Complete Thesis

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 massive 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.
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
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 among those responsible for the
implementation of DepEd’s key programs on school health and nutrition.
These programs are (www.deped.gov.ph): a) health and nutrition
education; b) national drug education; c) health services; d) medical,
dental and nursing; e) TB (pulmonary tuberculosis) prevention and
control; f) school milk project; and g) breakfast feeding program.
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

4
entry-level pay of nurses from P9,900 to P14,000. According to the
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 the relationship between the level of job satisfaction and
work commitment among DepEd 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

5
as affected by negative internal and external environment and therefore
could devise measures to improve its human resource 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 and work commitment.
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 given to DepEd nurses in terms
of:
2.1. Remuneration and other monetary benefits;
2.2. Non-monetary benefits;
2.3. Budget allocation; and

6
2.4. Career advancement?
3. What is the level of job satisfaction among the DepEd nurses?
4. What is the level of work commitment among the DepEd
nurses?
5. Is there a significant relationship between job satisfaction and
work commitment among the DepEd nurses? And finally,
6. Based on findings, what implementing guidelines for monetary
and non-monetary benefits of DepEd nurses can be proposed?
Statement of Hypothesis
Ho: There is no significant relationship between job satisfaction and
work commitment.
Significance of the Study
This study will benefit the following people as it will give them
clearer view of job satisfaction and work commitment among the DepEd
nurses.
The health legislators. To legislate laws that may answer
problems affecting job satisfaction and work commitment among DepEd
nurses as maybe manifested by the proliferation of malnutrition and
other health problems of students resulting to poor academic
performance.
7
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 and work commitment.
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.
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.
Scope and Delimitation
This study examines the prospects of a nursing career at DepEd,
particularly the relationship between the level of job satisfaction and
work commitment among the nurses assigned at the DepEd Southern
Leyte Division, located at Mantahan, Maasin City.

8
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:
Career Commitment. The intent of DepEd nurses to build a
vocation or profession that is a meaningful and lifelong pursuit.
DepEd Nurse. A registered nurse working at the Department of
Education, Southern Leyte Division, Mantahan, Maasin City.
Job Involvement. The degree to which the DepEd nurses immerse
themselves in their jobs, invest time and energy in them, and view work
as a central part of their overall lives.
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.
9
Nursing Career. It is the progression of the nurses’ work life at
DepEd.
Organizational Commitment. The relative strength of nurses’
identification with, and involvement in DepEd as their organization.
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.
Work commitment. The relative importance of DepEd nurses’
sense of self, encompassing job involvement, career commitment, and
organizational commitment.
10
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
and work commitment.
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.

11
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.”
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.
12
Licensed Practical Nurses (LPNs) on the other hand provide patient care
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,
13
communication skills, and the ability to make decisions based on
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 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.
Locke (1976) defines job satisfaction as the outcome of an
employee’s good feelings (affect) and beliefs (cognition) 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

14
antecedent of intention to leave the workplace and turnover. They
expound the idea by saying that the higher an employee’s job satisfaction
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.
15
This is because the things that lead to job satisfaction are distinct from
those that lead to job dissatisfaction.
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.

16
The Expectancy Theory of Vroom ( Adler,1986) is based on the
assumption that people are driven by the expectation that their acts will
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.
On the other hand, work commitment as an outcome of job
satisfaction as contended by Stordeur et al. (2001) is defined by Loscocco
(Cooper, 2002) as the relative importance of work to one’s sense of self,
encompassing job involvement, career commitment, and organizational
commitment. It is negatively correlated with variables like tardiness,
absenteeism, turnover, reduced effort, and job dissatisfaction. It is also

17
positively correlated with outcome variables like job satisfaction and job
performance (Wegge, et al., 2004).
Job involvement as a facet of work commitment is defined by
Newstrom and Davis (1993), as the “degree to which employees immerse
themselves in their jobs, invest time and energy in them, and view work
as a central part of their overall lives”.
Career commitment, as another facet of work commitment, is
defined by Blau (1985) as “the intent of an individual to build a vocation
or profession that is a meaningful and lifelong pursuit.” It is often used
interchangeably with professional commitment because both terms, as
confirmed by Blau (1985), are synonymous to each other. The only
definitional difference is that professional commitment is considered to
be restrictive as it is commonly used only for studies involving
occupations generally classified as professionals (e.g. registered nurses),
while career commitment is more generic as it can be applied to any type
and form of occupation, including non-professionals (e.g barangay
health workers)(Kadyschuk, 1997).
Organizational commitment on the other hand is defined by
Mowday, Porter, and Steers (1982) as the relative strength of an
individual’s identification with, and involvement in, a particular
organization.
All the facets of work commitment could be examined according to
Belovich (1997) in two ways: as independent subsets of a whole, and as

18
interrelated subsets of a whole. They may be able to share the same
outcomes, but at the same time they also have effects or influences,
causes and consequences, that are different from the other.
Related Studies
To acquire broader outlook about the prospects of a nursing career
in the context of job satisfaction and work commitment, 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

19
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
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

20
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 (hygiene factors)
rather than the job content (motivators).
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
21
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.
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.
22
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 and work commitment.
Job satisfaction is an immediate antecedent of work commitment,
and work commitment an immediate antecedent of intention to leave the
workplace and turnover. It means that the higher an employee’s job

23
satisfaction and work commitment, the lower his intention to leave
(Stordeur, et al., 2001).
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).
Work commitment on the other hand is defined as the relative
importance of work to one’s sense of self, encompassing job involvement,
career commitment, work ethic, and organizational commitment (Cooper,
2002).
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 and work commitment 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.
The output of this pursuit was proposed implementing guidelines
for monetary and non-monetary benefits of DepEd nurses.

