Thesis Nila Madam

St.
Paul University Philippines

School of Health Sciences iii
Master of Science in Nursing
TABLE OF CONTENTS
Page
ACKNOWLEDGEMENT……...
………………………………………………………….i
DEDICATION………...
…………………………………………………………………..ii
TABLE OF CONTENTS……………...
…………………………………………………iii
LIST OF FIGURES……………...
………………………………………………………..v
LIST OF TABLES………………………...
……………………………………………...vi
I. INTRODUCTION……………………………………………………………....
...1
a. Background of the Study…………………….
……………………………1
b. Statement of the Problem……………….
………………………………....3
c. Hypothesis…………………………………………..………………….
….4
d. Significance of the Study……….
………………………………………....4
e. Scope and Limitation………….
…………………………………………..5
II. REVIEW OF RELATED LITERATURE AND

FRAMEWORK………………..6
a. Review of Related Literature…………………….…………………..
……6
b. Synthesis………….……………………………………………….
……..14
c. Conceptual Paradigm………………….
………………………………....16
d. Definition Terms………………….……………………………..
……….17
III. METHODOLOGY……………………………………………………………
…18
a. Research Design………………….………………….
…………………...18
b. Research Locale……………….
………………………………………....18
c. Sample and Sampling Technique………………..
……………………….20
d. Data Gathering Procedure…………………….
………………………….21
St. Paul University Philippines
School of Health Sciences
e. Instrumentation……………….
………………………………………….23
f. Statistical Treatment………………….
………………………………….24
IV. RESULT AND

DISCUSSION…………………………………………………..27
a. Problem 1…………………….
…………………………………………..27
b. Problem 2………………….
……………………………………………..31
c. Problem 3………………….
……………………………………………..36
d. Problem 4……………………….
………………………………………..37
V. SUMMARY, CONCLUSIONS, AND

RECOMMENDATIONS………………39
a. Findings of the Study………….
…………………………………………39
iv
b. Conclusion……………………………….
………………………………41
c. Recommendations………………………….
…………………………….41
VI. APPENDICES…………………………………………………………………..
.43
VII. BIBLIOGRAPHY………………………………………………………………
..51
VIII. CURRICULUM
VITAE…………………………………………………………53
LIST OF FIGURES
Figure 1: Quality Health Care Service……………………………..

…………………………….16
Figure 2: Age of the Respondents……………..
…………………………………………………27
Figure 3: Gender of the Respondents………..
…………………………………………………...28
Figure 4: Length of Stay of the Respondents…………..
………………………………………...29
Figure 5: Area Assignment of the Respondents…………….
…………………………………...30
Figure 6: Frequency of Ward Rotation…………..
………………………………………………36
vi
LIST OF TABLES
Table 1: Distribution of Nurses in Different Areas in Ospital ng Makati……….

