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Objectives: The aim of this study was to analyse the relationship between sense of coherence, work engagement, and work environment variables as predictors of the level of psychological distress during the first phase of the COVID-19 pandemic in Chile. Methods: Cross-sectional descriptive study collected between April 22 and December 16, 2020, using non-probabilistic snowball sampling. The study variables and instruments were socio-demographic variables, work engagement (UWES-9 scale), sense of coherence (Antonovsky SOC-13 scale), and psychological distress (GHQ-12 scale). Multivariate analysis and binary logistic regression were performed including the scores of the three questionnaires and other variables such as effectiveness, safety, stress, health perception, and sex. Finally, the CHAID technique was applied to create a segmentation tree. Results: 72.7 % of participants had high levels of psychological distress, more predominantly among women, with work stress and low sense of coherence acting as the most influential mediators in generating psychological distress, and even more so when both were combined. Low work engagement and the availability of safe and effective means to prevent infection were predictors of psychological distress among workers. Conclusion: During the first phase of the COVID-19 pandemic, factors that contributed to psychological distress in the Chilean population were identified. These included a fair or poor perception of health, being a woman, work-related stress, availability of safety measures, low level of work engagement, and low level of sense of coherence. Identifying these factors may help prevent similar effects in future phases of the current pandemic or in future pandemics.

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Introducción. El efecto de las políticas para el mejoramiento del bienestar de los residentes, en términos de desgaste profesional y compromiso laboral, es controversial y su resultado tras la implementación de la "ley de residentes" (1917/2018) en Colombia es desconocido. Este estudio explora el efecto de esta ley en médicos residentes de cirugía colombianos. Métodos. Estudio de métodos mixtos secuencial explicativo. Inicialmente, se invitó a todos los residentes de cirugía del país a autodiligenciar los cuestionarios UWES-17 y MBI-HSS para evaluar el compromiso laboral (vigor, dedicación y absorción) y desgaste profesional (agotamiento emocional, despersonalización y baja realización personal) antes (2019) y después (2022) de la implementación de la ley. Se probaron diferentes hipótesis mediante modelos de ecuaciones estructurales. Los resultados fueron explorados con cirujanos mediante grupos focales. La información cualitativa fue analizada manualmente y por inteligencia artificial, y reportada en temas principales. Resultados. Participaron en el estudio 400 residentes. La tasa de desgaste profesional fue de 24,8 % antes y 15,8 % después (p=0,032). El análisis de ecuaciones estructurales confirmó que el agotamiento emocional sobre el desgaste profesional fue menor en 2022 (p=0,022). No se identificaron cambios significativos en el compromiso laboral. La principal explicación fue atribuida a los beneficios económicos de la ley. Conclusión. La tasa de desgaste profesional en médicos residentes de cirugía colombianos se redujo significativamente tras la implementación de la "ley de residentes". Estos hallazgos tienen implicaciones para la practica y el mejoramiento de la calidad de la educación.

Introduction. The effect of policies to improve residents' well-being, in terms of professional burnout and work commitment is controversial, and its result after the implementation of the "residents' law" (1917/2018) in Colombia is unknown. This study explores the effect of this law on Colombian surgical residents. Methods. Explanatory sequential mixed methods study. Initially, all surgical residents in the country were invited to self-complete the UWES-17 and MBI-HSS questionnaires to evaluate work commitment (vigor, dedication, and absorption) and professional burnout (emotional exhaustion, depersonalization, and low personal accomplishment) before (2019) and after (2022) the implementation of the law. Different hypotheses were tested using structural equation models. The results were explored with surgeons through focus groups. Qualitative information was analyzed manually and by artificial intelligence, and reported into main themes. Results. 400 residents participated in the study. Burnout rates were 24.8% before and 15.8% after (p=0.032). The structural equations analysis confirmed that emotional exhaustion over professional burnout was lower in 2022 (p=0.022). No significant changes in work commitment were identified. The main explanation was attributed to the economic benefits of the law. Conclusion. The burnout rate in Colombian surgical residents was significantly reduced after the implementation of the "residents' law". These findings have implications for practice and improving the quality of education

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Background: COVID-19 pandemic imposed drastic and abrupt changes to working environment and organization and that might have caused additional negative effects on mental health. Thus, this study aimed to quantify and assess the severity of psychological distress experienced by Brazilian essential and nonessential workers during the first months of the COVID-19 pandemic. Methods: This descriptive study included 2,903 participants who answered an online questionnaire between April and May 2020. The research questionnaire was translated and culturally adapted to the Brazilian population from a questionnaire developed and validated for the Spanish population. Variables were analyzed using simple and cumulative percentage distributions and measures of central tendency and dispersion. The Wilson score interval was used to calculate confidence interval (CI) for the main outcome, psychological distress. Results: It was observed a high prevalence (72.6%) of psychological distress among the study's participants. They also presented a median risk perception score of 60 (out of a maximum of 90), and their greatest concern was transmitting the virus to family members, close contacts or patients. Furthermore, it was found a lower sense of coherence and work engagement among the participants than those observed in previous studies conducted in other countries. Conclusion: Almost three quarters of the study's participants were classified as presenting psychological distress. Thus, it is imperative to provide mental health remotely delivered interventions to workers during public health events that require prolonged social distancing measures.

