Sistemas de trabalho de alto desempenho e um modelo de organização saudável contra o impacto psicológico do COVID-19 nos profissionais de saúde

Autores

  • Rosa María Benítez-Saña Investigadora, Facultad de Estudios Sociales y del Trabajo, Universidad de Málaga, Málaga, España. Responsable de Recursos Humanos, Agencia Pública Empresarial Sanitaria Costa del Sol, Málaga, España. https://orcid.org/0000-0002-5229-6152

DOI:

https://doi.org/10.18046/j.estger.2021.159.4376

Palavras-chave:

engagement no trabalho, organização saudável e resiliente, clima de compromisso, setor de saúde, COVID-19

Resumo

O objetivo deste trabalho foi delinear um modelo teórico de gestão de colaboradores nas organizações, cuja aplicação prática forneça ferramentas de gestão aos departamentos de recursos humanos, especificamente, na área da saúde. Como contribuição própria, desenvolve-se uma metodologia que reúne vários modelos de aplicação comprovados. Como resultado, obteve-se um modelo teórico proprietário e integrador, que combina os sistemas de trabalho de alto desempenho e o modelo de organização saudável e resiliente, como antecedentes do work engagement individual e coletivo no trabalho. Destacam-se as possíveis implicações práticas e a utilidade do modelo proposto para os departamentos de recursos humanos do setor saúde, para enfrentar o impacto psicológico que a pandemia COVID-19 teve nos profissionais de saúde.

Downloads

Os dados de download ainda não estão disponíveis.

Referências

Acosta, H., Salanova, M. y Llorens, S. (2011). ¿Qué prácticas organizacionales saludables son frecuentes en las empresas?: un estudio cualitativo. Fórum de Recerca, 16, 811-825.

Akingbola, K. y van den Berg, H. A. (2019). Antecedents, consequences, and context of employee engagement in nonprofit organizations. Review of Public Personnel Administration, 39(1), 46-74. https://doi.org/10.1177/0734371X16684910

Albrecht, S., Breidahl, E. y Marty, A. (2018). Organizational resources, organizational engagement climate, and employee engagement. Career Development International, 23(1), 67-85. https://doi.org/10.1108/CDI-04-2017-0064

Bakker, A. B., Albrecht, S. L. y Leiter, M. P. (2011). Work engagement: Further reflections on the state of play. European Journal of Work and Organizational Psychology, 20(1), 74-88. https://doi.org/10.1080/1359432X.2010.546711

Bakker, A. B. y Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology. 22(3), 309- 328. https://doi.org/10.1108/02683940710733115

Bakker, A. y Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209-223. https://doi.org/10.1108/13620430810870476

Bakker, A. B., Emmerik, H. V. y Euwema, M. C. (2006). Crossover of burnout and engagement in work teams. Work and Occupations, 33(4), 464-489. https://doi.org/10.1177/0730888406291310

Barsade, S. G. (2002). The ripple effect: Emotional contagion and its influence on group behavior. Administrative Science Quarterly, 47(4), 644-675. https://doi.org/10.2307/3094912

Barrick, M. R., Thurgood, G. R., Smith, T. A. y Courtright, S. H. (2015). Collective organizational engagement: Linking motivational antecedents, strategic implementation, and firm performance. Academy of Management Journal, 58(1), 11-135. https://doi.org/10.5465/amj.2013.0227

Bennett, N. y Lemoine, G. J. (2014). What a difference a word makes: Understanding threats to performance in a VUCA world. Business Horizons, 57(3), 311-317. https://doi.org/10.1016/j.bushor.2014.01.001

Broetje, S., Jenny, G. J. y Bauer, G. F. (2020). The key job demands and resources of nursing staff: An integrative review of reviews. Frontiers in Psychology, 11, 1-17. https://doi.org/10.3389/fpsyg.2020.00084

Bueno, M. y Barrientos-Trigo, S. (2020). cuidar al que cuida: el impacto emocional de la epidemia de coronavirus en las enfermeras y otros profesionales de la salud. Enfermería Clínica, Supplement 1, S35-S39. https://doi.org/10.1016/j.enfcli.2020.05.006

Butucescu, A., Zanfirescu, A. Ș. e Iliescu, D. (2020). The whys and wherefores of going the extra-mile as public health workers. Personality and Individual Differences, 153, 109646. https://doi.org/10.1016/j.paid.2019.109646

CNN (2020). Se desploman las economías de los países más afectados por la pandemia en América. Recuperado el 27 de septiembre de 2020, de: https://n9.cl/918gu

Demerouti, E., Bakker, A. B., Nachreiner, F. y Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499-512. https://doi.org/10.1037//0021-9010.86.3.499

Eldor, L. (2020). How collective engagement creates competitive advantage for organizations: A business-level model of shared vision, competitive intensity, and service performance. Journal of Management Studies, 57(2), 177-209.

