ABSTRACT
Com o objetivo de descrever o perfil das equipes de saúde da atenção básica em 41 municípios com mais de 100 mil habitantes, um total de 4.749 trabalhadores de saúde de dois estados do Sul (1.730) e cinco do Nordeste (3.019) do Brasil foram incluídos a partir de amostra das unidades básicas de saúde tradicionais e do Programa Saúde da Família (PSF). Após consentimento, os trabalhadores responderam a um instrumento auto-aplicado com informações demográficas, sobre o trabalho e a sua situação de saúde. As principais diferenças entre os modelos de atenção foram na constituição das equipes, com o PSF apresentando mais agentes comunitários de saúde, mais mulheres, trabalhadores mais jovens, menor ingresso por concurso, mais trabalhadores com um único emprego, maior precarização nos vínculos trabalhistas, menor satisfação com este vínculo, menor antiguidade no trabalho, maior carga horária, maior especialização na área e melhor remuneração. Pior avaliação de sua saúde e maior proporção de consultas médicas foram igualmente registradas para o PSF. São necessários esforços no âmbito da gestão para apoiar esses trabalhadores, que são a base do sistema de saúde e, protagonistas do seu desenvolvimento e da consolidação da atenção básica.
In order to describe the profile of primary health care teams in 41 municipalities with more than 100 thousand inhabitants each, a total of 4,749 health workers in two States from the South (1,730) and five from the Northeast (3,019) of Brazil were included from a sample of traditional primary care units and the Family Health Program (FHP). After providing informed consent, the health workers answered a self-applied questionnaire with demographic, work-related, and their own health-related data. The principal differences between the two models involved the structuring of the teams, with the FHP including more community health agents, more women, more young workers, fewer hired on the basis of formal admissions exams, more with a single job, more precarious employment arrangements, less employment satisfaction, less time on the job, larger workloads, greater specialization in the area, and better pay. The FHP also showed worse self-perceived health and more medical appointments. Management efforts are needed to support these workers, who form the basis of the health system and are key protagonists in the development and consolidation of primary care.
Subject(s)
Adult , Female , Humans , Male , Middle Aged , Family Health , Health Personnel , Occupational Health/statistics & numerical data , Primary Health Care/statistics & numerical data , Regional Medical Programs , Brazil , Demography , Educational Status , Epidemiologic Methods , Employment/psychology , Employment/statistics & numerical data , Family Practice , Health Personnel/psychology , Job Satisfaction , Nurse Clinicians/psychology , Nurse Clinicians/statistics & numerical dataABSTRACT
PURPOSE: This study was performed to analyze effects of the power and empowerment on job satisfaction and organizational commitment. This study was based on the Kanter's theory of organizational empowerment. METHOD: A predictive, non-experimental design was used to test the model in a sample of 688 nurses working in 7 university hospitals that have over 500 beds in Seoul, Kyunggi and Kangwon provinces. The data were collected from December, 2003 to January, 2004. It was analyzed with descriptive statistics and Pearson correlation of SPSS and with path analysis of LISREL. RESULT: The formal and informal power had direct effects on empowerment. Formal power also had direct effects on informal power. Empowerment had direct effects on job satisfaction and organizational commitment. Organizational commitment had direct effects on job satisfaction. There was positive effects in all of the variables. CONCLUSION: The positive changes show on personal behaviors and attitudes when the nurses who have formal and informal power are empowered. These findings would be important resource to nurse administrators for clinical implication.