Relación del estrés laboral con la satisfacción del personal administrativo del Hospital General Riobamba

RESUMEN Introducción: el estrés laboral es considerado la enfermedad del siglo XXI. Incide en la satisfacción laboral, que es importante en el desempeño del trabajador. La COVID-19 afecta el ámbito laboral de los trabajadores de la salud -incluido el personal administrativo-, por lo que resulta meritorio estudiar esta población. Objetivo: determinar la relación entre el estrés y la satisfacción laboral del personal administrativo del Hospital General Riobamba, de Ecuador, durante la pandemia de COVID-19. Materiales y métodos: se realizó un estudio transversal, correlacional y descriptivo en el personal administrativo que trabajó durante la pandemia de la COVID-19. Se aplicaron dos cuestionarios: el "Cuestionario sobre estrés laboral de la Organización Internacional del Trabajo y la Organización Mundial de la Salud", y el "Cuestionario de satisfacción laboral S20/23". Resultados: el 76 % de la población estudiada presentó un bajo nivel de estrés, pero se encontró una relación representativa entre los diferentes estresores y la variable nominal del área de trabajo. No hubo relación en el análisis de configuración entre el estrés y la satisfacción laboral; lo que se encontró fueron inferencias entre los diferentes factores de ambos cuestionarios. No existió una relación estadísticamente significativa entre el estrés y la satisfacción laboral. Conclusiones: se evidenció que estresores como el clima organizacional, el territorio organizacional y la influencia del líder, aumentaron la probabilidad de afectar la satisfacción particular y los beneficios recibidos en el personal administrativo.

ABSTRACT Introduction: jobal stress is considered the disease of the 21st century. It strikes on the job satisfaction that is important in the performance of the worker. COVID-19 affects the working environment of the health care workers-including the administrative staff-therefore it is worthy to study this population. Objective: to determine the relationship between stress and jobnal satisfaction of the administrative staff of the General Hospital Riobamba, of Ecuador, during the COVID-19 pandemic. Materials and methods: a cross-sectional, correlational and descriptive study of the administrative staff that worked during the COVID-19 pandemic was carried out. Two questionnaires were applied: ILO-WHO Job stress questionnaire and the Job satisfaction questionnaire S20/23. Results: 76 % of the studied population presented a low stress level, but a representative relationship was found between the different stressors and the nominal variable of the work area. There was no relationship in the configuration analysis between stress and job satisfaction; what was found were inferences between the different factors of both questionnaires. There was no statistically significant relationship between stress and job satisfaction. Conclusion: it was found that stressors such as organizational climate, organizational territory and leader's influence increased the probability of affecting individual satisfaction and benefits received in the administrative staff.

Desenho do trabalho: caracterização do fenômeno e análise de suas relações / Work Design: characterization of the phenomenon and analysis of its relationships / Diseño del trabajo: caracterización del fenómeno y análisis de las relaciones

O objetivo do presente estudo foi caracterizar a organização do trabalho em uma instituição universitária pública de nível superior do Nordeste, explorando-se as relações entre as diferentes dimensões e subdimensões do modelo proposto por Morgeson e Humphrey. Trata-se de um estudo quantitativo de corte transversal no qual participaram 691 servidores públicos. Utilizou-se a versão do Work Design Questionnaire (WDQ) em processo de validação para o contexto brasileiro. Foram conduzidas análises descritivas (média, desvio-padrão e distribuição de frequência) e inferenciais (correlações de Pearson e teste t de Student). Os resultados revelaram um desenho do trabalho que articula níveis ricos de escopo das tarefas e uso do conhecimento com condições contextuais mais precárias. Por se tratar do primeiro estudo utilizando o modelo de Morgenson e Humphrey no Brasil, são necessárias novas pesquisas para ampliar a compreensão de como o trabalho é organizado no País e em ambientes singulares como são as universidades.

The objective of this study was to characterize the organization of work in a public university of higher education in Northeastern Brazil, exploring the relationships between the different dimensions and subdimensions of the model proposed by Morgeson and Humphrey. In total, 691 technical-administrative staff participated in this cross-sectional, quantitative study. The WDQ (Work Design Questionnaire) version in the process of validation in Brazil was used. Descriptive (mean, standard deviation, and frequency distribution) and inferential (Pearson's correlation and Student's t-test) analyses were conducted. The results revealed a work design that links richer levels of task scope and use of knowledge with more precarious contextual conditions. Since this is the first study using the Morgeson and Humphrey model in Brazil and at this institution, further research is needed to broaden the understanding of how work is organized in singular institutions such as universities.

