Satisfação/motivação dos enfermeiros profissão, serviço e hierarquia

Apesar de décadas de estudos, as opiniões são controversas. Não existe uma opinião comum entre os pesquisadores sobre o que é e como ocorre a motivação, a satisfação e a insatisfação no trabalho. As condições físicas dos serviços são um factor primordial para a motivação, satisfação ou insatisfação do trabalhador, assim como o tipo de liderança existente no mesmo. Ao longo da nossa história tem-se assistido a muitos exemplos de liderança, uns mais, outros menos eficazes. A satisfação no trabalho é um estado afectivo resultante da apreciação das características percebidas do trabalho e da organização. Neste contexto de mudanças na administração pública em geral e na área da saúde em particular, surge este estudo em contexto hospitalar, motivado pela necessidade de conhecer a satisfação dos enfermeiros de um Centro Hospitalar de Lisboa e a relação com algumas variáveis sócio demográficas. Optou-se pelo paradigma quantitativo, numa amostra de 122 inquiridos pertencentes a um grupo de profissionais de enfermagem de um Hospital Central de Lisboa. Para a elaboração da parte empírica utilizou-se o método por questionário de escolha múltipla. Os objectivos definidos: Objectivo Geral: perceber o nível de motivação/ satisfação dos enfermeiros relativamente à profissão ao serviço e à hierarquia. Objectivos específicos: Identificar o nível de satisfação/motivação dos enfermeiros dos serviços estudados relativamente à profissão, em função das variáveis sociodemográficas. - Caracterizar os aspectos com os quais os enfermeiros têm maior e menor satisfação relacionados com a profissão, serviço e hierarquia. - Identificar se existe relação entre o nível de motivação/satisfação e os sintomas físicos sentidos. Os participantes da amostra são, maioritariamente do sexo feminino, a média de idades é de 32 anos, grande percentagem já tem como habilitações profissionais a licenciatura, têm entre 1 e 28 anos de profissão e 1 e 28 anos no serviço actual, 17,2% exercem funções de chefia. Grande percentagem da amostra tem como horário semanal de trabalho 35 horas e trabalham em horário rotativo. Os enfermeiros são profissionais que mostram insatisfação relativamente à profissão e hierarquia e moderada satisfação relativamente aos serviços. A satisfação dos enfermeiros quanto à profissão altera-se de acordo com o horário de trabalho, vínculo à instituição e os sentimentos que os mesmos têm relativamente ao trabalho. A satisfação dos enfermeiros relativamente ao serviço altera-se consoante o tempo de profissão e com os sentimentos que os profissionais apresentam relativamente ao trabalho. Quanto à satisfação dos enfermeiros relativamente à hierarquia altera-se dependendo da idade dos profissionais, do tempo de profissão e do serviço onde desempenham. Relativamente à satisfação geral com o trabalho, esta pode alterar dependendo da idade, do tempo de profissão, do serviço onde desempenham funções e dos sentimentos dos profissionais relativamente ao trabalho. De salientar que ao analisarmos os serviços estudados separadamente concluímos que os enfermeiros do serviço de urgência são profissionais muito insatisfeitos com a hierarquia e os enfermeiros da Unidade de Urgência Médica são profissionais pouco satisfeitos, mas apesar de tudo satisfeitos com a hierarquia. ABSTRACT; Behind decades of studies, the opinions are controversial. There is a common opinion among researchers about what is and how is the motivation, satisfaction and dissatisfaction at work. The physical conditions of services are a major factor in motivation, satisfaction or dissatisfaction of the worker and the type of leadership exists in it. Throughout our history have seen many examples of leadership, some more, some less effective. Job satisfaction is an affective state resulting from the assessment of the perceived characteristics of work and organization. ln this context of changes in public administration in general and in health in particular, this study appears in the hospital setting, motivated by the need to know the satisfaction of nurses in a Hospital in Lisbon and the relationship with sociodemographic variables. We chose the quantitative paradigm in a sample of 122 respondents belonging to a group of nursing professionals in a central hospital in Lisbon. ln developing the empirical part we used the method for multiple-choice test. The objectives: General Objective: To understand the level of motivation I satisfaction of nurses for the profession and the service hierarchy. Specific objectives: To identify the level of satisfaction I motivation of nursing service studied for the profession, according to the socio-demographic variables. - Characterize the points with which nurses have the highest and lowest satisfaction related to the profession, service and hierarchy. - To identify if there is a relationship between the level of motivation I satisfaction and physical symptoms felt. The sample participants are mostly female, average age is 32 years, a large percentage already has the professional qualifications of the degree, are between and 28 years of occupation and 1 and 28 in the current service, 17.2 % hold positions of leadership. A great percentage of the sample has the working week and working 35 hours on rotating schedule. Nurses are professionals who show dissatisfaction with the profession and the hierarchy and moderately satisfied for the services, the latter fact can be justified by what is possible when the organization professionals are available and perform functions in service to their liking and they like to work. The satisfaction of nurses as the profession changes according to working hours, commitment to the institution and the feelings they have for the work. The satisfaction of nurses for the service changes depending on the length of service and with the feelings that professionals are on the job. The satisfaction of nurses from the hierarchy will change depending on the age of professionals, time and professional service where they play. For the overall satisfaction with the work, this may change depending on age, length of employment, where the service functions and the feelings of the professionals for the job. Note that when analyzing the services studied separately concluded that the nurses in the emergency department professionals are very unhappy with the hierarchy and the nurses of the Unit of Emergency Medical professionals are somewhat satisfied but still happy

