Kurcgant Paulina, Passos Andrea Rodrigues, Oliveira Juliana Macedo Lima de, Pereira Irene Mari, Costa Taiza Florêncio
Departamento de Orientação Profissional, Escola de Enfermagem, Universidade de São Paulo, São Paulo, SP, Brasil.
Escola de Enfermagem, Universidade de São Paulo, São Paulo, SP, Brasil.
Rev Esc Enferm USP. 2015 Dec;49 Spec No:35-41. doi: 10.1590/S0080-623420150000800005.
Objective Measure absenteeism among nurses and nursing technicians/aides in three hospitals and explore possible management decisions by nursing managers to deal with it. Method Quantitative, qualitative study. In the qualitative stage, monthly rates, annual average and overall rates of absenteeism were measured among nurses and nursing technicians/aides from 12 service units in the hospitals, over 12 months, according to the equation proposed by the Support Center for Hospital Management (NAGEH - Núcleo de Apoio à Gestão Hospitalar). In the qualitative stage, 12 nursing managers from 12 units were interviewed. Results The quantitative stage revealed important differences in each institution and between institutions, with various monthly rates exceeding the monthly rate of 6.7% recommended by the Federal Council of Nursing (COFEN - Conselho Federal de Enfermagem). The qualitative stage examined positive impact decisions taken by these institutions, where relationships with managers, dialogue, and meeting the physical and emotional demands of professionals were considered important factors. Conclusion Absenteeism was a reality in day-to-day nursing staff management. It varied according to the month of the year and in different service units, and it was possible to classify these units according to the degree of the problem. In addition, the results showed that employee illness, dissatisfaction with institutional conditions, and inadequate interpersonal relationships were key factors, enabling management decisions based on each hospital's particular reality.
目的 衡量三家医院护士及护理技术人员/助理的旷工情况，并探讨护理管理者可能采取的应对管理决策。方法 定量与定性研究。在定性阶段，根据医院管理支持中心（NAGEH - Núcleo de Apoio à Gestão Hospitalar）提出的公式，对医院12个服务单元的护士及护理技术人员/助理在12个月内的月旷工率、年平均旷工率及总体旷工率进行测量。在定性阶段，对12个单元的12名护理管理者进行访谈。结果 定量阶段显示各机构内部及机构之间存在显著差异，多个月旷工率超过了联邦护理委员会（COFEN - Conselho Federal de Enfermagem）建议的6.7%的月旷工率。定性阶段考察了这些机构做出的积极影响决策，其中与管理者的关系、对话以及满足专业人员的身体和情感需求被视为重要因素。结论 旷工是日常护理人员管理中的一个现实问题。旷工率因年份月份及不同服务单元而异，并且可以根据问题的严重程度对这些单元进行分类。此外，结果表明员工生病、对机构条件不满以及人际关系不融洽是关键因素，这有助于根据每家医院的具体实际情况做出管理决策。