………………21
Table 2: Level of Effectiveness of Staff Nurses Rotated in Different Areas in Terms of Proper
Documentation……………………………………..
…………………………………………….31
Table 3: Level of Effectiveness of Staff Nurses Rotated in Different Areas in Terms of
Medication Administration……………………..
…………………………………………………………….33
Table 4: Level of Effectiveness of Staff Nurses Rotated in Different Areas in Terms of
Bedside Care……………………………………………..
………………………………………………..35
Table 5: Relationship between the Level of Effectiveness of Staff Nurses and the Frequency
of Ward Rotation Prior to Permanent Ward
Assignment…………………………………………...38
Table 6: Frequency and Percentage Distribution of the Respondents in Terms of Age…..
……..43
Table 7: Frequency and Percentage Distribution of the Respondents in Terms of Gender…..
….43
Table 8: Frequency and Percentage Distribution of the Respondents in Terms of Length of
Stay……………………………………………………………………………………………...
.43
Table 9: Frequency and Percentage Distribution of the Respondents in Terms of Area
Assignment……………………………………………………………………………………...
.43
Table 10: Frequency and Percentage Distribution of the Respondents in Level of
Effectiveness of Staff Nurses Rotated in Different Areas in Terms of Proper
Documentation…….……………..44
Effectiveness of Staff Nurses Rotated in Different Areas in Terms of Medication
Administration..……………..46
Effectiveness of Staff Nurses Rotated in Different Areas in Terms of Bedside
Care…………………….……….48
Table 13: Frequency and Percentage Distribution of the Respondents in Terms of ward
rotation of the staff nurses prior permanent ward assignment………………………………...
………….49
Table 14: Reliability Statistics…………………………………..
……………………………….50
School of Health Sciences 1
CHAPTER I
Introduction
Background of the Study
Rotation means to move from one location to another. It is the systematic movement
of employees from one job to another within the organization to achieve various human
resources objectives such as orienting new employees, training employees, enhancing career
development, and preventing job boredom or burnout. It plays a crucial role in the
organization's growth and patient care within the health sector. Due to this, numerous
organizations rotate and assign new roles to their employees for their professional
development and to keep them prepared to face future challenges.
Ward rotation motivates nurses to perform better by allowing for continuous growth
at work, expanded knowledge and skill, and improved clinic patient care-taking quality.
Scholars have all proposed that ward rotation can help employees develop multiple skills and
broaden their vision, as well as reduce job burnout. However, emotional stress is common in
the workplace, where interpersonal interactions are prevalent. Nurses working in hospitals, in
particular, not only carry out independent and professional nursing activities in accordance
with doctor's orders, but also accept responsibility for any immediate threat to patients' lives.
Ward rotation is also called cross-training, meaning an employee of a unit or department
can diversify job skills during specific periods of time, it is also regarded as a practical
approach to enrich and expand job assignments. Therefore, it is also planned on-the-job
training for cultivating future candidates of management by transferring a staff nurse from
one department to another to increase his or her understanding and credentials in all aspects.
In addition, it is also regarded as a method of job design that, on top of allowing employees to
learn job skills from different departments, eliminates employee fatigue due to tedious job
assignments by changing such assigned responsibilities; the challenge of these new

assignments can encourage an employee’s enthusiasm once again, and improve employee
2
morale to increase output. When implementing it, the quality of an individual’s
work experience should be focused on, instead of quantity. Organizations should arrange the
next rotation plan according to each employee’s learning capability and adjustment time.
Therefore, high frequency of ward rotation may not be better; factors such as employee’s
background, learning status, and job familiarity should be taken into consideration for
frequency of ward rotation.
As mentioned, studies have been conducted regarding the effectiveness of Ward rotation on
staff nurses. Most of the studies were phenomenological, focusing on experiences during
clinical rotation. The researchers plan to find out the effectiveness of ward rotation of staff
nurses in Ospital ng Makati.
The Ospital ng Makati is dedicated on providing staff nurses with the skills, knowledge, and
specialized training to succeed as qualified caregivers and leaders in the nursing profession.
The hospital’s aim is for the nurses to grow and adapt to each area so that nurses will be
motivated and will have continuous learning on handling different cases.
Rotating to different areas when you’re a staff nurse is an important step for this entitles them
to acquire the knowledge and skills that they should have when they will be independent. In
the institution, the researchers noticed that the effect of being rotated on different areas have a
great benefit for them.
With this, the researchers sought to determine whether rotating on different areas are
effective. From the results of the study, recommendations that will be formed will be geared
towards determining strategies that can help the staff nurses to attain their maximum
capabilities in rendering their service.

Statement of the Problem
The main problem of this study was to determine the level of effectiveness of ward rotation in
rendering quality health care service in Ospital ng Makati.
Specifically, this study sought to answer the following questions:
1. What is the demographic profile of staff nurses in terms of?
1.1 Age,
1.2 Gender,
1.3 Length of stay, and
1.4 Area Assignment?
2. What is the level of effectiveness of staff nurses rotated in different areas when it
comes to:
2.1 Proper Documentation,
2.2 Medication Administration,
2.3 Bedside Care?
3. What is the frequency of ward rotation of the staff nurses prior permanent ward
assignment?
4. Is there significant relationship between the level of effectiveness of staff nurses and
the frequency of ward rotation of the staff nurses prior permanent ward
assignment?
Hypothesis
At the level of significance, the following null hypothesis/ses will be tested:

