Introdução: A privação do sono noturno decorrente da atuação dos profissionais de enfermagem em plantões noturnos pode levar a queixas de fadiga e a dificuldade de recuperação após trabalho. No entanto, a permissão para dormir durante a jornada noturna, tem sido comum entre as equipes de enfermagem. Objetivo: Verificar se a ocorrência dos cochilos no trabalho, bem como a sua duração, eficiência, latência, alocação e qualidade subjetiva, estão associadas à necessidade de recuperação após o trabalho e à percepção de fadiga entre profissionais de enfermagem de plantões noturnos. Métodos: Esse estudo transversal foi realizado em um hospital público da cidade de São Paulo, onde o cochilo durante o trabalho noturno é permitido. Profissionais de enfermagem do sexo feminino que trabalhavam há mais de um ano em plantões noturnos (19:00h-07:00h) e não referiram queixas em relação ao sono responderam o questionário (n=49) com dados sociodemográficos, informações sobre o trabalho (profissional e doméstico) e sintomas de saúde (percepção da fadiga, com escore que variava de 30 a 150 pontos, e necessidade de recuperação após o trabalho, com escore de 0 a 100 pontos). Elas também utilizaram o actímetro e preencheram o diário de atividades por até 10 dias consecutivos, para avaliação do ciclo vigília-sono. Resultados: A maioria das participantes (87%) apresentou episódios de sono no trabalho em todas as noites trabalhadas. A duração média do sono noturno no trabalho foi de 136 minutos (dp=39,8 minutos). A maior duração do sono noturno no trabalho foi encontrada entre as trabalhadoras que cochilaram na primeira metade da noite (00:00h-03:00h), quando comparadas àquelas que cochilaram entre 03:00h-06:00h. A qualidade subjetiva do sono noturno durante o trabalho foi significativamente inferior à qualidade do sono noturno em casa, nos 27 dias de folga. Já a latência do sono noturno no trabalho não apresentou duração média significantemente distinta quando comparada aos demais episódios de sono. A eficiência do sono noturno no trabalho foi semelhante à do sono noturno no dia de folga, porém superior quando comparada à eficiência do sono diurno. A maior duração do sono noturno no trabalho esteve associada às longas horas de trabalho doméstico e à maior sobrecarga doméstica. A média da necessidade de recuperação após o trabalho e da percepção de fadiga foi de 43,6 pontos e 63,5 pontos, respectivamente. As trabalhadoras mais jovens, aquelas que realizavam menor jornada de trabalho doméstico e as enfermeiras referiram maior percepção de fadiga. A ocorrência dos cochilos no trabalho, bem como a sua duração, latência, alocação e qualidade não foram associadas à necessidade de recuperação e à fadiga. No entanto, observou-se que entre os participantes que trabalhavam 6 ou mais noites/quinzena, houve maior eficiência do sono noturno no trabalho entre os mais fatigados e com maior necessidade de recuperação. Conclusões: Embora as diferentes durações do cochilo noturno no trabalho não tenham se mostrado associadas à fadiga e à necessidade de recuperação, sua ocorrência se mostrou benéfica para as participantes do presente estudo no que tange à eficiência do sono e às demandas da vida social. / Introduction: Sleep deprivation due to night work among nursing professionals can compromise their health. Fatigue complaints are often mentioned, as well as difficulty to recover from work. Aim: To evaluate if napping during night work (duration, latency, allocation and quality) is associated with need for recovery from work, and fatigue perception among nursing professionals. Methods: A cross-sectional study was conducted among nursing professionals in a public hospital of the city of São Paulo, Brazil. At this hospital, napping was allowed during night work. Female nurses and nursing assistants who worked night shifts (19:00h 7:00h) and did not report sleep complaints (N = 49) filled in a questionnaire. The questionnaire included sociodemographic data, aspects of professional and domestic work and health (need for recovery from work - the total score ranged from 0 to 100 - and fatigue perception - the total score ranged from 30 to 150). As a second step, they used an actigraph for 10 consecutive days that allow us to evaluate their wake-sleep cycle. Activity diaries were also filled out during this period of time. Results: The majority of participants (87%) nap during all working nights. The mean duration of napping at work was 136 minutes (sd= 39.8 min). Those who nap in the first half of the night (00:00h-03:00h) showed the longest napping duration, compared to those who nap between 03:00h-06:00h. The perception of sleep quality during night work (napping) was lower compared to night sleep at home during off-days. The sleep latency, either at work, or at home did not show significant differences. The sleep efficiency at work was similar of night sleep efficiency at home, but was higher 29 when compared with sleep efficiency of day sleep at home. The longest duration of napping was associated with long hours of domestic work and higher domestic overload. The mean need for recovery from work was 43.6 points and perception of fatigue was 63.5 points. The younger workers, those who performed short hours of domestic work and registered nurses reported a higher perception of fatigue. There were no associations between sleep during night work (duration, latency, allocation and quality) and need for recovery from work and fatigue perception. However, among participants who worked six or more nights every 15 days, the higher the perception of fatigue and need for recovery from work, the higher the efficiency of sleep during night work. Conclusions: In spite of different napping durations were not associated with fatigue and need for recovery, napping showed positive effects to participants in relation to sleep efficiency and social aspects of their lives.