24
INPUT PROCESS OUTPUT
JOB
DATA COLLECTION/
SATISFACTION
QUESTIONNAIRES/
INTERVIEWS
PROPOSED
DATA ANALYSIS/
IMPLEMENTING
CLARIFYING
WORK GUIDELINES FOR
COMMITMENT STATISTICAL MONETARY AND
STATEMENTS NON-MONETARY
BENEFITS OF
DepEd NURSES
DATA INTERPRETATION/
FINDINGS/
JOB CONCLUSIONS/
TURNOVER
RECOMMENDATIONS
Figure 1. Conceptual Framework of the Study

25
CHAPTER 3
RESEARCH METHODOLOGY
Research Design
In this study, the researcher used the Descriptive-Correlation
Method of Research. The descriptive method describes the data and
characteristics about what is being studied (http://wiki.answers.com);
while the correlation method measures the relation between two or more
variables (www.statsoft.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.

26
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.
27
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 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.

28
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.
4. Work Commitment Questionnaire. This questionnaire is
divided into 3 sub-questionnaires:
a. Job Involvement Questionnaire. The questionnaire used
in this study was developed by Kanungo (1982). It is a
10-item instrument measured on a 6-point Likert scale: 1
means ‘Strongly disagree’, 2 means ‘Disagree’, 3 means
‘Mildly disagree’, 4 means ‘Mildly agree’, 5 means ‘Agree’,
and 6 means ‘Strongly agree’. Item scores were summed
for a total score.

29
b. Career Commitment Questionnaire. The questionnaire
used in this study was developed by Blau (1985). It is an
8-item instrument measured on a 5-point Likert scale: 1
means ‘Strongly disagree’, 2 means ‘Disagree’, 3 means
‘Unsure’, 4 means ‘Agree’, and 5 means ‘Strongly agree’.
Item scores were summed for a total score. And,
c. Organizational Commitment Questionnaire. The
questionnaire used in this study was developed by
Mowday et al (1970). It is a 9-item instrument measured
on a 7-point Likert scale: 1 means ‘Strongly disagree’, 2
means ‘Moderately disagree’, 3 means ‘Slightly disagree’,
4 means ‘neither disagree nor agree’, 5 means ‘Slightly
agree’, 6 means ‘Moderately agree’, and 7 means ‘Strongly
agree’. Item scores were summed for a total score.
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
through informal interviews the people from the Human Resource,
Budget, and Administrative Department of DepEd.

30
As can be shown in the following table, all the respondents of this
study are holding Public Health Nurse I position because based on data
provided by the Administrative Section of DepEd there is no single nurse
in the division appointed higher than the said position, even their Acting
Head Nurse.
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 may be given out by the
respondents.
Statistical Treatment
31
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
3. Kendall tau Correlation. This was employed to determine the
significant relationship between job satisfaction and work commitment
among DepEd nurses.

S
Formula:  = where
1/2N(N-1)
S = actual responses
CHAPTER 4
32
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 Given to 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;
D. The Level of Work Commitment Among Nurses at DepEd,
Division of Southern Leyte; And,
E. The Relationship Between Job Satisfaction and Work
Commitment Among the DepEd Nurses, 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.
33
A. The Profile of the Nurses at DepEd, Division of Southern Leyte in
Terms of Length of Service, Educational Qualifications,
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).

34
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.
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
graduate, on a doctoral level, nor a doctoral graduate. There are those on
masteral level but they only comprise 23.3% of the total population.
35
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.
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. 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).

employment status.
Table 4. Profile of DepEd Nurses in Terms of Employment Status
Employment Status Frequency Percent (%)

36
Permanent 30 100
Probationary 0 0
Casual 0 0
Contractual 0 0
TOTAL 30 100
The table shows that 100% the respondents already hold
permanent employment status at DepEd. Permanent employment status
is issued only to a person 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 objectives.

37
Table 5 presents the profile of the DepEd nurses in terms of age.
Table 5. Profile of DepEd Nurses in Terms of Age
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 (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

38
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.
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 of nurses has been observed to be
on the rise, the table shows that the nursing career at DepEd is still
dominated by female population.

39
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
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 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
40
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, 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.
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)
41
3 kilometers and below 2 6.7

4 to 30 kilometers 16 53.3
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
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 creates
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).

42
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 given to DepEd nurses in
terms of remuneration and other monetary benefits.
Table 9. Level of Sufficiency Given to DepEd Nurses in Terms of

Remuneration and Other Monetray Benefits
Indicators Mean Description Weighted Mean Description

Response Response
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
The table 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, 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.

43
Over all the DepEd nurses reported their remuneration and other
monetary benefits to be 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
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.
terms of non-monetary benefits.
Table 10. Level of Sufficiency Given to DepEd Nurses

in Terms of Non-monetray Benefits

Response Response
44
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:
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

45
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
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
sufficient for his needs, he often show 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.

46
According to equity theory, a person determines whether or not he is
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 (distributive justice) 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.
terms of budget allocation.

in Terms of Budget Allocation

Response Response
47
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
Laboratory Equipment
and Facilities 1.33 Very Insufficient
1.82 Insufficient
Legend:
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

48
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
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.
terms of career advancement.

