Burnout and Physical Activity as Predictors of Job Satisfaction Among Peruvian Nurses: The Job Demands-Resources Theory.

BACKGROUND: The Job Demands-Resources (JD-R) theory suggests that an imbalance between job demands and available resources can lead to burnout, negatively affecting job satisfaction. Physical activity is recognized for its positive effects on psychological well-being and could play a crucial role in mitigating burnout and improving job satisfaction, especially in high-demand professions such as nursing. OBJECTIVE: This study investigates the relationship between burnout, physical activity, and job satisfaction in Peruvian nurses, using the JD-R theory as a theoretical framework. METHODS: A cross-sectional and explanatory analysis was conducted on a sample of 420 Peruvian nurses, using a Structural Equation Modeling (SEM) design to analyze the relationships between burnout, physical activity, and job satisfaction. The instruments included the Ultra-Short Burnout Measure (IUB), the General Job Satisfaction Scale NTP 394, and the International Physical Activity Questionnaire (IPAQ). RESULTS: The findings showed a significant negative correlation between burnout and physical activity (ß = -.40, P < .001) and between burnout and job satisfaction (ß = -.46, P < .001). Physical activity exhibited a significant positive correlation with job satisfaction (ß = .22, P < .001). Moreover, mediation analysis confirmed that physical activity mediates the relationship between burnout and job satisfaction (ß = -.106, P < .001). CONCLUSIONS: The findings emphasize the importance of physical activity as a mediator in the relationship between burnout and job satisfaction among Peruvian nurses, highlighting the need to promote physical activity as a strategy to improve workplace well-being. It is suggested that enhancing access to and promotion of physical activity could mitigate the effects of burnout and improve job satisfaction, which is essential for the quality of care and the well-being of nursing staff. These findings underscore the need for organizational and public health strategies that promote a healthy work environment and balance between the demands and resources available.

Síndrome de burnout en pandemia y satisfacción laboral en médicos serumistas de Ayacucho / Pandemic burnout and job satisfaction among doctors from Ayacucho engaged in the SERUMS program

RESUMEN Objetivo: Evaluar la asociación entre el síndrome de burnout (SB) y la satisfacción laboral (SL) en los médicos serumistas de Ayacucho en el contexto de la pandemia por la COVID-19. Materiales y métodos: Estudio observacional, transversal, que usó un modelo crudo y ajustado para evaluar la asociación entre el SB, valorado por medio del cuestionario Maslach Burnout Inventory (MBI), y la SL, por medio del cuestionario de satisfacción S20/23. Las asociaciones se presentaron como razón de prevalencia (RP) con sus respectivos intervalos de confianza al 95 % (IC al 95 %). Resultados: De los 70 médicos serumistas, se encontró que el 77,14 % tenía entre 18-33 años, el 52,86 % eran hombres, el 51,43 % tenía menos de un año de experiencia laboral y el 88,57 % laboró en un centro de salud del Ministerio de Salud (Minsa). La prevalencia del SB fue de 45,71 %. La prevalencia del SB con insatisfacción fue del 30 %; con satisfacción, 32,86 %, y los indiferentes, 37,14 %. En el análisis crudo encontramos significancia estadística entre el SB y la SL (RP = 13,5; IC del 95 %:3,08-59,24), y en el análisis ajustado por sexo, estado civil y tiempo de experiencia laboral, la asociación entre el SB y la SL permaneció estadísticamente significativa (RP = 14,15; IC del 95 %: 3,02-66,32). Conclusiones: El SB se asocia a la SL de manera negativa, encontrando uno de cada dos médicos con SB. Además, se sugiere que existe mayor probabilidad de insatisfacción laboral en el personal con SB. Ello da a entender que podría usarse como indicador en diferentes áreas de la gestión y ser un punto a evaluar en la toma de decisiones en las directivas de salud. La solución de estos problemas contribuiría a mejorar las condiciones laborales actuales y, por ende, el sistema de salud.

ABSTRACT Objective: To determine the association between psychosocial work factors and symptoms of anxiety or depression among healthcare personnel in the Intensive Care Unit (ICU) at Hospital Regional Eleazar Guzmán Barrón in Nuevo Chimbote. Materials and methods: An observational, cross-sectional study was conducted, using both crude and adjusted models, to determine the association between burnout syndrome (BS), evaluated through the Maslach Burnout Inventory (MBI), and job satisfaction (JS), assessed via the Job Satisfaction Questionnaire S20/23. The associations were expressed as prevalence ratios (PR) with their respective 95 % confidence intervals (95 % CI). Results: Out of the 70 doctors engaged in the SERUMS program, 77.14 % were aged between 18 and 33 years, 52.86 % were males, 51.43 % had less than one year work experience and 88.57 % worked at a health center of the Ministry of Health. The prevalence of BS was 45.71 %. The prevalence of JS was as follows: dissatisfaction 30 %, satisfaction 32.86 % and indifference 37.14 %. In the crude analysis, a statistically significant association between BS and JS was found (PR = 13.5; 95 % CI: 3.08 59.24) and in the analysis adjusted for sex, marital status and length of work experience, the association between BS and JS remained statistically significant (PR = 14.15; 95 % CI: 3.02 66.32). Conclusions: BS is negatively associated with JS, with one in two doctors experiencing BS. Moreover, there appears to be a higher likelihood of job dissatisfaction among personnel with BS. This suggests that BS could serve as an indicator in different management areas and be considered in health management decision-making. Solving these issues could contribute to improving current working conditions and, therefore, the healthcare system.

Navigating job satisfaction in family firms during crisis.

Occupational health is one of the aspects significantly affected during crisis periods. It is essential to learn about the factors that improve organizational capacity in coping with such shocks. This study investigates how the working environment of a family business influences job satisfaction during crises. Conducting a survey with 516 employees at the peak of the pandemic, the research utilizes structural equation analysis, revealing that family business environments can mitigate burnout, enhance affective commitment, and consequently, boost job satisfaction. The study highlights the need to manage burnout and utilize resources, such as employee commitment, for family firms to sustain job satisfaction amidst disruptions. It deepens the comprehension of family businesses' crisis response, emphasizing the significance of human resource commitment and management. The investigation illuminates the dynamic interplay between the work environment, employee well-being, and organizational resilience, providing valuable insights for both theoretical understanding and practical application.

Mental Health Professionals' Perception of Respect for Human Rights and Organizational Well-Being in Three Countries of South America.

The respect for human rights in mental health care services significantly contributes to organizational well-being and is evolving into an actual benchmark of quality standards. This study assesses the perception of the respect for human rights for users and staff, as well as organizational and job satisfaction among mental health professionals in three South American countries, through the well-being at work and respect for human rights (WWRR) questionnaire and assesses whether there are significant differences. Seven mental health facilities in Argentina, Colombia, and Peru were involved in this observational study. The sample comprised 310 mental health professionals. The three countries exhibited differences in WWRR, particularly in the staff's satisfaction with resources for care (η2 = 0.166) and staff's satisfaction with organizational aspects (η2 = 0.113). Colombia had the lowest scores in these factors but the highest in the perception of the respect for human rights for users and staff, although this difference did not reach a statistical significance. Despite the progress made in recent years towards coercion-free medical standards and an increased focus on mental health polices in Latin American countries, there is a need to enhance the quality standards of mental health services, recognizing the value that the respect for human rights holds for the organizational well-being of both mental health users and professionals.

