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O Comprometimento Organizacional dos Enfermeiros Especialistas em Enfermagem de Reabilitação na Região Autónoma da Madeira: Um Estudo de Caracterização
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Advisor(s)
Abstract(s)
Enquadramento: A relação psicológica que os colaboradores estabelecem com a organização, denominada de Comprometimento Organizacional, tem influência em fenómenos como o absentismo, turnover, pontualidade, comportamentos de cidadania e no desempenho dos colaboradores, demonstrando que colaboradores comprometidos são determinantes na obtenção de vantagens competitivas e no sucesso de todas as organizações.
Objetivos: Descrever os níveis de comprometimento organizacional, nas componentes afetiva, calculativa e normativa, dos Enfermeiros Especializados em Enfermagem de Reabilitação do Serviço de Saúde da Região Autónoma da Madeira, bem como a associação entre os níveis de comprometimento organizacional e as variáveis de caracterização da população em estudo.
Método: Estudo de natureza quantitativa, transversal e descritiva. mensuração com recurso à escala de comprometimento organizacional. A amostra foi constituída por 114 do total de 133 Enfermeiros.
Resultados: O comprometimento organizacional global apresentou um valor médio de 4,50, sendo que na componente afetiva a média foi de 5,04, seguindo-se a componente calculativa com 4,51 e a Normativa com 3,95. Revelam maiores níveis de comprometimento organizacional os enfermeiros: a desempenhar funções nas redes regionais de cuidados continuados integrados e no hospital de internamento médico; do género masculino; com idades mais avançadas; a trabalhar há mais tempo na instituição; viúvos; com grau de licenciados; a exercer simultaneamente funções de gestão e de prestação de cuidados especializados, com contrato de trabalho em funções públicas; com horário fixo; que não pretendem mudar de serviço atualmente. Apenas na componente afetiva do comprometimento organizacional foi identificada uma correlação significativa, positiva e fraca, com idades mais avançadas associadas a scores mais elevados na componente Afetiva do comprometimento organizacional (Rho=.0214, n=86, p=.048).
Conclusão: Os enfermeiros que integraram este estudo estão em média moderadamente comprometidos com a organização, sendo a componente afetiva a que apresentou valores mais expressivos seguindo-se a calculativa e a normativa.
Futuras pesquisas devem estudar o impacto das variáveis de caracterização nos níveis de comprometimento organizacional.
Background: The psychological relationship that employees establish with organization, called organizational commitment, has an influence on phenomena such as absenteeism, turnover, punctuality, citizenship behaviors and in the performance of employees, demonstrating that committed employees are decisive in obtaining competitive advantages and in the success of all organizations. Aims: Describe the levels of organizational commitment, in the affective, calculative and normative components, of the Rehabilitation Nurses of the Health Service of the Autonomous Region of Madeira, as well as the association between the levels of Organizational Commitment and the characterization variables of the study population. Methodology: Quantitative, cross-sectional and descriptive study. Measurement using the organizational commitment scale. The sample was constituted for 114 nurses from a total of 133. Results: The global organizational commitment presented an average value of 4.50, whereas in the affective component the average was 5,04, followed by calculative component with 4,51 and normative with 3,95. Higher levels of organizational commitment was obtained in Nurses: working in inpatient rehabilitation facilities and at the Hospital care; male gender; older age; working longer in the institution; widowers; with a Bachelor’s degree; simultaneously exercising management and providing specialized care; with public functions employment contract; with fixed schedule; who do not intend to change workplace currently. Only in affective component of organizational commitment was identified a significant, positive and weak correlation, with older ages associated with higher scores in the affective component of organizational commitment (Rho = .0214, n = 86, p = .048 Conclusions: The nurses who are part of this study are on average moderately committed to the organization. The affective component was the one that obtained more expressive values following the calculative and normative components. Future research should study the impact of characterization variables on levels of organizational commitment.
Background: The psychological relationship that employees establish with organization, called organizational commitment, has an influence on phenomena such as absenteeism, turnover, punctuality, citizenship behaviors and in the performance of employees, demonstrating that committed employees are decisive in obtaining competitive advantages and in the success of all organizations. Aims: Describe the levels of organizational commitment, in the affective, calculative and normative components, of the Rehabilitation Nurses of the Health Service of the Autonomous Region of Madeira, as well as the association between the levels of Organizational Commitment and the characterization variables of the study population. Methodology: Quantitative, cross-sectional and descriptive study. Measurement using the organizational commitment scale. The sample was constituted for 114 nurses from a total of 133. Results: The global organizational commitment presented an average value of 4.50, whereas in the affective component the average was 5,04, followed by calculative component with 4,51 and normative with 3,95. Higher levels of organizational commitment was obtained in Nurses: working in inpatient rehabilitation facilities and at the Hospital care; male gender; older age; working longer in the institution; widowers; with a Bachelor’s degree; simultaneously exercising management and providing specialized care; with public functions employment contract; with fixed schedule; who do not intend to change workplace currently. Only in affective component of organizational commitment was identified a significant, positive and weak correlation, with older ages associated with higher scores in the affective component of organizational commitment (Rho = .0214, n = 86, p = .048 Conclusions: The nurses who are part of this study are on average moderately committed to the organization. The affective component was the one that obtained more expressive values following the calculative and normative components. Future research should study the impact of characterization variables on levels of organizational commitment.
Description
Keywords
Enfermagem Comprometimento Organizacional Serviço de Saúde da Região Autónoma da Madeira Variáveis de caracterização