“A long-term mortality analysis of subsidized firms in rural areas: an empirical study in the Portuguese Alentejo region”

Studies have demonstrated that public policies to support private firms’ investment have the ability to promote entrepreneurship, but the sustainability of subsidized firms has not often been analysed. This paper aims to examine this dimension specifically through evaluating the mortality of subsidized firms in the long-term. The analysis focuses on a case study of the LEADER+ Programme in the Alentejo region of Portugal. With this purpose, the paper examines the activity status (active or not active) of 154 private, rural, for-profit firms in Alentejo that had received a subsidy to support investment between 2002 and 2008 under the LEADER+ Programme. The methodology is based on binary choice models in order to study the probability of these firms still being active. The explanatory variables used are the following: (1) the characteristics of entrepreneurs and managers’ strategic decisions, (2) firm profile and characteristics, (3) regional economic environment. Data assessment showed that the cumulative mortality rate of firms on 31st December 2013 is over 20 %. Interpretation of the regression model revealed that he probability of firms’ survival increases with higher investment, firm age and regional business concentration, whereas the number of applications made by firms has a negative impact on their survival. So it seems that for subsidized firms the amount of investment is as important as its frequency.

The red swamp crayfish Procambarus clarkii in Europe: Impacts on aquatic ecosystems and human well-being

Procambarus clarkii is currently recorded from 16 European territories. On top of being a vector of crayfish plague, which is responsible for large-scale disappearance of native crayfish species, it causes severe impacts on diverse aquatic ecosystems, due to its rapid life cycle, dispersal capacities, burrowing activities and high population densities. The species has even been recently discovered in caves. This invasive crayfish is a polytrophic keystone species that can exert multiple pressures on ecosystems. Most studies deal with the decline of macrophytes and predation on several species (amphibians, molluscs, and macroinvertebrates), highlighting how this biodiversity loss leads to unbalanced food chains. At a management level, the species is considered as (a) a devastating digger of the water drainage systems in southern and central Europe, (b) an agricultural pest in Mediterranean territories, consuming, for example, young rice plants, and (c) a threat to the restoration of water bodies in north-western Europe. Indeed, among the high-risk species, P. clarkii consistently attained the highest risk rating. Its negative impacts on ecosystem services were evaluated. These may include the loss of provisioning services such as reductions in valued edible native species of regulatory and supporting services, inducing wide changes in ecological communities and increased costs to agriculture and water management. Finally, cultural services may be lost. The species fulfils the criteria of the Article 4(3) of Regulation (EU) No 1143/2014 of the European Parliament (species widely spread in Europe and impossible to eradicate in a cost-effective manner) and has been included in the “Union List”. Particularly, awareness of the ornamental trade through the internet must be reinforced within the European Community and import and trade regulations should be imposed to reduce the availability of this high-risk species.