This diploma thesis deals with the topic of school climate and its relationship to the professional satisfaction and health of teachers. In the broader context, this paper deals with the relationship between the work environment represented by school climate and the two dimensions of subjective quality of life and personal well-being - happiness and satisfaction in the profession and job, and health-related quality of life. The theoretical part presents the definition of and theoretical bases for school climate, it also deals with methodological issues associated with its research. Professional satisfaction is presented from the viewpoint of positive psychology and operationalized as happiness. The chapter concerning health summarizes different concepts of health and disease, and presents the aspects of health which are relevant to the teaching profession. The project "Škola podporující zdraví" (Health promoting school) is presented at the end of the chapter. The last chapter focuses on the teaching profession and research findings related to school climate, satisfaction and health. The empirical part of the diploma thesis consists of two parts. The first part describes the findings of quantitative research of the relationship between school climate and satisfaction and between school climate and...

Submitted by Daniella Santos (daniella.santos@ufma.br) on 2017-06-23T11:58:52Z No. of bitstreams: 1 Carlos Amaral.pdf: 940300 bytes, checksum: 1d18c76609e23c099d1692e01fe05546 (MD5) / Made available in DSpace on 2017-06-23T11:58:52Z (GMT). No. of bitstreams: 1 Carlos Amaral.pdf: 940300 bytes, checksum: 1d18c76609e23c099d1692e01fe05546 (MD5) Previous issue date: 2017-02-18 / CAPES / Nursing work has as a characteristic the development of its assistance activities centered on teamwork, with communication being the main instrument for interpersonal relationships. Errors in communication lead to conflicts and affect caring. This study aims to analyze the communication, interpersonal relationships and professional satisfaction of the nursing team. Cross-sectional, descriptive study carried out in five public hospitals of São Luís-MA from March 2011 to December 2015 with nursing professionals, totaling a population of 2270 professionals. The questionnaire for data collection was adapted from validated research instruments, containing the following variables: communication; Relationship with work; Commitment to the institution and job satisfaction. The data were tabulated in Microsoft Excel and the relative and absolute frequency analysis in the SPSS version 22 program. The research was approved by the Ethics and Research Committee of the Federal University of Maranhão with the opinion nº 23115-005865 / 2010-40, observing the Recommendations of Resolution 466/12. The sample comprised 1065 nursing professionals, the results show the majority of females (88.2%), aged between 31 and 40 years (32.2%) and mean of 39.6 years; High school education (45.9%), full graduate (19.1%); Professional category are nursing technicians (65.2%) and nurses (24.3%). The majority of nursing professionals stated that they did not use written communication (67.4%) and did not hold formal work meetings (62%). Concerning interpersonal relationships, most of them feel recognized by the coordinator (79.4%), have a good relationship with the coordinator (89.8%), trust that other professionals help solve any problems (92.2%) and They think they receive conscious treatment (72.9%). Among professionals, attitudes of isolation occurred in 19.4% and received constant criticism (20.7%). Satisfaction at work is present in 95.2%, feeling of accomplishment with work (90.6%), consider that their work is worth (96.9%). Autonomy at work is reported by 63.8%, they think of leaving the institution, 39%. It was verified that the written communication is infrequent among the nursing teams, the relationship between nursing professionals presented favorable results, it is noteworthy the communication between the professionals and the coordinator with recognition of the professional potential, being satisfied and accomplished with the job. There have been cases of bullying and professionals who are thinking of leaving the institution. Recognizing that working conditions provide a more relaxed environment, valuing professionals with a positive impact on care, it is expected that this study will stimulate the discussion and improvement of working conditions of the nursing team. / O trabalho da enfermagem tem como característica o desenvolvimento de suas atividades assistenciais centrada no trabalho em equipe, sendo a comunicação o principal instrumento para as relações interpessoais. Erros na comunicação levam ao aparecimento de conflitos e afetam o cuidar. Este estudo tem por objetivo analisar a comunicação, relações interpessoais e satisfação profissional da equipe de enfermagem. Estudo