Construction of a graded post management indicator system for specialist nurses in medical institutions / 中华医院管理杂志

Objective:To establish a graded post management system for specialist nurses in medical institutions, so as to provide a reference for the selection, stratification, employment, and promotion of specialist nurses in China.Methods:Through literature review and brainstorming, the primary screening indicators of the graded post indicator management system for specialist nurses were constructed. Two rounds of Delphi method were used to consult 25 experts to construct the graded post management system for specialist nurses.Results:The effective recovery rates for two rounds of consultation were 100% and 96%, respectively, with expert authority coefficients of 0.86 and 0.89, and Kendall harmony coefficients of 0.31 and 0.54. The final establishment of a specialist nurses graded post management indicator system included 8 first level indicators, 31 second level indicators.Conclusions:The graded post management indicator system for specialist nurse could provide theoretical support for the management of specialist nurse. It was conducive to clarifying the admission standards and hierarchical framework for specialist nurses, standardizing the establishment of positions and responsibilities, and improving the competition and incentive mechanism.

Exploration of human resource management practice for organ donation coordinators in public hospitals / 中华医院管理杂志

The human resource management of organ donation coordinators in China is still in its infancy stage, plagued by such problems as unclear career orientation, poor management and unclear career planning. In March 2010, a tertiary public hospital was approved as a medical institution in a national pilot province for organ donation. In recent years, the hospital had kept exploring human resource management of coordinators and established a relatively complete management mode for organ donation coordinators. This mode featured the establishment of full-time recruitment positions, development of human resource management plans, refinement of job descriptions, establishment of performance evaluation plans, optimization of assessment and incentive mechanisms, and innovation of talent cultivation modes. The management practice had achieved certain results, ensuring the sustainable development of hospital organ donation operation, and providing a reference for the scientific and standardized development of organ donation and transplantation in China.

Construção e validação de uma medida de reputação das áreas de gestão de pessoas de organizações públicas brasileiras / Construcción y validación de una medida de reputación de las áreas de gestión de personas de organizaciones públicas brasileñas / Construction and validation of reputation metrics for human resource management in Brazilian public organizations

Resumo Este estudo trata do desenvolvimento de uma medida de reputação dos setores de gestão de pessoas da administração pública brasileira. Constituída de 61 itens distribuídos em 3 dimensões - confiança, credibilidade e qualidade -, a medida foi submetida a um processo de validação teórica, com participação de 6 juízes, e empírica, etapa que envolveu uma amostra de 308 respondentes de órgãos dos diversos poderes públicos. As análises estruturais sugeriram um impasse entre 2 modelos fatoriais - um deles com 1 fator e o outro, com 2 -, resolvido por meio de um modelo bifator, cujos resultados indicaram uma estrutura unifatorial composta por 19 itens, associados teoricamente à qualidade dos serviços prestados pelos setores de gestão de pessoas aos seus públicos internos e à credibilidade e confiança atribuídas por tais públicos àquele setor. Enfim, a medida de reputação obteve sustento teórico e empírico, podendo ser usada como indicador fidedigno e confiável em iniciativas de avaliação sobre a efetividade das unidades de gestão de pessoas no contexto de organizações públicas.

Abstract Este estudio trata sobre el desarrollo de una medida de reputación para los sectores de gestión de personas de la administración pública brasileña. Constituida por 61 ítems distribuidos en tres dimensiones ‒confianza, credibilidad y calidad‒, la medida fue sometida a un proceso de validación teórica, con la participación de seis jueces, y empírica, esta etapa realizada con una muestra de 308 encuestados de organismos de diversos poderes públicos. Los análisis estructurales sugirieron un impasse entre dos modelos factoriales ‒uno con un factor, el otro con dos‒, resuelto a través de un modelo bifactorial, cuyos resultados indicaron una estructura unifactorial compuesta por 19 ítems teóricamente asociados a la calidad de los servicios prestados por los sectores de gestión de personas a sus públicos internos y a la credibilidad y confianza atribuidas por dichos públicos a ese sector. Finalmente, la medida de reputación obtuvo sustento teórico y empírico, pudiendo ser utilizada como un indicador fidedigno y confiable en iniciativas de evaluación de la efectividad de las unidades de gestión de personas en el contexto de las organizaciones públicas.

Abstract This study deals with developing a reputation measure for the human resource units of the Brazilian public administration. The measurement model consists of 61 items distributed across three dimensions - trust, credibility, and quality. The measure was submitted to a process of theoretical validation - with the participation of six evaluators - and empirical validation - carried out with a sample of 308 respondents from governmental agencies. Structural analyses suggested an impasse between two models, one with one factor, the other with two, then resolved through a bifactor model, whose results indicated a unifactorial structure composed of 19 items theoretically associated with the quality of services provided by the human resource unit to employees and the credibility and trust attributed by employees toward the human resource unit. The findings supported the reputation measure obtained theoretical and empirical support and can be used as a reliable indicator in initiatives to evaluate the effectiveness of human resource areas in the context of public organizations.

