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1.
BMC Psychol ; 12(1): 489, 2024 Sep 25.
Article de Anglais | MEDLINE | ID: mdl-39317925

RÉSUMÉ

This qualitative study investigates job satisfaction and its impact on the performance of human talent in fitness club franchises in Mexico, based on six semi-structured in-depth interviews conducted in October 2023. The research highlights that internal communication is the primary factor influencing job satisfaction, followed by interpersonal relationships and organisational climate. These findings imply that enhancing internal communication and fostering healthy interpersonal relationships can significantly improve employee well-being and job performance. The study aims to understand job satisfaction from the human talent perspective, focusing on the factors that affect their satisfaction and performance. The insights gained can inform strategies to improve work life quality and industry efficiency in Mexico, serving as a benchmark for future research and a strategic tool for human resource management in similar organisations.


Sujet(s)
Satisfaction professionnelle , Recherche qualitative , Humains , Adulte , Mâle , Mexique , Femelle , Relations interpersonnelles , Communication , Culture organisationnelle , Adulte d'âge moyen , Aptitude
2.
Rev Bras Enferm ; 77Suppl 1(Suppl 1): e20230187, 2024.
Article de Anglais, Portugais | MEDLINE | ID: mdl-39230122

RÉSUMÉ

OBJECTIVES: to assess patient safety culture during the COVID-19 pandemic and identify the dimensions that need to be improved in hospital settings and which sector, open or closed, direct or indirect care, exhibits a higher level of safety culture. METHODS: a descriptive and cross-sectional study. The validated version for Brazil of the Hospital Survey on Patient Safety Culture instrument was applied to assess patient safety culture. Those dimensions with 75% positive responses were considered strengthened. RESULTS: all dimensions presented results lower than 75% of positive responses. Closed sectors showed a stronger safety culture compared to open ones. Indirect care sectors had a low general perception of patient safety when compared to direct care sectors. CONCLUSIONS: with the pandemic, points of weakness became even more evident, requiring attention and incisive interventions from the institution's leaders.


Sujet(s)
COVID-19 , Pandémies , Sécurité des patients , SARS-CoV-2 , Humains , Études transversales , COVID-19/épidémiologie , Brésil/épidémiologie , Sécurité des patients/normes , Sécurité des patients/statistiques et données numériques , Enquêtes et questionnaires , Gestion de la sécurité/méthodes , Gestion de la sécurité/normes , Hôpitaux , Culture organisationnelle
3.
Cien Saude Colet ; 29(8): e05042024, 2024 Aug.
Article de Portugais, Anglais | MEDLINE | ID: mdl-39140531

RÉSUMÉ

The organizational climate is related to the degree of motivation of its employees. This perception is essentially felt, it is neither seen nor touched, but it is real. This study aims to identify difficulties and potentialities related to the organizational climate of the nursing staff at a public hospital in the Federal District. Methodologically, a descriptive and exploratory study was carried out characterized by a qualitative approach. The thematic content analysis led to three interpretative dimensions: environment and working conditions; communication, interpersonal relationship and work flows; motivation to improve the work environment. The results indicate a deficit of human resources, scarcity of material resources, supplies, precarious physical structure, in addition to interpersonal relationship problems, such as the (de)valuation of professional nurses and nursing. The challenges posed to managers go beyond the technical and structural dimension, the technological complexity of equipment without maintenance, as it unfolds through the human dimension, feelings and unmet needs (of appreciation) of nursing, which needs to be cared for, valued, heard and seen in their care process.


O ambiente organizacional está relacionado com o grau de motivação de seus colaboradores. Essa percepção é essencialmente sentida, não se vê e nem se toca, mas tem uma existência real. Este estudo objetiva identificar as dificuldades e potencialidades relacionadas ao clima organizacional dos servidores de enfermagem de um hospital público do Distrito Federal. Metodologicamente foi realizado um estudo descritivo e exploratório caracterizado por uma abordagem qualitativa. A análise de conteúdo temática conduziu a três dimensões interpretativas: ambiente e condições de trabalho; comunicação, relacionamento interpessoal e fluxos de trabalho; e motivação para a melhoria do ambiente de trabalho. Os resultados apontam para um déficit de recursos humanos, escassez de recursos materiais, insumos, estrutura física precária, além de problemas de relacionamento interpessoal, como a (des)valorização do profissional enfermeiro e da enfermagem. Os desafios postos para os gestores estão para além da dimensão técnica e estrutural, da complexidade tecnológica dos equipamentos sem manutenção, desdobra-se pela dimensão humana, pelos sentimentos e pelas necessidades não atendidas (de valorização) da enfermagem, que precisa ser cuidada, valorizada, ouvida e vista no seu processo de cuidar.


Sujet(s)
Attitude du personnel soignant , Hôpitaux publics , Personnel infirmier hospitalier , Culture organisationnelle , Humains , Hôpitaux publics/organisation et administration , Personnel infirmier hospitalier/organisation et administration , Personnel infirmier hospitalier/psychologie , Motivation , Femelle , Mâle , Équipe infirmiers/organisation et administration , Adulte , Relations interpersonnelles , Communication , Lieu de travail/psychologie , Lieu de travail/organisation et administration , Perception , Adulte d'âge moyen
4.
Rev Col Bras Cir ; 51: e20243743, 2024.
Article de Anglais, Portugais | MEDLINE | ID: mdl-39045918

RÉSUMÉ

INTRODUCTION: The concept of safe care permeates health institutions around the world, however, it is necessary to understand the safety culture of an institution to improve the provision of safety to patients and professionals. METHODOLOGY: Cross-sectional study with a quantitative approach. The sample was made up of 119 health professionals who made up the multidisciplinary team at the surgical center from August to September 2021, where data collection took place. The Hospital Survey on Patient Safety Culture (HSOPSC) instrument was used to evaluate the twelve dimensions that make up patient safety culture. Data analysis was carried out using descriptive statistics, to evaluate the reliability of the responses to the HSOPSC instrument, the Cronbachs Alpha test was used. RESULTS: Of the twelve dimensions evaluated, there was no dimension considered strong for patient safety in the unit. The dimensions with potential for patient safety were "Expectations and actions of the supervisor/manager to promote patient safety"; "Teamwork within units" and "Organizational learning - continuous improvement", while all other dimensions were evaluated as weak for patient safety. 39.50% of participants consider patient safety in the unit to be regular, despite this, 89.91% of participants reported not having made any event notifications in the last 12 months. CONCLUSION: The study highlighted the need to strengthen all dimensions of the patient safety culture by the team at the hospital studied, as none of them were identified as strong.


