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1.
An. psicol ; 36(2): 370-377, mayo 2020. tab
Artigo em Inglês | IBECS | ID: ibc-192074

RESUMO

BACKGROUND: The Political Skills Inventory (PSI) is a measurement tool for assessing four dimensions associated with political skills: social astuteness, interpersonal influence, networking ability and apparent sincerity (Ferris, 2005). METHOD: In the present study, multi-sample and multi-method, we developed and analyzed the psychometric properties of the Spanish version of the (PSI), by performing both exploratory and confirmatory factor analyses. Additionally, a longitudinal reliability test and a sex factorial invariance test were performed. RESULTS: Cronbach's alpha and omega indices revealed satisfactory reliability and exploratory factor analyses extracted the four original factors as reported in other studies (N = 309). Confirmatory factorial analyses confirmed that the four-factor solution presented the best fit to our data (N = 248). CONCLUSIONS: We add new evidence for time and sex invariance of the measure, showing that the PSI can be considered a stable and valid measure over time and across sex


INTRODUCCIÓN: El inventario de habilidades políticas (PSI, siglas en inglés) es una medida para calibrar cuatro dimensiones relacionadas con es-te constructo: la astucia social, la capacidad de influencia interpersonal, la habilidad para establecer contactos y la sinceridad aparente (Ferris, David-son & Perrewé, 2005). MÉTODO: En el presente estudio, multi-muestra y multimétodo, sendos análisis factorial exploratorio y confirmatorio se han llevado a cabo sobre dos muestras, una primera compuesta por trabajadores de varios ramos (recogido en tres etapas, con una edad media comprendida entre 43.66 y 44.70 años, DT = 9.42 - 10.22, y un porcentaje de mujeres entre 57.3 - 58.4%) y una segunda por trabajadores del sector salud (Mage = 35.56, SD = 7.23; 80.6% women), para desarrollar y testar las propiedades psicométricas de la versión española del PSI. Adicionalmente, se llevó a cabo una prueba de fiabilidad longitudinal y un análisis de invarianza relativo al género. RESULTADOS: Los índices alpha de Cronbach (cuyos valores oscilaron entre 0.83-0.90 en nuestros datos, y entre 0.73-0.87 en la versión original) y omega (0.85 para el total de la escala) revelaron un grado de fiabilidad satisfactoria. El análisis factorial exploratorio extrajo los cuatro factores de la versión original, tal y como ya ha sido reportado en otros estudios (N = 309). El análisis factorial confirmatorio confirmó que el ajuste de dicha estructura fue el mejor frente a los datos (N = 248). CONCLUSIONES: Con este estudio se añade evidencia al estudio de la invarianza de género y la estabilidad temporal de esta medida, mostrando que la versión española del PSI puede ser considerada una medida estable y válida a través del tiempo y relativa al género


Assuntos
Humanos , Feminino , Adulto , Inventário de Personalidade/normas , Aptidão , Política , Psicometria/instrumentação , Psicometria/normas , Análise Fatorial , Inquéritos e Questionários , 16054/psicologia , Traduções , Avaliação de Desempenho Profissional/estatística & dados numéricos , Mobilidade Ocupacional , Poder Psicológico
3.
Rev. psicol. trab. organ. (1999) ; 36(2): 95-101, ago. 2020. tab, graf
Artigo em Inglês | IBECS | ID: ibc-194179

RESUMO

Innovation enables organizations to respond successfully to rapid changes in a business environment. This innovation capability largely relies on employees. Although workers are required to be innovative, their jobs frequently contain higher demands that might make it difficult for them to innovate at work. The Job Demands-Control model active hypothesis suggests that highly demanding jobs that allow individuals enough discretion enhance innovative performance. Improving an important attentional resource such as mindfulness at work might also play a similar role, although there is a need for more research at this level. The main aim of this study is to examine the relative contribution of job control and increases in mindfulness as moderators in the job demands-innovation work behaviours relationship. The results obtained with 221 workers indicated that in previous situations characterized by high job demands (T1), workers who increase their capacity for mindfulness are more innovative in the future (T2)


La innovación permite que las organizaciones respondan eficazmente a cambios rápidos en su entorno empresarial, residiendo en gran medida tal capacidad innovadora en sus trabajadores y trabajadoras. Mientras que estos deben ser innovadores, sus puestos con frecuencia suponen demandas elevadas que pueden hacerles difícil innovar en su trabajo. La hipótesis activa del modelo demandas-control sugiere que puestos muy exigentes pero con suficiente autonomía mejoran el desempeño innovador. La mejora de un importante recurso atencional en el trabajo como el mindfulness podría desempeñar un papel similar, precisándose más investigación a este nivel. El objetivo principal de este estudio es examinar la contribución relativa de la autonomía y el incremento en mindfulness como moderadores de la relación de las exigencias del puesto con el desempeño innovador. Los resultados obtenidos con 221 trabajadores indicaron que en situaciones previas de gran demanda de trabajo (T1) aquellos trabajadores que aumentan su capacidad de mindfulness serán más innovadores en el futuro (T2)


Assuntos
Humanos , Masculino , Feminino , Adulto Jovem , Adulto , Pessoa de Meia-Idade , Atenção Plena/métodos , Autonomia Pessoal , Desenvolvimento de Pessoal/organização & administração , Engajamento no Trabalho , Condições de Trabalho , Satisfação no Emprego , Inovação Organizacional , Avaliação de Desempenho Profissional/organização & administração , Avaliação de Eficácia-Efetividade de Intervenções , Relações Trabalhistas
4.
Rev. psicol. trab. organ. (1999) ; 36(2): 103-110, ago. 2020. tab, graf
Artigo em Inglês | IBECS | ID: ibc-194180

