Formação de Equipas enquanto Estratégia de Retenção para Profissionais de Saúde: Um Estudo Descritivo-Correlacional

Sandra Galamba; Raquel Mendes Cerdeira; Cátia Vicente; Carla Pinto; Ana Filipa Poeira

Sandra Galamba Unidade Local de Saúde São José, Neurociências, Unidade AVC, Lisboa, Portugal
Raquel Mendes Cerdeira Unidade Local de Saúde Almada Seixal, Unidade de Cuidados de Saúde Personalizados Amora, Setúbal, Portugal
Cátia Vicente Unidade Local de Saúde São José, Hospital Curry Cabral, Urgência e Cuidados Intensivos, Unidade de Cuidados Intensivos Polivalente, Lisboa, Portugal
Carla Pinto Unidade Local de Saúde São José, Neurociências, Unidade AVC, Lisboa, Portugal
Ana Filipa Poeira Instituto Politécnico de Setúbal, Escola Superior de Saúde, Setúbal, Portugal

Palabras clave: Liderazgo, Cultura organizacional, Reorganización del personal, Personal de salud

Key-words: Leadership, Organizational culture, Personnel turnover, Health personnel

Palavras chave: Liderança, Cultura organizacional, Reorganização de recursos humanos, Profissionais de saúde

Resumen

Marco contextual: La rotación de los profesionales sanitarios es un reto que puede tener consecuencias para las organizaciones sanitarias, los usuarios y los propios profesionales. Dado que se trata de un problema actual, urgen intervenciones de eficacia probada para retener a los profesionales sanitarios. Objetivo: Analizar el efecto de un plan de actividades de team building sobre la intención de rotación de los profesionales sanitarios. Metodología: Se llevó a cabo un estudio exploratorio cuantitativo. Treinta y cuatro profesionales sanitarios participaron en un programa estructurado de creación de equipos para conocer su impacto en la intención de rotación. Resultados: Las actividades de team building realizadas tuvieron un impacto positivo en la intención de rotación de los profesionales sanitarios. La actividad "escape room" fue la que tuvo un impacto más significativo, y las reuniones mensuales, la que menos. Conclusión: Los profesionales sanitarios que participan en actividades de team building tienen una menor intención de rotación

Abstract

Background: There is a global shortage of healthcare professionals, making their retention urgently needed to ensure effective healthcare coverage. External turnover among healthcare professionals constitutes a significant challenge with potential consequences for organizations, patients, and professionals. Objective: To verify whether participation in a team training program is associated with the turnover intention of healthcare professionals in a healthcare team. Methodology: A quantitative exploratory study was carried out. Thirty-four healthcare professionals took part in a structured teambuilding program to explore its association with their turnover intention. Results: An association was found between participation in the team training program and the turnover intention of healthcare professionals. According to participants, the escape room activity was perceived as the most influential, while monthly meetings contributed the least. Conclusion: Healthcare professionals who participated in teambuilding activities reported a lower turnover intention

Resumo

Enquadramento: A escassez global de profissionais de saúde torna emergente a sua retenção para garantir uma cobertura de saúde eficaz. A rotatividade externa dos profissionais de saúde constitui um desafio, com potenciais consequências para as organizações, os utentes e os próprios profissionais. Objetivo: Verificar se a participação num programa de formação de equipas está associada com a intenção de rotatividade dos profissionais de saúde de uma equipa de saúde. Metodologia: Foi realizada uma investigação quantitativa exploratória, descritiva e correlacional. Trinta e quatro profissionais de saúde participaram num programa estruturado de formação de equipas para explorar a sua associação com a intenção de rotatividade dos profissionais Resultados: Verificou-se uma associação entre a participação no programa de formação de equipas e a intenção de rotatividade dos profissionais de saúde. A atividade escape room foi a percebida como a mais influente, enquanto as reuniões mensais foram as que menos contribuíram segundo a perceção dos participantes. Conclusão: Os profissionais de saúde que participam em atividades de formação de equipas descreveram menor intenção de rotatividade

