Application of four-dimension innovative service concept in hospital logistics management / 现代医院

Objective To explore the effect observation of four-dimension innovative service concept applied to hospital logistics management.Methods Retrospective analysis of the survey results of 500 hospitalized patients,42 hospital staff,187 public facilities/medical instruments and equipment before and after the application of the four-dimension innovative service con-cept(March-June 2022)and after the application(March-June 2023).The satisfaction of patients and employees on logistics work and the difference of repair rate and complaint rate before and after application were compared.Results After the applica-tion,the satisfaction of patients and staff on logistics work were significantly higher than before the application(P＜0.05),and the repair rate of logistics after the application(10.70％)was significantly lower than before the application(18.18％)(P＜0.05),and the complaint rate of logistics(5.00％)was also significantly lower than before the application(8.20％)(P＜0.05).Conclusion The application of four-dimensional innovative service concept in hospital logistics management can effec-tively enhance the satisfaction of patients and staff on logistics work,and reduce the logistics repair rate and complaint rate,and it can be popularized in various hospitals.

Analysis of the perception and satisfaction levels of unified elderly care needs assessment personnel in Shanghai / 上海预防医学

ObjectiveTo clarify the perception of the work and satisfaction levels among personnel conducting unified elderly care needs assessment in Shanghai， to analyze the factors influencing their job satisfaction， and to provide references for optimizing the job satisfaction of unified elderly care needs assessment personnel in Shanghai. MethodsA survey was conducted among 93 assessment personnel randomly selected from 29 elderly care needs assessment agencies in Shanghai. The personnel’s perception of their work and their levels of job satisfaction were examined. Chi-square test and Fisher’s precision probability test were used to compare regional differences， while the two-factor theory was employed to analyze the factors influencing job satisfaction. ResultsRegarding perception of the work， 92.5% of the surveyed personnel believed their work was important. Moreover， 87.1% were interested in their assessment tasks， and 84.9% believed they made a positive contribution to the assessment work and the assessment position was in line with their personal preferences. Regarding job satisfaction， 83.9% of the participants were satisfied with their assessment work， 78.5% considered the workload appropriate， and 74.2% found the working hours suitable. Additionally， 65.6% expressed satisfaction with the level of cooperation from the assessment subjects， while 94.6% and 91.4% of the personnel were satisfied with the support provided by the assessment agencies and had a sense of belonging， respectively. Furthermore， 65.6% of the personnel expressed satisfaction with their job compensation and benefits. Hygiene factors affecting job satisfaction included salary and compensation， workload， time spent on the job and institutional support related to external assistance， job suitability， teamwork， and client cooperation （P<0.05）， while motivational factors included recognition of the significance of the job， sense of achievement， interest in the job， sense of belonging， and opportunities for personal growth （P<0.05）. ConclusionThe overall work cognition and satisfaction of unified elderly care needs assessment personnel in Shanghai towards their work are relatively positive. Main issues include the heavy workload and actual job subsidies not meeting expectations. It is recommended to improve the standardization of the assessment process， establish a professional team of assessment personnel， and enhance the compensation and incentive mechanisms to continuously increase staff satisfaction.

Bienestar y salud ocupacional de profesores universitarios en la formación investigativa mediante el teletrabajo / Well-being and occupational health of university professors in research training through teleworking i: en

Introducción: La COVID-19 provocó cambios laborales e influyó en el comportamiento de los docentes universitarios. Objetivo: Describir el bienestar y la salud ocupacional de profesores universitarios en la formación investigativa mediante el teletrabajo. Métodos: Se realizó un análisis sistemático mediante la metodología PRISMA que incluyó todo el año 2022 y los primeros meses del 2023. Con los artículos incluidos se aplicó la herramienta de búsqueda bibliográfica en línea Litmaps. Asimismo, se empleó un cuestionario y posteriormente la escala de Likert. El instrumento se validó con el coeficiente alfa de Cronbach y se consideró la prueba t de una muestra para probar como hipótesis descriptiva si el bienestar y la salud ocupacional desde la formación investigativa en docentes universitarios mediante el teletrabajo eran satisfactorios. Resultados: En el estudio, 41,2 % de los artículos de revisión e investigación seleccionados con la metodología PRISMA correspondieron al año 2022; sin embargo, el 50,0 % de los artículos semillas fueron del 2023, donde su análisis mapa indicó que no hubo citas de correspondencias. En cuanto al resultado de la valoración con la escala de Likert y luego con la prueba de hipótesis, se obtuvo insatisfacción en los profesores respecto a la formación investigativa mediante el teletrabajo. Conclusiones: Existió insatisfacción respecto al bienestar y la salud ocupacional para la formación investigativa desde el teletrabajo porque los docentes universitarios consideraban que las condiciones laborales no fueron favorables.

Introduction: COVID-19 caused job changes and influenced the behavior of university professors. Objective: To describe well-being and occupational health in research training of university professors through teleworking. Methods: A systematic analysis was carried out using the PRISMA methodology that included the entire year 2022 and the first months of 2023. The online bibliographic search tool Litmaps was applied to the included articles. Likewise, a questionnaire was used and subsequently the Likert scale. The instrument was validated with Cronbach's alpha coefficient and the one-sample T-test was considered as a descriptive hypothesis whether well-being and occupational health from research training in university professors through teleworking were satisfactory. Results: In the study, 41.2% of the review and research articles selected with the PRISMA methodology corresponded to the year 2022; however, 50.0% of the seed articles were from 2023, where their map analysis indicated that there were no citations of correspondences. Regarding the result of the assessment with the Likert scale and then with the hypothesis test, dissatisfaction was obtained among professors concerning research training through teleworking. Conclusions: There was dissatisfaction regarding well-being and occupational health for research training through teleworking because university professors considered that working conditions were not favorable.

SNORE (Sleep Deprivation Among Night Shift Health Staff on Rotation Evaluation) Study Protocol

Background: SNORE (Sleep deprivation among Night shift health staff On Rotation-Evaluation) study is conceptualized to study the effects of sleep deprivation on healthcare professionals working night shifts on rotation. Materials and Methods: A comparative cross-sectional study is devised including health-care profes-sionals working night shifts on rotation at a tertiary level health-care facility, using a semi-structured questionnaire which can test sleep deprivation, cognitive ability, and quality of life. The process is to ap-proach 309 probable study participants based on stratified random sampling, after exclusion of health-care professionals with other factors which may interfere with sleep deprivation testing. Discussion: The study protocol was set in such a way as to randomly include participants from all cadres of healthcare providers as per population proportion. By measuring the effects on cognitive effect and quality of life necessary steps can be taken to provide better quality of life and to decrease cognitive im-pairment, especially among health care professionals working night shifts.

