ASSOCIATION BETWEEN HEALTHCARE TECHNOLOGY ADOPTION AND JOB

SATISFACTION AMONG FILIPINO HOSPITAL NURSES

Michael Ryle C. Blanco, Jorgelyn C. Cruz, Kristina B. Diaz, Phoebe Queen P. Mallari, Jastine L.
Sebastian, Jose Lorenzo C. Victoria

ABSTRACT
As technology continued to emerge in the field of health, healthcare technology
adoption turn out to be a critical factor in the delivery of care and wellbeing of nurses. A
successful healthcare technology adoption of nurses often results to increase job
satisfaction. This study aimed to determine the healthcare technology adoption of Filipino
hospital nurses in terms of performance expectancy (PE), effort expectancy (EE), attitude
(AT), social influence (SI), facilitating condition (FC), and behavioral intention (BI) and its
association with job satisfaction. UTAUT questionnaire and Great Place to Work Survey Tool
– Job Satisfaction Scale were used to assess the variables. A total of 61 participants
responded to the Google Forms questionnaire. The correlation between the constructs that
signify determinants of healthcare technology adoption and job satisfaction were analyzed
using Spearman’s correlation analyses. p < 0.05 was considered statistically significant. It
was identified that the respondents consider the statements in the six constructs of UTAUT
to be acceptable, with mean opinion scores for PE, EE, AT, SI, FC, and BI of 4.13, 4.12, 4.11,
3.85, 3.63, and 4.05, respectively. Most of the respondents were satisfied with their jobs (M
= 4.72, SD = 0.86) when evaluated. Lastly, PE (rs = 0.378, p < 0.01), EE (rs = 0.300, p < 0.05), AT
(rs = 0.309, p < 0.05), and FC (rs = 0.282, p < 0.05) were significantly related to job
satisfaction. While, SI (rs = 0.115, p > 0.05) and BI (rs = 0.192, p > 0.05) were statistically non-
significant.

Keywords: UTAUT, job satisfaction, technology adoption, nurse, Spillover Theory

INTRODUCTION
Breakthroughs in technology happen at an escalating rate for the purpose of
revolutionizing healthcare delivery. Healthcare technology adoption is an important nursing
informatics issue for management because of its association with the quality performance of
individuals and organizations that affect nursing care and patients' safety (Lin, 2017). In the
Philippines, Faustorilla Jr. (2020) emphasized that there has been an emergence of
information and communication technologies (ICT) use as adjunct tools to address health
care needs. Pepito and Locsin (2019) highlighted the drastic change of structure and
organization of nursing through technological advancement, from the adoption of
electronic health records (EHRs) to advances in biomedicine and bioengineering
technologies, which enable the enhancement of more sophisticated technical procedures in
health care. These advances in technology have been made available and accessible to assist
nurses in performing their respective jobs and care for patients more efficiently and safely.
Esmaeilzadeh and colleagues (2011) made a point in elaborating that when a new healthcare
technology is introduced in a hospital, healthcare professionals such as nurses play an
important role in the adoption and implementation process, and this is regarded as main
element in improving the quality of healthcare. According to Lin (2017), when nurses fully
understand the system that they are using, nurses’ job satisfaction also increases.

In one study, it has been found out that 67% of nurses between the ages of 19 and 39
reported that they agreed or strongly agreed that technology, such as the use of EHRs,
increased their job satisfaction (“Why health IT in the workplace improves nursing staff
satisfaction,” n.d.). In relation, when there is an increase nurses’ satisfaction, the level of
care as well increases (Lin, 2017). In a study conducted in the Philippines where the adoption
of a healthcare information technology resulted in an improved status of their primary care
health centers within the community and assisted in the care for their patients, the
healthcare workers reported that the quality of their service greatly improved as well as the
benefits to their patients (Marcelo et al., 2020). Moreover, Calaguas (2017) revealed that job
satisfaction had a positive and direct impact on life satisfaction. Thus, job satisfaction of
nurses has been found out to be a key in delivering quality healthcare services while
preserving the quality of life of nurses. However, according to Kongsuwan and Locsin (2011),
there are still challenges and differing insecurities in the use of technology. Healthcare
professionals’ adoption behavior regarding the use of technology systems is not completely
clear yet and there is still a scarcity of research correlating healthcare technology adoption
to job satisfaction, specifically among nurses in the Philippines (Faustorilla Jr., 2020).

