CHAPTER 1 THE PROBLEM
Introduction
Interest in the concepts of job satisfaction has grown in recent
years because of their efficacy on work commitment, and their basic importance to the understanding of a worker’s behavior and the continuous effective operations of organizations.
In the Philippines, nurses have been constantly exposed to
considerable internal and external organizational issues which could have negative effects on their level of job satisfaction and work commitment. Several literature on nursing have raised the issues on
heavy workload, poor working conditions, meager compensation packages, poor interpersonal relationships, weak leadership, non-recognition of exemplary work, and lack of opportunities for career
growth as possible major factors of work stress and dissatisfaction. These issues may serve as possible causes for nurses to reconsider their long-range work options, and lower their work commitment.
In spite of an average of 600,000 college students enrolling in
nursing courses every year, making up 25% of the total college enrollees, the nursing sector of the Philippines is incurring a shortage of nurses (Solmerin, 2007). This could be the result of massive exodus of nurses to
that the Philippines is leading other nations in the exportation of nurses (www.abbaphilippines.com; Gatbonton, 2006; Villas, 2004), comprising
25% of all overseas nurses worldwide (Estella, 2005). As of 2006, there are already 164,000 Filipino nurses, 85% of the country’s total, working outside the Philippines in about 46 countries. Out of this total, around
100,000 of them have left only within the past 10 years (Cueto, 2006; www.sunstar.com.ph; Estella, 2005; Omi, 2006). There are also those who are still in the country who, while waiting for opportunities to be hired abroad, are not practicing their profession, instead they end up
working as call center agents and tellers in some private banks.
Dr. Irineo Bernardo, executive officer of the Philippine Hospital Association, as quoted by Estella (2005), avers that the turnover of
nurses has been particularly high from year 2000 to 2007. And as more nurses leave, the Philippines is only left with more unskilled and untrained nurses.
In 2001, the Philippine Overseas and Employment Agency (POEA) reported that 13,536 Filipino nurses went overseas. In contrast, that same year, only 4,430 students passed the Nursing Board Examination, clearly showing that the country has been exporting more nurses than it
is producing (Estella, 2005).
Jossel Ebesate, secretary general of the Alliance of Health Workers (AHW) as cited by www.sunstar.com.ph, said that if the trend of
health-care system will soon collapse. This observation is supported by records from the Department of Education (DepEd) which show that as of 2007,
the nurse-to-student ratio in schools is already standing at 1:4,830 (Hicap, 2006; www.gov.ph). This broad ratio gap manifests the difficulty of the government to help students who are facing malnutrition and
health problems to perform well in school. DepEd officials explain that if only schools have enough medical personnel, then the health concerns of students could have easily been responded (Hicap, 2006; www.gov.ph).
The public school nurses are among those responsible for the
implementation of DepEd’s key programs on school health and nutrition. These programs are (www.deped.gov.ph): a) health and nutrition education; b) national drug education; c) health services; d) medical,
dental and nursing; e) TB (pulmonary tuberculosis) prevention and control; f) school milk project; and g) breakfast feeding program.
Given such important duties and responsibilities, the DepEd
nurses are only receiving an entry basic monthly salary of P11,167.00 (www.sunstar.com.ph), a far cry from the salaries they could get abroad which range from P100, 000 to P150,000, exclusive of fringe benefits (Adversario, 2003; Rosario, 2006).
Under the Republic Act 9173, otherwise known as the Nursing Act of 1992, government nurses are supposedly provided with salary adjustment. But until now, this adjustment has remained
entry-level pay of nurses from P9,900 to P14,000. According to the Health Alliance for Democracy (HAD), the present health care services in
the Philippines are already operating at 3.5% of the Gross National Product (GNP) budget, below the 5% recommended by the WHO (Lacerna, 2005).
Moreover, not only that they receive low compensation, DepEd nurses are also faced with many work-related problems, such as lack of opportunity for career advancement, heavy workload, limited budget for transportation, and the scarcity of laboratory equipment, medicines and
office supplies (CYR, 2005). These problems according to Health Undersecretary Dr. Susan P. Mercado (2007) are brought about by poor situations of the health care system of the country which include the
following: a) inappropriate service delivery as shown by poorly targeted facilities, fragmented primary health system, ineffective delivery mechanisms for public health programs, and maldistribution of health
human resources; and b) poor financing as shown by inadequate funding, inefficient sourcing and ineffective allocation of funds.
Because of this abovementioned scenario, the researcher developed the interest to examine the prospects of a nursing career at the DepEd,
particularly the relationship between the level of job satisfaction and work commitment among DepEd nurses. He believed that through this study, the DepEd, or the government in general, would become more
as affected by negative internal and external environment and therefore could devise measures to improve its human resource programs, more
particularly in the aspect of hiring people and in retaining employees.
Statement of the Problem
Generally, this study examines the prospects of a nursing career at the DepEd in the context of job satisfaction and work commitment.
Specifically this seeks to answer the following questions:
1. What is the demographic profile of Southern Leyte DepEd
nurses in terms of the following: 1.1. Job position; 1.2. Year of service; 1.3. Educational qualifications; 1.4. Employment status; 1.5. Age; 1.6. Sex;
1.7. Civil status; and,
1.8. Distance of residence from place of assignment?
2. What is the level of sufficiency given to DepEd nurses in terms
of:
2.1. Remuneration and other monetary benefits; 2.2. Non-monetary benefits;
2.4. Career advancement?
3. What is the level of job satisfaction among the DepEd nurses?
4. What is the level of work commitment among the DepEd nurses?
5. Is there a significant relationship between job satisfaction and
work commitment among the DepEd nurses? And finally, 6. Based on findings, what implementing guidelines for monetary
and non-monetary benefits of DepEd nurses can be proposed?
Statement of Hypothesis
Ho: There is no significant relationship between job satisfaction and
work commitment.
Significance of the Study
This study will benefit the following people as it will give them
clearer view of job satisfaction and work commitment among the DepEd nurses.
The health legislators. To legislate laws that may answer
problems affecting job satisfaction and work commitment among DepEd
nurses as maybe manifested by the proliferation of malnutrition and other health problems of students resulting to poor academic performance.
The management of the Department of Education. To
formulate plans, programs and strategies geared towards the
improvement of its human resource programs.
The academe. To acquire additional reference materials for
students pursuing studies on job satisfaction and work commitment.
The DepEd nurses and other public nurses. To look at this
study as a reflection of themselves so that they become aware or conscious of the profession they are in and therefore more equipped and empowered.