Situational Analysis of Human Resource and Material Management Skills of Middle Level Health Care Managers at Primary Health Centres of Valsad, Gujarat: Identifying Barriers and Suggesting an Action Plan

Background: Management of Human resources in health has been a major challenge. Availability of manpower and material are the key ingredients required for efficient and effective delivery of health services. Removing the barriers related to it can help to improve functioning of PHCs. Objectives: 1. To analyse Human resource and Material management skills at PHCs by middle level healthcare managers. 2. To understand the constraints for effective management at PHCs. Materials and Methods: A cross sectional study was conducted amongst 38 Medical officers who were selected by simple random sampling method. Data collection was done using a semi structured and scale-based questionnaire adopted from NIHFW, India.Results: Almost half medical officers had experience of less than one year.Only 10.5% PHC/CHCs have full staff. 47.3% health facilities were lacking AYUSH MOs. 63.2% health facilities faced stock out of at least one item in last six months; Lack of manpower (34.8%) and overburden of work (27.9%) are major barriers. Conclusions: 90% PHCs have one or more posts vacant. Material management need to be improved for better provision of services. Major barriers are lack of Manpower, Infrastructure and Multitasking.

Research and practice of hospital security human resource allocation / 中华医院管理杂志

A complete hospital security system is essential for the life and property safety of medical workers, patients and their families alike. The successful operation of the system depends on a reasonable staffing of the security department.From 2019, a tertiary hospital has explored and practiced the staffing management of security guards based on the actual needs of the hospital. The first job was to classify its security posts setup, and determine the staffing requirements of front-line security posts based on such indicators as scale, risk and people flow. The management range theory was called into play, to set the staffing coefficient of front-line security posts and their corresponding frontline administrators as 7∶1, and set that each management post needs one middle manager. The next job was to calculate the number of security guards per workload/post. The calculations estimated that the number of guards required for the four front-line security posts, namely, gate keeper post, public area patrol post, security and fire control post, and emergency response unit post, was 37, 46, 26 and 26 respectively. The corresponding management posts, namely, the office of the security department, the security management team, the fire management team, and the order maintenance team, required 7, 8, 5 and 5 management personnel respectively, totaling 160. Based on the calculations, the hospital optimized its staffing, and increased its total security personnel from 150 to 160, including the number of gate keeper posts were reduced by 17, and the number of emergency response unit posts was increased by 22. This optimization has effectively empowered the security department in dealing with medical disputes and emergencies, as well as identifying fire hazards, which serves a reference for the rational staffing of hospital security human resources.

Classificação do nível de complexidade assistencial dos pacientes em hospital oncológico / Clasificación del nivel de complejidad asistencial de los pacientes en un hospital oncológico / Levels of care complexity classification of patients in an oncology hospital

RESUMO Objetivo Classificar o nível de complexidade assistencial requerido da Enfermagem por pacientes oncológicos internados. Método Estudo observacional, seccional, de abordagem quantitativa, realizado diariamente com pacientes oncológicos em unidades de internação de Oncologia Clínica e Cirúrgica de um hospital de referência ao tratamento de câncer durante o período de três meses. A coleta foi realizada por meio da aplicação de um questionário semiestruturado e instrumento de classificação de pacientes de Fugulin et al. (2007). Resultados Foram entrevistados 242 pacientes e realizadas 1309 avaliações com maior quantidade de indivíduos do sexo masculino e que possuíam o Ensino Fundamental incompleto. Houve maior ocorrência de câncer no sistema gastrintestinal e sistema reprodutor feminino, respectivamente, na internação de Oncologia Clínica e Cirúrgica, com maior taxa de ocupação nos meses de junho e de maio, nessa ordem. O comportamento observado foi bastante similar em ambas as internações, correspondendo, respectivamente, a pacientes que se enquadravam nos cuidados mínimos (33,1%; 35,1%) e intermediários (30,2%; 37,5%). Conclusão e implicações para a prática O sistema de classificação de pacientes e dimensionamento em Enfermagem na área oncológica merece maiores discussões e carece de instrumentos validados capazes de representar a real situação do cuidado.

