The Status of Newborn Hearing Screening Program in the Level Four Tertiary Hospitals in the National Capital RegionBy: Fredeline R. Domine and Lily F. Famadico

On this study the researcher aims to find out the status of the implementation of the Newborn Hearing Screening (NHS) program in the level four tertiary hospitals in National Capital Region (NCR) of the Philippines and assess the perceived level of awareness of the mothers about it. At the beginning of the presentation, the researcher showed the audience the status of the NHS program in different countries worldwide as a basis of comparison on the results of the study that she made.The researcher used the Neuman Systems Theory in 1970 of Betty Neuman which she quotes that the clients in this theory was pictured as an open system in which repeated cycles of input, process, output and feedback constitute a dynamic organizational structure. This might be given more in-depth explanations in order for the audience to know the purpose of this theory and why she chose to use this instead of other possible theories that was currently present.A descriptive survey was used to collect mainly information that are numerical or any other information that can be translated into numbers; this was used as the research design for the whole study. Twenty-one hospitals with NHS program and ten hospitals without the said program participated in the study. The samples was chosen by simple random sampling by the researcher and yield the following samples; one administrator or coordinator of the NHS program in the hospital and five mothers per hospitals. The researcher also stated that she used two different questionnaires on NHS Survey as her instrument. One for the hospital administrator with questions about the implementation of the program in each hospital and the current practices that are being implemented and another questionnaire for the mothers of newborn with questions on the awareness of the hearing screening law and about the test results of their respected babies.The researcher also integrates ethical considerations throughout the study and this is one thing that every researcher should note in. the participants on these study were fully informed about the nature of the study, goal of the research and its potential benefits and the assurance of no risks involved. Informed consent was also included as part of the cover letter as stated by the presenter.All the information that was gathered was analyzed using descriptive statistics. The result showed that only 28 out of 51 both government and private level four tertiary hospitals have NHS Program in the NCR. The most number of the hospital with NHS program came from the private sector with 82% (N-23) and 18% (N-5) are government hospitals. The presenter states that the insufficient budget for the machine and lack of personnel are the leading reasons why some of the hospitals do not have the NHS Program. Sixty-four percent (N-96) of mothers said that they were not aware of the NHS Law. However, majority of the mothers strongly agree that the hearing screening test should be done to all newborns.As a conclusion, the researcher states that the status of implementation of the newborn hearing screening program in the different level four tertiary hospital in NCR is below average. And this was quite alarming since it is stated in the law that every hospital should have the said program. And knowing that the government hospital was the one who were not following the law. The DOH should double the effort to help and follow up hospitals in the implementation of the program. Also to take note that healthcare workers including nurses, physicians who deliver or who assist in the delivery and care of the newborn have the obligation to inform the parents of the availability, nature and benefit of the Newborn Hearing Screening.

The Relationship between Staff Nurses Structural and Psychological Empowerment and their perspective on Effort-Reward ImbalanceBy: Sarah Jane R. Matulac and Glenda S. Arquiza

This study aims to identify the relationship of structural and psychological empowerment of nurses on their experiences of Effort-Reward Imbalance in the workplace. The presenter also states that nurses seems to be overexposed to a range of psychosocial stressors and Effort-Reward Imbalance (ERI) model indicates that work stress is related to high effort and low reward.The researcher made use of the Structural Theory of Organizational Behaviour as her theoretical framework. The foundation of this theory as per the presenter is that all the components of an organization are interrelated, and that changing one variable might impact many others. Organizations are viewed as open systems, continually interacting with their environment. They are in a state of dynamic equilibrium as they adapt to environmental changes.This study is a descriptive non-correlational study that examines the relationship between nurses structural and psychological empowerment and their perceptions of ERI. The study used a tertiary hospital in Batangas and used 110 nurses as the sample for the study. The researcher gave 110 questionnaires to each sample and yield 61% (N-68) response rate but only 63 was valid. A Non-probability sampling was used by the researcher to a convenience sample of 63 staff nurses employed in a medical center in Batangas. The researcher also computes the power of analysis for sample sizes 52, 63 and 76. Out of the 11o total population, 5% margin of error and 10% response distribution was used to compute the power of analysis.The researcher used Demographic information survey, Structural Empowerment scale, Psychological Empowerment Scale and ERI as Research instruments. She also test for the reliability on each of the instruments she used using Cronbach Alpha and yield a result of High Reliability on each of the instruments used and this will prove that the researcher made a correct and acceptable instruments to prove her hypothesis and answers her questions.After the discussion of all the results on each instruments used, the researcher yields a result that staff nurses were moderately empowered and show significant difference when grouped according to profile characteristics. Also, structural empowerment had a significant direct effect on psychological empowerment with p-value below 0.05 and negative effect on ERI as a result and the researcher made a correct interpretation on the given values since she used the p-value.The presenter also shows that informal power around 15.05% and impact around 7.29% were the most significant on nurses efforts while formal power of 21.34% and impact of 8.35% on rewards. This shows that nurses access to formal, informal power and impact displayed an important role in the amount of ERI perceived and experienced by these nurses.The presenter concluded the presentation by giving a summary of the results and interpretation of the study. Recognizing employees, promoting job discretion allowing nurses to create interpersonal alliances within and outside the organization and giving the chance to influence major decisions completes the necessary tools for success at work-positive impact on employees, more satisfaction with the job and less burn-out. With these more nurses will be committed to the organization.