EMOTIONAL SALARY AS A MANAGEMENT TOOL: IMPORTANCE ATTRIBUTED BY NURSING PROFESSIONALS

Pires, Vladia Pinheiro de Sousa; Perroca, Marcia Galan

doi:10.1590/ce.v28i0.92563

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Sumário

ORIGINAL ARTICLE • Cogitare Enferm. 28 • 2023 • https://doi.org/10.1590/ce.v28i0.92563 copy

EMOTIONAL SALARY AS A MANAGEMENT TOOL: IMPORTANCE ATTRIBUTED BY NURSING PROFESSIONALS

Authorship SCIMAGO INSTITUTIONS RANKINGS

HIGHLIGHTS

Emotional salary is considered significant for the team.
The following stand out respect, recognition, social importance of work.
Career progression, stress reduction most valued by nurses.
Contribution: construction and validation of an instrument for the hospital area.

ABSTRACT

Objective:

to identify the importance attributed by nursing professionals to the proposed components of emotional salary, and to verify the association with the participants’ sociodemographic and work-related variables.

Method:

exploratory study with 172 professionals from an oncology hospital in the state of São Paulo - Brazil, carried out in 2021. A questionnaire containing 40 components of emotional salary was constructed and validated. Measures of central tendency and non-parametric tests were used for the analysis.

Results:

nurses highlighted the opportunity for career progression and feeling respected - 3.8 (0.4); and technicians/auxiliaries, feeling respected by colleagues, collaborative action, and the social importance of work - all with 3.7 (0.5). There was an association between the scale scores and schooling (p ≤0.05).

Conclusion:

Most of the components of emotional salary are valued, especially those related to professional relationships and working conditions. The findings can guide personnel policies in organizations, favoring job satisfaction, quality of care and organizational results.

DESCRIPTORS:
Workplace; Job Satisfaction; Nursing Staff; Hospital; Personnel Management; Working Conditions.

Variables	Nurses (n=82)	Technicians/ Assistants (n=90)	P value
Gender - n (%) ^* * Chi-Square test; Fisher’s Exact test; Data lost for age and generation; NS - Not significant. Baby boomers: born between 1946 and 1964; Generation X: born between 1965 and 1980; Generation Y: born between 1981 and 2000.			NS
Female	70(85.4)	73(81.1)
Male	12(14.6)	17(18.9)
Age (years) ^* * Chi-Square test; Fisher’s Exact test; Data lost for age and generation; NS - Not significant. Baby boomers: born between 1946 and 1964; Generation X: born between 1965 and 1980; Generation Y: born between 1981 and 2000.			NS
20-29	16(19.5)	22(25)
30-39	41(50)	33(37.5)
40-49	20(24.4)	19(21.6)
50-59	5(6.1)	10(11.4)
60-69	-	4(4.5)
Generation - n (%)†			NS
Baby boomers	1(1.2)	6(6.8)
X	22(26.8)	24(27.3)
Y	59(72)	58(65.9)
Marital status - n (%)^* * Chi-Square test; Fisher’s Exact test; Data lost for age and generation; NS - Not significant. Baby boomers: born between 1946 and 1964; Generation X: born between 1965 and 1980; Generation Y: born between 1981 and 2000.			≤ 0.05
Single	36(43.9)	25(27.8)
Married	35(42.7)	32(35.5)
Stable union	4(4.9)	18(20)
Divorced	7(8.5)	9(10)
Widowed	-	6(6.7)

Variables	Nurses (n=82)	Technicians/ Assistants (n=90)	P value
Time working (years) ^* * Chi-Square Test; †Fisher’s Exact Test; ‡ NS: not significant; SADT: Diagnostic and Therapeutic Support Services; Mixed Shift: Morning and afternoon; Other: HICS, Labor nurse, Permanent education. Data lost for length of service and units.			≤ 0.05
<5	17(21)	34(38.6)
5-10	21(25.9)	22(25)
≥10	43(53.1)	32(36.4)
Units - n (%) †			≤ 0.05
Ambulatory service	17(20.7)	28(32.2)
Admission units	18(22)	29(33.3)
Specialized Units	36(43.9)	26(29.9)
SADT	4(4.9)	3(3.5)
Administrative Services	7(8.5)	1(1.1)
Working shift - n (%)^* * Chi-Square Test; †Fisher’s Exact Test; ‡ NS: not significant; SADT: Diagnostic and Therapeutic Support Services; Mixed Shift: Morning and afternoon; Other: HICS, Labor nurse, Permanent education. Data lost for length of service and units.			NS‡
Morning	7(8.5)	10(11.1)
Afternoon	13(15.8)	24(26.7)
Night	10(12.2)	16(17.8)
Mixed	49(59.8)	36(40)
No fixed shift	3(3.7)	4(4.4)
Function (nurses)- n (%)
Assistance	52(63.4)
Coordinator	13(15.8)
Research	11(13.4)
Other	6(7.3)

