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 2014-12-17T13:53:20Z (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

Made available in DSpace on 2014-12-17T14:36:19Z (GMT). No. of bitstreams: 1 GelzaLBS.pdf: 841239 bytes, checksum: 6658f814ad57afb8078bd7dc55f67d61 (MD5) Previous issue date: 2009-12-11 / The dissertation is developed in the Research Base of Teacher Training and Professionalization of Universidade Federal do Rio Grande do Norte as a way to discuss the professionalization of High School teachers in Natal. It is a study linked to the research The context of teaching practice and professionalism: the case of high school teachers and sponsored by CNPq, with the objective of characterizing working conditions and job satisfaction as dimensions to the teacher professionalism in high schools. In this study we prioritized the focus on professionalization in national and international discussions, which combines the aspects of teaching in its historical, social, political and economical path, in order to reflect about its evolutional elements in the hierarchy of professions and establish a relation to high school teaching. To develop this relation we elaborated some questions that are considered relevant, such as: How does the high school teacher evaluate his/her working conditions to his/her professional practice? What level of satisfaction does the high school teacher have regarding his/her professional practice? What expectations does the high school teacher have in relation to his/her professional development? The answers to those questions were according to the high school teachers considerations shown in the questionnaire, which was structured with open and closed questions. These questions gave better adequacy to the teachers evaluations about their working place and the situations they experience in their working conditions, provoking job satisfaction and expectations for professional growth. The description of the teachers perception about working conditions, job satisfaction and expectation of professional development can explain the distinct factors that characterize these categories in the working context, although the conclusive results, in general, do not show a direct relationship between the categories studied. Some factors that teachers attribute as causes of bigger difficulties in working conditions and work activity itself are: working time, salary, professional status, school s infrastructure, and school s social context. These factors are similarly related to the degree of job satisfaction, without showing interference in the professional expectations / A disserta??o se desenvolve na Base de Pesquisa Forma??o e Profissionaliza??o Docente da Universidade Federal do Rio Grande do Norte como preocupa??o de discutir a profissionaliza??o dos docentes do Ensino M?dio das escolas de Natal. Trata-se de um estudo vinculado ? pesquisa O contexto da atividade docente e o profissionalismo docente: o caso de professores do Ensino M?dio , financiado pelo CNPq, objetivando caracterizar as condi??es de trabalho e a satisfa??o profissional como dimens?es do profissionalismo docente no Ensino M?dio. Para a configura??o do estudo, priorizamos explorar o enfoque da profissionaliza??o no ?mbito de discuss?es nacionais e internacionais, que re?nem aspectos da doc?ncia na sua trajet?ria hist?rica, social, pol?tica e econ?mica, a fim de refletir elementos evolutivos na escala das profiss?es e estabelecer uma rela??o com a doc?ncia no Ensino M?dio. Num estado de coer?ncia para o desenvolvimento desta, formulamos algumas quest?es pertinentes sobre as quais nos reportamos: Como o professor do Ensino M?dio avalia suas condi??es de trabalho para o exerc?cio da atividade profissional? Que grau de satisfa??o tem o professor do Ensino M?dio em rela??o a sua atividade profissional? Que expectativas o professor do Ensino M?dio apresenta frente ao desenvolvimento profissional? As respostas ?s quest?es foram constru?das a partir das considera??es feitas pelos docentes do Ensino M?dio no question?rio, que estruturado por perguntas abertas e fechadas deram possibilidades de maior adequa??o as avalia??es realizadas pelos docentes sobre o espa?o de trabalho e a situa??o que experimentam em rela??o ?s condi??es de trabalho, cujos reflexos recaem na satisfa??o profissional e nas expectativas de crescimento na profiss?o. Descrever as percep??es dos docentes sobre as condi??es de trabalho, a satisfa??o profissional e a expectativa de desenvolvimento profissional permite explicitar distintos fatores que caracterizam tais categorias no contexto de trabalho, embora de forma conclusiva os resultados n?o apresentem, em termos gerais, uma rela??o direta entre as categorias estudadas. Os docentes atribuem como causas de maiores dificuldades enfrentadas nas condi??es de trabalho e na atividade laboral em si, fatores como: jornada de trabalho, remunera??o, status profissional, infra-estrutura da escola e contexto social da escola. De igual maneira relacionam tais fatores ao grau de satisfa??o no trabalho sem que manifestem as interfer?ncias nas expectativas profissionais