Job-Related Problems and Performance of Nurses

Chapter I: The Problem: Its Rationale
and Background
Chapter II: Review of Related
Literature
Chapter III: Methodology
Chapter IV: Results and discussion
Chapter V: Summary, Conclusions,
and recommendations

1.1 Statement of the Problem
1.2 Hypotheses
1.3 Theoretical/ Conceptual
Framework
1.4 Significance of the Study
1.5 Scope and Limitation of the Study
1.6 Definition of key terms

2.1 Related Legal Basis
2.2 Related Literature
2.3 Related Studies

3.1 Research Design
3.2 Determination of Sample Size
3.3 Sampling Design and Technique
3.4 The Subject
3.5 The Research Instruments
3.6 Validation of the Research Instruments
3.7 Data Gathering procedure
3.8 Data Processing Method
3.9 Biostatistical treatment

4.1 Each specific question
in chapter I be answered
in this chapter in textual,
tabular and graphical
forms

5.1 Summary
5.2 Conclusions
5.3Recommendations

VI: Bibliography
VII: Appendix
VIII: Curriculum
Vitae

Presents the panoramic view of the
problem.
This part gives the foundation of the
problem by citing some phrases and
sentences from published materials
relevant to the study in order to arouse
the interest of the reader to read the
thesis.

For instance, the researcher
wishes to conduct the study on
correlation between job related
problems and job performance
of staff nurses in private and
government hospitals in Iloilo
City. Descriptive design is used in
this study.

Should be clearly and
explicitly expressed in
interrogative form and
possess the characteristics of
SMART, (Specific, measurable,
attainable, realistic, and time
bounded)

What is the extent of the degree of
seriousness of job related problems and job
performance by staff nurses in private and
government hospital in Iloilo city to (a)
administration of top management, (b)
administration of middle management, (c)
administration of lower management, (d)
communication, (e) financial condition, (g)
hospital facilities, and (h) job hazards?

 What is the mean job performance of staff nurses
in the private and government hospitals in Iloilo city
for the last three years?

 What is the relationship between job-related
problems and job performance of staff nurses in
private and government hospital in Iloilo City?

 Isthere a significant difference between job-related
problems and job performance of staff nurses in
private and government hospitals in Iloilo City
when they are classified as to civil status, age, length
of nursing practice?

The null hypotheses is
commonly used by research
writers because it is the denial
of the difference of an effect
which is easy to reject and
accept and the difference of
variable is zero.

Based on the foregoing research questions, the
researcher formulate the following null hypotheses:

 The staff nurses in the private and government
hospital in Iloilo City are not serious of job-related
problems met in relation to administration of top
management, administration of middle management,
administration of lower management,
communication, financial condition, hospital
facilities, and job hazards.

There is no relationship between job-
related problems and job performance of
staff nurses in private and government
hospitals in Iloilo City.

There is a significant difference on job
related problems and job performance of
the staff nurses in private and
government hospitals in Iloilo City when
classified as to civil, age and length of
nursing practice.

 Provide clear explanation about the relationship of
variables.

 Its desirable that the researcher uses only one
framework, either theoretical or conceptual.

 Itshape the justification of the research problem which
uses abstract concepts, facts or laws, variables and their
relations that explain and predict how observed trend
occurs and operates.

A researcher is required to
formulate existing theory which link
on his study because theories are
useful devices for interpret,
criticizing and unifying established
specific laws or facts that guide the
discovering new generalizations.

A theory as framework of this study is the Lawler’s
theory(1973) which deals on the relationship between
actual rewards and performance and perceived
equitable rewards. If actual rewards are equal to or
exceed perceived equitable rewards satisfaction results.
If perceived equitable rewards exceed actual rewards
dissatisfaction results.(Lawler, 1973)
Actual rewards include salary, promotion, performance
incentive, loyalty award for at least ten years of
continuous and satisfactory services, bonuses, thirteen
month pay, and allowances. Likewise actual rewards are
termed as “should received”.

 Itis important in order to convince
the thesis committee that the study
has important contribution in
relation to (a) solving the problems
and needs, (b) bridging the
knowledge gap, (c) improving social,
economic, technological, and health
conditions, (d) enriching research
instruments and methods, ad
government trusts.

