Análise de comportamentos destrutivos vivenciados e percebidos por trabalhadores no contexto hospitalar

Abstract

The concept of disruptive behavior in health care involves unprofessional behaviors adopted in the work environment, such as verbal or physical aggression, psychological violence and incivility. These actions have repercussions on the decrease of professional satisfaction and lead to negative consequences for patient safety. The objective was to analyze disruptive behaviors experienced and/or perceived by health workers in the hospital context, as well as associated responses and impacts. This was a cross-sectional study carried out in the largest hospital in the state public health network of Ceará, from April to November, 2018. The sample consisted of 284 health workers, including physicians, residents, nurses, nursing technicians and other professionals. Data collection involved two instruments: the Johns Hopkins Disruptive Clinician Behavior Survey (JHDCBS) - Brazilian Version and a complementary sociodemographic questionnaire. The data was processed in the Excel program and presented in tables. As a result, the majority of the participants were female, of the nursing category, working full time, with no employment relationship with the hospital. Regarding answers of the scale, most of the averages below 3 were found, indicating that unprofessional behaviors are not commonly perceived or experienced by the participants, although the following behaviors were characterized: Rude / Disrespect (2, 57 ± 1.18) and Passive-Aggressive Behavior (2.51 ± 1.22). About trigger factors (general mean = 2.90), the following were highlighted: chronic systemic problems, unresolved (3.63 ± 1.27) and pressure due to the number, volume and flow of patients (3.32 ± 1 , 28). As answers to the unprofessional behavior, the following stand out: to seek support from the manager / supervisor to address the unprofessional person (3.04 ± 0.95) and to try to clarify the reason for an unprofessional behavior (2.66 ± 1.00). The subscale referring to the reasons for not addressing the person with antiprofessional behavior obtained a mean of 2.33 ± 0.98. Two items related to the impact of the anti-professional behavior can be highlighted: emotional exhaustion (3.20 ± 0.87) and decrease in job satisfaction (3.05 ± 0.96). It is concluded that the occurrence of unprofessional behavior is occasional in the institution, but the managers' attention is required to approach this problem in practice, considering its repercussions for those involved.