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BACKGROUND: Journey to 9 Plus (J9) is an integrated reproductive, maternal, neonatal, and child health approach to care that has at its core the goal of decreasing the rate of maternal and neonatal morbidity and mortality in rural Haiti. For the maximum effectiveness of this program, it is necessary that the data system be of the highest quality. OpenMRS, an electronic medical record (EMR) system, has been in place since 2013 throughout a tertiary referral hospital, the Hôpital Universitaire de Mirebalais, in Haiti and has been expanded for J9 data collection and reporting. The J9 program monthly reports showed that staff had limited time and capacity to perform double charting, which contributed to incomplete and inconsistent reports. Initial evaluation of the quality of EMR data entry showed that only 18% (58/325) of the J9 antenatal visits were being documented electronically at the start of this quality improvement project. OBJECTIVE: This study aimed to improve the electronic documentation of outpatient antenatal care from 18% (58/325) to 85% in the EMR by J9 staff from November 2020 to September 2021. The experiences that this quality improvement project team encountered could help others improve electronic data collection as well as the transition from paper to electronic documentation within a burgeoning health care system. METHODS: A continuous quality improvement strategy was undertaken as the best approach to improve the EMR data collection at Hôpital Universitaire de Mirebalais. The team used several continuous quality improvement tools to conduct this project: (1) a root cause analysis using Ishikawa and Pareto diagrams, (2) baseline evaluation measurements, and (3) Plan-Do-Study-Act improvement cycles to document incremental changes and the results of each change. RESULTS: At the beginning of the quality improvement project in November 2020, the baseline data entry for antenatal visits was 18% (58/325). Ten months of improvement strategies resulted in an average of 89% (272/304) of antenatal visits documented in the EMR at point of care every month. CONCLUSIONS: The experiences that this quality improvement project team encountered can contribute to the transition from paper to electronic documentation within burgeoning health care systems. Essential to success was having a strong and dedicated nursing leadership to transition from paper to electronic data and motivated nursing staff to perform data collection to improve the quality of data and thus, the reports on patient outcomes. Engaging the nursing team closely in the design and implementation of EMR and quality improvement processes ensures long-term success while centering nurses as key change agents in patient care systems.

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Objetivo: relacionar a satisfação profissional da equipe de enfermagem e o clima organizacional em um Hospital Universitário. Método: estudo transversal, quantitativo. A lista de verificação EQUATOR usada para relatar o estudo é SQUIRE 2.0. A amostra foi composta por 226 trabalhadores de enfermagem de um hospital universitário da zona oeste da cidade de São Paulo, Brasil. Foram aplicados o Questionário de Caracterização Sociodemográfica e Profissional, a Escala de Clima Organizacional para Organizações de Saúde (ECOOS) e o Questionário de Satisfação no Trabalho (S20 / S23). Resultados: a relação entre satisfação no trabalho e clima organizacional é complexa e está associada à experiência de cada indivíduo. Quanto maior o escore de Clima Organizacional, maior o escore de Satisfação no Trabalho. Conclusão: há correlação entre satisfação no trabalho e clima organizacional; foi verificado através dos instrumentos aplicados que existem várias dimensões e subdimensões associadas a esta relação.

Objective: relating the job satisfaction of the nursing team and the organizational climate in a University Hospital. Method: cross-sectional, quantitative study. EQUATOR checklist used to report the study is SQUIRE 2.0. The sample consisted of 226 nursing workers from a university hospital on the west side of the city of São Paulo, Brazil. A Socio-demographic and Professional Characterization Questionnaire, Organizational Climate Scale for Health Organizations (ECOOS) and Work Satisfaction Questionnaire (S20 / S23) were been applied. Results: the relationship of job satisfaction and organizational climate is complex and is associated with the experience of each individual, the higher the Organizational Climate score, the higher the Work Satisfaction score. Conclusion: there is a correlation between job satisfaction and organizational climate; it was verify through the applied instruments that there are several dimensions and sub-dimensions associated with this relationship.

Objetivo: relacionar la satisfacción profesional del equipo de enfermería y el clima organizacional en un Hospital Universitario. Métodos: estudio transversal, cuantitativo. La lista de verificación de EQUATOR utilizada para informar el estudio es SQUIRE 2.0. La muestra se compuso de 226 trabajadores de enfermería de un hospital universitario en la zona oeste de la ciudad de São Paulo, Brasil. Se aplicaron: el Cuestionario de Caracterización Sociodemográfica y Profesional, la Escala de Clima Organizacional para Organizaciones de Salud (ECOOS) y el Cuestionario de Satisfacción Laboral (S20 / S23). Resultados: la relación entre la satisfacción laboral y el clima organizacional es compleja y está asociada a la experiencia de cada individuo. Cuanto mayor sea el puntaje de Clima Organizacional, mayor será el puntaje de Satisfacción Laboral. Conclusión: existe una correlación entre la satisfacción laboral y el clima organizacional; se verificó a través de los instrumentos aplicados que existen varias dimensiones y subdimensiones asociadas a esta relación.

