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A liderança relacional e a intenção de turnover dos enfermeiros do serviço de urgência
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O turnover na área da enfermagem é um problema em crescimento, tanto a nível global como nacional, afetando a sustentabilidade dos serviços de saúde, diminuindo a qualidade dos cuidados de enfermagem e a satisfação dos profissionais. Este fenómeno é multifatorial, mas poderá estar associado entre outros a fatores relacionados com a Liderança. O turnover tem um impacto direto na segurança dos pacientes, nos resultados dos cuidados, na dinâmica de equipa e na eficiência das organizações. Entender de que forma a Liderança está relacionada com a intenção de turnover pode ser uma mais-valia para o Enfermeiro Gestor, guiando este nas melhores estratégias para promover a redução da intenção de turnover na equipa de enfermagem, retirando daí, consequentemente ganhos para a saúde.
Os gestores de enfermagem podem implementar estratégias para reter os profissionais, antecipando as intenções de saída. O objetivo geral deste estudo foi analisar a relação entre Liderança Relacional e a Intenção de Turnover dos enfermeiros dos Serviços de Urgência Geral. Especificamente, pretende-se identificar a intenção de turnover dos enfermeiros dos serviços de Urgência Geral e identificar a qualidade da relação de liderança percecionada pelos enfermeiros dos Serviços de Urgência Geral.
Foi realizado um estudo quantitativa, descritivo, transversal e correlacional em dois hospitais da região de Lisboa. A recolha de dados foi feita através de um questionário que incluiu a versão portuguesa da Leader Membership Exchange (LMX-7) e a Escala de Intenção de Turnover. A amostra final foi constituída por 114 enfermeiros, e os dados foram analisados com recurso ao programa Statistical Package for the Social Sciences (SPSS), versão 29.
Os resultados sugerem que os enfermeiros do Serviço de Urgência percecionam a Liderança como fator influenciador da intenção de turnover, sendo que uma boa relação entre Enfermeiro Gestor e colaboradores diminui a intenção de turnover.
De acordo com os resultados, é possível afirmar que gestores com habilidades de liderança relacional são essenciais para promover ambientes de trabalho saudáveis e reter enfermeiros, particularmente em contextos de urgência onde o stress e a carga de trabalho são elevadas. Recomenda-se que as organizações de saúde invistam no desenvolvimento de competências de liderança entre gestores de enfermagem para melhorar a retenção e, assim, contribuir para a qualidade e estabilidade dos serviços. Este é ainda um tema que necessita de maior desenvolvimento em Portugal, dada a escassez de estudos na área.
Turnover in nursing is a growing issue both globally and nationally, affecting the sustainability of healthcare services, reducing the quality of nursing care, and diminishing professional satisfaction. This phenomenon is multifactorial but may be associated, among other factors, with Leadership. Turnover directly impacts patient safety, care outcomes, team dynamics, and organizational efficiency. Understanding how Leadership relates to turnover intention can be an asset for Nurse Managers, guiding them in adopting the best strategies to reduce turnover intention within nursing teams, ultimately achieving health-related benefits. Nurse managers can implement strategies to retain professionals by anticipating their intentions to leave. The overall objective of this study was to analyze the relationship between Relational Leadership and the Turnover Intention of nurses in General Emergency Departments. Specifically, it aimed to identify the turnover intention of nurses in General Emergency Departments and identify the perceived quality of the leadership relationship among these nurses. A quantitative, descriptive, cross-sectional, and correlational study was conducted in two hospitals in the Lisbon region. Data collection was carried out through a questionnaire that included the Portuguese version of the Leader-Member Exchange (LMX-7) and the Turnover Intention Scale. The final sample consisted of 114 nurses, and the data were analyzed using the Statistical Package for the Social Sciences (SPSS), version 29. The results suggest that nurses in Emergency Departments perceive Leadership as an influencing factor in turnover intention, with a good relationship between Nurse Managers and staff reducing turnover intention. Based on the findings, it can be stated that managers with relational leadership skills are essential for promoting healthy work environments and retaining nurses, particularly in emergency settings where stress and workload are high. It is recommended that healthcare organizations invest in developing leadership skills among nurse managers to improve retention, thus contributing to the quality and stability of services. This remains an area requiring further development in Portugal due to the scarcity of studies in the field.
Turnover in nursing is a growing issue both globally and nationally, affecting the sustainability of healthcare services, reducing the quality of nursing care, and diminishing professional satisfaction. This phenomenon is multifactorial but may be associated, among other factors, with Leadership. Turnover directly impacts patient safety, care outcomes, team dynamics, and organizational efficiency. Understanding how Leadership relates to turnover intention can be an asset for Nurse Managers, guiding them in adopting the best strategies to reduce turnover intention within nursing teams, ultimately achieving health-related benefits. Nurse managers can implement strategies to retain professionals by anticipating their intentions to leave. The overall objective of this study was to analyze the relationship between Relational Leadership and the Turnover Intention of nurses in General Emergency Departments. Specifically, it aimed to identify the turnover intention of nurses in General Emergency Departments and identify the perceived quality of the leadership relationship among these nurses. A quantitative, descriptive, cross-sectional, and correlational study was conducted in two hospitals in the Lisbon region. Data collection was carried out through a questionnaire that included the Portuguese version of the Leader-Member Exchange (LMX-7) and the Turnover Intention Scale. The final sample consisted of 114 nurses, and the data were analyzed using the Statistical Package for the Social Sciences (SPSS), version 29. The results suggest that nurses in Emergency Departments perceive Leadership as an influencing factor in turnover intention, with a good relationship between Nurse Managers and staff reducing turnover intention. Based on the findings, it can be stated that managers with relational leadership skills are essential for promoting healthy work environments and retaining nurses, particularly in emergency settings where stress and workload are high. It is recommended that healthcare organizations invest in developing leadership skills among nurse managers to improve retention, thus contributing to the quality and stability of services. This remains an area requiring further development in Portugal due to the scarcity of studies in the field.
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Palavras-chave
Administração em enfermagem Liderança Emergências Reorganização de recursos humanos