Benefits managers' attitudes toward obesity treatment coverage.

Despite the existence of effective treatments, obesity continues to present a severe public health crisis. Limited access to treatments works against efforts to reduce obesity prevalence. A major barrier to treatment access is a lack of insurance coverage. This study focused on an important population of stakeholders: benefits managers. The purpose of this study was to explore the relationships between attitudes about insurance coverage of obesity treatments and obesity stigma. Benefits managers have the ability to advocate for insurance coverage of medical interventions. We assessed whether attitudes toward covering obesity benefits for employees could be modified by receiving targeted information or were associated with particular factors. We recruited participants from Dun & Bradstreet's employer database using emails. Participants were randomized to one of three conditions that provided written information about: (1) prevalence of obesity (control), (2) prevalence + financial implications of obesity, and (3) prevalence + physiology of obesity. Questionnaires were self-administered online. The response rate was 4.8%, with 404 participants meeting eligibility criteria. While attitudes toward coverage of obesity interventions did not differ significantly based on condition (p > 0.05), gender, history of previous obesity treatment, and an individual's likelihood to attribute obesity to biological and environmental factors showed significant associations with supporting coverage of obesity treatment (p < 0.05). Findings suggest that understanding obesity as a condition caused by biological factors as opposed to personal responsibility and behavior is associated with greater support for coverage of all its treatments.

Compassion Fatigue Resiliency Program Effects on Oncology-Hematology Nurses' Professional Quality of Life, Stress Levels, and Patients' Care Satisfaction: Nurse, Nurse Manager, and Patient Perspectives, a Mixed-Methods Study.

OBJECTIVES: This study aimed to evaluate the effects of the Compassion Fatigue Resiliency Program applied to oncology-hematology nurses on the professional quality of life and stress levels of nurses, on the satisfaction of cancer patients, and on the perspectives of nurse managers. DATA SOURCES: An experimental embedded mixed-methods design was conducted between December 20, 2022, and February 20, 2023. The study included 15 oncology-hematology nurses, 19 cancer patients, and 6 nurse managers. Qualitative interviews were conducted with patients and pre-tests were applied to patients and nurses. The Compassion Fatigue Resiliency Program was implemented for the nurses. Then qualitative interviews were repeated with the same patients; focus group interviews were conducted with the nurse managers; post-tests were applied to patients and nurses who participated in the training; and narrative feedback was collected. Quantitative data analysis was carried out using the Wilcoxon signed-rank test. Qualitative data were processed using an inductive approach to thematic analysis. CONCLUSION: Compassion satisfaction decreased after the Compassion Fatigue Resiliency Program. Qualitative results showed that the training program improved nurses' effective communication skills and ability to cope with stress. The program improved nurses' approach to patients and communication, and patients' care satisfaction levels increased. IMPLICATIONS FOR NURSING PRACTICE: The Compassion Fatigue Resiliency Program should be included in hospital in-service training programs and implemented and sustained. With this, compassion fatigue of nurses can be reduced or prevented, which will help to avoid the nurse shortages that already existing and increasing.

Cost in the United States of FDA-approved small molecule protein kinase inhibitors used in the treatment of neoplastic and non-neoplastic diseases.

Because genetic alterations including mutations, overexpression, translocations, and dysregulation of protein kinases are involved in the pathogenesis of many illnesses, this enzyme family is the target of many drug discovery programs worldwide. The FDA has approved 80 small molecule protein kinase inhibitors with 77 drugs orally bioavailable. The data indicate that 69 of these medicinals are approved for the management of neoplasms including solid tumors such as breast and lung cancer as well as non-solid tumors such as leukemia. Moreover, the remaining 11 drugs target non-neoplastic diseases including psoriasis, rheumatoid arthritis, and ulcerative colitis. The cost of drugs was obtained from www.pharmacychecker.com using the FDA label to determine the dosage and number of tablets required per day. This methodology excludes any private or governmental insurance coverage, which would cover the entire cost or more likely a fraction of the stated price. The average monthly cost for the treatment of neoplastic diseases was $17,900 with a price of $44,000 for futibatinib (used to treat cholangiocarcinomas with FGFR2 fusions) and minimum of $5100 for binimetinib (melanoma). The average monthly cost for the treatment of non-neoplastic diseases was $6800 with a maximum of $17,000 for belumosudil (graft vs. host disease) and a minimum of $200 for netarsudil eye drops (glaucoma). There is a negative correlation of the cost of the drugs and the incidence of the targeted disease. Many of these agents are or were designated as orphan drugs meaning that there are fewer than 200,000 potential patients in the United States.