The behaviour of employees is increasingly being recognised as the critical factor in achievement of organisational effectiveness. Therefore, the need to address inefficiencies that are derived from the organisation-employee relationship is being recognised as important to organisational success. For many years the concept of organisational commitment provided the means to develop theory in relation to organisation-employee relationships. More recently, however, other types of workrelated commitments have been identified as having importance to the organisationemployee relationship. In the contemporary political-economic context, professionals are increasingly becoming employees of organisations which operate according to market or quasi-market principles. There are some fundamental differences between professional occupations and non-professional occupations. These differences may have consequences for the relationship between professional employees and their employing organisation. The differences may also have consequences for other workrelated outcomes for professional employees in ways that are different from the work-related outcomes of non-professional employees. Importantly, for professional employees commitment to the profession is developed during the pre-workplace entry educational experiences and may have consequences for the retention of professional employees within organisations, as well as retention within the profession. Therefore, the commitment of professional employees to their occupation may be both an antecedent to and a consequence of other work-related outcomes. However, to date, professional commitment has not been studied from a developmental perspective and the effect of workplace exposure on professional commitment is not understood. This thesis reports the findings of a study in which a theoretical model of the relationship between professional commitment prior to workplace entry and professional turnover intention was evaluated using path analysis. The relationships included in the model were between commitment to the profession as both an antecedent to, and a consequence of organisational-professional conflict, job satisfaction and organisational commitment, as well as the relationship that each of these variables may have to organisational turnover intention and professional turnover intention. A repeated measures design was used with a sample of nursing professionals. Professional commitment before entry to the workplace was measured, and after a period of workplace exposure, professional commitment was again measured, as well as the other work-related outcomes identified in the model. The Blau (2003) occupational commitment measure was used to measure the pre-and-post workplace entry levels of professional commitment. The thesis also examined the factor structure of the Blau (2003) occupational commitment measure. The results of the model evaluation indicated that it is a plausible model of the identified relationships. Examination of the factor structure of the Blau (2003) occupational commitment measure indicated that it is best represented by five rather than four components. This research found that professional commitment was quite stable in the initial period of workplace exposure. The research findings also indicated that the relationship between professional commitment and organisational commitment was mediated by job satisfaction and that organisational-professional conflict and job satisfaction were directly related to organisational commitment. The research found that job satisfaction and professional commitment after a period of workplace exposure were related to organisational turnover intention, but that organisational commitment was not. The final major research finding was that organisational turnover intention was the only workplace variable in the model that was directly related to professional turnover intention. This research has contributed to the organisational behaviour literature through the development and initial evaluation of a model of the relationship between professional commitment prior to workplace entry and professional turnover intention. The results of the model suggested that when organisations provide professional employees with workplace experiences that are professionally, as well as personally satisfying, they promote retention of professional employees with their own organisation, as well as retention of professionals within the profession. This research recommends that for organisations that employ professionals, the model of the organisation-professional employee relationship that is likely to promote the retention of professional employees both within the organisation and within the profession, is a partnership model. Conflict resolution principles are recommended to inform the partnership model of the organisation-professional employee relationship. In addition, the empowering leadership style is recommended for organisations that employ professionals, because it is better matched to the employment mode and characteristics of professional employees.

