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Abstract(s)
Introdução: A falta de recursos humanos em saúde em Portugal é um problema atual
e preocupante. Apesar de Portugal ser um dos países da União Europeia com mais
médicos por 100.000 habitantes, continuam a existir zonas do país carenciadas de
profissionais. Para combater essa carência, existem vagas com incentivos, que são
abertas anualmente, para os profissionais que queiram trabalhar nesses locais. No
entanto, tal não tem sido suficiente para mitigar as carências existentes.
Objetivos: Este estudo tem como principal objetivo a determinação dos fatores de
decisão do local de exercício profissional dos médicos portugueses, de forma a
estabelecer uma relação com as carências existentes, perceber porque é que as medidas
já implementadas não estão a ser suficientes para combater essas carências e que tipo de
medidas poderiam ser eficazes para contrariar a situação.
Métodos: Foi realizado um questionário a médicos Internos de Formação Específica em
Medicina Geral e Familiar. O questionário foi elaborado pela equipa de investigadores
em discussão com um Focus Group. Foi utilizada uma metodologia de escalas Likert para
a determinação da importância dos fatores estudados. Realizou-se também um exercício
onde os profissionais escolheram condições relativas ao local e contrato de trabalho
futuro, de forma hipotética, onde existiu uma confrontação de variáveis, sendo que não
era permitido que os inquiridos optassem sempre pelas melhores condições em todos os
fatores apresentados. Para a análise de resultados utilizaram-se medidas de estatística
descritiva e as diferenças entre grupos foram testadas com recurso ao teste QuiQuadrado (?
2).
Resultados: Participaram neste estudo um total de 84 profissionais, de praticamente
todo o país. A maior parte destes profissionais tem maior suporte familiar e encontra-se
a realizar o internato médico em zonas litorais do país. Nenhum dos profissionais com
maior suporte familiar numa zona litoral pretende trabalhar, no futuro, numa zona
interior do país. Dos fatores estudados, foi dada uma maior importância à conciliação
com a vida familiar, a um local de trabalho que permita residir a menos de 30 minutos
de transporte até ao mesmo, e ao rendimento. Na confrontação de variáveis, quem
admite trabalhar num local que implique a alteração de residência, pretende um
aumento significativo de rendimento, em conjunto com maior flexibilidade de horário.
Noutra análise, a maioria dos profissionais escolheu não acumular funções fora do SNS
(60%), também na condição de maior rendimento e maior flexibilidade horária. Conclusão: Na escolha do local de exercício profissional é dada uma maior importância
a fatores da componente sociofamiliar, seguidos de fatores da componente económica.
Existe uma clara preferência por trabalhar em zonas litorais do país, o que pode explicar
as carências de recursos humanos observadas no interior e nas zonas rurais. Poucos
profissionais estão dispostos a trabalhar numa zona que não a zona que idealizam,
mesmo que seja oferecido um grande aumento da remuneração. Para tentar combater as
carências existentes, os resultados deste estudo sugerem que seria necessário um
aumento do valor dos incentivos, torná-los permanentes, e garantir uma maior
flexibilidade de horário.
Introduction: The lack of human resources in healthcare in Portugal is a current and concerning problem. Despite Portugal being one of the European Union countries with more physicians per 100,000 people, there are still areas lacking in professionals. To combat this shortage, there are vacancies with incentives, which are opened annually for professionals who want to work in these locations. However, this has not been sufficient to mitigate existing shortages. Objectives: This study aims to determine the main decision factors for the professional practice location of Portuguese doctors, in order to relate them to existing shortages, understand why the measures already implemented are not sufficient to combat them and identify effective measures to counteract the situation. Methods: A questionnaire was administered to General and Family Medicine specialty trainees. The questionnaire was developed by the research team in discussion with a Focus Group. A Likert scale methodology was used to determine the importance of the factors studied. An exercise was also conducted where professionals hypothetically chose conditions related to the location and future employment contract, with a confrontation of variables, where respondents were not allowed to always choose the best conditions in all presented factors. Descriptive statistical measures were used for data analysis and differences between groups were tested using the Chi-Square (? 2) test. Results: A total of 84 professionals from all over the country participated in this study. Most of these professionals have greater family support and are undergoing medical residency in coastal areas of the country. None of the professionals with greater family support in a coastal area intends to work in an interior area in the future. Of the studied factors, greater importance was given to reconciliation with family life, a workplace that allows residing within 30 minutes of transport, and income. In the confrontation of variables, those who admit to working in a location that implies a change of residence want a significant increase in income, along with greater schedule flexibility. In another analysis, the majority of professionals chose not to accumulate functions outside the National Health Service (60%), also under the condition of greater income and greater schedule flexibility. Conclusion: In the choice of the practice location, greater importance is given to sociofamilial factors, followed by economic factors. There is a clear preference for working in coastal areas of the country, which may explain the shortages of human resources observed in the interior and rural areas. Few professionals are willing to work in an area that is not their ideal location, even if a significant increase in remuneration is offered. To try to combat existing shortages, the results of this study suggest that it would be necessary to increase the value of incentives, make them permanent, and ensure greater schedule flexibility.
Introduction: The lack of human resources in healthcare in Portugal is a current and concerning problem. Despite Portugal being one of the European Union countries with more physicians per 100,000 people, there are still areas lacking in professionals. To combat this shortage, there are vacancies with incentives, which are opened annually for professionals who want to work in these locations. However, this has not been sufficient to mitigate existing shortages. Objectives: This study aims to determine the main decision factors for the professional practice location of Portuguese doctors, in order to relate them to existing shortages, understand why the measures already implemented are not sufficient to combat them and identify effective measures to counteract the situation. Methods: A questionnaire was administered to General and Family Medicine specialty trainees. The questionnaire was developed by the research team in discussion with a Focus Group. A Likert scale methodology was used to determine the importance of the factors studied. An exercise was also conducted where professionals hypothetically chose conditions related to the location and future employment contract, with a confrontation of variables, where respondents were not allowed to always choose the best conditions in all presented factors. Descriptive statistical measures were used for data analysis and differences between groups were tested using the Chi-Square (? 2) test. Results: A total of 84 professionals from all over the country participated in this study. Most of these professionals have greater family support and are undergoing medical residency in coastal areas of the country. None of the professionals with greater family support in a coastal area intends to work in an interior area in the future. Of the studied factors, greater importance was given to reconciliation with family life, a workplace that allows residing within 30 minutes of transport, and income. In the confrontation of variables, those who admit to working in a location that implies a change of residence want a significant increase in income, along with greater schedule flexibility. In another analysis, the majority of professionals chose not to accumulate functions outside the National Health Service (60%), also under the condition of greater income and greater schedule flexibility. Conclusion: In the choice of the practice location, greater importance is given to sociofamilial factors, followed by economic factors. There is a clear preference for working in coastal areas of the country, which may explain the shortages of human resources observed in the interior and rural areas. Few professionals are willing to work in an area that is not their ideal location, even if a significant increase in remuneration is offered. To try to combat existing shortages, the results of this study suggest that it would be necessary to increase the value of incentives, make them permanent, and ensure greater schedule flexibility.
Description
Keywords
Assimetria Fatores Local de Trabalho Zonas Carenciadas