Desempeño docente percibido por una población de estudiantes asociado al nivel de satisfacción autorreportada por los profesores de la Licenciatura de Cirujano Dentista de la Facultad de Estudios Superiores Zaragoza de la Universidad Nacional Autónoma de México / Teaching performance perceived by a population of students associated with the level of satisfaction self-reported by the professors of the Degree of Dental Surgeon of the Facultad de Estudios Superiores Zaragoza of the Universidad Nacional Autonoma de México / Desempenho docente percepcionado por uma população de estudantes associado ao nível de satisfação autoreportado pelos professores do curso de Cirurgião Dentista da Facultad de Estudios Superiores Zaragoza da Universidad Nacional Autónoma de México

RESUMEN Objetivo : Describir la asociación del desempeño docente percibido por una población de estudiantes y el nivel de satisfacción autorreportada por los profesores de la Licenciatura de Cirujano Dentista de la Facultad de Estudios Superiores Zaragoza de la Universidad Nacional Autónoma de México. Materiales y métodos: Estudio observacional, prolectivo, transversal, descriptivo, realizado en dos fases. En la primera se mostró la satisfacción laboral autorreportada por 123 académicos; en la segunda fase se encuestó a 120 estudiantes para que evaluaran a sus 6 docentes muy satisfechos, y a 140 para los 7 muy insatisfechos, para lo cual se les aplicó una encuesta adaptada del Departamento de Evaluación Docente de la facultad. Resultados : Al asociar el desempeño de los 6 docentes más satisfechos laboralmente con la percepción que de ellos tienen sus 120 estudiantes, los resultados muestran que el 2 % (n = 2) considera que los académicos tienen un mal desempeño vs. el 44 % (n = 53) que considera que tienen un desempeño excelente. En cuanto a los 7 docentes identificados como muy insatisfechos, desde la mirada de los estudiantes, el 10 % (n = 14) considera que el desempeño es malo; y para el 49 % (n = 68) es excelente. La satisfacción laboral autorreportada por los 13 académicos y el desempeño docente percibido por sus estudiantes no mostró diferencias estadísticamente significativas. Para los estudiantes, un docente tiene un excelente ejercicio de su actividad pese a su insatisfacción laboral, así como un mal desempeño aun cuando se autopercibe como muy satisfecho. Conclusiones : Los resultados de la investigación muestran que no hay una asociación entre el rendimiento docente y la satisfacción laboral según los estudiantes. La actitud de un profesor hacia los estudiantes no siempre coincide con su nivel de satisfacción laboral.

ABSTRACT Objective : To describe the association between the teaching performance perceived by a population of students and the level of satisfaction self-reported by the professors of the bachelor's degree program in Dental Surgery of the Facultad de Estudios Superiores Zaragoza of the Universidad Nacional Autónoma de México. Materials and methods : Observational, prolective, cross-sectional, descriptive study, conducted in two phases. The first phase showed the self-reported job satisfaction of 123 academics; in the second phase, 120 students were surveyed to evaluate their 6 very satisfied teachers and 140 for the 7 dissatisfied ones, for which a survey adapted from the Department of Teaching Evaluation of the faculty was applied. Results : When associating the performance of the 6 teachers most satisfied with their job with the perception that their 120 students have of them, the results show that 2 % (n = 2) consider that the academics have a poor performance vs. 44 % (n = 53) who consider that they have an excellent performance. As for the 7 teachers identified as very dissatisfied, from the students' point of view, 10 % (n = 14) consider the performance poor; and for 49 % (n = 68), it is excellent. The job satisfaction self-reported by the 13 academics and the teaching performance perceived by their students did not show statistically significant differences. For the students, a teacher has excellent performance despite job dissatisfaction and poor performance even when he or she perceives himself or herself as very satisfied. Conclusions : The research results show no association between teaching performance and job satisfaction according to students. A teacher's attitude towards students does not always coincide with his or her level of job satisfaction.

RESUMO Objetivo : Descrever a associação entre o desempenho docente percepcionado por uma população de estudantes e o nível de satisfação autoreportado pelos professores da Licenciatura em Cirurgia Dentária na Facultad de Estudios Superiores Zaragoza da Universidad Nacional Autónoma de México. Materiais e métodos : Estudo observacional, proletivo, transversal e descritivo realizado em duas fases. Na primeira fase, foi analisada a satisfação profissional autorreferida de 123 académicos; na segunda fase, 120 estudantes foram inquiridos para avaliar os seus 6 professores altamente satisfeitos e 140 para os 7 insatisfeitos, utilizando um inquérito adaptado do Departamento de Avaliação do Ensino da faculdade. Resultados : Ao associar o desempenho dos 6 professores mais satisfeitos com o seu trabalho à percepção que os seus 120 alunos têm deles, os resultados mostram que 2 % (n = 2) consideram que os académicos têm um mau desempenho contra 44 % (n = 53) que consideram que têm um excelente desempenho. Quanto aos 7 professores identificados como muito insatisfeitos, do ponto de vista dos estudantes, 10 % (n = 14) consideram que o seu desempenho é mau; e para 49 % (n = 68) é excelente. A satisfação profissional autorrelatada pelos 13 académicos e o desempenho docente percepcionado pelos seus estudantes não revelaram diferenças estatisticamente significativas. Para os estudantes, um professor tem um desempenho excelente apesar da sua insatisfação profissional e tem um desempenho fraco mesmo quando se considera muito satisfeito. Conclusões : Os resultados da investigação mostram que não existe uma associação entre o desempenho docente e a satisfação profissional, segundo os estudantes. A atitude de um professor em relação aos alunos nem sempre coincide com o seu nível de satisfação profissional.

Intra- and Inter-Individual Associations of Family-to-Work Conflict, Psychological Distress, and Job Satisfaction: Gender Differences in Dual-Earner Parents during the COVID-19 Pandemic.

The COVID-19 pandemic changed the work-family interface dynamics in some families. For couples who kept earning a double income during the pandemic, their family demands may entail a loss of psychological resources that affect the work domain. This study explored the intra-individual and inter-individual (crossover) direct and indirect effects of family-to-work conflict (FtoWC) on psychological distress and job satisfaction in a non-probabilistic sample of 860 different-sex dual-earner parents with adolescent children from Temuco and Rancagua, Chile. Mothers and fathers answered an online questionnaire measuring FtoWC, the Depression, Anxiety, and Stress Scale, and the Overall Job Satisfaction Scale. The data were analyzed using the actor-partner interdependence model with structural equation modeling. Results showed that a higher FtoWC is linked to greater psychological distress and lower job satisfaction in both parents. In contrast, psychological distress is directly linked to lower job satisfaction in fathers. In both fathers and mothers, they and their partners' FtoWC were indirectly linked to lower job satisfaction via the fathers' psychological distress. These findings indicate the need for gender-sensitive social and labor policies aimed at reducing the conflict between family and work to increase job satisfaction in both parents and reduce psychological distress, particularly in fathers.