El objetivo del presente estudio es caracterizar la organización del trabajo en una institución universitaria pública del Nordeste, explorando las relaciones entre las diferentes dimensiones y subdimensiones del modelo propuesto por Morgeson y Humphrey. Se trata de un estudio de corte transversal, cuantitativo, en que participaron 691 funcionarios. Se utilizó la versión del Work Design Questionnaire (WDQ), que se encontra en proceso de validación para el contexto brasileño. Se realizaron análisis descriptivos (media, desviación estándar y distribución de frecuencia) e inferenciales (correlaciones de Pearson y Prueba T de Student). Los resultados revelaron un diseño del trabajo que articula niveles ricos de alcance de las tareas y uso del conocimiento con condiciones contextuales más precarias. Por tratarse del primer estudio utilizando el modelo de Morgenson y Humphrey en Brasil-, son necesarias nuevas investigaciones para ampliar la comprensión de cómo el trabajo está organizado en el país y en ambientes singulares como son las universidades.

Impacto da cultura organizacional no desequilíbrio entre esforço-recompensa no trabalho em uma universidade pública federal / Impact of organizational culture on effort-reward imbalance at work at a federal public university / Impacto de la cultura organizacional en el desequilibrio entre esfuerzo-recompensa en el trabajo en una universidad pública federal

Este estudo investigou o papel da cultura organizacional (CO) em relação ao desequilíbrio entre esforço-recompensa no trabalho em servidores públicos do ensino superior. Foi realizado estudo quantitativo em uma amostra de 302 técnico-administrativos de uma universidade federal. Foram utilizados o Instrumento Brasileiro para Avaliação da Cultura Organizacional (IBACO) e o Questionário de Desequilíbrio entre Esforço-Recompensa no Trabalho (Effort-Reward Imbalance - ERI). Fatores da CO (profissionalismo cooperativo, satisfação e bem-estar, integração externa, recompensa e treinamento e promoção do relacionamento interpessoal) apresentaram médias significativamente menores no grupo de servidores expostos ao ERI. Na regressão logística, o modelo preditivo da CO, pelo fator satisfação e bem-estar, explicou 42,9% do ERI. Os resultados encontrados fornecem subsídios empíricos da CO na composição dos riscos à exposição ao estresse ocupacional e indicam sua importância nas ações de promoção, prevenção e intervenção.

This study investigated the role of organizational culture (OC) in relation to effort-reward imbalance at work among public servants in higher education. The study used the quantitative method in a sample of 302 technical-administrative workers at a federal university. The following tools were applied: the Brazilian Instrument for Assessment of Organizational Culture (IBACO), and the Effort-Reward Imbalance (ERI) at Work Questionnaire. OC factors (cooperative professionalism, satisfaction and well-being, external integration, reward and training, and promotion of interpersonal relationship) presented significantly lower averages in the group of workers classified as exposed to ERI. In logistic regression analysis, the predictive model of OC, for the satisfaction and well-being factor, explained 42.9% of ERI. These findings provide empirical support for OC's importance with respect to the risk of exposure to occupational stress, as suggest its importance for future actions of promotion, prevention, and intervention.

Este estudio investigó el papel de la cultura organizacional (CO) con relación al desequilibrio entre esfuerzo-recompensa en el trabajo en servidores públicos de la enseñanza superior. Se utilizó el método cuantitativo con un muestreo de 302 técnico-administrativos de la universidad federal. Los instrumentos utilizados fueron: Instrumento Brasileño para Evaluación de la Cultura Organizacional (IBACO) y Cuestionario de Desequilibrio entre Esfuerzo-Recompensa en el trabajo (Effort-Reward Imbalance - ERI). Factores de la CO (profesionalismo cooperativo, satisfacción y bienestar, integración externa, recompensa y entrenamiento y promoción de la relación interpersonal) presentaron, significativamente, menores porcentajes en el grupo de servidores clasificados como expuestos al ERI. En la regresión logística, el modelo predictivo de la CO, por el factor satisfacción y bienestar, explicó 42,9% del ERI. Los resultados proporcionan subsidios empíricos acerca de la CO sobre el riesgo de exposición al estrés ocupacional y indican su importância em acciones de promoción, prevención e intervención.

Satisfacción laboral y su relación con el clima organizacional en funcionarios de una universidad estatal chilena / Work satisfaction and its relation with the organizational climate in officials of a Chilean state university

OBJETIVO: Determinar la relación entre satisfacción laboral y clima organizacional de docentes y administrativos de una institución de educación superior de la comuna de Chillán-Chile. MÉTODO: Estudio cuantitativo, correlacional, en 166 trabajadores. Se aplicó el Cuestionario de Satisfacción Laboral S20/23, el Instrumento para Clima Organizacional y un cuestionario para identificar antecedentes sociodemográficos y laborales de los participantes. RESULTADOS: Un 95% de los docentes y un 90,6% de los administrativos refirieron sentirse satisfechos labo ralmente. Un 80% de los docentes y un 72,7% de los administrativos manifestaron percibir un alto nivel de clima organizacional o ambiente de trabajo. Los funcionarios más satisfechos y que perciben un más alto nivel de clima organizacional son aquellos que tienen entre 15 a 29 años de antigüedad en la universidad y los que traba jan menos de 40 horas semanales. Los que tienen contrato de titular se encuentran más satisfechos laboralmente y los a contrata perciben un nivel de clima organizacional más alto. La correlación entre los puntajes globales de clima organizacional y satisfacción laboral fue estadísticamente significativa, tanto en docentes (r = 0,523; p < 0,001) y administrativos (r = 0,468; p < 0,001). CONCLUSIÓN: La percepción de un clima organizacional alto se asocia a un mayor nivel de satisfac ción laboral de docentes y administrativos.