Sujet(s)
Blocs opératoires , Équipe soignante , Sécurité des patients , Études transversales , Humains , Sécurité des patients/normes , Équipe soignante/organisation et administration , Brésil , Blocs opératoires/organisation et administration , Blocs opératoires/normes , Mâle , Service hospitalier d'urgences/organisation et administration , Service hospitalier d'urgences/normes , Femelle , Gestion de la sécurité/organisation et administration , Culture organisationnelle , Adulte , Attitude du personnel soignant , Adulte d'âge moyen , Enquêtes et questionnaires
5.
PLoS One ; 19(7): e0305281, 2024.
Article de Anglais | MEDLINE | ID: mdl-39028712

RÉSUMÉ

INTRODUCTION: To verify whether the COVID-19 pandemic has had an impact on the safety climate based on the perception of the multiprofessional team in the operating room and to analyze the domains of the safety climate during the pre-pandemic and pandemic period of COVID-19, demonstrating the intersections of quantitative and qualitative approaches. METHODS: Mixed-method research using a convergent approach strategy, carried out in the operating room of a university hospital, located in Rio de Janeiro, Brazil. The nature of the quantitative phase was cross-sectional, and the nature of the qualitative phase was descriptive. We used the Pillar Integration Process to integrate the data. This research considered the pre-pandemic period was defined as before March 2020 and for the pandemic period, the 2nd and 3rd global waves. Research was approved by the institution's board management and ethics committee. RESULTS: 145 health professionals participated in the quantitative approach, and 20 in the qualitative approach. The impact of the COVID-19 pandemic was highlighted in the domains 'Perceived stress' (p-value = 0.017); 'Working conditions' (p-value = 0.040). Six categories emerged from the qualitative analysis, namely: Stress and professional performance due to COVID-19; Patient safety protocols in the operating room; Responsibility for patient safety, lack of effective communication and performance feedback; Biosafety of the professional staff in the operating room; Security culture maturity; Fair culture, organizational learning, and reporting mistakes. As a result of the data integration, 6 pillars were identified: Perception of communication in the operating room; Evolution of safety culture; Overview of protocol management and implementation; Fair organizational culture; Perception of stress due to COVID-19; Perception of professional performance due to COVID-19. CONCLUSIONS: The impact that COVID-19 had on the safety climate in the operating room is evident. It underlines the need to implement strategies that support the solidification of attitudes aimed at patient safety, even in emergencies.


Sujet(s)
COVID-19 , Blocs opératoires , Pandémies , Humains , COVID-19/épidémiologie , COVID-19/prévention et contrôle , Brésil/épidémiologie , Études transversales , Mâle , Femelle , SARS-CoV-2/isolement et purification , Adulte , Gestion de la sécurité/organisation et administration , Personnel de santé/psychologie , Culture organisationnelle , Adulte d'âge moyen
6.
Rev Lat Am Enfermagem ; 32: e4206, 2024.
Article de Anglais, Espagnol, Portugais | MEDLINE | ID: mdl-39082500

RÉSUMÉ

OBJECTIVE: to analyze the safety attitudes of health and support areas professionals working in Surgical Center. METHOD: sequential explanatory mixed methods study. The quantitative stage covered 172 health and support professionals in eight Surgical Centers of a hospital complex. The Safety Attitudes Questionnaire/Surgical Center was applied. In the subsequent qualitative stage, 16 professionals participated in the Focus Group. Photographic methods were used from the perspective of ecological and restorative thinking, and data analysis occurred in an integrated manner, through connection. RESULTS: the general score, by group of Surgical Centers, based on the domains of the Safety Attitudes Questionnaire/Surgical Center, reveals a favorable perception of the safety climate, with emphasis on the domains Stress Perception, Communication in the Surgical Environment, Safety Climate and Perception of Professional Performance. The overall analysis of the domain Communication and Collaboration between Teams appears positive and is corroborated by data from the qualitative stage, which highlights the importance of interaction and communication between healthcare teams as fundamental for daily work. CONCLUSION: the perception of safety attitudes among health and support professionals was positive. The perception of the nursing team stands out as closer or more favorable to attitudes consistent with the safety culture.


Sujet(s)
Attitude du personnel soignant , Gestion de la sécurité , Humains , Gestion de la sécurité/normes , Femelle , Mâle , Sécurité des patients/normes , Adulte , Dispensaires de petite chirurgie/normes , Dispensaires de petite chirurgie/organisation et administration , Culture organisationnelle , Adulte d'âge moyen
7.
Rev Esc Enferm USP ; 58: e20230359, 2024.
Article de Anglais, Portugais | MEDLINE | ID: mdl-38985821

RÉSUMÉ

OBJECTIVE: To analyze the association between patient safety culture and professional quality of life in nursing professionals. METHOD: Correlational study carried out in a hospital in Salvador, Bahia, Brazil, with 180 participants. The data were collected through the Hospital Survey on Patient Safety Culture and Professional Quality of Life Scale and analyzed with correlation tests. RESULTS: The use of the Quality of Professional Life model, which encompasses Compassion Satisfaction, Burnout and Traumatic Stress, showed that a better assessment of the safety culture was negatively associated with Burnout. Regarding the dimensions of culture, better evaluations of the general perception of safety, teamwork and staffing were negatively associated with Burnout and Traumatic Stress. Higher Burnout was negatively associated with better handoffs and greater Traumatic Stress was positively associated with error communication. CONCLUSION: Higher levels of Burnout were associated with worse perception of safety culture and worse teamwork evaluations; staffing and general perception of safety were associated to a higher level of Burnout and Traumatic Stress, which emphasizes the importance of investment in these areas.


Sujet(s)
Épuisement professionnel , Sécurité des patients , Qualité de vie , Humains , Mâle , Femelle , Adulte , Épuisement professionnel/épidémiologie , Adulte d'âge moyen , Personnel infirmier hospitalier/psychologie , Études transversales , Gestion de la sécurité/organisation et administration , Culture organisationnelle , Jeune adulte , Corrélation de données , Brésil
8.
J Health Organ Manag ; ahead-of-print(ahead-of-print)2024 May 28.
Article de Anglais | MEDLINE | ID: mdl-38802303

RÉSUMÉ

PURPOSE: This research aims to investigate the role of transformational leadership and organizational culture - encompassing Clan, Adhocracy, Hierarchical and Market Cultures - in the context of work-life balance for healthcare workers. It aims to present a comparison of observations made pre and mid-pandemic. DESIGN/METHODOLOGY/APPROACH: A structured questionnaire was utilized to collect data from a varied sample of 355 employees (258 before and 97 during the pandemic) representing multiple sectors and positions within a hospital. The interpretation of the data was accomplished using Partial Least Squares Structural Equation Modeling (PLS-SEM). FINDINGS: Findings reveal that prior to the pandemic, transformational leadership significantly influenced all forms of organizational culture perceptions, with a strong influence on Clan Culture. Clan Culture displayed a consistent positive correlation with WLB both before and during the pandemic. During the pandemic, Market Culture exhibited a negative effect on WLB and Adhocracy Culture demonstrated a positive effect, impacts which were absent before the pandemic. Transformational leadership had a positive impact on WLB before the pandemic, but no discernible effect during the pandemic was observed. ORIGINALITY/VALUE: The results indicate that the dynamics between transformational leadership, organizational culture and work-life balance are susceptible to alterations in the face of external crisis events. This study offers a unique exploration of these dynamics in the healthcare sector during the ongoing global pandemic.


