RESUMEN
OBJECTIVE: The purpose of this study is to evaluate the effectiveness of hospital appraisals, specifically the Performance Appraisal for Tertiary Public Hospitals (PATPH), and to examine its impact on the job satisfaction of healthcare professionals in tertiary public hospitals in China. DESIGN: A cross-sectional study using a multistage sampling method. Improvements induced by PATPH in the working environment, job satisfaction and other covariates were measured. A series of weighted linear regressions with weights from the inverse probability-of-treatment weighting method were used to examine the effect of PATPH on job satisfaction. SETTING: Nine tertiary public hospitals across three economic and geographic regions in China. PARTICIPANTS: In August 2020, a total of 13 211 hospital employees were surveyed, and 8417 doctors and nurses fully completed questionnaires forming the primary dataset for analysis. Of these respondents, males comprised 18.64% and doctors constituted 28.15%. RESULTS: This study revealed that PATPH had a positive impact on the job satisfaction of healthcare professionals. A 'more effective' PATPH working environment resulted in an improvement of 9.57 points (95% CI 8.99 to 10.16) in job satisfaction scores, controlling for all other variables. The finding persisted consistently through a series of sensitivity analyses. CONCLUSION: The findings offered insights and inspiration for improving the job satisfaction of healthcare professionals, especially in the development of macrolevel policies targeted towards organisational enhancement.
Asunto(s)
Satisfacción en el Trabajo , Humanos , Estudios Transversales , China , Masculino , Femenino , Adulto , Encuestas y Cuestionarios , Persona de Mediana Edad , Hospitales Públicos , Evaluación del Rendimiento de Empleados , Centros de Atención Terciaria , Lugar de Trabajo/psicologíaRESUMEN
This study comprehensively explores the factors that lead to low performers in an organization. A thorough literature review was conducted to construct an interview guide and obtain classification criteria for the factors that lead to low performers. Managers and low performers at multiple firms were interviewed individually to understand the various phenomena related to low performers in organizations. Based on the content of these interviews, 12 factors, classified into individual, leader, work, and organizational dimensions, were identified after three rounds of revisions by business administration experts. Next, a case study of Korea's S Life Insurance Company was conducted to examine the practical implications of the factors that contribute to creating low performers. In this case study, the analytic hierarchy process (AHP), involving eight departmental heads S Life Insurance Company's HR division, was utilized to identify the main factors that must be considered when evaluating low performers. While previous studies have examined low performers either at the individual, organizational, or institutional levels, this study presents a comprehensive and integrated evaluation framework of the factors that cause low performers. The proposed framework facilitates the identification and evaluation of low performers in various organizations and industries, and thus has practical implications in terms of establishing strategies to manage low performers more efficiently and improve organizational performance.
Asunto(s)
Seguro de Vida , Humanos , República de Corea , Evaluación de Programas y Proyectos de Salud/métodos , Administración de Personal/métodos , Entrevistas como Asunto , Liderazgo , Eficiencia Organizacional , Estudios de Casos Organizacionales , Evaluación del Rendimiento de Empleados/organización & administraciónRESUMEN
BACKGROUND: It is important to identify the hazards encountered by nurses before and after COVID-19, assess the potential risks and risk levels, take measures for the identified hazards and risks, and determine the effect of risk management on employee performance evaluation. OBJECTIVE: The aim of this study was to determine the effect of hazard and risk management of nurses before and after COVID-19 on performance evaluation. METHODS: The study consisted of two stages. The first stage had a descriptive design, while the second stage had a one-group pre-test and post-test design. The second stage of the study was conducted during the COVID-19 pandemic. There were 377 nurses who agreed to participate in the study in the first stage and 201 nurses in the second stage. The study data was collected via Information Form, Hazard and Risk Identification Form, and Employee Performance Scale (EPS). In the second stage of the study, training was provided using instruction cards called "Means of Protection Against Hazards and Risks" for potential moderate- and high-level hazards and risks existing after the pre-test. The post-test stage was conducted two weeks after the training. Mann-Whitney U Test, Kruskal-Wallis Test, and Spearman's correlation coefficients were used for statistical analyses of descriptive statistics. RESULTS: The mean EPS score was found to be pre training 3,85±0,60, after training was found to be 3.92±0.55. Moreover, there was a weak negative correlation between pre- and post-training risk levels during the COVID-19 pandemic. CONCLUSION: Hazard and risk management training had a positive effect on the performance of employees.