Team climate and job satisfaction in a mobile emergency service: a multilevel study / Clima en equipo y satisfacción laboral en un servicio de atención móvil de urgencia: estudio multinivel / Clima em equipe e satisfação no trabalho em um serviço de atendimento móvel de urgência: estudo multinível

Objective: to investigate the relationship between team climate and job satisfaction among professionals working in mobile pre-hospital care. Method: this is a quantitative, correlational study carried out in a mobile pre-hospital care service in the São Paulo Metropolitan Region. The participants were 95 professionals, allocated to 40 teams, who answered three questionnaires: sociodemographic/labor data, Team Climate Scale and S20/23 Job Satisfaction Scale. Descriptive statistics and multilevel linear models were used for the analysis, including moderation effects. The Backward method was used to ascertain the order of significance. Results: in the models, the relationships between satisfaction with hierarchical relationships and the factor "support for new ideas" moderated for men and "task orientation" for women were significant. For satisfaction with the physical environment, "working hours" and "participation in the team" were significant and, for intrinsic satisfaction, the regime, working hours and the factors "team objectives", "participation in the team" and "support for new ideas" remained significant, as did the moderation effect between length of service, "participation in the team" and "support for new ideas". Conclusion: team climate is influenced by job satisfaction in a heterogeneous way and the moderating effect of this relationship is associated with gender and length of service.

Objetivo: examinar la relación entre el clima en equipo y la satisfacción laboral de los profesionales que trabajan en servicios de atención prehospitalaria móvil. Método: estudio cuantitativo y correlacional realizado en un servicio de atención prehospitalaria móvil en la Región Metropolitana de São Paulo. Participaron 95 profesionales, distribuidos en 40 equipos, que respondieron a tres cuestionarios: datos sociodemográficos/laborales, Escalas de Clima en Equipo y de Satisfacción Laboral S20/23. Para el análisis, se utilizaron estadísticas descriptivas y modelos lineales multiniveles, incluyendo efectos de moderación. Se empleó el método Backward para determinar el orden de significancia. Resultados: en los modelos, fueron significativas las relaciones entre la satisfacción con las relaciones jerárquicas y el factor "apoyo para nuevas ideas" moderado por el género masculino y "orientación hacia las tareas" en mujeres. Para la satisfacción con el ambiente físico, fueron significativos "jornada laboral" y "participación en el equipo", y para la satisfacción intrínseca, se mantuvieron significativos el régimen, la jornada y los factores "objetivos del equipo", "participación en el equipo" y "apoyo para ideas nuevas", y el efecto de moderación entre el tiempo de actuación, "participación en el equipo" y "apoyo para ideas nuevas". Conclusión: el clima en equipo es influenciado por la satisfacción laboral de manera heterogénea y el efecto moderador de esta relación se asocia con el género y el tiempo de actuación en el servicio.

Objetivo: examinar a relação entre clima em equipe e satisfação no trabalho de profissionais atuantes em atendimento pré-hospitalar móvel. Método: estudo quantitativo, correlacional, realizado em um serviço de atendimento pré-hospitalar móvel da Região Metropolitana de São Paulo. Participaram 95 profissionais, alocados em 40 equipes, os quais responderam a três questionários: dados sociodemográficos/laborais, Escalas de Clima na Equipe e de Satisfação no Trabalho S20/23. Para a análise, foram usados a estatística descritiva e os modelos lineares multiníveis, incluindo efeitos de moderação. Empregou-se o método Backward para averiguar a ordem de significância. Resultados: nos modelos, foram significantes as relações entre satisfação com relações hierárquicas e fator "apoio para novas ideias" moderado ao gênero homem e "orientação para as tarefas" às mulheres. Para satisfação com ambiente físico, foram significantes "jornada de trabalho" e "participação na equipe" e, para satisfação intrínseca, permaneceram significantes o regime, a jornada e os fatores "objetivos da equipe", "participação na equipe" e "apoio para ideias novas", e efeito de moderação entre tempo de atuação, "participação na equipe" e "apoio para ideias novas". Conclusão: clima em equipe é influenciado pela satisfação no trabalho de modo heterogêneo e o efeito moderador dessa relação associa-se ao gênero e ao tempo de atuação no serviço.

Escala de Satisfação no Trabalho: Comparação entre Três Modelos Estruturais / Escala de Satisfacción Laboral: Comparación entre Tres Modelos Estructurales / Scale of Job Satisfaction: Comparison among Three Structural Models

Resumo A estrutura original da Escala de Satisfação no Trabalho (EST) é constituída por cinco fatores de primeira ordem (Modelo 1), correspondendo ao nível específico do construto satisfação no trabalho (ST). Contudo, estudos sugeriram duas outras estruturas, com um ou dois fatores de segunda ordem, respectivamente, nível geral (Modelo 3) e nível intermediário (Modelo 2). Este estudo testou esses três modelos estruturais para a EST, a fim de verificar qual deles apresentaria melhor ajuste. Foram analisados os dados de 200 trabalhadores que responderam à versão reduzida da EST, por meio de análise fatorial confirmatória e teste da diferença do qui-quadrado. Nos resultados, encontrou-se bom ajuste para os três modelos. Entretanto, o melhor ajuste foi para o Modelo 2, seguido dos Modelos 1 e 3. Concluiu-se que a EST pode ser utilizada para mensuração dos três níveis do constructo ST.

Abstract The original structure of the Scale of Job Satisfaction (SJS) consists of five first-order factors (Model 1), corresponding to the specific level of the job satisfaction (JS) construct. However, studies suggested two other structures, each with one or two second-order factors, representing the overall level (Model 3) and the intermediate level (Model 2) respectively. This study aimed to test these three structural models for the SJS to determine which one provided the best fit. Data from 200 workers who completed the short version of the SJS were analyzed using confirmatory factor analysis and a chi-squared difference test. The results indicated a good fit for all three models. However, Model 2 showed the best fit, followed by Models 1 and 3. It was concluded that the SJS can be used to measure the three levels of the JS construct.

Resumen La estructura original de la Escala de Satisfacción Laboral (ESL) consta de cinco factores de primer orden (Modelo 1), los cuales corresponden al nivel específico del constructo satisfacción laboral (SL). Sin embargo, estudios han sugerido otras dos estructuras, con uno o dos factores de segundo orden, respectivamente correspondientes al nivel general (Modelo 3) y nivel intermedio (Modelo 2). Este estudio probó estos tres modelos estructurales para la ESL, con el fin de verificar cuál presentaría el mejor ajuste. Se analizaron los datos de 200 trabajadores que respondieron a la versión reducida de la ESL, mediante un análisis factorial confirmatorio y la prueba de diferencia de chi-cuadrado. En los resultados, se encontró un buen ajuste para los tres modelos. No obstante, se observó que el Modelo 2 mostró el mejor ajuste, seguido por los Modelos 1 y 3. Se concluyó que la ESL se puede utilizar para medir los tres niveles del constructo SL.

