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1.
Washington; Organización Panamericana de la Salud; ago 25, 2020. 11 p. ilus.
Não convencional em Espanhol | LILACS | ID: biblio-1117907

RESUMO

El Programa Subregional para América del Sur (SAM) representa la visión estratégica de la OPS/OMS a mediano plazo para la subregión sudamericana. El Programa apoya las prioridades subregionales en materia de salud y busca armonizar el trabajo de OPS/OMS con los mecanismos de integración, particularmente con el Mercado Común del Sur (MERCOSUR), el Organismo Andino de Salud - Convenio Hipólito Unanue (ORAS-CONHU), la Organización del Tratado de Cooperación Amazónica (OTCA), PROSUR, Alianza del Pacífico y otros socios.


Assuntos
Humanos , Administração de Recursos Humanos , Sistemas de Saúde/organização & administração , Controle de Doenças Transmissíveis , Saúde de Populações Indígenas , Pandemias/prevenção & controle , Doenças não Transmissíveis/prevenção & controle , Organização Pan-Americana da Saúde , Pneumonia Viral/epidemiologia , Áreas de Fronteira , Mudança Climática , Infecções por Coronavirus/epidemiologia , Mercosul , Betacoronavirus , América Latina
3.
PLoS One ; 15(6): e0234444, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-32559254

RESUMO

Managerial feedback discussions often fail to produce the desired performance improvements. Three studies shed light on why performance feedback fails and how it can be made more effective. In Study 1, managers described recent performance feedback experiences in their work settings. In Studies 2 and 3, pairs of managers role-played a performance review meeting. In all studies, recipients of mixed and negative feedback doubted the accuracy of the feedback and the providers' qualifications to give it. Disagreement regarding past performance was greater following the feedback discussion than before, due to feedback recipients' increased self-protective and self-enhancing attributions. Managers were motivated to improve to the extent they perceived the feedback conversation to be focused on future actions rather than on past performance. Our findings have implications for the theory and practice of performance management.


Assuntos
Pessoal Administrativo/organização & administração , Retroalimentação Psicológica , Motivação , Administração de Recursos Humanos/métodos , Local de Trabalho/organização & administração , Pessoal Administrativo/psicologia , Pessoal Administrativo/estatística & dados numéricos , Adulto , Idoso , Feminino , Previsões , Humanos , Masculino , Pessoa de Meia-Idade , Modelos Organizacionais , Modelos Psicológicos , Administração de Recursos Humanos/estatística & dados numéricos , Melhoria de Qualidade , Inquéritos e Questionários/estatística & dados numéricos , Local de Trabalho/psicologia , Local de Trabalho/estatística & dados numéricos , Adulto Jovem
4.
San Salvador; El Salvador. Ministerio de Salud; jun.4,2020. 12 p. ilus.
Não convencional em Espanhol | LILACS, BISSAL | ID: biblio-1103050

RESUMO

Ante la pandemia por COVID- 19, se hace necesario implementar medidas para tratar de contener el contagio, a través de la prevención, en la cual, el distanciamiento social es una medida de prevención vital para frenar este virus que es altamente contagioso. Ante ello, una de las acciones que se ha implementado por parte de las autoridades y que ha sido incorporada por varias empresas e instituciones es el teletrabajo, lo cual permite continuar con el desarrollo de las actividades productivas. Los presentes lineamientos presentan las disposiciones para el desarrollo de las funciones de los empleados del Nivel Superior y Regiones de Salud, utilizando el teletrabajo como mecanismo para frenar, en alguna medida, la cadena de contagios en la institución


In the face of the COVID-19 pandemic, it is necessary to implement measures to try to contain the contagion, through prevention, in which social distancing is a vital preventive measure to stop this highly contagious virus. Given this, one of the actions that has been implemented by the authorities and that has been incorporated by various companies and institutions is telework, which allows the development of productive activities to continue. The present guidelines present the provisions for the development of the functions of the employees of the Higher Level and Health Regions, using telework as a mechanism to stop, to some extent, the chain of infections in the institution


Assuntos
Administração de Recursos Humanos , Administração em Saúde Pública , Infecções por Coronavirus
5.
Artigo em Inglês | MEDLINE | ID: mdl-32570912

RESUMO

This study assessed the link of patient care outcome to occupational differences in response to human resource management. A cross-sectional survey was conducted in three large regional hospitals in China. A total of 700 questionnaires were distributed to doctors, nurses, allied health workers, and managers and 499 (71%) were completed. Data were analyzed using a final sample of 193 doctors and 180 nurses. Quality of patient care was rated by the participants using a modified version of the Victorian Patient Satisfaction Questionnaire. Human resource management was measured on seven aspects: job security, recruitment, training, transformational leadership, information sharing, job quality, and teams. The differences between doctors and nurses in response to the human resource management practices and their associations with quality of care were compared through independent samples t-tests, correlational analyses, and moderator regressions. Doctors gave a higher rating on quality of patient care than their nurse counterparts. 'Training', 'transformational leadership', and 'information sharing' were more likely to be associated with higher ratings on quality of patient care in nurses. By contrast, a greater association between 'teams' and quality of patient care was found in doctors. Although doctors and nurses in China are exposed to the same hospital management environment, professional differences may have led them to respond to management practices in different ways.


