1

Chapter 1

THE PROBLEM AND ITS SCOPE

Introduction

With the expansion of the scope and complexity of health services, healthcare

students, especially nursing students, face growing demand for healthcare professionals

globally as a result of the rising pandemic that necessitates expanded access to health care

(Tencer, 2016).

Yet, globally nurse’s shortage is being challenged by these factors, though there is a

lot of uncertainties regards to this problem, what is important is the mindset of the future

employment students’ nurses taking up this course is significant (Ambani, 2017).

Consequently, the demand of nurses in the Philippines has fluctuated over the years specially

in this time of the pandemic (Department of Health, 2021). The nursing workforce's annual

growth rate decreased from 2.2 percent in 2019 to 5% in 2020.

The share of locally employed nurses in comparison to the overall population

continues to diminish, implying that Registered nurses' benefits and job status in remote

regions would likely increase in the near future (Galletta et al., 2019). Thus, the nursing

student population continues to grow, and nursing students completing internships at

hospitals want to be hired after passing the licensing test, where they seek local employment

not for salary advantages, but for work experience, which is a necessity for working abroad

(Garcia, 2019).

A review published by Tanggol (2021) demonstrated the determinants of nursing

students job expectation with local employment are the value of the workplace environment

and compensation in determining job expectations cannot be overstated. Numerous studies

 2

have been undertaken to ascertain the career expectations of nursing students in rural and

metropolitan settings. The most often expressed job expectations are on the working

environment and the compensation they will get from their employment.

Ridgeway et al. (2020) posited that 65 percent of nursing students anticipate a not

secure financial position when locally employed, but help them on their career development

abroad. Nursing student’s expectation on local employment is determined by perceived

career development which refers to their conviction on their personal capabilities and

resources to handle the demands of a particular job endeavor for a brighter future, and the

other one is job experience which reason outs on why nursing graduates allow to be local job

order nurse, volunteer or contractual nurse. Intern nurses job preferences and outlook that

varied according to their career goals, which they consider local government job as their job

experience for their future endeavor.

Nonetheless, according to a research by (Alkaya et al., 2018), contemporary Filipino

nursing students' expectations for nurses' jobs in the Philippines include an excessive

workload and a poor compensation. Filipino nurses' basic needs also influence their

expectations of local employment, which leads in their desire to go overseas. Nursing

students anticipate the following variables while working with local government: (a) work

experience; and (b) career stability where being domestically employed serves as the bedrock

for the job expectations of student nurses to have a stepping stone towards their professional

development.

Nursing students already known the degree of difficulty, breadth, and responsibility

associated with their work locally. Due to the importance of this area, it is essential to define

the tasks and responsibilities of a position properly, succinctly, and comprehensively.

Consider the responsibilities of the individual, whether they are directing a department,
 3

administering medicine and taking patient support call (Duran et al., 2018). It cannot be

denied that nurses are exposed to potential hazards associated with individuals who perform

human work. Additionally, the low salary and limited benefits, lack of technology,

economic issues associated with employment, and limited job opportunities all have an effect

on people, particularly nurses. Nurses in the Philippines face a reality of low income and high

risk. With such work expectations for nursing students in local employment, there is a larger

likelihood that the nation will soon become a training ground for newly graduated nurses,

since their job expectations are influenced by their perceptions, which discourage them from

remaining in local employment (Juan and Benligiray, 2018).

Due to this circumstance, the researcher aims to determine the nursing students job

expectation with local employment in Jose Rizal Memorial State University on the academic

year 2021-2022. Thus, the study will serve as the basis for the focal health agencies lift the

job expectations of student nurses pertaining to the local employment.

 4

Theoretical/Conceptual Framework of the Study

This study is anchored on the theory of Simone (2015), the theory of expectancy

which focuses on the job seekers and future employees’ expectations before employment

which are the: effort, career growth and reward. The theory of expectancy is the assumption

or perception that if you work hard (effort), you will be able to achieve the goals (career

growth) that have been established in the back of the minds of graduating students is reward

(compensation, competitive pay, incentives, and bonuses).

The notion of expectation is the idea or perception that if you work hard (effort), you

will be able to achieve the goals (career advancement) that have been established in the back

of the minds of graduating students (compensation, competitive salary, incentives, and

bonuses). Clinical education, or nursing clinical experience, occurs in a complex clinical

setting that is impacted by a variety of circumstances (Jamshidi et al., 2018). This atmosphere

enables nursing students to gain information and practice a range of clinical skills that are

necessary for future employment. Students' exposure to and training for clinical settings are

significant predictors of future work, which started with local employment.

