Emotional salary model to improve work engagement of health center workers

Abstract

Introduction: Emotional wage and labor engagement are aligned with the eighth Sustainable Development Goal, which promotes decent work and economic growth. Implementing an emotional wage (ES) model seeks to improve the quality of the work environment and increase worker engagement, for greater productivity and satisfaction. This approach is especially relevant in health centers in some South American countries, where the motivation and well-being of workers have a direct impact on the quality of health services.
Objective: To determine an emotional salary model to improve work commitment at the I-4 Picota Health Center.
Methods: Applied research was carried out, with a quantitative approach, non-experimental design, and cross-sectional, the sample consisted of 220 workers of a Health Center in Peru who performed administrative and assistance functions, the technique for the collection of information was the survey applying validated instruments.
Results: The results reflect the need for the proposal of a model of emotional salary to improve work commitment on the part of the personnel of the I-4 Picota Health Center. Concerning the affective-normative commitment, between 60 and 80 % expressed: feelings of attachment, guilt before resignation, and debt with the organization. Between 60% and 75% expressed feelings that compromise the commitment to continuity, stating: advantages, incorrect resignation, and difficulty in leaving the institution.
Conclusions: The proposal of the emotional salary model improves the work commitment of the workers of the I-4 Health Center, in the province of Picota department of San Martin, the proposal includes the strengthening of staff development, work environment, and work flexibility, this in turn will impact on the quality of service provided by the health center.
DeCS: SALARIES AND FRINGE BENEFITS; HEALTH CENTERS; HEALTH BENEFIT PLANS, EMPLOYEE; HEALTH PERSONNEL; JOB SATISFACTION.