Inteligencia artificial en pediatría: actualidad y retos / Artificial intelligence in paediatrics: Current events and challenges

Se examina el uso de la inteligencia artificial (IA) en el campo de la atención a la salud pediátrica dentro del marco de la «Medicina de las 7P» (Predictiva, Preventiva, Personalizada, Precisa, Participativa, Periférica y Poliprofesional). Se destacan diversas aplicaciones de la IA en el diagnóstico, el tratamiento y el control de enfermedades pediátricas, así como su papel en la prevención y en la gestión eficiente de los recursos médicos con su repercusión en la sostenibilidad de los sistemas públicos de salud. Se presentan casos de éxito de la aplicación de la IA en el ámbito pediátrico y se hace un gran énfasis en la necesidad de caminar hacia la Medicina de las 7P. La IA está revolucionando la sociedad en general ofreciendo un gran potencial para mejorar significativamente el cuidado de la salud en pediatría.(AU)

This article examines the use of artificial intelligence (AI) in the field of paediatric care within the framework of the 7P medicine model (Predictive, Preventive, Personalized, Precise, Participatory, Peripheral and Polyprofessional). It highlights various applications of AI in the diagnosis, treatment and management of paediatric diseases as well as the role of AI in prevention and in the efficient management of health care resources and the resulting impact on the sustainability of public health systems. Successful cases of the application of AI in the paediatric care setting are presented, placing emphasis on the need to move towards a 7P health care model. Artificial intelligence is revolutionizing society at large and has a great potential for significantly improving paediatric care.(AU)

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)

Coordenadoria de Gestão de Pessoas - COGEP

Coordenadoria de Gestão de Pessoas objetiva implantar políticas e estratégias que alinhem missão, recursos e legislação às necessidades dos cidadãos usuários dos serviços da Secretaria Municipal da Saúde (SMS), assim como de seus profissionais, em concordância com a Política Municipal de Gestão de Pessoas, que constitui Parâmetros de decisão, visando assegurar o desenvolvimento das competências e da profissionalização, atingindo o perfil e quantitativo desejável do Quadro de Servidores, de forma a contribuir para o alcance dos objetivos da Prefeitura e para maior eficiência na prestação do serviço público.

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.

Gestión de personal en el Servicio Navarro de Salud-Osasunbidea durante la pandemia de COVID-19 / Personnel management in the Navarro Service of Health-Osasunbidea during the pandemic of COVID-19

Afrontar la pandemia por COVID-19 en el ámbito de la gestión de personal del Servicio Navarrode Salud-Osasunbidea, ha supuesto hacer frente a un empeoramiento de la falta de personalsanitario, derivado tanto del aumento de la carga de trabajo que genera la pandemia, como dela disminución del personal sanitario disponible como consecuencia del impacto que la propiaenfermedad produce en dicho personal. Las herramientas utilizadas para garantizar la adecuada asistencia sanitaria han consistidoen cambios legislativos que han permitido a los servicios de personal adoptar medidas paragarantizar el normal funcionamiento del sistema sanitario y además hacerlo compatible conlas nuevas medidas de salud pública adoptadas para evitar la propagación de la pandemia.Las medidas adoptadas se pueden agrupar, por una parte, en medidas para reforzar el personal sanitario mediante la contratación excepcional de residentes sin plaza, especialistas depaíses no miembros de la Unión Europea con titulación sin homologar, estudiantes de medicina y enfermería y por último reincorporación de profesionales sanitarios ya jubilados, asícomo puesta a disposición del personal sanitario de las mutuas. Por otro lado, en medidasextraordinarias por su duración o naturaleza a imponer al personal sanitario como: encomien-das de funciones distintas al puesto de trabajo, cambios geográficos entre distintos centros odepartamentos, y medidas en materia de jornada y descanso con revocación o denegación depermisos, licencias, vacaciones y reducciones de jornada. Junto a estas medidas orientadas a reforzar y garantizar el funcionamiento del sistema sanitario, también se adoptaron otras de tipo organizativo relacionadas con la protección de la saludpública, como son el teletrabajo, la cancelación de cursos, viajes y actividades formativas y lahabilitación para alojamiento del personal sanitario de hoteles para uso sanitario.(AU)

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.

Understanding the Link among employee well-being, training, HRM practices, and organizational citizenship behavior among employees of Football Sports in Bahrain / Comprender el vínculo entre el bienestar de los empleados, la capacitación, las prácticas de gestión de recursos humanos y el comportamiento cívico organizacional entre los empleados de Football Sports en Bahrein

Sports play a crucial role in enhancing the tourism industry of a country. In this respect, sports-related personnel are indispensable. Determining the impact of HRM, training, and employee well-being on employee engagement and organizational citizenship was the primary objective of this study. This study also evaluated employee commitment's role as a mediator. Data were obtained from Bahraini employees participating in football activities for this purpose. The respondents provided the information by completing questionnaires. The survey was disseminated to Bahraini employees who participated in football athletics. The valid response rate for the investigation was 73.62 percent. The gathered data were analyzed using SEM and the cutting-edge PLS 3.3.9 application. The study's findings indicate that HRM practices, training, and well-being positively affect employee commitment. Additionally, employee commitment positively affects organizational citizenship behavior. However, this research supports the mediating effect of employee dedication. These findings are useful for future academic study and football decision-makers in Bahrain regarding relevant HR policies.(AU)

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.

Sistemas de informação na gestão de recursos humanos em saúde da Secretaria de Estado de Saúde do Rio de Janeiro

A literatura analisada demonstra, no Brasil e no mundo, a importância de se utilizar ferramentas que forneçam informações capazes de facilitar o planejamento e traçar metas, embasado em evidências. O uso de sistemas de informação de RH, com informações precisas e integradas, pode fornecer as informações necessárias a respeito da distribuição de recursos humanos, além de favorecer o planejamento e a tomada de decisões. Em relação à gestão de RH da SES/RJ, esta apresenta forte informatização de suas rotinas e processos, porém produz informações de forma precária, com retrabalhos e suscetível a erros, o que, por se basear em dados não precisos, pode comprometer o resultado da tomada de decisão.