1. Asia Pacific Medical Center (APMC) – Aklan, Philippines.

* Correspondence: maviccute218@gmail.com

Keywords: workload, burnout, psychological well-being, healthcare workers

1. INTRODUCTION

The healthcare industry is universally acknowledged for its demanding nature, with healthcare professionals often facing intense workloads and high-stress environments. This is especially pertinent in Kalibo, Aklan, a region that, like many others, grapples with limited healthcare resources and increasing patient demands. Understanding the interplay between workload, burnout, and psychological well-being among healthcare professionals is crucial in this context. This study sought to explore these dynamics to shed light on the challenges faced by those at the frontline of healthcare delivery in Kalibo. The workload in healthcare settings typically includes long hours, high patient-to-staff ratios, and the constant pressure of providing high-quality care. These factors can contribute to physical and emotional exhaustion, commonly referred to as “burnout”. Burnout among healthcare professionals is characterized by three dimensions: emotional exhaustion, depersonalization, and a diminished sense of personal accomplishment [1]. These symptoms do not only affect the professionals’ quality of life but can also impact patient care and organizational efficiency. Previous research has demonstrated a clear link between high workload and burnout [2]. Yet, the specific conditions and outcomes in regions like Kalibo remain under- explored. Burnout among healthcare professionals has been extensively studied globally. For instance, a study [3] found that over 43% of physicians in the United States reported significant burnout symptoms. Similarly, in a study conducted in Saudi Arabia, high levels of burnout were observed among nurses, directly correlated with high workload and job stress [4]. These studies highlight the pervasive nature of burnout in the healthcare industry and underscore the importance of investigating its prevalence and impact in diverse geographical contexts, including Kalibo, Aklan. Psychological well-being, a state encompassing mental health and life satisfaction, is a critical component of overall health for healthcare professionals. The psychological well-being of these professionals directly influences their ability to cope with stress, maintain positive interpersonal relationships, and provide compassionate care [5]. Factors affecting psychological well-being include work-life balance, social support, job satisfaction, and coping mechanisms. Given the demanding nature of healthcare work, it is vital to understand how these factors play out in the specific socio-economic and cultural context of Kalibo, Aklan. In a study [6], it was found that social support and job satisfaction significantly influence the psychological well-being of nurses. Furthermore, work-life balance has been shown to play a critical role in mitigating stress and enhancing well-being among healthcare workers [7]. These findings suggest that addressing factors beyond mere workload is essential for improving the psychological health of healthcare professionals. By focusing on Kalibo, Aklan, this study aimed to provide localized insights that could inform targeted interventions to enhance the working conditions and well-being of healthcare professionals in similar settings. The healthcare system in Kalibo faces unique challenges, including resource constraints, which may exacerbate workload and burnout issues. The region’s healthcare professionals often deal with a high volume of patients and limited access to advanced medical technologies and support systems. These conditions can strain the mental and physical health of the health care professionals making it imperative to study these aspects comprehensively. For instance, a study conducted in rural healthcare settings in the Philippines found that limited resources and high patient loads were significant stressors for healthcare workers, contributing to higher levels of burnout and lower job satisfaction [8]. Moreover, the cultural factors and community expectations in Kalibo, Aklan can influence the experiences of healthcare professionals. For instance, the Filipino cultural “Bayanihan” or communal unity often places additional social and emotional demands on healthcare workers, who are expected to provide exceptional care despite limited resources [9]. Hence, understanding cultural dimensions are crucial for developing effective interventions tailored to the specific needs of healthcare professionals in a particular region. Generally, this study aimed to analyze the relationships between workload, burnout, and psychological well-being among healthcare professionals in Kalibo, Aklan. It sought to contribute to the broader understanding of occupational health in healthcare settings and propose practical solutions to enhance the well-being and efficiency of healthcare providers in a resource- constrained environment. This research was established from existing studies while providing new insights into the unique challenges faced by healthcare professionals in Kalibo, Aklan. Thereby, informing policy and practiced design to improve their working conditions and mental health outcomes.