The researcher. To broaden his knowledge on human behavior in
organization, thus helping him become more effective supervisor and manager in the future.
The Filipino people in general. To determine how job
satisfaction and work commitment among DepEd nurses could affect the physical well-being of their children.
Scope and Delimitation
This study examines the prospects of a nursing career at DepEd, particularly the relationship between the level of job satisfaction and
work commitment among the nurses assigned at the DepEd Southern Leyte Division, located at Mantahan, Maasin City.
Only the DepEd registered nurses served as the respondents of the study. Exempted from the study were registered nurses who performed
administrative functions.
Definition of Terms
For the purpose of this study, the following terms are defined as follows:
Career Commitment. The intent of DepEd nurses to build a
vocation or profession that is a meaningful and lifelong pursuit.
DepEd Nurse. A registered nurse working at the Department of
Education, Southern Leyte Division, Mantahan, Maasin City.
Job Involvement. The degree to which the DepEd nurses immerse
themselves in their jobs, invest time and energy in them, and view work as a central part of their overall lives.
Job Satisfaction. The outcome of the DepEd nurses’ good feelings
and beliefs regarding the nature of their jobs and experiences related to their jobs.
Job Turnover. The rate of DepEd nurses leaving their jobs.
Level of Sufficiency. It is the perception on the degree of modest
comfort of DepEd nurses towards their benefits, budget allocation and career advancement.
Motivation. The strength of the DepEd nurses’ drive towards work
Nursing Career. It is the progression of the nurses’ work life at
DepEd.
Organizational Commitment. The relative strength of nurses’
identification with, and involvement in DepEd as their organization.
Prospects. The over-all view and perspective of pursuing a
nursing profession at DepEd.
Registered Nurse (RN). An individual who passed the Licensure
Examination for Nurses and is currently working as a public school nurse at the DepEd Southern Leyte Division.
Remuneration. A payment or reward for services that the DepEd
nurses rendered.
Work commitment. The relative importance of DepEd nurses’
sense of self, encompassing job involvement, career commitment, and organizational commitment.
CHAPTER 2
REVIEW OF RELATED LITERATURE AND STUDIES
The literature and studies cited in this chapter tackle the prospects of a nursing career, as well as the concepts on job satisfaction
and work commitment.
Related Literature
According to www.bls.gov, www.education-online-search.com and
www.nursingworld.org, there is a present acute worldwide shortage of nurses. Hence, there is a positive prospect of a nursing career in the coming years as the employment of nurses is expected to grow faster
than the other occupations. The Canada Nurses Association (CNA) predicts that their country will have a shortfall of registered nurses between 60,000 and 115,000 by 2010. In the US, the Bureau of Labor
statistics reveals that from 2001 to 2008, a total of 450,000 additional registered nurses are needed to fill the demand (Gonzales, 2004).
To attract and retain qualified nurses, hospitals in developed countries such as the US, United Kingdom (UK), and Canada are now
offering salaries which range from $37,300 to $74,760 a year (www.bls.gov). Those are aside from additional benefits such as bonuses, family-friendly work schedules, and subsidized trainings.
Gonzales (2004) mentions that because of this great demand for nurses, accompanied by attractive good compensation packages, which
the Philippine government could not offer, some of our best-educated and most-experienced Filipino nurses are now migrating to the developed countries such as the US, UK, and Canada. He further explains that this
demand, based on statistical projections will never shrink, instead it will even grow.
www.bls.gov states that nurses, regardless of specialty or work setting, perform basic duties that include treating patients, educating
patients and the public about various medical conditions, and providing advice and emotional support to patients’ family members. Nurses record patients’ medical histories and symptoms, help to perform
diagnostic tests and analyze results, operate medical machinery, administer treatment and medications and help with patient follow-up and rehabilitation.
Nursing is defined by www.nursingworld.org as “the protection, promotion, and optimization of health and abilities, prevention of illness and injury, alleviation of suffering through the diagnosis and treatment of human response, and advocacy in the care of individuals, families,
communities, and populations.”
Keenan (2003) identifies three types of nursing professions: registered nurses, licensed practical nurses, and nurse aides. Registered
Licensed Practical Nurses (LPNs) on the other hand provide patient care under direction of an RN or physician. Nurse Aides (NAs) assist in
routine care activities, such as bathing, dressing, and feeding patients. In terms of career path, www.bls.gov discloses that today’s nurses are offered with many work alternatives and choices. There is a wide
variety of nursing specialty areas which include surgery, emergency, pediatric, psychiatric, school, public health, nurse-midwives, and others. Some RNs follow the career path by starting as licensed practical nurses or nursing aides, and then go back to school to receive their RN degree.
Most RNs begin as staff nurses, and with experience and good performance often are promoted to more responsible positions. In management, nurses can advance to assistant head nurse or head
nurse, and from there, to assistant director, director, and vice president. Some nurses move into the business side of health care. Business establishments need nurses for health planning and development,
marketing, consulting, policy development, and quality assurance. Other nurses work in colleges and universities as members of the faculty or as researchers.
www.education-online-search.com stipulates that nurses need to
be well educated, adaptable, and be able to act as patient advocates. They also need to be able to deal with the stress of critical and demanding situations and the emotional strain of dealing with sick,
communication skills, and the ability to make decisions based on assimilation and evaluation of information. Nurses also need
management skills, at a minimum, to be able to manage nurses aides and other resources for their patients health care whatever the location or setting. Head nurses and nurse supervisors require additional
leadership and administrative skills as well as negotiating skills and budgeting and financial skills.
Freeland and www.bls.gov attest that on global setting, most nurses are treated well than the workers from other sectors as they are
provided with high compensation packages, high level of job security, and well-lighted, comfortable health care facilities.
Moreover, just like the workers of any occupation, nurses can only
be efficient in the performance of their duties and responsibilities towards their respective organizations if they possess high level of job satisfaction.
Locke (1976) defines job satisfaction as the outcome of an employee’s good feelings (affect) and beliefs (cognition) regarding the nature of his job and experiences related to the job. It is generally recognized as a multifaceted construct that includes employee feelings
about a variety of both intrinsic and extrinsic job elements (Stordeur, et al., 2001).
