CHAPTER 4

Results

Profile as to age, sex, years working as a RN, workplace, years working on

present workplace, and gross monthly salary.

Table1. Profile of the respondents

PROFILE FREQUE PERCENTAGE (%)
NCY
Sex

- Male 30 29.7
- Female 68 67.3
- N/A 3 3.0
Age
- 24-29 30 29.7
- 30-39 33 32.7
- 40-49 14 13.9
- 50-59 15 14.9
- 60-65 3 3.0
- No Answer 6 5.9
Years Working as a RN
- 3-5 years 35 34.7
- 6 years and up 64 63.4
- No Answer 2 2.0
Workplace
- Hospital A 101
- Hospital B 0
Years Working on recent workplace
- 3-5 years 44 43.6
- 6 years and up 49 48.5
- No Answer 8 7.9
Gross Monthly Salary
- 10,000-15,999 4 4.0
 - 16,000-25,999 50 49.5
- 26,000 and up 46 45.5
- No answer 1 1.0

Demographic characteristics such as age, the role of work values, personality

traits, and type of hospital were crucial in enhancing the level of intent to stay at work

(Heidari et al., 2017) .

The result was determined through frequency and percentage. A total of 101

respondents completed the survey.

a. Sex

Thirty (30) respondents out of 101 answered as Male which showed 29.7%

out of 100% scope of it, while sixty eight (68) respondents out 101 answered

as Female which showed 67.3% out of 100%.

b. Age

Out of 101 respondents over all, thirty ( 30 ) between the age group of 24-29

answered with a corresponding percentage of 29.7%. Thirty three (33)

respondents between the age of 30-39 answered with a corresponding

percentage of 32.7%. Fourteen (14 ) respondents answered between the age

group of 40-49 which showed 13.9%. Fifteen (15) respondents answered

between the age group of 50-59 which showed 14.9%. The lowest percentage

has the value of 3.0 % that belongs to the age bracket between 60 -65 years

old.

c. Years Working as a RN
 Out of 101 respondents, thirty five ( 35 ) respondents are working 3-5 years

as registered nurses with a percentage of 34.7%, while the remaining sixty

four (64) respondents are working 6 years and up as registered nurses with a

percentage of 63.4%.

d. Workplace

In hospital A, 101 respondents participated in the survey, however the

researchers were not able to conduct the study in hospital B due to the lack of

time to process.

e. Years Working On A Recent Workplace

Out of 101 respondents, forty four (44) respondents are working 3-5 years in

their recent workplace with the percentage of 43.6% while the 64 respondents

are working 6 years and up in their recent workplace with the percentage of

48.5%.

f. Gross Monthly Salary

Out of 101 respondents,four (4 ) answered between the range of 10,000-

15,999 monthly salaries with the percentage of 4.0%. Fifty (50) respondents

answered between the range of 16,000-25,999 monthly salaries with the

percentage of 49.5%, whereas 46 respondents answered between the range

of 26,000 and up monthly salaries with the percentage of 45.5%.

Factors as to salary, location, personal family responsibilities, job satisfaction,

and opportunities.

Table 2. Factors that affects nurses loyalty

FACTORS FREQUENCY PERCENTAGE (%)
 SALARY
- A1 75 74.3
- A2 10 9.9
LOCATION
- B1 60 59.4
- B2 61 60.4
PERSONAL FAMILY RESPONSIBILITIES
- C1 60 59.4
- C2 59 58.4

JOB SATISFACTION
- D1 68 67.3
- D2 37 36.6
- D3 53 52.5
- D4 42 41.6
OPPORTUNITIES
- E1 73 72.3
- E2 59 58.4
- E3 11 10.9
Table 2 shows the main factors that influence nurses to be loyal in government. It is

classified in 5 categories.

a. Salary

Out of 101 respondents, 75 participants answered that their salary is enough

to sustain one’s family and it also shows that it has the highest percentage

among the five categories with the value of 74.3 % (A1).

On the other hand, 10 respondents answered that they no longer have a

family to support and it shows that it has the lowest percentage among the

five categories with the value of 9.9% (A2).

b. Location
 In terms of location, 60 respondents with 59.4% answered that their

workplace is hassle free for them to travel (B1), and 61 respondents with the

percentage of 60.4% answered that their workplace is safe and comfortable .

c. Personal Family Responsibilities

Out of 101 respondents, 60 participants with the percentage of 59.4%

answered that they don’t want to be far from their family (C1), and 59 of them

with a percentage of 58.4% have their own specific duties and responsibilities

to their family (C2).

d. Job satisfaction

The items pertaining to job satisfaction indicated that 68 participants with the

percentage of 67.3% are satisfied in their present workplace and 53 of them

are already attached with the team (52.5%). Fortytwo (42) respondents with a

percentage of 41.6% answered that they have flexible schedules and

employee autonomy; 37 respondents have fair and manageable workloads

with a percentage of 36.6%.

Nurses' work environment has been defined by Kirwan et. al (2013) as the

characteristics of the organization that either facilitate or limit the practice of

nursing. Studies have shown that some factors that influence nurses to begin

and remain working in local governmental public health agencies, such as

flexible schedules and employee autonomy, are factors that governmental

public health agencies can design into positions and highlight when recruiting

from health care organizations, private industry, and academia. (Yeager and

Wisniewski, 2017).

e. Opportunities
 Seventy three (73) respondents answered for opportunities for training (E1),

which scored the second highest percentage with the value of 72.3% among

the five categories. 59 respondents ( 58.4%) answered that being loyal to the

government hospitals has the ability to innovate professional growth and

advancement. Only 11 respondents with the percentage of 10.9% claimed

that they choose to stay in government hospitals for there are no other job

opportunities available.

