Focus group (FG) as a method of research is becoming popular in nursing. However, limited practical examples on the processes and skills required for the implementation in the Philippines to address the implementation in the Philippines to address the complexity of this methods may prevent novice nurses to pursue more FG-based researches. For nurses and other health researches who intend to use the FG, facilitation and note taking in FG discussions as well as transcribing and translating are important skills to master. Ways to enhance he quality of data should also be devised to improve trustworthiness of findings such as pre-testing of tools, conduct of dis briefing sessions and, validation of translations and other data sources. Through appropriate methodological processes and examples, FG research is valuable in exploring and understanding nursing and health-related issues. This article showcases the experience of nine novice Philippine nurse researches in their aim to achieve high quality FG study on access to maternal health services conducted in the Eastern Visayas region of the Philippines.

OBJECTIVES. The study aimed to develop a pre-tested tool through a Filipino patient-based approach that incorporated identified factors associated with patient satisfaction in Tertiary DOH Hospitals in the Philippines.                             METHODS. The study involved two phases. Phase 1 included a qualitative survey on two randomly selected public tertiary hospitals using the eclectic concepts of phenomenology and thematic analysis. This phase was concluded with a construction of a Patient Satisfaction Survey tool. Phase 2 was validation of this tool to four randomly selected public tertiary hospitals.                                                                                                                                                         RESULTS. In Phase 1,104 respondents underwent the qualitative survey in which eight principal patient areas were identified namely: admission process, room, nurses, doctors, laboratory, radiology, pharmacy and discharge process. Categories under each were also identified. Phase 2 revealed that the tool constructed in Phase 1 had an excellent overall internal consistency (Cronbach's alpha of 0.96).                                                                               CONCLUSIONS. The product of this research is a validated self-administered Patient Satisfaction Tool which can be given to patients being discharged in tertiary hospitals in the Philippines. The tool may be validated to Level 1 hospitals so that it encompasses all levels of hospitals. Because of policy implications, the tool may be administered every year.

Background: The nursing profession had recently noted a significant increase of men entering the profession. However, in countries like Canada where men comprise approximately 9% of the regulated nursing population---they were viewed as untapped human health resource due to an estimated 117,600 nurse shortage in Canada by 2030. Addressing barriers such as gender-based stigmatization, role strain, and stereotypes could improve male representation and help mitigate this workforce gap globally. The objectives of this study's literature review was to explore and to critically examine stigmatization, stereotypes, and other genderbased barriers that men face in the educational and professional setting while analyzing what influences their recruitment and retention in the nursing profession. Method: The literature review was based on related databases, such as CINAHL and PubMed, where barriers that exist for men in the nursing profession and in their undergraduate nursing education were explored. The search was restricted to international literature published in the English language with a publication date limited from 1990 to present. Key factors noted in the literature review that affected men in nursing education and the nursing profession were summarized as follows: (i) the historical feminization of nursing and (ii) stigma, role strain and stereotypes. These factors created barriers for men in nursing education and the nursing profession. Conclusion A variety of factors encompassing stress, barriers, and role strain affected the recruitment and retention of nursing students and professionals. It was discovered that there was a need to encourage men to enter the nursing profession using proactive and intentional recruitment strategies to de-gender the nursing profession and to remove the systemic barriers examined.
Nurses ; Male ; Role Strain ; Role Conflict

Performance in the eight Nurse Licensure Examinations from December 2006 to December 2010 was analyzed to describe how graduates of colleges of nursing nationwide performed in the tests and to determine the factors that correlate with the examinees' scores. The study included all the graduates of colleges of nursing who participated in the eight Nurse Licensure Examinations. Data were collected through a review of secondary data from the Professional Regulation Commission - the passing percentage and average rating of schools, testing centers in the subjects tested and type of examinees. The variables from each NLE were categorized into Examinee variables, Institutional variables, and Program and Other variables. Based on the NLE results, the study concluded that those who took the examination for the first time (first timers) performed better, had higher passing percentage and significantly higher average rating than repeaters in all the NLEs. Among the repeaters, those who took the examination for at most two times showed higher passing percentage and average rating. Examinees from accredited schools also had higher passing percentage and average rating than examinees from non-accredited schools. Those from government-owned schools showed higher passing percentage in all NLEs and significantly higher average ratings in six (6) out of the eight (8) NLEs than examinees from non-government-owned schools. The study found that the accredited and government-owned schools had higher passing percentage and average rating compared to non-accredited and non-government-owned schools. Significant differences were found in the passing percentage and average rating of the examinees across regions and testing centers. Of the five subjects tested, the examinees performed best in Nursing Practice I and III. Their lowest passing percentage and average rating was in Nursing Practice IV. Number of examinees per school appeared not to have affected nor influenced either the passing percentage or average rating of schools in the eight (8) NLEs. The study reveals significant findings that correlate the performance of graduates of Philippine colleges of nursing in the 8 NLEs with selected variables and these findings may provide a better understanding of the issues and problems concerning the performance of examinees in the NLE.