On the other hand, this theory explains that students can be motivated toward goals if

they believe that there is a positive correlation between efforts and performance, that the

outcome of a favorable performance will result in a desirable reward, that the reward from a

performance will satisfy a critical need, and/or that the outcome satisfies their need

sufficiently to justify the effort (Joolaee et al., 2017).

According to Deasy et al. (2017), students' motivation is influenced by their perceived

value of any reward linked with an activity, their belief that exerting effort would result in
 5

excellent outcomes, and their belief that achieving good results will result in a reward.

Essentially, the expectancy theory asserts that the strength of a propensity to behave in a

certain manner is contingent upon the strength of an expectation that the act would result in a

particular consequence and the attractiveness of that outcome to the person (Polit and Beck,

2017).

Employment perceptions of students are influenced by their job expectations. There

are students who wants to work in any local employment because they are the family's

breadwinner, and to support their career growth. Nursing students' expectations of future

local employment are influenced by their perceptions, which are in turn influenced by the job

expectation determinants.

Setting goals is a critical component of work expectations. The approach places a

premium on the link between specific objectives and expectations. Thus, according to Locke

and Latham, objectives drive attention and behavior. When it comes to goal planning,

students will work to accomplish their objectives in order to meet their wants and desires.

Students' job responsibilities are centered on accomplishing established goals and objectives.

Finally, achieving the objective might provide expectation and further incentive.

The schema denotes the study's special focus on the determinants of nursing students'

expectations for local employment which is the independent variable, the dependent variable

is level of expectation on career advancement, and rewards, and the intervening variable is

the respondent's profile.

 6

INDEPENDENT VARIABLE DEPENDENT VARIABLE

LEVEL OF EXPECTATION

 Very High
 High
 Moderately High
DETERMINANTS OF  Low
NURSING STUDENTS'  Very Low
EXPECTATIONS FOR
LOCAL EMPLOYMENT

Career Growth

Rewards

INTERVENING VARIABLE

RESPONDENTS DEMOGRAPHIC
PROFILE
 Age

 Sex

 Year Level

 Family Income

Figure 1

Schematic Paradigm of the Study

 7

Statement of the Problem

Determinants of nursing students job expectation with local employment with

local employment and as to what extent their choices were affected by the possibility

of future local employment.

Specifically, the study seeks to answer the following questions:

1.What is the demographic profile of the respondents in terms of;

1.1 Age;

1.2 Sex;

1.3 Year Level;

1.4 Family Income?

2. What is the extent level of expectation of the nursing students on the following

determinants in local employment in terms of:

1.5 Career Growth;

1.6 Rewards?

3.Is there a significant difference between the level of expectation of the nursing students

with local employment when grouped according to their profile of the respondents?

Null Hypothesis

This study is tested at 0.05 level of significance:

Ho: There is no significant difference between the level of expectation of the

nursing students with local employment when grouped according to their profile

of the respondents.
 8

Significance of the Study

This study is beneficial to various entities namely:

Department of Health. The findings may serve as a foundation for health

department officials to improve healthcare staff benefits and career progression

possibilities via the use of the factors identified in this study.

Future Researcher. The results from this study may be utilized as a basis for

future research or in order to determine the validity of other research findings linked to

this study. This study will also function as a guide for them, providing an overview of

the connected topic.

Instructors. The study's findings will improve higher purpose in determining

what the primary expectation for being employed locally. This information may be

used to assist teachers in preparing students for future employment. Teachers might

share their experiences with students to encourage them to seek employment locally.

School Administration. The study's results will assist administration in

providing a coherent approach to their local employment bases, which they may share

with student nurses in order to push them to seek local work.

Student Nurses. The result of this study will serve as basis of knowing nursing

students’ expectations towards local employment.

Scope and Delimitation of the Study

The study's aim is on the variables that determine nursing students' job

expectations when they work locally.  Thus, level of expectation on the determinants

will also be measured. The respondents for this study will be 234 nursing students of

Jose Rizal Memorial Staten University are chosen randomly.

 9

Definition of Terms

The following are the terms operationally defined to perfectly understand how the

terminologies used in the context of the present study:

Career Growth. This refers to available career advancement prospects in the

local employment. Thus, this relates to the permanent positions,

accessible advancement opportunities and continuing education training to achieve its

strategic objectives.

Job Expectation. This relates to a prospective employee's perception that as a

result of their job, their compensation would increase as well. Expectancy is what

drives a person to work.

