Evaluación de la Política y Plan Andino de Recursos Humanos en Salud 2018-2022 / Evaluation of the Andean Policy and Plan for Human Resources in Health 2018-2022

Evaluación de la política y plan de Recursos Humanos en Salud 2018-2022 del Organismo Andino de Salud Convenio Hipólito Unanue, esta política consideraba una serie de compromisos diferenciados en dos escalas, aquellos de carácter nacional cuya implementación involucró directamente a los ministerios de Salud de los países miembros, y en particular, a las direcciones de recursos humanos o sus denominaciones, así como a los regionales, cuya responsabilidad recae en este Organismo. La evaluación permitió mantener los lineamientos a considerar en la actualización de la política al 2030, resaltando la implementacion de mínimos comunes para su escalabilidad en los seis países andinos.

Attributions for abusive supervision: Who do subordinates blame and does it matter?

Drawing on attribution theory, we propose in Study 1 that subordinates' supervisor-directed responses to abusive supervision depend upon their causal attributions for the abuse. Using a scenario-based study (N = 183), we test a moderated mediation model in which the entity blamed for abusive supervision (supervisor, organization, self) is expected to predict subordinates' behavioral intentions toward their supervisor via affective responses (supervisor disliking). This relationship will be exacerbated when subordinates perceive the cause of abusive supervision as stable. We found that subordinates who blamed themselves or the organization for the abuse disliked their supervisor less and had higher OCB-supervisor intentions, and this relationship was stronger when subordinates perceived the cause of abuse as stable. Disliking mediated the relationship between supervisor attributions and OCB-supervisor, but this relationship is not moderated by perceived stability. In Study 2, we explore whether there are additional entities that are blamed for abusive supervision and the reasons they are held accountable. We examined qualitative responses (N = 107) from abused subordinates to find that they most commonly blame their supervisor, themselves, and the organization for abusive supervision. However, subordinates occasionally blame their relationship with their supervisor and their work group.

[The indicators of value consistency and interpersonal conjugation of values of employees with executive as a foundation of personnel management in medical organization].

The article presents results of diagnostics of value consistence and interpersonal value conjugation in employees of medical organization. Purpose of the study is to identify the value consistence index and interpersonal value conjugation of employees of different departments of medical organization and on this basis to develop recommendations for executives concerning performance of their managerial functions. The study covered 284 employees of "The Municipal Clinical Hospital № 40 of the Moscow Health Care Department". The "Sh. Schwartz Value orientations" questionnaire was applied. The mean and centered values were calculated for each value index at both levels of values representation. At the level of normative ideals dominant value the first place in all departments except obstetrics, gynecology, and neonatology takes universalism. The employees of maternity hospital positioned safety on the first place. The second place was given to hedonism in departments of oncology, surgery and internal medicine; to kindness in departments of obstetrics, gynecology and neonatology, to achievement in department of intensive care; stimulation in department of diagnostic; safety in non-medical departments. The third place was given to safety in department of oncology, surgery and therapy; to conformity in departments of obstetrics, gynecology and neonatology; and to hedonism in non-medical departments. The comparison of value profiles of behavioral priorities established that in all departments one of the three dominant ranked values was power, in four departments - hedonism, in five departments - stimulation, in four - achievement, in one - tradition. The qualitative assessment of personality value profiles identified four types of department employees: mobile, sensitive, rational and stable one. Based on quantitative data of the Department Value Profile chart executive can develop management strategies using socio-psychological methods of personnel management.

Does green HRM really matter for sustainable performance? The role of environmental consciousness and green intellectual capital.