2. MATERIALS & METHOD

The study employed quantitative-correlational research design. It is a methodological approach used to examine the relationships between two or more variables without manipulating them. In this design, numerical data is collected and analyzed statistically to determine the strength and direction of associations between variables. The key feature of a correlational study is that it identifies patterns and correlations rather than establishing causal relationships. Researchers use instruments like surveys or questionnaires to gather data, which is then subjected to statistical techniques such as Pearson’s correlation, regression analysis, or structural equation modeling to uncover the relationships between variables. This design fits this study on workload, burnout, and psychological well-being among healthcare professionals in Kalibo, Aklan, for several reasons. First, the design allowed for the measurement and analysis of these variables in a naturalistic setting without intervention, thus, preserving the authenticity of the respondents’ experiences. Second, standardized instruments were utilized such as the Maslach Burnout Inventory (MBI) and Ryff’s Psychological Wellbeing Scales, the design ensures that the data collected is both reliable and valid. The quantitative approach provided a robust framework for statistically analyzing the collected data, which can reveal significant correlations between workload, burnout, and psychological well-being. Moreover, the correlational design is particularly suitable for this study because it can handle multiple variables simultaneously, offering a comprehensive understanding of how workload impacts both burnout and psychological well-being. Given the complexity of factors involved in healthcare professionals’ experiences, a quantitative-correlational approach allows for a nuanced analysis of these interrelationships. This design enabled the identification of key stressors and protective factors, providing valuable insights that can inform targeted interventions and policies to improve the working conditions and mental health of healthcare professionals in Kalibo, Aklan. The study was conducted in Asia Pacific Medical Center in Kalibo, Aklan. This hospital provides a wide-ranging environment where a diverse range of healthcare professionals, such as doctors, nurses, allied health professionals, administrative staff, and support staff, work under varying conditions. By focusing on the said hospital, this study captured a holistic view of the workload, burnout, and psychological well-being across different roles and responsibilities within the healthcare sector. Meanwhile, Kalibo, Aklan, serves as a central hub for healthcare services in the region, catering to a diverse population with a wide array of healthcare needs. The participants of the study comprise of 100 employees. It included the healthcare professionals working in the Asia Pacific Medical Center, they cove a spectrum of roles such as doctors, nurses, allied health professionals, administrative staff, and support staff. This allowed the researcher to capture a comprehensive view of workload, burnout, and psychological well- being across various job functions within the Asia Pacific Medical Center. The purposive sampling method was employed in the study to ensure the selection of participants who can offer relevant insights into the research topic. Purposive sampling, also known as judgmental or selective sampling, involves the deliberate selection of individuals who possess characteristics or experiences deemed essential for the study’s objectives. Center. Instrumentation in this study involves the selection and utilization of standardized tools and instruments to measure workload, burnout, and psychological well-being among healthcare professionals in Kalibo, Aklan. Hence, the instrument chosen for this study is the Nasa Task Load Index Tool. It is widely used in previous research and has demonstrated robust psychometric properties, ensuring the quality and accuracy of the data collected. It is a tool for measuring and conducting a subjective mental workload which is used to assess workload to which several indicators can be measured, including the number of hours worked per week, patient-to-staff ratios, and the frequency of administrative tasks. Further, burnout was assessed using the Maslach Burnout Inventory (MBI), a widely recognized instrument for measuring burnout across three dimensions: emotional exhaustion, depersonalization, and reduced personal accomplishment. Psychological well-being was gauged using Ryff’s Psychological Wellbeing Scales, which assess various aspects of psychological functioning, including autonomy, environmental mastery, personal growth, positive relations with others, purpose in life, and self-acceptance. The data-gathering procedure for this study involved several structured steps to ensure the systematic collection of information on workload, burnout, and psychological well-being among healthcare professionals in Kalibo, Aklan. Participants were given 40 to minutes to 1 hour to complete the questionnaires at their convenience, either during designated work hours or in their own time. Upon completion of the questionnaires, the collected data were securely stored and organized for analysis. Data entry and cleaning procedures were implemented to ensure accuracy and reliability. Statistical analyses, such as descriptive statistics, correlation analyses, and regression modeling were conducted to examine the relationships between workload, burnout, and psychological well-being among healthcare professionals.