RESUMO

This study investigated the relationship between followers' strengths-based leadership (FSBL) and innovative behavior and the mediating role of psychological well-being (PWB) and the moderating role of core self-evaluations (CSE) in the relationship. In order to test our hypotheses data from Chinese enterprises were used. Results of multiple linear regression and bootstrapping analyses showed that FSBL is positively related to follower innovative behavior and PWB significantly mediates the FSBL-innovative behavior relationship. In addition, CSE negatively moderates the direct effect of FSBL on PWB and the indirect effect of FSBL on innovative behavior via PWB such that the direct effect of FSBL on PWB and the indirect effect of FSBL on innovative behavior via PWB will be stronger for followers with a low level of CSE rather than for followers with a high level of CSE. Theoretical implications, practical implications and future research were also discussed


Este estudio analiza la relación entre el liderazgo sustentado en las fortalezas de los subordinados (FSBL), su comportamiento innovador y el papel mediador del bienestar psicológico (PWB), así como el papel que juegan en dicha relación las autoevaluaciones principales (CSE). Para poner a prueba nuestras hipótesis se dispuso de datos emparejados de empresas chinas. Los resultados de la regresión linear múltiple y de los análisis bootstrapping mostraron que el FSBL se relaciona positivamente con el comportamiento innovador de los subordinados y el bienestar psicológico mediatiza de modo significativo la relación entre el FSBL y el comportamiento innovador. Por otra parte, las evaluaciones principales moderan negativamente el efecto directo del FSBL en el bienestar psicológico y el efecto indirecto del FSBL en el comportamiento innovador a través del bienestar psicológico, de modo que dichos efectos directo e indirecto del FSBL serán mayores en los subordinados con un bajo nivel en las autoevaluaciones principales que en los subordinados que tienen un nivel elevado en las mismas. Se comentan las implicaciones teóricas y prácticas y la investigación futura


Assuntos
Humanos , Masculino , Feminino , Adulto , Capacidade de Liderança e Governança/métodos , Inovação Organizacional , Engajamento no Trabalho , 16054/psicologia , Autoeficácia , Relações Trabalhistas , Autoavaliação , Avaliação de Desempenho Profissional/tendências , Trabalho/psicologia , Eficiência/classificação
5.
Rev. psicol. trab. organ. (1999) ; 36(2): 157-168, ago. 2020. tab
Artigo em Inglês | IBECS | ID: ibc-194185

RESUMO

The study extends personality and situational judgment test (SJT) research by using an SJT to measure achievement striving in a contextualized manner. Employed students responded to the achievement striving SJT, traditional personality scales, and workplace performance measures. The SJT was internally consistent, items loaded on a single factor, and scores converged with other measures of achievement striving. The SJT provided incremental criterion-related validity for the performance criteria beyond less-contextualized achievement striving measures. Findings suggest that achievement-related work scenarios may provide additional criterion-relevant information not captured by measures that are less contextualized


Este estudio extiende la investigación sobre los tests de juicio situacional (TJS) y la personalidad, usando un TJS para medir el esfuerzo hacia el logro de una manera contextualizada. Estudiantes con empleo respondieron el TJS de esfuerzo hacia el logro, escalas típicas de personalidad y medidas de desempeño en el trabajo. El TJS fue internamente consistente, los ítems cargaron en un único factor y las puntuaciones convergieron con otras medidas de esfuerzo hacia el logro. El TJS añadió validez relacionada con el criterio, para los criterios de desempeño, a la validez de las medidas menos contextualizadas de esfuerzo hacia el logro. Los hallazgos sugieren que escenarios de trabajo relacionados con el logro pueden proporcionar información adicional relevante para el criterio no capturada por medidas menos contextualizadas


Assuntos
Humanos , Masculino , Feminino , Adolescente , Adulto Jovem , Logro , Avaliação de Desempenho Profissional/métodos , Psicometria/instrumentação , Testes Psicológicos/estatística & dados numéricos , Determinação da Personalidade , Testes de Personalidade , Relações Trabalhistas
6.
Cochrane Database Syst Rev ; 1: CD010333, 2020 01 27.
Artigo em Inglês | MEDLINE | ID: mdl-31986231

