Job Satisfaction Among Staff Nurses of Romel Cruz Hospital during COVID-19

Pandemic: Basis of Mental Health Support

A Research Paper Submitted in Partial Fulfillment of the Requirements for

the Degree of
Bachelor of Science in Nursing

Galman, Thrixie Ann

Gatmaitan, Jaira Kai
Mallari, Kathleen Andrei
Roque, Mary Joy
Rosario, Blessie Grace
Sanchez, Hazel
Santos, Zaira Reine
Sarmiento, Daniella Marie
Sunga, Aubrey
Yabut, Robert
Yutuc, Charlene May

La Consolacion University Philippines

2022

1
 APPROVAL SHEET

This thesis entitled “Job Satisfaction Among Staff Nurses of Romel Cruz
Hospital during COVID-19 Pandemic: Basis of Mental Health Support”
prepared and submitted by Thrixie Ann Galman, Jaira Kai Gatmaitan, Kathleen
Andrei Mallari, Mary Joy Roque, Blessie Grace Rosario, Hazel Sanchez, Zaira
Reine Santos, Daniella Marie Sarmiento, Aubrey Sunga, Robert Yabut, and
Charlene May Yutuc, has been approved and accepted as partial fulfillment of the
requirements for the degree of Bachelor of Science in Nursing.

Dr. Carlo Vincent Jordan, RN, MAN

Adviser

PANEL OF EXAMINEES
Approved by the Committee on Oral Examination with the grade of
on .

Chairman

Member Member

Accepted as partial fulfillment of the requirements for the degree in

Bachelor of Science in Nursing.

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Acknowledgement

3
ABSTRACT

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 Table of Contents

Title page 1
Approval Sheet 2
Acknowledgement -
Abstract -
List of tables -
List of Figures -
List of Appendices -

Chapter I: The Problem and Its Background

Introduction 7
Review of Related Studies 12
Significance of the Study 29
Theoretical Framework 31
Conceptual Framework 36
Research Paradigm 38
Statement of the Problem 39
Hypothesis of the Study 40
Definition of Terms 40
Scope and Delimitation of the Study 42

Chapter II: Methodology of the Study

Methods and Techniques Used 43
Locale of the Study 45
Respondents of the Study 45
Instruments of the Study 46
Data Gathering Procedure 47
Data Processing and Statistical Treatment 48

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 Ethical Considerations 48

References 50

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 CHAPTER I
THE PROBLEM AND ITS BACKGROUND

Introduction

Nation after nation has been affected by the COVID- 19 pandemic. Health

crises are an essential psychosocial risk factor for nurses. As a rule, psychosocial

gambles comprise complex issues influencing workers' well-being, efficiency, and

proficiency. Despite their significance, hardly any examinations break down nurses'

psychosocial threats during a health crisis brought about by a pandemic or dissect

their impression of the crisis and its connection to such dangers (Giménez-Espert,

Prado-Gasco, & Rubio, 2020). Nurses' commitment to worldwide well-being is

undisputed and putting resources into working on their satisfaction benefits society.

Putting resources into the functioning circumstances and personal satisfaction of

nurses benefits their prosperity as well as their presentation and, likewise, the

whole health care system (Antwi & Buchan, 2020).

According to Gulsen (2019), the nursing profession requires emotional labor

and job satisfaction, which shows contrasting outcomes in nursing. These caring

medical teams were tasked with preserving patients' lives and stopping and

containing the pandemic outbreak because they were the center of the COVID-19

attack. However, the rate of infections quickly rose significantly as a result of

COVID-19's unexpected epidemic. As a result, frontline medical professionals

experienced heavier physical and psychological strains, heavier workloads, and

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increased infection risks, which hindered their ability to be satisfied with their work.

(Yu et al., 2020).

On the other hand, Erdal et al. (2021) emphasized that extreme changes

brought on by the pandemic have affected how satisfied people are in their lives and

at work. In business and work psychology, the idea of job contentment is essential.

For the physical and mental health of employees, job contentment is vital.

Job satisfaction is a personal opinion or attitude toward different parts of the

job that is influenced by various variables. It is significantly impacted by work

stress. Recent research demonstrates that nurse job satisfaction is positively

correlated with enhanced care quality and quantity, a better work environment,

increased productivity, improved communication, staff self-esteem, organizational

citizenship, life satisfaction, and client satisfaction (Ameen & Faraj, 2019). Yu et al.

(2020) stated that job satisfaction evaluates an employee's intellect and perception of

their job, emotional experience, and all other connected factors or perspectives (Yu

et al., 2020). Stress can negatively impact a nurse's mental and physical health due

to the psychosocial dangers they are exposed to. Burnout syndrome can result from

ongoing workplace stress. Emotional intelligence, which has been linked to physical

and psychological health, job satisfaction, enhanced job commitment, and reduced

burnout, is a crucial protective factor against psychosocial risks (Soto-Rubio et al.,

2020).

Additionally, Employees become offenders who aid in completing goals;

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they have thoughts, feelings, and wants that might affect unfavorable attitudes,

which should be prevented as soon as possible. Life satisfaction is influenced by

how well people use their skills, passions, and unique attributes to realize their

goals. Job satisfaction is one aspect of life contentment. To develop these positive

views about employees, managers should improve employee satisfaction and

motivation. High levels of satisfaction encourage workers to invest more time and

effort in the company.

Additionally, staff productivity and dedication to staying loyal will be

influenced by job satisfaction (Diana et al., 2021). Furthermore, in times of disaster

and medical emergencies, including disease outbreaks, nurses worldwide have

contributed significantly from the beginning of the nursing profession. The

pandemic's unprecedented pressure on every nation's healthcare system has

presented nurses with several difficulties, including increased patient volume,

increased patient load, and COVID-19 protocols, which may impact their well-being

and ability to perform their jobs. Despite this, nurses remain committed to their roles

(Labrague & De Los Santos, 2020). The latest study by (Yu et al., 2020) reveals that

frontline medical personnel reported "pretty decent" levels of job satisfaction, which

improved over past medical staff data on related topics. By accommodating their

reasonable requests, enhancing the emergency response and practical operation

training of junior staff, and ensuring they have enough time for sleep and rest,

related management departments could further enhance the job satisfaction of

frontline medical professionals.