RESUMEN Objetivo Clasificar el nivel de complejidad asistencial requerido en Enfermería por pacientes oncológicos hospitalizados. Método Estudio observacional, seccional, con enfoque cuantitativo, realizado diariamente con pacientes oncológicos en unidades de internación de Oncología Clínica y Quirúrgica de un hospital de referencia para el tratamiento del cáncer durante un período de tres meses. La recolección de datos se realizó mediante la aplicación de un cuestionario semiestructurado y un instrumento de clasificación de pacientes de Fugulin et al. (2007). Resultados Se entrevistaron 242 pacientes y se realizaron 1309 evaluaciones con mayor número de individuos del sexo masculino que tenían la Enseñanza Básica incompleta. Hubo mayor ocurrencia de cáncer en el aparato digestivo y aparato reproductor femenino, respectivamente, en el ingreso de Oncología Clínica y Quirúrgica, con la mayor tasa de ocupación en los meses de junio y mayo, en ese orden. El comportamiento observado fue bastante similar en ambas hospitalizaciones, correspondiendo, respectivamente, a pacientes que se encontraban en cuidados mínimos (33,1%; 35,1%) e intermedios (30,2%; 37,5%). Conclusión e implicaciones para la práctica El sistema de clasificación y dimensionamiento de pacientes en Enfermería en el área de oncología merece mayor discusión y carece de instrumentos validados capaces de representar la situación real del cuidado.

ABSTRACT Objective To classify the level of complexity of care required from Nursing by hospitalized oncology patients. Methods This is an observational, sectional, quantitative study, carried out daily with oncology patients in the Clinical and Surgical Oncology inpatient units of a cancer treatment reference hospital during a three-month period. The collection was carried out through the application of a semi-structured questionnaire and an instrument of patient classification by Fugulin et al. (2007). Results 242 patients were interviewed and 1309 evaluations were performed, with a greater number of males and those with incomplete elementary school education. There was a higher occurrence of cancer in the gastrointestinal system and female reproductive system, respectively, in the admission of Clinical and Surgical Oncology, with higher occupancy rate in the months of June and May, in that order. The behavior observed was quite similar in both admissions, corresponding, respectively, to patients who fell into minimal (33.1%; 35.1%) and intermediate care (30.2%; 37.5%). Conclusion and implications for practice The patient classification and dimensioning system in Nursing in oncology deserves further discussion and lacks validated instruments capable of representing the real situation of care.

Investigation on the current situation and resignation tendency of medical record coders in Anyang, Henan province / 中华医院管理杂志

Objective:To investigate the current status of medical record coders and their resignation tendency, and put forward suggestions for the training and team building of medical record coders.Methods:From April to May 2020, a questionnaire survey was conducted among the medical record coders in 27 DRG payment pilot hospitals in Anyang, Henan. Statistical analysis was conducted on the profile of the medical case department, basic personal information, professional quality, job satisfaction and resignation intention. Kendall coefficient was used to analyze the factors related to the resignation intention.Results:There were 98 coders in the surveyed hospitals, including 43 full-time coders and 55 part-time coders. Eighty-three valid questionnaires were recovered, and the effective recovery rate was 84.7%. Among them, 29(34.9%) had education level of junior college or below, 51(61.4%) had junior title or below, 15(18.1%) had medical information or case management as their major, 29(34.9%) coders had not obtained a coding certificate, 31(37.3%) were dissatisfied with the salary system, and 14(16.9%) had a tendency to leave. The medical record coders with lower professional titles, coding certificates and lower salary satisfaction were more likely to have the intention of resignation.Conclusions:Medical record coders in Anyang were challenged with such problems as shortage of manpower, low percentage of coding certificate holders and low salary satisfaction. Title, code certificate issuance and salary satisfaction were correlated with their resignation intention. Hospital managers should strengthen the importance of medical record coding and coders, and establish a reasonable salary, title evaluation and performance incentive system, so as to improve the attractiveness of coder position.

Exploration and practice of staff training of a general hospital / 中华医院管理杂志

Systematic and scientific training for all employees is an important means to improve the medical quality and service level of general hospitals. The authors′ hospital established a staff training university in 2012, built an integrated training management platform, and explored the combination of online and offline training for all its staff. Guided by the hospital′s development goals and service objectives, professional courses and comprehensive courses were set. Each specialty sets the course content and credit requirements according to the level of staffs, and dynamically adjusts the course setting according to the needs and training effect evaluation. This training mode ensured the effective implementation of in-hospital training, and the credit qualification rate of staffs had increased from 29.31% in 2012 to 85.37% in 2020; Improved the pertinence, timeliness and practicability of training; It enriched the training resources, broke the time and space constraints of training, and eliminated the contradiction between work and study.

Analysis on the status quo and influencing factors of physician title promotion satisfaction in public hospitals / 中华医院管理杂志

Objective:To investigate the current physician title promotion satisfaction in public hospitals, and analyze the main influence factors, for references in improving their satisfaction.Methods:June to December 2018, 2 156 in-job physicians of 39 hospitals in China were surveyed with questionnaires via the medical alliances platform, in order to learn their title promotion satisfaction. General information was subject to descriptive analysis, while the main influencing factors for their satisfaction were evaluated with univariate analysis.Results:Among the 2 156 samples, the overall satisfaction scored (3.17±0.84), at a satisfaction rate of 32.88%(709/2 156), the lowest satisfaction scoring was found in the promotion ratio(2.90±1.03). The univariate analysis results indicated that such factors as teaching titles, hospital grading and their location influenced their satisfaction on title promotion with a significant difference( P<0.05), while those with medium titles presented the lowest scoring in their satisfaction. Conclusions:As the overall satisfaction rate for their professional title promotion was not high, it is necessary to take the following measures. They refer to reasonable adjustment of the proportion ratio, dynamic coordination, and proactive exploration to establish different promotion series and launch differentiated appraisal, focusing on building a scientific and reasonable promotion criteria by levels and by categories for the purpose of enhancing teambuilding of physicians.