The study has significance to the task to
top, middle, lower managers in the
hospital because it can guide their role
identity in job-related problems met by
the staff nurses and solve these problems
in order that the staff nurses can
perform effectively and efficiently their
duty, especially the health of the people
is an important factor to have
progressive nation or “health is wealth”.

This section includes coverage
of the study area, the subjects,
the research instruments, the
research issues and concerns,
the duration of the study, and
the constraint that have direct
bearing on the result of the
study.

Thus study is limited only to correlate job-
related problems and job performance of staff
nurses in all private and public hospital in
Iloilo City during academic year 200_. All staff
nurses employed for at least one year or more
in five existing hospitals in Iloilo City, namely:
Iloilo Mission Hospital, Saints Paul hospital,
Iloilo Doctors Hospital, west Visayan state
University Hospital, and Western Visayas
Medical Center.

It will involve all staff nurses in private
and government hospitals if less 100
per hospital. But if the population per
hospital is more that 100, sample
survey is applied. Unrestricted
random sampling is used to get
sample from the population where in
each staff nurses is given equal
chance of inclusion to the sample.
Lottery will be the technique in
getting the sample.(Etc.)

There are two ways in defining
key terms:
Conceptual
Operational

 Conceptual definition of key terms-
the meaning of the terms is usually
taken from the dictionary,
encyclopedia, and published books,
journals and articles.

 Operational definition of key terms-
the definition is based on the
observed characteristics and how it
is used in the study.

Two ways in arranging key terms:

 they are arranged as they appear in
the text
 They are appear in alphabetical
order

 Note: if there are more than 15
terms defined, they are placed in
the glossary.

 Job related problems- as used in the study, this
refers to the unpleasant or disagreeable situation
met by nurses in performing their duty in the
hospital in relation to the administration of top,
middle, and lower management, communication,
financial condition, hospital facilities, and job
hazards.
 Private hospitals- as used in this study, this refers
to private health institutions governed and
subsidized by private individuals or corporation.

 Review of related literature is placed in the
Chapter 2 of the research paper, thesis and
dissertation. An investigator needs to review
the literature and studies related to the
study to determine the similarities and
differences of the previous study and to gain
insights into the aspects of the problem that
are critical and controversial.

 Divided into three parts:
 Related legal basis
 Related literature
 Related studies (foreign or local)

 Thesources are laws, constitutions,
department directives, such as circulars,
orders, memoranda and many other which
have implication to the government thrusts.

 Forevery related legal basis cited, the
researcher has to explain of it to the present
study. It is unscientific if legal basis is
presented without explanation at all.

 Aretaken from published articles, books,
journals, magazines, novels, poetry, and
many others which have direct bearing to the
present study. They are also arranged in
chronological order from present to past.

 Explanation of the literature to the
relevance to the present study is a must. It is
unscientific if related literature has no
explanation at all.

Related studies published
and unpublished which have
direct bearing to the present
study.
They are segregated into
foreign and local studies.

Methodology is chapter heading of
chapter 3 of the research paper, thesis
and dissertation. The subtopic of the
chapter 3 are the research design,
determination of the sample size,
sampling design and technique, the
subject, the research instrument, data
gathering procedure, and biostatistical
treatment.

 Theinvestigator has to choose the most
appropriate research design applicable to his
present study. In descriptive research there are
nine types:
 Descriptive survey
 Descriptive normative
 Descriptive status
 Descriptive analysis
 Descriptive classification
 Descriptive evaluative
 Descriptive comparative
 Correlational survey
 Longitudinal survey

 Sample survey is used by the researcher when
the total population is 100 or more.

 Ss=NV+ (Se)2 x (1-p)
NSe + (V)2 x p(1-p)
Where:
 Ss= sample size
 N= total population
 V= standard value (2.58) of 1 % level of possibility and 99%
reliabilility
 Se= sampling error(0.01)
 P= the largest possible proportion (0.50)

Two kinds of sampling design:
 Scientific sampling, very member of
the population is given equal chance
to be included as a sample

 Nonscientific sampling

Restricted random sampling
Unrestricted random sampling
Stratifies random sampling
Systematic sampling
Multi-stage sampling
Cluster sampling

Lottery technique
Table of random numbers

 Lottery is used as technique in getting the
sample size of the present study. Hospitals with
100 or more staff nurses are subjected to
random sampling. Total population used in the
hospitals with less that 100 staff nurses. They
are not subjected to random sampling in order
to give the subjects of the study equal chance
of their responses in the categorization as to
civil, age, and length of nursing practice.

