Teletrabalho na Secretaria de Saúde Pública do Rio Grande do Norte

Abstract

The COVID-19 pandemic brought profound changes to the workplace, accelerating the implementation of telework as an alternative to ensure safety and continuity of work activities. In the context of the State Secretariat of Public Health of Rio Grande do Norte (SESAP), the regulation of this modality was formalized through Decree No. 31.540/2022 and Ordinance No. 788/2023, aiming to establish criteria and requirements for the performance of remote activities. Despite the benefits related to flexibility and worker protection, adaptation faced challenges such as limited infrastructure, technological difficulties, and the need for specific regulations. This study aimed to analyze the conditions of remote work at SESAP between 2020 and 2022, focusing on aspects related to work organization, working conditions, and socio-professional relations. The research was conducted as a cross-sectional and quantitative study. Data were collected between February and April 2024 through questionnaires administered to SESAP employees who worked remotely during the analyzed period. The research instrument included a sociodemographic questionnaire and the Work Context Assessment Scale (EACT), which evaluates employees' perceptions across three dimensions: work organization, working conditions, and socio-professional relations. Data analysis used descriptive statistical techniques with the aid of SPSS and Google Sheets software. Among the 54 employees who participated in the study, 77.8% were women, reflecting the female predominance in the health administration sector. The analysis revealed a critical situation in the dimension of work organization, with an average score of 3.11, indicating task overload, deadline pressure, and strict performance monitoring. These factors suggest a work environment characterized by excessive workload and insufficient staffing. The socio-professional relations dimension had an average score of 2.07, considered satisfactory, although challenges related to cooperation among colleagues and managerial support still exist. Finally, the working conditions dimension obtained the lowest average score, 1.88, indicating that despite some specific challenges, the physical and structural environment of remote work was rated as adequate by most respondents. The results highlight the need for interventions to improve the remote work environment, such as revising institutional goals, redistributing tasks, and implementing regular breaks. Participatory management, combined with fostering interpersonal communication and leadership support, can reduce stress levels and increase employee satisfaction and productivity. Furthermore, the study underscores the importance of considering the specificities of telework to ensure healthy and sustainable working conditions. Policies that promote a balance between work demands and team capacities are essential to prevent physical and mental health issues among workers. This study contributes to the understanding of the challenges of remote work in the public health sector and to the formulation of strategies that address the needs of both workers and organizations.