Well-being Of Healthcare Professionals Research Articles

Clima psicológico como preditor da saúde e do bem-estar de profissionais de saúde em contexto hospitalar

O clima psicológico , enquanto representação psicológica do ambiente de trabalho, ou seja, das estruturas, processos e acontecimentos proximais (Rousseau, 188) e reflexo dos processos de atribuição de sentido às experiências de trabalho (Weick, 1995), tem sido considerado como uma variável explicativa importante do comportamento, saúde e bem-estar dos indivíduos nas organizações (Parker, Baltes, Young, Huff, Altmann, Lacoste & Roberts, 2003). Este estudo, com uma amostra de 375 profissionais de saúde hospitalar, tem como objectivo a análise da relação entre o clima psicológico a saúde e o bem-estar. Tem como nível de análise o indivíduo (Reichers e Schneider, 1990), e como referencial teórico o modelo de Jones & James (1979). A saúde e o bem-estar estão avaliados através da percepção da saúde física e psicológica, vitalidade e funcionamento cognitivo e social. Os resultados aplicam para o papel do clima psicológico enquanto preditor da saúde e bem-estar, bem como para o papel de mediação da satisfação com o trabalho nesta relação. São discutidas as implicações nas intervenções de saúde ocupacional cujo objectivo seja a melhoria da qualidade de vida no trabalho.DOI: http://dx.doi.org/10.17575/rpsicol.v21i1.355

Burnout Among Psychiatrists in Milan: A Multicenter Survey

Burnout Among Psychiatrists in Milan: A Multicenter Survey

The mediating effects of team and self-efficacy on the relationship between transformational leadership, and job satisfaction and psychological well-being in healthcare professionals: A cross-sectional questionnaire survey

Background The importance of transformational leadership for the health and well-being of staff in the healthcare sector is increasingly acknowledged, however, there is less knowledge about the mechanisms that may explain the links between transformational leaders and employee health and well-being. Objectives To examine two possible psychological mechanisms that link transformational leadership behaviours to employee job satisfaction and well-being. Design Cross-sectional study design. Settings The study took place in two elderly care centers in large Danish local government. Staff were predominantly healthcare assistants but also nurses and other healthcare-related professions participated in the study. Participants 274 elderly care employees completed the questionnaire. Surveys were sent to all employees working at the centers. 91% were female, the average age was 45 years. Methods A questionnaire was distributed to all members of staff in the elderly care centers and where employees were asked to rate their line manager's leadership style and were asked to evaluate their own level of self-efficacy as well as the level of efficacy in their team (team efficacy) and their job satisfaction and psychological well-being. Results Both team and self-efficacy were found to act as mediators, however, their effects differed. Self-efficacy was found to fully mediate the relationship between transformational leadership and well-being and team efficacy was found to partially mediate the relationship between transformational leadership and job satisfaction and fully mediate the relationship between transformational leadership and well-being. Conclusions Within the pressurised environment faced by employees in the healthcare sector today transformational leaders may help ensure employees’ job satisfaction and psychological well-being. They do so through the establishment of a sense of being in control as individuals but also as being part of a competent group.

Erhebung und Bewertung der Gesundheitsverträglichkeit der Arbeitszeitmodelle Schweizer Intensivpflegestationen

Work schedules impact significantly on the health and well-being of health care professionals. The prevailing schedules can place the care providers 'at risk both psychologically and physically as well as in their social and private sphere. The added burden of daily activities in intensive care units (ICUs) intensifies these effects. The present quantitative study was designed to determine the range of work schedules currently in practice in intensive care units in Switzerland and to assess their possible health impact on nurses. Furthermore, it assessed how the organizational context differs between intensive care units with better and worse work schedules. A questionnaire was developed, pilot tested, and distributed to 84 ICUs in Switzerland. All 84 professionals responsible for designing the work schedules of nurses on ICUs were requested to fill out the questionnaire. The collected data were analyzed using descriptive statistical methods. To assess the health impact of the work schedules, a method was developed which considers the most important health relevant dimensions of the work schedules for a global estimate. Finally, the most extreme groups regarding the health impact of the working schedules were compared regarding their organizational context using non-parametric and parametric tests. The findings show that the working schedules in ICUs could be considerably improved, particularly regarding duration and density of working hours as well as regarding supportive structures of the hospitals.

STRESS AND WORK-LIFE IN A UNIVERSITY HOSPITAL IN TURKEY: EVALUATION OF THE BRIEF SYMPTOM INVENTORY AND WAYS OF COPING INVENTORY IN HOSPITAL STAFF

It has long been recognized that work can influence mental well-being. Quality of medical care is dependent upon the mental well-being of health care professionals. Determination of factors in job stress is important, because it will help to prevent it. The aim of this study was to evaluate the relationship of work-related stress with work life variables by using The Brief Symptom Inventory (BSI) and Brief Coping Styles Inventory (BCSI). A survey was conducted among hospital staff of a university teaching hospital in Turkey. Response rate was 52.4 % (N=152). A questionnaire included 47 questions on sociodemographic variables and lifestyle. Nineteen questions were derived from the Work-life Evaluation Scales. Psychological symptom status was assessed with BSI. Coping styles with stress behavior was evaluated with BCSI. Most participants showed medium level BSI subscale scores, but global indexes were at a higher level. Females had higher depression and anxiety scores than did males; graduates of university programs (mostly nurses) had higher somatisation, obsessive compulsive interpersonal sensitivity, depression, hostility, paranoid ideation, global severity index, positive symptom total and positive symptom distress index scores than did other respondents of other educational levels, staff who were employed by the university (i.e., residents and nurses) had higher BSI symptom scores. In conclusion, even though the respondents did not seem generally to be dissatisfied concerning their work-life, the majority of staff had depressive symptoms and were distressed. Nurses and residents in particular, should receive counseling concerning coping styles with stress.