1.There is no significant between the level of effectiveness of staff nurses and the frequency
of ward rotation of the staff nurses prior permanent ward assignment.
Significance of the Study
Patients
Patient’s needs come first. This study aims to give security and optimal nursing care with no
mistakes in any procedures. Once effectivity of ward rotation is known, patients will be able
to receive the highest quality of care that they truly deserve by being handled by highly
trained and experienced nurses that are holistically effective and efficient.
Staff
Highly skilled and knowledgeable nurses do not just come after education. Staff nurses will
be opened to the significance of proper training and enough amount of experience in order to
be personally and professionally developed. Staff nurses’ strengths and weaknesses will be
determined and corrected if needed.
Nursing Service Administrator
Knowing the level of effectivity of nurses who underwent ward rotation via the presented
computations can be used to further assess and evaluate the competency of
staff nurses in Ospital ng Makati. With this study, administrators will be able to continue the
said training with competency and determine the weak points wherein enhancement can be
provided at the same time.
Hospital
This research will serve as a future basis for other researches in the same subject matter.
The future researchers will use the information that was gathered in the research and further
enhance it to come up with the other findings other than the finding in this research.
Scope and Limitation
This study aims to explore the level of effectiveness of ward rotation in rendering quality
health care service. This study will be focused on the staff nurses of Ospital ng Makati. The
respondents will be given survey questionnaires that will assess their level of effectiveness
after being rotated to different clinical areas of Ospital ng Makati. Then, the researcher will
look inot the specific relationship of the mentioned variable will analyze the data gathered.
This study is limited to the level in effectiveness of respondents after being rotated to
different areas. Anything not related to the mentioned subject is not considered in the study.
Also, this research based on the answers that the respondents will give which is why the
research is based on the answers that the respondents will give which is why this research is
highly dependent on the truthfulness of the respondents while answering the questionnaire.
CHAPTER II
Review of Related Literature
In the research conducted by Edward et al (2011), the transition period from student to
newly qualified nurse where nurses are adjusting to their new role and consolidating their
knowledge and skills can be stressful. It is a time when many newly qualified nurses are left
feeling inadequately prepared. A variety of strategies to ease the transition process have been
reported, which aim to increase confidence, competence, sense of belonging of new
graduates, improve recruitment and retention and reduce turnover costs.
According to Bandura’s (2010) theory discussed social influences that affect learning.
He believed that environment, cognitive factors and behavior all interact to influence the
student’s learning ability and students learn vicariously through others. The Social Learning
Theory involves four steps to observational learning. First, attention must be paid by the
observer to the role model. During the observation if the observer is distracted, a negative
impact on learning may occur. Second, retention is important in the Social Learning Theory.
Retention is the ability of the observer to the store information to be used later and then act
on the knowledge gained from the observation. The third step in the Social Learning Theory
is reproduction. Each time the observer replicates the retained behavior, the behavior or skill
is improved. Finally, the last step is motivation. If the observer is not motivated to imitate the
behavior, than the behavior will not be practiced and therefore the behavior will not be
retained nor will improvements be made.
Nursing students do not have the opportunity to care for every patient with every
disease during their one shift in clinical setting. The social learning theory supports the belief
that nurses, the instructor and other students can share their clinical experiences with the
novice student nurse who can learn vicariously through this experience. Bandura stressed the
importance of a construct known as reproduction. He observed that in order for a student to
understand images or descriptions, the student must translate the images into actual
behaviors. Without the opportunity to reproduce, practice, or use the 8 information taught, the
information may not be retained. Therefore, a student may learn through modeling performed
by staff nurses, the instructor, and/ or through the environment thus leading the student to
repeat the observed behaviors.
The Concept of Drug Administration
Kozier and Erb (2010),explains that under the law, nurses are responsible for their
own action regardless of whether there is a written order. All medication errors are serious or
potentially stern. A medication error may involve one or more of the following:
administration of the wrong medication or IV fluid; the incorrect dose or rate; administration
to the wrong client, by the incorrect route; at the incorrect schedule interval; administration of
known allergic drug or IV fluid; omission of dose or discontinuation of medication or IV
fluid that was not discontinued.
According to Kee & Hayes (2011), a medication error may be defined as “any
preventable event that may cause or lead to inappropriate medication use or harm to a
patient”. Medication error that may occur throughout the cycle of stay of the patient in the
hospital; one national report included 39% related to ordering, 12% transcribing, 11%
preparing, and 38% administering. One of the contributing causes includes violation of “10
rights”.
Medication administration error is also discussed by Carlton G. And Blegen in the
study, “Medication-related errors: a literature review of incidence and antecedents”.
According to the study, one of the most important concerns by society is the safety and
welfare of the patient. The nurses are the ones who are administrating the medication which
is why it is important for them to understand the factors affecting drug administration errors.
The result of the study found out that the incidence of medication errors were form of
incorrect drug calculations, lack of individual knowledge, and failure to follow established
protocol while, some of the latent reasons are time pressures, fatigue, understaffing,
inexperience, design deficiencies, and inadequate equipment. The conclusion of the study
gave importance to it, that even though there is existing researches regarding this problem it
still lacks the focus on the main problem which is why, a focus on medication administration
errors should be done to help find ways on how to find a solution.

