Abstract
The study aimed to determine predictors influencing the level of job burnout and job satisfaction among healthcare workers at Region II Trauma and Medical Center (R2TMC), focusing on organizational climate, organizational commitment levels, and personnel profiles. Through a descriptive-inferential research approach and questionnaire administration among 314 respondents, data were collected and analyzed using frequencies, means, and multiple regression analysis. The study was conducted during FY 2023–2024. Key findings revealed diversified demographic profile of participants, a strong organizational climate, high organizational commitment, concerning job burnout levels, and satisfactory job satisfaction aspects with room for improvement in terms of operating conditions. The analysis unveiled significant relationships of the independent variables to have a predictive impact on job burnout. Higher job satisfaction was found to reduce burnout whereas higher pay, a demanding organizational climate and a strong normative commitment increased burnout. Affective and normative commitment, along with rewards and recognition, increased personal accomplishment, and type of hospital service, were positively associated with job satisfaction. This indicates that employees who demonstrated strong loyalty and belonging, have received rewards and recognition, and had a sense of achievement in their work reported higher levels of job satisfaction. Conversely, emotional exhaustion, depersonalization, and gender exhibited negative beta coefficients. This suggests that lower levels of burnout and certain gender identities were associated with higher job satisfaction. A model, developed from these results to alleviate job burnout and enhance job satisfaction for healthcare workers, was suggested for pilot testing and possible implementation in specific units before hospital-wide adoption.