Components of Emotional Salary	Nurses		Technicians /Assistants
Components of Emotional Salary	M(SD)	Variation	M(SD)	Variation
Employee/Organization Relationship - α= 0.90
Average score	3.5(0.3)	2.5-4	3.4(0.4)	1.9-4
1. Feeling aligned with the organization’s values.	3.4(0.5)	3-4	3.4(0.6)	2-4
2. Transparency regarding organizational objectives.	3.5(0.5)	3-4	3.3(0.6)	1-4
3. Being proud of the organization in which they work.	3.5(0.5)	3-4	3.5(0.6)	2-4
4. Transparent relationship between the employee and the organization.	3.6(0.5)	2-4	3.4(0.6)	2-4
5. A harmonious, pleasant, and stimulating working environment.	3.6(0.5)	3-4	3.5(0.7)	1-4
6. Feeling part of the organization.	3.6(0.5)	3-4	3.3(0.8)	1-4
7. Strategies for improving the working climate.	3.6(0.5)	3-4	3.5(0.6)	1-4
8. Programs to reduce stress at work.	3.7(0.6)	1-40.	3.5(0.7)	1-4
9. Feeling that you contribute to the organizational purpose.	3.5(0.5)	2-4	3.3(0.6)	1-4
10. Events to raise awareness of racial, age, gender, and sexual orientation discrimination, among others, in the workplace.	3.5(0.6)	1-4	3.5(0.7)	1-4
11. Opportunity for career progression.	3.8(0.4)	3-4	3.6(0.6)	1-4
12. Flexible working hours	3.4(0.6)	1-4	3.5(0.8)	1-4
13. Benefits for employees and their families, such as health insurance, food vouchers and financial assistance for children’s schooling.	3.7(0.6)	1-4	3.6(0.7)	1-4
14. Wellness and leisure programs with spaces for health in the workplace, such as gyms and sports groups.	3.4(0.6)	2-4	3.5(0.7)	1-4
15. Events on commemorative dates.	3.2(0.7)	2-4	3.4(0.7)	1-4

Components of Emotional Salary	Nurses		Technicians/ Assistants
Components of Emotional Salary	M(SD)	Variation	M(SD)	Variation
Employee/Management relationship - α = 0.94
Average score	3.6(0.4)	2.8-4	3.5(0.5)	1.3-4
16. Effective and inspiring leadership.	3.7(0.5)	2-4	3.5(0.6)	1-4
17. Assertive communication between employees and manager.	3.7(0.5)	2-4	3.5(0.6)	2-4
18. Receiving positive feedback.	3.6(0.5)	2-4	3.5(0.6)	2-4
19. Being free to express suggestions and complaints.	3.7(0.5)	3-4	3.6(0.6)	1-4
20. Autonomy to carry out actions and make decisions relevant to the job.	3.6(0.5)	2-4	3.5(0.6)	1-4
21. Receiving recognition for their work performance.	3.7(0.5)	3-4	3.5(0.7)	1-4
22. Feeling respected.	3.8(0.4)	3-4	3.6(0.6)	1-4
23. Having the freedom to innovate in their work.	3.5(0.5)	3-4	3.5(0.7)	1-4
24. Promoting leadership development.	3.5(0.5)	3-4	3.4(0.7)	1-4
25. Encouraging new challenges.	3.5(0.5)	2-4	3.3(0.7)	1-4
26. Programs and training for personal development.	3.6(0.5)	3-4	3.4(0.6)	1-4
27. Opportunity to develop new skills.	3.6(0.5)	3-4	3.4(0.7)	1-4

Components of Emotional Salary	Nurses		Technicians/Assistants
Components of Emotional Salary	M(SD)	Variation	M(SD)	Variation
Relationship between Employee - α= 0.89
Average score	3.7(0,4)	2,8-4	3.7(0.4)	2,4-4
28. Feeling respected by colleagues.	3.7(0.5)	2-4	3.7(0.5)	2-4
29. Feeling supported by the team.	3.7(0.5)	2-4	3.7(0.5)	2-4
30. Acting in a collaborative way.	3.6(0.5)	3-4	3.7(0.5)	2-4
31. Being recognized as a member of the team.	3.7(0.5)	2-4	3.7(0.5)	3-4
32. Feeling integrated into the team.	3.7(0.5)	2-4	3.7(0.5)	1-4
Employee - α= 0.87
Average score	3.7(0.3)	2.6-4	3.7(0.4)	2.7-4
33. Feeling that their work is important to society.	3.7(0.5)	3-4	3.7(0.5)	2-4
34. Being proud of the work they do.	3.7(0.5)	3-4	3.7(0.4)	3-4
35. Feeling that their work contributes to their personal growth.	3.7(0.5)	3-4	3.7(0.4)	3-4
36. Work gives you the chance of a promising future.	3.7(0.5)	2-4	3.7(0.6)	1-4
37. Balance between personal life and work.	3.7(0.5)	2-4	3.6(0.6)	1-4
38. Feeling motivated.	3.7(0.5)	2-4	3.6(0.7)	1-4
39. Work contributes to becoming a better person.	3.6(0.5)	2-4	3.7(0.5)	2-4
40. Feeling competent	3.7(0.5)	3-4	3.7(0.5)	2-4

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[1] Associate editor: Dra. Cremilde Radovanovic