HPA Magazine 13
The accreditation process of the Alvor and Gambelas hospitals, granted by Joint Commission International (JCI), the most prestigious international clinical auditing institution, served as a theme for the thesis of Carina Santos, a nurse in the Intensive Care Unit of the Gambelas Hospital as completion of her master's degree in Health Care Management.
The main object of the research was to evaluate some indicators related to Job Satisfaction during the implementation process of the accreditation system.
The information collected covered two periods (pre-accreditation period and post-accreditation period) and concluded that there was a significant increase in Employee Empowerment (Structural and Global) and a significant decrease in Social Support (between Peers) and Paper Stress (Ambiguity).
From the author’s point of view, these conclusions are explained as follows: through the implementation of the accreditation process, a more structured working environment was created facilitating information access, opportunities, support and resources (Empowerment). This more structured environment, favorable to the perception of greater decision-making, autonomy, responsibility and self-efficacy, resulted in greater work satisfaction of the professionals involved.
Another important conclusion that we were able to ascertain was that investing in Empowerment, Social Support and Paper Stress significantly increases organizational commitment, sense of mission and Job Satisfaction, all of which are indirect indicators of the quality of care provided and patient satisfaction.
Concerning the reduction of Paper Ambiguity, continues Nurse Carina, the process of hospital accreditation has contributed to the clarification of roles, tasks and objectives; most probably due to all the work carried out in the elaboration and standardization of protocols, standards, work instructions, etc.
Carina Santos also points out that support, from superiors and colleagues, had a positive influence on attitudes and satisfaction, aspects that suggest the need for organizations to invest in training and development of these social skills, as a way to foster a supportive socio-affective culture, follow-up and constructive feedback, all once again conducive to quality care and commitment to the organization.