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Background: The life satisfaction and job performance of nursing professionals are affected by a multitude of factors, including work engagement, self-efficacy, and depression. The Job Demands-Resources (JD-R) model provides a theoretical framework to explore these relationships. Objective: Our study aimed to analyze the primary goal of this research, which is to examine the mediating role of work engagement in the relationship between depression, professional self-efficacy, job performance, and their impact on life satisfaction in nurses, using the JD-R theory as a guide. Methods: This cross-sectional study involved 579 participants aged between 21 to 57 years (M = 39, SD = 9.95). Mediation analysis was used to examine the influence of depression, self-efficacy, and job performance on work engagement, and in turn, its effect on life satisfaction. Results: Findings indicated that work engagement plays a crucial mediating role between depression, self-efficacy, job performance, and life satisfaction. Interventions to increase work engagement could assist nurses in better managing depression and improving their performance and life satisfaction. Conclusions: Our study highlights the need for workplace policies and strategies that foster work engagement and self-efficacy among nurses while effectively managing job demands to prevent depression. Moreover, these findings underscore the importance of the JD-R theory to understand and improve nurses' job satisfaction and performance, and suggest areas for future research, including exploring other potential factors and applying these findings across different contexts and cultures.

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INTRODUCCIÓN: El Compromiso Organizacional (CO), se considera un vínculo entre la organización y los trabajadores, e influye en la satisfacción, el desempeño, la productividad y la inversión profesional. OBJETIVO: Determinar el compromiso organizacional en profesionales y técnicos en enfermería adscritos a un hospital del sur de chile, años 2022-2023. METODOLOGÍA: Estudio de corte transversal, en una muestra de 305 funcionarios. La recolección de la información se realizó con el instrumento compromiso organizacional de Meyer y Allen (1991), puntuación según escala Likert de 5 puntos, donde 1 corresponde a "totalmente en desacuerdo" y 5 es "totalmente de acuerdo"; análisis con estadística descriptiva e inferencial. Estudio autorizado por el Comité de ética científica. RESULTADOS: El instrumento logró consistencia interna adecuada, mediante alfa de Cronbach. El CO observado fue "neutral o indiferente" con tendencia a "de acuerdo", según escala Likert. El Compromiso Afectivo (CA) fue superior respecto a los demás dominios. El Compromiso Normativo (CN) del nivel técnico mostró ser fuerte, así como los funcionarios divorciados y viudos. El Compromiso de Continuidad (CC) resultó ser el dominio con promedio más bajo. A mayor edad, aumentó el CA. CONCLUSIONES: los funcionarios mostraron un nivel medio de compromiso organizacional con tendencia a alto, por lo que se debe fortalecer el lazo afectivo del binomio funcionario/organización, de manera que juegue un papel positivo en la calidad de la atención otorgada hacia sus usuarios.

INTRODUCTION: Organizational Commitment (OC) is considered a crucial link between an organization and its employees, significantly impacting satisfaction, performance, productivity, and professional investment. OBJECTIVE: To assess organizational commitment among nursing professionals and technicians in a hospital in southern Chile between 2022 and 2023. METHODOLOGY: This was a cross-sectional study involving a sample of 305 staff members. Data collection utilized Meyer and Allen's (1991) Organizational Commitment tool, employing a 5-point Likert scale where 1 signifies "completely disagree" and 5 indicates "completely agree." Analysis encompassed descriptive and inferential statistics. RESULTS: The instrument demonstrated sound internal consistency, supported by Cronbach's alpha. Observed OC tended towards a "neutral or indifferent" stance with a leaning towards "agreement" on the Likert scale. Affective Commitment (AC) exhibited higher levels compared to other domains. Normative Commitment (NC) among technical-level employees were robust, and particularly notable among divorced and widowed staff. Continuance Commitment (CC) emerged as the domain with the lowest average. AC showed an increase with age. CONCLUSIONS: Staff exhibited a moderate level of organizational commitment with a propensity towards a higher level, suggesting the need to reinforce the emotional bond between employees and the organization to positively influence the quality of care provided.

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Resumo O artigo investiga a correlação entre engajamento e qualidade de vida no trabalho dos profissionais de enfermagem de um hospital público do interior do estado de São Paulo, no início da pandemia de COVID-19. Estudo transversal, descritivo e correlacional, com profissionais de enfermagem, realizado entre dezembro de 2020 e janeiro de 2021. Foram utilizadas as versões brasileiras da Utrecht Work Engagement Scale (UWES) e da Escala de Avaliação da Qualidade de Vida no Trabalho (QVT), segundo modelo de Walton. Os profissionais de enfermagem apresentaram correlação forte e positiva (r≥0.70) entre o domínio integração social da QVT e a dimensão vigor da UWES (r=0,88; p=<0,001); correlação positiva moderada (r≥0.40≤0.69) entre as condições de trabalho (QVT) e as dimensões vigor (r=0,40; p=<0,001), dedicação (r=0,40; p=<0,001) e escore geral (r=0,41; p=<0,001) da UWES. As correlações foram positivas e fracas (r≤0.39) para os demais domínios da QVT e as dimensões da UWES. Concluiu-se que os profissionais com níveis satisfatórios de qualidade de vida tendem a ter níveis mais altos de engajamento no trabalho. No início da pandemia de COVID-19, os profissionais de enfermagem estavam fortemente engajados e satisfeitos com sua qualidade de vida no trabalho.

