[Influence of organizational climate on job satisfaction among health professionals]. / Influencia del clima laboral en la satisfacción de los profesionales sanitarios.

OBJECTIVE: To describe the quality of professional life (QPL) as perceived by primary care workers and to measure the organizational climate (OC). To identify the influence of OC on QPL and the variables that explain this relationship. DESIGN: Cross-sectional study. SETTING: Primary care centres in the Menorca Health Area (Balearic Islands, Spain). PATIENTS: One hundred and sixty six primary care, including health-workers and others. MAIN MEASUREMENTS: Two anonymous, self-administered, PC-validated questionnaires were filled in: QPL-35 (dimensions: perception of demands, support from managers, and motivation) and OC (dimensions: team-work, cohesion, and commitment). Age, seniority, professional group, job relationship, and the health centre were analysed. RESULTS: Positive answers: 67.4%. Average QPL was 5.78, lower for older workers and higher among those perceiving more cohesion. Average score for perceived demands was 5.53, higher among physicians and less if there is high commitment. Support from managers was 4.9, positively associated with cohesion and team-work and negatively associated with permanent workers and clerical staff. Intrinsic motivation was 7.43, greater if commitment was higher. Regardless of age, professional category and seniority, there was a significant association between OC and QPL (strongest in the motivation [r2=0.26] and managerial support [r2=0.476] dimensions). CONCLUSIONS: OC influences QPL, especially in motivation and managerial support. Commitment enhances motivation and perception of demands. Where there is better cohesion and team-work, the manager s support is also rated more highly.

Influencia del clima laboral en la satisfacción de los profesionales sanitarios / Influence of organizational climate on job satisfaction among health professionals

Objetivo. Describir la calidad de vida profesional (CVP) percibida por los trabajadores de atención primaria (AP) y el clima de la organización (CO) de sus centros, y conocer la influencia del CO sobre la CVP y las variables que explican esta relación. Diseño. Transversal, analítico. Emplazamiento. Centros de atención primaria del Área de Salud de Menorca. Participantes. Un total de 166 profesionales sanitarios y no sanitarios. Mediciones principales. Dos cuestionarios anónimos autoadministrados y validados en AP: CVP-35 (dimensiones: demandas, apoyo directivo y motivación) y CO (dimensiones: trabajo en equipo, cohesión y compromiso). Se analizan la edad, la antigüedad, el grupo profesional, la relación laboral y el centro sanitario. Resultados. La tasa de respuestas fue del 67,4%. La CVP global es 5,78, peor a mayor edad y mejor cuanta más cohesión. La percepción de demandas es 5,53, más en médicos y menos si hay un elevado compromiso. El apoyo directivo se valora en 4,9, mejor cuanta más cohesión y trabajo en equipo y peor en trabajadores fijos y administrativos. La motivación intrínseca es 7,43 y aumenta con el incremento del compromiso. Hay asociación entre CO y QVP (mayor en las dimensiones motivación [r2 = 0,26] y apoyo directivo [r2 = 0,476]), independientemente de la edad, el grupo profesional y la antigüedad laboral. Conclusiones. El clima influye en la calidad de vida profesional, especialmente en la motivación y el apoyo directivo. El compromiso mejora la motivación intrínseca y la percepción de demandas. La valoración del apoyo directivo mejora si lo hacen la cohesión y el trabajo en equipo

Objective. To describe the quality of professional life (QPL) as perceived by primary care workers and to measure the organizational climate (OC). To identify the influence of OC on QPL and the variables that explain this relationship. Design. Cross-sectional study. Setting. Primary care centres in the Menorca Health Area (Balearic Islands, Spain). Patients. One hundred and sixty six primary care, including health-workers and others. Main measurements. Two anonymous, self-administered, PC-validated questionnaires were filled in: QPL-35 (dimensions: perception of demands, support from managers, and motivation) and OC (dimensions: team-work, cohesion, and commitment). Age, seniority, professional group, job relationship, and the health centre were analysed. Results. Positive answers: 67.4%. Average QPL was 5.78, lower for older workers and higher among those perceiving more cohesion. Average score for perceived demands was 5.53, higher among physicians and less if there is high commitment. Support from managers was 4.9, positively associated with cohesion and team-work and negatively associated with permanent workers and clerical staff. Intrinsic motivation was 7.43, greater if commitment was higher. Regardless of age, professional category and seniority, there was a significant association between OC and QPL (strongest in the motivation [r2=0.26] and managerial support [r2=0.476] dimensions). Conclusions. OC influences QPL, especially in motivation and managerial support. Commitment enhances motivation and perception of demands. Where there is better cohesion and team-work, the manager´s support is also rated more highly