Características métricas del Cuestionario de Calidad de Vida Profesional (CVP-35)

Design, Implementation, and Adaptation of a Tutoring Program for the Competency Development of New Nurses in a Hospital Emergency Department

The healthcare environment faced by nurses is complex, with high workloads and situations of high comorbidity. The integration of nurses into the work environment is a cause for concern, and improvements are sought for their incorporation into the workforce. The benefits of mentoring programs are described not only for nurses but also for patients with safer practices and benefits for the institution due to the increased commitment of its professionals. A methodological article that illustrates the complete process to design and implement a tutoring program for new nurses in an emergency department is presented. The competency profile required for the figure of tutor was developed, including the steps followed for the development of the program and the structure and phases of which it is composed, as well as the validation of the evaluation instruments of the process. A strength was the participation of experts during the in-depth analysis of the competency profile, as well as in the adaptation of the evaluation items, which endorses the pertinence, relevance, usefulness, and clarity of the content of this program. The transparency in this methodology makes it possible to follow the steps for its reproduction and applicability in other hospitals.

Stress impact of COVID-19 in nurse managers

Background

The COVID-19 pandemic has directly affected specially nurses, not only those on the front lines but also nurse managers.

Aims

To assess and compare stress levels of nurse managers before and during the pandemic, and to identify predictive factors.

Method

Cross-sectional studies were carried out in two moments, before and during pandemic. 102 manager nurses were recruited before the sanitary crisis (2018) and 87 during the health crisis (2020). Perceived stress was measured with the Perceived Stress Scale-14 and quality of professional life, job demands, motivation and managerial support were assessed with the Professional Quality of Life Questionnaire. Socio-demographic and job-related variables were also analysed. Statistical analysis was performed using student's t-test, correlations and multiple regression analysis.

Results

The majority of nurse managers were women, married, who worked the morning shift. 78.2% managed nursing personnel who worked with COVID patients. They suffered a significant increase in both job demands and perceived stress level in the pandemic. Job demands, working in shifts morning, being young and being unmotivated were predictors of perceived stress level according to multiple linear regression analysis.

Conclusion

Perceived stress was greatest during the COVID-19 pandemic. Both, before and during the pandemic, job demands are central predictors of nurse managers' general perceived stress. It is necessary to adapt the workplace to personal characteristics of the nurse manager and increase actions to enhance their motivation and reduce their job demands to prevent stress.

Autonomous competences and quality of professional life of paediatric nurses in primary care, their relationship and associated factors: A cross-sectional study

AIMS AND OBJECTIVES

To identify the autonomous competences and quality of professional life of paediatric nurses in primary care, their relationship and possible associated factors.

BACKGROUND

The autonomous competences of paediatric nurses vary among healthcare providers in Catalonia, Spain. Autonomy is related to quality of professional life, but little is known about autonomous competences and other factors contributing to paediatric nurses' quality of professional life.

DESIGN

A cross-sectional study following the STROBE statement.

METHODS

Data from 206 paediatric primary care nurses were analysed. A self-administered survey consisting of an ad hoc questionnaire and a validated instrument to measure quality of professional life (QPL-35 questionnaire) was conducted. Descriptive, bivariate and general multivariate regression analyses were used to identify the relationship between autonomous competences and quality of professional life, and its predicting factors.

RESULTS

47.6% nurses reported a medium level of autonomous competences, 46.6% a high level, and 5.8% a low level. Quality of professional life was medium-high for the domains perception of managerial support and global perception of workload and for the item disconnect from work after work shift, and very high and high values for the domain intrinsic motivation and for the item quality of work life, respectively. Autonomous competences and perceived autonomy were factors associated with quality of professional life. Other associated factors were academic background, specific training and being a paediatric nurse specialist.

CONCLUSIONS

Paediatric nurses in primary care have a medium-high level of autonomous competences and they perceive a high level of autonomy. Autonomous competences and level of perceived autonomy are predictors of quality of professional life.

RELEVANCE TO CLINICAL PRACTICE

Enhancing paediatric nurses' autonomous competences and academic background, receiving specific training and being paediatric nurse specialists might improve their quality of professional life, healthcare quality and outcomes for the child population.