Made available in DSpace on 2014-12-17T13:53:22Z (GMT). No. of bitstreams: 1 CarlaFL.pdf: 699076 bytes, checksum: e9bae9389183f2220f15af955c34a5b5 (MD5) Previous issue date: 2009-09-04 / This research verifies the influence of the self-efficacy level on burnout syndrome incidence in relation to nursing professionals from private hospitals located in the Municipality of Natal, State of Rio Grande do Norte. The nature of the research was descriptive, and the used data analysis method was quantitative which was developed through SPSS computational package, version 17.0. The used instrument for the investigation was Maslach-Burnout Inventory (MBI), and the General Perceived Self-efficacy Scale (GPSES) was applied to a sample formed from 230 nursing professionals. The statistic techniques to data analysis were: frequency analysis; factor analysis; Cronbach.s alpha; Kaiser-Meyer-Olkin test (KMO); Bartlett efericity test; percentual analysis; Spearman rank correlation analysis; and simple regression. The achieved factors from factor analysis of MBI were the same, taking into account the dimensions which Maslach initially suggested to the instrument (emotional exhaustion, lack of personal realization, and depersonalization). However, one highlights that the low internal consistence of the depersonalization dimension can occur from people.s difficulty (caused by cultural aspects) of assuming this attitude in their work environment. Through GSE, it was achieved a factor which confirmed the unidimensionality showed by the author of the instrument. In relation to the syndrome incidence, it was verified that about 50% of the researched sample presented burnout syndrome evidence. Referring to self-efficacy level, about 65% of the researched sample presented low level of self-efficacy, what can be explained by the work characteristics of these professionals. In relation to the self-efficacy influence on the Burnout syndrome, it was verified that self-efficacy can be one of the aspects which influences occupational stress chronification (burnout), mainly to the personal realization dimension. Therefore, the researched hospital organizations need reflect about their attitudes in respect to their professionals, since the numbers showed a dangerous tendency regarding a predisposition to burnout syndrome of their staff, what implies not only a significant amount of individuals who can present high levels of emotional exhaustion, lack of personal realization, and depersonalization, but also the fact that this group presents low level of self-efficacy / A presente pesquisa averigua a influ?ncia do n?vel de autoefic?cia sobre a incid?ncia da s?ndrome de burnout em profissionais de enfermagem de hospitais privados de Natal/RN. Teve natureza descritiva e o m?todo de an?lise de dados utilizado foi o quantitativo, efetivado com o aux?lio do pacote computacional SPSS, vers?o 17.0. O instrumento utilizado para a investiga??o foi o Invent?rio em Burnout de Maslach (MBI), a Escala de Autoefic?cia Geral Percebida (EAEGP) aplicados ? amostra composta por 230 profissionais de enfermagem. As t?cnicas estat?sticas para a an?lise dos dados foram: an?lise de Frequ?ncia; a An?lise Fatorial; o Alpha de Cronbach; teste Kaiser-Meyer-Olkin (KMO); teste de esfericidade de Bartlett; an?lise de percentis; an?lise de correla??o de Spearman e regress?o simples. Os fatores obtidos, a partir da An?lise Fatorial do MBI coincidiram, com as dimens?es que Maslach inicialmente sugeriu para o instrumento (Exaust?o Emocional, Falta de Realiza??o Pessoal e Despersonaliza??o). No entanto, ressalta-se para a baixa consist?ncia interna da dimens?o Despersonaliza??o que pode ser decorrente da dificuldade das pessoas (por quest?es culturais) assumirem tal postura no ambiente de trabalho. A EAEGP obteve um fator, confirmando a unidimensionalidade apontada pelo autor do instrumento. Em rela??o ? incid?ncia da s?ndrome, obteve-se que em torno de 50% da amostra pesquisada se mostrou com ind?cios de s?ndrome de burnout. No que se refere ao n?vel de autoefic?cia, em torno de 65% da amostra pesquisada apresentou um baixo n?vel de autoefic?cia, que pode ser justificado pelas caracter?sticas do trabalho desses profissionais. Em rela??o ? influ?ncia da autoefic?cia sobre a s?ndrome de burnout obteve-se que a autoefic?cia pode ser um dos aspectos que influencia a cronifica??o do estresse ocupacional (burnout), principalmente no que se refere ? dimens?o Realiza??o Pessoal. As organiza??es hospitalares pesquisadas necessitam, portanto, refletir sobre sua postura com rela??o aos seus profissionais, j? que os n?meros tra?aram uma tend?ncia perigosa no que diz respeito ? predisposi??o ? s?ndrome de burnout em seus quadros funcionais, resultando em uma porcentagem consider?vel de indiv?duos que podem apresentar altos escores de Exaust?o Emocional, Falta de Realiza??o Pessoal e Despersonaliza??o e pelo fato de grande parte dos mesmos ter apresentado um n?vel de autoefic?cia baixo