Expectativas y realización profesional en Cirugía General y subespecialidades quirúrgicas: situación actual de los cirujanos jóvenes en Córdoba / Expectations and professional fulfillment in general surgery and surgical sub-specialties: current situation of young surgeons in Cordoba

RESUMEN Antecedentes: en la Argentina, la especialidad Cirugía General se encuentra en crisis y esta situación alarmante se halla vinculada a las malas condiciones laborales del cirujano general. Objetivo: describir la percepción que el cirujano joven tiene al terminar su programa de formación, en relación con su perspectiva laboral, actividad quirúrgica y académica. Material y métodos: estudio transversal basado en una encuesta dirigida a cirujanos jóvenes en Córdoba, Argentina. Resultados: participaron 53 encuestados. El 58% eran hombres y la mediana de edad fue 32 años. El 72% ejercía Cirugía General y el 55% trabajaba en el sector privado. El 34% pertenecía a la Asociación de Cirugía de Córdoba y el 23% a la Asociación Argentina de Cirugía. En cuanto a la experiencia profesional, el 53,1% eran cirujanos junior y el 64% eran competentes para realizar procedimientos de baja o mediana complejidad. En relación con la perspectiva laboral, el 89% consideró que el cirujano joven no consigue salida laboral rápida y el 96,2% refirió que sus prácticas no eran bien remuneradas. Respecto de la calidad de vida personal y laboral, el 57% manifestó frustración e incertidumbre económica. En cuanto a las cirujanas, la tasa de inequidades de género y hostigamiento sexual en el ámbito laboral fue del 73% y 50%, respectivamente. Conclusión: encontramos la percepción de un bajo nivel de competencia para las cirugías de mayor complejidad y una baja tasa de adherencia a sociedades quirúrgicas. Debido a la escasa oferta laboral existe gran frustración e incertidumbre económica. Actualmente, predomina y persiste el maltrato y hostigamiento hacia las cirujanas.

ABSTRACT Background: In Argentina, the specialty of general surgery is in crisis, and this alarming situation is associated with the poor working conditions of general surgeons. Objective: The aim of this study is to describe the perception of young surgeons at the end of their training program, in relation to their job prospects, surgical and academic activity. Material and methods: We conducted a cross-sectional study based on a survey responded by young surgeons in Cordoba, Argentina. Results: The survey was responded by 53 young surgeons; 58% were men and median age was 32 years. Seventy-two percent practiced general surgery and 55% worked in the private setting. Thirtyfour percent were members of Asociación de Cirugía de Córdoba and 23% belonged to Asociación Argentina de Cirugía. As for professional experience, 53.1% were junior surgeons and 64% were capable of performing low or medium complexity procedures. Eighty-nine percent considered that young surgeons do not get a job quickly and 96.2% reported that they were not well paid for their practice. When asked about their personal and professional quality of life, 57% expressed frustration and economic uncertainty. Among women surgeons, 73% reported gender inequities and 50% reported sexual harassment in the workplace. Conclusion: Young surgeons perceived they had low level of competencies for high complexity surgical procedures and reported low rate of membership in surgical societies. Most of them feel frustrated due to scarce job opportunities and expressed economic uncertainty. Nowadays, abuse and harassment of women surgeons still prevails and persists.

Burnout, apoyo social, ansiedad y satisfacción laboral en profesionales del Trabajo Social / Burnout, social support, anxiety and job satisfaction among social work professionals

Resumen La presente investigación analiza la prevalencia de burnout y los factores de riesgo asociados a nivel demográfico, laboral, apoyo social percibido, ansiedad y satisfacción laboral en el colectivo de trabajadores/as sociales en España. Se partió de la hipótesis que suponía que un mayor apoyo social percibido disminuye el burnout; que una mayor ansiedad estaría vinculada a aumentar su presencia; y que una mayor satisfacción laboral estaría vinculada a una menor incidencia de burnout. La muestra de estudio estuvo compuesta por un total de 252 trabajadores/as sociales, de los que el 88.5 % (n = 223) eran mujeres, y el 11.5 % (n = 29) eran hombres, de los Colegios Profesionales de Trabajo Social de Sevilla y Murcia. Se recogió información sobre variables demográficas, laborales, apoyo social percibido (mediante el Duke-UNC Functional Social Support Questionnaire), síntomas de ansiedad (Generalized Anxiety Disorder), satisfacción laboral (Overall Job Satisfaction) y burnout.Maslach Burnout Inventory). La investigación demostró que, en función de la prevalencia de burnout, un 46.8 % (n = 118) mostraba un alto cansancio emocional; un 56.7 % (n = 143), una elevada despersonalización; y un 62.3 % (n = 157), baja realización personal. Determinadas variables se asocian, de manera estadísticamente significativa, a las diferentes dimensiones de burnout, específicamente: mayor edad, antigüedad laboral, ansiedad, menor apoyo social percibido y satisfacción laboral. Los presentes resultados ponen de manifiesto el grado de insatisfacción entre los trabajadores/as sociales de España, lo cual hace un llamamiento a otros investigadores/as a analizar los factores de protección que pueden amortiguar la aparición y los efectos negativos del burnout, y a llevar a cabo estrategias de prevención destinadas a reducir esta problemática global.

