39 .370    
Total 16.925 42      
Table 8. ANOVA Result of Psychological Well-being According to Years
of Service
ANOVA

  Sum of Squares df Mean Square F Sig.

PWB_Workplace Between Groups 1.843 5 .369 .637 .673
Within Groups 21.415 37 .579    
Total 23.258 42      
PWB_COVID Between Groups 3.276 5 .655 1.318 .278
Within Groups 18.395 37 .497    
Total 21.671 42      
PWB_Staffing Between Groups 2.708 5 .542 1.410 .244

Within Groups 14.217 37 .384    

Total 16.925 42      
Table 9. ANOVA Result of Psychological Well-being According to Work
Shift
ANOVA

  Sum of Squares df Mean Square F Sig.

PWB_Workplace Between Groups .611 2 .306 .540 .587
Within Groups 22.646 40 .566    
Total 23.258 42      
PWB_COVID Between Groups .130 2 .065 .121 .887
Within Groups 21.541 40 .539    
Total 21.671 42      
PWB_Staffing Between Groups .418 2 .209 .507 .606
Within Groups 16.506 40 .413    
Total 16.925 42      
Table 10. ANOVA Result of Psychological Well-being According to
Monthly Wage
ANOVA

  Sum of Squares df Mean Square F Sig.

PWB_Workplace Between Groups 3.376 4 .844 1.613 .035
Within Groups 19.881 38 .523    
Total 23.258 42      
PWB_COVID Between Groups 3.820 4 .955 2.033 .019
Within Groups 17.851 38 .470    
Total 21.671 42      
PWB_Staffing Between Groups .607 4 .152 .353 .050
Within Groups 16.318 38 .429    
Total 16.925 42      
Table 11. ANOVA Result of Turnover Intention according to Age

ANOVA

  Sum of Squares df Mean Square F Sig.

TI_Compensation Between Groups
4.492 3 1.497 2.081 .118

Within Groups 28.064 39 .720    

Total 32.556 42      
TI_Workplace Between Groups
.310 3 .103 .170 .916

Within Groups 23.687 39 .607    

Total 23.996 42      
TI_Relationship Between Groups
1.527 3 .509 .762 .522

Within Groups 26.032 39 .667    

Total 27.559 42      
Table 12. T-Test for Independent Samples Result of Turnover Intention
according to Sex
ANOVA
Table 13. ANOVA Result of Turnover Intention According to Area of
Exposure
ANOVA

  Sum of Squares df Mean Square F Sig.

TI_Compensation Between Groups
1.720 3 .573 .725 .543

Within Groups 30.836 39 .791    

Total 32.556 42      
TI_Workplace Between Groups
4.987 3 1.662 3.410 .027

Within Groups 19.010 39 .487    

Total 23.996 42      
TI_Relationship Between Groups
3.131 3 1.044 1.666 .010

Within Groups 24.428 39 .626    

Total 27.559 42      
Table 14. ANOVA Result of Turnover According to Nurse-Patient Ratio

ANOVA

  Sum of Squares df Mean Square F Sig.

TI_Compensation Between Groups
.649 3 .216 .265 .050

Within Groups 31.907 39 .818    

Total 32.556 42      
TI_Workplace Between Groups
1.234 3 .411 .705 .005

Within Groups 22.762 39 .584    

Total 23.996 42      
TI_Relationship Between Groups
.089 3 .030 .042 .088

Within Groups 27.470 39 .704    

Total 27.559 42      
Table 15. ANOVA Result of Turnover Intention According to Years of
Service
ANOVA

  Sum of Squares df Mean Square F Sig.

TI_Compensation Between Groups
1.602 5 .320 .383 .857

Within Groups 30.954 37 .837    

Total 32.556 42      
TI_Workplace Between Groups
3.106 5 .621 1.100 .377

Within Groups 20.891 37 .565    

Total 23.996 42      
TI_Relationship Between Groups
3.234 5 .647 .984 .441

Within Groups 24.325 37 .657    

Total 27.559 42      
Table 16. ANOVA Result of Turnover Intention to Work Shift

ANOVA

  Sum of Squares df Mean Square F Sig.