Local Employment. Employment created and provided by a local employer

based in the Philippines whether government or private.

Reward. This is an incentive scheme designed to reinforce positive conduct

among employees or employers in exchange for their service as nurses. Thus, this also

implies the degree of expected compensation, benefits and pay check a locally

employed nurse will get. Organizations' principal goal in rewarding workers is to

recruit, retain, and encourage efficient, high-performing, and motivated employees

based on their exerted efforts.

 10

Chapter 2

REVIEW OF RELATED LITERATURE AND STUDIES

This chapter is an important relevant to the study. This allows researchers to stay

fully up to date on what has been accomplished in the field in which they desire to

undertake study. Also, this research study provides readers with a full list of compulsory

literature reads, which have been supplemented by the researcher with readings that are

crucial to the study's outcome. In addition, reading related studies saves time and effort

by allowing the investigator to delve further into the subject at hand. It's also a good idea

to look into different elements of the topic. It enables an analysis of other researchers'

procedures, measures, and other areas in order to better the research work.

Literature

After graduation, students' job expectations increase. They believe they are more

qualified for a better job and more pay in the future. Particularly those students who are

enrolled in a post-secondary institution. This innovative method to advising may result in

a higher level of student career motivation and desire to work (Tudor, 2018).

Differences in labor market variables for graduates in a given subject may

explain a few of the differences in employment expectation determinants across domains.

In the empirical observation of determinants of job expectancy, career growth

indicator was evaluated. Also, most nursing graduating students have higher work

expectations in terms of reward or salary, which is crucial in local

employment (Gajderowicz et al.,2016).
 11

There are several nursing students; they graduate and pass the board test, but their

employment expectations are centered on professional advancement (potential

promotion) and financial remuneration (compensation, salary, and incentives). The health

department sector examined ways to make healthcare professionals' salaries more

attractive. Students who have low expectations for local employment become

discouraged and look for ways to divert or alter their professional path.  (Wang &

Tsai,2017).

In addition, the determinants that influence student’s expectation with regards to

their future employment reflects their level of expectation. Nursing student expectation

may be generally equal for any academic program, there are disparities in the perception

of career growth expectations based on chosen academic program. Mostly nursing

students expect a quicker career advancement on healthcare system owing to its need

which appeals to their drive to continue nursing education. In essence, they felt prepared

for the workplace with the skills and information obtained at the university, and colleges

with relation to their employment objectives. Due to the expected demand, nursing

student believe that when they acquire a local employment on large private hospitals and

even government hospitals, they have well-paying job or reward due to the work efforts

they would undertake (Pappa et al., 2020).

The majority of nursing students enrolled in the standard program aspire to work in rural

regions. This is because they have greater freedom in selecting their first employment.

Meanwhile, familial obligations, a psychological attachment to their hometown, financial

constraints, and return-of-service obligations typically compel rural students to return and

work in their hometown.

 12

It is proposed to begin promoting the benefits of working in rural regions to

nursing students in their first year and to provide specialized recruiting for students from

rural areas interested in studying nursing (Juan et al., 2020).

According to De Los Santos (2020), there are three factors for choosing a

profession following graduation. "Reasonable income, advancement prospects, and work-

related benefits are the top three determining factors in selecting a career following

graduation. However, "a High Income" was ranked top overall, "Excellent Career

growth" was placed second, and "Good Job-Related Benefits" was ranked third. Financial

support is critical for education and is likely to impact a nursing student's career decision,

especially those schooled at private institutions. Thus, government subsidies and/or

scholarships for private education and bonding services may assist in attracting and

retaining nurses in the public sector following graduation. Polit (2017) also reported that

it’s unsurprising that "reasonable compensation" was the most often cited reason for

choosing a career in this research, as money matters to everyone. Particularly that now

free higher education is available via SUC colleges and universities, and with the present

health crisis in the Philippines, nursing students think that there is a great need for nurses

on both the local and international level views a high compensation rate, and a wider

career opportunity. Thus, 65 percent of graduating nursing students desired employment

abroad, whereas only 35% desired employment locally owing to their conviction in first

serving the country before considering working abroad.

 13

Studies

Studies regarding to the determinants of nursing students job expectation with

local employment. Thus, in this part of the review similar studies may help the researcher

in digging deeper into the topic.

Shields and Ward (2017) in their study “Determinants associated with the choice

of public health service among nursing students in England”, looked into the factors that

influence nurses' employment expectations in England. Absolute compensation is

favorably connected with job expectations, according to their research. They also

discovered that female nurses were happier at work than male nurses, and that there is a

U-shaped association between sex and job expectations. Because male nurses are more

likely to express a higher level of job expectation, they are less likely to resign and find a

new job.

