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Influência dos ambientes de prática de enfermagem no comprometimento organizacional e intenção de saída dos enfermeiros
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As organizações de saúde enfrentam atualmente um cenário de elevada complexidade, marcado pelo aumento da procura de cuidados, pela necessidade de garantir padrões de excelência e pela contenção de recursos financeiros. Neste contexto, a gestão em enfermagem assume-se como determinante para a sustentabilidade das instituições, sendo os enfermeiros um grupo profissional crucial, dada a sua representatividade e impacto direto na qualidade assistencial. No setor da hospitalização privada, tais desafios adquirem contornos ainda mais específicos, devido à forte competitividade e às exigências de produtividade, o que acentua a vulnerabilidade organizacional e reforça a importância de estratégias que assegurem a retenção e valorização destes profissionais. Assim, compreender de que forma os ambientes de prática de enfermagem influenciam o comprometimento organizacional e a intenção de saída torna-se essencial para sustentar políticas de gestão eficazes e estratégias de retenção. Este estudo teve como objetivo analisar a influência dos ambientes de prática de enfermagem no comprometimento organizacional e na intenção de saída dos enfermeiros em contexto hospitalar privado. Desenvolveu-se um estudo quantitativo, observacional, transversal e descritivo-correlacional, realizado com 228 enfermeiros de um grupo hospitalar privado em Portugal. A recolha de dados ocorreu entre abril e agosto de 2025, através de um questionário eletrónico, composto por variáveis sociodemográficas/ profissionais e por três instrumentos validados para o contexto português: SEE-NursingPractice – Shortened Version; Questionário de Commitment Organizacional e Escala de Intenção de Saída. Os resultados revelaram uma perceção globalmente positiva dos ambientes de prática, destacando-se a autonomia profissional e a colaboração interprofissional como dimensões fortes, mas evidenciando fragilidades no envolvimento dos enfermeiros em políticas institucionais e na utilização de indicadores de qualidade. O comprometimento organizacional foi predominantemente afetivo, configurando-se como principal preditor da retenção, enquanto a intenção de saída apresentou valores baixos a moderados, mais elevados entre profissionais jovens, com vínculos precários e menor qualificação académica. Verificaram-se correlações significativas, ambientes de prática mais favoráveis associaram-se a maiores níveis de comprometimento e a menor intenção de saída. Conclui-se que investir em ambientes de prática positivos, na valorização da formação avançada e na estabilidade contratual são estratégias essenciais para reforçar o compromisso organizacional e reduzir a intenção de saída em contexto privado. O papel do enfermeiro gestor é central neste processo, através de liderança transformacional, reconhecimento profissional e políticas de gestão inclusivas. Este estudo contribui para preencher a lacuna de conhecimento sobre hospitalização privada em Portugal, oferecendo evidência útil para a gestão em enfermagem e para a sustentabilidade organizacional.
Healthcare organizations currently face a scenario of increasing complexity, marked by rising demand for care, the need to ensure high standards of excellence, and financial constraints. In this context, nursing management is a key determinant of institutional sustainability, as nurses represent the largest professional group and have a direct impact on the quality of care delivery. In the private hospital sector, these challenges become even more critical due to high competitiveness and productivity requirements, which intensify organizational vulnerability and highlight the importance of strategies that ensure the retention and valorization of these professionals. Thus, understanding how nursing practice environments influence organizational commitment and turnover intention is essential to support effective management policies and retention strategies. This study aimed to analyze the influence of nursing practice environments on organizational commitment and turnover intention among nurses in a private hospital context. A quantitative, observational, cross-sectional, and descriptive-correlational study was conducted with 228 nurses from a private hospital group in Portugal. Data collection took place between April and August 2025 through an electronic questionnaire, which included sociodemographic/professional variables and three instruments validated for the Portuguese context: the SEE-Nursing Practice – Shortened Version, the Organizational Commitment Questionnaire, and the Turnover Intention Scale. The results revealed an overall positive perception of practice environments, with professional autonomy and interprofessional collaboration emerging as strong dimensions, while weaknesses were identified in nurses’ involvement in institutional policies and in the use of quality indicators. Organizational commitment was predominantly affective, emerging as the main predictor of retention, while turnover intention showed low to moderate values, being higher among younger professionals, those with precarious employment relationships, and lower academic qualifications. Significant correlations were identified, more favorable practice environments were associated with higher levels of commitment and lower turnover intention. It is concluded that investing in positive practice environments, in the valorization of advanced education, and in contractual stability are essential strategies to strengthen organizational commitment and reduce turnover intention in private hospital settings. The nurse manager plays a central role in this process, through transformational leadership, professional recognition, and inclusive management policies. This study contributes to filling the knowledge gap on private hospitalization in Portugal, providing useful evidence for nursing management and for organizational sustainability.
Healthcare organizations currently face a scenario of increasing complexity, marked by rising demand for care, the need to ensure high standards of excellence, and financial constraints. In this context, nursing management is a key determinant of institutional sustainability, as nurses represent the largest professional group and have a direct impact on the quality of care delivery. In the private hospital sector, these challenges become even more critical due to high competitiveness and productivity requirements, which intensify organizational vulnerability and highlight the importance of strategies that ensure the retention and valorization of these professionals. Thus, understanding how nursing practice environments influence organizational commitment and turnover intention is essential to support effective management policies and retention strategies. This study aimed to analyze the influence of nursing practice environments on organizational commitment and turnover intention among nurses in a private hospital context. A quantitative, observational, cross-sectional, and descriptive-correlational study was conducted with 228 nurses from a private hospital group in Portugal. Data collection took place between April and August 2025 through an electronic questionnaire, which included sociodemographic/professional variables and three instruments validated for the Portuguese context: the SEE-Nursing Practice – Shortened Version, the Organizational Commitment Questionnaire, and the Turnover Intention Scale. The results revealed an overall positive perception of practice environments, with professional autonomy and interprofessional collaboration emerging as strong dimensions, while weaknesses were identified in nurses’ involvement in institutional policies and in the use of quality indicators. Organizational commitment was predominantly affective, emerging as the main predictor of retention, while turnover intention showed low to moderate values, being higher among younger professionals, those with precarious employment relationships, and lower academic qualifications. Significant correlations were identified, more favorable practice environments were associated with higher levels of commitment and lower turnover intention. It is concluded that investing in positive practice environments, in the valorization of advanced education, and in contractual stability are essential strategies to strengthen organizational commitment and reduce turnover intention in private hospital settings. The nurse manager plays a central role in this process, through transformational leadership, professional recognition, and inclusive management policies. This study contributes to filling the knowledge gap on private hospitalization in Portugal, providing useful evidence for nursing management and for organizational sustainability.
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Ambientes de trabalho Prática profissional Gestão de enfermagem Hospitalização privada