Acknowledgement

With heartfelt thanks, I would like to acknowledge the following individualswhose invaluable support made this study possible:

My inspiring and brilliant research adviser, Prof. Agnes Rosario de Leon, whoseencouraging words motivated me to carry on with this endeavor;

The very accommodating and supportive Prof. Jingky Lozano, whose statisticalprowess contributed immensely in the analysis and interpretation of all the data gathered;

To our highly-esteemed panelists who untiringly imparted their knowledge and precious time in making this study a better one;

My MHA Classmates, whose mere presence inspired me to persevere and finishthe course;

To the following military nurses who actively participated in the study, the incumbent Chief Nurse, AFP, COL MA AMELIA E APARRI NC (GSC), the current Chief Nurses of the Major Service Commands, COL ALMA BELLA P ANCHETA NC (GSC) , COL MELVA S BONIFACIO NC (GSC) , COL EVANGELINA A BONAOBRA NC (GSC), and COL EVELYN B MENDOZA NC (GSC);

To the respondents, thank you so much for your valuable insights;

To my good friends, who provided me with logistical support and direly needed information for the study, I am deeply indebted to you;

My beloved Tatay, who despite being in his deathbed during the start of this course, wanted me to finish and concentrate in earning the degree, I dedicate to you this study;

To Nanay, whose sheer understanding and compassion during this crucial time eased my burdens and worries;

To all my sisters, who are always there for me when needed them, thank you so much;

To my bundles of joy, Ralph Amos, Raphaela Alexis and Rex Allen, whose precious time with me were curtailed as I write this paper;

To my husband, Jon, who shared with me the stresses and tensions in writing this study, I would have not accomplished all these without your support;

And most of all, to the LORD ALMIGHTY, for giving me the courage and strength to endure all the trials and tribulations during the making of this study, I give back alt he glory to YOU!

Abstract

The performance of one’s duty is affected by several factors. In this particular study, it is investigated whether or not separation from one’s family affects the level of job performance of married military nurses. In addition, socio-demographic factors, service characteristics and the perception of the rotation policy were also considered as important factors that influence the level of job performance of the sample in their respective work place.

With the available sample of married NC Officers assigned in the military hospital in Metro Manila, triangulation of data was employed. The review of the Officer Evaluation Report provided the official performance appraisal rating of all the respondents while the key information derived from the chief nurses and the responses of the military nurses to the self-administered questionnaire supplemented and enhanced the findings of this study.

The data gathered were collated, analyzed and interpreted to answer the set objectives. With the analytical cross-section research design, qualitative data were described through synthesis of themes while the quantitative data were treated with appropriate statistical tests at 95% level of confidence. The following conclusions can be drawn from study:

1. There is insufficient evidence to say that the rotation affects the level of job performance of married Nurse Corps Officers who are on rotation and those who are not on rotation.

2. Except for the sex, number of children and service assignment using the rater’s mean score ratings, there is insufficient evidence to say that the level of job performance is affected when socio-demographic factors and service characteristics are controlled. Based on the study, female married NC Officers perform better than those female married NC Officers who are on rotation. Similarly, married military nurses with one and two children perform better than those NC officers with more than 2 children. In addition, the result of the findings established that those assigned in GHQ and AFPMC have better job performance than those assigned in the same unit but are considered on rotation.

3. Between the two groups, married NC Officers who are presently on rotation are

more receptive and open to the rotation policy than those NC Officers who are not on rotation.

4. Based on their own personal experiences, the key informants claim they performed better when stationed near their families. They assert also that the rotation policy is still relevant to this date even now, despite the resistance of

many, rotation enhances professional and personal competence. Factors such as sex and number of children were also affirmed by the resource persons as aspects that affect the level of job performance of married NC Officers who are on rotation and those who are not on rotation.

With these findings, the following are the recommendations of this study:

1. There is a need to design an appraisal tool with accurate job performance parameters among NC Officers in order to correctly evaluate their level of job performance.

2. Married military nurses assigned in the other regions of the country should also be included in the study.

3. While the statistical tests proved insignificant, there is still a need to examine deeper the relationship of the two variables since there is apparently a legitimate claim that rotation indeed affect the job performance of married NC Officers as verbalized and expressed by sever NC Officers.

TABLE OF CONTENTS

Page Nr

Title Page i

Approval Sheet ii

Acknowledgement iii

Abstract v

Table of Contents vii

List of Tables

List of Appendices

Chapter I – Statement of the Problem

Introduction

Problem Statement

Significance of the Study

Objectives

Scope and Delimitation of the Study

Definition of Terms

Chapter II – Review of Literature

Introduction

Theoretical Framework

Hypothesis

Chapter III – Methodology

Research Design

Variable

Study Type

Setting

Study Population

Sample

Data Collection Techniques

Conceptual Framework

Chapter IV - Presentation, Findings and Interpretation of Findings

Profile of Respondents

Comparison of Level of Job Performance

Controlling for Other Factors

Discussion of Themes from Key Informants

Chapter V – Conclusions and Recommendations

Conclusions

Recommendations

Bibliography

List of Tables

Table Page Nr

1 Profile of Respondents According to Socio-Demographic Data

2 Profile of Respondents According to Service Characteristics

3 Level of Job performance of Married NC Officers on Rotation and Those

Who are Not on Rotation

3.1 Comparison of Proportion of Responses of two Groups on Trait-Based Job

Performance Indicators

3.2 Comparison of Proportion of Responses of two Groups on Behavior-Based

Job Performance Indicators

3.3 Comparison of Proportion of Responses of two Groups on Behavior -Based

Job Performance Indicators

4 Rater Mean Score of Job Performance Controlling for Socio-Demographic

Factors

5 Endorser Mean Score of Job Performance Controlling for Socio-

Demographic

Factors

6 Self-Assessment Mean Score of Job Performance Controlling for Socio-

Demographic factors

7 Rater Mean Score of Job Performance Controlling for Service

Characteristics

8 Endorser Mean Score of Job Performance Controlling for Service

Characteristics

9 Self-Assessment Mean Score of Job performance Controlling for Service

Characteristics

10 Comparison of Proportions of Responses of the Two Groups’ Responses on

Job Performance

List of Appendices

Appendix Page Nr

A Permission to Conduct Study

B Sample Questionnaire

C Officers Evaluation Report

D Interview Protocol

E Approval Letter to Conduct Study

Figure

Conceptual Framework

Chapter 1

INTRODUCTION

Background Information

The Armed Forces of the Philippines was established by virtue of the

Commonwealth Act#1 otherwise known as the National Defense Act of December 21,

1935 . Since its creation, the AFP stands proud as the Philippine’s guardian of democracy

and strives to maintain the freedom the country is currently enjoying. The AFP has

continued to work for freedom and unity. Its primordial mandate is to protect the people

and the state.

With its sincere commitment, its men and women are now ready to face and

confront the numerous challenges ahead. Among these noble soldiers is the Nurse Corps,

AFP whose mission is to provide comprehensive and quality nursing care service to all

military personnel, their dependents and authorized civilians. It also has the primary

responsibility to render health assistance to individuals, families and communities in

various stages of development through the promotion of health prevention of illness,

restoration of health and alleviation of suffering. Few years from now, the NC, AFP

envisions itself as a value-driven organization and a center of excellence not only in the

service but also in the pursuit of personal and professional development toward the

achievement of the goal of the AFP Nursing Service.

Since its creation on September 5, 1935, pursuant to Commonwealth Act 385,

which was also the legal basis for its existence, the Nurse Corps committed itself in

providing the best possible nursing care to our ailing military and civilian patients during

peace and war. Although possible threats may jeopardize their lives, military nurses also

provide comfort and quality nursing care in medical units located in combat areas.

The Armed Forces of the Philippines is governed by policies and regulations in

the various areas of management. An AFP regulation or policy holds true for every

member of the organization who fits the criteria stipulated in the said regulation or

policy. Because the armed forces foster standardization and consistency in all the aspects

of management, specific policies are promulgated for the guidance of all concerned.

Prescribing the policies covering the assignment of personnel in field units to

include unit deployment is the AFP Personnel Directive No 15 dated March 1975. It is

stated that the Major Service Commanders (Commanding Generals of the Philippines

Army and Air Force and the Flag-Officer-in-Command of the Philippine Navy) shall be

held responsible for the implementation of this personnel directive as the participation of

their commands are concerned. They shall cause the extension of assistance and

cooperation in order that the provision of this personnel directive are carried out

successfully. Chiefs of Technical Service composed of the Medical Service where the

Nurse Corps belongs, Dental Service; Judge Advocate General’s Service; Women’s

Auxiliary Corps; Corps of Professors and Chaplain Service are likewise held responsible

for the effective implementation of the provision of this personnel directive. In its fourth

(4th) paragraph, it states that for the purposes of career development, officers who are

newly called to active duty will be assigned/detailed to combat units after completion of

orientation training relevant to the Major service concerned except from the Technical

Service. Newly called to active duty officers from the technical services who had already

undergone orientation/familiarization training along their respective areas of interest will

be assigned to units located in combat areas. Orientation/ familiarization training should

not be more than (10) months. Further, rotation of assignments of technical service

officers shall be governed by the respective existing rotation policy of the technical

service officers shall be governed by the respective existing rotation policy of the

technical service concerned, provided the tour of duty in the combat units concerned shall

be for at least one (1) year.

The Chief Nurse, AFP, for example, takes charge in the management of the

Nurse Corps Officers. She attends to procurement, training, promotion, morale and

welfare and utilization of her officers in order to achieve effectiveness and efficiency of

the service.