OBJECTIVE: To determine the relationship between job satisfaction and the organizational climate of teachers and administrators of an insti tution of higher education in the commune of Chillán-Chile. METHOD: A quantitative, correlational study of 166 workers. The Labor Satisfaction Questionnaire S20 / 23, the Organizational Climate Instrument and a questionnaire were used to identify the sociodemographic and labor background of the participants. RESULTS: 95% of the teachers and 90,6% of the administrators said they felt satisfied with their work. 80% of the teachers and 72,7% of the administrative staff showed a high level of organizational climate or work environment. The most satisfied and highest-perceived employees are those who are between 15 and 29 years of age at university and those who work less than 40 hours a week. Those who have a contract are more satisfied and the contractor perceives a higher level of organizational climate. The correlation between the overall organizational climate and work satisfaction scores was statistically significant in both teachers (r = 0,523, p <0,001) and administrative (r = 0,468, p <0,001). CONCLUSION: The perception of a high organizational climate is associated to a higher level of job sat isfaction of teachers and administrators.

Factores de riesgos psicosociales extralaborales en personal administrativo universitario / Factors of psycho-social extra-work risks in university administrative staff

ResumenIntroducción.La presente investigación tuvo como objetivo caracterizar los factores de riesgo psicosociales extralaborales del personal administrativo de la Corporación Universidad de la Costa - CUC y la determinación de su nivel de estrés.Método. A partir de un censo se determinó la población, formada por 227 trabajadores. Es una investigación de campo, descriptiva, transaccional, de diseño no experimental. En la recolección de información se aplicó los instrumentos para la evaluación de factores de riesgos psicosociales, emitida reglamentariamente por el Ministerio de Protección Social de Colombia.Resultados. Se evidenciaron los principales factores de este tipo de riesgo, así como su nivel de estrés, presentes en los trabajadores administrativos de la institución, que demuestran que 68 trabajadores sumaron los niveles de estrés en las categorías muy alto y alto, 76 sujetos agruparon a los niveles medio y bajo, mientras que los 83 restantes, presentaron riesgo muy bajo.Conclusión. En primer lugar, prevalece el factor de riesgo “desplazamiento vivienda-trabajo-vivienda”, en segundo la “situación económica del grupo familiar” y, en tercer lugar, las “características de la vivienda y su entorno”. Existe una considerable alarma para el sostenimiento de la buena salud laboral del personal administrativo de la universidad, cuando los estamentos nacionales estiman que a partir de la categoría de nivel de estrés bajo, se deben acometer intervenciones especiales y cuando se elevan a partir del nivel medio se comprometen valores epidemiológicos de la salud pública de la nación.

AbstractIntroduction. This study aimed to characterize the psychosocial risk by outside working factors of administrative staff of the University Corporation of the Coast - CUC and the determination of their level of stress.Method. From a census was determined the population, which was formed by 227 workers. It is a research, descriptive, transactional with non-experimental design. The collection of information used instruments for the evaluation of factors of psychosocial risks, that it is regulations of the Ministry of Social protection of Colombia.Results. It showed the main factors of this type of risk, as well as your stress level, present in the administrative employees of the institution, showing that 68 workers joined in the categories high and high stress levels, 76 subjects were grouped by levels the medium and low, while the remaining 83, had very low risk.Conclusion. Firstly, prevailed the risk factor about "transportation of home - work - home", the second factor "Economic situation of the family group", and thirdly the "characteristics of the dwelling and its surroundings". There is a considerable alarm for the maintenance of the good health of the administrative staff of the University, when the levels stress are in the category of stress low and it need should undertake special interventions and with the rising from the middle level undertake epidemiological values of the nation's public health.

