Factores motivacionales que inciden en la rotación del personal asistencial en el área de urgencias en el Centro Hospitalario Regional Santa Mónica en la cuidad de Barranquilla
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Fecha
2025
Autores
Jiménez Gómez, Melissa Fernanda
Meriño Sánchez, Maria Elena
Pérez Carmona, Elormandy José
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Editor
Ediciones Universidad Simón Bolívar
Facultad de Adminitración y Negocios
Facultad de Adminitración y Negocios
Resumen
La presente investigación tuvo como objetivo general determinar los factores
motivacionales que incidieron en la rotación del personal asistencial en el área de
urgencias del Centro Hospitalario Regional Santa Mónica en la ciudad de
Barranquilla. Este estudio surge de la observación de una alta rotación del personal
en esta área crítica, lo cual afecta directamente la estabilidad de los equipos de
trabajo, la eficiencia en la atención al paciente, la moral del personal y los costos
institucionales por reclutamiento y capacitación constante. A pesar de las iniciativas
de gestión humana adoptadas por la institución, se mantenía un patrón constante
de renuncias voluntarias, lo cual evidenció la necesidad de identificar con mayor
precisión las causas que subyacen a esta dinámica. Desde un enfoque
metodológico cuantitativo, se desarrolló una investigación de tipo descriptivo, con
un diseño no experimental y un corte transversal de campo. La población estuvo
constituida por los trabajadores asistenciales del área de urgencias, de los cuales
se seleccionó una muestra no probabilística intencional de 30 colaboradores. Se
aplicó un cuestionario tipo encuesta con ítems cerrados tipo Likert, diseñado para
medir la percepción de los participantes sobre diversos factores motivacionales
internos (como el logro, reconocimiento, crecimiento personal) y externos (como
salario, condiciones laborales, beneficios, liderazgo y ambiente de trabajo), así
como sobre las causas organizacionales, personales, del cargo y competitivas
asociadas a la rotación laboral. Los datos fueron organizados y analizados
estadísticamente mediante distribución de frecuencias y porcentajes. Los
resultados obtenidos revelaron que los factores motivacionales externos fueron
percibidos como los más influyentes en la decisión de abandonar el puesto de
trabajo. En particular, los participantes señalaron como determinantes el bajo nivel
salarial en comparación con otras instituciones, la falta de incentivos económicos y
sociales, los turnos extenuantes, el liderazgo autoritario y una sobrecarga laboral
constante.
The general objective of this research was to determine the motivational factors that influenced staff turnover in the emergency department of the Santa Mónica Regional Hospital in Barranquilla. This study arose from the observation of high staff turnover in this critical area, which directly affects the stability of work teams, the efficiency of patient care, staff morale, and institutional costs for recruitment and ongoing training. Despite the human resources initiatives adopted by the institution, a consistent pattern of voluntary resignations persisted, highlighting the need to more precisely identify the causes underlying this dynamic.Using a quantitative methodological approach, a descriptive study was conducted with a non-experimental design and a cross-sectional field study. The population consisted of emergency care workers, from whom a purposive, non-probability sample of 20 collaborators was selected. A survey-type questionnaire with closed-ended Likert-type items was applied, designed to measure participants' perceptions of various internal motivational factors (such as achievement, recognition, and personal growth) and external factors (such as salary, working conditions, benefits, leadership, and work environment), as well as the organizational, personal, job-related, and competitive causes associated with turnover. The data were organized and analyzed statistically using frequency distributions and percentages.The results revealed that external motivational factors were perceived as the most influential in the decision to leave their jobs. In particular, participants identified low salaries compared to other institutions, a lack of financial and social incentives, grueling shifts, authoritarian leadership, and constant work overload as determining factors.
The general objective of this research was to determine the motivational factors that influenced staff turnover in the emergency department of the Santa Mónica Regional Hospital in Barranquilla. This study arose from the observation of high staff turnover in this critical area, which directly affects the stability of work teams, the efficiency of patient care, staff morale, and institutional costs for recruitment and ongoing training. Despite the human resources initiatives adopted by the institution, a consistent pattern of voluntary resignations persisted, highlighting the need to more precisely identify the causes underlying this dynamic.Using a quantitative methodological approach, a descriptive study was conducted with a non-experimental design and a cross-sectional field study. The population consisted of emergency care workers, from whom a purposive, non-probability sample of 20 collaborators was selected. A survey-type questionnaire with closed-ended Likert-type items was applied, designed to measure participants' perceptions of various internal motivational factors (such as achievement, recognition, and personal growth) and external factors (such as salary, working conditions, benefits, leadership, and work environment), as well as the organizational, personal, job-related, and competitive causes associated with turnover. The data were organized and analyzed statistically using frequency distributions and percentages.The results revealed that external motivational factors were perceived as the most influential in the decision to leave their jobs. In particular, participants identified low salaries compared to other institutions, a lack of financial and social incentives, grueling shifts, authoritarian leadership, and constant work overload as determining factors.
Descripción
Palabras clave
Clima organizacional, Factores motivacionales, Personal asistencial, Rotación laboral, Urgencias hospitalarias