49

in Terms of Career Advancement

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:
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
50
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

Response Response
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
51
2.67 Satisfied
Legend:
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
the amount of work I do”); and, advancement (“The chances of
advancement on this job”).
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 impact on job
satisfaction.
52
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 their 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 a factor 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
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.

53
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
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

54
the respondents were attracted by the opportunities for training to learn
and enhance skill or for continuing the individual’s education, twice as
many as those who reported salary and benefits as main attractors.
D. The Level of Work Commitment Among Nurses at DepEd, Division
of Southern Leyte
Table 14 presents the level of work commitment among DepEd
nurses.
Table 14. Level of Work Commitment Among DepEd Nurses
Areas and Indicators Mean Description Weighted Mean Description

Response Response
Job Involvement
The most important things that
happen involve present job 4.23 Mildly Committed
Job is only a small part of who
he is 3.33 Mildly not Committed
Very much involved personally
in job 4.37 Committed
Lives, eats, and breathes job 4.30 Mildly Committed
Interests are centered around
job 3.83 Mildly Committed
Very strong ties with present
job which would be very
difficult to break 3.77 Mildly Committed
Usually feels detached from job 2.67 Mildly not Committed
Most of personal life goals are
job oriented 3.80 Mildly Committed
Considers job to be very central
to existence 3.93 Mildly Committed
Likes to be absorbed in job most
of the time 3.70 Mildly Committed
3.79 Mildly Committed
55
Career Commitment
If could get another job
different from being a nurse,
and paying the same amount,
would probably take it 2.33 Not Committed
Definitely wants a career in
nursing 3.83 Mildly Committed
If could do it all over again,
would not choose to work in
the nursing profession 2.23 Not Committed
If had all the money needed
without working, would
probably still continue to work
in the nursing profession 3.57 Mildly Committed
Likes the vocation too well to
give it up 3.27 Mildly not Committed
Nursing is the ideal vocation
in a life work 3.33 Mildly not Committed
Disappointed that ever entered
the nursing profession 2.20 Not Committed
Spends a significant amount of
personal time reading nursing-
related journals or books 3.47 Mildly not Committed
3.03 Mildly not Committed
Organizational Commitment
Willing to put in a great deal
of effort beyond that
normally expected in order
to help DepEd be successful 5.30 Strongly Committed
Talks up DepEd to friends as a
great organization 4.90 Committed
Accepts almost any type of job
assignment in order to keep
working at DepEd 4.23 Mildly Committed
Finds that his values and
DepEd’s values are very
similar 4.50 Committed
Proud to tell others that
he is part of DepEd 5.17 Strongly Committed
DepEd really inspires the very
best in him in the way of
job performance 4.57 Committed
Extremely glads that chooses
DepEd to work for, over
others he was considering at
the time he joined 4.63 Committed
Really cares about the fate of
DepEd 5.13 Committed
For him, DepEd is the best of all
possible organizations for
which to work 4.60 Committed
4.78 Committed
SUMMARY 3.87 Mildly Committed
Legend:
56
5.15 – 6.00 - Strongly Committed

4.32 – 5.14 - Committed
3.49 – 4.31 - Mildly Committed
2.66 – 3.48 - Mildly not Committed
1.83 – 2.65 - Not Committed
1.00 – 1.82 - Strongly not Committed
The table reveals that the respondents are Committed to DepEd as
their organization, and Mildly Committed to their job as Public Health
Nurses. On the other hand, the table also reveals the respondents to be
Mildly not Committed to their nursing career. Over all, however, the
respondents reported to be Mildly Committed to their work with a
weighted mean response of 3.87.
In terms of organizational commitment, the respondents show
strong willingness towards putting a great deal of effort to help DepEd be
successful, and are highly proud to tell others that they are part of the
organization. These responses validate the first two of the three related
determinants characterizing organizational commitment identified by
Neale and Northcraft (1991) which are stated as follows: 1) a strong belief
in and acceptance of the organization’s goals and values; and 2) a
willingness to exert considerable effort on behalf of the organization; and
3) a strong desire to maintain membership in the organization. The third
determinant still needs further validation through future studies that
would give focus on factors affecting employee retention and turnover.
Moreover, in terms of job involvement, the respondents admit that
they are Committed to being “I am very much involved personally in job”;
and Mildly Committed to “I live, eat, and breathe my job”, and “The most
57
important things that happen to me involve my present job”. These
responses validate Newstrom and Davis’ (1993) definition of job
involvement as “degree to which employees immerse themselves in their
jobs, invest time and energy in them, and view work as a central part of
their overall lives”.
According to Newstrom and Davis (1993), a job-involved employee is
a compliant of work ethics and likes participating in organizational
activities. He always strives to exceed the normal job expectations,
welcomes the call of working long hours, and is seldom late or absent.
Lastly, in terms of career commitment, it is interesting to note that
the DepEd nurses give it an adjectival rating of “Mildly not Committed”,
with a weighted mean response of 3.03. Their negative responses prove
that even if they are committed to the organization and involved to their
job, these are still not enough for them to be able to build a meaningful
and worth of a lifelong pursuit vocation or profession. The most apparent
questions which received from them Mildly not Committed answers are
the following: a) “I like this vocation too well to give it up”; b) “This is the
ideal vocation for a life work”; and c) “I spend a significant amount of
personal time reading nursing-related journals or books”.
Hall (1997) states that career commitment is reinforced by
individual’s independent choice and attainment of goals, thereby
promoting feelings of success and growth. Career commitment then has
interdependency with career development. A person who is not