ResumoIntrodução. A presente investigação teve como objetivo caracterizar os fatores de risco psicosociais externos ao trabalho do pessoal administrativo da Corporação Universidade da Costa - CUC e a determinação de seu nível de estresse.Método. A partir de um censo se determinou a população, formada por 227 trabalhadores. É uma investigação de campo, descritiva, transacional, de desenho não experimental. Na recoleta de informação se aplicaram os instrumentos para a avaliação de fatores de riscos psicosociais, emitida regulamentariamente pelo Ministério de Proteção Social da Colômbia.Resultado. Foram evidenciados os principais fatores deste tipo de risco, assim como o nível de estresse presentes nos trabalhadores administrativos da instituição, que demonstram que 68 trabalhadores somaram os níveis de estresse nas categorias muito alto e alto, 76 sujeitos agruparam aos níveis médio e baixo, enquanto que os 83 restantes, apresentaram risco muito baixo.Conclusão. Em primeiro lugar, prevalece o fator de risco “deslocamento moradia-trabalho-moradia”, em segundo a “situação econômica do grupo familiar” e, em terceiro lugar, as “características da moradia e seu entorno”. Existe um considerável alarmante para sustentar a boa saúde no trabalho do pessoal administrativo da universidade, quando os estamentos nacionais estimam que a partir da categoria de nível de estresse baixo, se devem realizar intervenções especiais e quando se elevam a partir do nível médio se comprometem valores epidemiológicos da saúde pública da nação.

Efectividad del uso del mate de coca en la reducción del estrés laboral en administrativos de una universidad

Objetivo: Evaluar la efectividad del uso del mate de coca en la reducción del estrés laboral en administrativos de una universidad y determinar sus principales características sociodemográficas. Material y métodos: Se aplicó el cuestionario para la detección del estrés laboral de la OIT /OMS a dos grupos de trabajadores, experimental (10) y control (10), empleando randomización simple. Se hizo un experimento cruzado en 31 días, utilizando mate de coca yagua para cada grupo. Se utilizó el análisis de Wilcoxon para comparar los grupos antes y después, y la prueba U de Mann Whitnney para comparar los grupos experimental y control. Resultados: Se encontró disminución en el puntaje de estrés laboral en el grupo que usó mate de coca (de 71,2 a 68,6), pero no fue estadísticamente significativo (p > 0,05). Las características de los administrativos con estrés laboral fueron: 55%, de sexo femenino; el 60% tuvo un tiempo de servicio mayor o igual a 5 años; el 90% trabajó más de 8 horas al día; el25% realizaba meditación y 60% realizaba actividad física. Conclusiones: El mate de coca no es efectivo en la reducción del estrés laboral. Se necesitan más estudios al respecto. Se recomienda fomentar la salud mental en el trabajo, utilizando intervenciones y desarrollando guías para la reducción del estrés laboral.

Objetive: To evaluate the effectiveness of coca tea to reduce work stress in the administrative staff in a university. Material and methods: The questionnaire for the detection of work stress of the ILO / WHO was applied to two groups of workers, experimental (10) and control (10) using a simple randomization. A cross over experiment was done in 31 days using coca tea and water for each group. Wilcoxon analysis was used to compare groups befo re and after the test, and the U Mann Whitnney test was used to compare the experimental and control groups. Results: Decrease of work stress was found in the score of the group who drank coca tea (from 71,2 to 68,6), but was not statistically significant (p> 0,05). Administrative staff features with job stress were: 55% female; 60% had 5 years or more of service; 90% worked more than 8 hours per day; 25% performed meditation and 60% performed physical activity. Conclusions: Tea coca is not effective to reduce work stress. More studies are needed. To improve mental health at work is recommended to use interventions and making guides to reduce work stress.

Academic administrative staff feel difficulty when dealing with health-care professional students / 医学教育

<p>　This study examined the cases of the difficult encounters with problematic students that academic administrative staffs in the health professions education institutons faces. 185 cases were obtained from the 143 administrative staffs who participated in the training program for academic administrative staffs training from 2013 to 2015. Although there are 136 cases (73.5%) related to the problem students, some cases existed which problems were from the system or faculty members. In order to dealing with difficult encounters appropriately in the health care professional training institutions, the cooperation between teachers and academic administrative staffs is indispensable.</p>

The role of the president's office of a research university in the integrated coordination and advocacy of the service oriented management model and promotion of the innovation and development of scientific research / 中华医学科研管理杂志

With the implementation of the strategies for the development of our country through science and education and talents, and of the"211 and 985 projects", there has been a more substantial increase in the scientific and technological strength and international competitiveness of research universities, reflected in the year-by-year increase in the number and total funding of research projects taken up by universities, and in the output results. All the achievements rely on the increasing investment of the government in the fields of science and technology and on hard-working scholars and students who devote themselves to scientific research, as well as the prospective planning and scientific decision making of leaders, and the concerted efforts, standard management and guiding service of the administrative departments. In the present paper the important role of the president's office of a university in ensuring that research work can be running smoothly is explored through analysis on the assistant role of the president's office of Peking University Health Science Center, and its practice in the provision of service-oriented management and promotion of the innovation and development of scientific research by close cooperation with the research management department and integrated coordination of all the individual administrative departments.