THE JOB SATISFACTION OF

HEALTH CARE WORKERS

IN ILIGAN CITY

CHAPTER I

INTRODUCTION

Background of the Study

Whenever health care workers and college students pursuing medical courses experience

burnout and challenging situations such as extended work hours, patient overload, several

serious cases, and lack of sleep, they commonly describe their job as "toxic." Those who

refuse to work for more than eight hours will be chastised by the nursing supervisor. "Either

you'll be sent to a 'toxic' ward or the next nurse on duty will not be appointed in your place"

(Umil, 2015). Some volunteer nurses in government hospitals in Iligan City have not signed a

contract with the hospital-employers. They are paid P6,000 per month without benefits. They

had been working there for a long time but were unable to find another job due to a lack of

work experience certificates due to the "non-contractual" status of volunteers. [A nurse's]

responsibility is enormous because the nursing profession deals with human lives; however,

in a private hospital, nurses only receive a minimum monthly take-home pay of P9,000 to

P12,000 with few or no social benefits. Complaints for overload work nurses in localities

nationwide with 103 million total populations and 49.54 million total female population.
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According to a 2015 research by the Department of Health and the World Bank, unjust

compensation and the fear of poor supervision cause nurses to be dissatisfied with their jobs.

Filipino nurses are caring in their profession, placing their patients' needs ahead of their own.

The majority of Filipino nurses find fulfillment in providing their patients with

compassionate and high-quality nursing care. Satisfaction is primarily based on affect, work

resources, and self-care, which are the primary factors influencing one's positivity-negativity

ratio (Tamayo, 2015). However, they are dissatisfied with their jobs due to low wages

(government low budget appropriation) and, in the worst-case scenario, are volunteering

(lack of security of tenure). Some nurses desire to fulfill their contracts with hospitals and

pursue their dreams of working in other countries (Umil, 2015). The "toxic" scenario is

discussed in the context of the country. Local health worker dynamics have yet to be

established. The researcher's goal is to describe the job satisfaction of health professionals in

Iligan City and to identify the factors that influence their level of job satisfaction in order to

provide legislative inputs and policy to local public and private executives and health

administrators.
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Figure 1. Maslow’s Hierarchy of Needs (in Vertino, 2014)

Managing a group of people with different personalities is never easy. But if you're managing

or leading a team, it's essential to know what motivates your people, how they respond to

feedback and praise, and what tasks fit them well

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David McClelland's Human

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Motivation Theory gives you a way of identifying people's motivating drivers but has not

been previously applied to examine job satisfaction, might provide a conceptual explanation

of why some individuals experience relatively high job satisfaction in an environment where

their contemporaries experience relatively low job satisfaction (Manktelow, J, Jackson, K.,

Swift, C., et. al., 2018; Harrel, Stahl, 2018).

Conceptual Framework

Job Satisfaction based on Psychological Theories

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Figure 2. Conceptual Diagram of the Job Satisfaction Affected by Organisational Factor

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It will not include any other employees from the said sector.

Significance of the Study

The study that will describe the health workers’ job satisfaction and quality of

organizational factors will benefit the following:

Definition of Terms
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CHAPTER 3 METHODOLOGY

The empirical research will find data and information about the job satisfaction of health

workers in birthing centers in Tacloban City affected by the organizations’ engagement,

supervision, fair compensation, and physical environment. The would-be findings will be the

bases for analysis, conclusion and recommendations of the researcher which can help identify

the areas for policy and management improvement.

Research Design

The study will use acausality research design to describe the Socio-Demographic and

Economic Profile, personality traits of the respondents, and to determine how they are

affectedby the organizational factors.

Locale of the Study

The locale of the study will be Tacloban City, Philippinessituated in Eastern Visayas Region,

Province of Leyte.

Tacloban City governmentis operating a total of 7 birthing units with 7 midwives and 8

registered nurses. Private birthing centers in Tacloban City are totaled to

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The data will be collected from the health workers-respondents representing the total

population of the studythrough personal interface to be conducted by the researcher.

The researcher will send a request leer for permission to conduct interview o Mayor Cristina

Gonzales-Romualdez, chief of public ling-in centers and owners of private ling-in centers.

The survey -interview will be Treated as group and no individuals. All identities, data and

information will be held confidential to protect the safety, integrity and or credibility of the

participants.

Statistical Treatment of Data

The research will use the score value of 5 as Highly Aware to 1 as Totally Not Aware; for

Level of Quality of organizational factors, 5 as Excellent to 1 as Poor; for Level of Job

Satisfaction, 5 is High to 1 as Low; and the Level of Agreement with score value of 5 as

Highly Agree to 1 as Totally Disagree.