RESUMO

BACKGROUND: Infants in the neonatal intensive care unit (NICU) are subjected to stress, including sound of high intensity. The sound environment in the NICU is louder than most home or office environments and contains disturbing noises of short duration and at irregular intervals. There are competing auditory signals that frequently challenge preterm infants, staff and parents. The sound levels in NICUs often exceed the maximum acceptable level of 45 decibels (dB), recommended by the American Academy of Pediatrics. Hearing impairment is diagnosed in 2% to 10% of preterm infants versus 0.1% of the general paediatric population. Noise may cause apnoea, hypoxaemia, alternation in oxygen saturation, and increased oxygen consumption secondary to elevated heart and respiratory rates and may, therefore, decrease the amount of calories available for growth. Elevated levels of speech are needed to overcome the noisy environment in the NICU, thereby increasing the negative impacts on staff, newborns, and their families. High noise levels are associated with an increased rate of errors and accidents, leading to decreased performance among staff. The aim of interventions included in this review is to reduce sound levels to 45 dB or less. This can be achieved by lowering the sound levels in an entire unit, treating the infant in a section of a NICU, in a 'private' room, or in incubators in which the sound levels are controlled, or reducing the sound levels that reaches the individual infant by using earmuffs or earplugs. By lowering the sound levels that reach the neonate, the resulting stress on the cardiovascular, respiratory, neurological, and endocrine systems can be diminished, thereby promoting growth and reducing adverse neonatal outcomes. OBJECTIVES: Primary objective To determine the effects of sound reduction on growth and long-term neurodevelopmental outcomes of neonates. Secondary objectives 1. To evaluate the effects of sound reduction on short-term medical outcomes (bronchopulmonary dysplasia, intraventricular haemorrhage, periventricular leukomalacia, retinopathy of prematurity). 2. To evaluate the effects of sound reduction on sleep patterns at three months of age. 3. To evaluate the effects of sound reduction on staff performance. 4. To evaluate the effects of sound reduction in the neonatal intensive care unit (NICU) on parents' satisfaction with the care. SEARCH METHODS: We searched the Cochrane Central Register of Controlled Trials (The Cochrane Library), MEDLINE, EMBASE, CINAHL, abstracts from scientific meetings, clinical trials registries (clinicaltrials.gov; controlled-trials.com; and who.int/ictrp), Pediatric Academic Societies Annual meetings 2000 to 2014 (Abstracts2ViewTM), reference lists of identified trials, and reviews to November 2014. SELECTION CRITERIA: Preterm infants (< 32 weeks' postmenstrual age (PMA) or < 1500 g birth weight) cared for in the resuscitation area, during transport, or once admitted to a NICU or a stepdown unit. DATA COLLECTION AND ANALYSIS: We performed data collection and analyses according to the Cochrane Neonatal Review Group. MAIN RESULTS: One small, high quality study assessing the effects of silicone earplugs versus no earplugs qualified for inclusion. The original inclusion criteria in our protocol stipulated an age of < 48 hours at the time of initiating sound reduction. We made a deviation from our protocol and included this study in which some infants would have been > 48 hours old. There was no significant difference in weight at 34 weeks postmenstrual age (PMA): mean difference (MD) 111 g (95% confidence interval (CI) -151 to 374 g) (n = 23). There was no significant difference in weight at 18 to 22 months corrected age between the groups: MD 0.31 kg, 95% CI -1.53 to 2.16 kg (n = 14). There was a significant difference in Mental Developmental Index (Bayley II) favouring the silicone earplugs group at 18 to 22 months corrected age: MD 14.00, 95% CI 3.13 to 24.87 (n = 12), but not for Psychomotor Development Index (Bayley II) at 18 to 22 months corrected age: MD -2.16, 95% CI -18.44 to 14.12 (n =12). AUTHORS' CONCLUSIONS: To date, only 34 infants have been enrolled in a randomised controlled trial (RCT) testing the effectiveness of reducing sound levels that reach the infants' ears in the NICU. Based on the small sample size of this single trial, we cannot make any recommendations for clinical practice. Larger, well designed, conducted and reported trials are needed.


Assuntos
Recém-Nascido Prematuro/crescimento & desenvolvimento , Recém-Nascido de muito Baixo Peso/crescimento & desenvolvimento , Som/efeitos adversos , Estresse Fisiológico , Dispositivos de Proteção das Orelhas , Avaliação de Desempenho Profissional , Pessoal de Saúde/psicologia , Humanos , Recém-Nascido , Unidades de Terapia Intensiva Neonatal , Ruído , Ensaios Clínicos Controlados Aleatórios como Assunto
7.
PLoS One ; 15(1): e0227958, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-31945110

RESUMO

Mistreatment during childbirth occurs across the globe and endangers the well-being of pregnant women and their newborns. A gender-sensitive approach to mistreatment during childbirth seems relevant in Ethiopia, given previous research among Ethiopian midwives and patients suggesting that male midwives provide more respectful maternity care, which is possibly mediated by self-esteem and stress. This study aimed a) to develop a tool that assesses mistreatment appraisal from a provider's perspective and b) to assess gender differences in mistreatment appraisal among Ethiopian final-year midwifery students and to analyze possible mediating roles of self-esteem and stress. First, we developed a research tool (i.e. a quantitative scale) to assess mistreatment appraisal from a provider's perspective, on the basis of scientific literature and the review of seven experts regarding its relevance and comprehensiveness. Second, we utilized this scale, the so-called Mistreatment Appraisal Scale, among 390 Ethiopian final-year midwifery students to assess their mistreatment appraisal, self-esteem (using the Rosenberg Self-Esteem Scale), stress (using the Perceived Stress Scale) and various background characteristics. The scale's internal consistency was acceptable (α = .75), corrected item-total correlations were acceptable (.24 - .56) and inter-item correlations were mostly acceptable (.07 - .63). Univariable (B = 3.084, 95% CI [-.005, 6.173]) and multivariable (B = 1.867, 95% CI [-1.472, 5.205]) regression analyses did not show significant gender differences regarding mistreatment appraisal. Mediation analyses showed that self-esteem (a1b1 = -.030, p = .677) and stress (a2b2 = -.443, p = .186) did not mediate the effect of gender on mistreatment appraisal. The scale to assess mistreatment appraisal appears to be feasible and reliable. No significant association between gender and mistreatment appraisal was observed and self-esteem and stress were not found to be mediators. Future research is needed to evaluate the scale's criterion validity and to assess determinants and consequences of mistreatment during childbirth from various perspectives.


Assuntos
Atitude do Pessoal de Saúde , Avaliação de Desempenho Profissional/normas , Tocologia , Estudantes/psicologia , Adulto , Parto Obstétrico/psicologia , Etiópia/epidemiologia , Feminino , Humanos , Recém-Nascido , Masculino , Serviços de Saúde Materna/normas , Gravidez , Relações Profissional-Paciente , Psicometria , Qualidade da Assistência à Saúde/normas , Fatores Sexuais , Estresse Psicológico/epidemiologia
8.
Rev. adm. pública (Online) ; 54(1): 99-120, jan.-fev. 2020. tab, graf
Artigo em Português | LILACS | ID: biblio-1092385

RESUMO

Resumo Esta pesquisa avaliou a estrutura fatorial e a adequação psicométrica da Escala de Competências Profissionais para Policiais (ECPP). Após o desenvolvimento do instrumento de medida, realizado em três etapas junto a policiais e doutores dos campos de psicologia e administração, realizou-se uma etapa quantitativa com amostra de 916 policiais militares. As análises fatoriais exploratórias e confirmatórias apontaram uma estrutura bidimensional de 16 itens. O primeiro fator (competências comportamentais) está relacionado a aspectos que envolvem relações complexas entre habilidades relativas ao indivíduo e atitudes enquanto o segundo (competências técnicas) se refere a conhecimentos e habilidades necessários para o bom desempenho de atividades no serviço policial. Os resultados suportam a estrutura e apontam consistência interna e validade psicométrica adequada.