Altas Habilidades ou Superdotação em um Instituto Federal: dos Anseios dos Gestores à Construção de Formação Continuada / Giftedness in a Federal Institute: from Managers' Aspirations to The Construction of Continuing Education

RESUMO: Este artigo tem por objetivo refletir sobre os anseios de 11 gestores de um Instituto Federal em relação às Altas Habilidades ou Superdotação (AHSD) e apresentar encaminhamentos relativos a esses anseios no processo de construção de uma formação continuada que atenda aos sujeitos pesquisados. A pesquisa adotou uma abordagem qualitativa com observação participante, e os dados foram coletados por meio de entrevistas semiestruturadas e analisados com base na Análise Descritiva Interpretativa. Os resultados indicam que os gestores possuem conhecimentos básicos sobre o conceito e as características dos estudantes com AHSD, de acordo com a Teoria dos Três Anéis de Renzulli, a Teoria das Inteligências Múltiplas de Gardner e os documentos legais vigentes. No entanto, foram identificadas discrepâncias em relação ao apoio institucional oferecido pelo campus e à identificação e ao atendimento dos estudantes com AHSD. Por fim, conclui-se que é necessário aprofundar e profissionalizar os processos relacionados às AHSD, a partir de uma formação continuada que englobe aspectos teóricos e práticos dessa área e que atenda aos gestores pesquisados.

ABSTRACT: This article aims to reflect on the aspirations of 11 managers from a Federal Institute regarding Giftedness and to present recommendations related to these aspirations in the process of construction of a continuous education that meets the subjects researched. The research adopted a qualitative approach with participant observation, and the data were collected through semi-structured interviews and analyzed based on Interpretative Descriptive Analysis. The results indicate that the managers have basic knowledge of the concept and characteristics of students with Giftedness, according to Renzulli's Three-Ring Theory, Gardner's Theory of Multiple Intelligences, and current legal documents. However, discrepancies were identified regarding institutional support provided by the campus and the identification and support of students with Giftedness. In conclusion, it is necessary to deepen and professionalize the processes related to Giftedness through continuous education that encompasses both theoretical and practical aspects of this field and meets the needs of the managers surveyed.

Gender and Work Experience as Moderators of Relations between Management Level, Physical Activity, Eating Attitudes, and Social Skills of Managers during the COVID-19 Pandemic.

Being employed in a managerial position is often associated with maintaining high standards in many aspects of life. Many leaders pay attention to their physical activity, eating habits, and social skills. The onset of the COVID-19 pandemic brought additional difficulties to the already-demanding job of managing people and forced managers to make many changes to their daily functioning at work. The main goal of this study was to establish whether Gender, Experience, and Management Level influenced respondents' healthy behaviors (eating attitudes and physical activity) or soft skills during the COVID-19 pandemic. This study was carried out during the COVID-19 pandemic with a sample of 348 managers from a variety of companies (n = 222 women, n = 126 men) with different levels of experience and responsibility. The authors used the 26-item Eating Attitudes Test (EAT-26), four questions from the Physical Activity Objectives Questionnaire, and a self-authored soft skills questionnaire. The results showed that, compared to females, males were characterized by lower levels on all three EAT-26 scales: Bulimia and Food Preoccupation, Oral Control, and Dieting. On the other hand, male respondents who held high managerial positions were characterized by high levels of Dieting, Oral Control, Bulimia, and Food Preoccupation. This analysis provides insights that may help improve the quality of life of employees; however, further research is needed to investigate the direct influence of managers on employees in different industries.

Entrenamiento para el desarrollo de competencias en evaluación de impacto social a gestores de proyectos

Introducción: El contexto tecnocientífico cubano actual promueve proyectos de ciencia, tecnología e innovación, que tributan al progreso del modelo de desarrollo económico social socialista que propone el país. Pero, en la práctica, estos proyectos evidencian poca sistematicidad en la evaluación de impacto social, lo que da al traste con la transformación social que se pretende. Debido a esto, se considera necesaria la superación de los profesionales que, desde las universidades cubanas, gestionan proyectos. Objetivo: Proponer un entrenamiento para el desarrollo de competencias en evaluación de impacto social para gestores de proyectos de las universidades cubanas. Materiales y métodos: El diagnóstico realizado con métodos científicos teóricos y con la aplicación de encuestas y entrevistas a gestores de proyectos, y el análisis documental a proyectos en ejecución y a sus resultados, así como a los documentos rectores del posgrado en Cuba, permitieron conformar la propuesta de entrenamiento que se presenta. Resultados: Se identificó un nivel bajo de conocimientos y habilidades en evaluación de impacto social de los proyectos, y una alta disposición hacia la superación profesional en el tema. Esto conduce a la propuesta de un entrenamiento que consta de acciones para el desarrollo de competencias en los gestores de proyecto. Conclusiones: El entrenamiento que se propone resulta una vía esencial para atender demandas y necesidades de superación profesional en torno a conocimientos, habilidades y valores, para la evaluación de impacto social por gestores de proyectos de las universidades cubanas.

Introduction: The current Cuban techno-scientific context promotes projects of science, technology and innovation, which contribute to the progress of the model of socialist social economic development the country proposes. But, in practice, these projects show little systematicity in the social impact assessment, which ruins the social transformation that is pretended. Due to this, it is considered necessary the upgrading of the professionals who manage projects of Cuban universities. Objective: To propose training for the development of skills in social impact assessment for project managers of Cuban universities. Materials and methods: The diagnosis, carried out with scientific-theoretical methods, and with the application of inquiries and interviews to project managers, and the documentary analysis of projects in execution and their results, as well as of leading documents of post-graduate studies in Cuba, allowed to elaborate the training proposal presented. Results: A low level of knowledge and skills in the social impact assessment of the projects and a high disposition towards professional upgrading on the topic were identified. This leads to the proposal of a training that consists on actions for the development of skills in project managers. Conclusions: The training proposed results an essential way to meet demands and needs of professional upgrading regarding knowledge, skills and values, for the assessment of the social impact by project managers of Cuban universities.

