Impacto del tamaño del ámbito de control de las jefas de unidad en los comportamientos laborales de las enfermeras

Fundamento: Conocer el número de enfermeras a cargo de las jefas de unidades de Enfermería de los hospitales públicos generales aragoneses y analizar cómo afecta a los comportamientos organizacionales de la enfermera y a la calidad de las relaciones que se establecen con la jefa de unidad. Método: Estudio descriptivo transversal realizado en nueve hospitales públicos. Se evaluó mediante cuestionarios validados los comportamientos laborales de las enfermeras y la calidad de las relaciones de la enfermera con la jefa de unidad y de esta con la enfermera y con su inmediato superior. Se analizó si existía relación entre estas variables y el número de enfermeras por unidad. Resultados: La muestra se compuso de 2541 enfermeras y 192 jefas de unidad. La media del ámbito de control fue de 29 enfermeras (DE = 22, 4). Se obtuvieron puntaciones menores al aumentar el ámbito de control en: empoderamiento (p<0, 001), satisfacción (p = 0, 027), apoyo organizacional percibido (p<0, 001) y calidad de las relaciones entre las enfermeras y las jefas de unidad (p<0, 001) y de la jefa de unidad con su inmediato superior (p<0, 001). No se observaron asociaciones significativas respecto a la intención de rotación, los comportamientos cívicos organizacionales y el compromiso organizacional. Conclusiones: El tamaño del ámbito de control se relaciona con la percepción de los comportamientos organizacionales de las enfermeras, así como con la calidad de las relaciones interpersonales que establecen con la jefa de unidad, indicando la necesidad ajustar el ámbito de control por unidad con el objetivo mejorar la calidad de la gestión de las unidades de Enfermería. Background. To determine the number of nurses who are supervised by a charge nurse in the Nursing Units of Aragonese general public hospitals and to analyze how this affects the organizational behaviors of nurses and the quality of the relationships established with the charge nurses. Methods. Cross-sectional study carried out in nine public hospitals. Validated questionnaires were used to assess the working behavior of nurses and the quality of their relationships with charge nurses, and the charge nurse''s relationship with their immediate superior and nursing staff. We analyzed whether there was an association between these variables and the number of nurses per unit. Results. The study included 2, 541 nurses and 192 supervisors. The mean span of control was 29 (SD = 22.4). Statistically significant differences were observed with respect to empowerment (p<0.001), satisfaction (p = 0.027), perceived organizational support (p<0.001) and the quality of the nurse''s relationships with the supervisor (p<0.001) and the supervisor with her immediate superior (p<0.001), obtaining lower scores as the span of control increased. No significant associations were observed with respect to turnover intention, organizational citizenship behavior and organizational commitment. Conclusions. The span of control is related to the perception of nurses'' organizational behaviors and with the quality of interpersonal relationships with the charge nurse, indicating a need to adjust the span of of control per unit in order to improve the quality of the management of the units

Factors related to the development of health-promoting community activities in Spanish primary healthcare: two case-control studies.

Objective Spanish primary healthcare teams have the responsibility of performing health-promoting community activities (CAs), although such activities are not widespread. Our aim was to identify the factors related to participation in those activities. Design Two case–control studies. setting Performed in primary care of ve Spanish regions. subjects In the rst study, cases were teams that performed health-promoting CAs and controls were those that did not. In the second study (on case teams from the rst study), cases were professionals who developed these activities and controls were those who did not. Main outcome measures Team, professional and community characteristics collected through questionnaires (team managers/professionals) and from secondary sources. results The rst study examined 203 teams (103 cases, 100 controls). Adjusted factors associated with performing CAs were percentage of nurses (OR 1.07, 95% CI 1.01 to 1.14), community socioeconomic status (higher vs lower OR 2.16, 95% CI 1.18 to 3.95) and performing undergraduate training (OR 0.44, 95% CI 0.21 to 0.93). In the second study, 597 professionals responded (254 cases, 343 controls). Adjusted factors were professional classi cation (physicians do fewer activities than nurses and social workers do more), training in CAs (OR 1.9, 95% CI 1.2 to 3.1), team support (OR 2.9, 95% CI 1.5 to 5.7), seniority (OR 1.06, 95% CI 1.03 to 1.09), nursing tutor (OR 2.0, 95% CI 1.1 to 3.5), motivation (OR 3.7, 95% CI 1.8 to 7.5), collaboration with non-governmental organisations (OR 1.9, 95% CI 1.2 to 3.1) and participation in neighbourhood activities (OR 3.1, 95% CI 1.9 to 5.1). Conclusions Professional personal characteristics, such as social sensitivity, profession, to feel team support or motivation, have in uence in performing health-promoting CAs. In contrast to the opinion expressed by many professionals, workload is not related to performance of health-promoting CAs

Factors related to the development of health-promoting community activities in Spanish primary healthcare: two case-control studies

Abstract Objective Spanish primary healthcare teams have the responsibility of performing health-promoting community activities (CAs), although such activities are not widespread. Our aim was to identify the factors related to participation in those activities. Design Two case-control studies. Setting Performed in primary care of five Spanish regions. Subjects In the first study, cases were teams that performed health-promoting CAs and controls were those that did not. In the second study (on case teams from the first study), cases were professionals who developed these activities and controls were those who did not. Main outcome measures Team, professional and community characteristics collected through questionnaires (team managers/professionals) and from secondary sources. Results The first study examined 203 teams (103 cases, 100 ontrols). Adjusted factors associated with performing CAs were percentage of nurses (OR 1.07, 95% CI 1.01 to 1.14), community socioeconomic status (higher vs lower OR 2.16, 95% CI 1.18 to 3.95) and performing undergraduate training (OR 0.44, 95% CI 0.21 to 0.93). In the second study, 597 professionals responded (254 cases, 343 controls). Adjusted factors were professional classification (physicians do fewer activities than nurses and social workers do more), training in CAs (OR 1.9, 95% CI 1.2 to 3.1), team support (OR 2.9, 95% CI 1.5 to 5.7), seniority (OR 1.06, 95% CI 1.03 to 1.09), nursing tutor (OR 2.0, 95% CI 1.1 to 3.5), motivation (OR 3.7, 95% CI 1.8 to 7.5), collaboration with non-governmental organisations (OR 1.9, 95% CI 1.2 to 3.1) and participation in neighbourhood activities (OR 3.1, 95% CI 1.9 to 5.1). Conclusions Professional personal characteristics, such as social sensitivity, profession, to feel team support or motivation, have influence in performing health-promoting CAs. In contrast to the opinion expressed by many professionals, workload is not related to performance of health-promoting CAs