Nurses that wants to go abroad if there are opportunities

Table 3. Nurses Intention to work abroad

WANTS TO GO ABROAD FREQUENCY PERCENTAGE (%)
Yes 50 49.5
No 46 45.5
N/A 5 5.0

Out of 101 respondents, fifty (50) of them, which has the percentage of 49.5%

answered yes, that desire to work abroad if given a chance. In line with the little pay

and no benefits, 12-hour shifts, mental and physical burnout, unpaid overtime,

bullying by management, according to (Ichimura, 2018). The Philippine nursing

community has identified that many qualified nurses leave the country or their

current jobs because of their struggle related to appropriate salaries, heavy

workloads, lack of opportunities for professional growth, and a poor work

environment. As many nurses prefer to work in urban areas where most health care

facilities are located and the pay is considerably competitive (Labrague et. al, 2019).

Forty six (46) respondents with the percentage of 45.5% claim to stay in their

current workplace even though there is an opportunity to work outside the country. In

the study, most common reasons for intending to remain that were cited include

satisfaction/enjoyment/love with their job, awaiting retirement, salary/monetary

compensation and security of tenure,no other job opportunities or no choice, and

commitment to work, ability to share/educate knowledge and skills to other nurses,

and commitment to family.Five (5) respondents ( 5℅) are still undecided whether to

go abroad or stay in their current workplace. (see table 3)

 CHAPTER 5
Summary, Conclusions, Recommendations

Summary of the Problem

The main objective of this study is to determine the main factor that affects the

nurses’ loyalty in government hospitals in Iloilo City. The profile of the nurses were

first based to determine their Sex, years working as a RN (Registered Nurse),

workplace, years working on the present workplace, and gross monthly salary. It was

followed by the factors to be chosen that states the reasons which are the, Salary,

Location, Personal Family Responsibilities, Job Satisfaction, and Opportunities. The

third objective is whether the respondents want to go abroad if they have been given

the chance.

The background of the study was done by studying the possible factors and

literatures with the same situation. The literature study was done in chapter two of

the research it included

1. The profile of the respondents shows a mean age of 36 years which belong to

the 30-39 age bracket with a percentage of 32.7 %. Majority were females

( 67.3%), that has more than 6 years working experience as a registered

nurse (63.4%) and working at the present workplace ( 48.5%). Majority of the

respondents had an income between 16,000-25,000 brackets of the gross

monthly salary ( see table 1).

2. Objective 2 was determining the main factor that affects nurses’ loyalty, it

showed that among the factors, A1 is the highest which has a frequency of 75

out of 101 and a percentage of 74.3%. It is because of the salary, the

 respondents answered that their salary is enough to sustain one’s family.

However, 10 was the lowest frequency with a percentage of 9.9% that

answered from the category of the salary also which landed on A2, the

respondents answered that they no longer have a family to support.

3. Objective 3 was the nurses’ intention to go abroad, 49.5% with a frequency of

50 had the highest which was answered by yes, while 45.5% with a frequency

of 46 answered no. A percentage of 5.0% and a frequency of 5 doesn’t have

an answer.

4. This only shows that among the factors, the main reason for the nurses to be

loyal in government hospitals, is that they are already content with their

salary, and it is already enough to sustain their family.

Conclusion

This study concludes that:

1. Nurses who are females are more dominant than males in their workplace, it

showed that nurses with the age bracket of 30-39 years are mostly working in

the institution. Working as a registered nurse and working in the recent

workplace for 6 years and up are also dominant and a gross monthly salary of

16,000-25,999 was the average salary that was given to the most number of

respondents. However, despite some circumstances, Hospital A was the only

hospital within Iloilo City that was conducted.

2. Out of all the factors the main reason why some nurses choose to stay here in

the public hospitals in Iloilo city is, it’s because their salary is already enough

to sustain their family and the least reason is, some of the respondents don't

have a family to support.

 3. Despite the reasons that the respondents chose why they stay here in the

public hospitals in Iloilo city, Nurses who wished to go abroad if given the

chance are still dominant than the nurses who are already content to stay

here. However, the nurses who answered yes and no are nearly the same..

Recommendations

On the basis of the present study some recommendations for the nurses,

future nurses, hospital administrators, researchers, future researchers, and etc. were

as follows:

● Helping the nurses by also providing their needs and hearing their concerns

will not only benefit themselves, but also their work. By providing assistance

and in nurses’ endeavors and doing research like this can probably enhance,

implement programs that can monitor and increase the nurses’ emotional and

psychological resilience, and etc.

● Since some are eager to go abroad if given the chance, by providing the

resources that they want and respecting their decisions are good, however

since nurses are becoming less and less and there are factors that lead them

to doing it, might as well help the nurses decrease the possibilities of these

factors.

● Through these and making the present nurses as the model for the future

nurses, this could too encourage them to work harder and study harder for the

better future.

● Hospital administrators can conduct activities that might help the nurses on

what’s there state now, not neglect their concerns, or do also some

questionnaires for further improvement of the hospital.

● Hospitals also need some improvements for a proper, easy, and comfortable

work environment since some answered less on the category of job

satisfaction.