Assuntos
Satisfação no Emprego , Enfermeiras e Enfermeiros , Recursos Humanos de Enfermagem no Hospital , Assistência ao Paciente , Administração de Recursos Humanos , Médicos , Adulto , China , Estudos Transversais , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Inquéritos e Questionários , Recursos Humanos , Adulto Jovem
7.
Lima; Perú. Ministerio de Salud; 20200600. 12 p. tab.
Monografia em Espanhol | LILACS, MINSAPERU | ID: biblio-1100462

RESUMO

El documento contiene los lineamientos para el proceso de adecuación de cargos del personal técnico y auxiliar del régimen laboral del Decreto Legislativo N° 276, que se encuentren realizando funciones de soporte asistencial en los establecimientos de salud del Ministerio de Salud, Instituto Nacional de Enfermedades Neoplásicas y de los Gobiernos Regionales.


Assuntos
Administração de Recursos Humanos , Pessoal de Saúde , Instalações de Saúde
8.
Washington; Organización Panamericana de la Salud; mayo 20, 2020. 4 p.
Não convencional em Inglês, Espanhol | LILACS | ID: biblio-1096943

RESUMO

This technical note presents the main recommendations on personal protective equipment and its use. It is aimed at personnel in the area of ​​environmental sanitation, and covers individual hygiene precautions and how to properly handle tools and equipment. It also includes indications on best practices for the protection of workers' health, guidelines for the disposal of dangerous elements for the community, and a guide for preparing sodium hypochlorite solutions for use in 0.1% disinfection.


Asegurar que se aplique las medidas de protección para los trabajadores en el manejo de aguas residuales y desechos sólidos. SARS-COV-2 requiere la aplicación de las normas existentes para la protección de la salud de los trabajadores.


Assuntos
Humanos , Administração de Recursos Humanos/normas , Pneumonia Viral/prevenção & controle , Saúde do Trabalhador/normas , Infecções por Coronavirus/prevenção & controle , Pandemias/prevenção & controle , Equipamento de Proteção Individual/normas , Betacoronavirus , Serviço Hospitalar de Limpeza/normas
9.
Lima; Perú. Congreso de la República; 20200500. 3 p.
Não convencional em Espanhol | LILACS, MINSAPERU | ID: biblio-1116574

RESUMO

El documento contiene el marco normativo que habilita a las entidades públicas para disponer las medidas temporales excepcionales que resulten necesarias para asegurar que el retorno gradual de los/as servidores/as civiles a prestar servicios en sus centros de labores se desarrolle en condiciones de seguridad, garantizando su derecho a la salud y el respeto de sus derechos laborales, permitiendo ello al Estado promover las condiciones para el progreso social y recuperación económica.


Assuntos
Administração de Recursos Humanos , Segurança , Setor Público , Decreto Legislativo , Direito à Saúde
11.
Artigo em Inglês | MEDLINE | ID: mdl-32326579

RESUMO

According to the concept of abusive supervision, abusive supervisors display hostility towards their employees by humiliating and ridiculing them, giving them the silent treatment, and breaking promises. In this study, we argue that abusive supervision may not be limited to mistreatment at the relationship level and that the abuse is likely to extend to employees' work tasks. Drawing upon the notion that supervisors play a key role in assigning work tasks to employees, we propose that abusive supervisors may display disrespect and devaluation towards their employees through assigning illegitimate (i.e., unnecessary and unreasonable) tasks. Survey data were obtained from 268 healthcare and social services workers. The results showed that abusive supervision was strongly and positively related to illegitimate tasks. Moreover, we found that the relationship between abusive supervision and unreasonable tasks was stronger for nonsupervisory employees at the lowest hierarchical level than for supervisory employees at higher hierarchical levels. The findings indicate that abusive supervision may go beyond relatively overt forms of hostility at the relationship level. Task-level stressors may be an important additional source of stress for employees with abusive supervisors that should be considered to fully understand the devastating effects of abusive supervision on employee functioning and well-being.


