1

CHAPTER 1

THE PROBLEM

Introduction

Interest in the concepts of job satisfaction has grown in recent

years because of their efficacy on work commitment, and their basic

importance to the understanding of a worker’s behavior and the

continuous effective operations of organizations.

In the Philippines, nurses have been constantly exposed to

considerable internal and external organizational issues which could

have negative effects on their level of job satisfaction and work

commitment. Several literature on nursing have raised the issues on

heavy workload, poor working conditions, meager compensation

packages, poor interpersonal relationships, weak leadership, non-

recognition of exemplary work, and lack of opportunities for career

growth as possible major factors of work stress and dissatisfaction.

These issues may serve as possible causes for nurses to reconsider their

long-range work options, and lower their work commitment.

In spite of an average of 600,000 college students enrolling in

nursing courses every year, making up 25% of the total college enrollees,

the nursing sector of the Philippines is incurring a shortage of nurses

(Solmerin, 2007). This could be the result of the exodus of nurses to

many countries. Data from the World Health Organization (WHO) show
 2

that the Philippines is leading other nations in the exportation of nurses

(www.abbaphilippines.com; Gatbonton, 2006; Villas, 2004), comprising

25% of all overseas nurses worldwide (Estella, 2005). As of 2006, there

are already 164,000 Filipino nurses, 85% of the country’s total, working

outside the Philippines in about 46 countries. Out of this total, around

100,000 of them have left only within the past 10 years (Cueto, 2006;

www.sunstar.com.ph; Estella, 2005; Omi, 2006). There are also those

who are still in the country who, while waiting for opportunities to be

hired abroad, are not practicing their profession, instead they end up

working as call center agents and tellers in some private banks.

Dr. Irineo Bernardo, executive officer of the Philippine Hospital

Association, as quoted by Estella (2005), avers that the turnover of

nurses has been particularly high from year 2000 to 2007. And as more

nurses leave, the Philippines is only left with more unskilled and

untrained nurses.

Records from the Philippine Overseas and Employment Agency

(POEA) show that 13,536 Filipino nurses went overseas in 2001. In

contrast, that same year, only 4,430 students passed the Nursing Board

Examination, clearly showing that the country has been exporting more

nurses than it is producing (Estella, 2005).

Jossel Ebesate, secretary general of the Alliance of Health Workers

(AHW) as cited by www.sunstar.com.ph, explains that if the trend of

exporting nurses outside the country continues, the Philippine health-

 3

care system will soon collapse. This observation is supported by records

from the Department of Education (DepEd) which show that as of 2007,

the nurse-to-student ratio in schools is already standing at 1:4,830

(Hicap, 2006; www.gov.ph). This broad ratio gap manifests the difficulty

of the government to help students who are facing malnutrition and

health problems to perform well in school. DepEd officials explain that if

only schools have enough medical personnel, then the health concerns of

students could have easily been responded (Hicap, 2006; www.gov.ph).

The public school nurses are employed under the Health and

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

of the total school population by particularly implementing the Integrated

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

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

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

legal bases:

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

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

responsibility of the health, welfare and education entities to

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

2. 1986 Constitution of the Philippines, specifically Article VIII

(Social Justice and Human Rights) which Section 11 states

that “ the State shall adopt an integrated and comprehensive

approach to health development which shall endeavor to make

 4

essential goods, health and other social services available to

the people at affordable cost.”

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

Nutrition Center, 1997):

1. Health and Nutrition Education – the organization of learning

experiences directed towards the development of favorable

health and nutrition knowledge, attitudes and practices which

may be formal or informal;

2. Health and Nutrition Services – designed to determine the

health and nutrition status of the school population with

appropriate intervention;

3. Healthful School Living – pertains to the provision of

wholesome, and safe environment, harmonious interpersonal

relationship and organization of a healthful school day; and,

4. School-Community Coordination for Health and Nutrition –

coordinated endeavor to link the school with the home and the

community so that there is an effective carry-over of health and

nutrition habits and practices learned in the school to the

home and community.

The deployment of public nurses to schools all over the Philippines

to implement health and nutrition was made possible through the

Redesigned Approach in School health Nursing (RASHN) under DECS

Memorandum No. 37, series of 1991. RASHN is based on the philosophy

 5

that the academic performance of the pupils and the instructional

outcomes are determined by the quality of health of the school

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

objective of RASHN to provide quality nursing service and education to

develop the child physically, mentally, socially and spiritually healthy to

become a productive, self-reliant and responsible member of society.

The school nurses are expected to implement the school health

programs, and organize functional school clinics in cooperation with the

school administrator. They coordinate with the school physician in the

conduct of health examination, and treatment of minor ailments and

emergency cases. They also conduct classroom health lectures, and

initiates School Health Guardian trainings for teachers (Health and

Nutrition Center, 1997).

Given such important duties and responsibilities, the DepEd

nurses are only receiving an entry basic monthly salary of P11,167.00

(www.sunstar.com.ph), a far cry from the salaries they could get abroad

which range from P100, 000 to P150,000, exclusive of fringe benefits

(Adversario, 2003; Rosario, 2006).

Under the Republic Act 9173, otherwise known as the Nursing Act

of 1992, government nurses are supposedly provided with salary

adjustment. But until now, this adjustment has remained

unimplemented (Villas, 2004). It could have increased the monthly

entry-level pay of nurses from P9,900 to P14,000. According to the

 6

Health Alliance for Democracy (HAD), the present health care services in

the Philippines are already operating at 3.5% of the Gross National

Product (GNP) budget, below the 5% recommended by the WHO (Lacerna,

2005).

Moreover, not only that they receive low compensation, DepEd

nurses are also faced with many work-related problems, such as lack of

opportunity for career advancement, heavy workload, limited budget for

transportation, and the scarcity of laboratory equipment, medicines and

office supplies (CYR, 2005). These problems according to Health

Undersecretary Dr. Susan P. Mercado (2007) are brought about by poor

situations of the health care system of the country which include the

following: a) inappropriate service delivery as shown by poorly targeted

facilities, fragmented primary health system, ineffective delivery

mechanisms for public health programs, and maldistribution of health

human resources; and b) poor financing as shown by inadequate

funding, inefficient sourcing and ineffective allocation of funds.

Because of this abovementioned scenario, the researcher developed

the interest to examine the prospects of a nursing career at the DepEd,

particularly in the context of job satisfaction among nurses. He believed

that through this study, the DepEd, or the government in general, would

become more aware and conscious of the present psychological make up

of its people as affected by negative internal and external environment

and therefore could devise measures to improve its human resource

 7

programs, more particularly in the aspect of hiring people and in

retaining employees.

Statement of the Problem

Generally, this study examines the prospects of a nursing career at

the DepEd in the context of job satisfaction.

Specifically this seeks to answer the following questions:

1. What is the demographic profile of Southern Leyte DepEd

nurses in terms of the following:

1.1. Job position;

1.2. Year of service;

1.3. Educational qualifications;

1.4. Employment status;

1.5. Age;

1.6. Sex;

1.7. Civil status; and,

1.8. Distance of residence from place of assignment?

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

terms of:

2.1. Remuneration and other monetary benefits;

2.2. Non-monetary benefits;

2.3. Budget allocation; and

2.4. Career advancement?

 8

3. What is the level of job satisfaction among the DepEd nurses as

perceived by themselves?

Significance of the Study

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

clearer view of job satisfaction among the DepEd nurses.

The health legislators. To legislate laws that may answer

problems affecting job satisfaction among DepEd nurses as manifested

by the proliferation of malnutrition and other health problems of

students resulting to poor academic performance.

The management of the Department of Education. To

formulate plans, programs and strategies geared towards the

improvement of its human resource programs.

The academe. To acquire additional reference materials for

students pursuing studies on job satisfaction.

The DepEd nurses and other public nurses. To look at this

study as a reflection of themselves so that they become aware or

conscious of the profession they are in and therefore more equipped and

empowered.

The researcher. To broaden his knowledge on human behavior in

organization, thus helping him become more effective supervisor and

manager in the future.