Abstract This article investigates the correlation between work engagement and work-related quality of life among nursing staff at a public hospital in São Paulo State, at the onset of the COVID-19 pandemic. A descriptive, correlational, cross-sectional study of nursing personnel was conducted from December 2020 to January 2021, using the Brazilian versions of the Work & Well-being Survey (Utrecht Work Engagement Scale - UWES) and the Work-related Quality of Life (WRQoL) scale, following Walton's model. Nursing staffs returned a strong positive correlation (r≥0.70) between the social integration domain of the WRQoL and the vigour dimension of the UWES (r=0.88; p=<0.001); a moderate positive correlation (r≥0.40≤0.69) between working conditions (WRQOL) and the vigour (r=0.40; p<0.001), dedication (r=0.40; p<0.001) and overall score (r=0.41; p<0.001) dimensions of the UWES. Correlations were positive and weak (r≤0.39) for the other WRQoL domains and the UWES dimensions. It was concluded that personnel with satisfactory levels of quality of life tend to show higher levels of engagement at work. At the onset of the COVID-19 pandemic, nursing professionals were strongly engaged and satisfied with their work-related quality of life.

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Resumo O artigo analisa a associação entre níveis de fadiga por compaixão e engajamento no trabalho com a COVID-19 em profissionais de enfermagem. Estudo longitudinal, tipo antes e depois, realizado com profissionais de enfermagem da linha de frente, nos períodos pré-pandêmico e pandêmico. Utilizou-se as versões brasileiras da Professional Quality of Life Scale e da Utrecht Work Engagement Scale. Observou-se altos níveis de satisfação por compaixão (≥43,0), baixos níveis de burnout (<23,0) e estresse traumático secundário (<23,0); e níveis altos de vigor (≥4,0 e ≤4,99), absorção (≥4,0 e ≤4,99) e escore geral (≥4,0 e ≤4,99). Houve correlação moderada, negativa e significativa do burnout com vigor (r: -0,505; p-valor: <0,001), no pré-pandemia; e com o escore geral, no pré-pandemia (r: -0,543; p-valor: <0,001) e período pandêmico (r: -0,458; p-valor: <0,001). Não houve alterações nos níveis de engajamento no trabalho. Profissionais com fadiga por compaixão tiveram redução do vigor, absorção e escore geral, classificados como médios no período pandêmico (≥2,0 e ≤3,99); e aumento da dedicação, que era baixa (≥1,0 e ≤1,99) no pré-pandemia. Concluiu-se não haver associação danosa entre fadiga por compaixão e engajamento no trabalho com a COVID-19 nos profissionais de enfermagem.

Abstract This article examines the association between levels of compassion fatigue and work engagement with COVID-19 in nursing professionals. A longitudinal, before-and-after study was conducted with nursing professionals working in the frontline in the pre-pandemic and pandemic periods. Our study applied the Brazilian versions of the Professional Quality of Life Scale and the Utrecht Work Engagement Scale. High levels of compassion satisfaction (≥43.0), low levels of burnout (<23.0) and secondary traumatic stress (<23.0), as well as high levels of vigor (≥4.0 and ≤4.99), absorption (≥4.0 and ≤4.99), and overall score (≥4.0 and ≤4.99) were observed. Moderate, negative, and significant correlations of burnout with vigor (r: -0.505; p-value: <0.001), in the pre-pandemic period; and with overall score, in the pre-pandemic (r: -0.543; p-value: <0.001) and pandemic periods (r: -0.458; p-value: <0.001), were also observed. No changes in levels of work engagement were found. Professionals with compassion fatigue showed decreased vigor, absorption, and overall score, rated as medium in the pandemic period (≥2.0 and ≤3.99), and an increased dedication, which was low (≥1.0 and ≤1.99) in the pre-pandemic period. It was concluded that there is no harmful association between compassion fatigue and work engagement with COVID-19 in nursing professionals.

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Background: Nurses face high levels of stress and work demands, which can affect their work engagement and psychological well-being. Resilience and self-efficacy have been identified as important resources to improve nurses' adaptation and work engagement. Objective: This study aimed to evaluate the mediating role of self-efficacy in the relationship between resilience and stress on work engagement in Peruvian nurses. Methods: A cross-sectional design was used, and data were collected from a sample of 459 nurses. Self-report questionnaires were administered to measure self-efficacy, resilience, stress, and work engagement. SEM analyses were performed to examine the relationship between these variables, and a mediation analysis was conducted to evaluate the role of self-efficacy as a mediator in the relationship between resilience, stress, and work engagement. Results: The results indicated a positive relationship between resilience, self-efficacy, and work engagement, as well as a negative relationship between stress and work engagement. Additionally, self-efficacy mediated the relationship between resilience and work engagement, as well as the relationship between stress and work engagement in nurses. Conclusion: Personal resources such as self-efficacy are a key factor in the relationship between resilience (work resources), stress (work demands), and work engagement of Peruvian nurses. Strengthening self-efficacy and resilience can improve work engagement and personal satisfaction of nurses. Hospital administrators and nursing managers should consider the importance of resilience, stress, work engagement, and self-efficacy in registered nurses and develop effective strategies to improve them. This can have a positive impact on the quality of care provided to patients and on the job satisfaction of nurses.

