FMDS Theses and Dissertations
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Theses and dissertations by graduate students from the Faculty of Management and Development Studies.
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ItemUtilizing Pender's Health Promotion Model to Assess Health Risks Among Firefighters in Bulacan, Philippines( 2025)This study aimed to investigate the health status and health-promoting lifestyle practices of firefighters in Bulacan. Employing a descriptive-correlational design, data were collected from 493 personnel of the Bureau of Fire Protection (BFP) across 24 fire stations within the province. Participants included firefighters from 20 municipalities, 4 cities, and the Provincial Office. Data collection involved the administration of a self-administered questionnaire encompassing demographic information, health-related characteristics, and the Health-Promoting Lifestyle Profile (HPLP). The results indicated that 69.8% of the respondents were male, 58.0% were married, and 93.9% had attained a college degree. as all participants were degree holders, meeting BFP's qualification requirement. Health assessments revealed a significant proportion of participants with elevated blood pressure (54.0%), and a smaller subset categorized as hypertensive (13.0%). Body Mass Index (BMI) data indicated that 47.5% of respondents were within the normal weight range, while 39.6% were classified as pre-obese. The study also revealed that the majority (77.3%) exhibited a high waist-hip ratio. Despite these health risks, the participants perceived their health as generally good. Respondents reported a generally positive perception of their health, with 47.5% rating it as very good and 26.8% as good. The study further analyzed the participants' health behaviors, with a moderate average Health-Promoting Lifestyle Profile (HPLP) score of 141.01. The findings indicate that perceived health status has weak but significant correlations with age, length of fire service, and HPLP II and its subscales. Specifically, age is weakly correlated with perceived health status, HPLP II, and several subscales, including stress management, nutrition, and physical activity. The strongest relationship was between age and length of fire service (r = 0.867, p < 0.01). Length of fire service shows weak significant correlations with perceived health status and HPLP II physical activity. Additionally, the HPLP II itself has a weak but significant correlation with age and perceived health status, while it shows very strong significant correlations with all six of its subscales (stress management, interpersonal relations, nutrition, physical activity, spiritual growth, and health responsibility).
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ItemPerceived Conflict Management Styles of Leaders and Conflicts Experienced by Nurses in a Tertiary Hospital in Batangas, Philippines( 2024)The study determined the perceived conflict management styles of leaders and conflicts experienced by nurses in a tertiary hospital in Batangas, Philippines. Descriptive correlational design was used in the study wherein one hundred and seventy-seven (177) participants consented and answered the adopted research tools: Rahim Organization Conflict Inventory II (ROCI-II) Form B, Nursing Conflict Scale and demographic profile. Results showed that most of the participants belong to 31 – 40 age group, were females, were assigned in special areas or units and had been working in their institution for either less than 3 years or around 6 to 10 years. The overall perceived conflict management style of leaders was interpreted as high level with majority utilizing the integrating style while dominating style as the least. Results showed that disruptive conflict and intragroup conflict has the highest means. Moreover, demographic profiles such as length of service and area of assignment have significant relationship with the perceived conflict management styles and conflicts experienced. Similarly, it was found out that there is a significant relationship between perceived conflict management styles of leaders and conflicts experienced by nurses. The study recommends adoption of hospital administration on programs and activities relative to conflict management and continuous training for nurse leaders on handling issues and conflicts.
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ItemAdvancing the SDGs through Visayan Museum Practices: a Focused Ethnography Toward ASEAN Socio-Cultural Collaboration( 2025)Museums within the ASEAN Socio-Cultural Community (ASCC) are recognized as vital sectors to drive Sustainable Development Goals (SDGs). However, the link between museums and the SDGs remains unclear, particularly in terms of how local museums can make tangible contributions. Hence, this ethnographic study explored the practices, challenges, and opportunities in Visayan museums for advancing the SDGs, contributing to creating an avenue for ASEAN socio-cultural collaboration. Eight museum employees and 12 stakeholders were selected using purposive sampling, and data collection and analysis followed Spradley’s (1980) Developmental Research Sequence (DRS). Participant observation, ethnographic interviews, field notes, multimedia tolls, and artifacts were used as primary data collection tools. The findings revealed five main themes or practices in Visayan museums: prioritizing education, fostering empowerment and inclusivity, promoting cultural awareness, promoting environmental awareness, and engaging stakeholders in heritage conservation. The study also identified three main challenges on economic sustainability, physical space, and community awareness. Moreover, four major opportunities were identified, such as community engagement, partnerships and collaborations, cultural and economic development, and institutionalization of policies, which further underscored implications for ASEAN socio-cultural collaboration. Recommendations include enhancing existing initiatives aligned with the SDGs, formalizing SDG-related policies, and facilitating knowledge-sharing platforms.