 9

The Filipino people in general. To determine how job

satisfaction among DepEd nurses could affect the physical well-being of

their children.

Scope and Delimitation

This study examines the prospects of a nursing career at DepEd in

the context of job satisfaction among the nurses assigned at the DepEd

Southern Leyte Division, located at Mantahan, Maasin City.

Only the DepEd registered nurses served as the respondents of the

study. Exempted from the study were registered nurses who performed

administrative functions.

Definition of Terms

For the purpose of this study, the following terms are defined as

follows:

DepEd Nurse. A registered nurse working at the Department of

Education, Southern Leyte Division, Mantahan, Maasin City.

Job Satisfaction. The outcome of the DepEd nurses’ good feelings

and beliefs regarding the nature of their jobs and experiences related to

their jobs.

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

 10

Level of Sufficiency. It is the perception on the degree of modest

comfort of DepEd nurses towards their benefits, budget allocation and

career advancement.

Motivation. The strength of the DepEd nurses’ drive towards work

performance.

Nursing Career. It is the progression of the nurses’ work life at

DepEd.

Prospects. The over-all view and perspective of pursuing a

nursing profession at DepEd.

Registered Nurse (RN). An individual who passed the Licensure

Examination for Nurses and is currently working as a public school

nurse at the DepEd Southern Leyte Division.

Remuneration. A payment or reward for services that the DepEd

nurses rendered.
 11

CHAPTER 2

REVIEW OF RELATED LITERATURE AND STUDIES

The literature and studies cited in this chapter tackle the

prospects of a nursing career, as well as the concepts on job satisfaction.

Related Literature

According to www.bls.gov, www.education-online-search.com and

www.nursingworld.org, there is a present acute worldwide shortage of

nurses. Hence, there is a positive prospect of a nursing career in the

coming years as the employment of nurses is expected to grow faster

than the other occupations. The Canada Nurses Association (CNA)

predicts that their country will have a shortfall of registered nurses

between 60,000 and 115,000 by 2010. In the US, the Bureau of Labor

statistics reveals that from 2001 to 2008, a total of 450,000 additional

registered nurses are needed to fill the demand (Gonzales, 2004).

To attract and retain qualified nurses, hospitals in developed

countries such as the US, United Kingdom (UK), and Canada are now

offering salaries which range from $37,300 to $74,760 a year

(www.bls.gov). Those are aside from additional benefits such as

bonuses, family-friendly work schedules, and subsidized trainings.

Gonzales (2004) mentions that because of this great demand for

nurses, accompanied by attractive good compensation packages, which

 12

the Philippine government could not offer, some of our best-educated

and most-experienced Filipino nurses are now migrating to the developed

countries such as the US, UK, and Canada. He further explains that this

demand, based on statistical projections will never shrink, instead it will

even grow.

www.bls.gov states that nurses, regardless of specialty or work

setting, perform basic duties that include treating patients, educating

patients and the public about various medical conditions, and providing

advice and emotional support to patients’ family members. Nurses

record patients’ medical histories and symptoms, help to perform

diagnostic tests and analyze results, operate medical machinery,

administer treatment and medications and help patient for follow-up and

rehabilitation.

Nursing is defined by www.nursingworld.org as the protection,

promotion, and optimization of health and abilities, prevention of illness

and injury, alleviation of suffering through the diagnosis and treatment

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

communities, and populations.

Keenan (2003) identifies three types of nursing professions:

registered nurses, licensed practical nurses, and nurse aides. Registered

nurses provide direct patient care and also manage nursing care.

Licensed Practical Nurses (LPNs) on the other hand provide patient care
 13

under direction of an RN or physician. Nurse Aides (NAs) assist in

routine care activities, such as bathing, dressing, and feeding patients.

In terms of career path, www.bls.gov discloses that today’s nurses

are offered with many work alternatives and choices. There is a wide

variety of nursing specialty areas which include surgery, emergency,

pediatric, psychiatric, school, public health, nurse-midwives, and others.

Some RNs follow the career path by starting as licensed practical nurses

or nursing aides, and then go back to school to receive their RN degree.

Most RNs begin as staff nurses, and with experience and good

performance often are promoted to more responsible positions. In

management, nurses can advance to assistant head nurse or head

nurse, and from there, to assistant director, director, and vice president.

Some nurses move into the business side of health care. Business

establishments need nurses for health planning and development,

marketing, consulting, policy development, and quality assurance. Other

nurses work in colleges and universities as members of the faculty or as

researchers.

www.education-online-search.com stipulates that nurses need to

be well educated, adaptable, and be able to act as patient advocates.

They also need to be able to deal with the stress of critical and

demanding situations and the emotional strain of dealing with sick,

injured, and even dying patients. Nurses require good observation skills,

communication skills, and the ability to make decisions based on

 14

assimilation and evaluation of information. Nurses also need

management skills, at a minimum, to be able to manage nurses aides

and other resources for their patients health care whatever the location

or setting. Head nurses and nurse supervisors require additional

leadership and administrative skills as well as negotiating skills and

budgeting and financial skills.

Freeland and www.bls.gov attest that on global setting, most

nurses are treated well than the workers from other sectors as they are

provided with high compensation packages, high level job security, and

well-lighted, comfortable health care facilities.

Moreover, just like the workers of any occupation, nurses can only

be efficient in the performance of their duties and responsibilities

towards their respective organizations if they possess high level job

satisfaction.

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

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

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

multifaceted construct that includes employee feelings about a variety of

both intrinsic and extrinsic job elements (Stordeur, et al., 2001).

Stordeur et al. (2001) contend that job satisfaction is an immediate

antecedent of work commitment, and work commitment an immediate

antecedent of intention to leave the workplace and turnover. They

expound the idea by saying that the higher an employee’s job satisfaction
 15

and work commitment, the lower his intention to leave. Based on this

contention the researcher has raised this question: what are the causes

of job satisfaction, so that an employee will stay committed to his work,

and will continue to hold on to it? Numerous motivation theories

address this question. Among them are: Herzberg’s Satisfaction-

Motivation Theory; McClelland’s Three Motives Theory; Vroom’s

Expectancy Theory; and Alderfer’s Three-tiered Model of Needs.

Motivation is defined by Newstrom and Davis (1993) as strength of

the drive toward an action. This definition according to Steers and Porter

(1991) have three common denominators: 1) what energizes human

behavior; 2) what directs or channels such behavior; and, 3) how this

behavior is maintained or sustained.

Newstrom and Davis (1993) explains that when people join an

organization, they bring with them certain drives and needs that affect

their work performance. Sometimes these drives and needs are not only

difficult to determine and satisfy but also vary greatly from one person to

another.

Herzberg (Hollyforde and Whiddett, 2005), in his Satisfaction-

Motivation theory explains that the things people find satisfying in their

jobs are not always the opposite of the things they find dissatisfying.

This is because the things that lead to job satisfaction are distinct from

those that lead to job dissatisfaction.

 16

According to Herzberg (Stoner and Wankel, 1987), every individual

worker has two different categories of needs: the hygiene factors, and

the satisfying factors. The hygiene factors are known as the dissatisfiers,

but they do not affect the motivation and output of workers. The

satisfying factors on the other hand are the real motivators, but their

absence does not necessarily lead to dissatisfaction.

The hygiene factors include the environment around the job, such

as policies and administration, supervision, working conditions,

interpersonal relations, money, and security. While the satisfying factors

include the job content of a worker, such as achievement, recognition for

accomplishment, challenging work, increased responsibility, and growth

and development.

The Three Motives Theory of McClelland (Cherrington, 1991)

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

directed toward competition with a standard of excellence. The three

characteristics of high need achievers are identified as follows:

1. Strong desire to assume personal responsibility for

performing a task or finding a solution to a problem;

2. Tendency to set moderately difficult goals and take

calculated risks; and,

3. Strong desire for performance feedback.

The Expectancy Theory of Vroom ( Adler,1986) is based on the

assumption that people are driven by the expectation that their acts will
 17

produce results. Workers assess both their ability to perform a task and

the probable type of reward for successful performance. The theory

depends on the extent to which employees believe they have control over

the outcomes of their efforts as well as the manager’s ability to identify

desired rewards.