Asunto(s)
COVID-19 , Gestión de Riesgos , SARS-CoV-2 , Humanos , COVID-19/prevención & control , COVID-19/epidemiología , Gestión de Riesgos/métodos , Femenino , Adulto , Masculino , Pandemias , Evaluación del Rendimiento de Empleados/métodos , Enfermeras y Enfermeros/estadística & datos numéricosRESUMEN
Given the centrality of the job performance construct to organizational researchers, it is critical to understand the reliability of the most common way it is operationalized in the literature. To this end, we conducted an updated meta-analysis on the interrater reliability of supervisory ratings of job performance (k = 132 independent samples) using a new meta-analytic procedure (i.e., the Morris estimator), which includes both within- and between-study variance in the calculation of study weights. An important benefit of this approach is that it prevents large-sample studies from dominating the results. In this investigation, we also examined different factors that may affect interrater reliability, including job complexity, managerial level, rating purpose, performance measure, and rater perspective. We found a higher interrater reliability estimate (r = .65) compared to previous meta-analyses on the topic, and our results converged with an important, but often neglected, finding from a previous meta-analysis by Conway and Huffcutt (1997), such that interrater reliability varies meaningfully by job type (r = .57 for managerial positions vs. r = .68 for nonmanagerial positions). Given this finding, we advise against the use of an overall grand mean of interrater reliability. Instead, we recommend using job-specific or local reliabilities for making corrections for attenuation. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
Asunto(s)
Rendimiento Laboral , Humanos , Rendimiento Laboral/normas , Rendimiento Laboral/estadística & datos numéricos , Reproducibilidad de los Resultados , Evaluación del Rendimiento de Empleados/normas , Empleo/normas , Variaciones Dependientes del ObservadorRESUMEN
Performance appraisal (PA) is used for various organizational purposes and is vital to human resources practices. Despite this, current estimates of PA reliability are low, leading to decades of criticism regarding the use of PA in organizational contexts. In this article, we argue that current meta-analytical interrater reliability (IRR) coefficients are underestimates and do not reflect the reliability of interest to most practitioners and researchers-the reliability of an employee's direct supervisor. To establish the reliability of direct supervisor ratings, those making PA ratings must directly supervise employee job performance instead of nonparallel rater designs (e.g., direct supervisor ratings correlated with ratings from a more senior leader). The current meta-analysis identified 22 independent samples that met this more restrictive study inclusion criterion, finding an average observed IRR of .65. We also report reliability estimates for several important contextual moderators, including whether ratings were completed in operational settings (.60) or for research purposes (.67). In sum, we argue that this study's meta-analytical IRR estimates are the best available estimates of direct supervisor reliability and should be used to guide future research and practice. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
Asunto(s)
Evaluación del Rendimiento de Empleados , Rendimiento Laboral , Humanos , Reproducibilidad de los ResultadosRESUMEN
Abstract Objective: To identify the factors affecting clinical performance among dental students and to help addressing these problems. Material and Methods: A cross-sectional study in which students of third and final year of dentistry participated. Data was collected from June 2022 till September 2022. Data was collected from the third and final year dental students of both public and private dental colleges within the Pakistan using a purposive sampling technique. Results: A total of 372 dental students participated in this study. Thirty eight (31.9%) students belonged to third year while 81 (68.1%) were final year students from government college. For the private dental college, 121 (47.8%) were third year students while 132 (52.2%) were final year students. Majority of the participants were males from both the colleges. 42.9% of government dental students and 26.5% of private dental students agreed on well-preparedness of clinical instructors. 5.5% from private and 21.0% from government dental colleges agreed that adequate personal protective equipment were present in clinical departments. Conclusion: From this study, it is concluded that there should be focus more focus on the factors to enhance clinical skills, supervision of students in clinical practice to help addressing the problems faced during learning and performance in a clinical environment, to produce self-confident, motivated, knowledgeable, skillful and a professional dental graduates.
Asunto(s)
Humanos , Masculino , Femenino , Adulto , Estudiantes de Odontología , Salud Laboral , Evaluación del Rendimiento de Empleados , Pakistán/epidemiología , Estudios Transversales/métodos , Encuestas y Cuestionarios , Interpretación Estadística de Datos , Aprendizaje Basado en ProblemasRESUMEN
ABSTRACT Objective: To identify how stress measured by salivary cortisol during clinical simulation-based education, or simulation and another teaching method, impacts performance. Method: Systematic review of the association between cortisol and performance in simulations. The following databases were used: PubMed, LIVIVO, Scopus, EMBASE, Latin American and Caribbean Health Sciences Literature (LILACS) and Web of Science. Additional searches of gray literature were carried out on Google Scholar and Proquest. The searches took place on March 20, 2023. The risk of bias of randomized clinical trials was assessed using the Cochrane Collaboration Risk of Bias Tool (RoB 2). Inclusion criteria were: simulation studies with salivary cortisol collection and performance evaluation, published in any period in Portuguese, English and Spanish. Results: 11 studies were included which measured stress using salivary cortisol and were analyzed using descriptive synthesis and qualitative analysis. Conclusion: Some studies have shown a relationship between stress and performance, which may be beneficial or harmful to the participant. However, other studies did not show this correlation, which may not have been due to methodological issues.
RESUMEN Objetivo: Identificar cómo el estrés medido por el cortisol salival durante la enseñanza basada en la simulación clínica, o la simulación y otro método de enseñanza, influye en el rendimiento. Método: Revisión sistemática de la asociación entre cortisol y rendimiento en simulaciones. Se utilizaron las siguientes bases de datos: PubMed, LIVIVO, Scopus, EMBASE, Literatura Latinoamericana y del Caribe en Ciencias de la Salud (LILACS) y Web of Science. Se realizaron búsquedas adicionales de literatura gris en Google Scholar y Proquest. Las búsquedas se realizaron el 20 de marzo de 2023. El riesgo de sesgo de los ensayos clínicos aleatorios se evaluó mediante la Herramienta de Riesgo de Sesgo (RoB 2) de la Colaboración Cochrane. Los criterios de inclusión fueron: estudios de simulación con recogida de cortisol salival y evaluación del rendimiento, publicados en cualquier periodo en portugués, inglés y español. Resultados: Se incluyeron 11 estudios que midieron el estrés mediante cortisol salival y se analizaron mediante síntesis descriptiva y análisis cualitativo. Conclusión: Algunos estudios mostraron una relación entre el estrés y el rendimiento, que puede ser beneficiosa o perjudicial para el participante. Sin embargo, otros estudios no mostraron esta correlación, lo que puede no haberse debido a cuestiones metodológicas.
RESUMO Objetivo: Identificar como o estresse mensurado por cortisol salivar durante a educação baseada em simulação clínica ou simulação e outro método de ensino, tem impacto no desempenho. Método: Revisão sistemática da associação do cortisol com o desempenho em simulações. Foram utilizadas as seguintes bases de dados: PubMed, LIVIVO, Scopus, EMBASE, Literatura Latino-Americana e do Caribe em Ciências da Saúde (LILACS) e Web of Science. Pesquisa adicional de literatura cinzenta foi realizada no Google Scholar e no Proquest. As buscas ocorreram em 20 de março de 2023. O risco de viés dos ensaios clínicos randomizados, foi avaliado pela ferramenta Cochrane Collaboration Risk of Bias Tool (RoB 2). Foram critérios de inclusão: estudos de simulação com coleta de cortisol salivar e avaliação de desempenho, publicados em qualquer período em português, inglês e espanhol. Resultados: 11 estudos foram incluídos, os quais mensuraram o estresse utilizando o cortisol salivar e analisados através da síntese descritiva e da análise qualitativa. Conclusão: Alguns estudos mostraram haver relação entre estresse e desempenho, podendo ser benéfico ou prejudicial ao participante. Porém, outros estudos não apresentaram essa correlação que pode não ter ocorrido por questões metodológicas.