Like any organization, the Nurse Corps must be properly motivated to

effectively perform the job assigned to them. Job performance is the doing of the tasks

expected of a worker and this is substantially affected by how the worker is provided

with working to the organizational goals. The lack of motivation arising from mismatch

between job and areas of interest is responsible for high manpower turnover in an

organization. Among NC Officers, the initial three (3) years of active commissioned

service after being called to active duty is basically devoted to military orientation and

clinical exposures . It is only after this period are they allowed to ask permission to marry

and engage themselves into marital bliss. In a recent survey conducted by the Office of

the Chief Nurse, AFP among the 99 NC officers who went out of the service within a

period of five (5) years, 52 NC officers (52.5 %) among those with the rank of Captains

and Majors opted for revision or early retirement due to disinterest to the services one

reason of which is the disruption of marital and parental roles.

Among the policy guidelines of the Nurse Corps AFP Strategic Plan for 2002-

2005 , COL AMELIA E APARRI NC GSC, the Chief Nurse AFP, emphasized that

“collaborative efforts among all units through customized approach shall be the core

process in the attainment of the NC, AFP vision.” A customized approach means that a

win-win situation must be achieved in managing human resources giving due

considerations to the personal needs of subject NC Officers without compromising the

mission of the Corps.

While There are established merits in the rotation of AFP personnel, negative

reactions surfaced because of the disruption in the family roles of married officers,

especially among females, thus affecting their job performance. Hence, this study came

to being to determine whether rotation affects job performance among married Nurse

Corps officers.

Statement of the Problem

A married Nurse Corps officer plays multifaceted role. As a professional nurse,

he/she must provide comprehensive quality nursing care services to all military

personnel, their dependents and authorized civilians. As an officer, he/she is duty bound

to uphold the ideals of the AFP and abide by the rules and regulations prescribed for an

AFP soldier. Lastly, as an individual, he must perform marital roles anchored on

traditional moral values, family systems and child rearing obligations to name a few.

With all these roles, an NC Officer must be able to fit in all three to become a truly

efficient professional nurse, an effective soldier and successful family man/woman.

All personnel of the Armed Forces of the Philippines abide by the rotation policy

with subject “Assignment and Rotation of Personnel in Field Units”. The rotation policy

or geographical assignment of the AFP is influenced by many factors. For one, the

geographical assignment provides an officer an opportunity to venture into a different

working environment. This provides him a chance to exercise his leadership skills and

innovative ideas when he is deployed or assigned in the higher headquarters.

Subsequently, rotation policy likewise enhances the career development of an officer and

better utilization of his skills and expertise. In a similar manner, it is a promotional

requirement in officer candidates with present ranks of Lieutenant Colonel and Colonel

for grades 0-6 or the rank of a full Colonel and 0-7 or the rank of a Brigadier General,

respectively as stipulated in the Officers Promotion System in the Armed Forces of the

Philippines, otherwise known as the SOP Nr. 10.

Anderson (2000) stated that family obligations such as time required or desired

with one’s spouse, child rearing, family recreation, assistance with the education of the

young and inner commitment to family are factors that greatly affect job efficiency.

Because majority of the nurses are female, there is a seemingly greater deal of

responsibility in term of familial obligations among them rather than in males. This is

Evidenced by a number of NC officers who having dedicated more than 10 years of their

lives to service and still opted to be reverted or go on early retirement because of the

massive disruption in the performance of their marital roles as a consequence of their

compliance to the rotation policy.

Floresca (1996) as cited by Cabanilla found out that rotation of assignments

affects the husband and wife wherein one will experience boredom, loneliness, difficulty,

to adjust to situation and the drive to work effectively. Furthermore, rotation affects the

children because they are deprived of the much needed support of the mother. This

conflict according to the author resulted to the loss of at least forty-six (46) NC officers

who left the service because of rotation. In addition, based on her study 95% of her

respondents claimed that they do not agree with the rotation.

This study works on the premise that if the present rotation policy is rationalized

or suited for the personal as well as the professional needs of individual married NC

officers, then there will be better job performance among these married NC Officers and

perhaps retention in the service of these NC officers will be expected.

Significance of the Study

Since the ultimate goal of any organization is to enhance job performance of its

personnel, the result of this study will serve as a tool in identifying the socio-

demographic factors and service characteristics of the married NC Officers which affect

their compliance to the rotation policy.

Considering the extensive and complex responsibilities of a married NC Officers,

that is as an officer, a professional nurse and a spouse and/or parent, the findings of this

study hope to shed light as how the Nurse Corps in particular can be responsive to the

“performance gaps” in the work environment brought about by the demands of the roles

of these married NC Officers.

Furthermore, the results of this study aims to be an aid in crafting a rational rotation

policy for married NC Officers that will eventually enhance job performance and

hopefully, boost the morale of the members of the Nurse Corps, AFP.

Ultimately, this results of this study will benefit the following:

A. The Nurse Corps

-Advocate policy change

-Inspire professional change

B. The Customer/Clients

-Promote customer satisfaction

-Uphold trust in the nursing profession

C. The Married Nurse Corps Officers

-Enhance performance of both personal and professional duties

-Encourage retention to service

Objective of the study

General Objective:

To determine whether the rotation policy affect the job performance of married

Nurse Corps Officers who are on rotation and those who are not on rotation.

Specific Objectives:

1. To determine the level of job performance of married Nurse Corps Officers on

rotation and those who are not on rotation based on the:

a. Officer Evaluation Report by rater and endorser

b. Self-assessment

2. To compare the level performance of the Nurse Corps Officers being studied

Controlling of the following:

a. socio- demographic data

b. service characteristics

c. perception of rotation

Scope and Delimitation of the Study

The main concern of this study was to determine the effects of rotation on the job

performance of married NC Officers who are on rotation and those who are not. Due to

time and resource constraints, the respondents of the study was consisted of only married

NC Officers with the rank of 1st Lieutenant to Colonel from the AFP Medical Center

(GHQ), Camp General Aguinaldo Station Hospital (AFPWSSUs), Air Force General

Hospital (PAF), Fort Bonifacio General (PA) and Manila Naval Hospital (PN) which

were classified into: the group on rotation and the other not on rotation as operationally

defined in this study.

NC Officers, though assigned in the areas covered, but who were in effectives

such as those on leave, mission, sick in hospital and quarters and schooling were

excluded in the study. Similarly, those given the self-administered questionnaires but

who failed to return their forms on set deadlines forfeited their chance of being counted

as respondents.

Definition of Terms

Rotation policy – is assignment or deployment of an officer to the different units of the

AFP. It could either be internal or within the major service area an officer is presently

assigned or external or outside the major service area an officer is presently assigned.

Rotation considered in this study will be strictly that which entails physical separation for

his/her nuclear family or from his permanent place of residence as perceived by the

respondents themselves.

Geographical assignment- refers to the four (4) major area of the assignment, namely,

NCR, Luzon, Visayas, and Mindanao. This will be interchangeably used with rotation of

assignment.

Socio-demographic- refers to the basic information of the respondent like the age, sex,

educational attainment, number of children, number of years married, place of permanent

place of residence

Service Characteristics- refers to the job-related information of respondents like rank,

length of service, current designation/position, service assignment.

Performance- actual discharge of functions and task stipulated in her/his job description

based on the Standard of Nursing Practice and the AFP Regulation Manuals

Officer Evaluation Report (OER)- refers to the performance appraisal tool for officers

of the AFP, It is designed to provide the AFP with information on an officer’s

effectiveness and value which can be used as a guide in personnel action such as trainings

and assignments.

Rater- refers to the person accomplishing the OER who is immediate superior who and is

responsible for immediate supervision under the pertinent chain of command or staff

structure of rated officer.

Endorser- refers to the person accomplishing the OER who is the immediate superior

and is responsible for immediate supervision inder the pertinent chain of command or

staff structure of rater.

Chapter 2

REVIEW OF LITERATURE

In as much as the study involves several variables, review of literature will

encompass the main factors included in the statement of the study and the objectives, as

well as other related literature that will enhance knowledge on the variables being

studied.

Rotation Policy

Even before an interested commissioned applicant is called to active duty in the

Nurse Corps, a briefing as to what are expected form the prospective NC officers is

explicitly done. One of the main aspects given emphasis is the rotation of assignments.

The willingness of subject officers to be rotated to far flung areas away from their family

has always been a challenge to Chief Nurses.

Rotation of assignment, be it internal or external, cannot be divorced from

military service. It is part and parcel of what we call military professionalism. Once a

soldier dons his uniform, one ceases to have freedom of choice in many aspects of his

lives. One of which is his duty assignment.

The AFP Personnel Directive Number 15 dated 10 March 1975 with the subject

“Assignment and Rotation of Personnel in Field Units” states that a newly CAD NC

officer who had undergone orientation /familiarization training along their respective area

of interest may be assigned to medical installations located in combat areas. In addition,

assignment of officers to units in combat areas shall be in accordance with the career

management development program of the Major Service concerned provided the tour of

duty in the combat units concerned shall be for a minimum of one (1) year and a

maximum of two (2) years at any one time, unless operational requirements require

otherwise.

In the same directive, the Chief Nurse, AFP is held responsible for the

assignment/rotation of the Nurse Corps Officers. In like manner, the Chief Nurses of the

major services are responsible for the assignment/rotation of the Nurse Corps Officers

assigned in their respective services in accordance with the career management and

development program of the respective services.

In addition, assignment of officers to units in combat areas shall be in accordance

with the career management and development programs of the Major Services concerned

provided the tour of duty in the combat unit concerned shall be for a minimum of one (1)

year and a maximum of two (2) years at any one time, unless operational requirements

require otherwise.

Moreover, personnel who have signified their willingness to stay longer in their

field unit assignments may be allowed to do so subject to approval of unit commanders

concerned, provided that it shall only be for maximum of two (2) terms of four (4) years.