The job expectations of nursing interns have become a critical issue for healthcare

organizations in recent years, according to a study by De Simone et al. (2018), "," which

highlights potential labor shortages, their impact on patient care, and associated costs.

Work expectation is a significant factor in intern nurses' decision to pursue their course

and delivery of high-quality care once hired, but rapid changes in healthcare services

have increased demands on nurses' jobs but not on the career growth and compensation

they receive, resulting in redirection after graduation. This has increased the need for

health organizations to consider ways to sustain and improve nurses' job expectations

toward compensation and career growth.

 14

According to Corner and Lopez (2019) study, 78 percent of respondents were

overseas-employed nurses with one to two years of experience in the Philippines, while

22 percent were locally-employed Filipino nurses. 51% of abroad Filipino nurses were

now employed in the United Arab Emirates, 20% in the United States, and 7% in the

United Kingdom. These states offered the greatest pay, career progression options (free

training courses), and incentives such as living costs reimbursement and other enticing

perks that student nurses anticipate to obtain. Nonetheless, credentials demand at least a

year or two of experience in the hospital system, and other recent graduates who passed

the licensing examinations expressed a desire to work locally in any capacity.

Additionally, as demonstrated by Yasin et al. (2018) in their report "Factors

influencing job expectations of in-service and intern nurses in rural and urban settings,"

nurses work in a variety of contexts with varying expectations, the factors influencing in-

service nurses' job expectations are reward or compensation in both urban and rural

settings, while intern nurses' job expectations are also influenced by reward or

compensation in both settings. These findings suggest that in a variety of situations and

settings, including expatriates' nurses, mobile nurses, and recently graduating nurses,

there really expecting higher rewards or pay benefits associated with service to the

country or community.
 15

Chapter 3

RESEARCH METHODOLOGY

This chapter discusses and describes the analysis methods, testing environment,

materials, measuring procedures, calculation instrument, its assessment, and data

collection processes, as well as the statistical instruments used. This extensive experience

serves as an example of the protocols mentioned in this essay. Additionally, it

incorporates descriptive data into the validation and methodology of measurement

approaches, as well as quantitative data processing through the use of appropriate tools.

Research Method

This research will employ a descriptive-survey method ─ a quantitative method that

aims to determine the nursing students job expectation with local employment in Jose

Rizal Memorial State University on the academic year 2021-2022.

Quantitative analysis may be included in this review because it is concerned with

the collection of numerical data and its generalization across classes of individuals or

with the explanation of specific events (Prieto et al., 2018).

Respondents of the Study

Respondents in this survey are students from Jose Rizal Memorial State

University's College of Nursing and Allied Health Sciences Main Campus. The

researchers will get sample responses using Slovin's formula refer to Table 1 for the

Research Respondents Distribution.

The researchers will identify respondents by emailing them to obtain their consent

to participate, and then sending them the link to the survey questionnaires (Google form).
 16

Table 1. Research Respondents Distribution

Level Population Sample

respondents
BSN 1 187 73

BSN 2 207 81

BSN 3 195 77

BSN 4 30 12

TOTAL 619 243

Research Environment

This research will be done in the Main Campus of Jose Rizal Memorial State

University in Dapitan City, Zamboanga del Norte. The purpose of this research is to

determine the job expectations of nursing students in the local employment. This study

identified the pioneer baccalaureates enrolled on this campus for the academic year 2021-

2022. Students enrolled in the College of Nursing and Allied Health Sciences in

particular. Due to the fact that this study will take place in the midst of a pandemic

COVID-19 situation, the research will be distributed online using a Google Form.

Research Instrument

A 5-point Likert Scale response model standard-modified survey questionnaire with

(5) being the maximum and one (1) being the minimum will be used to acquire the

needed data in this study. The questionnaire consists of two parts. Part 1 includes the

respondents’ demographic profile and Part 2 is the Nursing Students’ Career

Expectations Scale by Abrahamsen and Storvik of 2017.

 17

Validation of Instrument

Instruments are critical to the effectiveness of a research study since they help

define the inquiry's outcomes. Instrument composed of comprehensive word adapted

from Abrahamsen and Storvik of 2017 as measuring tool, and checklists survey-

questionnaire. The significance of the research instrument concerned the accuracy with

which data or information was gathered and collected.

