¿Existe una buena relación entre el personal de enfermería y la organización sanitaria en la que trabajan? un enfoque psicosocial

  1. Patricia Palenzuela Luis
  2. Naira Delgado Rodríguez
  3. José Ángel Rodríguez Gómez
Journal:
ENE Revista de Enfermería

ISSN: 1988-348X

Year of publication: 2019

Issue: 13

Pages: 11

Type: Article

Export: RIS

Abstract

The objective of this research is compare the perception that health-care professionals have of the quality of their relationship with the organization and with their supervisors. For this, the scores of two professional groups (nurses and nursing assistants) were compared in five hospital services (UVI, Emergency, Internal Medicine, Operating Room and External Consultations) in four relevant dimensions: leader-member exchange, organizational commitment, perceived organizational support, and trust in the supervisor. The type of study performed was observational, the cross-section, and was carried out with a total sample of 222 participants from a third level hospital. The results show important differences in function of the services analyzed. Specifically, the analysis of variance performed showed statistically significant differences in the dimensions of leader-member Exchange, trust in the supervisor and organizational commitment. Overall, the results obtained, highlight the importance of developing health management strategies that promote actions to reduce occupational stressors and improve worker satisfaction, thus improving the quality of life of health-care professionals and their commitment to the organization.

Bibliographic References

  • Armeli S., Eisenberger R., Fasolo P., Lynch P. (1998). Perceived organizational support and police performance: The moderating influence of socioemotional needs. Journal of Applied Psychology, Vol. 83(2); 288-297. doi: http://dx.doi.org/10.1037/0021-9010.83.2.288.
  • Chen Z., Lam W., Zhong J. (2007). Leader-member exchange and member performance: a new look at individual-level negative feedback-seeking behavior and team-level empowerment climate. Journal of Applied Psychology, Vol. 92(1); 202-212. doi: 10.1037/0021-9010.92.1.202.
  • Dansereau F., Graen G., Haga G. (1975). A Vertical Dyad Linkage Approach to Leadership Within Formal Organizations. Organizational Behavior and Human Performance, Vol. 13(1); 46-78. doi: 10.1016/0030-5073(75)90005-7.
  • Demicran N., Ceylan A. (2003). The concept of organizational trust: Reasons and results. Journal of Management and Economy. Vol. 10: 139-150
  • Dirks K. (2000). Trust in leadership and team performance: Evidence from NCAA. Journal of Applied Psychology, Vol. 85(6); 1004-1012. doi: 10.1037//0021-90I0.85.6.1004.
  • Duarte N., Goodson J., Klich N. (1994). Effects of dyadic quality and duration on performance appraisal. Academy of Management Journal, Vol. 37(3); 499-521. doi: http://www.jstor.org/stable/256698.
  • Duchon D., Green S., Taber T. (1986). Vertical dyad linkage: A longitudinal assessment of antecedents, measures, and consequences. Journal of Applied Psychology, Vol. 71(1); 56-60. doi: http://dx.doi.org/10.1037/0021-9010.71.1.56.
  • Eisenberger R., Huntington R., Hutchison S., Sowa D. (1986). Perceived Organizational Support. Journal of Applied Psychology, Vol. 71(3); 500-507. doi: http://dx.doi.org/10.1037/0021-9010.71.3.500.
  • Frazier M., Tupper C., Fainshmidt S. (2016). The path to employee trust in direct supervisor in nascent and established relationships: A fuzzy set analysis. Journal of Organizational Behavior, Vol. 37(7); 1023-1043. doi: 10.1002/job.2091.
  • Graen G., Cashman J. (1975). A role-making model of leadership in formal organizations: A developmental approach. Organization and administrative sciences, Vol. 6; 143-165.
  • Graen G., Novak M., Sommerkamp P. (1982). The effects of leader-member exchange and job design on productivity and satisfaction: Testing a dual attachment model. Organizational Behavior and Human Performance, Vol. 30; 109-131. doi: https://doi.org/10.1016/0030-5073(82)90236-7
  • Graen G., Liden R., Hoel W. (1982). Role of leadership in the employee with drawal process. Journal of Applied Psychology, Vol. 67(6); 868-872. doi: 10.1037/0021-9010.67.6.868.