As technology innovation can leave its mark on the productivity and performance,
therefore, through this study, the researchers aim to determine the adoption to healthcare
technology of Filipino hospital nurses in terms of performance expectancy, effort
expectancy, attitude toward using technology, social influence, facilitating condition, and
behavioral intention to use the system and its association with job satisfaction. The gathered
and analyzed data will establish baseline information and support the institution in effective
planning, decision-making and intervention that will build strong foundation that may
provide good work-life balance culture in order to create employee-company loyalty and
positive employee attitudes to work.

LITERATURE REVIEW
According to the Spillover Theory (Bell et al., 2012), a person’s attitudes, emotions, skills
and behaviors produced in one domain, either work or personal life, flow or spill into the
other. The work-life domain in particular is considered to be a psychological space in which
all affective experiences related to work are stored. Affective experience in the work-life
domain, for specific example is the job satisfaction that stems from the satisfaction of an
employee’s various needs. Based on studies, it showed that individuals who were satisfied
with their jobs were also satisfied with the other specific domains of life, such as work-life
and with life in general. On the contrary, individuals who were not satisfied with their jobs
were also not satisfied with other domains of life and with life as a whole. It was then
determined from the research that the relationship between job satisfaction and life
satisfaction was positive and significant, and the constructs appear to mutually influence
one another (Calaguas, 2017).

Literature and studies have shown that when nurses successfully adopt and fully
understand the system that they are using then their professional satisfaction also increases
(Lin, 2017; Rouleau et al., 2017). As confirmed by a 2013 study, younger nurses are more likely
to agree that EHRs improve their job satisfaction and they tend to be more frustrated if they
enter the patient information in a paper chart by hand (“Why health IT in the workplace
improves nursing staff satisfaction,” n.d.). Work-life balance is found to be significant
especially to the management of highly skilled knowledge workers, such as nurses, as it
reflects how organizations care for their employee’s wellbeing. It then creates reciprocity
towards the organization or institutions in the form of positive attitudes and behavior,
which may affect the quality of nursing services that nurses provide (Scholarios, & Marks,
2004). Since there are limited studies implicating the association of healthcare technology
adoption and job satisfaction among hospital nurses in the Philippines, through the Spillover
Theory, it may predict whether or not the factors being sought of may benefit to the
wellbeing of nurses and the quality of care they give.

Healthcare Technology Adoption

The Unified Theory of Acceptance and Use of Technology (UTAUT: Venkatesh et al.,
2003) is one of the models that explores user acceptance to a technology. This model
identified several determinants that directly or indirectly affect the intent or use of
technology of individuals. Some of the identified determinants include: (1) performance
expectancy; (2) effort expectancy; (3) attitude; (4) social influence; (5) facilitating
conditions; and (6) behavioral intention.

Performance Expectancy
Performance Expectancy (PE) is a construct of UTAUT model which is the extent of
which a person believes that the use of information technology will personally provide
additional knowledge to improve his or her work performance (Lulin et al., 2020). Barchiellie
and colleagues (2021) stated that nurses who dealt with technology will accept it if they
concentrate on the new opportunity it will provide and if it means that they have to
safeguard their patients and also themselves. Standards of professional advancement,
safety and quality of care, and efficiency in terms of time savings drive PE in high-tech
environments. Medical health care professionals (i.e., Nurses) believe that utilizing hospital
information systems may help them provide the high-quality treatment that patients seek,
which then affect their willingness and plans to utilize healthcare technology (Lulin et al.,
2020). Previous studies have shown that PE is a notable determinant of the behavioral
intention (BI) to utilize other technologies (Bawack & Kamdjoug, 2018).

