Resumen es: En la actualidad, se puede constatar, al menos desde el discurso, la intencionalidad de mejorar y considerar aquellas cuestiones que son fuentes de satis...

/pdf/satisfaccion-laboral-de-los-recursos-humanos-de-enfermeria-1fz88xvvq0.pdf

Satisfaccion laboral de los recursos humanos de enfermeria. factores que la afectan

Objective: To evaluate satisfaction with the type of work contract and labor relationship in a group of nursing professionals at a third tier hospital in Tunja, Boyaca (Colombia) between June and December 2005. Method: This is a transverse study with 39 professionals from the hospital. The NTP 394 (Overall Job Satisfaction, authorized by Perez-Bilbao) was used and the data were analyzed in Epi-info 2002. The search for differences among measurements was done via Kruskall Wallis, with IC 95% p<0.05.

Condiciones laborales y grado de satisfacción de profesionales de enfermería

Conocer la calidad de vida laboral de los trabajadores es muy importante porque tiene relacion con el rendimiento laboral, la obtencion de mejores resultados y una elevada productividad.
Objetivo: Conocer la Calidad de Vida Profesional percibida por las enfermeras en el Hospital Geriatrico Virgen del Valle de Toledo.
Metodologia: Diseno: Estudio descriptivo transversal. Ambito de estudio: Hospital geriatrico de Toledo. Poblacion del estudio: Todas las enfermeras asistenciales del hospital un total de 69. Instrumento de medida: Se ha utilizado el cuestionario Calidad de Vida Profesional 35.
Resultados: En total se obtuvieron 45 respuestas (65,2%). La valoracion global medida sobre la Calidad de Vida Profesional percibida es baja. En relacion con las tres dimensiones valoradas la media mas alta se encuentra en la �motivacion intrinseca� con 7,08, la �carga de trabajo� con una media de 6,56, siendo la dimension con la media mas baja el �apoyo directivo� con 5,59. En el analisis multivariante el apoyo directivo se mostro como el factor mas influyente en la calidad de vida profesional con un 23% (P<0.001) seguido por la carga de trabajo con un 9 % (P= 0.01).
Conclusiones: Existe la percepcion de baja calidad de vida profesional de las enfermeras. Con una adecuadamotivacion intrinseca, pero con cierta insatisfaccion relacionada con la carga de trabajo y una escasa percepcion de apoyo directivo. Los resultados obtenidos indican la necesidad de un cambio cultural organizativo basado en la participacion, en la motivacion y aumentando el apoyo directivo.

/pdf/la-calidad-de-vida-profesional-de-las-enfermeras-en-el02t8xofd.pdf

La calidad de vida profesional de las enfermeras en geriatria

Objective: To evaluate satisfaction with the type of work contract and labor relationship in a group of nursing professionals at a third tier hospital in Tunja, Boyacá (Colombia) between June and December 2005. Method: This is a transverse study with 39 professionals from the hospital. The NTP 394 (Overall Job Satisfaction, authorized by Perez-Bilbao) was used and the data were analyzed in Epi-info 2002. The search for differences among measurements was done via Kruskall Wallis, with IC 95% p<0.05. AÑO 8 VOL. 8 No 2 CHÍA, COLOMBIA OCTUBRE 2008 243-256 244 AÑO 8 VOL. 8 No 2 CHÍA, COLOMBIA OCTUBRE 2008 243-256 AQUICHAN ISSN 1657-5997 Results: The measurement of general job satisfaction was 77.10 (DE 12.36) with a range of 15-105; intrinsic satisfaction, 35.46 (DE 6.67) with a range of 7-49; and extrinsic satisfaction, 41.69 (DE 6.50) with a range of 8-56. The differences found with this study were related to extrinsic satisfaction and the type of labor relationship (p<0.05). Conclusions: Wage compensation has a bearing on lack of satisfaction. Job stability improves the sensation of intrinsic satisfaction. Most studies show an increase in job satisfaction with age and years of professional experience, which is contrary to what this study revealed.

/pdf/working-conditions-and-job-satisfaction-among-nursing-3ch7gsilqm.pdf

Working Conditions and Job Satisfaction among Nursing Professionals

La profesion enfermera dada las condiciones en que transcurre su trabajo, en contacto con personas que sufren dolor, a consecuencia de sus turnos de trabajo y por la gama de funciones que desempena, no es la mas propicia para derivar en satisfaccion laboral. Se realizo un estudio descriptivo-inferencial con el  objetivo de determinar el nivel de satisfaccion laboral de los recursos humanos de Enfermeria, en relacion con las variables sociodemograficas y los factores del trabajo en las diferentes categorias ocupacionales. El universo estuvo conformado por los recursos humanos de Enfermeria que laboran en el nivel de atencion primaria de salud del municipio de Pinar del Rio, Cuba,  para un total de 780 enfermeras (os). Para la seleccion de la muestra, se utilizo el muestreo probabilistico aleatorio estratificado, que se corresponde con los estratos de los niveles de calificacion obtenidos y el muestreo aleatorio simple para la seleccion de los sujetos de cada estrato. Se tomo una muestra probabilistica de n=160 enfermeros,  que garantiza una precision aproximada de 5%.  A nivel empirico, se empleo un cuestionario de satisfaccion laboral. Para el analisis estadistico de los resultados, se utilizo el programa SPSS version 11.0 y la prueba Chi-cuadrado para establecer asociaciones entre variables. Se comprobo que el personal de Enfermeria se encuentra medianamente satisfecho; la satisfaccion laboral se encuentra positivamente relacionada a variables como: escolaridad alcanzada, turnos de trabajo, posibilidades de superacion y  motivacion. El estudio ofrece un diagnostico sobre satisfaccion laboral en enfermeras de la atencion primaria. Palabras clave: Satisfaccion laboral, Enfermeria, trabajo.

/pdf/satisfaccion-laboral-en-enfermeras-de-la-atencion-primaria-223k1i2gnz.pdf

Satisfacción laboral en enfermeras de la atención primaria municipio Pinar del Rio, 2009.

This study was based on the results of two surveys (Group A and Group B) designed to identify variables related to nurses' retention and job satisfaction. The survey of Group A was conducted in 1994, and the subjects were nurses who worked at large general hospitals with established nursing administration systems. The survey of group B was conducted in 1995 and the subjects were nurses who worked at small private hospitals with less or no established nursing administration systems. The purpose of this study was to explore and discuss differences between Group A and Group B's Personal backgrounds and perception of their work, and to investigate variables related to nurses' retention and job satisfaction. The survey was designed as a descriptive study using a questionnaire. Questionnaires were comprised of demographic data and contained the following 5 scales; Administration system scale, Interpersonal relationship scale, Professionalism scale, Nurse's self-actualization scale, Overall job satisfaction scale. Two main differences between Group A and Group B which emerged from this study concerned the nurses' educational backgrounds and their perceptions of work. The nurses in Group A, most of whom graduated from 3 or 4 year nursing programs, focused on the nurses' career development, and the nurses in Group B, who had often worked as practical nurses, focused on the nurses work environment. The job satisfaction of both Group A and Group B was correlated with the administration system, interpersonal relationships, and professionalism. In particular, Group B nurses' job satisfaction was strongly related to their perceptions of the nursing administration system including work environment. Group A nurses' job satisfaction was moderately significant with all variables except self actualization which was not found to be related. Although in both groups, nurses who thought about leaving their jobs were found to have low scores on nursing administration system and self actualization scales, Group B scores on these scales were lower than Group A.

Y Katahira

Papers

[A descriptive study on relationship between nurses' perception of their work and job satisfaction/retention].