A QUALITY HEALTHCARE MODEL: JOB SATISFACTION AND MOTIVATION ATTRIBUTES OF HOSPITAL- BASED NURSING PERSONNEL
The nursing profession is under-appreciated in the Philippines, considering that nurses are at the forefront regarding health care services. The patient volume, unsatisfactory or less-than-ideal work environment, and lack of incentives for growth and promotion in the Philippine General Hospital are often mentioned as sources of frustration, disgruntlement, and poor work motivation. However, little evidence exists regarding the factors that increase job satisfaction in developing models to retain nurses in the Philippines. Hence, this study was conducted to determine the causes of job satisfaction and performance and the possible quality of healthcare models to improve these factors among nurses. This study assessed the relationship between the organization, individual, and external variables with job motivation and job satisfaction using a self-administered questionnaire to address the common concerns regarding job satisfaction and motivation and level of health care quality. The survey reveals that OPD-UP-PGH nursing personnel range from 29 to 64 years of age, with more than three-fourths (77.22%) over 40 years old. Respondents were recorded as generally satisfied with their work, career development, and interpersonal relationships. Financial and nonfinancial incentives are the aspects that scored the lowest. Statistical analyses suggest that demographic characteristics affect the perception and the level of satisfaction of respondents, implying significant differences among the respondents’ perception of the attributes that would improve job satisfaction and the level of health care among nursing personnel. It is recommended for future studies to conduct a feasibility analysis of a rank system in nurse personnel.
Nursing Personnel, Job Satisfaction, Job Motivation, Nursing, Healthcare Model