Effort Expectancy
Effort Expectancy (EE) is also a construct of UTAUT model which refers to the easiness
involved with using a system (Lulin et al., 2020). It represents how much an individual
believes that the use of technology is easy. According to previous studies on technology
adoption in the context of nursing, nurses must believe that they can effectively use a
technology before utilizing it, and nurses who believe they are capable of working with a
new technology are more likely to use it (Barchiellie et al., 2021). The adoption and utilization
of new technology services is heavily influenced by the way they are offered to users' (i.e.,
nurses) capacity to understand and use such technologies without any difficulty or challenge
that may have an impact on their willingness to use them and their intents to do so. Previous
studies have demonstrated that EE has a positive significant impact on the attitude to use
new technologies. Also, previous studies have resulted in EE having a positive significant
effect on the BI to use and adopt new technologies (Bawack & Kamdjoug, 2018; Rahimi et
al., 2018; Sharifian et al., 2014; Strudwick et al., 2016; Vollmer et al., 2016).

Attitude Toward Using Technology

The term attitude (AT) can be defined as an individual's positive or negative feelings
(evaluative affect) about performing a targeted behavior (Chong et al., 2022). If a new
clinical information technology is introduced in a hospital, healthcare workers (eg. Nurses)
play an important role in adopting and implementing its processes. In other words,
healthcare workers’ acceptance is considered vital to the success of the technology
introduced (Esmaeilzadeh et al., 2011). Based from previous studies, low adoption rate of
healthcare technology can be attributed to several reasons such as resistance of healthcare
workers (Bhattacherjee & Hikmet, 2007), experience of healthcare professionals in utilizing
technologies (Kijsanayotin et al., 2009), and characteristics of the said technology, such as
issues regarding privacy and data integration (Kohli, & Swee-Lin Tan, 2016). Meanwhile, a
previous study conducted in Ghana resulted in a high adoption rate; that although nurses
are known to resist using healthcare technology, the study resulted in nurses’ high and
significant influence in adopting the HEIMS system (Lulin et al., 2020).

Social Influence
According to the UTAUT model, social influence (SI) is defined as the degree to which an
individual perceives that important others believe that they should use the new system
(Venkatesh et al, 2003). What they do or behave towards achieving their goals in their
immediate working environment or surroundings is based on the image, social factors and
subjective norms of the society they are part with (Zhou et al., 2019). In a study conducted
by Zhou et al. (2019), it has been found out that social influence greatly influence the usage
behavior and adoption of nurses to a system or technology.

Facilitating conditions
Venkatesh and colleagues (2003) defined facilitating conditions (FC) as the degree to
which an individual believes that an organizational and technical infrastructure exists to
support their use of the system. Lin (2017) even suggested that nursing management should
understand their nurses' perceptions of hospital information system (HIS) use and its
functionality to ensure nurses’ satisfaction with the use of system for the effectiveness and
quality of work to improve. It has also been found out that facilitating conditions and
behavioral intention are direct determinants of usage behavior of technology (Venkatesh et
al., 2003).
Behavioral Intention
Behavioral intention (BI) to use and explore healthcare technology is influenced by an
individual’s attitude (Hero et al., 2021). Venkatesh and colleagues (2003) even predicted that
BI has a significant positive influence on technology usage. Healthcare practitioner tends to
use technology and have a higher chance adopting to it if they perceive it to be useful and
beneficial to healthcare delivery system and also if there is support and influence from peers
and their supervisors (Nillos, 2016). Moreover, gender and age has been found out to be a
great factor in finding the relationship of intention to performance expectancy and effort
expectancy; men and younger workers tend to be a strong determinant of intention in
performance expectancy, while women and older workers tend to be more significant
determinant of intention in effort expectancy (Venkatesh et al., 2003).