According to Hook, et al.(2010), The nurses must check the ‘five rights’ of medication use-
right patient, right medication, right dose, right route, right time. Despite the usage of this,
medication error is still happening which is why, further researches was funded like the use
of bar-coding in medication administration. It was found out that bar-coding can improve the
quality, safety, efficiency, and effectiveness of health care. Despite the benefits of this
technology, low adoption is seen due to the large complexities associated with
implementation. Organizations that plan of implementing
bar-coding are required to build “buy-in among hospital staff, select vendors, prepare for
changes in workflow, train nurses and pharmacists, find technical support, and evaluate the
systems’ impact on quality care”.
A problem was discussed with regard to drug administration, according to Eleganouri,
et al. (2010), there are thousands of patients that die in the hospital because of medication
error which is why the hospitals are striving to find a bar-coding medication administration
system is seen as the solution to this problem; however most of the hospitals in the world lack
the capability to implement this said solution. That is why an alternative needs to be found as
of the moment. When the researchers made the test, it was found out that an average nurse
takes 15 minutes on each medication pass and that the nurse is really vulnerable to distraction
during the medication administration.
The interruption was discussed in a study by Biron, et al (2010). The researchers
found out that 374 working interruptions were seen over 59 hours 2 minutes of medication
administration time in a hospital. During the preparation phase, nurse colleagues are
considered the highest working interruption with 29.3% of the total working interruptions. It
is then followed by system failures such as missing medication or equipment which is 22.8%.
Out of the work interruptions, the reasons are mostly to solve system failures 26.8% or for
care coordination 24.4% or the collaboration with the colleagues. During the administration
phase, the most frequent sources of work interruptions were self-initiation 16.9% of the total
work interruption. The most frequent secondary task undertaken during the administration
phase was direct patient care which
Is 43.9%. Work interruptions lasts for 1 min 32 s on average, and is mostly being dealt with
immediately 98.3%.
Another study about medicine administration interruptions was conducted by
Westbrook, et al. (2010). According to the researchers, interruptions are one of the main
causes for medication administration error. The researchers found out that each interruption
was associated with a 12.1% increase in procedural failures and a 12.7% increase in clinical
errors. Meanwhile, the rate of interruptions is 53.1% of total administrations. Of all the drug
administrations, 74.4% experienced 1 procedural failure. Drug administration that
experienced no interruption had a procedural failure rate of 69.6%, which became 84.6%
when they experienced 3 interruptions. All in all, 25.0% of administrations had at least 1
clinical error. The drug administration without interruptions had a rate of 25.3%, while those
with 3 interruptions had a rate of 38.9% in medical error. The statistics shown gave the
conclusion that with the increase in interruption, the chances of having the medication
administration error increases as well.
Right documentation
There are varying policies that govern different health agencies and which some are
the same and some are different but usually, with regard to medication orders, it is written but
still, it can be accepted verbally or through the phone (Kozier & Erb, 2010).
The elements of a drug order that the nurse should know consists of seven essential
parts. It should consist of the client’s full name and never only the first name, last name or the
middle name. It is also advised, in some institutions to look for the
Hospital number of the patient to further verify the identity of the client. The next part to
consider is the time and date the drug is ordered. The rationale behind the writing of the time
and date is that it is needed to prevent medicine errors and to have a clear statement on when
the drug therapy will be finished especially to the standing orders. The third part is the name
of the medicine to be given which should include the generic name of the drug to be given.
The dosage of the drug is the next part. It should contain the amount and in some cases, the
strength of the drug which pertains to how many times the medication should be taken. The
next part is the route of administration. Lastly, the signature of the ordering healthcare
provider or nurse makes it a legal request (Kozier & Erb, 2011).
One important aspect of right documentation is medication administration. According
to Chevalier, et al (2012), “medication reconciliation involves the accurate transfer of
medication information across the continuum of care”.
In writing medical documents, abbreviations are widely used and before, each health
agency uses different abbreviations. Until recently, in order to prevent medication errors, the
Joint Commission on Accreditation of Health care Organization (JCAHO) mandated that
“agencies must standardize abbreviations, acronyms and symbols used throughout the
organization and must list abbreviations that are never to be used. (Karch, 2013, JCAHO,
2013)
Kee & Hayes, (2012) explains that the right documentation needs the nurse record the
appropriate information about the drug administration as soon as the nurse finishes. This
should include the name of the client, the dose, the route, the time and date and the nurse’s
initial or signature.
The importance of documentation is discussed by Daniels, (2010) as he stated that
documentation is a detrimental element of medication administration. The standard which
goes by as, “if it was not documented, it was not done” is golden rule that a nurse must not
forget. And lastly, Most of medication errors can be prevented with proper documentation.
Respondent’s profile
Hanan Al-Ahmadi, (2014), found out that job performance is positively correlated
with organizational commitment, and personal and professional variables. Organizational
commitment is strong predictor of nurses’ performance. Job performance is positively related
to some personal factors, including years of experience, nationality, gender, and marital
status. Level of education is negatively related to performance.
Gender
The gender pay gap more than trebles when women reach their 30s, according to a
report published by the Trades Union Congress. The report said adult women in all age
groups earn less than men of the same age but the sharpest increase in the gender pay gap
occurs when women reach their 30s. The difference between men’s and women’s full-time
earnings rises from 3.3% for women aged 22-29 to 11.2% for women aged 30-39. The
‘motherhood penalty’ partly explains why the gender pay gap increases so rapidly for women
in their 30s, the report said (Ford 2010).