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Resumo O presente estudo tem como objetivo investigar em que medida o controle burocrático e o suporte organizacional afetam o engajamento no trabalho de funcionários públicos e o papel mediador do empoderamento psicológico. Para alcançar esse objetivo, foi realizado um levantamento junto a 159 servidores públicos de dois tribunais de contas brasileiros, com posterior aplicação de análise fatorial exploratória, técnicas de parcelamento, análise fatorial confirmatória e regressão de mínimos quadrados ordinários (OLS). Os resultados evidenciam que há mediação total negativa entre controle burocrático e engajamento no trabalho por meio do empoderamento psicológico. O efeito do suporte organizacional no engajamento no trabalho é parcial e positivamente mediado pelo empoderamento psicológico. Assim, o empoderamento psicológico parece ser um importante mecanismo por meio do qual os funcionários públicos reagem a características do contexto de trabalho, sendo enfraquecido em situações de controle burocrático exacerbado ou de falta de suporte organizacional, com consequências para o nível de entusiasmo e dedicação. Os achados são discutidos à luz de suas implicações teóricas e práticas para a gestão no setor público.

Resumen El presente estudio tuvo como objetivo investigar hasta qué punto el control burocrático y el apoyo organizacional afectan el compromiso laboral de los servidores públicos y el papel mediador del empoderamiento psicológico. Para lograr este objetivo, se llevó a cabo una investigación cuantitativa, basada en datos recolectados de 159 servidores públicos de dos tribunales de cuentas brasileños, con la aplicación posterior de análisis factorial exploratorio, división de variables, análisis factorial confirmatorio y regresión de mínimos cuadrados ordinarios (OLS). Los resultados muestran que existe una mediación negativa total entre el control burocrático y el compromiso laboral a través del empoderamiento psicológico. El efecto del apoyo organizacional sobre el engagement en el trabajo está parcialmente y positivamente mediado por el empoderamiento psicológico. Así, el empoderamiento psicológico constituye un mecanismo importante a través del cual los servidores públicos reaccionan a las características del contexto de trabajo, debilitándose en situaciones de control burocrático exacerbado o falta de apoyo organizacional, con consecuencias en el nivel de entusiasmo y dedicación. Los hallazgos se discuten a la luz de sus implicaciones teóricas y prácticas para la gestión en el sector público.

Abstract The study investigates how bureaucratic control and organizational support affect the civil servant's work engagement and the mediating role of psychological empowerment. The research adopted a quantitative approach using data collected from 159 public servants of Brazilian courts of accounts, with subsequent application of exploratory factor analysis, parceling techniques, confirmatory factor analysis, and ordinary least squares regression (OLS). The results show a negative mediation of psychological empowerment in the relationship between bureaucratic control and work engagement and a partial and positive mediation between organizational support and work engagement. Thus, psychological empowerment constitutes an important mechanism through which civil servants react to characteristics of the work context, being weakened in situations of exacerbated bureaucratic control or lack of organizational support, with consequences for the level of enthusiasm and dedication. The findings are discussed in light of their theoretical and practical implications for management in the public sector.

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Resumo Servidores públicos têm diferentes níveis de engajamento no trabalho ao longo da vida laboral. Essas variações, denominadas "ciclos de engajamento no trabalho", ocorrem graças aos recursos disponíveis e às demandas do ambiente de trabalho. Diante disso, o presente artigo busca descrever os ciclos de engajamento no trabalho de servidores públicos federais com base em suas histórias de vida profissional, evidenciando demandas e recursos relevantes do ambiente ocupacional na trajetória dessas pessoas. Usando o modelo job demands-resources (JD-R) e a metodologia de mapas cognitivos, foi possível identificar um ciclo positivo do engajamento no trabalho, um ciclo reforçador - relacionado com oportunidades e valorização - e dois ciclos de desequilíbrio, um ligado à produtividade disfuncional e, outro, à descontinuidade administrativa. A análise dos ciclos de engajamento permitiu identificar recursos do ambiente de trabalho que interferem de diferentes maneiras no engajamento de servidores públicos. Por fim, foi utilizado o conceito de "ciclo de enfrentamento" como subsídio de políticas para servidores desengajados.

