Sentidos do Trabalho para Brasileiros de Meia-Idade: Um Estudo Fenomenológico / Senses of Work for Middle-Aged Brazilians: A Phenomenological Study / Sentidos del Trabajo para Brasileños de Mediana Edad: Un Estudio Fenomenológico

O envelhecimento progressivo da sociedade demanda maior atenção aos aspectos profissionais de pessoas de meia-idade. Este estudo objetivou compreender os sentidos que 10 brasileiros entre 50 e 59 anos atribuem ao trabalho em um momento de transição de carreira. Trata-se de uma pesquisa fenomenológica, que empregou narrativas compreensivas individuais, elaboradas a partir de um encontro dialógico com cada participante, cujos sentidos e vivências compuseram uma narrativa síntese, representativa do todo. Os elementos estruturantes foram: a) transição profissional como fator de sofrimento; b) construção da identidade pessoal e social por meio do trabalho; c) trabalho como fonte de propósito de vida; d) trabalho como principal espaço de interação social; e) trabalho como recurso financeiro e subsistência foram discutidos a partir da Abordagem Experiencial de Gendlin. Descrevem-se tensões, desafios e a importância existencial do trabalho como mediador de sentidos. Fica evidenciada a necessidade de melhor preparo para transições laborais nessa fase de vida.

The progressive aging of society demands greater attention to the professional aspects of middle-aged people. This study aimed to understand the meanings that 10 Brazilians between 50 and 59-years old attribute to work in a moment of career transition. It is a phenomenological research that used individual comprehensive narratives, elaborated from a dialogical encounter with each participant, whose meanings and experiences comprised a synthesis narrative, representative of the whole. The structuring elements: a) professional transition as a factor of suffering; b) construction of personal and social identity through work; c) work as a source of life purpose; d) work as the main space for social interaction; e) work as a financial resource and subsistence were discussed based on Gendlin's Experiential Approach. Tensions, challenges and the existential importance of work as a meaningfulness mediator are described. The need for better preparation for work transitions in this stage of life is shown.

El progresivo envejecimiento de la sociedad exige una mayor atención a los aspectos profesionales de las personas de mediana edad. Este estudio tuvo como objetivo comprender los significados que 10 brasileños entre 50 y 59 años atribuyen al trabajo en un momento de transición profesional. Se trata de una investigación fenomenológica que utilizó narrativas comprensivas individuales, elaboradas a partir de un encuentro dialógico con cada participante, cuyos significados y vivencias conformaron una narrativa de síntesis, representativa del todo. Los elementos estructurantes: a) la transición profesional como factor de sufrimiento; b) construcción de identidad personal y social a través del trabajo; c) el trabajo como fuente de propósito de vida; d) trabajar como espacio principal de interacción social; e) el trabajo como recurso financiero y la subsistencia se discutieron sobre la base del Enfoque Experiencial de Gendlin. Se describen tensiones, desafíos y la importancia existencial del trabajo como mediador de significados. Se evidencia la necesidad de una mejor preparación para las transiciones laborales en esta etapa de la vida.

Experiences in the return-to-work process of workers having suffered occupational injuries in small and medium size enterprises.

BACKGROUND: Small and medium-sized enterprises (SMEs) represent 95 % of businesses and are economically essential. When occupational injuries occur, scientific literature suggests that the return-to-work (RTW) success rate is proportional to the size of enterprises and the way RTW is managed may put workers in SMEs at risk. As most studies on RTW organizational practices have been conducted with large enterprises, little is known about how RTW is managed in SMEs. OBJECTIVE: The aim of this study was to explore SME's organizational practices in the RTW process of workers having suffered an occupational injury. METHODS: Semi-structured phone interviews were conducted with 15 participants from 3 different stakeholder categories (i.e., SME representatives, workers, and healthcare professionals) in order to explore their experiences regarding RTW in SMEs. Data were analyzed using a phenomenological analysis strategy. RESULTS: SMEs' organisational practices evoked by participants gather in three themes: 1) Reducing the risks of occupational injuries (i.e., ensuring injury prevention), 2) Managing occupational injuries (i.e., dealing with the initial occupational injury, handling administrative aspects of work disability, and being actively involved in the RTW process), and 3) Preventing consequences of occupational injuries (i.e., adapting operations following injuries). CONCLUSION: Organizational practices for RTW are used diversely in SMEs. Proposed lines of action adapted to the realities and needs of SMEs may be beneficial to hundreds of thousands of workers, enterprises and professionals involved in the RTW process.