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 Standard care or high-quality care is always the priority of the health care

system. However, some nurses had undergone circumstances wherein they had been

exposed to a stressful environment which tends to be a concern for the mental health

of the nurses. According to earlier studies, people were more likely to display the

stress symptom related to the event if they thought the life event was more

threatening (Rybojad et al., 2019). Everyone wanted to help with the fighting;

therefore, they accepted doing overtime work or changing their regular job duties

since they believed that was the right thing to do (Jenaro, Flores, Orgaz, & Cruz,

2011). This could be why frontline nurses' psychological well-being was affected by

working extra or changing their job assignments. According to the cross-sectional

study of Yu X et al. (2021), the factors influencing job satisfaction include

education, years of work experience, anti-epidemic work duration, daily sleep

duration, and form of participation. However, a study by Labrague L. & Delos

Santos J (2021) discovered that a higher level of fear of COVID19 is linked to lower

job satisfaction. Other related studies have discussed the factors affecting nurses'

stress and job satisfaction. And yet, there is a lack of studies that focuses on and

addresses the mental help support needed of the staff nurses working during the

pandemic that affects their job satisfaction. This study tends to focus on elaborating

and understanding how we can address mental health support for the nurses during

the pandemic that affects their job satisfaction.

Previous studies found that people were more likely to display the stress

sides effects associated with the situation if they believed the life event to be more

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significant. They also found that people who initially reported high job satisfaction

but then saw a decline were more likely than those who consistently reported high

job satisfaction to report trouble sleeping and excessive worrying, and had a lower

mental health score. In terms of mental issues like depression, they did not perform

any worse. Reliable efforts should be implemented aiming at protecting physicians'

physical and mental well-being, enhancing their working conditions, and raising

awareness about burnout. Evidence-based decisions and proper utilization of

financial and human resources at institutional and national levels are believed to be

crucial for the sustainability of the health workforce, especially in crisis. Higher

levels of professional dedication have seen among nurses who reported feeling

satisfied in their jobs. On the other hand, role conflicts, workload, and

psychosomatic issues were linked to nurses' low job satisfaction during the

pandemic. Thus far, job satisfaction has been found to be a mediator between

occupational stress and intention to quit from job, indicating that the more satisfied

long-term care nurses are with their jobs, the lower the occupational stress and

intention are.

This study aims to investigate the level of the job satisfaction and its

contributing factors to mental health among staff nurses of Romel Cruz Hospital

during covid-19 pandemic. Specifically, the study focuses on how to address mental

health support for the nurses during the pandemic that affects job satisfaction.

Therefore, in this paper, the researcher aims to assess the mental health problems

among nurses.

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 Because of the pandemic surge that happened, there are a lot of struggles that

nurse’s experience. Among all, one is their workload that arise and additional hours

of duties during the covid 19 that can elevate the stress level among staff nurses, so

as future nurse, researchers are motivated to conduct this study to have deeper

understanding on how to address job satisfaction and to have a basis on how we can

give staff nurses support in terms of their mental health status. Staff nurses in

hospitals always have masses of workload to do, they are responsible for giving

quality holistic care, charting, monitoring vitals signs and nurturing patients to

recovery. So as the patients under covid cases arise the staff nurse duties also

increases so the motive of this study is to know the staff nurse satisfaction in their

job that can possibly increase their stress level as well.

Review of Related Studies

The authors carry out a review of literature to gain knowledge and

information related to COVID-19 and Job Satisfactions. A wide variety of journals

and articles from different platforms are used. A manual search of related literature

was done using Google Scholar, Pubmed, Eric.ed, OnlineLibrary, PMC, etc.

published from 2017 up to date.

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Covid - 19

The global COVID-19 pandemic, according to Sadang (2020), has created a

difficult and stressful working environment for healthcare providers, particularly

doctors and nurses in the hospital and community-based settings. Furthermore, the

disease's rapid spread, particularly in the Philippines, significantly impacts the

economy and health. The pandemic even interferes with people's daily activities.

Nurses are the major frontlines in the war against the COVID19 pandemic. Despite

their contributions and sacrifices in combating the global health crisis, nurses have

reported various internal and external struggles and difficulties in and out of the

workplace. Due to a lack of PPE, safety concerns, and a complex workload at their

various healthcare institutions, nurses are most concerned about their safety as well

as the physical safety of the patients during this health crisis. Moreover, the complex

workloads and staffing shortage cause inefficiencies in their working environment,

as healthcare professionals are less able to handle rapid changes. During the

pandemic response, nurses are constantly faced with personal concerns, such as the

risk of contracting the disease and unknowingly spreading it to family members.

Moreover, studies claimed that nurses had experienced depression, anxiety, stress,

burnout, and workplace discrimination while fighting the COVID-19 pandemic.

The Covid-19 pandemic has focused on the entire health care, especially the

nurses working on the front line. It has become the most difficult challenge because

of the tremendous pressure, inadequate protective equipment, fear of being infected,

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and the fear that they may infect their family members. The study by (Savitsky,

Radomislensky, and Hendel, 2021) reveals that compared to other nurses, nurses

assigned at the covid facility reported less job satisfaction; this is believed to occur

due to a lack of personal defensive gear in the early months of the pandemic.

According to another study (Labrague, 2021), clinical nurses are suffering from

pandemic fatigue due to the current Coronavirus pandemic and the many steps taken

to prevent it. Study results indicate moderate to severe fatigue among Filipino

nurses caring for COVID-19 patients. Pandemic fatigue includes physical and

mental tiredness, reduced motivation, inability to focus, periods of burst of emotion,

and anxiety. Given the negative effect of fatigue, institutional measures must be

implemented to address the problem and improve nurses' general health and

well-being. A study by (Setyaningnum, Nursalam, Fityasari, and Farhanidiah, 2022)

states that before COVID-19 and throughout COVID-19, three elements have an

impact on the job satisfaction of nurses: psychological, organizational, and personal.

Consequently, it is crucial to control these aspects to improve job satisfaction.

According to the study of Labrague & Santos (2020), nursing associations

like the International Council of Nurses (ICN) underlined the condemning job

nurses play during crises and catastrophe circumstances. While nurses remain

focused on this job, the unusual strain placed by the pandemic on each country's

health care system has introduced different challenges to nurses, which could

negatively affect their productivity and efficiency. Much more terrible, nurses are

putting their lives in extreme danger to do their obligations, causing serious

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apprehension about being contaminated or accidentally tainting others. With that,

work-related pressure is a quickly developing reason for work-related illnesses and

injuries, explicitly among health care workers. Work-related pressure related to

COVID-19 is a fundamental sign of psychological sickness. It can prompt

uneasiness and misery in the co-event of endless deaths and extended work shifts

with the most different questions and requests. During the worldwide reaction to the

scourge, health care workers are, without a doubt, required. However, they address

perhaps the weakest person concerning gaining the exceptionally infectious

sickness. Bunches of health care workers serving on the frontline of the COVID-19

pandemic have become contaminated, and more have been in isolation after

exposure. Keeping the well-being of nurses is of vital significance in overseeing

irresistible illnesses as they have consistently assumed a fundamental part in

avoidance and control during plagues (Said, 2020).