Resumen Esta investigación evaluó la estructura factorial y la adecuación psicométrica de la Escala de Competencias Profesionales para Oficiales de Policía (ECPP). Después de un procedimiento metodológico de tres pasos para desarrollar el instrumento de medición, con la participación de policías y doctores de los campos de psicología y administración, se llevó a cabo un paso cuantitativo con una muestra de 916 policías militares. Los análisis factoriales exploratorios y confirmatorios indicaron una estructura bidimensional de 16 ítems. El primer factor (competencias de comportamiento) se relaciona con aspectos que involucran relaciones complejas entre las habilidades relacionadas con el individuo y las actitudes, mientras que el segundo (competencias técnicas) se refiere al conocimiento y habilidades necesarias para el buen desempeño de las actividades en el servicio policial. Los resultados apoyan la estructura y señalan consistencia interna y validez psicométrica adecuada.


Abstract This research evaluated the factorial structure and psychometric adequacy of a Professional Competences Scale for Police Officers (ECPP). The development of the scale was carried out in three steps, with the participation of police officers and university professors holding PhDs in psychology and administration. The study applied a questionnaire to a non-probabilistic sample of 916 state police officers. The exploratory and confirmatory factorial analyses pointed to a bi-dimensional structure of 16 items. The first factor (behavioral competencies) regards aspects that involve complex relationships between skills related to the individual and attitudes. The second (technical competencies) refers to the knowledge and skills necessary for the good performance of activities in the police service. The results support the structure and point to internal consistency and adequate psychometric validity.


Assuntos
Humanos , Masculino , Feminino , Competência Profissional , Polícia , Avaliação de Desempenho Profissional , Desempenho Profissional
9.
Work ; 65(1): 97-109, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-31868716

RESUMO

BACKGROUND: There is a need for a short, self-rated, validated and reliable instrument for individual work performance suitable for generic use in the Swedish work and organizational context. The Individual Work Performance Questionnaire (IWPQ), comprising originally 47 items, was initially developed in the Netherlands, based on a four-dimensional conceptual framework, in which individual work performance consisted of task performance, contextual performance, adaptive performance, and counterproductive work behavior. During the development process, IWPQ was shortened to 18 items with three scales formally labeled as Task performance, Contextual performance, and Counterproductive work behavior (CWB), capturing three work performance types. The current version of the IWPQ, consisting of 18 items and three scales, was then translated as well as cross-culturally adapted to American-English and Indonesian contexts. OBJECTIVES: To translate and adapt the current IWPQ version, consisting of 18 items, from the Dutch to the Swedish context, to assess its content validity through cognitive interviews, to apply it to a pilot group to present descriptive statistics, to calculate the questionnaire's internal consistency, as well as to clarify whether the translated items capture three or four performance types. METHODS: The Dutch version of the IWPQ, consisting of 18 items, was translated into Swedish. A six-stage translation and adaptation process was used: forward translation, synthesis, back translation, harmonization, cognitive interviews, revision, and sampling and analyses of pilot data for 206 managers (149 women) from five Swedish municipalities. RESULTS: IWPQ instructions, wording of a few items and one response form were slightly modified. The pilot testing showed Cronbach's alphas similar to the Dutch version of the IWPQ, ranging between 0.73 and 0.82, good mean-inter-item correlations (all above 0.36). In deciding how many factors to retain, we employed both parallel analysis (PA), and Velicer's minimum average partial (MAP) test. The number of factors to retain was, as indicated by PA, four, and by MAP, three or four. Exploratory factor analysis (principal axis factoring) revealed clearly separate factors, corresponding to four, rather than three, performance types. A new factor, roughly representing adaptive performance, comprised in the original, longer version of the IWPQ, emerged. CONCLUSIONS: The Swedish version of the IWPQ was successfully translated and adapted in a pilot group of managers. Before it is used, it should be validated in a larger group of managers and in more heterogeneous groups of both white- and blue-collar workers.


Assuntos
Avaliação de Desempenho Profissional/métodos , Inquéritos e Questionários , Tradução , Comparação Transcultural , Feminino , Humanos , Masculino , Projetos Piloto , Psicometria , Reprodutibilidade dos Testes , Suécia , Trabalho
10.
Psicol. Estud. (Online) ; 25: e44779, 2020.
Artigo em Português | LILACS, Index Psicologia - Periódicos técnico-científicos | ID: biblio-1091752

RESUMO

RESUMO Estudos indicam que as mulheres enfrentam mais dificuldades nas áreas empresariais (gestão, contabilidade, finanças, ciências do comportamento e gestão de pessoas) do que os seus colegas homens, devido a considerações estereotipadas sobre o seu papel, que têm consequências negativas nas oportunidades no local de trabalho. Neste sentido, a liderança surge, nesta investigação, com um papel reforçado e como uma ferramenta crucial no apoio à gestão do marketing (em específico, o caso da comunicação e da publicidade) e na sua relação com o sexismo e a igualdade do género. Em específico, torna-se necessário compreender até que ponto a comunicação social e a indústria publicitária influenciam os estereótipos que vão ditar a ascensão ou não da liderança feminina. O presente trabalho visa contribuir, em nível teórico, para a compreensão deste fenómeno, reunindo alguns dos principais contributos da literatura. Estudos futuros deverão conduzir os investigadores no sentido de testar empiricamente qual o papel da liderança na definição das políticas e planos de comunicação das organizações (em específico, a promoção da igualdade de género). Numa perspetiva interdisciplinar, o presente estudo pretende contribuir para o marketing e para o comportamento organizacional. Futuros trabalhos deverão conduzir à elaboração de focus group e entrevistas em profundidade reunindo alguns agentes da tomada de decisão (na ótica da empresa) e consumidores (na ótica da procura).