Relationship between Strength and Professional Quality of Life of Nurses Working Hospital Emergency Departments

Optimal quality of professional life can allow coping with stressful situations and avoiding fatigue. This is instrumental in jobs undergoing very demanding situations, such as nurses working in Emergency Departments. In this study, we investigated the relationship between functional and physiological indicators and the quality of professional life in nurses of Emergency Departments of two public hospitals. Fifty-nine professionals participated in the study. Cortisol (an indicator of stress) and post-test lactate (an indicator of fatigue) were analyzed in saliva and in the blood, respectively, at the beginning and at the end of the morning shift. The CVP-35 survey (Spanish version of the QPL-35 questionnaire) was used to assess the quality of professional life. Post-dynamometry circulating lactate levels increased significantly; meanwhile, salivary cortisol decreased in participants at the end of the working shift. Regarding dynamometry, no significant changes were observed. CVP-35/QPL-35 scores did not show significant changes in participants from both hospitals in all dimensions analyzed. In conclusion, nurses participating in the study displayed adaptation to stress accompanied by an acceptable level of professional quality of life. However, certain fatigue appears at the end of the working day. Altogether, results suggest that a better organization must be implemented at work, improving ergonomic, safe, and healthy conditions.

Professional Quality of Life of Healthcare Workers in Hospital Emergency Departments

In previous publications, we have reported that professionals in emergency departments undergo high levels of stress according to the amounts of salivary biomarkers (α-amylase and cortisol). The stress seems to be counteracted by increased levels of dehydroepiandrosterone. This hypothesis is confirmed in the answers to different tests indicating no working stress, no anxiety, optimal self-efficacy, and good sleeping quality. Altogether, these previous results suggest an optimal adaptation of these workers to the demanding situations that occur in emergency departments. To complete this research, we decided to evaluate the quality of life of health professionals working in the emergency departments of two Spanish hospitals. A descriptive cross-sectional study was carried out during the pre-pandemic months of July and August 2019. We determined the professional quality of life through the QPL-35 questionnaire in 97 participants, including nurses (n = 59) and medical doctors (n = 38). Answers to the test indicate that the studied participants working in emergency departments have a good perception of professional quality of life. This is reflected in the three dimensions of the questionnaire: managerial support, workloads, and intrinsic motivation. Based on the results of all answered tests, emergency healthcare staff seem to have adequate professional management, with levels of stress, sleep, and quality of life in line with a controlled lifestyle. Altogether, this would allow a correct adaptation to the demanding situations experienced in emergency departments. The relevance to clinical practice is that the COVID-19 pandemic has disrupted this controlled professional management.

Burnout and Quality of Life in Professionals Working in Nursing Homes: The Moderating Effect of Stereotypes

Objective

This study aimed to analyse how stereotypes towards older people moderate the relationship between burnout and quality of life (QoL) of professionals working in nursing homes.

Method

A total of 312 professionals were asked to complete questionnaires of burnout Maslach Burnout Inventory quality of Life (QPL-35) and aging stereotypes (CENVE). The moderation effects were tested using linear regression models.

Results

A negative association was observed between burnout and QoL. It was also found a statistically significant moderator effect of the total score of stereotypes and the health stereotypes, besides a marginally statistically significant moderator effect for motivational stereotypes. The moderator effects were different for people with low and high negative stereotypes. QoL was more affected under conditions of high burnout, in which people with more negative stereotypes tended to present higher QoL than people with lower negative stereotypes.

Conclusion

Highly burned-out professionals in nursing homes may avoid their negative feelings projecting them to residents through stereotypes, as a way of coping with burnout and increasing their QoL. However, this mechanism is an “aggressive reaction” and may have negative effects for both the older adult and the professional. The comprehension of these variables is essential for developing adequate intervention programs.

Quality of life of Family Health Strategy professionals: a systematic review

BACKGROUND

Individuals' quality of working life and motivation are directly related to their satisfaction and wellbeing. Although studies on the quality of life of family health workers have been conducted, there are none correlating these professionals' wellbeing with this work model.

OBJECTIVE

To review the scientific literature in order to identify the levels of quality of life, in their dimensions, of Family Health Strategy workers.

DESIGN AND SETTING

Systematic review of observational studies developed through a partnership between two postgraduate schools (Piracicaba and Uberlândia).