Breast Cancer Survivors' Experiences of Managers' Actions During the Return to Work Process: A Scoping Review of Qualitative Studies.

PURPOSE: Managers' actions can facilitate the return to work (RTW) process for breast cancer survivors (BCS). However, data on BCS' experiences of managers' actions regarding RTW are dispersed across multiple qualitative studies and do not offer useful insights for managers to support employees returning to work. This study aimed to summarize and map managers' actions experienced by BCS over three RTW phases (before, during, after) and categorize them as facilitating or hindering RTW. METHODS: A scoping review of qualitative studies was conducted. Four databases (MEDLINE, PsycINFO, Cochrane Library, EMBASE) were systematically searched for articles published between 2000 and 2022. Studies and participant characteristics were extracted using an excel spreadsheet. A thematic analysis with a predominantly deductive and semantic approach was conducted. RESULTS: Twenty-nine studies were included after screening 1042 records. Five themes were generated from the data. Two themes addressed the phase 'before RTW': 'managers' interpersonal skills' and 'preparing for RTW'; three in the 'during RTW' phase: 'managers' interpersonal skills', 'offering work flexibility', and 'offering work accommodations', and only one, 'paying attention to follow-up', was addressed in the 'after RTW' phase. CONCLUSION: This review mapped managers' actions experienced by BCS in three phases of the RTW process. Results suggested that, according to BCS, managers need to mobilize specific skills to provide appropriate support during the RTW process. Further research is needed to better understand the skills underlying managers' actions facilitating the RTW process.

Should case management be considered a component of obstetrical interventions for pregnancies at risk of preterm birth?

Preterm birth remains the leading cause of morbidity and mortality among nonanomalous neonates in the United States. Unfortunately, preterm birth rates remain high despite current medical interventions such as progestogen supplementation and cerclage placement. Case management, which encompasses coordinated care aimed at providing a more comprehensive and supportive environment, is a key component in improving health and reducing costs in other areas of medicine. However, it has not made its way into the general lexicon and practice of obstetrical care. Case management intended for decreasing prematurity or ameliorating its consequences may include specialty clinics, social services, coordination of specialty services such as nutrition counseling, home visits or frequent phone calls by specially trained personnel, and other elements described herein. It is not currently included in nor is it advocated for as a recommended prematurity prevention approach in the American College of Obstetricians and Gynecologists or Society for Maternal-Fetal Medicine guidelines for medically indicated or spontaneous preterm birth prevention. Our review of existing evidence finds consistent reductions or trends toward reductions in preterm birth with case management, particularly among individuals with high a priori risk of preterm birth across systematic reviews, metaanalyses, and randomized controlled studies. These findings suggest that case management has substantial potential to improve the environmental, behavioral, social, and psychological factors with patients at risk of preterm birth.

Actitudes y capacidades frente a la innovación educativa: Desde la percepción de docentes y directivos de establecimientos educativos de la región del Biobío, Chile / Attitudes and capacities towards educational innovation: From the perception of teachers and directors of / Atitudes e capacidades para a inovação educacional: a partir da percepção de professores e diretores de estabelecimentos de ensino na região de Biobío, Chile

RESUMEN La innovación en educación es imprescindible para dar respuestas a las nuevas exigencias de la sociedad, que demanda de nuestros profesores competencias deseables para este siglo, esto implica, no solo la utilización de metodologias actualizadas, sino que la integración de nuevos modelos pedagógicos. En este contexto, se han analizado las actitudes y capacidades de los docentes frente a la innovación educativa desde la percepción de profesores y directivos de establecimientos educacionales de la región del Biobío, Chile (N=255). Los estudios comparativos de diferencias de medias se realizaron mediante el análisis de ANOVA, prueba t de Student y las correlaciones a través del coeficiente de Pearson. Los principales resultados senalan que el profesorado percibe que para la innovación en el aula es necesario, dedicar tiempo para la preparación de sus clases, retroalimentar a los estudiantes, trabajar en equipo y una formación constante en metodologias innovadoras. Se evidenció que las TIC son utilizadas para la preparación de material didáctico y las tareas administrativas.

ABSTRACT Innovation in education is essential to respond to the new demands of society which demands desirable skills from our teachers for this century, this implies not only the use of updated methodologies, but also the integration of new pedagogical models. In this context, the attitudes and capacities of teachers regarding educational innovation have been analyzed from the perception of teachers and directors of educational establishments in the Biobío region, Chile (N=255). Comparative studies of mean differences were performed using ANOVA analysis, Student's t-test, and correlations through Pearson's coefficient. The main results indicate that teachers perceive that for innovation in the classroom it is necessary to dedicate time to preparing their classes, giving feedback to students, working as a team and constant training in innovative methodologies. It was evidenced that ICTs are used for the preparation of teaching material and administrative tasks.