transversal, descritivo realizado em cinco hospitais públicos de São Luís-MA no período de março de 2011 a dezembro de 2015 com profissionais de enfermagem, totalizando uma população de 2270 profissionais. O questionário para coleta de dados foi adaptado de instrumentos de pesquisa validados, contendo as variáveis: comunicação; relacionamento com o trabalho; comprometimento com a instituição e satisfação no trabalho. Os dados foram tabulados no Microsoft Excel e a análise de frequência relativa e absoluta no programa SPSS versão 22. A pesquisa foi aprovada pelo Comitê de Ética e Pesquisa da Universidade Federal do Maranhão com o parecer nº 23115-005865/2010-40, observando às recomendações da Resolução 466/12. A amostra composta por 1065 profissionais de enfermagem, os resultados mostram a maioria do sexo feminino (88,2%), com idade na faixa etária entre 31 e 40 anos (32,2%) e média de 39,6 anos; escolaridade ensino médio completo (45,9%), pós-graduação completa (19,1%); categoria profissional são técnicos de enfermagem (65,2%) e enfermeiros (24,3%). A maioria dos profissionais de enfermagem afirmaram não utilizar a comunicação escrita (67,4%) e não realizam reuniões formais de trabalho (62%). Sobre o relacionamento interpessoal, a maioria sente-se reconhecida pelo coordenador (79,4%), tem boa relação com o coordenador (89,8%), confiam que os demais profissionais ajudam a resolver quaisquer problemas (92,2%) e julgam receber tratamento consciente (72,9%). Entre os profissionais as atitudes de isolamento ocorreram em 19,4% e receberam críticas constantemente (20,7%). A satisfação no trabalho está presente em 95,2%, sentimento de realização com o trabalho (90,6% ), consideram que seu trabalho vale a pena (96,9%). A autonomia no trabalho é relatada por 63,8%, pensam em deixar a instituição, 39%. Verificou-se que a comunicação escrita é pouco frequente entre as equipes de enfermagem, o relacionamento entre profissionais de enfermagem apresentou resultados favoráveis, ressalta-se a comunicação entre os profissionais e coordenador com reconhecimento do potencial profissional, mostrando-se satisfeitos e realizados com o trabalho. Ficou evidente casos de assédio moral e profissionais que pensam em sair da instituição. Reconhecendo que as condições de trabalho proporcionam um ambiente mais tranquilo, valorizando o profissional com impacto positivo na assistência, tem-se a expectativa que esse estudo estimule a discussão e melhoria das condições de trabalho da equipe de enfermagem.

Made available in DSpace on 2014-12-17T14:46:42Z (GMT). No. of bitstreams: 1 RenataMC.pdf: 842111 bytes, checksum: e7cd309078d229f776231c4fe710ea4f (MD5) Previous issue date: 2005-09-02 / Descriptive exploratory study, prospective with quantitative approach, performed on the Medical Regulation Central of SAMU/Natal, aiming to identify the level of professional satisfaction of the members of the nursing team working at SAMU/Natal; and verify the degree of importance attributed by the professionals to each of the components Professional Satisfaction: autonomy, interaction, professional status , work requirements, organizational rules and remuneration. The population was of 60 professionals, with data collected from january to february 2005. We used an instrument translated and validated by Lino (1999) to the portuguese language, the Professional Satisfaction Rate (PSR). The results demonstrate that there was a slight predominance of the female gender (54,9%); aged between 36 and 45 years old (60,8%); married (58,8%), 82,4% with children, 30,8% aged between 05 and 09. Regarding formation, we observed that 78,4% were nursing technicians and 21,6% nurses, formed for 11 to 15 years (17,5%). From the 11 nurses, 09 (81,8%) informed they have specialization, 29,4% of the team has been working for 11 to 15 years on the urgency area, 58.8% works for more than 02 years on SAMU, 72,6% of the team members have fixed work schedules. There was homogeneity on the work shifts: 41,2% on the day shift and 53% on the night shift. Regarding the reason to be working on SAMU, 64% chose to work in the service, and among these 76,3% predominantly perform direct care to the patients, 96,1% like and are satisfied to work in the service. Regarding the remuneration, 90,9% informed they receive 05 to 10 minimum wages; 70% of the technicians informed they receive -2 to 05 minumum wages, 50,1% informed they receive no additional benefit. The analysis of PSR through Cronbach s Alpha Coeficient resulted on the value of 0,94 and through Kendall s Tau Coeficient on 0,87, demonstrating to be a trustworthy instrument to measure the level of professional satisfaction of the SAMU nursing team, in our environment. As for the level of importance attributed to the components of professional satisfaction, we indentified that the nursing team considered the Autonomy component as the most important, followed by the