Alderfer’s Three-tiered Model of Needs, also popularly known as

ERG (Adler, 1986), posits that man’s needs are progressing from

Existence to Relatedness, and last to Growth :

1. Existence needs. Refer to all forms of material and

physiological factors necessary to sustain human

existence;

2. Relatedness needs. Refer to all the socially oriented

needs; and,

3. Growth needs. Refer to the development of human

potential.

Related Studies

To acquire broader outlook about the prospects of a nursing career

in the context of job satisfaction, the researcher cites in this portion

studies that include not only the nursing population but also samples

from other occupations. Among those reviewed are foreign studies

conducted by Jones (1999), Laine (2005), and Academy Health

Organization (2007); as well as Philippine studies conducted by Lopez

 18

(1982), Martires and Zamora (1983), Bancud et al (1991), Dajoc et al

(1991), and Padua et al (1991).

In 1999, Jones conducted a study on workplace outcomes such as

absenteeism and job satisfaction by combining aspects of two-disciplines

of psychology: environmental psychology and industrial/organizational

psychology. Borrowing from Person-Environment Fit theory, the fit

between employees’ perceived and desired levels of physical environment

control and job autonomy were hypothesized to explain significant

amounts of variance in job satisfaction, environmental satisfaction, job

competence, environmental competence, self-rated job performance,

absenteeism, intent to turnover, and stress. In this cross sectional

study, 90 employees from educational institutions were obtained as

respondents, and findings indicated that the application of Person-

Environment Fit theory to workplace still needs further examination and

that the relationship between environmental psychology and

industrial/organizational psychology have to be continuously explored.

In 2005, Laine examined the relationship of organizational and

career commitment of 3,626 Finnish nurses, and how this relationship

corresponded to their intention to leave, as well as whether the intention

to leave was a signal of actually leaving. Results showed that nurses were

strongly committed both to the organization and to their career. The

work-related factors which correlated most strongly with reduced

commitment were: feeling that one’s work is not meaningful or

 19

important, less opportunities for career advancement, low level of work

influence, organization’s under utilization of one’s own abilities, poor

work atmosphere, and low quality of leadership. On the other hand, the

work-related factors which correlated most strongly with high

commitment were: improved organization of work, optimum utilization of

one’s abilities, more opportunities for career advancement, continuous

professional trainings, and higher level of work influence.

In 2007, the Academy Health Organization posted in the Internet

(www.academyhealth.org) a manuscript, “Better Jobs Better Care”. The

manuscript is a study on job satisfaction and work commitment among

nursing assistants. Results revealed that the primary factors which

affect the respondents’ intention to stay were wages, benefits, and

opportunities for career advancement. They were followed by good basic

supervision.

On the other hand, in the Philippines, an empirical study on

factors affecting job satisfaction among employees in five-star hotels in

Metro Manila was conducted by Lopez in 1982. The results of the study

was noteworthy because they challenged the Motivation-Satisfaction

theory (also known as Two-Factor Theory of Motivation) of Herzberg. As

opposed to Herzberg’s theory, the study showed that the respondents

derived more satisfaction from the job environment rather than the job

content.
 20

In 1983, Martires and Zamora examined motivation strengths and

job satisfaction among 176 department heads of 38 Philippine

government-owned corporations. The study revealed that it was the

physiological needs of the respondents which topped the motivational

ranking, followed by the self-realization needs. The results indicated that

the respondents’ incomes were not enough to satisfy their needs. They

also had strong desire for challenge and responsibility, since most of

them were holding higher positions and were professionals.

In 1991, Bancud et al. examined the correlation of job satisfaction

and money among social workers in six charitable institutions in Metro

Manila. The findings, however, did not correlate the two variables

thereby invalidating their hypotheses. Results showed that the

respondents were highly satisfied with their jobs even if their salaries

were just enough for their basic needs. What appeared as the most

satisfying for the respondents was the need for self-fulfillment through

service thereby rising above the need for material things.

In 1991, Dajoc et al. delved into the ways of motivating employees

of six commercial banks in Metro Manila to increase productivity. The

study revealed that the primary factors which made the employees stay

in their jobs were self-fulfillment, growth opportunities, and recognition.

Secondary only were salaries, benefits and other compensation, nature of

work, and career advancement.

 21

In 1991, Padua et al. conducted study on motivation and how it

affected work commitment among secondary school educators in both

public and private institutions in the Philippines. The study revealed a

complete opposite of Bancud et al’s (1991) findings, as it indicated money

as the number one motivator of the respondents. They perceived money

as their means of survival and security. Furthermore, the study

indicated high correlation of job satisfaction and the intentions for job

turnover. Respondents from the private schools showed general

dissatisfaction with their salary and benefits and were willing to transfer

to other organizations that could offer them higher pay and benefits.

Respondents from the public schools on the other hand showed general

satisfaction with their salary and benefits and were willing to stay with

the organization.

All the literature and studies reviewed in this chapter have showed

that there is a present acute shortage of nurses worldwide. Thus

globally, the need for nurses would mean more employment as it is

expected to grow faster than the other occupations. As a matter of fact,

to attract and retain qualified nurses, hospitals in developed countries

are now offering good compensation packages.

In terms of career path, today’s nurses are offered with many work

alternatives and choices. Most RNs begin as staff nurses, and with

experience and good performance often are promoted to more responsible

positions. In management, nurses can advance to assistant head nurse

 22

or head nurse, and from there, to assistant director, director, and vice

president.

On global setting, most nurses are treated well than the workers

from other sectors as they are provided with high compensation

packages, high level of job security, and well-lighted, comfortable health

care facilities. Moreover, just like the workers of any occupation, nurses

can only be efficient in the performance of their duties and

responsibilities towards their respective organizations if they possess

high level of job satisfaction.

Job satisfaction is defined as the outcome of an employee’s good

feelings and beliefs regarding the nature of his job and experiences

related to the job (Locke, 1976).

Conceptual Framework

Based on the contention by Stordeur et al. (2001) which states that

job satisfaction is immediate antecedent of work commitment, and that

work commitment is the immediate antecedent of intention to leave the

workplace and turnover, the researcher examined the level of job

satisfaction among DepEd nurses as perceived by themselves.

The pursuit for understanding was done through the following

process: data collection through the use of questionnaires and

interviews; data analysis, clarifying statistical statements; and data

interpretation, findings, conclusions, and recommendations.

 23

The output of this pursuit was for the DepEd management and the

government in general to devise measures to improve its human resource

programs for public nurses, more particularly on hiring and retaining

employees.
 24

INPUT PROCESS OUTPUT

DATA COLLECTION/
Remuneratio
n and Other Non- QUESTIONNAIRES/
Monetary monetary
Benefits Benefits INTERVIEWS
DEPED MANAGEMENT
AND THE
DATA ANALYSIS/ GOVERNMENT TO
DEVISE MEASURES TO
CLARIFYING IMPROVE ITS HUMAN
JOB RESOURCE
SATISFACTIO STATISTICAL PROGRAMS
PUBLIC
FOR
NURSES,
N STATEMENTS PARTICULARLY IN
THE ASPECT OF
HIRING AND
RETAINING
DATA INTERPRETATION/ EMPLOYEES.

Career Budget FINDINGS/

Advancemen
CONCLUSIONS/
t Allocation
RECOMMENDATIONS

Figure 4. Conceptual Framework of the Study

 25

CHAPTER 3

RESEARCH METHODOLOGY

Research Design

The researcher used the Descriptive Method of Research which

describes the data and characteristics of what is being studied

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

Research Environment

The research was conducted at the School Health and Nutrition

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

respondents are working.

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

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

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

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

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

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

Silago, Liloan, San Francisco, and Pintuyan.

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

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

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

School Health and Nutrition Section, respectively.