Sizing of nursing staff in clinical, surgical and pediatric hospitalization units / Dotación de personal de enfermería en unidades de internación clínica, quirúrgica y pediátrica / Dimensionamento de pessoal de enfermagem em unidades de internação clínica, cirúrgica e pediátrica

ABSTRACT Objective: to size the Nursing staff in clinical, surgical and pediatric inpatient units. Method: a retrospective cross-sectional study, carried out in a university hospital in Midwest Brazil. The data were obtained from daily classifications of the care complexity level (n=5,808) among patients (n=882) hospitalized in the referred units, from July to October 2019, in addition to occupancy and hospital stay indicators. Descriptive statistical analysis, parameters and an equation specific to the design were used. Results: clinical hospitalization had the highest occupation, permanence, demand for Nursing hours/day (162.58) and deficit of nurses (-12), followed by the pediatric unit (-2). In the clinical and surgical units, there was the same available/real number of nurses. The general staff sized showed personnel surplus (+24), due to the high number of mid-level professionals in all the sectors. Conclusion: expected sizing inadequacy was verified, as there was a mismatch between workload and allocation of professionals in the units.

RESUMEN Objetivo: constatar la dotación de personal de enfermería en unidades hospitalarias clínicas, quirúrgicas y pediátricas. Método: estudio transversal retrospectivo, realizado en un hospital universitario del Centro Oeste de Brasil. Los datos se obtuvieron de clasificaciones diarias del nivel de complejidad asistencial (n=5.808) entre los pacientes (n=882) ingresados en las unidades referidas, de julio a octubre de 2019, además de los indicadores de ocupación y estancia hospitalaria. Se llevó a cabo el análisis estadístico descriptivo con los parámetros y ecuación específicos de la dotación. Resultados: la hospitalización clínica presentó la mayor ocupación, permanencia, demanda de horas por día de asistencia de enfermería (162,58) y déficit de enfermeros (-12), seguida de la unidad de pediatría (-2). En las unidades clínico-quirúrgicas, se registró el mismo número de enfermeras disponibles /reales. La planta evaluada presentó un superávit de personal (+28), debido a la elevación de los profesionales de nivel medio en todos los sectores. Conclusión: se constató que la dotación resulta inadecuada, debido al desajuste entre la carga de trabajo y la asignación de profesionales en las unidades.

RESUMO Objetivo: dimensionar o quadro de pessoal de enfermagem em unidades de internação clínica, cirúrgica e pediátrica. Método: estudo transversal retrospectivo, realizado em um hospital universitário do Centro-Oeste do Brasil. Foram extraídos dados de classificações diárias do nível de complexidade assistencial (n=5.808) entre pacientes (n=882) internados nas referidas unidades, nos meses de julho a outubro de 2019, além de indicadores de ocupação e permanência hospitalar. Empregou-se análise estatística descritiva, parâmetros e equação próprios ao dimensionamento. Resultados: a internação clínica teve a maior ocupação, permanência, demanda de horas de enfermagem/dia (162,58) e déficit de enfermeiros (-12), seguida da unidade pediátrica (-2). Nas unidades clínica e cirúrgica havia o mesmo número de enfermeiros disponível/real. O quadro geral dimensionado apresentou superávit de pessoal (+24), pela elevação de profissionais de nível médio em todos os setores. Conclusão: constatou-se inadequação prevista pelo dimensionamento, pois existia desajuste entre a carga de trabalho e a alocação de profissionais nas unidades.

Management Responsibilities Among Dietitians: What is the Level of Job Satisfaction and Skills Involved? A Scoping Review

@#The role of dietitians involves not solely on clinical responsibilities. Additionally, operation management responsibilities such as managing human labor, financial resources, and problem solver are the tasks that a dietitian look after. It is reported to be challenging and stressful and could affect job satisfaction levels in the working environment. This scoping review aimed to explore the job satisfaction level and skills needed among dietitians to assume management responsibilities at their workplace. This study was completed using PRISMA guidelines. Online databases (Scopus and Science Direct) were used to identify papers published from 2000 to 2019. We selected English publications from the United States, Australia, South Africa, Korea, and the United Kingdom that used job satisfaction as a primary or secondary outcome. Studies were included if they addressed dietitians who were involved in clinical work, food service, and management in their dietetic practices. Findings on existing skills, including managerial skills, communication, teamwork, and time management among dietitians with management responsibilities, have helped to enhance the job satisfaction and work quality of the dietetic profession. The findings would be useful for human resource management in the organisation, preserving the professional identity of a dietitian.