OBJECTIVES: This study looked into the relationship between stress and the level of job satisfaction among the Burnt Unit staff of UP-PGH. Emphasis was placed in identifying the common stressors that the Burn Unit Staff of UP-PGH experience as a result of their day to day work in a critical care setting.The level of job satisfaction among staff was also determined.
METHODOLOGY: Questionnaires assessing stress and job satisfaction were handed out to all the 31 participants of the study. The study population included 10 doctors and 21 nurses who had worked at the Burn Unit during the period of March to September 2007. Odds ratios were computed to determine if the presence of stress affects the level of job satisfaction among the Burn Unit Staff of UP-PGH. The resulting odds ratios were further tested for statistical significance using Fisher exact test and confidence limits.
RESULTS: Of the 31 survey forms initially handed out to the Burn Unit staff, only 28 forms were completed and returned to the investigator at the end of the study period. Two items in the Stressful Situations Questionnaire were rated to be "stressful" by majority (>50%) of the respondents. Twenty-five percent of the respondents obtained positive scores in the Job Dissatisfaction Scale and were classified as being "dissatisfied" with their jobs. Twenty-two situations in the Stressful Situations Questionnaire were found to be significantly associated with job dissatisfaction among the Burn Unit staff of UP-PGH. These situations concerned the following areas: relationship with patients, family rejection, identification with the patient, deterioration and complications, job criticism, workspace, daily work, and therapeutic decisions.
CONCLUSIONS: From the results of the study, recommendations were made to promote a system of stress-reduction for the Burn Unit staff. Regular group psychosocial processing sessions can be provided to allow the staff to ventilate their thoughts and feelings regarding personal and professional concerns. Team building activities for the staff can likewise be scheduled regularly to help solidify the group and resolve interpersonal conflicts among them. Future researchers could explore if a difference exists between the nurses and surgery residents in terms of their perceived stressors and their level of job satisfaction with their work in the Burn Unit.

PURPOSE: This study aimed to investigate job satisfaction, organizational commitment and turnover intention among male nurses in South Korea. METHODS: Data were collected in May, 2013 and a total of 150 male hospital nurses participated in this study. Job satisfaction, organizational commitment and turnover intention were measured using a structured questionnaire. Collected data were analyzed using SPSS/WIN 20.0 for windows. RESULTS: There were statistically significant correlations between job satisfaction and organizational commitment (r=.74, p<.001), job satisfaction and turnover intention (r=-.56, p<.001), and organizational commitment and turnover intention (r=-.69, p< .001). There was a statistically significant difference in job satisfaction of participants according to education, work unit, and salary. Organizational commitment showed significant difference according to age, education, work unit, and salary. Turnover intention was significantly different according to duration of employment in the hospital, and salary. The most influential factor for turnover intention was organizational commitment (beta=-.69, p<.001). This factor accounted for 47.8% of the variance in turnover intention. CONCLUSION: The results of this study indicate that to reduce turnover intention for men in nursing, it is necessary to increase job satisfaction, and organizational commitment.
Education ; Employment ; Humans ; Intention* ; Job Satisfaction* ; Korea ; Male ; Nurses, Male* ; Nursing ; Surveys and Questionnaires ; Salaries and Fringe Benefits