TUC general secretary Brendan Barber said: ‘Despite girls outperforming boys at
school and at university, too many employers are still failing to make use of women’s
skills. When women earn poverty wages, the whole family suffers.’But minister for women
Harriet Harman said: ‘The gender pay gap has fallen from 17% to 12% in the last ten years,
and there will be some tough measures in the new equality bill which will come out later this
year, to cut it even further (Ford 2012).
Male nurses base their masculine role on the separation of masculine and male from
nursing, a profession that embodies feminine values and the subordinate female role in
patriarchal society (Evans, 2013).
Male nurses emphasize their work as task oriented rather than people oriented to
further masculinize it. They distance themselves from a care orientation, which is perceived
to be a female trait. Even when male nurses work at the bedside, they emphasize different
caring styles and lift patients more often than their female colleagues. It is the job title and
associated images, not the practice of nursing that deters men from the profession.
The purpose of this study is to unravel the effectiveness of area rotation of staff nurses
in improving the quality healthcare service at Ospital ng Makati.
In this study, gender will be the main demographic characteristic of the respondents
that would help the researchers in identifying their perception. Gender is focused on because
men and women have different points of view and bodily characteristics.
Collection of data using survey questionnaire can allow the respondents to pinpoint
their perception on effectiveness of area rotation on improving the quality

healthcare service through utilizing choices that best reflect the response under given
statements representing various perceptions specifically: self-image and comfort in task
performance.
The relationship and significance among the variables contributed to the basis of
determining the perception of effectiveness of area rotation on improving the quality
healthcare service to further improve nurses’ performance, the reason why the researchers
formulated this study.
The researchers conducted this study to uncover the profile and the respondents’
perceived effectiveness of area rotation on improving the quality healthcare service in
selected wards. In order to evaluate the ward rotation program of Ospital ng Makati, the
researchers described the correlation between the nursing supervisors’ objectives and its
effects to the performance and learning of new nurses.
Synthesis
The presented review of related literature and studies about the effectiveness of area
rotation for staff nurses has similarities in the work of the researchers in terms of
respondent’s gender. Gender plays an important role because men and women have different
point of view and bodily characteristics. The area rotation that is correlated to quality health
care service and performance is also similar to some studies. This was grouped to
performance of practical activities, professional communication, and time management.
However, there is still a difference spotted in the review of related literature and study in the
work of the researchers. First, the locality and length of stay in the hospital, second is they
have the transition from students to newly qualified nurses while in this study it is only
focused on staff nurses itself, and lastly, the level of effectivity of staff nurses that is grouped
to proper documentation, medication administration, and bedside care.
The uniqueness of this research, however, lies on the choice of the locality with
selected variables. It should be emphasized that the study is not a duplication of any other
related literature and studies. It focused mainly on the effectiveness of ward rotation in
improving the health care service of Nurses at Ospital ng Makati.
Conceptual Paradigm
Figure 1: Quality Healthcare Service
-Level of Effectiveness of Staff