Resumen Los servidores públicos tienen diferentes niveles de compromiso en el trabajo a lo largo de su vida laboral. Estas variaciones, llamadas ciclos de compromiso laboral, ocurren debido a los recursos disponibles y las demandas del entorno laboral. Frente a eso, el presente trabajo buscó describir los ciclos de compromiso en el trabajo de los servidores públicos federales a partir de sus historias de vida profesional, destacando demandas y recursos del ambiente laboral relevantes en la trayectoria laboral de esas personas. Utilizando el modelo job demands-resources (JD-R) y la metodología de mapas cognitivos, fue posible identificar un ciclo positivo de compromiso en el trabajo, un ciclo de refuerzo ‒ relacionado con oportunidades y apreciación ‒ y dos ciclos de desequilibrio, uno relacionado con la productividad disfuncional y el otro con la discontinuidad administrativa. El análisis de los ciclos de compromiso permitió identificar los recursos del ambiente de trabajo que interfieren de diferentes formas en el compromiso de los servidores públicos. Finalmente, se utilizó el concepto de "ciclo de afrontamiento" como base de las políticas para los servidores desinteresados.

Abstract Civil servants have different levels of work engagement throughout their working lives. These variations are the work engagement cycles, which occur based on available resources and work environment demands. This study describes the work engagement cycles of federal civil servants based on their professional life histories, highlighting the demands and resources of the work environment in their professional trajectory. Using the job demands-resources (JD-R) model and the cognitive maps methodology, it was possible to identify a positive cycle of work engagement, a reinforcing cycle (related to opportunities and appreciation), and two disequilibrium cycles, one related to dysfunctional productivity and the other to administrative discontinuity. The analysis of the engagement cycles allowed the identification of work environment resources that interfere in the engagement of public servants in different ways. Finally, the concept of "coping cycle" was used as a subsidy of policies for disengaged servants.

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Background: Life satisfaction as well as job satisfaction of teachers has a significant impact on educational outcomes. Objective: To evaluate a model of factors predicting life satisfaction through the mediating role of job satisfaction. Methods: This was a cross-sectional study, with a sample of 300 primary school teachers of both sexes (68% female, 32% male) and with a mean age of 42.52 years (SD = 10.04). They were administered the General Self-Efficacy Scale, the Satisfaction with Life Scale (SWLS), the Workload Scale (ECT), the Generic Job Satisfaction Scale, and the Organizational Commitment Questionnaire (OCQ). Structural equation modeling (SEM) was used for data analysis. Results: The SEM analysis found significant goodness-of-fit indices: (χ2 = 13.739; df = 5; p = <0.001; CFI = 0.99, TLI = 0.98, RMSEA = 0.05, SRMR = 0.04). Specifically, self-efficacy and organizational commitment were positive predictors of job satisfaction, while workload was a negative predictor of job satisfaction. The mediating effect of job satisfaction between self-efficacy, life satisfaction, workload, and overall life satisfaction was confirmed. Conclusion: The results confirm the importance of self-efficacy, organizational commitment, and workload in job satisfaction and overall life satisfaction of elementary education teachers. Job satisfaction acts as a mediator in this relationship. It is important to reduce workload and promote self-efficacy and organizational commitment to improve the well-being and satisfaction of teachers.

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With the onset of the COVID-19 pandemic, the rapid spread of the SARS-CoV-2 virus became a global health threat affecting people's mental and physical health, as well as working conditions and modalities. The reorganization of the work environment also affected work engagement and psychological distress levels. This manuscript assesses how work engagement and distress vary according to gender and age across three working modalities. We used a voluntary response sampling strategy to collect data on psychological distress and work engagement between August 2021 and January 2022. Results are from 542 people working in Ecuador during the COVID-19 pandemic. Overall, participants experienced psychological distress; women and younger participants presented higher psychological distress. Regarding engagement, the sample showed average levels of total engagement, average levels of vigor, and high levels of dedication and absorption. Men presented higher levels of total work engagement and vigor. Psychological distress was significantly and negatively correlated with total work engagement scores and its three factors. There were no differences in work engagement according to the different modalities. However, teleworkers reported significantly higher levels of psychological distress than hybrid workers. Findings are discussed considering ideas for decision-makers to explore the benefits of flexible working practices.

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Based on the Conservation of Resources Theory, this longitudinal study analyzes the contribution of organizational affective commitment during the preparation phase of a peacekeeping mission (T1) to explain the well-being of soldiers during that mission (T2). A sample of 409 Brazilian army participants in the MINUSTAH (United Nations Stabilization Mission in Haiti) was used in two waves - preparation of the troops in Brazil, and their deployment in Haitian territory. The data analysis was performed using structural equation modeling. The results supported organizational affective commitment during the preparation phase (T1) positively predicting the general well-being (perception of health and general satisfaction with life) of these soldiers during the deployment phase (T2). The workplace well-being (i.e. work engagement) of these peacekeepers was also found to mediate this relationship. Theoretical and practical implications are discussed, and limitations and suggestions for future research are presented.