Rotation of assignment of technical service officers shall be governed by the

respective existing rotation policy of the technical service concerned, provided the tour of

duty in the combat units shall be for at least one (1) year. Rotation of NC Officers shall

also be based on Armed Forces Occupational Specialty (AFOS) requirement, rank

authorized for specific slots and needs of the service. (AFP Dir#15 dtd 10 Mar 75)

Nurse Corps Officers who are in the following categories shall not be considered

for reassignment to combat zones or areas of operations:

a. sick in hospital

b. pregnant

c. with pending case

d. enjoying accumulated leave prior to separation/retirement

e. enjoying preferential assignment prior to compulsory retirement

and undergoing schooling and abroad

For external rotation, the AFP Personnel Directive Number 1 dated 17 February

1994 with the subject “Rotation of Officers from GHQ and AFPWSSUs” which

prescribes and consolidates the AFP Policies on rotation of personnel from

GHQ/AFPWSSUs and AFP financial institutions back to their respective service says

that the normal tour of duty in any GHQ/AFPWSSUs unit is three (3) years for both

officers and enlisted personnel.

In case the tour of duty in a GHQ/AFPWSSUs unit or office is not yet complied

and personnel concerned is reassigned to another GHQ/AFPWSSUs unit or officer,

subject officer will complete the remainder of his/her duty in his/her new office/unit

assignment. The tour of duty in GHQ/AFPWSSUs may be extended by another two (2)

years.

However, personnel reassigned or rotated back to their respective major service

must first complete minimum tour of duty of two (2) years before they are qualified for

assignment anew to any GHQ/AFPWSSUs.

In the AFP Personnel Directive No 6 dated 23 November 1982 with subject

“Rotation of Officers from GHQ, AFP and AFPWSSUs”, the purpose of the rotation was

defined. Aside from the rotation policy being an AFP regulation, it also serves as a tool of

sound personnel management through which the career development of an individual is

enhanced. It states that when one overstays in one office, his development stagnates, at

the same time depriving that office of some fresh ideas and innovations which could have

been introduced by his/her successor.

Job Performance

For the men and women-in-uniform, the service should always be the first priority

while all other factors only come next. But one cannot deny that family should not be

sacrificed. As one adage goes, no success in any career can make-up for the failure in

family. It is therefore a must to balance all these responsibilities all at the same time.

Based on the Health Policy and Administration Manual of the College of Public

Health of the University of the Philippines, Manila, there are three criteria for evaluating

job performance. They are the trait-based aspect that identifies character traits such as

initative, personal relations an personal appearance; behavior-based criteria focus on

specific behaviors that lead to job success such as attention to duty and acceptance of

responsibility and result-based factor measures what the employee has done or

accomplished. In the same reference, job performance standards are characterized as

realistic, measurable and clear. In this manner, both the employees and the organization

will have the same level of expectation as to their goals. Work performance indicators

normally determine the manner of performance, effectiveness in use or resources,

timeliness of results and quality and quantity of output.

Key performance indicators for nurses include the following: (1) participates

actively in the personal and professional development of self and colleagues, (2)

effectively manages the hospital beds, (3) promotes the concepts of Quality

development, evidence-based practice and customer services in all aspects of service

provision and undertake appropriate Quality Development activities, (4) acts as a

professional role model and mentor, (5) establishes and maintains effective

communication between the units and with senior management, (6) coordinates

emergency code activities, (7) participates in staff performance reviews, (8) and

investigates and responds appropriately to problems/ situations arising within the hospital

acting to facilitate their satisfactory resolution, including faulty equipment and service

difficulties.

According to an article of Arthur Anderson, Intervention Executive Service

Expatriate (2000), “one reason for high manpower turnover in organizations is employee

dissatisfaction. Lack of motivation arising due to a mismatch between job and areas of

interest is responsible for this situation. Life interest involve ‘happiness factor’. They do

not determine what an employee is good at but reflect what kind of work he/she loves –

his passion for activity. Identifying one’s life interest and choosing a career accordingly

is crucial for job satisfaction. Often employees lose awareness of their life interest while

fulfilling other people’s expectation or picking up an ‘easy career’. Likewise, in other

article, it was mentioned that the ‘external baggage or family obligations such as time

required or desired with one’s spouse, child rearing, family recreation, assistance with

education of the young’ and ‘internal baggage such as inner commitment to self and

family’ are factors that greatly affect the job and performance of an individual.

Based on the survey done by Heike Hasenauer on soldiers’ concerns, “they

complained about the unpredictability of deployment which prevents them from being

able to plan their vacation and other time with their families” as their primary concern.

The survey also found out that “spouses primary concerns are not pay, retirement, health

are benefits and housing” but notably “ dissatisfaction manifests itself at home when

operational pace leads to unpredictability which has a negative impact on family life.” To

further support this claim, the family’s role was related to military deployment (US Army

Medical Research and Material Command, Sept 2000, Walther Reed Army Institute of

Research). The study showed that “ ‘the most stressful duties’ reported were military

missions requiring separation from family and that rate of depressive symptoms were

higher for women than for men. 31.8% of the female respondents felt ‘stressed’ due to

being a woman in the military and the distress was even higher for married women with

no spouse present. The research of this study concluded that stress may be related to work

and family roles as well as from being women in a predominantly male military.”

In another study, it found out that “family status and military family life

conditions are key factors affecting soldiers’ mental health and mission readiness.” The

same study further claimed that “married soldiers experience more deployment distress

than single soldiers do, often limited to ‘separation from family. Spouse perceptions of

how well military unit leaders care for families strongly affect soldier retention outcomes.

Male and female soldiers differ in stress levels/behavioral health response-by family and

marital status, age , education, rank, location, training and past experiences.” (Service

Member Stress Perception Related to Gender and Family Status, 1995 DOD Survey)

Maj Ralph Phillip quoted from In the Sandbox by Otto Kreshner that “during

assignments and deployments, the low quality of life and compensations cannot make up

for the other concern which is quality time with family.”

Review of Related Literature

Marital Roles

At present, most of the Nurse Corps Officers enjoy the status of being married.

Only a significant few cherish their single blessedness. Marital roles are essentially

fulfilling in themselves but sometimes other factors can greatly affect the performance of

these not-so-easy tasks.

In the excerpt of his thesis on Marriage and Marital Adjustment, Thomas Janetius

Ph. D. declares that marriage is one of the most popular institutions found among human

beings. Although historically, marriage can be traced in the past, many sociologists argue

that in one or another, marriage has always existed in human society.

Stephens (1971) defines marriage as a “socially legitimate sexual union, begun

with a public announcement and undertaken with some idea of permanence; it is assumed

with a more or less explicit marriage contract which spells out the reciprocal rights and

obligations between spouses and future children” (p15).

Likewise, according to Bowman (1974), “marriage is a complex phenomenon in

today’s changing society. People marry for various reasons. Besides sex and sexual

attraction which are primary considerations, love, economic stability, companionship,

protection, emotional security, escape from loneliness and unhappy home situations,

adventure of common interest and children are some of the reasons that may constitue a

person’s disposition of marriage.”

Janetius expounded that in the Philippines, the adherence to traditional moral

values, patriarchial family system, the idea of sharing money and children has slowly

vanished from the scene because of the influence of western culture, diffusion of mass

media, increasing popularism, industrialization and urbanization.

Janetius also added that years back, once couples were married, they had to live

with each other whether they matched or not. This is even true today in societies where

traditional values are respected.

Sinha and Mukerjee (1990) defines a satisfactory marital relationship between

spouses as characterized by “mutual concern, care, understanding and acceptance. If both

parties perceive accurately and understand clearly the concept of marriage, things go

smoothly and good understanding takes place. Therefore, mutual commitment and

sharing are the backbone of marriage.”

On the same note, Tevaray (1998) speaks of marriage in the following areas:

“companionship, recreation, parenting, rearing children and sexual satisfaction. “Simon

(1974) who made a study on marriage in Metro Manila, on the other hand, presents.”

“social activities, recreations training and disciplining of children, religion, in-law

relationship, financial matters and sexual satisfaction, communicating mutual trust and

companionship as the areas of marital relationship that need adjustments.”

“Conflicts are forever in all these above mentioned areas in marital relationship.

Most of the problems in marriage can be classified into three categories. They are

unequal growth patterns, sex-role stereotype and sacrifice” based on the study of Koch

and Koch (1976).

Marital instabilities are at rise in the Philippines according to a study conducted

by Lapuz (1986) in Metro Manila. According to her, “one of the marital problems is role

reversal. Many contemporary marriages are endangered today by the reversal role of

women being the breadwinner in the family. The couple tends to be unsure of their role.

Another is incompatibility. In marriage, it implies the inability of two perspective, two

life style to see eye to eye. Problems arising from unmet emotional emotional needs and

breakdown in healthy communication can exasperate incompatibility. Power conflicts, on

the other hand emerges as who controls whom in a Filipino’s husband-wife relationship.

Many times, the wife’s behavior is domineering.”

Job Efficiency and Job Satisfaction in the Military

Similar studies on the perceptions of military nurses on the rotation policies and

its implications to job efficiency have been conducted by senior NC officers who felt that

there is indeed a need to address this problem which creates “performance gaps” within

the Nurse Corps.

Cabanilla (1999) on Perceptiions of Military Nurses on the Rotation policy and its

implications to Policy revision revealed that though the perception was in agreement with

the objective and principle of the policy, the military nurse “disagreed” to the effects it

could bring to their family. The study inferred that the perception of military nurses

towards rotation policy “negatively related” to the number of children and “positively

related” to educational attainment.

Based on her findings and conclusions, she recommended the review to

applicability of rotation policy specifically to the Nurse Corps; to adapt regionalization;

to promote retention of senior NC Officers who are “assets” to the service; and to tackle

problems in rotation, the totality of the career management system should be looked into.