On the other hand, nurses face a high mental responsibility in presenting

their obligations. Based on the research and guidance of the US National Institute

for Occupational Safety and Health (NIOSH) position the nursing profession among

the primary 40 callings with a high commonness of sicknesses brought about by a

weighty responsibility. Because of the specific idea of their occupation, nurses are

troubled with an outstanding obligation, a weighty responsibility, excessive work

pressure, and the need to work in pivotal shifts. Research discoveries show that a

weighty responsibility prompts not exactly ideal consideration for the patients.

Subsequently, an expanded responsibility can influence work execution as one of the

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significant marks of outcome in all associations (Pourteimour et al., 2021)

In the paper of Rubio et al. (2020), The interaction between the psychosocial

risks that medical professionals, particularly nurses, must deal with during a health

emergency like the COVID-19 pandemic. The virus has had a huge global impact on

all spheres of life. It has caused and continues to pose a challenge in society,

politics, economics, and health. It also requires a tremendous amount of individual

and group effort, with a considerable and protracted emotional cost to the general

populace. We are up against a challenge as a species, society, and individuals. In this

environment of great demand, numerous uncertainties, social overload, and harsh

weather, many professionals work long hours under challenging circumstances. The

nurses' jobs are crucial among them. The participants appear to have a certain level

of resilience as evidenced by their high levels of job satisfaction and engagement,

which may be related to their awareness of the enormous importance of a list of the

tasks that need to be completed, significantly more than ever in these extreme

circumstances. Studies have identified that nurses can manage their vulnerability

using their strengths (personal, professional, contextual, and spiritual) by increasing

their resilience. These strengths reflected a balance of personal attributes such as

personal values (caring), attitudes (being optimistic), and beliefs (religion) along

with their professional skills (communication) in the contexts in which they worked

(work environment, available support). Because of the global COVID-19 dilemma,

resilient nurses are more likely to stay in the workforce, which is of critical

importance. Despite not receiving the highest score, nurses believe COVID-19

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strongly influences their job. This result could be because of the questions' specific

references to the work, even though COVID-19 has had a significant global

influence on all facets of society, impacting interpersonal, familial, and societal

connections in general. Because of this, nurses may view the effects of COVID-19

as having an overall, far-reaching effect rather than just ones that directly affect their

place of employment.

There could be several concerns for staff nurses, given that the COVID-19

pandemic is still a crisis and the possibility of more crises of a similar nature exists.

Nurses must receive training before eradicating the pandemic, including instruction

in resilience development, learning more about controlling and preventing

epidemics, and becoming more familiar with Covid-19 cases. Some intervention

techniques, including educational training, emotional management training,

psychological counseling, preserving a healthy team culture, boosting social

support, and engaging in suitable exercise, may be considered during the epidemic.

It has also been advised that nurse managers reasonably arrange nurses' schedules

since this might significantly reduce their burden and working hours (Yi et al.,

2022). As a result of COVID, 19 virus pandemics have significantly impacted

organizations in recent years, and these impacts are completely linked to issues with

human resources. The organization's success depends on its human resources. In

order for companies to maximize their efficacy, efficiency, and production through

the use of human resources, good human resource management is necessary.

Working environment security and well-being measures are carried out to safeguard

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representatives. The workplace safety and health for workers, staff, or organizations

to avoid illnesses in the workplace, identify factors that may cause work accidents,

and take the act or preventive measures in the case of a work incident (Darmadi et

al., 2022).

According to Sadang, "The COVID-19 pandemic surge created a sudden

massive change in the lives of nurses in healthcare systems, culminating in

strenuous and burdensome tasks in their daily combat against this virus"

(Sadang,2020). In addition to that. Medical workers naturally have a high-risk

profession, but with the ongoing pandemic, the risk is relatively high. (Nguyen et

al., 2020) During the COVID-19 pandemic, medical staff endured heightened risks

daily (Reyes et al., 2021). As the COVID-19 pandemic proceeds, the occupational

stability of Philippine Health workers has been jeopardized. The rationale for the

compromise was that Health workers were the primary lines of protection against

the deadly virus. As a result, ubiquitous anxiety on the frontline was rampant, and

this worry can bring off emotional stress and institutional and competent turnover

intentions (Labrague & De Los Santos, 2020). Caregiver mental health must be

essential to be well addressed and sustained during and after COVID-19, as

caregiver welfare has lengthy effects on cares, their children, and carer's family

groups (Friesen et al.,2021).

Filipino nurses stay with their families and provide health care services and

nurse-patient ratio in the Philippines, but with only 75,000 available, the shortage is

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apparent. The unprecedented rise in infections and the shortage of nurses have

increased work hours, but the pay and contracts did not improve. The COVID-19

pandemic crisis leads nurses to stressful and overwhelming challenges in their

everyday life to fight this virus (Sadang J., 2020). Starting salaries for nurses

working in public hospitals range from 22,000 pesos to 33,575 pesos per month,

mostly on short-term contracts and without good benefits. Private hospital nurses

have it worse at only 8,000 pesos per month. About 40% of nurses working in

private hospitals have already renounced, and 5,000 nurses have received travel

permits after restrictions replaced the COVID-19 ban to ensure that the supply of

nurses in the Philippines meets the demand. The insufficient number of nurse staff

results in declining quality of healthcare services. (Jarrar M., et al.,2018)

Job Satisfaction

Burnout syndrome can result from ongoing work-related stress. This stress

can impact both the psychological and physical health of nurses. A study by

(Soto-Rubio et al., n.d) reveals that Psychosocial risk considerations are essential for

workers because they are most likely to be exposed to high stress and responsibility.

The result of this study shows that psychosocial risk and emotional intelligence can

predict burnout, job satisfaction, and nurses' health, which are viewed as

psychosomatic health problems. The ability to manage psychosocial risk appears to

be linked to aspects of job satisfaction that serve as a barrier to the danger that job

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stress generally entails. Unquestionably, nurses have a significant contribution to the

entire healthcare of the world, especially during the Covid-19 pandemic. Society

will benefit if their quality of life is improved. The whole health care system helps

by improving nurses' working circumstances and quality of life, enhancing their

performance and overall health.

Mousazadeh, S., Yektatalab, S., Momennasab, M., & Parvizy, S. (2019)

stated that job satisfaction is one of the essential factors for health care providers.