Bibliografía

Andrade, É. S. (2011). Team building em Portugal e sua importância na motivação das equipas [Dissertação de mestrado, Instituto Universitário de Lisboa]. Repositório Institucional do Instituto Universitário de Lisboa. https://repositorio.iscte-iul.pt/bitstream/10071/4733/4/master_erica_varela_andrade.pdf

Anselmi, M. L., Angerami, E. L., & Gomes, E. L. (1997). Rotatividade dos trabalhadores de enfermagem nos hospitais do Município de Ribeirão Preto. Revista Panamericana de Salud Pública, 2(1), 44-50. https://10.1590/S1020-49891997000700008

Brunetto, Y., Xerri, M., Shriberg, A., Farr-Wharton, R., Shacklock, K., Newman, S., & Dienger, J. (2013). The impact of workplace relationships on engagement, wellbeing, commitment and turnover for nurses in Australia and the USA. Journal of Advanced Nursing, 69(12), 2786–2799. https://doi.org/10.1111/jan.12165

Byron, K., Keem, S., Darden, T., Shalley, C. E., & Zhouuilding, J. (2022). Building blocks of idea generation and implementation in teams: A meta-analysis of team design, creativity, and innovation. Personnel Psychology, 76(1), 249–278. https://doi.org/10.1111/peps.12501

Cantarelli, P., Vainieri, M., & Seghieri, C. (2023). The management of healthcare employees’ job satisfaction: Optimization analyses from a series of large-scale surveys. BMC Health Services Research, 23(1), 428. https://doi.org/10.1186/s12913-023-09426-3

D’Alessandro-Lowe, A. M., Brown, A., Sullo, E., Pichtikova, M., Karram, M., Mirabelli, J., McCabe, R. E., McKinnon, M. C., & Ritchie, K. (2024). Why are healthcare providers leaving their jobs? A convergent mixed-methods investigation of turnover intention among Canadian healthcare providers during the COVID-19 pandemic. Nursing Reports, 14(3), 2030–2060. https://doi.org/10.3390/nursrep14030152

Duru, D. C., & Hammoud, M. S. (2022). Identifying effective retention strategies for frontline nurses. Nursing Management, 29(1), 17–24. https://doi.org/10.7748/nm.2021.e1971

Haakenstad, A., Irvine, C. M., Knight, M., Bintz, C., Aravkin, A. Y., Zheng, P., Gupta, V., Abrigo, M. R., Abushouk, A. I., Adebayo, O. M., Agarwal, G., Alahdab, F., Al-Aly, Z., Alam, K., Alanzi, T. M., Alcalde-Rabanal, J. E., Alipour, V., Alvis-Guzman, N., Amit, A. M., … Lozano, R. (2022). Measuring the availability of human resources for health and its relationship to universal health coverage for 204 countries and territories from 1990 to 2019: A systematic analysis for the Global Burden of DiseaseStudy 2019. The Lancet, 399(10341), 2129-2154. https://doi.org/10.1016/S0140-6736(22)00532-3

Hashish, E. A. (2017). Relationship between ethical work climate and nurses’ perception of organizational support, commitment, job satisfaction and turnover intent. Nursing Ethics, 24(2), 151–166. https://doi.org/10.1177/0969733015594667

Hayes, L. J., O’Brien-Pallas, L., Duffield, C., Shamian, J., Buchan, J., Hughes, F., Laschinger, H. K., & North, N. (2012). Nurse turnover: A literature review: An update. International Journal of Nursing Studies, 49(7), 887–905. https://doi.org/10.1016/j.ijnurstu.2011.10.001

Labrague, L. J., McEnroe-Petitte, D. M., & Tsaras, K. (2019). Predictors and outcomes of nurse professional autonomy: A cross -sectional study. International Journal of Nursing Practice, 25(1), e12711. https://doi.org/10.1111/ijn.12711

Labrague, L. J., McEnroe-Petitte, D. M., Tsaras, K., Cruz, J. P., Colet, P. C., & Gloe, D.S. (2018). Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management. International Journal of Nursing Sciences, 5(4), 403-408. https://doi.org/10.1016/j.ijnss.2018.09.001