RESUMO A inovação na educação é essencial para responder ás novas exigências da sociedade, que exige dos nossos professores competências desejáveis para este século, isso implica não só a utilização de metodologias atualizadas, mas também a integração de novos modelos pedagógicos. Neste contexto, as atitudes e capacidades dos professores em relação á inovação educacional foram analisadas a partir da percepção de professores e diretores de estabelecimentos de ensino na região de Biobío, Chile (N=255). Estudos comparativos de diferenças de médias foram realizados por meio de análise ANOVA, teste t de Student e correlações por meio do coeficiente de Pearson. Os principais resultados indicam que os professores percebem que para inovar em sala de aula é necessário dedicar tempo para preparar suas aulas, dar feedback aos alunos, trabalhar em equipe e treinamento constante em metodologias inovadoras. Evidenciou-se que as TICs são utilizadas para a elaboração de material didático e tarefas administrativas.

Fatores de risco psicossociais no trabalho de gestores: revisão sistemática / Psychosocial Risk Factors in the Work of Managers: Systematic Review

Objetivo. Este estudo objetiva sistematizar e avaliar a produção científica nacional e internacional acerca dos fatores de risco psicossociais presentes no trabalho de gestores e como estes afetam sua saúde. Método. Realizou-se uma revisão sistemática da literatura. Foram seguidas as diretrizes do Protocolo PRISMA - Preferred Reporting Items for Systematic reviews and Meta-Analyses. Resultados. Verificou-se que os gestores estão expostos a riscos psicossociais relacionados às categorias tipo e produção de tarefas e saúde e bem-estar. A exposição a estes fatores de risco pode desencadear alterações físicas e mentais na saúde. Foram identificadas ações de intervenção e seus resultados, bem como a necessidade de desenvolvimento de ações de prevenção e promoção de saúde mental voltadas para gestores.

Objective. This study aims to systematize and evaluate the national and international scientific production about the psychosocial risk factors present in the work of managers and how these affect their health. Method. A systematic review of the literature was done. For its development, the guidelines for conducting a systematic review proposed by the PRISMA Protocol - Preferred Reporting Items for Systematic reviews and Meta-Analyses were followed. Results. After the process of refining the results, it was found that managers are exposed to psychosocial risks related to the categories types, and production of tasks and health and well-being. The exposure to these risk factors can trigger physical and mental changes in the health of these workers, requiring prevention and mental health promotion actions.

Identification of actions to be taken by managers to facilitate the return to work of cancer survivors: Consensus between managers and cancer survivors.

BACKGROUND: Managers are considered to be main stakeholders in the return to work (RTW) of cancer survivors. However, the perspectives of cancer survivors and managers differ on what managerial actions should be taken during the RTW of cancer survivors. This difference might put effective collaboration and successful RTW at risk. Therefore, this study aims to reach consensus among managers and cancer survivors on the managerial actions to be taken during the four different RTW phases of cancer survivors (i.e., Disclosure, Treatment, RTW plan, Actual RTW). METHODS: The Technique for Research of Information by Animation of a Group of Experts (TRIAGE) was implemented with managers and cancer survivors (hereafter referred to as "experts"). An initial list of 24 actions was derived from a previous study. Firstly, for each action, fifteen experts were asked to indicate individually how important this action is per RTW phase (Likert scale from 1 - "Not important at all" to 6 - "Very important"). Consensus was reached when ≥ 80% (i.e., ≥ twelve experts) of the experts rated that action ≥5. Secondly, for each phase of the RTW process, the 15 actions with the highest percentage were discussed with eight experts during the collective consultation, except for the actions that already reached consensus. After discussion, the experts voted whether each action was important ("yes" / "no") and consensus required ≥ 87.5% (i.e., ≥ seven experts) of the experts to consider an action as important. RESULTS: Twenty-five managerial actions were finally retained for at least one of the RTW phases, e.g., Disclosure: "respect privacy" and "radiate a positive attitude", Treatment: "show appreciation" and "allow sufficient sick leave", RTW Plan: "tailor" and "communicate", and Actual RTW: "support practically" and "balance interest". CONCLUSION: Cancer survivors and managers reached consensus on the importance of 25 managerial actions, distributed into each phase of the RTW process. These actions should be considered an interplay of managerial actions by different stakeholders on the part of the employer (e.g., direct supervisor, HR-manager), and should be a responsibility that is shared by these stakeholders. The collective implementation of these actions within the company will help cancer survivors feel fully supported.

Burnout among Telecommunication Sales Managers.

(1) Background: Various investigations have confirmed that burnout prevails in intensive and demanding contemporary working environments. Most of these studies have analyzed the associations between emotional exhaustion and various work factors. We studied the gap in the literature by simultaneously considering the three commonly recognized dimensions of burnout (emotional exhaustion, depersonalization, and reduced personal accomplishment) using a representative sample of telecommunication sales managers. (2) Methods: 849 survey respondents completed an anonymous questionnaire that included items representing psychosocial factors at work, lifestyle characteristics, and the Maslach Burnout inventory. The hierarchical regression analysis revealed the predictors of emotional exhaustion, depersonalization, and reduced personal accomplishment. (3) Results: job demands and witnessing bullying at the workplace were the most powerful predictors of emotional exhaustion, followed by self-rated health, night work, education, and physical inactivity. Witnessing bullying at the workplace, job control, self-rated health, and physical inactivity were the strongest predictors of depersonalization. Finally, direct experiences of negative acts at the workplace, job control, social support at work, bullying exposure duration, family crises, physical inactivity, smoking and alcohol, and body mass index were the most important predictors of reduced personal accomplishments. (4) Conclusions: the present study fills a gap in the research surrounding the three dimensions of burnout. The findings not only confirm that high job demands, low job control, and low social support at work contribute to burnout but also contribute to the novel understanding that workplace bullying plays an integral role.