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Introducción: La calidad de vida laboral es un proceso dinámico que favorece el desarrollo humano y el bienestar de los trabajadores, cuya percepción puede determinar el compromiso con su organización. Objetivo: Determinar la relación entre la calidad de vida laboral y el compromiso con el trabajo en el personal de enfermería de un hospital público. Métodos: Estudio transversal realizado en una muestra constituida por 43 enfermeros de un servicio de emergencia, los cuales respondieron el cuestionario de calidad de vida laboral en hospitales públicos y la escala Utrecht de compromiso en el trabajo. Se estimaron frecuencias y porcentaje, medias y desviación estándar. Se utilizó la prueba de correlación de Spearman. Resultados: Los enfermeros presentaron un buen nivel de compromiso en el trabajo (4,70 ± 0,99), la dedicación fue la dimensión mejor valorada, seguida del vigor (4,74 ± 0,85) y absorción (4,59 ± 1,35). La calidad de vida laboral media fue alta (2,18 ± 0,34). El bienestar logrado a través del trabajo fue la dimensión mejor valorada. El compromiso en el trabajo y la calidad de vida laboral tuvieron una relación significativa (rho= 0,875; p≤ 0,001). Conclusiones: La calidad de vida laboral en el personal de enfermería tiene una relación directa y alta con el compromiso.

Introduction: The quality of working life is a dynamic process that favors human development and the well-being of workers, whose perception can determine the commitment to their organization. Objective: To determine the relationship between the quality of working life and the engagement in the nursing staff of a public hospital. Methods: Cross-sectional study carried out in a sample of 43 nurses from an emergency department, who answered the questionnaire of quality of working life in public hospitals and the Utrecht scale of commitment at work. Frequencies and percentage, means and standard deviation were estimated. The Spearman correlation test was used. Results: Nurses presented a good level of commitment at work (4.70 ± 0.99), dedication was the best valued dimension, followed by vigor (4.74 ± 0.85) and absorption (4.59 ± 1.35). The mean quality of working life was high (2.18 ± 0.34). The well-being achieved through work was the dimension best valued. Work engagement and quality of working life had a significant relationship (rho= 0.875; p≤ 0.001). Conclusions: The quality of working life in the nursing staff had a direct and high relationship with engagement.

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Unlike much research on work engagement, there is not much literature focused on managers that discuss their job demands and resources related to digital challenges in today's organizations. Grounded in the JD-R model and considering the current digital world context, we build four research propositions and offer a work engagement framework that considers the boundary conditions of digital managerial tasks. Our conceptual framework relates the new job demands and resources to digital managerial tasks: digital adoption tasks and digital business model tasks. This conceptual article has theoretical and practical implications for organizational psychology, organizational behavior, and strategic management scholars and practitioners interested in studying managers' work engagement and digital managerial tasks.

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This study aimed to evidence the validity and reliability of the Ecuadorian version of the Adult Dispositional Hope Scale, one of the most studied concepts of positive psychology. The adaptation process included translation and semantic and idiomatic validation. For content validation, an expert review and focus group were conducted. The questionnaire was applied to 2423 workers in Ecuador with a mean age of 37 years (SD = 9.04), and 65.6% were women. A confirmatory factor analysis was conducted to assess the validity of the scale's dimensionality. The reliability and convergent and discriminant validity were also evaluated. In order to investigate the best solution for an Ecuadorian version of the Adult Dispositional Hope Scale, four structural models were assessed. The unidimensional solution was the most adequate structure for the scale. The internal consistency of the scale was adequate. The Adult Dispositional Hope Scale (ADHS) was developed to assess this positive psychological state and has been the most used tool in many contexts. To our knowledge, this study is the first to adapt the Adult Dispositional Hope Scale into the Ecuadorian context and evaluate its validity. The findings support its reliability, factorial, and construct validity in the Ecuadorian context. Furthermore, the results show that dispositional hope acts as a protective factor, promoting work engagement and preventing burnout.

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Introduction: Precariousness of medical work, with loss of autonomy and devaluation, in addition to unstable and non-guaranteed employment bonds, has caused health problems in professionals, hampering the assistance provided. Research shows a high prevalence of stress, burnout, depression, and suicide among physicians. This study investigated aspects of mental health in physicians from the state of Paraná, Brazil. Objectives: We aimed to evaluate indicators of stress, burnout, and work engagement measured by inventories specifically designed for each one: Stress Symptoms Inventory, Burnout Syndrome Inventory, Utrecht Work Engagement Scale, respectively. Methods: The professionals answered the questionnaires remotely, after accepting the invitation for the study and signing the consent form. Results: A total of 1,201 physicians answered the questionnaires, with mean age of 37 years; 53.9% of participants were women; 63.5% graduated in Paraná. Of the total number of participants, 97.5% and 93.4% presented psychological and physical symptoms of stress, respectively. According to the Inventário da Síndrome de Burnout, the prevalence of diagnosis of burnout was estimated at 59.4%. As for work engagement, 40% of participants showed very high levels in the overall score of the construct. Conclusions: Most physicians showed signs of stress; burnout rates were high; negative organizational conditions prevailed in the work environment; work engagement was frequent.