METHODS

The review followed the PRISMA recommendations and was registered in the PROSPERO database. Ten databases were used, including the "grey literature". Two evaluators selected the eligible studies, collected the data and assessed the risk of biases, independently. The JBI tool was used to assess the risk of bias. A complementary statistical analysis was conducted on the means and standard deviations of the results from the WHOQOL-100 and WHOQOL-bref questionnaires.

RESULTS

The initial search presented 1,744 results, from which eight were included in the qualitative analysis. The studies were published between 2007 and 2018. The total sample included 1,358 answered questionnaires. All the studies presented low risk of bias. The complementary analysis showed that the environmental factor (mean score 56.12 ± 2.33) had the most influence on the quality of life of community health workers, while physical health (mean score 14.29 ± 0.21) had the most influence on graduate professionals.

CONCLUSION

Professionals working within the Family Health Strategy had dimensions of quality of life that varied according to their professional category.

Personal and Work-Related Factors Associated with Good Care for Institutionalized Older Adults

Despite efforts to promote good care, many institutionalized older adults (IOA) experience elevated neglectful conditions and reduced person-centered care approaches. Based on the job demand–control model, this study aimed to analyze the relationship between nursing home professionals’ personal and organizational factors and good care provided to institutionalized older people. Data was collected through a self-administered survey completed by 208 nursing home staff members. Three dimensions of personal factors (i.e., personal accomplishment, depersonalization, and negative old age stereotypes) were significant predictors of good care. Depersonalization and negative old age stereotypes were negatively associated with IOA, and both good care and personal accomplishment were positively associated with good care in nursing homes. Only one work-related factor (i.e., management support) was positively associated with good care. Personal factors may play a significant role in good care. Management support offers a promising mechanism to promote good care among nursing home professionals. The findings support the need to change the focus on entirely completing care tasks to providing good care of residents in nursing homes that promotes management support, personal accomplishment, personalization and positive old age consideration, attitudes, and behaviors. Policies and interventions should be developed to address in a more humanized way.

Occupation and correlation between perceived quality of work life, emotional intelligence and coping strategies in university graduates

Introduction: Emotional intelligence is a decisive factor for adaptation to the work environment.Objective: To inquire into the employment location and the correlation between perceived quality of work life, emotional intelligence and stress coping strategies in graduates of a university from Manizales.Materials and methods: Analytical cross-sectional design. From a population of 1 245 graduates, 149 were asked about their working conditions using the CVP35 questionnaire on quality of work life, the TMMS-24 questionnaire on emotional intelligence, and the CRI-Y questionnaire on stress coping strategies.Results: 88.6% of the respondents work; 51.7% of them have a full-time job. In the CVP35, 53% of the participants were classified in the “quite a lot” category for the workload domain, 63.1% for the intrinsic motivation domain, 51.7% for the managerial support domain, and 4% for the perceived quality of life domain. Regarding the TMMS-24 questionnaire, 59.1% should improve their perception, 48.3% have an adequate level of comprehension, and 51% have adequate regulation. The level of emotional intelligence positively influences both the perception of quality of work life (QWL) and the type of stress coping strategies that are used.Conclusions: Emotional intelligence has a significant influence on young professionals’ perception of QWL, and thus on their work performance; therefore, their comprehensive training requires the inclusion of emotional competences in the different curricula in order to counteract the negative effects of work stress to improve their perception of QWL, so that, this way, they have a better work performance and a higher productivity when they enter the labor market.

Health Sciences-Evidence Based Practice questionnaire (HS-EBP) for measuring transprofessional evidence-based practice: Creation, development and psychometric validation

Introduction

Most of the EBP measuring instruments available to date present limitations both in the operationalisation of the construct and also in the rigour of their psychometric development, as revealed in the literature review performed. The aim of this paper is to provide rigorous and adequate reliability and validity evidence of the scores of a new transdisciplinary psychometric tool, the Health Sciences Evidence-Based Practice (HS-EBP), for measuring the construct EBP in Health Sciences professionals.

Methods

A pilot study and a subsequent two-stage validation test sample were conducted to progressively refine the instrument until a reduced 60-item version with a five-factor latent structure. Reliability was analysed through both Cronbach’s alpha coefficient and intraclass correlations (ICC). Latent structure was contrasted using confirmatory factor analysis (CFA) following a model comparison aproach. Evidence of criterion validity of the scores obtained was achieved by considering attitudinal resistance to change, burnout, and quality of professional life as criterion variables; while convergent validity was assessed using the Spanish version of the Evidence-Based Practice Questionnaire (EBPQ-19).