Nursing human resource management of infectious disease hospitals under novel coronavirus pneumonia threats / 中华医院管理杂志

With the outbreak of novel coronavirus pneumonia, Beijing You'an Hospital has become one of the three infectious disease specialist hospitals designated to treat patients of such pneumonia. Under the premise of comprehensively implementing various emergency treatment tasks and ensuring the normal operation of other wards, the Nursing Department has put in place emergency plans and deployed due manpower for rapid response, timely personnel deployment, and reasonable reserve echelon structure. These measures have been taken as required by the patients’ numbers, critical conditions, disease diagnosis, and the guidelines of treatment and protection. While ensuring the completion of treatment work, we manage to leverage nursing human resources in a scientific, standardized and maximized efficiency manner, to ensure the quality of nursing, and the physical and mental health of nursing staff.

Gestão estratégica de pessoas no Legislativo Federal brasileiro: condições para a implementação / Gestión estratégica de personas en el Legislativo Federal brasileño: condiciones para la implementación / Strategic human resource management in the Brazilian Federal Legislative: conditions for the implementation

Resumo Esta pesquisa objetivou identificar aspectos interferentes na implementação da gestão estratégica de pessoas (GEP) nos órgãos do Poder Legislativo Federal brasileiro e as possíveis relações entre eles. Por meio de entrevistas e grupos focais realizados com 16 gestores do Senado Federal (SF) e da Câmara dos Deputados (CD) foram identificados 21 aspectos interferentes, divididos em categorias institucionais, políticas, organizacionais e setoriais, bem como foram elaborados modelos teórico-empíricos das influências exercidas por cada um dos aspectos sobre os demais, a partir do que se concluiu que os condicionantes mais significativos teriam natureza política, pois definiriam os recursos e a autonomia disponíveis para as unidades de gestão de pessoas (GP) conduzirem o processo de implementação.

Resumen Esta investigación se propuso identificar aspectos interferentes en la implementación de la gestión estratégica de personas en los órganos del Legislativo Federal brasileño y las posibles relaciones entre ellos. Por medio de entrevistas y grupos focales realizados con 16 gestores del Senado Federal y de la Cámara de Diputados, se identificaron 21 aspectos interferentes, divididos en categorías institucionales, políticas, organizativas y sectoriales, así como se elaboraron modelos teórico-empíricos de las influencias ejercidas por cada uno de los aspectos sobre los demás, a partir de lo que se concluyó que los condicionantes más significativos tendrían naturaleza política, pues definirían los recursos y la autonomía disponibles para que las unidades de gestión de personas conduzcan el proceso de implementación.

Abstract This research aimed to identify interfering aspects in the implementation of strategic human resource management in Brazilian Federal Legislative bodies, as well as the possible relations between them. Through interviews and focus groups with 16 managers of the Federal Senate and the Chamber of Deputies, 21 interfering aspects were identified, divided into institutional, political, organizational, and sectoral categories. The study elaborated theoretical-empirical models of the influences exerted by each of the aspects on the others, which supported the conclusion that the most significant constraints are of political nature, since they would define the resources and the autonomy available to human resource management units to lead the implementation process.

Nursing human resource management in the early phase of treatment of severe mass burn patients involved in August 2nd Kunshan factory aluminum dust explosion accident / 中华烧伤杂志

In August 2nd Kunshan factory aluminum dust explosion accident 2014, 35 severe mass burn patients were admitted to our hospital, including 18 men and 17 women, aged 21 to 50 (38±9) years. Their severe injuries caused much difficulty to the treatment. In the early period of treatment, a series of measures of nursing human resource management were implemented, such as carrying out training program for non-burn speciality nurses of different levels and origin, grouping and task-dividing, organizing work schedule and assigning in a unified way, and establishing monitoring team of speciality quality. Except for 2 cases of deaths in the early period, the other 33 patients were treated and nursed timely and effectively in the early period. The rescue rate arrived at 94.3% (33/35) on the 17th day post burn. In this period, no such nursing adverse event and complication occurred as bed-dropping, unplanned extubation, coagulation in veins of lower limb, catheter-related infection, or cross infection.

A qualitative research on head nurses′ management experience about standardized training nurses / 中国实用护理杂志

Objective@#To understand the real experience of the head nurses in the management process of standardized training nurses and to provide a reference for perfecting the standardized training project and improving the training quality.@*Methods@#Semi-structured interviews were conducted among eleven head nurses and data were analyzed by Colaizzi method.@*Results@#Three themes were extracted as follows: positive management methods; difficulties and challenges; need of support from superior nursing managers.@*Conclusion@#Understanding the experiences and feelings of head nurses in the management process of standardized training nurses can help sum up experience and find out the defect,then pay attention to seek effective solution and enhance training result.

