This is a cross-sectional field study with a quantitative approach. EQUATOR checklist used to report the study is SQUIRE 2.0.
Sample and settings
The research was carried out at the University Hospital of the University of São Paulo, located in the west of the city of Sao Paulo, in the state of Sao Paulo. The sample consists of 226 workers on the nursing team. The inclusion criteria were to be train in nursing, either at the level of higher or secondary education. Exclusion criteria were professionals who were on leave due to sick leave, pregnancy or vacations.
The organizational climate and job satisfaction constructs have been considered respecting the global scores.
It will be considered the demographic characteristics (age, sex, marital status, number of people with whom you live, family income, education, professional training, leisure activities and care for dependents at home) and functional characteristics (personal income, workplace, position, length of professional experience, average number of weekly hours of work and other employment relationships).
Data was collected in 2019. The Free and Informed Consent Form, as well as the questionnaires were been delivered personally to each study participant by the researchers. For the collection, the delivery date was been scheduled according to the availability of the workers and the researcher. Furthermore, it has been established that for situations of negligent participants with the delivery deadlines of the instruments, up to three new dates for the return were proposed without fail. Otherwise, it was been interpreted as data loss due to the participant's withdrawal. Three instruments were been used: Socio-demographic and Professional Characterization Questionnaire, Organizational Climate Scale for Health Organizations (ECOOS) and Work Satisfaction Questionnaire (S20 / S23).
ECOOS was developed and validated by Menezes et al. (2009) and consists of 64 items, assessed on a 5-point scale ranging from “Strongly disagree” (1) to “Strongly agree” (5). It consists of seven dimensions: Leadership, Professional development, Relationship and team spirit, Relationship with the community, Safety at Work, Strategy and Compensation. To check job satisfaction, it was used the Job Satisfaction Questionnaire (S20/S23), prepared by Meliá and Peiró, Brazilian version of Carlotto and Câmara11 with 20 items, evaluated on a 5-point scale ranging from “Totally dissatisfied”(1) to“ Totally satisfied ”(5). It consists of three dimensions: Satisfaction with Hierarchical Relations, Satisfaction with the Physical Work Environment and Intrinsic Satisfaction at Work.
This research project has approved by the Research Ethics Committee of the School of Nursing at the University of Sao Paulo, under opinion 912.483 of 11/17/2014 and formal authorization from the service that hosted the collection. The informed consent obtained from study participants was written, in accordance with the IRB rules.
Double data entry has done in a Microsoft Excel spreadsheet. Then, the files were exported to the STATA software version 14 to check the validity, consistency, correction and recoding of the data, with subsequent statistical analysis. Epi Info software version 3.5.4 from the Centers for Disease Control and Prevention has used to analyze the losses.
The reliability analysis of the questionnaires used was been carried out using Cronbach's alpha coefficient.
The characterization of the study population was been carried out through descriptive analysis using means, standard deviations, minimum and maximum values of the scores of the quantitative variables and proportions for the qualitative variables. As for the analysis of the associations between job satisfaction and organizational climate and job satisfaction, a bivariate analysis of the factors associated with job satisfaction was been performed with the Shapiro-Wilk test to verify the adherence of the Job Satisfaction score to the normal distribution, determining the types of statistical tests to be used.
The correlations between quantitative variables and the Job Satisfaction score were been analyzed using Pearson's correlation coefficient for variables with normal distribution and Spearman's correlation coefficient for nonparametric variables. To compare the means of the Job Satisfaction score according to the categories of qualitative variables, the homogeneity of variances was been initially assessed using the Barlett test. Since the variables presented constant variance, the ANOVA test used. With a statistically significant difference between the means, the Bonferroni post hoc test was been performed for multiple comparisons.
The regression analysis between Job Satisfaction and Organizational Climate was also been performed. Then, the remaining variables that presented p <0.20 in the bivariate analysis were inserted in the modeling. The “p” value determined the order of entry into the multiple model. The modeling process was stepwise forward. The independent variable remained in the multiple model if p <0.05 and / or if it was an adjustment variable. Qualitative variables were been transformed into indicator variables (Dummy). In all analyzes performed, the significance level of 5% was used.