In another study conducted by Gerochi (1993) as cited by Cabanilla, it was

pointed out that to enhance effectiveness and efficiency of NC officers, the gerographical

rotation/assignments during the first twelve (12) years in the service and regionalization

on preferential concept of assignments are the best recommended solutions.

Gerochi further claimed that the rotation policy was not properly implemented

among the NC officers as evidenced by the result of her study. In addition, her study

revealed that majority of the respondents favored regionalization of assignments and that

37 out of 54 respondents claimed that their job performance is affected if duty assignment

is away from their families.

In another study, Lim (1995) delved on the status and perceptions of nurses at the

Army General Hospital at Fort Bonifacio regarding job assignment and rotation, She

found out that foremost of the problems of the respondents are regarding their children

and family conflicts related to distance from families.

Based on the results of her study, one of her recommendations was that the

rotation of assignments should be done on a long range plan to enable respondents to

make adjustments.

In a foreign study conducted in summer 2001 among selected military families in

the US, Diana Berardocco in her Research Study of the Effects of Deployment on

Military Families found out that the “degree to which service members are satisfied or

dissatisfied with their deployment experiences can influence morale support for a

member and as importantly influence future career intentions.”

The interview and survey to spouses were used in the study to determine how well

the family support systems were coping with stresses. The research study revealed the

50% of the spouses believed that deployment had a negative impact on them and their

families. In addition, it also found out that the “key impact in family appeared to be the

length of tour citing a year of deployment is already too hard for the family.”

In another research undertaking, the Effects of Deployment on US Navy

Personnel and their Spouses was studied by Archer, R.P. and Cauthorne C. V. Out of 800

respondents, only 399 returned the questionnaires and of these, 53.8% were married. The

study revealed that the married personnel have “less enjoyment but less emotional stress

during deployment.”

Reasons why deployment is stressful were likewise established in the study. It

cited the following as “justifications why deployment is stressful: deployment originates

externally from the family unit; it has direct impact to all family members; it has variable

duration; it is unpredictable in terms of onset and duration; deployment is beyond family

member control; there is uncertain risk, therefore, uncertain future; and lastly due to

deployment, there is alteration in family authority structure and independence.”

Orasanu and Baeker (1996) concluded in one of their studies that the “demand

characteristics of military environment are such that many stresses are inherent.” This

was further strengthened by the US Department of Defense Survey of Health Related

Behaviors in 1998 that revealed the followings findings:

The most frequently indicated stress for both men (19.5%) and women

(19.5%) was separation from family.

More men (12.9%) than women (7.8%) reported stress due to deployment.

More women (17.9%) than men (13.5%) reported stress related to changes in

the family.

In the desire to shed light on the Combat Roles of Women, Kim Sield and John

Nagl conducted a study on this matter. They found out that out of the 112 female

cadets of US Military Academy or West Point, “majority was not interested in

pressuring the position commonly associated with intense fighting.” It further

revealed that only “5% of the respondents cited family considerations as a reason

for such decision and that 65% was not at all interested in combat areas.”

Theoretical Framework

The conceptual/theoretical framework was based on the assumption that when the

different variables of the socio-demographic factors, service characteristics and

perception of the rotation are greatly considered in the implementation of a carefully

structured and rational rotation policy, the married NC Officers will better perform in

their respective jobs.

The socio-demographic factors and service characteristics played with vital roles

on the readiness of marriage military nurses in embracing the rotation policy. In the same

manner, their perception of the rotation was crucial in recognizing the merits of the

rotation thereby readily accepting the challenges of deployment. It was surmised in the

framework therefore, that the implementation of a structured and customized rotation

policy which will answer both the organizational and personal needs when accorded

married NC Officers will significantly improve subject officer concerned.

Hypotheses

The following hypothesis tested at 0.05 level of significance:

The null hypothesis of the study is that:

There is no significant relationship between the level of job performance

of married Nurse Corps officers who are on rotation and those who are not

on rotation.

If the computed p-value for the level of job performance of married NC Officers

who are on rotation and those who are not on rotation is >0.05, then the null hypothesis

will be accepted. However, if the p-value is <0.05, the null hypothesis will be rejected.

Chapter 3

METHODOLOGY

Research Design

This section discusses the variables, the study design, data collection techniques,

sampling and plan for data collection, processing and analysis. It also defines ethical

consideration appropriate for the study as well as the pretest.

Variables

The independent/background variables in this study were the socio-demographic

factors, service characteristics and the perception of the rotation purpose by the sample

Nurse Corps population being studied. The job performance of married Nurse Corps

Officers was the dependent variable.

Study Type

The research design was an analytic study using comparison of two groups to

determine the cause and effect relationship of rotation and job performance of married

Nurse Corps Officers. A cross sectional qualitative and quantitative study design was

likewise employed in this study.

Setting

The management study was conducted at the different Nursing Services of the

Armed Forces of the Philippines in selected military hospitals in Metro Manila. The

Chief Nurse, AFP approved the request to conduct study and endorsed to the respective

command and major service Chief Nurses to assist in the data collection of the

researcher.

Study Population

The population of the study consisted of all married Nurse Corps Officers selected

military hospitals in Metro Manila with the rank of 1LT to COL clustered according to

the major service areas where they belong:

Major Service Areas Actual Number of NC

Philippine Army 18

Philippine Air Force 15

Philippine Navy 7

GHQ/AFPWSSUs 61

Total: 101

Sample

The sample was taken by random and purposive selection from the clusters. Of

the total population of 101 married NC Officers bearing the rank of 1LT to COL assigned

in military hospitals in Metro Manila, only 73 qualified as actively on duty during the

time of the study. Some were on vacation, sick and terminal leave, mission sick in

hospital and/or quarters while some are on schooling. Other respondents simply failed to

return the questionnaires on the set deadline. The actual respondents were classified into

two (2) groups having the same inclusion criteria except that one group is presently on

rotation while the other is not as operationally defined. Both groups represented

approximately 73% of the entire target population presently assigned in selected military

hospitals in Metro Manila.

Data Collection Techniques

To gather as much needed information for the study, various data-collection

techniques were used. A triangulation was done using three basic data collection

methods. To determine the level of job performance from the perspective of the rater and

indorser of the sample population, review of records of the Officer Evaluation Report was

done. While the Officer Evaluation Report (OER) is the official and only performance

evaluation tool for all officers of the AFP, it does not, however, provide the parameters or

determinant of job performance. The OER merely rates, in one of its categories the actual

performance or what subject officer has done and not what he is capable of doing. Thus, a

self-assessment questionnaire was devised. The information gathered from the

questionnaire accomplished by the respondents and the themes gathered from the key

informant interview only supplemented the data derived from the OER.

Questionnaire

The most commonly used data-gathering technique was also utilized in this study.

Written questionnaires administered to the sample proved to be a vital source of

information to this study.

The written questionnaire was divided into three parts:

1. Part I – contained the socio-demographic and service characteristics of the

respondents. This portion of the questionnaire determined the profile of our

sample population being studied.

2. Part II – classified statements pertaining to the perception of the rotation.

3. Part III – provided data related to the work performance indicators in their

present unit assignment. This also served as determinants of the level of their

job performance.

To standardize answers to the statements in Part II and Part III, a 3 point scale for

their response will be arbitrarily provided as follows:

1- disagree

2- undecided

3- agree

Interview

A single data-gathering technique is not always sufficient to acquire all the data

needed for a particular study. In this case, the information is not covered by the

questionnaire were supplemented by the review. A small scale fixed interview was

conducted to retired, and reverted NC officers as well as the Chief Nurse of the Service

Command to gather as much information regarding their previous experiences related to

the variables on study. Insights and perceptions of the present rotation scheme were also

noted.

Pre-testing

A pre-test of the questionnaire was conducted to (10) NC Officers who were not

included in the sample population to determine if the statements were coherent, well

understood and clear. Revisions were incorporated as recommended by the group where

pretest was conducted to improve coherence, clarity and conciseness of the statements.

Statistical Analysis

Descriptive analysis using frequency distributions and percentages were primarily

used in the study. Tables and graphs were also employed where appropriate.

To determine whether a relationship exists in the identified qualitative variables,

the Mann-Whitney U test was utilized. This test is used in comparing two independent

groups whose variables are measured in the nominal scale. For the level of job

performance, the OER adjectival rating scale was used as the nominal scale of

measurement. On the other hand, for two by two tables, specifically for the perception of

the rotation purpose, the uncorrected Chi-square result derived from the Epi Info 6 was

likewise helpful in the treatment of the data gathered. Chi square is used to determine

association or relationship of two qualitative variables.

Conceptual Framework

The paradigm in the next page ( Conceptual Framework of the Study ) was

formulated to better understand the hypothesis of the study. The variables discussed in

the study are the socio-demographic factors, service characteristics and perception of the

rotation purpose as background/independent variables and the job performance of

married Nurse Corps as the dependent variable.

It is depicted in the schematic diagram that given the background variables such

as the socio-demographic factors, service characteristics and the perception of rotation,

the implementing body of the rotation policy can now craft a rational and customized

rotation scheme that would consider all the factors of the individual NC Officers

considered in this study. In this manner, the Nurse Corps, satisfying the personal

concerns and the professional requirements of the military nurses is expected to enhance

the level of job performance in their present workplace.

A. Profile of the Respondents

Of the 126 NC Officers assigned in the selected military hospitals within Metro

Manila such as the Camp General Emilio Aguinaldo Station Hospital, AFP Medical

Center, Fort Bonifacio General Hospital, Air Force General Hospital and the Manila

Naval Station Hospital, only 101 NC Officers met the inclusion criteria in terms of civil

status and rank during the conduct of the study. Of these 101 NC Officers, only 73 NC

Officers participated in the study. At the time, some NC Officers assigned in the units

mentioned above were on leave, schooling and missions. Others, though given the

questionnaires, failed to return the data collection tool on the scheduled deadline.