Job Satisfaction
Job satisfaction (JS), as defined by Calaguas (2017), is how employees react or feel
towards their jobs that can also be used as an indicator of their health in totality. It was
determined that the relationship between job satisfaction and life satisfaction was positive
and significant, and the constructs appear to mutually influence one another (Calaguas,
2017). Contentedness of an employee with their job might also result to positive impact and
can effectively lead to improved organizational productivity. However, numerous factors
such as resources availability, health skills and emotional needs, working environment and
personal values could affect the level of satisfaction of an employee (Reyes, 2013).
Measuring, understanding and enhancing both the employee and organization’s perspective
on job satisfaction will reflect how happier employees are and healthier environment is. In
one study (Pagaling et al., 2022), with adequate infrastructural and organizational support,
healthcare practitioners feel more motivated in adopting to healthcare technology like
telemedicine, resulting in increased in usage and continuous usage by the healthcare
practitioners.

METHODOLOGY
In this study, a quantitative descriptive/correlational design was employed as it tried to
seek the Filipino hospital nurses’ adoption to healthcare technology and its association with
job satisfaction. Only the association between these two variables were measured and
identified in this design, not their causation (Drummond, & Murphy-Reyes, 2018).

A teaching hospital in Metro Manila with 122 employed nurses and utilizes an
information system for, but not limited to, their patients’ health records was selected for the
study. Convenience sampling technique was implemented to find participants who
answered the questionnaire through Google Forms. They were chosen to be participants as
they were easily accessible to the researcher, available, and willing to participate in the
study when data collection was being conducted (Etikan et al., 2016). According to Fraenkel,
Wallen, and Hyun (2012), a sample of at least 50 hospital nurses was sufficient to establish
the existence of a relationship in correlational studies.
 The researchers utilized two different types of questionnaires for the study. First, the
questionnaire developed by Venkatesh and colleagues (2003) called Unified Theory of
Acceptance and Use of Technology (UTAUT) was used to assess the adoption of users to
systems. This questionnaire focused on the identified six constructs that signify
determinants, direct or indirect, of intention or usage of a technology: (1) performance
expectancy; (2) effort expectancy; (3) attitude; (4) social influence; (5) facilitating
conditions; and (6) behavioral intention (Venkatesh et al., 2003). All items were measured on
a five-point Likert scale, where “1 = strongly disagree”; “2 = disagree”; “3 = neutral”; “4 =
agree”; and “5 = strongly agree.” One of the items (i.e., Facilitating Condition #3) applied a
negatively stated question and was interpreted reversely. The overall Cronbach’s alpha for
the entire questionnaire showed high internal consistency at 0.9333 (Pagaling et al., 2022).

Second, the level of job satisfaction was measured using the Great Place to Work Survey
Tool – Job Satisfaction Scale (De Guzman, & Teng-Calleja, 2018). This scale uses four items
such as “all in all, I am satisfied with my job” and “I feel positively about my work.” The level
of job satisfaction is equal to the level of agreement of respondents based on a 6-point
Likert scale ranging from “1 = strongly disagree” to “6 = strongly agree.” This scale has a
Cronbach’s alpha value of 0.88 (De Guzman, & Teng-Calleja, 2018).

Permission letter to conduct the study at the institution was acquired by the
researchers. While, the voluntary consent statement of the participants was obtained as it
was presented on the first screen of the Google Forms questionnaire. No serious risks were
identified in participating in the study and the respondents had an option to withdraw
anytime from the study without any obligations. The identity of the respondents and all
pertinent information were kept private and confidential. The study made sure to adhere to
the Philippine Data Privacy Act of 2012.