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RESUMO Objetivo relacionar a satisfação profissional da equipe de enfermagem e o clima organizacional em um Hospital Universitário. Método estudo transversal, quantitativo. A lista de verificação EQUATOR usada para relatar o estudo é SQUIRE 2.0. A amostra foi composta por 226 trabalhadores de enfermagem de um hospital universitário da zona oeste da cidade de São Paulo, Brasil. Foram aplicados o Questionário de Caracterização Sociodemográfica e Profissional, a Escala de Clima Organizacional para Organizações de Saúde (ECOOS) e o Questionário de Satisfação no Trabalho (S20 / S23). Resultados a relação entre satisfação no trabalho e clima organizacional é complexa e está associada à experiência de cada indivíduo. Quanto maior o escore de Clima Organizacional, maior o escore de Satisfação no Trabalho. Conclusão há correlação entre satisfação no trabalho e clima organizacional; foi verificado através dos instrumentos aplicados que existem várias dimensões e subdimensões associadas a esta relação.

RESUMEN Objetivo relacionar la satisfacción profesional del equipo de enfermería y el clima organizacional en un Hospital Universitario. Métodos estudio transversal, cuantitativo. La lista de verificación de EQUATOR utilizada para informar el estudio es SQUIRE 2.0. La muestra se compuso de 226 trabajadores de enfermería de un hospital universitario en la zona oeste de la ciudad de São Paulo, Brasil. Se aplicaron el Cuestionario de Caracterización Sociodemográfica y Profesional, la Escala de Clima Organizacional para Organizaciones de Salud (ECOOS) y el Cuestionario de Satisfacción Laboral (S20 / S23). Resultados la relación entre la satisfacción laboral y el clima organizacional es compleja y está asociada a la experiencia de cada individuo. Cuanto mayor sea el puntaje de Clima Organizacional, mayor será el puntaje de Satisfacción Laboral. Conclusión existe una correlación entre la satisfacción laboral y el clima organizacional; se verificó a través de los instrumentos aplicados que existen varias dimensiones y subdimensiones asociadas a esta relación.

ABSTRACT Objective relating the job satisfaction of the nursing team and the organizational climate in a University Hospital. Method cross-sectional, quantitative study. EQUATOR checklist used to report the study is SQUIRE 2.0. The sample consisted of 226 nursing workers from a university hospital on the west side of the city of São Paulo, Brazil. A Socio-demographic and Professional Characterization Questionnaire, Organizational Climate Scale for Health Organizations (ECOOS) and Work Satisfaction Questionnaire (S20 / S23) were been applied. Results the relationship of job satisfaction and organizational climate is complex and is associated with the experience of each individual, the higher the Organizational Climate score, the higher the Work Satisfaction score. Conclusion there is a correlation between job satisfaction and organizational climate; it was verify through the applied instruments that there are several dimensions and sub-dimensions associated with this relationship.

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Objetivo: Avaliar o perfil da cultura de segurança do paciente de um hospital público de Salvador-Bahia na visão de enfermeiras líderes. Metodologia: Estudo exploratório descritivo, transversal do tipo survey interseccional de abordagem quantitativa. Utilizou-se o questionário "Pesquisa sobre Segurança do Paciente em Hospitais" da Agency for Healthcare Research and Quality.Resultados: 80,9% são coordenadoras de enfermagem. A dimensão de área forte foi "Expectativas e ações do supervisor/chefia para promoção da segurança do paciente" apresentando 80,9% de respostas positivas. As dimensões de áreas com potencial para a melhoria da segurança foram "Apoio da gestão hospitalar para a segurança do paciente", "Trabalho em equipe na unidade" e "Aprendizado organizacional/melhoria contínua". As demais dimensões foram consideradas de áreas frágeis (66%). 34% das enfermeiras líderes não realizaram nenhuma notificação de evento adverso, no período de 12 meses. 59% das participantes avaliaram a segurança do paciente como regular. Discussão: Os resultados não devem ser interpretados isoladamente, requerem visão de conjunto com outras características do hospital e o contexto sócio, político e econômico do país. Conclusão: O perfil da cultura de segurança foi classificado como frágil, no entanto, a cultura de segurança do paciente está sendo construída de maneira efetiva na instituição. (AU)