Eurostat (2020). Estimación del Producto Interior Bruto de la Zona Euro. Eurostat News Release. Recuperado el 27 de septiembre de 2020, de: https://n9.cl/jx7k

García-Iglesias, J. J., Gómez-Salgado, J., Martín-Pereira, J., Fagundo- Rivera, J., Ayuso-Murillo, D., Martínez-Riera, J. R. y Ruiz Frutos, C. (2020). Impacto del SARS-CoV-2 (Covid-19) en la salud mental de los profesionales sanitarios: una revisión sistemática. Revista Española de Salud Pública, 94, 1-20.

Garrido-Lestache, A. (2016). Caso Hospital de Manises. En G. García y C. Soler (Drs.), Organizaciones saludables: diez casos de éxito (pp. 49- 58). Madrid: Thomson Reuters Aranzadi.

Harland, L., Harrison, W., Jones, J. R. y Reiter-Palmon, R. (2005). Leadership behaviors and subordinate resilience. Journal of Leadership & Organizational Studies, 11(2), 2-14. https://doi.org/10.1177/107179190501100202

Hernández, C. I., Llorens, S. y Rodríguez, A. M. (2014). Empleados saludables y calidad de servicio en el sector sanitario. Anales de Psicología, 30(1), 247-258. http://dx.doi.org/10.6018/analesps.30.1.143631

Instituto Nacional de Estadística (2020). Contabilidad Nacional. Producto Interior Bruto. Recuperado el 27 de septiembre de 2020, de: https://www.ine.es/prensa/pib_prensa.htm

Johansen, M. S. y Sowa, J. E. (2019). Human resource management, employee engagement, and nonprofit hospital performance. Nonprofit Management and Leadership, 29(4), 549-567. https://doi.org/10.1002/nml.21352

Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724. https://doi.org/10.5465/256287

Kissler, S. M., Tedijanto, C., Goldstein, E., Grad, Y. H. y Lipsitch, M. (2020). Projecting the transmission dynamics of SARS-CoV-2 through the postpandemic period. Science, 368(6493), 860-868.http://10.1126/science.abb5793

Laschinger, H. K. S., Grau, A. L., Finegan, J. y Wilk, P. (2010). New graduate nurses’ experiences of bullying and burnout in hospital settings. Journal of Advanced Nursing, 66(12), 2732-2742. https://doi.org/10.1111/j.1365-2648.2010.05420.x

Lertxundi, A. L. y Landeta, J. (2011). Estrategia competitiva y sistemas de trabajo de alto rendimiento. Revista Europea de Dirección y Economía de la Empresa, 20(2), 73-86.

Llorens, S., del Líbano, M. y Salanova, M. (2009). Modelos teóricos de salud ocupacional. En M. Salanova (Ed.), Psicología de la Salud Ocupacional (pp. 63-93). Madrid: Síntesis.

Luna-Arocas, R. y Camps-Torres, J. (2013). Las prácticas de alto rendimiento en recursos humanos: el caso español. Tec Empresarial, 1(1), 26-30.

Luthans, F., Avolio, B. J., Avey, J. B. y Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60(3), 541-572. https://doi.org/10.1111/j.1744-6570.2007.00083.x

Luthans, F. y Youssef, C. M. (2017). Psychological capital: An evidence-based positive approach. Annual Review of Organizational Psychology and Organizational Behavior, 4, 339-366. https://doi.org/10.1146/annurev-orgpsych-032516-113324

McAllister, M. y Lowe, J. (Eds.). (2011). The resilient nurse: empowering your practice. New York: Springer Publishing Company.