 26

Department of Education Culture and Sports

Integrated School Health and Nutrition Center

Organizational Structure

Secretary

Undersecretary for
Programs and Projects

Health and Nutrition Center

Director III

Administration
Director II Unit

School Health Division School Nutrition Division

Chief Health Program Officer Chief Education Program Specialist

Supervising Health Program Supervising Education Program

Officer Specialist

Medical Dental Nursing Health

Section Section Section Ed Senior Education Program Specialist
Medical Dentist Senior Section Education Program Specialist II
Officer III Health Hepo III Nutrition Dietitian I
V Dentist Program Hepo II
II Officer Hepo I
Artist Illustrator II
Dentist
II

Regional Offices
Health and Nutrition Unit

Division Offices
Health and Nutrition Section

Figure 2. Central Office ISHNC Organizational Structure

 27

Regional Offices
School Health and Nutrition Unit

Organizational Structure

Regional Director

Assistant Regional
Director

Medical Officer V
(Chief, HNU)

Dentist III Nutrition Dietitian II

Nutrition Dietitian I

Figure 3. Regional Office SHNU Organizational Structure

 28

Division Offices
School Health and Nutrition Section

Organizational Structure

Schools Division Superintendent

Assistant Schools Assistant Schools

Superintendent Superintendent

Medical Officer IV

Dentist II Public Health Nurse

In-Charge In-Charge

Dentist II Public Health Nurse

Dental
Aide

Figure 4. Division Office SHNS Organizational Structure

 29

Research Instrument

The following three (3) questionnaires were used by the researcher

in gathering the data:

1. Respondent’s Profile Questionnaire. This questionnaire, a 9-

item instrument, was developed to gather information regarding

work life variables which might affect the DepEd nurses’ job

satisfaction and work commitment. All responses to the

questions on sex and marital status were coded and entered as

categorical data. However, the questions on position, years of

service, educational qualifications, employment status, age, and

distance of residence were coded and treated as ordinal data

due to their inherent order.

2. Level of Sufficiency on Benefits, Budget Allocation and

Career Advancement Questionnaire. This questionnaire is

divided into 4 portions: a) Remuneration and Other Monetary

Benefits; b) Non-monetary Benefits; c) Budget Allocation; and d)

Career Advancement. For each question of each portion, the

respondents answered on a 4-point Likert scale: 1 means ‘Very

insufficient’ , 2 means ‘Insufficient’, 3 means ‘Sufficient’, and 4

means ‘Very sufficient’. Item scores were summed up to get a

total score.
 30

3. Job Satisfaction Questionnaire. The Short-Form Minnesota

Satisfaction Questionnaire (MSQ) as modified by Anderson, et

al. (1984) was used in this study. The response options were

assigned ordinal weights with ‘Very dissatisfied as number 1,

‘Dissatisfied’ as number 2, ‘Satisfied’ as number 3, and ‘Very

satisfied’ as number 4. Item scores were summed up to get a

total score. The MSQ scales which represent the twenty

dimensions of the job are described as follows:

1. Activity – Being able to keep busy all the time.

2. Independence – The chance to work alone on the job.

3. Variety – The chance to do different things from time to time.

4. Social status – The chance to be somebody in the

community.

5. Supervision-human relations – The way my immediate

supervisor handles his/her subordinates.

6. Supervision-technical – The competence of my supervisor in

making decisions.

7. Moral values – Being able to do things that don’t go against

my conscience.

8. Security – The way my job provides for steady employment.

9. Social service – The chance to do things for other people.

10.Authority- The chance to tell people what to do.

 31

11.Ability utilization – The chance to do something that makes

use of my abilities.

12.Company policies and practices – The way the policies of

DepEd are put into practice.

13.Compensation – My salary and the amount of work I do.

14.Advancement – The chances of advancement on this job.

15.Responsibility – The freedom to use my own judgment.

16.Creativity – The chance to try my own method to do the job.

17.Working conditions – The physical aspect of my work.

18.Coworkers – The way my coworkers get along with each

other.

19.Recognition – The praise I get for doing a good job.

20.Achievement – The feeling of accomplishment I get from the

job.

Respondents of the Study

The respondents of the study were composed of 30 out of 39 active

elementary and high school public school nurses under DepEd, Division

of Southern Leyte. However, to clarify and validate data, the researcher

also included informal interviews from the Human Resource, Budget,

and Administrative Department of DepEd.

As shown in the following table, all the respondents of this study

are holding Public Health Nurse I position because based on data

 32

provided by the Administrative Section of DepEd there is no single nurse

in the division who is appointed higher than the said position.

Table 1. Respondents of the Study

Position Frequency Percent (%)

Public Health Nurse I 30 100

Public Health Nurse II 0 0
Public health Nurse III 0 0
Head Nurse 0 0

TOTAL 30 100

Data Collection Procedure

The researcher contacted the DepEd Division Superintendent to

ask for permission to conduct a study, and to obtain the names and

other pertinent data of the respondents from the Administrative Section

of the division.

The questionnaires were the main instruments for data gathering

which were personally distributed by the researcher himself. They

contained a covering letter describing the study and indicating the

confidentiality of the information that were given out by the

respondents.

Statistical Treatment

The data were subjected to analysis using the Statistical Packages

for Social Sciences (SPSS). The following statistical tools were used:
 33

1. Frequencies and Percentages. This was used to determine

the demographic profile of Southern Leyte DepEd nurses.

Formula: P = freq X 100 where

N

N = total number of respondents

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

to DepEd nurses in terms of remuneration and other monetary benefits,

non-monetary benefits, budget allocation, and career advancement; the

level of job satisfaction; and the level of work commitment.

Formula: X = Σx where
N

Σx = the sum of the responses

N = total number of respondents

 34

CHAPTER 4

PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA

This chapter presents, analyzes and interprets the following data

gathered from the responses to the questionnaires relative to the

research subjects of this study:

A. The Profile of the Nurses at DepEd, Division of Southern Leyte

in Terms of Position, Length of Service, Educational

Qualifications, Employment Status, Age, Sex, Civil Status, and

Distance of Residence from Place of Assignment;

B. The Level of Sufficiency as Perceived by DepEd Nurses, Division

of Southern Leyte in Terms of Remuneration and Other

Monetary Benefits, Non-monetary Benefits, Budget Allocation

and Career Advancement;

C. The Level of Job Satisfaction Among Nurses at DepEd, Division

of Southern Leyte.

The data are presented using tables in accordance to the sequencing

of the sub-problems enumerated under the Statement of the Problem

portion in Chapter I.

A. The Profile of the Nurses at DepEd, Division of Southern Leyte in

Terms of Length of Service, Educational Qualifications,

 35

Employment Status, Age, Sex, Civil Status, and Distance of

Residence from Place of Assignment.

Table 2 presents the profile of the DepEd nurses in terms of length

of service.

Table 2. Profile of DepEd Nurses in Terms of Length of Service

Number of Years in Service Frequency Percent (%)

Less than 2 years 2 6.7

More than 2 to 10 years 26 86.7
More than 10 to 20 years 1 3.3
More than 20 years 1 3.3

TOTAL 30 100

The table shows that 86.7% of the DepEd nurses have only been

working with the agency from 2 to 10 years. Super et al (1996) call this

time span of career development as Establishment Stage, wherein an

individual has just passed through the work process of exploration and

adaptation, and started working on the stabilization, consolidation and

advancement of his career. It is in this stage when an individual moves

from a beginner to an expert, no longer relying largely upon a superior,

but more upon peers interaction to further increase his knowledge and

skills (Flippo, 1984).

Only 3.3% of the total population of nurses have been able to pass

the Establishment Stage of their career and reached the Maintenance

Stage which is described by Super et al (1996) as the holding action of

 36

one’s career, the phase wherein the employee attempts to retain what he

has established.

The table further shows that another 3.3% also have been able to

pass the Maintenance Stage and reached the Disengagement Stage, the

stability and decline of one’s career. It is the time when the individual

has firmly established experience and responsibilities and is no longer

open to new experiences (Flippo, 1984). His energy decreases, and focus

is now more directed towards retirement.