Abstract Burnout, defined with its most agreed upon definition, given in 1982 by Christina Maslach (Maslach Burnout Inventory), is a prolonged response to chronic emotional and interpersonal stressors on the job. Individuals suffering from burnout experience emotional exhaustion, depersonalization of clients, and reduced feelings of personal accomplishment. The well-documented day-to-day and long-term experiences of job stress and burnout among social services institutions increasingly raise concerns among leaders, policy makers and scholars. In this senses, previous research conducted internationally has shown a high prevalence of burnout among Social Workers collective. The burnout in Social Work is related to three types of factors: individual (seniority, gender, training and qualification, personality attributes, etc.), organizational (role stress, uncertainty, work overload, lack of human resources, etc.), and contextual. However, it is not frequent to find studies that analyze this occupational health problem in Spain. Current research explores the prevalence of burnout (using the Maslach Burnout Inventory) and associated risk factors like the demographic, occupational, perceived social support (Duke-UNC Functional Social Support Questionnaire), anxiety (Generalized Anxiety Disorder) and job satisfaction levels (Overall Job Satisfaction) among social workers in Spain. Higher perceived social support decreases; higher anxiety is linked to higher burnout, and higher job satisfaction is linked to lower burnout incidence. Participants: the study's sample was composed of a total of 252 subjects, of which 88.5 % (n = 223) were women, and 11.5 % (n = 29) were men, all social workers from the Professional Associations of Social Work of Seville and Murcia, with an average age of 40.7 years. The information was collected online via the Google Questionnaire application at the end of 2017. The questionnaire was divided into four different blocks: demographic (including age, sex, marital status and number of children) and labor (seniority, employment sector and employment context ) variables; perceived social support (Duke-UNC functional social support questionnaire); Generalized Anxiety disorder scale (GAD 7); Overall Job Satisfaction questionnaire; and burnout (Maslach Burnout Inventory), whose 22 questions measure emotional exhaustion, low depersonalization and personal fulfillment. Based on the prevalence of burnout, 46.8 % (n = 118) showed high emotional exhaustion, 56.7 % (n = 143) high depersonalization and 62.3 % (n = 157) low personal achievement. Likewise, after logistic regression analysis, it is observed how certain variables are statistically significantly associated with the different dimensions of burnout, specifically, emotional exhaustion was associated with older age (OR = 1.028; p = .038), work seniority (OR = 1.032; p = .038) and job satisfaction (OR = .978; p = .009). High depersonalization was positively associated with working in social services (OR = 1.726; p = .018), perceived social support (OR = .969; p = .026) and anxiety (OR = 1.213; p = .037). Finally, low personal achievement was statistically associated with perceived social support (OR = .969; p = .026) and anxiety (OR = 1.213; p = .037). Current results could be effective when carrying out prevention strategies aimed at reducing the problem of burnout among Social Work professionals in Spain. The socio-economic and political context of Spain characterized by austerity in recent years has negatively affected the public sector and social services through restrictions on access to rights, precarious working conditions for social workers, reduction of templates and work teams, elimination of public services and benefits, progressive privatization and reduction of budgets for social policies, increasing the workload of social workers in Spain. Current results show the degree of dissatisfaction among social workers in Spain, calling on other researchers to analyze the protective factors that can cushion the appearance and negative effects of burnout.

Inteligencia emocional y satisfacción laboral en enfermeras de un Hospital Regional en Arequipa / Emotional Intelligence and Work Satisfaction in Nurses from a Regional Hospital in Arequipa

Introducción: Inteligencia emocional y satisfacción laboral constituyen aspectos fundamentales que las enfermeras deben cultivar, permitiéndoles percibir tanto emociones propias, como de de los pacientes y familiares, básicos para establecer relaciones terapéuticas positivas, como desarrollar acciones que refuercen su auto valía y satisfacción con el trabajo realizado. Objetivo: Describir la relación existente entre inteligencia emocional y satisfacción laboral en enfermeras de un Hospital Regional. Métodos: Estudio cuantitativo, diseño descriptivo correlacional, de corte transversal, en 51 enfermeras del Hospital Regional "Julio Pinto Manrique" de la Policía Nacional del Perú-Arequipa). Mediante encuesta, se aplicó la "Escala Trait Meta Mood Scale TMMS-24" y la "Escala General de Satisfacción Laboral (Overall Job Satisfaction) NTP 394". La información se analizó mediante frecuencias absolutas y porcentajes. Para el análisis bivariado se utilizó la prueba Chi cuadrado al cumplirse con el requisito de normalidad, con un nivel de significación estadística de p < 0.05. Resultados: de las enfermeras estudiadas, 64,29 por ciento con satisfacción laboral moderada presentaron inteligencia emocional adecuada; 12,50 por ciento enfermeras insatisfechas en nivel moderado presentaron poca inteligencia emocional; 58,34 por ciento de enfermeras civiles con satisfacción laboral moderada presentaron inteligencia emocional adecuada y 40 por ciento con indiferente satisfacción laboral presentaron poca inteligencia emocional. Conclusiones: En las enfermeras estudiadas (con grado y civiles) se encontró una adecuada inteligencia emocional y moderada satisfacción laboral, con una relación significativa entre estas variables, pudiendo verificarse un adecuado manejo de emociones propias y las de los demás cuando la satisfacción laboral en las enfermeras era mejor(AU)

Introduction: Emotional intelligence and work satisfaction are fundamental aspects that nurses must cultivate, which would allow them to perceive not only their own emotions, but also those of patients and their relatives. This is basic to establish positive therapeutic relationships, as well as to develop actions that reinforce their self-worth and self-satisfaction with work done. Objective: To describe the relationship between emotional intelligence and work satisfaction in nurses from a regional hospital. Methods: Quantitative and cross-sectional study, with a descriptive-correlational design, carried out with 51 nurses from Julio Pinto Manrique Regional Hospital, of the National Police of Peru, in Arequipa. By means of a survey, the Trait Meta-Mood Scale (TMMS-24) and the NTP 394 General Job Satisfaction Scale were applied. The information was analyzed using absolute frequencies and percentages. For the bivariate analysis, the chi-square test was used when the normality requirement was met, with a level of statistical significance of P < 0.05. Results: Of the nurses studied, 64.29 percent with moderate work satisfaction presented adequate emotional intelligence; 12.50 percent nurses with moderate dissatisfaction presented low emotional intelligence; 58.34 percent of civilian nurses with moderate work satisfaction presented adequate emotional intelligence; and 40 percent with indifferent work satisfaction presented low emotional intelligence. Conclusions: Among the nurses studied (whether certified or civilian), adequate emotional intelligence and moderate work satisfaction were found, with a significant relationship between these variables, which allowed to verify that they could management their own emotions adequately, as well as the emotions of others, when work satisfaction in the nurses was better(AU)

Satisfaction and incentive mechanisms survey of scientific research in a tertiary specialized hospital in Shanghai / 中华医学科研管理杂志

Objective:To better understand the satisfaction with medical worker′s scientific research, raise the management and service levels of scientific research management department, and stimulate hospital workers devote to scientific research.Methods:This paper analyzes the main factors that affect the scientific researchers′ job satisfaction in a tertiary hospital in Shanghai based on questionnaire survey. SPSS 26.0 was used to test the reliability and validity of the scale. Two independent sample t-test, one-way ANOVA and LSD-T test are used to explore the factors that affect the scientific research enthusiasm of staffs in different positions.Results:The incentive measures of scientific research in hospital can be summarized into three different aspects: material/spiritual incentive mechanism, scientific research management system and personnel training system, the average scores were: X-≈3.97, X-≈ 4.09, X-≈ 3.84, according to which the scientific research management system has the highest satisfaction.Conclusions:The overall satisfaction of staff in the hospital needs to be improved. According to the characteristics of different staff, tailored research management measurements should be developed to mobilize the enthusiasm of hospital staff in scientific research, enhance their satisfaction, and further improve the scientific research capacity of the hospital.

