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Trabalho por turnos: consequĂȘncias ao nĂvel do conflito e desempenho
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Abstract(s)
Nas Ășltimas dĂ©cadas, o trabalho por turnos surgiu como um dos mĂ©todos de organização do tempo de trabalho mais presentes e que mais influĂȘncia tem na vida de muitos trabalhadores. As organizaçÔes especializadas na prestação de cuidados de saĂșde sĂŁo um forte exemplo de contextos, que de forma a poder assegurar a prestação de cuidados com qualidade ao longo do ciclo diĂĄrio de 24 horas, necessitam de uma grande quantidade de colaboradores a trabalhar segundo esta modalidade horĂĄria. Esta tem vindo a ser associada a diversos efeitos indesejĂĄveis tanto para os trabalhadores (tanto a nĂvel fisiolĂłgico, como psicolĂłgico e social) como tambĂ©m para as organizaçÔes (ao nĂvel do desempenho e do aumento de erros e acidentes). O conflito no seio dos grupos nas organizaçÔes Ă© uma realidade inevitĂĄvel devido Ă necessidade dos trabalhadores terem que cooperar entre si e de trocar informaçÔes e recursos de forma a atingirem os seus objectivos. As suas consequĂȘncias para a organização nĂŁo estĂŁo, no entanto, ainda bem definidas existindo uma divergĂȘncia entre o que a teoria refere e o que os estudos empĂricos demonstraram em relação Ă s vantagens/desvantagens da emergĂȘncia de conflitos focados na tarefa. No entanto, nĂŁo existe muita informação sobre a emergĂȘncia e consequĂȘncias do conflito e a organização do tempo de trabalho por turnos. O objectivo geral desta dissertação passa pela compreensĂŁo da organização do tempo de trabalho por turnos e da forma como esta se relaciona com o conflito. Pretende-se verificar tambĂ©m em que medida o desempenho Ă© influenciado, ou nĂŁo, pelo trabalho por turnos. Tendo em consideração os objectivos, foi desenvolvido um estudo numa Unidade Hospitalar, que consiste num contexto Ășnico com caracterĂsticas prĂłprias. Foram utilizadas duas escalas de avaliação: Escala de Avaliação do Conflito Intragrupal e Escala de Avaliação do Desempenho Grupal e construĂdo um questionĂĄrio sĂłcio demogrĂĄfico. Foi recolhido um total de 257 respostas vĂĄlidas de trabalhadores que tanto trabalhavam segundo um horĂĄrio fixo diurno (n=93), como trabalhavam por turnos (n=164).
Os resultados obtidos nĂŁo apontaram para a existĂȘncia de diferenças estatisticamente significativas entre o trabalho por turnos e os nĂveis de conflito percebido, nem entre o trabalho por turnos e os nĂveis de desempenho atribuĂdo pelos lĂderes dos grupos. No entanto os dados obtidos permitiram efectuar uma caracterização global da instituição no que diz respeito Ă forma com o conflito Ă© percebido. Nesta linha, verificou-se que nĂŁo existiam diferenças estatisticamente significativas entre gĂ©nero nem entre a antiguidade no grupo e a forma com o conflito nos grupos de trabalho era percebido. Verificou-se no entanto a presença de diferenças estatisticamente significativas em algumas componentes do conflito em relação ao tipo de vĂnculo e Ă experiĂȘncia profissional. Este tipo de diferenças foi tambĂ©m verificado entre alguns dos grupos de trabalho analisados. As escalas utilizadas revelaram uma boa consistĂȘncia interna mas anĂĄlises mais completas serĂŁo necessĂĄrias no futuro de forma que estas possam ser validadas para este contexto.
In the last few decades, the shift work immerged as one of the most common time work organizational method and which more influence it has in the life of many workers. The organizations specialized in health care are a strong example of contexts, that in a way to guarantee a quality health care during a 24 hours period, need a large amount of employees working by this hourly modality. This modality has been being associated to several undesirable effects both to the employees (in physiological, psychological and social levels) and the organizations (in the performance level and the increase of errors and accidents). The conflict within the group in the organizations is an inevitable reality due to the workersâ need of cooperation between them and the information and resources exchanges so they achieve their goals. Its consequences to the organization are not, however, well defined, subsisting a divergence between what the theory suggests and what the empirical studies demonstrates regarding to the advantages/disadvantages of the conflict emergence focus on the task. Nevertheless, there are not many information about the conflict emergence and its consequences and the shift work time organization. The main goal of this dissertation is the comprehension of the shift work time organization and the way in which it is related with the conflict. It is also intended to verify in which way the performance is affected, or not, by the shift work. Taking into account these goals, it was developed a study in an Hospital Unity, which consists a unique context with characteristics of its own. It was used two evaluation scales: âEscala de Avaliação do Conflito Intragrupalâ and âEscala de Avaliação do Desempenho Grupalâ and it was built a sociodemographic questionnaire. It was collected a total of 257 valid answers of workers that work in a fixed schedule day (n=93) and in shifts schedules (n=164). The results obtained did not indicate the existence of statistically significant differences between the shift work and the perception levels of conflict, neither between the shift work and the performance levels assigned by the group leaders. However the results allowed making a global characterization of the institution regarding the way which conflict is perceived. It was also found that did not exist statistically significant differences between gender or the seniority within the group and the way in which conflict in the work group was perceived. It was possible to notice, however, the presence of statistically significant differences in some conflict components regarding the type of bond and the professional experience. This type of differences was also noticed between some of the work groups analyzed. The scales that were used revealed a good internal consistency but more complete analysis will be necessary in the future to allow that these scales can be validated for this context.
In the last few decades, the shift work immerged as one of the most common time work organizational method and which more influence it has in the life of many workers. The organizations specialized in health care are a strong example of contexts, that in a way to guarantee a quality health care during a 24 hours period, need a large amount of employees working by this hourly modality. This modality has been being associated to several undesirable effects both to the employees (in physiological, psychological and social levels) and the organizations (in the performance level and the increase of errors and accidents). The conflict within the group in the organizations is an inevitable reality due to the workersâ need of cooperation between them and the information and resources exchanges so they achieve their goals. Its consequences to the organization are not, however, well defined, subsisting a divergence between what the theory suggests and what the empirical studies demonstrates regarding to the advantages/disadvantages of the conflict emergence focus on the task. Nevertheless, there are not many information about the conflict emergence and its consequences and the shift work time organization. The main goal of this dissertation is the comprehension of the shift work time organization and the way in which it is related with the conflict. It is also intended to verify in which way the performance is affected, or not, by the shift work. Taking into account these goals, it was developed a study in an Hospital Unity, which consists a unique context with characteristics of its own. It was used two evaluation scales: âEscala de Avaliação do Conflito Intragrupalâ and âEscala de Avaliação do Desempenho Grupalâ and it was built a sociodemographic questionnaire. It was collected a total of 257 valid answers of workers that work in a fixed schedule day (n=93) and in shifts schedules (n=164). The results obtained did not indicate the existence of statistically significant differences between the shift work and the perception levels of conflict, neither between the shift work and the performance levels assigned by the group leaders. However the results allowed making a global characterization of the institution regarding the way which conflict is perceived. It was also found that did not exist statistically significant differences between gender or the seniority within the group and the way in which conflict in the work group was perceived. It was possible to notice, however, the presence of statistically significant differences in some conflict components regarding the type of bond and the professional experience. This type of differences was also noticed between some of the work groups analyzed. The scales that were used revealed a good internal consistency but more complete analysis will be necessary in the future to allow that these scales can be validated for this context.
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Keywords
Trabalho por turnos Avaliação do desempenho