Sujet(s)
COVID-19 , Leadership , Culture organisationnelle , Équilibre entre travail et vie personnelle , Humains , COVID-19/épidémiologie , Enquêtes et questionnaires , Femelle , Mâle , Adulte , Pandémies , Personnel de santé/psychologie , SARS-CoV-2 , Adulte d'âge moyen
9.
J Interprof Care ; 38(4): 705-712, 2024.
Article de Anglais | MEDLINE | ID: mdl-38755950

RÉSUMÉ

Team climate and attributes of primary healthcare (PHC) are key elements for collaborative practice. Few researchers have explored the relationship between team climate and patients' perceptions of PHC. This study aimed to assess the association between team climate and patients' perceptions of primary healthcare attributes. A quantitative approach was adopted. In Stage 1, Team climate was assessed using Team Climate Inventory in 118 Family Health Strategy (FHS) teams at a PHC setting. In Stage 2, Patients' perceptions of PHC attributes were assessed using the Primary Care Assessment Tool (PCATool) in a sample of 844 patients enrolled in teams studied in Stage 1. Cluster analysis was used to identify team climate groups. The analysis used multilevel linear regression models. Patients assigned to teams with the highest team climate scores had the highest PHC attributes scores. Patients who reported affiliation at the team level had the highest PCATool scores overall. They also scored higher on the attributes of comprehensiveness and coordinated care compared to patients with affiliation to the health unit. In conclusion, patients under the care of FHS teams exhibiting a more favorable team climate had more positive patient perceptions of PHC attributes.


Sujet(s)
Équipe soignante , Soins de santé primaires , Humains , Soins de santé primaires/organisation et administration , Études transversales , Femelle , Mâle , Brésil , Équipe soignante/organisation et administration , Adulte , Adulte d'âge moyen , Perception , Culture organisationnelle , Comportement coopératif , Jeune adulte , Adolescent , Satisfaction des patients
10.
Enferm. foco (Brasília) ; 15: 1-5, maio. 2024.
Article de Portugais | LILACS, BDENF - Infirmière | ID: biblio-1570818

RÉSUMÉ

Objetivo: Avaliar a percepção da Cultura de Segurança dos profissionais de saúde de um hospital filantrópico. Métodos: Estudo quantitativo do tipo survey com amostra retrospectiva, a partir da análise de respostas ao questionário Pesquisa sobre Segurança do Paciente em Hospitais em um hospital filantrópico de alta complexidade cardiovascular. Para análise dos dados foi empregada a análise descritiva e a estatística inferencial através do teste de Kruskal-Wallis. Resultados: A amostra é composta por 288 profissionais, dos quais 70,49% são mulheres. A equipe de enfermagem mostrou maior expressividade totalizando 58,33% dos entrevistados. A avaliação da cultura de segurança de acordo com a unidade de atuação foi considerada como muito boa por 138 dos 288 participantes (47,92%). Conclusão: A cultura de segurança foi classificada como muito boa, entretanto, ainda é um ponto a se fortalecer na instituição. Os resultados podem servir para o planejamento das ações com intervenções expressivas, fortalecendo o clima de segurança e a adoção de boas práticas institucionais. (AU)


Objective: To evaluate the belief of the Safety Culture of health professionals in a philanthropic hospital. Methods: Quantitative survey-type study with a retrospective sample, based on the analysis of responses to the questionnaire Research on Patient Safety in Hospitals in a philanthropic hospital of high cardiovascular complexity. Descriptive analysis and inferential statistics were used for data analysis using the Kruskal-Wallis' test. Results: The sample is composed of 288 professionals, of which 70.49% are women. The nursing team showed greater expressiveness, totaling 58.33% of respondents. The evaluation of the safety culture according to the unit of operation was considered very good by 138 of the 288 participants (47.92%). Conclusion: The safety culture was classified as very good; however, it is still a point to be strengthened in the institution. The results can be used to plan actions with significant interventions, strengthening the security climate and the adoption of good institutional practices. (AU)


Objetivo: Evaluar la percepción de la Cultura de Seguridad de los profesionales de la salud en un hospital filantrópico. Métodos: Estudio cuantitativo tipo encuesta con muestra retrospectiva, basado en el análisis de las respuestas al cuestionario Investigación sobre Seguridad del Paciente en Hospitales en un hospital filantrópico de alta complejidad cardiovascular. El análisis descriptivo y la estadística inferencial se utilizaron para el análisis de datos mediante la prueba de Kruskal-Wallis. Resultados: La muestra está compuesta por 288 profesionales, de los cuales el 70,49% son mujeres. El equipo de enfermería mostró mayor expresividad, totalizando el 58,33% de los encuestados. La evaluación de la cultura de seguridad según la unidad de operación fue considerada muy buena por 138 de los 288 participantes (47,92%). Conclusión: La cultura de seguridad fue catalogada como muy buena, sin embargo, aún es un punto por fortalecer en la institución. Los resultados pueden ser utilizados para planificar acciones con intervenciones significativas, fortaleciendo el clima de seguridad y la adopción de buenas prácticas institucionales. (AU)


Sujet(s)
Culture organisationnelle , Management par la qualité , Indicateurs qualité santé , Sécurité des patients
11.
Rev Gaucha Enferm ; 45: e20230059, 2024.
Article de Anglais, Portugais | MEDLINE | ID: mdl-38655928

RÉSUMÉ

OBJECTIVE: To identify the factors associated with the omission of nursing care and patient safety climate. METHOD: A cross-sectional study developed at a university hospital in the Brazilian Center-West, between September and December 2022. The MISSCARE-Brazil and the Safety Attitudes Questionnaire were applied to a convenience sample of 164 nursing professionals. RESULTS: The most omitted care was walking three times a day or as prescribed (66.5%). The overall score of the Safety Attitudes Questionnaire was 63,8 (SD: 12,6). The level of satisfaction (p<0.018) and the perception of professional adequacy (p<0.018) were associated with the omission of nursing care and the patient safety climate. CONCLUSION: The study showed a high prevalence of omission of care and unfavorable perception of the patient safety climate, mainly associated with professional adequacy for work performance.


Sujet(s)
Sécurité des patients , Humains , Études transversales , Femelle , Mâle , Adulte , Brésil , Adulte d'âge moyen , Attitude du personnel soignant , Culture organisationnelle , Enquêtes et questionnaires , Soins infirmiers , Jeune adulte , Personnel infirmier hospitalier/psychologie , Hôpitaux universitaires
12.
PLoS One ; 19(4): e0297906, 2024.
Article de Anglais | MEDLINE | ID: mdl-38635512

RÉSUMÉ

The literature on leadership and personal competencies exhibits limitations in terms of construct definition, behavior specifications and valid theory-based measuring strategies. An explanatory design with latent variables and the statistical software SAS 9.4 were used for the validation and adaptation to Spanish of the Leadership Virtues Questionnaire applied to work and organizational psychologists and people who exercise leadership functions in Chile. The levels of agreement between judges for the adaptation to the Spanish language and the confirmatory factor analysis of first order with four dimensions shows insufficient statistical indices for the absolute, comparative and parsimonious adjustments. However, a second-order confirmatory factor analysis with two dimensions presents a satisfactory fit for the item, model, and parameter matrices. The measurement of Virtuous Leadership would provide relevant inputs for further evaluation and training based on ethical competencies aimed at improving management, which would, in turn, allow for its treatment as an independent variable to generate an ethical organizational culture.