RESUMEN Los estudios indican que las mujeres se enfrentan a más dificultades en las áreas empresariales (gestión, contabilidad, finanzas, ciencias de comportamiento y gestión de personas) que sus colegas varones, debido a consideraciones estereotipadas sobre su papel, que tienen consecuencias negativas en las oportunidades en el lugar de trabajo. En este sentido, el liderazgo surge en esta investigación con un papel reforzado y como una herramienta crucial en el apoyo a la gestión del marketing (en particular, el caso de la comunicación y la publicidad) y en su relación con el sexismo y la igualdad de género. En concreto, es necesario comprender hasta qué punto la comunicación social y la industria publicitaria influencian los estereotipos que van a dictar la ascensión o no del liderazgo femenino. El presente trabajo pretende contribuir, en nivel teórico, a la comprensión de este fenómeno, reuniendo algunas de las principales contribuciones de la literatura. Los estudios futuros deben conducir a los investigadores a probar empíricamente cuál es el papel del liderazgo en la definición de las políticas y planes de comunicación de las organizaciones (en particular, la promoción de la igualdad de género). En una perspectiva interdisciplinaria, el presente estudio pretende contribuir al marketing y al comportamiento organizacional. Los futuros trabajos conducen a la elaboración de focus group y entrevistas en profundidad reuniendo algunos agentes de la toma de decisión (en la óptica de la empresa) y consumidores (en la óptica de la demanda).


ABSTRACT Studies show us that women face more difficulties in business (management, accounting, finance, behavioral sciences and people management) than their male counterparts because of stereotypical considerations about their role, which have negative consequences on opportunities on the workplace. So, leadership emerges in this research with a reinforced role and as a crucial way in supporting marketing management (specifically the case of communication and advertising) and in its relation to sexism and gender equality. It is necessary to understand to what extent the media and the advertising industry influences the stereotypes that will dictate the rise or not of female leadership. The present work aims to contribute, theoretically, to the understanding of this phenomenon, gathering some of the main contributions of the existent literature. Future studies should lead researchers to empirically test the role of leadership in shaping organizations' communication policies and plans (specifically, promoting gender equality). In an interdisciplinary perspective, this study intends to contribute to marketing and to organizational behavior. Future work will help to the elaboration of a focus group and in-depth interviews bringing together some decision-making agents (in the company's perspective) and consumers (from a demand perspective).


Assuntos
Humanos , Feminino , Mulheres Trabalhadoras/psicologia , Publicidade/ética , Marketing/ética , Sexismo/psicologia , Capacidade de Liderança e Governança/ética , Administração de Recursos Humanos , Competência Profissional , Mulheres/psicologia , Trabalho/ética , Ciências do Comportamento , Características Culturais/história , Tomada de Decisões/ética , Educação/tendências , Avaliação de Desempenho Profissional/ética , Igualdade de Gênero , Identidade de Gênero
11.
Rev. enferm. UFSM ; 10: 39, 2020.
Artigo em Inglês, Português | LILACS, BDENF - Enfermagem | ID: biblio-1119707

RESUMO

Objetivo: compreender a percepção de profissionais da saúde sobre o processo de avaliação de desempenho. Método: pesquisa qualitativa exploratório-descritiva, realizada em um hospital público brasileiro com 65 profissionais membros da equipe multiprofissional de saúde da instituição. Os dados foram coletados por meio de questionário semiestruturado e submetidos à análise de conteúdo temática. A interpretação embasou-se no quadro teórico do referencial Freireano e em outras pesquisas relacionadas. Resultados: destacou-se a confidencialidade, privacidade, instrumento utilizado e periodicidade da avaliação. Ainda, os participantes elencaram a necessidade de preparação para a entrevista e a ênfase nas potencialidades dos trabalhadores. Tendo concluído a avaliação, emergiram questões referentes à motivação dos profissionais e aos sentimentos vivenciados ao longo da avaliação. Considerações finais: os resultados reforçam o entendimento da complexidade inerente ao ato de avaliar e a necessidade de exercício contínuo, ampliado a avaliadores e avaliados, no intuito de suscitar um processo participativo e de reflexão crítica.


Aim: to comprehend the perception of health professionals about the process of performance evaluation. Method: qualitative exploratory-descriptive research developed in a Brazilian public hospital with 65 professionals that are member of a health multiprofessional team of the institution. Data were collected through semi-structured questionaire and submitted to thematic content analysis. Interpretation was based on the Freirean theroretical framework and on another related research. Results: we highlighted confidentiality, privacy, the instrument used and periodicity of the evaluation. Still, participants listed the need to prepare for the interview and the emphasis on the potentialities of workers. Concluding the evaluation, issues referred to the motivation of the professionals and feelings they experienced throughout the evaluation. Final considerations: results reinforce the comprehension of complexity inherent to the act of evaluate and the need of continuous exercise, amplifying evaluators and those evaluated, in order to evoke a participative and critically reflexive process.