PURPOSE: The study was done to investigate male nurses' gender discrimination, person-organization fit, organization leader-member exchange, career plateau and retention intention and to identify factors affecting nurses' retention intention for these nurses. METHODS: A cross-sectional survey was conducted using self-report questionnaires. The participants were 144 male nurses working in hospitals and other health care facilities in Korea. Data were analyzed using hierarchial regression. RESULTS: The mean score was 5.40±1.61 (out of 8) for retention intention. Factors influencing retention intention were ‘married’ (β=.27, p<.001) and ‘employment career (3~5 yr)’ (β=-.24, p=.003) in model 1, ‘person-organization fit’ (β=.42, p<.001) in model 2, ‘content plateau’ (β=-.19, p=.020) in model 3. Person-organization fit was the most significant factor followed by content plateau, employment career and married state in that order. These factors explained 33.2% of the variance in retention intention (F=17.23, p<.001). CONCLUSION: Findings indicate that it is necessary to confirm that the male nurses are suitable for their organization and improve career development at 3~5 years of work experience as a retention strategy of male nurses.
Cross-Sectional Studies ; Delivery of Health Care* ; Discrimination (Psychology) ; Employment ; Humans ; Intention* ; Korea* ; Male* ; Nurses, Male*

PURPOSE: This is a mixed method study to understand the experience regarding the job satisfaction of Physician Assistant (PA) male nurses. METHODS: First, factors influencing job satisfaction were analyzed using quantitative approach and job adaptation processes by qualitative research was done through interviews. Finally both of the collected data were comprehensively compared. RESULTS: The factors which had the greatest influence on job satisfaction in the regression analysis were job stress (β=-.49, p<.001) and job identity (β=.46, p<.001) and the explanatory power explaining these variables was 58% (Adj. R²=.58). The results of qualitative research were categorized using the same four variables with qualitative research variables. Five themes in job satisfaction, three themes in job identity, five themes in job stress and six themes in job value were identified by content analysis. CONCLUSION: This finding identified that the job stress and job identity were important variables related to job satisfaction. Therefore, the factors influencing job identity have to be strengthened, and a systematic management and interest to develop them are necessary.
Humans ; Job Satisfaction* ; Male* ; Methods ; Nurses, Male* ; Physician Assistants* ; Qualitative Research

PURPOSE: This study was conducted to examine the adaptation experience of male nurses working in general wards. METHODS: Experiential data was collected from 16 general ward nurses through in-depth interviews. Participants were selected from male nurses working in the general wards with over one year of clinical experience at a tertiary university hospital. The main question was “Can you describe your adaptation experience in the general ward as a nurse?” All interviews were recorded and transcribed, then analyzed using Colaizzi's method. RESULTS: Four categories were derived from the analysis: ‘difficulties from task adaptation by characteristics’, ‘limited nursing situation and circumstance as a male nurse’, ‘efforts to adapt at general nursing unit’, and ‘self-worth, and worry about something as a male nurse’. CONCLUSION: Male nurses had a difficulty adapting to work in wards due to lack of multi-tasking skills, as well as some social prejudice or negative views on male nurses. Establishing reasonable guidelines for male nurses in practice, promoting their responsibilities to patients, developing mentoring programs, and reassessing the policy of assigning male nurses to general wards are recommended to help in better adaptation.
Humans ; Male* ; Mentors ; Methods ; Nurses, Male* ; Nursing* ; Patients' Rooms ; Prejudice ; Qualitative Research

PURPOSE: This cross-sectional descriptive study was to explore the relationship among practice environment, organizational justice, and job satisfaction of male nurses. METHODS: Subjects were 115 male nurses who were the member of the Korean man nurses association, and they were asked to complete self-administration questionnaires via internet site for this survey which included nurse's practice environment, organizational justice, and job satisfaction. Collected data were analyzed using SPSS/WIN version 21.0 software. RESULTS: The mean scores of the nurse's practice environment, organizational justice, and job satisfaction were 2.9, 3.0, 3.1 out of 5 Likert scale respectively. The job satisfaction was positively correlated with the nurse's practice environment (r=.70, p<.001) and organizational justice (r=.78, p<.001). The job satisfaction was affected by procedure-related justice, interpersonal justice, adequacy of staffing and resources in nursing work environment, compensation justice, and good healthy status. These variables explained 68.6% of male nurse's job satisfaction. CONCLUSION: This finding suggest that suitable organization management for male nurses are necessary through improvement of practice environment and organizational justice in hospital.
Compensation and Redress ; Health Facility Environment ; Humans ; Internet ; Job Satisfaction* ; Male* ; Nurses, Male* ; Nursing ; Social Justice*