The purpose of this study is to investigate the impact of a set of green human resource management (HRM) practices on sustainable performance in Pakistani higher education institutions (HEIs), while also taking into account the mediating influence of environmental consciousness and green intellectual capital. Furthermore, the study aims to assess the association between environmental consciousness and green intellectual capital, along with the sustainable outcome. The study data was collected from 250 HR managers and executive officers who were responsible for implementing green HRM practices and sustainable performance in the education sector of Pakistan. Smart PLS-4 software was used to perform the statistical analysis of the data. According to the results of this study, green HRM practices play a substantial role in enhancing sustainable performance. The study also identified a link between green HRM practices and sustainable performance via environmental awareness and green intellectual capital. The research contributes to the theoretical paradigm's social cognitive theory by offering information on green HRM practice bundles and sustainable performance. The research also demonstrates that green intellectual capital and environmental consciousness operate as a bridge between green HRM practices and long-term sustainable performance. The study's findings have real-world applications for education, policymakers, and human resource managers at the highest levels. In order to achieve sustainable performance, the study emphasizes the significance of developing green intellectual capital and implementing green HRM practices.

Medidas abrangente e reduzida de comportamento de suporte do supervisor à família / Comprehensive and short-form measures of family supportive supervisor behaviors / Medidas integral y reducida de comportamiento de apoyo al supervisor familiar

O suporte do supervisor à família conceitua-se como comportamentos dos supervisores voltados a apoiar os papéis familiares dos funcionários. O presente estudo objetivou obter evidências de validade da Medida de Comportamento Suporte do Supervisor à Família, nas versões abrangente e reduzida, em amostras brasileiras. Participaram desta pesquisa 503 trabalhadores, de ambos os sexos. As análises fatoriais confirmatórias evidenciaram que a versão abrangente ficou composta por 14 itens, divididos em quatro fatores de primeira ordem (emocional, instrumental, modelo de papéis e gestão criativa) e um fator de segunda ordem. A versão reduzida unifatorial compôs-se por quatro itens. Ambas as versões apresentaram bons índices de consistência interna. Os instrumentos correlacionaram-se positivamente com o enriquecimento trabalho-família, suporte do supervisor e satisfação no trabalho, e negativamente com o conflito trabalho-família e intenção de rotatividade. Concluiu-se que os instrumentos apresentaram propriedades psicométricas que recomendam seu uso em investigações futuras.(AU)

The concept of a family-supportive supervisor refers to supervisors' behaviors aimed at supporting employees' family roles. This study aimed to obtain evidence of validity of the Measure of Family Supportive Supervisor Behaviors, both in its comprehensive and abbreviated versions, using Brazilian samples. A total of 503 workers of both sexes participated in this research. Confirmatory factor analyses showed that the comprehensive version consisted of 14 items, grouped into four first-order factors (emotional, instrumental, role model and creative management), all contributing to a second-order factor. The unifactorial reduced version consisted of four items. Both versions showed good internal consistency indices. The instruments exhibited positive correlations with work-family enrichment, supervisor support, and job satisfaction while demonstrating negative correlations with work-family conflict and turnover intention. It was concluded that the instruments presented psychometric properties that recommend their use in future research.(AU)

El apoyo del supervisor a la familia se define a las acciones de los supervisores dirigidos para respaldar los roles familiares de los empleados. El presente estudio tuvo como objetivo obtener evidencias de validez de la Medida del Comportamiento de Apoyo del Supervisor a la Familia, en las versiones extensa y breve, en muestras brasileñas. En esta investigación participaron 503 trabajadores de ambos sexos. Los análisis factoriales confirmatorios revelaron que la versión extensa quedó compuesta por 14 ítems, divididos en cuatro factores de primer orden (emocional, instrumental, modelo a seguir y gestión creativa) y un factor de segundo orden. La versión breve unifactorial constaba de cuatro ítems. Ambas versiones mostraron buenos índices de consistencia interna. Los instrumentos se correlacionaron positivamente con el enriquecimiento trabajo-familia, el apoyo del supervisor y la satisfacción laboral, y negativamente con el conflicto trabajo-familia y la intención de rotación. Se concluye que los instrumentos presentan propiedades psicométricas que respaldan su uso en futuras investigaciones.(AU)

Listening training in organizations.

