Absenteísmo como indicador para estratégia preventiva na gerência de enfermagem na saúde do trabalhador

• Autor(a) principal: Santos, Maria Isabel Silva
• Data de Publicação: 2019
• Outros Autores: [e-mail]
• Tipo de documento: Dissertação
• Idioma: por
• Título da fonte: Biblioteca Digital de Teses e Dissertações da UERJ
• Texto Completo: http://www.bdtd.uerj.br/handle/1/17995
• topic: Preventive Culture; Absenteeism; Worker's health; Nursing management; Cultura Prevencionista; Absenteísmo; Saúde do Trabalhador; Gerência de Enfermagem; CIENCIAS DA SAUDE::ENFERMAGEM::ENFERMAGEM DE SAUDE PUBLICA

The present work is a study of absenteeism in a private outsourcing service company located in the city of Rio de Janeiro, with the purpose of assemble absenteeism rates and indicate causes prevention strategies through the managerial functions of the Work Nurse acting in the Service Specialized in Safety Engineering and Occupational Medicine (SESMT). The descriptive quantitative method of removals was used in the 13-month period (April 2017 to April 2018), based on the information contained in the company's database, with the sociodemographic and economic variables of the workers being drawn. The analysis was carried out through an Excel spreadsheet, version 97-2003, based on the selected indicators, with the objective of mapping absenteeism by medical certificates up to 15 days of company employees to: identify the professional occupational profile of employees, absenteeism data and the costs of such absences; and indicate prevention strategies based on the evidenced causes. The study had as a limitation the non-registration of the ICDs in the database on departures. We analyzed the average of 9,478 workers per month that showed the highest age group of 31 to 40 years of age, of brown ethnicity, with education up to the 9th year, being 68% women. As for absenteeism, the average number of workers was 748 out of work per month, with the highest rates in August / 17 - 1305 workers, in March and April 2018, with the respective values of 2,376 and 3,478, and it is not possible to make a correlation for lack of ICDs. The direct cost of these departures reached R $ 907,436.00 from the thirteen months, which already shows a high expenditure that could be directed to the promotion of health and improvements in quality of life at work. As it was not possible to associate the specific causes of withdrawal, the results lead to strategies for control and reduction of these, having as support the proposal of a Nursing Protocol based on the philosophy of Nursing at work, developing in a process of absenteeism control, through of the integrated work of Health Promotion of Workers in the SESMT of the company.