Since, the researcher will utilize a standardized modified questionnaire adapted the

Nursing Students’ Career Expectations Scale by Abrahamsen and Storvik of 2017, the

questionnaire will no longer be subject to validity and reliability testing, but still need to

be reviewed by the researchers’ adviser. Thus, the researcher’s adapted questionnaire is

to determine the nursing students job expectation with local employment. The completed

survey questionnaire is divided into two (2) parts: Part I. Demographic Profile of the

Respondents, and Part II. Nursing Students’ Career Expectations Scale by Abrahamsen

and Storvik (2017).

Scoring Procedure

Likert scale will be used to arrive at a quantitative definition of this analysis since

this suggests that an attitude's frequency is linear, i.e. on a spectrum from high to very

low, which allows the inference that attitudes can be calculated, where Part I comprises

of the demographic profile which will be analyzed using descriptive analysis, and Part II

of the survey questionnaire deal with the Nursing Students’ Career Expectations Scale

adapted from by Abrahamsen and Storvik of 2017, which will be scored using 5-

point Likert scale.

 18

Part II- Nursing Students’ Career Expectations Scale adapted from by Abrahamsen

and Storvik of 2017. To determine level of expectations of the nursing students on local

employment to the following indicators: career growth and reward.

Scale Responses Continuum Descriptive QI

Equivalent

5 4.50-5.00 Strongly Agree Very High (VH)

4 3.50-4.49 Agree High (H)

3 2.50-3.49 Moderately Agree Moderately High (MH)

2 1.50-2.49 Disagree Low (L)

1 1.00-1.49 Strongly Disagree Very Low (VL)

Furthermore, based on respondents’ perception or response, the level of

expectations of the following indicators will be analyzed: career growth and reward. A

mean of 2.50 will be used as a boundary from the scale value. Indicators with a weighted

average of 2.50 or higher in the questionnaire are considered high or perceived as

accurate. Any item with a weighted average of less than 2.50, on the other hand, will

considered low.

Data Gathering Procedure

Prior to the conduct of this study, the researcher would obtain the approval and

advice of the Adviser and the Dean of the College of Nursing in Jose Rizal Memorial

State University, Main Campus. The letter would have consent prior to the delivery of

questionnaires for the report. The researchers will provide a brief description of the

analysis and describe its intent and significance to the respondents, as well as assuring
 19

them of the confidentiality of their answers to the survey questionnaires. The respondents

would receive survey questions from the researchers. After the questionnaires are

retrieved, the data will be tabulated and counted, as well as evaluated and interpreted

using statistical methods.

Statistical Treatment of Data

The data gathered were analyzed and interpreted with the use of appropriate

descriptive and inferential statistics namely:

1) Frequency Counting and Percentage. This is use to summarized data on the

frequency of demographic profile of the target respondents as age, sex, year

level, and family income.

Percentage Formula: P = f/N x 100%

Where:

f = the frequency of response

N= the total number of respondents

2) Weighted Mean. This method is used to assess values that are more significant

than others as they are calculated by multiplying the weight (or plausibility)

associated in determining the level of expectations of the nursing students on

local employment to the following indicators: career growth and reward.

The following is the formula to use in the calculation:

Formula: X = ∑n x 100
N

Where: X = percentage
∑ = summation
n = responses
 20

N = no. of respondents
100= constant

3) Chi-Square test, is the appropriate inferential statistics used in problem 3 in

determining the significant on the level of expectations of the nursing students

on local employment when group according to their demographic profile.

The formula is:

Where: x2 = Chi-square test

O= observed frequency
E=expected frequency
∑= summation

The data will be analyzed and evaluated using Minitab 19 and Microsoft Excel.
 21

REFERENCES

Abrahamsen, E. T., & Storvik, G. H. (2017). Nursing students’ career expectations scale:

Analysis of gender differences, and job side explanations. Career Development

International, 19(4), 404-425.

Ambani, N. L. (2017). Organizational culture, compensation, and career development on

nurse performance with job satisfaction as intervening variables. Jurnal

Medicoeticolegal dan Manajemen Rumah Sakit, 8(2).

Corner, T., & Lopez, A. (2019). Job expectation analysis of Filipino nurses in local and

international employment setting [Doctoral dissertation]. ProQuest Dissertations

and Theses Global.

De Los Santos, Y. J. (2020). Job expectations, job preference, and learning expectations

of nursing students. Journal of Nursing and Healthcare, 5(9), 125.

De Simone, P., et al. (2018). A lens on healthcare support and workforce [Doctoral

dissertation]. ProQuest Dissertations and Theses Global.