58
committed to his career will likely not be able to develop it. On the other
hand, a person who does not have opportunity to develop his career will
likely show lower career commitment.
Career commitment has been examined in relation to work
behaviours such as job withdrawal intentions and skill development, and
evidences support the strong relationships.
Bedeian et al (1991) examined career commitment and its
relationship to the expected utility of the present job as a predictor of
turnover intention and actual turnover behavior in a sample of 244
nurses. Using Blau’s career commitment questionnaire, results showed
that nurses with higher career commitment were also less likely to want
to leave their job.
Aryee and Tan (1992), in their study on the antecedents and
outcomes of career commitment in a sample of 510 nurses and teachers
revealed that the significant predictors of career commitment were career
satisfaction, organizational opportunity and organizational commitment.
The study further showed career commitment as significantly and
negatively correlated to career and job withdrawal intentions.
Leyte
59
Table 15 presents the relationship between job satisfaction and
work commitment among DepEd nurses.
Table 15. Relationship Between Job Satisfaction

and Work Commitment Among DepEd Nurses
Variables Correlation Interpretation p-value Decision

Coefficient
Job
Satisfaction
0.48 Moderate 0.00 Reject Ho*
Work Association
Commitment
* If p-value <level of significance (0.05), then reject Ho.
The Kendall-tau correlation coefficient of 0.48 indicates a moderate
positive association between job satisfaction and work commitment.
The p-value of 0.00 is less than the 5% level of significance, thus
the null hypothesis is rejected. This means that job satisfaction is
significantly related to work commitment.
The significant relationship of job satisfaction and work
commitment is evident in a study conducted by Stordeur et al (2001) on
leadership, organizational stress, and emotional exhaustion among
nursing hospital staff wherein job satisfaction emerged to be an
immediate antecedent of work commitment.
Belovich (1997) in her review of the related work commitment
literature suggested that lack of commitment can be an outcome of
dissatisfaction, and could result to employee absenteeism, turnover, and
reduced effort.
60
Kadyschuk (1997) in his explanation of the relationship between job
satisfaction and work commitment applied Becker’s theory of side bets.
He stated that an individual acts in committed manner because of
previously extraneous situational factors which have become agents of
influence or ‘investments’ in the individual’s present action. He further
supported it with Farrell and Rusbult’s investment model which describes
commitment as a function of several factors such as the rewards and
costs (satisfaction) derived from the job”.
CHAPTER 5
SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS
This chapter summarizes the findings of the study. It also drafts
conclusions and recommendations based on the findings.

61
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.
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
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.

62
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;
Over-all the DepEd nurses are satisfied with their job. They
however are dissatisfied in the aspect of human relations supervision,
technical supervision, company policies and practices, compensation,
and advancement.
D. The Level of Work Commitment Among Nurses at DepEd,
Division of Southern Leyte
The research shows that the DepEd nurses are committed to
DepEd as their organization, and mildly committed to their job. They
however mildly not committed to their career as nurse. Nevertheless, in
general, the respondents are mildly committed to their work.
Leyte.
The Kendall-tau indicates a moderate positive association between
job satisfaction and work commitment. The p-value is less than the 5%
level of significance, which means that job satisfaction is significantly
related to work commitment.

63
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.
4. The DepEd nurses show commitment to DepEd as their
organization, and mild commitment to their job as public health
nurse. They however show mild non-commitment to their
career as nurse.
64
5. There is a significant relationship between job satisfaction and
work commitment.
Recommendations
Based on the findings and conclusions presented, the researcher
has arrived at the following recommendations:
1. The DepEd management to revisit and effect changes in their
human resource policies and programs, particularly on the
following:
1.1. 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.
1.2. 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.
1.3. Career advancement programs such as career relevant
trainings, scholarships and job promotions, as well as
constant reorientation of the company’s policies and best

65
practices to inculcate positive culture among the
employees.
1.4. 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.
2. The DepEd management and health legislators to consider the
herein proposed implementing guidelines for monetary and
non-monetary benefits of nurses in their studies and research
and formulation of human resource development plans.
CHAPTER 6
OUTPUT OF THE STUDY
Proposed Implementing Guidelines for Monetary and Non-monetary
Benefits of Nurses at the Department of Education (DepEd)

66
Overview
The primary intention of these proposed implementing guidelines
for monetary and non-monetary benefits of DepEd nurses is to respond
to the agency’s problems on job satisfaction, work commitment, and job
turnover.
The proposed implementing guidelines are divided into two (2)
portions: the augmentation of the monetary benefits of DepEd nurses;
and the augmentation of the non-monetary benefits of DepEd nurses.
The proposed implementing guidelines for monetary benefits of
DepEd nurses tackle the following agenda: 1) across-the-board increase
by 3,000; 2) increase of step increments by 7.5%; 3) full implementation
of Republic Act No. 9173, otherwise known as the “Philippine Nursing
Act of 2002”; 4) by-phase increase of salaries; and, 5) creation of
provident fund for DepEd nurses.
On the other hand, the proposed implementing guidelines for non-
monetary benefits of DepEd nurses tackle the following agenda: 1)
inclusion of Philippine Nursing Association (PNA) representative in
regional planning; 2) institutionalizing of a regional council of DepEd
nurses; 3) regular conduct of seminars and trainings; 4) granting of
scholarships; 5) adoption of an employees’ performance evaluation
devise; 6) implementation of a job promotion process; 7) increase of
medicine supplies and laboratory equipment; and 8) provision of
transportation vehicles to nurses assigned to far and secluded areas.