Nurses provide 50% of health services and manage 80% of health-related tasks in

other countries. Their contentment, therefore, has an impact on the effectiveness of

the organization and the quality of healthcare. Nursing disobedience, absenteeism,

and a weakened feeling of commitment and duty are all consequences of long-term

job dissatisfaction, which disrupts the organization. Additionally, mistakes in

nursing and medicine, as well as other negative behaviors, are influenced by job

discontentment. On the other hand, better job satisfaction brings about a sense of

self-worth and increased productivity. If a person is happy in their employment, they

are more likely to stay in that position. The study by Hakami A, Almutairi H,

Alsulyis R, Rrwis TA, and Battal AA (2020) discussed that Job satisfaction is "a

pleasant or favorable emotional state coming from an assessment of one's

employment or employment experiences." Moreover, Job satisfaction is critical

because it could influence a person's commitment to their organization. Job

satisfaction is an individual's level of contentment with their employment. A nurse's

level of job satisfaction can be determined by factors including how satisfied they

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are with their workplace, the nature of their work, or their leaders.

In another study, according to the authors, participants showed increased job

satisfaction in terms of relationships with coworkers, anti-epidemic work

fulfillment, and work recognition. Participants expressed less satisfaction with the

intensity of the anti-epidemic activities, wages relative to the workload, and working

conditions. Their job happiness was influenced by education, work experience, the

length of the anti-epidemic workday, daily sleep duration, and the type of

engagement. This study showed that an individual's daily sleep length was a positive

influencing factor for work satisfaction. The longer an individual's daily sleep

duration, the greater job satisfaction. Insufficient sleep will impact a person's mental

state and can result in significant health issues because sleep length is the leading

indicator of life quality. Frontline anti-epidemic medical workers, who deal with

much labor and stress, require enough sleep to recover from exhaustion and prepare

for the next day. (Yu et al., 2022). According to the study by Allan, Dexter, Kinsey,

and Parker (2018), as well as Faragher, Cass, and Cooper (2005) and Satuf et al.

(2018), high occupational satisfaction also reduces turnover and readiness to quit the

field (Baernholdt & Mark, 2009; Heijden, 2007; Mazurenko, Gupte, & Shan, 2015).

In their study, nurses' mean occupational satisfaction scores indicated that they were

prepared to leave the profession lower. During an emergency, it is essential to look

out for individuals who take risks on the front lines. A severe illness called

COVID-19 puts healthcare professionals and their families at risk of infection.

Healthcare organizations should avoid any PPE shortages that would jeopardize the

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fundamental principles of the nursing profession, such as providing care for patients

who are ill or injured. Although challenging working conditions can impair

fundamental nursing ideals, this did not actually happen. This study demonstrates

that nurses are highly driven and uphold their profession's beliefs even under trying

circumstances, albeit they are still at risk.

The conventional concept of job satisfaction focuses on all of an individual's

feelings regarding his or her job. Nevertheless, the degree to which a job is

rewarding or unsatisfying depends not only on the nature of the position but also on

the expectations that employees have for their position. The critical work of Maslow

(1954) proposed a five-level hierarchy of human wants, from physiological

necessities to safety, belongingness and love, esteem, and self-actualization. Some

scholars have examined job satisfaction from the perspective of need satisfaction

based on Maslow's theory. (Kuhlen, 1963; Worf, 1970; Conrad et al., 1985). The

attitudinal perspective has taken over in the research of job satisfaction due to the

diminished popularity of this strategy due to the growing focus on cognitive

processes rather than fundamental requirements. Thus, an employee's affective

orientation toward their work is reflected in their level of job satisfaction (Price,

2001). It can be viewed as a general sentiment toward the position or as a collection

of attitudes towards specific elements or aspects of the position. Herzberg and

Mausner (1959) developed the two-factor theory of job satisfaction and proposed

that contentment and discontent were two distinct and occasionally even

unconnected phenomena. This hypothesis was in opposition to the conventional

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viewpoint. Borman and Motowidlo (1993) organize performance into two

categories: task performance and contextual performance. Task performance is a

technical core-related activity and contextual performance or conduct that preserves

the social context in which the technical core must operate. Based on Santis et al.

(2018), quoted in Eliyana & Sridadi (2020), job performance refers to a person's

capacity to contribute positively to task performance and contextual performance. In

this instance, someone who fulfills his obligations appropriately to successfully

contribute to direct patient care (AlMakhaita et al., 2014). Due to the workload and

rewards involved, job satisfaction is a behavior that is frequently seen in the

workplace (Robbins, 2001, p. 24). Naturally, a person who works could feel either

satisfied or unsatisfied with their work (Eliyana & Sridadi, 2020). These emotions

result from evaluating the task or experience (Locke, 1969). Kornhauser and Sharp

(1932) in Basher Rubel & Kee (2014) found that contented workers are valuable

assets to the company because their performance can boost its performance.

According to the Social-Cognitive Theory, employee performance is influenced by

attitudes toward their jobs (Ajzen, 1991). Therefore, job satisfaction has an impact

on nurse performance.

Typically, work problems and job satisfaction are related. According to

Jameel et al. (2020), seven job problems are typically connected to job satisfaction.

These include things like a physically stressful environment, genuine passion for the

particular job, a job that is not overly stressful, equal incentives, good working

conditions, bragging rights for employees' self-esteem, and support from

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management in terms of problem-solving, providing interesting work, and making

good salaries and/or promotions available. Job satisfaction is a collective concept

that includes the employees' working conditions and level of contentment. Different

personal and external aspects in the workplace, such as compensation, the working

environment, and promotions, can affect how employees are perceived, either

positively or negatively. There are aspects to job satisfaction: emotional and

cognitive. The cognitive aspect analyzes the current circumstance and assesses the

expectations and norms, whereas the emotional aspect reflects the person's current

emotional state. After establishing that the work satisfies their needs, job satisfaction

is the individuals' interest in their work and their favorable perception of their jobs

(Jameel et al., 2020)

The medical job environment for nurses is immensely stressful during the

pandemic, the combination of stress, sensitivity to COVID-19, surges in workload,

and an onerous workplace situation has created a difficult working environment that

impairs the quality of care provided to COVID-19 patients (Hamid Sharif Nia et al.,

2021). Sapar and Oducado (2021) explained that Job satisfaction is a recognized

determinant of nurses' decision to stay in their current workplace. Job satisfaction is

linked to issues in nurse recruitment and retention. (Asegid et al., 2014). According

to Woolflorde, "Nurses must work in a protected and fulfilling environment. A

setting in which they might reach their potential for leading the path to better health"

(Woolforde,2019). The pressure on Health care workers, as well as the numerous

challenges they encounter, such as increased infection risk, agitation of becoming

24
infected and able to infect family and loved ones, heavier work duties, mental health

issues, insufficient personal protective equipment, a lack of support, and disruptions

in work-life balance, have all resulted in lower job satisfaction (Afulani PA et al.,

2021). Anxiety interconnected to the COVID-19 outbreak is rampant among nurses,

taking hold of their well-being and job performance (Labrague & De Los Santos,

2020). During the pandemic, anxiety is widespread among health care providers

who are closely engaged in managing afflicted patients. Furthermore, because of

their active connection with COVID-19 patients, health care workers are more prone

to traumatic events such as patients' agony and mortality, which may exacerbate

their concerns and stress (Pappa et al., 2020).