Table 1 shows the socio-demographic data such as age, sex, educational

attainment, years the respondents were married, number of children and permanent place

of address. They were classified into two groups namely those on rotation and those who

are not on rotation. The total population on rotation is 30 NC Officers while those not on

rotation are 42 NC Officers.

Chapter 4

PRESENTATION, FINDINGS AND INTERPRETATION OF DATA

Results and Discussion

This chapter discusses the results and analysis of the data gathered. It will include

the presentation of the profile of the respondents, discussion of the level of job

performance of the two groups being studied based on the OER and self-assessment tool;

discussion of the level of performance controlling for the socio-demographic and service

characteristics and lastly presentation of the perception of the respondents on the rotation

purpose. The themes gathered during the key informant interviews is also discussed in

this chapter.

A. Profile of the Respondents

Of the 126 NC assigned in the selected military hospital within Metro Manila

such as Camp General Emilio Aguinaldo Station Hospital, AFP Medical Center, Fort

Bonifacio General Hospital, Air Force General Hospital and the Manila Naval Station

Hospital, only 101 NC officers met the inclusion criteria in terms of civil status and rank

during the conduct of the study. Of these 101 NC Officers, only 73 officers participated

in the study. At that time, some NC Officers assigned in the units mentioned-above were

either on leave, schooling and missions. Others, though given the questionnaires, failed

to return the data collection tool on the scheduled deadline.

Table 1 shows the socio-demographic data such as age, sex, educational

attainment, years the respondents were married, number of children and permanent place

of address. They were tallied into two groups namely those on rotation and those who

are not on rotation. The total population on rotation is 30 NC Officers while those not on

rotation are 42 NC Officers.

Table 1. Frequency and Proportion of Respondents According to Socio- Dmeographic

Data

VariableGroup Classification

TotalOn rotation(n=30)

Not on rotation(n=42)

Freq % Freq % Freq %Age

Less 29 0 0 1 2.4 1 1.430-39 17 56.7 20 47.6 37 51.440-49 10 23.3 10 23.8 20 27.8

50 and above 3 10.0 11 26.2 14 19.4Sex

Male 5 16.7 7 16.7 12 16.7Female 25 83.3 35 83.3 60 83.3

Educational AttainmentBSN 12 40 15 35.7 27 37.5

With MA units 16 53.3 22 52.4 38 52.8MA Grad 2 6.7 5 11.9 7 9.7

Number of Children1 10 38.5 17 44.7 27 42.22 8 30.8 10 26.3 18 28.13 7 26.9 5 13.2 12 18.84 1 3.8 4 10.5 3 7.85 0 0 0 0 0 06 0 0 2 5.3 2 3.1

Number of years married0-5 11 36.7 18 42.9 29 40.36-10 10 33.3 5 11.9 15 20.810-15 5 16.7 9 21.4 14 19.416-20 2 6.7 0 0 2 2.821-25 2 6.7 5 11.9 7 9.7

25 and above 0 0 5 11.9 5 6.9Permanent Place of Residence

NCR 22 73.3 35 83.3 57 79.2Luzon 6 20 6 14.2 12 16.6Visaya 0 0 0 0 0 0

Mindanao 2 6.7 1 2.4 3 4.2

Majority or 51.4 % of the respondents fall in the age group 30-39 while 47.2%

have ages ranging from 40 and above. Only 1 respondent or 1.4% is less than 30 years of

age. In terms of sex, more than 83% of the participants are female while only 17 of the

total samples are males. With regards to the educational attainment of the participants,

more than half of the respondents have post-graduate units while 9.7% are Masters

Degree Holders. Though all are married, 10 respondents or 11.1% are childless while

42.2 % have only one (1) child, 28.1% have two (2) children and 18.8% have three (3)

children. 10.9% of the respondents have more than three (3) offsprings. Most nurses or

40.3% have been married 0-5 years while 20.8%, for 6-10 years, 19.4% have vowed for

marital bliss 11-15 years ago while the remaining respondents have been wed for 16

years or more. Regarding the place of permanent address, 79.2 of the participants live in

the National Capital Region while 16.2 % permanently reside within Luzon.

Table 2. Frequency and Proportion of Respondents According to Service Characteristics

VariableGroup Classification

TotalOn rotation(n=30)

Not on rotation(n=42)

Freq % Freq % Freq %Rank1LT 3 10.3 3 7.1 6 8.5CPT 18 60 20 47.6 38 52.8MAJ 5 17.2 8 19 13 18.1LTC 4 13.8 3 7.1 7 9.7COL 0 0 8 19 8 11.1

Number of Years in ServiceLess 10 9 30 15 35.7 24 33.311-20 16 57.3 16 38.1 32 44.4

21-above 5 16.7 11 26.2 16 22.3Position Designation

Staff Nurse 8 26.7 3 7.1 11 15.3Head Nurse 13 43.3 16 38.1 28 40.3

Admin Officer 2 6.7 4 9.5 6 8.3Supervisor 3 10 7 16.7 10 13.9

Asst. Chief Nurse 3 10 7 16.7 10 13.9Chief Nurse 1 3.3 5 11.9 6 8.3

Service AssignmentGHQ/AFPWSSSUs 16 53.3 23 54.8 39 54.2

PAF 4 13.3 11 26.2 15 20.8PA 7 28.4 7 16.7 14 19.4PN 3 10 1 3.4 4 5.6

Of the respondents, the rank of a Captain is carried by 52.8%, Major by 18.1%

and First Lieutenant, Lieutenant Colonel and full Colonel by the remaining 29.1 %. In

terms of years of service, 44.4% of the respondents have already served the military for

more than 10 to 20 years, 33.3% for 0-10 years and 22.3% have already completed 20-30

years of service in the military. 40.3 % of the respondents are middle managers with head

nurse positions, 15.3% are staff nurses, 8.3% are occupying administrative positions

while the remaining 8.3% are already chief nurses. Majority of the participants, 39 NC

Officers or 54.2 come from the GHQ/AFPWSSUs, 20.8% from the Philippine air Force,

19.4 from the Philippine Army and 5.6% from the Philippine Navy.

B. Comparison of Level of Job Performance

To answer the first specific objective of the study which is to determine the level

of job performance of Married NC Officers who are on rotation and those who are not on

rotation, Table 3 shows the mean score ratings derived from the rater and endorser of the

Officer Evaluation report and the Self-Assessment of married NC Officers who

participated in the study.

Table 3 Mean Score Ratings Based on the OER and Self-Assessment Tool on Level of Job Performance of NC Officers on Rotation and Those Who Are Not on Rotation

Scores UsedMeans Score Rating of Job

Performance p-value* RemarksOn

Rotation(N=30)

Not on Rotation(N=42)

Rater score in OER 7.8 8.167 p value >0.05 Not significantEndorser score in

OER8 8 p value >0.05 Not significant

Self-Assessment 8 8 p value >0.05 Not significant*comparison on ratings using the Mann-Whitney U test

Using the adjectival rating of the OER and the self-assessment too, the table

above shows that there is a significant relationship between the level of job performance

of married NC Officers who are on rotation and those who are not on rotation. Though in

the rater score, the group on rotation has a relatively lower mean score rating on the level

of job performance with the group not on rotation, yet still there is no significant

association found using the Mann Whitney U test at 95% level of confidence. The

endorse and the self-assessment score, however, have exactly the same mean score

ratings on the level of job performance of married NC Officers who are on rotation and

those who are not.

Due to the limited information given by the ratings in the OER, the researcher

formulated statement included in the questionnaire that would gauge the level of job

performance of subject officer in his present workplace. Criteria for evaluating job

performance are classified as trait-based, behavior-based and result-based.

Trait-based criteria identify subjective character traits such as pleasaent

personality, initiative, and other qualities that have little to do with the specific job.

Below are the results of the responses on the trait-based criteria of job performance

between those married NC Officers who are on rotation and those who are not on

rotation.

Table 3.1 Comparison of Proportion of Responses of the two Groups Responses on Trait-Based Job Performance Indicators

Trait-Based Job performance Indicators

Group ClassificationOn rotation (N=30) Not on Rotation (N=42)

Item # and Topic Disagree

Undecided Agree Disagree Undecided Agree

8. Innovatiness 0 3.3 96.7 2.4 0 97.611. Decisiveness 3.3 0 96.7 2.4 0 97.612. Adaptability 0 3.3 96.7 2.4 0 97.615. Suspiciousness 100 0 0 100 0 016. Irritability 96.7 3.3 0 100 0 018. Personal Cleanliness 0 0 100 0 4.8 95.219. Calm and composed 0 0 100 0 2.4 97.620. Appreciated by others 6.7 10 83.3 11.9 7.1 81

Regardless whether married NC Officers who participated in the study are on

rotation or not on rotation, responses to items on the questionnaire concerning trait-

oriented performance indicators seem not to differ much between those who are not on

rotation.

In as much as these criteria focus on qualifications and personal traits, it can be

concluded that the respondents are homogenous in this aspect. It also appears that the

Nurse Corps, guided by the qualifications before one can be part of the service, have

selected individuals with similar personal traits. According to Padua (2002), trait-based

criteria, however, center on subjectivity which are not effective tools for evaluating goals

and judgment. In addition, she cited that the trait-based oriented work performance

indicators do not have job-related behaviors that fully specify what organization expects

nurses to accomplish in their position.

Behavior-based criteria, on the other hand, focus on specific behavior that lead to

job success such as attention to duty and acceptance of responsibilities. Below is the list

of the responses of married NC Officers who are on rotation and those who are not on

rotation.