67
Background Information
The DepEd came into being on September 06, 1901 by virtue of
Public Act No. 222. Named first as the Department of Public Instruction
(DPI), it later underwent name revisions: Department of Education and
Culture (DEC); Ministry of Education and Culture (MEC); Department of
Education, Culture and Sports (DECS); and now, Department of
Education.
DepEd is organized into two major structural components: the
Central Office and the field offices, which consist of regional offices and
school divisions.
The Central Office consists of the Department proper, service
offices, staff bureaus and 6 centers. One of the centers is the School
Health and Nutrition Center (SHNC) where the school nurses belong.
The school nurses, together with the doctors and dentists are
responsible for the implementation of the school health and nutrition
programs of DepEd. These programs consist the following
(www.deped.gov.ph): health and nutrition education; national drug
education; health services; medical, dental and nursing; TB (pulmonary
tuberculosis) prevention and control; school milk project; and breakfast
feeding program.
Rationale
68
It is the mandate of DepEd to develop, promote, provide and
ensure basic education responsive to the internal, external and emerging
learning needs of every Filipino child. However, this mandate has been
constantly challenged by lack of job satisfaction and work commitment,
and fast turnover among the school nurses who are among the key
DepEd personnel expected to realize it.
Hence, utilizing the findings of this study, and with the eagerness
to help DepEd in the realization of its mandate, the researcher has
developed this proposed implementing guidelines for monetary and non-
monetary benefits of DepEd nurses as a response to the problems on job
satisfaction, work commitment, and job turnover.
Goal
These proposed implementing guidelines are aimed at the
monetary and non-monetary benefits of nurses at DepEd.
Objectives
These proposed implementing guidelines are formulated to realize
the following objectives:
1. To augment the monetary benefits of DepEd nurses; and
2. To augment the non-monetary benefits of DepEd nurses.
Implementation Strategies
69
The proposed implementing guidelines are divided into two (2)
portions: a) implementing guidelines on the augmentation of the
monetary benefits of DepEd nurses; and b) implementing guidelines on
the augmentation of the non-monetary benefits of DepEd nurses.
A. Augmentation of the Monetary Benefits of DepEd Nurses.
These proposed benefits are ontop of those contained in the
Magna Carta of Public Health Workers (Republic Act No. 7305)
that the DepEd nurses at the Southern Leyte Division are
already receiving. The following proposed benefits are:
1. Across-the-board increase by 3,000. The recently approved
increase was only 10% of the DepEd nurses’ base pay, and
therefore not enough to alleviate the effects of inflation.
Besides, the 10% percent increase was even biased against
the government employees with lower salary and was only
serving those executives receiving monthly salaries of 30,000
and up, as it adversely contributed to the yawning
compensation gap between the two employment levels.
2. Increase the step increments of DepEd nurses by 7.5%.
Presently, step increments received by government
employees for staying in the job for three years are fixed at
2.5% of their base pay which are unrealistic since inflation
rates do not only go up 2.5% within a three year period.
According to the arbitrary estimates provided by Civil

70
Service Commission (www.csc.gov.ph), it will go higher as
7.5% of a regular government employee holding salary grade
8 or 9 positions.
3. Full implementation of Republic Act No. 9173, otherwise
known as the “Philippine Nursing Act of 2002”, particularly
the provision in Section 32 which raises the minimum salary
grade of nurses to 15. Presently the entry salary grade of
DepEd nurses is only 12, with a monthly base pay of
P11,167.00. With the full implementation of this law, the
entry base pay of nurses will be at P15,000.00 per month.
4. A by-phase increase of salaries of DepEd nurses until they
become at par with those of nurses working in GOCCs and
GFIs.
5. Creation of a provident fund for DepEd nurses to help them
in times of financial constraints. Services to be offered by
this Fund could be: retirement pay, free hospitalization (for
the members and immediate families), and some types of
low-interest loan later deemed considered necessary by the
fund managers.
B. Augmentation of the Non-monetary Benefits of DepEd
Nurses.
1. Inclusion of Philippine Nursing Association (PNA)
representative in DepEd’s regional planning, specifically in

71
the aspect of budget allocation, career development and
management, recruitment and selection, and performance
management. Through proper representation, the concerns
of the DepEd nurses will reach to management and could be
considered in its formulation of upcoming projects and
programs.
2. Institutionalizing a regional council of DepEd nurses to
update members on information how to improve their jobs
and to facilitate their concerns, issues, and demands to
management.
3. Regular conduct of seminars and trainings that will enrich
the performance of the DepEd nurses’ present jobs, and that
will prepare them for movements, promotions, and higher
job responsibilities, such as series of supervisory trainings,
seminars on team building, patient relations, performance
evaluation, and other activities focused on job efficiency and
career pathing.
4. Granting of scholarships or “study now, pay later” scheme
for those deserving DepEd nurses who have interest in
pursuing doctoral degree in medicine.
5. Adoption of an objective employees’ performance evaluation
devise that will enable to recognize and monitor the
performance and competence of DepEd nurses. At present,