TI_Compensation Between Groups
7.205 2 3.602 5.684 .070

Within Groups 25.352 40 .634    

Total 32.556 42      
TI_Workplace Between Groups
1.460 2 .730 1.295 .285

Within Groups 22.537 40 .563    

Total 23.996 42      
TI_Relationship Between Groups
1.880 2 .940 1.464 .243

Within Groups 25.679 40 .642    

Total 27.559 42      
Table 17. ANOVA Result of Turnover Intention According to Monthly
ANOVA
Wage

  Sum of Squares df Mean Square F Sig.

TI_Compensation Between Groups
3.832 4 .958 1.268 .030

Within Groups 28.724 38 .756    

Total 32.556 42      
TI_Workplace Between Groups
2.641 4 .660 1.175 .037

Within Groups 21.355 38 .562    

Total 23.996 42      
TI_Relationship Between Groups
4.839 4 1.210 2.023 .011

Within Groups 22.720 38 .598    

Total 27.559 42      
 Table 18. Test of Normality for Psychological Well-being

Tests of Normality

Kolmogorov-Smirnova Shapiro-Wilk

  Statistic df Sig. Statistic df Sig.

Workplace .174 43 .042 .941 43 .049

Staffing .087 43 .200* .965 43 .210

COVID .120 43 .129 .951 43 .067

*. This is a lower bound of the true significance.

a. Lilliefors Significance Correction
Table 19. Goodness-of-Fit Test for Psychological Well-being

Goodness-of-Fit

  Chi-Square df Sig.
Pearson
544.377 466 .700

Deviance
151.510 466 1.000

Link function: Logit

 Table 20. Test of Normality for Turnover Intentions

Tests of Normality

Kolmogorov-Smirnova Shapiro-Wilk

  Statistic df Sig. Statistic df Sig.

Compensation .109 43 .200* .938 43 .061
Workplace .146 43 .022 .940 43 .055
Relationship .130 43 .065 .974 43 .416

*. This is a lower bound of the true significance.

a. Lilliefors Significance Correction
 Table 21. Goodness-of-Fit of Turnover Intentions

Goodness-of-Fit

  Chi-Square df Sig.
Pearson
954.648 502 .080

Deviance
169.242 502 1.000

Link function: Logit

Table 22. Correlations for Psychological Well-being and Turnover
Intentions
Goodness-of-Fit

Psychological_W Turnover_Intenti
  ell_Being ons
Psychological Well-Being Pearson Correlation 1 .382*
Sig. (2-tailed)   .011
N 43 43
Turnover Intentions Pearson Correlation .382* 1
Sig. (2-tailed) .011  
Link function: Logit
N 43 43

Correlation is significant at the 0.05 level (2-tailed).

Figure 8. Scatter plot of Pearson Correlation of Psychological Well-
Being and Turnover Intentions

Chart Title
5
4.5
4
3.5
3
2.5
2
1.5
1 Link function: Logit
0.5
0
2 2.5 3 3.5 4 4.5 5 5.5
 CHAPTER
04. V
Conclusions
On the basis of the findings of the study, the following conclusions were
formulated:
1. There is a significant difference in the psychological well-being of
registered nurses during the COVID-19 pandemic when grouped
according to area of exposure, nurse-patient ratio, and monthly
wage.

2. There is a significant difference in the turnover intentions of

registered nurses during the COVID- 19 pandemic when grouped
according to area of exposure, nurse-patient ratio, and monthly
wages.

3. There is a positive linear relationship between the psychological

well-being and turnover intentions among registered nurses during the
COVID-19 pandemic.
Recommendations
Based on the results and conclusions, the following recommendations were
drawn:

1. The researchers suggest using triangulation method in data

gathering and utilize a qualitative approach in research design. As
perception of stress and stressors is subjective in nature and is
prone to be measured inaccurately by the use of a structured
questionnaire, it is suggested that future researchers should
incorporate qualitative methods to obtain deeper information
pertaining to stress and related areas.
Based on the results and conclusions, the following recommendations were
drawn:

2. This study was limited to COVID-19 nurses working in a COVID-19

hospital and included only nurses who work in COVID areas in general
hospitals. Thus, this study excludes those who are working in different
areas. To formulate effective interventions for psychological and
turnover management, it is deemed necessary by the researchers that
future researchers should address other nursing areas also.
Based on the results and conclusions, the following recommendations were
drawn:

3. The researchers suggest using a wider range of respondents. This

study had 43 respondents and for future researches, a wider scope for
better results is recommended.
Thank you for Listening!!