Aqualitativeresearchonheadnurses′managementexperienceaboutstandardizedtrainingnurses / 中国实用护理杂志

Objective To understand the real experience of the head nurses in the management process of standardized training nurses and to provide a reference for perfecting the standardized training project and improving the training quality. Methods Semi-structured interviews were conducted among eleven head nurses and data were analyzed by Colaizzi method. Results Three themes were extracted as follows: positive management methods; difficulties and challenges; need of support from superior nursing managers. Conclusion Understanding the experiences and feelings of head nurses in the management process of standardized training nurses can help sum up experience and find out the defect,then pay attention to seek effective solution and enhance training result.

Estresse psicossocial e qualidade de vida em trabalhadores de enfermagem de um hospital militar: modelo desequilíbrio esforço- recompensa / Psychosocial stress and quality of life in nursing workers of a military hospital: effort-reward imbalance model

O presente estudo tem como tema "estresse psicossocial em trabalhadores de enfermagem de um hospital militar e a sua relação com a qualidade de vida". O interesse investigativo, acerca da temática, deve-se à minha trajetória profissional e à realização de estudos sobre os riscos e estresse psicossocial em trabalhadores de enfermagem em decorrência das peculiaridades da organização do trabalho hospitalar e de suas exigências. Objetivos: caracterizar o estresse psicossocial no trabalho de enfermagem em um hospital militar, mediante o modelo Desequilíbrio Esforço-Recompensa; verificar a associação entre o estresse psicossocial no trabalho e as características da amostra e avaliar a qualidade de vida desses trabalhadores a partir do WHOQOL-bref e a associação com o estresse psicossocial. Método: estudo quantitativo do tipo transversal, descritivo e exploratório, cuja amostra foi composta por 151 trabalhadores de enfermagem de um hospitalar militar situado no município do Rio de Janeiro. Após aprovação do projeto pelo Comitê de Ética em Pesquisa a participação, o estudo foi formalizado mediante a assinatura do Termo de Consentimento Livre e Esclarecido. Na coleta de dados, foram utilizados três instrumentos: caracterização dos participantes; Modelo Desequilíbrio Esforço-Recompensa (Siegrist, 1996) e, na avaliação da Qualidade de Vida, o WHOQOL-bref (OMS, 1994), composto por 26 itens. Resultados: A amostra foi constituída, majoritariamente, pelo sexo feminino, casados, faixa etária entre 26 a 44 anos, nível de escolaridade médio/graduação e renda familiar acima de 6 salários mínimos, trabalho em turnos e carga horária acima de 32 horas. O estresse psicossocial da amostra foi caracterizado em baixo/médio DER (64,9%) e alto (35,1%). A exposição ao DER associou-se (p<0,005) com as características da amostra: categoria profissional, escolaridade, carga horária e ter outro emprego. Sobre a QV geral, verificou-se uma boa média e satisfação geral com a saúde. Em relação aos domínios da QV, foram identificadas as seguintes associações: domínio físico - faixa etária de 26 a 44 anos e trabalhar em regime de plantão; domínios psicológico e social: sexo masculino. Não houve associação do DER com o domínio relações sociais. Conclusão: diante dos resultados, ratifica-se a relevância de medidas e/ou estratégias voltadas para a prevenção, minimização e manejo dos fatores estressores no ambiente laboral e promoção da qualidade de vida pela organização e o próprio trabalhador, com vistas à promoção da saúde e bem-estar do grupo.

The present study has as theme "psychosocial stress in nursing workers of a military hospital and its relationship with the quality of life". The investigative interest on the subject is due to my professional career and studies on the risks and psychosocial stress in nursing workers due to the peculiarities of the organization of hospital work and its requirements. Objectives: to characterize psychosocial stress in nursing work in a military hospital through the effort-reward imbalance model; to verify the association between psychosocial stress at work and sample characteristics and to evaluate the quality of life of these workers from WHOQOL-bref (WHO, 1996) and the association with psychosocial stress. Method: a quantitative cross-sectional, descriptive and exploratory study whose sample consisted of 151 nursing workers from a military hospital located in the city of Rio de Janeiro. After approval of the project by the Research Ethics Committee, the participation was formalized by signing the Informed Consent Form. In data collection three instruments were used: characterization of participants; Effort-reward Imbalance Model (Siegrist, 1996); and in the quality of life assessment the WHOQOL-bref (WHO, 1994), composed of 26 items. Results: The sample consisted mainly of females, married, aged between 26 and 44 years old, average level of education / graduation and family income above 6 minimum wages, shift work and workload over 32 hours. The psychosocial stress of the sample was characterized as low / medium ERI (64.9%) and high (35.1%). Exposure to ERI was associated (p <0.005) with the characteristics of the sample: professional category, education, workload, multiple links. Regarding overall QOL there was a good average and overall satisfaction with health. Regarding the QOL domains, the following associations were identified: physical domain - age group 26 to 44 years and working on duty; psychological and social domains: male gender. There was no association between ERI and the social relations domain. Conclusion: the results confirm the relevance of measures and / or strategies aimed at the prevention, minimization and management of stressors in the workplace and the promotion of quality of life by the organization and the worker himself in order to promote health and well being. being in the group.