Lu, H., Zhao, Y., & While, A. (2019). Job satisfaction among hospital nurses: A literature review. International Journal of Nursing Studies, 94, 21–31. https://doi.org/10.1016/j.ijnurstu.2019.01.011

Mauritius, E. E., Veer, Anke J. E., Groenewegen, P. P., & Francke, A. L. (2017). Home-care nursing staff in self-directed teams are more satisfied with their job and feel they have more autonomy over patient care: A nationwide survey. Journal of Advanced Nursing, 73(10), 2430–2440. https://doi.org/10.1111/jan.13298

Neves, T., Rodrigues, V., Graveto, J., & Parreira, P. (2018). Escala de eventos adversos associados às práticas de enfermagem: Estudo psicométrico em contexto hospitalar português. Revista Latino-Americana de Enfermagem, 26, e3093. https://doi.org/10.1590/1518-8345.2595.3093

Poeira, A. F., Mamede, R. P., & Martins, M. M. (2019). Predictors for changing to a non-nursing profession. Revista de Enfermagem Referência, 4(22), 73-84. http://hdl.handle.net/10400.26/32330

Poon, Y. S., Lin, P. Y., Young, S. L., Kee, Y. P., Goh, B. S., & Wang, K. Y. (2022). A global overview of healthcare workers’ turnover intention amid COVID-19 pandemic: A systematic review withfuture directions. Human Resources for Health, 20(1), 70. https://doi.org/10.1186/s12960-022-00764-7

Ren, H., Li, P., Xue, Y., Xin, W., Yin, X., & Li, H. (2024). Global prevalence of nurse turnover rates: A meta-analysis of 21 studies from 14 countries. Journal of Nursing Management, 2024(1),5063998. https://doi.org/10.1155/2024/5063998

Rosen, M. A., DiazGranados, D., Dietz, A. S., Benishek, L. E., Thompson, D., Pronovost, P. J., & Weaver, S. J. (2018). Teamwork in healthcare: Key discoveries enabling safer, high quality care. American Psychologist, 73(4), 433–450. https://doi.org/10.1037/amp0000298

Ruotsalainen, S., Elovainio, M., Jantunen, S., & Sinervo, T. (2023). The mediating effect of psychosocial factors in the relationship between self-organizing teams and employee well-being: A cross-sectional observational study. International Journal of Nursing Studies, 138, 104415. https://doi.org/10.1016/j.ijnurstu.2022.104415

Tang, J. H., & Hudson, P. (2019). Evidence-based practice guideline: Nurse retention for nurse managers. Journal of Gerontological Nursing, 45(11), 11–19. https://doi.org/10.3928/00989134-20191011-03

Waldman, J. D., Kelly, F., Arora, S., & Smith, H. L. (2020). The shocking cost of turnover in health care. Health Care Management Review, 35(3), 206–211. https://doi.org/10.1097/HMR.0b013e3181e3940e World Health Organization. (2007a). Team building. http://www.who.int/cancer/modules/Team%20building.pdf

World Health Organization. (2007b). State of the world’s nursing. https://www.who.int/publications/i/item/9789240003279 World Health Organization. (2020). State of the world’s nursing. https://www.who.int/publications/i/item/9789240003279

Yi, L., Chen, Z., Jiménez-Herrera, M. F., Gan, X., Ren, Y., & Tian, X. (2024). The impact of moral resilience on nurse turnover intentions: The mediating role of job burnout in a cross-sectional study. BMC Nursing, 23, 687. https://doi.org/10.1186/s12912-024-02357-2

Zhang, H., Sun, L., & Zhang, Q. (2022). How workplace social capital affects turnover intention: The mediating role of job satisfaction and burnout. International Journal of Environmental Research and Public Health, 19(15), 9587. https://doi.org/10.3390/ijerph19159587

Formação de Equipas enquanto Estratégia de Retenção para Profissionais de Saúde: Um Estudo Descritivo-Correlacional

Team Building as a Strategy for Retaining Health Professionals: A Descriptive Correlational Study

Estrategia de retención para profesionales sanitarios: la eficacia de la formación de equipos

Resumen

Abstract

Resumo

Bibliografía