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ItemConflict Management Styles as Perceived by Nurse Managers and Staff Nurses in a Tertiary University Hospital in the Philippines( 2024)Conflict is inevitable in any industry, especially in the healthcare setting. Conflict poses detrimental effects as it imposes threats to the optimal functioning of clinical operations. The existence of conflict reduces productivity and efficiency, employee morale, and client satisfaction and affects service delivery in a healthcare system. It is paramount for healthcare leadership and management to employ effective and appropriate conflict management styles that consider employees' perspectives when managing a conflict situation in the workplace. Appropriate conflict management approaches shall be considered when addressing concerns to ensure that the entire organization benefits from the most advantageous outcome. Nursing leadership and management must consider setting clear direction and expectations in identifying priority tasks to be managed, facilitating consensus decision-making among any parties involved in a conflict situation, and skillfully and judiciously utilizing conflict management styles like avoiding, competing, accommodating, compromising, and collaborating in managing conflict in the workplace. This research paper determines the significant relationship between the conflict management styles used by nurse managers and staff nurses in a tertiary university hospital in Manila, Philippines. It measures the significant relationship between these styles and the demographic profile of the study's target participants. The study result showed that both nurse managers and staff nurses preferred the use of collaboration, followed by compromising, accommodating, and avoiding styles in conflict management. Both study participants least preferred the use of competing styles. In determining the relationship of these styles with the demographic profile, only age is significantly related to compromising style. Educational attainment is associated with avoiding style. In addition, the use of conflict management style has no significant relationship with the area of assignment and tenure of service of study participants. The study supported the idea that there is no sole conflict management style that is appropriate in all conflict situations. The use of these styles is dependent on the complexity of the problem, the parties involved, and the time needed to decide to resolve the problem. The study recommends conducting further research on the appropriateness and effectiveness of implemented conflict management styles and investigating other factors, such as organizational or personal factors, that affect the style to be implemented in resolving conflict. In addition, despite the lack of a significant relationship between training and conflict management styles, the study recommends that nurses undergo relevant and adequate training to improve their knowledge and skills in conflict management. The study also recommends conducting a similar research study with a bigger sample size of nurse managers in other institutions to understand how Filipino nurse managers address conflict in the workplace.
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ItemJob Satisfaction and Job Performance among Nurses in a Tertiary Hospital in the Kingdom of Saudi Arabia( 2024)Job satisfaction plays a significant role in any employee’s job performance. Increasing job satisfaction results in improved job performance. In healthcare settings, nurse job satisfaction played a crucial role in the delivery of quality healthcare, whereas their performance was critical to a patient’s perception of service quality. This study investigates the relationship between job satisfaction and job performance among nurses at Dr. Soliman Fakeeh Hospital in Jeddah, using Herzberg's Two- Factor Theory of motivation as its framework. The study examines job satisfaction factors such as extrinsic rewards, scheduling, work-life balance, professional growth opportunities, interpersonal relationships, and recognition. It also assesses performance measures like leadership, critical care, cooperation, planning, interpersonal communication, and professional growth. A descriptive correlational design was employed, involving 384 staff nurses selected through purposive sampling. Data were collected using a validated three-part survey, and analyses were performed using descriptive statistics—mean and standard deviation—and inferential statistics, including Pearson’s Correlation Coefficient The findings demonstrated a significant positive relationship between job happiness and job performance, with higher satisfaction consistently resulting in better performance. Salary and years of work experience were important predictors of job satisfaction and performance. The findings revealed that nurses ranked satisfaction with extrinsic rewards, professional prospects, and work-life balance as the most relevant variables. Their leadership and teamwork demonstrated strong performance, while critical care and professional development were noted as areas for growth. These results show the importance of how job satisfaction could improve job performance, reduce turnover, and ensure high-quality healthcare delivery.