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O presente estudo teve como objetivo avaliar a relação entre o clima organizacional e a síndrome de Burnout em profissionais de Instituições Particulares de Solidariedade Social (IPSS). Este tema revela-se particularmente relevante, dada a natureza exigente destas organizações e o seu potencial impacto no bem-estar dos trabalhadores.
A amostra foi constituída por 117 participantes, sendo a maioria do sexo feminino, e apresentando diferentes características sociodemográficas e profissionais. Foram utilizados o Maslach Burnout Inventory- Human Services Survey (MBI-HSS) para avaliação do Burnout e a escala First Organizational Culture Unified Survey (FOCUS 93) para avaliação do clima organizacional.
Os resultados demonstram a existência de associações significativas em algumas dimensões do clima organizacional e o Burnout. Em particular, o apoio, as regras e os objetivos surgem como fatores associados a níveis mais baixos de Burnout, mais especificamente nas dimensões exaustão emocional e despersonalização. Estes resultados sugerem que determinadas práticas organizacionais podem contribuir para reduzir os efeitos negativos do stress laboral.
No que diz respeito às variáveis sociodemográficas e profissionais, observaram-se diferenças nos níveis de Burnout, embora estas não se tenham verificado de forma uniforme em todas as dimensões. Por sua vez, a satisfação profissional revelou associações significativas tanto com o Burnout como com o clima organizacional, reforçando o seu papel central no bem-estar dos trabalhadores.
Em síntese, conclui-se que o clima organizacional e a satisfação profissional assumem um papel importante na prevenção do Burnout, sendo essencial promover ambientes de trabalho positivos e estratégias que favoreçam o bem-estar dos profissionais em contextos de intervenção social.
The present study aimed to evaluate the relationship between organizational climate and Burnout syndrome among professionals working in Private Institutions of Social Solidarity (IPSS). This topic is particularly relevant given the demanding nature organizations and its potential impact on workers’ well-being. The sample consisted of 117 participants, most of whom were women, presenting diverse sociodemographic and professional characteristics. The Maslach Burnout Inventory – Human Services Survey (MBI-HSS) was used to assess Burnout, and the First Organizational Culture Unified Survey (FOCUS 93) was applied to evaluate organizational climate. The results showed significant associations between some dimensions of organizational climate and Burnout. In particular, support, rules, and goals emerged as factors linked to lower levels of Burnout, especially in the emotional exhaustion and depersonalization dimensions. These findings suggest that certain organizational practices may help reduce the negative effects of work-related stress. Regarding sociodemographic and professional variables, differences in Burnout levels were observed, although these were not consistent across all dimensions. Professional satisfaction, however, revealed significant associations with both Burnout and organizational climate, reinforcing its central role in promoting workers’ well-being. In summary, the study concludes that organizational climate and professional satisfaction play an important role in preventing Burnout. It is therefore essential to promote positive work environments and implement strategies that support the well-being of professionals working in social intervention contexts.
The present study aimed to evaluate the relationship between organizational climate and Burnout syndrome among professionals working in Private Institutions of Social Solidarity (IPSS). This topic is particularly relevant given the demanding nature organizations and its potential impact on workers’ well-being. The sample consisted of 117 participants, most of whom were women, presenting diverse sociodemographic and professional characteristics. The Maslach Burnout Inventory – Human Services Survey (MBI-HSS) was used to assess Burnout, and the First Organizational Culture Unified Survey (FOCUS 93) was applied to evaluate organizational climate. The results showed significant associations between some dimensions of organizational climate and Burnout. In particular, support, rules, and goals emerged as factors linked to lower levels of Burnout, especially in the emotional exhaustion and depersonalization dimensions. These findings suggest that certain organizational practices may help reduce the negative effects of work-related stress. Regarding sociodemographic and professional variables, differences in Burnout levels were observed, although these were not consistent across all dimensions. Professional satisfaction, however, revealed significant associations with both Burnout and organizational climate, reinforcing its central role in promoting workers’ well-being. In summary, the study concludes that organizational climate and professional satisfaction play an important role in preventing Burnout. It is therefore essential to promote positive work environments and implement strategies that support the well-being of professionals working in social intervention contexts.
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IPSS Burnout Satisfação profissional Clima organizacional