ABSTRACT
Occupational Health Nurses (OHN) render specialized nursing services outside of their traditional workplace like hospitals or community clinics, which are being considered a minority in the nursing profession in the Philippines with peculiar working conditions. This study was conceptualized and conducted to learn more about their predicament as OHNs in their workplaces, specifically, the cement industry in Region One, using purposive sampling to select participants with a set of criteria prepared by the researcher. Their responses were analyzed through descriptive phenomenology, particularly the Husserlian type of phenomenology. The results reveal that there were only few advantages working as OHNs identified from the participant's narratives. Nonetheless, the negative still outweighs the positive advantages. As far as their perspective is concerned, the negative experiences largely impacted them with their impressions towards OHN. OHN may not be a lucrative area of nursing specialization, but the lived experiences gathered from OHNs working in the cement industry may be an eyeopener to institute change in the industry with all stakeholders. This study recommends that more research in this field of nursing be conducted to validate the issues raised by these nurses in the cement industry. Coupled with generous support from both the government and the private sectors by providing decent and just compensation, and with an excellent working condition in place, the OHN will find a promising future in the nursing profession.
Keywords: lived experiences, occupational health nurses, cement industry
Background of the Study
Adamu and Abdulahi (2017) highlight the crucial role of health workers in societal development, emphasizing exposure to harmful substances. AAOHN (2012), a nursing profession, focuses on occupational health nursing to improve laborers' health, prevent diseases, and provide insurance. WHO (2001) emphasizes occupational health and safety's role in enhancing community economy and healthcare costs.
Saldana, Pimentel, and Posadas (2019) highlight the crucial role of occupational health nurses in assessing workers' health status, promoting workplace health management, and evaluating their capabilities under the WHO framework. ABOHN certifies Occupational Health Nurses (OHN) as Registered Nurses, with 3,000 hours of experience, 50 continuing education hours, participation in OHN certification programs, and passing a 2012 exam (McCullagh, 2012).
Noguera (2016) highlights the need for OHN to adhere to laborers' security guidelines, despite the lack of job explanation in the working environment, leading to strain and helpless work termination. Acutt and Hattingh (2012) emphasize the significance of occupational health and safety (OHNs) in ensuring employee well-being, protection from work-related hazards, and economic development within an organization.
Pisaniello, Winefield & Delfabbro (2012) highlight challenges faced by occupational health nurses in adhering to in-house approaches, including under-reporting injuries and focusing on permanent workers. Holm (2014) and Merret et al. (2011) emphasize the importance of Occupational Health Nurses in decision-making and quality service in Occupational Health Clinics, highlighting the need for collaboration among team members.
According to Romppanien, Jahl, Salonienmi & Virtanen (2010) and Pamela & Hills (2011), temporary workers cannot get to the Occupational Health Clinic for medical services. Oelson and Hasle (2015) assert that contractual workers, unlike permanent staff, are not covered by pay reserves, despite being exposed to work-related hazards. Gozukara and Colakoglu (2016) suggest that organizations should give OHNs autonomy to design work routines, as this improves performance, motivation, and reduces work disappointment by allowing them to make decisions.
Verbreek (2012) argues that decision-making in organizations is influenced by businesses and policymakers, causing stress and anxiety when an OHN seeks medical help at a local clinic. Pingle (2012), Jeyapal et al. (2015), and Stacey & Hammond (2016) have all highlighted the advantages of outsourcing labor, including reduced compliance duties and increased work efficiency.
Mizumo, Satomi, Desmond, Yuki, Hagi, Mitsutooshi, Sato, Higashikawe, Masato & Kondo (2016) state that the absence of resources turns into a test to OHNs in executing their jobs. Boehm (2016) and Happell's (2013) research highlight the challenges faced by OHNs in organizations, such as monetary limitations and management's reluctance to provide necessary assistance.
De Jager et al. (2016) research highlights the outsourcing of OHNs, leading to a loss of positions when a specialist co-op wins a new contract. Pisaniello, Winefield, and Delfabbro (2012) contend that nursing is a challenging and emotionally demanding profession that may prompt dissatisfaction and outrage. Kama (2014) states that if workers are compensated well, they feel highly esteemed by the organization. Mohd, Dollard & Winefield (2016) argue that organizations often avoid providing incentives and awards to workers, instead offering punitive prizes, leading to job dissatisfaction.
Rule 1964.01, standardized by DOLE, defines Occupational Health practitioners as licensed professionals with additional qualifications. The Department Order (198.15) mandates workplaces to have qualified personnel, medical supplies, equipment, and facilities, addressing the gap in published literature on occupational health in the Philippines.
The study explores the experiences of OHNs in the cement industry in Region 1, identifying problems and providing policy recommendations for improvement. It also highlights the importance of OHN for nursing students.
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