Nurse Managers’ Utilization of Fayol’s Theory in Nursing

Main Article Content

Joel Rey Ugsang Acob


The main aim of this paper is to appreciate and evaluate human resource management practice of nurse managers utilizing Henri Fayol’s theory. The study being conducted to health facilities in Southern Leyte purposively employed sixteen respondents qualified based on the inclusion criteria such as having supervisory experience of atleast five years, either male or female and with permanent employment status. The study utilized descriptive-evaluative research design in order to collect information without manipulating or changing study subjects and its environment.  Demogrpahic data were tabulated using simple percentage. Weighted mean was also used to establish different management practice delivered and implemented by nurse managers. Based from the findings, most of the nurse managers are female (87%), aging 40-47 years old, with an average gross individual monthly income of 17,000 to 25,000 thousand pesos. All of them did not have units of graduate degrees, however underwent trainings parallel to nursing practice. Education and supervisory-related trainings were acquired through shadowing and peer-coaching. Nurse Managers identified that the fast turnover of staff nurses is the leading factor affecting human resource management due to low salary rate of staff nurses. On the other hand, planning and controlling were the least among the five managerial roles delivered by nurse managers. The study recommends enhancement of these management components to effectively deliver care among clientele. 




Download data is not yet available.

Article Details

How to Cite
Acob, J. R. U. (2018). Nurse Managers’ Utilization of Fayol’s Theory in Nursing. Journal of Health Science and Prevention, 2(2), 62–66.


American Nurses Association. Standards and Practice of Nursing. 2012.

Masters K. Role Development in Professional Nursing Practice. Jones & Bartlett Publishers; 2015. 474 p.

Sullivan EJ, Decker PJ. Effective Leadership and Management in Nursing. Pearson/Prentice Hall; 2005. 372 p.

Zwick T. Seniority Wages and Employee Participation. In: Advances in the Economic Analysis of Participatory and Labor-Managed Firms [Internet]. Emerald Group Publishing Limited; 2012. p. 343–60. (Advances in the Economic Analysis of Participatory & Labor-Managed Firms; vol. 13). Available from:

Wilson BL, Butler MJ, Butler RJ, Johnson WG. Nursing Gender Pay Differentials in the New Millennium: Gender Pay Differentials. J Nurs Scholarsh. 2018 Jan;50(1):102–8.

Rodolfo MCLS, Dacanay J. Challenges in Health Services Trade: Philippine Case [Internet]. PIDS Discussion Paper Series; 2005. Report No.: 2005–30. Available from:

Dehghani K, Nasiriani K, Salimi T. Requirements for nurse supervisor training: A qualitative content analysis. Iran J Nurs Midwifery Res. 2016 Feb;21(1):63.

Brown P, Fraser K, Wong CA, Muise M, Cummings G. Factors influencing intentions to stay and retention of nurse managers: a systematic review. J Nurs Manag. 2013 Apr 1;21(3):459–72.

Umil AM. The worsening ‘toxic’ work condition of Filipino nurses [Internet]. Bulatlat. 2015. Available from:

Clark L. Leading by example. Nurse Manag. 2008;15(6):12–5.