72
DepEd is not equipped with performance and competency
management system that can eradicate subjectivity, link
performance standards, and enhance career management
and growth.
6. Implementation of a systematic and objective process for
supervisors of moving and promoting employees that delimit
special treatments, and that which consider the factors of
performance, skills, and abilities instead.
7. Increase of medicine supplies and laboratory equipment.
One of the major demoralizing problems faced by DepEd
nurses today are the lack of medicines and equipment
which make them feel helpless. Some of the medicines
needed are for treatment of ailments found among
elementary school children, such as dental caries, acute
upper respiratory infections, pediculosis, undernutrition,
iron deficiency anemia, skin diseases (prevalent is Tinia
Flava or locally known as ‘ap ap’), and impacted cerumen.
8. Provision of transportation vehicles to nurses assigned to far
and secluded areas. Due to lack of DepEd service vehicles,
nurses are still risking their lives on public utility
motorcycles (locally known as “habal-habal”) in visiting
schools located in far-flung barangays.

73
Implementation Machinery
For effective and efficient implementation of the proposal, the
following should be placed:
The Division Superintendents. To facilitate the submission of
the subject proposed guidelines to top management so that they maybe
considered in its regular formulation of organizational development
plans.
The DepEd top management. To include the proposed guidelines
in the formulation of its development plans particularly in the aspect of
budget allocation, career advancement, and benefits.
The health legislators. To pass into laws the proposed guidelines
on salary increase, step increment, and granting of scholarships or
“study now, pay later” schemes for DepEd nurses.
The DepEd nurses. To forward and lobby the proposed guidelines
that they may reach to the attention of the school superintendents, the
DepEd top management, and health legislators.
REFERENCES
A. BOOKS
Adler, N.J. (1986). International Dimensions of Organizational

Behavior. Boston: PWS-KENT Publishing Company.
Cherrington, D.J. (1991). Need theories of motivation. In R.M. Steers

74
and L.W. Porter, Motivation and Work Behavior (5th ed). New
York: McGraw-Hill.
Cropanzano R. and R. Folger (1991). Procedural justice and worker

motivation. In R.M. Steers and L.W. Porter, Motivation and Work
Behavior (5th ed). New York: McGraw-Hill.
Flippo, E. B. (1984). Personnel Management (6th ed.). New York:

McGraw-Hill.
Hollyforde, S. and S. Whiddett (2005). The Motivation Handbook.

Mumbai: Jaico Publishing House.
Karnow, S. (1990). In Our Image: America’s Empire in the

Philippines. New York: Random House, Inc.
Katz, D. and R.L. Kahn (1978). The Social Psychology of

Organizations. New York: Wiley Publishing, Inc.
Kreitner, R. and A. Kinicki (2001). Organizational Behavior (5th ed.).

New York: Mc Graw-Hill, Inc.
Locke, E.A. (1976). The nature and causes of job satisfaction. In M.D.
Dunnete, Handbook of Industrial and Organizational
Psychology. Chicago: Rand McNally.
Miranda, G.S. (1999). Supervisory Management: The Management of

Effective Supervision. Mandaluyong: National Book Store.
Miranda, G.S. and C.M. Miranda (2002). Management Principles and

Practices. Binan: L&G Business House.
Mowday, R. T., L. W. Porter, and R. M. Steers (1982). Employee-

Organization Linkages: The Psychology of Commitment,
Absenteeism, and Turnover. Orlando: Academic Press.
Neale, M.A. and G.B. Northcraft (1991). Factors influencing

organizational commitment. In R.M. Steers and L.W. Porter,
Motivation and Work Behavior (5th ed). New York: McGraw-Hill.
Newstrom J.W. and K. Davis (1993). Organizational Behavior: Human

Behavior at Work (9th ed). New York: McGraw-Hill.
Robbins, S.P. et al (2003). Organisational Behavior (9th ed). Cape

Town: Prentice-Hall International.
75
Steers, R.M and L.W. Porter (1991). Motivation and Work Behavior (5th
ed). New York: McGraw-Hill.
Stoner, J. A.F. and C. Wankel (1987). Management (3rd ed). Englewood

Cliffs: Prentice-Hall.
Super, D.E., et al (1996). The lifespan, lifespace approach to careers.

In D. S. Brown and L. Brooks (Eds.), Career Choice and
Development (3rd ed.). San Francisco: Josse-Bass
B. PERIODICALS AND JOURNALS
Anderson, W.T. et al (1984). Job satisfaction among practicing school

psychologists. School Psychology Review, vol. 13, no. 2.
Aryee, S. and K. Tan (1992). Antecedents and outcomes of career

commitment. Journal of Vocational Behavior, no. 40.
Bedeian, A.G. et al (1991). Career commitment and expected utility of

present job as predictors of turnover intentions and turnover
behavior. Journal of Vocational Behavior, no. 39.
Blau, G. J. (1985). The measurement and prediction of career

commitment. Journal of Occupational Psychology, vol. 58.
Coleman, J. and B.H. Keiner (1999). How to orient employees into new
positions successfully. Management Research News, vol. 22,
no.10.
Cueto, F. (2006). Nurses going abroad: they train, we gain. Manila

Times.
Daley, D.M. (1997). Putting the super in supervisor: Determinants of

federal employee evaluation of supervisors. Public Personnel
Management, vol. 26, no.3.
Ellickson, M.C. and K. Logsdon (2002). Determinants of job satisfaction

of municipal government employees. Public Personnel
Management, vol. 31, no. 3.
Hall, D.T. (1971). A theoritical model of career subidentity development

76
in organizational settings. Organizational Behavior and Human

Performance, no. 6.
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.
Irvine, V.B. (1970). Budgeting: functional analysis and behavioral

implications. Cost and Management, vol. 44, no.2.
Kanfer, R. and P.L. Ackerman (2004). Ageing, adult development, and

work motivation. Academy of Management Review, vol 29, no. 3.
Kanungo, R.N. (1982). Measurement of job and work involvement.