Objective: Evaluate the profile of patient safety culture in a public hospital in Salvador-Bahia from the perspective of leaders nurses. Methods: Descriptive, exploratory and cross-sectional study of the intersectional survey type with a quantitative approach. The questionnaire "Research on Patient Safety in Hospitals" from the Agency for Healthcare Research and Quality was used. Results: 80,9% are nursing coordinators. The dimension of strong area was "Expectations and actions of the supervisor/manager to promote patient safety" with 80,9% positive responses. The dimensions of areas with potential for improving safety were "Hospital management support for patient safety", "Teamwork in the unit" and "Organizational learning/continuous improvement". The other dimensions were considered to be fragile areas (66%). 36.4% of the leader nurses did not report any adverse events during the 12-month period. 60.9% of participants rated patient safety as regular. Discussion: Results should not be interpreted in isolation, they require an overview of the hospital's other characteristics and the country's social, political and economic context. Conclusion: The safety culture profile was classified as fragile, however, the patient safety culture is being built effectively in institution. (AU)

Objetivo: Avaliar el perfil de la cultura de seguridad del paciente de un hospital público de Salvador-Bahia en la visión de las enfermeras líderes. Métodos: Estudio exploratorio descriptivo, transversal del tipo survey interseccional de abordaje cuantitativa. Se Utilizó el cuestionario "Búsqueda sobre Seguridad del Paciente en Hospitales" de la Agency for Healthcare Research and Quality. Resultados: 80,9% son enfermeras coordinadoras. La dimensión de área fuerte fue "Expectativas y acciones del supervisor/jefe para la promoción de la seguridad del paciente" presentándose 80,9% de respuestas positivas. Las dimensiones de áreas con potencial para la mejoría de la seguridad fueron "Apoyo de la gestión hospitalar para la seguridad del paciente", "Trabajo en equipo de la unidad" y "Aprendizaje organizacional/mejoría contínua". Las demás dimensiones fueron consideradas de áreas frágiles (66%). 36,4% de las enfermeras líderes no realizaron ninguna notificación de evento adverso, en el período de 12 meses. 60,9% de las participantes avaliaron la seguidad del paciente como regular. Discusión: Los resultados no deben ser interpretados separadamente, requieren de visión en conjunto con otras características del hospital y del contexto sócio - político y económico del país. Conclusión: El perfil de la cultura de seguridad fue clasificado como frágil, no entanto, la cultura de seguridad del paciente está siendo construida de manera efectiva en la institución. (AU)

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PURPOSE: Nurses are a significant part of the professional workforce, but leaders may be promoted without the requisite competencies. This study aims to explore the perspectives of nurse managers about the core competencies necessary for promotion as leaders in health. DESIGN/METHODOLOGY/APPROACH: This was a mixed-methods study that targeted nurses (N = 126) who were promoted in four Caribbean countries over the past five years. A 30-item questionnaire was used for quantitative data collection and analyzed using SPSS version 25. Interviews yielded the qualitative data, which were analyzed using open coding and thematic analysis. Ethical approvals were received from ethics committees at the university and country level. FINDINGS: Most participants were female (n = 112), had 15 or more years' experience (n = 71) and an associate degree/diploma in nursing (n = 62). Leadership was the most important competency required of nurse leaders in spite of their position within the organization, followed by team building and motivation. Challenges to the transitioning into leadership positions included the prevailing culture and a lack of a systematic approach to building capacity in leadership. There was also between-group statistical significance, as determined by one-way ANOVA for delegation, motivation and leadership as core competencies based on occupations roles. RESEARCH LIMITATIONS/IMPLICATIONS: Notwithstanding the importance of the findings from this research, there were some limitations. While the researchers considered implementing this study in eight Caribbean countries, approvals were received for only four countries. This will affect the ability to generalize the findings to the wider Caribbean countries. One of the strengths of this research was the use of mixed methods for data collection. However, the qualitative component of the findings may be limited by the number of focus groups conducted, notwithstanding the richness of the data collected. PRACTICAL IMPLICATIONS: The findings can be used as a framework from which the health system in developing countries can begin to examine practical solutions to developing 21st century leadership competencies in nursing. While there may be remanence of the colonial past in the way systems function, the complexity of health systems requires leadership that is rooted in competence that is multidimensional. ORIGINALITY/VALUE: This paper provides an important contribution to the literature on leadership and competencies from the perspective of low- to middle-income resource settings. The qualitative component of the research added richness to the nuances and understanding of the phenomenon of competencies for nurse leaders.