Introdução: A precarização do trabalho médico, com a perda de autonomia e a desvalorização, além de vínculos empregatícios instáveis e sem garantias, tem provocado problemas de saúde nos profissionais, prejudicando a assistência prestada. Pesquisas mostram elevada prevalência de estresse, burnout, depressão e suicídio entre médicos. Este estudo investigou aspectos da saúde mental de médicos do estado do Paraná, Brasil. Objetivos: Pretendeu-se avaliar indicadores de estresse, burnout e engajamento no trabalho, aferidos pelos inventários elaborados especificamente para cada um: Inventário de Sintomatologia de Estresse, Inventário da Síndrome de Burnout, Utrecht Work Engagement Scale, respectivamente. Métodos: Os profissionais responderam remotamente aos questionários, após aceitar o convite e assinar o termo de consentimento. Resultados: Responderam 1.201 médicos, com média de idade de 37 anos; 53,9% dos participantes eram mulheres; 63,5% se graduaram no Paraná. Do total de participantes, 97,5% e 93,4% apresentaram sintomas psicológicos e físicos de estresse, respectivamente. De acordo com o Inventário da Síndrome de Burnout, a prevalência do diagnóstico de burnout foi estimada em 59,4%. Quanto ao engajamento, 40% apresentaram nível muito alto na escala geral do constructo. Conclusões: A maioria dos médicos manifestou sinais de estresse; foi elevada a taxa de burnout; predominaram condições organizacionais negativas no ambiente de trabalho; o engajamento no trabalho foi frequente.

RESUMO

Abstract This study aimed to evidence the validity and reliability ofthe Ecuadorian version ofthe Adult Dispositional Hope Scale, one of the most studied concepts of positive psychology. The adaptation process included translation and semantic and idiomatic validation. For content validation, an expert review and focus group were conducted. The questionnaire was applied to 2423 workers in Ecuador with a mean age of 37 years (SD = 9.04), and 65.6% were women. A confirmatory factor analysis was conducted to assess the validity of the scale's dimensionality. The reliability and convergent and discriminant validity were also evaluated. In order to investigate the best solution for an Ecuadorian version ofthe Adult Dispositional Hope Scale, four structural models were assessed. The unidimensional solution was the most adequate structure for the scale. The internal consistency of the scale was adequate. The Adult Dispositional Hope Scale (ADHS) was developed to assess this positive psychological state and has been the most used tool in many contexts. To our knowledge, this study is the first to adapt the Adult Dispositional Hope Scale into the Ecuadorian context and evaluate its validity. The findings support its reliability, factorial, and construct validity in the Ecuadorian context. Furthermore, the results show that dispositional hope acts as a protective factor, promoting work engagement and preventing burnout.

Assuntos

RESUMO

Resumo Introdução: A simulação in situ (SIS) consiste em técnica de capacitação que ocorre no local real de trabalho como um método relevante para promover a fidelidade ambiental no cenário simulado. Objetivo: Este estudo teve como objetivo verificar o uso da SIS no mundo para compreender sua aplicabilidade na área de saúde. Método: Trata-se de uma revisão integrativa que adotou a seguinte questão norteadora: "Como tem sido utilizada a simulação in situ por profissionais da área da saúde?". Foram realizadas buscas nas bases PubMed, SciELO, LILACS e Web of Science, com as diferentes combinações dos descritores "simulação in situ", "saúde" e "medicina" (em português, inglês e espanhol) e os operadores booleanos AND e OR, com utilização de filtro temporal de 2012 a 2021. Encontraram-se 358 artigos, nos quais se aplicaram os critérios de inclusão e exclusão, seguindo as recomendações do Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA). Após revisão independente realizada por pares, com o uso do Rayyan, restaram 190 para esta revisão. Resultado: Os resultados mostraram que os Estados Unidos detêm a maioria absoluta das produções (97/51%), seguidos do Canadá, porém com grande diferença numérica (18/9,5%). A maior parte dos trabalhos está escrita em inglês (184/96,8%), é quase experimental (97/51%) e tem equipes multiprofissionais como público-alvo (155/81,6%). Os artigos têm 11.315 participantes e 2.268 intervenções de simulação. Os principais cenários de SIS foram os setores de urgência e emergência (114/60%), seguidos de UTI (17/9%), sala de parto (16/8,42%) e centro cirúrgico (13/6,84%). Os temas mais estudados foram RCP (27/14,21%), Covid-19 (21/11%), complicações do parto (13/6,8%) e trauma (11/5,8%). As vantagens apontadas incluem: atualização profissional e aquisição de habilidades e competências em ambiente próximo do real e de baixo custo por não depender de dispendiosos centros de simulação. Conclusão: Em todo o mundo, a SIS tem sido utilizada por profissionais da saúde como estratégia de educação na área de saúde, com bons resultados para aprendizagem e capacitações de diferentes momentos da formação profissional e com melhora da assistência. Ainda há muito o que expandir em relação ao uso da SIS, sobretudo no Brasil, na publicação de estudos sobre essa abordagem.