Sujet(s)
Leadership , Vertus , Humains , Chili , Culture organisationnelle , Enquêtes et questionnaires , Reproductibilité des résultats
13.
J Pediatr ; 271: 114057, 2024 Aug.
Article de Anglais | MEDLINE | ID: mdl-38614257

RÉSUMÉ

OBJECTIVE: To evaluate the effectiveness of a new model, Case Analysis and Translation to Care in Hospital (CATCH), for the review of pediatric inpatient cases when an adverse event or "close call" had occurred. STUDY DESIGN: The curricular intervention consisted of an introductory podcast/workshop, mentorship of presenters, and monthly CATCH rounds over 16 months. The study was conducted with 22 pediatricians at a single tertiary care center. Intervention assessment occurred using participant surveys at multiple intervals: pre/post the intervention, presenter experience (post), physicians involved and mentors experience (post), and after each CATCH session. Paired t-tests and thematic analysis were used to analyze data. Time required to support the CATCH process was used to assess feasibility. RESULTS: Our overall experience and data revealed a strong preference for the CATCH model, high levels of engagement and satisfaction with CATCH sessions, and positive presenter as well as physicians-involved and mentor experiences. Participants reported that the CATCH model is feasible, engages physicians, promotes a safe learning environment, facilitates awareness of tools for case analysis, and provides opportunities to create "CATCH of the Day" recommendations to support translation of learning to clinical practice. CONCLUSIONS: The CATCH model has significant potential to strengthen clinical case rounds in pediatric hospital medicine. Future research is needed to assess the effectiveness of the model at additional sites and across medical specialities.


Sujet(s)
Hôpitaux pédiatriques , Amélioration de la qualité , Humains , Visites d'enseignement clinique/méthodes , Sécurité des patients , Pédiatrie/enseignement et éducation , Médecine hospitalière/enseignement et éducation , Modèles éducatifs , Culture organisationnelle , Mâle , Femelle
14.
J Occup Environ Med ; 66(5): 388-394, 2024 May 01.
Article de Anglais | MEDLINE | ID: mdl-38383950

RÉSUMÉ

OBJECTIVE: We sought to test whether a 2-week Total Worker Health (TWH) training mapped to TWH education competencies could be administered to a Mexican audience of occupational safety and health professionals and could lead to positive changes to knowledge and behaviors. METHODS: This study used robust program evaluation methods collected before and after each of the nine training days and at the end of the course. RESULTS: Overall course quality received a mean score of 4.6 (SD = 0.6) and 98.8% of participants agreed that their TWH knowledge increased. All participants intended to make at least one change to their professional practice, most frequently helping companies assess their organizational culture to support health, safety, and well-being. CONCLUSIONS: This TWH training was well received and led to positive self-reported increase in knowledge and abilities to influence workers' health, safety, and well-being.


Sujet(s)
Santé au travail , Humains , Mexique , Santé au travail/enseignement et éducation , Mâle , Femelle , Adulte , Adulte d'âge moyen , Promotion de la santé/méthodes , Évaluation de programme , Connaissances, attitudes et pratiques en santé , Culture organisationnelle
15.
Rev Lat Am Enfermagem ; 32: e4092, 2024.
Article de Anglais, Espagnol, Portugais | MEDLINE | ID: mdl-38294053

RÉSUMÉ

OBJECTIVE: to evaluate the patient safety climate in Primary Health Care from the perspective of nurses working in the services. METHOD: a quantitative and cross-sectional study conducted with 148 nurses from a municipality in the state of São Paulo. The Brazilian version of the Primary Care Safety Questionnaire Survey and personal, professional, and organizational performance variables (intention to stay at work, job satisfaction, care quality, and frequency of incidents) were used. Parametric and non-parametric comparison tests and Spearman's correlation coefficient were performed, considering a 5% significance level. RESULTS: the safety climate was positive, varying from 4.52 to 5.33 and differing across districts for workload (p=0.0214) and leadership (p=0.0129). The safety climate professional variables and dimensions differed in relation to the frequency of incidents. Teamwork and safety and learning system were strongly correlated with job satisfaction and moderately with perceived care quality. CONCLUSION: teamwork and safety and learning system stood out for their positive correlations with job satisfaction and care quality. A positive safety climate favors the involvement of Primary Care nurses to develop improvement plans aligned with the National Patient Safety Program. BACKGROUND: (1) The safety climate is perceived differently across health districts. (2) There is a correlation between the climate dimensions and professional satisfaction. (3) Workload and leadership exert an influence on the safety climate perception. (4) There is a relationship between the safety climate and reporting of care-related incidents. (5) The safety climate is perceived differently among nurses regarding their role.


Sujet(s)
Infirmières et infirmiers , Personnel infirmier hospitalier , Humains , Culture organisationnelle , Sécurité des patients , Études transversales , Brésil , Enquêtes et questionnaires , Satisfaction professionnelle , Soins de santé primaires , Attitude du personnel soignant
16.
São Paulo; s.n; 2024. 155 p.
Thèse de Portugais | LILACS | ID: biblio-1571934