Objetivo: comprender la percepción de los profesionales de la salud sobre el proceso de evaluación del desempeño. Método: investigación cualitativa exploratoria descriptiva, realizada en un hospital público brasileño con 65 miembros profesionales del equipo de salud multiprofesional de la institución. Los datos fueron recolectados a través de un cuestionario semiestructurado y sometidos a análisis de contenido temático. La interpretación se basó en el marco teórico del marco freireano y otras investigaciones relacionadas. Resultados: se destacaron la confidencialidad, la privacidad, el instrumento utilizado y la periodicidad de la evaluación. Aun así, los participantes mencionaron la necesidad de preparación para la entrevista y el énfasis en el potencial de los trabajadores. Una vez completada la evaluación, surgieron preguntas sobre la motivación de los profesionales y los sentimientos experimentados durante la evaluación. Consideraciones finales: los resultados refuerzan la comprensión de la complejidad inherente al acto de evaluar y la necesidad de ejercicio continuo, extendido a los evaluadores y evaluados, con el fin de alentar un proceso de reflexión participativa y crítica.


Assuntos
Humanos , Pesquisa em Administração de Enfermagem , Gestão em Saúde , Pesquisa Qualitativa , Avaliação de Desempenho Profissional , Administração Hospitalar
12.
Index enferm ; 28(4): 214-218, oct.-dic. 2019. ilus
Artigo em Espanhol | IBECS | ID: ibc-192684

RESUMO

La aparición de la tecnología robótica ha conllevado la actualización del personal de enfermería tomando un papel fundamental aquellos encargados de la preparación y puesta en marcha del sistema, del instrumental y de la atención de detalles durante el desarrollo de la misma. Describimos el protocolo de actuación de enfermería en cirugía robótica en nuestro hospital. El equipo de cirugía robótica desde la implantación del sistema ha ejercido una actividad asistencial y docente con los profesionales de nueva incorporación. Es importante contar con un personal cualificado y especializado que proporcione un cuidado eficaz de manera eficiente y seguro para el paciente, sin olvidar mantener actualizados los conocimientos e iniciativas que se producen en el campo de la enfermería y la robótica


The appearance of robotic technology has led update nursing professionals, playing a key role those nurse team is responsible for instrumental and robotic system, taking care on all details during surgery. We describe a surgical nursing intervention protocol in robotic surgery in our institution. Since robotic protocol system implementation, robotic surgery team has performed assistant work and training activity of new team or visiting members. Qualified and specialized team is key in order to provide an effective, efficient and safety healthcare to patients. Keep update knowledge in nursing and robotic field is fundamental


Assuntos
Humanos , Avaliação de Desempenho Profissional , Enfermagem Perioperatória/educação , Procedimentos Cirúrgicos Robóticos/enfermagem , Educação em Enfermagem , Enfermagem Perioperatória/organização & administração , Segurança do Paciente , Tecnologia Educacional/educação
13.
Rev. psicol. trab. organ. (1999) ; 35(3): 195-205, dic. 2019. tab, graf
Artigo em Inglês | IBECS | ID: ibc-188137

RESUMO

Job performance is considered the "ultimate dependent variable" in human resource management, turning its assessment into a capital issue. The present study analyzes the functioning of a brief 18-item self-report scale, the Individual Work Performance Questionnaire (IWPQ), which measures the main dimensions of job performance (task performance, contextual performance, and counterproductive behaviors) in a wide variety of jobs. Participants were 368 employees who voluntarily answered a questionnaire including the IWPQ, other performance scales, and the NEO-FFI. Descriptive statistics, exploratory structural equation modeling, and correlations were performed. Results show that the IWPQ has a tridimensional structure with adequate reliability, exhibits significant associations with other measures of performance, and its association with personality traits is similar in terms of direction and strength of the correlations between other job performance measures and personality. We conclude that the IWPQ is an adequate measure of job performance but with emphasis on behaviors aimed toward organizations


El desempeño laboral es considerado la "variable dependiente definitiva" en recursos humanos, convirtiendo su evaluación en algo crucial. El presente estudio analiza el funcionamiento de una escala autoinformada breve de 18 ítems, el Individual Work Performance Questionnaire (IWPQ), que mide las principales dimensiones del desempeño laboral (desempeño de tarea, desempeño contextual y comportamientos contraproductivos en el trabajo) en una amplia variedad de trabajos. Los participantes fueron 368 empleados que voluntariamente completaron un cuestionario que incluía el IWPQ, otras escalas de desempeño y el NEO-FFI. Se llevaron a cabo estadísticos descriptivos, modelos exploratorios de ecuaciones estructurales y correlaciones. Los resultados muestran que el IWPQ tiene una estructura tridimensional con una fiabilidad adecuada, mostrando asociaciones significativas con el resto de medidas de desempeño. En cuanto a los factores de personalidad, el IWPQ muestra correlaciones similares a las de los otros instrumentos de desempeño analizados. Se concluye que el IWPQ es un instrumento adecuado para medir de manera breve y autoinformada el desempeño laboral, pero con énfasis en los comportamientos dirigidos hacia la organización


Assuntos
Humanos , Masculino , Feminino , Adolescente , Adulto Jovem , Adulto , Pessoa de Meia-Idade , Idoso , Análise e Desempenho de Tarefas , Avaliação de Desempenho Profissional/métodos , Psicometria/instrumentação , Autorrelato/estatística & dados numéricos , Adaptação Psicológica/classificação , Escalas de Graduação Psiquiátrica Breve/estatística & dados numéricos , Comparação Transcultural
14.
Rev. psicol. trab. organ. (1999) ; 35(3): 207-215, dic. 2019. tab, graf
Artigo em Inglês | IBECS | ID: ibc-188138