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

Hierarchical distance and employees' commitment as conditioning of team-based work in the Spanish public sector.

Team-based work (TBW) plays a crucial role in the success and quality of public services. In the context of the Spanish public sector, our study evaluates if a low level of hierarchical distance (HD) in public organizations condition the public employees' commitment (EC) as well as TBW, assessed in terms of participation and consensus among team members. Simultaneously, we evaluated to what extent EC help to enhance TBW. Employing a sample of 213 government organizations from the south of Spain through a model of structural equations, we were able to answer the above questions. Our results revealed that team-based work functions more successfully within public organizations where there exists little verticality in their structures, norms, values and rules - in simplest terms, where there is minimal organizational HD. Such results also suggest that although regulations exist in the Spanish public sector, should public organizations attempt to be less vertical and more horizontal, they would perhaps have public servants that were more committed to their organizations. As a result, servants view the organization as their own and remain loyal. Finally, from an academic perspective, this study could be one of few to research and evaluate the hierarchical role and employees' commitment to the functioning of public employees based on participation and consensus in their work teams.

Ciclos de trabajo-confinamiento para reducir la transmisión de Covid-19: evidencia y recomendaciones en el contexto de México.

Este artículo propone intervenciones estructurales dirigidas a la reorganización del trabajo para evitar un repunte de casos de Covid-19, permitiendo la continuidad de la actividad económica. Se resume la evidencia disponible acerca de los ciclos de trabajo-confinamiento y la posible aplicación de ciclos de cuatro días de trabajo por tres de confinamiento (4x3) en el contexto mexicano. También se discuten otras intervenciones como la continuación del teletrabajo en algunos sectores y el escalonamiento de las jornadas de trabajo como medidas complementarias a los ciclos de trabajo-confinamiento. Esta discusión se da en el contexto de alta informalidad y escasos recursos para absorber una pérdida importante de la productividad por las empresas medianas y pequeñas en México. Se considera la necesidad de implementar apoyos para que personas y empresas puedan mitigar pérdidas en salarios y ganancias tanto del sector formal como informal.

Reestructuración del funcionamiento de la Unidad de Hospitalización a Domicilio del Hospital Universitario Germans Trias I Pujol para el manejo de pacientes COVID y no COVID ingresados durante la pandemia del COVID-19 en España / Restructuring the Operation of the Home Care Unit of the Germans Trias I Pujol University Hospital for the management of patients COVID and no COVID Admitted during the COVID-19 Pandemic in Spain

INTRODUCCIÓN: La Unidad de Hospitalización a Domicilio del Hospital Universitari Germans Trias I Pujol, ante la grave situación sanitaria generada por el COVID-19 optó por varias estrategias para la atención de los pacientes ingresados con o sin diagnóstico de COVID optimizando los recursos de atención sanitaria. MÉTODO: Estudio descriptivo sobre la reorganización de la Unidad de Hospitalización a Domicilio (UHAD) durante la pandemia del COVID-19 en el período comprendido entre el 14 de Marzo y 31 de Mayo del 2020. Una ampliación del número de camas virtuales, así como de los turnos e incorporación de personal sanitario (médico/enfermeros) fue necesario, activándose paralelamente 2 plataformas de telemedicina para monitorización y contacto con los pacientes (COVIDApp para los pacientes COVID y Revita para los pacientes no COVID). RESULTADOS: Un total de 781 pacientes referidos del área de hospitalización, urgencias y atención primaria fueron incluidos, 584 (74,8%) ingresados con diagnóstico de COVID-19 (por PCR = polymerase chain reaction) y 197 (25,2%) pacientes ingresados por otras patologías (no-COVID) provenientes de la zona Metropolitana Nord de Barcelona y Maresme. Un 24,6% de los pacientes no-COVID y un 2,5% de los pacientes COVID eran pacientes crónicos complejos. El porcentaje de reingreso hospitalario fue mayor en los pacientes no-COVID (11.6%) que en los pacientes COVID (4,28%). El porcentaje de altas de la UHAD aumentó hasta un 35,34%. Ambas plataformas permitieron realizar seguimiento estrecho de los pacientes. CONCLUSIONES: La pandemia del COVID-19 ha remarcado la necesidad de optimizar y reestructurar los recursos del sistema sanitario, siendo las plataformas de Telemedicina COVIDApp y Revita de ayuda como herramientas innovadoras