Journal of Applied Psychology, vol. 67, no. 3.
Keenan, P. (2003). The nursing workforce: causes, consequences,

proposed solutions. Issue Brief, no. 619.
Magner, N.R. et al (1996). The interactive effect of outcome favorability

and procedural justice in work resource allocation on work
performance. Journal of Applied Social Psychology, vol. 26, no.
9.
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.
Mowday, et al (1970). The measurement of organizational commitment.

Journal of Vocational Behavior, vol. 14.
Ramsey, R.D. (1997). Employee morale: Does it matter anymore?

Supervision, vol. 58, no. 9.
Rosario, A.G. (2006). From the sidelines: poor pay- root cause of
government corruption. Manila Times.
Solmerin, F.S. (2007). Nursing enrollees up by 30%. Manila Standard

Today.
Stordeur, S. et al (2001). Leadership, organizational stress, and

emotional exhaustion among nursing hospital staff. Journal of
Advanced Nursing, vol. 35, no. 4.
77
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.
Wegge, J. et al (2004). ‘Taking a sickie’: job satisfaction and job

involvement as interactive predictors of absenteeism. Aston
Business School Research, no. 0427.
C. UNPUBLISHED MATERIALS
Andrews, C.G. (2003). Comparative analysis of management and

employee job satisfaction and policy perceptions. Unpublished
Doctoral Dissertation, University of North Texas.
Bancud, M. et al (1991). Motivation: money and/or service?

Unpublished Research Paper, University of the Philippines.
Belovich, D.S. (1997). An examination of career commitment and

job involvement of nurses at four career stages. Unpublished
Masteral Thesis, Queen’s University.
Cooper, A.R. (2002). The construct of work commitment: testing and

integrative framework. Unpublished Doctoral Dissertation,
Florida International University.
Dajoc, M. et al (1991). Ways of motivating employees towards

increased productivity. Unpublished Research Paper, University
of the Philippines.
De Klerk, J.J. (2001). Motivation to work, work commitment and

man’s will to meaning. Unpublished Doctoral Dissertation,
University of Pretoria.
Jones, S.J. (1999). The effects of work and workplace control on

employe satisfaction and performance. Unpublished Masteral
Thesis, Carleton University.
Kadyschuk, R. (1997). Teacher commitment: a study of the

organizational commitment, professional commitment, and
union commitment of teachers in public schools in
Saskatchewan. Unpublished Masteral Thesis, University of
Saskatchewan.
Laine, M. (2005). Organisational and professional commitment of

78
nurses. Unpublished Research Paper, University of Turku.
Lopez, A.M. (1982). Some factors in job satisfaction among

employees in a five-star hotel in Metro Manila. Unpublished
Masteral Thesis, University of Santo Tomas.
Padua, A. et al (1991). Does money motivate secondary school

educators? Unpublished Term Paper, University of the
Philippines.
D. WEBSITES
Adversario, P.L. (2003). Philippines suffers from hemorrhage of nurses.

www.manilatimes.net/others/special/2003/apr/21/20030421sp
e1.html
Clamonte, N. (2007). Gender awareness seminars: women in the

Philippines. www.ozamis.com
CYR (2005). Poor health hits Cebu’s schools.

www.sunstar.com.ph/static/net/2005/05/23/poor.health.hits.ce
bu.s.schools.html
Estella, C. (2005). As nurses flee, RP falls ill.

www.sunstar.com.ph/static/ceb/2005/03/21/news/as.nurses.fl
ee.rp.falls.ill.html
Freeland, S. Starting a career in nursing. www.ezinearticles.com/

?Starting-a-Career-in-Nursing&id=641087
Gatbonton, P.B. (2006). Revisiting the doctor-as-nurse phenomenon.

www.manilatimes.net/national/2006/aug/06/yehey/top_stories
/20060806top3.htm
Gonzales, E. (2004). Medical notes: why do many Filipinos want to

become nurses? www.mb.com.ph/issues/2004/07/29/
HLTH2004072914832.html
Hicap, J.M. (2006). DepEd focuses on health needs.

www.manilatimes.net/national/2006/july/15/yehey/metro/200
60715met13.html
79
http://wiki.answers.com/q/what_is_descriptive_research.html
Info-Tech Research Group (2001). The business case for employee

retention. www.technologynews.net/retention/index.cfm
Lacerna, C. (2005). Doctors taking up nursing to earn more in America.

www.sunstar.com.ph/forums/viewtopic.php?t=1898&sid=6de71c
8438b8b335fee749e5893b69b1
Mercado, S.P. (2007). Managing the shift in nursing directions.

www.doh.gov.ph
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
Villas, A.T. (2004). The future of Filipino nurses.

www.mb.com.ph/issues/2004/09/19/MTNN2004091918696.htm
l
www.abbaphilippines.com/nurses_filipino_recruitment.html
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
Letter Request for Research to Conduct