Stordeur et al. (2001) contend that job satisfaction is an immediate
antecedent of intention to leave the workplace and turnover. They expound the idea by saying that the higher an employee’s job satisfaction
and work commitment, the lower his intention to leave. Based on this contention the researcher has raised this question: what are the causes of job satisfaction, so that an employee will stay committed to his work,
and will continue to hold on to it? Numerous motivation theories address this question. Among them are: Herzberg’s Satisfaction-Motivation Theory; McClelland’s Three Motives Theory; Vroom’s Expectancy Theory; and Alderfer’s Three-tiered Model of Needs.
Motivation is defined by Newstrom and Davis (1993) as “strength of the drive toward an action.” This definition according to Steers and Porter (1991) have three common denominators: 1) what energizes
human behavior; 2) what directs or channels such behavior; and, 3) how this behavior is maintained or sustained.
Newstrom and Davis (1993) explains that when people join an
organization, they bring with them certain drives and needs that affect their work performance. Sometimes these drives and needs are not only difficult to determine and satisfy but also vary greatly from one person to another.
Herzberg (Hollyforde and Whiddett, 2005), in his Satisfaction-Motivation theory explains that the things people find satisfying in their jobs are not always the opposite of the things they find dissatisfying.
This is because the things that lead to job satisfaction are distinct from those that lead to job dissatisfaction.
According to Herzberg (Stoner and Wankel, 1987), every individual worker has two different categories of needs: the hygiene factors, and the satisfying factors. The hygiene factors are known as the dissatisfiers,
but they do not affect the motivation and output of workers. The satisfying factors on the other hand are the real motivators, but their absence does not necessarily lead to dissatisfaction.
The hygiene factors include the environment around the job, such
as policies and administration, supervision, working conditions, interpersonal relations, money, and security. While the satisfying factors include the job content of a worker, such as achievement, recognition for
accomplishment, challenging work, increased responsibility, and growth and development.
The Three Motives Theory of McClelland (Cherrington, 1991)
explains that every worker has the need for achievement, a behavior directed toward competition with a standard of excellence. The three characteristics of high need achievers are identified as follows:
1. Strong desire to assume personal responsibility for
performing a task or finding a solution to a problem;
2. Tendency to set moderately difficult goals and take
calculated risks; and,
The Expectancy Theory of Vroom ( Adler,1986) is based on the assumption that people are driven by the expectation that their acts will
produce results. Workers assess both their ability to perform a task and the probable type of reward for successful performance. The theory depends on the extent to which employees believe they have control over
the outcomes of their efforts as well as the manager’s ability to identify desired rewards.
Alderfer’s Three-tiered Model of Needs, also popularly known as ERG (Adler, 1986), posits that man’s needs are progressing from
Existence to Relatedness, and last to Growth :
1. Existence needs. Refer to all forms of material and
physiological factors necessary to sustain human
existence;
2. Relatedness needs. Refer to all the socially oriented
needs; and,
3. Growth needs. Refer to the development of human
potential.
On the other hand, work commitment as an outcome of job satisfaction as contended by Stordeur et al. (2001) is defined by Loscocco
(Cooper, 2002) as the relative importance of work to one’s sense of self, encompassing job involvement, career commitment, and organizational commitment. It is negatively correlated with variables like tardiness,
positively correlated with outcome variables like job satisfaction and job performance (Wegge, et al., 2004).
Job involvement as a facet of work commitment is defined by Newstrom and Davis (1993), as the “degree to which employees immerse themselves in their jobs, invest time and energy in them, and view work
as a central part of their overall lives”.
Career commitment, as another facet of work commitment, is defined by Blau (1985) as “the intent of an individual to build a vocation or profession that is a meaningful and lifelong pursuit.” It is often used
interchangeably with professional commitment because both terms, as confirmed by Blau (1985), are synonymous to each other. The only definitional difference is that professional commitment is considered to
be restrictive as it is commonly used only for studies involving occupations generally classified as professionals (e.g. registered nurses), while career commitment is more generic as it can be applied to any type
and form of occupation, including non-professionals (e.g barangay health workers)(Kadyschuk, 1997).
Organizational commitment on the other hand is defined by Mowday, Porter, and Steers (1982) as the relative strength of an
individual’s identification with, and involvement in, a particular organization.
All the facets of work commitment could be examined according to
interrelated subsets of a whole. They may be able to share the same outcomes, but at the same time they also have effects or influences,
causes and consequences, that are different from the other.
Related Studies
To acquire broader outlook about the prospects of a nursing career in the context of job satisfaction and work commitment, the researcher cites in this portion studies that include not only the nursing population but also samples from other occupations. Among those reviewed are
foreign studies conducted by Jones (1999), Laine (2005), and Academy Health Organization (2007); as well as Philippine studies conducted by Lopez (1982), Martires and Zamora (1983), Bancud et al (1991), Dajoc et
al (1991), and Padua et al (1991).
In 1999, Jones conducted a study on workplace outcomes such as absenteeism and job satisfaction by combining aspects of two-disciplines
of psychology: environmental psychology and industrial/organizational psychology. Borrowing from Person-Environment Fit theory, the fit between employees’ perceived and desired levels of physical environment control and job autonomy were hypothesized to explain significant
amounts of variance in job satisfaction, environmental satisfaction, job competence, environmental competence, self-rated job performance, absenteeism, intent to turnover, and stress. In this cross sectional
respondents, and findings indicated that the application of Person-Environment Fit theory to workplace still needs further examination and
that the relationship between environmental psychology and industrial/organizational psychology have to be continuously explored.
In 2005, Laine examined the relationship of organizational and
career commitment of 3,626 Finnish nurses, and how this relationship corresponded to their intention to leave, as well as whether the intention to leave was a signal of actually leaving. Results showed that nurses were strongly committed both to the organization and to their career. The
work-related factors which correlated most strongly with reduced commitment were: feeling that one’s work is not meaningful or important, less opportunities for career advancement, low level of work
influence, organization’s under utilization of one’s own abilities, poor work atmosphere, and low quality of leadership. On the other hand, the work-related factors which correlated most strongly with high
commitment were: improved organization of work, optimum utilization of one’s abilities, more opportunities for career advancement, continuous professional trainings, and higher level of work influence.
In 2007, the Academy Health Organization posted in the Internet
(www.academyhealth.org) a manuscript, “Better Jobs Better Care”. The manuscript is a study on job satisfaction and work commitment among nursing assistants. Results revealed that the primary factors which
opportunities for career advancement. They were followed by good basic supervision.