Motivación y satisfacción laboral de los residentes de Cirugía General

Introducción: La motivación y satisfacción laboral constituyen factores que garantizan el necesario compromiso social del profesional de la salud. La investigación tuvo como objetivo caracterizar los factores que influyen en el grado de motivación y satisfacción laboral de los residentes de Cirugía General. Materiales y métodos: Se realizó un estudio descriptivo, observacional y exploratorio en el Servicio de Cirugía General del Hospital Universitario Clínico Quirúrgico Comandante Faustino Pérez Hernández, de Matanzas, en el año 2023. Se utilizaron métodos teóricos, empíricos (revisión de documentos, test de motivación y satisfacción laboral y la matriz DAFO) y estadístico-matemáticos. Las variables estudiadas fueron motivación y satisfacción laboral. Resultados: En la revisión documental se pudo conocer que no existen acciones que contribuyan a elevar el grado de motivación y satisfacción laboral. El grado de satisfacción laboral general de los residentes se encontró en un nivel medio, y la motivación general fue alta. En la entrevista a profundidad los profesores se mostraron insatisfechos y señalaron falta de disciplina y compromiso con el proceso de enseñanza-aprendizaje de los residentes. A partir de la matriz DAFO se establecieron las debilidades, amenazas, fortalezas y oportunidades relacionadas con las variables estudiadas. Conclusiones: Los insuficientes recursos materiales y financieros, las inadecuadas condiciones de trabajo, las insuficiencias en la gestión del servicio y las deficiencias en el proceso docente-educativo y del trabajo en equipo, fueron las causas identificadas de insatisfacción y desmotivación laboral en los residentes de Cirugía General.

Introduction: Motivation and job satisfaction are factors that guarantee the necessary social commitment of the health professional. Objective: To characterize the factors influencing the degree of motivation and job satisfaction of General Surgery residents. Materials and methods: A descriptive, observational and exploratory study was carried out in the General Surgery Service of the Surgical Clinical University Hospital Comandante Faustino Pérez Hernández, of Matanzas, in 2023. Theoretical and empirical methods were used (document review, motivation and job satisfaction test and SWOT matrix) and statistical-mathematical tests. The variables studied were motivation and job satisfaction. Results: In the documentary review it was found that there are no actions that contribute to raising the degree of motivation and job satisfaction. The degree of general job satisfaction of the residents was found at a medium level and general motivation was high. In the in-depth interview, the professors were dissatisfied and indicated a lack of discipline and commitment to the teaching-learning process of the residents. From the SWOT matrix, the weaknesses, threats, strengths, and opportunities related to the variables studied were established. Conclusions: Insufficient material and financial resources, inadequate working conditions, deficiencies in the management of the service and deficiencies in the teaching-educational process and teamwork were the identified causes of dissatisfaction and work demotivation in the residents of General Surgery.

Dimensiones de la calidad de vida en el trabajo de la Enfermería ecuatoriana / Dimensions of Quality of Occupational Life within Ecuadorian Nursing

Introducción: La calidad de vida laboral ha sido poco estudiada y su problemática es de gran importancia, debido a su impacto en la salud y bienestar del personal. Objetivo: Evaluar la calidad de vida en el trabajo de las licenciadas en enfermería de las Instituciones de Salud de la República del Ecuador. Métodos: Se realizó un estudio cuantitativo, con diseño descriptivo de corte transversal, en la República del Ecuador, durante el año 2019. Muestra 146 licenciadas en enfermería. Para la obtención de datos, se aplicó CVT-GOHISALO, un cuestionario que fue validado en la población de estudio. Los datos fueron analizados y procesados en IBM-SPSS V26 con el uso de estadística descriptiva. Resultados: La percepción general de la calidad de vida en el trabajo fue baja en el 77,40 por ciento de los participantes. Las dimensiones con niveles de satisfacción baja fueron: soporte institucional (54,79 por ciento), seguridad en el trabajo (52,05 por ciento), integración al puesto de trabajo (67,81 por ciento), satisfacción por el trabajo (82,88 por ciento), bienestar logrado a través del trabajo (84,93 por ciento) y desarrollo personal (76,71 por ciento) y la dimensión que presentó niveles críticos de insatisfacción fue la administración del tiempo libre (89,04 por ciento). Conclusiones: La calidad de vida en el trabajo de las licenciadas en enfermería en Ecuador es insatisfactoria, lo que destaca la necesidad de tomar medidas para abordar los factores que contribuyen a la insatisfacción y mejorar el ambiente de trabajo, y garantizar así una atención de alta calidad con un entorno saludable y sostenible(AU)

Introduction: The quality of occupational life has been little studied and its problematic is of great importance, due to its impact on the health and well-being of the personnel. Objective: To evaluate nursing graduates' quality of occupational life at health institutions in the Republic of Ecuador. Methods: A quantitative study, with a descriptive and cross-sectional design, was carried out in the Republic of Ecuador during the year 2019. The sample consisted of 146 nursing graduates. For data collection, CVT-GOHISALO was applied, a questionnaire validated in the study population. The data were analyzed and processed in IBM-SPSS V26, using descriptive statistics. Results: The overall perception of quality of occupational life was low in 77.40 percent of the participants. The dimensions with low levels of satisfaction were institutional support (54.79 percent), occupational safety (52.05 percent), job integration (67.81 percent), job satisfaction (82.88 percent), well-being achieved through work (84.93) and personal development (76.71 percent). In addition, the dimension that presented critical levels of dissatisfaction was free time management (89.04 percent). Conclusions: The nursing graduates' quality of occupational life in Ecuador is unsatisfactory, highlighting the need to take action to address the factors contributing to dissatisfaction and improve the occupational environment, thus ensuring high quality care with a healthy and sustainable environment(AU)

Un modelo explicativo de la satisfacción laboral en enfermeras / An Explanatory Model of Job Satisfaction in Nurses

Introducción: La satisfacción laboral constituye una actitud resultante de la evaluación cognitiva y afectiva de las experiencias laborales. Sus consecuencias positivas en el comportamiento organizacional de las enfermeras se encuentran bien documentadas en la literatura. No obstante, sus determinantes disposicionales son aún motivo de investigación. Objetivo: Examinar un modelo explicativo de satisfacción laboral basado en el interjuego entre resiliencia, trabajo significativo, edad y antigüedad laboral. Métodos: Investigación cuantitativa correlacional explicativa en una población de enfermeras de un hospital nivel 3 en Santa Fe, Argentina, durante el segundo semestre de 2022. Se conformó por muestreo aleatorio simple una muestra de 133 enfermeras. Resiliencia, trabajo significativo y satisfacción laboral se midieron cada una con una escala tipo Likert, y las características sociodemográficas mediante cuestionario estructurado. La recolección de los datos se realizó mediante formulario electrónico. Se obtuvieron evidencias de estructura interna, validez y confiabilidad de los instrumentos. Se calcularon estadísticos descriptivos y coeficientes de correlación. La mediación moderada se estimó mediante bootstrapping, con el software IBM-SPSS y la macro PROCESS. Resultados: Se encontraron correlaciones positivas entre las variables (p< 0,001) y efectos indirectos de la resiliencia sobre la satisfacción laboral (ß = 0,46; IC 95 por ciento = 0,289; 0,750). Se comprobó el rol moderador de la edad y la antigüedad laboral (Edad:ß = 0,54; IC 95 por ciento = 0,295; 0,649; Antigüedad: ß = 0,68; IC 95 por ciento = 0,346; 0,759). Conclusiones: El trabajo significativo media el efecto de la resiliencia sobre la satisfacción laboral, y este efecto se incrementa con la edad y la antigüedad laboral de las enfermeras(AU)

