Shared Governance as an Antecedent of Intention to Leave and Job Satisfaction among Nurses in Level 3 Government Hospitals in Region III, Philippines

Background: Shared governance may be considered as both a guideline and a technique that allows nurses to have a say in decision-making measures. Rather of assigning full accountability to one nurse, it is distributed to each group member. In the face of high attrition, healthcare officials are still considering strategies to improve nurse job satisfaction and retention. Aim: The purpose of the study is to explore shared governance as an antecedent of intention to leave and job satisfaction among nurses in Level III government hospitals in Region III, Philippines. Materials and Methods: Quantitative descriptive type of research was used. A total of 806 nurses across six (6) Level III government hospitals in Region III, Philippines participated in the study. Three instruments were utilized namely: 1) Shared Governance was measured using the Index of Professional Nursing Governance by Hess (1998) used in the study of Wilson (2013); 2) Intention to Leave questionnaire by Mohammed and Mohammed (2013) used in the research of Ahmed, Abdelwahab, and Elguindy (2017) and 3) Job Satisfaction questionnaire by Mueller and McCloskey and used in the research of Prosen and Piskar (2015). Data was computed using SPSS version 25. Results: It revealed that shared governance is not an antecedent of the intention to leave among nurses. Even in terms of job satisfaction, shared governance is not an antecedent among its variables except for the control and responsibility which identified as significant. Conclusion: Nurses at all levels of the organization should govern and participate in decisions that influence their practice as part of the shared governance model; thus, allowing them to have greater independence and control over their practice leading to maintain job satisfaction and decrease intention to leave the institution.