Demographic profile of Nurses in terms of:
Staff Nurses 1. Proper Documentation
1. Age 2. Medication
Quality Healthcare Service
2. Gender Administration
3. Length of stay, 3. Bedside Care
and
4. Area rotation Frequency of Ward Rotation of
Staff Nurses prior Permanent
Ward Assignment
This shows on how demographic profile of staff nurses in Ospital ng Makati which are
the age, gender, length of stay in the hospital and area rotation affects the level of
effectiveness of staff nurses in terms of Proper Documentation, Medication
administration, Bedside care and frequency of ward rotation of staff nurse prior to
permanent ward assignment which will result to a Quality healthcare service that.
Definition of Terms
Staff Nurse – One who is especially prepared in the scientific basis of nursing and who
meets certain prescribe standards of education and clinical competence.
Level of Effectiveness – This refers to how effective the staff nurses are in rendering quality
health care service afterward rotations.
Quality Health Care Service – This refers to the value of nursing interventions provided by
the staff nurses to the patients.
Ward Rotation – This refers to the clinical experience of staff nurses in different areas of
Ospital ng Makati.
Proper Documentation – This refers to how a nurse documents every action that they make
for the betterment of the patient.
Bedside care – This refers to direct patient care where as you will attend to his/her healthcare
needs.
CHAPTER III
Research Methodology
Research Design
This study utilized the Quantitative Non-experimental Descriptive- Correlational
design approaching the perception among wards nurses about the effectiveness of area
rotation on quality health care service. According to Polit & Beck (2008), Non-experimental
research is conducted to explain phenomena and test the theoretical prepositions, to predict
the occurrence and magnitude of the phenomena, and to describe various characteristics and
conditions. Descriptive research design is a scientific method that involves observing and
describing the behavior of a subject without influencing it in any way. It is a fact-finding
study with adequate and accurate interpretation of findings (Polit & Beck 2008).
On the other hand, the study was also considered a correlation type of research; it is
defined as an interrelationships or association between two variables, that is, a tendency for
variation in one variable to be related to variation in another. It is when researchers study the
effect of a potential cause that they cannot manipulate and examines relationship between
variable. (Polit & Beck 2008)
Research Locale
Ospital ng Makati is a government hospital aimed at improving health and medical
services to indigent communities in Barangay Pembo, Makati City. It is among Makati
hospitals that perform simple medical and surgical procedures, like blood-letting
programs, lip surgery among the kids, and rescue and quick response during emergencies and
disasters. It also does medical, health, and maternity consultations, regular checkups, and
simple health diagnosis. The hospital also accepts maternity cases. With its present needs and
challenges, the local government of Makati is currently looking for options to address the
need to improve this hospital facility.
The vision is to make Ospital ng Makati into a state of the art hospital providing
ultimate health care service. With its mission to ascertain the evolution of Ospital ng Makati
into a world class hospital through delivery of an efficient, quality and affordable health care
served in a humane and compassionate manner that ensures client satisfaction.
Ospital ng Makati (OsMak), the premier tertiary hospital has been granted the ISO
9001:2008 Certification for its Quality Management System by SGS Philippines, the world’s
leading inspection, verification, testing and certification company.
SGS audited and certified the following processes at OsMak: Admitting of patients to
ER up to discharge of in-patients; Medical diagnostic (Radiology and Laboratory) services
for both in-patients and out-patients; Health records and documentation management and
Admitting; Finance including Philhealth and MHP administration; Support offices such as
HRMO, Building and Medical equipment maintenance (BEMSS), Information Technology
and Central Supplies Warehouse.
The standards met by the hospital that earned the ISO nod included, among others,
disposition of patients at the Emergency Room made within six hours; admission process
completed within 20 minutes; period of transaction from billing to discharge