Assuntos
Bullying , Hostilidade , Administração de Recursos Humanos , Feminino , Humanos , Masculino , Inquéritos e Questionários
12.
Artigo em Inglês | MEDLINE | ID: mdl-32260142

RESUMO

Thanks to the rapid advances of technology, we are currently experiencing the fourth industrial revolution, which is introducing several changes in how organizations operate and how people learn and do their work. Many questions arise within this framework about how these transformations may affect workers' wellbeing, and the Work and Organizational Psychology is called upon to address these open issues. This study aims to investigate personal and organizational antecedents (resilience, goal orientation and opportunities for information and training) and one consequence (work engagement) of technology acceptance within factories, comparing white- and blue-collar workers. The study involved a sample of 598 workers (white-collar = 220, blue-collar = 378) employed at an Italian company who filled in a self-report questionnaire. In both samples, the multi-group structural equation model showed a positive relationship between resilience, opportunities for information and training, and technology acceptance, which in turn showed a positive association with work engagement. All indirect effects were significant. This study investigated the motivational dynamics related to the introduction of new technologies within factories involving the little-studied population of blue-collar workers. Results highlighted the importance of providing information and opportunities for training to all employees, in order to support Industry 4.0 transformations without impacting on workers' motivation.


Assuntos
Indústrias , Administração de Recursos Humanos , Engajamento no Trabalho , Emprego , Recursos em Saúde , Humanos , Saúde do Trabalhador , Inquéritos e Questionários
13.
Acad Med ; 95(10): 1495-1498, 2020 10.
Artigo em Inglês | MEDLINE | ID: mdl-32304386

RESUMO

The COVID-19 pandemic has stretched health care resources to a point of crisis throughout the world. To answer the call for care, health care workers in a diverse range of specialties are being retasked to care for patients with COVID-19. Consequently, specialty services have had to adapt to decreased staff available for coverage coupled with a need to remain available for specialty-specific emergencies, which now require a dynamic definition. In this Invited Commentary, the authors describe their experiences and share lessons learned regarding triage of patients, staff safety, workforce management, and the psychological impact as they have adapted to a new reality in the Department of Neurosurgery at Montefiore Medical Center, a COVID-19 hot spot in New York City.


Assuntos
Infecções por Coronavirus , Assistência à Saúde/organização & administração , Mão de Obra em Saúde/organização & administração , Medicina/organização & administração , Pandemias , Administração de Recursos Humanos/métodos , Pneumonia Viral , Betacoronavirus , Humanos , Cidade de Nova Iorque/epidemiologia
16.
Artigo em Inglês | MEDLINE | ID: mdl-32187973

RESUMO

The study of work-life balance has undergone significant development in recent years as a result of changes in society and the growing importance of human resources (HR) for companies. Taking into account that human capital represents a critical success factor for businesses, the current context requires the development and implementation of HR management strategies aimed at attracting and retaining the most talented workers in order to obtain the expected results. The objective of this paper is to present an integrated model of work-life balance strategies, including the impacts of the different policies and practices on the retention of talented HR, which can be a basis for further academic developments on this subject, as well as a roadmap for managers. Hence, we will analyze a case study carried out in a multinational company-a leader in the technology and tourism sectors, and importantly dependent on valuable human capital, for which the HR strategy aims to improve the performance of the firm in the medium and long term through analysis, planning, and flexibility.


Assuntos
Administração de Recursos Humanos , Reorganização de Recursos Humanos , Equilíbrio Trabalho-Vida , Recursos em Saúde , Humanos , Recursos Humanos
17.
PLoS One ; 15(3): e0229508, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-32150592

RESUMO

Over the past few decades, Quality Management System (QMS) and High Performance Work System (HPWS) have emerged as key concepts to enhance organizational effectiveness. All over the globe, majority of contemporary manufacturing and services organizations have applied at least one of these development strategies or even both. This study proposes an integrated framework of QMS and HPWS and empirically investigates the relationship between QMS and HPWS practices and their direct and indirect effects on organizational effectiveness using structural equation modelling (SEM). This research makes a number of significant contributions: (1) The black box of the conjoint implementation is opened up for better appreciation of the interplay of QMS and HPWS practices and their influence on organizational effectiveness (2) The key QMS practices recognized as contributing factor of performance have been classified and examined at two distinct levels i.e. QMS Top Level practices and QMS Core practices (3) The mediating and interaction effects of QMS Core practices and HPWS practices on the relationship of QMS-Top Level practices and organizational effectiveness have been thoroughly investigated. The proposed framework is tested through cross-sectional data from 90 Technical Services Organizations (TSO) operating in Pakistan. The research hypotheses are supported by the test results of the SEM. The findings and implications are discussed along with limitations and future research guidelines.


