RESUMO
Fundamento: Conocer el número de enfermeras a cargode las jefas de unidades de Enfermería de los hospitalespúblicos generales aragoneses y analizar cómo afecta alos comportamientos organizacionales de la enfermera ya la calidad de las relaciones que se establecen con lajefa de unidad. Método: Estudio descriptivo transversal realizado ennueve hospitales públicos. Se evaluó mediante cuestionarios validados los comportamientos laborales de lasenfermeras y la calidad de las relaciones de la enfermeracon la jefa de unidad y de esta con la enfermera y consu inmediato superior. Se analizó si existía relación entreestas variables y el número de enfermeras por unidad. Resultados: La muestra se compuso de 2541 enfermeras y192 jefas de unidad. La media del ámbito de control fue de29 enfermeras (DE = 22,4). Se obtuvieron puntaciones menores al aumentar el ámbito de control en: empoderamiento (p<0,001), satisfacción (p = 0,027), apoyo organizacionalpercibido (p<0,001) y calidad de las relaciones entre lasenfermeras y las jefas de unidad (p<0,001) y de la jefa deunidad con su inmediato superior (p<0,001). No se observaron asociaciones significativas respecto a la intenciónde rotación, los comportamientos cívicos organizacionales y el compromiso organizacional. Conclusiones: El tamaño del ámbito de control se relaciona con la percepción de los comportamientos organizacionales de las enfermeras, así como con la calidad delas relaciones interpersonales que establecen con la jefade unidad, indicando la necesidad ajustar el ámbito decontrol por unidad con el objetivo mejorar la calidad dela gestión de las unidades de Enfermería.(AU)
Background: To determine the number of nurses whoare supervised by a charge nurse in the Nursing Unitsof Aragonese general public hospitals and to analyzehow this affects the organizational behaviors of nursesand the quality of the relationships established with thecharge nurses. Methods: Cross-sectional study carried out in nine publichospitals. Validated questionnaires were used to assessthe working behavior of nurses and the quality of theirrelationships with charge nurses, and the charge nursesrelationship with their immediate superior and nursingstaff. We analyzed whether there was an association between these variables and the number of nurses per unit. Results: The study included 2,541 nurses and 192 super-visors. The mean span of control was 29 (SD = 22.4). Statistically significant differences were observed with re-spect to empowerment (p<0.001), satisfaction (p = 0.027),perceived organizational support (p<0.001) and thequality of the nurses relationships with the supervisor(p<0.001) and the supervisor with her immediate superior (p<0.001), obtaining lower scores as the span of con-trol increased. No significant associations were observedwith respect to turnover intention, organizational citizenship behavior and organizational commitment. Conclusions: The span of control is related to the perception of nurses organizational behaviors and with thequality of interpersonal relationships with the chargenurse, indicating a need to adjust the span of of controlper unit in order to improve the quality of the management of the units.(AU)
Assuntos
Humanos , Feminino , Pessoa de Meia-Idade , Papel do Profissional de Enfermagem , Enfermagem , Cuidados de Enfermagem , Supervisão de Enfermagem , Satisfação no Emprego , Relações Interpessoais , Espanha , Epidemiologia Descritiva , Estudos TransversaisRESUMO
BACKGROUND: To determine the number of nurses who are supervised by a charge nurse in the Nursing Units of Aragonese general public hospitals and to analyze how this affects the organizational behaviors of nurses and the quality of the relationships established with the charge nurses. METHODS: Cross-sectional study carried out in nine public hospitals. Validated questionnaires were used to assess the working behavior of nurses and the quality of their relationships with charge nurses, and the charge nurse's relationship with their immediate superior and nursing staff. We analyzed whether there was an association between these variables and the number of nurses per unit. RESULTS: The study included 2,541 nurses and 192 supervisors. The mean span of control was 29 (SD=22.4). Statistically significant differences were observed with respect to empowerment (p<0.001), satisfaction (p=0.027), perceived organizational support (p<0.001) and the quality of the nurse's relationships with the supervisor (p<0.001) and the supervisor with her immediate superior (p<0.001), obtaining lower scores as the span of control increased. No significant associations were observed with respect to turnover intention, organizational citizenship behavior and organizational commitment. CONCLUSIONS: The span of control is related to the perception of nurses' organizational behaviors and with the quality of interpersonal relationships with the charge nurse, indicating a need to adjust the span of of control per unit in order to improve the quality of the management of the units.