INTRODUCTION: The COVID-19 pandemic made that the Home Care Unit of the Germans Trias I Pujol University Hospital implement strategies for the management of patients admitted with or without COVID-19, optimizing health care resources. METHOD: A descriptive study of patients with and without COVID-19 was conducted between March 14th and May 31th, 2020. An increase in the number of virtual beds, as well as extension of working hour and incorporation of personnel health (doctor/nurses) was necessary, activating 2 telemedicine platforms for monitoring of patients (COVIDApp for COVID patients and Revita for non-COVID patients). RESULTS: A total of 781 patients referred from the hospitalization, emergency and primary care were included, 584 (74.8%) admitted with a diagnosis of COVID-19 (by PCR) and 197 (25.2%) patients admitted by other pathologies (non-COVID) from the Nord Metropolitan area of Barcelona and Maresme. 24.6% of non-COVID patients and 2.5% of COVID patients were complex chronic patients. The percentage of hospital readmission was higher in non-COVID patients (11.6%) than in COVID patients (4.28%). The percentage of discharges from the UHAD increased to 35.34%. Both platforms allowed for close monitoring of patients. CONCLUSIONS: The COVID-19 pandemic has highlighted the need to optimize and restructure the resources of the health system, with the Telemedicine platforms COVIDApp and Revita as innovative tools

The Business of Plastic Surgery: Employment Contracts.

SUMMARY: Plastic surgeons are increasingly choosing to practice as employed physicians: either in an academic position, a single-specialty or multispecialty group, or within a franchise-type business. Employment offers advantages with regard to immediate income, minimal investment in practice start-up costs, and easier access to prospective patients. Surgeons considering such employment must perform due diligence to determine whether the position offered is a good fit. Once the decision is made to offer the plastic surgeon a position, an employment contract is negotiated. It is imperative that all parties understand the provisions of the contract, so that there are no misunderstandings between the employer and employee for the duration of the term. This article introduces physician recruitment offers and employment contracting. The key components of a contract are described, and compensation options are explained. Negotiation of the contract is critical so that all aspects are understood and agreed on, and the responsibilities of all parties are delineated.

Gender difference in sickness absence: Do managers evaluate men and women differently with regard to the appropriateness of sickness absence?

Aims: Women have much higher rates of sickness absence than men, but the causes of the difference are not well understood. This study examines whether managers have more lenient attitudes towards women's than towards men's absence, as this might contribute to higher rates of sickness absence among women. Differences between managers and other employees are also assessed. Methods: Vignettes were used to measure attitudes towards the legitimacy of sickness absence. The vignettes consisted of brief case descriptions of individuals considering asking their physicians for sick leave, with information about the medical condition (mainly taken from the descriptions in ICPC-2), occupation and gender. Respondents judged how appropriate sickness absence was in each case. Quota sampling was used, and the effective sample size was 899 managers and 1396 other employees, with each respondent evaluating either four or six vignettes. Generalised ordinal logistic regression was used. Results: The gender of the vignette person had no effect on the managers' evaluations of the appropriateness of sickness absence. Irrespective of the gender of the vignette person, however, managers were generally more restrictive than non-managers. Conclusions: Different attitudes on the part of managers towards sickness absence in men and women do not seem to contribute to gender differences in sickness absence, but managers are generally more restrictive compared to non-managerial employees.

Superposition of COVID-19 waves, anticipating a sustained wave, and lessons for the future.

The 2019 coronavirus (COVID-19), also known as SARS-CoV-2, is highly pathogenic and virulent, and it spreads very quickly through human-to-human contact. In response to the growing number of cases, governments across the spectrum of affected countries have adopted different strategies in implementing control measures, in a hope to reduce the number of new cases. However, 5 months after the first confirmed case, countries like the United States of America (US) seems to be heading towards a trajectory that indicates a health care crisis. This is in stark contrast to the downward trajectory in Europe, China, and elsewhere in Asia, where the number of new cases has seen a decline ahead of an anticipated second wave. A data-driven approach reveals three key strategies in tackling COVID-19. Our work here has definitively evaluated these strategies and serves as a warning to the US, and more importantly, a guide for tackling future pandemics. Also see the video abstract here https://youtu.be/gPkCi2_7tWo.