The COVID-19 outbreak has impacted people's lives throughout the world.

The effects of the epidemic on society as a whole are felt in social, economic,

physical, and psychological ways. As a result of the pandemic crisis, there has been

a considerable rise in mental conditions since the pandemic started in 2020. One

year after the COVID-19 pandemic was declared, it is possible to prove that many

of the populace have signs of anxiety disorders. Many medical workers, especially

the group of nurses, have experienced unfavorable effects of the pandemic on their

work. According to the research done by Havaei et al. (2021), the COVID-19

pandemic's appearance resulted in a decline in all areas of the working conditions

examined among nursing staff. They also emphasized that fewer working conditions

hindered appropriate patient care. One of the most crucial elements that affect the

effectiveness of medical staff members' jobs and guarantee the best quality care

25
possible for the patient is their satisfaction with the work that has been

professionally executed. Additionally, it directly avoids the issue of burnout among

healthcare professionals. Nursing personnel who worked in single-name wards

during the pandemic reported considerably lower levels of job satisfaction than staff

who worked in general wards and had no contact with COVID-19 patients,

according to research by Said and El-Shafei. (2021). Also, De Los Santos et al. and

Labrague et al. (2021) highlighted how the demand to work in more stressful

situations resulted in shallow job satisfaction among the nursing staff and pushed

people to change careers. According to Soto-Rubio et al. (2020) analyzes an

increase in the incidence of job stress during a pandemic, including the danger of

workplace accidents, a lack of dedication to one's profession, and mental illness, as

the leading cause of the decrease in job satisfaction among nursing staff. Low job

satisfaction severely affects healthcare employees' organizational commitment, may

cause a personnel shortage, and is the primary cause of medical staff rotation.

Nwozichi et al. (2021) underlined that in addition to dealing with patient deaths,

nursing staff usually had to address the emotions and stress of the deceased patients'

loved ones, which worsens professional discontent.

Another study reveals that examining the physicians' experiences and

perceptions during their regular clinical practice while the COVID-19 pandemic is

in full swing, as well as their feelings about the restrictions placed on them at work,

will help us determine the prevalence of burnout and levels of job satisfaction

among practicing physicians. Among doctors and nurses can lead to detrimental

26
organizational effects like absenteeism, lower patient satisfaction, and poor care

quality. As a result, occupational burnout is regarded as an occupational disease that

affects both the productivity and health of health care providers (HCPs). Job

satisfaction is a broad term with many definitions, however it may be succinctly

described as a personal positive attitude and emotion about a job. According to a

recent systematic analysis by the factors such as workplace characteristics, working

circumstances, professional growth, management caliber, and team support were

important contributors to physicians' job satisfaction. Besides, according to research

during the COVID-19 pandemic, 76% of the doctors who participated in the study

had professional burnout, which is alarming compared to earlier studies.

Additionally, research has revealed that the COVID-19 epidemic has had a major

negative influence on HCPs' psychological health, leaving them susceptible to

burnout. According to the acting president of the Jordanian Medical Association

(JMA 2020) British Medical Association, 43.7% of participating physicians

experienced signs of emotional distress, anxiety, despair, and burnout while

practicing medicine in the midst of the present pandemic. Around 59.0% of doctors

in the same study said that the pandemic caused them to experience

higher-than-average levels of occupational tiredness and fatigue.the possible

pandemic effects on physicians. The burnout and job satisfaction among physicians

in Jordan as a population of HCPs due to scarcity of literature that addressed this

issue among physicians in the region. To assess the prevalence of burnout, and

levels of job satisfaction, as well as their predictors among practicing physicians in

27
Jordan during the COVID-19 pandemic, and to explore physicians’ experiences and

perceptions during their daily clinical practice amid the pandemic crisis as well as

their opinions regarding the imposed measures at their workplaces. (Alrawashdeh, et

al. 2021)

Filipino nurses feel that they are not being paid enough for the efforts they

put into their work, primarily because they work in very high-risk conditions. The

nurses' dissatisfaction with the work and the stunted dedication hinder the quality of

services delivered. The possibility of working abroad has given many Filipino

nurses hope for a better life. The condition is considered a problem for Filipino

nurses that perceive low levels of organizational support in combination with

burnout and stress. Perhaps, the provision of better satisfaction factors such as better

wages, welfare, and opportunities for improvement that correspond to what they can

acquire from abroad through these implementations may motivate Filipino nurses to

stay with their families and provide health care services and nurse-patient ratio in

the Philippines (Legaspi, 2019) Working abroad has many benefits for workers,

such as an opportunity to learn more and improve their skills while compromising

the quality of their employment. However, many nurses have experienced

challenging moments while working in crises. This can be difficult to deal with, as it

can be overwhelming and stressful. Nurses who handle these situations well can

provide valuable support to those struggling. Nurses felt strong professionally, but

they needed the cooperation and support of the community and health care team

members to succeed. Nurses have expectations for the development of individual

28
and social rights. (Muz,2021)

Significance of the study

This study aims to determine job satisfaction during the pandemic of

Covid-19 among the nurses in Romel Cruz Hospital to shed light on work

conditions during the pandemic. The significance of the study and its possible

contributions to the nursing sector is particularly highlighted in this section. The

following nursing specialties stand to gain significantly from the study:

NURSING SERVICE

The results of this study may benefit nursing services by acquiring

techniques and knowledge from nursing respondents on how to have job satisfaction

amid a traumatic situation. Nurse job satisfaction could be strongly connected with

patient outcomes and quality of care. An organization can execute competitive

strategies that meet employee needs in order to keep its most qualified staff nurses.

Workplace conditions for nurses affect outcomes for patients and are influenced by

effective organizational techniques, work organization, and workplace attitude. Job

performance is related to the actions and outcomes of employees that are connected

to organization goals. A high level of organizational commitment may result from

high job satisfaction, which in turn helps employees do their jobs more effectively.

An employee's performance can be influenced by their job satisfaction.

29
Organizations that have high employee job satisfaction will be able to get more

quality performance out of their staff than those with staff that are less satisfied in

their jobs.