Distribution of subjects and percent retrieval of
questionnaires

Hospitals Frequency Frequency Percent
retrieval
Private
Iloilo Mission Hospital 60 55 91.7
Iloilo Doctor’s Hospital 62 57 91.9
Saints Paul’s Hospital 50 46 92.0

Government
Western Visayas Medical Center 97 88 90.7
West Visayan State University 71 64 90.1
Hospital

TOTAL 340 310 X=91.28

The research instruments, for
instance, questionnaire is
described on how it is designed
by the researcher. Each part of
the research instrument is
clearly stated and explained.

 Suggestions, corrections, refinement of
the draft of the questionnaire (research
instrument) must be explained
thoroughly. The different personnel
involved in the refinement of the
research instrument must be mentioned.
After it is refined, testing the validity and
reliability of the research instrument
must be done.

 Forvalidity, experts in line of the field of
study are requested to go over the
research instrument. Each item in the
instrument has column on retain(3),
revise(2), and delete(1). The expert are
requested to check the appropriate
column for each item. Then the
researcher compute the weighted mean
for the 3 columns’ results. Items with
mean values of 2.5 to 3.0 be retained.
Item with mean values of 2.4 to 1.5,
revise; and 1.4 to 1.0 delete.

 For reliability, the researcher must use either test-
retest method, split-half ,parallel form method or
internal consistency method.

 Ifhe uses the test-retest method, the
questionnaire is administered twice to staff nurses
in the other hospitals who are not subjects of the
study.

 The interval of the first and second questionnaire
is at least one week and not more than one month.

The spearman rho or spearman rank
correlation coefficient is used to
determine the reliability of the
responses. If the reliability value is
high to very high, this means the
research instrument is reliable. If the
research instrument is both valid and
reliable, it is ready to administered
to the subjects of the study.

 Having found the research instrument
valid and reliable, the investigator
proceeds to ask permission and approval
from the head of agency where the
subject is employed. Once permitted the
researcher administers the questionnaires
to the subject of study. The date of
administration of questionnaires, retrieval
date, and percentage retrieval of
questionnaires must be stated.

 Afterthe retrieval of the questionnaires, the
investigator tabulates, processes, and analyzes
the data. The data gathered are organized. The
researcher makes the assessment of job related
problems met by the staff nurses in private and
government hospital in Iloilo City and its
relationship with Job performance. The
responses are analyzed with the subjects
considered as a whole, then as a civil status,
age, length and practice.

The biostatistical tools used to
answer the specific questions are
described and formulae are
presented and explained. The level
of significance, either 1 percent or
5 percent are stated to determine
the significance of the findings.

 In this chapter, all specific questions in chapter
1 must be answered in textual, tabular and
graphical forms.
 The first specific problem is “what is the extent
of the degree of seriousness on the problems
met by staff nurses in private and government
hospitals in Iloilo City in relation to, (a)
administration of top management, (b)
administration of middle management, (c)
administration of lower management, (d)
communication, (e) financial condition, (f)
hospital facilities, and (g) job hazards.

Degree of seriousness of the problems met
by
hospitals in Iloilo City in relation to
administration of top management,
administration of middle management,
and administration of lower management,
communication, financial condition,
hospital facilities and job hazards.

Using the weighted arithmetic mean, the
results showed the mean score for job
related problems in relation to
administration of top management ranged
from 1.3 to 3.6 or “not a problem at all”
to “very serious problem”. There items
were item 2, “incompetence to manage
the hospital,” having mean value of 1.3
and item 15, “lack of support to send staff
nurses to grow professionally”.

Hence, the degree of the
seriousness of the problems met
by staff nurses in private and
government hospitals in relation
to administration of top
management ranged from “not a
problem at all” to very serious
problem”.