3. RESULTS & DISCUSSION

Table 01: Frequency and percentage distribution of respondents in terms of age

Indicators	Frequency	Percentage	Rank
30 & below	31	31.00%	2
31 – 40	49	49.00%	1
41 – 50	20	20.00%	3
51 & above	0	0.00%	4

Research on age demographics among healthcare workers underscores the varied impacts that different age groups may experience in terms of workload, burnout, and psychological well- being. For instance, studies have indicated that younger professionals may face higher levels of burnout as they adapt to the demands of their roles and navigate the early stages of their careers [10]. These individuals may also be more susceptible to stressors related to career advancement and professional development pressures. In contrast, older professionals who are potentially more experienced and adept at managing job responsibilities may contend with physical fatigue and the challenges associated with maintaining peak performance over extended periods [11]. Understanding these age-related dynamics is crucial for developing targeted interventions and support systems tailored to the diverse needs of healthcare professionals across different stages of their professional lives. Healthcare organizations can better promote the well-being and effectiveness of their workforce, ultimately enhancing the quality of care provided to patients by acknowledging and addressing these age-specific challenges.

Table 02: Frequency and percentage distribution of respondents in terms of gender

Indicators	Frequency	Percentage	Rank
Female	60	60.00%	1
Male	40	40.00%	2
Total	100	100%

 Research on gender dynamics in healthcare often explores how differences may influence the workload, burnout, and psychological well-being among professionals. Studies have suggested that women in healthcare settings may experience unique challenges such as balancing work and family responsibilities which can impact their overall job satisfaction and stress levels [12]. Conversely, men may encounter distinct stressors related to expectations of leadership and performance, and this potentially affects their psychological well-being [13].

Table 03: Frequency and percentage distribution of respondents in terms of workplace unit

Indicators	Frequency	Percentage	Rank
RN	71	71.00%	1
NA	13	13.00%	2
Rad. Tech	1	1.00%	4
Encoder/HKK	15	15.00%	3
Total	100	100%

 

Research on professional roles in healthcare often emphasizes the unique stressors and challenges faced by different occupational groups. For example, registered nurses may experience high levels of job-related stress and burnout due to factors such as long working hours, patient care demands, and emotional labor [14]. In contrast, personnel in specialized roles like radiologic technologists and heart station staff may confront distinct stressors related to technical proficiency, patient diagnostics, and equipment operation [15]. Understanding these role-specific dynamics is crucial for tailoring support interventions and training programs that address the specific needs of each professional group, thereby fostering a healthier and more resilient healthcare workforce in Kalibo, Aklan.

Table 04: Frequency and percentage distribution of respondents in terms of years of experience

Indicators	Frequency	Percentage	Rank
5 & below	28	28.00%	2
5 to 10	48	48.00%	1
11 to 15	22	22.00%	3
16 & above	2	2.00%	4
Total	100	100%

Research on the impact of years of experience on healthcare professionals often highlights the evolving nature of job-related stressors, burnout, and professional satisfaction over time. For instance, studies suggest that professionals in the early stages of their careers may experience higher levels of stress as they adjust to job demands and build confidence in their clinical skills [10].

Table 05: Frequency and percentage distribution of respondents in terms of designation

Indicators	Frequency	Percentage	Rank
Regular	96	96.00%	1
Probationary	4	4.00%	2
Total	100	100%

An author emphasized that stable employment is crucial in reducing burnout among healthcare professionals. They argue that a secure job provides predictability and a sense of control, which are essential in mitigating the chronic stressors associated with healthcare work. This stability allows employees to better manage their workload and fosters a supportive work environment, thereby lowering the risk of burnout. Their findings suggest that regular employees who have secured stable positions are less likely to experience the high levels of stress and burnout seen in those with less job security, such as probationary employees [11].