Assuntos
Eficiência Organizacional , Emprego/psicologia , Cultura Organizacional , Administração de Recursos Humanos/métodos , Gestão da Qualidade Total/organização & administração , Desempenho Profissional/estatística & dados numéricos , Comércio , Estudos Transversais , Emprego/organização & administração , Humanos , Inquéritos e Questionários
18.
Artigo em Inglês | MEDLINE | ID: mdl-32218262

RESUMO

A comprehensive review of the literature on service creativity revealed the necessity to expand the line of creativity-based research in the service-driven industry. It also called for the creation of a survey instrument that entails high-quality interpersonal relationships, psychological safety, and learning from failures, by including two creativity-related constructs, namely, creative self-efficacy and employees' creative work involvement to the model. The current study aimed; (a) to assess the validity and reliability of measurement models; and (b) to empirically examine the integrated proposed model consisting of salient constructs. A convenience sample of 341 airline employees responded to a self-report questionnaire that was developed using the steps of researchers' in a comprehensive literature review and refined based on the feedback provided by a panel of five professionals who had worked in airline firms. The resultant data were subjected to exploratory factor analysis (EFA), confirmatory factor analysis (CFA), second-order CFA, and structural equation modeling (SEM) using version 23.0 of AMOS. The results showed that high-quality interpersonal relationships positively influenced psychological safety, which in turn, positively influenced learning from failures and creative self-efficacy. Further, learnings from failures positively influenced creative self-efficacy but not employees' creative work involvement. Finally, both psychological safety and creative self-efficacy positively influenced employees' creative work involvement. These findings have significant implications for human resource management practices that aim to promote the creative involvement of airline employees.


Assuntos
Criatividade , Relações Interpessoais , Administração de Recursos Humanos , Autoeficácia , Transportes , Aeronaves , Feminino , Humanos , Masculino , Reprodutibilidade dos Testes , Inquéritos e Questionários
19.
Artigo em Inglês | MEDLINE | ID: mdl-32218382

RESUMO

Background: Sustainable employability (SE) is top priority for employers. Measures based on the employee perspective of SE that would give direction to interventions to be initiated by employers currently fall short. This study aims to develop and validate an instrument that captures these issues: the MAastricht Instrument for Sustainable Employability (MAISE). Methods: MAISE items were generated from an extensive literature review and interviews with employers and employees. A questionnaire containing these items as well as proxy variables (health and vitality) and demographics was answered online by 632 employees (response rate 50.3%). Construct validity, reliability, and criterion validity were tested through Principal Component Analysis (PCA), Confirmatory Factor Analysis (CFA), Cronbach's alpha, and correlational analyses. Results: The MAISE comprises 12 scales divided over five areas: (1) Meaning of SE; (2) Level of SE; (3) Factors affecting my SE; (4) Overall responsibility for SE; and (5) Responsibility for factors affecting my SE. Reliability, construct, and criterion validity were adequate to good. SE of the employees was relatively high, and SE was considered a shared responsibility of the employee and employer. Conclusions: This study showed the MAISE to be reliable and valid in various employee groups. More validation studies are needed. We recommend that employers use the MAISE as a needs assessment in order to develop SE interventions that will be readily accepted.


Assuntos
Emprego , Administração de Recursos Humanos , Psicometria , Adulto , Análise Fatorial , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Reprodutibilidade dos Testes , Inquéritos e Questionários
20.
Artigo em Inglês | MEDLINE | ID: mdl-32041278

RESUMO

An increasing digitalization in all aspects of life and work reshapes traditional assumptions about human creativity. Both scholars and practitioners raise many questions with regards to how to stimulate employee creativity in the digital work context. While there are many studies that examine predictors of employee creativity, little effort has been made thus far to synthesize these findings in way that would provide meaningful guidance to organizations and to provide bases for future research. With this paper we aim to contribute to filling this gap. We systematically review empirical studies on predictors of employee creativity published in the past 30 years and organize findings following an established human resources management framework: Ability-Motivation-Opportunity (AMO) theory. This organizing framework enables us to clearly depict how contextual factors (a) separately and (b) jointly influence individual employee creativity. Specifically, it enables us to depict two possible models-combination and multiplicative models-through which contextual factors interact with individual factors in predicting employee creativity. Through synthesizing evidence for each of the models, we demonstrate to scholars and practitioners what is known about the interactional effects of contextual and personal factors on employee creativity, and what still needs to be studied if we are to take the field of research on creativity in the digital era forward.


Assuntos
Criatividade , Motivação , Administração de Recursos Humanos , Humanos , Local de Trabalho
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