ABSTRACT
Introducción: En la Ciudad de México se han generado cambios recientes en cuanto a su estatus como entidad en el país, lo que puede generar potencialmente tensión entre los trabajadores de las dependencias del nuevo gobierno. Por lo que observar el estado del clima organizacional (CO) es relevante para conocer su comportamiento y adaptación. Objetivo: Medir el clima organizacional en trabajadores del Hospital General La Villa de la Secretaría de Salud de la Ciudad de México. Métodos: Estudio observacional, transversal y descriptivo, efectuado durante 2016. Se incluyeron 264 trabajadores que aceptaron participar, bajo carta de consentimiento informado. Se capacitaron encuestadores que aplicaron un cuestionario de CO que incluye cuatro dimensiones: liderazgo, motivación, reciprocidad y participación, con ochenta ítems tipo Likert. Se utilizó paquete estadístico SPSS v. 22, se efectuó prueba t-Student y el análisis de varianza con nivel de significancia p < 0,05. Resultados: El CO fue valorado por todo el personal con niveles medios tendiendo a niveles altos, resaltando los componentes de liderazgo y motivación como los mejor evaluados, seguido por el de reciprocidad y, en último lugar, el de participación. En los subcomponentes del CO, el intercambio de información, la retribución, el reconocimiento a la aportación y el involucramiento en el cambio, fueron los principales factores que inclinaron hacia la baja al CO. Conclusión: En este estudio el liderazgo y la motivación están relacionados con un buen nivel de clima organizacional y pueden influir en la adaptación en el contexto del nuevo tipo de gobierno(AU)
Introduction: There have been recent changes in Mexico City in terms of its status as an entity in the country, which can generate potential tension among the dependencies' workers of the new Government. Thus, monitoring the organizational climate (OC) is relevant to know their behavior and adaptation. Objective: To measure the organizational climate in workers of General Hospital La Villa belonging to the Health Secretary in Mexico City. Methods: Observational, cross-sectional and descriptive study carried out during 2016. A total of 264 workers accepted to participate under letter of informed consent. Surveyors were trained; they applied a OA questionnaire which includes four dimensions: leadership, motivation, reciprocity and participation, with eighty Likert-type items. A statistical SPSS v.22 package was used, a t-Student test was carried out and variance analysis with a significance level of p < 0, 05. Results: The OC was valued by all the staff with medium levels tending to high levels, highlighting leadership and motivation as the best evaluated dimensions, followed by reciprocity and participation being the last. In the subcomponents of OA, information exchange, retribution, contribution acknowledgment and involvement in change were the main factors that tilted down the OA. Conclusion: In this study, leadership and motivation are related with a good level of organizational climate and can influence in the adaptation within the context of the new type of Government(AU)
Subject(s)
Humans , Attitude of Health Personnel , Health Management , Hospitals , Epidemiology, Descriptive , Cross-Sectional Studies , Observational Study , MexicoABSTRACT
Background: Glycine inhibits the formation of advanced glycation end products that may cause central and peripheral neuronal damage, affecting also the auditory nerve. Aim: To evaluate the effect of glycine on auditory nerve conduction and hearing level among patients with type 2 diabetes mellitus and auditory neuropathy. Material and Methods: Twenty grams of oral glycine per day were administered during 6 months to 28 type 2 diabetic patients aged 58 ± 6 years, with auditory pathway neuropathy. Hearing tests and evoked otoacustic potentials were performed regularly. Fifteen diabetic patients aged 49 ± 8 years, without auditory nerve neuropathy did not receive glycine and were followed as a control group. Results: Among patients receiving glycine, a significant improvement in left ear audiometry at 125, 250 and 500 Hz and right ear audiometry at 500 Hz, was observed. Waves I, III and V (p= 0.02) of evoked otoacustic potentials improved significantly in the left ear and wave I in the right ear. Among controls, waves V and III of evoked otoacoustic potentials had a significant impairment in the left ear. Conclusions: There was an improvement in auditory evoked potentials in patients receiving glycine and an impairment in untreated control patients.