Employee listening training in organizations has been sparse and under-researched until recently. The substantial work that Itzchakov and Kluger and their colleagues have conducted in the last six years has laid the foundation for researchers to come. When employees learn to listen better, it decreases turnover intentions and burnout. When employees exist in a positive listening culture, it creates well-being and ties to the bottom line. Employee listening training should not focus on theories or barriers to listening; rather, it should be experiential and contextual. The listening circle technique, as well as other techniques they share freely, show great promise as being easy to implement and tied to a host of positive outcomes.

Clinical supervision under pressure: a qualitative study amongst health care professionals working on the ICU during COVID-19.

PURPOSE: The unprecedented influx of patients in 2020 with COVID-19 to intensive care units (ICU) required redeployment of healthcare professionals without adequate previous ICU-training. In these extraordinary circumstances, pivotal elements of effective clinical supervision emerged. This study sets out to explore the nature, aspects and key features of supervision under highly demanding circumstances among certified and redeployed health-care professionals on COVID-19 ICUs. MATERIALS AND METHODS: A prospective qualitative, single center, semi-structured interview study among healthcare professionals at COVID-19 ICUs at University Medical Center Utrecht, the Netherlands between July and December 2020. Interview data were analyzed using an inductive coding style. RESULTS: A total of 13 certified and 13 redeployed health'hcare professionals, including physicians, nurses, and operation room technicians participated. Seven themes were identified as essential for both certified (supervisors) and redeployed (trainees) personnel: an open attitude, observing boundaries, gauging coworkers' capacities, being available, providing feedback, continuity in care and teams, and combining supervision with workload. CONCLUSIONS: This study provides seven recommendations for both supervisors and trainees to help optimize clinical supervision. They align with the known five factors determining entrustment and supervision (trainee, supervisor, task, context, and relationship). To ensure good clinical supervision, be it either during normal circumstances or under pressure, efforts should primarily focus on factors that are within a supervisor or trainee's span of control. MESH: Clinical supervision, interprofessional, COVID-19, Intensive Care.

Comments on the articles dealing with individual performance criteria that are included in this special issue of Military Psychology.

Individual performance criterion measurement is central to effective personnel management in the military services, and to all other organizations as well. The articles in this special issue summarize the state of the art in all major phases of performance criterion development and assessment. The overall record, while it varies in terms of current progress across the major parts, is admirable. What's next is an equally thorough examination of the utility of validity.

Gestão do Trabalho em Saúde: experiências na atenção, gestão, participação e educação / Health Work Management: experiences in care, management, participation and education

Este livro é resultado de uma parceria entre OPAS, a Secretaria Estadual de Saúde do Tocantins e a Associação Brasileira da Rede Unida, desenvolvida em 2017. Apresenta diferentes interfaces, todas elas permeando o mundo de trabalho na gestão, no ensino e na atenção, tendo como pano de fundo a produção do cuidado, a organização da gestão do trabalho e da educação que são entrelaçados com processos que constituem sujeitos e subjetivações na construção do Sistema Único de Saúde (SUS), tal como está emoldurado em nossa Constituição Federal, fruto de lutas e conquistas de muitas e muitos por uma atenção integral, universal e com equidade. O debate de gestão de trabalho que este livro propõe, reabre possibilidades, possibilita a construção de uma agenda para nova política de saúde. As experiências desse livro abrem espaços e possibilidades dos novos e inusitados, produtoras de subjetividades conectadas à atenção em saúde que emancipa e que extrapola a dimensão biomédica; traz a micropolítica como espaço de desejos, criatividade e inovações. Espaços que se conectam/entrelaçam em suas vivências, constituindo cola, alicerce para construções de coletivos e outra políticas de vida. Este livro é resultado de uma parceria entre OPAS, a Secretaria Estadual de Saúde do Tocantins e a Associação Brasileira da Rede Unida, desenvolvida em 2017. Apresenta diferentes interfaces, todas elas permeando o mundo de trabalho na gestão, no ensino e na atenção, tendo como pano de fundo a produção do cuidado, a organização da gestão do trabalho e da educação que são entrelaçados com processos que constituem sujeitos e subjetivações na construção do Sistema Único de Saúde (SUS), tal como está emoldurado em nossa Constituição Federal, fruto de lutas e conquistas de muitas e muitos por uma atenção integral, universal e com equidade. O debate de gestão de trabalho que este livro propõe, reabre possibilidades, possibilita a construção de uma agenda para nova política de saúde. As experiências desse livro abrem espaços e possibilidades dos novos e inusitados, produtoras de subjetividades conectadas à atenção em saúde que emancipa e que extrapola a dimensão biomédica; traz a micropolítica como espaço de desejos, criatividade e inovações. Espaços que se conectam/entrelaçam em suas vivências, constituindo cola, alicerce para construções de coletivos e outra políticas de vida.

