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Gestão da satisfação dos trabalhadores: a importância da cultura organizacional
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Abstract(s)
A relevância de uma investigação empírica no setor da saúde e em particular no contexto hospitalar surge do facto de estes serem contextos emergentes, tendo em conta o momento em que se implementam novos projetos e modelos de gestão no setor público de saúde voltados para o comportamento humano e social. O principal objetivo do estudo foi realizar um diagnóstico da Cultura Organizacional de três serviços do Departamento de Ginecologia/Obstetrícia e Reprodução Humana do Centro Hospitalar Universitário do Algarve da Unidade de Faro (CHUA -Faro), no sentido de compreender a importância da cultura organizacional na gestão da satisfação dos trabalhadores.
O presente trabalho adotou como estratégia o estudo de caso único de natureza exploratória e descritiva, mobilizando, para o efeito, o Organizational Culture Assessment Instrument (OCAI), baseado no Modelo dos Valores Contrastantes (Cameron & Quinn, 2006), o qual foi aplicado a um total de 136 trabalhadores de diferentes categorias profissionais. Recorreu-se, igualmente, à entrevista semidiretiva, com a finalidade de extrair informações sobre o contexto real a partir das perceções de profissionais da área da gestão de recursos humanos do CHUA.
Os resultados evidenciam congruências na perceção dos trabalhadores dos diferentes serviços do departamento hospitalar em relação à cultura organizacional. Ou seja, os trabalhadores reconhecem que nos serviços predominam características das culturas Clã e Hierárquica. No entanto, as discrepâncias entre a cultura atual (vigente) e a cultura futura preferida (ideal) indicam que os trabalhadores, apesar de desejarem manter essas culturas em determinadas dimensões, idealizam trabalhar num ambiente organizacional com características das quatro tipologias culturais.
As conclusões apuradas indicam que determinadas características da cultura organizacional devem ser reajustadas, pelo que podem influenciar na gestão da satisfação dos trabalhadores, constituindo um fator crítico de sucesso dos três serviços de saúde públicos.
The relevance of empirical research in the health sector and in particular in the hospital context arises from the fact that these are emerging contexts, taking into account the moment in which new projects and management models are implemented in the public health sector aimed at human behavior and social. The main objective of the study was to carry out a diagnosis of the Organizational Culture of three services of the Department of Gynecology/Obstetrics and Human Reproduction of the University Hospital Center of Algarve, Faro Unit (CHUA -Faro), in order to understand the importance of organizational culture in managing worker satisfaction. The present work adopted as a strategy the single case study of an exploratory and descriptive nature, using the Organizational Culture Assessment Instrument (OCAI) for this purpose, based on the Contrasting Values Model (Cameron & Quinn, 2006), which was applied to a total of 136 workers from different professional categories. A semi-directive interview was also used, in order to extract information about the real context from the perceptions of professionals in the field of human resource management at CHUA. The results show congruencies in the perception of workers from different services in the hospital department in relation to organizational culture. In other words, workers recognize that in services, characteristics of Clan and Hierarchical cultures predominate. However, the discrepancies between the current culture (current) and the preferred future culture (ideal) indicate that workers, despite wanting to maintain these cultures in certain dimensions, idealize to work in an organizational environment with characteristics of the four cultural typologies. The findings indicate that certain characteristics of the organizational culture must be readjusted, which can influence the management of workers' satisfaction, constituting a critical success factor for the three public health services.
The relevance of empirical research in the health sector and in particular in the hospital context arises from the fact that these are emerging contexts, taking into account the moment in which new projects and management models are implemented in the public health sector aimed at human behavior and social. The main objective of the study was to carry out a diagnosis of the Organizational Culture of three services of the Department of Gynecology/Obstetrics and Human Reproduction of the University Hospital Center of Algarve, Faro Unit (CHUA -Faro), in order to understand the importance of organizational culture in managing worker satisfaction. The present work adopted as a strategy the single case study of an exploratory and descriptive nature, using the Organizational Culture Assessment Instrument (OCAI) for this purpose, based on the Contrasting Values Model (Cameron & Quinn, 2006), which was applied to a total of 136 workers from different professional categories. A semi-directive interview was also used, in order to extract information about the real context from the perceptions of professionals in the field of human resource management at CHUA. The results show congruencies in the perception of workers from different services in the hospital department in relation to organizational culture. In other words, workers recognize that in services, characteristics of Clan and Hierarchical cultures predominate. However, the discrepancies between the current culture (current) and the preferred future culture (ideal) indicate that workers, despite wanting to maintain these cultures in certain dimensions, idealize to work in an organizational environment with characteristics of the four cultural typologies. The findings indicate that certain characteristics of the organizational culture must be readjusted, which can influence the management of workers' satisfaction, constituting a critical success factor for the three public health services.
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Keywords
Comportamento organizacional Cultura organizacional Gestão e satisfação profissional