On the other hand, in the Philippines, an empirical study on
factors affecting job satisfaction among employees in five-star hotels in Metro Manila was conducted by Lopez in 1982. The results of the study
was noteworthy because they challenged the Motivation-Satisfaction theory (also known as Two-Factor Theory of Motivation) of Herzberg. As opposed to Herzberg’s theory, the study showed that the respondents derived more satisfaction from the job environment (hygiene factors)
rather than the job content (motivators).
In 1983, Martires and Zamora examined motivation strengths and job satisfaction among 176 department heads of 38 Philippine
government-owned corporations. The study revealed that it was the physiological needs of the respondents which topped the motivational ranking, followed by the self-realization needs. The results indicated that
the respondents’ incomes were not enough to satisfy their needs. They also had strong desire for challenge and responsibility, since most of them were holding higher positions and were professionals.
In 1991, Bancud et al. examined the correlation of job satisfaction
and money among social workers in six charitable institutions in Metro Manila. The findings, however, did not correlate the two variables thereby invalidating their hypotheses. Results showed that the
were just enough for their basic needs. What appeared as the most satisfying for the respondents was the need for self-fulfillment through
service thereby rising above the need for material things.
Another in 1991, Dajoc et al. delved into the ways of motivating employees of six commercial banks in Metro Manila to increase
productivity. The study revealed that the primary factors which made the employees stay in their jobs were self-fulfillment, growth opportunities, and recognition. Secondary only were salaries, benefits and other compensation, nature of work, and career advancement.
Also in 1991, Padua et al. conducted study on motivation and how it affected work commitment among secondary school educators in both public and private institutions in the Philippines. The study revealed a
complete opposite of Bancud et al’s (1991) findings, as it indicated money as the number one motivator of the respondents. The respondents perceived money as their means of survival and security. The study also
indicated high correlation of job satisfaction and the intentions for job turnover. Respondents from the private schools showed general dissatisfaction with their salary and benefits and were willing to transfer to other organizations that could offer them higher pay and benefits.
Respondents from the public schools on the other hand showed general satisfaction with their salary and benefits and were willing to stay with the organization.
All the literature and studies reviewed in this chapter have showed that there is a present acute shortage of nurses worldwide. Thus
globally, the need for nurses is very good with employment as it is expected to grow faster than the other occupations. As a matter of fact, to attract and retain qualified nurses, hospitals in developed countries
are now offering good compensation packages.
In terms of career path, today’s nurses are offered with many work alternatives and choices. Most RNs begin as staff nurses, and with experience and good performance often are promoted to more responsible
positions. In management, nurses can advance to assistant head nurse or head nurse, and from there, to assistant director, director, and vice president.
On global setting, most nurses are treated well than the workers from other sectors as they are provided with high compensation packages, high level of job security, and well-lighted, comfortable health
care facilities.
Moreover, just like the workers of any occupation, nurses can only be efficient in the performance of their duties and responsibilities towards their respective organizations if they possess high level of job
satisfaction and work commitment.
Job satisfaction is an immediate antecedent of work commitment, and work commitment an immediate antecedent of intention to leave the
satisfaction and work commitment, the lower his intention to leave (Stordeur, et al., 2001).
Job satisfaction is defined as the outcome of an employee’s good feelings and beliefs regarding the nature of his job and experiences related to the job (Locke, 1976).
Work commitment on the other hand is defined as the relative importance of work to one’s sense of self, encompassing job involvement, career commitment, work ethic, and organizational commitment (Cooper, 2002).
Conceptual Framework
Based on the contention by Stordeur et al. (2001) which states that
job satisfaction is immediate antecedent of work commitment, and that work commitment is the immediate antecedent of intention to leave the workplace and turnover, the researcher examined the relationship
between the level of job satisfaction and work commitment among DepEd nurses.
The pursuit for understanding was done through the following process: data collection through the use of questionnaires and
interviews; data analysis, clarifying statistical statements; and data interpretation, findings, conclusions, and recommendations.
The output of this pursuit was proposed implementing guidelines
JOB
SATISFACTION
INPUT
PROCESS
OUTPUT
WORK COMMITMENT JOB TURNOVER DATA COLLECTION/ QUESTIONNAIRES/ INTERVIEWS DATA ANALYSIS/ CLARIFYING STATISTICAL STATEMENTS DATA INTERPRETATION/ FINDINGS/ CONCLUSIONS/ RECOMMENDATIONS PROPOSED IMPLEMENTING GUIDELINES FOR MONETARY AND NON-MONETARY BENEFITS OF DepEd NURSES
CHAPTER 3
RESEARCH METHODOLOGY
Research Design
In this study, the researcher used the Descriptive-Correlation
Method of Research. The descriptive method describes the data and characteristics about what is being studied (http://wiki.answers.com); while the correlation method measures the relation between two or more variables (www.statsoft.com).
Research Environment
The research was conducted at DepEd, Southern Leyte Division
where the respondents are working.
Located at Mantahan, Maasin City, the DepEd Southern Leyte Division comprises of 16 educational districts. It oversees 321 public
elementary schools and 48 national high schools. Among the said 321 elementary schools, 198 are complete elementary schools, while 123 are incomplete elementary schools. Through its Non-Formal Education (NFE) Section, the Division has the following extension programs: literacy
classes, literacy cum livelihood program, Literacy Service Contracting (LSC), Barangay Operation for Livelihood Development (BOLD) projects and the Philippine Educational Placement Test (PEPT) for the average in
Research Instrument
The following three (3) questionnaires were used by the researcher in gathering the data:
1. Respondent’s Profile Questionnaire. This questionnaire, a
9-item instrument, was developed to gather information regarding work life variables which might affect the DepEd nurses’ job satisfaction and work commitment. All responses to the questions on sex and marital status were coded and entered as
categorical data. However, the questions on position, years of service, educational qualifications, employment status, age, and distance of residence were coded and treated as ordinal data
due to their inherent order.
2. Level of Sufficiency on Benefits, Budget Allocation and
Career Advancement Questionnaire. This questionnaire is
divided into 4 portions: a) Remuneration and Other Monetary Benefits; b) Non-monetary Benefits; c) Budget Allocation; and d) Career Advancement. For each question of each portion, the respondents answered on a 4-point Likert scale: 1 means ‘Very
insufficient’ , 2 means ‘Insufficient’, 3 means ‘Sufficient’, and 4 means ‘Very sufficient’. Item scores were summed for a total score.