Challenges of midwifery staff at Tehran hospitals: A qualitative study from the midwifery managers perspective.

AIM: This study aimed to investigate the challenges faced by midwifery staff working in hospitals from midwifery manager's perspectives and provide suggestions to solve them. DESIGN: Descriptive qualitative study. METHODS: The study was conducted in Tehran in 2021. Data were collected using fifteen semi-structured interviews conducted with hospitals' clinical midwifery managers over 7 months. The interview data were grouped into three themes: recruitment, development, and maintenance. RESULTS: The midwifery workforce would face significant challenges in training hospitals. Lack of suitable patterns of midwifery workforce management, the non-optimal midwives' utilization and deployment, unclear job boundaries, weak training programs for the midwives' professional development, and unpleasant working atmosphere were the main challenges. A well-defined task description for midwives to determine their position in all spheres of reproductive health service provision, create training courses based on skill gaps, and focus on improving labour relations and organizational culture are suggested. PATIENT OR PUBLIC CONTRIBUTION: Midwifery managers were interviewed. They talked about their experience with midwifery workforce challenges.

The management of healthcare employees' job satisfaction: optimization analyses from a series of large-scale surveys.

BACKGROUND: Measuring employees' satisfaction with their jobs and working environment have become increasingly common worldwide. Healthcare organizations are not extraneous to the irreversible trend of measuring employee perceptions to boost performance and improve service provision. Considering the multiplicity of aspects associated with job satisfaction, it is important to provide managers with a method for assessing which elements may carry key relevance. Our study identifies the mix of factors that are associated with an improvement of public healthcare professionals' job satisfaction related to unit, organization, and regional government. Investigating employees' satisfaction and perception about organizational climate with different governance level seems essential in light of extant evidence showing the interconnection as well as the uniqueness of each governance layer in enhancing or threatening motivation and satisfaction. METHODS: This study investigates the correlates of job satisfaction among 73,441 employees in healthcare regional governments in Italy. Across four cross sectional surveys in different healthcare systems, we use an optimization model to identify the most efficient combination of factors that is associated with an increase in employees' satisfaction at three levels, namely one's unit, organization, and regional healthcare system. RESULTS: Findings show that environmental characteristics, organizational management practices, and team coordination mechanisms correlates with professionals' satisfaction. Optimization analyses reveal that improving the planning of activities and tasks in the unit, a sense of being part of a team, and supervisor's managerial competences correlate with a higher satisfaction to work for one's unit. Improving how managers do their job tend to be associated with more satisfaction to work for the organization. CONCLUSIONS: The study unveils commonalities and differences of personnel administration and management across public healthcare systems and provides insights on the role that several layers of governance have in depicting human resource management strategies.

My boss is younger, less educated, and shorter tenured: When and why status (in)congruence influences promotion system justification.

Supervisors are usually older, more educated, and longer tenured than their subordinates, a situation known as status congruence. However, subordinates are increasingly experiencing status incongruence, in which their supervisors lack these traditional status markers. We examine how status congruence versus incongruence interacts with subordinates' judgments of their supervisors' competence to influence subordinates' perceptions of the promotion system. Grounded in system justification theory, we predicted and found that when the supervisor was relatively less competent, status congruence led to perceptions of greater promotion system fairness (Study 1) and promotion system acceptance (Study 2), particularly under conditions known to heighten system justification motivation (a low sense of power in Study 1 and low system escapability in Study 2). Moreover, to triangulate on the role of system justification, we created an implicit measure of the construct and showed in two additional studies (3a and 3b) that participants engaged in more system justification under conditions in which our theoretical rationale suggested they would. Theoretical and practical implications are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