within one day; laboratory results for in-patients and ER patients obtained within two to three
hours; and radiology results within two days.
Osmak provides free outpatient consultations and subsidized hospitalization benefits to
Makati residents, particularly beneficiaries of the Yellow Card (Makati Health Plus) program
and senior citizens. It offers a wide range of quality medical services, which include
Obstetrics and Gynecology, Pediatrics, Surgery, Ophthalmology, Internal Medicine,
Otorhinolaryngology, Dermatology, Radiology and Laboratory.
In a move to decongest the Ospital ng Makati and bring tertiary health services closer to
the people of the first district, the city government has prioritized the construction of a second
hospital at the site of the Ospital ng Makati Acute Care Center in Bel-Air. The new hospital
will have six major operating rooms and two minor operating rooms; an ER with a Trauma
Center; 32 critical care beds in the ICU and NICU; an MRI suite and an Ultrasound suite, and
top of the line laboratory facilities.
Sample And Sampling Technique
The respondents will be the staff nurses of the Ospital Ng Makati. The total number of
nurses in Ospital Ng Makati is four hundred fifteen (415) and we are to use 100 respondents
to represent the whole population. The researchers will be utilizing the stratified sampling
technique wherein the researcher divides the entire population into different subgroups or
strata, then randomly selects the final subjects proportionally from the different strata.
Seen in the following is the distribution of nurses in different areas in Ospital ng Makati:
N= 100
Table 1: Distribution of Nurses in Different Areas in Ospital ng Makati
Area FREQUENCY PERCENTAGE
OB 5 5
DR 6 6
Gyne Ward 2 2
Geriatric Ward 5 5
Medicine Ward 9 9
ICU 14 14
PICU 2 2
7th Floor 3 3
Operating Room 11 11
NICU 10 10
Surgery Ward I and II 8 8
Pedia A and B 9 9
ER 4 4
ENT/Optha 4 4
Heart Station 1 1
Dialysis 5 5
Total 100 100
Data Gathering Procedure
Initially the researchers formally sought permission from the Nursing Service Department
for implementation of research study by presenting a written copy of the thesis proposal
bearing the title, objective, significance of the study and the proposed contents of the survey-
questionnaire since it has to be conducted within the hospital premise.
Upon getting a formal approval, the researchers determined the wards where the
respondents will be drawn.
The next step for the researchers was to create need statements that will become part of
the survey questionnaire itself. The researchers came up with seven major need cluster, which
have two need statements per each category, which was extensively discussed in Research
Instrument.
After which, the researchers divided themselves into pairs and went straight to different
wards in the hospital to finally implement the survey after their shift. The researchers
distributed questionnaires based on the total number of staff they encountered that were
currently in the ward. The major challenge the researchers encountered was that some staff
found it hard to answer the questionnaires in most wards they went to because most of the
chosen respondents were very busy in performing their routines. In effect, the researchers
resorted to having the senior staff receive the questionnaires for himself and his subordinates
by listing his or her name on a piece of paper and ensure that all of the questionnaires
distributed would be filled in and would be ready for retrieval on the following day.
Another way of data gathering the researchers used was to distribute the questionnaires
amongst the researchers themselves and get as many respondents as they can while on duty
during the 6-2 shift. The benefit of this was that they were able to meet the 10-6 shifters and
had them answer the questionnaires before they went home. Both methods were found to be
effective in getting the desired respondents for the study. In effect they were able to get
respondents from 6-2, 2-10 and 10-6 shift. The researchers allotted four days for data
gathering which gave them enough time to get a decent sample size.
Instrumentation
A questionnaire will be prepared by the researchers to gather data for the study. The
instrument is based on the formulated specific problems of the study. It is composed of three
parts namely Part I which deals with the profiles of the respondents, Part II which deals with
the effectiveness of staff nurses, and Part III deals with the frequency of staff nurses rotated
to different areas. The first part will be used to gather the relevant demographic data which
includes the age, gender, and number of areas rotated prior to permanent ward assignment.
Part II consists of a series of statement that deals with the assessment of the level of the
effectiveness of the staff nurses when it comes to the concept of proper documentation,
medication administration, and bedside care, Part 3 consist of answers the questions about
how frequent the staff nurse was rotated to the different areas of Ospital ng Makati.
The survey questionnaire done by the researchers is original and is represented to properly
assess the level of effectiveness of staff nurses in Ospital ng Makati after ward rotations. The
questions were all based on nursing books that are certain to be correct.
Part II. Level of Effectiveness
4= Highly Effective 3.26-4.00
3= Effective 2.51-3.25
2= Moderately Effective 1.76-2.50
1= Not Effective 1.00-1.75
Part III. Frequency of WARD ROTATION