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Purpose ­ Nurses are a significant part of the professional workforce, but leaders may be promoted without the requisite competencies. This study aims to explore the perspectives of nurse managers about the core competencies necessary for promotion as leaders in health. Design/methodology/approach ­ This was a mixed-methods study that targeted nurses (N= 126) who were promoted in four Caribbean countries over the past five years. A 30-item questionnaire was used for quantitative data collection and analyzed using SPSS version 25. Interviews yielded the qualitative data, which were analyzed using open coding and thematic analysis. Ethical approvals were received from ethics committees at the university and country level. Findings ­ Most participants were female (n= 112), had 15 or more years' experience (n= 71) and an associate degree/diploma in nursing (n= 62). Leadership was the most important competency required of nurse leaders in spite of their position within the organization, followed by team building and motivation. Challenges to the transitioning into leadership positions included the prevailing culture and a lack of a systematic approach to building capacity in leadership. There was also between-group statistical significance, as determined by oneway ANOVA for delegation, motivation and leadership as core competencies based on occupations roles.

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AIM: To explore perspectives of nurse managers about their preparation for transitioning into positions of leadership. BACKGROUND: There have been serious concerns about the level of preparation as well as availability of support systems for transitioning of nurses into positions of authority. METHODS: This was a quantitative study conducted in four Caribbean countries targeting nurses promoted to leadership positions within the last 5 years. Data were collected using a 30-item questionnaire. Ethical approvals were received from the University of the West Indies and the participating countries. RESULTS: Most participants were female, had 15 or more years' experience and an associate degree/diploma in nursing. They felt prepared through training and acting opportunities although many were not preceptored/mentored into the position. Preparation by training was positively correlated to acting opportunities, preceptorship programme and having a preceptor. CONCLUSION: Transitioning into positions of leadership requires readiness from a personal as well as an organisational perspective. There must be investment in the development opportunities to support nurses' transition into leadership positions. IMPLICATIONS FOR NURSING MANAGEMENT: Organisational continuity and effectiveness will be dependent on a balance between investing in experienced nursing personnel while encouraging personal development of less-experienced nurses. Peer mentorship must be utilized to facilitate nurse transition.

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Aim: To explore perspectives of nurse managers about their preparation for transitioning into positions of leadership. Background: There have been serious concerns about the level of preparation as well as availability of support systems for transitioning of nurses into positions of authority. Methods: This was a quantitative study conducted in four Caribbean countries targeting nurses promoted to leadership positions within the last 5 years. Data were collected using a 30-item questionnaire. Ethical approvals were received from the University of the West Indies and the participating countries. Results: Most participants were female, had 15 or more years' experience and an associate degree/diploma in nursing. They felt prepared through training and acting opportunities although many were not preceptored/mentored into the position. Preparation by training was positively correlated to acting opportunities, preceptorship programme and having a preceptor. Conclusion: Transitioning into positions of leadership requires readiness from a personal as well as an organisational perspective. There must be investment in the development opportunities to support nurses' transition into leadership positions. Implications for Nursing Management: Organisational continuity and effectiveness will be dependent on a balance between investing in experienced nursing personnel while encouraging personal development of less-experienced nurses. Peer mentorship must be utilized to facilitate nurse transition.

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PURPOSE: This paper aims to identify the kind of work environment that should be offered by hospital leaders to their nursing staff in Brazil to generate job satisfaction, organizational commitment and organizational citizenship behaviour within their field of expertise. DESIGN/METHODOLOGY/APPROACH: A survey was applied to 171 nurses and 274 nursing technicians who work at five private hospitals in Brazil. Both factor analysis and regression analysis were used to analyse the study model. FINDINGS: The results indicate that to stimulate positive behaviours and attitudes among nursing staff, managers should mainly be concerned about establishing a clear and effective communication with their professionals to ensure role clarity, promote a good working environment and encourage relationships based on trust. RESEARCH LIMITATIONS/IMPLICATIONS: The limitations of the study are absence of the researcher while the questionnaires were filled out and the fact that the sample comprised respondents who made themselves available to participate in the research. PRACTICAL IMPLICATIONS: This study contributes to elucidate the factors that can promote a good internal climate for nursing staff, assisting hospital leaders to face the huge managerial challenges of managing, retaining and advancing these professionals. ORIGINALITY/VALUE: The findings contribute to the body of knowledge in leadership among nursing professionals in developing countries. Hospital leaders in Brazil should encourage trusting relationships with nursing professionals through clear, effective and respectful communications, besides investing in team development and promoting a good working environment.