Table 3.2 Comparison of the Proportion of Responses of the Two Groups Responses on Behavior-based Job Performance Indicators

Behavior-Based Job

performance IndicatorsGroup Classification

On rotation (N=30) Not on Rotation (N=42)Item # and Topic Disagree Undecide

dAgree Disagre

eUndecide

dAgree

1. Concentration 76.6 6.6 16.8 78 7.3 14.72. Emotions 70 3.3 26.7 62.5 2.5 357. T & R Mgmt 3.3 3.3 93.4 2.4 0 97.69. Dependability 62.1 6.9 31 78.6 4.8 16.613. Excessive blaming 83 0 17 73.8 2.4 23.814. Avoiding Supervisor 86.7 0 13.3 90.5 7.1 2.417. Empowerment 3.3 6.7 90 0 0 100

Of the seven (7) items classified under the behavior-based job performance, five

(5) items registered a substantial difference between the responses of those NC Officers

on rotation and those who are not on rotation. Those on rotation, 26.7% or 8 respondents

agree that they become more emotional and easily irritated when working away from

their families. Those not on rotation, on the other hand, has a higher proportion, 35% or

14 respondents from the group who claimed that they too manifest the same despite their

proximity to their immediate families.

Regarding becoming less dependable due to substandard work in comparison with

peers and frequent requests for help, 31% or 9 respondents from the group on rotation

claimed that they do have this manifestation. On the other hand, only 16% or 7 out of

the 42 from those who are not on rotation claimed that they are experiencing the same.

This may be ascribed that the group on rotation may be preoccupied with some things

like family in as much as they are separated from them rendering them less efficient and

dependable in their work place.

On the subject of having frequent arguments with co-workers due to excessive

blaming and unwillingness to cooperate with them, both groups garnered high

proportions of respondents who disagree with such work performance indicator. It can be

noted though, that there is a higher proportion of respondents who gave negative have

response in the rotation group compared with the comparison group. 25 respondents or

83.3% from the rotation group claimed that they do not have frequent arguments with co-

workers while the other group produced the same response with 31 respondents or 73.8%

Of the 32 samples on rotation, 4 or 13.3% claimed that they do not avoid contact

with their supervisors and have a tendency to isolate. On the other hand, those who are

not on rotation only registered 1 respondent or 2 % of the same response. This maybe

due to the fact that NC Officer on rotation may be new to the area of assignment and that

the relationship with his supervisor and the other senior officers need to be nurtured and

encouraged.

Concerning becoming empowering, participative, and diligent in work, there is

10% difference who say that they are such in their present workplace. From the group on

rotation, 27 respondents or 90% claimed that they are diligent, participative and

empowering in their workplace while those who are not on rotation claimed that they are

too. However, there are 2 respondents or 6.7% from the group on rotation who seem to

be ambivalent with their response. It may be due to the short period of stay in the unit

why these officers who are on rotation stated that they are undecided. They still cannot

determine whether they have become more diligent, participative and empowering in

their workplace given the little time they have been served in the unit.

Given all the data above, it may be drawn from the response that those married

NC Officers who are not on rotation are even “negatively” affected than those who are

on rotation. One of the factors that may have an effect on the behavior –oriented job

performance indicators is the work environment. As cited in the profile respondents,

almost 50% of the respondents, almost 50% of the respondents came from the AFP

Medical Center. In comparison with the other general hospitals of the different major

service commands, AFP Medical Center has the greatest patient workload than the other

military hospitals, it being a 1,500 bed third level hospital. To add to that, it also has a

more stressful working environment due to the organizational design of the unit. The

presence of several other health practitioners in the center requires good interpersonal

relationship as well as communication skills. Nurses do not deal only with doctors and

other nursing personnel in their respective wards but they often also encounter other staff

in the other wards as well as from the other major service commands since it is the end-

referral hospital of the AFP. Since it is such, a military coming from a 50 or 100 bed

capacity hospital will surely have a difficult time to adjust to this kind of work

environment. Due to the overwhelming tasks expected of them, these nurses have

seemingly diversified attention to duty that affects their behavior-based job performance

in their respective work place.

Result-based criteria, on the other hand, manifest what the employee has done or

accomplished. Expected duties and responsibilities are usually stipulated in the job

description of personnel and these serve as the basis for evaluating whether an individual

has accomplished what is expected of him/her. The responses of the participants of the

study are tabulated below.

Table 3.3 Comparison of the Proportion of Responses of the Two Groups Responses on Result-based Job Performance Indicators

Result -Based Job performance

Indicators

Group ClassificationOn rotation (N=30) Not on Rotation (N=42)

Item # and Topic Disagree Undecided Agree Disagree Undecided Agree3. Achieving goals 0 3.3 96.7 4.8 0 95.24. Missing deadlines 90 3.3 6.7 88.1 2.4 9.55. Errors in judgment 96.7 3.3 0 95.2 0 4.86. Productivity 100 0 0 92.9 0 7.110. Work quality 93.4 3.3 3.3 88.1 4.8 7.121. Adequate SKA 0 3.3 96.7 2.4 2.4 95.2

Given all the above parameters, the two groups have relatively the same

proportion of responses for each indicator asked of them. There is basically a variance of

1% - 7.1% in all indicators.

Perhaps, this can be attributed to the fact that the military personnel truly uphold

the duty-first slogan of the service. The AFP sincerely inculcates in its personnel their

sworn responsibilities as guardians of democracy for each one, regardless of the unit’s

mission, contributes to espousing a sovereign and the free Philippines. For example,

military nurses are also deployed in the conflict-inflicted areas. Despite the apparent

jeopardy to their own personal safety, military willingly submit to the call of duty in

caring for wounded soldiers as well as fallen adversaries, notwithstanding the clear

danger they pose to their own families.

Controlling for other factors

In the desire to further determine if socio-demographic factors and service

characteristics affect the performance of the job of married NC Officers who are on

rotation and those who are not on rotation, Tables 4,5,and show the variables which may

affect the level of performance.

Of the seven (7) items classified under the behavior-based job performance, five

(5) items registered a substantial difference between the responses of those NC Officers

on rotation and those who are not on rotation. Those on rotation, 26.7% or 8 respondents

agree that they become more emotional and easily irritated when working away from

their families. Those not on rotation, on the other hand, has a higher proportion, 35% or

14 respondents from the group who claimed that they too manifest the same despite their

proximity to immediate families.

Socio-Demographic Factors

Table 4. Rater Mean Score of Job Performance Controlling for Socio-Demographic Factors.

VariableGroup

Classificationp –value* RemarksOn

rotation(n=30)

Not on rotation(n=42)

Age

Less 29 - 8 - -30-39 7.647 7.9 p value >0.05 Not significant40-49 8 8.4 p value >0.05 Not significant

50 and above 8 8.45 p value >0.05 Not significantSex Male 8.4 8.429 p value >0.05 Not significant

Female 7.68 8.11 p value <0.05 SignificantEducational Attainment

BSN 7.5 7.93 p value >0.05 Not significant With MA units 7.94 8.364 p value >0.05 Not significant

MA Grad 8.5 8 p value >0.05 Not significant

Number of Children

1 7.5 8.1776 p value <0.05 Significant2 8 8.1 p value >0.05 Not significant 3 7.5 8.6 p value >0.05 Not significant4 7 8.25 p value >0.05 Not significant 5 - - -6 - 8

Number of years

married

0-5 7.455 7.55 p value >0.05 Not significant6-10 7.8 7.7 p value >0.05 Not significant 10-15 8.5 8.3 p value >0.05 Not significant16-20 9 -21-25 7.5 8.5 p value >0.05 Not significant

25 and above - 9Permanent

Place of Residence

NCR 7.73 0.058 p value >0.05 Not significantLuzon 7.833 8.667 p value >0.05 Not significant Visaya - -

Mindanao 8 9 p value >0.05 Not significant * comparison of mean score using Chi-square test for association

The level of job performance of married NC Officers as evaluated by the rater in

the particular table is hypothesized to be affected by socio-demographic factors such as

the age, sex, educational attainment, number of children, years married and permanent

place of residence.

However, only two (2) socio-demographic factors namely sex and number of

children yielded p values < 0.05 results with the 95% level of confidence using the Chi

square test for association. The rest of the socio-demographic factors being studied

resulted in p values < 0.05 rendering them insignificant.

It can be gathered from the table that females as compared to males are

significantly affected by the rotation policy based on the level of their performance as

evaluated by the rater. The result that female married NC Officers are performing better

when they stationed near their family than when they are on rotation is in fact supported

by some readings and even personal experiences derived from the key informant

interview. One informant said that being a mother and a spouse entails a lot of

responsibilities to the family. It is furthermore complicated, she said, given the culture of

the Filipinos where mother are expected to attend to the needs of the children by simply

assuming full housewife roles. Having an own profession will surely keep one on her toes

to keep up to the demands of both careers.

The same can also be presumed in couples with only one child. The findings

yielded that those married NC Officers with only one child who are on rotation are

performing better than those with the same number of offspring but who are not on

rotation. Perhaps, this can be attributed to the major adjustment of being a new mother

and waiting to cherish and enjoy the moments your own family. It is also at this stage that

some single efficient nurse workers transform into less dependable workers. According to

one distinguished chief nurse, it is at this stage that priorities shift from career to family

especially among those who were ardent workers in the work environment. It is these

same people, she said, who sometimes unexpectedly perform less efficiently when they

become mothers themselves.

Given both outcomes, it is therefore the findings of this study that both being

female and having one child among those not on rotation increases the level of job

performance as compared with those with the same status but who are on rotation.