Table 10.1 Mean and Degree of
seriousness on the problems met by
staff nurses in private and
government hospitals in Iloilo City in
relation to administration of Top
Management (Artificial Data)

Job-related problems Mean Degree of seriousness

1. Poor implementation of the 1.7 Less serious problem
hospital’s philosophy, mission,
vision, goals and objectives by
top managers.

2. Incompetence to manage the 1.3 Not a problem at all
hospital

3. Lack of knowledge, skills and 1.4 Not a problem at all
abilities to execute discretionary
power

4. Poor leadership 1.6 Less serious problem

5. Poor attitudes toward 1.5 Less serious problem
management.

6. Inefficient to perform one’s job 1.4 Not a problem at all


7. Autocratic management 1.5 Less serious problem

8. Abuse of discretionary power 2.6 serious problem

9. Vindictive 2.4 Less serious problem

10. Not friendly with his colleagues 2.2 Less serious problem

11. Fault finder 1.4 Not a problem at all

12. Not approachable with his 2.7 Serious problem
subordinates

13. Not understanding to the 2.8 Serious problem
problems and needs of staff nurses

14. Poor rapport with his 2.1 Less serious problem
subordinates


15. Lack of support to staff nurses to 3.6 Very serious problem
grow professionally

16. Lac of support in giving salary 2.9 serious problem
differential

17. Lack of support in giving fringe 3.1 serious problem
benefits

18. Not concern with the welfare of 3.0 serious problem
his subordinates

19. Favoritism usually practice in 2.8 serious problem
the hospital

20. Promotion is based on palakasan 3.5 Very serious problem

21. Lack of support in giving awards 3.4 serious problem
and incentives


22. Lack of support to send nurses to attend 2.9 serious problem
seminars, in-service training, and workshops

23. Lack of support to give overtime services by 3.5 Very serious problem
staff nurses beyond the call of duty

24. Unfair and unjust in dealing with his 1.4 Not a problem at all
subordinates

25. Lack of support to provide equipment and 3.2 serious problem
apparatus

26. Lack of support to provide medicine and 1.4 Not a problem at all
supply

27. Lack of initiative to renovate the 1.7 Less serious problem
dilapidated buildings

28. Lack of support to provide enough beds to 1.4 Not a problem at all
patients

Scale:

5-very very serious problem

4- very serious problem

3- serious problem

2- less serious problem

1- not a problem at all

The result showed that the mean scores of the
job-related problems met by staff nurses in
private and government hospital in Iloilo City
in relation to middle management ranged from
1.2 to 3.8 “or not a problem at all” to “very
serious problem”. These items were item 2
“incompetence to perform official duties” and
item 6 “lack of support to recommend staff
nurses to attend seminar-workshops, training
and to grow professionally.

Table 10.2
Mean and Degree of seriousness
on the problems met by staff
nurses in private and
government hospitals in Iloilo
City in relation to administration
of Middle Management
(Artificial Data)


1. Lack of support in the 2.4 Less serious problem
implementation of hospital’s
philosophy, mission, vision, goals
and objectives.

2. Incompetence to perform official 1.2 Not a problem at all
duties

3. Lack of knowledge skills and 1.3 Not a problem at all
abilities

4. Lack of leadership 2.3 Less serious problem

5. Poor attitudes towards work 2.2 Less serious problem

6. Lack of support to recommend 3.8 Very serious problem
staff nurses to attend seminars-
workshops, training and grow
professionally.


7. Not understanding to the 2.9 serious problem
problems and needs of staff
nurses

8. Bias in evaluating the problem of 2.4 Less serious problem
staff nurses

9. Not concern on the welfare of her 3.6 Very serious problem
subordinates

10. Poor rapport with her 2.3 Less serious problem
subordinates

11. Not approachable 2.4 Less serious problem

12. Not friendly 2.1 Less serious problem

13. Fault finder 1.4 Not a problem at all


14. Lack of assistance to staff 2.0 Less serious problem
nurses in performing nursing
care
3.0 Very serious problem
15. Unfair in giving schedule of
duty to staff nurses
16. Lack of supports in giving
awards and incentives to
efficient staff nurses
17. Favoritism in dealing with
staff nurses
1.4 Not a problem at all
18. Frequent tardiness in
reporting on duty

Using weighted mean, the results showed that the
mean score of job-related problems met by staff
nurses of private and government hospitals in
Iloilo City in relation to lower management
ranged from 1.4 to 3.9 or “not a problem at all”
to “very serious problem”. These items are items
2, “Incompetence to perform official duties and
item 19, “Lack of support to recommend staff
nurses to attend seminars, training and
workshops.