Introdução: A vulnerabilidade dos profissionais de enfermagem ao estresse está associada à exposição crônica aos estressores cotidianos de trabalho e, consequentemente, aos efeitos cumulativos dos mediadores primários e secundários do estresse. Embora vários estudos tenham relatado o elevado nível de estresse dos profissionais de enfermagem, pouco se sabe a respeito das implicações biológicas do estresse no trabalho, expressas na carga alostática e no ritmo de secreção dos hormônios de cortisol um dos principais hormônios do estresse. Isto particularmente é importante visto que a carga alostática aumenta o risco do indivíduo desenvolver transtornos relacionados ao estresse como síndromes cardiovasculares, metabólicas, endócrinas, emocionais e cognitivas. Neste sentido, questiona-se se os profissionais de enfermagem apresentam sobrecarga do sistema adaptativo de reação do estresse (carga alostática), bem como alterações no ritmo de secreção de cortisol (hiper ou hipocortisolemia) ao longo do dia e o risco para o desenvolvimento de doenças relacionadas ao estresse. Objetivo: Descrever a frequência de profissionais de enfermagem com carga alostática elevada e ritmo atípico de secreção de cortisol. Analisar se a carga alostática elevada está associada ao ritmo atípico de secreção de cortisol. Método: Foram incluídos 142 profissionais de enfermagem do turno diurno randomicamente selecionados, alocados nas unidades ambulatório, clínica médica, clínica cirúrgica, centro cirúrgico, pronto socorro infantil e adulto, unidade de terapia intensiva adulto e pediátrica de um hospital universitário. Para avaliação do padrão diurno de secreção de cortisol foram coletadas amostras de saliva em dois dias úteis consecutivos de trabalho e, para a análise dos biomarcadores foram coletadas, em um único dia, amostras de sangue de todos os participantes, bem como, verificada sua pressão arterial e medidas antropométricas. A carga alostática foi analisada por mediadores neuroendócrinos, metabólicos, cardiovasculares e imunológicos. Os dados foram armazenados e analisados utilizando o programa estatístico SPSS versão 14.0 e o nível de significância adotado foi de 5%. Resultados: 31% dos profissionais de enfermagem apresentaram padrão atípico (inconsistente ou flat) de secreção de cortisol e 47,2% carga alostática elevada. Não houve associação entre o ritmo de secreção de cortisol e a carga alostática. Conclusão: Quase metade dos profissionais de enfermagem apresentaram sinais de desgaste do sistema biológico regulador da resposta de estresse, sugerindo que o trabalho possa estar associado a esta sobrecarga e destacando a vulnerabilidade destes trabalhadores ao desenvolvimento de doenças relacionadas ao estresse / Background: The vulnerability of nursing professionals to stress is associated with chronic exposure to everyday stressors and, therefore, with the cumulative effects of primary and secondary stress mediators. Despite the fact that several studies have reported the high stress level of nursing professionals, little is known about the biological implications of stress at work, expressed in the allostatic load and in the rhythm of cortisol secretion, one of the main hormones of stress. This is especially important since the allostatic load increases the risk of an individual to develop stress-related disorders like cardiovascular syndromes, metabolic, endocrine, cognitive and emotional. In this aspect, there are questions whether the nursing professionals present overload on the stress adaptive reaction system (allostatic load), as well as, changes in the rhythm of cortisol secretion (hyper or hypocortisolemia) throughout the day and the risk of developing stress-related diseases. Objective: To describe the frequency of nursing professionals with high allostatic load and atypical rhythm of cortisol secretion. To analyze whether the high allostatic load is associated with atypical rhythm of cortisol secretion. Methods: We included 142 nursing professionals day shift randomly selected, allocated in the outpatient units, medical clinic, surgical clinic, surgery, children and adults emergency room and adult intensive care unit in a pediatric teaching hospital. To evaluate the daytime pattern of cortisol secretion, saliva samples were collected in two work day and, for the analysis of biomarkers, were collected in a single day, blood samples from all participants, as well as, checked his blood pressure and anthropometric measurements. Allostatic load was analized by neuroendocrine, metabolic, cardiovascular and immune mediators. The data was stored and analyzed using the program SPSS version 14.0 and the statistical significance level adopted was 5%. Results: 31% of nursing professionals showed atypical pattern (inconsistent or \"flat\") of secretion of cortisol and 47.2% showed high allostatic load. There was no association between the rate of secretion of cortisol and the allostatic load. Conclusion: Nearly half of nursing professionals showed signs of wear in the biological system stress response regulator, suggesting that the job can be associated with this overload and highlighting the vulnerability of these workers to the development of stress-related diseases.