Table 5. Indorser Mean Score of Job Performance Controlling for Socio-Demographic Factors

VariableGroup

Classificationp –value* RemarksOn

rotation(n=30)

Not on rotation(n=42)

Age

Less 29 - 8 - -30-39 7.588 7.65 p value >0.05 Not significant40-49 8 8.4 p value >0.05 Not significant

50 and above 8 8.455 p value >0.05 Not significantSex Male 8.2 8.429 p value >0.05 Not significant

Female 7.62 7.971 p value >0.05 Not significantEducational Attainment

BSN 7.417 7.733 p value >0.05 Not significant With MA units 7.938 8.273 p value >0.05 Not significant

MA Grad 8.5 8 p value >0.05 Not significant

Number of Children

1 7.5 7.882 p value >0.05 Not significant2 7.875 8 p value >0.05 Not significant 3 8.143 8.6 p value >0.05 Not significant4 7 8.25 p value >0.05 Not significant 5 - - - -6 - 8.5 - -

Number of years

married

0-5 7.455 7.61 p value >0.05 Not significant6-10 8 8 p value >0.05 Not significant 10-15 7.8 8.3 p value >0.05 Not significant16-20 8.5 -21-25 7.5 8.4 p value >0.05 Not significant

25 and above - 8.8Permanent

Place of Residence

NCR 7.727 7.971 p value >0.05 Not significantLuzon 7.83 8.33 p value >0.05 Not significant Visaya - -

Mindanao 8 9 p value >0.05 Not significant * comparison of mean score using Chi-square test for association

This table shows the level of job performance of married NC Officers who are on

rotation and those who are not on rotation as appraised by the indorser in the Officer

Evaluation Report. Unlike the rater’s evaluation, this particular table depicts no

significant result in any of the variables being considered.

Although it can be noted again that the mean score of the level of job performance

of NC Officers who are not on rotation is higher than the mean score of the level of job

performance of those who are on rotation, this did not produce an important result.

Except for the number of years married, the trend in the mean score of the level of job

performance of married NC Officers seems to be better in all the variables age, sex,

number of children and place of permanent address.

Once more, the mean score of the variables years married as well as the

educational attainment seem to not differ much in both groups. In fact, those having a

masteral degree among the group on rotation produced a higher mean score than among

those not on rotation. One cause for such results could be that some officers who are on

rotation may have taken this opportunity in being in Manila where excellent centers for

education are located to pursue further studies and eventually earn their degree. It is also

perhaps a diversion of the conscious effort and energy initially directed towards the

frequent thoughts and communication with the family. More effectively, the negative

thought were shifted to more practical and productive actions such as engaging in

professional enhancement activities.

In terms of the place of permanent address, it is depicted in the table that

respondents in the not on rotation group, regardless of their permanent place of residence

be it in NCR or Mindanao, have in fact better job performance. For the respondents who

are residing in Mindanao, distance from their immediate family or permanent place of

residence seemingly does not affect their actual discharge or duty. Despite the variance of

1.0 in the sub-variable Mindanao, still not significant relationship was established. This is

perhaps due to the very small sample whose permanent place of residence is in Mindanao

(On rotation-2; Not on rotation- 1). Among the respondents, nobody claimed to be

residing in the Visayas region.

Table 6. Self-assessment Means Score of Job Performance Controlling for Socio-Demographic Factors

VariableGroup

Classificationp –value* RemarksOn

rotation(n=30)

Not on rotation(n=42)

Age

Less 29 - 0 - -30-39 7.706 7.9 p value >0.05 Not significant40-49 8.6 8.2 p value >0.05 Not significant

50 and above 8 8.8818 p value >0.05 Not significantSex Male 8.2 8.429 p value >0.05 Not significant

Female 8 8.2 p value >0.05 Not significantEducational Attainment

BSN 8 7.8 p value >0.05 Not significant With MA units 8.062 8.4555 p value >0.05 Not significant

MA Grad 8 8.6 p value >0.05 Not significant

Number of Children

1 7.7 8.116 p value >0.05 Not significant2 7.75 8.5 p value <0.05 Significant 3 8.57 8.2 p value >0.05 Not significant4 8 8.5 p value >0.05 Not significant 5 - - - -6 - 8.5 - -

Number of years

married

0-5 7.727 7.944 p value >0.05 Not significant6-10 7.9 7.6 p value >0.05 Not significant 10-15 8.6 8.556 p value >0.05 Not significant16-20 9.5 -21-25 7.5 8.6 p value >0.05 Not significant

25 and above - 9Permanent

Place of Residence

NCR 7.984 8.143 p value >0.05 Not significantLuzon 8.33 8.33 p value >0.05 Not significant Visaya - - - -

Mindanao 7.5 8 p value >0.05 Not significant * comparison of mean score using Chi-square test for association

This table shows the result of the self-assessment of the respondents on their own

job performance with a 95% level of confidence using the Chi Square test for association.

The same trend is depicted in this table: based on the mean scores, there is higher

level of job performance among respondents who are not on rotation but no significant

result is established.

Unlike in table where the rater mean scores were compared with the level of job

performance of married NC Officers, the couples with two (2) children yielded a

significant result meaning those married NC Officers with two children who are not on

rotation have better job performance level as compared to those married NC officers with

the same number of children but who are on rotation. According to the key informants,

the number of children does matter in relation to the performance of job during rotation.

It was also mentioned by most of the chief nurses interviewed that the ages of the

children also determine the demand for the mother’s presence in the children’s

developmental stages. Anderson (2001) cited in his materials that the “extra luggage”

plays a vital role in the satisfaction and efficiency of workers. Among NC Officers with

three children, there seems to be higher mean score level of job performance among those

who are on rotation than those who are not on rotation.

Service Characteristics

Table 7. Rater Means Score of Job Performance Controlling for Service Characteristics.

VariableGroup

ClassificationP value *

Remarks On

rotation(n=30)

Not on rotation(n=42)

Rank

1LT 7.33 7.667 p value >0.05 Not significantCPT 7.722 8.050 p value >0.05 Not significant MAJ 8 8 p value >0.05 Not significantLTC 8.25 8.33 p value >0.05 Not significant COL - 8.75 - -

Years in Service

Less 10 7.778 7.933 p value >0.05 Not significant 11-20 7.688 8.063 p value >0.05 Not significant

21-above 8.2 8.636 p value >0.05 Not significant

Position Designation

Staff Nurse 7.5 7.667 p value >0.05 Not significantHead Nurse 7.692 7.813 p value >0.05 Not significant

Admin Officer 8.5 8.75 p value >0.05 Not significantSupervisor 8 8 p value >0.05 Not significant

Asst. Chief Nurse 8 8.429 p value >0.05 Not significantChief Nurse 9 9 p value >0.05 Not significant

Service Assignment

GHQ/AFPWSSSUs 7.5 8.043 p value <0.05 SignificantPAF 8.5 8.636 p value >0.05 Not significant PA 7.857 7.571 p value >0.05 Not significantPN 8 10 p value >0.05 Not significant

* comparison of mean score using Chi-square test for association

Using the rater mean scores of the service characteristics of the population being

studied, it can be deducted that rank, length of service and position/designation have

generally no bearing on the level of job performance of married NC Officers. Although

similar to the socio-demographic factors, the mean score level of job performance is

relatively better among married NC Officers stationed near their families, the p value

derived from the statistical analysis was not enough to conclude a significant result.

It is, however, only in this particular table that the service assignment produced

significant findings among those assigned in GHQ/AFPWSSU. Given the association,

those married NC Officers assigned in GHQ/AFPWSSU, particularly the AFPMC who

are not on rotation are performing better than those assigned in the same unit but are

considered on rotation. As mentioned earlier, the work environment itself at the said

military hospital is stressful enough due to many factors and being away from the family

further adds stress thereby diminishing level of job performance among those assigned

away from their families.

Table 8. Indorser Means Score of Job Performance Controlling for Service Characteristics

VariableGroup

ClassificationP value *

Remarks On

rotation(n=30)

Not on rotation(n=42)

Rank

1LT p value >0.05 Not significantCPT p value >0.05 Not significant MAJ p value >0.05 Not significantLTC p value >0.05 Not significant COL - -

Years in Service

Less 10 p value >0.05 Not significant 11-20 p value >0.05 Not significant

21-above p value >0.05 Not significant

Position Designation

Staff Nurse p value >0.05 Not significantHead Nurse p value >0.05 Not significant

Admin Officer p value >0.05 Not significantSupervisor p value >0.05 Not significant

Asst. Chief Nurse p value >0.05 Not significantChief Nurse p value >0.05 Not significant

Service Assignment

GHQ/AFPWSSSUs p value >0.05 Not significantPAF p value >0.05 Not significant PA p value >0.05 Not significantPN p value >0.05 Not significant

* comparison of mean score using Chi-square test for association

Table 8 shows the indorser mean score of the level of job performance of the married NC officers. Not one of the variables in this particular list showed any significant result using the statistical test at 95% level of confidence.

Looking at the means scores of the two groups, those married NC officers on rotation reflect higher mean scores in most of the service characteristics mentioned. It was only in the position/designation of the staff nurse that the mean score of those married NC Officers on rotation is higher than those who are not on rotation. This can be attributed to the fact that again, most of the respondents cam from the AFP Medical Center. Because the center is a huge medical facility, NC Officers with the rank of 1Lts and even Captains are sometimes only staff nurses in the wards unlike in other military hospitals, officers bearing the same rank already assume head nurses or supervisory positions.

Table 9. Self-Assessment Means Score of Job Performance Controlling for Service Characteristics.

Similar to the table preceding this, this too does not give any significant findings regarding the service characteristics being studied. This table presents the self assessment mean score of the level of job performance of married NC Officers who are on rotation and those who are not on rotation controlling for the service characteristics.

Perception of Rotation Purpose

In previous studies, the perception of the rotation policy plays a major role in the readiness of military nurses to go on geographical assignment. In this particular study, it is the aim of the researcher to compare the perception between those married NC Officers who are on rotation and those who are not on rotation.

