En el camino de la equidad de género: Análisis de la implementación del nuevo régimen de licencias familiares para el personal de la administración pública: Más derechos para cuidar en el Gobierno de la Ciudad

Con el objetivo de ser una administración pública igualitaria desde la perspectiva de género, el Gobierno de la Ciudad de Buenos Aires se propuso en 2018 reformar el régimen de licencias para cuidar que rigen para el personal de su administración. Se decidió innovar y cambiar las reglas del juego para que la responsabilidad de cuidar no recaiga desproporcionadamente sobre las mujeres. A nivel global, existe una gran cantidad de evidencia que indica que la maternidad y la crianza, cuando recaen únicamente sobre la mujer, afectan negativamente su autonomía económica y sus oportunidades de progreso. A través de un nuevo esquema de licencias de embarazo, nacimiento, adopción y cuidado de terceros, en la Ciudad se intenta garantizar más derechos para promover mayor igualdad de género y un mejor desarrollo de la niñez. El documento que aquí se presenta cuenta el proceso de diseño y la implementación del nuevo esquema de licencias.(AU)

Os efeitos iatrogénicos das técnicas de gestão / The iatrogenic effects of management techniques

O principal objetivo deste texto é apresentar uma perspectiva crítica aos efeitos das técnicas de gestão empresariais sobre a saúde dos trabalhadores. Sabemos que o trabalho é um elemento central na vida das pessoas, porque, entre outros aspetos, a subsistência humana depende maioritariamente do fator trabalho. Essa é uma dimensão ética que tende a ser ignorada no universo laboral contemporâneo. As modernas técnicas de gestão, nomeadamente, a intensificação do trabalho, a qualidade total, a avaliação individual de desempenho, o aumento da precarização, a gestão pelo estresse ou a terceirização estão a destruir as relações sociais de trabalho e, consequentemente, a saúde dos trabalhadores. O adoecimento por via do trabalho é um problema social grave e a sua resolução parece difícil de alcançar, pelo menos nos tempos mais próximos, caso não se alterem profundamente as atuais técnicas de gestão empresariais

This study aims to show a critical perspective of the effects of business management techniques on workers' health. Work is a central element in people's lives because, among other aspects, human livelihood depends mostly on the work factor. This is an ethical dimension which the contemporary work universe tends to ignore. Modern management techniques, i.e., work intensification, total quality, individual performance evaluation, precariousness, and management by stress or outsourcing are destroying work relationships, work groups, and thus workers' health. Sickness due to work is a serious social problem and its resolution seems difficult to achieve (at least in the near future) if current business management techniques are not profoundly altered

The Conceptual Structure of the Management by Nurses of the Ego Integrity of Residents of Nursing Homes.

BACKGROUND: The number of older people admitted to nursing homes has continued to rise with the recent expansion of the Republic of Korea's long-term care system. Maintaining ego integrity is a major task for older people approaching the end of life. As efforts to maintain ego integrity include the final stages of life, this concept is critically important for older people in nursing homes. This study was designed to assess issues related to ego integrity in the nursing home environment to determine how nurses should play a key role in managing this important life task. PURPOSE: The management by nurses of the ego integrity of residents of nursing homes is a new phenomenon that is central to promoting long-term, quality care. This study was designed to clarify and conceptualize this management phenomenon in the context of nursing homes. METHODS: A hybrid model of concept development was used to analyze the ways in which nurses manage the ego integrity of residents of nursing homes. In the theoretical phase, a working definition of the management by nurses of residents' ego integrity is developed using a literature review. In the fieldwork phase, in-depth interviews are conducted with eight nurses from six nursing homes in Seoul and three other provinces. Finally, in the final analytical phase, the theoretical and fieldwork findings are interpreted and compared. RESULTS: Two components, assessment and intervention, of the approach by nurses to managing the ego integrity of residents of nursing homes were identified. Assessment incorporates 10 attributes in the following three dimensions: "identifying the extent to which residents' basic needs are being fulfilled," "determining how residents achieve friendly relationships with others," and "determining how each resident creates a harmonious view of his or her life." Intervention incorporates nine attributes in the following two dimensions: "helping residents develop a positive view of life" and "helping residents make the best use of their remaining functional abilities." CONCLUSIONS/IMPLICATIONS FOR PRACTICE: By managing the ego integrity of residents, nurses have a significant influence on residents' sociopsychological adaptation, especially in the challenging environment of a nursing home. This study supports that managing the ego integrity of residents of nursing homes is an important and practical component of the role played by nurses and of the aid and care they provide. Furthermore, the findings verify the effectiveness of intervention studies in examining assessment tools and developing guidelines for ego-integrity management.

Examining the role of coaching in health-system transformations

OHTs are being introduced to provide a new way of organizing and delivering care that is more integrated from the perspective of the patients in their local communities, and that achieves measurable improvements in key quadruple-aim metrics of improving care experiences and health outcomes at manageable per capita costs and with positive provider experiences. This change requires significant adjustments to the way in which care is organized and provided, as well as the ways in which organizations and providers across the system interact with one another.