Association between workload and absenteeism in nursing technicians / Asociación entre carga de trabajo y absentismo en profesionales de enfermería de nivel medio / Associação entre carga de trabalho e absenteísmo de profissionais de enfermagem de nível médio

ABSTRACT Objective: to identify absenteeism of nursing technicians in an Intensive Care Unit and to verify the association between absenteeism and workload. Method: cross-sectional retrospective study of documentary source and quantitative approach. It was performed in an adult intensive care unit with 4,920 measurements from the Nursing Activities Score in 2017, in order to extract the nursing workload, and control absenteeism, considering the absences recorded in the management register of the department. Descriptive and inferential statistical analysis was performed, dividing the intensive care unit into two groups (ICU I and ICU II), according to team shifts. Results: in the period analyzed, 461 absences were observed, with a higher proportion in ICU II (5.35%, p-value=0.00). This group also had the highest Nursing Activities Score (99.76) average. However, workload and absenteeism showed no statistically significant correlation in the analyzed groups (ICU I, r=0.02 and ICU II, r=0.06). Conclusion: there was no statistically significant association between absenteeism and workload of nursing technicians in the Intensive Care Unit. However, the team with the highest workload was the most absent.

RESUMEN Objetivo: determinar el absentismo del equipo de enfermería de nivel medio en unidad de terapia intensiva; verificar asociación entre absentismo y carga de trabajo. Método: estudio transversal, retrospectivo, de fuente documental, con abordaje cuantitativo. Realizado en una unidad de terapia intensiva de adultos sobre 4.920 mediciones del Nursing Activity Score en 2017, para calcular la carga de trabajo y el absentismo en enfermería, considerando las faltas registradas en la correspondiente planilla. Se aplicó análisis estadístico descriptivo e inferencial, dividiendo en dos sectores la unidad (UTI I y UTI II), de acuerdo a grupos del equipo. Resultados: se contabilizaron 461 ausencias en el período estudiado, con mayor proporción en UTI II (5,35, p-valor=0,00). El sector mostró también promedio mayor de puntuación del Nursing Activities Score (99,76). Sin embargo, la carga de trabajo y el absentismo no expresaron correlación estadística significativa entre los dos grupos analizados (UTI I, r=0,02; UTI II, r=0,06). Conclusión: no existió asociación estadística significativa entre absentismo y carga de trabajo de los trabajadores de enfermería de nivel medio en la unidad de terapia intensiva. Sin embargo, el grupo con mayor carga de trabajo fue el que mostró mayor cantidad de inasistencias.

RESUMO Objetivo: identificar o absenteísmo da equipe de enfermagem de nível médio em uma Unidade de Terapia Intensiva e verificar a associação entre absenteísmo e carga de trabalho. Método: estudo transversal, retrospectivo, de fonte documental e abordagem quantitativa. Foi realizado em uma Unidade de Terapia Intensiva para adultos com 4.920 mensurações do Nursing Activities Score no ano de 2017, para extrair a carga de trabalho da enfermagem, além do controle do absenteísmo, considerando as faltas registradas na planilha de gerenciamento do setor. Realizou-se análise estatística descritiva e inferencial, dividindo a Unidade de Terapia Intensiva em dois segmentos (UTI I e UTI II), de acordo com escalas de equipes. Resultados: no período analisado, foram observadas 461 ausências, com maior proporção no segmento UTI II (5,35%, p-valor=0,00). Este segmento também apresentou maior média de pontuação do Nursing Activities Score (99,76). No entanto, a carga de trabalho e o absenteísmo não apresentaram correlação estatística significativa em ambos os segmentos analisados (UTI I, r=0,02 e UTI II, r=0,06). Conclusão: não houve associação estatística significativa entre absenteísmo e carga de trabalho dos trabalhadores de enfermagem de nível médio da Unidade de Terapia Intensiva. Porém, a equipe com maior carga de trabalho foi a mais ausente.

Labor practices and organizational commitment / Buenas prácticas laborales y compromiso organizacional

Abstract: Within the framework of Corporate Social Responsibility, workers' perceptions regarding human resource policies and practices imple mented by the organization are relevant to the organizational commit ment that they display towards the institution. We analyze the rela tionship between workers' perceptions of company human resource policies and practices and the multidimensional construct of organi zational commitment through cross-sectional correlational research for a sample of 89 workers from 7 different organizations in the Ñuble Province, Chile. This study aims to understand workers' perceptions regarding the implementation, by the organization, of certain labor policies and practices, and its relationship with the degree of organi zational commitment, measured through the instrument proposed by Meyer and Allen in 1991. The results show that most of the good practices analyzed have a high positive and moderate correlation with organizational commitment. The positive relationship between com mitment and at least one of the aspects of each "Good Labor Practice" studied is highlighted: Benefits and Compensations, Health and Safety, Human Resources Processes, Training and Professional Development and Work Conciliation.