Asunto(s)
Humanos , Estrés Psicológico , Hidrocortisona , Revisión Sistemática , Evaluación del Rendimiento de Empleados , Entrenamiento SimuladoRESUMEN
O modelo de demandas e recursos foi utilizado para identificar o poder preditivo do estilo pessoal do terapeuta e do trabalho emocional (demandas), e da inteligência emocional e autoeficácia profissional (recursos) sobre as dimensões da síndrome de Burnout (SB), em uma amostra de 240 psicólogos clínicos brasileiros. Os dados foram coletados por meio de plataforma online, tendo como instrumentos de pesquisa um Questionário de dados sociodemográficos e laborais, o Cuestionario para la Evaluación del Síndrome de Quemarse por el Trabajo, o Cuestionario del Estilo Personal del Terapeut, o Questionário de Avaliação Relacionado a Demandas Emocionais e Dissonância da Regra da Emoção, Medida de Inteligência Emocional, e Escala de Autoeficácia Geral Percebida. Os resultados obtidos revelaram um modelo preditor das dimensões da SB, constituído pelas variáveis dissonância emocional, automotivação, demandas emocionais, instrução, envolvimento e autoeficácia. Ressalta-se a relevância de estratégias voltadas para a prevenção da SB nessa categoria profissional, bem como a necessidade de ações que visem a promoção e o desenvolvimento da inteligência emocional e da autoeficácia como fortalecimento dos recursos emocionais para atuação na prática clínica.(AU)
The Model of Demands - Resources was used to identify the predictive power of therapist's personal style, emotional work (Demands), Emotional intelligence, and professional self-efficacy (Resources) over the Burnout syndrome dimensions in a sample of 240 Brazilian clinical psychologists. The data was collected by an on-line platform using a Labor and social demographic data questionnaire, a work Burnout Syndrome Evaluation questionnaire (CESQT - Cuestionario para la Evaluación del Síndrome de Quemarse por el Trabajo), the short version of the Therapist Personal Style Questionnaire (EPT-C Cuestionario del Estilo Personal del Terapeuta), an Evaluation questionnaire related to emotional demands and emotion rule dissonance, and the Emotional Intelligence Measure (EIM) and Perceived General Self-Efficacy Scale (GPSS) as research instruments. Results showed a predictor model of Burnout syndrome constituted by the variables Emotional dissonance, Self-motivation, Emotional demands, Instruction, Involvement, and Self-efficacy. We emphasize the relevance of strategies to prevent Burnout Syndrome in this professional category and the need for actions to promote and develop emotional intelligence and self-efficacy as a strengthening factor of the emotional resources to work as a clinical psychologist.(AU)
Se utilizó el modelo demandas y recursos para identificar el poder predictivo del estilo personal del terapeuta y del trabajo emocional (demandas), y de la inteligencia emocional y autoeficacia profesional (recursos) sobre las dimensiones del síndrome de Burnout (SB), en una muestra de 240 psicólogos clínicos brasileños. Los datos se recolectaron de una plataforma en línea, utilizando como instrumentos de investigación un cuestionario de datos sociodemográficos y laborales, el Cuestionario para la Evaluación del Síndrome de Quemarse por el Trabajo, el Cuestionario del Estilo Personal del Terapeuta, el Cuestionario de Evaluación Relacionado con Demandas Emocionales y Disonancia de la Regla de la Emoción, la Medida de Inteligencia Emocional y Escala de Autoeficacia General Percibida. Los resultados obtenidos revelaron un modelo predictor de las dimensiones de SB, constituido por las variables disonancia emocional, automotivación, exigencias emocionales, instrucción, implicación y autoeficacia. Se destaca la relevancia de las estrategias dirigidas a la prevención del SB en esta categoría profesional, así como la necesidad de acciones dirigidas a promover y desarrollar la inteligencia emocional y la autoeficacia como fortalecimiento de los recursos emocionales para trabajar en la práctica clínica.(AU)
Asunto(s)
Humanos , Masculino , Femenino , Sociedades , Agotamiento Profesional , Autoeficacia , Inteligencia Emocional , Agotamiento Psicológico , Psicoterapeutas , Innovación Organizacional , Ansiedad , Procesos Patológicos , Participación del Paciente , Tolerancia , Satisfacción Personal , Personalidad , Reorganización del Personal , Pobreza , Práctica Profesional , Psicología , Psicología Clínica , Calidad de Vida , Aspiraciones Psicológicas , Salarios y Beneficios , Signos y Síntomas , Logro , Conducta Social , Clase Social , Distancia Psicológica , Justicia Social , Movilidad Social , Estrés Psicológico , Análisis y Desempeño de Tareas , Desempleo , Mujeres Trabajadoras , Conducta , Administración de los Servicios de Salud , Adaptación Psicológica , Enfermedades Cardiovasculares , Cultura Organizacional , Actitud , Indicadores de Calidad de Vida , Salud Mental , Salud de la Familia , Responsabilidad Legal , Salud Laboral , Competencia Mental , Guía de Práctica Clínica , Personal de Salud , Calidad, Acceso y Evaluación de la Atención de Salud , Administración del Tiempo , Eficiencia Organizacional , Atención Integral de Salud , Conflicto Psicológico , Participación de la Comunidad , Consejo , Gestión en Salud , Creatividad , Habilitación Profesional , Mecanismos de Defensa , Despersonalización , Depresión , Eficiencia , Emociones , Empatía , Reivindicaciones Laborales , Planes para Motivación del Personal , Evaluación del Rendimiento de Empleados , Empleo , Recursos Humanos , Mercado de Trabajo , Ética Institucional , Fatiga Mental , Resiliencia Psicológica , Placer , Creación de Capacidad , Red Social , Esperanza , Muerte por Exceso de Trabajo , Desgaste por Empatía , Ajuste Emocional , Autocontrol , Estrés Laboral , Frustación , Estatus Económico , Tristeza , Regulación Emocional , Distrés Psicológico , Factores Sociales , Carga del Cuidador , Estrés Financiero , Demanda Inducida , Apoyo Comunitario , Factores Sociodemográficos , Bienestar Psicológico , Eficacia Colectiva , Condiciones de Trabajo , Dinámica de Grupo , Sindrome de Sobreentrenamiento , Diversidad de la Fuerza Laboral , Crecimiento Psicológico , Habilidades de Afrontamiento , Agotamiento Emocional , Presión del Tiempo , Culpa , Empleos en Salud , Promoción de la Salud , Renta , Inteligencia , Satisfacción en el Trabajo , Sindicatos , Liderazgo , Motivación , Enfermedades Profesionales , Servicios de Salud del TrabajadorRESUMEN
