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Diversidade Geracional dos Enfermeiros nos Ambientes de Prática Profissional: Desafios para o Enfermeiro Gestor
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| 1.73 MB | Adobe PDF |
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Abstract(s)
A diversidade geracional em enfermagem introduziu novos desafios para os enfermeiros gestores, na resposta às necessidades dos enfermeiros e dos clientes, bem como na definição adequada de políticas sociais e de saúde das organizações. O clima organizacional deverá incentivar os profissionais a preservar ambientes de prática, que promovam uma convivência saudável entre gerações, respeitando as suas caraterísticas e valores distintivos, com o propósito essencial de garantir a eficácia da equipa e o sucesso da organização.
Considerando a complexidade da temática, a escassez de evidência e a relevância do enfermeiro gestor na gestão de equipas multigeracionais, o desenho da investigação contemplou a concretização de dois estudos. O estudo 1 consistiu na realização de uma scoping review, de acordo com a metodologia proposta pelo Joanna Briggs Institute. A pesquisa, com o objetivo de mapear a evidência científica disponível sobre a diversidade geracional dos enfermeiros nos ambientes de prática profissional, utilizou a estrutura PCC (População, Conceito e Contexto), sem limitações de tempo ou idioma. Foram incluídos trinta e dois estudos, que permitiram a criação de cinco categorias de análise: gerações em enfermagem, relevância atribuída ao trabalho, relevância atribuída à liderança, relevância da relação entre o enfermeiro e a organização e, por fim, estratégias de melhoria dos ambientes de prática profissional.
O estudo 2 consistiu na realização de um estudo de natureza qualitativa, descritivo e exploratório, com o objetivo de analisar a perceção dos enfermeiros gestores sobre a diversidade geracional dos enfermeiros nos ambientes de prática profissional. Recorreu-se a uma técnica de amostragem não probabilística e intencional, para a realização de um grupo focal constituído por dez enfermeiros gestores de diferentes contextos profissionais. Relativamente à análise dos achados, que emergiram do grupo focal, com recurso à ferramenta ATLAS.ti Versão 24®, destacaram-se duas áreas temáticas: diferenças geracionais em enfermagem e estratégias de melhoria face à diversidade geracional dos enfermeiros.
A construção de ambientes de prática de enfermagem inclusivos do ponto de vista geracional, onde as gerações possam conviver de forma harmoniosa, e contribuir para a prestação de cuidados de qualidade e para a melhoria dos resultados organizacionais, depende em larga medida, da liderança.
A escassez global de enfermeiros resultante, também, da existência de uma força de trabalho envelhecida, da elevada rotatividade dos profissionais e da falta de capacidade para atrair e reter os profissionais, desafia a liderança em enfermagem e as organizações a desenvolverem estratégias inovadoras e sensíveis à diversidade geracional dos enfermeiros.
Generational diversity in nursing has introduced new challenges for nurse managers in responding to the needs of nurses and clients and defining appropriate social and health policies for organizations. The organizational climate should encourage professionals to preserve practice environments that promote a healthy coexistence between generations, respecting their distinctive characteristics and values, with the essential purpose of ensuring the team's effectiveness and the organization's success. Considering the complexity of the subject, the scarcity of evidence, and the importance of nurse managers in managing multigenerational teams, the research design included two studies. Study 1 consisted of a scoping review, according to the methodology proposed by the Joanna Briggs Institute. To map the available scientific evidence on the generational diversity of nurses in professional practice environments, the study used the PCC structure (Population, Concept, and Context), with no time or language limitations. Thirty-two studies were included, which allowed the creation of five categories of analysis: generations in nursing, relevance attributed to work, relevance attributed to leadership, relevance of the relationship between nurses and the organization, and, finally, strategies for improving professional practice environments. Study 2 used a qualitative, descriptive, and exploratory study, to analyze nurse managers' perceptions of nursing generational diversity in professional practice environments. A non-probabilistic and intentional sampling technique was used to carry out a focus group of ten nurse managers from different professional contexts. The analysis of the findings that emerged from the focus group, using the ATLAS.ti Version 24® tool highlighted two thematic areas: generational differences in nursing and improvement strategies of generational diversity among nurses. Building generationally inclusive nursing practice environments, where generations can work together harmoniously and contribute to providing quality care and improving organizational results, depends to a large extent on leadership. The global shortage of nurses, also resulting from an aging workforce, high turnover, and a lack of capacity to attract and retain professionals, challenges nursing leadership and organizations to develop innovative strategies sensitive to nursing generational diversity.
Generational diversity in nursing has introduced new challenges for nurse managers in responding to the needs of nurses and clients and defining appropriate social and health policies for organizations. The organizational climate should encourage professionals to preserve practice environments that promote a healthy coexistence between generations, respecting their distinctive characteristics and values, with the essential purpose of ensuring the team's effectiveness and the organization's success. Considering the complexity of the subject, the scarcity of evidence, and the importance of nurse managers in managing multigenerational teams, the research design included two studies. Study 1 consisted of a scoping review, according to the methodology proposed by the Joanna Briggs Institute. To map the available scientific evidence on the generational diversity of nurses in professional practice environments, the study used the PCC structure (Population, Concept, and Context), with no time or language limitations. Thirty-two studies were included, which allowed the creation of five categories of analysis: generations in nursing, relevance attributed to work, relevance attributed to leadership, relevance of the relationship between nurses and the organization, and, finally, strategies for improving professional practice environments. Study 2 used a qualitative, descriptive, and exploratory study, to analyze nurse managers' perceptions of nursing generational diversity in professional practice environments. A non-probabilistic and intentional sampling technique was used to carry out a focus group of ten nurse managers from different professional contexts. The analysis of the findings that emerged from the focus group, using the ATLAS.ti Version 24® tool highlighted two thematic areas: generational differences in nursing and improvement strategies of generational diversity among nurses. Building generationally inclusive nursing practice environments, where generations can work together harmoniously and contribute to providing quality care and improving organizational results, depends to a large extent on leadership. The global shortage of nurses, also resulting from an aging workforce, high turnover, and a lack of capacity to attract and retain professionals, challenges nursing leadership and organizations to develop innovative strategies sensitive to nursing generational diversity.
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Keywords
enfermagem diversidade da força de trabalho prática profissional ambiente de prática