Asociación entre índice de ruralidad y satisfacción laboral en médicos y enfermeros de Perú / Association between the rurality index and work satisfaction in Peruvian physicians and nurses

Introducción: La satisfacción laboral en el contexto de la salud es importante porque su ausencia se asocia a trastornos mentales o psicosociales e influye de forma negativa en los servicios prestados, en el bienestar del paciente y disminuyen el rendimiento del sistema de salud. Objetivo: Evaluar la asociación entre el índice de ruralidad del distrito donde se ubica el establecimiento de salud y la satisfacción laboral en médicos y enfermeros que laboran en estos establecimientos en Perú. Métodos: Se realizó un análisis secundario de la Encuesta Nacional de Satisfacción de Usuarios en Salud, 2016. Esta encuesta se realizó a 5098 profesionales de la salud, el 43,5 por ciento eran médicos La ruralidad fue medida como la densidad poblacional (habitantes/km2) del distrito donde se ubica el establecimiento de salud. Para evaluar la asociación de interés, se utilizó un modelo lineal generalizado de la familia de Poisson para estimar razones de prevalencia crudas y ajustadas. Resultados: El porcentaje de médicos y enfermeros con satisfacción laboral fue de 75,1 por ciento y 76,7 por ciento, respectivamente. Entre los médicos no se encontró asociación entre el índice de ruralidad y satisfacción laboral en el modelo crudo (1,01 IC 95 por ciento: 0,96 a 1,05) ni ajustado (1,01 IC 95 por ciento: 0,97 a 1,05). En enfermeros tampoco se encontró asociación en el modelo crudo (98 IC 95 por ciento: 0,95 a 1,00) ni ajustado (0,97 IC 95 por ciento: 0,93 a 1,00). Se encontró asociación entre la satisfacción con ciertas características laborales y el índice de ruralidad. Conclusiones: Se evidencia que no existe asociación entre la satisfacción laboral del personal de salud y el índice de ruralidad del distrito donde se ubica el establecimiento de salud(AU)

ABSTRACT Introduction: Work satisfaction in the health context is important because its absence is associated with mental or psychosocial disorders and adversely affects the services provided, the well-being of the patient and also decrease the performance of the health system. Objective: To assess the association between the rurality index of the district where it is located the health institution and the work satisfaction in doctors and nurses working in these institutions in Peru. Methods: It was made a secondary analysis of the National Survey of Health Users Satisfaction, 2016. This survey was conducted to 5098 health professionals, 43.5 percent of them were physicians. Rurality was measured as population density (inhabitants/km2) of the district where the health facility is. To evaluate the association of interest, it was used a Poisson´s generalized linear model of the family to estimate crude and adjusted prevalence ratios. Results: The percentage of doctors and nurses with work satisfaction was 75.1 percent and 76.7 percent, respectively. Among the physicians no association was found between the rurality index and job satisfaction in the crude model (1.01 CI 95 percent: 0.96 1.05 to 1.05) nor the adjusted one (1,01 IC 95 percent: 0.97 to 1.05). In nurses association was not found in the crude model (98 CI 95 percent: 0.95 to 1.00) nor in the adjusted one (0.97 IC 95 percent: 0.93 to 1.00). An association was found between satisfaction with certain characteristics and the rurality index. Conclusions: There is evidence that there is no association between work satisfaction of health personnel and the rurality index of the district where the health facility is(AU)

Social psychological factors and their relation to work-related stress as generating effect of burnout

Abstract Workers are the most valuable and important resource in organizations, however, the specific demands of high competitiveness due to globalization, market needs and rapid changes in organizations and companies have come to complicate the work environment in which their activities are developed. The importance of work is so strong that on several occasions the value of a person is defined by their profession or work, by their location in the formal structure of an organization or company, or by the titles and honors obtained (Pérez, 2005). This has led to daily work becoming more demanding every day and generates concern, suffering and illness in the human beings who work, affecting motivation, interest and professional satisfaction. As a result, it has diminished and the perception of efficiency is affected, until it achieves a form of detachment in the workplace (Maslach and Jackson, 1981). A growing factor in recent times is the study and investigation of what happens to man in his work experience. The work environment is one of the main sources of risk of exhaustion or chronic work stress. This stress is related to pressure factors in the work environment, greater demands than the capabilities, resources and needs of the worker. Causes emotional fatigue, lack of personalization and low professional satisfaction, this can occur in occupations that are largely oriented in the field of providing assistance and services to people, in occupations where there is a relationship between the provider and the recipient of the service, caused by different situations, among them, the pressure for the increase of the productivity, the lack of training or conflicts not solved correctly. In turn, the persistence of stress related to work can lead to the development of burnout syndrome, which is characterized as a type of chronic work stress. The purpose of this article is to determine the incidence of satisfaction and motivation in work-related stress and acceptance of well-being in the emergency rooms of four highly complex hospitals and two hospitals with lower levels of care, in Medellin and Bogotá by applying the Maslach Burnout Inventory-MBI whose 22 questions were related by grouping into five factors of work leading to exhaustion. The research focuses on the analysis of five variables that were selected because of their importance for the involvement of workers and that will allow creating a specific concept of the elements that motivate and discourage workers in the health area using previously conducted studies. These are: stress related to work activities, burnout syndrome, work incentives and job satisfaction, and well-being at work. The sample consisted of 360 health professionals who answered the MBI questionnaire, adapted to know their perception regarding the variables Incentives, Satisfaction and Burnout, among others. For this purpose, health professionals from different disciplines (doctors, anesthesiologists, nurses, nursing assistants, instrumentalists and administrators) were interviewed, in the search to investigate the weak points of their work, the absence of incentives, the levels of detachment, as well as the possible demotivation induced by absence of welfare programs. From the results obtained it was possible to determine that there are correlations between work activities, burnout and emotional disinterest, the lack of incentives, in relation to workplace wellness programs. Likewise, regression analyzes show the negative effect of the burnout syndrome and the negative incidence of work stress on employee motivation.