RÉSUMÉ

Introdução: O processo de reabilitação visa recuperar a saúde física, emocional e funcional após lesões, doenças ou cirurgias, buscando a independência e qualidade de vida. Requer coordenação entre profissionais e integração de serviços diversos. A adoção de frameworks ágeis potencializa os resultados ao priorizar o paciente, aumentar a produtividade e identificar oportunidades de inovação, promovendo uma recuperação mais eficaz e personalizada. Objetivo Geral: Este estudo avalia a efetividade de uma metodologia que propõe melhorias no processo de reabilitação, apresentando o novo modelo Re-AbilityLab - Laboratórios de Habilidades, no Instituto de Medicina Física e Reabilitação, da Faculdade de Medicina da Universidade de São Paulo, Hospital das Clínicas. Esses Laboratórios de Habilidades oferecem atividades para maximizar a performance do paciente, promovendo resultados funcionais específicos, os quais estão descritos na Classificação Internacional de Funcionalidade (CIF). Objetivos Específicos: Os objetivos específicos deste projeto abrangem diferentes áreas-chave. Primeiramente, busca-se descrever o desenvolvimento da metodologia Re-AbilityLab, destacando os frameworks ágeis como pilares essenciais para sua sustentação. Em segundo lugar, pretende-se identificar e detalhar as melhorias de processo específicas que foram incorporadas ao longo do desenvolvimento dessa metodologia. Por fim, o terceiro objetivo consiste em avaliar a percepção da equipe multiprofissional sobre a efetividade da Metodologia Re-AbilityLab em seu cotidiano de trabalho. O projeto integra práticas inovadoras e estratégias de gestão do conhecimento para maximizar a realização dos objetivos e resultados. Metodologia: A análise de dados compreendeu quatro etapas essenciais: Inicialmente, as Planilhas de Transformação de Processos foram examinadas, resultando no Quadro de Melhorias Decorrentes dos Ganhos Obtidos. Em seguida, aplicou-se o Questionário de Avaliação da Efetividade da Metodologia Re-AbilityLab para identificar pontos fortes e áreas de melhoria, abrangendo dimensões como Cultura, Inovação, Gestão do Conhecimento e Práticas Ágeis de Projeto. Simultaneamente, os dados do Sistema Tasy foram analisados, complementados por um Sistema de Gestão de Indicadores e Resultados e representados visualmente. Essa integração propiciou uma compreensão abrangente e detalhada do contexto avaliado, enriquecendo a avaliação e fundamentando as conclusões de forma sólida. Resultados: O estudo evidenciou a eficácia das abordagens ágeis, como Scrum, Kanban, Design Thinking e Lean, na melhoria dos processos de reabilitação. Introduziram-se novos conceitos, como Trilhas de Desenvolvimento, Laboratórios de Habilidades e Avaliação Global Funcional, aprimorando as práticas. A integração de tecnologia melhorou a coleta, análise de dados e elaboração de gráficos, por meio de um sistema de gestão contínua que impulsionou operações e simplificou a visualização do progresso. Os resultados dos questionários destacaram a efetividade da metodologia Re-AbilityLab, em fomentar uma cultura propícia para otimizar o processo de reabilitação, caracterizada pela colaboração, mentalidade de aprendizado, autonomia, flexibilidade e adaptabilidade. Esses aspectos ressaltam a importância de uma abordagem dinâmica e sistêmica no contexto da reabilitação, contribuindo para avanços significativos na qualidade dos serviços e na experiência do paciente. Conclusão: As práticas ágeis mostraram uma mudança de mentalidade, levando a equipe multiprofissional a atuar de forma colaborativa, compartilhando informações e experiências para desenvolver e implementar soluções terapêuticas personalizadas. O Re-AbilityLab, fundamentado em frameworks ágeis, introduz um novo paradigma, assegurando a qualidade dos processos, produtos e serviços.


Introduction: The rehabilitation process aims to recover physical, emotional and functional health after injuries, illnesses or surgeries, seeking independence and quality of life. It requires coordination between professionals and integration of different services. The adoption of agile frameworks enhances results by prioritizing the patient, increasing productivity and identifying opportunities for innovation, promoting a more effective and personalized recovery. General Objective: This study evaluates the effectiveness of a methodology that proposes improvements in the rehabilitation process, presenting the new model Re-AbilityLab - Skills Laboratories, at the Institute of Physical Medicine and Rehabilitation, of the Faculty of Medicine of the University of São Paulo, Clinical Hospital. These Skills Laboratories offer activities to maximize patient performance, promoting specific functional results, which are described in the International Classification of Functioning (ICF). Specific Objectives: The specific objectives of this project cover different key areas. Firstly, we seek to describe the development of the Re-AbilityLab methodology, highlighting agile frameworks as essential pillars for its support. Secondly, we intend to identify and detail the specific process improvements that were incorporated throughout the development of this methodology. Finally, the third objective is to evaluate the multidisciplinary team's perception of the effectiveness of the Re-AbilityLab Methodology in their daily work. The project integrates innovative practices and knowledge management strategies to maximize the achievement of objectives and results. Methodology: Data analysis comprised four essential steps: Initially, the Process Transformation Spreadsheets were examined, resulting in the Framework of Improvements Resulting from the Gains Obtained. Next, the Re-AbilityLab Methodology Effectiveness Assessment Questionnaire was applied to identify strengths and areas for improvement, covering dimensions such as Culture, Innovation, Knowledge Management and Agile Project Practices. Simultaneously, data from the Tasy System was analyzed, complemented by an Indicator and Results Management System and visually represented. This integration provided a comprehensive and detailed understanding of the evaluated context, enriching the evaluation and solidly substantiating the conclusions. Results: The study highlighted the effectiveness of agile approaches, such as Scrum, Kanban, Design Thinking and Lean, in improving rehabilitation processes. New concepts were introduced, such as Development Trails, Skills Laboratories and Global/Functional Assessment, improving practices. Technology integration improved data collection, analysis and charting through a continuous management system that boosted operations and simplified progress visualization. The results of the questionnaires highlighted the effectiveness of the Re-AbilityLab methodology in fostering a culture conducive to optimizing the rehabilitation process, characterized by collaboration, a learning mentality, autonomy, flexibility and adaptability. These aspects highlight the importance of a dynamic and systemic approach in the context of rehabilitation, contributing to significant advances in the quality of services and the patient experience. Conclusion: Agile practices showed a change in mentality, leading the multidisciplinary team to act collaboratively, sharing information and experiences to develop and implement personalized therapeutic solutions. Re-AbilityLab, based on agile frameworks, introduces a new paradigm, ensuring the quality of processes, products and services.


Sujet(s)
Médecine physique et de réadaptation , Réadaptation/méthodes , Culture organisationnelle , Gestion des connaissances
17.
Psicol. ciênc. prof ; 44: e259633, 2024. tab
Article de Portugais | LILACS, Index Psychologie - Revues | ID: biblio-1564982

RÉSUMÉ

A Psicologia Organizacional e do Trabalho (POT) é permeada por uma série de julgamentos negativos e estigmas, principalmente acerca de seu papel intermediador de relações de exploração sofridas pelo trabalhador. Investigar as percepções que graduandos têm sobre a área pode trazer acesso ao que há de central entre as diversas formas de pensar o tema. Este trabalho buscou analisar as percepções de 100 graduandos de duas instituições de ensino superior (IES) do Centro-Oeste Paulista, uma pública e outra privada, acerca da importância da atuação do psicólogo em POT e o interesse desses discentes em atuarem futuramente na área, estabelecendo uma comparação entre os resultados com base nas IES e entre primeiro e quinto ano da graduação. Os graduandos responderam a dois questionários estruturados com perguntas abertas e fechadas. Os resultados apontaram uma maior valorização da área de POT na IES privada e no quinto ano. A maioria dos discentes do primeiro ano de graduação apresentou pouco conhecimento sobre a POT. Os estudantes da IES privada apresentaram maior interesse em atuar na área do que os discentes da IES pública. Quando perguntados se houve uma mudança de opinião após a realização das disciplinas, 49 alunos do quinto ano responderam positivamente e apenas um respondeu negativamente. As respostas dissertativas se dividiram entre visões positivas, neutras e negativas sobre a POT. Os resultados permitiram avaliação das percepções da POT entre os graduandos, bem como das transformações ocorridas pelo impacto das experiências acadêmicas vivenciadas.(AU)