Deasy, R.T., et al. (2017). Local nurses job creation dashboard findings. OECD Reviews

on Local Job Creation, 51-77.

Department of Health. (2021). Shortage of nurses feared amid delays in pay, perks.

Welcome to Department of Health website | Department of Health website.

https://doh.gov.ph/node/30060
 22

Galleta, Y., et al. (2019). The influence of nursing image, job value on nursing

professionalism of first year nursing students. Journal of Industrial Convergence,

17(3), 31-38.

Garcia, J. G. (2019). Review of the clinical decision-making skills in undergraduate

nursing students. Journal of Nursing & Care, 08(01).

Joolaee M.A., et al. (2017). The impact of job condition and salary on job motivation

among nurses. Nurses Forum, 19, 112-118.

Juan, D. J.,et al. (2020). Career decisions and professional expectations of nursing

students. Nursing Research, 10(3), 181-182.

Pappa, K., et al., K. (2020). Multilingual nursing education: Nursing students' job

expectation on career growth and compensation. Nurse Education Today, 86,

104311.

Prieto, N., et al., 2018. Practical research: Quantitative method. Rex Publishing.

Ridgeway, H., et al. (2020). Expectation of nursing students on employment: An analysis

of perceived determinants. Nursing Forum, 1(4), 18-28.

Shields, S., & Ward, M. (2017). Determinants associated with the choice of public health

service among nursing students in England [Doctoral dissertation].

https://bit.ly/3qxwEwR.

Simone (2015), C. H. (2015). The nurses' employment curve: Analysis of the theory of

expectancy estimates. Communications in Statistics - Theory and Methods, 45(6),

1682-1692.

Tanggol, G. A. (2021). Healthcare job recovery and growth: The role of government and

local stakeholders. Job-rich Growth in Asia, 1(3), 61-70.

 23

Tencer, P. (2016). Low expectation of employment benefit associated with motivation in

clinical nursing: Baseline findings from an interventional study among nursing

students in Tanzania. Journal of International Nursing Education, 4(7), 552-569.

Wang, R., & Tsai, P. (2017). Nursing students’ expectations and evaluations of mentors’

competences and mentors’ self-evaluations as indicators of mentoring process

quality. American Journal of Nursing Science, 6(5), 382.

Yasin, T., et al. (2018). Factors influencing job expectations of in-service and intern

nurses in rural and urban settings [Doctoral dissertation]. ProQuest Dissertations and

Theses Global.
24
 25

Appendix A

LETTER TO THE DEAN

March, 2021

GRACE R. ABAD, RN, LPT, MAN,

OIC Dean, College of Nursing and Allied Health Sciences
Main Campus, Dapitan City

Maam:

We would like to request permission from your office to allow us to administer the research
instrument of our study entitled “DETERMINANTS THAT INFLUENCE THE NURSING
STUDENTS SATISFACTTION WITH LOCAL EMPLOYMENT” to the Student
Nurses of the College of Nursing and Allied Health Sciences.

In this connection, our target participants will undergo survey questionnaire through online
by the research team in their most convenient time.

We firmly believe that your consent would be a great contribution to the success of our
study. Your approval to conduct this study will be greatly appreciated.

We fervently hope for your full support and cooperation on this matter.

Very truly yours,

LIGUTOM, MILLIEN M.
BONGCALIS, FAITH S.
JULKIRAM, YUOZEF A.
and BALUCAN, JANE MAICAH G.

Researchers

Noted:
JOANNA JAUCULAN
Research Adviser
 26

Appendix B

LETTER TO THE RESEARCH ETHICS COMMITTEE

REPUBLIC OF THE PHILIPPINES

JOSE RIZAL MEMORIAL STATE UNIVERSITY
The Premier University in Zamboanga del Norte
G O V . G U A D IN G AD A Z A S T., ST A. C R U Z , D A P IT AN C IT Y , Z A M B O A N G A D E L N O R T E

C O L L E G E O F N U R SIN G A N D A L L IE D H E A L T H SC IE N C E S

February 4, 2021
ARNEL CUIVILLAS, PhD
JRMSU-REC Chairperson
Dipolog City

Sir:

We would like to request ethical review and certification from your office to allow us to
administer the research instrument of our study entitled “DETERMINANTS THAT
INFLUENCE THE NURSING STUDENTS SATISFACTTION WITH LOCAL
EMPLOYMENT” to the Student Nurses of the College of Nursing and Allied Health Sciences.
Attached herewith is our questionnaire and consent form for your perusal. We fervently hope for your
full support and kind approval on this matter. Very truly yours,

LIGUTOM, MILLIEN M.
BONGCALIS, FAITH S.
JULKIRAM, YUOZEF A.
and BALUCAN, JANE MAICAH G.