El uso del teléfono inteligente incrementa con el pasar de los días dentro de los hospitales, ya que, facilita actividades que realiza el profesional de enfermería durante su jornada laboral, sin embargo, su uso inadecuado y excesivo ha traído consigo riesgos en la seguridad del paciente. La presente investigación tuvo como objetivo: Describir y analizar el uso del teléfono inteligente durante la jornada laboral de profesionales de enfermería de Chiclayo, 2023; se empleó un enfoque cualitativo de abordaje descriptivo; la muestra fue no probabilística, por conveniencia y estuvo conformada por 12 enfermeras del servicio de emergencia del Hospital Las Mercedes de Chiclayo. Para la recolección de datos se utilizó dos instrumentos: una entrevista semiestructurada y una Escala Likert, ambos fueron validados por juicio de expertos. Posterior al análisis, se obtuvieron como resultados 3 categorías: Una herramienta de comunicación eficaz, Herramientas amigables para facilitar el trabajo e Implicancias del uso personal del teléfono inteligente. Se concluyó que el personal de enfermería atribuye un uso benéfico al teléfono inteligente durante su jornada laboral, puesto que facilita la comunicación. y simplifica sus actividades a través de las herramientas y aplicativos que posee, sin embargo, ese uso implica un contacto frecuente con el dispositivo tecnológico que puede traer consecuencias relacionadas con la seguridad del paciente y del propio personal. / The use of smartphones is increasing with each passing day in hospitals, since it facilitates activities performed by the nursing professional during the workday; however, its inappropriate and excessive use has brought with it risks to patient safety. The objective of this research was to describe and analyze the use of smartphones during the working day by nursing professionals in Chiclayo, 2023; a qualitative approach with a descriptive approach was used; the sample was non-probabilistic, by convenience and consisted of 12 nurses from the emergency department of the Hospital Las Mercedes de Chiclayo. Two instruments were used for data collection: a semi-structured interview and a Likert scale, both of which were validated by expert judgment. After the analysis, 3 categories were obtained as results: An effective communication tool, Friendly tools to facilitate work and Implications of the personal use of smartphones. It was concluded that nursing personnel attribute a beneficial use to the smartphone during their workday, since it facilitates communication and simplifies their activities through the tools and applications it has, however, this use implies frequent contact with the technological device that can have consequences related to the safety of the patient and the personnel themselves.

La presente investigación tiene como objetivo: Identificar los factores que condicionan el ausentismo laboral de los profesionales de enfermería en el servicio de emergencias. La investigación se justifica porque se identificó al ausentismo en el trabajo como un indicador negativo para el cumplimiento de tareas y en la calidad de los servicios, debido a la interrupción del servicio, aumento de la sobrecarga de trabajo, que afectan en la imagen institucional. La metodología se basó en la Enfermería Basada en Evidencia, (búsqueda sistemática de una respuesta, basada en la investigación). La pregunta clínica fue. ¿Cuáles son los factores determinantes del ausentismo laboral de los profesionales de enfermería en el servicio de emergencias? Las fuentes de información fueron las bases de datos: Google, Scielo, Proquest, Cuiden Plus, Biblioteca Virtual De Salud, Descubridor Unal, se emplearon palabras claves como: Factores determinantes, ausentismo laboral, enfermeras y emergencias. Se seleccionó 09 artículos de investigación relacionadas al ausentismo laboral se aplicó la Guía de Validez y utilidad Aparente de Gálvez Toro, se seleccionó un estudio y para su evaluación se empleó la lista de validación de Astete. El estudio seleccionado dio respuesta que los factores: Condiciones de trabajo y contenido del trabajo son determinantes del ausentismo laboral. / The objective of this research is: Identify the factors that determine the work absenteeism of nursing professionals in the emergency service. The research is justified because absenteeism at work was identified as a negative indicator for the fulfillment of tasks and the quality of services, due to the interruption of service, increased work overload, which affects the institutional image. The methodology was based on Evidence-Based Nursing (systematic search for an answer, based on research). The clinical question was. What are the determining factors of work absenteeism of nursing professionals in the emergency service? The sources of information were the databases: Google, Scielo, Proquest, Cuiden Plus, Biblioteca Virtual De Salud, Descubridor Unal, keywords were used such as: Determining factors, work absenteeism, nurses and emergencies. 09 research articles related to work absenteeism were selected, the Validity and Apparent Utility Guide of Gálvez Toro was applied, one study was selected and the Astete validation list was used for its evaluation. The selected study answered that the factors: Working conditions and work contentare determinants ofwork absenteeism.