Difference in Mortality Rates by Occupation in Japanese Male Workers Aged 25 to 64 Years from 1980 to 2015.

This study examines the trends in mortality among Japanese working men, across various occupational categories, from 1980 to 2015. A Poisson model of trend, occupational category, and step variable was analysed for eight occupational categories separately, by cause, to explore the trends in mortality. This study found a sharp increase in mortality in the late 1990s, especially among professionals and managers. The overall trends in cancer, ischemic heart disease (IHD), cerebrovascular disease (CVD), and suicide mortality decreased across almost all occupational categories from 1980 to 2015, although there was an increasing trend in cancer of 0.5% among managers. Clerical workers had the greatest relative decrease in mortality rates from cancer (-82.9%), IHD (-81.7%), and CVD (-89.1%). Japan continues to make gains in lowering mortality and extending life expectancy, but its workplace culture must improve to ensure that those working at the heart of the Japanese corporate world can also benefit from Japan's progress in health. Mortality rates in working-aged Japanese men have been declining. However, similar declines are not evident among managers, for whom the mortality rate is remaining stable or slightly increasing. There is a need to address the needs of managers and improve workplace environments for these workers.

Respostas dos pontos de atenção à saúde à pandemia Covid-19: desafios e possibilidades de gestores do Estado do Paraná / Responses from health care points to the Covid-19 pandemic: challenges and possibilities for managers in the State of Paraná

Resumo: Introdução: A pandemia da Covid-19 impôs inúmeros desafios aos gestores de saúde na organização dos serviços da Rede de Atenção à Saúde (RAS), cobrando respostas rápidas, coordenadas e integradas, a fim de promover a atenção de qualidade à população em situações agudas e crônicas, evitando o colapso do sistema de saúde. Objetivo: Identificar os desafios e as possibilidades na resposta dos pontos da RAS no enfrentamento à pandemia da Covid-19, na perspectiva de gestores de saúde do Estado do Paraná. Metodologia: Trata-se de um estudo transversal, descritivo e de abordagem quantitativa, realizado no período de 2020 a 2022. Os participantes foram gestores dos pontos de atenção da RAS do Paraná. O estudo aconteceu em três etapas: elaboração e validação de instrumentos de coleta de dados; coleta de dados, e, sistematização dos desafios e possibilidades na resposta dos pontos da RAS no enfrentamento à Covid-19. Resultados: Os 228 gestores de pontos da RAS que responderam aos instrumentos, caracterizavam-se como mulheres, adultas jovens, com formação de pós-graduação. No domínio governança, as gestoras, apontaram que a maior parte dos serviços estabeleceram comitês locais e regionais e planos de contingência, entretanto apresentaram dificuldades de reconhecer seus representantes no interior das comissões, bem como fragilidades em informar as relações intersetoriais. No domínio modelo de atendimento, os serviços elaboraram ou adequaram fluxos e protocolos, baseado em evidências científicas e, apesar de uma interrupção nos atendimentos em alguns pontos de atenção, ampliaram as atividades e acesso, especialmente na atenção primária à saúde. Identificou-se que os teleatendimentos subsidiaram a atenção à saúde no momento de crise e que a qualificação de recursos humanos e da atenção à saúde foi um desafio contínuo. No que tange ao domínio organização e gestão, ressalta-se as dificuldades em relação à insuficiência do quadro profissional, e planejamento para gestão de pessoas em virtude da ausência de um plano de contingência que considerasse as necessidades da força de trabalho. Destacaram-se a necessidade de estratégias efetivas de educação permanente e monitoramento e avaliação dos processos de trabalho. No que diz respeito ao domínio autoavaliação, apesar das gestoras avaliarem-se positivamente, elas apontaram como principais dificultadores, no enfrentamento da pandemia da Covid-19, os recursos humanos e assistenciais, seguidos dos recursos financeiros, capacidade física insuficiente e falta de qualificação dos profissionais, além da fragilidade na comunicação e na gestão de risco. Considerações finais: A pandemia da Covid-19 ressaltou a importância dos conhecimentos, habilidades e atitudes dos gestores de saúde, que somada a esse estudo, possibilitaram uma perspectiva sistêmica de como se deu a resposta dos pontos da RAS no enfrentamento à Covid-19 no Paraná e de como se planejar para as próximas pandemias com base no fortalecimento dos domínios apresentados neste estudo, buscando respostas efetivas não apenas às ameaças, mas à produção da atenção à saúde com qualidade, eficiência e reduzindo as iniquidades do sistema de saúde.