Introduction: Job satisfaction is an attitude resulting from the cognitive and affective assessment of occupational experiences. Its positive consequences on nurses' organizational behavior are well documented in the literature. However, its dispositional determinants are still under investigation. Objective: To examine an explanatory model of job satisfaction based on the interplay between resilience, meaningful work, age and occupational seniority. Methods: A quantitative, correlational and explanatory research was carried out in a population of nurses from a level-3 hospital in Santa Fe, Argentina, during the second semester of 2022. A sample of 133 nurses was formed by simple random sampling. Resilience, meaningful work and job satisfaction were each measured using a Likert-type scale; while sociodemographic characteristics were measured using a structured questionnaire. Data collection was performed using an electronic form. Evidence of the internal structure, validity and reliability of the instruments was obtained. Descriptive statistics and correlation coefficients were calculated. Moderated mediation was estimated by bootstrapping, using the IBM-SPSS software and the PROCESS macro. Results: Positive correlations were found between variables (p < 0.001), as well as indirect effects of resilience on job satisfaction (ß = 0.46; 95 percent CI = 0.289, 0.750). The moderating role of age and occupational seniority was tested (age: ß = 0.54; 95 percent CI = 0.295, 0.649; seniority: ß = 0.68; 95 percent CI = 0.346, 0.759). Conclusions: Meaningful work mediates the effect of resilience on job satisfaction, and such effect increases with nurses' age and occupational seniority(AU)

Estrés y satisfacción laboral de enfermeras en servicios críticos durante la pandemia de COVID-19 / Occupational Stress and Job Satisfaction among Nurses in Critical Services during the COVID-19 Pandemic

Introducción: La pandemia de COVID-19 ha tenido un impacto negativo en la salud mental de las enfermeras, de ahí la existencia del estrés que ha implicado en la satisfacción laboral, lo que ha desafiado y puesto a prueba la capacidad emocional del profesional. Objetivo: Describir los niveles de estrés de las enfermeras y su relación con la satisfacción laboral en servicios críticos durante la pandemia de COVID-19. Métodos: Se realizó un estudio descriptivo, correlacional y transversal en 30 enfermeras que laboraban en la Unidad de Cuidados Intensivos de adultos y neonatos en un hospital público de Jaén (Cajamarca, Perú), entre noviembre y diciembre de 2022. Se utilizaron dos instrumentos tipo Likert, la Escala de Estrés de Enfermería, confiabilidad (0,919), y Satisfacción del Personal de Salud, confiabilidad (0,97). Se empleó la estadística descriptiva para procesar y analizar los datos con el software IBM SPSS versión 27, y la prueba ji al cuadrado de Pearson para establecer la relación entre las variables. Resultados: La prueba ji al cuadrado de Pearson evidenció correlación significativa entre las variables (p= 0,020), dado que p es menor a 0,05. El nivel de estrés que prevaleció fue alto (53,30 por ciento), seguido de medio (23,30 por ciento) y bajo (23,30 por ciento). El nivel de satisfacción laboral que predominó fue bajo (53,30 por ciento), seguido de medio (26,70 por ciento) y alto (20 por ciento). Conclusión: Se encontró relación significativa entre el estrés y la satisfacción laboral. Según los resultados, una de las formas más efectivas de aumentar la satisfacción en el entorno sanitario es disminuir los niveles de estrés(AU)

Introduction: The COVID-19 pandemic has had a negative impact on the mental health of nurses; hence the existence of the stress that has had implications in job satisfaction, challenging and testing the emotional capacity of the professional. Objective: To describe the stress levels among nurses and their relationship with job satisfaction in critical services during the COVID-19 pandemic. Methods: A descriptive, correlational and cross-sectional study was carried out with 30 nurses who worked in the intensive care unit for adults and neonates in a public hospital in Jaén (Cajamarca, Peru), between November and December 2022. Two Likert-type instruments were used: The Nursing Stress Scale, (reliability of 0.919) and the Health Personnel Satisfaction Scale (reliability of 0.97). Descriptive statistics were used to process and analyze the data, using the software IBM SPSS version 27; and Pearson's chi-square test was used to establish the relationship between the variables. Results: Pearson's chi-square test showed a significant correlation between the variables (p = 0.020), given that p is lower than 0.05. The level of stress that prevailed was high (53.30 percent), followed by medium (23.30 percent) and low (23.30 percent). The predominant level of job satisfaction was low (53.30 percent), followed by medium (26.70 percent) and high (20 percent). Conclusion: A significant relationship was found between stress and job satisfaction. According to the results, one of the most effective ways to increase satisfaction in the healthcare environment is reducing stress levels(AU)

Egressos de um programa de residência multiprofissional em cardiopneumologia e inserção no mercado de trabalho / Egresses from a multiprofessional residency program in cardiopneumology and insertion in the labor market / Egresos de un programa de residencia multiprofesional en cardiopneumología e inserción en el mercado de trabajo

A Residência Multiprofissional é uma importante estratégia de Educação Permanente (EPS) no Sistema Único de Saúde (SUS), sendo a primeira oportunidade para muitos recém-graduados de exercer sua profissão e adquirir experiência. O objetivo do presente estudo foi conhecer o perfil de profissionais egressos de um programa de Residência Multiprofissional em Cardiopneumologia no Ceará e sua inserção no mercado de trabalho. No estudo, transversal e quantitativo, coletaram-se dados socioeconômicos, sociodemográficos e sobre histórico no mercado de trabalho, entre junho e outubro de 2022, via formulário eletrônico enviado aos egressos. A grande maioria estava empregada, atuando no SUS como terceirizados, vinculados como celetistas ou cooperados, em áreas de atuação diversas, destacando o potencial de contribuição na saúde, na educação e na gestão pública. Estudos com profissionais egressos de outros programas hospitalares são necessários para melhor elucidar as potencialidades, contribuições e lacunas do processo formativo à inserção dos profissionais no mercado de trabalho.

Multiprofessional Residency is an important strategy for Continuing Education (PDE) in the Unified Health System (SUS), being the first opportunity for many recent graduates to exercise their profession and acquire experience. The aim of this study was to know the profile of professionals graduating from a Multiprofessional Residency in Cardiopneumology program in Ceará and their insertion in the labor market. In this cross-sectional and quantitative study, socioeconomic, sociodemographic and labor market history data were collected between June and October 2022, via an electronic form sent to the graduates. The vast majority were employed, working in the SUS as outsourced, contracted, or cooperative workers, in diverse areas, highlighting the potential to contribute to health, education, and public management. Studies with professionals graduating from other hospital programs are necessary to better elucidate the potentialities, contributions, and gaps of the formative process to the insertion of the professionals in the labor market.

