Plantão psicológico institucional e qualidade de vida de colaboradores do sistema FIEG (Federação das Indústrias de Goiás)

Abstract

Due to the new demands and working conditions imposed after the Brazilian labor reform, some of them have become more emerging, reflecting on organizations, on the health of employees and, specifically, on the Quality of Life at Work (QWL) and their well-being. Experiences in the work context have required special attention with a focus on the integral health of employees, and coping strategies are sought to provide the best institutional response. The Psychological Duty, as one of the strategies, is a practice that can contribute, aiming at the promotion of workers' health, helping them to deal with the pressures and uncertainties they experience in their daily lives, being a space for psychological listening and reception in the face of situations directed to the personal and professional scope. The Psychological Duty aims to develop individual or group attention for employees who arrive at the services, understanding their demands and proposing response guidelines within the organizational scope. In addition, it provides an assessment of the indicators of psychological distress in the face of a situation of stress or emotional overload, often consisting of fear, insecurity, sadness and anxiety. It is, therefore, a practice that has been developed among workers' health measures, although there is little evaluation of its results. Therefore, this study sought to answer the following question: What is the impact of the Psychological On-duty strategy on the perception of QWL of employees of the Federation of Industries of the State of Goiás (FIEG) system? The general objective of the study was to evaluate the impact of a Psychological Onduty protocol on the QWL of employees of the FIEG System. This is a Systematic Literature Review (SRL) study, followed by a pre- and post-intervention assessment. The RSL was developed through a search on the Portal of Periodicals of the Coordination for the Improvement of Higher Education Personnel (CAPES), with the corpus consisting of six articles. In the empirical part, the participants are of both sexes, aged between 18 and 60 years, living in Goiânia and region, and who were assisted through the FIEG System's Psychological On-duty Program. The instruments used were the Quality of Work Life Questionnaire (QWLQBref), Hospital Anxiety and Depression Scale (HADS) and Hamilton Anxiety Scale (HAMA). Data analysis was performed using standardized indications for each instrument, and sociodemographic data were evaluated using simple descriptive statistics. Among the main results, we highlight how psychological listening brings a differential within the organizational environment, where demands are emerging and urgent. It is concluded from RSL that studies are still limited on the subject but promising in the sense of encouraging the implementation of psychology programs in work organizations. From the empirical point of view, it is observed that through the Psychological Duty, within organizations, a look of care and attention to the employee can be developed, so that he/she feels welcomed within his/her work context and recognizes that he/she can count on your work institution