component Remuneration, Interaction, Work Requirements, Work Requirements, Organizational Rules and Professional Status . Regarding the current level of professional satisfaction, we identified they were most satisfied with the Professional Status , Autonomy, Interaction, Remuneration, Work Requirements and Organizational Rules. The real professional satisfaction level, calculated through statistics, however, tells these professionals are more satisfied with Autonomy, Remuneration, Interaction, Work Requirements, professional Status and Organizational Rules. The PSR in our work was of 8,6, indicating the SAMU Natal nursing team has little satisfaction on their work environment / Estudo explorat?rio descritivo, prospectivo com abordagem quantitativa, realizado na Central de Regula??o M?dica do SAMU/Natal, com vistas a identificar o n?vel de satisfa??o profissional dos membros da equipe de enfermagem que trabalham no SAMU/Natal; e verificar o grau de import?ncia atribu?da pelos profissionais de enfermagem a cada um dos componentes da satisfa??o profissional: autonomia, intera??o, status profissional, requisitos do trabalho, normas organizacionais e remunera??o. A popula??o foi de 60 profissionais, com dados coletados de janeiro a fevereiro de 2005. Utilizamos um instrumento traduzido e validado por Lino, em 1999, para a l?ngua portuguesa, o ?ndice de Satisfa??o Profissional (ISP). Os resultados mostram que houve uma discreta predomin?ncia do sexo feminino (54,9%); com faixa et?ria entre 36 a 45 anos (60,8%); casada (58,8%), 82,4% possuem filhos, e 30,8% na faixa et?ria entre 05 e 09 anos. Quanto ? forma??o, observamos que 78,4% eram t?cnicos de enfermagem e 21,6% enfermeiros, formados entre 11 a 15 anos (27,5%). Dos 11 enfermeiros, 09 (81,8%) informam ter especializa??o, 29, 4% da equipe trabalha de 11 a 15 anos na ?rea de urg?ncia, 58,8% trabalha h? mais de 02 anos no SAMU, 72,6% membros da equipe possuem hor?rio fixo de trabalho. Houve homogeneidade no que se refere ao turno de trabalho: 41,2% no per?odo diurno e 53% no per?odo noturno. Quanto ao motivo de trabalhar no SAMU, 84% escolheram trabalhar neste servi?o, e destes 76,3% realizam predominantemente cuidados diretos aos pacientes, 96,1% gostam e est?o satisfeitos em trabalhar no servi?o. Quanto ? remunera??o dos enfermeiros, 90,9% informaram receber de 05 a 10 sal?rios m?nimos; 70% dos t?cnicos, disseram receber de 02 a 05 sal?rios m?nimos, 50,1% n?o recebem nenhum benef?cio adicional. Quanto ? an?lise da confiabilidade do ISP pelo Coeficiente Alfa de Cronbach resultou no valor de 0,94 e pelo Coeficiente Tau de Kendall em 0,87, demonstrando ser um instrumento confi?vel para medir o n?vel de satisfa??o profissional da equipe de enfermagem do SAMU, em nosso meio. Quanto ao n?vel de import?ncia atribu?da aos componentes da satisfa??o profissional, identificamos que a equipe de enfermagem considerou o componente Autonomia como mais importante, seguido do componente Remunera??o, Intera??o, Requisitos do trabalho, Normas Organizacionais e Status Profissional. Em rela??o ao n?vel atual de satisfa??o profissional, identificamos que estavam mais satisfeitos com Status Profissional, Autonomia, Intera??o, Remunera??o, Requisitos do Trabalho e Normas Organizacionais. Mas, o n?vel real de satisfa??o profissional, calculado atrav?s da estat?stica, diz que estes profissionais est?o mais satisfeitos com Autonomia, Remunera??o, Intera??o, Requisitos do Trabalho, Status profissional e Normas organizacionais. O ISP em nosso trabalho foi de 8,6, indicando que a equipe de enfermagem do SAMU/Natal est? pouco satisfeita no ambiente de trabalho

Made available in DSpace on 2014-08-20T13:49:11Z (GMT). No. of bitstreams: 1 Lidiane Amanda Bevilacqua.pdf: 1370344 bytes, checksum: 7b3b44dd5b47a7e4af3be3985492c44c (MD5) Previous issue date: 2013-02-15 / Acting as centers focused on physical exercise , the academies have undergone a series of transformations over time , intensified since the 1970s , when the cult of form gained representative dimensions in society . With the growing number of academies increased interest in checking the working conditions and issues related to health and quality of life for professionals working in these services . The quality of life of the professionals can be influenced by the level of perceived satisfaction in their work environment . Job satisfaction aims to provide answers to an emotional state and experiences encountered in the workplace . This response can be presented as a way of being and feeling positive towards the profession , or conversely , when such feeling and way of being in the profession do not occur , characterized by the presence of dissatisfaction . Objective: This study aims to investigate the job satisfaction and quality of life for professionals working in the gyms of Pelotas - RS , and examine their relationships and associated factors . Methodology : This was a descriptive , observational , cross-sectional . Data collection will be conducted through a questionnaire containing questions relating to the part , sociodemographic , behavioral and nutrition , quality of life and job satisfaction of professionals working in the academies of Pelotas / Atuando como centros de voltados à prática de exercícios físicos, as academias sofreram uma serie de transformações ao longo do tempo, intensificado a partir da década de 1970, quando o culto a forma ganhou dimensões representativas na sociedade. Com o crescimento do número de academias aumentou o interesse em verificar as condições de trabalho e aspectos relacionados à saúde e qualidade de vida dos profissionais que atuam nesses serviços. A qualidade de vida dos profissionais pode ser influenciada pelo nível de satisfação percebida no seu ambiente de trabalho. A satisfação profissional visa dar respostas a um estado emocional e às experiências enfrentadas no contexto do trabalho. Podendo essa resposta ser apresentada como um sentimento e forma de estar positivos perante a profissão, ou de maneira inversa, quando tal sentimento e forma de estar na profissão não se verificam, caracterizando a presença de insatisfação. Objetivo: O presente estudo tem como objetivo investigar a satisfação profissional e a qualidade de vida dos profissionais que atuam nas academias de ginástica da cidade de Pelotas - RS, e examinar suas relações e fatores associados. Metodologia: Trata-se de um estudo descritivo observacional, de corte transversal. A coleta de dados será realizada através de um questionário, contendo questões referentes à parte, sociodemográfica, comportamental e nutricional, qualidade de vida e satisfação profissional dos profissionais que atuam nas academias da cidade de Pelotas

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From the point of view of interrole conflict, this study probes into the conflict that a physician encounters in his/her environment and the subsequent conflict effect on the satisfaction and intention to quit. In addition to investigating the source of conflict, the study develops a questionnaire to understand the influence of dual professional conflict on satisfaction and intention to quit. Simultaneously, the study examines the mediating effect of physician's satisfaction on dual professional conflict and intention to quit, and tests the moderating effect of professional commitment on other consequences. The rapid changes of healthcare insurance policy in Taiwan have a great impact on the hospital administration. In addition, it has a tremendous influence on physician¡¦s behaviors, which arouse conflicts on both organizational-professional (OPC) and personal-professional (PPC) levels. In the past, there were few research on interrole conflict, especially on the source of physicians' OPC and PPC. Taiwan¡¦s national health insurance and global budget system is unique (to) healthcare insurance system in the worldwide(Taiwan).Literatures are not enough to offer the cause of the dual conflicts of physicians and relevant consequences. The study, first, carries on case interview in accordance with literature review to form questionnaires and builds up hypotheses. Second, it collects the survey materials by combining quantitative and qualitative research in order to obtain a deeper and more accurate analysis of the study results. Physician including residents and attending physician from both public and private hospitals in Taiwan were enrolled for study. A total of 1,200 questionnaires were distributed and 776 were valid questionnaires. The result shows five variables in the source of conflict by using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). These five variables are significantly correlated with physician¡¦s dual professional conflicts. Results from regression analysis show that affective commitment, continuance commitment and normative commitment of professional commitment have a moderating effect on the relationship between dual professional conflicts and the output variables. Furthermore, by structural equation modeling these results show that both internal and external job satisfaction mediate between physicians¡¦ OPC and their intention to quit, and professional satisfaction partially mediate between physicians¡¦ PPC and their intention to quit. Physicians are one of the important professional groups. Even though changes in healthcare insurance policy are worldwide phenomenon, there is relatively few studies probing into interrole conflict among physicians in Taiwan. This study developed questionnaires of the source of conflict and confirmed both the moderating effect of professional commitment and the mediating effect of satisfaction, which contributes to fill the gap in this field. These results provide a managerial reference in clinical practice and as well as a foundation of future studies.

