Objectives: This study aimed to determine the relationship between self-assessed environmental factors, organizational commitment, and turnover intention among frontline nurse managers of internationally accredited private hospitals in Metro Manila from February to March 2024. Methods: A descriptive correlational study among frontline nurse managers of internationally accredited private hospitals in Metro Manila utilizing total enumeration sampling was employed. Data were obtained using three adopted instruments namely: Nurse Leader Environmental Support Survey (NLESS), Three-Component Model (TCM) Employee Commitment Survey, and the Expanded Multidimensional Turnover Intention Scale (EMTIS). Data analysis was done using descriptive and inferential methods. Results: A total of 195 frontline nurse manager respondents participated in this study with a response rate of 97%. The study reported environmental factors overall mean score of 7.41 generally interpreted as “Always Supportive” and organizational commitment mean score of 3.45 inferred that frontline nurse managers have “Strong Commitment” to their organization. On the other hand, frontline nurse managers reported “Low Turnover Intention” to their organization, with an overall mean score of 2.52. Furthermore, multiple regression analysis revealed that environmental factors and organizational commitment collectively predicted 34.2% of the variance in turnover intention (R² = 0.342, F = 50.0, p = < 0.001). The environmental factors emerged as a very influential predictor of turnover intention as indicated by β = 0.545, p= < 0.001. Conclusion The results of the study found a strong positive correlation between environmental factors, organizational commitment, and turnover intention. Higher levels of both environmental factors and organizational commitment were linked to reduced turnover intention. Furthermore, multiple linear regression analysis showed that both environmental factors and organizational commitment were significant predictors of turnover intention.
nurse manager ; nurse administrators

BACKGROUND

Nursing, as a profession, is a facet where job satisfaction and performance matter. In the changing landscape of nursing practice in the Philippines and the aftermath of the COVID-19 pandemic, it is imperative to revisit and to perform an empirical investigation of the current state of nurses' job satisfaction and performance in the hospital setting. This study aimed to describe the job satisfaction and performance among staff nurses in private and government hospitals in Baguio City.

DESIGN

Using a quantitative descriptive cross-sectional survey design, a sample of 313 randomly selected staff nurses working in two private and two government hospitals in Baguio City were surveyed from March to April 2023, using a questionnaire. This study's protocol was approved by two ethics committees, namely the Saint Louis University Research Ethics Committee and the BGHMC REC. Nominal data was analyzed using the SPSS trial version employing frequencies, percentages, and the Chi-square test.

FINDINGS

There are more staff nurses in both private and government hospitals who reported satisfactory job satisfaction levels (276 nurses, 87.9%) and had good job performance (303 nurses, 96.5%) in all domains. However, results show that there are more nurses (209 nurses, 90.7% ) in government hospitals who are satisfied with their jobs than in private hospital nurses (67 nurses, 80.1%) in the domains Intra practice Partnership/Collegiality (p=0.010); Challenge/Autonomy (p=0.001); Professional, Social and Community Interaction (p=0.010); Professional Growth (p=0.036); Time (p=0.009); and Benefits (p=0.045). In terms of job performance, more government nurses at 97.3% (224 nurses) rated a higher self-appraisal of job performance. In comparison, only 94.8% (79 nurses) of private staff nurses appraised themselves as having good performance. No significant differences were found in the domains of job performance, namely leadership, teaching, planning, communications, and professional development, except in critical care. In "Critical care," which showed significance, the results suggest that more nurses in government hospitals perceive higher job performance, revealing a significant difference (p=0.011) in the "critical care" domain, indicating that a higher proportion of nurses in government hospitals demonstrate superior performance in this area.

CONCLUSION

Through this study, it was learned that nurses in both private and government hospitals generally experience high job satisfaction and performance, reflecting a fulfilled workforce and indicating commendable competency among the staff nurses. However, more nurses in government hospitals report high satisfaction and perceived performance in critical care compared to those in private hospitals. Thus, the findings of this study can contribute to and serve as a rationale for policy making regarding creating a positive work environment, proper management and leadership, creation of training and skill development for critical care, providing opportunities for professional growth, and conducting regular evaluation and feedback----- all geared towards a satisfied and productive workforce.

Job Satisfaction ; Job Performance ; Work Performance ; Work Environment ; Working Conditions