Table 3 presents the profile of the DepEd nurses in terms of

educational qualifications.

Table 3. Profile of DepEd Nurses in Terms of Educational Qualifications

Educational Qualifications Frequency Percent (%)

Nursing Graduate 23 76.7

Masteral Level 7 23.3
Masteral Graduate 0 0
Doctoral Level 0 0
Doctoral Graduate 0 0

TOTAL 30 100

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

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

they only comprise 23.3% of the total population.

Hill, Hoffman and Rex (2005) state that acquiring higher education

is a form of human capital investment, and it generally leads to higher

worker productivity, greater output, and enhanced economic prosperity.

 37

They aver that investments in higher education may yield the following

monetary social returns: technological spillovers, human and physical

capital complementaries, and increasing returns.

Technological spillovers means that social interaction is a catalyst

for learning and overall knowledge creation. The more contact that takes

place among educated people, the more the stock of knowledge expands.

Human and physical capital complementaries on the other hand, means

that increased education, knowledge, and skills create an increase in the

quality of the existing physical capital stock. More educated workers use

more sophisticated equipment that results in improved productivity. And

lastly, increasing returns means that the acquisition of knowledge capital

creates “endogenous” growth ( or growth that feeds on itself) and

economic returns that accelarate (Hill, Hoffman and Rex, 2005).

Table 4 presents the profile of the DepEd nurses in terms of

employment status.

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

Employment Status Frequency Percent (%)

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

TOTAL 30 100

The table shows that 100% of the respondents already hold

permanent employment status at DepEd, which is issued only to a person

 38

whose position is considered by management as essential for the effective

long term operation of the organization. Thus, it is a proof of the school

nurses’ importance to the continuous effective operation of DepEd as an

institution.

The permanency of a worker’s employment is part of job safety that

protects him under the law from job termination without due process. It

also guards him from coercion or feeling of arbitrary treatment by

management (Stoner and Wankel, 1987), and entitles him the privileges

and benefits associated with permanent status employment.

Job safety is identified by Maslow, as cited by Newstrom and Davis

(1993) as one of human’s lower order needs, comprising bodily safety

such as freedom from a dangerous work environment, and economic

security such as a no-layoff guarantee, or a comfortable retirement.

Miranda (1999) claims that an employee who is reasonably secured

enjoys a type of freedom or independence that stimulates him to

participate more wholeheartedly on the job and to work toward the

achievement of the organization’s objectives.

Table 5 presents the profile of the DepEd nurses in terms of age.

Table 5. Profile of DepEd Nurses in Terms of Age

 39

Age Frequency Percent (%)

30 years old and below 2 6.7
31 to 40 years old 22 73.3
41 to 50 years old 5 16.7
51 to 60 years old 1 3.3
61 years old and above 0 0
TOTAL 30 100

The table shows that the DepEd nurse population are dominantly

young, with age group ranging from 31 to 40 years old.

Kanfer and Ackerman (2004) bring together several domains of

research and theory to provide a framework through which they believe

age-related changes can effect motivational variables and in turn

influence work outcomes. They suggest that the psychological affects of

ageing can be thought of in four terms of development: loss, growth,

reorganization and exchange. Ageing, for example, may bring the loss of

fluid of mental ability and the growth of crystallized mental ability, but it

may also change other individual features such as shifts in the values of

certain goals and general changes in personality traits.

In the evolution of career provided by Levinson and his colleagues,

as cited by Stoner and Wankel (1987), the 31 to 40 age bracket, where

73.3% of the sample population belongs, can be generalized in two series

of personal and career-related crises or transitions that occur in

predictable sequence every five to seven years: Age-30 Transition, and

Settling Down.

Age-30 Transition is the state when an individual reviews his

progress towards previously established personal and career goals. If the

 40

progress is satisfactory and in accordance to plans, he may keep on

following the track. If not, he may forge radical changes by moving into

another geographical location, another organization, or another career.

On the other hand, Settling Down is the state when an individual

strives toward job and career advancement. Everything else is

subordinated as he concentrates on getting ahead on the job. However, if

he feels that all his efforts are going nowhere, he may also forge changes

by moving into another organization, no longer much with geographical or

career since during this time he may already have a family of his own,

and become an expert to the career he nurtures.

Table 6 presents the profile of the DepEd nurses in terms of sex.

Table 6. Profile of DepEd Nurses in Terms of Sex

Sex Frequency Percent (%)

Male 6 20
Female 24 80

TOTAL 30 100

Even though the number of male nurses has been observed to be

on the rise, the table shows that the nursing career at DepEd is still

dominated by female population. The dominance of women in the field of

nursing in the Philippines is rooted in our culture. Some Filipinos

stereotype nursing as a female job as it is attached to the traditional

caregivers of every Filipino home: the wife, mother, and sister (Estella,

2005). Although it is already waning in the larger portion of society, the

 41

stigma dictating that nursing is only for women and for effeminate men is

still one of the reasons why presently nursing courses are still ruled by

female enrollees.

The identification of the field of nursing with women could be traced

back during the pre-colonial era when Filipino women had status as

medicine women or mananambal (Karnow, 1990). Even at the present

time, the Filipino women are still considered as home nurturers. It is their

responsibility to keep children clean and healthy. Even if they already

hold corporate jobs, they still are expected to fulfill their traditional

functions such as cooking, cleaning, teaching the children, washing

clothes, budgeting, and managing the home (Clamonte, 2007).

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

status.

Table 7. Profile of DepEd Nurses in Terms of Civil Status

Civil Status Frequency Percent (%)

Single 5 16.7
Married 25 83.3
Separated 0 0
Widowed 0 0

TOTAL 30 100

The table shows that majority of the nurse population are already

married. Marital status is identified by Katz and Kahn (1978) as one of

the elements in Inter-role Conflict wherein individuals experience in the

course of performing their jobs. Inter-role conflict occurs when the

 42

different roles played by the same person give rise to conflicting demands.

To accomplish their roles as spouse and parents, individuals maybe

pressed to share child-care and other activities at home that the

performance of their roles as loyal workers maybe neglected and may

suffer.

Table 8 presents the profile of the DepEd nurses in terms of

distance of residence from place of assignment.

Table 8. Profile of DepEd Nurses in Terms of

Distance of Residence from Place of Assignment

Distance of Residence from Frequency Percent (%)

Place of Assignment (in Kilometers)

3 kilometers and below 2 6.7

4 to 30 kilometers 16 53.3
31 to 50 kilometers 3 10.0
51 to 150 kilometers 8 26.7
151 kilometers and above 1 3.3

TOTAL 30 100

The table shows that 53.3% of the respondents are living 4 to 30

kilometers away from the place of assignment. Within these distances, a

worker has to commute daily in going to work and could no longer go

home at noon break. He either packs his lunch in the morning before

going to the office, or has to buy it at the affordable nearest canteen or

cafeteria. Stoner and Wankel (1987) reveal that distance of residence

from the place of assignment is one of the essential factors affecting

 43

physical stress among workers: the hassles of waking up early and

catching the early public vehicle, and the anxiety of being late for work.

Stress is defined by Newstrom and Davis (1993) as the general term

applied to the pressures people feel in life. Flippo (1984) claims it as a

physiological or psychological imbalance within the individual. Stress can

have serious consequences for both the workers’ health and their work

performance because it can cause depression, irritation, anxiety, fatigue,

lowered self-eteem, and reduced job satisfaction (Stoner and Wankel,

1987).

B. The Level of Sufficiency as Perceived by DepEd Nurses, Division

of Southern Leyte in Terms of Remuneration and Other Monetary

Benefits, Non-monetary Benefits, Budget Allocation and Career

Advancement

Table 9 presents the level of sufficiency as perceived by DepEd

nurses in terms of remuneration and other monetary benefits.

