Hospital Ethical Climate, Work Engagement and Job Satisfaction among Nurses in Selected Hospitals in Western Visayas: A Basis for Leadership Collaborative Framework

Hospitals increasingly face a paradox: while high-reliability care depends on ethical deliberation and fulfillment at work, many nurses practice in environments marked by ambiguous ethical norms, heavy workloads, and limited recognition. Evidence shows that a positive ethical climate fosters trust, reduces moral distress, and enhances job satisfaction, whereas poor ethical environments heighten conflict and burnout (Essex et al., 2023; Koroglu et al., 2024). In the Philippines, persistent understaffing, migration pressures, and pandemic-related strain have exacerbated burnout and weakened nurse retention, with dissatisfaction commonly linked to compensation and organizational climate (Alibudbud, 2023; Oducado, 2020). This study examines the relationships among hospital ethical climate, work engagement, and job satisfaction among nurses in Western Visayas to propose a collaborative leadership framework for sustainable nurse retention and quality patient care.
A correlational research design was utilized to examine the relationships among the three variables without manipulation. The study targeted staff nurses aged 23–59 years from selected hospitals in Western Visayas, excluding those on extended leave, in administrative roles, or with less than six months of tenure. A sample size of 85 was determined using a desired correlation coefficient of 0.30, 5% significance level, and 80% power. Data were collected through a paper-based, self-administered questionnaire.
A total of 86 nurses participated. Most respondents were aged 31–40 years (72.1%), female (82.6%), and Catholic (84.9%), with the majority holding a BSN degree (79.1%) and earning ₱21,915–₱43,828 (83.7%). Overall mean scores were Good for hospital ethical climate (M = 3.11), work engagement (M = 3.22), and job satisfaction (M = 3.17). Significant differences were found by type of hospital in both work engagement (F = 5.08, p = 0.028) and job satisfaction (F = 30.38, p < 0.001). A moderate positive correlation was observed between hospital ethical climate and work engagement (r = 0.539, p < 0.001), and a weaker but significant positive correlation between ethical climate and job satisfaction (r = 0.216, p < 0.001).
Findings confirm that a positive hospital ethical climate is associated with higher work engagement and job satisfaction among nurses. Institutional environment and leadership practices significantly influence these outcomes. The results support the development of a collaborative leadership framework that strengthens ethical support systems, enhances nurse engagement, and improves satisfaction as key strategies for workforce retention and quality care delivery in Western Visayas hospitals.

Ethical Climate, Work Engagement, Job Satisfaction, Nursing

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