3. Job Satisfaction Questionnaire. The Short-Form Minnesota Satisfaction Questionnaire (MSQ) as modified by Anderson, et
al. (1984) was used in this study. The response options were assigned ordinal weights with ‘Very dissatisfied as number 1, ‘Dissatisfied’ as number 2, ‘Satisfied’ as number 3, and ‘Very
satisfied’ as number 4. Item scores were summed for a total score. The MSQ scales which represent the twenty dimensions of the job are described as follows:
1. Activity – Being able to keep busy all the time.
2. Independence – The chance to work alone on the job.
3. Variety – The chance to do different things from time to time. 4. Social status – The chance to be somebody in the
community.
5. Supervision-human relations – The way my immediate supervisor handles his/her subordinates.
6. Supervision-technical – The competence of my supervisor in making decisions.
7. Moral values – Being able to do things that don’t go against my conscience.
8. Security – The way my job provides for steady employment. 9. Social service – The chance to do things for other people. 10.Authority- The chance to tell people what to do.
11.Ability utilization – The chance to do something that makes use of my abilities.
12.Company policies and practices – The way the policies of DepEd are put into practice.
13.Compensation – My salary and the amount of work I do.
14.Advancement – The chances of advancement on this job. 15.Responsibility – The freedom to use my own judgment. 16.Creativity – The chance to try my own method to do the job. 17.Working conditions – The physical aspect of my work.
18.Coworkers – The way my coworkers get along with each other.
19.Recognition – The praise I get for doing a good job.
20.Achievement – The feeling of accomplishment I get from the job.
4. Work Commitment Questionnaire. This questionnaire is
divided into 3 sub-questionnaires:
a. Job Involvement Questionnaire. The questionnaire used in this study was developed by Kanungo (1982). It is a 10-item instrument measured on a 6-point Likert scale: 1
means ‘Strongly disagree’, 2 means ‘Disagree’, 3 means ‘Mildly disagree’, 4 means ‘Mildly agree’, 5 means ‘Agree’, and 6 means ‘Strongly agree’. Item scores were summed
b. Career Commitment Questionnaire. The questionnaire used in this study was developed by Blau (1985). It is an
8-item instrument measured on a 5-point Likert scale: 1 means ‘Strongly disagree’, 2 means ‘Disagree’, 3 means ‘Unsure’, 4 means ‘Agree’, and 5 means ‘Strongly agree’.
Item scores were summed for a total score. And,
c. Organizational Commitment Questionnaire. The
questionnaire used in this study was developed by Mowday et al (1970). It is a 9-item instrument measured
on a 7-point Likert scale: 1 means ‘Strongly disagree’, 2 means ‘Moderately disagree’, 3 means ‘Slightly disagree’, 4 means ‘neither disagree nor agree’, 5 means ‘Slightly
agree’, 6 means ‘Moderately agree’, and 7 means ‘Strongly agree’. Item scores were summed for a total score.
Respondents of the Study
The respondents of the study were composed of 30 out of 39 active elementary and high school public school nurses under DepEd, Division of Southern Leyte.
However, to clarify and validate data, the researcher also included through informal interviews the people from the Human Resource, Budget, and Administrative Department of DepEd.
As can be shown in the following table, all the respondents of this study are holding Public Health Nurse I position because based on data
provided by the Administrative Section of DepEd there is no single nurse in the division appointed higher than the said position, even their Acting Head Nurse.
Table 1. Respondents of the Study Position Frequency Percent (%)
Public Health Nurse I 30 100 Public Health Nurse II 0 0 Public health Nurse III 0 0 Head Nurse 0 0
TOTAL 30 100
Data Collection Procedure
The researcher contacted the DepEd Division Superintendent to
ask for permission to conduct a study, and to obtain the names and other pertinent data of the respondents from the Administrative Section of the division.
The questionnaires were the main instruments for data gathering which were personally distributed by the researcher himself. They contained a covering letter describing the study and indicating the
confidentiality of the information that may be given out by the respondents.
The data were subjected to analysis using the Statistical Packages for Social Sciences (SPSS). The following statistical tools were used:
1. Frequencies and Percentages. This was used to determine the demographic profile of Southern Leyte DepEd nurses.
Formula: P = freq X 100 where
N
N = total number of respondents
2. Mean. This was used to determine the level of sufficiency given to DepEd nurses in terms of remuneration and other monetary benefits,
non-monetary benefits, budget allocation, and career advancement; the level of job satisfaction; and the level of work commitment.
Formula: X = Σx where
N
Σx = the sum of the responses N = total number of respondents
3. Kendall tau Correlation. This was employed to determine the significant relationship between job satisfaction and work commitment among DepEd nurses.
Formula:
= where 1/2N(N-1)S = actual responses
N = total number of respondents
CHAPTER 4
PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA
This chapter presents, analyzes and interprets the following data gathered from the responses to the questionnaires relative to the research subjects of this study:
A. The Profile of the Nurses at DepEd, Division of Southern Leyte in Terms of Position, Length of Service, Educational Qualifications, Employment Status, Age, Sex, Civil Status, and Distance of Residence from Place of Assignment;
B. The Level of Sufficiency Given to DepEd Nurses, Division of Southern Leyte in Terms of Remuneration and Other Monetary Benefits, Non-monetary Benefits, Budget Allocation and Career
Advancement;
C. The Level of Job Satisfaction Among Nurses at DepEd, Division of Southern Leyte;
D. The Level of Work Commitment Among Nurses at DepEd, Division of Southern Leyte; And,
E. The Relationship Between Job Satisfaction and Work Commitment Among the DepEd Nurses, Division of Southern
Leyte.
The data are presented using tables in accordance to the sequencing of the sub-problems enumerated under the Statement of the Problem
A. The Profile of the Nurses at DepEd, Division of Southern Leyte in Terms of Length of Service, Educational Qualifications, Employment Status, Age, Sex, Civil Status, and Distance of Residence from Place of Assignment.
Table 2 presents the profile of the DepEd nurses in terms of length of service.
Table 2. Profile of DepEd Nurses in Terms of Length of Service Number of Years in Service Frequency Percent (%)
Less than 2 years 2 6.7 More than 2 to 10 years 26 86.7 More than 10 to 20 years 1 3.3 More than 20 years 1 3.3
TOTAL 30 100
The table shows that 86.7% of the DepEd nurses have only been working with the agency from 2 to 10 years. Super et al (1996) call this
time span of career development as Establishment Stage, wherein an individual has just passed through the work process of exploration and adaptation, and started working on the stabilization, consolidation and advancement of his career. It is in this stage when an individual moves
from a beginner to an expert, no longer relying largely upon a superior, but more upon peers interaction to further increase his knowledge and skills (Flippo, 1984).