Exploring models for health workforce planning

The health of British Columbians has continued to improve over the past decade, with gains in healthadjusted life expectancy and a gradual decrease in the gap between the life expectancy of women and men.(1) These gains in health status have come, in part, as a result of provincial efforts to strengthen health systems and ensure that programs, services and technologies get to those who need them. Essential to these efforts is ensuring that the right mix of health workers are equipped with the right skills to provide British Columbians with high-quality care when and where they need it.

Human resource technology disruptions and their implications for human resources management in healthcare organizations.

Concern among the public and policymakers about current and future major staff shortages is increasing. Strengthening Human Resource (HR) practices and adopting HR technologies such as Human Resource Information Systems (HRIS), that can collect, store and report workforce data are often described as a potential solution to this problem. Indeed, examples from other industries show that HRIS can help to launch or manage, as well as provide ongoing insights concerning the whole career cycle of an employee. However, few of the existing studies that discuss technology or its impacts on the future of work have focused on health organizations, and those that do have not received sufficient attention in health literature. Furthermore, such contributions as there have been have either prioritized a particular type of technology or focused mainly on the effect of automation on health professionals' work. They have thus overlooked the full range of possible uses of these technologies and, specifically, have neglected the topic of HR for Health (HRH) management in health organizations. The primary aim of this paper is to address this lacuna, with specific reference to the existing categorization of HR technological disruptions. To conclude, health organizations and the health and HR professionals who work within them need to use HRIS responsibly, finding a balance between the drive for innovation, productivity and efficiency and respect for all potential legal, ethical and compliance issues, as well as taking account of the importance of HRH wellbeing and satisfaction.

¿Qué medidas fortalecen y cuáles debilitan la Pediatría de Atención Primaria? Posicionamiento de la Asociación Española de Pediatría de Atención Primaria / Which are the measurements that strengthen and which are the ones that weaken the Primary Care Pediatrics? Stance of the Spanish Association of Primary Care Pediatrics

Introducción: la Asociación Española de Pediatría de Atención Primaria (AEPap) ha querido conocer las repercusiones que podrían tener en la continuidad de la actividad pediátrica en el primer nivel asistencial algunas propuestas que se están haciendo desde diversas instituciones. Análisis realizado: la Junta directiva de la AEPap y el grupo de trabajo profesional han analizado seis propuestas para ver si fortalecen o debilitan a la Pediatría de Atención Primaria. Las propuestas analizadas han sido: 1) prolongación de la edad pediátrica en Atención Primaria; 2) prolongación de la duración de la especialidad de Pediatría y sus Áreas Específicas; 3) adecuación de las salidas profesionales; 4) adecuación del número de tarjetas individuales sanitarias; 5) aumento de las plazas de médicos internos residentes de Pediatría, y 6) mantenimiento de oposiciones diferenciadas de Pediatría de Atención Primaria y facultativo especialista de área de Pediatría. Conclusiones: la prolongación de la edad pediátrica en Atención Primaria de los 14 a los 18 años y la prolongación de la duración de la especialidad de Pediatría y sus Áreas Específicas serían perjudiciales para la continuidad de la Pediatría de Atención Primaria

Introduction: the Spanish Association of Primary Care Pediatrics (SAPCP) had wanted to know the repercussions that some proposals that are being made from different institutions could have on the continuity of primary care pediatrics. Analysis performed: the SAPCP and the professional working group have analyzed six proposals to see if they strengthen or weaken Primary Care Pediatrics. The proposals that have been analyzed are: 1) prolongation of the pediatric age in primary care; 2) prolongation of the duration of the specialty of Pediatrics and its Specific Areas; 3) adjustment of professional opportunities; 4) adaptation of the number of individual health cards; 5) increase in Internal medical residents of pediatrics, and 6) maintenance of differentiated oppositions of Pediatrics of Primary Care and facultative specialist of Area of Pediatrics. Conclusions: the prolongation of the pediatric age in primary care from 14 to 18 years and the prolongation of the duration of the specialty of Pediatrics and its Specific Areas would be detrimental for the continuity of Primary Care Pediatrics

Person-based differences in pay reactions: A compensation-activation theory and integrative conceptual review.

Compensation research has focused traditionally on how pay design characteristics (e.g., pay level, individual or group incentives) relate to average employee outcomes and, in toto, on how these outcomes affect organizational performance. Recently, scholars have begun to pay more attention to how individuals vary in the strength of their reactions to pay. Empirical research in several disciplines examines how the interplay of pay systems and person-based characteristics (psychological individual differences, demographics, and relative performance or position in a group) relate to important work-related outcomes. We develop a compensation-activation theory that frames compensation design characteristics as workplace "situations" providing cues that activate individuals' corresponding fundamental social motives made salient due to chronic or transient person-based characteristics. Where activation occurs, stronger-than-average responses to the compensation "situation" are expected. Using the theory as a lens, we synthesize and reinterpret existing research on person-based reactions to pay characteristics, including sorting, incentive/motivational effects, and effects on collective pay system reactions and unit/organizational outcomes. We conclude with a research agenda aimed at refining compensation-activation theory and advancing the study of compensation as it affects individual and organizational outcomes. (PsycINFO Database Record