Resumen El entorno cambiante actual donde las exigencias y la competencia al interior de las organizaciones genera altos niveles de presión, propicia la aparición de enfermedades profesionales: estrés, síndrome de burnout, entre otras, en las que el factor emocional o psicológico juega un papel determinante. El presente artículo está orientado a determinar la incidencia de cinco factores del trabajo y su repercusión en la motivación, el estrés laboral y el bienestar de los colaboradores de salud en cuatro hospitales de alta complejidad y otros de menor nivel en Medellín y Bogotá. Conforme a este objetivo se aplicó el cuestionario Maslach Burnout Inventory-MBI cuyas 22 preguntas se relacionaron mediante la agrupación en cinco factores del trabajo conducentes a producir agotamiento. La muestra estuvo formada por 360 profesionales de salud que respondieron al cuestionario MBI, adaptado a conocer su percepción con respecto a las variables Incentivos, Satisfacción y Burnout, entre otras. Fueron encuestados profesionales de la salud de diversas disciplinas (médicos, anestesiólogos, enfermeras, auxiliares de enfermería, instrumentistas y administradores), en la búsqueda de indagar por los puntos débiles de su trabajo, la ausencia de incentivos, los niveles de desapego, así como la posible desmotivación inducida por ausencia de programas de bienestar. De los resultados obtenidos se pudo determinar que existen correlaciones entre las actividades laborales, el burnout y el desinterés emocional, la falta de incentivos, en relación con los programas de bienestar en el trabajo. Así mismo, los análisis de regresión evidencian el efecto negativo del síndrome de burnout y la incidencia negativa del estrés laboral en la motivación de los colaboradores.

Impact of work aspects on communication, emotional intelligence and empathy in nursing / Efeito dos aspectos trabalhistas na comunicação, inteligência emocional e empatia em enfermagem / Efecto de los aspectos laborales sobre la comunicación, la inteligencia emocional y la empatía en enfermería

ABSTRACT Objective: to assess the impact of the type of contract and seniority of nursing staff on their attitudes towards communication, emotional intelligence and empathy. Methods: the instruments measuring attitudes towards communication, empathy and emotional intelligence. The study sample was composed of 450 nurses from 7 hospitals. To explore the effect of the variables studied, one-factor ANOVA test, Pearson correlations and hierarchical multiple linear regression models were performed according to the type of contract. Results: there are statistically significant differences between the variables studied according to the type of contract. More specifically, the nursing staff with permanent contract showed higher scores in the cognitive dimension of the scale attitudes towards communication. Likewise, the highest correlations were found among the dimensions of attitudes towards communication in all the groups. At the same time, seniority was positively related to emotional intelligence in the interim and negatively related to empathy in the permanent contract. Finally, regarding the regression models, it was observed that the perspective taken is the main predictor of each dimension of attitudes towards communication in all the groups, regardless of the type of contract. Conclusion: positive working conditions (job security, permanent contract and seniority) have been found to influence the communication skills in the patient-nurse relationship.

RESUMO Objetivo: determinar o impacto do tipo de contrato e do tempo de serviço prestado da equipe de enfermagem nas suas atitudes em relação à comunicação, inteligência emocional e empatia. Métodos: os instrumentos que avaliam as atitudes em relação à comunicação, empatia e inteligência emocional. A amostra do estudo consistiu de 450 enfermeiras de 7 hospitais. Para avaliar o efeito das variáveis estudadas, foram realizados ANOVA unilateral, correlações de Pearson e modelos de regressão linear hierárquica múltipla, de acordo com o tipo de contrato. Resultados: há diferenças estatisticamente significativas entre as variáveis estudadas de acordo com o tipo de contrato. Mais especificamente, a equipe de enfermagem com contrato permanente apresentou pontuações mais elevadas na dimensão cognitiva da escala atitudes em relação à comunicação. Do mesmo modo, as maiores correlações foram encontradas entre as dimensões da escala atitudes em relação à comunicação, em todos os grupos. Ao mesmo tempo, o tempo de serviço foi positivamente relacionado à inteligência emocional no contrato provisório, e negativamente com a empatia no contrato permanente. Por fim, observando os modelos de regressão, observou-se que a tomada de perspectiva é a principal preditora em cada dimensão da escala atitudes em relação à comunicação em todos os grupos, independentemente do tipo de contrato. Conclusão: comprovou-se que condições de trabalho positivas (segurança no trabalho, contrato permanente e tempo de serviço prestado) influenciam a capacidade de comunicação na relação paciente-enfermeira.

RESUMEN Objetivo: determinar el impacto del tipo de contrato y la antigüedad del personal de enfermería en sus actitudes hacia la comunicación, la inteligencia emocional y la empatía. Métodos: los instrumentos que miden las actitudes hacia la comunicación, la empatía y la inteligencia emocional. La muestra del estudio fue de 450 enfermeras de 7 hospitales. Para comprobar el efecto de las variables estudiadas, se realizaron ANOVA de un factor, correlaciones Pearson y modelos de regresión lineal jerárquica múltiple, según el tipo de contrato. Resultados: existen diferencias estadísticamente significativas entre las variables estudiadas según el tipo de contrato. Más concretamente, el personal de enfermería con contrato indefinido mostró puntuaciones más altas en la dimensión cognitiva de la escala actitudes hacia la comunicación. Asimismo, las mayores correlaciones se encontraron entre las dimensiones de la escala actitudes hacia la comunicación en todos los grupos. Al mismo tiempo, la antigüedad se relacionaba positivamente con la inteligencia emocional en el ínterin y negativamente con la empatía en el contrato indefinido. Finalmente, mirando los modelos de regresión, se observó que la toma de perspectiva es el principal predictor de cada dimensión de la escala actitudes hacia la comunicación en todos los grupos, independientemente del tipo de contrato. Conclusión: se ha comprobado que las condiciones de trabajo positivas (seguridad laboral, contrato permanente y antigüedad) influyen en la capacidad de comunicación en la relación paciente-enfermera.