Results

Adequate evidence of both reliability and ICC was obtained for the five dimensions of the questionnaire. According to the CFA model comparison, the best fit corresponded to the five-factor model (RMSEA = 0.049; CI 90% RMSEA = [0.047; 0.050]; CFI = 0.99). Adequate criterion and convergent validity evidence was also provided. Finally, the HS-EBP showed the capability to find differences between EBP training levels as an important evidence of decision validity.

Conclusions

Reliability and validity evidence obtained regarding the HS-EBP confirm the adequate operationalisation of the EBP construct as a process put into practice to respond to every clinical situation arising in the daily practice of professionals in health sciences (transprofessional). The tool could be useful for EBP individual assessment and for evaluating the impact of specific interventions to improve EBP.

[Quality of professional life and musculoskeletal disorders in nurses]

OBJECTIVE

To characterize the conditions of quality of working life, the presence of muscle- skeletal disorders and the association between these variables in nursing staff of a public hospital in Zacatecas, Mexico.

METHOD

A cross-sectional study with descriptive-correlational scope was designed. A stratified random sampling per shift was used in 107 cases. The Questionnaire Professional Quality of Life (CVP-35) was applied as well as the Nordic Questionnaire Standardized for musculoskeletal pain and work-related risk factors questionnaire.

RESULTS

The quality of working life gained an average of 55.62 (SD=13.57), the intrinsic motivation was the best rated component with (M=75.06, SD=18.44), contrary to managerial support that got the lowest scores with (M=43.74, SD=21.71). The presence of risk factors in the development work of musculoskeletal problems obtained a mean of 50.10 (SD=26.69). The main musculoskeletal disorders occurred in the neck region, lumbar spine and knees with 42.1% for each one. The quality of working life decreased in the presence of muscle-skeletal problems in the lumbar region with (-0.188, p≤.050), dorsal (-0.206, p≤.050), neck (-0.175, p≤.050) and knees (-0.220, p≤.010).

CONCLUSIONS

It is necessary to improve the working conditions of nurses to reduce the presence of musculoskeletal problems and improve their quality of working life.

[Relationship between perceived emotional intelligence and professional quality of life with the achievement of occupational objectives in the costa del sol primary health care district]

Objetivo

Explorar la relación existente entre «calidad de vida profesional» e «inteligencia emocional percibida», y la relación de ambas con el grado de consecución de objetivos laborales en el Distrito de Atención Primaria Costa del Sol.

Diseño

Estudio observacional descriptivo transversal multicéntrico.

Emplazamiento

Distrito Sanitario Costa del Sol en la Provincia de Málaga.

Participantes

Muestra de profesionales de todas las categorías, fijos y contratados, de las Unidades de Gestión del Distrito Costa del Sol (n = 303). Respondieron 247 (81,5%).

Mediciones principales

Se recogieron los datos de porcentaje de consecución de objetivos del año 2010 y los datos sociodemográficos de los participantes; para ello se utilizaron cuestionarios autoadministrados diseñados ad hoc. Para medir la «inteligencia emocional percibida» y «calidad de vida profesional percibida», se utilizaron los cuestionarios TMMS-24 que mide las dimensiones: percepción, comprensión y regulación emocional y CVP-35 que mide las dimensiones: apoyo directivo, demanda de trabajo y motivación intrínseca.

Resultados

Se observaron correlaciones significativas entre calidad de vida profesional e inteligencia emocional en las categorías de regulación (p < 0,01) y comprensión (p < 0,05). También existían correlaciones significativas entre la profesión y tipo de contrato con la consecución de objetivos, (p < 0,005) y entre calidad de vida profesional y tipo de contrato (p < 0,05).

Conclusiones

La calidad de vida profesional percibida se relaciona con la percepción y la regulación como dimensiones de la inteligencia emocional. Desde los órganos de gestión se debe promover el conocimiento de métodos del manejo de las emociones en todos sus profesionales.

[Professional quality of life in the clinical governance model of Asturias (Spain)]

OBJECTIVE

To evaluate professional quality of life in our clinical governance model by comparing differences according to the time since the model's implementation (1-3 years) and the setting (primary or hospital care).

