<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>2216-0973</journal-id>
<journal-title><![CDATA[Revista Cuidarte]]></journal-title>
<abbrev-journal-title><![CDATA[Rev Cuid]]></abbrev-journal-title>
<issn>2216-0973</issn>
<publisher>
<publisher-name><![CDATA[Programa de Enfermería, Facultad de Ciencias de la Salud, Universidad de Santander UDES]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2216-09732019000200202</article-id>
<article-id pub-id-type="doi">10.15649/cuidarte.v10i2.626</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Rotación y desempeño laboral de los profesionales de enfermería en un instituto especializado]]></article-title>
<article-title xml:lang="en"><![CDATA[Job Rotation and work performance of nurse practitioners at a specialized healthcare center]]></article-title>
<article-title xml:lang="pt"><![CDATA[Rotação e performance no trabalho dos profissionais de enfermagem em um instituto especializado]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Avellaneda]]></surname>
<given-names><![CDATA[Patricia Isabel Campos]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Crespo]]></surname>
<given-names><![CDATA[Hugo Gutiérrez]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Kasano]]></surname>
<given-names><![CDATA[Juan Pedro Matzumura]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Nacional Mayor de San Marcos Instituto Nacional de Oftalmología "Dr. Francisco Contreras Campos" ]]></institution>
<addr-line><![CDATA[Lima ]]></addr-line>
<country>Perú</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad Nacional Mayor de San Marcos Facultad de Medicina ]]></institution>
<addr-line><![CDATA[Lima ]]></addr-line>
<country>Perú</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Universidad Nacional Mayor de San Marcos Facultad de Medicina ]]></institution>
<addr-line><![CDATA[Lima ]]></addr-line>
<country>Perú</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>08</month>
<year>2019</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>08</month>
<year>2019</year>
</pub-date>
<volume>10</volume>
<numero>2</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S2216-09732019000200202&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S2216-09732019000200202&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S2216-09732019000200202&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen  Introducción La rotación de personal constituye una parte importante de la gestión de recursos humanos y, por ende, debe considerar sus efectos directos o indirectos sobre el desempeño laboral.  Objetivo Determinar la relación entre rotación y desempeño laboral de los profesionales de enfermería en un instituto especializado en oftalmología.  Materiales y Métodos Estudio correlacional, prospectivo, de corte transversal. Se aplicó muestreo no probabilístico por conveniencia, haciendo un total de 29 enfermeras participantes del estudio. Para medir la variable rotación se elaboró un instrumento de 24 preguntas, dividido en cuatro dimensiones, con un índice de confiabilidad de 0.72. Asimismo, para la evaluación de desempeño, se utilizó un instrumento de 21 preguntas, dividido en 6 dimensiones, con un índice de confiablidad de 0.86.  Resultados 93.1% fueron mujeres; 34.5% con edad entre 41 y 50 años; 62.0% con estado civil casadas, 75.9% con condición laboral nombradas. Resultados generales de rotación: 58.6% indiferente, 20.7% adecuada y 20.7% no adecuada. Resultado final del desempeño laboral: 55.2% moderado, 27.6% bajo y 17.2% alto. El resultado de correlación según Pearson (p-valor= 0.511).  Discusión La rotación sucede cuando falta personal en determinado servicio, sin considerar el entorno familiar del trabajador, no contempla incentivo económico y es percibida por las enfermeras como generador de crecimiento profesional. La evaluación del desempeño laboral estriba en la subjetividad de los evaluadores.  Conclusiones No se encontró relación significativa entre rotación y desempeño laboral.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract  Introduction Staff rotation is considered an important part of Human Resources management. Therefore, its direct or indirect impact should be considered on work performance.  Objective To determine the relationship between job rotation and work performance of nurse practitioners at a specialized ophthalmologist healthcare center.  Materials and Methods A prospective cross-sectional correlational study was conducted in which a non-probability convenience sampling was applied with a total of 29 nurse practitioners participating in the study. To measure the rotation variable, a 24-question instrument divided into four dimensions was designed with a reliability coefficient of .72. In addition, a 21-question instrument divided into six sections was used in the performance evaluation with a reliability coefficient of .86.  Results 93.1 were women from which 34.5% were between 41 and 50 years old, 62.0% were married and 75.9% had a permanent position. General rotation results: indifferent 58.6%, appropriate 20.7% and inappropriate 20.7%. Final work performance results: moderate 55.2%, low 27.6%, and high 17.2%. Pearson&#8217;s correlation coefficient (p-value= 0.511).  Discussion Job rotation takes place when there is a lack of staff for a specific service, but it does not consider the worker&#8217;s family settings nor include any economic compensation. However, it is considered a professional growth factor by nurse practitioners. Work performance appraisal lies on the subjectivity of evaluators.  Conclusions it was not found any significant relationship between rotation and work performance.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo  Introdução A rotação de pessoal é uma parte importante da gestão dos recursos humanos e, por conseguinte, deve considerar seus efeitos diretos ou indiretos sobre a performance no trabalho.  Objetivo Determinar a relação entre rotação e desempenho no trabalho dos profissionais de enfermagem em um instituto especializado em oftalmologia.  Materiais e Métodos Estudo correlacional, prospectivo, de corte transversal. Aplicou-se uma amostragem não probabilística por conveniência, perfazendo um total de 29 enfermeiras participantes do estudo. Para medir a rotação variável foi elaborado um instrumento de 24 perguntas, dividido em quatro dimensões, com um índice de confiabilidade de 0,72. Mesmo assim, para a avaliação de performance, foi utilizado um instrumento de 21 perguntas, dividido em 6 dimensões, com um índice de confiabilidade de 0,86.  Resultados 93,1% foram mulheres; 34,5% com idade entre 41 e 50 anos; 62,0% com estado civil casadas, 75,9% com as aludidas condições de trabalho. Resultados gerais de rotação: 58,6% indiferente, 20,7% adequada e 20,7% não adequada. Resultado final da performance no trabalho: 55,2% moderado, 27,6% baixo e 17,2% alto. O resultado é apurado utilizando a correlação de Pearson (p-valor= 0,511).  Discussão A rotação acontece quando falta pessoal para um determinado serviço, sem levar em conta o entorno familiar do trabalhador, não contempla incentivos económicos e é percebida pelas enfermeiras como gerador de crescimento profissional. A avaliação da performance no trabalho está baseada na subjetividade dos avaliadores.  Conclusões Não foi encontrada nenhuma relação significativa entre rotação e performance no trabalho.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[Reorganización del Personal]]></kwd>
<kwd lng="es"><![CDATA[Rendimiento Laboral]]></kwd>
<kwd lng="es"><![CDATA[Enfermeros]]></kwd>
<kwd lng="en"><![CDATA[Personnel Turnover]]></kwd>
<kwd lng="en"><![CDATA[Work Performance]]></kwd>
<kwd lng="en"><![CDATA[Nurses]]></kwd>
<kwd lng="pt"><![CDATA[Reorganização de Recursos Humanos]]></kwd>
<kwd lng="pt"><![CDATA[Desempenho Profissional]]></kwd>
<kwd lng="pt"><![CDATA[Enfermeiras e Enfermeiros]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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