Table 9. Level of Sufficiency as Perceived by DepEd Nurses

in Terms of Remuneration and Other Monetray Benefits

Indicators Mean Description Weighted Mean Description

Response Response
 44

Monthly Salary 2.23 Insufficient

PERA and ADCOM 2.20 Insufficient
Transportation and Fieldwork
Allowances 1.47 Very Insufficient
Hazard Pay 2.70 Sufficient
Year-end Bonus and Cash Gift 2.53 Sufficient
Productivity Incentive 2.53 Sufficient
Step Increment 2.47 Insufficient
Clothing Allowance 2.60 Sufficient
Medical and Hospitalization 1.63 Very Insufficient
2.26 Insufficient
Legend:
Mean Response Adjectival Rating
3.25 – 4.00 - Very Sufficient
2.50 – 3.24 - Sufficient
1.75 – 2.49 - Insufficient
1.00 – 1.74 - Very Insufficient

Table 9 shows that in terms of remuneration and other monetary

benefits, majority of the DepEd nurses find their transportation and field

work allowances, and medical and hospitalization to be Very Insufficient;

and their monthly salary, Personnel Economic Relief Allowance (PERA)

and Additional Compensation (ADCOM), and step increment to be

insufficient. They however find their hazard pay, year-end bonus and

cash gift, productivity incentive, and clothing allowance to be Sufficient.

The over all findings reveal that the DepEd nurses’ remuneration

and other monetary benefits are Insufficient, with the weighted mean

response of 2.26.

Newstrom and Davis (1993) stress that money is very important to

employees because of its both economic and social value. It serves as a

medium of exchange for allocation of economic resources, as well as a

social status symbol for those who have it and can save or spend it. It is

the most tangible form of a worker’s survival because it immediately

 45

answers his physiological needs for food, shelter, and clothing. Thus, the

most grieve disservice that an organization can extend to its employees is

to grant them with insufficient monetary benefits.

Miranda and Miranda (2002) aver that money is the greatest

motivator of them all, and that man of the present century is a highly

materialistic creature craving more and more for material goods that will

contribute to higher standards of living. They add that a usual job hunter

is not interested in the job itself which will enable him to use his talent

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

money rewards, whether expressed as salaries or wages.

Table 10 presents the level of sufficiency as perceived by DepEd

nurses in terms of non-monetary benefits.

Table 10. Level of Sufficiency as Perceived by DepEd Nurses

in Terms of Non-monetray Benefits

Indicators Mean Description Weighted Mean Description

Response Response
 46

Recognition for Completion

Masteral/Doctoral Degree 1.70 Very Insufficient
Study Leave 1.83 Insufficient
Scholarships 1.50 Very Insufficient

1.68 Very Insufficient

Legend:
Mean Response Adjectival Rating
3.25 – 4.00 - Very Sufficient
2.50 – 3.24 - Sufficient
1.75 – 2.49 - Insufficient
1.00 – 1.74 - Very Insufficient

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

benefits to be Very Insufficient with 1.68 as the weighted mean response.

Stoner and Wankel (1987) reveal that remuneration and other

monetary benefits are not enough to make a person satisfied and

committed. His esteem and self-actualization needs must also be

responded to by the organization through non-monetary benefits.

Maslow, as cited by Stoner and Wankel (1987) describes two types

of esteem needs: 1) the desire for achievement and competence; and 2)

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

always been basically the drive of every person to be good at his job, and

at the same time to feel that he is achieving something important when he

performs his job.

Self-actualization need is the highest rung in Maslow’s hierarchy of

needs wherein a person looks for meaning and personal growth in his

work, and actively seeks out new responsibilities. This need would vary

from individual to individual. For some individuals, producing work of

high quality maybe a means for self-actualization, while for others,

 47

developing creative, useful ideas serves the same need (Stoner and

Wankel, 1987).

Flippo (1984) explains that sufficient monetary and non-monetary

benefits could bring out three (3) things for the organization: 1) attract

capable employees; 2) motivate them toward superior performance; and 3)

retain their services over an extended period of time.

However, if a worker does not receive the remuneration and other

monetary and non-monetary benefits he feels entitled, and what he thinks

is sufficient for his needs, he often shows dissatisfaction and eventually

less commitment to his job as can be shown by becoming angry and

working less hard. He may even increase absenteeism, or even leave his

job (Cropanzano and Folger, 1991).

An individual could only feel that the compensation (monetary or

non monetary) he is getting is sufficient if it is attached to the concept of

fairness and equity. Cropanzano and Folger (1991) contend that when

employees react to the way they are treated at work, their motivation to

respond in one fashion or another cannot be understood adequately

without taking into account two separate notions of fairness: the

distributive justice, and the procedural justice.

Traditionally the organizational science literature has considered

only one way of describing what it means to be fairly treated. It is

through distributive justice as illustrated by the equity theory of Adams.

According to equity theory, a person determines whether or not he is

 48

treated fairly at work by examining his own payoff ratio of outcomes to

inputs and comparing that ratio with the corresponding outcome-input

ratio obtained by others such as their coworkers (Cropanzano and Folger,

1991).

A second way of thinking about what it means to be treated fairly is

through procedural justice wherein the focus lies on the manner in which

the decision-making process is conducted (Cropanzano and Folger, 1991).

The focus shifts from what was decided to how the decision was made.

In 2001, Valadez and Anthony examined the level of job satisfaction

and commitment among two-year college part-time faculty members

towards their professional roles, responsibilities and rewards. They found

out that part-time faculty members with higher level of perception on fair

and just compensation for their works had higher level of work

commitment than those who were frustrated by modest pay and meager

benefits.

Table 11 presents the level of sufficiency as perceived by DepEd

nurses in terms of budget allocation.

Table 11. Level of Sufficiency as Perceived by DepEd Nurses

in Terms of Budget Allocation

Indicators Mean Description Weighted Mean Description

Response Response
Salaries and Wages 2.37 Insufficient
Other Compensation and Benefits 2.40 Insufficient
Transportation and Fieldwork
Allowances 1.50 Very Insufficient
Office Supplies, Fixtures
and Furnitures 1.50 Very Insufficient
 49

Laboratory Equipment
and Facilities 1.33 Very Insufficient

1.82 Insufficient
Legend:
Mean Response Adjectival Rating
3.25 – 4.00 - Very Sufficient
2.50 – 3.24 - Sufficient
1.75 – 2.49 - Insufficient
1.00 – 1.74 - Very Insufficient

Table 11 shows that the DepEd nurses perceive their salaries and

wages, and other compensation benefits as Insufficient; while their

transportation and fieldwork allowances, office supplies, fixtures and

furnitures, and laboratory equipment and facilities as Very Insufficient.

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

is Very Insufficient with 1.88 as the weighted mean response.

Budget allocation is very important to every employee as it is the

process wherein organization allots money for its future programs and

activities. They may include raising salaries and wages, hiring and

training personnel, and purchasing new equipment.

Irvine (1970) states that budgets can have a positive impact on

motivation and morale of workers if they are included in the process.

Most individuals need to achieve things they are committed to and desire

to be accepted by groups to which they belong. Budgets can activate

these motivational factors by creating common goals and the feeling that

everyone is working toward them.

 50

However, budgets could also be a foreteller of an undesirable future

for employees, and therefore a bringer of demoralization. In series of oral

interviews conducted by the researcher, the DepEd nurses admitted that

they are not included in the organization’s budget preparation process,

and that the amount allocated for them in the end is below from what

they feel as sufficient to answer their financial and work resource needs.

More particularly, in the aspect of allocating budgets for office supplies

and fixtures and furnitures, and laboratory equipment and facilities, the

respondents reported that they should have been consulted by

management on what items to prioritize for allocation as they are the

frontliners and the main users of the equipment and dispensers of the

medicine supplies.

A study conducted by Magner et al (1996) revealed that

performance among workers can be negatively affected by the following

resource allocation conditions: a) unfavorable distribution of a helpful

work resource; and b) unfair procedure of work resource allocation. The

negative effects would range from low morale, tardiness, absenteeism, and

low productivity, to eventual turnover.

Table 12 presents the level of sufficiency as perceived by DepEd

nurses in terms of career advancement.

