Work values of nursing faculty in Olivarez College basis for teaching enchancement

The system of study used by the researchers is based on descriptive method. Descriptive method is utilized in determining the relationship of the variables. The relationship of selected demographic variables may provide insights to the profession concerned to initiate improvements and provide better alternatives to teaching skills of faculty members of Olivarez College. The study assessed the values of nursing faculty in Olivarez College. The Quality of teaching based on their values is the basis for teaching enhancement. The variables were studied whether they had relation with the teaching skills of the nursing faculty. The variables that were chosen to be associated with the values for teaching enhancement are demographic variables that may help determine the difference in the values of nursing faculty. They were chosen based on the literature found related to the study. (1.) This study aims to answer the following questions: What is the demographic profile of nursing faculty values in terms of age, gender, highest educational attainment and length of service. (2.) How important are the following work values to the C.I. Intrinsic, Extrinsic and lifestyle values. (3.) What is the job performance of the respondents? (4.) is their a Relationship between demographic profiles to the job performance of the respondents and relationship between the work values and job performance? The study showed that the majority of the respondents were 24- 29 years old with the frequency of 13 (37%) and the least of the respondents were 53-48 years old with a frequency of 1 (3%). Most of the respondents was female with a frequency of 18 (51%) and male with a frequency of 17 (49%). Majority of the respondents was BSN with MA units with a frequency of 16 (46%) and least of the respondents were BSN - Undergrad with a frequency of 1 (3%). Majority of the respondents' length of service was 3 years with a frequency of 12 (34%) and least of the respondent's length of service in College was 4 years with a frequency of 3 (9%). The respondents had more emphasis on the intrinsic value and least of the extrinsic value. Job performance of faculty in HRS department of Olivarez College is very important to them. There is high correlation between age and job performance of the respondents. There is no correlation between gender and job performance of the respondents. There is no correlation between the highest educational attainment and job performance of the respondents. There is no correlation between length of service in college and job performance of the respondents. There is no correlation between the work value and job performance of the respondents It is obvious that there is a very low correlation, for the reason that the demographic profiles are not only the factors that affect the values of the respondents. In this case, there are only a number of demographic profile factors that could really affect the values of nursing faculty. This was proven by using the correlation method of the Pearson product correlation test. Based on the results. it can be concluded that there is high correlation between age and job performance of respondents; there is no significant relationship between gender and job performance; there is no significant relationship between highest educational attainment and job performance of the respondents; there is no significant relationship between length of service and job performance of the respondents and there is no significant relationship between work value and job performance of the respondents. To test the hypothesis, the researches found out that there is no significant relationship between job performance and profile of the respondents. Based on the results of the study, the following recommendations are hereby passed: that school expands channels and opportunities for participation. This includes creating online website portals through which opinions can be exchanged, allowing teachers to provide information and recommendations proactively to schools as well as enabling teachers to participate more in school discussions and major policy decisions. Another suggestion is to use a variety of communication channels to understand the clinical nursing teachers work requirements, difficulties encountered during teaching as well as their work expectations. Changes can then be pursued targeted toward improving job satisfaction which will increase job involvement and efficacy. Professional nurses can and should actively participate in monitoring and maintaining their continuing professional development to ensure continuing competence. Opportunities for self-evaluation should be provided to sustain and strengthen worthwhile values.