Organizational and Work Psychology (OWP) is permeated by a series of negative judgments and stigmas, mainly about its role as an intermediary of relations exploiting workers. Investigating the perceptions undergraduates have about it can bring access to what is central among the different ways of thinking about the subject. This study sought to analyze the perceptions of 100 undergraduates from two higher education institutions (HEIs), one public and private in Midwestern São Paulo about the importance of psychologists' role in OWP and their interest in working in the area in the future, comparing the results per HEI and between the first and fifth year of graduation. Graduates answered two structured questionnaires with open and closed questions. Results pointed to a greater appreciation of OWP in the private HEI and in the fifth year. Most first-year undergraduate students had little knowledge about OWP. Students from the private HEI took greater interest in working in the area than students from the public HEI. When asked if taking the courses changed their opinions, 49 students responded positively and only one negatively. Participants' responses were divided into positive, neutra,l and negative views about OWP. Results evaluated the perceptions on OWP in undergraduates the changes due to the impact of academic experiences.(AU)


La Psicología Organizacional y Laboral (POT) está permeada por una serie de juicios negativos y estigmas, principalmente sobre su papel como intermediaria de las relaciones de explotación laboral. Investigar las percepciones que los estudiantes tienen sobre este campo puede brindar acceso a lo que es central entre las diferentes formas de pensar sobre el tema. Este estudio buscó analizar las percepciones de 100 graduandos de dos instituciones de educación superior (IES), una pública y otra privada, del medio oeste de São Paulo, acerca de la importancia del rol del psicólogo en POT y del interés por actuar en el área, estableciendo una comparación entre los resultados por tipo de IES y período del curso (el primer y quinto año de grado). Los graduandos respondieron a dos cuestionarios estructurados con preguntas abiertas y cerradas. Los resultados apuntan a una mayor valoración de POT en las IES privadas y en el quinto año. La mayoría de los estudiantes de primer año tenían poco conocimiento sobre POT. Los estudiantes de la IES privada estaban más interesados en trabajar en el área que los estudiantes de la IES pública. Cuando se les preguntó si hubo un cambio de opinión luego de cursar las asignaturas, 49 estudiantes del quinto año respondieron positivamente y solo uno respondió negativamente. Las respuestas del ensayo se dividieron en puntos de vista positivos, neutrales y negativos sobre POT. Los resultados permitieron evaluar las percepciones de POT entre los graduandos, así como evaluar los cambios ocurridos por el impacto de las experiencias académicas.(AU)


Sujet(s)
Humains , Mâle , Femelle , Enseignement , Universités , Travail , Renforcement des capacités , Organisation et administration , Innovation organisationnelle , Échelle abrégée d'appréciation psychiatrique , Perception , Sélection du personnel , Psychologie , Problèmes sociaux , Étudiants , Technologie , Choix de carrière , Culture organisationnelle , Organismes , Santé au travail , Négociation , Management par la qualité , Efficacité fonctionnement , Rendement , Empathie , Effectif , Engagement dans le travail , Bien-être psychologique , Efficacité collective , Conditions de Travail , Jugement , Leadership , Motivation , Groupes professionnels
18.
Psicol. ciênc. prof ; 44: e259204, 2024. tab, graf
Article de Portugais | LILACS, Index Psychologie - Revues | ID: biblio-1564970

RÉSUMÉ

A proatividade e o capital psicológico (PsyCap) são construtos associados às virtudes psicológicas, recursos despertados por fatores individuais e organizacionais, que podem maximizar resultados. Este estudo visou investigar qualitativamente os determinantes e aspectos que podem estimular o PsyCap e a proatividade, a partir da perspectiva de trabalhadores de duas empresas brasileiras. A pesquisa foi realizada por meio de entrevistas semiestruturadas com uma amostra de 26 funcionários. Os resultados revelaram determinantes comuns para a proatividade e o PsyCap, dentre eles a aprendizagem formal e informal, o feedback, a felicidade, a persistência, a curiosidade, os desafios e a estratégia. Foram observados alguns consequentes positivos, como euforia, alegria, realização, entusiasmo, engajamento e gratidão. Notou-se também que a ausência de proatividade e níveis baixos de PsyCap podem desencadear reações negativas, como indignação, tristeza, procrastinação, paralisação, desequilíbrio e frustração. Esses resultados sugerem que intervenções focadas no desenvolvimento da proatividade e do PsyCap podem ser essenciais para potencializar o bem-estar individual e resultados positivos nas organizações.(AU)


Proactivity and psychological capital (PsyCap) are concepts associated with psychological virtues, resources awakened from individual and organizational factors, which can maximize results. This study aimed to investigate qualitatively the determinants and aspects that can stimulate PsyCap and proactivity, from the perspective of workers of two Brazilian businesses. The research was carried out with semi-structured interviews with a sample of 26 employees. The results revealed common determinants for proactivity and PsyCap, among them formal and informal learning, feedback, happiness, persistence, curiosity, challenges, and strategy. Some positive consequences were observed, such as euphoria, joy, fulfillment, enthusiasm, engagement, and gratitude. Also note that the absence of proactivity and low levels of PsyCap could trigger negative reactions, such as indignation, sadness, procrastination, paralysis, imbalance, and frustration. These results suggest that interventions focused on the development of proactivity and PsyCap can be essential to enhance individual well-being and positive results in organizations.(AU)


La proactividad y el capital psicológico (PsyCap) son constructos asociados a las virtudes psicológicas, recursos que pueden ser despertados por factores individuales y organizacionales para maximizar los resultados. Este estudio tuvo como objetivo investigar cualitativamente los determinantes y aspectos que pueden despertar el PsyCap y la proactividad desde la perspectiva de los trabajadores de dos empresas brasileñas. Este estudio se realizó mediante entrevistas semiestructuradas en una muestra de 26 empleados. Los resultados revelaron determinantes comunes para la proactividad y el PsyCap, entre ellos, el aprendizaje formal e informal, la retroalimentación, la felicidad, la persistencia, la curiosidad, los desafíos y la estrategia. Se observaron algunas consecuencias positivas, como euforia, alegría, logro, entusiasmo, compromiso y gratitud. También se señaló que la ausencia de proactividad y los bajos niveles del PsyCap pueden desencadenar reacciones negativas, como indignación, tristeza, procrastinación, parálisis, desequilibrio y frustración. Estos resultados sugieren que las intervenciones centradas en el desarrollo de la proactividad y del PsyCap pueden ser esenciales para mejorar el bienestar individual y los resultados positivos en las organizaciones.(AU)


Sujet(s)
Humains , Mâle , Femelle , Adulte , Adulte d'âge moyen , Jeune adulte , 13099 , Auto-efficacité , Résilience psychologique , Espoir , Optimisme , Coping Skills , Organisation et administration , Innovation organisationnelle , Psychologie , Accomplissement , Travail , Culture organisationnelle , Efficacité en Santé Publique , Perfectionnement du personnel , Stratégies de Santé , 29918 , Entrepreneuriat , Entretien , Incertitude , Rendement , Comportement d'exploration , Rétroaction , Efficacité au travail , Équilibre entre travail et vie personnelle , Procrastination , Engagement dans le travail , Frustration , Tristesse , Bien-être psychologique , Bonheur , Satisfaction professionnelle , Apprentissage , Motivation
19.
Psicol. ciênc. prof ; 44: e258953, 2024. tab
Article de Portugais | LILACS, Index Psychologie - Revues | ID: biblio-1558742