La Residencia Multiprofesional es una importante estrategia de Educación Continuada (PDE) en el Sistema Único de Salud (SUS), siendo la primera oportunidad para muchos recién graduados de ejercer su profesión y adquirir experiencia. El objetivo de este estudio fue conocer el perfil de los profesionales egresados de un programa de Residencia Multiprofesional en Cardoneumología en Ceará y su inserción en el mercado de trabajo. En este estudio transversal y cuantitativo, se recogieron datos socioeconómicos, sociodemográficos y de historia laboral entre junio y octubre de 2022, a través de un formulario electrónico enviado a los graduados. La gran mayoría estaba empleada, trabajando en el SUS como tercerizados, contratados o cooperativistas, en diversas áreas, destacando el potencial de contribución a la salud, educación y gestión pública. Estudios con profesionales egresados de otros programas hospitalarios son necesarios para dilucidar mejor las potencialidades, contribuciones y lagunas del proceso formativo para la inserción de los profesionales en el mercado de trabajo.

Satisfacción profesional en enfermería durante la pandemia de COVID-19 / Professional satisfaction in nursing during the COVID-19 pandemic / Satisfação profissional na enfermagem durante a pandemia de COVID-19

Objetivo: evaluar la satisfacción laboral de profesionales de enfermería actuantes en atención y gestión durante la pandemia de COVID-19. Método: estudio epidemiológico de corte transversal. Participaron 334 profesionales de enfermería de un hospital de enseñanza. Fueron calculadas las frecuencias absolutas y relativas de las variables cualitativas y los promedios de las variables numéricas. Se compararon los promedios de resultados de los dominios de la escala de satisfacción profesional ( Job Satisfaction Survey) con variables sociodemográficaslaborales. Fueron aplicadas las pruebas t de Student, Mann-Whitney, Anova con posprueba de Tukey, Kruskal-Wallis o Dunn para verificar la significancia estadística de los resultados con nivel crítico de 0,05. Resultados: noventa profesionales se mostraron satisfechos con su trabajo, tres profesionales se mostraron insatisfechos y doscientos cuarenta y un profesionales mostraron ambivalencia. Conclusión: Se evidenció ambivalencia en los trabajadores de enfermería en relación a su satisfacción laboral durante el período de la pandemia de COVID-19. Los hallazgos señalan un camino para que los gestores y formuladores de políticas de salud encaucen inversiones en planes de carrera y ambientes laborales que mejoren las condiciones de los trabajadores de enfermería.

Objective: to assess the job satisfaction of nursing professionals who worked in care and management during the COVID-19 pandemic. Method: cross-sectional epidemiological study, with the participation of 334 nursing professionals of a teaching hospital. Absolute and relative frequencies of qualitative variables and means of numerical variables were calculated. The mean scores of the domains of the Job Satisfaction Survey were compared with sociodemographic-labor variables. Student's t-test, Mann-Whitney test, and ANOVA test were applied and followed by Tukey, Kruskal-Wallis, or Dunn's post-test to verify the statistical significance of the results with a critical level of 0.05. Results: 90 professionals were satisfied with their work, three professionals were dissatisfied and 241 professionals were ambivalent. Conclusion: ambivalence was evidenced among nursing workers regarding their job satisfaction during the period of the COVID-19 pandemic. The findings indicate a path for managers and health policymakers to invest in career plans and work environments that improve the working conditions of nursing workers.

Objetivo: avaliar a satisfação com o trabalho de profissionais de enfermagem que atuaram na assistência e na gestão, durante a pandemia de COVID-19. Método: estudo epidemiológico de corte transversal. Participaram 334 profissionais de enfermagem de um hospital de ensino. Foram calculadas as frequências absolutas e relativas das variáveis qualitativas e as médias das variáveis numéricas. Foram comparadas as médias dos resultados dos domínios da escala de satisfação profissional (Job Satisfaction Survey) com variáveis sociodemográficas-laborais. Foram aplicados os testes t de Student, Mann-Whitney, Anova seguidos de pós-teste de Tukey, Kruskal-Wallis ou Dunn, para verificar a significância estatística dos resultados com nível crítico de 0,05. Resultados: 90 profissionais demonstraram-se satisfeitos com o trabalho, três profissionais demonstraram-se insatisfeitos e 241 profissionais demonstraram-se ambivalentes. Conclusão: foi evidenciada uma ambivalência dos trabalhadores de enfermagem em relação à sua satisfação com o trabalho, durante o período da pandemia de COVID-19. Os achados indicam um caminho para que gerentes e formuladores de política em saúde façam investimentos em planos de carreira e ambiente de trabalho que melhorem as condições de trabalho dos trabalhadores de enfermagem.

Satisfação no trabalho de profesores de educação física no inicio da carreira docente / Satisfacción laboral del profesor de educación física al inicio de la carrera docente / Satiscaction in the work of the physical education teachers at the beginning of the teaching carrer

O início da carreira docente é compreendido como um período intenso e desafiador para o professor. Nesse sentido, a pesquisa tem como objetivo analisar a satisfação no trabalho dos professores de Educação Física no início da carreira docente. O estudo descritivo de abordagem qualitativa contou com a participação de 16 professores efetivos que estavam entre o 1º e 4º ano de docência nas escolas municipais e estaduais da cidade de Maringá (Paraná). Para coleta de dados foi empregada uma entrevista semiestruturada e as informações foram analisadas conforme a técnica da análise de conteúdo. Evidenciou-se que todos os grupos de professores se encontram insatisfeitos com as dimensões: venda da força de trabalho, condições de trabalho, progressão na carreira e relevância social no trabalho. A Integração Social no ambiente de trabalho foi a única dimensão a se destacar como satisfatória para todos os grupos investigados. Os professores com três e quatro anos de docência demonstraram maior satisfação no trabalho quando comparados aos demais. Os professores com um e dois anos de docência demonstraram maior insatisfação no trabalho, os quais apresentaram postura mais crítica.

El inicio de la carrera docente se entiende como un periodo intenso y desafiante para el docente. En este sentido, la investigación tiene como objetivo analizar la satisfacción laboral de los profesores de Educación Física al inicio de su carrera docente. El estudio descriptivo con enfoque cualitativo contó con la participación de 16 profesores efectivos que se desempeñaban entre los niveles de 1º y 4º año de enseñanza en escuelas municipales y estaduales de la ciudad de Maringá (Paraná). Para la recolección de datos se utilizó la entrevista semiestructurada y la información fue analizada según la técnica de análisis de contenido. Se evidenció que todos los grupos de docentes están insatisfechos con las dimensiones: venta de mano de obra, condiciones de trabajo, progresión profesional y relevancia social en el trabajo. La Integración Social en el ambiente de trabajo fue la única dimensión que se destacó como satisfactoria para todos los grupos investigados. Los docentes con tres y cuatro años de docencia demostraron mayor satisfacción laboral en comparación con los demás. Los docentes con uno y dos años de experiencia docente mostraron mayor insatisfacción en el trabajo, con una actitud más crítica.

