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The College of Maasin

“Nisi Dominus Frustra”

Maasin City



Author: Porferio A. Salidaga, Jr.


Studies on job satisfaction have grown in recent years because of

their basic importance to the understanding of a worker’s behavior and the
continuous effective operations of organizations. Stordeur et al. (2001)
contend that the higher an employee’s job satisfaction and work
commitment, the lower is his intention to leave the workplace.
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. 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 seek opportunities outside their chosen career.
It is based on the abovementioned scenario that the researcher
developed the interest to examine the prospects of a nursing career at the
DepEd by looking into the demographic profile and the level of job
satisfaction among public school nurses, and their perceptions towards
sufficiency in remuneration and other monetary benefits, non-monetary
benefits, budget allocation and career advancement.
Using the Descriptive Method, the research was conducted at the
School Health and Nutrition Section (SHNS) of DepEd, Southern Leyte
Division where the thirty (30) respondents are working.
Three (3) questionnaires were used in the gathering of data, namely:
1.) Respondent’s Profile Questionnaire, a 9-item instrument developed to
gather information regarding work life variables which might affect the
DepEd nurses’ job satisfaction; 2.) Level of Sufficiency on Benefits, Budget
Allocation and Career Advancement Questionnaire; and 3.) the Short-Form
Minnesota Satisfaction Questionnaire (MSQ) which represents the twenty
dimensions of the job. The statistical tools used in the analysis of data were
frequencies and percentages, and mean.
Findings of the study revealed that majority of the DepEd nurses have
only been working with the agency from 2 to 10 years. 23.3% of them has
attended masteral programs, but no one has finished Master of Arts nor has
reached the doctoral level. Already holding permanent positions, the
respondents are dominantly married and young, with age bracket ranging
from 31 to 40 years of age. Most of them are assigned to workstations 4 to
30 kilometers away from their residences.
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. On the other hand, 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.
Over all, the DepEd nurses are satisfied with their job. However, they
are dissatisfied in the aspect of human relations supervision, technical
supervision, company policies and practices, compensation, and
The researcher was able to conclude and generalize that only a small
percentage of the total population of nurses would stay with DepEd beyond
ten years. They either transfer to other organization, or change 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. 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. They appeared to have been satisfied with their
job, except in the aspect of supervision, company policies and practices,
compensation, and advancement.
Based on the conclusion and generalization, the researcher has
recommended the DepEd management to revisit and effect changes in their
human resource policies and programs particularly on the compensation
packages. The budget allocations for nurses must be 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. Career advancement programs such as career relevant
trainings, scholarships and job promotions must also be regularly
implemented as well as constant reorientation on the company policies and
best practices to inculcate positive culture among the employees. And,
lastly, supervisory trainings for supervisors must also be regularly
conducted to improve and develop their human relations and technical