Table 06: Frequency and percentage distribution of respondents in terms of marital status

Indicators	Frequency	Percentage	Rank
Single	39	39.00%	2
Married	61	61.00%	1
Total	100	100%

 Table 07: Frequency and percentage distribution of respondents in terms of no. of hours duty per week

Indicators	Frequency	Percentage	Rank
30 & below	0	0.00%	2
20 – 35	15	15.00%	1
36 – 40	85	85.00%	3
40 & above	0	0.00%	4
Total	100	100%

An author [12] found that longer work hours are strongly associated with increased burnout among healthcare professionals. Those working standard full-time hours (36 to 40 hours per week) tend to experience higher levels of emotional exhaustion and depersonalization when compared to those working fewer hours. This indicates that even a standard full-time schedule can significantly impact their well-being.

Table 08: Frequency and percentage distribution of respondents in terms of patient to staff

Indicators	Frequency	Percentage	Rank
1:10	45	45.00%	2
1:15	55	55.00%	1
1:20	0	0.00%	3
1:25	0	0.00%	4
more than 25	0	0.00%	4
Total	100	100%

An author highlight that adequate nurse staffing ratios are crucial for minimizing burnout and maintaining psychological well-being. They found that higher patient- to-staff ratios contribute to increased workload and stress which can lead to burnout and compromised patient care.

Table 09: Assessment on the level of workload index of the respondents

Indicators	MS	SD	VI
1. Mental Demand	8.05	1.00	High
2. Physical Demand	8.68	0.98	High
3. Temporal Demand	7.49	1.11	High
4. Effort	8.26	0.69	High
5. Performance	8.52	0.76	High
6. Frustration Level	8.36	0.89	High
Average Weighted Mean	8.23	0.91	High

Legend: Mean Score (MS); Standard Deviation (SD); Verbal Interpretation (VI)

Never (0); A few times per year (1.00 – 1.49); Once a month (1.50 – 2.49); A few times per month (2,50 – 3.49); Once a week (3.50 – 4.49); A few times per week (4.50 – 5.49); Everyday (5.50 – 6.00). Research has consistently shown that high workload levels among healthcare professionals can contribute to increased stress, burnout, and decreased job satisfaction [13]. Understanding and addressing these workload factors are crucial for designing interventions and organizational strategies aimed at reducing stress levels, promoting well-being, and improving overall job satisfaction among healthcare professionals in Kalibo, Aklan. Healthcare organizations can enhance employee resilience, productivity, and ultimately, the quality of care provided to patients by implementing measures to manage workload effectively.

Table 10: Burnout Self-Assessment in terms of Section A – Burnout

Indicators	MS	SD	VI
1. I feel emotionally drained by my work.	3.05	0.96	A few times per month

Table 11: Burnout Self-Assessment in terms of Section B – Depersonalization

Indicators MS	SD	VI
1. I feel I look after certain patients/ clients           0.39	0.76	Never
1.  I feel tired when I get up in the morning           1.72	0.89	Once a month
2. I          have      the         impression          that        my patients/clients make me responsible for               1.22	1.30	A few times per year
some of their problems.
3.  I am at the end of my patience at the end 1.95	0.85	Once a month
4.  I really don’t care about what happens to        0.56	1.26	Never
6. I have become more sensitive to people            2.10	1.20	Once a month
7. I’m afraid that this job is making me    0.45	1.13	Never
Average Weighted Mean               1.32	1.04	A few times per year

Legend: Mean Score (MS); Standard Deviation (SD); Verbal Interpretation (VI). Never (0); A few times per year (1.00 – 1.49); Once a month (1.50 – 2.49); A few times per month (2,50 – 3.49); Once a week (3.50 – 4.49); A few times per week (4.50 – 5.49); Everyday (5.50 – 6.00). An author [14] emphasizes that healthcare professionals who maintain strong personal engagement and empathy are less likely to experience depersonalization. The low scores for feeling like they look after patients impersonally and concerns about becoming uncaring reflect a positive perception of personal involvement and empathy, indicating a strong connection with patients.