RÉSUMÉ

O modelo de demandas e recursos foi utilizado para identificar o poder preditivo do estilo pessoal do terapeuta e do trabalho emocional (demandas), e da inteligência emocional e autoeficácia profissional (recursos) sobre as dimensões da síndrome de Burnout (SB), em uma amostra de 240 psicólogos clínicos brasileiros. Os dados foram coletados por meio de plataforma online, tendo como instrumentos de pesquisa um Questionário de dados sociodemográficos e laborais, o Cuestionario para la Evaluación del Síndrome de Quemarse por el Trabajo, o Cuestionario del Estilo Personal del Terapeut, o Questionário de Avaliação Relacionado a Demandas Emocionais e Dissonância da Regra da Emoção, Medida de Inteligência Emocional, e Escala de Autoeficácia Geral Percebida. Os resultados obtidos revelaram um modelo preditor das dimensões da SB, constituído pelas variáveis dissonância emocional, automotivação, demandas emocionais, instrução, envolvimento e autoeficácia. Ressalta-se a relevância de estratégias voltadas para a prevenção da SB nessa categoria profissional, bem como a necessidade de ações que visem a promoção e o desenvolvimento da inteligência emocional e da autoeficácia como fortalecimento dos recursos emocionais para atuação na prática clínica.(AU)


The Model of Demands - Resources was used to identify the predictive power of therapist's personal style, emotional work (Demands), Emotional intelligence, and professional self-efficacy (Resources) over the Burnout syndrome dimensions in a sample of 240 Brazilian clinical psychologists. The data was collected by an on-line platform using a Labor and social demographic data questionnaire, a work Burnout Syndrome Evaluation questionnaire (CESQT - Cuestionario para la Evaluación del Síndrome de Quemarse por el Trabajo), the short version of the Therapist Personal Style Questionnaire (EPT-C Cuestionario del Estilo Personal del Terapeuta), an Evaluation questionnaire related to emotional demands and emotion rule dissonance, and the Emotional Intelligence Measure (EIM) and Perceived General Self-Efficacy Scale (GPSS) as research instruments. Results showed a predictor model of Burnout syndrome constituted by the variables Emotional dissonance, Self-motivation, Emotional demands, Instruction, Involvement, and Self-efficacy. We emphasize the relevance of strategies to prevent Burnout Syndrome in this professional category and the need for actions to promote and develop emotional intelligence and self-efficacy as a strengthening factor of the emotional resources to work as a clinical psychologist.(AU)


Se utilizó el modelo demandas y recursos para identificar el poder predictivo del estilo personal del terapeuta y del trabajo emocional (demandas), y de la inteligencia emocional y autoeficacia profesional (recursos) sobre las dimensiones del síndrome de Burnout (SB), en una muestra de 240 psicólogos clínicos brasileños. Los datos se recolectaron de una plataforma en línea, utilizando como instrumentos de investigación un cuestionario de datos sociodemográficos y laborales, el Cuestionario para la Evaluación del Síndrome de Quemarse por el Trabajo, el Cuestionario del Estilo Personal del Terapeuta, el Cuestionario de Evaluación Relacionado con Demandas Emocionales y Disonancia de la Regla de la Emoción, la Medida de Inteligencia Emocional y Escala de Autoeficacia General Percibida. Los resultados obtenidos revelaron un modelo predictor de las dimensiones de SB, constituido por las variables disonancia emocional, automotivación, exigencias emocionales, instrucción, implicación y autoeficacia. Se destaca la relevancia de las estrategias dirigidas a la prevención del SB en esta categoría profesional, así como la necesidad de acciones dirigidas a promover y desarrollar la inteligencia emocional y la autoeficacia como fortalecimiento de los recursos emocionales para trabajar en la práctica clínica.(AU)


Sujet(s)
Humains , Mâle , Femelle , Sociétés , Épuisement professionnel , Auto-efficacité , Intelligence émotionnelle , Épuisement psychologique , Psychothérapeutes , Innovation organisationnelle , Anxiété , Processus pathologiques , Participation des patients , Permissivité , Satisfaction personnelle , Personnalité , Renouvellement du personnel , Pauvreté , Pratique professionnelle , Psychologie , Psychologie clinique , Qualité de vie , 1248 , Salaires et prestations accessoires , Signes et symptômes , Accomplissement , Comportement social , Classe sociale , Distance psychologique , Justice sociale , Mobilité sociale , Stress psychologique , Analyse et exécution des tâches , Chômage , Femmes qui travaillent , Comportement , Administration des services de santé , Adaptation psychologique , Maladies cardiovasculaires , Culture organisationnelle , Attitude , Indicateurs de Qualité de Vie , Santé mentale , Santé de la famille , Responsabilité légale , Santé au travail , Capacité mentale , Guide de bonnes pratiques , Personnel de santé , Qualité, accès, évaluation des soins de santé , Gestion du temps , Efficacité fonctionnement , Services de santé polyvalents , Conflit psychologique , Participation communautaire , Assistance , Gestion de la Santé , Créativité , Délivrance de titres et certificats , Mécanismes de défense , Dépersonnalisation , Dépression , Rendement , Émotions , Empathie , Revendication du personnel , Plan pour améliorer efficacité et productivité , Évaluation du rendement des employés , Emploi , Effectif , Marché du travail , Éthique institutionnelle , Fatigue mentale , Résilience psychologique , Plaisir , Renforcement des capacités , Réseautage social , Espoir , Mort par excès de travail , Usure de compassion , Ajustement émotionnel , Sang-froid , Stress professionnel , Frustration , Statut économique , Tristesse , Régulation émotionnelle , Détresse psychologique , Facteurs sociaux , Fardeau des soignants , Stress financier , Demande induite , Soutien communautaire , Facteurs sociodémographiques , Bien-être psychologique , Efficacité collective , Conditions de Travail , Dynamique de groupe , Syndrome de surentraînement , Workforce Diversity , Psychological Growth , Coping Skills , Emotional Exhaustion , Time Pressure , Culpabilité , Professions de santé , Promotion de la santé , Revenu , Intelligence , Satisfaction professionnelle , Syndicats , Leadership , Motivation , Maladies professionnelles , Services de médecine du travail
20.
Psicol. ciênc. prof ; 44: e259089, 2024. tab, graf
Article de Portugais | LILACS, Index Psychologie - Revues | ID: biblio-1558743