Made available in DSpace on 2014-12-17T13:53:20Z (GMT). No. of bitstreams: 1 JulianaRB.pdf: 735215 bytes, checksum: 0d417f3bbf4eadd09824101ceeb83227 (MD5) Previous issue date: 2008-08-29 / With the need of the companies in becoming more competitive within the market, it arises an incessant search for selective human potential, with a high level of capacity and low rotativity, which motivation results in production raise, quality optimization and waste reduction. This scenario requires a strategy development which advantages the Human Resources Quality Management. This way, the model of the Human System Audit (HSA), developed by the Spanish researchers Ouijano and Navarro, presents itself as an important tool to diagnosis and evaluation, contemplating the environment where the organization is inserted, its strategies, its organizational design, its processes and its organizational effectiveness. In this sense, the present study has identified the existent relation between the professional satisfaction and the Organizational Culture, based in the model HSA. The research has been a quantitative-descriptive one and has had as population the technical-administrative workers from the Federal Center of Technical Education of Rio Grande do Norte (CEFET RN). The data collection has occurred during May, 2008, by means of the application of a questionnaire in the HSA model. The sample was composed by 167 subjects, distributed among the Five units of the institution. It was used the factorial analysis, with the extraction method of main components and orthogonal rotation varimax, in order to extract the dimensions of the satisfaction and of the organizational culture and the calculation of Cronbach s Alpha coefficient, to evaluate the reliability of these dimensions. The factorial analysis of the satisfaction indicators has identified four factors,, all of them showing significance: gratefulness and relationship , self-realization , stability and security and physical conditions and social benefits . The result of the factorial analysis with the indicators of the organizational culture has extracted four factors and among them, three of them have obtained significance: Personal Satisfaction Style , Competitive-Denial-Power Style and the Conventional-Dependent Style . After identifying the dimensions of the satisfaction and culture found at CEFET-RN, it has been notice the existence or not of relation among them, through the application of Pearson s coefficient. It has been verified that all of the dimensions of the Professional satisfaction are correlated with some dimension of the organizational culture, having in outstand position, with higher intensity, the relation between the culture style of Personal Satisfaction and the satisfaction factor referring to the self-realization / A busca incessante de um potencial humano seleto, de n?vel de capacidade elevado e com baixa rotatividade, cuja motiva??o resulta em aumento na produ??o, otimiza??o da qualidade e redu??o de desperd?cios tem recebido maiores espa?os nas agendas, discuss?es e a??es das organiza??es neste mil?nio. Este cen?rio requer o desenvolvimento de estrat?gias que favore?am a Gest?o da Qualidade dos Recursos Humanos. Desta maneira, o modelo da Auditoria do Sistema Humano (ASH), desenvolvido pelos pesquisadores espanh?is Quijano e Navarro, apresenta-se como importante ferramenta, contemplando o ambiente onde a organiza??o est? inserida, suas estrat?gias, seu desenho organizacional, seus processos e sua efetividade organizacional. Neste sentido, o presente estudo identificou a rela??o existente entre a satisfa??o profissional e a Cultura Organizacional, com base no modelo ASH. A pesquisa foi de cunho quantitativo-descritivo e teve como popula??o os servidores t?cnico-administrativos do Centro Federal de Educa??o Tecnol?gica do Rio Grande do Norte. A coleta de dados ocorreu no m?s de maio de 2008, mediante a aplica??o de question?rio do modelo ASH. A amostra ficou composta por 167 sujeitos, distribu?dos entre as cinco unidades da Institui??o. Foi utilizada a an?lise fatorial, com m?todo de extra??o de componentes principais e rota??o ortogonal varimax, para se extrair as dimens?es da satisfa??o e da cultura organizacional e o c?lculo do coeficiente Alpha de Cronbach, para avaliar a confiabilidade destas dimens?es. A an?lise fatorial dos indicadores de satisfa??o identificou quatro fatores, todos eles demonstrando signific?ncia: reconhecimento e relacionamento , auto-realiza??o , estabilidade e seguran?a e condi??es f?sicas e benef?cios sociais . O resultado da an?lise fatorial com os indicadores da cultura organizacional extraiu quatro fatores e destes, tr?s obtiveram signific?ncia: Estilo de Satisfa??o Pessoal , Estilo Poder-Evita??o-Competitivo e o Estilo Convencional-Dependente . Ap?s identificar as dimens?es de satisfa??o e cultura encontradas no CEFET-RN, observou-se a exist?ncia ou n?o de rela??o entre elas, atrav?s da aplica??o do coeficiente de Pearson. Verificou-se que todas as dimens?es da satisfa??o profissional est?o correlacionadas com alguma dimens?o da cultura organizacional, destacando-se com maior intensidade a rela??o entre o estilo de cultura Satisfa??o Pessoal e o fator de satisfa??o referente ? auto-realiza??o