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AIM: To examine the association between interpersonal relationships, nursing leadership and patient safety culture and the impact on the efficiency of hospitals. BACKGROUND: Hospitals are still affected by the increased complexity of the treatments offered and by the diverse knowledge of professionals involved, which has made this assistance model ineffective, expensive and unsustainable over time. METHOD: A qualitative study of 32 professionals from three large hospitals in Southern Brazil was made. Semi-structured interviews, document analysis and analysis of electronic records were used. RESULTS: All the hospitals had infection rates and an average stay higher than their goal. Lack of interpersonal relationships and physicians failing to commit to organisational objectives were demonstrated. CONCLUSION: Nursing leadership styles are not definitive factors to improving patient safety and efficiency. The flaws in consolidating interpersonal relationships seem to be related to difficulties in consolidating patient safety culture, which prevented hospitals reaching their efficiency indicators. IMPLICATIONS FOR NURSING MANAGEMENT: Professionals who work at the patients' bedside should be involved in the development of strategies, in order to commit them to the organisational objectives. The consolidation of interpersonal relationships of nursing professionals can lead to improvements with medical professionals, with positive impacts on patient safety and efficiency.

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A presente pesquisa teve como objetivo analisar a associação entre a prática de Liderança Coaching exercida pelos coordenadores de enfermagem e satisfação no trabalho, na percepção dos coordenadores e técnicos de enfermagem do Serviço de Atendimento Móvel de Urgências - SAMU, do Estado de Goiás. Trata-se de um estudo correlacional, cuja coleta de dados transcorreu entre os meses de abril a agosto de 2017, nas centrais de regulação do SAMU do Estado de Goiás. Na oportunidade, aplicaram-se os questionários sociodemográfico, Questionário de Autopercepção do Enfermeiro no Exercício da Liderança (QUAPEEL), Questionário de Percepção do Técnico / Auxiliar de Enfermagem no Exercício da Liderança (QUEPTAEEL), além do instrumento para analisar a satisfação no trabalho - Job Satisfaction Survey (JSS). Para a análise dos dados, foi realizada a estatística descritiva e, com o auxílio do teste de estatístico de Spearman, avaliaram-se as correlações entre as variáveis do estudo. A população de profissionais é majoritariamente do sexo feminino, tanto para os coordenadores, n=8 (72,73%), quanto para os técnicos de enfermagem, n = 95 (61,29%). O estudo revelou, ainda, que o vínculo empregatício com maior número de respostas foi o estatutário. Quanto à formação, a maioria dos enfermeiros (90,91%) possui pós-graduação- latu sensu, ao passo que um número significativo dos técnicos, n=87 (56,13%), possui curso complementar, e n=95 (61,29%) possuem graduação. A média de idade é de 38 anos (DP=7,09) para os coordenadores e 39,87 anos (DP=8,17) para os técnicos. Em relação ao tempo de serviço e tempo de formação, respectivamente, as médias encontradas foram: 10,45 (DP=3,7) anos e 4,73 (DP=2,8) anos (coordenadores); e 13,33 (DP=6,2) anos e 6,55 (DP=3,63) anos (técnicos). Em relação às variáveis em análise da pesquisa, é válido destacar que se identificou o exercício da Liderança Coaching pelos coordenadores de enfermagem, na percepção das duas categorias profissionais. Considerando-se os domínios do instrumento de Liderança Coaching, para a percepção dos coordenadores, as maiores médias encontradas foram: "dar e receber feedback" (21,45; DP=2,84) e "comunicação" (21,27; DP=1,85). Na percepção dos técnicos de enfermagem, a "comunicação" apresentou a maior média (20,43; DP=5,57), seguida do domínio "dar e receber feedback" (17,72; DP=6,32). A respeito da satisfação no trabalho em ambas as categorias profissionais analisadas, observou-se que os profissionais não estão nem satisfeitos e nem insatisfeitos em relação ao seu trabalho. Quanto à avaliação das categorias que compõem o questionário JSS, os coordenadores encontravam-se satisfeitos em relação à "natureza do serviço" (21,18; DP=2,79); "supervisão" (19,36; DP=4,54); "comunicação" (18,36; DP=4,23); "colaboradores" (18,27; DP=3,55); sendo que "pagamento" foi a atribuição com maior índice de insatisfação na perspectiva da categoria (7,73; DP=4,36). Já para os aspectos que apresentaram satisfação para os profissionais de nível médio, as médias foram: "natureza do serviço" (22,21; DP=2,53); "supervisão" (19,95; DP=4,48) e "colaboradores" (17,54; DP=3,33). Contrariamente, as dimensões "pagamento" (7,14; DP=3,79) e "benefícios" (7,97; DP=3,99) foram identificadas como geradoras de insatisfação. Evidenciou-se uma associação positiva entre o exercício da Liderança Coaching pelos coordenados e a satisfação no trabalho, tanto na autopercepção dos coordenadores de enfermagem, quanto na percepção dos técnicos de enfermagem. Para essa última categoria, houve uma relação estatisticamente significante para praticamente todos os domínios da Liderança Coaching e da satisfação no trabalho. Em contrapartida, houve associação negativa entre a Liderança Coaching e as variáveis sociodemográficas: tempo de formação (coordenadores e técnicos de enfermagem) e tempo na unidade (técnicos de enfermagem). Já em relação à associação entre a satisfação no trabalho e as variáveis sociodemográficas, verificou-se correlação negativa: tempo de formação com "supervisão" e "comunicação" para os coordenadores de enfermagem; tempo de formação com "benefícios", "recompensas" e "escore total da escala" para os técnicos de enfermagem; da mesma forma, obteve-se correlação negativa entre tempo na unidade com as variáveis "promoção", "recompensas" e "escore total da escala" para os técnicos de enfermagem. Contudo, cabe enaltecer que a liderança em enfermagem tem um papel significante no contexto do APHM, tendo em vista que essa competência estabelece uma associação positiva com a satisfação no trabalho, possibilitando, consequentemente, melhorias para o ambiente laboral, bem como qualidade no cuidado prestado