A 'new normal' following COVID-19 and the economic crisis: Using systems thinking to identify challenges and opportunities in disability, telework, and rehabilitation.

BACKGROUND: The novel coronavirus (COVID-19) that emerged in late 2019, and later become a global pandemic, has unleashed an almost unprecedented global public health and economic crisis. OBJECTIVE: In this perspective, we examine the effects of COVID-19 and identify a likely 'new normal' in terms of challenges and opportunities within the fields of disability, telework, and rehabilitation. METHODS: We use a systems thinking lens informed by recent empirical evidence and peer-reviewed qualitative accounts regarding the pandemic to identify emerging challenges, and pinpoint opportunities related to health and changing employment infrastructure of people with disabilities and rehabilitation professionals. RESULTS: From our interpretation, the key leverage points or opportunities include: (1) developing disability-inclusive public health responses and emergency preparedness; (2) enabling employment and telework opportunities for people with disabilities; (3) addressing the new requirements in rehabilitation service provision, including participating as essential team members in the care of people with infectious diseases such as COVID-19; (4) embracing the added emphasis on, and capacity for, telehealth; and (5) developing greater resilience, distance learning, and employability among the rehabilitation workforce. CONCLUSIONS: The COVID-19 pandemic has become increasingly challenging to the lives of people with disabilities and rehabilitation professionals; however, key challenges can be minimized and opportunities can be capitalized upon in order to 'build back better' after COVID-19.

Employee voice behavior as a critical factor for organizational sustainability in the telecommunications industry.

Organizational effectiveness is contingent upon employees' contributions; however, the role of employee voice behavior as a critical component of employees' contribution to the organization has not been sufficiently acknowledged. Based on proactive behavior theory, we present a model to investigate employee voice behavior as an underlying mechanism in the relationship between supervisor delegation and perceived workplace inclusion. Using the SEM (structural equation modeling) method, we test our model's hypotheses with data from 271 employee-supervisor questionnaires administered in state-owned enterprises in the telecommunications industry. The results show that supervisor delegation is positively related to employees' promotive and prohibitive voice behavior. Promotive voice significantly influences perceived workplace inclusion, but prohibitive voice behavior was not found to have any impact on perceived workplace inclusion. Moreover, both dimensions of voice behavior, i.e., promotive and prohibitive voice behavior, significantly mediate the relationship between supervisor delegation and perceived workplace inclusion.

Impact of supervisory behavior on sustainable employee performance: Mediation of conflict management strategies using PLS-SEM.

This study investigates the relationship between supervisory behavior, conflict management strategies, and sustainable employee performance and inquires the mediating effect of conflict management strategies. Data were collected from the SMEs of the manufacturing industry of Pakistan. The significance of the model was assessed using the PLS-SEM (structural equation modeling). The findings of the study revealed a positive and significant relationship between supervisory behavior and sustainable employee behavior. Similarly, conflict management strategies had a positive effect on the relationship between supervisory behavior and sustainable employee behavior. This study adds in the current literature of supervisory behavior as a critical predictor of sustainable employee performance in two ways. Firstly, this study validates Conflict management strategies as an influential mediator between the relationship of supervisory behavior and sustainable employee performance. Secondly, this study provides substantial practical implications for managers at SMEs to enhance sustainable employee performance through supervisory behavior, stimulated by conflict management strategies. This study is based on cross-sectional data; more longitudinal studies can further strengthen the generalizability of relationships between the constructs. The study adds in the current literature of PLS-SEM as an assessment model for direct and mediation relationships.

Algorithms for Investment Project Distribution on Regions.

This paper proposes an optimization system for solving an NP-hard problem by using several new algorithms and application programs. This study aims to identify a suitable distribution of investment projects across several developed industrial regions. It is assumed that all industrial regions involved have the same economic and strategic characteristics. The problem involves a set of projects that are to be assigned across regions. Each project creates an estimated number of new jobs, and the distribution of projects can be guided by minimizing the maximum total number of newly created jobs. The problem is NP-hard one, and it is difficult to determine the most appropriate distribution. We apply scheduling algorithms in order to solve the analyzed problem. Severalheuristics are developedto obtain the appropriate distribution of newly created jobs across all regions. A branch-and-bound method is employed in order to obtain the exact solution. The performance of the algorithm is demonstrated by the experimental results for a total number of 1850 instances.

Intergenerational Relationships, Family Caregiving Policy, and COVID-19 in the United States.