Introdução: As Unidades de Terapia Intensiva (UTI) são ambientes propícios a ocorrência de Eventos Adversos (EA) devido a complexidade da assistência e das várias intervenções realizadas. Fatores relacionados aos profissionais de enfermagem, caraterísticas dos pacientes e cultura de segurança podem associar-se a ocorrência desses eventos. Identificar os fatores associados a sua ocorrência é importante para planejamento de melhorias. Objetivo: Analisar a associação entre variáveis demográficas e clínicas dos pacientes, estresse e satisfação dos profissionais de enfermagem e percepção da cultura de segurança do paciente com a ocorrência de EA de gravidade moderada e grave em UTI adulto. Método: Estudo realizado em oito UTI de um hospital universitário da cidade de São Paulo. Para coleta de dados dos pacientes realizou-se uma coorte prospectiva entre 03 de setembro e 01 de dezembro de 2012. Dados demográficos e clínicos, incluindo SAPSII, LODS, Índice de Comorbidade de Charlson (ICC) e Nursing Activities Score (NAS) e EA foram levantados das informações do prontuário e acompanhamento de 10% das passagens de plantão. Os EA foram caracterizados segundo Classificação Internacional para Segurança do Paciente (CISP) da Organização Mundial da Saúde. Para investigar o estresse, satisfação profissional e cultura de segurança, realizou-se abordagem transversal através da aplicação de três instrumentos em outubro de 2012: Lista de Sinais e Sintomas (LSS), Índice de Satisfação Profissional (ISP) e Pesquisa sobre Cultura de Segurança do Paciente nos Hospitais (HSOPSC). Para análise entre as variáveis de interesse, utilizou-se o modelo de regressão logística. Considerou-se significativos valor p>0,05. Resultados: Das 890 internações no período, houve predominância de pacientes masculinos (58,09%), com idade média de 54,11 anos. As médias do ICC e NAS foram, respectivamente, 1,82 pontos e 71,15%. A probabilidade de óbito medida pelo SAPSII foi 19,10% e pelo LODS, 28,70%. Os pacientes permaneceram internados, em média, 6,94 dias e a mortalidade observada na UTI foi 21,24%. Ocorreram 494 EA de gravidade moderada/grave. Os tipos de EA mais frequentes foram: procedimento/processo clínico (42,71%), acidentes com o paciente (28,74%) e infecção hospitalar (20,85%). Pacientes masculinos (p=0,01), submetidos a internação cirúrgica de emergência (p=0,00) e que evoluíram a óbito na UTI (p=0,00) apresentaram mais EA quando comparados aos pacientes do mesmo grupo. Também houve associação entre ocorrência de EA e prolongamento de tempo de internação (p=0,00). Na análise de correlação, observou-se significância positiva entre idade e NAS (r=0,09; p=0,01), ICC e SAPSII (r=0,21; p=0,00) e, SAPSII e LODS (r=0,60;p=0,00). A amostra dos profissionais de enfermagem consistiu de 100 enfermeiros e 187 auxiliares/técnicos de enfermagem. A maioria dos profissionais apresentou médio nível de estresse e baixa satisfação profissional, com média de 48,49 pontos (dp=8,45) e 10,95 pontos (dp=1,82), respectivamente. A percepção geral da cultura de segurança foi de 3,06 pontos. No modelo final de análise das variáveis, houve associação entre EA e tempo de internação na UTI (p=0,00), sexo (masculino; p=0,38) e condição de saída (óbito; p=0,01). Conclusões: Nenhuma característica dos profissionais de enfermagem ou a cultura de segurança apresentou associação com a ocorrência de EA. Apesar disto, a avaliação sistemática destas variáveis é necessária pois elas podem ser modificadas ao longo do tempo. / Introduction: Intensive Care Units (ICU) are environments susceptible to Adverse Events (AE) due to the complexity of assistance and the various interventions carried out. Factors related to nursing staff, patient characteristics and the safety culture may be related to mishaps. It is of utmost importance that factors associated to their occurrence be identified for improvement planning. Objective: To analyze the connection among demographic variables and patient clinics, stress and nursing professionals satisfaction and the perception of patient safety culture with the occurrence of moderate and high severity AHE in adult ICU. Method: Study carried out in eight ICUs of a university hospital in the city of São Paulo. For the collection of patient data a prospective cohort was carried out from September 03rd to December 01st 2012. Demographic and clinical data, including SAPSII, LODS, Charlson Comorbidity Index (CCI), Nursing Activities Score (NAS) and AE were collected from patient record information and follow up of 10% of the change of shift. AE were categorized according to International Classification for Patient Safety (ICPS) from the World Health Organization. To investigate stress, professional satisfaction and safety culture, a transversal approach was carried out through the application of three instruments in October 2012: List of Signs and Symptoms (LSS), Professional Satisfaction Index (PSI) and Hospital Survey On Patient Safety Culture (HSOPSC). Logistics regression model was used for analysis among variables of interest. Results p>0.05 were considered significant. Results: From the 890 admissions in the period, there was a predominance of male patients (58.09%), at an average age of 54,11 years old. CCI and NAS averages were, respectively, 1,82 points and 71,15%. Death probability measured by SAPSII was of 19,10% and by LODS, 28,70%. Patients remained hospitalized, on average, 6,94 days and the observed mortality in the ICU was 21,24%. There were 494 AE of moderate/serious severty. The most frequent types of AE were: procedure/ clinical process (42.71%), patient accidents (28,74%) and hospital infection (20.85%). Male patients (p=0.01), submitted to emergency surgical hospitalization (p=0,00) ending up in death in the ICU (p=0.00) presented more AE when compared with patients in the same group. There was also a correlation between AE occurrence and longer hospitalization (p=0,00). In the correlation analysis, positive significance between age and NAS was observed (r=0,09; p=0,01), CCI and SAPSII (r=0,21; p=0,00) and, SAPSII and LODS (r=0,60; p=0,00). The nursing professionals sample consisted of 100 nurses and 187 auxiliaries/technical nurses. The majority of professionals presented medium level of stress and low professional satisfaction, with an average of 48,49 points (dp=8,45) and 10,95 points (dp=1,82), respectively. The general perception of safety culture was of 3,06 points. In the final model of variables analysis, there was association between AE and the amount of time spent in the ICU (p=0,00), sex (male; p=0,38) and the condition of exit (obit; p=0,01). Conclusions: No characteristics of the nursing professionals or the safety culture presented association with the occurrence of AE. Despite that, the systematic evaluation of these variables is necessary for they can be modified along the way.

