Archive for month: May, 2026

Teaching internships serve as a critical bridge between teacher education programs and classroom practice. However, pre-service teachers assigned to regional and resource-limited schools often encounter unique challenges that may shape their career trajectories. This narrative inquiry explored the internship-related challenges faced by pre-service science teachers in Masbate secondary schools, examined how these challenges influenced their intention to become science teachers, and drew implications for improving science teacher education programs.Using Clandinin and Connelly’s (2000) narrative inquiry approach, semi-structured interviews were conducted with seven pre-service science teachers who completed their teaching internships in Masbate secondary schools. Data were analyzed using a four-phase three-dimensional narrative framework (personal, social, temporal). Three major categories of challenges emerged: pedagogical and resource-related challenges (lack of laboratory equipment, frequent power interruptions, limited teaching aids), stakeholder-related challenges (student apathy, reading comprehension difficulties, variable mentor support), and contextual challenges (large class sizes, hybrid learning modalities, post-disaster infrastructure damage). Despite these difficulties, six of seven participants expressed continued intention to become science teachers, citing love of science, fulfillment from student learning, and mentor support as sustaining factors. One participant reconsidered the profession due to financial pressures and employment system concerns. Internship challenges do not automatically deter pre-service science teachers from the profession. Self-efficacy gained from overcoming challenges, passion for science, and supportive mentoring relationships play crucial protective roles. Systemic barriers, particularly employment corruption and financial instability, weakened career intention even when internships were successful.

This study examined the instructional leadership practices of secondary school head teachers as a basis for the co-design of an instructional leadership enhancement toolkit. Specifically, it aimed to determine how often head teachers demonstrate instructional leadership practices in defining the school mission, managing the instructional program, and promoting a positive school climate; describe their instructional leadership practices; and co-design an instructional leadership enhancement toolkit. The study employed an explanatory sequential mixed methods design with an intervention-development component. Quantitative data was gathered from 130 teachers using Hallinger’s Principal Instructional Management Rating Scale (PIMRS), while qualitative data was collected through interviews and focus group discussions with nine head teachers. Weighted mean, standard deviation, and thematic analysis were used in analyzing the data. Findings revealed that head teachers demonstrated instructional leadership to a very great extent across the three dimensions. Strong practices were evident in goal communication, instructional monitoring, curriculum coordination, staff participation, and recognition systems. Qualitative findings further showed that instructional leadership practices were goal-driven, data-informed, coaching-oriented, collaborative, and responsive to school contexts. The integrated findings indicate that the instructional leadership practices among secondary school head teachers is shaped by both measurable leadership practices and contextual experiences. The co-design process resulted in an enhanced instructional leadership toolkit that was practical, supportive, adaptable, and context-sensitive. The study concluded that the toolkit may serve as a useful guide for strengthening instructional leadership and school improvement efforts.

The global healthcare sector continues to face critical challenges in employee retention, particularly within private hospital settings where workforce stability is essential to service quality and organizational sustainability. This study examined the relationship among job satisfaction, organizational commitment, and employee retention among healthcare workers in selected private hospitals in Las Piñas City, Metro Manila. Grounded in Social Exchange Theory, Job Demands–Resources (JD-R) Theory, and Herzberg’s Two-Factor Theory, the study utilized a descriptive-correlational research design. Data were collected from 222 healthcare workers using a validated survey instrument measuring job satisfaction (motivator and hygiene factors), organizational commitment (affective, continuance, and normative), and retention intention (lower turnover intention, increased loyalty, and willingness to stay).

Findings revealed that job satisfaction among respondents was generally moderate, with hygiene factors exerting a stronger influence than motivator factors. Organizational commitment was found to be high overall, particularly in terms of affective and normative commitment, while continuance commitment was low. Despite this, overall retention intention was low, indicating that employees remain open to leaving the organization even when they express positive attitudes and loyalty. Correlation analysis showed that job satisfaction significantly influenced organizational commitment and retention intention, with hygiene factors demonstrating consistent moderate relationships with retention indicators. However, motivator factors showed limited influence on actual retention behavior. Organizational commitment, particularly affective commitment, exhibited strong and significant relationships with retention intention.

Regression analysis further revealed that job satisfaction and organizational commitment jointly explained 71.70% of the variance in retention intention. However, only organizational commitment emerged as a significant predictor, indicating that employees’ decision to stay is primarily driven by their psychological attachment to the organization rather than job satisfaction alone.

The study concludes that while healthcare workers may be satisfied and loyal, retention is largely determined by the strength of organizational commitment. It is recommended that hospital administrators prioritize strategies that enhance both extrinsic working conditions and deeper organizational attachment to improve long-term employee retention.

Employment social security aims to provide protection against employment-related social risks and the impacts that may arise. This study aims to analyze the Effectiveness of the Employment Social Security Program for Village Government Officials at BPJS Employment Sikka Maumere Branch Office. This research uses a qualitative method. The implementation of the employment social security program for village government officials can help meet basic needs after the occurrence of social risks. The data sources used are primary data and secondary data obtained from interviews, documentation, and observation. The measurement of program effectiveness is carried out using 4 (four) indicators, namely Program Target Accuracy, Program Socialization, Program Objectives, and Program Monitoring. The results show that the Effectiveness of the Employment Social Security Program for Village Government Officials at BPJS Employment Sikka Maumere Branch Office is considered effective. Program Target Accuracy is effectively achieved because village government officials need the employment social security program. Program socialization runs well and effectively for village officials. The achievement of Program Objectives is realized through benefits needed by village government officials and their families. Program monitoring is carried out through communication and coordination methods between local governments and BPJS Employment, resulting in sustainable cooperation agreements. There are supporting factors in program implementation, namely government support and commitment as well as adequate regulations. There are also inhibiting factors in program implementation, namely limited regional fiscal capacity and low technological literacy among the community. The suggestions and recommendations related to the Effectiveness of the Employment Social Security Program for Village Government Officials at BPJS Employment Sikka Maumere Branch Office are to create innovations in program socialization that reach a wider community, as well as the creativity of local governments to create fiscal space for regions and villages for the implementation of employment social security programs.

To thrive today, school leaders must cultivate competencies that respond effectively to real-world challenges. This study examines the core behavioral and leadership competencies of identified school heads as basis for the development of a guidebook to enhance their professional development. The descriptive qualitative design was used to gather the school head’s leadership competencies, describe the induction programs attended and their experiences, and develop a guidebook to enhance their behavioral and leadership competencies. Results showed that exposure to the induction program greatly improves the leadership competencies of the school heads. Attendance to training supports school heads in translating their knowledge into a more visible and effective recognition of it as part of their leadership identity. However, the study also found out that the induction program showed inconsistency in terms of opportunity, timing, program naming, content delivery, and strengthened mentorship. Based on these findings, the study suggests institutionalizing the use of this guidebook to cater to inclusion and serve as a complementary tool to the school head’s induction program to enhance leadership competencies. The study also proposes to explore a localized induction program, such as a district level, bridge the gap of inclusion to provide need-based content and conduct a future study on the long-term effects of the guidebook in enhancing the core behavioral and leadership competencies of school heads.