Involvement in activities, work satisfaction and retirement expectations of Brazilian federal employees / Participación en actividades, satisfacción de trabajo y expectativas de jubilación de empleados federales brasileños

INTRODUCTION: The decision for retirement is an important event in the life of people and may be influenced by several factors such as health problems, work satisfaction and repertoire of daily activities. Aim: to describe the involvement in activities, to assess work satisfaction and to compare these variables between workers who are close to retire ment. METHODS: 72 servers of public university were evaluated through a demographic and occupational social data; Diversity Sum in Time Allocation and Work Satisfaction Questionnaire. RESULTS: Most were women (59.7%) with an 56 years old. Regarding the deci sion of retiring, 58.3% did not want to retire. The work satisfaction showed moderate to high values and there was no difference between the groups. Participants presented a balanced involvement in daily activities, with greater allocation of time to personal and home care. The group intending to retire indicated little expectation of changes in their activities. Workers who intend to postpone their retirement are planning transitions in almost all areas of activities and relationships. CONCLUSIONS: Poor involvement in activities and workers who want to retire indicated few expectations of changes in daily activities. In contrast, workers who intend to delay retirement have expectations of changes in most of the activities.

RESUMEN: Introducción: La decisión de jubilarse es un evento importante en la vida de las personas y puede verse influido por varios factores, como los problemas de salud, la satisfacción laboral y el repertorio de actividades diarias. OBJETIVO: describir la participación en las actividades, evaluar la satisfacción laboral y comparar estas variables entre los trabajadores que están cerca de la jubilación. MÉTODOS: se evaluaron 72 servidores de universidades públicas a través de datos sociales demográficos y ocupacionales; Sumario de diversidad en asignación de tiempo y cuestionario de satisfacción laboral. RESULTADOS: la mayoría eran mujeres (59,7%) con 56 años. Respecto a la decisión de retirarse, el 58.3% no quiso retirarse. La satisfacción laboral mostró valores moderados a altos y no hubo diferencias entre los grupos. Los participantes presentaron una participación equilibrada en las actividades diarias, con una mayor asignación de tiempo para la atención personal y domiciliaria. El grupo que pretendía retirarse indicó pocas expectativas de cambios en sus actividades. Los trabajadores que pretenden posponer su jubilación están planeando transiciones en casi todas las áreas de actividades y relaciones. CONCLUSIONES: la poca participación en las actividades y los trabajadores que desean jubilarse indicaron pocas expectativas de cambios en las actividades diarias. En contraste, los trabajadores que pretenden retrasar la jubilación tienen expectativas de cambios en la mayoría de las actividades.

Relación entre estrés laboral y burnout en una muestra de controladores de tráfico aéreo en Chile

Esta investigación tiene por objetivo hallar la relación entre el burnout, el estrés laboral, la satisfacción laboral y el conflicto trabajo-familia en controladores de tráfico aéreo, como variables diferenciales: edad, sexo, estado civil, permanencia laboral, tipo de contrato y presencia o ausencia de hijos. Esta investigación es de tipo descriptivo-correlacional de corte transversal. Se aplicaron los Cuestionario: MBI-GS de Burnout, Instrumento de Medición de detonantes de Estrés Laboral para pilotos (IMDELP) y el Cuestionario Conflicto Trabajo-Familia. La muestra fue de 161 personas, mediante muestreo intencionado. Los resultados indican que se obtuvo un nivel moderado de burnout, estrés laboral y conflicto trabajo-familia, existiendo diferencias significativas y directamente proporcionales a la hora de analizar las dimensiones del burnout relacionándolas con extensión de las jornadas de trabajo y agotamiento, agotamiento y conflicto trabajo-familia, estrés laboral y cinismo

The purpose of the present study was to identify the relation between burnout syndrome, work stress, work satisfaction and work-family conflict in a sample of air traffic controllers, taking in consideration the following variables: age, sex, civil status, work permanence, contract type and presence or absence of children. In this descriptive-correlational study we used the: MBI-GS of Burnout Questionnaire, detonating questionnaire Instrument of measurement of Work Stress for pilots (IMDELP), and the Work- Family Conflict Questionnaire. The sample was 161 Air Traffic Controllers, through intentional sampling. The results indicate a moderate level of burnout, work-related stress and work-family conflict. There were significant and directly proportional differences when analyzing the dimensions of burnout, relating them to the length of work and exhaustion, exhaustion and conflict work-family, work stress and cynicism

Validación de una Escala sobre Work Engagement. Perfiles asociados a alta Performance y Satisfacción Laboral

El objetivo principal de este estudio consistía en la validación de una escala para la evaluación del work engagement -compromiso con el trabajo-, considerado como una presencia psicológica en el rol que incluye atención, absorción y energía dirigida a tareas laborales. Mediante análisis factorial confirmatorio, estimación de la consistencia interna y evidencias de validez convergente y discriminante, se confirma que la Escala Argentina de Compromiso con el Trabajo es una prueba válida y confiable para su uso en población argentina. Además, se buscó analizar si existen diferencias en los niveles de work engagement de acuerdo con variables individuales y organizacionales. Se observaron mayores niveles de atención y absorción en sujetos de menor edad y menores niveles de atención en empleados con personal a cargo. Por último, se identificaron perfiles de engagement asociados a alta performance y satisfacción laboral.

The aim of this paper was to validate a scale to assess work engagement: a measure of a psychological aspect of the role that includes the attention, absorption and energy that the individual invests in his/her work tasks. Confirmatory factor analysis, internal consistency estimation, and evidences of convergent and discriminant validity indicated that the Argentine Work Engagement Scale is a valid and reliable measure to be used in Argentinean population. Additionally, differences in work engagement levels were studied regarding individual and organizational variables. Higher levels of work engagement were found in younger individuals and in those who were in charge of personal. Lastly, some engagement profiles were found to be associated to higher performance and job satisfaction

Satisfacción de empleadores por el cumplimento del encargo social de los egresados de maestrías de amplio acceso / Employers' satisfaction over the fulfillment of the social task of graduates of wide access master degree courses