The results were processed using IBM® SPSS® Statistics 17.0. In order to address the
research questions, descriptive statistics were calculated in the form of frequencies,
percentages, means and standard deviations of all the scales. The correlation between the
constructs that signify determinants of nurses’ adoption to healthcare technology and job
satisfaction were analyzed using Spearman’s correlation analyses. P value < 0.05 was
considered statistically significant.

RESULTS
A total of 61 hospital nurses participated in the study, which go beyond the acceptable
sample size for a correlational study (Fraenkel et al., 2012). The online survey was answered
majority by female nurses (86.9%) with only eight male nurses (13.1%). Most of them who
participated were from the Millennial generation (47.5%), followed by Generation X (44.3%),
Generation Z (6.6%) and one Baby Boomer (1.6%). More than half of the nurses who
answered the Google Forms have been working in the identified institution for more than 6
years (62.3%), with 23% of the overall respondents currently employed for 1-3 years, 13.1% for
those employed for 4-6 years, and one who have been working for less than 1 year (1.6%).
 Table 1 shows the mean Likert scores and the corresponding verbal interpretations
obtained from the participants from the different indicators of the constructs in UTAUT that
signify determinants of intention or usage of technology. In average, all of the respondents
consider the statements in the six constructs to be acceptable, as manifested in the mean
opinion scores for PE, EE, AT, SI, FC, and BI of 4.13, 4.12, 4.11, 3.85, 3.63, and 4.05,
respectively. Statements from PE1, PE2, PE3, and AT1 all yielded a strong agreement from
the hospital nurses, while the rest of the indicators had an acceptable agreement with the
statements except for FC3 with neutral agreement.

Table 1. Summary of the results of the indicators of the constructs in UTAUT

Verbal
Constructs M SD
Interpretation
Performance Expectancy (PE) 4.13 0.63 Acceptable
PE1. I would find the system useful in my job. 4.31 0.81 Strongly Agree
PE2. Using the system enables me to accomplish tasks
4.31 0.70 Strongly Agree
more quickly.
PE3. Using the system increases my productivity. 4.33 0.72 Strongly Agree
PE4. If I use the system, it will increase my chances of
3.56 1.15 Agree
getting a raise.
Effort Expectancy (EE) 4.12 0.68 Acceptable
EE1. My interaction with the system would be clear and
4.11 0.78 Agree
understandable.
EE2. It would be easy for me to become skillful at using the
4.07 0.75 Agree
system.
EE3. I would find the system easy to use. 4.20 0.73 Agree
EE4. Learning to operate the system is easy for me. 4.10 0.72 Agree
Attitude toward using technology (AT) 4.11 0.68 Acceptable
AT1. Using the system is a good idea. 4.21 0.76 Strongly Agree
AT2. The system makes work more interesting. 4.05 0.67 Agree
AT3. I like working with the system. 4.07 0.79 Agree
Social Influence (SI) 3.85 0.69 Acceptable
SI1. People who influence my behavior think that I should
3.69 0.87 Agree
use the system.
SI2. People who are important to me think that I should
3.87 0.81 Agree
use the system.
SI3. In general, the organization has supported the use of
3.98 0.81 Agree
the system.
Facilitating Condition (FC) 3.63 0.59 Acceptable
FC1. I have the resources necessary to use the system. 3.87 0.83 Agree
FC2. I have the knowledge necessary to use the system. 3.92 0.76 Agree
 FC3. The system is not compatible with other systems I
2.80 0.87 Neutral
use. *
FC4. A person or group is available for assistance with
3.92 0.71 Agree
system difficulties.
Behavioral intention to use the system (BI) 4.05 0.73 Acceptable
BI1. I intend to use the system in the next 6 months. 4.08 0.74 Agree
BI2. I predict I would use the system in the next 6 months. 3.98 0.81 Agree
BI3. I plan to use the system in the next 6 months. 4.10 0.72 Agree
* Reversed Scoring

Table 2 illustrates the level of job satisfaction among Filipino hospital nurses who
participated in the study analyzed through descriptive statistics. Overall, most of the
respondents were satisfied with their jobs (M = 4.72, SD = 0.86). However, it can be noted
that for items 1, 2, and 4 of the Job Satisfaction Scale, the computed SD value is more than 1
(SD = 1.03, SD = 1.14, SD = 1.10) and may be interpreted that the responses were
heterogenous and that respondents had varying opinions on the given statements.