The beginning of the teaching career is understood as an intense and challenging period for the teacher. In this sense, the research aims to analyze the job satisfaction of physical education teachers at the beginning of their teaching careers. This descriptive study with a qualitative approach involved 16 effective teachers between the 1st and 4th year of teaching in municipal and state schools in the city of Maringá (Paraná). For data collection, a semi-structured interview was used, and the information was analyzed according to the content analysis technique. It was evident that all groups of teachers are dissatisfied with the dimensions: workforce remuneration, working conditions, career progression, and social relevance at work. Social Integration in the work environment was the only dimension to stand out as satisfactory for all investigated groups. Teachers with three and four years of teaching demonstrated greater job satisfaction when compared to the others. Teachers with one and two years of teaching experience showed greater dissatisfaction at work, with a more critical attitude.

Burnout, estrategias afrontamiento y satisfacción laboral en enfermeros / Burnout, coping strategies and job satisfaction in nurses

Resumen Objetivo: Determinar la relación que existe entre burnout, estrategias de afrontamiento y satisfacción laboral en enfermeros del área asistencial COVID en Lima Este. Materiales y Método: Estudio de diseño cuantitativo, correlacional y descriptivo, se contó con la participación de 300 enfermeros peruanos que laboraron en los servicios COVID-19 de alto riesgo durante la emergencia sanitaria. Resultados: Se determinó con la prueba Rho de Spearman, para el Síndrome de Burnout (SB) y estrategias de afrontamiento un resultado de 0.223 (p<0.01), que es una relación positiva, directa y altamente significativa, mientras que, la relación entre el SB y la satisfacción laboral es de -0.627 (p<0.01), que es una relación negativa, inversa y altamente significativa, y finalmente la relación entre estrategias de afrontamiento y satisfacción laboral, el resultado fue de 0.368 (p<0.01), lo que indica una relación positiva, directa y altamente significativa. Conclusiones: Existe una relación lineal significativa (ANOVA F=120.353, p=0.000) entre la satisfacción laboral como variable criterio; y el SB y las estrategias de afrontamiento como variables predictoras.

Abstract Objective: To determine the relationship between burnout, coping strategies, and job satisfaction among nurses working in the COVID care area in East Lima. Materials and Methods: A quantitative, descriptive, and correlational study was conducted with the participation of 300 Peruvian nurses who worked in high-risk COVID-19 services during the health emergency. Results: Spearman's Rho test showed a result of 0.223 (p<0.01) for the burnout syndrome and coping strategies, indicating a positive, direct, and highly significant relationship. The relationship between the burnout syndrome and job satisfaction was -0.627 (p<0.01), indicating a negative, inverse, and highly significant relationship. Finally, the relationship between coping strategies and job satisfaction had a result of 0.368 (p<0.01), indicating a positive, direct, and highly significant relationship. Regarding the prediction of the variables, the coefficient of determination (adjusted R2) was analyzed, obtaining a result of 0.444, indicating that 44.4% of the variability in job satisfaction is explained by the variables of burnout syndrome and coping strategies. Conclusions: There is a significant (ANOVA F=120.353, p=0.000) linear relationship between job satisfaction as the criterion variable, and burnout syndrome and coping strategies as predictor variables.

Satisfação no trabalho e fatores associados na percepção dos enfermeiros: estudo transversal / Job satisfaction and associated factors in the perception of nurses: cross-sectional study / Satisfacción laboral y factores asociados en la percepción de los enfermeros: estudio transversal

Objetivo: analisar a associação entre satisfação no trabalho e o perfil sociodemográfico e laboral de enfermeiros de hospital universitário. Método: estudo transversal com 134 enfermeiros, de ambos os sexos e independente do tempo de atuação. Foram excluídos aqueles em licença de saúde e férias. Aplicado questionário sociodemográfico e laboral e a Escala de Satisfação no Trabalho. Realizado o Teste qui-quadrado entre as variáveis "satisfação" e "perfil pessoal e profissional" (IC 95%). Resultados: observou-se que 49,3% estavam satisfeitos no trabalho, 41,0% indiferentes e 9,7% insatisfeitos. Entre perfil e nível de satisfação, houve diferença significativa para "faixa etária", "desejo de mudança de emprego" e "horário de trabalho". Conclusão: a relação entre idade, horário de trabalho e mudança de emprego potencializavam a satisfação ou insatisfação no trabalho contribuem para adoção de medidas de manutenção da satisfação e reversão da indiferença, fato este preocupante no contexto da saúde do trabalhador de enfermagem(AU)

Objective: to analyze the association between job satisfaction and the sociodemographic and work profile of nurses at a university hospital. Method: cross-sectional study with 134 nurses of both sexes and regardless of length of experience. Those on sick leave and vacation were excluded. Sociodemographic and labor questionnaire and the Job Satisfaction Scale were applied. The chi-square test was performed between the variables "satisfaction" and "personal and professional profile" (95% CI). Results: it was observed that 49.3% were satisfied at work, 41.0% were indifferent and 9.7% were dissatisfied. Between profile and level of satisfaction, there was a significant difference for "age group", "desire to change jobs" and "working hours". Conclusion: relationship between age, working hours and job change increased job satisfaction or dissatisfaction contributed to the adoption of measures to maintain satisfaction and reverse indifference, a worrying fact in the context of nursing workers' health(AU)

Objetivo: analizar la asociación entre la satisfacción laboral y el perfil sociodemográfico y laboral de los enfermeros de un hospital universitario. Método: estudio transversal con 134 enfermeros de ambos sexos e independientemente del tiempo de experiencia. Se excluyeron los que estaban de baja por enfermedad y de vacaciones. Se aplicó un cuestionario sociodemográfico, laboral y la Escala de Satisfacción Laboral. Se realizó la prueba de chi cuadrado entre las variables "satisfacción" y "perfil personal y profesional" (IC 95%). Resultados: se observó que el 49,3% se mostró satisfecho en el trabajo, el 41,0% se mostró indiferente y el 9,7% se mostró insatisfecho. Entre perfil y nivel de satisfacción, hubo diferencia significativa para "grupo de edad", "deseo de cambiar de trabajo" y "horario de trabajo". Conclusión: la relación entre edad, jornada de trabajo y cambio de empleo potencializó la satisfacción o insatisfacción laboral contribuyó a la adopción de medidas para mantener la satisfacción y revertir la indiferencia, hecho preocupante en el contexto de la salud de los trabajadores de enfermería(AU)

Emotional intelligence as a predictor of job satisfaction: the mediating role of conflict management in nurses.

Background: Emotional Intelligence (EI) has emerged as a pivotal factor in work effectiveness and well-being within the healthcare domain. Specifically, its significance is heightened in the nursing sector, where emotional and social demands are high. Additionally, job satisfaction and conflict management are recognized as vital predictors of patient care service quality. However, there is a dearth of research addressing the mediating role of conflict management in the relationship between EI and job satisfaction within a nursing context. Objective: This study aims to assess the mediating role of conflict management in the relationship between emotional intelligence and job satisfaction among nurses. Methods: The STROBE checklist for cross-sectional studies was followed. A cross-sectional and explanatory design was employed. Data were collected using self-reported questionnaires to measure emotional intelligence, conflict management, and job satisfaction. Structural Equation Modeling (SEM) was conducted to test the proposed hypotheses. Results: A total of 208 nurses aged between 18 and 65 years participated (M = 41.18, SD = 8.942). The findings confirmed a positive relationship between emotional intelligence and conflict management (ß = 0.64, p < 0.001). Similarly, a positive relationship between conflict management and job satisfaction was observed (ß = 0.37, p < 0.001). Moreover, conflict management was validated as a mediator in the relationship between emotional intelligence and job satisfaction (ß = 0.77, p = 0.002). Conclusion: The study underscores the importance of emotional intelligence and conflict management as predictors of job satisfaction in nurses. The results suggest that interventions aimed at enhancing emotional intelligence might be an effective avenue for increasing job satisfaction, especially when conflict management strategies are integrated.