RÉSUMÉ

Este estudo analisa o estresse ocupacional entre psicólogos que atuavam na Atenção Primária à Saúde durante a pandemia ocasionada pela covid-19, assim como as características sociodemográficas e laborais dos participantes e sua relação com o estresse ocupacional. Participaram da pesquisa 70 psicólogos atuantes em 51 unidades básicas de saúde das regiões Oeste e Extremo Oeste catarinense. Para coleta de dados, um questionário sociodemográfico e a versão reduzida da Job Stress Scale (JSS) foram aplicados. A análise dos dados foi realizada por meio da estatística descritiva e inferencial. Identificou-se que 35,7% dos psicólogos apresentaram alto desgaste no trabalho; 28,6% baixo desgaste; 27,1% se mostraram em trabalho passivo; e 8,6% em trabalho ativo. No modelo de regressão linear, os fatores associados à dimensão Demanda da JSS foram: possuir filho (a) (coeficiente -1,49; IC 95% -2,75 a -0,23) e afastamento do trabalho nos últimos 12 meses (coeficiente 1,88; IC 95% 0,60 a 3,15). Os psicólogos com hipertensão arterial sistêmica autorreferida apresentaram, em média, 3,96 pontos a menos no escore de Apoio social (IC 95% -7,06 a -0,85), quando comparados aos não hipertensos, e entre os psicólogos que trabalhavam no turno da manhã identificou-se aumento de 4,46 pontos, em média, no escore de Apoio social (IC 95% 0,90 a 8,02) em relação aos profissionais do turno manhã e tarde. Evidenciou-se que um número significativo de psicólogos apresentava-se em alto desgaste no trabalho, com potenciais implicações para sua saúde e atuação profissional.(AU)


This study analyzed occupational stress among psychologists who worked in Primary Health Care during the COVID-19 pandemic and participants' sociodemographic and work characteristics and their relationship with occupational stress. In total, 70 psychologists working in 51 basic health units in the West and Far West regions of Santa Catarina participated in this research. A sociodemographic questionnaire and the short version of the Job Stress Scale (JSS) were applied to collect data. Data were analyzed by descriptive and inferential statistics. In total, 35.7% of psychologists showed high stress at work; 28.6%, low burn out; 27.1%, passive work; and 8.6%, active work. The factors in the linear regression model that were associated with the JSS demand dimension referred to having children (coefficient −1.49; 95% CI −2.75 to −0.23) and absence from work in the last 12 months (coefficient 1.88; 95% CI 0.60 to 3.15). Psychologists with self-reported systemic arterial hypertension showed, on average, 3.96 points lower in the Social Support score (95% CI −7.06 to −0.85) than non-hypertensive ones and psychologists who worked in the morning shift, an average increase of 4.46 points in the Social Support score (95% CI 0.90 to 8.02) in relation to professionals working in the morning and afternoon shifts. A significant number of psychologists had high stress at work, with potential implications to their health and professional performance.(AU)


Este estudio evalúa el estrés laboral entre los psicólogos que trabajaron en la atención primaria de salud durante la pandemia provocada por la COVID-19, así como las características sociodemográficas y laborales de ellos y su relación con el estrés laboral. En la investigación participaron setenta psicólogos que trabajan en 51 unidades básicas de salud en las regiones oeste y lejano oeste de Santa Catarina (Brasil). Para la recolección de datos se aplicó un cuestionario sociodemográfico y la versión corta de la Job Stress Scale (JSS). El análisis de los datos se realizó mediante estadística descriptiva e inferencial. Se identificó que el 35,7% de los psicólogos presentaban alto estrés en el trabajo; el 28,6% tenían poco desgaste; el 27,1% se encontraban en trabajo pasivo; y el 8,6% en trabajo activo. En el modelo de regresión lineal, los factores asociados a la dimensión demanda de la JSS fueron: tener hijo (coeficiente -1,49; IC 95% -2,75 a -0,23) y baja laboral en los últimos 12 meses (coeficiente 1,88; IC 95% 0,60 a 3,15). Los psicólogos con hipertensión arterial sistémica autoinformada presentaron un promedio de 3,96 puntos más bajo en la puntuación de apoyo social (IC 95% -7,06 a -0,85) en comparación con los no hipertensos, y entre los psicólogos que trabajaban en el turno de la mañana, se identificó un aumento promedio de 4,46 puntos en la puntuación de apoyo social (IC 95% 0,90 a 8,02) con relación a los profesionales que laboran en el turno de mañana y tarde. Quedó evidente que un número significativo de psicólogos se encontraba en situación de alto estrés en el trabajo, con posibles implicaciones para su salud y desempeño profesional.(AU)


Sujet(s)
Humains , Mâle , Femelle , Soins de santé primaires , Psychologie , Santé au travail , Stress professionnel , Organisation et administration , Innovation organisationnelle , Anxiété , Processus pathologiques , Loyauté du personnel , Pauvreté , Pratique professionnelle , Assurance de la qualité des soins de santé , 1248 , Salaires et prestations accessoires , Signes et symptômes , Conditions sociales , Distance psychologique , Isolement social , Problèmes sociaux , Socialisation , Facteurs socioéconomiques , Analyse et exécution des tâches , Thérapeutique , Chômage , Virus , Orientation professionnelle , Femmes qui travaillent , Tolérance à l'horaire de travail , Symptômes comportementaux , Caractéristiques de la population , Heures de Travail , Stratégies de Santé Nationales , Administration des services de santé , Risques Professionnels , Épuisement professionnel , Activités de la vie quotidienne , Pouvoir psychologique , Adaptation psychologique , Mobilité de carrière , Culture organisationnelle , Famille , Indicateurs de Qualité de Vie , Santé mentale , Responsabilité légale , Perfectionnement du personnel , Stratégies de Santé , Charge de travail , Capacité mentale , Emploi accompagné pour les personnes handicapées , Personnel de santé , Lieu de travail , Qualité, accès, évaluation des soins de santé , Gestion du temps , Efficacité fonctionnement , Coronavirus , Conflit psychologique , Vie , Auto-efficacité , Assistance , Gestion de la Santé , Délivrance de titres et certificats , Impact Psychosocial , Autonomie personnelle , Prestations des soins de santé , Amis , Dépersonnalisation , Dépression , Polluants atmosphériques , Éducation , Niveau d'instruction , Rendement , Empathie , Revendication du personnel , Plan pour améliorer efficacité et productivité , Évaluation du rendement des employés , Emploi , Environnement et santé publique , Effectif , Prévention des Maladies , Disparités de l'état de santé , Marché du travail , Éthique institutionnelle , Fatigue mentale , Résilience psychologique , Intelligence émotionnelle , Renforcement des capacités , Rémunération , Espoir , Mort par excès de travail , Usure de compassion , Ajustement émotionnel , Sang-froid , Efficacité au travail , Fatigue liée aux alarmes chez le personnel de santé , Équilibre entre travail et vie personnelle , Engagement dans le travail , Statut économique , Solidarité , Détresse psychologique , Fardeau des soignants , Distanciation physique , Stress financier , Demande induite , Psychothérapeutes , 59597 , Vulnérabilité sociale , Conditions de Travail , Syndrome de surentraînement , Workforce Diversity , Psychological Growth , Coping Skills , Job Security , Emotional Exhaustion , Time Pressure , Culpabilité , Professions de santé , Promotion de la santé , Ressources en santé , Accessibilité des services de santé , Recherche sur les services de santé , Ingénierie humaine , Relations interpersonnelles , Relations interprofessionnelles , Satisfaction professionnelle , Syndicats , Leadership , Motivation , Groupes professionnels , Négativisme , Maladies professionnelles , Services de médecine du travail , Professions
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