Only 3.3% of the total population of nurses have been able to pass the Establishment Stage of their career and reached the Maintenance
Stage which is described by Super et al (1996) as the holding action of one’s career, the phase wherein the employee attempts to retain what he has established.
The table further shows that another 3.3% also have been able to pass the Maintenance Stage and reached the Disengagement Stage, the stability and decline of one’s career. It is the time when the individual has firmly established experience and responsibilities and is no longer
open to new experiences (Flippo, 1984). His energy decreases, and focus is now more directed towards retirement.
Table 3 presents the profile of the DepEd nurses in terms of
educational qualifications.
Table 3. Profile of DepEd Nurses in Terms of Educational Qualifications Educational Qualifications Frequency Percent (%)
Nursing Graduate 23 76.7 Masteral Level 7 23.3 Masteral Graduate 0 0 Doctoral Level 0 0 Doctoral Graduate 0 0 TOTAL 30 100
The table shows that no one of the respondents is a masteral graduate, on a doctoral level, nor a doctoral graduate. There are those on
Hill, Hoffman and Rex (2005) state that acquiring higher education is a form of human capital investment, and it generally leads to higher
worker productivity, greater output, and enhanced economic prosperity. They aver that investments in higher education may yield the following monetary social returns: technological spillovers, human and physical
capital complementaries, and increasing returns.
Technological spillovers means that social interaction is a catalyst for learning and overall knowledge creation. The more contact that takes place among educated people, the more the stock of knowledge expands.
Human and physical capital complementaries, on the other hand, means that increased education, knowledge, and skills create an increase in the quality of the existing physical capital stock. For example, more educated
workers use more sophisticated equipment that results in improved productivity. And lastly, increasing returns means that the acquisition of
knowledge capital creates “endogenous” growth ( or growth that feeds on itself) and economic returns that accelarate (Hill, Hoffman and Rex, 2005).
Table 4 presents the profile of the DepEd nurses in terms of employment status.
Table 4. Profile of DepEd Nurses in Terms of Employment Status Employment Status Frequency Percent (%)
Permanent 30 100 Probationary 0 0 Casual 0 0 Contractual 0 0
TOTAL 30 100
The table shows that 100% the respondents already hold permanent employment status at DepEd. Permanent employment status is issued only to a person whose position is considered by management as
essential for the effective long term operation of the organization. Thus, it is a proof of the school nurses’ importance to the continuous effective operation of DepEd as an institution.
The permanency of a worker’s employment is part of job safety that protects him under the law from job termination without due process. It also guards him from coercion or feeling of arbitrary treatment by management (Stoner and Wankel, 1987), and entitles him the privileges
and benefits associated with permanent status employment.
Job safety is identified by Maslow, as cited by Newstrom and Davis (1993) as one of human’s lower order needs, comprising bodily safety
such as freedom from a dangerous work environment, and economic security such as a no-layoff guarantee, or a comfortable retirement.
Miranda (1999) claims that an employee who is reasonably secured
enjoys a type of freedom or independence that stimulates him to participate more wholeheartedly on the job and to work toward the achievement of the organization objectives.
Table 5 presents the profile of the DepEd nurses in terms of age.
Table 5. Profile of DepEd Nurses in Terms of Age
Age Frequency Percent (%)
30 years old and below 2 6.7 31 to 40 years old 22 73.3 41 to 50 years old 5 16.7 51 to 60 years old 1 3.3 61 years old and above 0 0
TOTAL 30 100
The table shows that the DepEd nurse population are dominantly young, with age group ranging from 31 to 40 years old.
Kanfer and Ackerman (2004) bring together several domains of research and theory to provide a framework through which they believe age related changes can effect motivational variables and in turn
influence work outcomes. They suggest that the psychological affects of ageing can be thought of in four terms of development: loss, growth, reorganization and exchange. Ageing, for example, may bring the loss of
fluid of mental ability and the growth of crystallized mental ability, but it may also change other individual features such as shifts in the values of certain goals (reorganization) and general changes in personality traits
(exchange).
In the evolution of career provided by Levinson and his colleagues, as cited by Stoner and Wankel (1987), the 31 to 40 age bracket, where
73.3% of the sample population belong, can be generalized in two (2) series of personal and career-related crises or transitions that occur in
predictable sequence every five to seven years: Age-30 Transition, and Settling Down.
Age-30 Transition is the state when an individual reviews his progress towards previously established personal and career goals. If the progress is satisfactory and in accordance to plans, he may keep on
following the track. If not, he may forge radical changes by moving into another geographical location, another organization, or another career.
On the other hand, Settling Down is the state when an individual strives toward job and career advancement, and become his own person.
Everything else is subordinated as he concentrate on getting ahead on the job. However, if he feels that all his efforts are going nowhere, he may also forge changes by moving into another organization, no longer much
with geographical or career since during this time he may already have a family of his own, and become an expert to the career he nurtures.
Table 6 presents the profile of the DepEd nurses in terms of sex.
Table 6. Profile of DepEd Nurses in Terms of Sex Sex Frequency Percent (%)
Male 6 20 Female 24 80
TOTAL 30 100
Even though the number of male of nurses has been observed to be
on the rise, the table shows that the nursing career at DepEd is still dominated by female population.
The dominance of women in the field of nursing in the Philippines is rooted in our culture. Some Filipinos stereotype nursing as a female job
as it is attached to the traditional caregivers of every Filipino home: the wife, mother, and sister (Estella, 2005).
Although it is already waning in the larger portion of society, the
stigma dictating that nursing is only for women and for effeminate men is still one of the reasons why presently nursing courses are still ruled by female enrollees.
The identification of the field of nursing with women could be traced
back during the pre-colonial era when Filipino women had status as medicine women or mananambal (Karnow, 1990). Even at present time, the Filipino women are still considered as home nurturers. It is their
responsibility to keep children clean and healthy. Even if they already hold corporate jobs, they still are expected to fulfill their traditional functions such as cooking, cleaning, teaching the children, washing
clothes, budgeting, and managing the home (Clamonte, 2007).
Table 7 presents the profile of the DepEd nurses in terms of civil status.