As vivências dos enfermeiros no processo de avaliação de desempenho / Nurses' experiences of the performance evaluation process

A Avaliação de Desempenho (AD) é um instrumento essencial na gestão dos recursos humanos, é um processo dinâmico e tem vários objetivos para as organizações. O atual sistema de AD dos enfermeiros da administração pública, é muito contestado e é um dos grandes desafios que se coloca ao Enfermeiro Gestor (EG). A questão orientadora de investigação é: ?Quais as vivências dos enfermeiros no processo de AD??, e os objetivos são: descrever as vivências dos enfermeiros no processo de AD; identificar que problemas vivenciam os enfermeiros no processo de AD; e identificar as reações que predominam nos enfermeiros no processo de AD. A metodologia do estudo assenta numa abordagem qualitativa fenomenológica com análise de conteúdo segundo o método de Giorgi e Sousa (2010), numa amostra intencional de seis enfermeiros que cumpriram os critérios de inclusão. Para obtenção dos resultados recorreu-se a um guião de entrevista semiestruturada. Da análise emergiram os constituintes essenciais da experiência: reconhecimento da importância, momento de oportunidade de melhoria, momento de valorização profissional, momento de feedback, meramente burocrático, incoerência avaliativa, desconhecimento do desempenho dos avaliados, objetivos não SMART, não são orientados para os cuidados enfermagem, influenciados pelo avaliador, injusta, pouco precisa, ausência de imparcialidade, limitadora e incontestável. Estes foram organizados, em grupos que dominamos de ?elementos do processo de AD?: o processo, o avaliador, os parâmetros de avaliação e as reações ao processo. Com o estudo concluímos que existem um conjunto de reações negativas, referentes ao atual sistema, relacionados com: o processo, o avaliador e os parâmetros de avaliação.

Enfermeiros imigrantes no Brasil: de 1973 a 2021 / Immigrant nurses in Brazil: from 1973 to 2021 / Enfermeros inmigrantes en Brasil: de 1973 a 2021

Objetivo: Atualizar o censo dos enfermeiros imigrantes no Brasil. Métodos: estudo descritivo e quantitativo sobre a dimensão e as características do censo dos enfermeiros imigrantes, segundo os estados e as regiões de destino, países de origem, idade e sexo. Os dados foram obtidos da base de dados do Conselho Federal de Enfermagem e analisados de forma descritiva. Resultados: Do total de 176 imigrantes, 145 são mulheres e 31 são homens, mostrando a prevalência feminina na profissão de enfermagem. Destes, 96 são peruanos, 126 sul americanos, 28 europeus, 9 cubanos, 5 norte americanos 8 imigrantes originários de diversos países. Conclusão: O censo de 1973 a 2021 mostra a predominância de imigrantes peruanos, com alta concentração na região norte e sudeste do Brasil, respectivamente no estado do Amazonas e de São Paulo. (AU)

Objective: To update the census of immigrant nurses in Brazil. Methods: descriptive and quantitative study on the dimension and characteristics of the census of immigrant nurses, according to the states and regions of destination, countries of origin, age, and sex. Data were obtained from the Federal Nursing Council database and analyzed descriptively. Results: Of the total of 176 immigrants, 145 are women and 31 are men, showing the female prevalence in the nursing profession. Of these, 96 are Peruvians, 126 South Americans, 28 Europeans, 9 Cubans, 5 North Americans, and 8 immigrants from different countries. Conclusion: the census from 1973 to 2021 shows the predominance of Peruvian immigrants, with a high concentration in the north and southeast of Brazil, respectively in the state of Amazonas and São Paulo. (AU)