Abstract: Introduction: The Covid-19 pandemic has imposed numerous challenges on health managers in the organization of the services of the Health Care Network (RAS), demanding quick, coordinated, and integrated responses in order to promote quality care to the population in acute situations and chronic diseases, preventing the collapse of the health system. Objective: Identify the challenges and possibilities in the response of the RAS points in facing the Covid-19 pandemic, from the perspective of health managers in the State of Paraná. Methodology: This is a cross-sectional, descriptive study with a quantitative approach, carried out from 2020 to 2022. The participants were managers of the RAS care points in Paraná. The study took place in three stages: development and validation of data collection instruments; data collection, and systematization of the challenges and possibilities in the response of the RAS points in the fight against Covid-19. Results: The 228 point managers of the RAS who responded to the instruments were characterized as women, young adults, with postgraduate training. In the governance domain, the managers pointed out that most services established local and regional committees and contingency plans, however, they had difficulties in recognizing their representatives within the commissions, as well as weaknesses in informing intersectoral relations. In the care model domain, services developed or adapted flows and protocols, based on scientific evidence and, despite an interruption in care at some care points, expanded activities and access, especially in primary health care. It was identified that teleservices subsidized health care in times of crisis and that the qualification of human resources and health care was a continuous challenge. Regarding the organization and management domain, the difficulties in relation to the insufficiency of the professional staff and planning for people management are highlighted, due to the absence of a contingency plan that considered the needs of the workforce. The need for effective strategies for permanent education and monitoring and evaluation of work processes was highlighted. With regard to the self-assessment domain, despite the managers evaluating themselves positively, they pointed out human and care resources as the main obstacles in the face of the Covid-19 pandemic, followed by financial resources, insufficient physical capacity and lack of qualification of the employees. professionals, in addition to fragility in communication and risk management. Final considerations: The Covid-19 pandemic highlighted the importance of the knowledge, skills and attitudes of health managers, which added to this study allowed a systemic perspective of how the RAS points were responded to in the fight against Covid-19 in Brazil. Paraná and how to plan for the next pandemics based on the strengthening of the domains presented in this study, seeking effective responses not only to threats, but to the production of health care with quality, efficiency and reducing inequities in the health system.

Gestores de referencias bibliográficas y su impacto en las investigaciones / Bibliographic reference managers and their impact on research

Resumen La incorporación de los gestores de referencias bibliográficas a las investigaciones se debe a sus beneficios como organizador de citas, referencias y como un recurso informático para el desarrollo de proyectos. El objetivo de este artículo es actualizar conocimientos en los últimos 5 años, sobre el uso e implicación de los Gestores de Referencias en las investigaciones. Se realizó una revisión documental que permitió consultar 133 fuentes de información asociadas a cinco grupos de documentos: I. Rol que desempeñan los gestores de referencias bibliográficas en el desarrollo de habilidades informacionales y competencias investigativas. II. Uso de los gestores como herramientas en la investigación. III. Los gestores en temas de materiales didácticos. IV. En la confección de citas y referencias y V. Para otros objetivos de investigación. Se utilizaron el Zotero, el Excel 2013 y el paquete estadístico SPSS. Se calcularon frecuencias absolutas y porcentajes, así como la Moda para los grupos conformados. Entre otras conclusiones importantes, al analizar el comportamiento de la producción científica, la Moda señala al grupo II Uso de los gestores como herramientas en la investigación, como el más frecuente dentro de los documentos estudiados, por lo que se recomienda su estudio y actualización permanente.

Abstract The incorporation of bibliographic reference managers in research is due to its benefits as an organizer of citations, references and as an informatics resource for the development of projects. The objective of this article is to update knowledge in the last 5 years on the use and implication of reference managers in research. A documentary review was carried out which allowed to consult 133 sources of information associated with five groups of documents: I. Role of bibliographic reference managers in the development of informational skills and research competencies. II. Use of managers as tools in research. III. Managers in didactic materials issues. IV. In the preparation of citations and references and V. For other research objectives. Zotero, Excel 2013 and the SPSS statistical package were used. Absolute frequencies and percentages were calculated, as well as the mode for the groups formed. Among other important conclusions, when analyzing the behavior of scientific production, Moda points out group II Use of managers as tools in research, as the most frequent within the documents studied, so its study and permanent updating is recommended.

Formação de gestores públicos escolares à luz da reflexividade prática / Formación de gestores de escuelas públicas a la luz de la reflexividad práctica / Training of public-school managers in the light of practical reflexivity

Resumo O objetivo deste estudo é buscar a interpretação de experiências e dos significados atribuídos pelos gestores escolares durante seu processo de capacitação no contexto da formação continuada oferecida pelo Governo do Estado da Paraíba. Com base na participação num dos módulos de formação continuada de gestores escolares com 35 diretores e carga horária de 24 horas, utilizamos os elementos constituintes do diálogo reflexivo para compreender a formação de gestores escolares. Os resultados apontam para uma dissonância entre o conteúdo da formação em relação à realidade e demandas dos gestores escolares, criando um binômio teoria x prática. É possível também identificar os problemas políticos que envolvem a escolha dos diretores escolares e as consequências na prática de fazer gestão. A formação de gestores públicos, ancorada na reflexividade prática, pode ser considerada um mecanismo de contribuição para a gestão democrática.