Este estudo analisa o estresse ocupacional entre psicólogos que atuavam na Atenção Primária à Saúde durante a pandemia ocasionada pela covid-19, assim como as características sociodemográficas e laborais dos participantes e sua relação com o estresse ocupacional. Participaram da pesquisa 70 psicólogos atuantes em 51 unidades básicas de saúde das regiões Oeste e Extremo Oeste catarinense. Para coleta de dados, um questionário sociodemográfico e a versão reduzida da Job Stress Scale (JSS) foram aplicados. A análise dos dados foi realizada por meio da estatística descritiva e inferencial. Identificou-se que 35,7% dos psicólogos apresentaram alto desgaste no trabalho; 28,6% baixo desgaste; 27,1% se mostraram em trabalho passivo; e 8,6% em trabalho ativo. No modelo de regressão linear, os fatores associados à dimensão Demanda da JSS foram: possuir filho (a) (coeficiente -1,49; IC 95% -2,75 a -0,23) e afastamento do trabalho nos últimos 12 meses (coeficiente 1,88; IC 95% 0,60 a 3,15). Os psicólogos com hipertensão arterial sistêmica autorreferida apresentaram, em média, 3,96 pontos a menos no escore de Apoio social (IC 95% -7,06 a -0,85), quando comparados aos não hipertensos, e entre os psicólogos que trabalhavam no turno da manhã identificou-se aumento de 4,46 pontos, em média, no escore de Apoio social (IC 95% 0,90 a 8,02) em relação aos profissionais do turno manhã e tarde. Evidenciou-se que um número significativo de psicólogos apresentava-se em alto desgaste no trabalho, com potenciais implicações para sua saúde e atuação profissional.(AU)
This study analyzed occupational stress among psychologists who worked in Primary Health Care during the COVID-19 pandemic and participants' sociodemographic and work characteristics and their relationship with occupational stress. In total, 70 psychologists working in 51 basic health units in the West and Far West regions of Santa Catarina participated in this research. A sociodemographic questionnaire and the short version of the Job Stress Scale (JSS) were applied to collect data. Data were analyzed by descriptive and inferential statistics. In total, 35.7% of psychologists showed high stress at work; 28.6%, low burn out; 27.1%, passive work; and 8.6%, active work. The factors in the linear regression model that were associated with the JSS demand dimension referred to having children (coefficient −1.49; 95% CI −2.75 to −0.23) and absence from work in the last 12 months (coefficient 1.88; 95% CI 0.60 to 3.15). Psychologists with self-reported systemic arterial hypertension showed, on average, 3.96 points lower in the Social Support score (95% CI −7.06 to −0.85) than non-hypertensive ones and psychologists who worked in the morning shift, an average increase of 4.46 points in the Social Support score (95% CI 0.90 to 8.02) in relation to professionals working in the morning and afternoon shifts. A significant number of psychologists had high stress at work, with potential implications to their health and professional performance.(AU)
Este estudio evalúa el estrés laboral entre los psicólogos que trabajaron en la atención primaria de salud durante la pandemia provocada por la COVID-19, así como las características sociodemográficas y laborales de ellos y su relación con el estrés laboral. En la investigación participaron setenta psicólogos que trabajan en 51 unidades básicas de salud en las regiones oeste y lejano oeste de Santa Catarina (Brasil). Para la recolección de datos se aplicó un cuestionario sociodemográfico y la versión corta de la Job Stress Scale (JSS). El análisis de los datos se realizó mediante estadística descriptiva e inferencial. Se identificó que el 35,7% de los psicólogos presentaban alto estrés en el trabajo; el 28,6% tenían poco desgaste; el 27,1% se encontraban en trabajo pasivo; y el 8,6% en trabajo activo. En el modelo de regresión lineal, los factores asociados a la dimensión demanda de la JSS fueron: tener hijo (coeficiente -1,49; IC 95% -2,75 a -0,23) y baja laboral en los últimos 12 meses (coeficiente 1,88; IC 95% 0,60 a 3,15). Los psicólogos con hipertensión arterial sistémica autoinformada presentaron un promedio de 3,96 puntos más bajo en la puntuación de apoyo social (IC 95% -7,06 a -0,85) en comparación con los no hipertensos, y entre los psicólogos que trabajaban en el turno de la mañana, se identificó un aumento promedio de 4,46 puntos en la puntuación de apoyo social (IC 95% 0,90 a 8,02) con relación a los profesionales que laboran en el turno de mañana y tarde. Quedó evidente que un número significativo de psicólogos se encontraba en situación de alto estrés en el trabajo, con posibles implicaciones para su salud y desempeño profesional.(AU)
Asunto(s)