RESUMO

This paper aimed to shed light on (1) heavy-work investment (HWI) of time and efforts as a mediational mechanism between intrinsic/extrinsic motivation (predictors) and work engagement (WE) as an outcome, and (2) the moderation effect of employment contract type (permanent vs. temporary employees) on the association between work motivation and HWI. Data from 242 high-tech subjects - engineers (68.2%) and engineering students (31.8%) - was collected. Apart from correlational relationships, only investment of effort (and not time) is a partial mediator in the relationship between extrinsic motivation and WE, but is a suppressor variable for intrinsic motivation. Moreover, the associations between intrinsic/extrinsic motivation and HWI were found stronger for temporary employees. Theoretical and practical implications and future research suggestions are discussed


Este trabajo trata de arrojar luz sobre (1) la inversión de tiempo y esfuerzo en trabajo duro (HWI) como mecanismo mediador entre la motivación intrínseca/extrínseca (predictores) y la implicación en el trabajo como resultado y (2) el efecto moderador del tipo de contrato laboral (empleados fijos frente a temporales) en la asociación entre motivación laboral y HWI. Se recogieron datos de 242 sujetos empleados en alta tecnología, de los cuales el 68.2% eran ingenieros y el 31.8% estudiantes de ingeniería. Aparte de las relaciones correlacionales, únicamente la inversión en esfuerzo (y no en tiempo) es mediador parcial de la relación entre motivación extrínseca e implicación en el trabajo, pero es una variable supresora de la motivación intrínseca. Además, se encontró que las asociaciones entre motivación intrínseca/extrínseca y HWI eran más sólidas en los empleados temporales. Se comentan las implicaciones teóricas y prácticas, así como sugerencias para la investigación futura


Assuntos
Humanos , Masculino , Feminino , Adulto Jovem , Adulto , Pessoa de Meia-Idade , Engajamento no Trabalho , Negociação/psicologia , Planos para Motivação de Pessoal/classificação , Contratos/classificação , 16054/psicologia , Avaliação de Desempenho Profissional/métodos
15.
Rev. psicol. trab. organ. (1999) ; 35(3): 217-226, dic. 2019. tab, graf
Artigo em Inglês | IBECS | ID: ibc-188139

RESUMO

Most theories of job crafting understand the term to refer to an individual activity, and only a few studies have focused on collaborative job crafting. The present study has two aims. First, to adapt and validate a Spanish version of the Individual and Collaborative Crafting Scale. Second, to test a simple mediation model of engagement on the relationship between individual and collaborative crafting and job satisfaction. The sample consisted of 301 people. The data were analyzed using the Smart PLS statistical program, version 3.2.6., using the partial least squares (PLS) path modeling method. The results reveal that the Spanish language version of the Individual and Collaborative Crafting Scale is both valid and reliable. Moreover, engagement was found to fully mediate the relationship between job crafting and job satisfaction, with the hypothesized model explaining 78.4% of the variance observed in job satisfaction


La mayor parte de las teorías de job crafting han estudiado el término como una actividad individual. Pocas investigaciones se han centrado en el crafting colaborativo. El presente estudio tiene dos objetivos. Se pretende adaptar y validar la versión española de la escala de crafting individual y colaborativo. Además, se pretende poner a prueba un modelo de mediación simple del engagement sobre la relación entre el crafting individual y colaborativo y la satisfacción laboral. La muestra está formada por 301 personas. El análisis de datos se llevó a cabo con el programa Smart PLS v. 3.2.6. usando mínimos cuadrados parciales (PLS). Los resultados muestran que la escala de crafting individual y colaborativo en castellano es válida y fiable. Además, existe una mediación completa del engagement en la relación job crafting-satisfacción. El modelo hipotetizado explica un 78.4% de la varianza de la satisfacción laboral


Assuntos
Humanos , Masculino , Feminino , Adulto , Pessoa de Meia-Idade , Engajamento no Trabalho , Satisfação no Emprego , Análise e Desempenho de Tarefas , Eficiência Organizacional , Condições de Trabalho , Análise dos Mínimos Quadrados , Avaliação de Desempenho Profissional/estatística & dados numéricos
16.
Rev Lat Am Enfermagem ; 27: e3184, 2019 Oct 14.
Artigo em Português, Inglês, Espanhol | MEDLINE | ID: mdl-31618385

RESUMO

OBJECTIVE: to evaluate the frequencies attributed to the professional competences of hospital nurses, discussing the ones that obtained higher and lower frequencies. METHOD: descriptive, cross-sectional, quantitative study with 45 nurses of a hospital of high complexity in the interior of São Paulo state. The study used the Competences Evaluation Questionnaire, translated and validated in Brazil, composed of 27 items in five domains: professionalism, communication, management, nursing process and problem solving. Data were analyzed using descriptive statistics. RESULTS: it was found that 80% of the participants were female and 20% were male. The age ranged between 25 and 63 years, with an average of 40.02 years, and the average length of professional experience was 13.39 years. The competences "Communication with the hospital's administrative staff" and "Participation in scientific research and / or application of results" had the lowest frequencies, while "Commitment to punctuality and workload" and "Commitment to the ethical principles of the profession" were evaluated with the highest frequencies. CONCLUSION: evaluating the performance by competences becomes essential for managers and training centers, since it contributes to the identification of gaps in knowledge, skills and attitudes of professionals, by promoting the elaboration and implementation of strategies for their development.