Table 12. Level of Sufficiency as Perceived by DepEd Nurses

in Terms of Career Advancement

Indicators Mean Description Weighted Mean Description

 51

Response Response
Trainings, Seminars and Other
Activities to Improve
Present Job 2.07 Insufficient
Trainings and Seminars and Other
Activities to Prepare Higher
Position and Responsibilities 1.77 Insufficient
Vacant Positions for Promotion 1.80 Insufficient
1.88 Insufficient

Legend:
Mean Response Adjectival Rating
3.25 – 4.00 - Very Sufficient
2.50 – 3.24 - Sufficient
1.75 – 2.49 - Insufficient
1.00 – 1.74 - Very Insufficient

Table 12 shows that the DepEd nurses find their career

advancement opportunities to be Very Insufficient with 1.88 as the

weighted mean response.

Insufficiency of opportunities for career advancement provides

negative impact both to employees and the organization. To the

employees, it could send the message that they are on a career plateau

and are not going anywhere in the corporate ladder. To the organization,

on the other hand, it reflects grieve indifference to its people’s career

progressions that eventually would contribute to its downfall, considering

that the quality of every organization will depend primarily on the quality

of skills, competence and motivation of the people operating it.

Career plateau is defined by Stoner and Wankel (1987) as the point

in a career where the likehood of additional hierarchical promotion is very

 52

low. Its cause is not always due to personal shortcomings, but more often

due to a normal organizational occurrence such as lack of personnel

development programs, and the workers’ lack of skill in organizational

politics.

C. The Level of Job Satisfaction Among Nurses at DepEd, Division of

Southern Leyte

Table 13 presents the level of job satisfaction among DepEd nurses.

Table 13. Level of Job Satisfaction Among DepEd Nurses

Indicators Mean Description Weighted Mean Description

Response Response
 53

Being able to keep busy all the time 2.90 Satisfied

The chance to work alone on the job 2.80 Satisfied
The chance to do different things from
time to time 2.80 Satisfied
The chance to be somebody in the
community 2.83 Satisfied
The way immediate supervisor
handles his/her subordinates 2.23 Dissatisfied
The competence of supervisor
in making decisions 2.40 Dissatisfied
Being able to do things that don’t go
against conscience 2.70 Satisfied
The way job provides for steady
Employment 2.87 Satisfied
The chance to do things for other
people 2.83 Satisfied
The chance to tell people what to do 2.83 Satisfied
The chance to do something that
makes use of abilities 2.77 Satisfied
The way the policies of DepEd are
put into practice 2.33 Dissatisfied
Salary and amount of work 2.47 Dissatisfied
The chances of advancement on job 2.23 Dissatisfied
The freedom to use own judgement 2.83 Satisfied
The chance to try own method to do
the job 2.80 Satisfied
The physical aspect of work 2.77 Satisfied
The way coworkers get along with
each other 2.70 Satisfied
The praise for doing a good job 2.63 Satisfied
The feeling of accomplishment from
the job 2.63 Satisfied

2.67 Satisfied
Legend:
Mean Response Adjectival Rating
3.25 – 4.00 - Very Satisfied
2.50 – 3.24 - Satisfied
1.75 – 2.49 - Dissatisfied
1.00 – 1.74 - Very Dissatisfied

Table 13 shows that the DepEd nurses are Satisfied with their jobs,

indicating a 2.67 weighted mean response. They however admit to be

Dissatisfied in the aspects of human relations supervision, technical

supervision, company policies and practices, compensation, and job

advancement.
 54

Supervision forms a significant role relating to job satisfaction in

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

emotional and technical support and guidance with work-related tasks

(Robbins et al, 2003).

According to Ramsey (1997), supervisors contribute to their

subordinates’ high or low morale depending on how their technical and

human relations abilities are applied in the workplace. He adds that

supervisors with high relationship behavior strongly gives impact on job

satisfaction.

Daley (1997), in his regression analysis of the cross-sectional

survey among US Federal employees, stated that an employee’s overall

sense of job satisfaction is related to the evaluation of their supervisor.

One of his conclusions is that the organization and supevisors need to

pay particular attention to those factors that employees expect them to

provide. He sees job satisfaction as the responsibility of supervisor. The

frontline supervisor is the frontline employee’s link to the organization

and determines to a great degree how the organization is perceived. The

supervisor is also the individual who must establish expectancy links to

the services offered by the organization.

As to organizational policies as factors on job satisfaction, research

by Andrews (2003) reveals that employees who perceive the practice of

organizational policies as fair and equitable are more cooperative and

supportive than those who perceive them as inconsistent and

 55

discriminatory. Policies are rules of action for the rank and file to show

them how they are expected to obtain the desired results (Miranda and

Miranda, 2002), thus if these policies are inconsistent, a worker may feel

lost and may not be able to find his way in a maze of organizational

activities.

Coleman and Kleiner (1999) state that employees who can relate to

the policies and products or services of their organization can easily relate

more to organizational culture, and can make the necessary adjustment

to become an active member of that culture.

As to compensation, Flippo (1984) explains that it can only affect

job satisfaction if employees perceive it to be inequitable in relation to

their inputs and contributions. He adds that the introduction of pay

system is an event of major importance to employees, and that its effects

upon them cannot be ignored as it affects satisfaction. Under-reward,

over-reward, and inconsistency of reward not only tend to lead to lower

satisfaction but encourage behavior that often proves dysfunctional to

organizational objectives. According to him, a sound, systematic,

consistent system of compensation determination will do much to

promote equity and satisfaction, provided that such a system is

understood and reasonably accepted by most employees.

And lastly, as to career advancement, researchers conducted by

Ellickson and Logsdon (2002), Kreitner and Kinicki (2001), and the Info-

Tech Research Group (2001) yield that job satisfaction are strongly
 56

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

enhancement.

Ellickson and Logsdon (2002) conducted a study among municipal

government workers and found out that promotional opportunities were

positively and significantly related to job satisfaction. Kreitner and

Kinicki (2001) states that the positive relationship between promotion and

job satisfaction is dependent on perceived equity by employees.

On the other hand, the Info-Tech Research Group (2001) revealed

that in their survey among information technology staffers, two thirds of

the respondents were attracted with the opportunities for training to learn

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

many as those who reported that salary is significantly related to work

commitment.

CHAPTER 5

SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS

 57

This chapter summarizes the findings of the study. It also drafts

conclusions and recommendations based on the findings.

Findings

The findings are summed up as follows:

A. The Profile of the Nurses at DepEd, Division of Southern Leyte

in Terms of Position, Length of Service, Educational

Qualifications, Employment Status, Age, Sex, Civil Status, and

Distance of Residence from Place of Assignment

Majority of the DepEd nurses have only been working with the

agency from 2 to 10 years. 23.3% of them has attended masteral

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

doctoral level. Already holding permanent positions, the respondents are

dominantly married and young, with age bracket ranging from 31 to 40

years of age. Most of them are assigned to workstations 4 to 30

kilometers away from their residences.

B. The Level of Sufficiency as Perceived by DepEd Nurses, Division

of Southern Leyte in Terms of Remuneration and other Benefits,

Non-monetary Benefits, Budget Allocation and Career

Advancement

In terms of remuneration and other monetary benefits, majority of

the DepEd nurses find their transportation and field work allowances,

and medical and hospitalization to be very insufficient; and their monthly

 58

salary, PERA and ADCOM, and step increment to be insufficient. They

however find their hazard pay, year-end bonus and cash gift,

productivity incentive, and clothing allowance to be sufficient.

In terms of non-monetary benefits, the DepEd nurses reported

them to be very insufficient, so are the budget allocated for their

department, and the opportunities provided by management for career

advancement.

C. The Level of Job Satisfaction Among Nurses at DepEd, Division

of Southern Leyte;

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

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

relations supervision, technical supervision, company policies and

practices, compensation, and advancement.

Conclusions

Based on the findings of the study, the researcher has attained the

following conclusions and generalizations:

1. Only a small percentage of the total population of nurses have

stayed with DepEd beyond ten years. Within the 10 year

period, 91.7% of the DepEd nurses have resigned from the

organization. They either transferred to other organization, or

changed other career paths. The dominance of young nurses

indicates that majority of them do not stay with DepEd until

 59

retirement, but only until they gain enough experience or find

better opportunities.