Abstract Introduction: The in situ simulation (ISS) consists of a training technique that takes place in the real workplace as a relevant method to promote environmental fidelity in the simulated scenario. Objective: To verify the use of the ISS in the world, to understand its applicability in healthcare. Method: This is an integrative review, which used the following guiding question: How has in situ simulation been used by health professionals? Searches were carried out in the PubMed, SciELO, LILACS and Web of Science databases, with different combinations of the following descriptors: in situ simulation, health and medicine (in Portuguese, English and Spanish) and the Boolean operators AND and OR using a temporal filter from 2012 to 2021. A total of 358 articles were found and the inclusion and exclusion criteria were applied, following the recommendations of the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA), and also with an independent peer review, using Rayyan, leaving 190 articles for this review. Results: The results showed that the United States has the absolute majority of productions (97/51%), followed by Canada, but with a large numerical difference (18/9.5%). Most of the works are written in English (184/96.8%), are quasi-experimental studies (97/51%), and have multidisciplinary teams as the target audience (155/81.6%). The articles have 11,315 participants and 2,268 simulation interventions. The main ISS scenarios were the urgent and emergency sectors (114/60%), followed by the ICU (17/9%), delivery room (16/8.42%) and surgical center (13/6.84%). The most frequently studied topics were CPR (27/14.21%), COVID-19 (21/11%), childbirth complications (13/6.8%) and trauma (11/5.8%). Discussion: The pointed-out advantages include the opportunity for professional updating with the acquisition of knowledge, skills and competencies, in an environment close to the real thing and at low cost, as it does not depend on expensive simulation centers. Conclusion: In situ simulation has been used by health professionals worldwide, as a health education strategy, with good results for learning and training at different moments of professional training, with improved care and low cost. There is still much to expand in relation to the use of ISS, especially in Brazil, in the publication of studies and experience reports on this approach.

RESUMO

Introducción: El bienestar laboral es un tema importante en las organizaciones, pues con este se busca mejorar las condiciones laborales y sociales en los contextos de trabajo, motivar al trabajador y promover el desarrollo personal, con el fin de desarrollar la salud, generando como ganancia el compromiso de los trabajadores Objetivo: Establecer la correlación entre el bienestar laboral y el compromiso organizacional Metodología: Revisión de la literatura. La información se obtuvo en diferentes bases de datos, considerando los descriptores y la conjunción de estos con operadores booleanos; así como con criterios de inclusión y exclusión. La información se organizó en una matriz de Excel, y se utilizó un diagrama de procesos para su elección. El análisis se ejecutó mediante un resumen analítico de investigación. Desarrollo y discusión: Se converge en que para una organización es importante el bienestar de los trabajadores y las intervenciones que puede realizar la gerencia para desarrollarlo. El compromiso de los trabajadores con la organización permite el crecimiento productivo Conclusión: La correlación que se establece entre el bienestar laboral y el compromiso organizacional es de conse-cuencia y en ambas vías: si un trabajador goza de bienestar laboral, se siente comprometido con la organización y da lo mejor de sí mismo hacia el logro de los objetivos organizacionales. A su vez, se alcanzan las metas personales, porque la organización se centra en promover el bienestar de sus empleados. Palabras clave: calidad de vida; compromiso laboral; promoción de la salud; salud laboral; satisfacción en el trabajo

Introduction: Labor well-being is an important issue in organizations, with this it seeks to improve working and social conditions in work contexts, motivate the worker and promote personal develop-ment in order to develop health, generating as a profit the commitment of workers Objective: Establish the correlation between the well-being work and the organizational commitment Methodology: A review of the literature was carried out, the information was obtained in different databases, considering the descriptors and the conjunction of these with Boolean operators; inclusion and exclusion criteria, the information was organized in an Excel matrix, a process diagram was used for the choice. The analysis was executed using an analytical summary of research. Development and Discussion: It converges on the importance that the well-being of workers has for an organization and the interventions that management can carry out to develop it. Conclusion: The correlation that is established between work well-being and organizational commit-ment is consequential and in both ways, if a worker enjoys work well-being he feels committed to the organization, gives the best of himself, towards the achievement of organizational objectives, in turn personal goals are achieved, because the organization focuses on promoting the well-being of its employees.

Introdução: O bem-estar no local de trabalho é uma questão importante nas organizações, pois busca melhorar as condições de trabalho e sociais nos contextos de trabalho, motivar o trabalhador e promover o desenvolvimento pessoal, com o objetivo de desenvolver a saúde, gerando como ganho o comprometimento dos trabalhadores. Objetivo: Estabelecer a correlação entre bem-estar no trabalho e comprometimento organizacional. Metodologia: Revisão da literatura. As informações foram obtidas em diferentes bancos de dados, considerando os descritores e a conjugação desses com operadores booleanos, bem como os critérios de inclusão e exclusão. As informações foram organizadas em uma matriz do Excel, e um diagrama de processo foi usado para sua eleição. A análise foi realizada por meio de um resumo analítico de pesquisa. Desenvolvimento e discussão: Há uma convergência sobre a importância do bem-estar dos fun-cionários para uma organização e as intervenções que a gerência pode fazer para desenvolvê-lo. O compromisso dos funcionários com a organização possibilita o crescimento produtivo. Conclusão: A correlação entre bem-estar no trabalho e o comprometimento organizacional é bidi-recional: se um funcionário desfruta de bem-estar no trabalho, ele se sente comprometido com a organização e dá o melhor de si para atingir as metas organizacionais. Por sua vez, as metas pessoais são alcançadas, porque a organização se concentra em promover o bem-estar de seus funcionários.

Assuntos