Researchers
Noted:

JOANNA JAUCULAN
Research Adviser
 27

Appendix C
CONSENT FORM

Dear Respondent,

We would like to request your consent to allow us to administer the research instrument of our study entitled
“DETERMINANTS THAT INFLUENCE THE NURSING STUDENTS SATISFACTTION WITH LOCAL
EMPLOYMENT” to the Student Nurses of the College of Nursing and Allied Health Sciences.
Attached herewith is our explanation for your perusal.
Safety Procedures
The researcher will use survey questionnaire in gathering the data. The researcher will ask a consent form to the respondents
beforehand that will administer and promise to secure confidentiality of responses. The researchers will distribute the survey
questionnaire to the respondents through social media. The answers given by the respondents will be given importance and
will be kept safe for a period of 2 years.

Risk
You may refuse to answer any of the questions or to withdraw your participation to this study. If the participant is not
comfortable on the tools used in gathering data, he/she may wish/ request non-participation.
Benefits
The findings of the study will provide information for the students to adjust in the conduct of the clinical practice. Moreover,
results may guide them to improve their mental health which will develop them holistically.
Confidentiality
Upon conducting the study, the researchers reassure that no action is done beyond the boundary of the research ethics. No
participants of the study will be violated or taken out their rights and is not forced to undergo the survey.
Contact Information
You can contact the research team via their contact number: 09062069612. You can also message them through email
millienmalayaoligutom@gmail.com
Voluntary Participation
You are not forced to participate in this study. Your willingness to participate is highly appreciated. If you decide to be one of
the respondents, you will be required to sign a consent form. However, you can still have the right to withdraw at any time.
Withdrawing from this study will not cause any harm or trouble to the researcher.

CONSENT
I have read carefully and comprehensively the content of the form. My queries and clarifications on the conduct of the study
have been answered. I have fully understood that
my participation to this study is valuable. I am willing to participate. However, if there are personal reason that hinders my involvement, I
have the right to withdraw anytime without giving an explanation and without cost. I voluntarily agree to take part in this study.

Respondent’s Signature Over Printed Name:

Date:

Thank you and God bless.

Very truly yours,

LIGUTOM, MILLIEN M.
BONGCALIS, FAITH S.
JULKIRAM, YUOZEF A.
and BALUCAN, JANE MAICAH G.

Researchers Noted:

JOANNA JAUCULAN
Research Adviser
 28

Appendix D
QUESTIONNAIRE
REPUBLIC OF THE PHILIPPINES
JOSE RIZAL MEMORIAL STATE UNIVERSITY
The Premier University in Zamboanga del Norte
GOV. GUADING ADAZA ST., STA. CRUZ, DAPITAN CITY, ZAMBOANGA DEL NORTE

COLLEGE OF NURSING AND ALLIED HEALTH SCIENCES

DETERMINANTS THAT INFLUENCE THE NURSING STUDENTS

SATISFACTTION WITH LOCAL EMPLOYMENT
Direction: Below is a questionnaire checklist relative to the conduct of my study.
Please indicate your answer in the space provided for your answer by using a
checkmark (/).

Name (Optional):______________________________________

Age:
( ) 18 years old and below

( ) 19 to 20 years

( ) 21 to 22 years old

( ) 23 years old and above

Year level :( )Level 1 ( ) Level 2 ( ) Level 3 ( ) Level 4

Sex: ( ) Male ( ) Female

FAMILY MONTHLY INCOME:

( ) 5,000 and below ( ) 5,000 to 20,000

( ) 20,000 to 40,000 ( ) 40,000 to 60,000

( ) 60,000 to 80,000 ( ) 80,000 to 100,000

( ) 100,000 and above

 29

PART II

NURSING STUDENTS’ CAREER EXPECTATIONS SCALE

adapted from by Abrahamsen and Storvik of 2017

Direction: Please read all the questions carefully. The survey has been designed to
facilitate easy determining the level of expectations of the nursing students on local
employment to the following indicators: career growth and reward. Answer requires a √
to indicate your appropriate responses using the scale as:

5- Strongly Agree 4- Agree 3-Moderately Agree

2- Disagree 1-Strongly Disagree

A. CAREER GROWTH 5 4 3 2 1
1. I think that to be employed in the
Philippines as a nurse will be difficult for
me to further my professional education.

