Professional Documents
Culture Documents
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 massive exodus of nurses to
many countries. Data from the World Health Organization (WHO) show
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.
In 2001, the Philippine Overseas and Employment Agency (POEA)
reported that 13,536 Filipino nurses went overseas. 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, said that if the trend of
2
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.
The Filipino people in general. To determine how job
satisfaction and work commitment among DepEd nurses could affect the
physical well-being of their children.
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.
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.
5
CHAPTER 2
REVIEW OF RELATED LITERATURE AND STUDIES
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
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 with patient 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.”
6
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
(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
9
satisfying for the respondents was the need for self-fulfillment through
service thereby rising above the need for material things.
Another 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.
Also 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. The respondents
perceived money as their means of survival and security. The study also
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 is very good with 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
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).
11
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 relationship
between the level of job satisfaction among DepEd nurses.
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.
12
JOB
DATA COLLECTION/
SATISFACTION
QUESTIONNAIRES/
INTERVIEWS
DEPED
WORK MANAGEMENT AND
COMMITMENT THE GOVERNMENT
IN GENERAL TO
DATA ANALYSIS/
DEVISE MEASURES
TO IMPROVE ITS
CLARIFYING
HUMAN RESOURCE
JOB PROGRAMS, MORE
TURNOVER STATISTICAL
PARTICULARLY IN
THE ASPECT OF
STATEMENTS
HIRING PEOPLE
Figure 1. Conceptual Framework of the Study AND IN RETAINING
EMPLOYEES.
DATA INTERPRETATION/
FINDINGS/
CONCLUSIONS/
RECOMMENDATIONS
13
CHAPTER 3
RESEARCH METHODOLOGY
Research Design
In this study, the researcher used the Descriptive Method of
Research. The descriptive method describes the data and characteristics
about what is being studied (http://wiki.answers.com).
Research Environment
The research was conducted at DepEd, Southern Leyte Division
where the respondents are working.
Located at Mantahan, Maasin City, the DepEd Southern Leyte
Division comprises of 16 educational districts. It oversees 321 public
elementary schools and 48 national high schools. Among the said 321
elementary schools, 198 are complete elementary schools, while 123 are
incomplete elementary schools. Through its Non-Formal Education (NFE)
Section, the Division has the following extension programs: literacy
classes, literacy cum livelihood program, Literacy Service Contracting
(LSC), Barangay Operation for Livelihood Development (BOLD) projects
and the Philippine Educational Placement Test (PEPT) for the average in
school and/or out-of-school youths.
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 for a total
score.
3. Job Satisfaction Questionnaire. The Short-Form Minnesota
Satisfaction Questionnaire (MSQ) as modified by Anderson, et
14
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 for 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.
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.
in the division appointed higher than the said position, even their Acting
Head Nurse.
TOTAL 30 100
Statistical Treatment
The data were subjected to analysis using the Statistical Packages
for Social Sciences (SPSS). The following statistical tools were used:
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
16
CHAPTER 4
PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA
TOTAL 30 100
17
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
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.
TOTAL 30 100
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. For example, 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.
Permanent 30 100
Probationary 0 0
Casual 0 0
Contractual 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 (reorganization) and general changes in personality traits
(exchange).
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 belong, can be generalized in two (2)
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
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, and become his own person.
Everything else is subordinated as he concentrate 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.
20
Male 6 20
Female 24 80
TOTAL 30 100
TOTAL 30 100
21
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, a type of role conflict that individuals
can experience in the course of performing their jobs. Inter-role conflict
occurs when the 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.
TOTAL 30 100
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.
The table shows that over-all, 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 (2)
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 for 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,
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
24
The table 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.
Over-all, they find the budget allocated for their department to be 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.
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 are below of 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 ones
who are on the frontline and are 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
26
The table shows that over-all, the DepEd nurses find their career
advancement opportunities to be Very Insufficient with 1.88 as the
weighted mean response.
Insuffiency 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
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.
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
The table shows that over-all, the DepEd nurses are Satisfied with
their jobs, indicating a 2.67 weighted mean response. They however
admit to be Dissatisfied in the following aspects: human relations
supervision (“The way my immediate supervisor handles his/her
subordinates”); technical supervision (“The competence of my supervisor
in making decisions”); company policies and practices ( “The way the
policies of depEd are put into practice”); compensation (“My salary and
28
CHAPTER 5
SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS
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 are on masteral level, but no
one is a masteral graduate, on doctoral level, nor a doctoral graduate.
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,
30
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
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
31
REFERENCES
A. BOOKS
Locke, E.A. (1976). The nature and causes of job satisfaction. In M.D.
Dunnete, Handbook of Industrial and Organizational
Psychology. Chicago: Rand McNally.
Steers, R.M and L.W. Porter (1991). Motivation and Work Behavior (5th
ed). New York: McGraw-Hill.
Coleman, J. and B.H. Keiner (1999). How to orient employees into new
positions successfully. Management Research News, vol. 22,
no.10.
Hill, K., D. Hoffman and T.R. Rex (2005). The value of higher education:
individual and societal benefits. Productivity and Prosperity
Project Report, no. 1.
Martires, C.R. and E.A. Zamora (1983). Motivational strengths and work
satisfaction among some department heads of government
corporations in the Philippines. Business Research and
Publications Program Discussion Paper, no. 83-7.
Rosario, A.G. (2006). From the sidelines: poor pay- root cause of
government corruption. Manila Times.
Valadez, J.R. and J.S. Anthony (2001). Job satisfaction and commitment
of two-year college part-time faculty. Community College
Journal of Research and Practice, no. 25.
C. UNPUBLISHED MATERIALS
D. WEBSITES
www.manilatimes.net/others/special/2003/apr/21/20030421sp
e1.html
http://wiki.answers.com/q/what_is_descriptive_research.html
Omi, S. (2006). The exodus of health workers from the Western Pacific
Region is endangering public-health systems.
www.wpro.who.int/media_centre/press_releases/pr_20060407+(
Op-ed).htm
37
www.academyhealth.org/membership/forum/forum_posts.asp?TID=28
www.bls.gov/oco/ocos083.htm#nature
www.csc.gov.ph
www.education-online-search.com/articles/careers/nursing_careers/
become_a_nurse?src=ii
www.gov.ph
www.deped.gov.ph/about_deped/organizationlinks.asp?id=15
www.nursingworld.org/nursecareer/
www.statsoft.com/textbook.stbasic.html
www.sunstar.com.ph/forums/viewtopic.php?t=2488
APPENDIX A
September 6, 2007
Dr. Alocilja:
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.
APPENDIX B
Letter to Respondents
Dear Respondent:
APPENDIX C
Research Instruments
5. Age: _________
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
41
of my abilities. 1 2 3 4
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
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Work Experience