Humanos , Masculino , Femenino , Atención Primaria de Salud , Psicología , Salud Laboral , Estrés Laboral , Organización y Administración , Innovación Organizacional , Ansiedad , Procesos Patológicos , Lealtad del Personal , Pobreza , Práctica Profesional , Garantía de la Calidad de Atención de Salud , Aspiraciones Psicológicas , Salarios y Beneficios , Signos y Síntomas , Condiciones Sociales , Distancia Psicológica , Aislamiento Social , Problemas Sociales , Socialización , Factores Socioeconómicos , Análisis y Desempeño de Tareas , Terapéutica , Desempleo , Virus , Orientación Vocacional , Mujeres Trabajadoras , Tolerancia al Trabajo Programado , Síntomas Conductuales , Características de la Población , Horas de Trabajo , Estrategias de Salud Nacionales , Administración de los Servicios de Salud , Riesgos Laborales , Agotamiento Profesional , Actividades Cotidianas , Poder Psicológico , Adaptación Psicológica , Movilidad Laboral , Cultura Organizacional , Familia , Indicadores de Calidad de Vida , Salud Mental , Responsabilidad Legal , Desarrollo de Personal , Estrategias de Salud , Carga de Trabajo , Competencia Mental , Empleos Subvencionados , Personal de Salud , Lugar de Trabajo , Calidad, Acceso y Evaluación de la Atención de Salud , Administración del Tiempo , Eficiencia Organizacional , Coronavirus , Conflicto Psicológico , Vida , Autoeficacia , Consejo , Gestión en Salud , Habilitación Profesional , Impacto Psicosocial , Autonomía Personal , Atención a la Salud , Amigos , Despersonalización , Depresión , Contaminantes Atmosféricos , Educación , Escolaridad , Eficiencia , Empatía , Reivindicaciones Laborales , Planes para Motivación del Personal , Evaluación del Rendimiento de Empleados , Empleo , Medio Ambiente y Salud Pública , Recursos Humanos , Prevención de Enfermedades , Disparidades en el Estado de Salud , Mercado de Trabajo , Ética Institucional , Fatiga Mental , Resiliencia Psicológica , Inteligencia Emocional , Creación de Capacidad , Remuneración , Esperanza , Muerte por Exceso de Trabajo , Desgaste por Empatía , Ajuste Emocional , Autocontrol , Rendimiento Laboral , Fatiga de Alerta del Personal de Salud , Equilibrio entre Vida Personal y Laboral , Compromiso Laboral , Estatus Económico , Solidaridad , Distrés Psicológico , Carga del Cuidador , Distanciamiento Físico , Estrés Financiero , Demanda Inducida , Psicoterapeutas , Dados Estadísticos , Vulnerabilidad Social , Condiciones de Trabajo , Sindrome de Sobreentrenamiento , Diversidad de la Fuerza Laboral , Crecimiento Psicológico , Habilidades de Afrontamiento , Seguridad del Empleo , Agotamiento Emocional , Presión del Tiempo , Culpa , Empleos en Salud , Promoción de la Salud , Recursos en Salud , Accesibilidad a los Servicios de Salud , Investigación sobre Servicios de Salud , Ergonomía , Relaciones Interpersonales , Relaciones Interprofesionales , Satisfacción en el Trabajo , Sindicatos , Liderazgo , Motivación , Grupos Profesionales , Negativismo , Enfermedades Profesionales , Servicios de Salud del Trabajador , OcupacionesRESUMEN
In talent management, predicting high potential (HP) is one of the most important questions human resources professionals face. The main goal of this study was to analyze which competences predict employees HP and whether these competences differ by gender. The study analyzed 806 employees in the Spanish branch of a multinational service firm that employs over 6,000 employees. Participants, were classified as HP using a questionnaire about eight competences identified as key to the firms talent management (TM) and divided into two categories: cognitive-intrapersonal and emotional-interpersonal, and assessment interviews of supervisors. Results indicate that the competences in the cognitive-intrapersonal category contribute greater weight in predicting HP. More specifically, competences of Initiative, Appetite for learning, and Thinking beyond boundaries were significantly related to the HP criterion. The competences that were significant by gender were also analyzed. Application of these results, as well as the studys limitations and recommendations for future research, are discussed.(AU)
En la gestión del talento, predecir un alto potencial (AP) es una de las cuestiones más importantes a las que se enfrentan los profesionales de recursos humanos. El objetivo principal de este estudio ha sido analizar qué competencias predicen el AP de los empleados y si estas competencias difieren en función del género. El estudio analiza a 806 empleados de la sucursal española de una empresa multinacional de servicios que emplea a más de 6,000 trabajadores. Los participantes fueron clasificados como AP mediante un cuestionario sobre ocho competencias identificadas como clave para la gestión del talento de la empresa y entrevistas de evaluación a supervisores, y divididas en dos categorías: cognitivo-intrapersonal y emocional-interpersonal. Los resultados indican que las competencias de la categoría cognitivo-intrapersonal aportan un mayor peso en la predicción del AP. Más concretamente, las competencias de iniciativa, hambre de aprender y pensar más allá de los límites se relacionaban significativamente con el criterio de AP. También se analizaron las competencias que resultaron significativas en función del género. Se discute la aplicación de estos resultados, así como las limitaciones del estudio y las recomendaciones para futuras investigaciones.(AU)
Asunto(s)
Humanos , Aptitud , Relaciones Laborales , /psicología , Organizaciones , Empleo , Evaluación del Rendimiento de Empleados , Psicología , Psicología Social , Agotamiento Profesional , Rendimiento LaboralRESUMEN
Abstract: This study aimed to compare the mechanical and functional muscle performance of three different competitive soccer teams of the Costa Rica professional league (U17, Pro A, and Pro B). Age 20.09 ± 4.32 years old, weight body mass 70.85 ± 7.45 kg, height 174.56 ± 4.97 cm; body fat percentage 13.9 ± 5.06 %; lean body mass 57.90 ± 4.88 kg; lean body mass right lower limb 10.11 ± 0.87 kg; lean body mass leth lower limb 10.09 ± 0.92 kg. The variables assessed were muscle time of contraction, muscle radial displacement, delay time, squat jump, and countermovement jump. The devices used were dual ray absorptiometry, tensiomyography, and jump platform. There were differences in weight, body mass, and body fat % (Pro A< U17<Pro B). There was a difference in group squat jump performance (Pro A> U17). There were no significant differences in muscle time of contraction, delay time, or radial deformation. The knowledge of differences in both muscle functional and mechanical performance could lead to new training and recovery methods and protocols considering the player's professional levels.
