ABSTRACT
Antecedentes: El clima laboral (CL) afecta al desempeño de los prestadores de servicios e impacta sobre la atención que se brinda a los usuarios. Esto es importante en enfermedades que afectan a la calidad de vida, como la enfermedad renal crónica (ERC) tratada con hemodiálisis. En México, la demanda de atención de casos con ERC es creciente y la oferta de servicios de hemodiálisis es limitada. El objetivo del presente estudio fue describir y comparar el CL en unidades de hemodiálisis públicas, privadas y de la seguridad social en México, así como validar un instrumento para medir CL en unidades de hemodiálisis (UH). Métodos: Mediante un cuestionario se entrevistó a 372 profesionales de 84 UH en 27 Estados del país. El cuestionario incluyó preguntas sobre el CL, la calidad de la atención, la estructura y la organización de la UH. Se compararon las variables por tipo de institución y profesión. Resultados: El instrumento empleado mostró adecuadas propiedades psicométricas. Se observaron correlaciones significativas entre el CL y los indicadores de la calidad de la atención. En nueve de las 14 variables hubo diferencias significativas por tipo de unidad, con una mejor percepción del CL en las unidades privadas y una peor percepción en las unidades de seguridad social. Conclusiones: La percepción de CL descansa sobre la organización y diseño de las instituciones, así como en su infraestructura. En el caso de las UH de la seguridad social en México éstos parecen ser aspectos que requieren ser mejorados para que se favorezca un mejor CL (AU)
Introduction: The work climate (WC) affects the performance of service providers and impacts on the care provided. This is important in the case of conditions that affect the quality of life, as is the case of chronic kidney disease (CKD) treated with hemodialysis. In Mexico, the demand for care of CKD cases is increasing and the hemodialysis treatment offer is limited. The purpose of this study was to describe and compare the WC in public, private and social security hemodialysis units in Mexico, as well as to validate an instrument to measure WC in hemodialysis units (HU). Methods: 372 professionals from84 HU in 27 states were Interviewed through a questionnaire. The questionnaire included questions about the WC, the quality of care, structure and organization of the HU. Variables were compared by type of institution and profession. Results: Significant correlations were observed between the WC and indicators of the quality of care. In nine of the fourteen variables there were significant differences by type of unit, with a better perception of WC in private units and a poorer perception on social security ones. Conclusion: The perception of WC relies on the organization and planning of institutions aswell as on its infrastructure. In the case of the HU of the Social Security in Mexico it seems to be areas that require improvement to encourage a better work climate (AU)
Subject(s)
Humans , Hemodialysis Units, Hospital/organization & administration , Quality of Health Care/trends , Efficiency, Organizational/trends , 16360 , Quality Improvement , Models, Organizational , Cross-Sectional Studies , MexicoABSTRACT
BACKGROUND: The work climate (WC) affects the performance of service providers and has an impact on the care provided to users. This is important in the case of conditions that affect the quality of life, as is the case of chronic kidney disease (CKD) treated with haemodialysis. In Mexico, the demand for the care of CKD cases is increasing and the haemodialysis offer is limited. The purpose of this study was to describe and compare the WC in public, private and social security haemodialysis units in Mexico and to validate a tool to measure WC in haemodialysis units (HU). METHOD: 372 professionals from 84 HU in 27 states were interviewed using a questionnaire. This included questions about the WC, quality of care and structure and organisation of the HU. Variables were compared by type of institution and profession. RESULTS: Significant correlations were observed between the WC and indicators of the quality of care. Nine out of fourteen variables presented important differences by type of unit, with a better perception of WC in private units and a poorer perception in social security ones. CONCLUSIONS: The perception of WC relies on the organisation and planning of the institutions, as well as on their infrastructure. In the case of Social Security HU in Mexico, these appear to be the areas that require improvement in order to encourage a better work climate.