Resumen: En el marco de la Responsabilidad Social Empresarial, la percepción de los trabajadores respecto de las políticas y prácticas de recursos humanos que implementa la organización, son relevantes en su compromiso organizacional. Se analiza la relación entre la percep ción del trabajador de las políticas y prácticas de recursos humanos de la empresa y el constructo multidimensional de compromiso organizacional, a través de una investigación de tipo correlacional, de corte transversal, para una muestra de 89 trabajadores prove nientes de 7 organizaciones de la Provincia de Ñuble. El objetivo es determinadar si las políticas y prácticas laborales implementadas por las empresas se relaciona con el grado de compromiso organi zacional que manifiesta el trabajador, medido a trevés del instru mento propuesto por Meyer y Allen en 1991. Los resultados mues tran que la mayoría de las buenas prácticas analizadas, tienen una correlación positiva y moderada con el compromiso con la organi zación. Se destaca la relación positiva entre el compromiso y al menos uno de los aspectos de cada "Buena Práctica Laboral" estu diada: Beneficios y Compensaciones, Salud y Seguridad, Procesos de Recursos Humanos, Capacitación y Desarrollo Profesional, y Conciliación Laboral.

Evaluación clínica y priorización de dependencia kinesiológica en pacientes pediátricos críticos / Clinical evaluation and prioritization of kinesiological dependence in patients critical pediatric

INTRODUCCION: Desde el año 1995 en Chile, los kinesiólogos paulatinamente han sido incorporados como parte de los equipos de las unidades de cuidados críticos, tanto adultas como pediátricas, sin embargo, hasta la fecha, la contratación de estos profesionales responde a situaciones de convicción personal de las jefaturas asociadas, debido a carencias en la caracterización de la carga real del trabajo efectuado por estos profesionales. Por esta razón, se necesitan herramientas que permitan gestionar el quehacer del profesional kinesiólogo en estas unidades, en base a datos obtenidos en las distintas realidades locales. Para esto, se evaluará la aplicabilidad y confiabilidad de una escala denominada escala de dependencia kinesiológica, con el fin de que sirva como instrumento de gestión para la kinesiología intensiva. METODOS: Se realizó un diseño descriptivo, transversal y exploratorio para evaluar la escala de dependencia kinesiológica. La escala construida se sometió inicialmente a juicio de expertos y posteriormente se aplicó en pacientes hospitalizados en la Unidad de Paciente Crítico Pediátrico del Hospital de Niños Roberto del Río. Se utilizaron las pruebas estadísticas de Alfa de Cronbach y de coeficiente de correlación Intraclase para su evaluación. RESULTADOS: El juicio de expertos arrojó un alto porcentaje de acuerdo respecto de exactitud, relevancia, claridad y puntuación de la escala preliminar (82,14 % a 96,42 %). La escala se aplicó en 47 pacientes mostrando un rendimiento de un 0,9875 para la prueba de Alfa de Cronbach y de un 0,9640 en el Coeficiente de Correlación Intraclase. CONCLUSION: La escala de dependencia kinesiológica es una escala que muestra una alta aplicabilidad y confiabilidad por lo que podría utilizarse como herramienta para la determinación de la carga laboral y adecuar la necesidad de recursos profesionales.

INTRODUCTION: Since 1995 in Chile, the physiotherapists have been gradually incorporated as part of the Intensive Care Units, both adults, and pediatrics. Nevertheless, the hiring of these professionals responds to personal convictions of each leadership until today, related to the lack of characterization on the real workload of these professionals. According to the above, this process needs tools that allow managing the job of the physiotherapists on these units based on data obtained from different local realities. Finally, in this article, it will assess the applicability and reliability of a scale named "Physiotherapy DependenceScale", in order to use it as a management tool for intensive physiotherapy. METHODS: We used a descriptive, cross-sectional and exploratory study designed to assess the physiotherapy dependence. The scale was initially submitted to experts judgment and then applied to hospitalized patients in the Pediatric Intensive Care Unit of the Hospital de Niños Roberto del Río. We used the statistical tests of Cronbach's Alpha and coefficient of Intraclass correlation for applicability and reliability. RESULTS: The expert's judgment showed a high agreement percentage regarding accuracy, relevance, clarity, and punctuation in the preliminary scale (82.14% to 96.42%). The scale was applied to 47 patients showing a performance of 0.9875 for the Cronbach's Alpha Test and 0.9640 for the Coefficient of Intraclass Correlation. CONCLUSION: The "Kinesiology Dependence Scale" shows a high applicability and reliability. This scale could be used as a management tool to determinate the workload and the need for more professional resources.