Σκοπός της παρούσας εργασίας είναι η μελέτη των μεθόδων διαχείρισης των διαφωνιών μεταξύ των στελεχών των ελληνικών ναυτιλιακών επιχειρήσεων. Συγκεκριμένα, πραγματοποιείται η διερεύνηση των συσχετίσεων μεταξύ των μορφών επικοινωνίας και των πέντε μεθόδων διοίκησης συγκρούσεων, καθώς και των σχέσεων των μορφών εξουσίας στις διαδικασίες λήψης αποφάσεων με τις πέντε μεθόδους διοίκησης συγκρούσεων. Τα πρωτογενή στοιχεία αντλήθηκαν με προσωπική συνέντευξη σε 108 εργαζομένους από Ναυτιλιακές Επιχειρήσεις του Πειραιά, της Πάτρας και της Θεσσαλονίκης. Τα ερωτηματολόγια κωδικοποιήθηκαν και ακολούθησε η επεξεργασία τους με το στατιστικό πακέτο SPSS 15.0. Επιπλέον, πραγματοποιήθηκε έλεγχος των υποθέσεων που είχαν τεθεί, μέσω της ανάλυσης παραγόντων που ανέδειξαν νέες μεταβλητές που συσχετίσθηκαν με το συντελεστή συσχέτισης Pearson και την πολλαπλή παλινδρόμηση. / -

Introdução: As Unidades de Terapia Intensiva (UTI) são ambientes propícios a ocorrência de Eventos Adversos (EA) devido a complexidade da assistência e das várias intervenções realizadas. Fatores relacionados aos profissionais de enfermagem, caraterísticas dos pacientes e cultura de segurança podem associar-se a ocorrência desses eventos. Identificar os fatores associados a sua ocorrência é importante para planejamento de melhorias. Objetivo: Analisar a associação entre variáveis demográficas e clínicas dos pacientes, estresse e satisfação dos profissionais de enfermagem e percepção da cultura de segurança do paciente com a ocorrência de EA de gravidade moderada e grave em UTI adulto. Método: Estudo realizado em oito UTI de um hospital universitário da cidade de São Paulo. Para coleta de dados dos pacientes realizou-se uma coorte prospectiva entre 03 de setembro e 01 de dezembro de 2012. Dados demográficos e clínicos, incluindo SAPSII, LODS, Índice de Comorbidade de Charlson (ICC) e Nursing Activities Score (NAS) e EA foram levantados das informações do prontuário e acompanhamento de 10% das passagens de plantão. Os EA foram caracterizados segundo Classificação Internacional para Segurança do Paciente (CISP) da Organização Mundial da Saúde. Para investigar o estresse, satisfação profissional e cultura de segurança, realizou-se abordagem transversal através da aplicação de três instrumentos em outubro de 2012: Lista de Sinais e Sintomas (LSS), Índice de Satisfação Profissional (ISP) e Pesquisa sobre Cultura de Segurança do Paciente nos Hospitais (HSOPSC). Para análise entre as variáveis de interesse, utilizou-se o modelo de regressão logística. Considerou-se significativos valor p>0,05. Resultados: Das 890 internações no período, houve predominância de pacientes masculinos (58,09%), com idade média de 54,11 anos. As médias do ICC e NAS foram, respectivamente, 1,82 pontos e 71,15%. A probabilidade de óbito medida pelo SAPSII foi 19,10% e pelo LODS, 28,70%. Os pacientes permaneceram internados, em média, 6,94 dias e a mortalidade observada na UTI foi 21,24%. Ocorreram 494 EA de gravidade moderada/grave. Os tipos de EA mais frequentes foram: procedimento/processo clínico (42,71%), acidentes com o paciente (28,74%) e infecção hospitalar (20,85%). Pacientes masculinos (p=0,01), submetidos a internação cirúrgica de emergência (p=0,00) e que evoluíram a óbito na UTI (p=0,00) apresentaram mais EA quando comparados aos pacientes do mesmo grupo. Também houve associação entre ocorrência de EA e prolongamento de tempo de internação (p=0,00). Na análise de correlação, observou-se significância positiva entre idade e NAS (r=0,09; p=0,01), ICC e SAPSII (r=0,21; p=0,00) e, SAPSII e LODS (r=0,60;p=0,00). A amostra dos profissionais de enfermagem consistiu de 100 enfermeiros e 187 auxiliares/técnicos de enfermagem. A maioria dos profissionais apresentou médio nível de estresse e baixa satisfação profissional, com média de 48,49 pontos (dp=8,45) e 10,95 pontos (dp=1,82), respectivamente. A