El autocuidado es la conducta que, en determinadas situaciones y contextos de la vida, están dirigidas hacia un objetivo, que afectan en su funcionamiento, desarrollo de vida, salud y su bienestar. Asimismo, la alimentación representa uno de los factores más significativos a fin de conseguir tales resultados beneficiosos para la salud humana. Actualmente, los profesionales de enfermería presentan problemas, relacionados a sus desórdenes e inadecuadas conductas alimenticias. Objetivo: Determinar las conductas de autocuidado en la alimentación de las enfermeras de establecimientos de salud públicos de la ciudad de Ferreñafe, 2023. Método: La presente investigación fue cuantitativa, de diseño no experimental, corte transversal y descriptivo. La población estuvo conformada por 62 licenciadas de enfermería de establecimientos de salud públicos de la ciudad de Ferreñafe, la muestra fue censal. Resultados: Se comprobó que el 74.4% de los profesionales de enfermería ocasionalmente cumplen con conductas de autocuidado en su alimentación, mientras que el 22.6% no las cumplen. Por otro lado, de acuerdo a la dimensión estimativa, el 67.7% de los profesionales de enfermería ocasionalmente tiene un interés por obtener información de conductas en el autocuidado de su alimentación. Según la dimensión transicional, el 21% no tienen la intención de practicar conductas de autocuidado en la alimentación. Finalmente, en la dimensión productiva se aprecia que el 62.9% de los profesionales de enfermería ocasionalmente realizan conductas adecuadas para el autocuidado de su alimentación. / Self-care is the conduct that, in certain situations and contexts of life, are directed towards an objective, which affect their functioning, life development, health and well-being. Likewise, food represents one of the most significant factors in order to achieve such beneficial results for human health. Currently, nursing professionals present problems related to their disorders and inadequate eating behaviors. Objective: To determine the self-care behaviors in the diet of nurses in public health establishments in the city of Ferreñafe, 2023. Method: This research was quantitative, non-experimental, cross-sectional and descriptive. The population consisted of 62 nursing graduates from public health establishments in the city of Ferreñafe, the sample was census. Results: It was found that 74.4% of nursing professionals occasionally comply with self-care behaviors in their diet, while 22.6% do not. On the other hand, according to the estimation dimension, 67.7% of nursing professionals occasionally have an interest in obtaining information on behaviors in the self-care of their diet. According to the transitional dimension, 21% do not intend to practice self-care behaviors in eating. Finally, in the productive dimension, it can be seen that 62.9% of nursing professionals occasionally carry out appropriate behaviors for self-care of their diet

Introdução - O ambiente psicossocial do trabalho em enfermagem influencia diretamente a qualidade de vida dos trabalhadores desta área. Diferenças entre as categorias profissionais nesta profissão podem se traduzir em diferenças na percepção de saúde e de condições de trabalho. Objetivo - Avaliar as associações entre condições de trabalho e qualidade de vida relacionada à saúde (QVRS) de enfermeiros, técnicos e auxiliares de enfermagem. Métodos Foram coletados dados em um hospital universitário no município de São Paulo, de uma população de 696 enfermeiros, técnicos e auxiliares de enfermagem, população predominantemente feminina (87,8%) e que trabalhava em turnos diurno e noturno. Os dados coletados a partir de questionário correspondiam a informações sobre aspectos sóciodemográficos, condições de trabalho e de vida, hábitos de vida e sintomas de saúde referidos desta população. Foram também utilizados os questionários: Questionário Genérico de Avaliação de Qualidade de Vida (SF-36), Escala de Estresse no Trabalho e Desequilíbrio Esforço-Recompensa (ERI). Foram ajustados modelos de regressão logística ordinal de chances proporcionais para cada dimensão do SF-36. Resultados Aproximadamente 22% da população foi classificada como trabalhando em condições de alto desgaste e 8% em desequilíbrio desfavorável entre esforços e recompensa no trabalho. Vitalidade, dor e saúde mental foram as dimensões do SF-36 com pior avaliação. Os modelos de regressão múltipla 5 demonstraram: alto comprometimento associado a todas as dimensões do SF-36, e ERI desfavorável associado a todas as dimensões relacionadas à saúde mental. Alto desgaste no trabalho, ERI desfavorável, alto comprometimento e ser enfermeira associaram-se de maneira independente aos resultados desfavoráveis da dimensão de aspectos emocionais. Conclusões As dimensões relacionadas à saúde mental foram as que mais sofreram influência dos fatores psicossociais do trabalho. ERI desfavorável e alto comprometimento mostraram-se mais significativos à saúde desta população comparados com altas demandas e baixo controle. Os resultados indicam que a análise conjunta dos modelos de desequilíbrio esforço-recompensa e demandacontrole contribui para a discussão sobre os papéis profissionais, condições de trabalho e QVRS de profissionais de enfermagem. / Introduction- The psychosocial work environment influences the quality of life of nursing professionals. Differences among job titles may lead to distinct perceptions of working conditions and health status. Aim-To evaluate working and living conditions and quality of life associated with health (HRQL) among nursing professionals. Methods- Six hundred ninety six nursing professionals, registered nurses and nurse assistants, predominantly females (87.8%), working day or night shifts, participated in a study carried out in an university hospital of São Paulo, Brazil. Data collection took place during 2004-2005 and included a comprehensive questionnaire including sociodemographic characteristics, life styles, working and living conditions, and health outcomes. HRQL was evaluated using the short form questionnaire of quality of life (SF-36). Working conditions included the job stress scale, effort-reward imbalance (ERI), and other environmental and occupational stressors. Ordinal logistic regression of proportional ratios was used to evaluate each of SF-36 dimensions. Results- Imbalance of the effort-reward ratio and high work strain were mentioned by 7.8% and 22.1% of the participants, respectively. Vitality, pain and (poor) mental health were the SF-36 worse perceived outcomes. The multiple regression models showed: over commitment associated with all SF-36 dimensions, and unfavorable ERI associated with mental health dimensions. High 7 job strain, unfavorable ERI, over commitment, and being a registered nurse were independently associated with negative emotional outcomes. Conclusions- The dimensions associated with mental health were significantly influenced by psychosocial factors at work. Unfavorable ERI and over commitment were more significantly associated with health compared to high demands and low control. These results show the importance to jointly evaluate ERI and demand- control models to discuss professional roles, working conditions and HRQL of nursing professionals.

