Satisfação no trabalho de enfermeiros no ambiente hospitalar após a pandemia da Covid-19

• Ano de defesa: 2023
• Autor(a) principal: Cabral, Thaynan Silveira
• Tipo de documento: Dissertação
• Tipo de acesso: Acesso aberto
• Idioma: por
• Instituição de defesa: Universidade Federal de Santa Maria; Brasil; Enfermagem; UFSM; Programa de Pós-Graduação em Enfermagem; Centro de Ciências da Saúde
• Palavras-chave em Português: Trabalho; Enfermeiros; Satisfação no trabalho; Covid-19; Work; Nurses; Job satisfaction; CNPQ::CIENCIAS DA SAUDE::ENFERMAGEM
• Link de acesso: http://repositorio.ufsm.br/handle/1/31409

Introduction: Satisfaction in the hospital work environment is associated with motivation, attitude or positive emotional state, which are expectations that professionals have of their work. In the context of the Severe Acute Respiratory Syndrome Coronavirus 2 (SARS-CoV-2) pandemic, many changes have occurred in the execution of work and in society's habits, in order to control the spread of the virus. In the face of the pandemic, many issues have arisen and changed the work routine of nurses, who are not only primarily responsible for managing teams and sectors, but also provide direct patient care. These changes have had a direct impact on their job satisfaction. Objective: To analyze the job satisfaction of nurses in their work environment after the Corona Virus Disease (COVID-19) pandemic. Method: a quantitative, cross-sectional study carried out at a large university hospital in Rio Grande do Sul. A total of 144 nurses working at the hospital were invited to take part in the study. Data was collected using three instruments: a sociodemographic instrument, the S20/23 instrument and the Job Satisfaction Scale. Descriptive and analytical statistics were used for analysis. Results: when the Job Satisfaction Scale was applied, it was found that workers were satisfied with their coworkers (Mean= 5,14; SD= 0,92) and manager (Mean= 5,03; SD= 1,11), and dissatisfied with promotions at work (Mean= 3,97; SD= 1,21). Nurses without children were more satisfied with their managers (p= 0,02). It was also found that nurses without children were more indifferent in terms of general satisfaction when compared to those with children (p=0,03). Divorced professionals were dissatisfied with their salary (p= 0,00). There was dissatisfaction with salary among professionals who worked the morning shift (p= 0,02). Professionals who worked in closed sectors during the pandemic were dissatisfied with their salary (p= 0,01) and promotions (p= 0,04). With the S20/23 instrument, there was satisfaction in the dimension relating to intrinsic work relationships (Mean= 4,03; SD= 0,70). With regard to hierarchical relations (Mean= 3,54; SD= 0,86) and the physical environment (Mean= 3,42; SD= 0,98), there was indifference, especially with regard to the issues of negotiating the contracting of benefits (Mean= 3,07; SD= 1,19), and the ventilation of the work environment (Mean= 3,28; SD= 1,26) respectively. Nurses working in closed sectors were more satisfied with the physical environment than nurses in open sectors (p= 0,00). Nurses who worked in closed sectors with COVID-19 care, and sectors that did not treat positive COVID-19 patients, were more satisfied with the physical environment dimension than those who worked in open sectors that treated COVID-19 patients (p= 0,00). Conclusions: dissatisfaction with promotion at work highlights the need to build strategies that make it feasible for nurses. Nurses' satisfaction with their work as a source of fulfillment must be maintained and improved in order to promote health and wellbeing. Furthermore, attention needs to be paid to the structure and physical environment of the workplace in order to provide favorable working environments.