Below are the responses of the respondents regarding their perception of the rotation purpose as well as its effects on their marital and parental obligations.

Table 10. Comparison of the Proportion of Responses of the Two Groups Responses on Job Performance Indicators

Of the 30 respondents who are on the rotation, 26 respondents or 86.7% agree that the rotation policy enhances indeed professional competence and interpersonal relationship while 3 respondents or 10% do not agree that rotation is needed to boost both the career and interpersonal relationships. In contrast, only 30 or 71,4% from the other group gave a positive response while 10 respondents or 23.8% gave a negative response as to the stipulated purpose of the rotation policy. This may be ascribed to the hypothesis that those not on rotation do not believe that they need to be rotated to enhance their clinical competence as well as their interpersonal relationships. On the other hand, the ones presently on rotation may be justifying their being rotated now as an advantage both their careers and personal development.

Both groups have high proportions of negative responses on the assumption that the rotation policy has more personal and professional merits than disadvantages for married NC Officers. From the rotation group 50% disagreed to the supposition while only 33.3% agreed that it does benefit both the professional and personal advancement of the individual. However, the other group registered a 64.3% with a negative response and 16.7% that viewed the rotation as a gain. Given this data, it is presumed that the group on rotation has a more positive view regarding the rotation policy because they are actually experiencing the effects of such in their present duty assignment whereas the other group may not have been rotated yet or may already have negative views about rotation that the majority do not find the advantages of rotation.

In the next statement, 16.7% or 5 respondents claimed that rotation away from the family do affect marital and parental relationships while in the other group, only 7.1% or 3 respondents claimed that they also believe the same. Despite the presence of some respondents who claim that rotation affects their marital and parental relationships, majority believe that it does not affect their personal lives. This may be attributed to effective coping mechanisms that married individuals adopt when they are away from the family. In this manner, conflicts and other problems can be avoided through constant communication.

When asked whether rotation affects their job performance, 90% of the group on rotation replied positively while in the other group, 64.3% do not believe that it affects the job performance. Such results can be ascribed to the inexperience of those samples belonging to the group not on rotation. It may also be because the group on rotation is adjusting to many changes in both their personal and professional lives. Being assigned to a new place is already stressful enough for somebody. Separate them away from their families is another burden for them which may in turn affect the performance of their duties in their workplace.

In both groups, there are high proportions of respondents who agree that married military nurses should be stationed near their families and permanent place of residence.From the group on rotation, 96.7% affirmed their agreement to the statement while from the other group, 88.5% replied the same. However,5 or 11.5% respondents who are not presently on rotation said that they do not agree that married NC Officers should be station near their families and permanent place of residence. With this information, its is surmised that individuals prefer to be with their families rather than be far from them regardless of the work situation.

In both groups, less than 20% do not believe that the younger kids are, the more difficult it is to be separated from them. From the group on rotation,6.7% yielded positive response while the other group proceeded 17.5% affirmative replies. This may be attributed to the diverse perception as to the different developmental needs of the children

according to the stages they go through. During my key informant review, some claimed that younger children such as pre-school ones are easier to be left alone with trusted significant others because their needs are mostly physical while older ones need more emotional and psychological aside from the physical aspects. This, according to the Chief Nurses I interviewed is because of the adolescent’s own identity crisis.

With regards to the statement as to who takes care of their children when the mothers are away, a great disparity in the responses of both group was noted. Of the 27 samples from the rotation group, 7.4% or 2 respondents disagreed that their parents, sisters and other relatives look after their children when they are on rotation while 85% or 24 respondents stated that the kids are often left these significant others in their absence. On the other hand, 48% of the group not on rotation did not agree that their children are left to the parents, sisters or other relatives. The same proportion from the same group, though, did agree that those significant others also play a great role in nurturing the children in their absence.

It is quite understandable that sample from the group not on rotation have higher proportion of responses who do not entrust their children to other but instead they themselves take care of them because of the opportunity given to them. Some respondents even noted that helpers assist them in the rearing their children.

When asked on the premise that as military officers, rotation should be taken as part of the job, the group on rotation was more optimistic about it than the other group. 70% of the rotation group do not think that it should be taken as part of the job but only 59.5% of the ones not on rotation believe the same. Again this can be accredited to that perhaps the group who is not presently away from their families are somehow avert to the idea of rotation because they are already comfortable in their present duty assignment. This same group may not also believe that the rotation policy should be strictly implemented to all NC Officers that is why there is such a difference in the responses from the two groups.

Discussion of Themes From Key Informants

To supplement data gathered from the questionnaire and the review of records, key informant interviews were also conducted to strengthen the findings of this study. The Chief Nurse, AFP, COL MA AMELIA E APARRI NC (GSC), the Command Nurse, AFP Medical Center, COL ALMA BELLA P ANCHETA NC (GSC), Chief Nurse, Philippine Air Force, COL EVELYN B MENDOZA NC (GSC), Chief Nurse Philippine Navy, COL MARLENE R PADUA NC (GSC) were the vital sources of information fundamental to this particular study. The key informants are seasoned and distinguished military nurses who have spent most of their lives in the service. They too, have

experienced being deployed from one place to another in their early years in the service making them reliable institutions in the service.

All informants were asked the same interview protocol and the themes gathered from each of them were validated and confirmed by the resource persons to avoid misinformation. The following were the insights gathered from the key informants interviews:

Comparison of the Level of Job Performance

Based on their own personal experience, 4 of the 5 informants claim that there is a difference in their level job performance when they were away from their families.Married NC Officers who are near their families, they claimed, have better level of job performance compared to those separated from their loved ones. According to them, they became less creative and innovative in their work place because of the preoccupation with their respective families. One cannot deny as cited by one Chief Nurse that rotation indeed affects the level of job performance especially at the start but one must be able to adapt to the situation in a few days time. Their quantity of their work was also affected due to the frequent leave from offices, missions and other opportunities that allowed them to be with their families. Values and personalities of individual, they said, also play a vital role in the adjustment one goes through when assigned away from the family. Once military nurse, however said that her level of job performance remained the same when stationed away from the family because she predetermined herself in accepting whatever responsibilities given her. She also added that when deployed in far-flung areas, one must find ways to spend time more productively. Keeping yourself on your toes lessens loneliness, miser and fixation on your family.

Socio-demographic factors and Level of Job Performance

According to the informants, socio-demographics factors such as sex and number of children are factors to reckon with when separated from the family. Most agree that mothers have greater responsibilities than male parents in terms of child rearing and education although the role of the father cannot be totally discounted as vital in family situation especially in the Philippine setting. During their own rotations, the informants claimed that their spouses also had difficulties in adjusting to the role reversal. If before, the mothers take care of the physical, emotional, spiritual and financial needs of the children, this time their spouses had no other choice but assume the role in their absence. It is however, more emotionally and psychologically difficult for the spouses, they claimed, who are away from their families to merely recognize the complexity of the situations but are very much helpless and frustrated not being able to act upon the problems on hand.

The presence of children and the number of offspring, at that, are also factors to consider. The “extra luggage” also plays a vital role in the performance of one’s role as a parent and as a professional. According to the informants, the more children you have, the harder it is to be away from them. Concerning ages of the children, the resource persons gave varied responses. Some said younger children are harder to be left in care of other people than older ones but some claimed that teenagers are much harder to be left on their own because of the stage they are in and because of the strong influence of peers.

On the contrary, the informants claimed that number of years married and permanent place of reside have no bearing on the level of job performance when one is on rotation. According to the informants, because separation during the early or late stages of marriage will always be difficult, it is important to have a strong support system. Although, it was mentioned that maturity plays a great role in the level of job performance of married NC Officers who are on rotation and those who are not, the informants failed to associate age with maturity. Similarly, the educational attainment was not mentioned by the resource persons as a factor affecting the level of job performance.

Service Characteristics and Level of Job Performance

Service characteristics such as rank, length of service, position/designation and the service assignments are the variables being considered in this study to presumably affect the level of job performance.

However, the informants claimed that the length of service and position/designation have no bearing on the level of job performance. On the aspect of rank, 4 out of 5 claimed that this, too has no relevance to the level of job performance for regardless of rank, marital situations remain the same but one said that the higher the rank, the more difficult it is for a married officer to adjust to rotation.

It is interesting to note though, that one chief nurse said that all military hospital are similar in some ways. She said that a 50-bed hospital of the Philippine Army is similar in many ways to a 50-bed hospital of the Philippine Air Force, thus she said once a military nurse has rotated in all hospital levels in the AFP, she need not be rotated away from his/her family to enhance his/her professional and personal competence.

Perception of Rotation

All the informants agree that the rotation policy is still relevant and responsive to date despite the many recommendations to amend the policy. The advantages they cited are the following: rotation enhances your profession; one gets to see place and learn more about the different cultures and situations in other areas; rotation makes one a stronger and better person. Despite the many merits the policy has, it also has its disadvantages as follows: separation from the family; unable to see milestones of children; kids are sometimes uprooted if taken with parent during rotation; rotation sometimes stagnates and individual especially if he/she has assumed a higher position and placed to a lower office in a geographical location just to comply to the policy.

The resource persons agreed on one thing: that the implementation of the rotation policy should be reviewed to better address the needs of the members of the core. In addition, accomplishments in the unit, one chief nurse said, should be given more weigh than geographical assignment. It was also agreed upon that rotation should be projected at least two (2) months prior to appropriately make necessary adjustments in relation to the pending deployment. This, they said lessens the anxiety and stress related to deployment.

Job Performance Indicators

Based on their own personal experience, the following were their common experiences during their rotation: anxiety, strong urge to go home, grabbing every change to go home, loneliness, frequent use of phone to check on family, constant communication with family. Some family conflicts also resulted because of the separation from the family while some were able to cope effectively with the situation.