Table 7. Profile of DepEd Nurses in Terms of Civil Status Civil Status Frequency Percent (%)
Single 5 16.7 Married 25 83.3 Separated 0 0 Widowed 0 0
TOTAL 30 100
The table shows that majority of the nurse population are already married. Marital status is identified by Katz and Kahn (1978) as one of the elements in Inter-role Conflict, a type of role conflict that individuals
can experience in the course of performing their jobs. Inter-role conflict occurs when the different roles played by the same person give rise to conflicting demands. To accomplish their roles as spouse and parents,
individuals maybe pressed to share child-care and other activities at home that the performance of their roles as loyal workers maybe neglected and may suffer.
Table 8 presents the profile of the DepEd nurses in terms of
distance of residence from place of assignment.
Table 8. Profile of DepEd Nurses in Terms of Distance of Residence from Place of Assignment
Distance of Residence from Frequency Percent (%) Place of Assignment (in Kilometers)
3 kilometers and below 2 6.7 4 to 30 kilometers 16 53.3 31 to 50 kilometers 3 10.0 51 to 150 kilometers 8 26.7 151 kilometers and above 1 3.3
TOTAL 30 100
The table shows that 53.3% of the respondents are living 4 to 30 kilometers away from the place of assignment. Within these distances, a worker has to commute daily in going to work and could no longer go
home at noon break. He either packs his lunch in the morning before going to the office, or has to buy it at the affordable nearest canteen or cafeteria. Stoner and Wankel (1987) reveal that distance of residence
from the place of assignment is one of the essential factors affecting physical stress among workers: the hassles of waking up early and catching the early public vehicle, and the anxiety of being late for work.
Stress is defined by Newstrom and Davis (1993) as the general term applied to the pressures people feel in life. Flippo (1984) claims it creates a physiological or psychological imbalance within the individual. Stress can have serious consequences for both the workers’ health and their
work performance because it can cause depression, irritation, anxiety, fatigue, lowered self-eteem, and reduced job satisfaction (Stoner and Wankel, 1987).
Southern Leyte in Terms of Remuneration and Other Monetary Benefits, Non-monetary Benefits, Budget Allocation and Career Advancement
Table 9 presents the level of sufficiency given to DepEd nurses in terms of remuneration and other monetary benefits.
Table 9. Level of Sufficiency Given to DepEd Nurses in Terms of Remuneration and Other Monetray Benefits
Indicators Mean Description Weighted Mean Description Response Response
Monthly Salary 2.23 Insufficient PERA and ADCOM 2.20 Insufficient Transportation and Fieldwork
Allowances 1.47 Very Insufficient Hazard Pay 2.70 Sufficient Year-end Bonus and Cash Gift 2.53 Sufficient Productivity Incentive 2.53 Sufficient Step Increment 2.47 Insufficient Clothing Allowance 2.60 Sufficient Medical and Hospitalization 1.63 Very Insufficient
2.26 Insufficient Legend:
Mean Response Adjectival Rating 3.25 – 4.00 - Very Sufficient 2.50 – 3.24 - Sufficient 1.75 – 2.49 - Insufficient 1.00 – 1.74 - Very Insufficient
The table shows that in terms of remuneration and other monetary benefits, majority of the DepEd nurses find their transportation and field
work allowances, and medical and hospitalization to be Very Insufficient; and their monthly salary, PERA and ADCOM, and step increment to be insufficient. They however find their hazard pay, year-end bonus and cash gift, productivity incentive, and clothing allowance to be Sufficient.
Over all the DepEd nurses reported their remuneration and other monetary benefits to be Insufficient, with the weighted mean response of
2.26.
Newstrom and Davis (1993) stress that money is very important to employees because of its both economic and social value. It serves as a
medium of exchange for allocation of economic resources, as well as a social status symbol for those who have it and can save or spend it. It is the most tangible form of a worker’s survival because it immediately answers his physiological needs for food, shelter, and clothing. Thus, the
most grieve disservice that an organization can extend to its employees is to grant them with insufficient monetary benefits.
Miranda and Miranda (2002) aver that money is the “greatest
motivator of them all,” and that man of the present century is a highly materialistic creature craving more and more for material goods that will contribute to higher standards of living. They add that a usual job hunter
is not interested in the job itself which will enable him to use his talent and skills, but rather on the remuneration that such a job offers, that is money rewards, whether expressed as salaries or wages.
Table 10 presents the level of sufficiency given to DepEd nurses in
terms of non-monetary benefits.
Table 10. Level of Sufficiency Given to DepEd Nurses in Terms of Non-monetray Benefits
Indicators Mean Description Weighted Mean Description Response Response
Recognition for Completion
Masteral/Doctoral Degree 1.70 Very Insufficient Study Leave 1.83 Insufficient Scholarships 1.50 Very Insufficient
1.68 Very Insufficient Legend:
Mean Response Adjectival Rating 3.25 – 4.00 - Very Sufficient 2.50 – 3.24 - Sufficient 1.75 – 2.49 - Insufficient 1.00 – 1.74 - Very Insufficient
The table shows that over-all, the DepEd nurses find their non-monetary benefits to be Very Insufficient with 1.68 as the weighted mean
response.
Stoner and Wankel (1987) reveal that remuneration and other monetary benefits are not enough to make a person satisfied and
committed. His esteem and self-actualization needs must also be responded to by the organization through non-monetary benefits.
Maslow, as cited by Stoner and Wankel (1987) describes two (2) types of esteem needs: 1) the desire for achievement and competence;
and 2) the desire for status and recognition. In organizational terms, it has always been basically the drive of every person to be good at his job, and at the same time to feel that he is achieving something important
when he performs his job.
Self-actualization need is the highest rung in Maslow’s hierarchy of needs wherein a person looks for meaning and personal growth for his
work, and actively seeks out new responsibilities. This need would vary from individual to individual. For some individuals, producing work of
high quality maybe a means for self-actualization, while for others, developing creative, useful ideas serves the same need (Stoner and
Wankel, 1987).
Flippo (1984) explains that sufficient monetary and non-monetary benefits could bring out three (3) things for the organization: 1) attract
capable employees; 2) motivate them toward superior performance; and 3) retain their services over an extended period of time.
However, if a worker does not receive the remuneration and other monetary and non-monetary benefits he feels entitled, and what he thinks
sufficient for his needs, he often show dissatisfaction and eventually less commitment to his job as can be shown by becoming angry and working less hard. He may even increase absenteeism, or even leave his job
(Cropanzano and Folger, 1991).