Table 2. Job Satisfaction Scale

Indicators M SD Verbal Interpretation
JS1. All in all, I am satisfied with my job. 4.66 1.03 Agree
JS2. In general, I don’t like my job. * 4.90 1.14 Agree
JS3. In general, I like working here. 4.61 0.94 Agree
JS4. I feel positively about my work. 4.72 1.10 Agree
Average 4.72 0.86 Satisfied
* Reversed Scoring

Table 3 confirms the correlation between healthcare technology adoption with the four
constructs of UTAUT and job satisfaction among Filipino hospital nurses. Since the p value
computed is less than 0.05, the null hypothesis was rejected and concluded that
performance expectancy (PE: rs = 0.378, p < 0.01), effort expectancy (EE: rs = 0.300, p < 0.05),
attitude (AT: rs = 0.309, p < 0.05), and facilitating conditions (FC: rs = 0.282, p < 0.05) were
significantly and positively related to job satisfaction. Whereas, social influence (SI: rs = 0.115,
p > 0.05) and behavior intention (BI: rs = 0.192, p > 0.05) were found to be not statistically
related.

Table 3. Correlation between healthcare technology adoption using the constructs of UTAUT
and job satisfaction among Filipino hospital nurses
Spearman’s Rho PE EE AT SI FC BI JS
PE Correlation Coefficient 1.000 .655** .692** .560** .412** .345** .378**
Sig. (2-tailed) . .000 .000 .000 .001 .006 .003
N 61 61 61 61 61 61 61
EE Correlation Coefficient .655** 1.000 .841** .502** .615** .513** .300*
 Sig. (2-tailed) .000 . .000 .000 .000 .000 .019
N 61 61 61 61 61 61 61
AT Correlation Coefficient .692** .841** 1.000 .519** .596** .562** .309*
Sig. (2-tailed) .000 .000 . .000 .000 .000 .015
N 61 61 61 61 61 61 61
SI Correlation Coefficient .560** .502** .519** 1.000 .505** .502** .115
Sig. (2-tailed) .000 .000 .000 . .000 .000 .379
N 61 61 61 61 61 61 61
FC Correlation Coefficient .412** .615** .596** .505** 1.000 .502** .282*
Sig. (2-tailed) .001 .000 .000 .000 . .000 .028
N 61 61 61 61 61 61 61
BI Correlation Coefficient .345** .513** .562** .502** .502** 1.000 .192
Sig. (2-tailed) .006 .000 .000 .000 .000 . .139
N 61 61 61 61 61 61 61
JS Correlation Coefficient .378** .300* .309* .115 .282* .192 1.000
Sig. (2-tailed) .003 .019 .015 .379 .028 .139 .
N 61 61 61 61 61 61 61
** Correlation is significant at the 0.01 level (2-tailed).
* Correlation is significant at the 0.05 level (2-tailed).

DISCUSSION
In the Philippines, the use of technology has been an emerging trend in addressing
healthcare needs and providing efficient healthcare delivery (Faustorilla Jr., 2020).
Healthcare technology adoption of healthcare workers, such as nurses, is crucial in order to
deliver quality care to patients (Esmaeiladeh et al., 2011). Studies have also shown that when
nurses fully understand the system that they are using their levels of satisfaction also
increases (Lin, 2017). These previous studies reflected in the results of the present study.