NURSING EDUCATION

This study may contribute to the nursing academe by understanding what

makes nurses satisfied during the pandemic. The significance of job satisfaction

contributes to the health of hospitals and nurses. It includes working in a position

one loves, performing one's duties to the best of one's abilities, and experiencing a

sense of passion and accomplishment. The association between quality of work life

and job satisfaction is positive and substantial, suggesting that higher job

satisfaction is related to a higher quality of work life. The hospital's greatest asset is

its staff of nurses. They could lack the drive necessary to perform at their very best

and achieve in their positions if their expectations are not realized. Nurses who are

not motivated by their jobs are less likely to be productive and provide high-quality

services. The findings of this study may also contribute to the nursing academic

community by understanding how nurses find satisfaction in the middle of

distressing situations, such as the COVID- 19 pandemic, by understanding the

motivation of nurses in continuing to pursue their passion and give inspiration to

future nursing aspirants. By comprehending and appreciating the effort, the nurses

have caused them to be satisfied with their jobs amid the traumatic situation.

30
NURSING RESEARCH

This study will provide data that will be helpful to the possible unknown

healthcare crisis in the future in terms of the job satisfaction of healthcare providers.

Future researchers may contemplate how the nurses during the COVID- 19

pandemic are satisfied in their jobs while experiencing great deal of fear of being

infected or killed. Facts and figures that will be established through this scientific

paper may be used in expanding the database on nurses' satisfaction and how it

influences the organizational success and quality of health care. Future researchers

may consider the discussions made from this study.

Theoretical Framework

Two-Factor Theory

The study is anchored in a theoretical framework that will support the

perspectives of the study and guide the entire research process. This framework is

derived from the herzberg’s Two-Factor Theory of Motivation model by Frederick

Herzberg, the theory is often referred to as the “motivation-hygiene theory” or

“dual-factor theory” since it proposes a variety of motivation and hygiene variables

that affect both satisfaction and dissatisfaction, The idea of Herzberg asserts that

job satisfaction and dissatisfaction result from a variety of factors. Motivators

31
determine satisfaction, whereas hygiene factors determine dissatisfaction. According

to the theory, intrinsic employment motivators include stressful or stimulating work,

acknowledgment, a sense of accomplishment, the possibility of progress, and

opportunities for personal improvement.

Figure 1.Two-factor Theory

In contrast, there are different varieties of factors that all relate to the

environment in which the work is done that cause job dissatisfaction. These include

organizational rules and procedures, technical quality of supervision, interpersonal

interactions (particularly with supervisors), physical working conditions, job

security, compensation, and benefits. When properly implemented, these

dissatisfiers or hygiene factors can help to reduce dissatisfaction and boost

performance to a certain point, but they cannot be dependent on to generate the truly

positive job views or the high levels of performance that are potentially feasible.

32
Management must change to a motivational mode in order to achieve these goals.

Therefore, these factors in the theory of Herzberg are compared to the study

of job satisfaction among nurses during the covid 19 pandemic, where there are

motivators and hygiene factors that can contribute to satisfaction and dissatisfaction

of staff nurses in Romel Cruz Hospital. Nurses in hospitals need motivators to

consider to satisfy themselves to attain their job satisfaction such as safety, not

excessive amounts of work, emotional support , recognition. On the other hand

there are also hygiene factors that can leave nurses dissatisfied and feel suddenly

unmotivated such as environment and resources, job related policies and working

conditions.

Emotional Intelligence Theory

Another theory that supports the study is the Emotional Intelligence Theory

by Slovey and Mayers. In this theory Emotional Intelligence was first proposed by

Salovey and Mayer(1990), however, Daniel Goleman made emotional intelligence

well-known outside academia. Daniel Goleman is a psychologist and writer who

published his book Emotional Intelligence in 1995. In popular media circles, the

term “emotional intelligence” became well known. Emotional intelligence consults

John Mayer, Peter Salovey, and Daniel Goleman promote theo ideas and thought

through paid conferences and training sessions These theorists sell their instruments

for measuring emotional intelligence to businesses, universities, healthcare

organizations, and researchers on a global scale. Definitions of intelligence have

33
shaped the conception of emotional intelligence. It has been challenging to

comprehend the nature of intelligence, but some of them include behaviors related

to information processing,experiential learning,environmental adaptation, and

thought and reasoning patterns.

Emotional Intelligence is “ the ability to regulate one’s own and other

people’s emotions, to recognize how they differ from one another, and to use this

knowledge to inform one’s own thoughts and actions” ( Salovey and Mayer, 1990).

It has been defined as a set of traits, skills, personal competencies. According to

Mayer and Salovey (1997), emotional intelligence is the ability to recognize,

comprehend, and control emotions for the purpose of intellectual and emotional

development. It also includes the ability to access and interpret emotional

information.on that perceives, considers, regulates, and integrates emotional into

general thought.

34
 Figure 2. Emotional Intelligence Theory

Nursing is both an art and a science that cannot be adequately explained,

without mentioning emotion. In their line of work, nurses undoubtedly deal

frequently with human emotion, whether it manifests as pain, discomfort, sorrow,

relief, or hope. However, when Covid 19 pandemic occurs it also affects the mental

health not only of the patients but also the staff nurses, which can contribute to

lessen their job satisfaction. This theory was used to monitor one's emotions and

others, to determine among them, and to make decisions based on this knowledge,

thus this theory will be used to evaluate the staff nurses of Romel Cruz hospital in

their job satisfaction and their need for mental health care during the pandemic

through their emotional intelligence

35
Conceptual Framework

This framework shows the linkage between the Nurse Job Satisfaction and

COVID-19 that contributed to the mental and physical health of nurses which

affects their job satisfaction. This concept also reveals the possible interventions and

actions that may develop in order to improve the job satisfaction among the nurses.

In Figure 1. Covid 19 is the Independent Variable that influences the job

satisfaction among the nurses in which it links with the factors contributed with the

difficulties and struggle of the nurses in performing their job and reflects on their

mental and physical health. The COVID-19 outbreak put the nurses in an stressful

environment due to workloads, work environment, health status, salary and support

system.

Another variable shows in Figure 2. Job Satisfaction is the Dependent

Variable of the study that reflects among the nurses experiences in the time of

COVID-19. It determines factors associated with the nurses satisfactory on their job

that affects their mental and physical health status.

Figure 3. Conceptual Model of the Study

This study utilizes the Independent Variable and Dependent Variable Model.

Covid 19 as an independent variable refers to the drastic changes that the pandemic

36
brought in the Philippine health care system. Various problems arise such as lack of

PPE, safety concerns, complex workloads, fatigue etc. Nurses as the frontlines have

reported inner and external struggles and difficulties.

This study utilizes the Independent Variable and Dependent Variable Model.

Covid 19 as an independent variable refers to the drastic changes that the pandemic

brought in the Philippine health care system. Various problems arise such as lack of

PPE, safety concerns, complex workloads, fatigue etc. Nurses as the frontlines have

reported inner and external struggles and difficulties.

