Fatores intervenientes na satisfação para trabalhar na enfermagem de um hospital no Rio de Janeiro / Intervening factors in nursing work satisfaction in a Rio de Janeiro hospital / Factores intervinientes en la satisfacción de trabajar en la enfermería de un hospital en Rio de Janeiro

Objetivou-se analisar as prioridades percebidas pela equipe de enfermagem em relação aos fatores que influenciam na satisfação para o trabalho. Estudo quantitativo realizado com a equipe de enfermagem de um Hospital privado no Rio de Janeiro entre fevereiro e maio de 2010. Aplicou-se um formulário estruturado e obteve-se análise estatística descritiva utilizando-se planilha Excel e software Statistica. Nos resultados ocorreu similaridade em relação às prioridades atribuídas para a maioria dos fatores, tanto para técnicos de enfermagem quanto para enfermeiros respectivamente: recursos materiais (58,62% e 65,00%), salário (62,07% e 80,00%), relacionamento com colegas de trabalho (46,55% e 65,00%), liderança (41,38% e 45,00%), e reconhecimento do trabalho realizado (37,93% e 47,50%). Na política de gestão do hospital ocorreu divergência: 39,66% dos técnicos priorizaram a forma de supervisão e 57,50% dos enfermeiros, plano de cargos e salários. Estes fatores representam uma tendência de comportamento, podendo servir de base para ações motivacionais futuras.

The objective of this study was to analyze a nursing team's perceived priorities regarding the factors that influence their work satisfaction. This qualitative study was performed with the nursing team of a private hospital locate in Rio de Janeiro, between February and May of 2010. A structured form was applied and descriptive statistical analysis was obtained using Excel and Statistica. Similar results were found for the priorities attributed to most factors, for nursing technicians as well as nurses, respectively: material resources (58.62% and 65.00%), salary (62.07% and 80.00%), relationship with co-workers (46.55% and 65.00%), leadership (41.38% and 45.00%), and acknowledgement of the work performed (37.93% and 47.50%). Divergences were found in the hospital management policy: 39.66% of the technicians prioritized the form of supervision and 57.50% of nurses, the career plans and salaries. These factors represent a behavior tendency, and can serve as the basis for further motivational actions.

Se objetivó analizar las prioridades percibidas por el equipo de enfermería respecto a los factores que influyen en la satisfacción por el trabajo. Estudio cuantitativo realizado con el equipo de enfermería de un Hospital privado de Rio de Janeiro, entre febrero y mayo de 2010. Se aplicó formulario estructurado y se obtuvo análisis estadístico descriptivo, utilizándose planillas Excel y software Statistica. Hubo equivalencias en los resultados respecto a prioridades atribuidas para la mayoría de los factores, tanto para técnicos de enfermería como para enfermeros. Respectivamente: recursos materiales (58,62% y 65,00%), salario (62,07% y 80,00%), relación con compañeros (46,55% y 65,00%), liderazgo (41,38% y 45,00%), reconocimiento laboral (37,93% y 47,50%). Hubo divergencias en la política de gestión hospitalaria: 39,66% de los técnicos priorizan la forma de supervisión y 57,50% de los enfermeros, plan de cargos y salarios. Dichos factores representan una tendencia de comportamiento, sirviendo de base a acciones motivacionales futuras

[From personnel administration to human resource management : demographic risk management in hospitals]. / Von der Personalverwaltung zur Personalentwicklung : "Demographic risk management" in Krankenhäusern.