Based on the results of the study, the participants, who are Filipino hospital nurses
employed in an institution with HIS, has an acceptable level of adoption with their
healthcare technology. In average, all of the respondents consider the statements in the six
constructs of UTAUT to be acceptable, as manifested in the mean opinion scores for PE, EE,
AT, SI, FC, and BI of 4.13, 4.12, 4.11, 3.85, 3.63, and 4.05, respectively. These constructs were
said to signify determinants, direct or indirect, of technology intention and usage
(Venkatesh et al., 2003).

Studies have also shown that when nurses successfully adopt and fully understand the
system that they are using then their professional satisfaction also increases (Lin, 2017;
Rouleau et al., 2017). The efficient use of technology in the delivery of healthcare
significantly increases the health worker’s job satisfaction (“Why health IT in the workplace
improves nursing staff satisfaction,” n.d.). Results in this study confirmed the prior
researches, as most of the respondents were said to be satisfied with their jobs (M = 4.72, SD
= 0.86) when determined through the Great Place to Work Survey Tool – Job Satisfaction
Scale.
 The Spillover Theory (Bell et al., 2012) explains that a person’s attitudes, emotions, skills
and behaviors produced in one domain, either work or personal life, flow or spill into the
other. Calaguas (2017) even added that job satisfaction had a positive and direct impact on
life satisfaction and they mutually influence one another. Consequently, job satisfaction of
nurses has been found out to be a key in delivering quality healthcare services while
preserving the quality of life of nurses. One factor that enhances nurse’s job satisfaction is
when they fully adopt, understand, and use the institution’s HIS (Lin, 2017; Rouleau et al.,
2017). In the present study, the results confirmed that there is a correlation between
healthcare technology adoption with the four constructs of UTAUT – PE, EE, AT, and FC and
job satisfaction among Filipino hospital nurses. Performance expectancy (PE: rs = 0.378, p <
0.01), effort expectancy (EE: rs = 0.300, p < 0.05), attitude (AT: rs = 0.309, p < 0.05), and
facilitating conditions (FC: rs = 0.282, p < 0.05) were significantly and positively related to job
satisfaction. While, social influence (SI: rs = 0.115, p > 0.05) and behavior intention (BI: rs =
0.192, p > 0.05) were found to be not statistically related. The Spillover Theory combined
with the outcome of this study will be beneficial to any institution as it reflected that the
nurse’s adoption to healthcare technology predicts the wellbeing of nurses and the quality
of care they give. Through this study an excellent baseline for good work-life balance culture
can be provided preventing work burnouts and create employee-company loyalty and
positive employee attitudes to work.

CONCLUSION
In the present study, it showed that an acceptable healthcare technology adoption of
Filipino hospital nurses is associated with an increase level of job satisfaction. As provided by
previous literature and studies, when nurses fully understand the system that they are using
their levels of satisfaction also increases (Lin, 2017). Management and leaders from hospitals
or other institutions should consider the results of this study in order to provide a good
work-life balance culture that may create employee-company loyalty and positive employee
attitudes to work.

This study has several limitations. First, it was conducted with only nurses in one
teaching hospital. Therefore, the generalizability of the findings is limited. Second,
longitudinal study is recommended to fully analyze the variable’s association as the present
study is conducted in a limited time frame. Third, the researchers only sought for the
association between the healthcare technology adoption and job satisfaction and not the
cause and effect of the two variables. Thus, the researchers highly suggest future
researchers to expand this limitation to identify the causation between the two variables.
Furthermore, this study was conducted in a setting where nurses were already using HIS.
Future studies should include various healthcare professionals and consider varying
knowledge with healthcare technology.

On the other hand, this present study will provide a fundamental basis for good work-
life balance culture that will prevent work burnouts and nurse turnovers, enriching the
wellbeing of nurses and ensuring that efficient and quality health care will be provided to the
institution’s clientele.

CONFLICTS OF INTEREST DISCLOSURE

The authors declare no conflict of interest.

ACKNOWLEDGEMENT
The authors would like to extend their sincere gratitude and deepest appreciation to
their affiliations and to the participants that led to the accomplishment of this research
work.

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