1. Lack of support in the 1.9 Less serious problem
implementation of hospital’s
philosophy, mission, vision,
goals and objectives.

2. Incompetence to perform 1.4 Not a problem at all
official duties

3. Lack of knowledge, skills and 1.6 Less serious problem
abilities to manage staff
nurses

4. Poor leadership 2.6 serious problem


5. Poor attitudes toward work 2.0 Less serious problem

6. Not approachable 2.0 Less serious problem

7. Not friendly 2.1 Less serious problem

8. Not understanding to the 1.8 Less serious problem
problems and needs of staff
nurses

9. Bias in evaluating the 2.9 serious problem
performance of staff nurses

10. Poor rapport with staff 2.3 Less serious problem
nurses

11. Not concern with the welfare 2.0 Less serious problem
of staff nurses


12. Lack of assistance to staff 3.0 serious problem
nurses in performing nursing
care

13. Unfair in giving schedule of 2.7 serious problem
duty to staff nurses

14. Fault finder 1.6 Less serious problem

15. Frequent tardiness in 1.5 Less serious problem
reporting to duty

16. Favoritism in dealing with 2.2 Less serious problem
subordinates


17. Strict in dealing with staff 2.4 Less serious problem
nurses

18. Lack of support to 3.7 Very serious problem
recommend awards/
incentives to efficient staff
nurses

19. Lack of support to 3.9 Very serious problem
recommend to attend
seminars, trainings and
workshops

Using weighted mean, the results showed that
the mean score of job-related problems met by
staff nurses of private and government
hospitals in Iloilo City in relation to
communication ranged from 1.2 to 3.0 or “not
a problem at all” to “ serious problem”. These
items are items 17, “intrigues against staff
nurses are entertained by superior” and item
11, “Vague instruction from physician who
give order”.


1. No proper communication 2.3 Less serious problem
channel in the hospital

2. Communication gap 1.8 Less serious problem
between the physician and
chief of the hospital

3. Communication gap 1.3 Not a problem at all
between physician and chief
nurse

4. Communication gap 1.4 Not a problem at all
between chief nurse and
supervisor

5. Communication gap 1.6 Less serious problem
between supervisor and
head nurse


6. Communication gap between 1.4 Not a problem at all
physician and staff nurses

7. Communication gap between 1.5 Less serious problem
chief nurse and staff nurses

supervisor and staff nurses

head nurse and staff nurses

10. Communication gap between 1.3 Not a problem at all
staff nurses and peers

11. Vague instruction from 3.0 serious problem
physicians who give orders


12. Vague instruction from chief 2.3 Less serious problem
nurse

13. Vague instruction from 2.0 Less serious problem
supervisor

14. Vague instruction from head 2.4 Less serious problem
nurse

15. Confuse as from whom to 2.1 Less serious problem
take order

16. Gossip is rampant in the 1.8 Less serious problem
hospital

17. Intrigues against staff nurses 1.2 Not a problem at all
are entertained by
supervisors.

the mean score of job-related problems met
by staff nurses of private and government
hospitals in Iloilo City in relation with
financial condition ranged from 1.3 to 4.8 or
“not a problem at all” to “ very very serious
problem”. These items are item 2, “delay in
giving salary” and item 1, “Low salary”.

1. Low salary 4.8 Very very serious problem

2. Delay in giving salary 1.3 Not a problem at all

3. Delay in giving salary 2.6 Serious problem
deferential

4. No overtime pay 3.6 Very serious problem

5. No clothing allowance 1.8 Less serious problem

6. No meal allowance 2.0 Less serious problem

7. No transportation allowance 3.0 serious problem

8. No productivity pay 3.9 Very serious problem

9. No length of service pay 1.7 Less serious problem

10. No midyear bunos 3.2 serious problem

11. No year end bunos 3.0 serious problem

12. No cash gift 3.4 serious problem

13. Delay in giving fringe 3.7 Very serious problem
benefits

hospitals in Iloilo City in relation with
hospital facilities ranged from 1.3 to 3.4 or
“not a problem at all” to “ serious
problem”. These items are item 2, “out
molded apparatus used in the hospital” and
item 12, “lack of nurse’s quarter”.