METHODS

A cross-sectional descriptive study was performed. The 35-item, anonymous, self-administered Professional Quality of Life Questionnaire, with three additional questions, was applied. A minimum sample size for each clinical governance unit/area (CGU/CGA) was calculated. Descriptive, univariate and bivariate analyses were performed using the 35 items separately. The subscales of « management support », « workload » and « intrinsic motivation » were used as dependant variables, and the setting and time since implementation of the CGU/CGA as independent variables.

RESULTS

Of the study population of 2572 professionals, 1395 (54%) responded (67% in primary care and 51% in hospital care). A total of 87% had been working for 5 years or more in their positions. Thirty-three percent had worked for less than a year in clinical governance. The item with the highest score was job training (8.39 ± 1.42) and that with the lowest was conflicts with peers (3.23 ± 2.2). Primary healthcare professionals showed better results in management support and quality of life at work and hospital professionals in workload. The clinical governance model obtained the best scores at 3 years and the worst at 1 year. These differences were especially favorable for clinical governance in hospitals: professionals working longer perceived a lower workload and more intrinsic motivation and quality of life.

CONCLUSIONS

A longer time working in the clinical governance model was associated with better perception of professional quality of life, especially in hospital care.

The challenges of developing an instrument to assess health provider motivation at primary care level in rural Burkina Faso, Ghana and Tanzania

BACKGROUND

The quality of health care depends on the competence and motivation of the health workers that provide it. In the West, several tools exist to measure worker motivation, and some have been applied to the health sector. However, none have been validated for use in sub-Saharan Africa. The complexity of such tools has also led to concerns about their application at primary care level.

OBJECTIVE

To develop a common instrument to monitor any changes in maternal and neonatal health (MNH) care provider motivation resulting from the introduction of pilot interventions in rural, primary level facilities in Ghana, Burkina Faso, and Tanzania.

DESIGN

Initially, a conceptual framework was developed. Based upon this, a literature review and preliminary qualitative research, an English-language instrument was developed and validated in an iterative process with experts from the three countries involved. The instrument was then piloted in Ghana. Reliability testing and exploratory factor analysis were used to produce a final, parsimonious version.

RESULTS AND DISCUSSION

This paper describes the actual process of developing the instrument. Consequently, the concepts and items that did not perform well psychometrically at pre-test are first presented and discussed. The final version of the instrument, which comprises 42 items for self-assessment and eight for peer-assessment, is then shown. This is followed by a presentation and discussion of the findings from first use of the instrument with MNH providers from 12 rural, primary level facilities in each of the three countries.

CONCLUSIONS

It is possible to undertake work of this nature at primary health care level, particularly if the instruments are kept as straightforward as possible and well introduced. However, their development requires very lengthy preparatory periods. The effort needed to adapt such instruments for use in different countries within the region of sub-Saharan Africa should not be underestimated.

[Measurement of the evaluative capacity of the CVP-35 questionnaire for perceiving the quality of professional life]

OBJECTIVE

To establish the CVP-35 evaluative properties to measure the professional quality of life (PQL).

DESIGN

Prospective, observational study.

SETTING

A primary care area in the Community of Madrid, Spain.

PARTICIPANTS

A total of 149 sanitary workers with some burnout sign measured by Maslach Burnout Inventory (MBI) participated.

MEASUREMENTS

They fulfilled MBI, Goldberg Health Questionnaire (GHQ-28), and CVP-35 questionnaires at the beginning and after a year of follow-up, in which 73 subjects took part in activities for coping stress. It was assessed the change of PQL and their domains managerial support (PQL-MS), work load (PQL-WL), intrinsic motivation (PQL-IM) for the subjects with variations at the MBI, or GHQ-28 punctuation greater than 0.5 SD of the initial distribution.

RESULTS

Variations in CVP-35 and their domains correlate weakly with changes in MBI and GHQ-28 (r<0.500), but they are congruent with the conceptual model. In the individuals with significant variations in the GHQ-28, they appreciate an average change in PQL and their domains between 0.18 and 0.55 points (absolute value). In those with significant variations in the MBI domains, PQL presented average absolute variations between 0.23 and 0.45 points, PQL-MS between 0.30 and 0.67, PQL-WL between 0.01 and 0.55 and PQL-IM between 0.22 and 0.83 points.

CONCLUSIONS

CVP-35 is a sensitive-to-change instrument under population point of view. Changes in PQL perception or in any of their domains of 0.5 points could be pointed as relevant.