Resumen El objetivo de este estudio es buscar una interpretación de las experiencias y significados atribuidos por los administradores escolares durante su formación en el contexto de educación permanente ofrecida por el Gobierno del Estado de Paraíba. Con base en la participación en uno de los módulos de formación continua para administradores escolares con 35 directores y una carga de trabajo de 24 horas, utilizamos los elementos constitutivos del diálogo reflexivo para comprender la formación de administradores escolares. Los resultados apuntan a una disonancia entre los contenidos formativos en relación con la realidad y demandas de los directivos, creando un binomio teoría-práctica. También es posible identificar los problemas políticos en torno a la elección de directores escolares y las consecuencias en la práctica del hacer. La formación de gestores públicos, anclada en la reflexividad práctica, puede ser considerada un mecanismo para contribuir a la gestión democrática.

Abstract This study seeks to interpret school managers' experiences and meanings during their training in a continuing education program offered by the government of the Brazilian state of Paraíba. The study used the constituent elements of reflexive dialogue to understand school managers' training, obtained through participant observation during a module of a continuing education program for school managers with 35 school principals and a workload of 24 hours. The results point to a dissonance between training content and the managers' demands and reality, creating a binomial theory vs. practice. It is also possible to identify the political problems around hiring school principals and the consequences of such a process in school management. The research concludes that the training of public managers anchored in practical reflexivity can be a mechanism to contribute to democratic management.

Estresse Ocupacional em Gestores de um Hospital Público / Occupational Stress in Managers of a Public Hospital

A atuação dos gestores da área da saúde apresenta-se como expressiva fonte de tensão, ocasionando manifestações de estresse e comprometendo a saúde emocional e física. Diante desse contexto, este estudo objetivou descrever e explicar as manifestações de estresse ocupacional em gestores de um hospital público. Em relação ao método, utilizou-se o modelo teórico de explicação do estresse ocupacional em gerentes, a partir de abordagem quantitativa, onde os dados foram coletados por meio de questionário, envolvendo 83 gestores. A análise dos dados se deu por meio da estatística descritiva e inferencial. Apurou-se que 82% dos gestores possuem algum nível de estresse ocupacional, variando de leve/moderado (44,65) a muito intenso (37,4%). As principais fontes de tensão apontam para a realização de várias atividades ao mesmo tempo com alto nível de cobrança e a pressão excessiva no trabalho. Os sintomas prevalentes foram dor nos músculos do pescoço e ombros, fadiga e angústia. Observaram-se indicadores de impacto no trabalho como a dificuldade de lembrar fatos recentes, desmotivação; e excessivo desgaste nos relacionamentos interpessoais. Como estratégias para amenizar as tensões excessivas no trabalho identificou-se, principalmente, a cooperação entre os pares e o melhor planejamento do tempo.

The health manager's performance is a revealing source of tension, causing stress manifestations and compromising emotional and physical health. Given this context, this study aimed to describe and explain the occupational stress manifestations in a public hospital managers. Regarding the method, the theoretical model for explaining occupational stress in managers was used, based on a quantitative approach, where data were collected through a questionnaire involving 83 managers. Data analysis was performed using descriptive and inferential statistics. It was found that 82% of managers have some level of occupational stress, ranging from mild/moderate (44.65) to very intense (37.4%). The principal source of tension points to the performance of several activities simultaneously with a high level of collection and excessive pressure at work. The prevalent symptoms were a pain in the neck and shoulders muscles, fatigue, and distress. Indicators of impact at work were observed, such as the difficulty remembering recent facts, lack of motivation, and excessive wear and tear in interpersonal relationships. As strategies to alleviate exorbitant tensions at work, cooperation between peers and better time planning was identified.

As consequências paradoxais do trabalho intensificado: um estudo com gestores de logística / The paradoxical consequences of intensified work: a study with logistic managers

O artigo aborda os resultados de uma pesquisa qualitativa sobre as consequências do trabalho intensificado para dez gestores do setor de logística de transportes. O trabalho se torna intensificado pelo emprego de diversos mecanismos, especialmente aqueles que conduzem ao aumento do ritmo de execução das atividades ou da jornada de trabalho. As principais consequências do trabalho intensificado identificadas mostraram-se paradoxais, já que, se por um lado, os gestores apontaram efeitos negativos (impactos na saúde, dificuldades de conciliação da vida privada com as demandas laborais e diluição das barreiras entre tempo de trabalho e não trabalho), por outro lado, indicaram algumas vantagens, como o gosto pelo ritmo elevado e os benefícios financeiros e de carreira decorrentes da aceitação de condições de trabalho intensificadas. A influência da ideologia gerencialista foi considerada na compreensão e ponderação sobre esses benefícios do trabalho intensificado.

The article addresses the results of a qualitative research on the consequences of intensified work for ten managers in the transport logistics sector. The work becomes intensified by the use of several mechanisms, especially those that lead to an increase in the rate of execution of activities or work hours. The main consequences of the intensified work identified proved to paradoxical, since, on the one hand, the managers pointed out negative effects (health impacts, difficulties in reconciling private life with work demands and diluting of barriers between working time and non-work), on the other hand, indicated some advantages, such as the preference for the high rate and the financial and career benefits resulting from the acceptance of intensified working conditions. The influence of managerial ideology was considered in the understanding and weighting about these benefits of intensified work.