Peláez, M. J., Salanova, M. y Martinez, I. M. (2017). Hospital optimista: juntos podemos cambiar el mundo. Àgorade Salut 4, 277-286. http://dx.doi.org/10.6035/AgoraSalut.2017.4.29

Qiu, T., Yang, Y., Liu, C., Tian, F., Gu, Z., Yang, S. y Wu, H. (2020). The association between resilience, perceived organizational support and fatigue among Chinese doctors: A cross-sectional study. Journal of Affective Disorders. 265, 85-90. https://doi.org/10.1016/j.jad.2020.01.056

Serrano-Ripoll, M. J., Meneses-Echavez, J. F., Ricci-Cabello, I., Fraile- Navarro, D., Fiol-deRoque, M. A., Moreno, G. P. y Gonçalves-Bradley, D. (2020). Impact of viral epidemic outbreaks on mental health of healthcare workers: A rapid systematic review and meta-analysis. Journal of Affective Disorders. 277, 347-357 https://doi.org/10.1016/j.jad.2020.08.034

Salanova, M., Agut, S. y Peiró, J. M. (2005). Linking organizational resources and work engagement to employee performance and customer loyalty: The mediation of service climate. Journal of Applied Psychology, 90(6), 1217-1227. https://doi.org/10.1037/0021-9010.90.6.1217

Salanova, M., Llorens, S., Cifre, E. y Martínez, I. M. (2012). We need a hero! Toward a validation of the healthy and resilient organization (HERO) model. Group y Organization Management, 37(6), 785-822. https://doi.org/10.1177/1059601112470405

Salanova, M. y Schaufeli, W. (2009). El engagement en el trabajo. Cuando el trabajo se convierte en pasión. Madrid: Alianza Editorial.

Salanova, M., Llorens, S. y Martínez, I. M. (2019). Organizaciones saludables: una mirada desde la psicología positiva. Madrid: Aranzadi.

Santamaría, M. D., Ozamiz-Etxebarria, N., Rodríguez, I. R., Alboniga- Mayor, J. J. y Gorrotxategi, M. P. (2020). Impacto psicológico de la COVID-19 en una muestra de profesionales sanitarios españoles. Revista de Psiquiatría y Salud Mental, In Press. https://doi.org/10.1016/j.rpsm.2020.05.004

Schaufeli, W. (2012). Work engagement: What do we know and where do we go? Romanian Journal of Applied Psychology, 14(1), 3-10.

Schaufeli, W. B., Salanova, M., Gonzalez-Romá, V. y Bakker, A. B. (2002). The Measurement of engagement and burnout: A confirmative analytic approach. Journal of Happiness Studies, (3), 71-92. https://doi.org/10.1023/A:1015630930326

Schaufeli, W. B. y Taris, T. W. (2014). A critical review of the job demands-resources model: Implications for improving work and health. En G. Bauer y O. Hämming (Eds.), Bridging Occupational, Organizational and Public Health (pp. 43-68). Dordrecht: Springer. https://doi.org/10.1007/978-94-007-5640-3_4

Seligman, M. y Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, (55), 5-14. https://doi.org/10.1007/978-94-017-9088-8_18

Sirmon, D. G., Hitt, M. A., Ireland, R. D. y Gilbert, B. A. (2011). Resource orchestration to create competitive advantage: Breadth, depth, and life cycle effects. Journal of Management, 37(5), 1390-1412. https://doi.org/10.1177/0149206310385695

Stirpe, L. y Revilla, A. J. (2013). Efectos de la contratación temporal sobre los resultados de los sistemas de trabajo de alto rendimiento. Universia Business Review, (39), 14-31.

Swensen, S., Gorringe, G., Caviness, J. y Peters, D. (2016). Leadership by design: Intentional organization development of physician leaders. Journal of Management Development, 35(4), 549-570. https://doi.org/10.1108/JMD-08-2014-0080

Tang, T. W. y Tang, Y. Y. (2012). Promoting service-oriented organizational citizenship behaviors in hotels: The role of high-performance human resource practices and organizational social climates. International Journal of Hospitality Management, 31(3), 885-895. https://doi.org/10.1016/j.ijhm.2011.10.007

Publicado

2021-03-16

Como Citar

Sistemas de trabalho de alto desempenho e um modelo de organização saudável contra o impacto psicológico do COVID-19 nos profissionais de saúde . (2021). Estudios Gerenciales, 37(159), 167-177. https://doi.org/10.18046/j.estger.2021.159.4376