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Motivação e absentismo: Um estudo com enfermeiros em Unidades de Cuidados Intensivos
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Resumo(s)
O absentismo laboral em enfermagem constitui um desafio relevante para a gestão dos
serviços de saúde, sobretudo em contextos de elevada exigência como as Unidades de
Cuidados Intensivos (UCI). Este fenómeno, multifatorial e complexo, compromete o bem-estar
dos profissionais e afeta a qualidade, a segurança e a continuidade dos cuidados.
Paralelamente, a motivação profissional é apontada como um fator protetor, influenciando
positivamente a assiduidade, a produtividade e a retenção dos enfermeiros.
O presente estudo, integrado no Health Work International Project (HWOPI), RISE-Health, teve
como objetivos identificar os fatores que contribuem para o absentismo em enfermeiros de UCI,
avaliar a relação entre o absentismo e as variáveis sociodemográficas e profissionais dos
enfermeiros em UCI, identificar os fatores de motivação dos enfermeiros em UCI, avaliar a
relação entre a motivação e as variáveis sociodemográficas e profissionais dos enfermeiros em
UCI, e avaliar a relação entre o absentismo e a motivação em enfermeiros em UCI.
Trata-se de um estudo quantitativo, descritivo, exploratório, transversal e correlacional. A
recolha de dados foi realizada num hospital do Norte de Portugal, através de um questionário
sociodemográfico e profissional, da Escala de Fatores de Absentismo Laboral (EFAL) (Murcho
& Jesus, 2014) e da Escala Multi-Factorial de Motivação no Trabalho (Multi-Moti) (Ferreira et
al., 2006).
Os resultados revelaram que os fatores de absentismo mais destacados foram o cansaço e o
desgaste físico e emocional e que a motivação associada à realização/poder foi a dimensão
mais valorizada, refletindo a importância do reconhecimento e da competência profissional. Em
contrapartida a motivação ligada à organização do trabalho apresentou menor concordância,
sobretudo em aspetos relacionados com remuneração e condições organizacionais. Embora
tenham surgido associações entre algumas variáveis sociodemográficas e motivacionais, a
relação direta entre motivação e absentismo mostrou-se limitada, confirmando a natureza
multifatorial do fenómeno.
Conclui-se que a motivação, embora relevante, não explica isoladamente o absentismo, sendo
necessária uma abordagem integrada que considere condições laborais, fatores pessoais e
organizacionais. Este trabalho reforça o papel do enfermeiro gestor na promoção de ambientes
motivadores e contribui para a reflexão científica e prática sobre a gestão de recursos humanos em enfermagem.
Work absenteeism among nurses represents a significant challenge for healthcare management, particularly in high-demand settings such as Intensive Care Units (ICUs). This multifactorial and complex phenomenon compromises professionals well-being and affects the quality, safety, and continuity of care. At the same time, professional motivation is identified as a protective factor, positively influencing attendance, productivity, and nurse retention. The present study, integrated within the Health Work International Project (HWOPI), RISEHealth, aimed to identify the factors contributing to absenteeism among ICU nurses; to assess the relationship between absenteeism and the sociodemographic and professional variables of ICU nurses; to identify the motivational factors of ICU nurses; to evaluate the relationship between motivation and the sociodemographic and professional variables of ICU nurses; and to examine the relationship between absenteeism and motivation among ICU nurses It is a quantitative, descriptive, exploratory, cross-sectional, and correlational study. Data collection took place in a hospital in Northern Portugal, using a sociodemographic and professional questionnaire, the Work Absenteeism Factors Scale (EFAL) (Murcho & Jesus, 2014), and the Multi-Factorial Work Motivation Scale (Multi-Moti) (Ferreira et al., 2006). The results revealed that the main factors contributing to absenteeism were fatigue and physical and emotional exhaustion, while motivation related to achievement/power was the most valued dimension, reflecting the importance of professional recognition and competence. In contrast, motivation related to work organization showed lower agreement, particularly regarding remuneration and organizational conditions. Although some associations emerged between sociodemographic and motivational variables, the direct relationship between absenteeism and motivation was limited, confirming the multifactorial nature of the phenomenon. It is concluded that motivation, although relevant, does not independently explain absenteeism. An integrated approach that considers working conditions, as well as personal and organizational factors, is required. This study reinforces the role of nurse managers in fostering motivating work environments and contributes to both scientific and practical reflection on human resource management in nursing.
Work absenteeism among nurses represents a significant challenge for healthcare management, particularly in high-demand settings such as Intensive Care Units (ICUs). This multifactorial and complex phenomenon compromises professionals well-being and affects the quality, safety, and continuity of care. At the same time, professional motivation is identified as a protective factor, positively influencing attendance, productivity, and nurse retention. The present study, integrated within the Health Work International Project (HWOPI), RISEHealth, aimed to identify the factors contributing to absenteeism among ICU nurses; to assess the relationship between absenteeism and the sociodemographic and professional variables of ICU nurses; to identify the motivational factors of ICU nurses; to evaluate the relationship between motivation and the sociodemographic and professional variables of ICU nurses; and to examine the relationship between absenteeism and motivation among ICU nurses It is a quantitative, descriptive, exploratory, cross-sectional, and correlational study. Data collection took place in a hospital in Northern Portugal, using a sociodemographic and professional questionnaire, the Work Absenteeism Factors Scale (EFAL) (Murcho & Jesus, 2014), and the Multi-Factorial Work Motivation Scale (Multi-Moti) (Ferreira et al., 2006). The results revealed that the main factors contributing to absenteeism were fatigue and physical and emotional exhaustion, while motivation related to achievement/power was the most valued dimension, reflecting the importance of professional recognition and competence. In contrast, motivation related to work organization showed lower agreement, particularly regarding remuneration and organizational conditions. Although some associations emerged between sociodemographic and motivational variables, the direct relationship between absenteeism and motivation was limited, confirming the multifactorial nature of the phenomenon. It is concluded that motivation, although relevant, does not independently explain absenteeism. An integrated approach that considers working conditions, as well as personal and organizational factors, is required. This study reinforces the role of nurse managers in fostering motivating work environments and contributes to both scientific and practical reflection on human resource management in nursing.
Descrição
Palavras-chave
Absentismo Motivação Enfermagem Unidades de Cuidados Intensivos Gestão em Enfermagem Joana