  • Graen G., Scandura T. (1987). Toward a psychology of dyadic organizing. Research in Organizational Behavior, Vol 9; 175-208.
  • Gong Y., Law K., Chang S., Xin K. (2009). Human resources management and firm performance: The differential role of managerial affective and continuance commitment. Journal of Applied Psychology, Vol. 94(1); 263-275. doi: 10.1037/a0013116.
  • House R., Aditya R. (1997). The social scientific study of leadership: Quo vadis? Journal of Management, Vol. 23 (3); 409-473. doi: https://doi.org/10.1016/S0149-2063(97)90037-4.
  • Jaramillo F., Mulki J., Marshall G. (2005). A meta-analysis of the relationship between organizational commitment and salesperson job performance: 25 years of research. Journal of Business Research, Vol. 58(6); 705-714. doi: 10.1016/j.jbusres.2003.10.004.
  • Kehoe R., Wright M. (2010). The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors. Journal of Management, Vol. 39(2); 366-391. doi: https://doi.org/10.1177/0149206310365901.
  • Lamm K., Carter H., Stedman N., Lamm A. (2014). Teaching Transformational Leadership to Undergraduate Agricultural Leadership Students: Using the Personality Trait of Agreeableness to Improve Understanding. Journal of Agricultural Education, Vol. 55(4); 24-37. doi: 10.5032/jae.2014.04024.
  • Laschinger H., Wilk P., Cho J., Grecco P. (2001). Empowerment, engagement and perceived effectiveness in nursing work environments: Does experience matter?. Journal of Nursing Management, Vol. 17(5); 636-46. doi: 10.1111/j.1365-2834.2008.00907.x.
  • Liden R., Graen G. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management Journal, Vol. 23; 451-465. doi: 10.2307/255511.
  • Mañas, M.A., Salvador, C., Boada, J., González, E., y Agulló, E. (2007). La satisfacción y el bienestar psicológico como antecedentes del compromiso organizacional. Psicothema, Vol.19, 395-400. doi: http://www.redalyc.org/articulo.oa?id=72719306
  • Mathieu J., Zajac D. (1990). A review and meta-analysis of the antecendents, correlates and consequences of organizational commitment. Psychological Bulletin, Vol. 108(2); 171-194. doi: 10.1037//0033-2909.108.2.171.
  • Meyer J., Stanley D., Herscovitch L., Topolnytsky L. (2002). “Affective, Continuance and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences”, Journal of Vocational Behavior, Vol. 61(1); 20-52. doi:
  • Peiró J.M,. Salvador A. (1993): Control del Estrés laboral. Madrid. Eudema. Figura 1: Modelo clásico del estrés laboral.
  • Porter L., Steers R., Mowday R., Boulian P. Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, Vol. 59(5); 603-609. doi: http://dx.doi.org/10.1037/h0037335.
  • Raineri N., Paille P. (2016). Linking corporate policy and supervisory
environmental citizenship behaviors: The role of employee environmental beliefs and commitment. Journal of Business Ethics, Vol. 137: 129–148. doi 10.1007/s10551-015- 2548-x.
  • Rhoades L., Eisenberger R. (2002). Perceived Organizational Support: A Review of the Literature. Journal of Applied Psychology, Vol. 87(4); 698–714. doi: 10.1037//0021-9010.87.4.698
  • Scandura T., Graen G., Novak M. (1986). When managers decide not to decide autocratically. Journal of Applied Psychology, Vol. 71(4); 579-584. doi: 10.1037/0021-9010.71.4.579.
  • Segurado A., Agulló E. (2002). Calidad de vida laboral: hacia un enfoque integrador desde la psicología social. Psicothema, Vol. 14(4): 828-836.
  • Sluss D., Klimchak M., Holmes J. (2008). Perceived organizational support as a mediator between relational exchange and organizational identification. Journal of Vocational Behavior, Vol. 73(3); 457-464. doi: https://doi.org/10.1016/j.jvb.2008.09.001.
  • Tangirala S., Green S., Ramanujam R. (2007). In the shadow of the boss's boss: effects of supervisors' upward exchange relationships on employees. Journal of Applied Psychology, Vol. 92(2); 309-20. doi: 10.1037/0021-9010.92.2.309.
  • Vecchio R., Gobdel B. (1984). The vertical dyad linkage model of leadership: Problems and prospects. Organizational Behavior and Human Performance, Vol. 34(1); 5-20. doi: 10.1016/0030-5073(84)90035-7.
  • Yukl G. (1989). Managerial leadership. A review of theory and research. Yearly Review of Management, Vol. 15; 251-289. doi: 10.1177/014920638901500207.