While the dependent variable consists of Job satisfaction which is very

important because it may affect a person's commitment to their organization. Job

satisfaction refers to the personal opinion, attitude, and how the work-related factors

influence their mental health and status. The factors that have a significant impact

on nurses' job satisfaction such as the emotional state, work experience, the length

of the anti-epidemic workday, daily sleep duration, include things like a physically

demanding environment, sincere passion for the position, a job that is not overly

stressful, equal benefits, good working conditions, bragging rights for staff

members' self-esteem, and support from management in terms of problem-solving,

offering interesting work, making good salaries or promotions available.

The Two Factor Theory proposes two variables affecting job satisfaction and

dissatisfaction. Motivation determines satisfaction, and hygiene factors determine

dissatisfaction. Motivation is an intrinsic factor that includes stimulating work,

acknowledgment, a sense of accomplishment, progress, and opportunities. Hygiene

37
is extrinsic, including salary, perks administration, policies, and positive

interpersonal relationships. However, the other theory used in this study is

Emotional Intelligence Theory that focuses on the regulation of one's own and

another person's emotions and using this knowledge to understand one's thoughts

and actions, as defined by Slovey and Mayers.

Research Paradigm

To present the ideas and relationships of concepts, Input-Process-Output

(IPO) model will be used in this study. The inputs involved are the demographic

profile and job satisfaction during the Covid-19 pandemic of the respondents. These

are the main variables that will be used in this study. In the process part, the authors

considered a cross-sectional study to evaluate the variables' relationships and

produce an appropriate output. A mental health support program will enhance the

staff nurses' job satisfaction at Romel Cruz Hospital during the Covid-19 pandemic.

This initiative serves as the output of the study that can be recommended for

adapting health institutions.

38
 Figure 4. Input-Process-Output Model

Statement of the Problem

The study's overall goal is to assess the impact of COVID-19 on Job

Satisfaction and Mental Health of staff nurses in Romel Cruz Hospital located in

Matimbo, City of Malolos, Bulacan.

More specifically, the study seeks to answer the following questions:

1. What is the demographic profile of nurse managers, in terms of?

a. Age

b. Sex

c. Marital Status

39
 d. Educational Attainment

e. Length of service

2. What is the level of job satisfaction of nurse respondents during the

COVID-19 pandemic in terms of:

a. Intrinsic satisfaction

b. Extrinsic satisfaction

3. Is there a significant relationship between the demographic profile and level

of job satisfaction of nurse respondents?

4. Based on the findings of the study, what mental health plan can be proposed?

Hypothesis

The following hypothesis will be tested at the 0.5 level of significance:

1. There is no significant relationship between the demographic profile

and level of job satisfaction of nurse respondents.

Definition of Terms

The following terms are operationally and conceptually defined to

understand the concepts that will be discussed throughout the study.

1. Covid 19 Pandemic - refers to the phenomena that affects the level of job

satisfaction of staff nurses of Romel Cruz hospital. According to the Global

health organization bringing the world’s scientists and global health

professionals together to accelerate the research and development process,

40
 and develop new norms and standards to contain the spread of the

coronavirus pandemic, and help care for those affected.

2. Job Satisfaction - refers to the feeling of pleasure and achievement of staff

nurses of Romel Cruz Hospital in their work during the covid 19 pandemic.

According to the dictionary an individual's sense of fulfillment or delight at

work is referred to as job satisfaction.

3. Intrinsic Satisfaction - refers to the synthesis of intrinsic factors

encountered at work. These factors include responsibility, independence,

skill development and perceived success at work. In a representative survey

of the civilian labor force, Kalleberg (1977) discovered that intrinsic

satisfaction had the single biggest impact on overall job satisfaction.

4. Extrinsic Satisfaction - refers to the extrinsic factors that define the external

context and reward system in which the employee works. Examples of

extrinsic factors include business policies, supervision, workload, and

external benefits such as pay satisfaction. According to Ryan and Deci

(2000a), extrinsic satisfaction refers to engaging in an activity to achieve a

distinct result.

5. Mental Health support - refers to the support needed of the staff nurses of

Romel Cruz hospital during covid 19 pandemic,that is based on their level

of job satisfaction. In the article of Guidelines on mental health and

Psychological support (2017) By lowering psychological distress levels,

enhancing daily functioning, and providing efficient coping mechanisms,

41
 mental health support aims to increase psychological well-being.

Scope and Delimitations of the Study

This study will only cover the job satisfaction among staff nurses of Romel

Cruz Hospital during COVID-19 Pandemic as a Basis for Mental Health Support.

The researchers will conduct an in-person survey wherein questionnaires will be

administered personally to the staff nurses working in Romel Cruz Hospital in

Malolos, Bulacan. The study will involve every staff nurse who worked during

COVID19 Pandemic. Nurses on leave at the time will be excluded. This year will

mark the official start of data collection utilizing a standardized questionnaire.

42
 CHAPTER II

METHODOLOGY OF THE STUDY

Methods and Techniques Used

The study will utilize a correlational quantitative research design to analyze

the job satisfaction of nursing staff of Romel Cruz Hospital during the Covid-19

Pandemic. According to Babbie (2020), quantitative research underscores objective

estimations and the factual, numerical, or mathematical investigation of information

gathered through surveys, polls, and overviews or by controlling prior measurable

information utilizing computational methods. Quantitative exploration centers

around get-together mathematical information and summing it up across gatherings

or to make sense of a specific peculiarity. On the other hand, Johanson &

Williamson (2018) defined quantitative research as opposed to subjective

examination, which manages mathematical information that can be changed into

numbers. The fundamental strategies used to examine mathematical information are

called 'insights.' Factual procedures concern the association, investigation,

understanding, and showing of mathematical information. Insight is a tremendous

study area with wide application across many disciplines, including data

frameworks and different areas of data research. Furthermore, Watson (2015)

defined that quantitative research envelopes a scope of techniques for precisely

examining social peculiarities, utilizing measurable or mathematical information.

