Clima laboral en atención primaria: ¿qué hay que mejorar?

Abstract

Perception of PQL is medium-low, with adequate intrinsic motivation but a certain discontent related to high work-loads and perception of scant management support.

Relationship Between Work Engagement, Psychosocial Risks, and Mental Health Among Spanish Nurses: A Cross-Sectional Study

“…Finally, participants were classified in three groups according to where they performed their duties: A group of PC nurses, a group of EC nurses (emergency care nurses of HES-OHES), and a group that included the rest of nurses. These were the arranged groups, as they are considered the most heterogeneous in terms of functions, stress levels, types of shifts and working hours, severity of the patient to assist, and professional profile ( 13 , 21 – 23 ).…”

“…Adverse working conditions affecting the health of nurses have been identified in very different work environments. Primary care (PC) nurses are subjected to a shortage of time to perform their duties and this fact may be related to their patient quota, excessive bureaucratic tasks ( 11 ), being subjected to geographical dispersion by having to assist outside their health centre and, in many cases, having to treat a population with a high level of dependence and complexity ( 13 ). In the case of intensive care units (ICU) and hospital emergency services (HES), nurses may be exposed to stressful situations due to the critical situation of the patient, and especially in HES ( 14 , 15 ), where unpredictable events must be dealt with and being this the service where nurses are most exposed to aggression ( 16 ).…”

Instruments to Assess Family Nurse’s Workload: Scoping Review

“…Several studies included reflect this aspect in the instruments used [1,16,18,20,24], making clear the wide range of skills, roles, competencies, and care performed by family nurses, introducing heterogeneity in the items that make up the workload assessment instruments.…”

“…The operative definitions contained in the instruments are not consensual and, despite not being antagonistic, they refer to an overlap of premises or aspects that characterize them. The reviewed studies include a wide range of concepts that may not be directly related to each other, being conceptually independent, but that indirectly make up the overall perceived workload [1,13,15,16,19,22,24]. An example of this, are instruments that point out factors such as: work pressure [1,13,15,17,24], the pace of work [16,19], the time available to provide care [1,13,15,17,24], the impact of work on family life [21][22][23], staffing/professional ratios [1,13,15,17], carrying out administrative or non-care-related tasks [13], physical, cognitive and emotional effort [22] or, the availability of resources [1,25].…”

“…The reviewed studies include a wide range of concepts that may not be directly related to each other, being conceptually independent, but that indirectly make up the overall perceived workload [1,13,15,16,19,22,24]. An example of this, are instruments that point out factors such as: work pressure [1,13,15,17,24], the pace of work [16,19], the time available to provide care [1,13,15,17,24], the impact of work on family life [21][22][23], staffing/professional ratios [1,13,15,17], carrying out administrative or non-care-related tasks [13], physical, cognitive and emotional effort [22] or, the availability of resources [1,25]. Some of these aspects are more prevalent in the revised instruments, however it's premature to conclude that these are more significant than others for evaluating the family nurse's workload.…”