The following Table summarized the Measures, Codes and Adjectival Value of the Data

for processing:

Range, Codes and Interpretation of Mean Scores

Statistical Data Analysis

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The Statistical treatment of the data to be gathered will include the use of Percentage,

Assumed Mean-Unit Deviation Method and One-way ANOVA. The significant value is set

to 0.5. This will determine the statistical significance of data results to accept or reject the

hypotheses.

The one-way analysis of variance (ANOVA), developed by a biologist, Ronald Fischer

(1890-1962) , is used to determine whether there are any statistically significant differences

between the means of three or more independent (unrelated) groups. This guide will provide

a brief introduction to the one-way ANOVA, including the assumptions of the test and when

you should use this test (Laerd, 2017).

The following formula are used:

P=f/n (100)

Where : P- Percent

f- Frequency

n- Number of respondent-participants

Weighted Mean

To find the weighted mean, the formula below will be use.

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Where:

X0 = assumed mean F = Frequency

W = Weight

∑ = Summation
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N = Number of cases

The researchers used One-way ANOVA to see the significant difference among

the factors affecting the students’ academic studies.

F=

Where,

F = Anova Coefficient

MST = Mean sum of squares due to treatment MSE = Mean sum of squares due to error.

Formula for MST is given below:

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Where,

SST = Sum of squares due to treatment p = Total number of populations

n = Total number of samples in a population.

Formula for MSE is given below:

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Where,

SSE = Sum of squares due to error

S = Standard deviation of the samples N = Total number of observations.

The analysis will be based on 1 independent variable (organizational factors) with more than

2-levels (engagement, fair compensation, supervision, physical environment and job aspect)

and 1 Dependent Variable (Job Satisfaction). The result will give the users the understanding

how each factor affects the job satisfaction of the health workers (Agustin, 2017).
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). A comparison of job satisfaction of

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JOB SATISFACTION OF HEALTH CARE WORKERS IN BIRTHING CENTERS IN

TACLOBAN CITY SURVEY QUESTIONNAIRE

Part I- Health Workers’ Profile

Direction : Please provide the needed data/ information on the blank space ( ) or put a

check mark (/) inside the parenthesis to represent your answer.

Name: (optional)

Age:

Sex: ( )Male ( ) Female

Marital Status ( )Single ( ) Married ( ) Widow/er ( )Separated/Divorced

Address:

Ling-In Category ( ) Private ( ) Government-owned

Job Category ( ) Permanent/Regular ( ) Casual ( ) Co-terminus ( ) Substitute ( ) Others;

Designation/Position ( ) Midwife ( ) Attending Nurse

Highest Educational Attainment ( ) Undergraduate ( ) Maser ( )Postgraduate (

)Postdoctoral

Monthly Family Income ( ) PhP300,000.00 and below ( ) PhP300,001.00 and above

Years of Medical Work experience ( ) 1-2 years ( ) 3-5 years ( ) 6 years and above
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Part II- THE LEVEL OF AGREEMENT OF HEALTH WORKERS ABOUTTHEIR

PERSONALITY AND ENVIRONMENTAL FACTORS AFFETCING THEIR JOB

SATISFACTION

Direction: The following are statements describe the factors affecting job satisfaction. Please

encircle the number that corresponds to your level of awareness to each statement.

Numerical Value Category

5 Highly Agree
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4 Agree

3 Not Sure

2 Disagree

1 Totally Disagree

Engagement

1. Our center provides job security. 5 4 3 2 1

2. Our center employs career 5 4 3 2 1

advancement.

3. Our center promotes employees 5 4 3 2 1

based on merits

4. Our center is committed to Human5 4 3 2 1

resources well-being.

5. Our center employs contractual5 4 3 2 1

employees and does not appoint

regular and permanent staff.

Supervision

6. We are supervised and monitored 5 4 3 2 1

closely.

7. We are told to do our duties from5 4 3 2 1

time

to time.

8. We are supervised with tact and 5 4 3 2 1

good human relations.

9. the management communicates 5 4 3 2 1

effectively and encourages initiative.

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10. We are trusted and given autonomy 5 4 3 2 1

in the performance of our job

Fair Compensation

11. My pay is equally industry standard. 5 4 3 2 1

12. My pay is fairly sufficient for my 5 4 3 2 1

needs.
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13. I received overtime and night 5 4 3 2 1

differentialpay.

14. I received annual 13 month pay. 5 4 3 2 1

15. Ireceived annual bonus & incentives. 5 4 3 2 1

Physical Environment

16. We provide EmOC and BmOC. 5 4 3 2 1

17. We provide BmOC only. 5 4 3 2 1

18. We have sufficient beds and 5 4 3 2 1

delivery and recovery facility.