2. I think that nurses in the Philippines has a

slower career growth pertaining to
promotions.
3. I think that there are few career
opportunities in the Philippine healthcare
system.
4. I think local job employment do not
provide stable career for nurses.
5. I think local job employment as a nurse
will not provide me advantage in doing
my work as the organizational system are
difficult to get along.
6. I think I will not be able to get a chance to
try my own method of doing the job
7. I think local employment promotion for
nurses will be easy.
 30

8. I think locally employed nurses do not get

free trainings and graduate study courses.
9. I think my local employment will not
provide me motivation to better ways of
rendering care.
10. I think to be locally employed nurse will
not fulfill my career ambition.
B. REWARD
1. I think that local employment pay check
will not be enough as a source of living.
2. I think locally employed nurse don’t have
equal compensation rate as to their efforts
exerted.
3. I think local employment don’t provide
the hazard benefits as to the nurses
abroad.
4. Compensation rate of nurses in the
Philippines are underrated.
5. Healthcare benefits of the nurses in the
Philippines are not too much of concern.
6. The incentives of the nurses in the
Philippines are not enough for their
overtime and number of hours on duty.
7. I think locally employed nurses’ salary
are deducted by their health insurances,
and tax.
8. The hazard allowance of locally
employed nurses is not the same on
private and government.
9. I think locally employed nurses are
underpaid and overworked.
10. I think locally employed nurses don’t get
salary increase that is rightful for their
rendered efforts.
 31

CURRICULUM VITAE

Name: Millien M. Ligutom

Age: 21

Sex: Female

Date of Birth: January 18, 2000

Address: Dipolog City

Email Address: millienmalayaoligutom@gmail.com

Contact Number: 09304823970

Civil Status: Single

Height: 5’2

Citizenship: Filipino

Mother’s Name: Agerry M. Ligutom

Father’s Name: Leonor P. Ligutom

EDUCATIONAL BACKGROUND

College: Jose Rizal Memorial State University

College of Nursing

Senior High School: Jose Rizal Memorial State University, Graduated

Junior High School: Rizal Memorial Institute of Dapitan City Inc., Graduated
 32

Elementary: Dapitan City Central School, Graduated

CURRICULUM VITAE

Name: Jane Maicah G. Balucan

Age: 22

Sex: Female

Date of Birth: September 21, 1999

Address: Dapitan City

Email Address: balucanjanemaicah@gmail.com

Contact Number: 09563362235

Civil Status: Single

Height: 5’2

Citizenship: Filipino

Mother’s Name: Cristina G. Balucan

Father’s Name: Marcial J. Balucan Jr.

EDUCATIONAL BACKGROUND

College: Jose Rizal Memorial State University

College of Nursing

Senior High School: Jose Rizal Memorial State University, Graduated

Junior High School: Rizal Memorial Institute of Dapitan City Inc., Graduated
 33

Elementary: Dapitan City Experimental Elementary School, Graduated

CURRICULUM VITAE

Name: Faith S. Bongcalis

Age: 27

Sex: Female

Date of Birth: July 21, 1993

Address: Candelaria, Liloy, Zamboanga Del Norte

Email Address: rey30bongcalis@gmail.com

Contact Number: 09954901387

Civil Status: Single

Height: 5’3

Citizenship: Filipino

Mother’s Name: Bongcalis, Marilyn Sumalpong

Father’s Name: Bongcales, Amelito Aque

EDUCATIONAL BACKGROUND

College: Jose Rizal Memorial State University

College of Nursing

Senior High School: Dipolog Medical Center, College Foundation a De Lasalle

Supervised School (2017-2018)

 34

Junior High School: Liloy National High School (2015-2016)

Elementary: Candelaria Elementary School (2005-2006)

CURRICULUM VITAE

Name: Yuozef S. Julkiram

Age: 22

Sex: Male

Date of Birth: August 24, 1998

Address: Jolo, Sulu

Email Address: Yuozef.julkiram@gmail.com

Contact Number: 09062069612

Civil Status: Single

Height: 5’7

Citizenship: Filipino

Mother’s Name: Salma P Salem

Father’s Name: Jur-amin Julkiram

EDUCATIONAL BACKGROUND

College: Jose Rizal Memorial State University

College of Nursing

Senior High School: Saint Mary’s College of Labason, Graduated

 35

Junior High School: Saint Mary’s College of Labason, Graduated

Elementary: Antonino Elementary School, Graduated