Empowerment em profissionais de saúde: Uma revisão da literatura

Carvalho, Carla; Gouveia, Ana Lau; Pinto, Catarina Araújo Silveira Woyames; Mónico, Lisete; Correia, M.; Parreira, Pedro

doi:10.14195/1647-8606_60-2_3

Cited by 4 publications

(6 citation statements)

References 34 publications

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“…Many efforts have been made to prove that professionals working in workplaces that are structured tend to exhibit high levels of job satisfaction (e.g. Carvalho et al, 2017;Lu et al, 2007Lu et al, , updated in 2011. These studies have underlined that a person's perception of control and responsibility in a work context is an antecedent factor that determines the emergence of job satisfaction.…”

Section: Relationship Between Job Satisfaction and Empowerment In Carersmentioning

confidence: 99%

The power of perception of global empowerment in linking social support and psychosocial well-being (job satisfaction)

Almeida¹,

Orgambídez-Ramos²,

Santos³

2020

Cent Eur J Nurs Midw

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Aim: According to the health organization model: 1) social resources in the working group (e.g. social support) and structural resources for the execution of tasks (e.g. autonomy) are correlated with 2) healthy, active professionals experiencing high levels of psychosocial well-being through job satisfaction. This study examines to what extent social resources in the work group (supervisor and peer social support) and employees' perception of global empowerment correlate with job satisfaction. Design: A cross-sectional and exploratory study of a descriptive and correlational nature. Methods: Following a quantitative methodology, a structural equation model was created, processed by Stata software. This study comprised a convenience sample of 370 Portuguese healthcare professionals working in five-star private hospitals, and aimed to examine the relationship between social support, global empowerment, and job satisfaction. Data were gathered from physically administered questionnaires. Results: Job satisfaction was significantly predicted by social support and global empowerment (direct and indirect effects). Conclusion: The results support the health organization model, indicating that positive outcomes, such as job satisfaction, can be predicted by perceptions of social resources (social support) and structural resources (global empowerment), but also that perceptions of global empowerment play a mediating role between perceived social support and job satisfaction.

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Section: Relationship Between Job Satisfaction and Empowerment In Carersmentioning

confidence: 99%

The power of perception of global empowerment in linking social support and psychosocial well-being (job satisfaction)

Almeida¹,

Orgambídez-Ramos²,

Santos³

2020

Cent Eur J Nurs Midw

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“…At the organizational level, there are several aspects that management and human resources departments could modify, such as: development of an ethical and positive organizational climate [ 43 , 62 , 63 ], participative climate [ 64 ], organizational support and friendly relationships in the workplace [ 46 , 65 ], staff empowerment [ 66 , 67 , 68 , 69 , 70 , 71 ], psychological capital [ 72 ], cultural orientation [ 10 , 46 , 73 ], and organizational culture [ 41 ].…”

Section: Resultsmentioning

confidence: 99%

“…Emotional exhaustion or burnout is common in nursing professionals [ 140 ], and tends to become more frequent in the face of high work demands [ 141 ]. Several factors prevent burnout, such as spiritual leadership [ 75 ], transformational leadership [ 142 ], affective engagement [ 9 ], empowerment [ 71 ], demographics, work environment, or work attitudes [ 140 , 143 ]. The risk of burnout is higher among younger people and professionals in permanent employment [ 133 ].…”

Section: Resultsmentioning

confidence: 99%

“…In order to improve organizational commitment, occupational engagement, and growth satisfaction and well-being at work, Kanste et al [ 171 ] recommend promoting the development of networks between primary and special health care units. In this sense it is important to promote innovative behavior generating positive perceptions of well-being [ 172 ] and staff empowerment [ 71 ].…”

Section: Discussionmentioning

confidence: 99%

“…Additionally relevant are the characteristics of the organizational climate, with variables that promote job satisfaction being the development of an ethical work climate [52,63,121], organizational justice [122], development of a participative climate [64,116,123], company cultural values [73], use of information technology [124], workplace bullying and harassment [91], and structural empowerment [71,125,126].…”

Section: Job Satisfactionmentioning

confidence: 99%

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Model of Organizational Commitment Applied to Health Management Systems

Rodríguez‐Fernández

Herrera

Heras-Rosas

2021

IJERPH

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In this paper, we try to build on the problems surrounding the management of human resources in health care organizations worldwide. After the analysis of the reviewed literature, we detected that the scientific community considers several recurring themes that need attention: stress, burnout, and turnover intention. Based on this, we developed a model of organizational commitment that aims to achieve performance and health quality, its main result the establishment of the appropriate management policies in order to avoid the abandonment of the organization through the search for commitment and job satisfaction. Amongst our main conclusions, we highlight the need to implement a human resources model for hospital administrators based on the relationships with “patients” not “clients” through the maintenance of a positive and strong atmosphere of staff participation. It is important to develop innovative practices related to clear job design that eliminate reasons for ambiguity and stress in executing the tasks of the healthcare system. Finally, we urge training programs in transformational leadership to promote the well-being and organizational commitment of employees.

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Practical Implications of the Organizational Commitment Model in Healthcare: The Case of Nurses

Rodríguez-Fernández,

Herrera,

de las Heras-Rosas

et al. 2024

Journal of Nursing Management

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Background. In addition to the usual difficulty of managing human capital in any organization, healthcare institutions have other problems to solve arising from the circumstances and the very nature of the work they perform, such as the ethical pressure on staff, emotional exhaustion, the distribution of work shifts, or the general shortage for nurses. In many cases, this situation has an impact on the quality of care. Objective. The main objective of this research is to compile, in a single document, human resource practices that help health centre managers improve results in terms of performance and quality of care, as well as avoid the intention of abandoning the job, specifically related to the work of nurses. Methods. To this end, a systematic literature review has been performed based on 229 papers published in the Web of Science database, from which the practical implications for nurses proposed by these authors have been extracted. Results. The main results suggest that developing affective commitment helps to improve organizational performance and enhance patient safety culture. Furthermore, improving communication and meaningfulness of work, recognition by superiors, or job flexibility would improve the quality of outcomes, for the work of nurses. Conclusions and Implications for Nursing. Stimulating normative commitment, reducing excessive control, and paying attention to job burnout and job stress help combat the intention of voluntary turnover or leaving the job, especially in the case of nurses.

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Empowerment em profissionais de saúde: Uma revisão da literatura

Cited by 4 publications

References 34 publications

The power of perception of global empowerment in linking social support and psychosocial well-being (job satisfaction)

The power of perception of global empowerment in linking social support and psychosocial well-being (job satisfaction)

Model of Organizational Commitment Applied to Health Management Systems

Practical Implications of the Organizational Commitment Model in Healthcare: The Case of Nurses

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