Resumen: El objetivo de este estudio fue comparar el rendimiento muscular mecánico y funcional de tres equipos de fútbol competitivos diferentes de la liga profesional de Costa Rica (U17, Pro A, Pro B). Edad 20.09 ± 4.32 años, ; masa corporal 70.85 ± 7.45 kg, ; altura 174.56 ± 4.97 cm; porcentaje de grasa 13.9 ± 5.06 %; masa magra 57.90 ± 4.88 kg; masa magra extremidad inferior derecha 10.11 ± 0.87 kg; masa magra izquierda miembro inferior izquierdo 10.09 ± 0,92 kg. Las variables evaluadas fueron: tiempo de contracción muscular, desplazamiento radial del músculo, tiempo de retraso, salto en cuclillas y salto de contraataque. Los dispositivos utilizados fueron la absorciometría de doble rayo, la tensiomiografía y la plataforma de salto. Se encontraron diferencias en la masa corporal y la grasa. % (Pro A < U17 < Pro B). Hubo diferencias en el rendimiento del salto en sentadilla por grupos (Pro A > U17). No hubo diferencias significativas en el tiempo de contracción muscular, el tiempo de retraso o la deformación radial. El conocimiento de las diferencias en Ttanto en el rendimiento funcional como en el mecánico del músculo podría conducir a nuevos métodos y protocolos de entrenamiento y recuperación considerando los niveles profesionales del jugador.
Resumo: O objetivo deste estudo foi comparar o desempenho mecânico e funcional de três diferentes equipes de futebol competitivas da liga profissional costarriquenha (U17, Pro A, Pro B). Idade 20,09 ± 4,32 anos, massa corporal 70,85 ± 7,45 kg, altura 174,56 ± 4,97 cm; percentual de gordura 13,9 ± 5,06%; massa magra 57,90 ± 4,88 kg; massa magra extremidade inferior direita 10,11 ± 0,87 kg; massa magra membro inferior esquerdo 10,09 ± 0,92 kg. As variáveis avaliadas foram: tempo de contração muscular, deslocamento radial do músculo, tempo de atraso, salto de cócoras e contra salto. Os dispositivos utilizados foram a absorciometria por raios-X com dupla energia, a tensiomiografia e a plataforma de salto. Foram encontradas diferenças na massa corporal e na gordura. % (Pro A <U17 <Pro B). Houve diferenças no desempenho do salto de agachamento por grupo (Pro A> U17). Não foram encontradas diferenças significativas no tempo de contração muscular, tempo de atraso ou deformação radial. O conhecimento das diferenças tanto no desempenho muscular funcional quanto mecânico poderia levar a novos métodos e protocolos de treinamento e recuperação, considerando os níveis profissionais do jogador.
Asunto(s)
Humanos , Masculino , Fútbol , Rendimiento Físico Funcional , Costa Rica , Evaluación del Rendimiento de EmpleadosRESUMEN
Drawing on the integrative model of uncertainty tolerance, we aimed to investigate whether uncertainty relates to adaptive performance, at the within-person level. We argue that daily uncertainty at work will trigger negative affective reactions that, in turn, will minimize adaptive performance. Moreover, we focus on socio-cognitive mindfulness as a cross-level moderator of the indirect relationship of uncertainty on adaptive performance via negative affect. To capture changes in daily life and test our model, we conducted two diary studies across 5-working days: One with a sample of telecommuters (n = 101*5 = 505), and the other with a sample of non-telecommuters (n = 253*5 = 1,265). Study 1 took place between February and March of 2021 (during the mandatory confinement), and Study 2 occurred between April and May 2021 (out of the mandatory confinement). Both studies were conducted in Portugal. The multilevel results showed that at the day-level of analysis, uncertainty decreased adaptive performance through the enhanced negative affect. Moreover, at the person-level of analysis mindfulness moderated (a) the direct relationship of uncertainty to adaptive performance, and (b) the indirect relationship of uncertainty to adaptive performance via negative affect, in such a way that it became weaker when mindfulness was higher (multilevel-mediated moderation effect). This relation was different between Studies 1 and 2; that is, in Study 1, teleworkers who were high on mindfulness engaged in more adaptive performance when negative affect was high. In Study 2, adaptive performance significantly decreased, when negative affect was higher, even though this effect was weaker for mindful of individuals. The findings show that mindfulness helps to fill in the spaces of the affective uncertainty attenuating its detrimental effects. (AU)
Asunto(s)
Humanos , Atención Plena/métodos , Evaluación del Rendimiento de Empleados , Afecto , Incertidumbre , ConcienciaRESUMEN
The cultivation of healthy Work Environments, coupled with the enhancement of Employee Behaviour through effective team building, holds significant importance. There is an increasing scholarly focus on examining the impact of employees' participation in sports on team dynamics and interpersonal relationships within the workplace. The behaviour of employees is significantly impacted by the Work Environment, encompassing both the physical setting and the organisational culture. Furthermore, the implementation of participatory leadership fosters a sense of unity within the team and enhances overall performance through the engagement of team members in the decision-making process. Hence, the objective of this research is to examine the correlation among engagement in sports, the Work Environment, and participative leadership, thereby illustrating their collective impact on team cohesion and Employee Behaviour within contemporary organisational settings. The study was conducted by the researcher using a deductive approach grounded in quantitative research methodology. Research findings indicate a positive correlation between employees' engagement in sports activities, enhanced teamwork, and overall workplace conduct. Moreover, empirical evidence suggests that the presence of a conducive Work Environment, coupled with the implementation of participative leadership practices, significantly contributes to the development of a positive organisational culture and the promotion of desirable employee conduct. Nevertheless, the research has predominantly utilised quantitative data, thereby excluding qualitative perspectives that could provide a more comprehensive understanding of the underlying concepts driving the observed correlations.(AU)
Asunto(s)
Humanos , Masculino , Femenino , Deportes , Salud Laboral , Desarrollo de Personal , Evaluación del Rendimiento de Empleados , Compromiso Laboral , Motivación , LiderazgoAsunto(s)
Evaluación del Rendimiento de Empleados , Aprendizaje , Investigadores , Australia , Cooperación Internacional , Revisión de la Investigación por Pares/métodos , Revisión de la Investigación por Pares/normas , Revisión de la Investigación por Pares/tendencias , Investigadores/normas , Evaluación del Rendimiento de Empleados/métodos , Evaluación del Rendimiento de Empleados/normas , Evaluación del Rendimiento de Empleados/tendenciasRESUMEN
A Avaliação de Desempenho (AD) é um instrumento essencial na gestão dos recursos humanos, é um processo dinâmico e tem vários objetivos para as organizações. O atual sistema de AD dos enfermeiros da administração pública, é muito contestado e é um dos grandes desafios que se coloca ao Enfermeiro Gestor (EG). A questão orientadora de investigação é: ?Quais as vivências dos enfermeiros no processo de AD??, e os objetivos são: descrever as vivências dos enfermeiros no processo de AD; identificar que problemas vivenciam os enfermeiros no processo de AD; e identificar as reações que predominam nos enfermeiros no processo de AD. A metodologia do estudo assenta numa abordagem qualitativa fenomenológica com análise de conteúdo segundo o método de Giorgi e Sousa (2010), numa amostra intencional de seis enfermeiros que cumpriram os critérios de inclusão. Para obtenção dos resultados recorreu-se a um guião de entrevista semiestruturada. Da análise emergiram os constituintes essenciais da experiência: reconhecimento da importância, momento de oportunidade de melhoria, momento de valorização profissional, momento de feedback, meramente burocrático, incoerência avaliativa, desconhecimento do desempenho dos avaliados, objetivos não SMART, não são orientados para os cuidados enfermagem, influenciados pelo avaliador, injusta, pouco precisa, ausência de imparcialidade, limitadora e incontestável. Estes foram organizados, em grupos que dominamos de ?elementos do processo de AD?: o processo, o avaliador, os parâmetros de avaliação e as reações ao processo. Com o estudo concluímos que existem um conjunto de reações negativas, referentes ao atual sistema, relacionados com: o processo, o avaliador e os parâmetros de avaliação.
