https://hdl.handle.net/20.500.12852/379 2026-04-13T19:11:58Z 2026-04-13T19:11:58Z Tanaleon, Louie Mae G. https://hdl.handle.net/20.500.12852/3790 2026-04-10T04:00:30Z 2024-12-01T00:00:00Z

Psychosocial determinants of the sense of well-being among nurses in public hospitals in times of crisis: Inputs to a policy enhancement Tanaleon, Louie Mae G. This study, which aimed to determine the psychosocial determinants of the sense of well-being among nurses in district hospitals in Iloilo, utilized causal non-experimental research. A one-shot survey design was used. The duration for the conduct of study was from November 2023 to February 2024. The study’s respondents were 142 nurses from 11 district hospitals in Iloilo Province. Frequency count, percentage, mean, and standard deviation were employed for descriptive statistics, T-test, ANOVA, Pearson’s r, and multiple regression were used for inferential statistics, all set at a 0.05 level of significance. The results revealed that the respondents have moderate to high emotional intelligence, great extended personal resiliency, and high organizational support. In addition, nurses in district hospitals are predominantly young, female, married individuals with at least 16 years of experience in their profession. Furthermore, the nurses actively participate in spiritual activities several times a day. Interestingly, a fraction of the sample has a moderate sense of well-being, and the majority of nurses in district hospitals have a low level of sense of well-being. However, sex, civil status, length of service, spirituality, and educational attainment were not found to be associated with emotional intelligence, personal resilience, and perceived level of organizational support. Conversely, there were significant differences in the perceived organizational support of nurses based on their age and position. Furthermore, age, sex, civil status, length of service, educational attainment, spirituality, and position of nurses were not associated with the sense of well-being of nurses. In other words, nurses' level of well-being showed no significant association based on personal characteristics. The key finding is that the well-being of nurses in district hospitals is highly correlated with emotional intelligence, personal resiliency, and perceived organizational support. Specifically, Emotional Intelligence has a positive relationship with the sense of well-being; however, Emotional Intelligence alone may not be a strong determinant of nurses' sense of well-being. Perceived Organizational Support is identified as a significant determinant and has a significant relationship with the sense of well-being. This indicates that the nurses who feel and are perceived to have support from the organization will have a better sense of well-being. More importantly, Personal Resilience seems to have a stronger impact on well-being. Nurses with higher levels of Personal Resiliency are more likely to experience a greater sense of well-being. Therefore, Personal resiliency is a critical factor in the nurses' well-being. Abstract only

2024-12-01T00:00:00Z Sevilla, Rodaniel G. https://hdl.handle.net/20.500.12852/3578 2025-11-12T10:00:32Z 2024-12-01T00:00:00Z

Personal variables, work environment, organizational justice, job embeddedness, and satisfaction as predictors of turnover intention among nurses Sevilla, Rodaniel G. This study, which aimed to determine the personal variables, work environment, organizational justice, job embeddedness, and satisfaction as predictors of turnover intention among nurses employed a non-experimental causal-predictive research design involving 92 nurses through complete enumeration. A standardized questionnaire was used, and it was based on the objectives and data gathered. Analysis of data involved both descriptive and inferential statistics. Frequency, percentage and measures of central tendency were utilized for descriptive statistics. T-test, ANOVA, Pearson’s R and Multiple Linear Regression were used to determine the relationship between variables in the study. Findings suggest that the majority of respondents perceive a positive work environment, contrasting with negative perceptions of organizational justice. High levels of job embeddedness are prevalent, while job satisfaction remains ambivalent among many. The respondents intend to remain with the organization, with age significantly linked to perceptions of the work environment. Length of service correlates with both work environment and organizational justice perceptions, while diligence influences organizational justice and job satisfaction. Work arrangement has an association with organizational justice. Factors such as age, sex, civil status, length of service, work arrangement, salary, area of assignment, compassion, discipline, and integrity show no significant association with turnover intention, but diligence notably impacts turnover intentions. Work environment, organizational justice, job embeddedness and job satisfaction are related to turnover intention. Overall, findings underscore the importance of work environment, organizational justice, and job satisfaction as predictors of turnover intention among nurses. Abstract only

2024-12-01T00:00:00Z Bin, Xu https://hdl.handle.net/20.500.12852/1438 2022-03-15T06:32:56Z 2021-01-01T00:00:00Z

Supervisor’s leadership style, personnel empowerment, engagement, work life balance, job satisfaction and intention to stay in the Center for Disease Control and Prevention in Henan Province, China Bin, Xu The study aimed to analyze the role of leadership style on medical laboratory personnel’s empowerment, engagement, work life balance, job satisfaction, and intention to stay in the Center for Disease Control and Prevention in Henan Province, China. A causal comparative with retrospective pre posttest research design and a self-assessed questionnaire was used to gather primary data from 334 medical laboratory personnel at the Disease Control and Prevention Centers in seventeen (17) cities in Henan Province, China. The level of empowerment, personnel engagement of medical laboratory is high, work life balance is “not sure”, job satisfaction is slightly dissatisfied/satisfied. These differ by age, status, education, number of children, and years in service. The perceived supervisor’s leadership style of medical laboratory personnel is Transformational, before and after the training differs in age, education, and years of service. The strongest predictor of intention to stay of medical laboratory personnel is the level of engagement which is strongly correlated with the perceived leadership of the supervisors. Abstract only

2021-01-01T00:00:00Z Palma, Eva Joy https://hdl.handle.net/20.500.12852/1436 2022-03-09T08:24:09Z 2019-01-01T00:00:00Z

Factors associated with organizational commitment and organizational citizenship behavior of non-permanent faculty members in state universities and colleges in Iloilo: An analysis of a behavioral model Palma, Eva Joy Many non-permanent faculty members in State Universities and Colleges have no security of tenure and can be separated from service anytime and yet they stay in their job for years. This study aimed to look at their level of commitment to the organization and their behavior to do the extra mile, particularly on whether their organizational, job and personal factors are associated with their organizational commitment and organizational citizenship behavior and whether their perceived level of organizational support would strengthen their commitment and citizenship behavior. Finally, it aimed to analyze and define the behavioral model of these non-permanent faculty members. A positivist view utilizing a cross-sectional research design was used. Survey, and key informant interview were conducted in four state universities and colleges in Iloilo with non-permanent faculty members as respondents. Results show that there is moderate level of organizational, job, and personal factors, perceived level of organizational support, high level of organizational commitment and high level of organizational citizenship behavior among non-permanent faculty members in the four schools. No significant variations in the level of these variables by schools. Significant relationship exist between the factors and perceived level of organizational support, factors and organizational commitment and factors and organizational citizenship behavior, however, perceived level of organizational support does not mediate in the relationship between factors and organizational commitment and organizational citizenship behavior. Abstract only

2019-01-01T00:00:00Z