1. Outmoded equipment used 2.1 Less serious problem
in the hospital.

2. Outmoded apparatus used in 1.3 Not a problem at all
the hospital

3. Poor sanitation and 2.8 serious problem
quarantine in the hospital

4. Lack of supplies and 2.4 Less serious problem
medicine

5. Lack of equipment, 3.0 serious problem
apparatus, and instrument.


6. Dilapidated buildings 3.2 serious problem

7. Lack of rooms for patients 2.4 Less serious problem

8. Lack of beds for patients 2.3 Less serious problem

9. Lack of comfort rooms 2.1 Less serious problem

10. Poor room ventilation 3.3 serious problem

11. Poor water supply 3.1 serious problem

12. Lack of nurse’s quarter 3.4 serious problem

13. No fire escapes in the 3.0 serious problem
hospital

14. Lack of vehicles 3.2 serious problem

hospitals in Iloilo City in relation with job
hazards ranged from 1.2 to 4.0 or “not a
problem at all” to “ very serious problem”.
These items are item 10, “no staffing pattern
in the hospital” and item 3, “expose to
contagious disease while on duty”.

1. Heavy work load 3.0 serious problem

2. Expose to radiation while on 2.1 Less serious problem
duty

3. Expose to contagious disease 4.0 Very serious problem
while on duty

4. No rest after strenuous work 3.2 serious problem

5. Under staff in the hospital 3.9 Very serious problem

6. Overlapping of assigned task 1.4 Not a problem at all


7. Perform functions of other category yet 1.3 Not a problem at all
neglects functions actually assigned

8. No recognition of outstanding 3.8 Very serious problem
performance of staff nurses

9. Other members of the nursing staff 1.4 Not a problem at all
trespass the assigned task of her
colleagues

10. No staffing pattern in the hospital 1.2 Not a problem at all

11. Rampant professional jealousy 2.4 Less serious problem

12. No grievance committee in the 1.3 Not a problem at all
hospital

13. No incentive given to staff nurses 3.6 Very serious problem

Itrecapitulate the results of
chapter four. If there are four
specific research questions in
chapter 1 and answered in
chapter 4, hence, there are only
four summary of findings.

 Forinstance, the sample research
problem on “Correlation between job
related problems and job performance
of staff nurses in private and
government hospitals in Iloilo City” has
four specific research problems in
chapter 1 and they are answered in
chapter 4, hence there are 4 summary of
findings in chapter 5 but no table or
graph.

 Based on the result of the study, the
researcher summarized the following
findings:

1. The degree of seriousness of job related
problems met by the staff nurses in
private and government hospitals in Iloilo
City in relation to administration of top
management very serious problem was
“lack of support to staff nurses to grow
professionally”.

Similar with the relation to the
middle management very serious
problem was “lack of support to
recommend staff nurses to attend
seminar-workshops, training and
grow professionally” as well as in
lower management very serious
problem was “lack of support to
recommend staff nurses to attend
seminars, training and workshops.

In relation to communication
serious problem was “vague
instruction physicians who give
order,” financial condition very
serious problem was “low salary”
hospital facilities very serious
problem was “lack of nurse’s
quarters” and job hazards very
serious problem was “expose to
contagious disease while on duty”.

2. The mean performance of the staff nurses in
the private and government hospitals in Iloilo
City was satisfactory.

3. There was negative high relationship between
job related problems and job performance of
hospitals in Iloilo City. This meant the higher
the job related problems met the staff nurses,
the lower was the performance and the lesser
the job related problems met the staff nurses,
the higher was the performance.

4. There was significant difference
existed on the job related problems
met by the staff nurses in private and
government hospitals in Iloilo City
when they are classified as to civil
status, age, and length of nursing
practice. This meant that the job
related problems met by staff nurse
in private and government hospitals
in Iloilo City really differ with each
other.

Conclusions are based on the findings of
the study. If there are four summarized
findings there are also four conclusions.