Assuntos
Avaliação de Desempenho Profissional/estatística & dados numéricos , Recursos Humanos de Enfermagem no Hospital/estatística & dados numéricos , Competência Profissional/estatística & dados numéricos , Adulto , Atitude do Pessoal de Saúde , Brasil , Comunicação , Estudos Transversais , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Inquéritos e Questionários , Carga de Trabalho
17.
Ergonomics ; 62(12): 1585-1597, 2019 Dec.
Artigo em Inglês | MEDLINE | ID: mdl-31599188

RESUMO

We investigated to what extent correctional officers were able to apply skills from their self-defence training in reality-based scenarios. Performance of nine self-defence skills were tested in different scenarios at three moments: before starting the self-defence training programme (Pre-test), halfway through (Post-test 1), and after (Post-test 2). Repeated measures analyses showed that performance on skills improved after the self-defence training. For each skill, however, there was a considerable number of correctional officers (range 4-73%) that showed insufficient performance on Post-test 2, indicating that after training they were not able to properly apply their skills in reality-based scenarios. Reality-based scenarios may be used to achieve fidelity in assessment of self-defence skills of correctional officers. Practitioner summary: Self-defence training for correctional officers must be representative for the work field. By including reality-based scenarios in assessment, this study determined that correctional officers were not able to properly apply their learned skills in realistic contexts. Reality-based scenarios seem fit to detect discrepancies between training and the work field. Abbreviations: DJI: Dutch National Agency for Correctional Insitutes; ICC: Intraclass Correlation Coefficient.


Assuntos
Avaliação de Desempenho Profissional , Exposição à Violência , Capacitação em Serviço , Polícia/educação , Competência Profissional , Adulto , Feminino , Humanos , Masculino , Prisões , Adulto Jovem
18.
PLoS One ; 14(9): e0222694, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31536562

RESUMO

Performance appraisal is a complex process by which an organization can determine the extent to which employees are performing their work effectively. However, this appraisal may not be accurate if there is no reduction in the impact of problems caused by possibly subjective rater judgements. The main objective of this work is to check the effectiveness-separately and jointly-of the following four training programmes in the extant literature aimed at improving the accuracy of performance assessment: 1) Performance Dimension Training, 2) Frame-of-Reference, 3) Rater Error Training, and 4) Behavioural Observation Training. Based on these training strategies, three programmes were designed and applied separately. A fourth programme was a combination of the other three. We analyzed two studies using different samples (85 students and 42 employees) for the existence of differences in the levels of knowledge of performance and its dimensions, rater errors, observational accuracy, and accuracy of task and citizenship performance appraisal, according to the type of training raters receive. First, the main results show that training based on performance dimensions and the creation of a common framework, in addition to the training that includes the four programmes (Training_4_programmes), increases the level of knowledge of performance and its dimensions. Second, groups that receive training in rater error score higher in knowledge of biases than the other groups, whether or not they have received training. Third, participants' observational accuracy improves with each new moment measure (post-training and follow-up), though not because of the type of training received. Fourth, participants who receive training through the programme that combine the other four gave a task performance appraisal that was closer to the one undertaken by the judges-experts than the other groups. And finally, students' citizenship performance appraisal does not vary according to type of training or to different moment measures, whereas the group of employees who received all four types of training gave a more accurate citizenship performance assessment.


Assuntos
Avaliação de Desempenho Profissional/métodos , Adulto , Viés , Feminino , Humanos , Masculino , Estudantes , Adulto Jovem
19.
J Nurs Adm ; 49(10): 503-508, 2019 Oct.
Artigo em Inglês | MEDLINE | ID: mdl-31517758

RESUMO

OBJECTIVE: To examine changes in new nurses' competencies across the 1st year of practice. BACKGROUND: Competency assessment is a challenge for nurse residency programs and often focuses on skills checklists and confidence self-reports. The Appraisal of Nursing Practice, an observational rating based on Quality and Safety in Nursing Education standards, was developed to help evaluate an RN residency program. METHODS: Preceptors, nurse educators, and/or unit managers from various units rated new nurse residents. Ratings were compared for 353 nurses at 3 points: within the 1st month in the program (T1), at 5 months (T2), and at month 11 (T3). RESULTS: Competency ratings increased significantly for all subscales from T1 to T2. Ratings continued to increase significantly from T2 to T3, although at a slightly slower rate. Teamwork and evidence-based practice increased the most. CONCLUSIONS: Future studies should explore factors affecting the trajectory in developing nursing competencies within various settings.


Assuntos
Competência Clínica/normas , Avaliação de Desempenho Profissional/normas , Guias como Assunto , Cuidados de Enfermagem/normas , Recursos Humanos de Enfermagem/normas , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Fatores de Tempo , Estados Unidos
20.
Rev Bras Enferm ; 72(4): 933-939, 2019 Aug 19.
Artigo em Inglês, Português | MEDLINE | ID: mdl-31432949

RESUMO

OBJECTIVE: Describe the nurse's role in the Telemedicine Program in Cardiology implanted in Pernambuco, Brazil. METHODS: Qualitative study, with a target audience of nurses, performed between July and December 2016 at the Emergency Care Units. Data were collected through an online instrument, consisting of open and closed questions, performed with 19 professionals. The data were analyzed through the discourse of the collective subject by QuantiQualisoftware. RESULTS: The sample consisted of 19 nurses, mostly female (80%), with a mean age of 30 years old. Two central ideas were constructed: nurses' knowledge about the Telemedicine Program in Cardiology; and actions developed by nurses. Also, a flow of the program's assistance was built. FINAL CONSIDERATIONS: The nurse in Telecardiology performs functions of assistance and continuing education of monitoring and training for patients.


Assuntos
Avaliação de Desempenho Profissional/métodos , Enfermeiras e Enfermeiros/psicologia , Telemedicina/normas , Adulto , Brasil , Competência Clínica/normas , Competência Clínica/estatística & dados numéricos , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Papel do Profissional de Enfermagem/psicologia , Enfermeiras e Enfermeiros/estatística & dados numéricos , Pesquisa Qualitativa , Telemedicina/métodos
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