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Burnout em profissionais de RH: uma análise dos hospitais geridos pela EBSERH
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O presente estudo investigou a síndrome de burnout entre profissionais de Recursos Humanos atuantes em Hospitais Universitários Públicos Federais vinculados à Empresa Brasileira de Serviços Hospitalares (EBSERH). Adotou-se uma abordagem mista, combinando métodos quantitativos e qualitativos, para identificar e analisar as exigências e os recursos de trabalho que influenciam o bem-estar ocupacional dessa categoria. A amostra quantitativa foi composta por 62 participantes, distribuídos entre empregados públicos, servidores públicos e terceirizados. Foram aplicadas escalas validadas na literatura para mensurar níveis de burnout e mapear fatores associados. Os resultados apontaram que servidores públicos apresentaram médias mais elevadas de burnout em comparação aos demais vínculos, sugerindo a influência de aspectos contratuais e organizacionais na saúde ocupacional, tais como a sobrecarga de trabalho, subdimensionamento da equipa, tarefas de trabalho desgastantes e falta de suporte organizacional adequado. Na etapa qualitativa, conduzida por meio de entrevistas semiestruturadas, identificaram-se como principais exigências: sobrecarga de trabalho, exigências emocionais, pressão por resultados, tarefas desgastantes e fatores que contribuem para a exaustão. Entre os recursos, destacaram-se apoio organizacional e da liderança, autonomia, reconhecimento profissional, oportunidades de desenvolvimento e estratégias pessoais de enfrentamento. Também foram observadas percepções sobre políticas de prevenção ao burnout e as consequências da ausência desses recursos. Os achados reforçam a pertinência do Modelo Job Demands-Resources para compreender a dinâmica entre exigências e recursos no contexto hospitalar e evidenciam a necessidade de estratégias institucionais que minimizem as exigências e ampliem os recursos disponíveis, de modo a promover saúde e bem-estar no trabalho.
The present study investigated burnout syndrome among Human Resources professionals working in Federal Public University Hospitals affiliated with the Brazilian Hospital Services Company (EBSERH). A mixed-methods approach was adopted, combining quantitative and qualitative methods to identify and analyze the job demands and resources that influence the occupational well-being of this professional group. The quantitative sample consisted of 62 participants, including public employees, civil servants, and outsourced workers. Validated scales from the literature were applied to measure burnout levels and map associated factors. The results indicated that civil servants reported higher average levels of burnout compared to other employment groups, suggesting that contractual and organizational aspects influence occupational health, such as work overload, understaffing, demanding work tasks, and insufficient organizational support. In the qualitative stage, conducted through semi-structured interviews, the main demands identified were work overload, emotional demands, performance pressure, exhausting tasks, and factors contributing to exhaustion. Among the resources, organizational and leadership support, autonomy, professional recognition, development opportunities, and personal coping strategies were highlighted. Perceptions regarding burnout prevention policies and the consequences of the absence of such resources were also observed. The findings reinforce the relevance of the Job Demands–Resources Model in understanding the interplay between demands and resources in the hospital context and highlight the need for institutional strategies that minimize demands and expand the resources available, in order to promote health and well-being at work.
The present study investigated burnout syndrome among Human Resources professionals working in Federal Public University Hospitals affiliated with the Brazilian Hospital Services Company (EBSERH). A mixed-methods approach was adopted, combining quantitative and qualitative methods to identify and analyze the job demands and resources that influence the occupational well-being of this professional group. The quantitative sample consisted of 62 participants, including public employees, civil servants, and outsourced workers. Validated scales from the literature were applied to measure burnout levels and map associated factors. The results indicated that civil servants reported higher average levels of burnout compared to other employment groups, suggesting that contractual and organizational aspects influence occupational health, such as work overload, understaffing, demanding work tasks, and insufficient organizational support. In the qualitative stage, conducted through semi-structured interviews, the main demands identified were work overload, emotional demands, performance pressure, exhausting tasks, and factors contributing to exhaustion. Among the resources, organizational and leadership support, autonomy, professional recognition, development opportunities, and personal coping strategies were highlighted. Perceptions regarding burnout prevention policies and the consequences of the absence of such resources were also observed. The findings reinforce the relevance of the Job Demands–Resources Model in understanding the interplay between demands and resources in the hospital context and highlight the need for institutional strategies that minimize demands and expand the resources available, in order to promote health and well-being at work.
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Burnout Profissionais de Recursos Humanos Hospital Universitário Exigências no Trabalho Recursos no Trabalho Human Resources Professionals University Hospital Job Demands Job Resources