Likewise, conclusions are arranged as
they appear in the summary of findings.
In addition, rejection and acceptance of
hypothesis are described in
“conclusions”.

1. Staff nurses in private and government
hospitals in Iloilo City met serious
problems and very very serious job
related problems in relation to
administration of top management,
administration of middle management,
administration of lower management,
communication, financial condition,
hospital facilities, and job hazards.
Hence, the null hypothesis is rejected.

2. The mean job performance of staff
nurses in private and government
hospitals in Iloilo City was satisfactory.
Thus the null hypothesis is rejected.

3. There was negative high relationship
between job related problems and job
performance of staff nurses in private and
government hospitals in Iloilo City. So,
the null hypothesis is rejected.

4. significant difference existed on the job-
related problems met by the staff nurses in
private and government hospitals in Iloilo City
when they are classified as to civil status, age,
and length of nursing experience because the
married staff nurses have more very serious
problems than single staff nurses; older staff
nurses have also many serious problems than
the younger ones; and the longer the nursing
practice, the more serious problems met.
Therefore, the null hypothesis is rejected.

 Recommendation should dovetail with the
conclusions. Presentation of
recommendations is arranged based on the
sequence of the conclusions. However,
further research is included in the
recommendation. In other words, it there
are four conclusions and in addition of for
further research, hence, there are five
recommendation in all.

1. The top, middle, and lower
managers must support the staff
nurses to grow professionally and
let them attend seminars,
workshops and training to keep
track with the current trends and
practices in nursing health care.

Physicians who gave order must be clear,
brief and concise in order not to mislead
the instruction by staff nurses. Salary of
staff nurses must be increase in order to
retain efficient and effective staff nurses
and no way to apply abroad. Adequate
nurses’ quarter must be provided and
protection on the exposure of contagious
diseases while on duty of staff nurses must
be given due attention by the top, middle
and lower managers.

2. Top, middle, and lower managers must
take action on the serious to very serious
job related problems met by the staff
nurses in order to improve their
performance.

3. Top, middle, and lower managers must
solve the job related problems met by
the staff nurses in order that relationship
between job related problems and job
performance must be positively low.

4. The married, older and longer in the
nursing practice staff nurses must be
given due

5. For further research, another study
similar to this study must be conducted
in other hospital situated in other
regions or cities to determine the
similarities and differences of the
findings.

It is a concluding section of the research
paper, thesis and dissertation where
listing of source materials are
alphabetically arranged. Bibliography is
placed after the recommendations, but in
the middle heading format presentation
to determine that it is a separate section
in a research paper, thesis, and
dissertation.

To give the reader the scope of
research behind the paper.
To determine if particular
source material has been used.
To provide reader basis for
further research.

 Toallow the reader to discover easily the
full bibliographic information for
materials referred to in parenthetical
notes where only the username of author
and year are given, for example,
(Calmorin,2007)

 Togive necessary descriptive details for
the source materials as a whole in order
that original statements can be located
and consulted by the reader.

 Literature cited
this refers to list of source materials
actually cited within the text or content
of a paper. This is commonly used for
paper publication and is placed middle
heading of the paper in all capital letters,
i.e., LITERATURE CITED. The surname of
the principal author are arranged in
alphabetical order.

References
this refers to list of source
materials cited and not cited in
the text and commonly used in
natural science paper and
experimental research. This is
placed in middle heading of the
paper in all capital letters, for
instance, REFERENCES.

Bibliography
this refers to the list of
source materials cited and not
cited in the text. This is
commonly used in education,
social science, psychology,
sociology, and descriptive
research.

 An appendix is the second to last section of the
research paper, thesis or dissertation. Appendix
material include the research instrument, letter of
transmittal, verbatim comments of the respondents,
original data, summary, tabulations and
computations, computer print outs, tables that
contains data of lesser importance, supporting legal
documents such as department orders, circulars,
memoranda and many others. It also includes
illustrative materials, and very lengthy quotations.

Is the last section of the
research paper, thesis or
dissertation. This includes
all the listing of personal
data and achievements of
the researcher.

Job-Related Problems and Performance of Nurses

Job-Related Problems and Performance of Nurses

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