Table 12: Burnout Self-Assessment in terms of Section C – Personal Achievement

Indicators       MS	SD	VI
1. I accomplish many worthwhile things in            0.80	1.72	Never
2. I feel full of energy.     5.60	0.96	Everyday
3. I am easily able to understand what my             4.97	0.41	A few times per week
4. I look after my patient’s/ clients’ problem         5.79	0.50	Everyday
5. through my work, I feel that I have a  4.27	0.51	Once a week
6. I am easily able to create a relaxed        5.70	0.54	Everyday
7. I feel refreshed when I have been closed           1.90	1.62	Once a month
Average Weighted Mean      4.52	0.77	A few times per week

Legend: Mean Score (MS); Standard Deviation (SD); Verbal Interpretation (VI), Never (0); A few times per year (1.00 – 1.49); Once a month (1.50 – 2.49); A few times per month (2,50 – 3.49); Once a week (3.50 – 4.49); A few times per week (4.50 – 5.49); Everyday (5.50 – 6.00). An author [15] explains that feelings of personal accomplishment and having a positive impact are essential components of reducing burnout and enhancing job satisfaction. The lower scores for feeling accomplished and creating a relaxed atmosphere highlight area where respondents may need additional support to improve their sense of personal achievement and effectiveness.

Table 13: Summary of Burnout Self-Assessment

Indicators	MS	SD	VI
Burnout	2.30	0.94	Once a month
Depersonalization	1.32	1.04	A few times per year
Personal Achievement	4.52	0.77	A few times per week
Average Weighted Mean	2.71	0.92	A few times per month

Legend: Mean Score (MS); Standard Deviation (SD); Verbal Interpretation (VI), Never (0); A few times per year (1.00 – 1.49); Once a month (1.50 – 2.49); A few times per month (2,50 – 3.49); Once a week (3.50 – 4.49); A few times per week (4.50 – 5.49); Everyday (5.50 – 6.00)

Table 14: The Level of Burnout Assessment

An author [16] reviews the need for targeted interventions to improve workplace conditions and support systems for healthcare professionals. The high levels of burnout and Personal Achievement observed in your study underscore the necessity for strategies to enhance professional fulfillment and reduce emotional exhaustion.

Table 15: The Level of Psychological Well-being in terms of Autonomy

1. I am not afraid to voice my opinions, even when they 5.79	0.59	SA	1
2. My decisions are not usually influenced by what           1.60	6.55	D	6
3. I tend to worry about what other people think of me. 1.43	1.41	SD	7
4. I tend to influenced by people with strong opinions.    3.07	0.70	PD	5
5. I have confidence in my opinions, even if they are         3.68	0.68	PA	4
6. It’s difficult for me to voice my own opinions on           4.59	0.87	A	3
7. I judge myself by what I think is important, not by the                5.37	1.09	A	2
Average Weighted Mean      3.36	1.80	PD

Legend: Mean Score (MS); Standard Deviation (SD); Verbal Interpretation (VI), Strongly Disagree (1.00 – 1.49) SD; Disagree (1.50 – 2.49) D; Partially Disagree (2,50 – 3.49), PD; Partially Agree (3.50 – 4.49) PA; Agree (4.50 – 5.49) A; Strongly Agree (5.50 – 6.00) SA