Objetivo: Actualizar el censo de enfermeros inmigrantes en Brasil. Métodos: estudio descriptivo y cuantitativo sobre la dimensión y características del censo de enfermeras inmigrantes, según estados y regiones de destino, países de origen, edad y sexo. Los datos fueron obtenidos de la base de datos del Consejo Federal de Enfermería y analizados descriptivamente. Resultados: Del total de 176 inmigrantes, 145 son mujeres y 31 son hombres, mostrando el predominio femenino en la profesión de enfermería. De estos, 96 son peruanos, 126 sudamericanos, 28 europeos, 9 cubanos, 5 norteamericanos y 8 inmigrantes de diferentes países. Conclusion: el censo de 1973 a 2021 muestra el predominio de inmigrantes peruanos, con una alta concentración en el norte y sureste de Brasil, respectivamente en el estado de Amazonas y São Paulo. (AU)

Reactions from the Dark Side: How Does the Dark Tetrad Affect Responses to Daily Abusive Supervision Today and Tomorrow?

Abusive supervision is a widely-studied phenomenon experienced by a multitude of workers across organizations and occupations. It has typically been conceptualized as a chronic phenomenon with negative outcomes. However, preliminary evidence indicates that conceptualizing abusive supervision as constant may not be accurate, and that its outcomes may vary temporally. This study uses a within-person approach to capture the dynamic nature of abusive supervision and subordinate responses more fully. We surveyed 102 full-time employees from the U.S. who responded to 932 daily surveys assessing personality, workplace behaviors, and justice perceptions. Daily abuse led to lower perceptions of justice and increased retaliation on the same day, but not the following days. Rather, employees who engaged in workplace deviance more often reported more abusive supervision, potentially as a justification for their behavior. Further, justice perceptions predicted increased reports of abuse, indicating that this may be a circular relationship instead of a unidirectional one. Finally, narcissism exacerbated the relationships explored. These results can be used to implement interventions directed at both supervisor behavior and subordinate perceptions and behaviors.

Using Multi-Arm Designs to Test Operating Welfare-to-Work Programs.

BACKGROUND: In the early 1970s, most researchers thought that randomized controlled trials (RCTs) could not be used to measure the effectiveness of large-scale operating welfare reform and employment programs. By the mid-1970s, the Supported Work Demonstration showed that, under certain conditions, this was both feasible and valuable. However, the experimental design was simple; a multi-arm test had been rejected as unrealistic. Within 10 years, a three-arm design was implemented in San Diego to assess both a welfare-to-work program's overall impact and the contribution of a specific component. Less than 10 years later, the Job Opportunities and Basic Skills Training (JOBS)/National Evaluation of Welfare-to-Work Strategies (NEWWS) study used a more complex design to determine the relative effectiveness of two strategies operated in the same locations: one emphasizing getting a job quickly and the other requiring basic education. In San Diego and JOBS/NEWWS, the tested reforms emerged from political processes and were funded through regular program budgets. In both cases, researchers inserted multi-arm RCTs into operating welfare offices, trading control over the treatment for scale (thousands of people) and real-world conditions. Both RCTs were successfully implemented. OBJECTIVES AND RESULTS: This article examines why multi-arm designs were attempted, how they were structured, why public administrators cooperated, what various actors sought to learn, and how the researchers determined what strategies the different experimental arms ended up to truly represent. The article concludes that these designs provide convincing evidence and can be inserted into operating programs if the studies address questions that are of keen and immediate interest to state or local program administrators and researchers.

Allied health clinical supervision: An opportunity lost.

This study investigated clinical supervision with Allied Health professionals in a public health setting. Staff perceptions and experiences were explored through focus group discussions. Key themes identified that supervisees "tip-toe into complexity" by engaging in reflective practice for incremental personal and professional development. In contrast, supervisors identified that reflexivity was required for the opportunity to "develop at a deeper level". Offering a choice of supervisor and providing supervisor training enhanced supervision experiences. Challenges to effective supervision were identified. Competing priorities, inconsistent modes of delivery, major organisational change and the role of clinical supervision in line with professional development confounded the experiences. Health managers could improve the processes and outcomes by implementing consistency with approach, timing, documentation, language, and structure of Clinical Supervision.