Asunto(s)
Administración de Personal , Eficiencia , Evaluación del Rendimiento de Empleados , EnfermerosRESUMEN
Objetivo : Conocer la satisfacción laboral en los académicos de la licenciatura de Cirujano Dentista del Facultad de Estudios Superiores Zaragoza, Universidad Nacional Autónoma de México en el período 2019. Material y métodos : Estudio observacional, prolectivo, transversal, descriptivo. La población de estudio estuvo conformada por 123 académicos, a los que se les aplicó un cuestionario de 20 ítems con respuestas en escala Likert (α de Cronbach 0.845). Resultados : Del total de encuestados, el 45% (55) del sexo masculino, 55% (68) del femenino, con una media de edad de 36.5 (± 9.6) años. El 48% (59) de los académicos se encuentran satisfechos con el trabajo docente que realizan, en contraste, el 25% (31) está muy insatisfechos. Entre los factores que influyen en la insatisfacción se encontró: La carga horaria, sobre todo los que tienen en turno mixto, el poco apoyo que la institución da para estudiar un posgrado, el estrés que conlleva la responsabilidad de supervisar a los estudiantes en el área clínica en la atención a pacientes. La insatisfacción se presenta en mayor proporción en académicos con una edad ≥ 50 años. Conclusiones : Los factores referidos que influyen en la insatisfacción son: el bajo salario, las inadecuadas instalaciones para impartir clase, la falta de apoyo para la capacitación por parte de la institución, el no reconocimiento al trabajo realizado. Llama la atención que, en la licenciatura de Cirujano Dentista donde el trabajo en equipo es de suma importancia, este no se dé o se dé muy pocas veces.
Objective : To know the job satisfaction in the Dental Surgeon academics from the Facultad de Estudios Superiores Zaragoza, Universidad Nacional Autónoma de México, during 2019. Methods : Observational, prolective, cross-sectional, descriptive study. The study population consisted of 123 academics, to whom a 20-item questionnaire was applied with responses on the Likert scale (Cronbach's α 0.845). Results : Of the total number of respondents, 45% (55) were male, 55% (68) were female, with a mean age of 36.5 (± 9.6) years. 48% (59) of the academics are satisfied with the teaching work they do, in contrast, 25% (31) are very dissatisfied. Among the factors that influence dissatisfaction, the following was found: The workload, especially those who have a mixed shift, the little support that the institution gives to study a postgraduate course, the stress that comes with the responsibility of supervising students in the area clinic in patient care. Dissatisfaction occurs in a higher proportion in academics aged ≥ 50 years. Conclusions : The referred factors that influence dissatisfaction are: low salary, inadequate facilities to teach classes, lack of support for training by the institution, non-recognition of the work done. It is striking that, in the Dental Surgeon degree where teamwork is of the utmost importance, this does not occur or occurs very rarely.
Asunto(s)
Humanos , Adulto Joven , Estrés Psicológico , Enseñanza , Evaluación del Rendimiento de Empleados , Personal Docente , Satisfacción en el Trabajo , Odontólogos , Estudio ObservacionalRESUMEN
Objetivo: analisar os fatores que influenciam a prática do enfermeiro na consulta de puericultura na Atenção Primária. Método: estudo transversal com 31 enfermeiros da Saúde da Família de município do Nordeste do Brasil, utilizando-se checklist com dimensões do cuidado implementadas na puericultura. Para análise dos dados, utilizou-se estatística descritiva e teste de Mann-Whitney. Resultados: as consultas realizadas por enfermeiros com tempo de conclusão da graduação e tempo de atuação de até dez anos apresentaram um cuidado voltado para as dimensões acolhimento, anamnese e avaliação da situação vacinal e suplementações. Enquanto aqueles com tempo superior a dez anos priorizaram a avaliação do crescimento e os registros no prontuário e na Caderneta da Criança. Houve associação significativa entre o sexo feminino e ter especialização com o desempenho dos profissionais. Conclusão: os fatores que influenciam a prática dos enfermeiros na puericultura acarretam importantes diferenças assistenciais, podendo comprometer a integralidade do cuidado à criança.