Mining managers' causal attributions of socio-environmental conflicts and intergroup perceptions / Percepciones intergrupales y atribuciones causales de conflictos socioambientales por gerentes mineros

Abstract The unprecedented mining boom of the 1990s in Latin America may or may have not contributed to socioeconomic development in the region, but it has certainly been accompanied by increased socio-environmental conflicts. Economists and sociologists have developed taxonomies for such conflicts and have attempted to explain them based on theories of resource mobilization, rational options, social cohesion, and identity construction applied to settings of generally extreme poverty. This study developed and tested psychological hypotheses based on personal values, attribution theory, reputational concern of the firm, intergroup threat theory, and UV radiation theory entailing mining managers' reactions to socio-environmental conflicts in Peru and effects of latitude and altitude. Forty-three Corporate Social Responsibility managers of the 49 mining corporations registered in the Society of Mining, Petroleum, and Energy of Peru filled-in a 20-minute questionnaire in the presence of one of the investigators at company offices (December 2017). 100 % of respondents were male, most of them middle-aged. A 3-factor structure of political, economic, and ecological concerns sustained the attributions of cause whereas mine's surrounding populations were perceived as moral, incompetent, and positive; in balance, these perceptions represent favorable conditions for conflict resolution. However, contrary to expectations, firm's experience of socio-environmental conflicts was not associated with these outcomes. Rather, geography emerged as a moderator of the relationship between the level of socio-environmental conflict experienced and managers' perceptions of the surrounding populations. These results suggest that mining managers more affected by socio-environmental conflict strengthened racial stereotypes in response to the external challenge.

Resumen Los economistas discuten si la enorme expansión de la minería de los años 1990s en América Latina -generalmente a base de capital extranjero- ha contribuido o no al desarrollo socioeconómico de la región, pero en lo que ellos y otros científicos sociales están de acuerdo es en que tal expansión ha estado acompañada de crecientes conflictos socioambientales. Economistas, sociólogos, y antropólogos han desarrollado taxonomías de los conflictos y han intentado explicarlos usando teorías de movilización de recursos, opciones racionales, cohesión social, y construcción de identidad aplicadas a ambientes de extrema pobreza, como lo son generalmente los circundantes a las minas. Sin embargo, los estudios se han concentrado en los comportamientos de estas poblaciones. En este estudio la pregunta es cómo perciben los gerentes mineros peruanos el origen de los conflictos socioambientales. ¿Como causados por el deseo de las comunidades de preservar el ambiente, proteger sus fuentes de agua, mantener su estilo de vida, participar en los beneficios económicos de la mina, responder a una agenda política, corregir los errores ambientales verídicos o esperados de la mina? En segundo lugar, se desarrollan y se prueban hipótesis psicológicas sobre las reacciones de los gerentes ante conflictos socioambientales. Una hipótesis, basada en la teoría de la atribución y la de preocupación reputacional de la firma, fue que su percepción de los conflictos dependería de la medida en que sus minas experimentaron conflicto. Otra hipótesis, basada en la teoría de la amenaza intergrupal, fue que la percepción que tienen los gerentes de los atributos personales de las comunidades vecinas sería más negativa en función de la magnitud de los conflictos experimentados. Tercero, se predijo que las reacciones de los gerentes variarían en función de la latitud y altitud de las minas; la teoría de la radiación UV predice menor inteligencia de la población con la altura sobre el nivel del mar y con la distancia a la línea ecuatorial. Cuarenta y tres gerentes de Responsabilidad Social Corporativa de las 49 corporaciones mineras registradas en la Sociedad de Minería, Petróleo, y Energía del Perú llenaron un cuestionario de 20 minutos de duración en presencia de uno de los investigadores en sus oficinas (Diciembre 2017). En su totalidad, eran hombres, la mayoría de mediana edad. Una estructura de factores políticos, económicos y ecológicos sostuvo las atribuciones de causa de los conflictos; en efecto, pese al pequeño número de casos, el análisis confirmatorio de factores identificó consistentemente un factor político (políticos y organizaciones no-gubernamentales movilizan reclamos por daños supuestos o reales causados por las minas), un factor económico(reclamos de propiedad y aspiraciones de participación de las comunidades en los beneficios económicos de las minas ante la pasividad del gobierno), y un factor ecológico (preocupación por la conservación del ambiente y las fuentes de agua de las comunidades). Las poblaciones vecinas fueron caracterizadas por rasgos de personalidad que las tipificaban como morales, incompetentes y positivas. Estas percepciones son más positivas que las que tienen estudiantes universitarios respecto a la población peruana en general y representan condiciones favorables a la resolución de conflictos. Ni estos resultados ni las caracterizaciones de causas de los conflictos dependieron de la experiencia de conflicto de los gerentes. Esto se puede entender considerando que los contactos frecuentes que tienen los gerentes mineros entre sí probablemente promocionan la estandarización de sus visiones sociales. Por su parte, la geografía moderó la relación entre la experiencia de conflicto y las percepciones intergrupales, sugiriendo que los gerentes más afectados por los conflictos socioambientales fortalecieron sus estereotipos raciales en respuesta al desafío externo si estaban cerca de la línea ecuatorial o a gran altura sobre el nivel del mar.