Families and intergenerational relationships are important sources of risk for COVID-19 infection, especially for older adults who are at high risk of complications from the disease. If one family member is exposed to the virus they could serve as a source of transmission or, if they fall ill, the resources they provide to others could be severed. These risks may be especially heightened for family members who work outside the home and provide care, or for those family members who care for multiple generations. Policies have the potential to help families bear the burden of these decisions. This essay argues that policies that address health, employment, and other social issues have implications for families, and that policies aimed at families and caregivers can affect the health, employment, and the general well-being of the nation.

Older Workers in the Time of COVID-19: The Senior Community Service Employment Program and Implications for Social Work.

It has long been the goal of many gerontological social work scholars to increase the ability and opportunity for people to be engaged in paid and unpaid work throughout the life course. Yet the COVID-19 pandemic is revealing and exacerbating the financial insecurity of many older adults. In this paper, we review information related to older workers and how they might be affected by this pandemic and its aftermath, paying particular attention to the most socioeconomically and physically vulnerable older workers. We also offer first-hand experiences from our careers working with and conducting scholarship on older workers, paying particular attention to recent actions by many in the Senior Community Service Employment Program (SCSEP) network to provide paid sick leave to its low-income, older adult participants. We conclude with implications for social work scholarship and teaching, noting the uptick in technology use among older adults and the disparities that remain, as well as teaching that integrates discussions on the lifelong and cumulative effects of inequalities and marginalization and the need for additional researcher, student, and community collaborations.

[An assessment of the role of the Social Insurance Institution in the occupational activation of people with health problems, conducted by issuing decisions on the appropriateness of vocational retraining]. / Ocena roli Zakladu Ubezpieczen Spolecznych w aktywizacji zawodowej osób z problemami zdrowotnymi, realizowanej poprzez wydawanie orzeczen o celowosci przekwalifikowania zawodowego.

BACKGROUND: The new training allowance policy has been put in the Social Insurance Institution to bring back to employment workers with health problems unfit for their previous occupation. These people, following specific vocational training, may acquire new skills and competencies to stay on the labor market. The aim of this study was to assess the role of the Social Insurance Institution in the activation of persons with health problems, which was carried out by issuing opinions about the appropriateness of vocational retraining. MATERIAL AND METHODS: The analysis included 460 cases in which decisions on the appropriateness of vocational retraining, due to the inability to work in the current profession, were issued in 2009. RESULTS: It was found that 40.9% of the analyzed cases were not in accordance with the principles of adjudicating on the incapacity for work and applicable law. The majority of the study group (72.4%) were people with basic vocational education. No significant changes were found as regards gender, age and the place of residence between the retrained (N = 89) and not retrained subjects (N = 252). In the retrained group including 89 persons, 13 subjects started to collect pension again within 6 months; and 1 person collected pension while working. In addition, 51 (57.3%) retrained subjects were unemployed. After 12 months, the number of unemployed subjects decreased to 31. CONCLUSIONS: The effectiveness of the training allowance as a tool for the activation of people with health problems, expressed as the number of retrained people who returned to the labor market, is low. More than 80% of the people fail to get retrained and some of them again submit pension applications. A large number of incorrect vocational retraining opinions, as well as the lack of cooperation between institutions conducting retraining (the Social Insurance Institution and labor offices) resulted in a limited effectiveness of the training allowance. In order to enhance the effectiveness of the training allowance, it is necessary to carry out organizational and legislative changes, with particular emphasis on expanding the knowledge of medical examiners representing the Social Insurance Institution and occupational health physicians, as well as to improve cooperation between all institutions involved in the occupational activation of people with health problems. Med Pr. 2020;71(3):309-23.

How does benevolent leadership lead to work-family enrichment? The mediating role of positive group affective tone.

Although researchers have confirmed the relationship between positive leadership styles and work-family enrichment, benevolent leadership has received little attention. Drawing from the concept of mood contagion, this study explores the underlying mechanism between benevolent leadership and work-family enrichment. Using a survey of 459 employees, across 36 supervisors and their work groups, and multilevel structural equation modelling, this study revealed that benevolent leadership is positively associated with work-family enrichment via cross-level paths. The results indicated that benevolent leadership is associated with positive group affective tone, which further predicts subordinates' work-family enrichment. Moreover, work engagement mediates the relationship between positive group affective tone and work-family enrichment. Theoretical and practical implications are discussed.