An individual could only feel that the compensation (monetary or non monetary) he is getting is sufficient if it is attached to the concept of
fairness and equity. Cropanzano and Folger (1991) contend that when employees react to the way they are treated at work, their motivation to respond in one fashion or another cannot be understood adequately without taking into account two separate notions of fairness: the
distributive justice, and the procedural justice.
Traditionally the organizational science literature has considered only one way of describing what it means to be fairly treated. It is
According to equity theory, a person determines whether or not he is treated fairly at work by examining his own payoff ratio of outcomes to
inputs and comparing that ratio with the corresponding outcome-input ratio obtained by others such as their coworkers (Cropanzano and Folger, 1991).
A second way of thinking about what it means to be treated fairly is through procedural justice wherein the focus lies on the manner in which the decision-making process is conducted (Cropanzano and Folger, 1991). The focus shifts from what was decided (distributive justice) to how the
decision was made.
In 2001, Valadez and Anthony examined the level of job satisfaction and commitment among two-year college part-time faculty members
towards their professional roles, responsibilities and rewards. They found out that part-time faculty members with higher level of perception on fair and just compensation for their works had higher level of work
commitment than those who were frustrated by modest pay and meager benefits.
Table 11 presents the level of sufficiency given to DepEd nurses in terms of budget allocation.
Table 11. Level of Sufficiency Given to DepEd Nurses in Terms of Budget Allocation
Indicators Mean Description Weighted Mean Description Response Response
Salaries and Wages 2.37 Insufficient Other Compensation and Benefits 2.40 Insufficient Transportation and Fieldwork
Allowances 1.50 Very Insufficient Office Supplies, Fixtures
and Furnitures 1.50 Very Insufficient Laboratory Equipment
and Facilities 1.33 Very Insufficient
1.82 Insufficient Legend:
Mean Response Adjectival Rating
3.25 – 4.00 - Very Sufficient 2.50 – 3.24 - Sufficient 1.75 – 2.49 - Insufficient 1.00 – 1.74 - Very Insufficient
The table shows that the DepEd nurses perceive their salaries and wages, and other compensation benefits as Insufficient; while their
transportation and fieldwork allowances, office supplies, fixtures and furnitures, and laboratory equipment and facilities as Very Insufficient. Over-all, they find the budget allocated for their department to be Very Insufficient with 1.88 as the weighted mean response.
Budget allocation is very important to every employee as it is the process wherein organization allots money for its future programs and activities. They may include raising salaries and wages, hiring and
training personnel, and purchasing new equipment.
Irvine (1970) states that budgets can have a positive impact on motivation and morale of workers if they are included in the process.
Most individuals need to achieve things they are committed to and desire to be accepted by groups to which they belong. Budgets can activate
these motivational factors by creating common goals and the feeling that everyone is working toward them.
However, budgets could also be a foreteller of an undesirable future for employees, and therefore a bringer of demoralization. In series of oral interviews conducted by the researcher, the DepEd nurses admitted that
they are not included in the organization’s budget preparation process, and that the amount allocated for them in the end are below of what they feel as sufficient to answer their financial and work resource needs. More particularly, in the aspect of allocating budgets for office supplies
and fixtures and furnitures, and laboratory equipment and facilities, the respondents reported that they should have been consulted by management on what items to prioritize for allocation as they are the ones
who are on the frontline and are the main users of the equipment and dispensers of the medicine supplies.
A study conducted by Magner et al (1996) revealed that
performance among workers can be negatively affected by the following resource allocation conditions: a) unfavorable distribution of a helpful work resource; and b) unfair procedure of work resource allocation. The negative effects would range from low morale, tardiness, absenteeism, and
low productivity, to eventual turnover.
Table 12 presents the level of sufficiency given to DepEd nurses in terms of career advancement.
Table 12. Level of Sufficiency Given to DepEd Nurses in Terms of Career Advancement
Indicators Mean Description Weighted Mean Description Response Response
Trainings, Seminars and Other Activities to Improve
Present Job 2.07 Insufficient Trainings and Seminars and Other
Activities to Prepare Higher
Position and Responsibilities 1.77 Insufficient Vacant Positions for Promotion 1.80 Insufficient
1.88 Insufficient Legend:
Mean Response Adjectival Rating 3.25 – 4.00 - Very Sufficient 2.50 – 3.24 - Sufficient 1.75 – 2.49 - Insufficient 1.00 – 1.74 - Very Insufficient
The table shows that over-all, the DepEd nurses find their career
advancement opportunities to be Very Insufficient with 1.88 as the weighted mean response.
Insuffiency of opportunities for career advancement provides negative impact both to employees and the organization. To the
employees, it could send the message that they are on a career plateau and are not going anywhere in the corporate ladder. To the organization, on the other hand, it reflects grieve indifference to its people’s career
progressions that eventually would contribute to its downfall, considering that the quality of every organization will depend primarily on the quality of skills, competence and motivation of the people operating it.
Career plateau is defined by Stoner and Wankel (1987) as “the point in a career where the likehood of additional hierarchical promotion is very low.” Its cause is not always due to personal shortcomings, but more
often due to a normal organizational occurrence such as lack of personnel development programs, and the workers’ lack of skill in organizational
politics.
C. The Level of Job Satisfaction Among Nurses at DepEd, Division of Southern Leyte
Table 13 presents the level of job satisfaction among DepEd nurses.
Table 13. Level of Job Satisfaction Among DepEd Nurses
Indicators Mean Description Weighted Mean Description Response Response
Being able to keep busy all the time 2.90 Satisfied The chance to work alone on the job 2.80 Satisfied The chance to do different things from
time to time 2.80 Satisfied The chance to be somebody in the
community 2.83 Satisfied The way immediate supervisor
handles his/her subordinates 2.23 Dissatisfied The competence of supervisor
in making decisions 2.40 Dissatisfied Being able to do things that don’t go
against conscience 2.70 Satisfied The way job provides for steady
employment 2.87 Satisfied The chance to do things for other
people 2.83 Satisfied The chance to tell people what to do 2.83 Satisfied The chance to do something that
makes use of abilities 2.77 Satisfied The way the policies of DepEd are
put into practice 2.33 Dissatisfied Salary and amount of work 2.47 Dissatisfied The chances of advancement on job 2.23 Dissatisfied The freedom to use own judgement 2.83 Satisfied The chance to try own method to do
the job 2.80 Satisfied The physical aspect of work 2.77 Satisfied The way coworkers get along with
each other 2.70 Satisfied The praise for doing a good job 2.63 Satisfied The feeling of accomplishment from
the job 2.63 Satisfied