Table 16: The Level of Psychological Well-being in Terms of Environment Mastery

1. In, general, I feel I am in charge of the situation in         3.11	0.99	PD	5
2. The demands of everyday life often get me down.        4.62	0.92	A	1
3. I do not fit very well with the people and the   2.10	0.96	D	7
4. I am quite good at managing the many responsibilities               2.22	1.18	D	6
5. I often feel overwhelmed by my responsibilities.           4.58	1.12	A	2
6. I have difficulty arranging my life in a way that is           3.37	0.97	PD	3
7. I have been able to build a home and a lifestyle for       3.17	1.09	PD	4
Average Weighted Mean      3.33	1.02	PD

Legend: Mean Score (MS); Standard Deviation (SD); Verbal Interpretation (VI), Strongly Disagree (1.00 – 1.49) SD; Disagree (1.50 – 2.49) D; Partially Disagree (2,50 – 3.49), PD; Partially Agree (3.50 – 4.49) PA; Agree (4.50 – 5.49) A; Strongly Agree (5.50 – 6.00) SA. An author [17] discusses how daily stressors and overwhelming responsibilities impact individuals’ emotional responses and coping mechanisms. The high mean scores for statements related to feeling overwhelmed and burdened by responsibilities in your study are supported by their findings, which highlight the significant emotional toll of managing demanding routines.

Table 17: The Level of Psychological Well-being in Terms of Personal Growth

Indicators MS SD VI rank 1. I am not interested in activities that will expand my     4.57 1.15 A 4 2. I think it is important to have new experiences that     4.04 0.90 PA 6 3. When I think about it, I haven’t really improved much               3.88 1.03 PA 7 4. I have the sense that I have developed a lot as a person           5.33 1.55 A 1 5. I do not enjoy being in new situations that require me               4.11 0.92 PA 5 6. For me, life has been a continuous process of learning,             4.67 1.07 A 2 7. I gave up trying to make big improvements or changes             4.60 1.13 A 3 Average Weighted Mean              4.43 1.10 PA

Legend: Mean Score (MS); Standard Deviation (SD); Verbal Interpretation (VI), Strongly Disagree (1.00 – 1.49) SD; Disagree (1.50 – 2.49) D; Partially Disagree (2,50 – 3.49). PD; Partially Agree (3.50 – 4.49) PA; Agree (4.50 – 5.49) A; Strongly Agree (5.50 – 6.00) SA. An author [18] explores how personal growth and continuous learning contribute to eudaimonic well-being, highlighting that a strong commitment to personal development and the sense of evolving as a person is crucial for psychological health. The high mean scores for statements reflecting personal development and resilience in your study are consistent with her findings on the benefits of ongoing self-improvement.

Table 18: The Level of Psychological Well-being in Terms of Positive Relations

1. Most people see me as loving and affectionate.             3.11	0.99	PD	7
2. Maintaining close relationships has been difficult and 4.06	0.81	PA	6
3. I often feel lonely because I have few close friends       4.37	1.46	PA	5
4. I enjoy personal and mutual conversations with family               4.99	0.73	A	1
5. People would describe me as a giving person, willing   4.62	1.00	A	3
6.            I have not experienced many warm and trusting 4.48	1.28	PA	4
7. I know that I can trust my friends, and they know they              4.76	0.91	A	2
Average Weighted Mean      4.27	1.05	PA

Legend: Mean Score (MS); Standard Deviation (SD); Verbal Interpretation (VI), Strongly Disagree (1.00 – 1.49) SD; Disagree (1.50 – 2.49) D; Partially Disagree (2,50 – 3.49), PD; Partially Agree (3.50 – 4.49) PA; Agree (4.50 – 5.49) A; Strongly Agree (5.50 – 6.00) SA. An author [19] explores the significant impact of positive social interactions and relational satisfaction on overall well-being. Their research highlights that meaningful conversations and supportive relationships are crucial for psychological health, aligning with the high mean scores observed in your study for statements about enjoying personal conversations and perceived generosity.