Made available in DSpace on 2016-08-10T10:53:26Z (GMT). No. of bitstreams: 1 CLAUDIA NAME EVANGELISTA MORAES.pdf: 370818 bytes, checksum: f145050e6760b540cce52f9e3a57af4b (MD5) Previous issue date: 2010-12-17 / Hospital waste is contaminating, hazzardous to human health and agressive to the environment. The production of waste from health services from its origin to its final destination is ruled by the Resolution of the Collegial Directory RDC Nº306, of December 7th 2004, of the Brazilian National Agency for Sanitary Vigilance - ANVISA . Every producer of this type of waste is held to work out a Plan for Waste Management based on their characteristics and classification. The entity must determine and supervise internally the tasks that are needed to comply with legal determinations. The aim of this study is to describe how nursing professionals in the Clinical Hospital of Goiânia position themselves in relation to the treatment of waste. Method: The study is descriptive, exploratory and qualitative. The answers of seventeen nursing professionals to an inventory were analyzed according to the principles of Grounded Theory. Results: Participants showed a clearer consciousness of the impact of the execution of the Plan on the environment (water, soil and biodiversity) than on human health. The professionals have no clear view on the contributions of the Plan on public health or on their own security and health. On top of this, few participants consider the economic social impacts of the final destination of the waste. They show a surprising lack of knowledge of the details of the Plan, complain about a lack of information and deficient training, as well as of insufficient action from the hospital administration. The lack of structural resources (being of the hospital s responsability) was also mentioned as a reason for non-compliance of the required steps of waste processing. Some professionals do not feel involved in questions related to waste/health because they consider administrators do not value these, which results in fragmented and inefficient actions. Despite all these problems, the professional sees he or she can contribute individually by correctly discarding certain types of waste, like the cutting materials. Besides, the professional s individual values are represented in his or her attitudes and interactions. The attitudes of team members influence those of the others, both positively and negatively. The approach to waste is treated in recent school curriculums. Professionals, who graduated some time ago, need to take specific courses to get to know the issue. Conclusion: There is still a long way to go before professionals will get sufficiently involved in the Plan. It is understood as a system that that benefits a natural environment that is distant from the professional s daily reality. Administrators should show in practice what importance the hospital allocates to the Plan and sustain that importance by relating it to an explicit concern for the professional s health. The new ideas should be spread among the older professionals. Relevant team opinions and attitudes should be monitored and supported where needed, avoiding that motivated professionals may feel without support by the hospital. / Introdução: Os resíduos hospitalares são contaminantes, nocivos à saúde humana e agressivos ao meio ambiente. O gerenciamento dos resíduos gerados nos serviços de saúde, desde o momento de sua geração até a destinação final, é regido pela Resolução da Diretoria Colegiada da Agência Nacional de Vigilância Sanitária (ANVISA) - RDC nº 306, de 07 de dezembro de 2004. Todo gerador de Resíduos de Serviços de Saúde (RSS) deve elaborar um Plano de Gerenciamento dos Resíduos de Serviços de Saúde (PGRSS) baseado nas características de tais resíduos e em sua classificação. Deve implantar e fiscalizar internamente as tarefas necessárias para o cumprimento da norma legal. Objetivo: Esta pesquisa teve como objetivo descrever o modo como os profissionais de enfermagem do Hospital das Clínicas de Goiânia se posicionam em relação ao processamento dos resíduos. Método: Trata-se de um estudo descritivo exploratório, qualitativo. As respostas de 17 profissionais da área de enfermagem a um questionário foram analisadas de acordo com os princípios da Grounded Theory. Resultados: Constatou-se que os participantes mostram-se mais conscientes do impacto da execução do PGRSS sobre o meio ambiente (água, solo e biodiversidade) do que sobre a saúde humana. Os profissionais não demonstram ter uma visão clara sobre as contribuições do PGRSS para a saúde da população em geral, nem para a segurança e saúde dos próprios trabalhadores. Além disso, poucos participantes consideram os impactos econômicos e sociais do destino final inadequado destes resíduos. A falta de conhecimento detalhada do plano é notória. Em geral, queixam-se da falta de informação, da capacitação deficitária e da insuficiência das ações por parte da gestão do hospital. A carência de recursos materiais (cujo suprimento é de responsabilidade da instituição) também foi mencionada como uma razão para o não cumprimento das etapas necessárias ao processamento dos resíduos. Certos profissionais não estão envolvidos com a questão resíduos-saúde, pois afirmam que esta não é priorizada pelos gestores, o que resulta em um trabalho fracionado e desintegrado. Apesar de todos os problemas, o profissional percebe que pode contribuir individualmente por meio do descarte correto de certos resíduos, como os perfurocortantes. Além disso, os valores morais e éticos do próprio profissional são retratados em suas atitudes e em sua convivência. As atitudes de membros de um turno influenciam nas dos outros, tanto no sentido negativo quanto no positivo. A abordagem dos resíduos já está presente nos currículos recentes, contudo profissionais formados há mais tempo precisam se capacitar por meio de diferentes cursos. Conclusão: Há ainda um longo caminho a percorrer para se chegar ao pleno envolvimento dos profissionais no PGRSS. O plano é percebido principalmente como um sistema que beneficia um meio ambiente distante da realidade do profissional. Recomenda-se, portanto, que os gestores esclareçam a importância que o hospital atribui ao plano e reforcem essa visão relacionando-a com uma preocupação explícita com a saúde do profissional. Além disso, sugerese a divulgação de novas ideias entre os profissionais que se formaram há mais tempo e o monitoramento de atitudes existentes entre os profissionais, de modo que aqueles motivados sintam-se respaldados pela instituição.

