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profesionales, sino también el poder brindar herramientas que permitan una buena
que va a permitir al profesional mostrar una formación integral en la que no solo aporta al
Cada vez más, estos aspectos de inteligencia emocional van recobrando mas
protagonismo, al entender por ejemplo como este puede ayudar a mejorar la calidad de vida
laboral de los profesionales, sobre todo en programas de formación como la Psicología, que
grado en que la actividad laboral que una persona realiza esta organizada para contribuir a su
más completo desarrollo como ser humano. A partir de lo anterior, se puede resaltar que
existe una bidireccionalidad frente a como el profesional se adapta a los cambios de sus
contextos y como lo que desarrolla fortalece o puede beneficiar su potencial humano. Hay
que tener en cuenta que ese grado es resultado de una evaluación que, en último extremo,
(determinan) el constructo calidad de vida laboral: una objetiva y otra subjetiva (Rodr´ıguez,
2010) :
características del puesto de trabajo, horarios, retribución, medio ambiente laboral, beneficios
seguridad en el empleo más retribución), estatus social y relaciones sociales (apoyo social).
subjetiva, que es ese estado de ánimo que surge como resultado de la medida en que la
persona cree que ha alcanzado un determinado grado en su desarrollo como ser humano, que
desarrollo laboral a partir de lo que este le va proporcionando. Por tanto, esa calidad de vida
laboral va a tener mayor o menor grado de satisfacción a partir de esas aspiraciones, metas y
Esos factores que pueden facilitar o vulnerar el ajuste en el que consiste la calidad de vida
laboral, les ha denominado factores psicosociales de riesgo laboral, que, según establece la
Comisión Europea (2000) citado en (Rodr´ıguez, 2010) son las condiciones de trabajo
pues, que pueden alterar el ajuste de la persona a su entorno laboral, y afectar su salud (física,
estresores laborales
alto grado de satisfacción; esto cobra importancia ya que a la hora de atender a pacientes es
necesario que exista un feedback y una empatía que solo puede generarse si los estímulos de
ese contexto o clima laboral favorecen en su formación y fortalecen aspectos tan importantes
como la inteligencia emocional, el cual es primordial dentro del proceso practico que se lleva
problemas generados por presencia y densidad social en los lugares de trabajo, relaciones con
etc.), relaciones con los compañeros, pero, sobre todo, las relaciones con usuarios.
El trato con pacientes, y sus familias, la comunicación con ellos, es una fuente de
tensión emocional. Dar malas noticias es uno de los ejemplos más frecuentes. Estos
problemas favorecen los errores diagnósticos, deterioran la salud del propio profesional y
están asociados a absentismo, bajas por enfermedad, la insatisfacción de los pacientes; todo
profesional y que por el contrario identifique de que forma esas situaciones pueden enseñarle
o permitir desarrollar otras habilidades. Además, esa inteligencia emocional ayudara a que
pueda realizar tareas más interesantes y significativas, logrando aumentar la calidad de vida
laboral y por ende a partir de lo que refleja sus acciones aumentara también la calidad de vida
de sus pacientes.
Referencias
Rodr´ıguez, J. (2010). Calidad de vida laboral en profesionales de la salud. Revista de
Calidad Asistencial EL SEVIER, 318–320.
Quality of Work Life in professionals of Psychology
provide not only practical knowledge and in the field of professional fields, but also to be
able to provide tools that allow a good construction of a life project of the same, where you
can recognize those skills and abilities of each individual; the importance in addition to their
emotions and thoughts, allowing actions of result in front of emotional intelligence processes
that will allow the professional to show an integral formation in which not only contributes to
knowledge, but from his empathy and good communication can promote the resolution of
to understand for example how this can help improve the quality of working life of
fields to health.
corresponding to the work he performs and to his context; or as the degree to which the work
activity that a person performs is organized to contribute to their more complete development
as a human being. From the foregoing, it can be highlighted that there is a bidirectionality in
relation to how the professional adapts to the changes in their contexts and how what
develops strengthens or can benefit their human potential. We must bear in mind that this
degree is the result of an evaluation that, in the end, must be done by the person.
For a better understanding, we can talk about two dimensions that make up
(determine) the construct quality of working life: an objective and a subjective one
(Rodr'ıguez, 2010):
The objective dimension is related to realities present in the work habitat (physical
and social) of the person, and includes environmental conditions of work (physical
benefits and services obtained , organizational conditions of work, employment status (level
and security in employment plus retribution), social status and social relations (social
support).
This set of realities implies the set of opportunities that can allow the person to satisfy
their needs for well-being, productivity and positive self-experience, promoting and
contributing to their development as a human being; and that ultimately determines his
evaluation of his own work life, which, precisely, constitutes the subjective dimension, which
is that state of mind that arises as a result of the extent to which the person believes that he
has reached a certain degree in his development as a human, who has reached a balance or
vital adjustment, based on those achievements he has achieved in his career development
from what he is providing. Therefore, that quality of work life will have greater or lesser
degree of satisfaction based on those aspirations, goals and objectives that each individual has
Those factors that can facilitate or violate the adjustment in which the quality of
working life consists, has called them psychosocial factors of labor risk, which, according to
the European Commission (2000) cited in (Rodr'ıguez, 2010) are the conditions of work
related to the organization, the content of the work and the completion of the task, which can
generate a set of emotional, cognitive, psychological and behavioral reactions that determine
a state characterized by high levels of excitement and anguish, with the frequent feeling of
not being able to do anything in front of the situation. Factors, then, that can alter the
adjustment of the person to their work environment, and affect their health (physical, mental
or social), the development of work, and their performance, constituting, therefore, labor
stressors
In the field of Psychology, these aspects of quality of work life must have a high
degree of satisfaction; This is important because when it comes to caring for patients it is
necessary to have feedback and empathy that can only be generated if the stimuli from that
context or work environment favor their training and strengthen important aspects such as
emotional intelligence, which it is paramount within the practical process that is carried out
relationships with the partners, but, above all, the relationships with users.
The dealings with patients, and their families, communication with them, is a source
of emotional tension. Giving bad news is one of the most frequent examples. These problems
favor diagnostic errors, deteriorate the health of the professional and are associated with
absenteeism, sick leave, patient dissatisfaction; all of the above can arise if there is not a full
development of emotional intelligence, which is what will allow any of these situations not to
negatively affect the professional and that on the contrary identify in what way those
situations can teach or allow develop other skills. In addition, this emotional intelligence will
help her to perform more interesting and meaningful tasks, achieving an increase in the
quality of working life and therefore, based on what her actions reflect, she will also increase