BACKGROUND: The healthcare market is facing a serious shortage of qualified personnel in 2020. Aging of staff members is one important driver of this human resource deficit but current planning periods of 1-2 years cannot compensate the demographic effects on staff portfolio early enough. Therefore, prospective human resource planning is important to avoid loss of competence. METHODS: The long range development (10 years) of human resources in the hospitals of the City of Cologne was analyzed. The basis for the analysis was a simulation model that included fluctuation of staff, retirement, maternity leave, status of employee illness, partial retirement and fresh engagements per department and profession. The model was matched with the staff requirements for each department. The results showed a capacity analysis which was used to convey strategic measures for staff recruitment and retention. RESULTS: The greatest risk for shortage of qualified staff was found in the fluctuation of doctors and in the aging work force. Without strategic human resource management the hospitals would face a 50% reduction of the work force within 10 years and after 2 years there would be a 25% deficit of anesthesiologists with impact on the function of operation rooms (OR) and intensive care units. Qualification and continuous training of staff members as well as process optimization are the most important spheres of activity for human resource management in order to recruit and retain qualified staff members. CONCLUSION: Prospective human resource planning for the OR and intensive care units can help to detect shortage of staff and loss of competence early enough to apply effective personnel development measures. A growing number of companies have started to plan ahead of the current demand of human resources. Hospitals should follow this example because the competition for qualified staff members is increasing rapidly.

Historical trends in human resource issues of hospital nursing in the past generation.

Strategic management of human resource in health care is indeed important to delivering high-quality care. Despite the fact that the nursing profession is growing and becoming more and more sophisticated, human resource issues have not changed in a dramatically significant way in the past generation. The aim of this study was to identify the historical trends in human resource issues related to hospital nursing in the past generation from 1977 to 2006. A total of 10,691 records were reviewed, resulting in 1,799 valid records that addressed human resource issues related to hospital nursing. Content analyses were conducted and a typology of human resource issues was developed. Productivity, work content and flow, and occupational hazards were the three most often reported themes.

Shock absorbers. Hospital residency programs smooth the bumps for new nurses.

Residency programs aim to help RNs transition from nursing school to the hectic reality of the hospital, and to keep them from fleeing for the exits.

Exploring bullying: Implications for nurse educators.

This article examines briefly the issue of workplace violence and bullying in the hospital environment, but more importantly how the same and different styles of bullying and intra-staff bullying are emerging in nurse education. The content describes the aetiology of violence and bullying and their place in the National Health Service (NHS) including nursing. It explores bullying as the principle form of intimidation in nurse education, the different types and subtle forms of bullying, why individuals become bullies, dealing with and the consequences of bullying. The legislation, guidelines, policies are part of the recommendations for practice.

Emotional debriefing.

In health care, stress and sadness come with the job. Hospitals now recognize that letting clinicians and nonclinicians decompress--through talking groups, counseling or a few minutes of quiet time-is good for the soul and for the quality of patient care.

¿Qué se está haciendo en España? / What is being done in Spain?

No disponible

Strategies for the hospital workforce of 2010.

Dramatic shifts in medical science, technology, demographics and economics will require that the health care labor force evolve along with changes in the delivery system.

Relatório das atividades em estágio - Prática das atividades em Pedagogia Empresarial

O presente relatório focaliza o Estágio Curricular Supervisionado realizado no Setor de Gestão do Trabalho, Educação e Desenvolvimento do Grupo Hospitalar Conceição. Descreve o processo de implementação do Sistema de Avaliação de Desenvolvimento Individual do Hospital Fêmina.

Factores explicativos de la carencia de voluntariado en diversos hospitales españoles / Factors explaining the lack of volunteers in different Spanish hospitals

Con el objetivo de conocer los motivos por los que en un gran número de hospitales no existe colaboración voluntaria, se entrevistó a 55 hospitales y 76 asociaciones de voluntariado. Las principales razones planteadas giraban en torno a la especialización de las asociaciones en una población médica concreta, la ausencia de una figura responsable, y el desconocimiento de las tareas del voluntariado y de las vías de acceso al mismo. Estos datos llevan a concluir la importancia de fomentar acciones voluntarias que contemplen las necesidades globales del hospital, y la necesidad de difundir entre los hospitales información sobre las funciones del voluntariado y sobre las mejores vías para su incorporación (AU)