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The demotivation in nursing work conditions leads nurses to perform their duties less productively and hinders the development of their potential and a satisfactory professional performance, with negative results in interpersonal relationships and in the provision of care to users and their families, with lower quality. Instituting motivational strategies in nursing work is a challenge for nurses in their professional practice, team leaders, managers and supervisors. Purpose: Synthesize the analysis of the scientiic evidence of selected studies on motivational strategies in nursing work. Objectives: The general objective of this scientiic Systematic Literature Review is to identify strategies that promote motivation in the context of nursing work. The speciic objectives are: describe the scientiic evidence available on the subject under study, clarify the concepts of motivation and satisfaction and summarize the decision-making process in the promotion of motivational strategies in nursing work. Method: The methodological strategy used was the Joanna Briggs Institute (JBI). A research question was structured according to the PICo mnemonic, in Portuguese, English and Spanish, with the Boolean operator AND and the keywords were transcribed according to the Health Sciences Descriptors (DeCS). Data collection took place in May 2020 in the following databases: SciELO with Full Text from the Open Journal System (OJS) platform, IBECS with Full Text and LILACS with Full Text from the Virtual Health Library (BVS) platform. Sixty-ive studies resulted and after applying the inclusion and exclusion criteria and evaluating the methodological quality of the selected studies through critical evaluation, degrees of recommendation for practice and levels of evidence, six studies were considered eligible for the study. The methodological quality assessment was performed by two independent reviewers. Results: The results obtained in the selected studies indicate a multiplicity of factors that inluence motivation: the quality of the work environment, the age of the nurse, the performance of functions in the public or private sector and the presence/absence of feelings of autonomy, recognition, accomplishment and professional development, motivational meetings, standardization of conducts and elaboration of care/intervention protocols, communication and feedback between collaborating nurses, managers and supervisors, the possibility of attending training courses, the availability of materials for the provision of care and the existence of facilitating/non-facilitating factors in the face of stressful situations with the relatives of end-of-life patients. Conclusion: The strategies that promote motivation in the context of nursing work are related to the policies of health organizations/institutions, the conduct of nurse managers and supervisors, interpersonal relationships in the nursing team, the construction of protocols, continuous training attendance, the care provided and the existence of a feeling of self-fulillment. [ABSTRACT FROM AUTHOR]

Objective: To describe the perception of nursesabout managerial competencies in the hospital context. Method: A descriptive study performed in a hospital in the northwest of Paraná, Brazil, with data collected from 25 nurses. It was used an instrument composed of questions of sociodemographic characterization and focused on the perception about the importance of managerial competences in nurses' practice, being they leadership, communication, decision making and planning and organization. The answers were arranged in a Likert scale, in which the higher the score, the more indispensable the competence was considered. Data were analyzed using descriptive statistics. Results: 76% of the participants were female, with a mean age of 35 years. The leadership domain obtained a score of 44.84 (SD ± 0.8), communication of 14.52 (SD ± 1.32), decision making of 16.12 (SD ± 3.2) and planning and organization of 17.24 (SD ± 1.56). All domains scored near the maximum score. Conclusion: Nurses perceive as indispensable the managerial competences determined for the training, in their professional practice in the hospital context. [ABSTRACT FROM AUTHOR]

Objective: to evaluate which sociodemographic and professional factors interfere in nurses' competence in interpersonal communication during physical examination. Methodology: Quantitative, cross-sectional, analytical study performed with nursing assistants. The "Self-Assessment Scale on Professionalism and Interpersonal Communication between Nurses and Patients" was used. Results: The sample consisted of 171 nurses with a mean age of 33.93 (± 7.14%), the majority of whom were female (87.7%) and had a stable partner (63.1%). The mean total score was 47.7 (± 5.1). There was a statistical difference in the comparison between the self-reported color and the sincerity factor in the relationships (p = 0.04) and in the comparison between age and the interpersonal ability factor (p = 0.05). Conclusions: Nurses perceive themselves with moderate to high professionalism and competent in the nurse-patient relationship. The factors that interfered in the interpersonal communication and professionalism of the nurse were: age, self-referenced color, training time, schooling, religion, sex and unit of performance. [ABSTRACT FROM AUTHOR]

Objective: To identify the perception of the nursing team about the motivational factors in the work environment. Methods: An exploratory study with a qualitative approach, carried out from January to February, 2015, in the pediatrics sector of a reference hospital of medium complexity, with 12 nursing technicians and nine nurses. The data collection was based on interviews guided by a semi-structured instrument and the data collected were analyzed according to Bardin. Results: The main factors that could contribute to the motivation of the nursing team were: sufficient supply of materials; motivational meetings; standardization of conduits and elaboration of assistance protocols; training courses and training; increased communication and feedback among the team of activities performed. The factors that discouraged them were: lack of recognition of the profession, lack of material, poor remuneration, excessive workload, high number of patients and nonconstructive criticism. Conclusions: The results identified could contribute with nursing managers to the planning of strategies that aim to increase the motivation in the professionals of the team. [ABSTRACT FROM AUTHOR]