Table 19: The Level of Psychological Well-being in Terms of Purpose in Life

1. I live life one day at a time and don’t really think about               5.42	1.26	A	1
2. I have a sense of direction and purpose in life.                5.30	1.42	A	2
3. My daily activities often seem trivial and unimportant 4.78	0.97	A	4
4.I don’t have a good sense of what it is I’m trying to       4.29	1.27	PA	7
5. I enjoy making plans for the future and working to       4.32	0.92	PA	6
6. Some people wander aimlessly through life, but I am  4.34	1.17	PA	5
7. I sometimes feel as if I’ve done all there is to do in        5.00	0.64	A		3
Average Weighted Mean      4.74	1.17		A

Legend: Mean Score (MS); Standard Deviation (SD); Verbal Interpretation (VI), Strongly Disagree (1.00 – 1.49) SD; Disagree (1.50 – 2.49) D; Partially Disagree (2,50 – 3.49), PD; Partially Agree (3.50 – 4.49) PA; Agree (4.50 – 5.49) A; Strongly Agree (5.50 – 6.00) SA. An author [20] seminal work on the search for meaning underscores the importance of purpose in life for psychological health. His insights into how purpose can drive fulfillment and resilience support the high scores for sense of purpose in this study, suggesting that respondents’ sense of direction and accomplishment positively influences their overall psychological well- being.

Table 20: The Level of Psychological Well-being in Terms of Self-acceptance

Indicators            MS	SD	VI	rank
1. When I look at the story of my life, I am pleased with 5.60	0.64	SA	1
2. In general, I feel confident and positive about               5.56	0.70	SA	2
3. I feel like many people I know have gotten more out 4.82	0.39	A	4
4. I like most aspects of my personality. 4.70	0.85	A	5
5.  In many ways, I feel disappointed about my  4.38	0.49	PA	7
6. My attitude about myself is probably not as positive  4.69	0.46	A	6
7. When I compare myself to friends and acquaintances,              4.96	0.49	A	3
Average Weighted Mean             4.96	0.59	A

Table 20 presents the Level of psychological well-being in terms of self-acceptance. Respondents reported the highest levels of self-acceptance in statements such as “When I look at the story of my life, I am pleased with how things have turned out,” which received a mean score of 5.60 and a standard deviation of 0.64, indicating strong agreement (SA). This suggests that respondents are highly satisfied with the overall trajectory of their lives. Similarly, “In general, I feel confident and positive about myself” received a mean score of 5.56 with a standard deviation of 0.70, also indicating strong agreement (SA). These high scores indicate a robust sense of self- confidence and positive self-regard among respondents. Additionally, respondents expressed moderate to high levels of agreement (A) in statements such as “I like most aspects of my personality” (mean score of 4.70, SD 0.85), “When I compare myself to friends and acquaintances, it makes me feel good about who I am” (mean score of 4.96, SD 0.49), and “My attitude about myself is probably not as positive as most people feel about themselves” (mean score of 4.69, SD 0.46). These scores suggest a generally positive perception of their personality and self-comparison, with some acknowledgment of room for improvement in self-perception. Conversely, respondents reported lower levels of agreement (PA) in statements indicating some dissatisfaction or ambivalence about achievements and comparison with others. For instance, “In many ways, I feel disappointed about my achievements in life” received a mean score of 4.38 with a standard deviation of 0.49, indicating partial agreement (PA). This suggests that while respondents generally feel positive about themselves, there are areas where they may harbor feelings of disappointment or unmet expectations. An author [21] discusses the importance of accepting various parts of oneself to achieve overall self-acceptance and personal growth. The high scores in self-acceptance observed in the study support Schwartz’s theory that acknowledging and integrating different aspects of oneself contributes to a positive self-image.