Job Satisfaction in Remote Work: The Role of Positive Spillover from Work to Family and Work-Life Balance.

The objective of this research is to propose and validate a theoretical model that explains job satisfaction in remote work influenced by family-supportive supervisory behaviors (FSSBs) and, in addition, to evaluate the mediating role of work-to-family positive spillover (WFPS) and work-life balance (WLB) in this influence. A non-experimental cross-sectional study was conducted using a self-administered survey to a sample of 396 teleworkers in Lima, Peru. The hypothesized model was analyzed using PLS-SEM based structural equation modeling. The results show that FSSB has a direct effect on both job satisfaction in remote work and WFPS and WLB. In addition, it shows that WFPS and WLB have positive effects on job satisfaction in remote work. Also, the results show that WFPS and WLB have a mediating role in the influence of FSSB on job satisfaction in remote work. In conclusion, this study highlights the importance of supervisor behavior, positive work-to-family spillover, and work-life balance in remote workers' job satisfaction. It is suggested that companies adopt policies and practices that encourage work-life balance as well as a favorable supervisory environment.

Determinants of Job Satisfaction among Nurses from Chilean Hospitals / Determinantes de satisfacción laboral entre enfermeras de hospitales chilenos / Determinantes da satisfação profissional entre enfermeiros de hospitais chilenos

To measure, at the national scope, the satisfaction of Chilean nurses working in hospitals, and establish personal and institutional determinants associated with satisfaction. Methods. Cross-sectional multicenter study, carried out in 40 public and private high-complexity hospitals in Chile. A self-administered survey was conducted with 1,632 clinical nurses from medical-surgical units. The variables of interest studied were: job satisfaction, personal determinants (sex, age, and postgraduate training), institutional organizational determinants (assignments and work environment, measured through the Practice Environment Scale of the Nursing Work Index), and institutional structural determinants. Data analysis applied hierarchical logistic regression models, with three blocks of determinants, following nested models design. Results. The study showed that 21% of the nurses is very satisfied with their job. Training opportunities and professional growth are Vol. 41 No 3, September ­ December 2023ISSNp: 0120-5307 • ISSNe: 2216-0280 Invest Educ Enferm. 2023; 41(3): e04Determinants of Job Satisfaction amongNurses from Chilean Hospitalsspecific work aspects with which there is a lower percentage of nurses satisfied (10% and 11.2%, respectively). Among the personal factors, male sex and age are associated positively with satisfaction (p<0.05). Among the institutional organizational factors, a good work environment was associated with greater satisfaction (p<0.001); the number of patients per nurse was associated marginally with satisfaction (p<0.05). The structural factors of hospitals were not associated with satisfaction. Conclusion. A low proportion of nurses working in the high-complexity hospitals studied are satisfied with their job. Planning of strategies must be prioritized, leading to improving the retention of nurses, reducing the number of patients per nurse, and promoting good work environments in hospitals

Realizar una medición de alcance nacional de la satisfacción de las enfermeras chilenas que trabajan en hospitales para establecer qué determinantes personales e institucionales están asociados a ella. Métodos. Estudio multicéntrico de corte transversal, realizado en 40 hospitales públicos y privados de alta complejidad en Chile. 1632 enfermeras clínicas de unidades médico-quirúrgicas diligenciaron una encuesta. Las variables de interés estudiadas fueron: satisfacción laboral, determinantes personales (sexo, edad y formación de postítulo), determinantes institucionales-organizacionales (dotaciones y ambiente laboral, medidos mediante el Practice Environment Scale of the Nursing Work Index) y determinantes institucionales estructurales. Para el análisis de los datos se aplicaron modelos de regresión logística jerárquica, con tres bloques de determinantes, con el diseño de modelos anidados. Resultados. El 21% de las enfermeras estaba muy satisfecha con su trabajo. Las oportunidades de formación y de crecimiento profesional son los aspectos específicos del trabajo con los que hay menor porcentaje de enfermeras satisfechas (10% y 11.2%, respectivamente). Entre los factores personales, el sexo masculino y la edad se asocian positivamente a la satisfacción (p<0.05). Entre los factores institucionales organizacionales, un ambiente laboral bueno se asoció a mayor satisfacción (p<0.001); el número de pacientes por enfermera se asoció marginalmente a la satisfacción (p<0.05). Los factores estructurales de los hospitales no se relacionaron a la satisfacción. Conclusión. Una baja proporción de enfermeras Invest Educ Enferm. 2023; 41(3): e04Marta Simonetti • Leyla Sáezque trabaja en los hospitales de alta complejidad estudiados están satisfechas con su trabajo. Debe priorizarse la planificación de estrategias conducentes a mejorar la retención de las enfermeras, reducir el número de pacientes por enfermera y fomentar los buenos ambientes de trabajo en los hospitales.

Realizar uma medição nacional da satisfação dos enfermeiros chilenos que trabalham em hospitais e estabelecer quais determinantes pessoais e institucionais estão associados à satisfação. Métodos. Estudo transversal multicêntrico, realizado em 40 hospitais públicos e privados de alta complexidade no Chile. 1632 enfermeiros clínicos de unidades médico-cirúrgicas responderam à pesquisa. As variáveis de interesse estudadas foram: satisfação no trabalho, determinantes pessoais (sexo, idade e formação de pós-graduação), determinantes institucionais organizacionais (pessoal e ambiente de trabalho, mensurados por meio da Escala de Ambiente de Prática do Índice de Trabalho em Enfermagem) e determinantes institucionais estruturais. Para análise dos dados foram aplicados modelos de regressão logística hierárquica, com três blocos de determinantes, seguindo desenho de modelos aninhados. Resultados. 21% dos enfermeiros estavam muito satisfeitos com o seu trabalho. As oportunidades de formação e crescimento profissional são os aspectos específicos da função com os quais existe menor percentagem de enfermeiros satisfeitos (10% e 11.2%, respectivamente). Entre os fatores pessoais, o sexo masculino e a idade estão positivamente associados à satisfação (p<0.05). Dentre os fatores institucionais organizacionais, um bom ambiente de trabalho esteve associado à maior satisfação (p<0.001); O número de pacientes por enfermeiro esteve marginalmente associado à satisfação (p<0.05). Os fatores estruturais hospitalares não estiveram relacionados à satisfação. Conclusão. Uma baixa proporção de enfermeiros que atuam nos hospitais de alta complexidade estudados estão satisfeitos com seu trabalho. Deve ser dada prioridade ao planeamento de estratégias para melhorar a retenção de enfermeiros, reduzir o número de pacientes por enfermeiro e promover bons ambientes de trabalho nos hospitais