Home⇛Psychology and Education: A Multidisciplinary Journal⇛vol. 46 no. 6 (2025)

Nurse Manager Competence, Work Environment, and Staff Nurse Job Satisfaction in Private Hospitals of Cagayan de Oro City

John Troy Gamil | Gloria M. Cunanan

Discipline: nursing (non-specific)

 

Abstract:

Nurse manager competence and the work environment are recognized as critical determinants of nurse job satisfaction, yet limited evidence exists in Philippine private hospitals. This study examined their influence on staff nurse job satisfaction in Cagayan de Oro City. A descriptive-correlational design was employed with 206 staff nurses selected through proportionate stratified random sampling. Data were collected using modified versions of the Managerial Competence Scale, the Practice Environment Scale of the Nursing Work Index (PES-NWI), and the Job Satisfaction Survey. Findings revealed that staff nurses perceived nurse managers as highly competent in both leadership (M = 3.76, SD = 1.076) and management skills (M = 3.73, SD = 1.034). The work environment was generally favorable (M = 3.81, SD = 0.963), with collegial relationships rated highest (M = 4.18, SD = 0.721) and staffing/resources lowest (M = 3.37, SD = 1.142). Job satisfaction was also high (M = 3.67, SD = 1.034), with intrinsic motivation ("I like doing the things I do at work," M = 4.06, SD = 0.909) scoring highest, while salary (M = 3.12, SD = 1.376) was lowest. Correlation analysis revealed significant positive associations among job satisfaction, nurse manager competence, and work environment, with the strongest correlations found in participation in hospital affairs (r = 0.886, p < 0.001) and staffing/resources (r = 0.841, p < 0.001). Regression analysis revealed four significant predictors: participation in hospital affairs (β = 0.552), staffing/resources (β = 0.348), leadership skills (β = 0.153), and work relationships (β = 0.097), which collectively explained 85.2% of the variance (adjusted R² = 0.852). The study emphasizes the importance of competent leadership, participatory governance, and adequate resources to enhance nurse satisfaction and retention in private hospitals.



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