Table 21: The Summary of Level of Psychological Well-being

Indicators	MS	SD	VI	rank
Autonomy	3.36	1.80	PD	5
Environmental Mastery	3.33	1.02	PD	6
Personal Growth	4.43	1.10	PA	3
Positive Relations	4.27	1.05	PA	4
Purpose in Life	4.74	1.17	A	2
Self-Acceptance	4.96	0.59	A	1
Average Weighted Mean	4.18	1.12	PA

Legend: Mean Score (MS); Standard Deviation (SD); Verbal Interpretation (VI), Strongly Disagree (1.00 – 1.49) SD; Disagree (1.50 – 2.49) D; Partially Disagree (2,50 – 3.49), PD; Partially Agree (3.50 – 4.49) PA; Agree (4.50 – 5.49) A; Strongly Agree (5.50 – 6.00) SA. Table 21 presents the summary of the level of psychological well-being. Respondents reported the highest levels of Self-Acceptance, with a mean score of 4.96 and a standard deviation of 0.59, indicating strong agreement with this aspect of psychological well-being. This suggests that respondents generally have a positive perception and acceptance of themselves. Following closely, Purpose in Life received a mean score of 4.74 with a standard deviation of 1.17, indicating a strong sense of purpose and direction among respondents. Positive Relations also scored high, with a mean score of 4.27 and a standard deviation of 1.05, suggesting positive interpersonal relationships and connections contribute significantly to respondents’ psychological well-being. On the other hand, respondents reported lower levels of Autonomy and Environmental Mastery, both receiving mean scores around 3.33 to 3.36. Autonomy scored 3.36 with a standard deviation of 1.80, indicating a partial disagreement or mixed feelings about the sense of independence and control in their lives. Similarly, Environmental Mastery scored 3.33 with a standard deviation of 1.02, indicating partial disagreement regarding their ability to manage and influence their surroundings effectively. These lower scores suggest areas where respondents may feel less empowered or in control, potentially impacting their overall psychological well- being. An author [22] reviews the impact of social relationships on mental health, highlighting that supportive and positive relationships significantly enhance psychological well- being. Their findings are consistent with the high scores for positive relations in your study, where respondents reported a strong sense of enjoyment in personal interactions and a high level of trust in their social circles.

4. CONCLUSIONS

The study sheds light on the multifaceted challenges and dynamics influencing healthcare professionals in Kalibo, Aklan. The demographic profile illustrates a diverse workforce encompassing various age groups and professional roles, with registered nurses prominently featured as the backbone of healthcare delivery in the region. These professionals face high levels of workload characterized by substantial mental, physical, and temporal demands, coupled with expectations for high performance and effort. Such conditions underscore the need for targeted interventions to manage workload effectively and mitigate the risk of burnout. The findings regarding burnout reveal moderate levels among respondents, particularly in emotional exhaustion and depersonalization. This is indicative of the strain and detachment healthcare professionals may experience in their roles. The significant positive correlation found between burnout and psychological well-being underscores the interconnectedness of these factors. As burnout levels rise, healthcare professionals’ psychological well-being tends to decline. This emphasizes the importance of organizational support and proactive strategies to enhance resilience and mitigate burnout risks. Moving forward, healthcare organizations in Kalibo, Aklan can benefit from implementing targeted interventions aimed at improving workload management, fostering a supportive workplace culture, and promoting psychological well-being. Initiatives such as wellness programs. leadership training, and regular assessments of workload and burnout can help cultivate a healthier and more sustainable workforce. By prioritizing the well-being of healthcare professionals, organizations not only support their staff but also enhance the quality of care delivered to patients, ultimately contributing to a more resilient and effective healthcare system in the region.

5. RECOMMENDATIONS

Healthcare organizations should develop and implement strategies to manage workload effectively. Enhance Supportive Work Environment. Healthcare organizations may foster a supportive work environment that promotes open communication, teamwork, and mutual respect among healthcare professionals.  Provide Wellness Programs. Healthcare organizations may offer comprehensive wellness programs that address physical, mental, and emotional well-being. Promote Professional Development. Healthcare organizations may invest in ongoing professional development opportunities tailored to the needs of different healthcare roles.

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