This research was intended to analyze the association between the practice of Coaching Leadership exercised by nursing coordinators and job satisfaction, under the perception of nursing coordinators and technicians of the Mobile Emergency Service - SAMU, in the State of Goiás. This is a correlational study, whose data collection took place between April and August 2017 in the SAMU regulation centers of the State of Goiás. At that occasion, we applied the following questionnaires: sociodemographic, Questionnaire on Self-Perception of the Nurse in the Exercise of Leadership (QUAPEEL), Questionnaire on Perception of the Nursing Assistant/ Technician in the Exercise of Leadership (QUEPTAEEL), besides the Job Satisfaction Survey (JSS) - aimed to analyze job satisfaction. In order to analyze data, we performed descriptive statistics, with the aid of the Spearman statistical test, where the correlations among the study variables were assessed. The population of professionals is mostly composed of women, both for the coordinators, n=8 (72.73%), and for the nursing technicians, n=95 (61.29%). Moreover, the study revealed that the employment bond with the greatest number of responses was the statutory one. As for training, most nurses (90.91%) have lato sensu post-graduate degrees, while a significant number of technicians, n=87 (56.13%), has a complementary course, and n=95 (61. 29%) have undergraduate degrees. The average age is 38 years (SD=7.09) for the coordinators and 39.87 years (SD=8.17) for the technicians. Regarding service time and training time, respectively, the averages found were: 10.45 (SD=3.7) years and 4.73 (SD=2.8) years (coordinators); and 13.33 (SD=6.2) years and 6.55 (SD=3.63) years (technicians). Regarding the variables analyzed during research, it is worth highlighting that the exercise of Coaching Leadership was identified by the nursing coordinators, under the perception of the two professional categories. Considering the domains of the Coaching Leadership instrument, for the perception of the coordinators, the highest averages found were: "giving and receiving feedback" (21.45; SD=2.84) and "communication" (21.27; SD=1.85). In the perception of the nursing technicians, the "communication" showed the highest average (20.43, SD=5.57), followed by the domain "giving and receiving feedback" (17.72; SD=6.32). Concerning job satisfaction, in both analyzed professional categories, we noted that professionals are neither satisfied nor dissatisfied with their work. As for the assessment of the categories that compose the JSS questionnaire, the coordinators were satisfied regarding the "nature of the service" (21.18; SD=2.79); "supervision" (19.36; SD=4.54); "communication" (18.36; SD=4.23); "collaborators" (18.27; SD=3.55); and "payment" was the assignment with the highest index of dissatisfaction under the perspective of the category (7.73; SD=4.36). Regarding the aspects that showed satisfaction to the mid-level professionals, the averages were: "nature of the service" (22.21; SD=2.53); "supervision" (19.95; SD=4.48) and "collaborators" (17.54; SD=3.33). Antagonistically, the "payment" (7.14; SD=3.79) and "benefits" (7.97; SD=3.99) dimensions were identified as generators of dissatisfaction. We found a positive association between the exercise of Coaching Leadership by the coordinated subjects and the job satisfaction, both in the self-perception of the nursing coordinators and in the perception of the nursing technicians. For the latter category, there was a statistically significant relationship for practically all domains related to Coaching Leadership and job satisfaction. In contrast, there was a negative association between the Coaching Leadership and the sociodemographic variables: training time (coordinators and nursing technicians) and time in the unit (nursing technicians). Regarding the association between the job satisfaction and the sociodemographic variables, we noted a negative correlation: training time with "supervision" and "communication" for the nursing coordinators; training time with "benefits", "rewards" and "total scale score" for the nursing technicians; in the same way, we obtained a negative correlation between the time in the unit and the variables "promotion", "rewards" and "total scale score" for the nursing technicians. Nevertheless, we should emphasize that nursing leadership plays a significant role in the context of the Mobile Pre-Hospital Care (MPHC), considering that this competence establishes a positive association with job satisfaction, thereby enabling improvements to the work environment, as well as quality of the provided care