19. We have adequate trained staff 5 4 3 2 1

20. We have adequate equipment 5 4 3 2 1

and supplies, medical, water, electrical, etc.

Job Aspects

21. My work means to me especially getting in5 4 3 2 1

touch with mothers and

or babies.

22. My job is challenging particularly 5 4 3 2 1

In saving he lives of mothers and babies.

23. My job provides me opportunities To5 4 3 2 1

practice m professions as skilled

health worker.

24. My job leads me o higher knowledge 5 4 3 2 1

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and skills opportunities.

25. My job requires specialization that 5 4 3 2 1

which my knowledge and personality fit in.

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Part III- THE LEVEL OF FREQUENCY OF BEHAVIURS

Direction: Please encircle the number that applies to you.

Numerical Value Category

5 Always

4 Very Often

3 Sometimes

2 Seldom

1 Never

Personality

1. I like influencing others 5 4 3 2 1

2. I am not contented with5 4 3 2 1

my performance.

3. I am motivated when recognized. 5 4 3 2 1

4. I want to be in teams interacting. 5 4 3 2 1

5. Conscientiousness 5 4 3 2 1
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6. I like others ideas and new5 4 3 2 1

methods

7. I easily get exhausted5 4 3 2 1

interacting with patients.

8. I easily get depressed or angry. 5 4 3 2 1

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Part IV- THE LEVEL OF SATISFACTION OF HEALTH WORKERS

Direction: Please encircle the number that corresponds to your level of satisfaction to each statement.

Numerical Value Category

5 Highly Satisfied

4 Satisfied

3 Not Sure/ Not Applicable

2 Dissatisfied

1 Extremely Dissatisfied

Engagement

1. Our center provides job security. 5 4 3 2 1

2. Our center employs career5 4 3 2 1

advancement.

3. Our center promotes employees 5 4 3 2 1

based on merits

4. Our center is committed to5 4 3 2 1

Human resources well-being.

5. Our center employs5 4 3 2 1

contractual employees and does not appoint

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regular and permanent staff.

Supervision

6. We are supervised and monitored 5 4 3 2 1

closely.

We are told to do our duties from 5 4 3 2 1

timeto time.

We are supervised with tact and 5 4 3 2 1

good human relations.

the management communicates 5 4 3 2 1

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effectively and encourages initiative.

We are trusted and given autonomy 5 4 3 2 1

in the performance of our job

Fair Compensation

11. My pay is equally industry standard. 5 4 3 2 1

12. My pay is fairly sufficient for my needs. 5 4 3 2 1

13. I received overtime and night 5 4 3 2 1

differential pay.

14. I received annual 13 month pay. 5 4 3 2 1

15. I received annual bonus & incentives. 5 4 3 2 1

Physical Environment

16. We provide CEmOC and BEmOC. 5 4 3 2 1

17. We provide BEmOC only. 5 4 3 2 1

18. We have sufficient beds and 5 4 3 2 1

delivery and recovery facility.

19. We have adequate trained staff 5 4 3 2 1

20. We have adequate equipment 5 4 3 2 1

and supplies, medical, water, electrical, etc.

Job Aspects

21. My work means to me especially getting5 4 3 2 1

in touch with mothers and

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or babies.

22. My job is challenging particularly 5 4 3 2 1

in saving the lives and care of mothers and

babies.

23. My job provides me opportunities To practice m 5 4 3 2 1

professions as skilled

health worker.

24. My job leads me to higher knowledge 5 4 3 2 1

and skills opportunities.

25. My job requires specialization that 5 4 3 2 1

which my knowledge and personality fit in.

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Part V- THE LEVEL OF JOB PERFORMANCE OF HEALTH WORKERS

Direction: Please encircle the number that corresponds to your level of performance to each statement. Self-

rated evaluation result will not be used against anyone but for the sole purpose of the stud to determine possible

effect on job satisfaction by performance and vice versa.

Numerical Value Category

5 Excellent

4 Very Good

3 Average/Fair

3 Needs Improvement

1 Poor

Leave unencircled if not applicable.

1. Triage- Acuity, urgency of5 4 3 2 1

patient.

2. Life-saving interventions. 5 4 3 2 1

3. Recovery duties. 5 4 3 2 1

4. CEmOC duties (caesarian,5 4 3 2 1

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anesthesia, blood transfusion, etc.).

5. Routine and BEmOc duties. 5 4 3 2 1

(vacuum aspirations, Oxytocics, intravenous antibiotics, instrumental delivery, retained placenta

removal, neonatal resuscitation, etc.)