Skip to main page content
U.S. flag

An official website of the United States government

Dot gov

The .gov means it’s official.
Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site.

Https

The site is secure.
The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely.

Access keys NCBI Homepage MyNCBI Homepage Main Content Main Navigation
. 2006 Mar 15;37(4):209-14.
doi: 10.1157/13085951.

[Influence of organizational climate on job satisfaction among health professionals]

[Article in Spanish]
E Muñoz-Seco  1 , J M Coll-Benejam, M Torrent-Quetglas, L Linares-Pou
Affiliations

[Influence of organizational climate on job satisfaction among health professionals]

[Article in Spanish]
E Muñoz-Seco et al. Aten Primaria. .

Abstract
in English, Spanish

Objective: To describe the quality of professional life (QPL) as perceived by primary care workers and to measure the organizational climate (OC). To identify the influence of OC on QPL and the variables that explain this relationship.

Design: Cross-sectional study.

Setting: Primary care centres in the Menorca Health Area (Balearic Islands, Spain).

Patients: One hundred and sixty six primary care, including health-workers and others.

Main measurements: Two anonymous, self-administered, PC-validated questionnaires were filled in: QPL-35 (dimensions: perception of demands, support from managers, and motivation) and OC (dimensions: team-work, cohesion, and commitment). Age, seniority, professional group, job relationship, and the health centre were analysed.

Results: Positive answers: 67.4%. Average QPL was 5.78, lower for older workers and higher among those perceiving more cohesion. Average score for perceived demands was 5.53, higher among physicians and less if there is high commitment. Support from managers was 4.9, positively associated with cohesion and team-work and negatively associated with permanent workers and clerical staff. Intrinsic motivation was 7.43, greater if commitment was higher. Regardless of age, professional category and seniority, there was a significant association between OC and QPL (strongest in the motivation [r2=0.26] and managerial support [r2=0.476] dimensions).

Conclusions: OC influences QPL, especially in motivation and managerial support. Commitment enhances motivation and perception of demands. Where there is better cohesion and team-work, the manager s support is also rated more highly.

Objetivo: Describir la calidad de vida profesional (CVP) percibida por los trabajadores de atención primaria (AP) y el clima de la organización (CO) de sus centros, y conocer la influencia del CO sobre la CVP y las variables que explican esta relación.

Diseño: Transversal, analítico.

Emplazamiento: Centros de atención primaria del Área de Salud de Menorca.

Participantes: Un total de 166 profesionales sanitarios y no sanitarios.

Mediciones principales: Dos cuestionarios anónimos autoadministrados y validados en AP: CVP-35 (dimensiones: demandas, apoyo directivo y motivación) y CO (dimensiones: trabajo en equipo, cohesión y compromiso). Se analizan la edad, la antigüedad, el grupo profesional, la relación laboral y el centro sanitario.

Resultados: La tasa de respuestas fue del 67,4%. La CVP global es 5,78, peor a mayor edad y mejor cuanta más cohesión. La percepción de demandas es 5,53, más en médicos y menos si hay un elevado compromiso. El apoyo directivo se valora en 4,9, mejor cuanta más cohesión y trabajo en equipo y peor en trabajadores fijos y administrativos. La motivación intrínseca es 7,43 y aumenta con el incremento del compromiso. Hay asociación entre CO y QVP (mayor en las dimensiones motivación [r2 = 0,26] y apoyo directivo [r2 = 0,476]), independientemente de la edad, el grupo profesional y la antigüedad laboral.

Conclusiones: El clima influye en la calidad de vida profesional, especialmente en la motivación y el apoyo directivo. El compromiso mejora la motivación intrínseca y la percepción de demandas. La valoración del apoyo directivo mejora si lo hacen la cohesión y el trabajo en equipo.

PubMed Disclaimer

Similar articles

See all similar articles

Cited by

See all "Cited by" articles

References

    1. MingoteAdan J., Moreno Giménez B., Gálvez Herrero M. Desgaste profesional y salud de los profesionales médicos: revisión y propuestas de prevención. Med Clin (Barc) 2004;123:265–270. - PubMed
    1. Kaldenberg DO RBA. Do satisfied patients depend on satisfied employees? Or do satisfied employees depend on satisfied patients? The Satisfaction Reporter Newsletter. 3. 1999. South Bend: Press, Ganey Associates Inc. Ref Type: Journal (Full). - PubMed
    1. Pathman D.E., Konrad T.R., Williams E.S., Scheckler W.E., Linzer M., Douglas J. Physician job satisfaction, dissatisfaction, and turnover. J Fam Pract. 2002;51:593. - PubMed
    1. Williams E.S., Skinner A.C. Outcomes of physician job satisfaction: a narrative review, implications, and directions for future research. Health Care Manage Rev. 2003;28:119–139. - PubMed
    1. García Sánchez S., González Ares J. Factores de motivación de los profesionales de la salud en atención primaria. FMC. 1995;2:1.

Publication types

LinkOut - more resources