Las relaciones entre el mundo de la educación y el trabajo tienen objetivos diversos, relacionados con la pertinencia, la formación recibida, el ejercicio profesional, la eficiencia universitaria y la repercusión social; de manera que resulta valiosa la información sobre el cumplimiento del encargo social del profesional, al tiempo que se convierte en instrumento de gestión universitaria. Objetivo: determinar la satisfacción alcanzada por el cumplimento del encargo social de egresados de maestrías ejecutadas en la Facultad de Ciencias Médicas "Manuel Fajardo" (2004-2015). Métodos: se emplearon teóricos, empíricos, y estadísticos. Se asumió como universo a los 40 empleadores de egresados de maestrías del territorio, a quienes se les aplicó un cuestionario para obtener información sociodemográfica y de satisfacción, según escala Likert. Resultados: entre las opiniones emitidas por los empleadores predominaron las satisfactorias; seguidas por aquellos que no dieron su opinión y en tercer lugar por el grupo que manifestó insatisfacción con la labor investigativa de estos egresados al no dar respuesta al banco de problemas institucional y por tanto no reportar ningún beneficio al centro donde dirigen. Discusión: La satisfacción alcanzada por sus usuarios finales en el mundo laboral posibilitó a la Facultad de Médica del municipio determinar que las maestrías ejecutadas, cumplen satisfactoriamente con su encargo social, escuchar directamente cómo repercute su posgrado y convertir sus resultados como medida de gestión y herramienta interna institucional para monitorizar desde una perspectiva no explorada, el desempeño de sus egresados en opinión de sus empleadores directos.

The relations between the world of education and work have different objectives related to appropriateness, the received training, professional practice, university efficiency and social impact; therefore the information on the fulfillment of professionals' social task is valuable, and it becomes a tool for university management at the same time. Objective: establishing the satisfaction got by the fulfillment of the social task of graduates from master degree courses implemented at Manuel Fajardo Medical Sciences Faculty (2004-2015). Methods: theoretical, empirical and statistical methods were used. The sample group was constituted by 40 employers of graduates from master degree courses in the region who were asked to fill in a questionnaire in order to get sociodemographic and satisfactory information according to the Likert scale. Results: satisfactory opinions prevailed among those given by employers, followed by those who did not give their opinions. The third place belongs to the group that expressed its dissatisfaction with the research work of the graduates who did not solve the institutional problems bank and therefore did not generate profits to the establishment they direct. Discussion: The satisfaction accomplished in the working world by final users made it possible for the Medical Faculty of the municipality to determine that the implemented master degree courses satisfactorily fulfill their social task, to directly listen to the impact of the postgraduate course and to change results as a management measure and as an internal institutional tool to monitor, from a non-explored perspective, the performance of graduates in their immediate employers' opinions.

Validación de una escala para medir la calidad de vida laboral en hospitales públicos de Tlaxcala / Validation of a scale to assess the labour quality of life in public hospitals from Tlaxcala

Resumen: Objetivo: Validar un instrumento para medir la calidad de vida laboral en hospitales públicos (CVL-HP) de Tlaxcala, México. Material y métodos: El instrumento fue validado en 669 trabajadores de seis hospitales de la Secretaría de Salud de Tlaxcala, México. Se evaluó validez de contenido por consulta a expertos, de constructo mediante análisis factorial, de criterio por comparación con otras escalas y la confiabilidad con Alpha de Cronbach. Resultados: El análisis factorial descubrió cuatro dimensiones: “bienestar individual”, “condiciones y medio ambiente de trabajo”, “organización” y “bienestar logrado a través del trabajo”. La confiabilidad fue de 0.921. Los trabajadores con mejor CVL-HP fueron menores de 50 años, de contrato, con menor antigüedad laboral, personal de jornada acumulada diurna y aquéllos con licenciatura. Conclusiones: La escala CVL-HP mostró ser psicométricamente válida y confiable. Se recomienda probar esta escala en otras instituciones públicas y privadas, y relacionarla con indicadores de desempeño y gestión de los servicios de salud.

Abstract: Objective: To validate a scale for assessing the labour quality of life in public hospitals (LQL-PH) from Tlaxcala, Mexico. Materials and methods: The instrument was validated among 669 health workers from six hospitals from the Ministry of Health of Tlaxcala, Mexico. Content validity was by inquiry to experts, construct validity by factor analysis, criterion validity by comparing with other scales, and reliability with Cronbach’s Alpha. Results: The factor analysis uncovered four dimensions: “individual welfare”, “conditions and labour environment”, “organization”, and “well-being accomplished by the work”; reliability was 0.921. Workers who perceibed better LQL-PH were: under 50 years old, with temporary contract, with less seniority in job, with work schedule at daytime of weekends, and those with academic degree. Conclusions: LQL-PH showed to be an instrument phsycometrically valid and reliable. It’s recommendable to prove this scale in other public and private health institutions, as well as its relationship with key health care indicators of labour performance and management.

Satisfação de médicos no trabalho da atenção primária à saúde / Satisfaction of physicians working in primary health care

Neste estudo avaliou-se a satisfação no trabalho dos médicos da Atenção Primária de uma capital do sul do Brasil. Foram entrevistados quinze médicos de Unidades de Saúde. As principais motivações citadas para atuarem na Atenção Primária foram a estabilidade do emprego público, a dificuldade de se estabelecer na iniciativa privada e a defesa do direito universal à saúde. As principais questões geradoras de insatisfação relacionaram-se ao elevado número de consultas, falta de respaldo dos níveis secundário e terciário de atenção à saúde, limitações da autonomia decisória, desgaste físico e emocional, baixa resolubilidade dos serviços, desvalorização perante aos colegas e opinião pública.

This study assessed work satisfaction among Primary Health Care doctors from a capital city in Southern Brazil. Fifteen physicians from Basic Health Units were interviewed. The main motivations cited for working in Primary Health Care were the stability of the public service job, the difficulty of establishing a career in the private sector, and the defense of the universal right to health access. The main points that generated dissatisfaction were related to the high number of appointments per working hour, lack of support from the secondary and tertiary health care levels, limited decision-making autonomy, elevated physical and emotional distress, low resolution capability of health services, and lack of esteem from colleagues and society.