4= Always 6-5 times
3= Frequent 4-3 times
2= Seldom 2-1 times
1= Never 0
Statistical Treatment of Data
The statistical treatment is the tool that the researchers would use in order to properly analyze
the data that was gathered. It is critical that the researchers use the correct formulas in order
for them to come up with an accurate analysis which will be used to draw conclusions and
prove hypothesis. The amount of samples and types of data gathering procedure highly
affects the type of statistical treatment that will be used by the researchers.
In the collection of data about the profile of the respondents and for the specific problem
number 1, the researchers will be using the frequency and percentage distribution in obtaining
the arrangement of data regarding the profile variables of the respondents for better
visualization of how much a whole is being stand for.
FORMULA:
% = f/N
Where:
% = Percentage
F = Frequency
N = Total Population
For the statement of specific problem number 2, the researchers will use the weighted mean
to analyse the data that they will receive, the weighted mean is perfect for the level of
effectiveness since the questions used in the tool uses a likert scale which is exactly what the
weighted mean was made for.
FORMULA:
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St.

Paul University Philippines

II. REVIEW OF RELATED LITERATURE AND

IV. RESULT AND

V. SUMMARY, CONCLUSIONS, AND

Figure 1: Quality Health Care Service……………………………..

Table 1: Distribution of Nurses in Different Areas in Ospital ng Makati……….

Background of the Study

development and to keep them prepared to face future challenges.

Ward rotation is also called cross-training, meaning an employee of a unit or department

assignments by changing such assigned responsibilities; the challenge of these new

frequency of ward rotation.

nurses in Ospital ng Makati.

motivated and will have continuous learning on handling different cases.

great benefit for them.

capabilities in rendering their service.

Statement of the Problem

rendering quality health care service in Ospital ng Makati.

Specifically, this study sought to answer the following questions:

1. What is the demographic profile of staff nurses in terms of?

1.3 Length of stay, and

1.4 Area Assignment?

2.1 Proper Documentation,

2.2 Medication Administration,

2.3 Bedside Care?

At the level of significance, the following null hypothesis/ses will be tested:

of ward rotation of the staff nurses prior permanent ward assignment.

Significance of the Study

determined and corrected if needed.

Nursing Service Administrator

computations can be used to further assess and evaluate the competency of

provided at the same time.

Scope and Limitation

Review of Related Literature

reported, which aim to increase confidence, competence, sense of belonging of new

graduates, improve recruitment and retention and reduce turnover costs.

retained nor will improvements be made.

importance of a construct known as reproduction. He observed that in order for a student to

repeat the observed behaviors.

The Concept of Drug Administration

known allergic drug or IV fluid; omission of dose or discontinuation of medication or IV

fluid that was not discontinued.

Medication administration error is also discussed by Carlton G. And Blegen in the

study, “Medication-related errors: a literature review of incidence and antecedents”.

errors should be done to help find ways on how to find a solution.

implementation. Organizations that plan of implementing

systems’ impact on quality care”.

A problem was discussed with regard to drug administration, according to Eleganouri,

during the medication administration.

The interruption was discussed in a study by Biron, et al (2010). The researchers

phase was direct patient care which

Another study about medicine administration interruptions was conducted by

administrations, 74.4% experienced 1 procedural failure. Drug administration that

administration error increases as well.

middle name. It is also advised, in some institutions to look for the

provider or nurse makes it a legal request (Kozier & Erb, 2011).

One important aspect of right documentation is medication administration. According

to Chevalier, et al (2012), “medication reconciliation involves the accurate transfer of

medication information across the continuum of care”.