Distribución de la fuerza de trabajo en enfermería en la Región de las Américas / Distribution of the nursing workforce in the Region of the Americas

Objetivo: Describir la distribución de la fuerza de trabajo de enfermería en países de la Región de las Américas y relacionar el número de recursos humanos en enfermería con las tasas de mortalidad materna. Métodos. Análisis descriptivo y exploratorio de 27 países de la Región. Las variables del estudio fueron la proporción de profesionales por país y subregión, la categoría profesional y la razón de enfermero-médico. Se utilizó la proporción de mortalidad materna, que es un indicador general de salud de la población, para analizar la relación con el cuantitativo de los enfermeros. Se analizaron la distribución de frecuencias y la densidad del recurso humano de enfermería por país y subregión. Resultados. La distribución de enfermería es heterogénea. Existen países con más de 80 enfermeros por 10 000 habitantes y otros con menos de cinco profesionales por 10 000 habitantes. En 34,1% de los países, la relación enfermero-médico es menor a uno. Se observan diferencias en la distribución de personal de enfermería por región, subregión y al interior de país. Conclusiones. En varios países, el número de enfermeros por habitantes es menor a lo esperado. La mayoría de los países muestran un retraso importante en la relación del número de enfermeros licenciados respecto al personal técnico y auxiliar. Es necesario implementar iniciativas para aumentar el número de enfermeros licenciados en toda la Región. (AU)

Drop in one-to-one nursing linked with infant mortality.

A REDUCTION in one-to-one nursing in neonatal intensive care units has been linked in a new study to a higher death rate.

Negociar en circunstancias cambiantes: los motivos sociales como moderadores del capital económico y relacional / Negotiating in changing circumstances. Social Motives as moderators of the relational and economic capital

El presente estudio analiza cómo la cantidad de recursos disponibles para la negociación, al aumentar o disminuir a lo largo del tiempo, inciden en las relaciones entre los negociadores y en los resultados alcanzados en la negociación. Los autores predijeron que el capital relacional y los resultados cuantitativos de la negociación dependen de la secuencia de recursos disponibles y están moderados por la motivación social de los negociadores. En un estudio experimental longitudinal, parejas de negociadores se enfrentaban de manera repetida a lo largo de tres semanas. Las ganancias disponibles en cada serie de tres negociaciones iban aumentando o disminuyendo dependiendo de la condición. Aunque consideradas globalmente, las situaciones de negociación eran idénticas, las secuencias decrecientes condujeron a peores resultados en la negociación. Del mismo modo, los negociadores con motivos prosociales a diferencia de los negociadores egoístas mostraron mejores resultados económicos y mayor capital relacional con independencia de la secuencia. Consistente con las hipótesis planteadas, las secuencias crecientes y la motivación prosocial promueven el capital relacional entre las partes, sugiriendo que las relaciones entre las partes dependen de los resultados presentes en la mesa de negociación y del motivo social. Se proponen implicaciones teóricas y prácticas, y tendencias para la investigación futura (AU)

The present study focuses on how the amount of resources available in a negotiation, when they increase or decrease, influences the relational and economic capital in a negotiation. The authors argue the relationships between negotiators and the outcomes they achieve depend on the specific sequence of available resources and on the social motivation of the parties. In an experimental longitudinal study, students participated during three weeks in a distributive negotiation task. Results show that decreasing sequences lead to worse quality agreements and as predicted pro socially motivated reached higher relational outcomes than proself motivated negotiators regardless of the sequence. Consistent with the authors’ hypotheses, increasing sequences and a prosocial motive promoted economic outcomes and relational capital, suggesting that the relationships between negotiators depend on the sequence of the outcomes and the social motivation. Implications and future directions are discussed (AU)

Greening the work force in Brazilian hotels: the role of environmental training.

BACKGROUND: Organizations are increasingly required to reduce their environmental impact through the adoption of environmental management, which requires the support of human resource practices. OBJECTIVE: The objective of this study is to determine whether human resource management practices, especially training, are supporting environmental management practices at four hotels located in Brazil. METHODS: This research is qualitative, based on the analysis of four hotels in Brazil. RESULTS: Based on the systematized empirical evidence collected from four hotels (Hotels A, B, C, and D), it can be concluded that: (1) human resource management is still not fully aligned with environmental objectives at the hotels studied; (2) only Hotel B has implemented environmental management practices and aligned with human resource management in a more developed manner, which may indicate that these two variables of analysis could have interrelations; (3) environmental training as a human resource management practice was verified in all hotels analyzed. CONCLUSIONS: The greening of human resources practices is not fully aligned with environmental objectives in the hotels studied. If these hotels really wish to "go green," environmental training will be necessary. Hotel stakeholders play a major role in implementing the greening of the hotel industry.