Gestión del Talento Humano para reducir el Síndrome de Burnout en el personal de enfermería

Abstract

Burnout syndrome is a condition that significantly affects healthcare personnel, generating emotional exhaustion, depersonalization, and low personal accomplishment, which negatively impacts their well-being and the quality of service. Objective: To evaluate talent management in reducing the professional burnout syndrome of nursing staff at the San Vicente de Paúl Basic Hospital in the Pasaje canton, El Oro province. Method: The study used a quantitative, descriptive, and cross-sectional approach. Two instruments were applied: the Maslach Burnout Inventory (MBI) questionnaire to measure burnout levels, and a validated Likert scale questionnaire to assess perceptions of human talent management in areas such as recruitment, training, work environment, performance evaluation, and staff retention. Results: The data obtained from the surveys show that, although some areas such as recruitment and workplace climate were positively rated, weaknesses in continuous training and performance evaluation are evident. Regarding burnout syndrome, 43.4% of the staff reported medium or high levels of emotional exhaustion, 37.7% showed moderate or high depersonalization, and 41.5% expressed low personal accomplishment. Thus, the Spearman statistical analysis did not show a significant correlation between human talent management practices and the reduction of burnout. Conclusion: In this study, the perception of human talent management does not constitute a determining factor in levels of professional burnout, but from a theoretical perspective, proper management can act as a protective agent against professional wear and tear, improving resilience, motivation, and the quality of service. Recommendation: Strengthen continuous training programs, establish more objective performance evaluations, implement measures for emotional well-being, and promote empathetic leadership styles in order to reduce the prevalence of burnout and improve the organizational climate.