Expressão artística e teleatendimento: perspectivas para a melhoria de qualidade de vida no trabalho

O presente trabalho relata uma experiência cujo objetivo é melhorar a qualidade de vida no trabalho de profissionais da área de atendimento telefônico utilizando práticas de arteterapia. A presença da arte nas organizações possibilita o resgate do lúdico e do abstrato em ambientes racionais, onde a emoção, a fala e os gestos são freqüentemente controlados e comedidos. O trabalho é desenvolvido em encontros semanais com grupos de aproximadamente oito pessoas, nos quais questões que permeiam a rotina dos funcionários são abordadas através de vivências com pinturas, desenhos, música, literatura, colagens, modelagens e criações a partir de sucatas. O autoconhecimento e a expressão proporcionados pelas vivências arteterapêuticas, além de melhorar a qualidade de vida e contribuir para a diminuição do estresse ocupacional, acaba por beneficiar os clientes que procuram o serviço de teleatendimento.

Professional quality of life and organizational changes: a five-year observational study in Primary Care

BACKGROUND

The satisfaction and the quality of life perceived by professionals have implications for the performance of health organizations. We have assessed the variations in professional quality of life (PQL) and their explanatory factors during a services management decentralization process.

METHODS

It was designed as a longitudinal analytical observational study in a Health Area in Madrid, Spain. Three surveys were sent out during an ongoing management decentralization process between 2001 and 2005. The professionals surveyed were divided into three groups: Group I (97.3% physicians), group II (92.5% nurses) and group III (auxiliary personnel). Analysis of the tendency and elaboration of an explanatory multivariate model was made. The PQL -35 questionnaire, based on Karasek's demand-control theory, was used to measure PQL. This questionnaire recognizes three PQL dimensions: management support (MS), workload (WL) and intrinsic motivation (IM).

RESULTS

1444 responses were analyzed. PQL increased 0.16 (CI 95% 0.04-0.28) points in each survey. Group II presents over time a higher PQL score than group I of 0.38 (IC 95% 0.18-0.59) points. There is no difference between groups I and III.For each point that MS increases, PQL increases between 0.44 and 0.59 points. PQL decreases an average of between 0.35 and 0.49 point, for each point that WL increases. Age appears to have a marginal association with PQL (CI 95% 0.00-0.02), as it occurs with being single or not having a stable relationship (CI 95% 0.01-0.41). Performing management tasks currently or in the past is related to poorer PQL perception (CI 95% -0.45 - -0.06), and the same occurs with working other than morning shifts (CI 95% -0.03 - -0.40 points).PQL is not related to sex, location of the centre (rural/urban), time spent working in the organization or contractual situation.

CONCLUSION

With the improvement in work control and avoiding increases in workloads, PQL perception can be maintained despite deep organizational changes at the macro-management level. Different professional groups experience different perceptions depending on how the changes impact their position in the organization.

Variables relacionadas con la satisfacción laboral: un estudio transversal a partir del modelo EFQM

OBJECTIVES

To identify the influence of the dimensions of people items and sociodemographic characteristics included in the EFQM model on high satisfaction of healthcare workers in a district hospital.

METHODS

We performed a cross-sectional study in November 2003. The questionnaire used was the personal satisfaction survey of the Basque Country (Spain). The outcome measure was a high degree of satisfaction (75th percentile or higher). Independent variables were sociodemographic and organizational characteristics. The association among variables was assessed using odds ratios (OR) and their 95% confidence interval (CI). Adjustment for confounders was performed by unconditional logistic regression.

RESULTS

On a scale from 0 to 10, the mean general satisfaction score was 5.95 (standard deviation, 2). Twenty-five percent of workers gave their general satisfaction with the organizational climate a score of 8 or more points. The most positively considered features were the environmental policy, hierarchical relations, promotion, and professional development. The most negatively viewed items were salary, knowledge and identification of objectives, and training. The variables most closely related to outcome were a favorable perception of training (adjusted OR = 5.04; 95% CI, 2.16-11.77) and recognition of the work performed (adjusted OR = 4.68; 95% CI, 2.20-10.08). Sociodemographic factors had less influence on satisfaction.

CONCLUSIONS

Almost half of the staff surveyed in our hospital were satisfied or highly satisfied with the organizational climate. Satisfaction was strongly associated with positive evaluation of organizational characteristics.