Objetivo: analizar los factores que influyen en la práctica del enfermero en la consulta de puericultura en la Atención Primaria. Método: estudio transversal con 31 enfermeros de la Salud de la Familia de municipio del Nordeste de Brasil, utilizándose checklist con dimensiones del cuidado implementadas en el puericultura. Para el análisis de los datos, se utilizó estadística descriptiva y prueba de Mann-Whitney. Resultados: las consultas realizadas por enfermeros con tiempo de conclusión de la graduación y tiempo de actuación de hasta diez años presentaron un cuidado volcado para las dimensiones acogida, anamnesis y evaluación de la situación vacunal y suplementaciones. Mientras que aquellos con tiempo superior a diez años priorizaron la evaluación del crecimiento y los registros en el prontuario y en la Libreta del Niño. Hubo asociación significativa entre el sexo femenino y tener especialización con el desempeño de los profesionales. Conclusión: los factores que influyen en la práctica de los enfermeros en el puericultura acarrean importantes diferencias asistenciales, pudiendo comprometer la integralidad del cuidado al niño.
Objective to analyze the factors that influence the practice of nurses in childcare consultation in Primary Care. Method: cross-sectional study with 31 Family Health nurses from a municipality in the Northeast of Brazil, using a checklist with care dimensions implemented in childcare. For data analysis, descriptive statistics and Mann-Whitney test were used. Results: the consultations performed by nurses with graduation completion time and working time of up to ten years presented a care focused on the dimensions of embracement, anamnesis and evaluation of the vaccination status and supplementation. While those with more than ten years prioritized the evaluation of growth and records in the medical record and in the Child's Handbook. There was a significant association between female gender and specialization with the performance of professionals. Conclusion: the factors that influence the practice of nurses in childcare cause important differences in care, and may compromise the completeness of child care.
Asunto(s)
Humanos , Masculino , Femenino , Cuidado del Niño , Atención de Enfermería , Estudios Transversales , Evaluación del Rendimiento de EmpleadosRESUMEN
O objetivo desta pesquisa é identificar e compreender fenomenologicamente, por meio de relato de Psicólogos de Esporte (PE) e de Coaches, em sua vivência prática, como ocorrem os processos reflexivos em sua atuação, conforme apreendidos a partir de relatos de experiências. O método de investigação escolhido foi a fenomenologia, pois oferece os recursos necessários para tal mergulho junto à experiência reflexiva. A amostra intencional foi delineada por PE e Coaches (profissionais de Educação Física que recorrem ao Coaching) em atividade em esportes de alto rendimento, que tenham atuado ou estejam atuando em modalidades esportivas coletivas e/ou individuais. Realizaram-se nove entrevistas (cinco com PE, quatro com Coaches). O acesso ao objeto desse estudo se deu por meio de entrevistas em profundidade e semiestruturadas, orientadas pela escuta suspensiva. As questões disparadoras foram formuladas com base no Procedimento Estruturado de Reflexão adaptado. Para análise das entrevistas, realizou-se uma síntese de cada relato, seguindo-se de cruzamento intencional. Como resultados, percebeu-se que PE e Coaches trazem algumas similaridades no que se refere aos modos de refletir sobre sua prática. No entanto, as experiências que eles fazem desses processos reflexivos é que podem tomar rumos distintos. Os(as) PE amparam-se na regulamentação da profissão e resguardam-se em seus apontamentos, trazendo suas experiências e reflexões sobre os processos vividos. Os(as) Coaches trazem em suas explanações um trabalho coerente, organizado e compatível com o método do Coaching. Problematizar os processos reflexivos desses profissionais permite diferenciar qualitativa e eticamente suas atuações, possibilitando o fomento multiprofissional no esporte.(AU)
The aim of this study consists in phenomenologically identifying and understanding, by the report of Sport Psychologists (SP) and coaches, in their practical experience, how would be the reflexive processes that take place in their performance, as learned from reports of their experiences. The research method chosen was phenomenology, since it offers the necessary resources for such a dive along with the reflective experience. The intentional sample was outlined by SP and coaches (Physical Education professionals who use coaching) active in high performance sports, who have or are working in collective and/or individual sports. Nine interviews were conducted (five with SP, four with coaches). Access to the object of this study took place by in-depth and semi-structured interviews, guided by suspensive listening. The triggering questions were formulated based on the adapted Structured Reflection Procedure. For the analysis of the interviews, a synthesis of each report was carried out, followed by the intentional crossing. As results, it was noticed that SP and coaches bring some similarities regarding the ways of reflecting on their practice. However, their experiences of these reflective processes are that they can take different directions. The SP are based on the regulation of the profession and guard themselves in their notes, bringing their experiences and reflections on the processes experienced. Coaches bring in their explanations a coherent, organized, and compatible work with the coaching method. Problematizing the reflective processes of these professionals allows to differentiate their actuation qualitatively and ethically, making the multiprofessional phenomenon in sport possible.(AU)
El objetivo de este estudio consiste en identificar y comprender fenomenológicamente, a partir de la experiencia práctica de psicólogos del deporte (PD) y coaches, cómo serían los procesos reflexivos que se llevan a cabo en su rendimiento, tal y como se desprende de los informes de experiencias. El método de investigación elegido fue la fenomenología, ya que ofrece los recursos necesarios junto con la experiencia. La muestra intencional fue delineada por PD y coaches (profesionales de la educación física que utilizan el coaching) activos en deportes de alto rendimiento, que tienen o están trabajando en deportes colectivos e/o individuales. Se realizaron nueve entrevistas (cinco con PD, cuatro con coaches). El acceso al objeto de este estudio fue entrevistas en profundidad y semiestructuradas, guiadas por escuchas suspensivas. Las preguntas se formularon desde el procedimiento de reflexión estructurado adaptado. Para el análisis de las entrevistas, se hizo una síntesis de cada informe, seguida del cruce intencional. Como resultados, se notó que los PD y coaches tienen algunas similitudes con respecto a las formas de reflexionar sobre su práctica. Sin embargo, las experiencias que hacen de estos procesos pueden tomar diferentes direcciones. Los(las) PD se basan en la regulación de la profesión y se protegen en sus notas, aportando sus experiencias y reflexiones sobre los procesos vividos. Los(las) coaches plantean en sus explicaciones un trabajo coherente, organizado y compatible con el método de Coaching. Problematizar los procesos reflexivos de estos profesionales permite diferenciar sus acciones de manera cualitativa y ética, además de posibilitar la promoción multiprofesional en el deporte.(AU)