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El fomento de un entorno seguro es una función esencial de las enfermeras, que ocupa cada vez más un lugar central en la gestión del cuidado. El propósito de este artículo es develar la existencia de una relación ético-jurídica entre la gestión del cuidado y la gestión de riesgos, en el contexto de la seguridad del paciente. Método: bajo un criterio ético-jurídico se reflexiona sobre la atención de enfermería y la seguridad del paciente. Resultados: se demuestra una vinculación de carácter ético-jurídico entre la gestión del cuidado y la gestión de riesgos. Se define a qué orden pertenece dicha vinculación y cómo se integra a la gestión del cuidado. Por último, se propone la supervisión por riesgos. Conclusiones: al demostrar la vinculación ética y jurídica existente entre la gestión del cuidado y la gestión de riesgos, la seguridad del paciente se levanta, para las enfermeras y la enfermería, como un imperativo moral y profesional.

Promoting a safe environment is an essential function of nursing and occupies an increasingly central role in care management. The purpose of this article is to show the existence of an ethical-legal relationship between care management and risk management in the context of patient safety. Method: The article reflects on nursing care and patient safety from an ethical-legal standpoint. Findings: An ethical-legal link between care management and risk management is demonstrated. The order of that relationship and how it fits in with care management are defined, and risk supervision is proposed. Conclusions: Demonstrating the ethical and legal relationship between care management and risk management enhances patient safety as a moral and professional imperative for nurses and nursing.

O fomento de um ambiente seguro é uma função essencial dos enfermeiros e ocupa cada vez mais um lugar central na gestão do cuidado. Nesse sentido, o propósito deste artigo é evidenciar a existência de uma relação ético-jurídica entre a gestão do cuidado e a gestão de riscos no contexto da segurança do paciente. Método: sob um critério ético-jurídico, reflete-se sobre o atendimento de enfermagem e a segurança do paciente. Resultados: demonstra-se uma vinculação de caráter ético-jurídico entre a gestão do cuidado e a gestão de riscos. Define-se a que ordem pertence essa vinculação e como se integra à gestão do cuidado. Por último, propõe-se a supervisão por riscos. Conclusões: ao demonstrar a vinculação ética e jurídica existente entre a gestão do cuidado e a gestão de riscos, a segurança do paciente se torna, para os enfermeiros e para a enfermagem, um imperativo moral e profissional.

Assuntos

RESUMO

A Rede Global de Centros Colaboradores da OMS para o Desenvolvimento da Enfermagem e Obstetrícia é uma organização independente, internacional, sem fins lucrativos, composta por 44 Centros Colaboradores. Dentre seus membros estão líderes de enfermagem e obstetrícia reconhecidos internacionalmente, o que ressalta o significado ímpar deste grupo. Com base em sua trajetória, este artigo descreve como o trabalho em rede pode transformar ações isoladas com resultados pontuais em ações convergentes e sinérgicas com resultados expandidos, e impacto na academia, serviços e arena política.

The Global Network of WHO Collaborating Centres for Nursing and Midwifery Development is an independent, international, non-profit organization, with 44 Collaborating Centres. Among its members there are internationally recognized nursing and midwifery leaders, what emphasizes the unique meaning of this group. Based on its history, this article describes how the work as a network can transform isolated actions with specific results in convergent and synergic actions with expanded results and impact in academia, services and the political arena.

La Red Global de Centros Colaboradores de la OMS para el Desarrollo de la Enfermería y Obstetricia es una organización independiente, internacional, sin fines lucrativos, formada por 44 Centros Colaboradores. Entre sus miembros están los líderes de enfermería y partería reconocidos internacionalmente, lo que resalta el significado impar de este grupo. Con base en su historia, este artículo describe como el trabajo en red puede transformar acciones aisladas con resultados puntuales en acciones convergentes y sinérgicas con resultados expandidos e impacto en la academia, servicios y arena política.