2. As perceived by the DepEd nurses, there is a level of insuffiency

given to them by the organization in terms of remuneration and

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

career advancement.

3. The DepEd nurses are satisfied with their job, except in the

aspect of supervision, company policies and practices,

compensation, and advancement.

Recommendations

Based on the findings and conclusions presented, the researcher

has recommended theDepEd management to revisit and effect changes in

their human resource policies and programs, particularly on the

following:

1. The compensation packages that according to Flippo (1984) can: a)

attract capable employees to the organization; b) motivate them

toward superior performance; and c) retain their services over an

extended period of time;

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

salary and other monetary benefit increases, purchase of office

supplies, fixtures and furnitures, and improvement of laboratory

equipment and facilities;

 60

3. Career advancement programs such as career relevant trainings,

scholarships and job promotions, as well as constant reorientation of

the company’s policies and best practices to inculcate positive culture

among the employees; and,

4. Regular supervisory trainings for supervisors to prevent complaints

and dissatisfaction from subordinates that may be brought about by

their lack of human relations and technical skills.

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1986 Constitution of the Philippines

 66

DECS Memorandum No. 37, series of 1991

PD 603 “Child and Youth Welfare Code”

 67

APPENDIX A

Letter Request for Research to Conduct

The College of Maasin

“Nisi Dominus Frustra”
Maasin City

September 6, 2007

DR. VIOLETA M. ALOCILJA, CESO V

Schools Division Superintendent
Division of Southern Leyte
Mantahan, Maasin City

Dr. Alocilja:

I will be working on my thesis entitled, “The Prospects of a Nursing

Career at the Department of Education in the Context of Job
Satisfaction”, as a requirement for the completion of my Masteral Degree
in Public Administration at the College of Maasin, Maasin City.

In view of this, I am respectfully asking your good office for approval to

conduct a research among the public school nurses in your division.

Rest assured that the data that will be gathered will be treated with
utmost respect and confidentiality, and that the results will be used for
research and educational purposes only.

Very truly yours,

PORFERIO A. SALIDAGA, JR.

Researcher
 68

APPENDIX B

Letter to Respondents

The College of Maasin

“Nisi Dominus Frustra”
Maasin City

September 10, 2007

Dear Respondent:

I am presently working on my thesis entitled, “The Prospects of a Nursing

Career at the Department of Education in the Context of Job
Satisfaction”, as a requirement for the completion of my Masteral Degree
in Public Administration at the College of Maasin, Maasin City.

As you are currently working as a DepEd nurse at the Division of

Southern Leyte, your participation and information will be helpful in
providing a better understanding of the important issues facing nursing
work today. Thus, with the permission from the Division Superintendent,
Dr. Violeta M. Alocilja, I am respectfully asking your benevolence to
complete the attached questionnaire.

Rest assured that your participation is completely anonymous as no

identifying information will be collected. The data that you will provide
will be treated with utmost respect and confidentiality, and that the
results will be used for research and educational purposes only.

Very truly yours,

PORFERIO A. SALIDAGA, JR.

Researcher
 69

APPENDIX C

Research Instruments

Respondent’s Profile Questionnaire

1. Job position: ____________________________

2. Number of years working as a nurse at DepEd: ________

3. Educational qualifications ( please affix check (√ ) marks on applicable

items):
Nursing graduate ____ Masteral level ____
Masteral graduate ____ Doctoral level _____
Doctoral graduate ____ Other (pls specify) _______________________

4. Employment status ( please affix check (√ ) mark on applicable item):

Permanent _____ Probationary _____
Casual _____ Contractual ____
Other (pls. specify) _______________________

5. Age: _________

6. Sex ( please affix check (√ ) mark on applicable item):

Male _____ Female _____

7. Civil status ( please affix check (√ ) mark on applicable item):

Single ______ Married ______ Separated ______Widowed _____

8. Distance of residence from place of assignment (please specify in

kilometers):____________
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Level of Sufficiency on Benefits, Budget Allocation and Career

Advancement Questionnaire

Scale: 1=Very insufficient; 2=Insufficient; 3=Sufficient; 4=Very sufficient

A. Remuneration and Other Monetary Benefits

1. Monthly salary 1 2 3 4
2. PERA and ADCOM 1 2 3 4
3. Transportation and fieldwork allowances 1 2 3 4
4. Hazard pay 1 2 3 4
5. Year-End bonus and cash gift 1 2 3 4
6. Productivity incentive 1 2 3 4
7. Step increment 1 2 3 4
8. Clothing allowance 1 2 3 4
9. Medical and hospitalization 1 2 3 4

B. Non-monetary Benefits
1. Recognition for completion of masteral/doctoral
degree, and other outstanding achievements 1 2 3 4
2. Study leave 1 2 3 4
3. Scholarships 1 2 3 4
C. Budget Allocation
1. Salaries and wages 1 2 3 4
2. Other compensation and benefits 1 2 3 4
3. Transportation and fieldwork allowances 1 2 3 4
4. Office supplies, fixtures and furnitures 1 2 3 4
5. Laboratory equipment and facilities 1 2 3 4

D. Career Advancement
1. Trainings, seminars and other activities
to improve your present job 1 2 3 4
2. Trainings, seminars and other activities
to prepare you for higher position
and responsibilities 1 2 3 4
3. Vacant positions for promotion 1 2 3 4
 71

Job Satisfaction Questionnaire

(Modified Minnesota Satisfaction Questionnaire (MSQ), 1977)

Scale: 1=Very dissatisfied; 2=Dissatisfied; 3=Satisfied; 4=Very satisfied

On my present job, this is how I feel about…

1. Being able to keep busy all the time. 1 2 3 4

2. The chance to work alone on the job. 1 2 3 4

3. The chance to do different things from time to time. 1 2 3 4

4. The chance to be somebody in the community. 1 2 3 4

5. The way my immediate supervisor handles his/

her subordinates. 1 2 3 4

7. The competence of my supervisor in making

decisions. 1 2 3 4

8. Being able to do things that don’t go against my

conscience. 1 2 3 4

8. The way my job provides for steady employment. 1 2 3 4

9. The chance to do things for other people. 1 2 3 4

10. The chance to tell people what to do. 1 2 3 4

11. The chance to do something that makes use

of my abilities. 1 2 3 4

12. The way the policies of DepEd are put into

practice. 1 2 3 4

13. My salary and the amount of work I do. 1 2 3 4

14. The chances of advancement on this job. 1 2 3 4

15. The freedom to use my own judgment. 1 2 3 4

16. The chance to try my own method to do the job. 1 2 3 4

17. The physical aspect of my work. 1 2 3 4

 72

18. The way my coworkers get along with each other. 1 2 3 4

19. The praise I get for doing a good job. 1 2 3 4

20. The feeling of accomplishment I get from the job. 1 2 3 4

 73

CURRICULUM VITAE

Personal Information

Name : Porferio Arcuino Salidaga, Jr.

Birthdate : March 27, 1972

Birthplace : Brgy. Bunacan, Calubian, Leyte

Civil Status : Married

Spouse : Melfa Kangleon Delos Santos

Children : Phoebie Gabrielle

Priam Gabriel

Educational Qualifications

College : Bachelor of Arts in Communication

University of the Philippines
Tacloban City
1994

Secondary : National Heroes Institute

Kananga, Leyte
1989

Elementary : Kananga Central School

Kananga, Leyte
1985

Work Experience

Team Head : Social Security System

SSS Maasin Branch, Maasin City
November 2004 – present

Senior Analyst : Social Security System

SSS Maasin Branch, Maasin City
 74

January 1998 – October 2004

Clerk : DBP Service Corporation

SSS Ormoc Branch, Ormoc City
February 1996 – December 1997

Staff Writer : Office of the City Mayor

Ormoc City
April 1995 – January 1996

Civil Service Eligibility

C S Professional : October 17, 1993