Accordingly, the quantitative examination includes the estimation and expects that

43
the peculiarities under study can be estimated. It decides to investigate information

for patterns and connections and to confirm the estimations made. Price et al. (2017)

stated that the study approach known as correlational research involves measuring

two variables and determining the statistical relationship (also known as the

correlation) between them with little to no effort made to control unrelated

variables. According to Seeram (2019) A non experimental research method that

makes it easier to predict and explain relationships between variables is correlational

research. Participants of this study are staff nurses of Romel Cruz hospital that will

be assessed on what is the relationship of job satisfaction and covid- 19 pandemic

The purpose of correlational research is to determine the extent and direction of the

association between two or more variables without interference of any other factors

(Senturk & Zeybek 2019). This study will specifically use correlational design. A

correlational design which aims to determine the relationship between two or more

variables as well as their effect ( Fraenkell and Wallen, 2009). In the current

situation, correlational research design will help the researcher to know if there is

correlation between job satisfaction of staff nurses during covid 19 pandemic, that

can help researcher to know what are the possible mental health plans that can be

proposed. The researcher believes that correlational research will be a great help in

determining the relationship between the two variables that can be use in planning

mental health plans among staff nurses of Romel Cruz Hospital. With a correlational

research design, relationships between variables are examined without any of the

variables being under the researcher's direct control or manipulation. Moreover, this

44
design identifies variables that have some sort of relationship to the extent that a

change in one creates some change in the other.

Locale of the Study

This study will be conducted in Romel Cruz Hospital, a primary hospital that

was established in 2003 with a 32 bed capacity located in Matimbo, Malolos City,

Bulacan. The services offered in this hospital includes Emergency, Outpatient and

Inpatient Services. These services units are where the researchers will focus as it

consists of staff nurses that will be the respondents of this study.

Respondents of the Study

The target population of this study includes the staff nurses at the Romel

Cruz Hospital. Staff Nurses are the best possible population to study because they

belong to the group of healthcare workers who are vulnerable to COVID-19 during

the Pandemic. Though not directly involved in the care of patients, staff nurses may

experience physical or psychosocial problems resulting from the pandemic.

In terms of sampling strategy, total enumeration sampling was used to

analyze a community with a relatively tiny population size. Due to the population's

shared traits, this approach of population analysis may be employed in this study.

According to Crossman (2020), When the target group is tiny and

distinguishable by an uncommon and well-defined trait, complete enumeration

sampling is used. Information gathered from the entire community frequently

45
provides deeper insights into a target demographic than partial sampling might. It

considerably lowers guesswork and may enable a researcher to portray a much more

detailed picture. Additionally, it avoids the possibility of biased sample selection,

which is sometimes present in hypothetical random study samples.

The staff nurses who are actively employed at the nursing unit and who have

a mobile electronic device with internet connection may be included in the inclusion

criteria. Those staff nurses who are out on leave while the data is collected will not

be included.

Based on the anticipated 0.5 correlation between the job satisfaction during

the Covid 19 pandemic, 5% level of significance, and 80% power, this study

requires a minimum of 29 respondents using G*Power 3.1.9.2.

Instruments of the Study

The study will use an in-person survey to collect data and quantify the

study's variables. It has two parts. Part A involves six items for the profile

characteristics of respondents, such as age, sex, marital status, religion, educational

attainment, and length of service. Part B uses the Satisfaction of Employees in

Health Care Survey to measure the staff nurses' job satisfaction at Romel Cruz

Hospital. The survey is answerable by a 4-point Likert Scale ranging from 4

(strongly disagree) to 1 (strongly agree). The survey comprises twenty items

measuring work characteristics, organizational support, and career development, all

of which are essential elements in a job. The survey is also reliable, in Alpern et al.

46
(2013). Moreover, Chang E. et al. (2017) study claimed that SEHC demonstrated

high reliability and validity. Both sources have Cronbach's alpha results ranging

from 0.72 to 0.92.

Data Gathering Procedure

In this data gathering procedure, before conducting and collecting data from

the participants, the researchers must submit a study proposal for their research to

obtain the approval of the research adviser as well as with the panel members.

Furthermore, the research study will be entirely examined and reviewed by the La

Consolacion University Philippines Research Ethics Committee (REC) prior to

giving the permission in the continuous conducting of the research study. The

researchers will proceed to ask for approval from the LCUP Dean of the College of

Allied Medical Professions to conduct a study once the proposal is accepted in

addition. The selected participants were informed in regard to the information of the

research study. After the orientation of the participants, they were asked if they want

to be part of the study consent, if those who agreed signed the informed consent.

The researchers are requested to attach their signatures as a proof that they agreed

with all the terms that stated in the consent. Upon finalization of staff nurse

participants and their informed consents were signed, the researchers scheduled an

interview by going to Romel Cruz hospital Once the answers of the participants

reach the saturation, the data collection stopped The result of the data collection will

remain confidential and safe, it will only be available to the researchers to prevent

47
any form of manipulation and bias. The participants have the right to refuse or stop

answering if they are uncomfortable to answer the questions.

Data Processing and Statistical Treatment

The researcher will use a descriptive statistic to summarize the profile

characteristics of the participants. Total enumerative sampling will be use to select

the respondents. For categorical variables, frequency and proportion will be utilized.

Average weighted mean will be use to determine the difference of mean, rank, and

frequency, respectively among the profile characteristics and for continuous

variables. Pearson correlation will be use to identify the correlation between the

demographic profile and level of job satisfaction of the respondents. The majority of

data sets will be two-tailed.The Shapiro-Wilk method will be used to determine the

normality of continuous variables. Neither replacements nor estimates were made

for missing variables. At a significance level of 0.05, the null hypothesis will be

rejected. Data analysis will be done with STATA 13.1. Three (3) mental health plans

will be propose and implement based on the findings to observe and to differentiate

mental health plans that will be effective in increasing the job satisfaction of staff

nurses.

Ethical Considerations

The researcher will follow the Republic Act 10173: Data Privacy Act of

2012's guidelines for the appropriate gathering, handling, and disposal of personal

48
data. The ethical principle that the researcher considers in conducting the study is

voluntary participation. The researcher also took into account the following ethical

principles; informed consent, respect for participants' right to withdraw from the

study at any time without being penalized, data handling, risks, rewards, avoidance

of conflicts of interest, and community. In addition, ensuring the security and

confidentiality of personal information including the secure destruction of the

personal information obtained at the end of the applicable retention period.

Participation in this study involves low risk and only a brief amount of time

is needed to answer the questionnaires. The results of this study will be shared to the

institution and the data obtained will be used to determine the job satisfaction and

the working conditions of staff nurses during the pandemic or amid a traumatic

situation. This may be used as a basis of the mental health condition of the staff

nurses and how the pandemic affects them.

Before conducting a survey, the researchers will get the respondent's

informed consent. This implies that a participant must first be informed of the

purpose of the study before voluntarily deciding whether to participate in the survey.

The person must be aware about the purpose of the study. One of the proper

etiquettes for conducting research is informed consent. It is assumed that if the

research and the chosen respondents agreed regarding the method that the research

provides for the respondents to complete. Everything will be proved to be in place.

However, if this process poses concerns to their safety and health. The

abovementioned agreement is hereby declared invalid.

49
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