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RESUMO

El presente trabajo de investigación se enmarca dentro de un tipo de estudio descriptivo, con abordaje cuantitativo el cual tuvo como objetivo identificar las características del liderazgo personal e interpersonal en los coordinadores y profesionales en enfermería que laboran en las IPS de 3er nivel de atención en la ciudad de Cartagena, durante el segundo semestre del año 2009 y el año 2010. Se describieron las variables: liderazgo personal, cuyas dimensiones de estudio fueron control del ego, equilibrio, desapego y responsabilidad, y las variables de liderazgo interpersonal que midieron el trabajo en equipo y las destrezas gerenciales. Los Coordinadores y profesionales en enfermería, constituyeron la población para determinar las características del liderazgo personal e interpersonal. Se trabajó con la totalidad de los sujetos (21 coordinadores y 117 profesionales en enfermería) que aceptaron participar voluntariamente en el estudio y que cumplieron con los criterios de inclusión expuestos en el presente trabajo. En el estudio se utilizó la escala de Evaluación de Liderazgo Personal e Interpersonal, propuesta por David Fischman, contando con la autorización del autor obtenida el 07 de Octubre de 2009. Previo a su aplicación, se realizó una prueba de validez facial y dos pruebas pilotos, que permitieron analizar y verificar la compresión de cada pregunta, su contenido, formulación, claridad y la coherencia que debía existir entre el objetivo planteado, la formulación del problema, el marco teórico y el contenido del instrumento. Para dar un puntaje a cada una de las dimensiones estudiadas se siguieron las instrucciones del Sistema de calificación propuesto por Fischman, cuyos puntajes fueron clasificados en las categorías de muy bajo, bajo, moderados, altos y muy altos. La técnica estadística utilizada para el análisis de los datos fue la MannWhitney U. El estudio mostró las principales debilidades y fortalezas de cada una de las dimensiones de las variables de liderazgo personal e interpersonal. Las debilidades observadas en las características del liderazgo personal de los Coordinadores de enfermería se hallaron en el manejo del control de ego, en el equilibrio, afrontamiento productivo y las debilidades más significativa se encontraron en la poca habilidad para hacerse responsables por su crecimiento personal, aceptar desafíos y fomentar hábitos como la disciplina, de perseverancia y de compromiso hacia metas que permitan su crecimiento profesional. En los profesionales en enfermería la principal debilidad se relacionó con la característica de responsabilidad, que al igual que los coordinadores que dificulta el crecimiento personal y profesional de los individuos. Cabe resaltar que las fortalezas más significativas en estos profesionales en enfermería se evidenciaron en las dimensiones del liderazgo personal, en donde se resalta el control del ego y el manejo del equilibrio orgánico, espiritual y mental. Los Coordinadores de enfermería demostraron sus fortalezas en las características del liderazgo interpersonal, se observo mayor habilidad para tener metas claras y asignar prioridades en el equipo de trabajo. Las debilidades y fortalezas de cada una de las dimensiones del liderazgo personal e interpersonal reflejan el aporte que hace cada persona a la organización, al equipo de trabajo y a su crecimiento personal.

The present work of investigation places inside a type of descriptive study, with quantitative boarding which had as aim identify the characteristics of the personal and interpersonal leadership in the coordinators and professionals in infirmary that they work in the IPS of 3er level of attention in the city of Cartagena, during the second semester of the year 2009 and the first semester of 2010. Variables were described: personal leadership, the dimensions of ego-control study were, balance, detachment and accountability, leadership and interpersonal variables that measured the teamwork and management skills. Coordinators and nurse practitioners were the population to determine the characteristics of personal and interpersonal leadership. We worked with all the subjects (21 coordinators and 117 nurse practitioners) who agreed participate voluntarily in the study who met the inclusion criteria set out in this work. The study used the Global Assessment of Personal and Interpersonal Leadership, given by David Fischman, with the permission of the author obtained on October 7, 2009. Prior to implementation, there was a face validity test and two test pilots, who helped analyze and verify the compression of each question, its content, wording, clarity and coherence that should exist between the stated objective, the formulation of the problem, the theoretical framework and the content of the instrument. To give a score to each of the dimensions studied followed the instructions of the grading system proposed by Fischman, whose scores were classified into the categories of very low, low, moderate, high and very high. The statistical technique used to analyze data was the Mann-Whitney U. The study showed the main strengths and weaknesses of each of the dimensions of the variables of personal and interpersonal leadership. The weaknesses in the personal leadership characteristics of nurse coordinators were found in the management of self control, balance, coping productive and the most significant weakness was in the little ability to take responsibility for their personal growth, acceptance challenges and develop healthy habits such as discipline, perseverance and commitment to targets to their professional growth. NP in the main weakness was related to the characteristic of responsibility, as coordinators difficult personal and professional growth of individuals. It should be noted that the most significant strengths in these NPs were found in the dimensions of personal leadership, which highlights the ego's control and management of organic balance, spiritual and mental. Nursing Coordinators demonstrated strengths in interpersonal leadership characteristics, we observed a greater ability to have clear goals and prioritize the team. The weaknesses and strengths of each of the dimensions of personal and interpersonal leadership reflect the contribution each person makes to the organization, team work and personal growth.

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