80
September 6, 2007
DR. VIOLETA M. ALOCILJA, CESO V

Schools Division Superintendent
DepEd, Division of Southern Leyte
Mantahan, Maasin City
Dr. Alocilja:
I will be working on a thesis entitled, “The Prospects of a Nursing Career at the

Department of Education in the Context of Job Satisfaction and Work
Commitment”, 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
APPENDIX B
Letter to Respondents
81
September 10, 2007
Dear Respondent:
I am presently working on a thesis entitled, “The Prospects of a Nursing

Career at the Department of Education in the Context of Job Satisfaction
and Work Commitment”, 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 under the division of

Southern Leyte, your participation and information will be helpful in
providing a better understanding of the important issues facing nursing
today. Thus, with the permission from Division Superintendent Dr.
Violeta M. Alocilja, I am respectfully asking about 15 minutes of your
time 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
APPENDIX C
82
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):____________
Level of Sufficiency on Benefits, Budget Allocation and Career

Advancement Questionnaire
83
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
Job Satisfaction Questionnaire

(Modified Minnesota Satisfaction Questionnaire (MSQ), 1977)
84
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
18. The way my coworkers get along with each other. 1 2 3 4

85
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
Work Commitment Questionnaires

86
A. Job Involvement Questionnaire

(Kanungo, 1982)
Scale: 1=Strongly disagree; 2=Disagree; 3=Mildly disagree; 4=Mildly agree;

5=Agree; 6=Strongly agree
1. The most important things that 1 2 3 4 5 6

happen to me involve my present job.
2. To me, my job is only a small part of

who I am. 1 2 3 4 5 6
3. I am very much involved personally in

my job 1 2 3 4 5
6
4. I live, eat, and breathe my job. 1 2 3 4 5 6
5. Most of my interests are centered

around my job. 1 2 3 4 5 6
6. I have very strong ties with my
present job which would be very
difficult to break. 1 2 3 4 5 6
7. Usually I feel detached from my job. 1 2 3 4 5 6
8. Most of my personal life goals are

job-oriented. 1 2 3 4 5 6
9. I consider my job to be very central

to my existence. 1 2 3 4 5 6
10. I like to be absorbed in my job most

of the time. 1 2 3 4 5 6
B. Career Commitment Questionnaire

(Blau, 1985)
Scale: 1=Strongly disagree; 2=Disagree; 3=Unsure; 4= Agree; 5=Strongly agree
1. If I could get another job different from

being a nurse, and paying the same
amount, would probably take it. 1 2 3 4 5
2. I definitely want a career for myself

in nursing. 1 2 3 4 5
87
3. If I could do it all over again, I would not

choose to work in the nursing
profession. 1 2 3 4 5
4. If I had all the money I needed without

working, I would probably still continue
to work in the nursing profession. 1 2 3 4 5
5. I like this vocation too well to give it up.1 2 3 4 5
6. This is the ideal vocation for a life work.1 2 3 4 5
7. I am disappointed that I ever entered

the nursing profession. 1 2 3 4 5
8. I spend a significant amount of personal

time reading nursing-related journals or
books 1 2 3 4 5
C. Organizational Commitment Questionnaire

(Organizational Commitment Questionnaire developed by Mowday et al.,
1970)
Scale: 1=Strongly disagree; 2=Moderately disagree; 3=Slightly disagree; 4=

Neither disagree nor agree; 5=Slightly agree; 6=Moderately agree; 7=Strongly
agree
1. I am willing to put in a great deal of

effort beyond that normally expected
in order to help DepEd be successful. 1 2 3 4 5 6 7
2. I talk up DepEd to my friends as a

great organization to work for. 1 2 3 4 5 6 7
3. I would accept almost any type of job

assignment in order to keep working
for DepEd. 1 2 3 4 5 6 7
4. I find that my values and DepEd’s

values are very similar. 1 2 3 4 5 6 7
5. I am proud to tell others that I am

part of DepEd. 1 2 3 4 5 6 7
88
6. DepEd really inspires the very best

in me in the way of job performance. 1 2 3 4 5 6 7
7. I am extremely glad that I chose

DepEd to work for, over others I was
considering at the time I joined. 1 2 3 4 5 6 7
8. I really care about the fate of DepEd. 1 2 3 4 5 6 7

8
9. For me DepEd is the best of all possible
organizations for which to work. 1 2 3 4 5 6 7
89
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
January 1998 – October 2004
90
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

Complete Thesis

Uploaded by

Copyright:

Available Formats

Complete Thesis

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Complete Thesis

Uploaded by

Copyright:

Available Formats

1

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.

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

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

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

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

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

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

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

In 2001, the Philippine Overseas and Employment Agency (POEA)

reported that 13,536 Filipino nurses went overseas. In contrast, that

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

exporting nurses outside the country continues, the Philippine health-

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

of the government to help students who are facing malnutrition and

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

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

implementation of DepEd’s key programs on school health and nutrition.

These programs are (www.deped.gov.ph): a) health and nutrition

education; b) national drug education; c) health services; d) medical,

dental and nursing; e) TB (pulmonary tuberculosis) prevention and

control; f) school milk project; and g) breakfast feeding program.

Given such important duties and responsibilities, the DepEd

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

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

(Adversario, 2003; Rosario, 2006).

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

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

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

Moreover, not only that they receive low compensation, DepEd

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

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