Este estudo transversal teve como objetivos: caracterizar os erros de medicação relatados por profissionais de enfermagem que atuam em UTI; comparar os dados sócio-demográficos, do trabalho e da qualidade de vida relacionada à saúde (QVRS) dos profissionais envolvidos e não envolvidos com erros de medicação em UTI; verificar se os domínios da QVRS são fatores independentes associados aos erros de medicação em UTI. Foram pesquisados 94 profissionais de enfermagem de três UTIs (duas de adultos e uma pediátrica) de um hospital privado do município de São Paulo, sendo 39 enfermeiros (41,5%) e 55 técnicos de enfermagem (58,5%). Os dados socio-demográficos, do trabalho e os relacionados aos erros de medicação foram registrados em instrumentos próprios. A QVRS foi avaliada com a versão em português do instrumento SF-36. Os profissionais foram comparados em dois grupos, segundo o relato de terem ou não cometido erros de medicação nas quatro semanas anteriores à pesquisa. Regressão logística univariada e múltipla foram utilizadas para análise da relação entre as variáveis. A maioria dos profissionais era do sexo feminino (79,8%), com idade média de 33 anos (dp=6,45), casada ou com companheiro (52,1%). A renda familiar per capita foi de R$ 2.024,95 (dp=1.625,00); 52,1% tinham apenas um vínculo empregatício. Entre os 18 profissionais que mencionaram ter cometido erro, seis eram enfermeiros e 12, técnicos de enfermagem. Houve notificação do erro em 61,1% dos casos. Os erros mais freqüentes foram os da fase de administração (67,8%). Entre os profissionais que cometeram erros, todos os escores do SF-36 foram significativamente menores. Na análise múltipla, o domínio Aspectos Emocionais e os turnos de trabalho da tarde e da noite mostraram associação significativa com erro de medicação, como fatores de proteção. Os resultados deste estudo trazem subsídios para a adoção de medidas institucionais especificamente direcionadas às necessidades dos profissionais de enfermagem, contribuindo, desta forma, para uma assistência mais segura aos pacientes / This cross-sectional study aimed to characterize the medication errors reported by the nursing professionals who work in ICU; to compare the socio-demographic data of the labor and the health-related quality of life (HRQL) of professionals involved and not involved with medication errors in ICU; and to check whether the domains of HRQL are independent factors associated with medication errors in ICUs. We studied 94 nursing professionals in three ICUs (two adult and one pediatric) in a private hospital in the city of Sao Paulo, with 39 nurses (41.5%) and 55 nursing technicians (58.5%). Socio-demographic data of the labor and the ones related to medication errors were recorded in separate instruments. The HRQL was assessed with the Portuguese version of the SF-36 instrument. The professionals were compared in two groups, according to the report of having committed or not medication errors in the four weeks preceding the survey. Univariable and multiple logistic regressions were used to analyze the relationship between the variables. Most practitioners were female (79.8%) with average age of 33 years (SD = 6.45), married or with partner (52.1%). The per capita income was R$ 2024.95 (SD = 1625.00), 52.1% had only one job. Among the 18 practitioners who reported having committed error, six were nurses and 12 were nursing technicians. There was notification of the error in 61.1% of the cases. The most frequent errors were the ones of the administration stage (67.8%). Among those who committed errors, all of the SF-36 scores were significantly lower. In multiple analysis, the domain Emotional Aspects and the work shifts of the afternoon and night showed significant association with medication errors as factors of protection. The results of this study provide subsidies for the adoption of institutional measures specifically targeted to the needs of nursing professionals, thus contributing to a safer care of patients