percepção geral da cultura de segurança foi de 3,06 pontos. No modelo final de análise das variáveis, houve associação entre EA e tempo de internação na UTI (p=0,00), sexo (masculino; p=0,38) e condição de saída (óbito; p=0,01). Conclusões: Nenhuma característica dos profissionais de enfermagem ou a cultura de segurança apresentou associação com a ocorrência de EA. Apesar disto, a avaliação sistemática destas variáveis é necessária pois elas podem ser modificadas ao longo do tempo. / Introduction: Intensive Care Units (ICU) are environments susceptible to Adverse Events (AE) due to the complexity of assistance and the various interventions carried out. Factors related to nursing staff, patient characteristics and the safety culture may be related to mishaps. It is of utmost importance that factors associated to their occurrence be identified for improvement planning. Objective: To analyze the connection among demographic variables and patient clinics, stress and nursing professionals satisfaction and the perception of patient safety culture with the occurrence of moderate and high severity AHE in adult ICU. Method: Study carried out in eight ICUs of a university hospital in the city of São Paulo. For the collection of patient data a prospective cohort was carried out from September 03rd to December 01st 2012. Demographic and clinical data, including SAPSII, LODS, Charlson Comorbidity Index (CCI), Nursing Activities Score (NAS) and AE were collected from patient record information and follow up of 10% of the change of shift. AE were categorized according to International Classification for Patient Safety (ICPS) from the World Health Organization. To investigate stress, professional satisfaction and safety culture, a transversal approach was carried out through the application of three instruments in October 2012: List of Signs and Symptoms (LSS), Professional Satisfaction Index (PSI) and Hospital Survey On Patient Safety Culture (HSOPSC). Logistics regression model was used for analysis among variables of interest. Results p>0.05 were considered significant. Results: From the 890 admissions in the period, there was a predominance of male patients (58.09%), at an average age of 54,11 years old. CCI and NAS averages were, respectively, 1,82 points and 71,15%. Death probability measured by SAPSII was of 19,10% and by LODS, 28,70%. Patients remained hospitalized, on average, 6,94 days and the observed mortality in the ICU was 21,24%. There were 494 AE of moderate/serious severty. The most frequent types of AE were: procedure/ clinical process (42.71%), patient accidents (28,74%) and hospital infection (20.85%). Male patients (p=0.01), submitted to emergency surgical hospitalization (p=0,00) ending up in death in the ICU (p=0.00) presented more AE when compared with patients in the same group. There was also a correlation between AE occurrence and longer hospitalization (p=0,00). In the correlation analysis, positive significance between age and NAS was observed (r=0,09; p=0,01), CCI and SAPSII (r=0,21; p=0,00) and, SAPSII and LODS (r=0,60; p=0,00). The nursing professionals sample consisted of 100 nurses and 187 auxiliaries/technical nurses. The majority of professionals presented medium level of stress and low professional satisfaction, with an average of 48,49 points (dp=8,45) and 10,95 points (dp=1,82), respectively. The general perception of safety culture was of 3,06 points. In the final model of variables analysis, there was association between AE and the amount of time spent in the ICU (p=0,00), sex (male; p=0,38) and the condition of exit (obit; p=0,01). Conclusions: No characteristics of the nursing professionals or the safety culture presented association with the occurrence of AE. Despite that, the systematic evaluation of these variables is necessary for they can be modified along the way.