Ambiente das práticas de enfermagem e satisfação profissional em unidades críticas / El ambiente de la práctica de enfermería y la satisfacción profesional en unidades críticas / Nursing practice environment and work satisfaction in critical units

RESUMO Objetivo: analisar a associação entre ambiente das práticas de enfermagem e satisfação profissional em Unidades de Terapia Intensiva (UTI). Método: estudo transversal, realizado em 8 UTIs adulto de um hospital público universitário, no período entre 2012 e 2015. Para investigar o ambiente das práticas de enfermagem e satisfação profissional, foram aplicados, respectivamente, os instrumentos Nursing Work Index-Revised (NWI-R), nas versões resumidas, e Índice de Satisfação Profissional (ISP). Resultados: participaram do estudo 100 (34,84%) enfermeiros e 187 (65,15%) técnicos/auxiliares de enfermagem. O ambiente foi favorável para autonomia e relações e apresentou fragilidade para controle das práticas e suporte organizacional. O escore ISP indicou baixa satisfação profissional. As variáveis "ambiente das práticas", "tempo de trabalho em UTI" e "disposição para o trabalho" foram associadas à satisfação profissional. Conclusão: investir no ambiente das práticas, nos fatores que promovem a disposição e o tempo de experiência na UTI aumenta a satisfação profissional de enfermagem.

RESUMEN Objetivo: analizar la asociación entre el ambiente de la práctica de enfermería y la satisfacción profesional en Unidades de Cuidados Intensivos (UCI). Método: estudio transversal realizado en ocho unidades de cuidados intensivos de adultos de un hospital universitario público entre 2012 y 2015. Para investigar el ambiente de la práctica de enfermería y la satisfacción profesional, se aplicaron respectivamente a los instrumentos Nursing Work Index-Revised (NWI-R) en la versión resumida, y el Índice de Satisfacción Profesional (ISP). Resultados: en el estudio, participaron 100 enfermeros (34.84%) y 187 asistentes/técnicos de enfermería (65.15%). El ambiente era favorable a la autonomía y las relaciones y mostró debilidad por las prácticas de control y apoyo organizativo. La puntuación ISP ha indicado baja satisfacción profesional. Las variables "ambiente de las prácticas", "tiempo de trabajo en la UCI" y "disposición para el trabajo" se asociaron con la satisfacción profesional. Conclusión: al investir en el ambiente de la práctica, en los factores que promueven la disposición y la duración de la experiencia en la UCI, se aumenta la satisfacción profesional de la enfermería.

ABSTRACT Objective: to analyze the association between the environment of nursing practices and work satisfaction in Intensive Care Units (ICU). Method: a cross-sectional study was performed in eight adult ICUs of a public university hospital between 2012 and 2015. The Nursing Work Index-Revised (NWI-R), in their short forms, and the Index of Work Satisfaction (IWS) were applied to investigate the environment of nursing practices and work satisfaction, respectively. Results: a total of 100 (34.84%) nurses and 187 (65.15%) nursing assistants/technicians participated in this study. The environment was favorable for autonomy and relationships and it showed vulnerability for control of practices and organizational support. The IWS score indicated low work satisfaction. "Environment of practices", "length of work in the ICU" and "willingness to work" were associated with work satisfaction. Conclusion: to invest in the environment of practices, in factors that promote willingness to work and length of experience in the ICU increases nursing work satisfaction.

Effects of job burnout and work satisfaction on the quality of life about army recruits / 中华行为医学与脑科学杂志

Objective To investigate the quality of life of army recruits in their basic military training period,and to analyze the influence of job burnout and work satisfaction on their quality of life.Methods A total of 625 recruits enrolled in 2014 of Xinjiang Army troop were chosen as subjects in this study by stratified cluster random sampling.Quality of life was assessed by Chinese version SF-36(Short-Form Health Survey Scale),job burnout was assessed by Chinese version Maslach Burnout inventory general survey (MBI-GS) and work satisfaction was assessed by Chinese version Minnesota Satisfaction Questionnaire (MSQ).Results The scores of PCS and MCS about 597 recruits were (85.93±12.62) and (81.10±14.12) respectively.According to demographic characteristics,the score of physiological function was lower than that of non-smoking group (t=2.009,P＜0.05),the score of role physical was lower than that of non-smoking group (t=2.617,P＜0.05),and the score of PCS was lower than that of non-smoking group (t=2.141,P＜0.05).As to except reported health transition,there were negative correlations between emotional exhaustion,depersonalization and other SF-36 scales (r=-0.344～-0.661,P＜0.01) respectively.There were negative correlations between personal accomplishment and vitality (r=-0.204,P＜0.05),role emotional (r=-0.239,P＜0.05),mental health (r=-0.289,P＜0.05) and MCS (r=-0.276,P＜0.05) respectively.Work satisfaction and quality of life was positively correlated (r=0.243～0.635,P＜0.01).As to the independent variable,regression analysis showed that emotional exhaustion (β=-4.732,P＜0.01),Minnesota external satisfaction (β=0.783,P＜0.01) influenced PCS,the difference was statistically significant.Emotional exhaustion(β=-6.534,P＜0.01),pre-enlistment place of residence (β=-5.319,P＜ 0.05),Minnesota external satisfaction (β=0.813,P＜0.01)influenced MCS,the difference was statistically significant.Conclusion Job burnout and work satisfaction influence the quality of life about the army recruits,the more job burnout signify the lower quality of life,and its influence on mental health is more significant.The higher work satisfaction signify the higher quality of life.

Investigation on Quality of Life of Medical and Health Institutions'Pharmacists in Heilongjiang Province / 中国药房

OBJECTIVE:To provide the basis for the formulation of the health intervention strategy for medical and health insti-tutions'pharmacists and provide reference for other related research. METHODS:A total of 180 medical and health institutions' pharmacists in Heilongjiang province were investigated and evaluated by work satisfaction MMSS scale(modified)and quality of life(SF-36)scale,and the relevant data were analyzed statistically. RESULTS:A total of 180 questionnaires were distributed and 134 valid questionnaires were collected. The effective recovery rate was 74.44%. The average score of work satisfaction degree was (3.44±0.79),which was at the middle level. The highest score was the relationship with colleagues and the lowest score was wel-fare. The physical function,the physiological function and the social function dimension of the respondents were higher thanChi-nese norm. The scores of physical pain,general health,vitality,emotional function and mental health were lower thanChinese norm,and there was statistical significance between the scores of the other dimensions andChinese norm(P<0.05),except for the physiological function and vitality dimension. Multivariate analysis showed that gender,duties,education,length of service and work satisfaction score had an effect on quality of life(P<0.05),among these factors,work satisfaction score was positively correlated with quality of life. CONCLUSIONS:The quality of life of medical and health institutions'pharmacists still needs to be improved,which is related to many influential factors,and job satisfaction is an important influential factor.